مریم طهرانی

As organizations and individuals face increasing pressures and coercion, courageous actions become essential for effectively addressing these challenges. This research aims to investigate the antecedents and outcomes of courage within workplace settings through a comprehensive review of existing literature.
This study utilized a meta-synthesis approach for its research design. Sample selection was carried out using purposeful sampling techniques. Additionally, qualitative data were converted into quantitative data through Shannon's entropy method for indicator weighting and ranking.
The antecedents of workplace courage were identified and categorized into four primary groups: individual, organizational, situational, and environmental factors, ranked in order of significance. Moreover, the manifestations of workplace courage were divided into positive and negative outcomes.
The findings of this study offer valuable insights for businesses and organizational leaders regarding the vital role of courage in the workplace. By understanding the antecedents of courage, organizations can create environments that encourage courageous actions and maximize their beneficial effects.

Courageous behaviors are very important for organizations because they can solve their problems and instill long-term trust in the organization. The purpose of this research is to understand the process of choosing courageous behavior in public organizations.

This research is applied research with a qualitative approach and grounded theory method was used. The participants in this research were experts in the behavioral-human resources field of public organizations of East Azerbaijan province (Tabriz & Marand Cities) were selected as a statistical sample through a purposeful sampling method. The tool of data collection was semi-structured interview. The obtained interview data was analyzed and codified using Maxquda Version 2020.

Based on the result, the central category was explained in four subcategories of "persistence and resilience", "brave and boldness", "activity and not being indifferent to observed deviations", and "the ability to preserve identity and honesty in telling the truth". Causal conditions were classified in the form of two categories of individual and structural factors, background conditions in the form of managers' personality and performance, social pressure, informal organization and educational and social contexts, and intervening conditions in the form of economic, political and cultural factors. Actions-reactions were also identified in the form of the categories of developing a risk-taking culture, modeling brave people and publishing their narratives, raising awareness and training human resources, expanding effective bilateral and multilateral interactions, and designing encouraging and supportive mechanisms promoting courage behaviors. Finally, the results were categorized into the categories of individual, organizational, and extra-organizational achievements.

Human resources managers can learn about courageous behavior, its choosing process, and the consequences of this behavior in organizations with the help of the paradigm model presented in this research and finally, make a series of structural, cultural, and political reforms to develop courage behavior.

In today's dynamic environment, survival and growth are two major concerns for organizations. The uncertainty of these environments acts as a factor, and organizations are at risk of survival. Some organizations have found a way to survive in today's dynamic environment and have experienced growth for a long time. But what is the process or strategy that may help the sustainability and growth of organizations for a long time? It seems that organizational vitality and related processes are the answer to this.The existing literature in the field of organizational vitality has mainly focused on a small number of antecedents and consequences. Therefore, conducting comprehensive studies in this field is of great importance. In the current research, an attempt has been made to identify the antecedents and consequences of vitality in the Family Chain Store Company. It is expected that by conducting this research in the applied part, antecedents and consequences resulting from this concept will be identified so that human resource managers can use them to improve organizational vitality and thus ensure the performance, survival, and growth of their organizations. In the theoretical part, it is expected that conducting this research will lead to the development of previous literature in the field of organizational vitality.

Design/ methodology/ approach: 

The current research is applied in terms of purpose and developmental in terms of its method, which was done in a mixed (qualitative-quantitative) way. In the qualitative part (meta-synthesis method), the research population is made up of all the studies conducted in this field, which were selected using the criterion-oriented purposeful sampling method. In the quantitative part, the multi-step fuzzy Delphi method was used in order to reach a consensus about the components extracted from the qualitative part. The statistical population of a small part includes experts in family chain stores.

 In this research, the antecedents of employees' vitality in organizations were identified in 2 individual and organizational categories, and the consequences were also identified in 2 categories of individual and organizational results. Then the fuzzy Delphi method was used to obtain experts' opinions about the importance of these factors. In the first phase of the fuzzy Delphi for antecedents, the results showed that the center of control, legitimacy, and individual effectiveness were removed due to the lower value of the obtained index. Also, the results of Fuzzy Delphi for consequences showed that employee productivity, creative job dependence, and job satisfaction were the most important, respectively. In this section, all the consequences were approved.
The difference between the de-fuzzified average of experts' opinions in two stages for antecedents and consequences is less than 0.1. Based on this, the experts of the Family Chain Stores have reached a consensus regarding the antecedents and consequences of employee vitality in the organization, and the survey is stopped at this stage.

Limitations & Consequences:

 Based on the findings of the present study, a job should be defined and designed in such a way that it provides the necessary richness and meaning and leads to positive and fruitful results. There are some factors that should be given special attention when defining any job. Job meaningfulness, job transparency, job security, autonomy at work, and career development are among these factors, and implementing each one will undoubtedly lead to numerous positive outcomes. There are many factors at the individual level that can potentially influence organizational vitality. These factors were included in several themes, such as demographic factors, personality characteristics, psychological characteristics, and individual attitudes. Therefore, it is suggested that human resource managers definitely consider the mentioned categories and their subcategory factors in their recruitment strategies and plans. 

Practical Consequences:

 According to the results obtained in the present research, welfare programs and extra-organizational activities for the welfare and health of employees are among the most important factors promoting organizational vitality. Also, trust in work environments can lead to organizational vitality. Therefore, it is suggested that in order to strengthen trust and, as a result, increase vitality in the organization, managers adhere to honesty in business relationships, observe justice among employees, and prioritize common goals over individual goals.

Innovation or value of the Article: 

Human resource managers may use the results of this research to improve the vitality of employees and ultimately improve the performance and growth of their organization.

Background & Managing the challenges of virtual teams has become an important issue in today's global and technological work environment. Virtual teams are groups of people who collaborate remotely, often spanning different locations, time zones, and even cultures. While virtual teams provide many benefits, such as increased flexibility and access to a diverse talent pool, they also come with challenges. They are also unique. Based on this, in the present research, the design of the model of challenges of virtual teams in the organization is discussed with a qualitative approach.
This research has an exploratory nature in terms of its purpose, in terms of type, it is applied, and in terms of methodology, it is a qualitative study with a theme analysis approach. The statistical population of the research included eighteen experts who were selected in a targeted way. Data collection was done using semi-structured interviews. After conducting the interview, semantic expressions were extracted and then using the open coding method, the challenges of the virtual teams were compiled from these semantic expressions.
Based on the analysis of research data, the challenges of virtual teams in 5 areas of communication challenges (human communication problems, communication process problems, communication structural problems and transparency in communication), operational process challenges (feedback problems, time management challenges, management functional challenges, challenges of transparency in the management structure and challenges of team cohesion), challenges of human resources management (motivational challenges, cultural challenges and challenges of awareness and training), security challenges (challenges of security weaknesses and threats to the security of cyber space) and challenges of technology and technical infrastructure (challenges technology and technical infrastructure) were classified.
Based on the final model, virtual teams face various challenges. To overcome these challenges, there is a need for effective strategies in managing technology, strengthening communication skills, and creating an environment based on trust. Using the right digital tools and strengthening cross-cultural collaboration can help improve the performance and cohesion of virtual teams.

The aim of this research is to identify the consequences of using social media in the organizational environment. In terms of practical purpose, the current research is of mixed exploratory approach. The statistical population of the research in metacomposite method is a collection of related articles and studies in the field of information technology, social media entrepreneurship and related concepts. The statistical population of the research in the quantitative stage includes a group of experts from Babana data processing companies, Royan cord blood bank, Snap online supermarket, and DJP company. Library studies and interviews were used to collect data, and descriptive and inferential statistics were used to analyze data. In the inferential statistics section, fuzzy Delphi technique was used. Based on the research findings, a total of 4 categories including management, individual, communication and organizational, 14 themes and 36 concepts were identified as suffixes of social media in internal organizational environments. Therefore, considering the positive effects of using social media in internal organizational environments, the studied companies should emphasize the use of these media more than before.

The purpose of this study is to investigate the effect of neuroleadership on the effectiveness of staff training with the mediating role of social capital in knowledge-based companies. This research is applied in terms of purpose and descriptive-correlational in nature. In this study, the statistical population consists of the employees of the Science and Technology Park of the University of Tehran. Also, the sample of this research is consisting of 17 companies with a number of 152 full-time male and female employees, which were selected by simple random sampling method. The data collection tool was a standard questionnaire that was selected from previous studies. Data analysis was performed using a structural equation modeling approach and partial least squares method using SPSS and PLS software. It is suggested that knowledge-based companies should improve the effectiveness of employee training, regarding the organizational neuroleadership dimensions including trust, sympathy, stability, and hope, and act in stable and transparent ways to reduce the level of tension and worry. Managers can also involve employees in organizational activities, considering the dimensions of social capital and proper foundation, and strengthening the thinking that employees have an essential role in the future of the organization and it clearly increases the effectiveness of employee training.

Today, especially in the Corona and Post-Coronavirus era, research on "loneliness in the workplace" has received more attention than ever before. The main goal of this research is to investigate the current state of knowledge related to loneliness in the workplace in scientific publications. To achieve this goal, the trend of researches conducted from 1966 to 2022 was analyzed using bibliometric analysis and through VOSviewer software. A total of 2240 documents were retrieved from the Web of Science database and the findings showed that the highest percentage of studies on loneliness in the workplace were conducted in 2021. United States, China and England have contributed the most in studies and majority of studies are in the field of management and communication sciences. Williams, KD has the most references among the authors and the keywords of alienation, ostracism and in recent studies the keywords of loneliness have appeared in the workplace. The results in this research have opened a new vision to researchers who are interested in this field, helped to better understand this phenomenon, and provided suggestions for future research.

Organizational fear has a negative impact on the employee performance at work, creates a silent culture, delays decision-making, and prevents innovation and development in the organization. The aim of this research is to provide a comprehensive model of fear management in financial organizations.

To obtain the main purpose of the study, grounded theory method was used. Participants of the study were experts in public and private organizations in financial industry that are active in Tehran, from which 20 experts were selected as a statistical sample through a purposeful sampling method.

Based on the results, the central category was explained in three subcategories of communication, functional and motivational dimensions. Causal conditions were classified in the form of 2 categories of intra and extra-organizational factors, background conditions in the form of two categories of social and technological background, and intervening conditions in the form of two categories of economic conditions of society and psychological conditions triggering organizational fear. Actions-reactions were identified in the form of four categories of managing the roots of fear in employees, human resources management measures, behavioral reforms, and cultural measures. Finally, the consequences were explained in four categories of functional, behavioral, structural, and social damages.

Using this model, managers can take steps in the field of understanding the organizational fear of employees, and in order to prevent or treat it, they can also take measures to identify and define the factors that cause fear, and finally in order to deal with organizational fear, they can reform the structure and culture.

The purpose of this study was to investigate the impact of individual resilience and transformational leadership on team innovative work behavior with respect to the mediating role of team resilience and the moderating role of learning climate.

Design/ methodology/ approach:

 This study is applied in terms of object and descriptive-correlational in terms of method. In this study, the statistical population consists of the employees of Mofid Securities and the sample size of 261 employees selected by simple random sampling method. Data analysis was performed using structural equation modeling approach and partial least squares method using SPSS and PLS software.

The results reveal that individual resilience and transformational leadership have a significant impact on team innovative behavior. The moderating effect of learning climate in this relationship is significant, but the mediating effect of team resilience in the relationship between transformational leadership and innovative team behavior is not significant.

Limitations & Consequences: 

 This study considers team resilience as a one-dimensional concept, while in some of the criteria for measuring this variable, different and varied dimensions for measuring it are presented, which may limit the generalizability of the results of this study.

Practical Consequences: 

The present study provides the basis for examining the consequences of team resilience by focusing on the separation of tangible consequences such as employee turnover rate, organizational performance, etc. and intangible consequences such as employee participation, employee commitment.

Innovation or value of the Article:

  Due to the high importance of resilience and activity under high work pressure condition in most of the jobs in organization, investigating the mentioned concepts could bring new insights.

The invention of the Internet and the use of this phenomenon in organizations greatly helped business affairs. In addition to the role it can play, it may create major problems for organizations. For example, the Internet can provide an opportunity for employees to engage in non-work-related activities. Although non-work-related tasks were possible for employees before the invention of the Internet (such as reading newspapers, reading books, and talking on the phone), the Internet has increased this possibility by providing new conditions at the workplace. In other words, cyberloafing, a product of the age of communication technology, is an anti-productive deviant behavior against organizational norms that ultimately costs the organization.

THEORETICAL FRAMEWORK :

Aimed at clarifying the reasons for it, previous studies have been mainly focused on Internet browsing behaviors. Therefore, the current research emphasizes important points such as how cyberloafing occurs, how it spreads, and the consequences of this phenomenon for employees and organizations. This is an important topic for research because of the recent increase in per capita internet usage in the country. Accordingly, the main purpose of the current research is to identify the antecedents and consequences of employees' cyberloafing in the Academic Jihad Organization of Tehran.

The current research is an applied study in terms of purpose, and in regards to the method, was a mixed study. In the qualitative phase, a 7-step meta-synthesis method was used to identify the antecedents and consequences of cyberloafing. Qualitative data were gathered from domestic and international databases, which were sampled using the criteria-based purposeful sampling method. Within-subject agreement strategy of two coders was used to determine the reliability of the qualitative data. In the quantitative phase, a multi-stage Fuzzy Delphi technique was used to screen and confirm the findings of the meta-synthesis. In this phase, the statistical population was comprised of the experts of the Tehran Academic Jihad Organization.

Thirteen basic and 44 primary themes were identified and categorized into three components for antecedents of cyberloafing. Cyberloafing consequences were placed in four categories from 11 basic and 31 primary themes. Then, the fuzzy Delphi method was used to obtain the opinions of experts and specialists to confirm the identified components. The factors of confronting the organization, finding friends, and having few interactions with colleagues were confirmed as antecedents, while the factor of improving work relations was removed due to low importance. The second round of fuzzy Delphi reaffirmed the components of the first round. The antecedents of cyberloafing have been classified into three categories of structural, behavioral, and environmental factors. The negative consequences of cyberloafing were divided into two categories of organizational and personal damage. However, at the same time, the results showed that internet browsing could sometimes bring positive outcomes for organizations. If cyberloafing happens temporarily during long and exhausting working hours can recover the employees' strength and energy.

 CONCLUSIONS & SUGGESTIONS :

The results of the current research indicated that the expansion of social networks, the ease of employees' access to the Internet, and the lack of adequate monitoring and accurate evaluation of employees can increase cyberloafing. However, surfing the Internet during working hours can be a way to escape from the employees' mental conflicts caused by the economic pressures governing society. Moreover, the mismatch of working conditions with the physical and mental characteristics of employees, which is the result of the lack of meritocracy in recruiting employees, can cause a lack of motivation in performing assigned tasks. Another important factor is employees' extremism in cyberloafing, which may be the result of the lack of appropriate socialization or an undesirable organizational culture. On the other hand, the employees' desire to increase information and self-awareness can be considered a positive motive for surfing the Internet during working hours that increases their abilities and creativity. In summary, the research results helping organizations' managers in dealing with employees' cyberloafing are as follows. First, the structural, behavioral, and environmental aspects of cyberloafing can increase managers' awareness of this phenomenon. Second, the cyberloafing consequences are not necessarily harmful to the organization but may lead to personal growth, development, and recovery. Third, managers should examine and analyze the factors affecting this phenomenon in the environment of their own organization based on their employees' emotions and feelings.

Today, employing incompetent and untalented people in high positions of organization and entrusting them with the management of various departments will be serious threats to the survival of public organizations and the basis for the emergence of the phenomenon of dwarfism. The aim of this research is conceptualizing dwarfism, identifying and ranking its consequences in public organizations with meta-synthesis approach. The conceptualization of dwarfism by the method of forming and analyzing the semantic network carried out in two stages by using key sentences of texts describing dwarfism in 28 selected studies. Identifying and ranking its consequences were done with a meta-synthesis approach. After searching in scientific databases, 74 related studies extracted and by examining them, the consequences of dwarfism were identified. Finally, by using the Shannon entropy method, the consequences were weighted and ranked. The results of the analysis of the semantic network of dwarfism indicate that the common phenomenon of dwarfism in today's organizations is rooted in several theories and scientific management concepts such as the petty principle, the similar to me effect, the tall poppy syndrome, Distributed incompetence and political behaviors. The results of meta-synthesis showed that the reduction of organizational performance, suppression of capable employees and organizational politicization are the most the important factors behind dwarfism. One of the effects of this research is to create motivation in researchers for further investigations the progress in order to prevent decay, remove obstacles to individual development, and establish meritocracy in organizations.

Historically, many studies in the areas of behavior and emotion discovery in organizations have borrowed from the concept of fear, but from the perspective of the concept of organizational fear and models for managing it, a wide range of articles will not be found. Therefore, in this study, beyond the descriptions and categories of employee fear to go to a deeper understanding of the nature and types of factors affecting and affecting organizational fear. The purpose of this study was not only to advance theory and research, but also a practical goal, because a clear understanding of the factors and effects of organizational fear will be the first step towards its purposeful management.

In this study, the antecedents and consequences of organizational fear and moving towards the development of its management model were determined from the methods, and from the combined method of O. Sandlowski and Rousseau (2007).Findings and analysis:Finally, this research identified 3 general themes including 8 categories and 14 themes as antecedents and 2 general themes with 5 categories and 14 themes as the consequences of organizational fear using the meta-combined method and reviewing 24 related articles.

The results of this study showed that many individual, organizational, environmental and even macroeconomic and social factors have caused employee fear in organizations and this fear will lead to many organizational and individual problems. Therefore, moving towards developing an organizational fear management model will be a necessary step in the next steps.

The study at hand was carried out to identify the antecedents and consequences of organizational impact management. This study was applied in terms of purpose and mixed in terms of approach. In the qualitative phase, the meta-synthesis method was used. To this end, the studies on the antecedents and consequences of organizational impact management in valid datacenters between 1990 and 2021 were collected and examined. Out of these, 67 sources were adopted for the final analysis. To screen and confirm the findings of the qualitative phase, fuzzy Delphi method was used in the quantitative phase. The statistical population of the quantitative phase was comprised of the specialist clerks and experienced managers of Rojin Taak Agro-industries Co., from among whom 30 individuals were selected through purposive sampling. Based on the findings of the study, the antecedents of organizational impact management included three main categories, namely individual, organizational, and environmental categories. On the other hand, the consequences were classified into behavioral, professional, performance, and individual growth and development categories. The results of this study can be used by managers to enhance the positive aspects of organizational impact management and to avoid its negative aspects in the organization.

One of the most important challenges of complicated environments for organizations is to make a balance between discovering and innovative activities called ambidexterity. Organizational ambidexterity has a positive relationship with organizational growth, technical innovation, and financial performance. Generally, those managers who have failed in implementing ambidexterity seem to be unable to utilize their capacity and provide needed resources. Of most important affecting factors, one can refer to domination of organizational silence and the lack of employees’ participation in decision-making processes. Nowadays, leading is considered as the most important role of managers, and organizations seek those managers of having ability to lead as well as integrate different organizational activities, coordinate subsidiary units, and control deviances. Therefore, studying and utilizing the ambidextrous leadership style is of special importance. Despite the importance of ambidextrous leadership in achieving organizational goals, no study has yet investigated its increasing effect on employees’ silence and the mediation role of psychological empowerment and social capital. Therefore, the current research was aimed to study the effect of ambidextrous leadership on employees’ silence considering the mediation of psychological empowerment and social capital in Pars Oil Company.

THEORETICAL FRAMEWORK:

Ambidexterity is the ability to simultaneously utilizing the activities of exploration and exploitation and coordinating them in a flexible manner. Ambidextrous leadership is known as the ability to create explorative and exploitative behaviors in employees through providing the possibility of flexible improvement and adjustment of these two behaviors. This leadership style consists of three elements: 1) open leadership behaviors, 2) close leadership behaviors, and 3) the ability to flexible shift between them. Social capital is defined as a set of resources embedded in the relationship between an employee and the organization or those resources which are accessible because of this relationship. Psychological empowerment is defined as a process of increasing employees’ self-efficacy by identifying the situations that cause power instability or loss of power. Finally, employees’ silence is defined as a refusal of stating the reality about the emotional appraisal of the organization to those managers and employees who seem to be capable of change or compensate the situations.

The current research was an applied study in terms of purpose, and in terms of data collection method, it was a descriptive survey. According to Cochran's formula, a total of 132 people were selected as the statistical sample by conducting simple random sampling. The data collection tool was a 52-item questionnaire of having 5-point Likert scales and 133 questionnaires were finally collected. Obtained data were analyzed using structural equation modeling in SmartPLS software.

Research findings showed that ambidextrous leadership had a positive and significant effect on psychological empowerment. In this regard, it can be said that, by providing freedom for employees to do things and providing them with feedback in the case of problems, the ambidextrous leadership style can improve employees’ behaviors and increase their capabilities. The decreasing effect of psychological empowerment on employee silence was not confirmed. The reason for this insignificance may be the absence of other intervening variables. On the other hand, ambidextrous leadership significantly affected the social capital and social capital reduced the employees’ silence. Therefore, social capital creates a common language for emotional relationships between employees, in which they can easily express their opinions and suggestions and are less inclined to remain silent.

 CONCLUSIONS & SUGGESTIONS:

According to research findings, the understudy organization should focus on improving the leadership ability of managers in different organizational levels by approaching the ambidextrous leadership style. Furthermore, future researches are suggested to study a bigger statistical population and consider moderator variables (such as age, gender, education, and organizational climate and culture) or mediator variables (such as job satisfaction, commitment, and motivation) that have the potential to affect the ambidextrous leadership-psychological empowerment relationship.

Given the importance of the impact of this anxiety on human behavior and Focusing on the professional careers of employees who are constantly exposed to death reminders throughout the day, the aim of this study was to identify the causes of death anxiety and its consequences under the heading of the antecedents and consequences of death anxiety in the nursing community.  

The present study is of mixed type (quantitative and qualitative). The study population is Imam Hossein Hospital in Shahroud and the study samples are 17 experts (nurses of Intensive Care Unit and Emergency department). In the qualitative part, first, using content analysis and meta-synthesis method, the factors have been extracted and categorized, and then in a quantitative part, after distributing Fuzzy Delphi questionnaire in two levels, the criteria have been screened and prioritized.

In the qualitative section, after conducting a library research, 126 primary codes (66 antecedents and 60 consequences) were formulated in the form of 75 concepts (29 antecedents and 36 consequences). After analyzing the information, these concepts were classified into 42 primary themes (21 antecedents and 21 consequences), 14 basic themes (8 antecedents and 6 consequences) and 5 general categories (3 antecedents and 2 consequences). The result of analyzing the expertschr('39') response to their agreement with the identified concepts showed that a total of 27 antecedents and 26 antecedents were approved by nurses.

According to the ranking of factors, the results of this study indicate that more attention of the Human Resources Department to the antecedent factors plus regarding conscientiousness, high workload, night shifts and lack of social support can reduce the consequences of this kind of anxiety such as burnout, job stress, compassion fatigue and job dissatisfaction.

The purpose of the current paper is explaining the effect of entrepreneurs’ political skills on the performance of companies in food and Beverage industry, with the mediating role of entrepreneurship orientation and ethical leadership. The current research is a descriptive-developmental study in terms of its purpose and descriptive-correlational type in terms of collecting data. The statistical society of the research consisted of 154 companies in food and Beverage industry in Shams Abad town. In order to collecting data 4 standardized questionnaires in entrepreneurs’ political skills, entrepreneurship orientation, ethical leadership and company performance were taken. Data analyzing was done base on the Structural Equation Modelling method. The result showed that entrepreneurs’ political skills has a positive meaningful effect on entrepreneurship orientation and ethical leadership, also entrepreneurship orientation has a meaningful effect on the company performance. In the current research the mediating role of ethical leadership in the relationship between entrepreneurs’ political skills and company performance wasn’t confirmed. Therefore, the entrepreneurship orientations can be increased through reinforcing entrepreneurs’ political skills and finally the higher level of company performance will be occurred

Despite of developing different mechanism and tools for controlling and decreasing administrative corruption in our country, Whistle-blowingis still known as the most important factor for discovering the corruption. Therefore, the purpose of this paper is identifying and ranking the predictors of whistle‐blowing behaviors in organizations. 

Design / Methodology / Approach:

This paper was done through the Meta Synthesis Analysis. For this purpose, after searching data bases, 44 related researches were selected to extract factors affecting on whistle‐blowing behaviors. Therefore, weighting and ranking indexes was completed by taking Shannon-Entropy method. 

Research Finding:

The result showed that whistle‐blowing value, personal responsibility, cost of whistle‐blowing and center of control are the most important factors affecting on whistle‐blowing behaviors.

Limitation and Consequences:

The current paper was concentrated on identifying the predictors of whistle‐blowing in organization. Future papers may be done to determine the consequences of whistle‐blowing.

Practical consequences:

Appearing whistle‐blowing behaviors in organizations is determined by different factors. Therefore, this factors should be identified in order to increasing employees’ participation in disclosing organizational deviant.  

Innovation or value of the article:

Achieving a comprehensive model with Meta Synthesis Approach as a pattern for other research.

The purpose of this research is to investigate the effect of leader-member exchange on social loafing, considering the moderating role of attachment style and the mediating roles of trust in the leader and organizational commitment. The research is a descriptive-correlational type in terms of collecting data and an applied-developmental study in terms of its purpose and specifically based on structural equation modeling. The statistical population selected for this study includes all the employees of Keshavarzi bank in Qom province (200 population). Using stratified sampling, a total of 148 people was selected as the sample. The data gathering tools were standard questionnaires. In order to measuring variables, leader- member exchange scale of Liden & Maslyn (1998), social loafing scale of George (1992), trust in leader scale of McAllister (1995), organizational commitment scale of Allen & Meyer (1990) and attachment style scale of Brennan (1998) were used. In order to analyze data, structural equation modeling (SmartPLS) was applied. The results show that leader-member exchange is negatively related to social loafing through trust in the leader and organizational commitment. Furthermore, the mediating roles of trust in the leader and organizational commitment were confirmed. However, the hypotheses proposing the moderating role of attachment style were rejected and the direct negative impact of attachment style on trust in the leader and organizational commitment was confirmed.

Out of various types of infrastructure required for the effective execution of knowledge management, social-humane factors, especially leadership, plays a vital role. This study aimed to analyze the effects of transformational leadership on employee perception of organizational knowledge management execution by considering the mediating role of psychological empowerment.

This is an applied descriptive-correlational study, in which the statistical population included 1900 employees of Iran Insurance Company based in Tehran. The simple random sampling method was employed to select 320 employees as the statistical sample, and a standard questionnaire was used for data collection. The structural equation modeling (SEM) technique was used for data analysis in AMOS.

Transformational leadership had a positive, significant effect on employee perception of organizational knowledge management. It was also confirmed that psychological empowerment had a mediating role.

If the senior managers of organizations play a transformational leadership role and support knowledge management projects, they can improve employee empowerment and help perceive the knowledge management effectiveness.

The purpose of the current study is to investigate the effect of transformational leadership on organizational citizenship behavior with regard to the meditating role of internal marketing and organizational learning. Based on the purposes and nature of the present study, the correlative and causal–comparative types of the descriptive research method have been applied. Statistical society consists of the employees of branches of Asia insurance company in Tehran. By taking Simple random sampling method, we have collected a sample of 151 employees. The research data was gathered by taking the questionnaire, after the investigation of its validity and stability. To determine the validity of the research questionnaire some experts and professors in the field were asked to evaluate the questionnaire. In order to determine the fit measuring from the Cronbach's Alpha coefficient, loadings, Composite Reliability and Average Variance Extracted (AVE) was used And to determine the fit of the structural model of the coefficient of determination (R²) was used .The results of this study showed that transformational leadership has positive and significant effects on organizational citizenship behavior and organizational learning; Also, Organizational learning has positive and significant effects on internal marketing and organizational citizenship behavior; But in the current study transformational leadership does not have a significant impact on internal marketing and also, internal marketing does not have a significant impact on organizational citizenship behavior.

This study determined the effect pattern of structural empowerment on employee's voice of behavior in the organization, according to the mediating role of bullying in the workplace and psychological well-being. The current research is a kind of descriptive field of study to collect information A total of 280 nurses in Tehran Taleghani's Hospital were aimed as the reaearch statistical society, and based on the simple random sampling method a collection of 162 nurses were selected as the research statistical sample. Reaeach data collection was implemented by using questionnaires, that thier reliability was calculated by Cronbach's alpha. Also Data was analyzed by using the Structural Equation Modeling (SEM) techniques in the PLS sofwere. The results showed that structural empowerment through a negative impact on voice of behavior in the organization and employee's psychological well-being has positive impact on increasing the voice of behavior in the organization.

Research evidence show that specific parenting styles are as risk factors in evolution of maladaptive perfectionism in students. On the other hand, perfectionism is affected by biological motivational personality systems. This study investigated the role of behavioral-brain systems and perceived parenting styles in Students’ perfectionism. The method of study was causal-comparison that performed on 180 subjects selected with multi stage random cluster sampling among Payam Nour University’ students. Subjects were responded the Behavioral Activation and Behavioral Inhibition System, parenting style questionnaire and multidimensional perfectionism scale. Data were analyzed with regression analysis and multivariate analysis of variance (MANOVA). Findings indicate that children of authoritative parents had higher levels of self-oriented perfectionism than those of authoritarian parents. Children of authoritarian parents had higher levels of other and socially prescribed perfectionism than those of authoritative parents. Also, behavioral activation system (BAS) predicted self-oriented perfectionism and behavioral inhibition system (BIS) in first step and BAS in next step predicted socially prescribed perfectionism. Findings indicate the importance of investigating broad models that include both personality and family factors as predictors of perfectionism. The present findings could be used to develop effective prevention and therapeutic strategies for children who are at-risk for or who demonstrate maladaptive perfectionism.

During recent decades، we have faced with extended researches and continuous debates among scholars on public administration about the best method and strategies for retrieving managerial processes in public organizations. Selecting new managerial frameworks in terms of country-specific cultures and constitutions –in a way that facilitate developmental policies and actions – is seen not just as an important but necessary and inevitable goal for all، especially for developing، countries. Thus، in Iran، the 1386 Act on Civil Service Management was approved for solving administrative problems and imparted to public organizations. however، unfortunately there have been no sufficient effort for implementing this Act، and now after 6 years from its approval، most of its articles have not implemented or implemented incompletely، although some practitioners and scholars argue that failures in implementation can be attributed to formal and substantive deficits found within the Act and incompatibility between theoretical basics and real administrative context. In this framework، the findings in this study showed that chapters I and II of the Act have gone beyond Iran''s administrative organization. Moreover، most of the articles of the Act are based on the principles of controversial theories on the new public management and good governance. finally، the impartation of public administration general policies was occurred after the approval of civil service management Act. Therefore، this Act، in the reviewing phase، should be adjust to «the public administration general policies».

Doing ctivities through team method provides potentials for full utilization of human resources. There are various signs showing the success of teamwork. Most of organizations have followed this experience and have tried to establish work teams. The purpose of this research is to explain the team factors affecting on the effectiveness of work teams. With regards to the purposes and the essence of the subject this research is a kind of descriptive correlation and casual-comperative research. The statistical society of the research consisted of the employees of Iran Water resource Management Company, working in the reconstructive projects of the company. A total of 185 employees were asked as the research statistical sample by taking classified random sampling method. The research data was gathered by taking the questionnaire, after the investigation of the validity and stability of it. According to the conceptual model and the extent of the statistical sample, Smart PLS softwere was taken to test the model and the research hypothesis. The result showed that in order to reach to the effectiveness of work teams, organizations’ cultural Values and its structural components should be defined in a way that facilitate team work and can help organization to design its systems consistent with situation and contingency of team work. This action affects on team processes and through it can improve the effectiveness of team work within the organization. The relationship between the components was explained in the statistical analysis and testing the model part of the article.