فهرست مطالب مسعود پورکیانی

This research aims to identify the components of organizational structure redesign and service-oriented approach in the National Bank of Kerman province and determine the status and relationship of each of them with each other. The existing research is a descriptive research of correlation type in terms of practical and developmental purpose and in terms of method, the statistical population of the research includes all the employees of the National Bank of Kerman province in 2019 in the number of 435 people, of which 380 people are available through sampling method. was selected. The data collection tool includes two researcher-made questionnaires, including a 132-question organizational structure redesign questionnaire with a validity of 0.87 and a reliability of 0.963, a 72-question questionnaire for a service-oriented approach with a validity of 0.73 and a reliability of 0.965. To analyze the data, one-sample t-test, Pearson's correlation coefficient, multiple linear regression and structural equation modeling were used using SPSS and AMOS22 software. The results of the research showed that the components of organizational structure redesign and service-oriented approach in the National Bank of Kerman province are in a favorable condition. There is a significant and positive relationship between the redesign of the organizational structure and the service-oriented approach in National Bank. There is a significant relationship between the organizational structure redesign components (information technology affairs, organizational affairs, support affairs, branch affairs, human resources affairs and financial affairs) with the service-oriented approach in National Bank.

Every city, according to its assets, seeks to develop and consolidate its position at national, regional and international levels, since city branding is one of the most dynamic activities in the field of policy making in the present era, which plays an important role in sustainable development of the region and due to the increasing growth of city development in cultural, economic, environmental and etc. There is a need for a targeted and comprehensive planning to keep pace with sustainable development. Considering the development components and its impact on city branding indicators, this research deals to improve the development and city branding status in the province by examining their situation. The statistical population of this study consisted of two groups: the first group was experts with knowledge that the number of people in this population is uncertain and the sample size is 60 people. The second group consists of policy-making and senior managers, employees with higher education in Bushehr province with 37,751 people and the sample size has been determined by using The Cochran formula of 382 people. Data were collected through 4 questionnaires confirming their validity and reliability. To measure structures and relationships between them, structural equations with partial least squares approach and SMART PLS software have been used. The results indicate that at 95% confidence level, the city branding policy variable has a positive and significant relationship with the development model. Therefore, it is suggested that the policy makers and urban management should plan for the urban branding of the province and improve the development dimensions according to the relationship of the urban branding policy with the dimensions of development.

With the increasing influence of managers in achieving success in organizations and the need to improve their performance, the requirement to design development systems for managers should be considered more than in the past, and one of the most effective methods and solutions was to identify and analyze their role. The purpose of this research was to design the model of the roles of managers in research institutes and knowledge-based companies, which was fundamental in terms of its purpose and in terms of the method of data collection, it was a part of qualitative research. The qualitative part was conducted by reviewing literature and field data and conducting semi-structured interviews using thematic analysis strategy. In this regard, interviews were conducted with 12 experts working in knowledge-based companies, environmental activists and NGOs, industry and university contacts, and management experts. After initial coding of the interview and removal of duplicate codes, a total of 74 basic themes, 19 organizing themes and 5 overarching themes were formed as follows: the guiding and planning role, the innovative role, the human resource management role, the negotiator role and the spiritual role. The role of leader and planner includes: setting goals, drawing common ideals and making decisions; The innovative role contains the roles of: creative and transformative; The role of human resources management includes: identifying and attracting talents, training, coaching, motivating and central knowledge; The role of the negotiator includes; The spiritual role includes.

This research was carried out with the aim of designing a model for the selection of competent managers in order to fulfill the governance affairs of the government (case: Executive bodies of Kerman city). The research method was a qualitative type of thematic analysis. The experts of the study were the managers of executive bodies of Kerman city and members of the academic staff of Azad University. Experts were selected using selective and purposeful sampling method and data collection continued until reaching theoretical saturation. The data collection tool in the qualitative part was semi-structured interviews. Clark and Bran's six-step method was used to analyze the data. In short, the results showed that the model for the selection of managers in order to fulfill the governance affairs of the government in executive bodies consists of 551 codes, 26 basic themes and 6 main organizing themes. The components of the model include: selection (expertise related to the field of management, consultation with other managers and competent people and an experienced selection board), assessment and measurement (examination of individual characteristics, personal information, medical certificate, interview and written test according to the field) required), preparation of managers (gaining experience in a parallel post for a certain period, hierarchical and gradual selections, assignment from other organizations or cities, ability to learn and train), appropriate work history (checking qualifications, management skills, ability and power to do things related, managerial ability and expertise, personal research, work experience research and general background check), moral ability (accuracy, truthfulness,

This research aimed to investigate the factors affecting human resources development in social welfare based on the Delphi approach. In three rounds, this descriptive study was conducted with the Delphi technique. The statistical population was the faculty members and human resources experts in Sistan and Baluchistan province; 20 people were selected through purposive sampling. The constituent elements of human resources development in social welfare were identified during a library and internet survey. Reliable internet databases, such as Emerald, Elsevier, and Science Direct, were searched, and articles in this field were studied. The experts survey utilized a five-point rating scale ranging from completely inappropriate (1), unsuitable (2), relatively suitable (3), suitable (4), and completely suitable (5). Experts confirmed the content validity of the survey. Kendall's coefficient was employed to assess the level of agreement among the experts. The aim was to identify the dimensions, indicators, and components of the human resources development model in social welfare. To achieve this, the Department of Cooperative, Labor, and Social Welfare and several experts' opinions were sought and considered. Ten dimensions (social-cultural, creativity, job knowledge, organizational knowledge, intellectual, decision-making skills, communication skills, technological, behavioral, and competencies) and 35 components were identified. According to the current research on the components of resource development, any activity based on the development of employees in this sector will lead to significant results in promoting public services.

In order to achieve effectiveness, organizations should manage their human resources with long-term functions of strategic human resource management. Understanding the dimensions of strategic human resources management can help managers to manage their organization more effectively in order to achieve their goals. In this article, which is of a practical development type. It has been tried to identify the dimensions and components of strategic management of human resources in a military organization. To determine the dimensions of strategic management of human resources, a mixed method (qualitative and quantitative) has been used in two stages. In the qualitative phase, interviews with experts were used, and after coding, dimensions, components, and indicators were extracted using content analysis. Then, the validity and reliability of these dimensions have been confirmed by Delphi method using experts, and in the quantitative part, using a researcher-made questionnaire and selecting 30 university experts to collect data in a targeted manner and using SPSS software and AIMOS has been evaluated. This research showed that the objectives and components of strategic management include human resources environment (internal and external environment), human resources vision (basic attitude and future dream), human resources goals (social, organizational, specialized, task goals), human resources strategy (committed). , contractual, paternal and secondary) and human resource systems (planning, recruitment, performance evaluation, improvement and maintenance).

The institutionalization of the ethical system of policy making in the policy makers can be the basis for the development of ethical values in the organization, with the understanding of this importance, the current study aims to provide a model to explain the ethical system of the policy makers of the Ministry of Communications and Information Technology.

This research is a type of qualitative study that uses foundational data theory. The participants in the research were the experts of the Ministry of Communication and Technology (senior managers and experts) and university professors, 14 people were selected as a sample from the judgmental non-probability sampling method. The tool was an interview and the concepts were extracted using the open coding method of Strauss and Corbin.

major and core categories in the form of 6 dimensions of causal conditions, including (fear of God and religiosity and possession of skills and competences), background conditions (cultural infrastructure, effectiveness and efficiency of organizational processes, investment educational), intervening conditions (cognitive skills of managers, friendliness and tolerance), central category (rule of law, quick response, trustworthiness of managers), strategies (efficient regulatory regulations, participatory management, justice-oriented) and consequences (reduction of administrative corruption, improvement of community satisfaction, meritocracy, transformation and improvement of the administrative system, human resources satisfaction) were upgraded to a higher abstract level and finally the research paradigm model was presented.

The development of ethical system in the ministries of communication and information technology can become the foundation of ethics in policies, and the model presented in the present research can be used to reach this important point.

Research and evaluation in the formal and public education system as a mission-oriented activity is based on the principles, mission, goals and missions of the formal and public education system. The purpose of this study is to provide a research model and transformation-oriented evaluation with a data-based approach in the Iranian education system. The research method is mixed. Qualitative stage of inductive method and strategy of data foundation and Delphi fuzzy data theorizing and in quantitative stage of descriptive-survey type, fuzzy gap analysis strategy was used. Data collection is theoretically sufficient. Time and time coding of data with the help of MaxiQuoda 18 software from 26 pages of self-based notes based on observation, then 129 coding documents and ending with coding in-depth interviews with 11 experts, respectively, this stage with 98 categories it reached theoretical sufficiency. The initial axial coding pattern was provided to 12 experts from Farhangian University, Ferdowsi University of Mashhad, Payame Noor and Azad, until the final pattern was determined by fuzzy Delphi method. And the fuzzy Delphi changes were performed in 3 stages and the model reached theoretical saturation with 72 categories. The importance of the categories is between 0.7 and 0.9 and on average the categories have an importance of 0.79. The performance of the categories is between 0.35 and 0.6 and on average the categories have a performance of 0.493. The downward trend of the performance line indicates a decrease in performance and an increase in the phase gap.

The aim of this study was to investigate the relationship between organizational culture and its relationship with organizational agility and the mediating role of distributive justice.

This research is applied in terms of purpose and survey in terms of method and nature. The statistical population of the study includes managers, employees and supervisors of different units of the health network of Khash city. The total size of the statistical population is equal to 318 people and the statistical sample size was 222 people using Cochran's formula. Three questionnaires were used to collect data. Microsoft Excel software was used for data preparation (data entry) and some descriptive charts were used, and Spss and 24IBM Amos statistical software were used for data analysis and statistical inferences.

The results showed that there is a positive and significant relationship between organizational culture and organizational agility; There is also a direct and significant relationship between organizational and distributive culture. It was also found that distributive justice and organizational agility are directly related.Limitations and Consequences: Due to the multiplicity of research variables and the specific complexities of the research, also due to the lack of sufficient resources for some components, in future research, these components should be addressed more and more clearly.

Work culture is the knowledge and belief that people have in interpreting their experiences and the environment of work and its results. Undoubtedly, in order to analyze, analyze and promote work culture at any level, recognizing the factors affecting work culture promotion is vital. The model of work culture is considering the factors of organizational justice, social capital and participatory management and providing an appropriate model. The data collection method in this study was a combination of library and field studies and the data collection tools were interviews and a researcher-made questionnaire (2 questionnaires). The statistical population of this research consists of managers and employees of major companies producing iron ore in the process of implementing the model. Their number at the time of research was 1262 people and since in this research the modeling approach of structural equations has been used, finally 457 people became the basis of statistical analysis. In this study, SPSS software version 23 and AMOS version 24 software were used to analyze the data. Also, the level of significance (0.05) has been considered. The results show a positive and significant effect of factors related to the design and development of work culture on work culture (0.645) and a positive and significant effect of organizational justice, social capital and management. It is a contribution to the work culture. The results show that the relationship between organizational justice and work culture is more intense than other relationships.

One of the most important concerns of policy makers is to establish justice in health and access to health services. In this regard, we should not neglect the organizational structures that are the goal of this plan and the type of human resource management. The aim of this study was to discover the factors affecting the development of the Health Transformation Plan in the Ministry of Treatment and Medical Education. The qualitative research method was grounded theory. The community was a qualitative stage of treatment staff and personnel who were purposefully interviewed with 15 of the most experienced managers and specialists in education and human resources in the country with an average of 10 years of work experience. In-depth qualitative interviews were performed on the samples. The sample size was determined based on theoretical saturation. Three types of coding were used to analyze the obtained data: open, axial and selective coding. Findings were summarized based on MAXQDA software.The categories extracted from the codings were classified into six categories: causal factors, intervening factors, contextual factors, strategies and consequences. Based on the obtained categories and existing theoretical foundations and previous research, the theoretical model was designed schematically using MAXQDA software.The findings showed that in order to achieve an effective health development plan in the Ministry of Health and Medical Education, it is better to consider each of the causal, intervening, contextual, and strategies and consequences in creating a He noticed a comprehensive and appropriate pattern

The development of a country is not achieved solely on the basis of civil and authoritarian mechanisms, but in order to achieve sustainable development and security, a government must be accountable for its actions and there must be a dynamic relationship between citizen participation and government accountability. Among these, attention to the issue of ethnic identity is one of the factors influencing good governance and government-citizen interactions. Therefore, the purpose of this study is to investigate and compare the effect of good citizenship dimensions on good governance among different ethnicities using structural equation modeling. This research is fundamental and applied in terms of purpose and is correlated in terms of type of implementation and based on field observations. Dimensions and indicators of good governance and good citizenship are measured by a researcher-made questionnaire and the statistical population includes all Iranian citizens at the time of the research, which is divided into six main subgroups (Persian, Baluch, Turkish, Arab, Kurdish and Lor) indicating different ethnicities. And a total of 1832 Iranian citizens participated in the sample. The results showed that a justice-oriented, responsible, ethical and entrepreneurial citizen from the dimensions of good citizenship has a significant effect on the perception of the quality of good governance and different ethnicities have a moderating effect in these relationships, so that in Lor people the impact of justice-oriented citizen dimension. Perception of the quality of cooperation is greater and in the Baloch people this effect is less than other ethnicities.

Although green management is the indicators to assess performance effectiveness in executive organizations and its implement the strategies of the 5th and 6th Development Plans the executive regulations of the ‘Green Development Plan’, effective actions have not been reported. This research aims to provide a Green Management Model for Social Responsibility; Considering the role of Accountability in Executive Organizations. The statistical population of this research consists of two groups of managers and assistants of executive organizations from with a sample size of 360 people (cluster-random sampling method) and expert community with 32 by snowball sampling method. Data analysis included exploratory and confirmatory factor analyses and structural equation modeling with SPSS and AMOS software. The reliability of the research was studied by a survey filled by university professors and Cronbach's alpha coefficient. Results showed that green management can predict Social responsibility in executive organizations. Green management has positive and significant relationship with organizational social responsibility; also, there a significant relationship between variables with the mediating role of accountability. among the variables of this research, leadership from green management, leadership and processes within the organization from the social responsibility and organizational accountability from accountability have the highest priorities in these organizations. Comparing the results for the three provinces showed :1) There is a significant difference between them in regards to green management (leadership), Social responsibility with the mediating role of accountability; 2) Tehran gained the highest rank in green management and organizational social responsibility and Kerman gained the highest rank in accountability.

Leadership and management in the formal and public education system as a mission-oriented activity is based on the principles, mission, goals and missions of the formal and public education system. The purpose of this study is to provide a model of leadership and managing change with a data foundation approach in the Iranian education system. The research method is mixed. Qualitative stage of inductive method and strategy of data foundation and Delphi fuzzy data theorizing and in quantitative stage, descriptive-survey type, fuzzy gap analysis strategy was used. Data collection is theoretically sufficient. Simultaneous coding and data chain coding was performed using Maxqda 18 software in 129 documents and in-depth interviews with 11 experts, which reached theoretical adequacy with 119 categories. The initial pattern of axial coding was provided to 12 experts from Farhangian University, Ferdowsi University of Mashhad, Payame Noor and Azad, until the final pattern was determined by fuzzy Delphi method. A total of 80 categories remained in the final axial coding pattern. Theoretical and selective coding of theoretical ideas was obtained through writing techniques from the relationships between the categories in the central coding model. By de-fuzzy and fuzzy gap analysis, the desired and existing status of the components was expressed and using the importance/ performance matrix, it was determined that there is no indifference and loss domain and all indicators are important and were placed in two areas of acceptance and weakness

This research paper was aimed to investigate the effect of management roles on organizational transparency with an Islamic approach. The present study was descriptive-correlational research that was conducted by survey method. Mintzberg's management roles were initially identified through library studies. Then, based on religious teachings, a role was added to the above fifth roles called "social responsibility". In addition, these roles were tested in a statistical population and the differences between the roles in the two statistical populations (research institutes and manufacturing companies of Kerman province of Iran) were tested. The main tool for collecting information were questionnaires. Structural equation modeling was used to test the hypotheses. SPSS (version 23) and AMOS were used to analyze the data. In conclusion, findings showed that there was a difference between management roles in research and manufacturing companies. It was also concluded that managerial roles have direct effects on organizational transparency in both research institutes and manufacturing companies in Kerman.

The purpose of this study was to analyze the relationship between Quality Criteria (EFQM) and human resource productivity in Kerman executive agencies.

The present study is a descriptive correlational and developmental-survey type. The statistical population of this research in the process of making a model of knowledgeable experts, consists of two categories: experts in the field of management and administrative affairs and staff of executive agencies of Kerman city. The sampling method was non-random and purposive sampling of the experts and the stratified sampling method for the staff. The sample size was 30 experts and 524 employees. In this study a researcher made manpower productivity questionnaire and a standard EFQM questionnaire were used to collect the required data. Data were analyzed using inferential statistics, structural equation approach, confirmatory and exploratory factor analysis, Pearson correlation tests and one-sample t-test using AMOS and SPSS software.

Findings showed that there was a positive and significant relationship between quality and its dimensions and HRM.

Employing new management systems and organizational excellence models such as the EFQM in the long and short term will increase the efficiency and effectiveness of the employees and thus increase the efficiency of the workforce.

Efforts to create a progressive and strong tax culture in the country can have an important effect on reducing costs, increasing government revenues, and creating effective controls, the result of which is an increase in social justice and public welfare. Therefore, the current research aims to explain the individual, social, internal and external factors in the development and promotion of the tax culture of taxpayers and their ranking from the point of view of experts.

This research is applied and developmental in terms of purpose and terms of data collection, hypothesis testing, and conclusion; the research method is descriptive, survey, and correlational. For this purpose, a questionnaire was designed, and questions were asked using 21 variables identified in the literature, research background, and experts' opinions. The statistical population of this research is 30 experts. Both field and library methods and questionnaire tools were used to collect data. The validity of the questionnaires was calculated and confirmed by the experts using the content validity method. The reliability of the questionnaires was obtained using Cronbach's alpha test above 0.70 and was confirmed. The collected data were tested using a t-test and Friedman's SPSS software to test the research hypotheses.

The results showed that the factors related to the development and promotion of tax culture include individual factors, socialization, and internal and external factors.

The final results of this research showed that each factor related to the development and promotion of tax culture is at a favorable level.

The study was is aimed at identifying and explaining the factors that hinder the implementation of the administrative reform in the HR area. This mixed research is descriptive in terms of purpose and cross sectional in terms of time dimension. The statistical population in qualitative Delphi section of the research comprises of thirty academicians and organizational experts who were selected on purposive sampling method. The statistical population of the quantitative section covers all employees of the executive agencies of Kerman in 1398, from which 450 people were selected on a stratified random sampling. A researcher-made questionnaire was used to collect data. Structural equation modeling (SEM)and SPSS and AMOS software was used for analyzing the data. The results show that the factors that impede the HR reforms initiatives in HR include: nepotism, inadequate education, Lack of welfare, inadequate retirement benefits, inadequacy of performance management, politicized  bureaucratic behavior, , technical and administrative incompetency, favoritism, inadequate ICT skills, ,organizational goals  ambiguity, lack of continuous improved thinking, having anti-regulatory spirit, lack of effective motivational system, favoritism and inefficient leadership.

The purpose of the current study is to present a strategic model of succession emphasizing on organizational learning in Iran universities particularly the Islamic Azad University of Khorasan Razavi. Mixed-methods, exploratory deign was used in this study in which qualitative approach was initially utilized and subsequently the quantitative approach was used based on the results obtained from the qualitative phase of the study. The researcher proposed the initial conceptual framework and model, based on the results of interviews analyzed with the Delphi method. Then, the model was evaluated using the Field information and survey results. Data were collected through interviews with 25 academic experts who had scientific publications. The data collection tool was a researcher-made questionnaire and interviews with university experts. The findings of this study revealed that the conceptual model of the study indicates that succession is influenced by 7 variables that were considered in designing the questionnaire and measuring the pattern of these variables. The results also confirmed the dimensions and factors affecting succession planning and identified the importance of each variable, which are: a) system of education, b) evaluation and measurement of policy performance and c) talent identification d) strategy and the formation of a talent treasury e) human resources.

One of the most fundamental measures taken by governments to improve the health of their administrative system is to establish policies related to the health of the administrative system.The purpose of this study was to evaluate the health policies of the administrative system with regard to high-quality documentation and to present an effective model. This research is a descriptive-survey method and is a combination of library and field studies. The policy was identified in 6 dimensions (administrative-socio-economic-political-judicial and financial) and was approved by 50 expert opinions and 109 policies were approved in the above six dimensions. And the provincial offices of the Ministry of Economic Affairs and Finance were 4062 people in which 993 samples were used in this study. The stratified sampling method was selected. To evaluate the status of the policies developed by the researcher made questionnaire with 0.931 validity and 0.990 reliability and also to measure organizational effectiveness from standard Parsons questionnaire with 0.871 validity and 0.987 reliability. Data were analyzed using SPSS software version 23, Mintab version 17, and Amos version 23 and were analyzed using descriptive statistics such as mean, standard deviation, one-sample t-test and model. Structural equations are used.The results of this study while presenting a model of administrative health policies showed that there is a significant relationship between administrative health policies and organizational effectiveness.

The purpose of this study is to present a model of corruption prevention based on the goals, duties and powers of the Iranian Accounting Court. This is an applied and developmental research and a descriptive-correlational method. The statistical population of this study consists of all staff of audit (technical-specialized) and administrative departments of accounting department including headquarters and 31 provinces. Sample size was determined using Krejcie and Morgan table (340). In this study, a stratified random sampling method was used and a library method was used to review the literature of the subject under study and a questionnaire was used to collect field data. The validity and reliability of the research instruments were assessed by confirmatory factor analysis and Cronbach's alpha and SEM was used to test the model and test the questions and hypotheses. Based on the fit indices, it can be concluded that the variable dimensions of goals, tasks and authorities in Iran's accounting court are in good level and the variable dimensions of corruption control are in strong level. Therefore, it can be concluded that the model of corruption prevention based on the goals, duties and powers of the Court of Accounts is valid.

 Given the importance of the evolution of the administrative system, the need to examine the current situation and identify its issues and problems This article predicts the evolution of the administrative system in the field of human resources based on deterrents.The existing research in terms of purpose, application and development has been done by library and survey method.The statistical population of this study is all employees of the executive apparatus of Kerman that 450 people have been selected as a sample using stratified random sampling method. Data collection tools, two researcher-made questionnaires used to prevent the implementation of administrative system transformation in the field of human resources and administrative system transformation questionnaire were used. The results showed that lack of meritocracy, inadequate education, value and structural factors, ambiguity of goals, lack of dominance of continuous improvement thinking, relationalism and inefficient leadership, Factors hindering the implementation of the transformation of the administrative system in the field of human resources, which simultaneously explain 0.332 of the variance of the implementation of the transformation of the administrative system.

Todays, the governments have to design a model to attract and develop human and nonhuman capitals and self-sufficiency in employment and earning money, in addition to identify entrepreneurial government and good governance, to be able in efficient and effective enterpreneurship. it is necessary to provide the strategies to implement the model designed.accordingly, the aim of this study is to present a hybrid model for entrepreneurial government and good governance and provide implementation strategies in the body of the government of Islamic Republic of Iran. The method of this research is objectively applied and in terms of data, it is an exploratory mixed one, and a self-emerging and data driven in terms of the nature and type of study. The statistical population contains all PhD experts including 30 managers in Islamic Azad University. Measurement tool is a semi-structured interview form based on open and axial encoding sent to the experts. At first, 2 dimensions, 23 components and 145 indicators are held to provide the research pattern and then interviewing with the government experts to collect more data, achieve theoretical saturation. At last, after collecting the data by Content Analysis method, 23 strategies, 11 components and 2 dimension are determined

The issue of a suitable career path and womenchr  participation in the labor market is one of the most important changes of the last century. Therefore, the purpose of this study is to explain the factors related to the glass ceiling in order to develop the career path of female employees of the executive organization of Kerman. For this purpose, the statistical population includes two groups of university experts and all female employees of the executive organization of Kerman in the number of 14,186 people. To identify the components of the research, the theoretical foundations of the research and the components proposed by the experts, the Delphi method was used. Confirmatory factor analysis and structural equations have been used in data analysis. The number of statistical samples in the qualitative section by Delphi technique was 30 and in the quantitative section through Morgan table, 374 people were selected by stratified sampling. By performing factor analysis test through two software SPSS and Amos, 14 components in the form of 6 dimensions were extracted and tested. Findings showed that there is a significant relationship between organizational factors, individual factors, socio-cultural factors and legal factors with career development (-p <0.05). Also, the correlation coefficient between legal factors and career development is more important (r = 0.686) and the correlation coefficient between socio-cultural factors and the presence of the glass ceiling phenomenon is more important (0.769).

The present study aims to identify and describe the desirable pattern of workplace spirituality, customer relationship management and quality of work life in the social security organization of Kerman province. The research method is based on the purpose of applied and developmental research and in terms of collecting data from the category Descriptive-correlation research. The statistical population of this research was employed by employees of Social Security Insurance Organization of Kerman province with 208 people and random sampling method proportional to population size and sample size 132. The instrument of measurement and measurement in this research is a standard questionnaire. For structural validity, factor analysis has been used and for reliability estimation coefficient, Cronbach's alpha coefficient, structural reliability and composite stability have been used which have obtained appropriate grades. In order to test the research questions and perform statistical analysis and presenting the model, exploratory and confirmatory factor analysis (using structural equation (SEM)) and SPSS and AMOS software were used. The results of the research in the proposed model showed that the spirituality of the work environment has a positive and significant effect on the quality of working life, with direct effect and indirectly through the management of customer relationship with the social security organization.