فهرست مطالب مهدی ابزری

Several empirical studies have tested the relationship between information asymmetry and the cost of equity capital and have reported conflicting results. Some studies evaluate this relationship as positive, some as negative, and some as insignificant. The discovery of divergence factors has an effective role in managing information asymmetry, the cost of equity capital, and shareholder wealth. In this study, this issue is followed by the meta-analysis approach. This meta-analysis was carried out in seven stages. For this meta-analysis, 36 studies published between 1986 and 2022 from journals with an H index at least equal to 1 of SCOPUS were used. The number of samples is 260 tests which were extracted from the mentioned studies. Using CME2 software, divergence test, and one-sample t-test with random effects approach in addition to testing 12 hypotheses, the robustness check of the results was tested based on 18 categories of analysis, of which 15 categories confirmed the robustness. The results showed that information asymmetry affects the cost of equity capital. All dimensions of information asymmetry affect the cost of equity capital, except analysts’ quality and income volatility. In addition, information asymmetry has a positive effect on all dimensions of the cost of equity capital.

The present study has been conducted with a mixed method approach to analyse a model of proactive strategic behavior for emoloyees. The research type is practical -developmental. The qualitative phase is implemented by Grounded Theory.  The qualitative sector data were summarized in 18 semi-structured interviews with the selected experts of the university and organization under study and then the coding process in three distinct stages.  The result of this phase of this study was extraction and design of interconnected categories in the form of Casual Conditions, Axial Conditions, Context Conditions, Intervening Conditions, Actions and Consequences of paradigm of proactive strategic behavior of employees.  After identifying each of the selected template categories, each of the template elements was selected and elaborated in details. The qualitative research results set was tested in a quantitative section using a researcher-made questionnaire.  For this purpose, a sample of 370 individuals  for participation in the study was selected, then quantitative data set was analyzed by descriptive and inferential statistical methods and then, the data were analyzed using structural equation modeling in PLS software.

Employees 'strategic proactive behaviors in the organization underpin the continuous improvement of individual and organizational job performance, because accelerated environmental dynamics require some form of increased intellectual and practical capacity to improve existing or create new ones that are embedded in employees' strategic proactive behaviors. Although there has been a lot of research into the antecedents and consequences of proactive behavior by managers and employees, so far the model of forming such behaviors in employees has not been addressed. This research is a fundamental research, and it's kind of a grounded theory. Grounded theory is used to theorize organizational phenomena. The purpose of this study was to understand the grounded theory the model of shaping employees' strategic proactive behaviors in a selected research organization. The data were summarized in 18 semi-structured interviews with the selected experts of the university and organization under the study and then the interconnected categories in the form of Casual Conditions, Axial Conditions, Context Conditions, Intervening Conditions, Strategies and Consequences of paradigm of proactive strategic behavior of employees were identified. Research findings can help managers understand the policies, systems, and practices that help shape or prevent such behaviors.

The purpose of this study is design a multilevel model of human resource thriving that identifying the factor affecting of thriving in the individual, group and organizational level. Research base on purpose is applied and developmental research. The research method used is a qualitative research method. In this study, thematic analysis was conducted to develop the factor affecting of thriving in the individual, group and organizational level. The participants of the qualitative phase were faculty member of Isfahan University, Isfahan University of Technology and Isfahan University of Medical Sciences. Twenty two person was selected based on purposive method. The data was collected through semi-structural interviews and were analyzed using thematic analysis. Results revealed that task resources and develop resources had significant effect on individual thriving and the personal resource had a mediating effect on this relation. Social resources and team resources with the mediating effect of agentic work behaviors had a significant effect on individual, group and organizational thriving. Additionally, cultural resources with mediating effect of organizational resources had a significant effect on organizational thriving. Job demands had a negative significant effect on individual and Group thriving.

The purpose of this study was to investigate the contingency dimension of performance appraisal system. The first stage is aimed for identifying, categorizing, and arranging different jobs in the municipality of Isfahan. For occupation groping using the expert panel have been done and the data have been gathered and analyzed based on expert opinions and a native questionnaire. The validity of the questionnaire was confirmed by CVR and CVI and its reliability was confirmed by Cronbach's alpha. Mean scatter analysis has been used for data analysis. The results indicate that 364 identified jobs in the municipality of Isfahan are categorized into three groups of key, traditional and contract employees. In the second stage, the contingency dimensions of performance appraisal system for key employees were identified and tested. The data were collected based on a researcher-made questionnaire. The validity of the questionnaire was verified by convergent and divergent validity and its reliability through Cronbach's alpha. In order to analyze the data, structural equation measurement and one sample T- test were used. Based on the results of the second stage, the key employee’s performance appraisal includes objective and process-based indicators, a relative measure with free distribution and broad input with long-term measurement

Employer-supported volunteering (ESV) has recently been a topic of growing importance in academic papers and workplaces throughout the world. Regardless of the kind of voluntary program or type of industry, participation in volunteering, in addition to creating a community advantage, has benefits both for employees and employers. The primary purpose of this study is to explore the antecedents of employee participation in ESV. In this regard, by searching for related key words in Scopus and Web of Science databases, 49 quantitative and qualitative articles in English were selected and reviewed and using the CASP tool, the unrelated and non-relevant articles were removed. Research results, based on the 19 final codes obtained from these studies show that the antecedents of ESV can be classified into three categories: individual, organizational, and environmental. At the individual level, the antecedents are demographic factors, self-oriented motivators, values, and personality attributes. Organizational factors include employees' working time, type of organization, size of the organization, organizational culture, meaningfulness of the voluntary project, volunteering program management, employer support and volunteering recognition by the organization. Finally, the pressure of stakeholders and the government's support for ESV are among the environmental factors.

The aim of this study is to design interpretive – structural analysis model of the factors affecting administrative corruption of electronic government in Iran. The research methodology is mixed method that in its qualitative part is based on identifying the factors affecting administrative corruption in electronic government by investigating theoretical fundamentals and doing Delphi analysis with participation of twenty specialists in information and communication technology as panel members and in its qualitative part is by forming structural self- interaction matrix following interpretive- structural modeling and ten specialists corporated with the researchers. The results of the study showed that the identified structural characteristics’ indices in qualitative part include the absence of enough knowledge, the absence of administrative plans, the absence of technological supports and the absence of information feedback to all the units which are regarded as the most important factors causing administrative corruption in electronic government.

E-readiness and the business context have critical role in firms’ development and security exchange efficiency. In this paper we try to analyze the impact of these two contextual factors on multidimensional development of exchange market. To do this, we use the EIU model for e-readiness, doing business model for business context and depth, width and sophistication for exchange market development measurement. The data have been gathered between 2010 and 2014 and the countries include 20 developed and 20 developing country including Iran. We use factor analysis and structural equations modelling to test hypotheses separately in developed and developing countries. Results show that e-readiness has not a significant effect on exchange development in developing countries but the business context has. Alternatively in developing countries both of independent variables have significant positive effect on exchange market development.

The present study aims to analyze the effects of diversity management (DM) and its approaches on behavioral outcomes (job satisfaction, job involvement, OCB, turnover intention, and talented worker attraction), with an emphasis on the moderating role of organizational. According to the Cochran’s formula, this study sample comprises 383 employees of four Steel companies in Yazd province; which have been selected randomly. Data were collected through questionnaires such as diversity management, organizational culture and behavioral outcomes, with values of reliability (and validity) 0.91 (0.81), 0.96 (0.53) and 0.83 (0.54), respectively. Data analysis was conducted using PLS-based SEM by Smart-PLS2. The results showed that DM and its strategies has a positive effect on behavioral outcomes such as job satisfaction, job involvement, OCB, and talented worker attraction, and have a negative effect on employees turnover intention. Unlike the Reactive and Compliance DM, Proactive DM has had a significant effect on all behavioral outcomes. The moderating role of the team and rational culture has also been verified.

Since the staffing are the most important and valuable assets in organization, and achieving organizational goals depends on the commitment and expertise of its human capital, the identification and analysis of issues that impede the flourishing of this valuable asset and led them to be indifference; has a special importance. The aim of this study was analysis of the effect of job characteristics on organizational indifference of employees with a mediator of person-organization fit. This investigation is a practical research. The samples of the study consisted of 340 employees in the gas company of Isfahan province which selected with classification method. Of these samples, 271 questionnaires were returned. The John Wagneer, Scroggins and Danaie fard questionnaires were used for data collection. Analysis of data showed that the model of current study had a good fitness and reported the fitness indexes in results. Results showed that job characteristics had an indirect and positive effect on person-organization fit and negative effect on organizational indifference. Person-organization fit had a negative effect on organizational indifference.

The aim of this study is to analyze the effects of person-organization fit on organizational indifference. This investigation was a descriptive survey. The statistical sample consisted of 340 employees of the Gas Company of Isfahan Province, who were selected through classified sampling method. A questionnaire developed by Scroggins and Danaie-fard was used to collect data. The results show that the more there is congruence between employees’ personality and the organization, and the higher there is compatibility between employees’ goals and those of the organization, the lower the organizational indifference will be. Results also show that congruence between employees’ values and those of the organization, between employees’ capabilities, skills and knowledge and the requirements of their jobs and between employees and their work environment have no significant effect on organizational indifference. Consequently the relevant hypotheses were not sustained. Besides, the results of analysis of variance show that women have more organizational indifference than men and the highest degree of indifference toward organization and managers belong to the specialists of the company. However, no significant difference is observed between employees’ level of education and their age category and organizational indifference.

Acknowledged by most researchers and scholars, human resource productivity is the most important factor in the resistive economy and business. On the other hand, Workforce diversity is one of the major challenges of this century; and perhaps for managers, managing diversity is more important than seeking diversity to maximize the human resource productivity. The present study aims to analyze the effects of diversity management and its approaches on HR productivity, with an emphasis on the role of cognitive mediator variables, including perceived organizational attractiveness, organizational justice, and social identity in the Mobarakeh Steel and Isfahan Steel companies of Iran. According to the sample size formula in Structural Equation Modeling, this study sample comprises 500 employees. Data analysis was conducted using SEM and path analysis by LISREL8.8. The results of this study confirmed the conceptual model: the effects of diversity management on human resource productivity. The mediator role of perceived organizational attractiveness, perceived organizational justice, and perceived social identity, has also been verified.

Optimal portfolio selection and how to invest in، is one of the key issues which is considered in the capital market and should be paid attention by investors. In this regard، investors studies in selecting optimal portfolio accords to risk and return level. What has been done in the field of financial calculations and portfolio selection should prioritize existing investments in terms of risk and return respectively، until investors be able to constitute their optimal portfolio according to the finance and their level of risk-taking. Hence، measuring risk is considered as a major issue in the investment of portfolio. So in this research which was done in a capital market of Iran، it is presented a multi objective single - period mathematical model for measuring the risk of portfolio which integrates measure of return and two measures of risk (semivariance، Cvar). This model enables investors to measure the risk of portfolio carefully under transactions cost constrains and invest in a portfolio with maximum rate of return and minimum rate of risk Results show that using integraed risk measure can increase the carefulness of investors in capital market for optimal portfolio selection.

The purpose of this research was to study the moderating effect of organizational commitment on the relationship between spiritual intelligence and. organizational citizenship behavior. This practical research is a field survey and its nature is descriptive and correlative. The statistical population of this research is formal support staff in expertise position and higher of the Isfahan steel factory in 2012 which are reported to be 500 persons. The number of samples was counted 217 persons using the table، and sampling was done randomly. The King questionnaire was used to collect information for spiritual intelligence، Podsakoff، et al & Netemeyer، et al questionnaire was used for organizational citizenship behavior and Allen &Meyer questionnaire was used for organizational commitment. The reliabilities of 3 questionnaires were calculated To be،0/94، o/74، 0/87. For data analysis، inferential statistics methods (Pearson correlation، Hierarchical multiple regression) were used. The results of this research showed that there is a positive and Significant correlation between spiritual intelligence and organizational citizenship behavior Also The moderating effect of organizational commitment on the relationship between spiritual intelligence and organizational citizenship behavior was confirmed.

Capital structure is one of the most important issues facing financial managers to achieve their financial goals. Companies are always looking to choose the best combination to maximize firm value. So far، many research fields، mainly concerned with factors affecting the capital structure of the company، have been performed and theories have been developed to determine the optimal capital structure. In this paper، a meta-analysis approach is used to examine the impact of factors such as firm size، asset structure، growth opportunities، ownership structure and capital structure. This study analyze the results of 127 studies conducted in this area during 1990-2013، and use the extracted data from them to test the hypotheses. The findings show that firm size، asset structure، and growth opportunities play a decisive role in deciding the capital structure.

Today، the use of appropriate talent management strategy requires an understanding of IT infrastructure and determines the level of readiness of each infrastructure subsystems in the implementation of effect of electronic human resource management. The main purpose of this study was to investigate the effect of implementation of subsystem for electronic human resource management on talent management strategy in Isfahan University of medical sciences. This research was conducted using descriptive-metrical method and has five Hypotheses. To investigate this hypothesis، a questionnaire which made by the researcher was used. For assessing the validity of the questionnaire formal methods was used and the reliability assessed with Cronbach''s alpha reliability coefficient (0/812). The population size is about 160. Therefore، based on random sampling the statistical sample was selected and finally 70 questionnaires were collected. The AMOS، SPSS18 software is used for analyzing the data. The results indicate that the subsystem of electronic human resource management had a positive effect on strategy talent management and the most affective is for subsystem of electronic human resource planning. Results showed that the electronic human resource planning subsystem، electronic recruitment and selection subsystem، electronic performance management subsystem، electronic compensation subsystem، electronic human resource development subsystem، electronic discipline and moral criterion subsystem، electronic human resource safety and service subsystem have a direct positive effect on talent management strategy.

Liquidity is a complex and multidimensional concept which affects investment decisions of investors in many ways. Liquidity، recently، has been widely considered as a return determinant، while neither the Capital Asset Pricing Model (CAPM) nor the Fama–French three factor model can account for the liquidity premium. This study aims to examine the effects of liquidity on stock return، using a combined approach to cover different dimensions of liquidity into a unit measure، with respect to the control role of investment styles effects. The analysis in this paper is carried out for ten portfolios، consisting common stocks of the companies listed in the Tehran Stock Exchange، using pooling data at monthly base from March 2002 to November 2011. The results of regression analysis show that liquidity within the CAPM significantly affects excess return، and liquidity beta is larger than market beta، although both of them have high and significant effects. Also، findings indicate that liquidity is a priced factor even after controlling size، value and momentum styles; and four-factor model that includes market، liquidity، size and value factors is the best model to explain the excess return in Tehran Stock Exchange.

Analysis of eective factors on productivity in the DMT Corporation in Isfahan is the purpose of this research. The improvement of productivity, based on two factors; internal and external, is studied. From an organizational point of view, external factors cannot be controlled, but, internal factors can be managed and improved. So, organizational structure, production management, production process, technical knowledge, human resources (job satisfaction, prociency, skill and motivation) and trait cognitive population, are eective factors on productivity. Like many companies, the DMT Co. has some problems and complexities in its industry, and some issues that have remained hidden from a management point of view. Company experts denitely have more information about mentioned problems, because they are aware of working processes. Thus, they can recognize eective factors more easily.In terms of purpose, this research is functional, and, in terms of research method, it is descriptive metrical. The statistical population of the research consists of all 75 experts in the company, which shows high precision. Data collection has 2 steps: First is studying the literature of review, and second is the research survey, which requires some questionnaires. The data is collected using 47 questions, which are submitted to company experts in order to measure their perceptions and attitudes. Respondents were assured complete anonymity, and no names or other means of identication were requested. Employees were asked to ll the questionnaire using a ve point Likert scale (1; very low, 2; low, 3; moderate, 4; high and 5; very high). The questionnaire was used with reliability alpha 89% and high validity measured by the group of experts. Inferential statistics, such as X 2, and Anova, have been used for analyzing the hypothesis. According to the results of statistical analysis and comparison with previous research, there is a positive relation between productivity and human resource factors, i.e; job satisfaction, motivation, technology, organizational structure, production process, production management, and technical knowledge. On the other hand, there is no positive relation between productivity and factors such as age, education, expert majors, work experience and pro- ciency of employee.Variance analysis based on age of respondent, shows that there is no dierence between visions. But, according to the analysis of variance based on expert majors and work experience, there is a dierence between visions.

The current performance evaluation process are inspired by performance management within the organizations to take a step further in a way to the factors such as competency, merit, capacity for improvement and promotion are supposed to be taken into account the in addition to performance evaluation itself. Nowadays, the organizations prefer to set more accurate criteria for performance evaluation with the aim of the rating precision as an organizational priority. This study tries to identify the key criteria for evaluating employees’ performance to make a reliable model for reward payment. First, the criteria were formulated on the basis of the previous researches conducted by experts, industry professionals and management scholars. Later, the reliability of the questionnaires was verified by Cronbach's alpha methods which indicated a high the reliability of the measurement tool. Field study and opinion survey data collected from the statistical population of the research, composed of 121 employees the SATHA Corporation, were analyzed by the use of SPSS software, to bring about the criteria for performance evaluation. The result demonstrated that the factor of perceptive skills exceeded other factors within the general criteria for individual performance with the highest score, i.e. 4.01 in average. This factor included three criteria of ‘welcoming new ideas’ ‘proposing effective plans to the organization’, ‘creativity and ability to think out new ideas’. Moreover, the performance management factor, with its five criteria, had the lowest score among other factors. Moreover, according to the results, the specific performance criteria were identified and rated for any department of the organization. For example, the professional know-how with the average score of 4.13, tools and gadgets handling skills with the average score of 3.89, and finally, production precision level with the average score of 3.89 got the highest scores in the production department. In the end, according to findings, an individual performance-based reward system was recommended. It was composed of 5 tables with 15 general criteria for individual performance as well as 5 specialized criteria for individual performance according to the departments concerned.

The purpose of this research was to study the moderating effect of organizational commitment on the relationship between employees'' perceptions of workplace spirituality and spiritual intelligence. This practical research is a field survey and its nature is descriptive and correlative. The statistical population of this research is formal suort staff in expertise position and higher of the Isfahan steel factory in 2012 which are reported to be 500 persons. The number of samples was counted 217 persons using the table، and sampling was done randomly. The Rego & Cunha questionnaire was used to collect information for workplace spirituality، King questionnaire was used for spiritual intelligence and Allen &Meyer questionnaire was used for organizational commitment. The reliabilities of 3 questionnaires were calculated To be 0. 92،0. 94، 0. 87. For data analysis، inferential statistics methods (pearson correlation، hierarchical multiple regression) were used. The results of this research showed that there is a positive and significant correlation between employees'' perceptions of workplace spirituality and spiritual intelligence (P<0. 01) Also The moderating effect of organizational commitment on the relationship between employees'' perceptions of workplace spirituality and spiritual intelligence was confirmed.

Within the two past decades، transparency of financial market has been regarded as one of the variables that affect investment strategies in financial markets. This research investigates the relationship of transparency of financial information with the investors’ behavior in Isfahan Stock Exchange. The statistical population of the research is composed of investors in the Isfahan Stock Exchange. The research employs the questionnaire tool during the period between 23، September، 2012 and 21 November 2012. To test the hypothesis، correlation test، paired comparison test and one-way factor analysis were used with the help of SPSS software. The three hypotheses of the research were tested at the level of 95 percent. The results show that the all three aspects of transparency، i. e. the disclosure of financial information، transparency within the structure of the board of directors and the transparency of ownership structure influence the behavior of investors in the Isfahan Stock Exchange. Meanwhile، investors’ understanding of the aspects of transparency depends on demographic variables concerned. This research tries to offer helpful recommendations to the investor to adjust their behavior according to the stock exchange conditions.

Learning may be the only sustainable competitive advantage for all organizations. A learning organization is an organisation where people continually expand their capacity to create results they truly desire; new and expansive patterns of thinking are nurtured; collective aspirations are set free; people are continually learning from what others have learned. The aim of this research is to study whether a learning organization and its subsystems are established in Shahrekord University of Medical Sciences (SKUMS). This descriptive-survey study was conducted in 2012. Marquardt''s standard questionnaire was used to measure learning organization based on Likert''s scale with a Cronbach''s Alpha coefficient of 0. 946. The research sample consisted of 177 staff members (bachelor''s degree holders and bove) in seven vice-chancellorships of SKUMS، selected through simple random sampling. The findings of the study are twofold. (1) According to the results of one-sample t-test with a 95% confidence interval، the mean scores in learning organization and sub-systems of learning dynamics، people empowerment، knowledge management and technology application subsysems were higher than the assumed mean of 3; however، the figure turned out to be equal to the assumed mean for the organization transformation subsystem، and (2) Based on Freidman Test، there was a significant difference between the means of at least 2 learning organization subsystems. According to the research findings، more attention should be paid to the subsystems of learning organization establishment and balanced development of these subsystems.