یوسف محمدی مقدم

s.Abstract This research was done with the aim of designing an organizational disclosure model in government organizations. This research is developmental in terms of practical purpose, in terms of approach, and mixed (qualitative-quantitative) in terms of data analysis. In the qualitative phase of the research, using the theoretical sampling method, 10 experts were selected as the statistical population and subjected to in-depth interviews. In the quantitative phase, all senior and middle managers of government organizations in Kermanshah province were considered as the population, and 210 people were selected as a statistical sample based on random sampling. The main tool of data collection in the qualitative phase of the research was in-depth and unstructured interviews with experts. In the quantitative phase of the research, a closed and researcher-made questionnaire consisting of 30 items was used as the main tool for data collection. In the qualitative phase of the research, the data obtained from the questionnaire were analyzed based on the theme analysis method. In the quantitative phase of the research, SPSS and smart-PLS software were used to perform descriptive and inferential analyses. Finally, the results of the research led to the design of the organizational disclosure model in government organizations, and the hypothetical relationships and the complete structure of the model were tested and verified in a large society.Based on the research findings, the proposed model includes three categories of factors, which are: causal factors; mediating factors; And finally, consequential factors.

Agility in the modern era is one of the most important components of the superiority of organizations over each other and achieving success in achieving goals, fulfilling assigned tasks and missions, in this context, the police and the units under its command, including crime detection units. They are not excluded from this issue and they must have the necessary agility to perform their missions, so the purpose of this research was to design the agility model of Faraja mass detection units.

The research method is applied-developmental in terms of purpose and mixed (qualitative and quantitative) in terms of data type. The participants in the qualitative section of specialized police experts were 20 people, and in the quantitative section of the statistical society, there were 95 specialized police employees, which was equal to the sample size. In the qualitative part, the data collection tool was through interviews with the content analysis method and the "MaxKuda" software, and in the quantitative part, the questionnaire and the "SPSS" software and the Friedman test were used to verify the validity of the factor analysis method and structural equations. It was used using "SmartPLS" software.

The above model consists of 2 dimensions, 10 components and 64 indicators, which includes the intra-organizational dimension with the following components: (structure and organization, human resources, technology, equipment and facilities, processes and methods) with 35 indicators, and the extra-organizational dimension with the following components: (laws and regulations, budget and credits, interaction and cooperation, social participation, judicial functions) were identified with 29 indicators.

The identified dimensions, components and indicators will create a proper knowledge in relation to the agility of the Faraja mass detection units and the necessary platforms for how to use these dimensions and components and indicators in accordance with the agility capabilities, including flexibility, competence, and responsiveness. And the speed in mass detection units will be created and investigated.

Managers are strategic components, development and creation of real value for societies. In such a way that the training of competent managers and their growth and promotion are the main concerns of politicians and planners. Shahid Soleimani is one of the successful national and international managers, whose school, as a practical guide, is not just a specialized, jurisprudential, philosophical or political school, but an "educational school", Therefore, the aim of the current research is to identify and explain the dimensions of school education of managers based on Shahid Soleimani's managerial career. In the current research, which is one of the mixed researches; The basis of the analysis in the first part of the research is the statements of the Supreme Leader (Madazla Al-Aali) regarding the personality of Martyr Soleimani and the existing documents related to Martyr Soleimani, which have been analyzed using thematic analysis method. In order to gain confidence, the themes extracted were provided to the managers and commanders of the IRGC ground forces, and the data were analyzed and confirmed using a binomial test at the five percent level. Finally, the suitability of the model was evaluated and confirmed by structural equation method. The results of the investigations showed that the educational dimensions of Shahid Soleimani school are based on five dimensions of religious education, rational education, revolutionary education, legal education, and moral education.

The employees of an organization are recognized as a key element that allows the organization to move towards its goals and develop its capacities, and in this way, human resource retention is considered a fundamental factor that can create a long-term competitive advantage that It is associated with increasing performance and productivity in accordance with the ultimate goal of the organization. On the other hand, the welfare organization has faced a sharp decrease in human resources, and the review of the annual strategies and policies of the country's welfare organization regarding human resources indicates that the issue of attracting and retaining human resources is not of significant importance in the organization's policies, so the purpose of this research is Designing a strategic model of human resources maintenance. The method of this qualitative research was done with the help of the ground theory method. Research data was collected through semi-structured interviews. For this purpose, the researcher interviewed 16 experts and professionals with experience in the welfare organization. and reached theoretical saturation. Sampling was done non-randomly and snowball. The obtained data were analyzed in the qualitative software Atlas TI9. The findings showed three causal indicators of the quality of work life, organizational structure and human subordinate management. Background conditions included organizational culture and society's attitude towards the welfare organization. Also, the intervening conditions expressed the effects of political considerations, the weakness of the law, the nature of work in welfare, the work environment and social problems. Finally, the strategies were mentioned in the two layers of codified planning for human resources and drawing perspectives. Also, in the discussion of consequences, it was mentioned to improve satisfaction, productivity, loyalty, value creation for the welfare organization.

Electronic human resources management can be implemented in the organization with different intentions and goals. In other words, cost reduction, optimal use of human resources, and high ability to change and innovate can be examples of electronic human resource management goals. The current research was carried out with the aim of developing electronic human resource management scenarios in Iran's health insurance organization.

In terms of orientation, the current research is applied, which falls under the category of exploratory research, and its methodology is mixed. The statistical population includes academic experts and managers of health insurance organizations in Tehran province, 30 of them were selected as sample members using the purposeful sampling method and based on the principle of theoretical adequacy. In the qualitative part, research indicators were obtained through literature review and interviews with experts. In the quantitative part, a questionnaire was used in order to prioritize the indicators, and the consensus index, importance and dispersion of the coefficient of changes were used to compile the scenarios.

The findings of this research are presented in two parts, qualitative and quantitative. The first part includes the identification of the key components of electronic human resources management, and 15 components are determined in this section, respectively, human resource architecture with an importance index (100) and consensus index (0.66) and structure and process modification with an importance index (95). and the consensus index (0.43) were identified as the two main components and the basis of electronic human resource management scenarios in Iran's health insurance organization. Also, the second part of the results shows that 1) Tsunami of change (indicating the possibility of modifying the structure and process and architecture of human resources), 2) Cloud without rain (refers to a situation where the organizational structure is efficient but human resources are ineffective), 3) Silent volcano It indicates a situation where the structure and resources of the organization are inefficient) and 4) the land in danger of drought (refers to a situation in which the structure of the organization is inefficient but the human resources of the organization are efficient), the scenarios of electronic human resource management in health insurance

The results showed that human resource architecture and structure and process modification are the most important drivers of electronic human resource management and the basis of electronic human resource management scenarios in Iran's health insurance organization. One of the most important solutions that can be used to improve and apply human resources architecture is job analysis and matching. Also, if necessary, the organizational structure should be modified to apply the necessary improvements in processes and decisions.

organizational intelligence can play an effective role in good organizational governance by providing timely services using technology; Although this requires knowing the dimensions of internal and external governance of the organization and presenting the necessary strategies; Therefore, the current research is written with the aim of providing a suitable model of organizational intelligence in municipalities based on the components of good governance.

The current applied research has a descriptive-analytical nature, and in terms of the data collection method, it is among mixed research (qualitative and quantitative) and the level of individual analysis. The participants include experts familiar with the topics of organizational intelligence and good governance, and include managers and deputies of the eight deputy departments of Tehran Municipality (deputy of finance and urban economy, technical and civil engineering, urban services and environment, coordination and regional affairs, transportation and traffic, urban planning and architecture , human capital development planning and council affairs and vice president of social and cultural affairs). The sample size of 116 people was selected and studied according to Klein's formula. The tool of the current research is a researcher-made questionnaire, and the interview went to the point of theoretical saturation.

The network of organizational intelligence themes was drawn with emphasis on the components of good governance, including smart efficiency, smart participation, transparency based on communication technology, rule of law, smart accountability and smart justice. Then, the model of organizational intelligence in municipalities based on the components of good governance was confirmed using structural equation modeling with an acceptance level of 85.5%.

The results indicate that organizational intelligence using the forward-looking thinking of Tehran municipality managers has a strategic priority, and adopting this strategy and implementing it can facilitate the speed of response and dimensions of good governance in the municipality, but it is necessary that in an all-round and systemic approach, All executive programs of Tehran Municipality should be given practical consideration for the realization of organizational smartness according to the dimensions of good governance.

the field of criminal investigation in the fight against crimes in the cyberspace is made up of specialized and often interdisciplinary fields that require a range of different sciences and experiences. The law enforcement organizations active in this area, which are exposed to a wide range of diversity and novelty of these crimes, diversity of evidence and documents and different judicial procedures, need to know different models to deal with crimes in this space, especially security crimes.

This research seeks to collect and determine the patterns of the criminalization process of security crimes in the cyberspace and is of a developmental type and its purpose is practical, by using the descriptive-analytical method using library resources such as books, publications, scientific sites, etc. And by using the data collection tool, the necessary information was collected and analyzed, and after discussion and conclusion, a proposal was made.

Committing crimes, especially security crimes in the cyber space is one of the most important crimes that the ever-increasing development of science and technology adds to its complexity and entanglement every day and creates new issues which in turn are the duty of jurists, legislators, and judges. , police forces and security forces and the difficulty of stepping into the new fields of law, especially information technology law, and at the top of them, the issues of criminal investigation and detection resulting from the use of computers (cyber space), which are responsible for creating security and regulating them in the society, are more burdensome. does The patterns mentioned in this research can develop the knowledge of crime detection in cyberspace in Iran from a theoretical and practical point of view (especially security crimes). And this research can make a great contribution to the development of discourse, literature and improving the knowledge of crime detection researchers in the field of crimes in the cyberspace and conducting systematic and effective criminal investigations.

Coaching organization is one of the new paradigms in the field of organizational development that uses coaching to realize talents and organizational knowledge management. The present research was conducted with the aim of analyzing the dimensions and components of the Coaching organization in universities. This research is among the qualitative researches and in the analogical paradigm, which is practical in terms of purpose. The statistical population of this research includes experts in the field of coaching, including professors and managers of universities in Tehran. 25 people of the desired sample have been selected by purposeful method and snowball technique. The data collection tool is interview. The data were analyzed by thematic analysis using ATLAS.TI software. The results of the research identified three dimensions include coaches’ characteristics, coachees’ characteristics and organizational characteristics. According to the results of the present research, it is suggested to address the aforementioned three-dimensional components and indicators in order to effectively establish a coaching organization in universities, so that by teaching the principals and skills of coaching to managers, provide the ground for preparing and accepting the coachees to adapt to the changes; In this regard, it is necessary to change management strategies, use a flexible organizational structure with few hierarchies, institutionalize a culture that supports participation, learning and creativity, and use up-to-date electronic information and communication technologies, provide the platform needed for universities to become coaching organization.

 The present research has been done with the aim of designing an organizational whistle-blowing model in government organizations. This research is applied in terms of purpose, survey-developmental in terms of approach, and qualitative in terms of type. The statistical population of this research was a group of experts, including university professors, senior managers of government organizations, and experienced human resources and public management consultants, and based on the theoretical sampling method, 10 people were selected as a statistical sample and were interviewed. The approach adopted in this research to analyze the interviews was theme analysis. In this research, in order to ensure the validity and reliability of the interviews, it was tried to use the technique of structured processes of convergent interviews as well as the technique of having at least two people to conduct interviews separately but parallel to each other. Finally, the results of the research led to the presentation of a new model in the field of organizational whistle-blowing in government organizations. Based on the findings of the research, the proposed model includes three categories of factors, which are: causal factors (employees' moral courage, acceptability of senior organizational managers, justice-oriented organizational culture, perceived organizational support, vengeful psychological stimuli, and employees' concern); mediating factors (enhancement of disclosure intention in employees, and occurrence of disclosure behaviors by employees); and finally the consequent factors (improvement of organizational health, and improvement of organizational productivity).

Vitality of human resources is a completely sensory matter and in fact it is a positive state that is achieved in response to the constant interaction of a person with the meaningful factors of job and working environment and it is in the form of three related feelings such as: physical strength, emotional energy and cognitive vitality. For sure, cheerful employees have a favorable and satisfactory attitude towards themselves and others, have balanced social relations and evaluate their life process and others positively. The current research is to present a standard framework for human resource vitality, which is done with a descriptive and survey approach. In this practical research with a qualitative approach, in order to collect information, the method of reviewing library and archival documents, observation and interview has been used. Also, the main research strategy has been the foundational data theory. The statistical population of the research is the experts, experts and managers related to the field of management and human resources, and judgmental sampling method has been considered for sampling. Regarding the findings of the research, taking into account the research method, a comprehensive and standard framework for the vitality of human resources was planned so that the indicators and components of the vitality of human resources according to the causal, background, intervening factors, strategies and its consequences Determined Finally, through the data theory of the foundation, the standard framework for the vitality of the organization's human resources was formulated and its accuracy, correctness, practicality, comprehensiveness and completeness were confirmed from the perspective of experts.

 One of the critical issues in various organizations and institutions, especially the police and its subordinate units, including crime detection units, is to increase the speed and agility in performing assigned tasks and providing services to stakeholders. Various external factors influence this, and achieving this goal depends on understanding these factors. Therefore, the aim of this research is to identify the important external factors in enhancing the agility of FRAJA crime detection units.

 The research is applied in terms of purpose, descriptive-analytical in nature, and qualitative-quantitative (mixed) in method. The qualitative population includes experts from specialized police units in the field of crime detection, selected through purposive sampling and theoretical saturation, with 20 individuals chosen as the sample. Data collection tools in the qualitative section included semi-structured interviews, with validity ensured by expert opinions and reliability through retesting, comparison, and reproducibility. Data were analyzed using content analysis and the MaxQDA software. In the quantitative section, the population consisted of 95 individuals, including heads, deputies, and assistants of specialized police departments with independent positions of 17 and above, selected as a full count. Data collection tools included a researcher-made questionnaire derived from the qualitative section’s extracted factors, and the Friedman test was used for prioritizing the factors and research indicators.

 In the qualitative section, identified factors were categorized into 5 main factors and 29 sub-factors. The main factors include laws and regulations, budget and credits, interaction and cooperation, social participation, and judicial functions. In the quantitative section, analysis of the questionnaire outputs indicated that the identified factors are at a desirable level.

 The identified external factors provide a suitable understanding of the methods and strategies for enhancing the agility of FRAJA crime detection units, creating the necessary conditions for increasing flexibility, competence, responsiveness, and speed in these units.

Organizational knowledge architecture is one of the most important tools for any organization to achieve progress and productivity. Therefore, the aim of the current research is to systematically review organizational knowledge architecture researches with a meta-composite method.

The current research is applied in terms of purpose and qualitative in terms of the nature of the data. In order to search and select suitable articles, 131 researches were found and 46 of them had defects or overlapped with each other. After removing the mentioned items, in total, 85 studies were selected, most of which were dedicated to articles.

All the articles and reports were screened using filter based on title, filter based on abstract and filter based on full text. CASP tool was used to perform this screening. The findings of the research indicate that competition is a stable advantage, agile organization, learning organization and leading organization are the four main consequences of organizational knowledge architecture.

For this aim, according to the findings, it can be acknowledged that the quality and speed of response, adaptability, continuous increase of people's ability, promoting systemic thinking, the ability to transfer knowledge in the organization, uniqueness, creating value for the customer, sharing goals or employees and The high morale of organizational employees is one of the most important consequences of organizational knowledge architecture that organizations can have by implementing organizational knowledge architecture.

Global competitions raise new needs for high performance and creating a competitive advantage. Therefore, today's organizations need to move towards a new paradigm; A paradigm that does not see a competitive advantage in having exclusive rights, scarce resources, employees with high skills and social relations. This competitive advantage can be obtained through the development and management of psychological capital such as organizational hope. Therefore, the purpose of this research is to investigate the effect of organizational hope on performance with the approach of resources and job demand. The current research is a type of mixed research. which has calculated the components of organizational hope and job resources and demand by adopting semi-structured interviews with elites and thematic analysis method,and 94 basic themes, 14 organizing themes and 5 comprehensive themes were obtained. In the quantitative phase, with the Kolmogorov Smirnov, regression and correlation tests, the validation of the components and the investigation of the effect of organizational hope on performance have been done. The research findings indicate that organizational hope has a moderating role on job demand and job resources and has a positive and direct effect on improving organizational performance.

Vitality of human resources is a completely emotional issue and in fact it is a positive state that is achieved in response to the constant interaction of the person with the meaningful elements of the job and work environment. Usually, cheerful employees have a favorable and satisfactory attitude towards themselves and others, have balanced social relations and evaluate their life process and others positively. The current research was conducted with the aim of presenting an action plan for the vitality of human resources in the social security organization. The research is applied-developmental in terms of purpose and inductive-deductive in terms of its nature and method. According to the approach of the research, which is among the mixed researches, so that the statistical population of the research in the qualitative part consists of experts (experts, managers and experts) who have theoretical mastery, practical experience, desire and ability to participate in the research and 26 were selected using the purposeful sampling method. In the quantitative part, the statistical population includes customers, due to its unlimited number, 384 people were selected using a random method. The data collection tool in the qualitative part is a structured interview, and also in the quantitative part, the data collection tool is a questionnaire. In this way, the state of vitality of human resources, the level of satisfaction and happiness of customers and finally the state of customers in terms of happiness and vitality were measured and analyzed by the variables of social security organization, indicators and components of vitality of human resources and finally the model was formulated. . Finally, based on the obtained information and model; Using the action research method, the operational plan of organizational vitality for the social security organization was expressed in the form of employees and customers.

The objective of this research is to develop a survey that focuses on the enhancement of human resources in an Iranian teaching hospital. 

This research employed a qualitative approach and grounded theory method in Iranian teaching hospitals. The study population consisted of professors, experts, and informants involved in the research subject, selected through snowball sampling. The sample size was determined using judgmental (purposive) sampling, and theoretical saturation was achieved after conducting interviews with 16 individuals. However, to ensure reliability, the researchers continued the interviews with 18 individuals. Data collection was conducted through semi-structured interviews.

The coding process yielded over 892 codes or primary concepts extracted from the interviews. These codes were further condensed into 272 secondary codes, 99 statistical concepts, and 33 categories, resulting in the final research model.

Transforming educational hospitals into teaching organizations leads to increased productivity, improved individual and organizational performance, strengthened culture of learning and teaching, enhanced personal and organizational knowledge, establishment of a development-oriented organization, and overall organizational improvement.Value: This research is the first study conducted in teaching hospitals on the topic of creating a teaching organization, providing valuable insights into the severe resource limitations in this area.

 Electronic human resource management includes electronic tools that enable human resource managers to manage human resource data and information and also provide the possibility for the beneficiaries to have access to specific information and tasks of human resources through the Internet. Therefore, this research was conducted to identify the effective factors of electronic human resources management in the Iranian Health Insurance Organization using the fuzzy Delphi approach.

 The current research, which was carried out in 2023, has a mixed approach and an inductive paradigm. The statistical population of the research in the qualitative and quantitative part are academic experts and (senior) managers of the health insurance organization in Tehran province, and 30 of them were selected as sample members based on the principle of theoretical saturation. The data collection tool in the qualitative part of the research is a semi-structured interview and in the quantitative part, a fuzzy Delphi questionnaire. In this research, to analyze the data in the qualitative part, the content analysis method and coding approach using MAXQDA software was used and in the quantitative part, the fuzzy Delphi method was used. The validity and reliability of the interview were confirmed using content validity and intra-coder inter-coder reliability and the validity and reliability of the questionnaire were confirmed using content validity and inconsistency rate.

 The results of the qualitative part indicate the identification of 15 factors as effective factors in electronic human resources management in Iran's health insurance organization. On the other hand, the results of the quantitative part using the fuzzy Delphi approach show that human resources architecture, structure and process reform, integration of human resources processes, reduction of administrative bureaucracy, the existence of financial support, and the creation of a suitable culture as the most important factors on the effective management of electronic human resources in Iran's health insurance organization.

 The application of electronic human resources management in the current changing conditions helps the health insurance organization more than ever in achieving its goals and agility.

One of the important aspects in tax sustainability that has not been paid much attention in past studies is the strategies of talent acquisition of tax auditors that in this study, based on Atanasov's intuitive fuzzy logic approach, an attempt has been made to identify the most effective green tax sustainability consequences by screening tax auditor’s talent strategies. This study is developmental in terms of methodology and it is a mixed research in terms of data collection type. In this research, in the qualitative part, based on meta-composite analysis processes, it was tried to first identify the researches related to the two concepts of tax auditor talent strategies and green tax sustainability consequences, and then determine the research components and themes based on the critical evaluation scale. In addition, in the continuation of the qualitative part, Delphi analysis used to determine the limit of theoretical consensus. In the quantitative part, with the aim of determining the most effective talent search strategy for tax auditors in the most favorable consequences of green tax sustainability, intuitive fuzzy evaluation used based on Atanasov's logic. In this research, 12 tax audit research experts at the university level participated in the qualitative part and 25 tax auditors filled in the matrix questionnaires in the quantitative part. The results in the qualitative part indicate the existence of 5 themes as tax auditor’s talent strategies and 4 components as the green tax sustainability consequences. The results in the quantitative part also showed based on the fuzzy Vicor analysis process, the most important parameter of the research topics (talent finding strategies of tax auditors) is the function of professional maturity. It was also found that the most desirable consequence of green tax sustainability is the reduction of environmental pollution based on the effect of the theme of professional maturity. The obtained result shows that the companies, based on the improvement of the functions based on the professional maturity of the tax auditors, can understand that by strengthening their operational processes based on upgrading the level of technology and waste recycling, they should be responsible for reducing environmental pollution. Take action and this process can gradually become a part of the social norms of the companies in front of the beneficiaries.

cheerful employees have a favorable and satisfactory attitude towards themselves and others and have balanced social relations. The purpose of this research is to design a model of human resource vitality in the social security organization.Research

The current research is applied in terms of purpose and in terms of approach, it is qualitative research using foundation data method. The statistical sample included 26 organizational and academic experts up to theoretical saturation, and the data collection tool was a structured interview.

The findings showed that the pattern of vitality of human resources in the social security organization includes causal factors (in two individual and organizational dimensions), contextual factors, intervening factors (in two macro and micro dimensions), strategies (in three individual, occupational and organizational dimensions ) and the consequences (in three dimensions, individual, occupational and organizational) which were presented in the form of a paradigm model.

In order to increase the vitality of employees in the work environment, it is necessary that the managers and planners of the social security organization consider the dimensions designed in the model, especially the causal factors in both individual and organizational dimensions that lead to vitality in the work environment. should pay special attention.

and purpose In the last two decades, various types of research have been conducted on the issue of employee loyalty both at the national and international levels. The present study was carried out to quantitatively investigate the influencing variables on the belongingness of the new generation employees.

This research is applied, quantitative and descriptive-correlational. To collect data, a researcher-made questionnaire tool was used. The study's statistical population is employees working in businesses related to information and communication technology, and a simple random method was used to select the sample. The structural equation modelling method and Lisrel software were used to analyze the data.

Based on the results of the analysis, all the hypotheses of the research were confirmed, and therefore the organizational culture variables aligned with the values of the new generation, the effective interaction between the manager and the employee, an attractive and developing work environment, human resources measures focused on the expectations of the new generation, the nature and identity The company (industry) has a positive and significant effect on the sustainable loyalty of new generation employees.

A stimulating and attractive work environment has a direct impact on the belongingness of the new generation employees, and what influences the formation of this environment are factors such as the positive interaction between the manager and the employee, human resource measures focused on the expectations of the new generation and the company's identity. The organizational culture factor focused on the values of the new generation is also a root and indirect factor affecting the belongingness of the employees of this generation.

In today’s societies, leading organizations are looking for a strategy to develop resources and improve the organization. The coaching organization is a new paradigm in the field of organizational management that focuses on coaching as a tool to increase productivity, motivation of human resources. The aim of this study was to identify the antecedents and consequences of the coaching organization with a human capital fostering approach for universities. This research is of a mixed type, in the paradigm of deductive-inductive and qualitatively-quantitative. The statistical population in qualitative and quantitative section of the study is experts in the field of coaching, including professors and managers of universities. 25 people of the desired sample were selected through targeted method and snowball technique. The data collection tool is interview in the qualitative part and questionnaire in the quantitative part. In the qualitative part, the data were analyzed using theme analysis method and ATLAS. TI software, and in the quantitative part, the importance and priority of the components were determined using the Fuzzy Delphi technique. 12 components were identified including: environmental changes and transformations, the need for human capital cultivating and organizational development,, coach personality traits, coach knowledge and skills, coachee personality traits, coachee specific attitudes, management and leadership strategies, organizational structure, coaching culture, Infrastructure and technology identified as antecedents and individual benefits and organizational benefits as consequences of coaching organization with human capital fostering approach for universities.

One of the important aspects of tax sustainability that has been less noticed in past studies is the strategies of tax auditors' talent search, which in this study is based on the nature of future study in relation to the development of possible scenarios in this field to determine the most favorable consequences of tax sustainability. This study is considered applied in terms of the type of result, and from the point of view of the goal, it is placed in the category of exploratory studies that have been carried out using quantitative and qualitative models. The present study does not follow one type of research method, but uses a separate method to answer the formulated questions according to each department. Therefore, based on the nature of collection, this study can be classified as mixed methods approach. The statistical population in the qualitative part was 10 experts in the field of auditing, and in the quantitative part 50 tax auditors who had the necessary experience and knowledge about capital market procedures participated. The result in the qualitative part indicated the existence of 8 factors to evaluate the motivations of tax auditors talent search strategies, which was confirmed based on the fuzzy Delphi analysis. Then, by selecting 2 factors out of the 8 factors identified as the basis of the scenario, by conducting thematic analysis, 12 sub-factors emerged. The result of the acquisition in the quantitative part showed that the most important scenario in the functions of the motivation of tax auditors is the sinuous scenario, which can bring the most important consequence of tax stability, i.e. profit stability for companies, through their talent acquisition strategies.

The aim of this study is to Design a model of coaching organization with a human capital development approach for universities.

Design/ methodology/ approach:

 The present research is among the mixed researches in the deductive-inductive and qualitative-quantitative paradigm which is applied in terms of purpose. the statistical population in qualitative and quantitative section of this research includes specialists and experts in the field of coaching including professors and administrators of universities. The sample was selected through targeted method and snowball technique. The data collection tool is in the qualitative part of the interview and in the quantitative part of the questionnaire. In the qualitative part, the data were analyzed using Atlas.ti software and quantitative data were analyzed by interpretive structural modeling method.

In this research, the model was developed at four levels and twelve main components including: environmental changes and transformations, the need for human capital development and organizational development, coach personality traits, coach knowledge and skills, coachee personality traits, coachee specific attitudes, management and leadership strategies, organizational structure, organizational culture, Infrastructure and technology, individual benefits and organizational benefits.

Limitations & Consequences: 

The dimensions and components of coaching organization with a human capital development approach, has been overlooked by many researchers. Therefore, this research has moved in direction of this research gap.

Practical Consequences: 

the establishment of coaching organization empowers managers and employees, which in turn provides the readiness and flexibility of personnel to facilitate positive organizational changes.

Innovation or value of the Article:

 The present study considered one of the less attention topics related to the establishment of coaching organization in universities and provided a model for it.

Organizational bullying is one of the factors that are monitored in various organizations such as management forces. Therefore, building, validating and measuring important tools in the field of organizational bullying can be helpful. The present research was conducted in order to construct and validate the level of organizational bullying and its relationship with burnout and job satisfaction. The current research is a descriptive and correlational study in which 290 people from the headquarters of the police force were selected by convenience sampling. The data was collected through a researcher-made organizational bullying questionnaire with reliability (0.79), job burnout (0.88) and job satisfaction (0.77). Factor analysis method, Cronbach's alpha coefficient and Pearson's correlation were used for data analysis with the help of SPSS and LISREL software. Exploratory factor analysis showed that organizational bullying consists of two components and factor analysis has evaluated these components with appropriate fit indices. Also, the results showed that organizational bullying had a significant relationship with job burnout (0.582) and job satisfaction (-0.601) at the P<0.01 level. The main reliability of organizational bullying was obtained using Cronbach's alpha coefficient of 0.80 for occupational bullying, 0.78 for personal bullying and 0.79 for total income, all of which were satisfactory. The results of the research show that the organization of bullying in the community of the forces of the management headquarters is an acceptable psychometric feature and can be used as a reliable tool in psychological research.

One of the most important issues in the Faraja organization is the issue of criminalization, especially the criminalization of fraud crimes. Therefore, the present research was carried out with the aim of criminalizing fraud crimes.

In terms of purpose, this research is applied-developmental, which was carried out with a qualitative method to achieve criminalization strategies for fraud crimes. The participants in the current research were 17 specialists and experts, including deputy heads and chiefs of the Police Intelligence and Fata Faraja police departments, who were present in the implementation of the research using the purposeful sampling method until theoretical saturation was reached. In order to collect information from the theoretical part of the library method, semi-structured interviews and Delphi method (expert panel) were used to compile, disseminate and collect the results obtained from the field method. QSPM software was used to formulate and select strategies through scientific analysis.

It led to the identification of 11 strengths, 12 weaknesses, 13 opportunities and 10 threats in the criminalization process of fraud crimes. Also, the current state of the organization is a competitive strategy according to the weighting of scores related to internal and external factors.

strategic priorities in order: - ST2 preventing the development of fraud crimes in the real and virtual space by improving knowledge and technical equipment, ST4 - scientific and operational capabilities to deal with the real and virtual space, - ST1 attracting the participation of economic organizations in order to improve.

Hope is a concept that guides and shapes the efforts of individuals and communities to achieve success and progress;If one day is taken from human society ,the gloom and weakness of that society will prevail and it will move towards decline and stagnation.Ayatollah Khamenei in the statement of the second step of the revolution addressed to the Iranian nation for "the second stage of self-construction ,socialization and civilization", considered the basic key of all locks as hope And in their first recommendation, they invite the Iranian nation to hope and an optimistic view of the future.The purpose of this study is to provide a model of creating hope in order to fulfill the statement of the second step of the revolution based on the mixed method. In this study, the statement of the second step of the revolution and the statements of the Supreme Leader were the basis of analysis, which were analyzed by the data theorizing method of the foundation. The reliability of the data was evaluated by Cohen's kappa coefficient and their validity was confirmed by Delphi method and Kendall coefficient. Based on the findings national and international authority, religious and religious identity, purposefulness of the national will, transformationalism and social discipline as causal factors ;Jihad is creating hope, building trust ,developing social understanding, religiosity, authoritarianism ,providing security, political development, wealth creation and justice, and citizenship as the Strategies; Efficiency, community spirituality, self-confidence, social acceptability, support as the basis ;Social Communication ,Community Risk Taking ,Future Predictability, Services(Facilitators)and conflicts and ambiguities of political inflammation, undesirable hope and false social suffering(limiters)as interveners; finally, social knowledge ,social vitality ,resilience ,development and progress, social peace and social health were identified as outcomes.