حامد دهقانان

Today's business environment increasingly relies on trust-based collaboration in international relations; however, companies fail in business collaborations in a cross-cultural context. In this regard, the present research was conducted with the aim of providing a model of trust-based collaboration in international business, with an analysis of the role of cultural differences. This research was applied in terms of purpose, which was done with a mixed approach (qualitative and quantitative). In qualitative study, semi-structured interviews were conducted with 11 senior managers of Iranian and Chinese automobile companies, and data were analyzed by theme analysis. Qualitative validation was done with participants' verifiability and test-retest reliability. The statistical population in the quantitative part was the experts of commercial unit of Iranian and Chinese automobile companies, 359 people were selected by random stratified method. Data collection tool was a questionnaire, whose validity and reliability were confirmed. The data was evaluated using the structural equation modeling method and Amos software. The results of theme analysis showed that the pattern of trust-based collaboration in international trade includes 159 open codes, 34 subcategories, and 11 main categories. Based on the results of path analysis, the impact of 8 categories of international credit acquisition, cultural competence, organizational factors, managerial factors, international relations, organizational processes, effective targeting and cultural differences on trust-based collaboration was confirmed. Finally, the results showed that 5 dimensions of national values, including subservience, collectivism, uncertainty avoidance, power distance, and extremes of self-restraint, are able to predict trust-based collaboration in both Iranian and Chinese societies.

Designing service compensation strategies is one of the sensitive, complex and challenging issues in human resource management in recent decades. Its requirement is to achieve strategic reference points and the aim of the research is to identify the dimensions and components that influence on the compensation strategies of managers in the automotive industry. The research method is qualitative in nature and practical in terms of purpose. The number of participants based on saturation The opinion was determined by the managers of automobile companies with more than ten years of work experience in this industry, and the information was collected and analyzed through semi-structured interviews with 14 experts who were selected according to the researcher's judgment. The theme was used to analyze and interpret the data from the interview. The findings of this research include eight organizing themes of basic salary (fixed payment), special salary (variable payment), mixed payments, allowances (income in addition to salary), Short-term and long-term rewards, benefits (special managerial facilities), managerial knowledge and decision-making skills, and the ability to recognize issues and solve problems are effective reference points in compensation strategies for managers in the automobile industry.

One of the ways to develop any science is to rethink of its foundations and assumptions. Considering the increasing progress of various sciences in the new era, and the weakening of humanities, the necessity of rethinking in humanities is a vital matter, Since the human sciences are directly related to the knowledge of man, as the role of man in the new age has become more prominent, one should seek a more complete knowledge of humans at the individual and the social levels. Unfortunately, despite the multifaceted nature of human existence, the presuppositions governing the present humanities are still dominated by positivist paradigms, and when it comes to other perspectives such as exegetical or postmodern, they remain at the level of slogans, and researches and theories are limited. But the science of physics, by entering into some philosophical and metaphysical concepts, is moving towards a unitary paradigm. Unitarian theories of physics, which emphasize the multi-dimensional nature of existence, present a new point of view in which the inability of experience or human mind to recognize a phenomenon does not mean that it does not exist. In this research, with the help of content analysis method, we investigate the existing gaps in the five paradigms of the contemporary science, and in order to solve these gaps, we introduce unitary ontology.

The purpose of this research is to design a comprehensive model of emotional labor in service organizations. The approach of this research is qualitative, and developmental. Considering the existence of a suitable background, the main goal of the this research is to systematically review the concept of emotional labor. Therefore, researches about emotional labor were considered in the period from 1983 to 2023, and 80 qualitative and quantitative researches were selected for a more detailed study. Findings show that emotional labor model can be categorized into five comprehensive themes, 14 organizing themes and 50 basic themes.The dimensions of emotional labor, effective factors, moderating factors, mediating factors, and consequences form five comprehensive themes in the emotional labor model. The number of interactions, the variety of emotions, the intensity of emotions and the duration of the interaction are job components of emotional labor. Surface acting, deep acting and expressing real feelings are the behavioral components of emotional labor. Effective factors of emotional labor include demographic, personality, occupational and situational characteristics, and attitudinal and organizational factors.Emotional labor consequences are classified as a person's health status, attitudinal and organizational consequences, and customer's attitude and behavior. The mediators are person's health status and attitudinal and organizational characteristics. Finally, emotional labor modifiers are individual characteristics, job characteristics, and attitudinal and organizational characteristics.The results of the current research, by strengthening a comprehensive view of emotional labor, help organizations to increase the quality of emotional labor of employees and reduce emotional labor injuries.

Changes in the global economy have led to the internationalization of corporate relations and subsequently the phenomenon of intercultural communication. Therefore, ensuring the success of companies without understanding how to trust and collaborate in different cultures can be challenging and difficult. In this regard, the present research was conducted with the aim of identifying the antecedents of trust-based collaboration in a cross-cultural context. The research is applied in terms of purpose, and in terms of method, it is an exploratory research that was conducted with a qualitative approach. The participants in the research were 11 senior managers in the international trade department of Iranian and Chinese automobile companies who were selected using a targeted method. The data obtained from semi-structured interviews were analyzed by theme analysis method. Based on the results, the antecedents of trust-based collaboration in the cross-cultural context are: macro environment factors, gaining international credit, cultural intelligence, organizational factors, managerial factors, cultural sharing, human resource competence, international relations, organizational processes, effective targeting and cultural differences. According to the findings, clarifying the goals of the parties, adhering to commitments and honesty were identified as the most frequent codes that provide insight to policymakers and managers to improve international business interactions.

The importance of leadership on the one hand and the plurality of opinions in this field on the other hand increase the need to rethink and conduct research in this regard. The purpose of this exploratory research is to identify gaps in existing leadership theories and to present a new meta-theory to address these gaps. In this library research, we used meta-theory, which is one of the effective research methods for rethinking science. The statistical community is all the articles that investigated leadership theories. Sampling by judgmental method reached the number of 200 articles until theoretical saturation. In this research, we first categorized leadership theories based on the five paradigms of science and then identified theoretical gaps. Based on the research findings, the gaps in the organization's leadership theories go back to the material ontology that governs them, and the solution is to change the perspective towards the unificationist meta-theory and human knowledge in higher dimensions. We have presented our metatheoretical view based on unificationist theories of physics, because unificationist ontology, emphasizing the multiplicity of dimensions and the unity of forces in existence, considers the truth to be something beyond the material world.

In today's world, appropriate, qualified and sustainable human resources along with competent leadership are the only resources that can create sustainable innovation and competitive advantage in organizations. Thus, it is important to put the development of human resources at the top priority of any organizations. In Iranian studies, despite identifying and explaining some of the effective factors related to human resource management systems and practices, researchers seem to have neglected to examine the role of top management influence in the implementation of these practices. In foreign studies, research on leadership and human resource management (HRM) have largely progressed on parallel trajectories and other key factors such as cultural adaptation, integration, multilevel and multi-factorial items have been neglected. The purpose of this research was to develop a comprehensive pattern of the top management influences in implementation of HRM practices.

In this research, over 501 articles were evaluated through authenticate scientific database sources from 1993 to 2023. By using the seven-step model of Sandelowski and Barroso, content analysis and meta-synthesis qualitative approach, 85 articles were selected for further detailed study.

A total of two categories, eight concepts, and 42 indicators were identified and put into a comprehensive pattern. The pattern includes the internal organizational factors such as top management influential factors, organizational influence factors, and influence components. Furthermore, the external organizational factors, institutional and contextual factors of influence were identified.

The results of all these factors were sum-up as positive and negative outcomes which could be experienced by any organization. By identifying and focusing on these factors, organizations could prevent the negative effect of top management influence in the poor implementation of human resources management practices to obtain maximum productivity and maintain a sustainable competitive advantage.

Implementing the strategy is one of the most significant and challenging topics for organizations and leaders. Successful organizational change can transform the organization's business, and interest in studying in this field, especially taking care of the meaning model, is increasing. Many failures are caused by paying attention to secondary results and not paying enough attention to the main cause. Employees are one of the most important factors to be considered in the strategy implementation process. The construction of meaning plays a critical role in employees' response (resistance, acceptance, or cooperation) to the new strategy. This reaction is of behavioral and cognitive type and is rooted in the employees' understanding. Lewin's 3-stage approach is accepted by Many organizational change experts. Many models of changing the meaning construction suggest that the process of changing the meaning in the minds of employees may also consist of these three stages of Lewin; First, managers destroy the old meaning construction of the organizational reality in the minds of employees, then they create a new meaning construction, and finally, they consolidate the new meaning construction (refreezzing). This article takes a look at the process of changing the meaning-making in the minds of employees by comparing it with Levin's model. The major difference between this article and some others in this field is its focus on two points. First, in this article, only certain types of specific meanings of discoursive activity are emphasized, and at the same time, it refers more to how the manager influences the meaning change process. 

In the past, articles have mostly looked at the meaning-making of employees by managers with a negative approach. Therefore, in this view, any sense-making of employees, such as the meaning they give to change, was considered a resistant force. Leaders were only seeking to break down the previous meaning structure of the employees. More recent studies have shown that the perception of employees, which is rooted in the past and the meaning construction of employees, is not only an obstacle to change but can also act as an effecting factor in implementing a new strategy. The change in the meaning structure of employees can be a factor in the success of the change. 

Narrative and thematic analysis methods were used to analyze data to investigate the change in the meaning construction. Thematic analysis was nested in the narrative analysis method as a tool for better data analysis. The narrative analysis makes it possible to investigate the meanings of the manager in their discursive activities, and the thematic analysis identifies the themes of the narrations. The main focus in this case was on changing the meaning construction, and the impact of discoursive activities on this issue was considered more. Narrative analysis takes a deeper look at how the content of discourse activity is used and refers specifically to how experiences and issues are interpreted. Thematic analysis is a method for data analysis to understand the factors affecting the identification of criteria for understanding interpretations of employees. 

In the narrative analysis, the narrations that contained many different meaning units were identified. The leader tries to change the employees' meaning construction using these narratives. These narrations are usually mentioned in several meetings and periods. In the following, all narrations were analyzed by thematic analysis. To categorize themes and better understand the relationship between discursive activity and meaning construction, pay more attention to more resonant themes. This process was stopped when extracting new themes was no longer possible. In the end, with a theory-oriented point of view, coding was done based on specific theories and hypotheses. There are three main axes explicit from Lewin's change model. The themes of identification are placed around these axes. In the first step, discursive activities seemed to be focused most on expressing the defects in the existing situation. This concept is repeated in different ways, even in disappeared businesses. Finally, the focus was on the desired goal and refreezing new conditions.  

In this study, by reviewing and summarizing the findings, we came across several fundamental approaches: the first and most important approach, which was the main research question, referred to the analysis of the change process in the employees' meaning construction and its compliance with Levine's model. In Levin's model, first, the defrosting process occurs by attacking the existing conditions, then the change phase, and finally, stabilization and refreezing occur. In the defrosting stage, measures like identifying the need for change, specifying what needs to be changed, encouraging the employees to change old behaviors, ensuring the full support of senior managers for the change, and paying attention to understanding concerns and doubts. Narratives that refer to the current situation's lack of appropriate response to new environmental changes and consider the existing jobs as inferior or the existing structure as inefficient are included in this section. It seems that after studying the time course of narrations and the number of their repetitions in these intervals, it is possible to present such a picture of it. In other words, narratives and themes that try to attack the existing meanings and systems of employees are placed in this stage. The second approach is that the discursive activities happening in the direction of change in the meaning construction are not separate phases and sometimes act together. Maybe this is due to the difference in the capacity of people to change. For example, a group needs more repetition and meditation to change its meaning construction.

The purpose of the current research is to provide a model for Neurocognitive training and development of human resources. Using the multi-grounded theory (MGT) method, a systematic review of the background of the research was carried out in a meta-composite way and interviews with 21 experts were conducted using purposeful and snowball sampling methods and having specific criteria. A Neurocognitive approaches in human resource development, including 73 concepts and 18 subcategories in 6 main-categories, was presented. In this research, the causes and drivers of neurocognitive use in human resource development were examined in micro and macro. The central category was conceptualized as neurocognitive talent management and individual development, and the intervening factors were identified as ethical, human, instrumental, environmental and organizational challenges. According to the opinion of the experts, strategies were set at three individual, organizational and national levels, and it was predicted that the model of training and development of neuroscience of human resources would lead to consequences in theorizing, neurological self-awareness and organizational Neurocognitive development. Finally, taking into account the rapid evolution of organizational technologies, future trends were categorized into three categories: convergence of technologies, interdisciplinary studies, and paradigm shift. The experts emphasized that the gradual use of neurocognitive tools by human resource development experts and consultants, the allocation of funds at the organizational and national level to conduct and support interdisciplinary research, and to create awareness and knowledge to conduct research professionally and repeat it before generalizing are the most important duties in HR Neurocognitive L&D programs

Organizations will face increasing competitive challenges in the future. To manage these challenges, there is a need to design an emerging face in the form of a successor organization to ensure the future success of the organization.

In this research, an attempt is made to examine the current state of talent management, succession management and organizational policies of the researched society from different angles and in accordance with the indicators, components and effective factors and internal and external organizational characteristics of the succession organization and with the spirit of elitism. and meritocracy, a comprehensive and integrated model and model of the successor organization based on the policy of elitism should be presented in Abadan Oil Refining Company.

The research method is mixed, therefore, a quantitative and qualitative (mixed) approach is used to design and develop a comprehensive model. To select the sample size from the snowball method based on the opinions of 17 experts and during three stages of open, central and selective coding. Used.

63 concepts and 16 categories were extracted, of which the successor organization category was the central category and 15 other items formed the data theory components of the research foundation.

Positive organizational behavior has recently been raised as one of the challenging and attractive topics in management science. Positive organizational behavior is capable of creating a sustainable competitive advantage for contemporary organizations by benefiting from a new management tool, i.e. psychological capital, in addition to human capital and social capital. Considering the importance of positive organizational behavior, the current research has tried to provide a model of positive organizational behavior in creative industries. The current research has presented a coherent model in the field of positive organizational behavior through the method of multiple Grounded theory and using existing literature and theories as well as semi-structured interviews with specialists and experts in this industry. The sampling method was judgmental and the interviews continued until theoretical saturation. The data obtained from coding was analyzed and led to the extraction of 235 primary codes, 30 secondary codes, 19 concepts and 6 categories. Positive organizational behavior in creative industries includes the core category (positive organizational behavior), causal conditions, background conditions, intervening conditions, strategies and consequences. Positive organizational behavior also includes objective individual behaviors, subjective individual behaviors, group behaviors, and organizational behaviors. The positive-oriented organizational behavior model in the field of creative industries is fundamentally different from the organizational behavior model in other industries due to the nature of creativity, the importance of human resource processes, and the flat and non-hierarchical organizational structure. On the other hand, the economic situation and socio-cultural conditions make the model of positive organizational behavior in creative industries different from other industries.

In the gap between the two main theories of job crafting, an important shortcoming is ignoring its cognitive dimension in a significant part of the literature. Achieving more fitness and comfort with his job. The aim of the research is to identify the components of the approach and avoidance in the cognitive job crafting and the individual, job and organizational antecedents affecting its emergence. The present research was conducted with qualitative method and thematic analysis methodology, and it is exploratory in terms of developmental and practical purpose and in terms of implementation method. In order to collect information, an in-depth and semi-structured interview was used with 13 managers and senior engineers who were selected by a targeted method in selected knowledge-based companies in the field of information technology type 1 and 2 in Tehran province. In the resulting model, the components of the approach cognitive crafting with 6 main themes and the components of the avoidance cognitive crafting with 2 main themes are introduced. Also, 9 main themes for individual antecedents, 7 main themes for job antecedents and 9 main themes regarding organizational antecedents affecting the emergence of components of two approaches to cognitive job crafting in knowledge-based companies in the field of information technology are presented.

As an innovation, power electronic devices plays a significant role in changing the paradigm of the traditional power grid structure and the emergence of smart grids. Based on the new public governance paradigm (NPG), one of the necessities for the emergence of power electronic device innovations is to pay atten`1tion to collaborative approaches such as innovation ecosystems. Considering the necessity of building power electronic devices innovation ecosystems in the country and the lack of coherent research in this regard, the present research designs this ecosystem to empower policymakers in their efforts to analyze ecosystems across relevant categories and to develop an informed strategy.The research method was based on Design Science Research methodology (DSR). In the Awareness phase, theoretical dimensions and related documents/reports were reviewed. In the Suggestion phase, 23 interviews conducted with experts along with selected documents were coded and categorized based on comparative qualitative content analysis through an unstructured matrix. In the Development phase, the output of the Suggestion phase was reviewed and finalized by an expert panel consisting of 15 experts in the field of power electronic devices. In the Evaluation phase, the output of the Development phase was evaluated and confirmed by using three tools including evaluation of the appropriateness of the components, expert panel and trustworthiness of inquiry. In the Conclusion phase, based on the results, implications and suggestions of the research were proposed. The design of power electronic devices innovation ecosystems and providing policy implications and suggestions based on it.

The performance of helth centers is a multi-dimensional and complex construction and requires meeting the expectations and satisfying several key stakeholders at different levels of such service-based organizations. In order to gain a more comprehensive understanding of the evaluation of the comprehensive performance of these organizations, the current research has reviewed and classified the indicators that have been approved in various studies to assess various aspects of the performance of medical (helth) centers.

This is a qualitative applied research and it has been used in meta-composite method. The information sources of this stage included articles published in international scientific databases, which were selected based on the criteria for entering the meta-synthesis process.

The model presented for evaluating the performance of medical centers includes three main levels: individual (medical staff), group (hospital departments) and organizational (hospitals). Each of these three levels includes components that evaluate different aspects of health service performance through related criteria.

In evaluating the performance of medical centers, simultaneous attention to the performance of employees, organizational departments, and the entire organization can achieve a more comprehensive understanding and help improve the effectiveness of performance improvement programs. The findings of the present research can be used as a guiding model for such evaluations.

Human resources are considered the most important capital in any organization. In Āstān Quds Razavi, whose main purpose is to serve the pilgrims of the court of Ali ibn Musa al-Riḍā (as), this capital has a double importance. One of the emerging phenomena that endangers the health of employees and as a result, their service, is attendanceism. This behavior occurs when the employee decides to come to work with illness and poor health. In this research, which is practical in terms of purpose and conducted in a qualitative method, first, all the driving components of attendanceism were identified with the method of meta-composition and content analysis, and then, using the fuzzy Delphi method and receiving the opinions of Āstān Quds Razavi human resources experts, the most important components were selected and ranked. The results showed that the most important factors affecting the attendanceism of employees in Āstān Quds Razavi can be classified in the form of 3 dimensions, 13 core categories and 44 components. These core categories in the behavioral dimension include organizational culture, individual health status, employee's attitude and perception about the consequences of absenteeism or presenteeism, organizational communication and interactions, individual characteristics, individual personality, occupational and organizational attitudes; and in the structural dimension, it includes organizational characteristics and procedures, job characteristics, human resources management of the organization, and in the contextual dimension, it includes cultural and social factors, economic factors of society, legislation and infrastructure.

This study aimed to provide a model for the career path strategies of managers in the Iranian insurance industry. The research method is qualitative in terms of the nature of the research and applied in terms of purpose. The Participants whose number was determined based on theoretical saturation are the insurance industry managers selected by systematic sampling. Data were collected through semi-structured interviews, and data analysis was performed using a data-based method. The results indicate the identification of causal conditions affecting career path strategies, including career path anchorages, objective and subjective career path plateaus; The main phenomenon in career path strategies, including networking, self-presentation, and interpersonal attractions; Background conditions and environment affecting career path strategies, including clarity of career path steps, costly view of education and gender; Interfering conditions affecting career path strategies such as job-to-job fit, meritocracy system, and job fit to individual interests; Strategies and actions affecting career path strategies such as human capital, communication and technical knowledge of individuals; The consequences of career strategies were such as recognition, independence and flourishing of the talents of insurance industry managers in Iran.
The career path is one of the key and important pillars of human capital because it is related to people's working lives and can play an essential role in the success of employees and organizations (Vos et al., 2021: 286). In this regard, career path management in a new approach is a tool for implementing human resources development programs to establish a balance between individual and organizational needs (Niri et al., 144:1400). In fact, career path management by providing a clear perspective creates conditions in which managers reach a balance between the formation of a psychological contract related to the development of the career path and job security in the path of agreement (Hirschi & Koen, 2021:115).
 In this regard, career path strategies are considered one of the most important topics in career path management. In recent decades, managers and employees have used career path strategies for career advancement and success. They consider themselves among their main work programs (Santos et al., 2019: 418). However, the concept of career path strategies, one of the important aspects of individual career path management, has received less attention in this industry. Based on this, it can be said that one of the research gaps in the development strategies of human resources in this industry is the examination of the strategies for the career advancement of managers with a new approach and considering today's highly competitive and challenging environment. With the investigations carried out in the existing literature in this field, it was found that no study has been conducted to explore the factors and fields affecting managers' career path strategies, and there is a theoretical and research gap in this field. The distinguishing aspect of this research from previous research is that the previous studies have either introduced different types of career path strategies or simply determined the type of strategy used and its effect on job behaviors and attitudes in a limited area. The current research seeks to explain a relatively comprehensive model of career path strategies, factors influencing their emergence, background conditions, mediators, and consequences of career path strategies in the insurance industry in Iran. Based on this, the main question of the research has been stated as follows: What is the career path strategy model of insurance industry managers?
Research According to the purpose, the current research is fundamental and applied and is based on the qualitative method of data-based analysis and the Strauss and Corbin method. It includes the three main stages of open, axial, and selective coding. The statistical population of the research includes all senior managers of the insurance industry in Iran who have five years of management experience. This research used the theoretical sampling method due to the foundation's data theorizing, and theoretical saturation was achieved after conducting the tenth interview.
In this research, the validity and reliability were checked with the criteria of validity, transferability, reliability, and verifiability. The results of these codes showed an overall reliability equal to 89%, which indicates an acceptable reliability.
Discussion and The analysis of the results showed that the causal conditions of this research included the effective factors on career path strategies. Meanwhile, the interviewees confirmed the anchors of the career path, which include the manager's preferences and interests in the field of work.
The first category: The main phenomenon: The main phenomenon in this research is career path strategies. According to experts, the most important strategy insurance industry managers use in their career path is networking. According to the experts, the second strategy that seemed important was to become a candidate or present yourself. The experts also agreed that a person's personality, passion, abilities, and skills can provide them with a better career path.
The second category, Strategies: Based on this, the experts stated that in the insurance industry, people's technical knowledge and skill training are very important. Because the world has moved towards skill training, degree-oriented has no place in organizations.
The third category, Contextual factors, and the governing platform: Experts said this category is not given much attention in the insurance industry in Iran, and the majority agreed that looking at education in this industry is a cost perspective. Therefore, on this basis, they suggested that the academic system should be strengthened in the insurance industry.
The fourth category: In the field of job security, most of the surveyed experts stated that job security is not very important in the insurance industry because the contracts are short-term, and some experts also stated that anyone can understand and interpret job security. They also stated that the concept of balance between work and life is different from the point of view of different people, and the more a person moves to the higher side of the organization, the more this balance is disturbed.
The fifth category, Consequences: According to experts, the more people participate in circles and expand their networking scope, the more they become known, and this knowledge provides more responsibilities for them and causes people to have a higher sense of independence and satisfaction in their career path.
According to the research findings, practical tips are suggested for insurance companies about managers' career path strategies. Since about 90% of the experts stated that each of the managers had different strategies in the context of their career path, organizations have designed their career paths according to their mission and existential philosophy. Therefore, it is suggested that the companies active in Iran's insurance industry provide an atmosphere indicating freedom and diversity in choosing a career path in their organizations to meet managers' expectations.

Human resource management affects the recruitment, empowerment and retention of productivity and effectiveness of the organization. Given the nature of knowledge-based companies and human resources working in these companies, identifying strategies to retain these knowledgeable people within the organization is essential so that the organization can use the capabilities and expertise of these people to achieve their goals. The research method consists of two parts: qualitative and quantitative. The qualitative part analyzes the subject literature and interviews with CEOs of knowledge-based companies, and the quantitative part analyzes the confirmatory factor of the components of the identified variables. Key variables affecting the retention of key employees in academic knowledge-based companies: salaries and benefits, company profit sharing and rewards and shareholding of key employees, work independence, work life balance, motivational job and job satisfaction, organizational commitment, vision and goals Support for management and leadership, learning opportunities and career advancement, organizational culture and communication, and participation in decision making. The results show that all components and strategies identified based on the results of data analysis have been effective on the retention of key human resources, but organizational strategies have shown the greatest impact on the retention and also the component of rights. And the advantages in service compensation strategies, the component of learning opportunity and progress in organizational strategies and job motivation and job satisfaction in job strategies have had the greatest impact on the organization.

Outsourcing of human resources with the aim of strengthening competitive advantage is one of the important approaches of organizations to maintain survival. However, domestic airlines, such as "Homa" Company, have not welcomed this approach. The purpose of this research is to identify the strategic reference points of human resources outsourcing in order to strengthen the competitive advantage of “Homa” Company.

The current research is of a mixed type and was conducted in two qualitative and quantitative stages. The qualitative stage was conducted by thematic analysis and data was collected through semi-structured interviews and theoretical saturation method. In the quantitative stage, data were collected through a researcher-made questionnaire.

In the qualitative phase, the strategic reference points of human resources sub-system outsourcing were determined. The research findings in the quantitative phase indicated that increasing the quality of services has the most importance in the outsourcing of human resource subsystems, and the executive managers of the outsourcing process of “Homa” Company should emphasize this factor more in their plans.

The research findings enable “Homa” Company to evaluate the results of human resources outsourcing based on strategic reference points and if necessary, take corrective action and guarantee the success of outsourcing. Besides, the results of the research will help to focus on the strategic activities of “Homa” human resources. In addition, these results can be used for other domestic airlines.

The knowledge-based economy and the widespread emergence of knowledge-based companies as well as the creation of knowledge-based values and the importance of the knowledge worker in organizations have attracted the governments’ attention which in turn has lead to new styles of leadership and management be tailored to the specific conditions of these companies. In the leadership literature, corresponding to the knowledge worker who wants a degree of independence and works in environments with high complexity and task interdependence, shared leadership has been suggested as a predictor of enhancing individual performance, team effectiveness and increasing productivity in organizations. Hence, the present study was conducted to investigate the consequences of shared leadership in knowledge-based companies and to determine the variables affecting the implementation of this leadership style in knowledge-based companies. This descriptive research was developmental and applied in terms of purpose and had an exploratory mixed method design. The statistical population of the study consisted of the managers and employees of knowledge-based companies in the field of information and communication technology. In the qualitative part, sampling was performed in a purposeful and judgmental manner and the sample size was determined based on theoretical saturation. In the quantitative part, sampling was done through convenience sampling procedure. During 18 interviews, the outcomes of organizational leadership, at the individual level, were found to be increasing motivation, organizational commitment, job satisfaction and skill development, at the group and team level, group cohesion, team empowerment and group identity, and at the organizational level, productivity, organizational learning and innovation were identified. Moreover, knowledge sharing was identified as a mediating variable. These findings were also confirmed by the data obtained from 127 electronic questionnaires using the partial least squares (PLS) technique for analysis.

In the past decade, numerous studies have been conducted in the field of managerial jihad, most of which have had a descriptive approach to the concept of managerial jihad and have not focused on the corresponding leadership style. The purpose of this research is to present a Mujahideen leadership style and strategies to achieve the desired style. The research adopts a qualitative approach and utilizes content analysis methodology. The data collection tool involves studying the documents available in the utterances of the Supreme Leader regarding managerial jihad and revolutionary activism. The data analysis is conducted through conventional content analysis. The threshold method is employed for selecting and rejecting concepts. The research findings indicate that the desired leadership style based on the Supreme Leader's teachings is founded on two elements: "orderliness" and "participation". In the absence of the desired endeavoring leadership style, four leadership styles emerge according to researchers: "ignorant", "authoritarian", "passive", and "participatory". Researchers recommend four strategies, namely "foundation breaker", "multivocal", "sacrificer", and "holistic observer", to achieve the desired leadership style as defined by the Supreme Leader. The first step towards achieving an endeavoring leadership style is understanding the current situation by government officials and military commanders. Colleagues, superiors, and subordinates are valuable resources for understanding the current state of affairs. From an organizational perspective, the human resources unit in government and military organizations, as well as the larger framework of the country's administrative and employment organization, and the Deputyship of the General Staff of the Armed Forces, can contribute to the realization and sustainability of a Mujahid management style by adopting appropriate policies.

The aim of this study was to analyze and prioritize indicators of cooperation based on trust in the cooperative sector of an urban economy from the perspective of members of consumer cooperatives in Lorestan province

This study was conducted based on a quantitative approach using survey method. The research population consisted of members of the top consumer cooperatives in Lorestan province, including members of the board of directors, inspectors, CEOs, members and shareholders of 11 consumer cooperatives. For this purpose, a questionnaire was distributed and collected among 385 people using stratified sampling method. Data were analyzed confirmatory factor analysis.

The results of confirmatory factor analysis showed that all components have an acceptable factor loading in relation to the latent variables of the research. The results of Friedman test showed that the priority of the effect of each research structure in the cooperation model based on the trust of Iranian cultural cooperatives is different. Indicators, in order of impact, from high to low, including effectiveness and efficiency, customer orientation and satisfaction, resources and financial status, trust requirements, prospects, cooperative pathology, rules and regulations, interaction and cooperation, diverse services and the requirements for forming a cooperative were identified.

The health of employees and the work environment is important for any organization, but some organizational phenomena challenge this issue. One of the emerging organizational phenomena is presenteeism, which causes an employee to decide to be at work despite being sick (physical or mental) and feeling unwell. The aim of the current research is to provide a model of employee presenteeism based on factors affecting this behavioral phenomenon.

In this study, by Meta-synthesis method, all the researches of reliable databases that were related to the research topic from 1991 to 2022 were systematically examined and finally, following the entry and exit criteria, 78 articles were identified and analyzed.

The results showed that the most important factors affecting employee attendance can be designed in the form of a three-dimensional model with 13 core categories and 60 components. In this model, three main dimensions include behavioral, structural and contextual dimensions. 13 core categories also include organizational characteristics and procedures, job characteristics, human resources management of the organization, organizational culture, health status of the individual, employee's attitude and perception towards the consequences of absenteeism or presenteeism, Organizational communications and interactions, Individual characteristics, Individual personality, Job and organizational attitude, Cultural and social factors, Economic factors of society and Legislation and infrastructure.

The results of the synthesis and analysis of 78 articles in this research showed that presenteeism is a complex and multidimensional phenomenon that is caused by various factors, and the correct management of this behavior in the organization depends on careful attention to the pattern identified in this research.

In today’s society, important human interactions takes place through information technology, and this requires a reconstruction of leadership concept. The purpose of this study is to provide a model for virtual leadership. This study is fundamental in terms of purpose and descriptive in terms of data collection. In order to conduct this research, the multi-grounded theory method has been used, which is a combination of grounded theory and meta-synthesis. Based on set criteria, 32 researches were selected and the relevant codes were identified. In addition, 15 academic scholars in the field of leadership and communication were interviewed. These scholars were selected by theoretical sampling method and data analyzed in the form of grounded theory. As a result, the following concepts and categories were extracted: emotional intelligence, cultural intelligence, continuous learning, resilience, electronic charisma, empathy and originality (personal traits); Adaptability, openness to experience, risk-taking, social and criticism (personality traits); Digital writing skills, digital literacy, audience recognition, persuasion, personal branding and social networking (communication skills); and Electronic trust building, change management, remote penetration, cognitive ,empowerment and interpersonal skills were identified as behavioral skills. The findings of this study can help guide people in cyberspace who interact with their followers through electronic media.IntroductionThe new virtual environment and communications due to technologies bring new meaning to leadership. Revising some aspects of leadership in a virtual environment is necessary. In this context, virtual leadership is a new kind where leaders mediate human interaction through information and communication technology (Freeman,2017:1-2). Similar to leadership in face-to-face contexts, virtual leadership can be transmitted via traits, behaviors, cognitions, and affect. Each of these mechanisms provides unique ways for leadership influence to be transmitted and received by others and offers implications for virtual leadership theory. Keep in mind that virtual leadership is part of the broader domain of science and practice of leadership, which must be examined coherently (Torre & sarti,2020:5).It should be noted that research on virtual leadership is at an early stage. Regarding Reichers and Scheider’s three-stage concept development model, which includes introduction/elaboration, evaluation/augmentation, and consolidation/accommodation, the study of virtual leadership is at the introduction/elaboration stage. In addition, the concept of virtual leadership often examines the dominant concepts in leadership by focusing on the existing theories of leadership. Although leadership goals have not changed, virtual leaders pursue the achievement of goals through people and in a virtual environment, which in turn has changed the traditional leader-follower relationship. Considering the above explanations and existing research gaps, we intend to investigate the characteristics and skills of virtual leaders.Materials and MethodsAlmost half of the research conducted in this field is based on the content analysis of articles, and the existing literature in the field of virtual leadership that specifically introduces virtual leadership through empirical studies is relatively rare. In this article, by using the method of multi-grounded theory and using the opinions of experts, the characteristics and skills of virtual leadership have been investigated. For this purpose, articles, books, reliable foreign and domestic websites were reviewed. Finally, 175 researches and texts related to the topic were identified. In the second step, documents were qualitatively reviewed. After considering the filters, 32 studies were finally selected to enter the meta synthesis stage. The retrieved articles were evaluated in terms of content quality. The third step in meta synthesis is the analysis and integration of qualitative findings. In this step, the extracted codes have been converted into concepts, and concepts into categories. The basis of the classification of these codes is built on the similarity of different codes with each other. In the next step, extracted concepts and categories are included in the interview. At this stage, in order to collect data, interviews were conducted with academic experts and researchers in the field of leadership and communication, especially in the virtual field, who were selected by theoretical sampling method. After completing the first interview, the analysis process began and finally the virtual leadership pattern was designed.Discussion and ResultsA detailed review of the selected studies led to the extraction of 47 codes and the review of the interviewees' opinions led to the identification of 67 codes. After combining the codes obtained from the meta synthesis stage and the grounded theory, different categories were linked to each other and to the central variable. Finally, based on the analysis, 4 main categories, 24 concepts and 73 signs were obtained. The following concepts and categories were extracted in the  Emotional intelligence, cultural intelligence, continuous learning, resilience, electronic charisma, digital empathy and originality as categories related to personal traits; Adaptability, openness to experience, risk-taking, social and criticism as categories related to personality traits; Digital writing skills, digital literacy, audience recognition, persuasion, personal branding and social networking as categories related to communication skills; and Electronic trust building, electronic change management, remote penetration, cognitive,empowerment and interpersonal skills were identified as categories related to behavioral skills ConclusionsThe pervasive features of information and communication technology have penetrated more strongly in the relationship between leaders and followers in the recent decades.one of the questions raised is that when relationships are formed based on network interactions, how does leadership change? In this regard, leaders, researchers and management theorists have concentrated on the “How” and the “What” but have neglected the “Who”. On the other hand, the studies have focused on some general competencies of virtual leaders and so far a comprehensive classification of the traits and skills required for virtual leadership has not been provided. The main goal of this research is to identify the characteristics and skills of virtual leadership, and for this purpose, Multi-Grounded Theory have been used. The focus of this theory is related to its various sources of knowledge and information. This type of information is both for the creation of the theory and a guarantee for its validity.The research results show that although there is still a belief in the importance of traditional leadership qualities, there is a recognition that amplification of various elements is needed as technology is integrated into the context.

The purpose of this study was to identify the factors affecting employer branding with a multi-level approach in the commercial banking industry. The research is applied in terms of purpose and qualitative approach in terms of method. Participants include informants and experts in the commercial banking system who were selected from the top and selected private and public banks in the cities of Shiraz and Tehran by means of purposeful judgment sampling. The data collection tool was interview. In order to analyze the data in the interview section, the theme / theme analysis technique was used. The results showed that 14 themes such as interventions and coercion of upstream institutions, international relations, laws and regulations, technological developments, competition in industry, socio-cultural developments, political developments, governance policies, etc. at the macro level Employer branding is effective in commercial banking system. At the intermediate level, 36 themes such as organizational climate, geographical location, dynamic and flexible organizational structure, organizational transparency, social responsibility, quality of reward system, quality of compensation system, organizational discipline, job rotation and enrichment, etc. was effective on branding the bank's employer. Finally, 8 themes include freedom of action at work, volunteers 'personality and behavioral characteristics, individual needs and motivations, gaining social status, job-specific characteristics, volunteers' beliefs and values, desire for personal development, and desire to be appreciated working at the micro level had an impact on employer branding in the commercial banking system.

In this research, according to studies and new trends in the field of excellence and emphasizing sustainability as a necessary pillar of organizations to survive, the design of a sustainable excellence model in Iran Telecommunication Company has been discussed.

The current research is applied and developmental in terms of purpose and descriptive and survey methods. Using the meta-combination approach of previous studies and experts' opinions, the practical dimensions and components of the sustainable excellence of organizations were identified. In the quantitative part, the research community includes managers of Iran Telecommunication Company headquarters. Sampling from the community was done in a judgmental way and based on the expertise, knowledge and experience of the people, and by using their opinions, a coherent model for the sustainable excellence of the Iranian Telecommunications Company was presented. To verify the model, confirmatory factor analysis and Smart Pls software were used.

Finally, the model approved by experts consisting of 3 main dimensions of sustainability, including commercial and organizational sizes, human activities, and environmental activities, along with 11 components and 35 sub-components, was designed and approved.

The results show that some of the identified components, including human capital management of the organization, technology management and intelligentization, as well as consumption management, play a significant role in realizing the main dimensions of sustainable excellence; Therefore, company managers must pay more attention and focus on the successful implementation of these factors.