فهرست مطالب عباس نرگسیان

Interdisciplinary approaches have been one of the successful methods of solving chronic and old problems in scientific fields in recent years. Governments in the modern era face society's problems through public policy and try to solve them. The level of realization of public policies is indicative of the government's success in advancing its goals and solving society's problems. On the other hand, the failure of the policy maker means the failure of the public policy. Reducing policy failure rate is a leading research issue. For this purpose, the application of the behavioral economics approach has been used in public policy making. By describing and predicting the behavior of policy actors and key stakeholders, behavioral economics provides the possibility of improving policy quality. Therefore, according to the existing researches in this field, the meta combination method was put on the agenda. Finally, with the systematic selection and analysis of 20 valid and relevant researches from about 100 primary relevant researches, a four-step model for formulating public policies and a list of 17 effective behavioral components were obtained separately for each stage in the public policy process.

Businesses and companies must establish enduring and advantageous relationships with their customers. Marketers have recently exerted considerable efforts to enhance the customer engagement experience in both the physical and digital realms. Concurrently, the rise of social media has presented an opportune platform for managers to facilitate communication and engage customers through innovative methods such as digital storytelling. Employing digital storytelling as a business strategy and model in branding, advertising, and product marketing results in improved customer retention, loyalty, and engagement. Despite the creative and innovative nature of engagement activities, it is crucial to address the repercussions of customer engagement to gauge the effectiveness of these initiatives in light of the emergence of new technologies. Consequently, this research aims to investigate the implications of digital storytelling-based customer engagement on social media within the tourism sector in Iran. 

The current investigation adopted an interpretive research philosophy, an inductive-quantitative approach, and the grounded theory strategy developed by G. Goldkuhl and Stefan Cronholm. Data collection was carried out through semi-structured interviews. The research community, comprised of experts in tourism and social media marketing in Iran, was sampled using the snowball method, resulting in a sample size of 18 individuals. 

The study's results indicate that customer engagement can lead to either positive or negative outcomes, with each type encompassing four main categories: customer-oriented, subject-oriented, media-oriented, and environment-oriented. Overall, the research findings identify eight main categories, each with multiple subcategories. 

Companies and enterprises should leverage social media platforms to actively engage with their clientele while remaining aware of the repercussions and effects on customers, the media, and the broader environmental context. Business executives can seek guidance in identifying and evaluating the outcomes of both favorable and unfavorable customer interactions. This allows them to ascertain and implement appropriate approaches, methodologies, and tactics for effective customer management. Management personnel can mitigate and eliminate adverse influences by recognizing and addressing the aftermath of negative customer interactions. By making relevant adjustments to strategies and adopting suitable methodologies, they can avoid potential harm and negative impacts on marketing efforts and brand integrity. Such actions may significantly affect customer retention and prevent defection, prompting managers to consider the implications of positive customer interactions in enhancing the adoption of effective engagement techniques. Additionally, this approach can help acquire and retain new clientele, ultimately fostering increased economic value and profitability for the enterprise.

To improve public policies, investigating the causes of policy failures is essential. The policymakers' neglect of key actors' motivations can be one of the main reasons for policy failures, rooted in the policy formulation stage. In this research, by using the behavioral economics approach in the policy formulation process, an attempt has been made to provide a model for policy formulation that guarantees its implementation by aligning the motivation of key actors and stakeholders so that the failure rate of the policy is close to zero. For this purpose, initially, 22 researches were selected and systematically examined among about 100 related research works using a systematic literature review. In the second part, two cases of judicial policies were deeply investigated using multiple case study strategy. Finally, by comparing and summarizing the findings of the two stages, the final model of the research was presented with the title "behavioral organization model of policy".

Rapid environmental changes require organizations to apply adaptive changes for survival and growth. Creating the fields of employee adaptation to respond to the demand and requirements of unstable environments is one of the main challenges of today's organizations and the existence of resource governance. Human resources in organizations, while maintaining the independence of departments, also creates an environment for interaction and cooperation between units. The main goal of this research is to present the governance model of human resources in government organizations (social security organization).

This research is of a qualitative, interpretive, and inductive type, and the approach of a single case study was implemented with the homogeneity analysis method. In the search process, only studies that answer the research question are desired. Finally, using the criterion sampling method axis, studies were selected that were related to the question or purpose of the research.

After investigating the results of the reviewed selected studies,14 subcategories in the form of 4 main forms of senior managers, line managers, human resource professionals, and employees were identified. which are defined along with concepts such as playing the role of a transformative leader, policy making. These subcategories construct the model of governance human resources in the social security organization.

According to the interviews conducted at two levels of managers and experts, concepts such as playing the role of a transformative leader, playing an active and superior role in human resources committees, creating a balance between stability and innovation, developing individual and organizational insight and communication transparent between units, complete the final model. Also, the category of human resources professionals plays the most important role in the social security organization.

The primary focus of this research is to delve into the rich tapestry of mentors’ experiences at Iran Khordo Diesel Company to uncover common themes that illuminate the nature of effective feedback in mentoring relationships. This exploration aims to provide a deeper understanding of the dynamics and nuances inherent in the feedback process within a corporate setting, thereby contributing to the broader discourse on mentorship effectiveness.

Grounded in Van Menen's hermeneutic phenomenological approach, this study employs semi-structured interviews as its primary research tool. The participants comprise a group of 15 mentors, identified for their expertise and proficiency in providing effective feedback within the mentoring relationships at Iran-Khodro Company. These mentors were chosen through a purposeful sampling method that is criterion-oriented, ensuring that each participant's experiences significantly contribute to the comprehensive understanding of effective feedback in mentorship.

The study involved conducting in-depth interviews with mentors acknowledged for their effective feedback capabilities in mentoring relationships. A thorough analysis of the interview texts revealed a rich array of concepts, main themes, and sub-themes that align with the research's fundamental questions: "what" constitutes effective feedback and "how" it is experienced by mentors in mentoring relationships. The findings are categorized into 8 general clusters: core categories, facilitators, requirements, moderators, context, limitations, strategies, and consequences. Each cluster encapsulates specific main themes—18 in total—including Core Category: Knowledge sharing; Facilitators: Mentor competencies, mentee competencies, and interpersonal sensitivities; Requirements: Mentor's individual and technical competencies; Moderators: Mentee characteristics and feedback content; Context: Organizational support and culture; Limitations: Mentee characteristics, mentor characteristics, and methods of feedback provision; Strategies: Technical feedback method, developmental feedback method, and social feedback method; and Consequences: Individual and organizational impacts. Additionally, 84 sub-themes were identified, providing a granular understanding of the mentors' lived experiences regarding effective feedback.

Given the pivotal role of mentoring programs in cultivating human capital, the insights gleaned from mentors’ experiences in providing effective feedback are invaluable for organizational leaders and practitioners. These findings offer practical guidelines for enhancing performance and achieving desired outcomes in the context of mentorship. The results serve as a robust framework for evaluating feedback effectiveness, facilitating task completion, and overall mentorship success. The research model developed in this study advocates for integrating effective feedback processes into the cultural fabric of organizational mentoring programs at a macro level. This integration not only simplifies operationalization at the organizational level but also contributes to theoretical advancements at an international scale. The added value of this study lies in its capacity to raise awareness and streamline the effective feedback process in mentoring relationships within organizational contexts, guided by the detailed modeling of the concepts and themes presented. Furthermore, the establishment of a specialized working group to monitor the efficiency and effectiveness of feedback in mentoring relationships is paramount. Considering the research topic's significance, further investigations in specific geographical regions are suggested to provide comprehensive policy guidelines for educators and mentors. These additional studies aim for a deeper exploration and richer empirical findings, thereby enriching the global understanding of effective mentorship practices.

The purpose of this article was to present a preventive network governance model to meet tax evasion as a case study in Tax Affairs Organization of the Islamic Republic of Iran.

The statistical sample, consisting of thirty managers of the State Tax Affairs Organization, was selected through targeted and accessible method. Applying the Multiple Grounded Theory approach, the researchers designed a network governance model, containing 341 concepts summarized in 79 primary open codes which finally led to 12 dimensions.

The results of the research show that the identified dimensions fall into six groups: 1. The core category including the private sector governance network  and civil institutions, 2. social contexts including economic and cultural issues, 3. results and outcomes including participative, structured and sound tax system, 4. support platforms including judicial issues, laws and regulations, 5. internal conditions including human capital and organizational-administrative issues, 6. external conditions including international, structural and organizing issues.

The aim of the present study is to evaluate the amount of tilapia fish consumption and the relationship between its consumption amount and some demographic characteristics Such as gender, age, occupation, education, marital status, occupation, number of household members and income.

The statistical population of this research is the whole country. A questionnaire was designed and sent to people electronically through virtual space. Correlation tests were used to evaluate the number of fish purchases per year as well as the amount of each purchase from the output of SPSS software and to investigate the existence of a significant relationship between consumption and demographic characteristics.

The results showed that Most of the female respondents are married, aged 20 to 35, employed and have bachelor's and master's degrees. Most of them are employees and earn between 3 and 6 million tomans. It was also found that most households (54%) buy fish up to 20 times a year. The average number of times of buying fish per year by the households of the consumption community was 45 times. Most households in the consumer society buy 2 kg of fish each time they buy. The number of households that consume more than 10 kg of fish per purchase was 3.3%. According to the obtained information, the average amount of fish per purchase was calculated to be 8 kg. The per capita consumption of tilapia in households consuming this fish was 4.2 kg.

Coaching is a conversation with a focus on discovery and action that helps the client's individual or team achieve their desired goals. Therefore, in general, the goal of coaching is to improve a person's current situation. The purpose of this qualitative research is to present a reflective learning model in coaching relationships in the ICT industry. To extract the main components of the reflective learning model in coaching relationships in the ICT industry, semi-structured interviews were used and in-depth interviews were conducted with 18 experts in the coaching field. The population of this study were experts in the field of coaching, and in this study, the participants were selected using the theoretical sampling method using the multiple data base method of Cranholm and Gould Kohl. In this research, 5 categories and 35 concepts were extracted in the inductive coding stage, and then conceptual refinement, model coding (model presentation), theoretical adaptation of the model, experimental validation and evaluation of the theoretical coherence of the model and enrichment of the theory were described. In its core, coaching culture facilitates, motivates and encourages individual and collective learning of people, because without agility in learning and abandoning ineffective previous learning and acquiring new skills, the existing culture will not become a better and more desirable culture. In coaching, people are not given ready solutions or general recommendations. A coaching process puts a person in a situation of action and practice; so that the client can identify his potential with the skills he is learning and use them to overcome problems.

This research intended to obtain a model of factors affecting the formation of general policies for road transportation safety with the help of research conducted in the field of road transportation safety. The type of qualitative research and systematic literature review method. In this regard, 105 articles that had the required validity and quality were deeply examined and based on the open coding method, 350 components were extracted in the form of 114 codes under 27 subcategories (structure) and 6 main categories. The analysis of the findings showed that among these categories, the category of "road safety management" received the most mentions among the reviewed sources, followed by the categories of "safer users" and "safety financial provision". , "Safer road", "Response after an accident", "Safer vehicles" are placed.

Family life and professional life are two inseparable components in people's lives;in such a way that the secret of people's success depends on advancing their goals in these two areas.If a person faces problems and challenges in his professional or family life, their side effects spread through the individual, organization, and the society. The aim of this research is to analyze the narrative inquiry of workaholic programmers from the work-family interface through a gender approach.

The current qualitative research is a research narrative in terms of interpretive paradigm, inductive theory development approach, and narrative research in terms of research strategy.The data collection instruments are a semi-structured and an open-ended interview. To reach the required data, the interviews continued until saturation was reached, and finally, according to the defined standards and based on targeted sampling, a maximum of 30 participants (15 female and 15 male participants) participated in the current research. Thematic narrative analysis was used to identify the themes and describe the experiences of the participants.

The results uncovered that the general narrative of workaholic women and men differ in the factors affecting work-family relationships, and some factors lead to the strengthening of work-family relationships and others result in addiction to work increases. According to this research, among women, family factors including family orientation, work-family fit, work-family integration, and supportive family lead to more balance between work and family since women have more roles, duties, and responsibilities in home affairs. Also, from the point of view of male programmers, organizational factors such as work addiction, forced overtime, extreme work, income generation, and lack of support from the organization lead to more work addiction and disrupting the work-family balance.

Due to the fact that men are the breadwinners and provide the living expenses, which have been entrusted to them for a long time and in a traditional way, if they find themselves in unfavorable economic conditions and are unable to provide for the expenses, they tend to become more addicted to work

The main purpose of this study will be to address the basic question of the components and stages of the appropriate and Comprehensive framework of Regulatory Impact Assessment in the Policymaking Formulation. The research was carried out using the meta-synthesis method. The research population includes articles published in Q1, Q2, Q3, and Q4 journals, which were selected for final analysis after screening 39 articles. Data analysis was done using thematic analysis and Maxqda software. Analyzing the articles, 204 extracted final initial codes are classified into 26 categories and seven main themes; The main identified themes consist of the stages of applying regulatory impact assessment, and the main theme of considerations before applying regulatory impact assessment has also been identified. The results of the research show that the first stage of RIA examines the existing status qua, which includes the motivation and goal of regulation; The second stage of consultation and consensus, which includes consultation and consensus, data and information collection, data and information processing and analysis, proposed option and compliance and evaluation; The third stage is drawing conclusions and choosing the final option for implementation; The fourth stage is recommendations before implementation; The fifth stage is implementation and finally monitoring the implementation method. Since secondary studies provide a big picture of previous studies, considering this issue, the framework presented can be a basis for essential primary studies in regulatory impact assessment. At the same time, it can be used by localizing the presented framework and considering each organization's culture and values.

The existence of emerging competitors in the digital field and the increase in customer demand forces banks to find new and innovative sources, in this regard. The aim of this qualitative research is to present an evidence-based policy model in the field of digital banking. In this research, Cranholm and Gold Kohl's multiple foundation data method is used. The subjects of this research are experts in the field of digital banking who were selected using the purposeful sampling method of the theoretical sampling type. To extract the main components of the evidence-based policy model in the field of digital banking, semi-structured interviews were used and in-depth interviews were conducted with 30 experts and decision makers in the field of digital banking. In this research, 5 categories (core category, supporting platforms and formation platforms, causal conditions, obstacles and intervening conditions, results and consequences) and 25 concepts were extracted in the inductive coding stage. And then conceptual refinement, model coding (presentation of the model), theoretical adaptation of the model, experimental validation and evaluation of the theoretical coherence of the model and enrichment of the theory were described. The findings show the digital banking process does not operate in a static environment and should be dynamically or organized. Therefore, the information technology centers of the banks need to adjust the evidence-based policy model in the field of digital banking based on its characteristics and establish a feedback and evaluation system for it and use the necessary measures according to its technology level.

The purpose of this research is to study the demographic factors affecting the bureauphile and its relationship with organizational culture. The research method is descriptive-survey of correlation type. In the organizational culture questionnaire section, the target population is the employees of government organizations, and in the clientele's perspective questionnaire section, the clients of these organizations are formed. The required sample size for the organizational culture questionnaire was estimated to be approximately 365 people, and the required sample size for the clientele's perspective questionnaire to the administrative system was estimated to be approximately 381 people, for more certainty, 450 questionnaires were distributed for each and finally 400 questionnaires were collected, a stratified random sampling method was used to sample the employees of government organizations and a cluster sampling method was used for the clients. For analyzing the data obtained from the samples, descriptive and inferential statistics methods were used and all statistical calculations were done through SPSS software. According to the results of the research, there is a correlation between organizational culture and bureauphile, and demographic factors can promote bureauphile. Also, there is a significant relationship between the number of visits, gender and income with bureauphile, but there is no significant relationship between the types of job, age and education with bureauphile.

Sustainable Human Resources Management (SHRM) is a new paradigm in human resource management research that has become one of the most important international study trends in recent years. The investigations carried out indicate the lack of stability of human resources in the three stock exchange organizations studied in the framework of the Iranian Capital Market. This research has identified and analyzed the leading factors or the facilitators of the implementation of this paradigm in line with its application in these organizations.

Design/ methodology/ approach: 

This research has a qualitative approach and was done by “Theme Analysis” research method. Data were collected through semi-structured interviews and a total of sixteen experts HR and financial management from three organizations participated. To evaluate the quality of the research (validity and reliability), Lincoln and Guba's method was used.

From the text of the interviews, 125 key points were extracted. Then 5 main themes and 21 sub-themes were extracted. At the end, the analysis of themes was presented according to the conditions and context of the studied organizations.

Limitations & Consequences:  

The main limitation of the research is the lack of detailed ranking of the themes and sub-themes according to the priority and emphasis of the participants. Another limitation is the lack of designing a sustainable human resources implementation model in these organizations.

Practical Consequences: 

 This study can help the application of sustainable HRM and improve HR processes by analyzing the status of HRM and context analysis in the studied organizations.

Innovation or value of the Article: 

 Covering the theoretical and practical gap in previous researches by explaining the components of HR sustainability in stock exchange organizations and also explaining the environmental and institutional background components with a sociological approach.Paper Type: Research Paper

The expert workforce is essential for the achievement of successes on both macro and micro levels. Consequently, due to the changes in the demographics of population and society, the postponement of the retirement age of employees is a significant issue.This research has adopted an interpretive or constructivist research philosophy and the multi-grounded theory research strategy of Goldkuhl & Cronholm. Semi-structured interviews were utilized as the data collection method and theoretical sampling was conducted from the research community which included employees of the Ministry of Energy who have postponed their retirement. Thirty participants were interviewed. It’s also noteworthy that the research is practical in terms of its purpose.The findings of this research demonstrate that the model of postponing the retirement age of employees in the Ministry of Energy is primarily based on job conditions, as well as factors such as environmental, organizational, and individual contexts and organizational, individual, and governmental causal conditions. Some of the obstacles in this model include the direct intervention of the government and the circumvention of the law, which ultimately leads to a multitude of positive and negative consequences. The economic pressures, the issue of population aging, and the increased ratio of elderly people to young people will reduce the labor force and create difficulties for governments and various organizations, including the Ministry of Energy and pension funds. Hence, the adoption of the issue of postponing retirement age and keeping more of the labor force is a possible solution due to the positive outcomes it may potentially yield in the economic, social, organizational, and individual fields and aspects.

EVP as a strategy to create a competitive advantage for the employer in the labor market and with the aim of ensuring the employment and maintaining of the best employees, is a new concept that considers the benefits of cooperation with a specific employer, and different components have been introduced for that so far. Therefore, the current research seeks to understand the nature as well as the components of EVP with an integrated approach.

In this research, in order to understand the nature and components of EVP, a systematic literature review method was used. Research data resources for this study includes the related articles published in the scientific database. These articles were chosen based on the pertinent criteria and were analyzed using open coding.

After reviewing the definitions of employees’ value propositions, the nature, purpose, and conditions for achieving this value were identified. Furthermore, its five integral components include: communicational, cultural, economic, developmental values, values of the job and values of pride and credibility of the organization.

The findings of this study can contribute to cognition of the organization employees’ expected values in order to improve competitive power of the organizations in employing and retaining the best individuals.

Considering the importance of having a cheerful atmosphere and friendly interaction of senior managers with the employees and the preference of humorous leaders over serious leaders, this research aims to provide a humorous leadership model by studying thermal power generation industry, in a qualitative way according to the Grounded Theory method. The research is exploratory in nature and applied-developmental in terms of purpose. Based on the judgmental-targeted sampling method and with the aim of achieving theoretical saturation, a semi-structured interview was held with 21 CEOs of power plants, who were familiar with the concept of humor and its application. The reliability of the conducted interviews was confirmed by Cohen's kappa test and the agreement coefficient of 82% indicated a good agreement between the experts. Based on the analysis, 135 main concepts were extracted, and finally 9 main categories were identified. Then, the humorous leadership model was presented with the Charmaz approach was presented for the first time in Iran's production organizations, considering its characteristics and components. The results indicate that humorous leadership can help the country's thermal power generation industry in the competitive world to use this style for improving the work environment and gain a competitive advantage over competitors.

Nowadays, there are different generations of employees in the workplaces. Each generation has its own characteristics, values and behaviors and the effective management of these generations is a major challenge for organizations. Therefore, recognizing and understanding these characteristics, values and behaviors is essential in order to retention of these generations. Retention has different subsets that in this research the focus is on the compensation system. Generation Z is a generation after Generation Y and few research has been done on it, while the increasing entry of this generation into work environments will complicate the management and work with different generations and in particular Generation Z. Therefore, the purpose of this study is to identification the factors affecting retention of Generation Z employees in the compensation system in the capital market. For this purpose, thematic analysis method has been used as one of the qualitative research methods. The research paradigm is interpretive and semi-structured interviews were used as a research tool to collect raw data from Generation Z employees in the capital market. These employees were selected by purposive sampling of the type of maximum diversity. Total of 26 interviews after analysis led to the identification of 3 comprehensive themes, 11 organized themes and 79 basic themes, which are based on the existence of specific criteria for granting compensation, perception of justice in compensation and flexibility in benefits and perks.

The purpose of this study, presents a work-life balance model for women in mentoring process in Tehran municipality. The research method used in the present study is a qualitative method with an exploratory nature that was developed on grounded theory basis. For this purpose, eighteen semi-structured interviews were conducted and analyzed by using the constructive approach. The research population consists of managers, deputies and specialists participating in the mentoring process as mentor and mentee in Tehran Municipality. For sampling, theoretical sampling method was implemented. Qualitative data of field studies were obtained through interviews and coded by relying on grounded theory method. This process consisted of four stages of coding, which are initial, focused, axial and theoretical. The results show that, based on theoretical coding, cultural considerations, mentor considerations, individual considerations, organizational structural considerations, macro structural considerations, intra-organizational considerations, demographic considerations, interpersonal considerations and educational considerations, are known as causal conditions; With considering social and legal considerations as underlying conditions as well as constraints affecting causal conditions, Through role management as a central category, they lead to individual, organizational, interpersonal and family consequences for women participating in the mentoring process in Tehran Municipality.

One of the most important and powerful industries in Iran is the defense industry. Today, the defense industry of the Islamic Republic of Iran in the field of technological capabilities has grown significantly and has been empowered in the design, construction and production of relatively advanced systems and technological innovations of military weapons, so that now the internal processes of the defense industry are not only external. Military data and thus the strengthening of military funds. In this qualitative study, from the sampling method to the stage of theoretical ghosts, through interviews with 30 senior managers and commanders of the defense industry and affiliated organizations whose activities depend on different operational and executive departments of the defense industry Has been accomplished. The results of the studies have shown that 6 main themes and 26 sub-themes have been identified, which are reflected on the basis of 6 theorems. Prioritization is based on reliance on internal capacity and available human and financial resources, but the role of technological and technological development should not be overlooked.

Due to the changing the type of competencies required by the organizations and on the other hand, the necessity of controlling human resource costs, proper employment of people and then their development and maintenance have become one of the most important concerns of the global organizations. Process of assessment center as a means with multiple approaches, has been assisting organizations in this regards. In this study , the factors affecting the construct validity of the assessment centers have been studied . Despite of many researches, there are still controversial issues in this field, for instance, one of them is the topic of construct-related validity. This study has been done with the aim of developing knowledge in the field of construct validity of assessment centers. In spite of the fact that predictive validity of assessment centers was reported in many studies at the appropriate level, construct validity was weak. Therefore this study is focused on factors which can influence the construct validity. By utilizing meta-synthesis approach and thematic analysis method.78 related papers have been studied and 5 factors including dimensions, assessors, methods of observing and evaluating, methods of integrating information and situational exercises have been identified as effective factors on the construct validity of assessment centers.

This study mainly seeks to investigate the relationship between human resource processes and AMO (Ability, Motivation, and Opportunity) dimensions in order to design an integrated framework of 34000 standard human resource processes.

In this research, the philosophy of research is critical realism, the research approach is Retrodictive, the research strategy is multiple case studies and the method of data collection is through interviews and review of documents. For this purpose, three organizations that have taken the top ranks in the 34000 standard awards were selected as the research’s case studies.

After reviewing, qualitative coding and analysis, 4 main roles including "environmental contexts", "organizational opportunistic factors", "organizational threatening factors" and "human resource processes" in the form of 6 sub-themes and 27 concepts were explained.

In general, it can be said that organizational and environmental contexts affect human resource processes and decorative meritocracy processes; selection based on merit; Interactive learning; 180 degree learning; Employee performance management are empowering and the suggestion system, team building, blind service compensation, performance oriented compensation, employee performance management, socialist performance appraisal are motivating and suggestion system, leadership and behavioral development, knowledge atlas, intelligent human resources, job grading and designing structure are opportunistic.

The use of social networks in diplomatic affairs is one of the most common fields of linking diplomacy and technology, which is known as digital diplomacy. The purpose of this article is to study the comparative digital diplomacy of the United States and Great Britain (protectors of the liberal order), China and Russia (revisionists) and to find their points of commonality and difference. The theoretical framework of this research is constructivism and thematic analysis method was used to analyze the data. This research is applied in terms of orientation and descriptive in nature. The statistical population is the collection of published documents related to the digital diplomacy of the studied countries. The statistical sample consists of 20 scientific-research articles, 5 internet articles, 2 government documents and 1 published interview from 2010 to 2021, which were selected purposefully. The results show that confronting the hegemony of the United States, creating a cognitive distinction with the West, displaying an identity independent from the West, and digital authoritarianism are the four common identity components of "China and Russia" 's digital diplomacy. While the United States and the United Kingdom seek to promote the discourse of Internet freedom and supposedly liberal values. All four countries have technophile agents and use digital diplomacy to promote their discourse, weaken competitors and manage information space. China, United Kingdom and the United States have a suitable structure for accepting and applying technology.

 Nowadays, there are different generations of employees in the workplaces. Because of each generation has experienced different histories, cultures, economics, and geographies, it has its own characteristics, values, and behaviors, and effective management of these differences is a major challenge for organizations. Therefore, recognizing and understanding these characteristics, values ​​and behaviors is essential in order to retention of these generations. Retention has different subsets that in this study the focus is on the training system. Therefore, the purpose of this study is to identify the factors affecting retention of generation Z employees in the training system in the capital market.

For this purpose, the thematic analysis method has been used as one of the qualitative research methods. The research paradigm was interpretive and semi-structured interviews were used as a research tool to collect raw data from 26 persons of generation Z employees in the capital market. These employees were selected by purposive sampling of the type of maximum diversity.

Total of 26 interviews after analysis led to the identification why and how of training as main theme, 5 secondary themes and 73 basic themes, which is based on why the training system exists and how it is implemented from the perspective of Generation Z.

 The results showed that an effective training system for Generation Z needs to consider and implement requirements in the areas of lecturer selection, utility measurement of learner, training flexibility, learning style and post-course activities.