دکتر حامد محمدی شهرودی

The aim of this study is to conceptualize novel aspects of the "types of resilient organizations". The research philosophy is based on the interpretive approach. The strategy of this research is the grounded approach based on the Glaserian emerging approach. The study population includes executives and experts from companies that manufacture in the construction industry and are located in Mazandaran province, Iran. In this regard, in-depth and semi-structured interviews were conducted with industry managers and experts. According to the analysis, using Glaser coding approach, and two actual and theoretical encodings, At the end of the theoretical coding stage, four types of resilient organizations were identified according to the Glaser's "Types" family. According to the research findings, these organizations are in a two-way spectrum at one end of which are survival-oriented organizations, and at the other end are growth-oriented organizations. Between these two ends are resistance-oriented and opportunistic organizations. Growth-oriented organizations are more effective and looking for opportunities, while survival-oriented organizations are more passive and looking for problem solving. Each of these organizations is at a certain continuum of resilience. they have a certain strategic position. These position can be changed. so They can plan and work to reach higher resilience type of organization in their strategic views and plans.

Given the increasing competition between organizations and employees, paying attention to tasks and behaviors beyond them is one of the major concerns of organizations and their members. Unfortunately, extra roles in some organizations, especially international companies, are rare. Hence, Organizational Citizenship Behavior can increase the organization's ability to recruitment and retain qualified and efficient employees. On the other hand, it is necessary to note that Organizational Citizenship Behaviors do not occur in all situations, and some individual and organizational characteristics contribute to emerge and spread of these behaviors. Although attention to cultural intelligence has grown among international organizations in recent years, they need to consider variables such as cultural intelligence and the mediating role of Cultural Empathy in solving the problem of promoting extra role behavior. This lack of attention to the role of Cultural Intelligence as well as the empowerment role of Empathy is one of the gaps in international organizations. this research addresses the role of Cultural Empathy in improving Employee Citizenship Behaviors so that it can be determined that in order to promote extra role behaviors, people just needed to have high Cultural Intelligence, or both Cultural Intelligence and Cultural Empathy contribute to Citizenship Behavior.

The purpose of this research is to investigate the effect of employees’ perception of knowledge leadership on knowledge sharing with the interface role of social capital dimensions. Achieving the goals of the organization depends on the ability of employees to perform their assigned tasks and adapt to the environment. This research is applied in terms of purpose and in terms of research method, survey-correlation. The statistical population of the present research includes employees of Imam Khomeini Naval Academy. Based on community size, a sample of 170 people was selected through stratified random sampling through Cochran's formula. The data collection instument was a 30-question questionnaire with a Likert scale of 5 options from "completely disagree" to "fully agree". The face validity was confirmed by using the faculty member's opinion and the construct validity of the questionnaire was confirmed by using factor analysis and also the reliability of the questionnaire variables using was confirmed by using Cronbach's alpha coefficient. Data analysis was performed using SPSS and Smart PLS software. After collecting data, the research hypotheses were tested based on structural equations. The results showed that the structural equations used in the research community have a strong theoretical model for predicting knowledge sharing through knowledge leadership and dimensions of social capital (social interactions, trust, creating a shared vision). The positive and significant impact of knowledge leadership on the sharing of knowledge was also confirmed by social capital dimensions.

The present research attempts to introduce features that organizations can take advantage of them to prepare themselves for challenging situations and hazards. The philosophy of this research is interpretive, which adopts a qualitative approach, and a grounded strategy based on the Glaserian emerging approach. The study population includes companies that manufacture applied products in the construction industry and operate in Mazandaran province, Iran. In this regard, in-depth interviews were conducted with experienced managers and employees who had perceived the processes of resilience, and had enough knowledge about it. The results of the interviews analyses and two stages of coding (actual and theoretical coding) showed that resilience dimensions include shock absorbing, adaptation to change, survival of the organization in the face of hazards, maintaining an acceptable position during the crisis, market leadership in times of crisis, growth experience, adequate financial strength in times of crisis, better recovery ability, increased production diversity in the face of environmental threats, satisfaction of the stakeholders in times of crisis, organizational dynamics, positive thinking, and brand credibility and reputation. Overall, due to the dimensions of organizational resilience in this native research, organizational resilience has characteristics that encourage industry managers to obtain these indicators in response to environmental hazards and external and internal challenges. Therefore, it is necessary that managers pay attention to these features and try to obtain them in order to improve the organization's status in crisis situations.

In the turbulent and risky environments where businesses face with many challenges and opportunities, organizations struggle to achieve their goals by focusing on problems, and using opportunities, they attempt to reach issues beyond their goals. Considering these issues, organizational studies are focused on both using opportunities and solving problems and coping with risks. Problems and difficulties faced by organizations include problems such as stagnation, crises of sales and credibility of the organization, expulsion of employees, strike of workers, lack of raw materials, lack of working capital, non-issuance of necessary licenses and the like. In addition, unexpected events and sudden changes often shock the organization [8]. In this regard, some organizations are not prepared to deal with these problems, causing a reduction in their performance levels. That is, not only they do not grow positively in the face of problems, but also their overall performance may be reduced, and they may even go bankrupt in these situations. Accordingly, it should be noted that any of the problems related to the organization may have a different impact on the organization and the human resources. One resilience expert believes that resilient human resources and organizations are considered as an opportunity. The resilience of organizations is an opportunity because these organizations make less effort to adapt to changes, so they have more (time and financial) potential to improve productivity and quality [9]. That is why organizations should consider resilience in tangible work structures in the short- and long-term [7]. A recent empirical research based on a theoretical framework expresses the extraordinary contribution of human capital to resilience of the company [10]. On the other hand, a number of researchers wrote about the concept of resilience and organizational resilience [5, 6, 14, 12, 13], but they did not agree on several factors: a) definition of organizational resilience; b) key features that individual teams or organizations must provide in order to adapt to change in a resilient way; and (c) the way in which an organization's design and structure supports resilience. These factors indicate that there are still gaps in research on resilience. Therefore, some of the resilience features remain unknown. The construction industry is a significant part of macroeconomics [15] and its resilience is important. According to the most recent statistics of the Statistical Center of Iran in the field of bankruptcy, at least 166,000 industrial workers lost their job in 2014 and 2015 as a result of disruptions of the industry. These statistics suggest that in many industries in the country, there is a resilience problem and organizations have not been able to optimize themselves in this regard, because resilient organizations usually do not go bankrupt or shut down. In recent years, most organizations in the country, especially manufacturing companies of applied products in the construction industry, have faced problems such as expulsion of employees, stagnation, lack of liquidity, job stress, bankruptcy, and so on. Therefore, measuring the resilience components in the manufacturing industry of construction products is one of the first steps in their resilience management process. Due to the multi-year stagnation, there is almost an agreement that one of the major problems of the organizations in the country - especially the organizations that produce applied products in the construction industry - is the lack of a coherent process of resilience management, especially in defining and identifying resilience components such a way that these components and attributes will be strengthened based on them.
The concept of resilience in literature has been also referred to as balance and adaptation to change. He believes that organizational resilience is the ability of an organization to manage changes [11]. It was also defined as the ability of a system to absorb, or tolerate, a change without losing a specific feature or expected behavior [1].
Some researchers consider the three resonance dimensions as including interpretation, resilience capacity, and actions [6]. Others consider these dimensions as being a two-dimensional structure, including exposure to adversity and positive outcomes. Garmezy’s triadic model described the resilience as dynamic interactions among risk and protective factors on three levels (individual, family, and environmental) [6].

The philosophy of this research is interpretive and adopts a qualitative approach and a grounded strategy with an emerging approach. The study population of this research is the organizations that manufacture construction products in Mazandaran province which have been active in this industry since 2007. In general, organizations that firstly encounter different problems, stagnation, crises, or shocks, and secondly resist or grow up against those problems, are appropriate candidates to carry out this research. The qualitative repository of this research includes managers and experts from selected organizations that have theoretical and practical knowledge of the subject matter and have experienced organizational resilience in the incidence of problems. The sample includes 22 people who have at least 8 years of related work experience and full knowledge of the processes of becoming resilient. Theoretical sampling was used for sampling. Since data saturation determines the sample size in the qualitative part, more subjects were interviewed until the data saturated.

After an open and selective coding in the emerging approach, axial coding is done. Axial coding refers to the integration of concepts by a communication pattern. The theoretical codes are abstract models which lead to a wide range of mental possibilities and integrate categories into a theory [4]. Like real codes, they are spontaneous [2]. In order to integrate real codes, Glaser first introduced 18 families of coding [2] and then added 9 and 23 families of coding to the previous family [3, 4]. According to the investigations carried out by the researchers on the relationships between concepts, it seems that in this study, the “Dimensions” family in the apparent approach allows for combining concepts and categories in the best possible way. The model of this research is included in the “dimensions coding family”. Organizational resilience includes 13 dimensions. These 13 dimensions include: high impact absorbing, adaptation to change, survival of the organization in risky situations, maintaining an acceptable position in the crisis, experiencing growth in inappropriate conditions, market leadership in times of crisis, adequate financial power when faced with challenges, better recovery ability, high volume of production during threats, satisfaction of stakeholders during the crisis, organizational dynamics, positive thinking, credibility and brand reputation.

The discovery and analysis of many of the indicators and components of organizational resilience was mainly based on very general indicators; for example, resilience in the supply chain, resilience in the production, and so on. These indicators also had limitations. The limitations of the indicators are due to the researchers' different views on organizational resilience, and most indicators have less attention to all organizational issues such as supply, production, marketing, sales, distribution, and so on. However, current research has tried to examine the resilience from an organizational point of view and measure its dimensions. As presented in Figure 1, some dimensions are different from the dimensions of previous researches. But others, such as shock absorption, adaptation to change, survival and better recovery, have been somewhat as what had been mentioned in previous researches. Although many of these dimensions have been observed sporadically in several studies, this study, by taking into account these components together, provided a more comprehensive view. Another noteworthy point is that the new aspects of each of these dimensions appeared in the current research. For example, although the shock absorption has been discovered in previous researches, some of the shock absorption concepts considered in this study are somewhat different from previous studies. Some of these aspects include the ability to replace an expert workforce with outside personnel, access to different distribution centers, no loss when selling a product due to multi-product, low mental vulnerability in personnel, no significant decline in sales compared to new products of the competitors, coverage of vulnerable parts by other parts of the organization, shock absorbing in the supply of raw materials, low vulnerability to employees layoff, low vulnerability to changing customer demands, and low vulnerability to operational processes. Similarly, other dimensions that have been somewhat mentioned in earlier researches also have different aspects in this research. On the other hand, some behavioral, financial, and marketing indicators were also considered in this study which had been rarely seen in research, such as high volume of production during environmental threats, adequate financial power when faced with challenges, maintaining an acceptable position in the crisis, high shock absorption, adaptation to change, satisfaction of stakeholders during the crisis, positive thinking, credibility and brand reputation, market leadership in times of crisis.

Each of these dimensions also has different meanings and implications that are mentioned in the Findings section. In general, the resilience dimensions taken into account in this study are somewhat different from the dimensions and components found in previous studies. On the other hand, some of those dimensions are among the causes of resilience and cannot be considered as its dimensions. For example, management and governance structure, minimizing disturbing thoughts, information and knowledge, leadership, planning strategies and so on, contribute to resilience, which have been considered as components in some researches, and it is best to consider them as a part of the characteristics of resilient organizations rather that organizational resilience. Resilient organizations include features such as the causes and dimensions of a phenomenon, while organizational resilience must include dimensions. On the other hand, when the dimensions of a concept are examined, they should be brought together in order to achieve the desired concept. The dimensions mentioned in this study explain the characteristics of organizational resilience to a large extent. In sum, this research presented a native and novel horizon regarding the dimensions of organizational resilience.
It is recommended that future researches examine resilience in different parts of the Iranian organizations, because despite the limited examination of resilience in foreign studies, domestic studies have not focused on this issue. The discovery of resilience features in the marketing and distribution sectors, the resilience features of supply chain, and the resilience of the logistics and support sector during the crisis are among the recommended topics for future research. On the other hand, the study of the causes of the shock absorption in organizations, adaptation to changes, and other dimensions of resilience are among subjects that can be specifically examined.

Organizational resilience is a component of psychological capital and the concept that is conceptualized to confront organization with environmental hazards and challenging situations. This concept can improve the strengthening attitudes and beneficial behaviors. The purpose of this research is to inform managers about the implications of organizational resilience. The research used an interpretive philosophy, qualitative approach, and a methodology data approach with an emergent or Glaser approach. This research investigated the individual and non-individual consequences of resilience. In this regard, semi-structured interviews were conducted through snowball sampling methodology with industry experts. The method of analysis was based on the Glaser coding approach. At the end of theoretical coding, according to the Glaser coding families, the coding of the "anticipated consequence" family, which is the "means-goal" subcategory of the vicious family, has been encoded by the consequences of the resilience. These consequence include strengthening attitudes and beneficial behaviors (increasing support for the organization, optimism and hardiness, creation of mental health, helping to improve organizational attachment, maintaining or increasing the expertise of personnel in the organization), maintaining and improving the organization's capabilities (enhancing resilience, giving more opportunity to higher priority jobs, increasing product and promotional power, improving growth, increasing organizational readiness, bettering resistance) and value creation at the macro level of society (improvement in the economy and community). The results showed that organizational resilience improves psychological and non-psychological concepts in organizations.

Recognizing the factors of ethical behavior in services organizations can be the background for improving the dominant ethical atmosphere of the organization and facilitate the positive work behavior in different levels of the organization. For this purpose, the present study aims to find the ethical behaviors of workers and managers of Mashhad municipality by considering the meaning and content of ethic and ethical behavior.
In this study, mix method and exploratory design was performed. The statistical population of research includes all employees and managers of Mashhad Municipality in the central organization. The sample of this study includes 26 employees and 14 managers in qualitative section and 243 experienced employees and 84 experienced managers in quantitative section. Data were gathered by interview and questionnaires. The content analysis was used to analyze the interviews and the initial model of ethical behavior was extracted based on dimensions and components of ethical behavior of employees and managers of Mashhad Municipality. For measuring models, confirmatory factor analysis was used.
The results from the current research indicate that the ethical behavior of the employees could be placed in the three categories. Each of these categories contains various sections and sub sections. Also, the ethical behavior of the managers of the municipality has two categories that include 7 factors and 30 sub-factors. Finally, by using KMO index and Bartlett's test the appropriate number of data was approved. In order to assess the research model, factor loadings were calculated and since all factor loadings were more than 0.3 the research model was approved.
The results of this study show that the task-based approach to assess the ethics and ethical behavior in organizations such as the municipality have an appropriate framework theoretically and can properly explain the ethical behavior of the employees of the municipality.

Important role of ethical behavior in organization, resulted in directing managers and experts to its affecting factors, since analysing the effective factors on ethical behavior of employees can improve it at different levels of organization. Therefore, the aim of this study was to analyze the factors that affect on ethical behavior of Mashhad Municipality employees.
In this study, mix method (quality and quantitive) is used that in quantity is thye post hoc research. The study population includes all the employees of Mashhad Municipality in the center and the regions. The samples in the qualitative study, based on purposive sampling include 40 persons and samples in the quantitative study, based on random sampling were 327 persons. In order to gather information, interviews and questionnaires were used. The content analysis was used to analyze the interviews. Confirmatory factor analysis in AMOS was used for analysing data.
The results show that the factors affecting ethical behavior of employees can be in the form of 12 components and 22 variables. By using KMO index and Bartlett's test the appropriate number of data was approved. In order to assess the research model, factor loadings were calculated and since all factor loadings were more than 0.3 the research model was approved.
The results of this study show that the factors affecting ethical behavior of employees are including: Ethical personnel selection, Ethical compensation, Empowerment and socialization, Career, Ethical Team building, Ethical work environment, Organizational Justice, Motivation, Organizational Commitment, Ethical leadership style,Ethical structure and Ethical monitoring.

  1- With the advancement of new technology and industry and their related problems, disorders and mental illnesses such as physical problems have increased dramatically, and since the mental health of students is very important, it is essential that the psychological issues of this massive group be addressed. In this regard, psychologists in recent years have attached great importance to the strategic roles that people’s coping styles play in the physical and mental health. Coping styles are the cognitive and behavioral skills that a person employs in order to control overwhelming internal and external welfare needs. One of the styles that have been extended recently is the spiritual and religious coping styles. Spiritual intelligence is one of the concepts that has been proposed and developed in the light of the interest of psychologists in the field of spirituality, and incorporates the spirituality and intelligence structures into a new structure.
Conscious use of spiritual intelligence in a person's life can lead to increased relationship with self, others and the bigger world. Spiritual intelligence is the foundation of individual’s beliefs that affects his/her performance and increases his/her flexibility in the face of problems. In order to fertilize the students’ intelligence, the examination of the relationship between positive thinking and intelligence can be critical, and the spiritual intelligence is not an exception because the spiritual intelligence has the ability to modulate and even remove the effects of mental stresses and feelings of emptiness in students. Hence, with regard to the expanded role of spiritual intelligence in human life and according to the fact that students in each nation construct and develop their future and that their mental health is important, this study aimed to investigate the impacts of spiritual intelligence on positive thinking among the students in Ferdowsi University of Mashhad (FUM).
2- THEORETICAL FRAMEWORK
Spiritual intelligence consists of two components: understanding and communicating with the origin of the universe and spiritual life (existence). Understanding and communicating with the origin of the universe means believing in the fact that we human beings are spiritual entities and that the physical life in this world is temporary. Thus, such people understand and believe the superior spiritual being (i.e., the God) and recognize their place in the presence of the God. Spiritual life, as the other component of spiritual intelligence, means that people with high spiritual intelligence have the capacity to devote a part of their daily activities to spiritual practices, which helps understanding ethic issues in their lives. Positive thinking refers to the positive orientation (desired outcome) in interpretations of past and current events and positive expectations of the future in the fields of individual assessment of their abilities to communicate with others, with the God (superior) and with the entire universe (nature). Positive thinking causes people to better develop their skills and to establish constructive interactions with their environment. Considering the purposes of this study, assumptions are as follows:The primary hypothesis: Spiritual intelligence has impact on the positive thinking of FUM students.
The secondary hypothesis 1: Understanding and communicating with the origin of the universe has impact on the positive thinking of FUM students.
The secondary hypothesis 2: The spiritual life has impact on the positive thinking of FUM students.
3- This study is a descriptive-survey study and was done in 2015 in the Faculty of Economics and Administrative Sciences at Ferdowsi University of Mashhad. The study population included all students (i.e., 1965 individuals) in this faculty who had been studying political sciences, law, accounting, management and economics, in all the three bachelor, master and doctoral programs (in the second semester of 2015-2016). 4- In order to examine the research hypotheses, the results of the multiple regression analysis showed that positive thinking affects the spiritual intelligence, thus, the main hypothesis of this study was confirmed. Additionally, the hypothesis of the impacts of the spiritual life on the positive thinking was confirmed, but the impacts of the understanding and communicating with the origin of the universe (as the other component of spiritual intelligence) on the students’ positive thinking was not confirmed. Although in this study there is a significant relationship between the component of communication with the origin of the universe and positive thinking (according to Pearson’s correlation coefficient), this hypothesis has not been confirmed. These findings clearly indicate that the intervention of the spiritual intelligence increases the positive thinking.
5- CONCLUSIONS and SUGGESTIONS
In general, according to the results obtained in this study, spiritual intelligence is a good predictor for positive thinking among students of Ferdowsi University of Mashhad, and according to these results, we can conclude that people will interpret the life events optimistically based on the spiritual life and enjoyment of spiritual communication and learning the religious teachings. In addition, taking advantage of human virtues and interpretive experiences that reinforce positive emotions, they will become more patient about unpleasant events and deal with problems more logically, resulting in a deep feeling of relaxation.
One of the limitations of this study is that the samples (students) are cross-sectional and specific. Therefore, the results of the study are generalizable only to this population. Hence, more research in this area and in other samples from different classes of the society is recommended. It also recommended that researchers who are interested in the subject of this research study the impacts of spiritual intelligence and positive thinking in other areas such as prevention of depression, anxiety, mental health improvement, academic achievement and coping with stress in students. It is also recommended that training the positive thinking skills and optimism as well as spirituality be done as a regular and compiled program in the form of workshops and training courses for students in order to strengthen and promote feelings of happiness, self-esteem, and enabling people