hajieh rajabi farjad

Knowledge management in the modern era has created significant transformations in management discussions. Therefore, this study aimed to identify the factors affecting the establishment of knowledge management in I.R.I. Police Military Service Organization.
The present study is of an applied and qualitative research type, using thematic analysis with an exploratory sequential approach. The study population consisted of experts from I.R.I. Police Military Service Organization with characteristics such as holding an MA degree or higher and having more than 10 years of service experience in the field of knowledge management. Data analysis was performed using coding method by Attride-Striling (2001) and the MAXQDA software.
The research findings categorized codes into comprehensive, organizing, and basic themes. Ultimately, the factors affecting the establishment of knowledge management in the I.R.I. Police Military Service Organization were extracted and found to be distinguishable in three dimensions: structural and organizational, individual and human, and environmental.
The constructive themes were categorized into 7 comprehensive themes (knowledge management processes, organizational structure, technology, management, personal factors (human resources), trust, competitive, and cultural and social factors) and 65 basic themes. Accordingly, to establish knowledge management in the I.R.I. Police Military Service Organization, focusing on the three factors of structural and organizational, individual and human, and environmental can be beneficial.

One of the major challenges of modern organizations and societies is determining the boundaries of confidentiality. Confidentiality is a key factor in organizational success. Whistleblowing, the act of revealing illegal and unethical activities within an organization to responsible individuals outside or within the organization, guides the organization towards its ideals and missions.
The main objective of the present study was to identify and prioritize the factors affecting employee whistleblowing.
This research is fundamental in terms of purpose and qualitative in terms of method. Interview tools and content analysis method were used. Participants included all senior managers of the Islamic Republic of Iran Broadcasting Organization who have at least a master's degree and more than 10 years of experience, who were interviewed until theoretical saturation was reached.
A total of 21 basic themes were identified and factors affecting organizational whistleblowing by employees of the Islamic Republic of Iran Broadcasting Organization, included organizational structure, organizational culture, conflicting organizational goals, leadership style and leadership characteristics, organizational learning, learning transfer and knowledge management, organizational communications, employee participation, trust building, incentive and appointment system, adaptability capacity, organizational ethics, level of transparency and access to information, organizational climate, employee training and empowerment, organizational resource management, improvement and synergy of organizational processes and organizational politicization, political influence of government officials, political appointments of managers and the head of the organization, and the political structure of the country. The results indicated that the key factors influencing organizational whistleblowing among IRIB employees were ranked as follows: Organizational politicization was the top priority, followed by the reward system and appointments. Transparency and access to information ranked third, while organizational ethics and employee participation were placed in the subsequent priorities.
Studying the factors that influence employee whistleblowing is important not just for organizations but for society as a whole. Gaining a deeper understanding of these factors can help foster a work environment where misconduct is reduced, transparency and accountability are promoted, and fairness and equality are upheld. Additionally, this research offers valuable insights for scholars and policymakers seeking to develop more effective theories and policies in this area.

To achieve sustainable success and enhance performance, organizations require a committed workforce with a strong sense of pride and organizational identity. This study aims to identify influential factors and design a model for fostering organizational pride, thereby offering strategies to strengthen organizational identity and increase employee pride. The study employed the fuzzy analytic network process (ANP) method to analyze influential factors and prioritize them. This method considers diverse perspectives, enabling the identification of key indicators and the development of effective strategies for enhancing organizational pride. The statistical population comprised 56 experts in public management, selected through purposive sampling. The criteria included a minimum of five years of experience in public management, familiarity with the concepts of fostering organizational pride, holding at least a bachelor’s degree, and occupying mid-level or higher managerial positions (supervisor, manager, or senior manager). Data collection was field-based, utilizing MATLAB software for analysis. The results highlight the critical role of addressing emotional dimensions and the expression of employees' feelings toward the organization in the success of strategies aimed at strengthening identity and organizational pride. Managers can enhance employee motivation and commitment by focusing on these aspects, ultimately improving organizational productivity. The analysis identified the "nonverbal-emotional expression" indicator (A3), representing how employees convey emotions and feelings toward the organization, as the most influential factor. This indicator was closest to the ideal positive solution, establishing it as the most critical factor in fostering organizational pride.

The quality of education and educational planning, during the past years, has attracted the attention of policymakers as a challenge and concern, on this basis, the present research aims to find out the complications of organizational education with the approach of empowering resources. It has been carried out in Qom municipality complex.

It is a qualitative research method that was identified through Delphi, the dimensions, components and indicators based on the Fpss model. In this section, experts who are proficient in the subject with a doctorate degree were selected through targeted sampling based on theoretical saturation of 12 people. The method of collecting information is library and field. The tool of data collection was a questionnaire, the validity and reliability of which was confirmed. SPSS software was used in this research.

According to the Delphi technique, four structural, functional, process and system areas with ten injuries in each area were among the injuries of the education of government employees, which from the point of view of the statistical community has led to the emergence of challenges in the field of empowering the employees of the collection. That is, with the problems of organizational training, the level of employee empowerment has also been affected. Also, the weak realization of goals and the weak application of employee training in the field of training employees, along with little attention to the evaluation of training courses and the minimal use of the results of evaluations in the improvement of training processes. In the training of employees, it was placed at the top of the damage of functional requirements.

In four structural, functional, process and system areas in the field of education of government employees, there were educational injuries, each of which has an effect on the empowerment of employees.

The present study was conducted with the aim of analyzing the relationship between cultural intelligence and entrepreneurship of Hamadan's soldiers with the mediating role of the organizational environment. This research is applied in terms of purpose and descriptive in nature and method. The statistical population of the present study included all the soldiers working in Hamedan Police Command, numbering 460 people, of which 210 people were selected based on Cochran's formula. The sampling method in this research was stratified random. The main tools for data collection were three questionnaires. In the inferential statistics section, structural equation model test and SPSS version 23 and Smart PLS software were used. The results illustrated that cultural intelligence has a positive and significant relationship with the entrepreneurship of Hamedan's soldiers and the organizational environment has a positive and meaningful relationship with the entrepreneurship of Hamedan's soldiers.

In the era of globalization and the expansion of information and communication technologies, we are witnessing the increasing importance of the power of information, considering the importance of cultural literacy as a tool for soft power and cognitive wars in the era of globalization, this research aims to formulate a model of cultural literacy with an emphasis on soft power in the global era. The percentage and image of the Islamic Republic of Iran was done. The current research is developmental in terms of its purpose, and in terms of methodology, the current research is of a qualitative type, which was conducted using the grounded theory method. The statistical population of the research included all the trustees and cultural experts familiar with soft power topics, and the snowball sampling method was used to select the samples. For this purpose, interviews were conducted with 23 experts, and in fact, from the 16th interview onwards, repetition was observed in the received information; But for more certainty, it continued until the 23rd interview. Qualitative validity and reliability were also confirmed. Based on the research findings, a total of 87 codes were created; Based on conceptual and semantic affinity, they were placed in their own group and were reduced to 21 subcategories, and finally, based on secondary open codes, 9 main categories were created. Research and development, design of cultural management system reform mechanisms as a tool to deal with soft power was one of the findings of this research, based

In today's world, corruption and its associated risks have become serious challenges in economic and social systems. With the increasing complexity and volume of data, traditional methods of inspection and corruption detection alone cannot meet the existing needs. The objective of this research is to develop and evaluate a predictive inspection artificial intelligence model that is capable of detecting corruption and assessing associated risks with high accuracy and efficiency.

This research employs a mixed method approach that includes big data analysis, machine learning, and predictive modeling. Data on economic activities and financial reports were first collected from various scientific datasets and preprocessed. Then, different machine learning algorithms were used to identify corruption patterns and predict risk. To improve accuracy and reduce errors, different models were compared and optimized.

Preliminary results show that the proposed deep learning and artificial neural network model is capable of identifying corruption cases and predicting associated risks with high accuracy. Optimized models were able to identify early signs of corruption with an accuracy of over 93% using historical data. In addition, the models were able to identify and prioritize high-risk areas, which significantly improved the efficiency and effectiveness of inspection processes.

This research demonstrates that the use of artificial intelligence and machine learning in inspection and corruption detection processes can revolutionize this field. The proposed model not only has high accuracy in detecting corruption but can also serve as a risk prediction tool to help organizations better manage resources and reduce risks. This research can lay the foundation for further research and applications in various fields of inspection and risk management.

Citizens' involvement in the management of public affairs increases the accountability of government agents and makes them more responsive and sensitive to the expectations of the people. On the other hand, the legitimacy and acceptance of the government is strengthened and consolidated with the participation of the people. In modern government management theories, the role of government is to lead rather than authoritarian control, the effective participation of the people in the management of all affairs in society. The purpose of this article is to examine the current and favorable situation of citizen participation from the perspective of modern government management.

The method of this research was descriptive-survey. Data collection tool is a questionnaire that was asked of experts. The statistical population was members of parliament, and 30 members of parliament were selected by the method of snowball, which was polled in three stages.

To analyze the current situation and the optimal situation of the index, the sign test was used.

that there is a significant difference between the current situation and the desired situation of citizen participation from the perspective of modern government management and the existence of a gap is confirmed

The aim of the study was to identify organizational capital in the General Department of Documents and Property Registration in Khuzestan province and to evaluate it during the COVID-19 pandemic. The approach of this research is mixed (qualitative-quantitative) and applied. The statistical universe of the research in the qualitative part included 15 experts from the General Department of Documents and Property Registration in Khuzestan province, who were selected in a non-random and purposeful way. The statistical universe in the quantitative section consisted of 153 employees of this department, who were selected based on the Cochran formula and a relative stratified random method according to the table. The instrument for data collection in the qualitative part was interviews, and in the quantitative part, a questionnaire, whose validity and reliability were checked and confirmed. The information obtained in the qualitative section was analyzed using thematic analysis, and in the quantitative section using structural equation modeling with Max Kuda and Smart PLS software. The results showed that organizational culture, knowledge management, systems and processes of management, organizational structure, financial management, research and development, intra-organizational interactions, perceived job security, and physical capital were identified as organizational capitals. On the other hand, the results of the T-test showed that the categories of job security, physical capital, internal interactions, and management processes have not been properly considered. Although the averages of other components were somewhat better, the overall situation is not suitable for the General Department of Documents and Property Registration in Khuzestan province.

The current research was conducted with the aim of identifying the dimensions of electronic leadership in the educational system with an emphasis on critical conditions.

The research method is quantitative. The participants of the first part were education managers and university professors who were active in this field, 40 people were selected by purposeful sampling and theoretical saturation. and Cochran's 101 formula were selected. The data collection tool was a questionnaire whose validity and reliability were confirmed. The Delphi method and the structural equation modeling method were used in the data analysis.

The findings of the research showed that the components of training, empowerment in critical situations, occupational and mental security, effective internal factors in the implementation of strategies, external factors, online and virtual productivity, and human resources empowerment, dimensions of electronic leadership in the education system with emphasis on the conditions are critical, also the education component is effective on identifying the dimensions of electronic leadership in the educational system, the dimensions of electronic leadership are effective on empowerment in critical conditions, occupational and mental security in critical conditions, effective internal factors in the implementation of strategies on identifying the dimensions of electronic leadership in critical conditions and also Identifying the dimensions of electronic leadership in the educational system has an effect on external factors in critical situations, online and virtual productivity, and human resource empowerment.

He concluded that the education department is one of the basic pillars of the country according to its existential philosophy. It needs an infrastructure that will take steps to improve the necessary training for the employees so that they do not have problems in using electronic services.

This study was conducted to identify and prioritize the factors affecting the vitality of Water and Sewerage Organization at the Ahvaz Province of Iran. The research approach was mixed (quantitative and qualitative). In the qualitative part, we selected 15 experts from  the Ahwas Water Company employees and interviewed with 12 of them based on the theoretical saturation. In the quantitative part, we selected 187 Company’s employees by simple random method based on the Cochran’s formula who had a bachelor’s degree or higher. Through interviewing, the dimensions, components and indicators were identified. For validity of the study, Cohen's kappa coefficient was used. In the quantitative part, the face and construct validity were used to check the validity of the questionnaire. The analysis of collected data of questionnaire was done in two parts: descriptive and inferential. In the inferential part, after analyzing the theme, hierarchical analysis was used for prioritization. According to the weights of the main factors, intra-organizational, extra-organizational and social factors were assigned the first to third priority respectively. Also, according to the weights of psychological factors, demographic, behavioral and professional factors `s growth of employees were assigned the first to third priority respectively.

The present research was conducted with the aim of identifying the requirements of institutionalizing the culture of maintenance and repair in the armed forces of the Islamic Republic of Iran.

The current research is applicable in terms of purpose and is descriptive in terms of method. This research includes two research methods, the first part is the review of research literature and the second part is Delphi. The statistical population of the research includes all maintenance and repair experts of the Police of the Islamic Republic of Iran (Faraja). To maintain the credibility of the research and considering the drop of respondents during the study and after refining and applying the desired indicators, a list of 21 people was announced. According to the data obtained from Delphi rounds and different sections of the questionnaire in each round, statistical indices, minimum and maximum, average, mean and standard deviation were calculated. The distribution of the questionnaire was done in three stages according to the Delphi method, and in each stage, the items that had an average of more than four were included in the next round, and components with an average of less than four were removed and not included in the next rounds of the questionnaire. For the consensus of the experts, it uses the method of reaching a certain level of agreement and also the Kendall correlation coefficient criterion to make a decision about stopping the Delphi steps.

The results showed seven components of safety culture, organizational structure, employees, values, behavioral factors, organizational factors, continuous improvement, diligence, and work commitment based on experts' opinions as requirements for institutionalizing maintenance culture in the armed forces of the Islamic Republic of Iran.

In order to institutionalize the maintenance culture, the commanders of the police Forces should consider the listed components.

Well-being in its macro sense can be the result of national efforts of a society, which is achieved by policy making and implementation of social and economic programs. The current research study was conducted with the aim of designing a welfare governance model.

The present research is a mixed method (qualitative-quantitative) study and exploratory type was employed. The statistical population of the research in the qualitative part was the experts of the Ministry of Cooperatives, Labor and Social Welfare and the Social Security Organization of the country. In the quantitative part, based on Cochran’s formula, among 600 people, 386 people were selected by stratified random method. A semi-structured interview was used in the qualitative part, and a researcher-made questionnaire was used in the quantitative part. Long-term engagement technique was also used to check the validity of the questionnaire in the qualitative part. In the quantitative part of the research, the face and construct validity of the questionnaire and its reliability were checked using Cronbach’s alpha coefficient. The obtained information was used in the qualitative part of the theme analysis method and MAXQDA software, and in the quantitative part, the structural equation model and Smart PLS 2 software were used.

The results showed that the governance model consists of 109 open codes, 20 central codes and five selective codes under the headings of cultural/social, economic, political/security, public health, and governance factors.

It seems that by recognizing the effective factors on welfare governance and providing the necessary conditions for welfare governance, the level of well-being of citizens can be improved.

The present research is conducted with the aim of determining the impact of organizational policy and organizational culture on organizational attachment with the mediating role of organizational happiness of employees of Amin University of Police Sciences.  

In terms of method, this research is descriptive-correlational with survey collection method and in terms of purpose, it is an applied research. The statistical population of the research is all the employees of Amin University of Police Sciences, based on the Cochran formula, 248 people were selected by simple random sampling. The field method has been used to collect information in the theoretical foundations of library studies and to collect the data needed to test the research hypotheses. The main tool for data collection was the 11-question organizational policy questionnaire by Lao et al. (2018), 38 organizational culture questions by Denison (2001), 9 organizational happiness questions by Zarei Metin et al. (2019), and 10 organizational attachment questions by Kongo (1982), which are reliable and valid. It has been approved in form, content and structure.  

The resulting data is analyzed using the structural equation model and Smart PLS version 3 software. The findings showed that the organizational policy and organizational culture had an impact on organizational attachment with the mediating role of organizational happiness of the employees of Amin University of Police Sciences.

The results of the research showed that the organizational policy had an impact on organizational happiness, organizational culture and organizational attachment of the employees of Amin University of Police Sciences. Also, organizational happiness has an effect on the organizational commitment of the employees of Amin University of Police Sciences. Finally, the authors of the survey concluded that the organizational culture has an effect on the organizational happiness and attachment of the employees of Amin University of Police Sciences. Based on this, in order to improve organizational culture, it is necessary to pay attention to organizational policies along with creating attachment among employees and providing the necessary platforms for employee happiness.

Considering the importance of the university's role in the country's economic growth, the present study was conducted with the aim of investigating the obstacles and limitations of the university's role in the country's economic growth.

This research is of a qualitative type that used content analysis. The statistical population of the research included scientific experts in the field of entrepreneurship and administrators of Islamic Azad University, who were selected by a non-probability judgmental and purposeful sampling method, and theoretical saturation was achieved in the fifteenth interview. Data collection tools included semi-structured interviews. The validity of the interviews was confirmed through retesting. The method of data analysis included theme analysis. Maxqda software was used for analysis.

Based on the findings of the research, the obstacles and limitations of the university's role in the country's economic growth were identified, which includes 4 components and 24 indicators.

The results of this research are useful in identifying the obstacles and limitations of Islamic Azad University's role in the country's economic growth and can provide a suitable basis for removing obstacles.

The aim of this study was to determine the moderating effect of perceived organizational policies on the Background and Objective The aim of this study was to determine the moderating effect of perceived organizational policies on the relationship between toxic leadership and psychological safety of employees of the Education Evaluation Organization. This research is quantitative in terms of type and in terms of research method is a descriptive-survey research.

The statistical population of the study is 460 employees and managers of the country's education evaluation organization, which according to Cochran's formula, 210 people were selected by stratified random sampling method.

The main data collection tools were Zahragin Mathaos (2018) 28-Question Leadership Questionnaire, Kakmer and Cason (2009) 15-Question Perceived Organizational Conditions Questionnaire, and Corkuraton and Giffin (2018) 9-Question Psychological Safety Questionnaire, which were formally and substantively valid (CVR-CVI) and its reliability was calculated and confirmed by Cronbach's alpha method.

The obtained data were analyzed using structural equation model test software and SPSS software version 23 and Smart PLS version 2. The results showed that poisonous leadership and its various dimensions (offensive leadership, authoritarian leadership, narcissism, ambition and unpredictability) have a negative impact on the psychological safety of the staff of the National Education Evaluation Organization.

In this research study, which was conducted in 1402 in the information technology department of the National Bank of Tehran, an attempt was made to explain and formulate a new phenomenon in the form of a causal model of organizational social responsibility, based on the decisive role of organizational commitment. Using the present approach, the researcher has searched for a correct and deep understanding of the related concepts, while the case study includes providing a sample of 200 employees in the relevant unit, who were selected through available sampling method. The precise design of measurement tools includes questionnaires specialized, including the questionnaire of professional ethics of innovative management by Karam Dokht (2010), organizational performance indicators extracted from the Achio model, by Rahmani and Rajab Dari (2015), the social responsibility scale by Gio Hyomin and Chris Ryan (2011), the organizational culture tool from Denison (2000) and the structure of organizational commitment was compiled by Mir and Allen (1997). The skillful use of IBM AMOS software version 24 in data analysis can indicate the accuracy and complexity of the statistical analysis of this research. The findings of the model fit confirmed the hypothesis that organizational commitment affects social responsibility and placed this relationship at a significant level with a P value of 0.003. In addition, it was found that the variables of organizational culture, organizational performance and management ethics also have significant effects on social responsibility, which is also confirmed with a valuable P value of 0.001. These data decisively express the importance of organizational commitment in strengthening the principles and values related to social responsibility among employees. In addition, the obtained results indicate that an effective organizational culture acts as a supportive platform for increasing organizational performance and creating a context for ethical behavior among managers. Research hypotheses and models were prepared using advanced structural equation modeling methods, where Path analysis and direct and indirect effects between variables were explored. This approach has described the dialectic between organizational commitment and the components affecting organizational social responsibility in a scientific and practical way and revealed meaningful links between them.​

Considering the trend of decreasing public welfare in the country, it is necessary for the government to adopt appropriate strategies and programs. Based on this, the current research was conducted with the aim of identifying and prioritizing welfare governance strategies in the country.
The current research was conducted with the aim of identifying and prioritizing welfare governance strategies in the country. First, based on the review of previous studies, different strategies were identified. In the second stage, based on the initially identified factors, a questionnaire was prepared by distributing the fuzzy Delphi questionnaire among 19 managers and experts of the Ministry of Welfare and Social Security of the country, strategies and solutions were identified. Then Vicor method was used for prioritization.
The findings of the research showed that six strategies under the headings of social health, transparency, organizational health, community-oriented work, social security, and participation were ranked first to sixth, respectively. In addition, the number of solutions identified was 26 indicators.
In order to develop welfare governance in the country, the Ministry of Welfare and Social Security of the country should take steps towards adopting strategies and approving the necessary laws and regulations in the government and the Islamic Council.

Sustainable human resource management provides a suitable strategy for human resource management and ways to achieve social and environmental goals for the organization. Based on this, the current research was carried out with the aim of identifying factors affecting the performance of sustainable human resources in the insurance industry. In terms of purpose, this study is applied and conducted with a combination of qualitative-quantitative (mixed) method. The statistical population of this research in the qualitative part included experts and experts of all insurance companies in Iran who were selected in a targeted way. The sample size in the qualitative section is 15 people. In the quantitative section, the statistical population includes all Iranian insurance employees (460 people; 45 managers and 415 experts). Based on Cochran's formula, 210 people (21 managers and 189 experts) were selected based on stratified randomness. The tools for collecting information in the research literature section were library studies and to collect information to answer the research questions, literature review and interviews with the experts and setting up a questionnaire to validate the obtained model were done. Its face and content validity and its reliability were done using Cronbach's alpha. The results showed that the five factors of service compensation, job satisfaction, job motivation, leadership style, organizational atmosphere and sustainable human resource management can be effective in sustainable human resource performance. According to the findings of the research, it can be concluded that in order to evaluate the performance of sustainable human resources in the insurance industry, paying attention to the five factors of service compensation, job satisfaction, job motivation, leadership style, organizational climate and sustainable human resources management, sustainable human resources performance is most important. It has a high

The positive effect of spirituality and religiosity on people's performance obliges the political and cultural managers of the society to try to create and increase them in the society. Therefore, ignoring spirituality and religiosity in teenagers and young people, in addition to having a negative effect on the development and moral growth of the society, will also have a negative effect on the creation of a prosperous, free and developed society and country. It should also be noted that the foundation of education is laid at a young age. This issue increases the necessity of researching and developing a method or methods in order to increase the quantity and quality of spirituality and religiosity in teenagers and young people. According to the calculated components of spirituality and religiosity in teenagers and determining the priority of each, it is necessary to plan for their creation, stabilization and development. In conducting this research, a combination of qualitative and quantitative methods has been used. In the qualitative dimension, the library method and semi-structured interviews were used in order to calculate methods for creating, stabilizing and expanding the components of spirituality and religiosity in teenagers. After that, a persuasive agreement was reached by using semi-structured interviews with 15 experts familiar with education issues and by using the Delphi method. What can be named as the result of this research; The statistics of the methods of creation, consolidation and expansion of spirituality and religiosity in teenagers are the target group and determining their importance.

The aim of this study was to develop a comprehensive model for job Anchorages of employees of the General Office of Deeds and Real Estate. This research is a combination of data-based type in terms of purpose, applied-development and research method. The statistical population of the research is the employees in the quantitative department, the employees of the General Office of Deeds and Real Estate of the country, whose number is 488 people. According to which, 153 people were selected based on Cochran's formula as a statistical sample and by relative stratified random sampling method. In the qualitative method, sampling was targeted non-randomly until it reached the saturation point in the experts section. In the qualitative section, field method and interview tools were used to extract the factors affecting the job anchors of employees. In the quantitative part, after extracting the components of the employees' job anchors through interviews; Questionnaires were prepared and distributed among employees. The obtained data were used in the qualitative part of content analysis using software MAXQDA and in the quantitative part of structural equation model and SmartPLS software. The results showed that the causal factors affecting employee innovation including organizational, extra-organizational, individual and national factors should be sought. Also, according to the experts of this research, the central category can be considered equivalent to innovation in organizational structure, education, research, human capital, technology and equipment.

This paper investigates the relationship between cultural literacy and the prevention of cultural anomalies. The research is applied in terms of purpose, descriptive-survey in terms of method, and correlational in terms of data analysis method. The statistical population for this study was all employees of the four channel of the Islamic Republic of Iran TV, totaling 346 people. A sample of 183 employees was selected randomly using Cochran's formula and with a confidence level of 95%. The main tool used in this research was a twenty-question questionnaire that includes five indices of understanding the content of the message, hidden goals of the message, conscious selection of the message, critical look at the message, and analysis of the message. Additionally, a nine-question questionnaire based on the three components of values, manners, and customs was used to measure cultural anomalies. The obtained data were analyzed using structural equation modeling and Smart-PLS software. The results indicate that understanding the content of the message, the hidden goals of the message, the conscious selection of the message, a critical look at the message, and the analysis of the message are related to the prevention of cultural anomalies.

considering the importance of recruitment in organizations and the need to investigate the factors affecting this importance. This research was conducted with the aim of determining the organizational structure for absorption with the mediating role of organizational energy in the Oil Industry Research Institute.

This research was applied in terms of its purpose and in terms of the type of implementation, it was conducted as a survey. The statistical population of the research was 754 people of all Iranian oil industry research institutes. The sampling method in this research was a simple random, and 254 people were selected as a sample through Cochran's formula. The main tools for collecting the organizational energy questionnaire of Makundi and Makundi (2015), absorption by Nonaku and Nagichi (2005) and organizational structure of Robbins (2005) have been used. Its face and construct validity and its reliability were examined and confirmed using Cronbach's alpha (a = 0.941). The obtained data were analyzed using structural models and SPSS version 23 and Smart PLS version 2 software.

The results of the research showed that the organizational structure has a positive and significant effect on the recruitment of Iran Oil Industry Research Institute with the mediating role of organizational energy. Also, other research hypotheses were discussed.

according to the research studies, it is possible to improve organizational energy and recruitment by planning properly on the organizational structure.

Considering the importance of implementing upstream policies of science and technology in order to achieve an entrepreneurial university, the present research was conducted with the aim of designing a model for the implementation of the policies announced by the Supreme Leader of the Islamic Revolution regarding the entrepreneurial university.

The research method is considered to be a developmental goal and qualitative research in terms of its nature. The community of research participants included scientific experts in the field of entrepreneurship and managers of Islamic Azad University, who were selected by non-probability judgmental and purposeful sampling method (expert sampling) and according to the principle of theoretical saturation of data, the sample size 15 people were appointed. The data collection tool included a semi-structured interview. The validity of the interviews was obtained through retesting and the reliability was obtained through the calculation of the agreement coefficient between the coders. The method of data analysis included theme analysis and coding using Max QDA software.

 Findings:

 Based on the findings of the research, three dimensions of support, requirements and interactions were identified for the implementation of science and technology policies announced by the Supreme Leader, which includes 20 components and 96 indicators.

The results of this research are useful for improving the implementation of the science and technology policies announced by the Supreme Leader in Islamic Azad University and can provide a suitable background for other research activities.

Developing knowledge and skills in the field of interest is one of the main steps to improve human resources. Personal-commercial development planning helps people to identify their needs for improving knowledge and job skills based on the results of the analysis model of personal strengths, weaknesses, opportunities and threats, and plan on them. to suit Empowering operational processes and human forces in the organization to increase the quality of performance is a requirement for organizational development and transformation. The most important factor of this change and development is behavioral maturity at the individual and group levels, which scientific and scientific guidance will increase productivity in performance. The purpose of this research was to develop a personal-business development model for Arvand Free Zone Organization employees. The current research is qualitative in terms of purpose, application and research method. The data of the qualitative part was collected with the help of semi-structured interviews. In the field of theoretical foundations and research literature, information was collected through library resources, articles, and the global communication network (Internet). In the qualitative part, the research community included senior managers and organizational elites. In qualitative research, the number of samples was determined based on the principle of theoretical saturation; That is, data collection is stopped when new information or data related to the subject of study is not obtained. The results showed that the results of interviews with Arvand Free Zone experts showed that the causal factors affecting the personal-commercial development of employees are divided into three components: employee motivation, knowledge-based and individual factors. Also, self-efficacy, technology skill, communication skill and team work skill are considered as the components of the core category. Background conditions were counted in factors such as personal relationships, learning infrastructure, human resource management and meritocracy. The intervening factors were summarized in three components of fairness, performance evaluation and employee participation. The results showed that the effective strategies and consequences on the personal-commercial development of employees can be described in components such as individual and organizational strategies.