hamidreza-yazdani

This article was done with the aim of Identifying and explaining the mechanism of tacit knowledge sharing among University of Tehran employees in the development of successors. .This research is an applied-developmental research because it seeks to identify and explain the mechanisms of sharing tacit knowledge to employees in the field of successor development at the University of Tehran. The University of Tehran has had many administrative and research experiences, but the use and utilization of these experiences has become an important concern of the university. On the one hand, the university has benefited from experienced and knowledgeable specialists over a period of time, and after a period of time, it has lost them for reasons such as retirement, being project workers, etc., and on the other hand, it has not prepared documentation and lessons learned from previous projects in a systematic manner. Therefore, in order to reduce the negative effects of the university's knowledge workers leaving and also extracting lessons learned from administrative projects, mechanizing the sharing of tacit knowledge seemed necessary. In mechanization, the effort is to document the sharing of tacit knowledge, experiences, and knowledge of individuals in understandable ways and make them available to other university managers and employees. In this case, even without the presence of knowledgeable individuals in the organization, their knowledge can be transferred. Also, realizing the mission of the University of Tehran to advance the overall goals of a leading university at the level of the Islamic Revolution requires identifying, mechanizing, and streamlining the sharing of tacit knowledge to its managers and employees.

This research is a mixed-method, sequential, exploratory study. The research population in the qualitative section is managers, deputy heads of departments, and employees of the University of Tehran. Purposeful sampling and snowball sampling techniques were used, and interviews continued until theoretical saturation, and accordingly, 22 people participated in the interview. This research was conducted using the qualitative data-based research method or grounded theory based on the Strauss and Corbin approach through 3 types of coding, open coding, axial coding and selective coding. The grounded theory method is a method for determining, analyzing and expressing the main categories of the phenomenon under study. This method organizes qualitative data and describes it in detail. For analysis The qualitative part used MAXQDA software. The reliability of the qualitative part was determined using the Holst coefficient (poa = 0.712). In the quantitative part, the statistical population includes managers and employees of the University of Tehran. For the validation of the model in the quantitative part, the sample size was estimated to be 140 people using the Cohen power analysis rule (1992) and G*Power software. A semi-structured interview and a questionnaire extracted from the qualitative part were used to collect data. The paradigmatic model of the research was validated using PLS SMART software.

The research findings showed that the presented paradigmatic model includes causal conditions (organizational knowledge management, organizational justice, organizational policy-making, and organizational structure), a central phenomenon (sharing tacit knowledge with employees), driving factors (organizational culture and values, organizational leadership), inhibiting factors (human resource resistance to knowledge sharing (soft factors) and resistance in processes and technologies to knowledge sharing (hard factors)), strategies (human resource empowerment), and consequences (development of successors and growth and sustainability of the university). The validity of the research paradigmatic model was confirmed using SMART PLS software, and the model has a good fit. In the quantitative part, the statistical population includes managers and employees of the University of Tehran. For the validation of the model in the quantitative part, the sample size was estimated to be 140 people using the Cohen power analysis rule (1992) and G*Power software. A semi-structured interview and a questionnaire extracted from the qualitative part were used to collect data. The paradigmatic model of the research was validated using SMART PLS software.

Paying attention to and applying the model identified in this study can help policymakers, senior and middle managers, and decision makers to routinely conduct continuous knowledge exchange in the internal and external environment of the organization, which increases employee knowledge, optimizes the use of technology, and changes the organizational culture approach, is justice-oriented, and ultimately leads to effectiveness and efficiency.Research limitations/implications: Undoubtedly, every research is faced with limitations and problems along the way, and this research is no exception, some of which are mentioned below. In collecting research data, in addition to using interviews as suggested in the data-driven strategy, attention was also paid to direct observations and studying documents. In this study, it was not possible to study all the organization's documents and observe the behavior of employees for a long period of time. It can be expected that observing the phenomenon of sharing tacit knowledge with employees in the context of research and over a longer period of time will provide deeper insight into this phenomenon. According to experts, the results obtained from the data-driven theory method can only be generalized to theoretical propositions, not analytical generalization and the possibility of generalization to the entire society (statistical generalization) is not available. The subjective nature of the code definitions in data coding in the qualitative data analysis section requires qualified and motivated individuals who, unfortunately, like many internal studies, were faced with a lack of real experts and the opportunity to interact and benefit from their opinions. Some individuals who, in the researcher's view, could have added to the richness of the research materials refused to cooperate in the study, and those who agreed to cooperate did not have the appropriate opportunity for in-depth discussion and analysis as the researcher intended due to their busy schedules. Like most studies based on data-driven theory, the findings of this study were obtained by relying on the views and experiences of a relatively limited number of individuals, and this inadequacy can limit the theoretical generalizability of the research findings.

 Due to the lack of use of the grounded theory method in previous studies, the general components of none of the models of tacit knowledge sharing to employees of the University of Tehran in the field of successor development are compatible with the components of this model, but conceptually, relationships and comparisons can be made between them. Using a mixed approach of grounded theory in the first phase and quantitative methods in the second phase of the research is one of the innovations of this study.

In transformation projects, many uncertainties are created for the employees of the organization regarding the future and how to face it. The implementation of transformation depends on managing these uncertainties with sensemaking activities and accompanying employees. Based on this, the purpose of this research is to provide a multifaceted model of sensemaking with linguistic and non-linguistic activities of managers for the employees of the organization during the transformation. For this purpose, a qualitative research has been conducted with the case study method based on the interpretative approach of Gioia on the sensemaking experience of the manager for the employees of a bank implementing digital transformation in Iran. Data have been gathered from numerous organizational documents, observation, semi-structured interviews with 10 managers and 15 employees who were selected as a purposeful sampling using the snowball technique.After writing the interviews, based on Gioia 's three-step method, the main concepts or aggregated dimensions have been identified. The structure data model extracted from the data shows that the leader of the organization, after creating new meanings during transformation, uses organizational artifacts as well as symbolization of the possibility of realizing transformation, as non-linguistic tools, along with linguistic tools, including discourse sensitivity and frequent repetition, as the main source. It has been used to give meaning to the employees, and finally, these actions have led to the resonance of new meanings among the employees, in other words, to associate the employees with the implementation of the digital transformation project.

Digital transformation is probably the most attention-grabbing phenomenon in contemporary business-related and managerial discourses. Nowadays, organizations have acknowledged the fruitful impacts of digital transformation on their businesses, so they are trying to implement this transformative journey. However, they have recognized that this is not a short-term project or an easy-going process, so they are struggling to find an appropriate organizational asset to empower them in following this journey appropriately. In this theoretical study, we have introduced social media analytics as such an asset. Accordingly, drawing on the dynamic capability view, we attempted at developing eight propositions and elaborating a theoretical framework in which social media analytics is seen as a great source of data-driven dynamic capabilities (i.e., data-driven environmental scanning, data-driven organizational agility, and data-driven product / service innovation).  These propositions are, in turn, positively associated with the main building blocks of digital transformation implementation including digital disruption detection, digital strategy formulation, and digital value creation. Our theoretical framework describes some of the mechanisms through which social media analytics can benefit organizations in steering their digital transformation journey.

The lack of perceived fairness in pricing can lead to various negative consequences, including diminished trust in the seller and the prices, reduced demand, lower customer satisfaction, negative word-of-mouth advertising, loss of customer loyalty to the company or brand, increased complaints, and a reluctance to make future purchases. Considering all the mentioned destructive consequences, it is necessary to design a perceived fairness model for dynamic pricing. Accordingly, this study to present the perceived fairness model of dynamic pricing using a meta-synthesis approach.

This research is descriptive in terms of its practical purpose, data collection, and qualitative approach. The method used in this study is qualitative. Meta-synthesis involves several steps: searching, evaluating, synthesizing, expressing, and partially interpreting both quantitative and qualitative research. Transcombination can be performed using various methods; in this study, the 7-step model of Sandelowski and Barso was employed. The data collection tool consisted of past documents, including 32 articles. Content analysis was used as the method for data analysis.

The findings indicated the drivers affecting the perceived fairness of dynamic pricing in three categories: customer-related factors (demographic characteristics, price knowledge, price expectation, consumption and behavioral experience, familiarity with dynamic pricing), company-related factors (pricing transparency, communication with customers, trust), and market-related factors (price position, price dispersion). These drivers are the set of factors that affect the perceived fairness of dynamic pricing. The drivers include various factors. Perceived fairness of dynamic pricing includes two dimensions: emotional fairness and cognitive fairness. Customers who expect low prices will be suspicious and unfair about price increases. The actions taken by companies to raise customer awareness about the reasons for price increases, the timing of price changes, and similar actions in past periods significantly influence customers' accurate understanding of the price changes, preventing them from perceiving them as unfair. Perceived fairness consequences of dynamic pricing are categorized into two categories: positive consequences (customer satisfaction, customer loyalty, repurchase intention) and negative consequences (negative feelings, negative behaviors, and negative advertising by customers).

Any price difference should be based on a logical reason and serve as a tool for segmentation. While pricing policies inevitably influence consumers' purchase intentions, they should not undermine the perceived fairness from the customer's perspective. The identified drivers of perceived fairness in dynamic pricing, when applied to pricing the same goods under different conditions, provide a foundation for pricing decision-makers within companies.

The aim of this identifying the key dimensions of the co-creation implementation process in the hotel industry and using the meta-synthesis qualitative method and focus group. In the first part, 1500 articles were downloaded from the databases of Emerald, Science Direct, ProQuest, Scopus, Web of Science, Sage, Springer, Wiley and Google Scholar in the period from 2004 to 2022, and finally 87 articles entered the final analysis. In the first part, after extracting the codes, In the second part, a focus group was formed to localize executive activities necessary for co-creation in the hotel industry with experts in this field. Finally, co-creation implementation activities in the form of categories of strategic activities including strategic analysis and co-creation strategy formulation, operational activities including co-creation support operations and main operations and evaluation and development activities, including control and continuous improvement, It was shown in a step-by-step framework.

Artificial Intelligence (AI), as a transformative technology, plays a crucial role in smartening the financial technology (fintech) industry, leading to the expansion of its applications. However, this widespread adoption is accompanied by various legal, ethical, social, and financial challenges. Issues such as innovation, business, organizational, and operational complexities, human and social concerns, environmental factors, dynamic data, and integration pose significant obstacles. If not adequately addressed, these challenges can not only hinder the applications of AI in society but also lead to more profound issues. The root cause of many of these conflicts lies in policymaking. Given that existing public policy models are insufficient to confront these challenges, this study aims to present a framework for AI development in the fintech industry, formulated at the public policy level. This framework serves as a prerequisite for the policymaking process, facilitating the development of necessary models for this domain. To achieve this, public policy models were first reviewed, and 25 models were identified. Through the use of indicators extracted from the literature, suitable models were selected. Subsequently, by analyzing the selected models and combining them with the cross-sectoral methodology, the AI policy development framework for the fintech industry was presented in five steps. These steps include: Assessment and Identification, Option Analysis, Policy Formulation, Policy Implementation, and Evaluation and Review, each consisting of specific stages.

Despite the many investments made in the field of brand management in holding companies, these efforts have not been very effective. One of the reasons for this issue is the lack of a comprehensive thinking and model for branding in holdings. Therefore, according to the need of holding companies for a suitable branding model to obtain a suitable competitive position in the target markets of each of the subsidiary businesses, as well as the research gap in the relevant literature, in the present study, using a multi-level approach Efforts have been made to compile such a model. The research method in the current study is qualitative-exploratory and meta-synthesis. For this purpose, using selected keywords from Scopus and Web of Science databases, 78 articles were selected during several stages of monitoring and subjected to qualitative content analysis. The reliability of coding results was evaluated using retest reliability and it was equal to 73%, which is satisfactory. The identified branding pattern included three levels: a) wisdom or goals (long-term and short-term), b) middle or strategies and tactics, and c) macro or internal organizational factors affecting branding in holdings. At the micro level, goals include creating differentiation, improving brand positioning, and creating economic value. At the middle level, strategies included brand architecture, brand engagement, and brand ingenuity. Finally, at the macro level, intra-organizational factors included the management of organizational capabilities, intra-organizational behaviors and interactions, organizational growth and development, and management of the organization's brand portfolio.

One of the important challenges for organizations is that many strategic plans are not successfully implemented. Information technology (IT) tools can enable organizations to effectively implement their strategies by providing the necessary information infrastructure at various levels of the organization and among top and strategic managers. The main objective of this research is to identify the IT tools required to implement the strategies of Mellat Bank using the quality function deployment (QFD) approach. The research method in terms of outcome is categorized as developmental research, in terms of objective as applied research, and in terms of method as descriptive qualitative research. The statistical community in this study consists of experts and specialists from Mellat Bank Tehran. This research was conducted over one year, from 2019 to 2020. This research uses the method of extending the quality performance to translate strategies from high to low levels. In this study, the QFD method was used to translate strategies from high-level to low-level. To this end, QFD matrices were designed for each design subject, and the necessary IT tools for the expected functions were identified and scored using expert opinions. The findings show that for each strategy in an organization, we require specific information technology tools to execute the strategy within the organization properly. This study introduced the necessary tools for five strategic subjects, including integration and acceleration of design, production, and delivery of banking products and services, design and implementation of market penetration strategies, asset generation, improvement of credit processes, and financial and managerial independence of branches. Utilizing the identified IT tools will remove and reduce the barriers to implementing strategies and the strategic superiority of top-level and executive managers of organizations.

Nowadays traditional marketing approaches have lost their effectiveness and efficiency, and organizations must adapt their products and services to the needs and desires of customers to maintain their market position. In this regard, paying attention to the predictors of consumer buying behavior and their categorization is important. Therefore, the aim of this article was to categorize the predictors of consumer behavior based on buying behavior. Due to the mixed of the research the statistical sample of the qualitative part was 15 experts and the quantitative part was made up of 10 managers and activists in the beverage industry. The results of the interpretive structural modeling method indicate that the predictors of consumer buying behavior can be categorized into two levels that in the first level there are factors of biological, customer-oriented commercial, individual social unstable and internal micro and the second level, factors of external macro, financial, and brand-oriented commercial.

Today, the use of new technologies such as augmented reality technology is increasingly used in the field of marketing and management. And it is expected that in the not too distant future, the use of this technology in online and virtual stores will be developed at a high speed in order to help customers. Surveys show that little research has been done regarding the impact of augmented reality on consumer behavior. Therefore, the purpose of this research is to investigate the impact of augmented reality technology on consumer behavior through the investigation of the mediating variable of store attractiveness. The research method is a descriptive method and the statistical population of the research includes customers of online clothing and jewelry stores. The research method is a descriptive method and the statistical population of the research includes customers of online clothing and jewelry stores. The data was collected using a questionnaire made by the researcher from 308 members of the statistical population. The analysis method in this research is the structural equation method and the data was analyzed using Lisrel and SPSS software. Data analysis showed that augmented reality has a positive and significant effect on consumer behavior. In addition, the positive and significant impact of augmented reality on the attractiveness of stores and the positive and significant impact of the attractiveness of stores on consumer behavior were confirmed.

The importance of The socio-economic state in  the lives of the addicted people, especially in the process of quitting and relapse, is worth noting..This research, which is a part of a study on social factors on relapse, is a sociological explanation of the role of the economic-social state  and relapse.The research was conducted using a qualitative approach  with a grounded theory method, the participating community of drug addicts with a history of relapse was selected using a targeted sampling method, and data collection was done through a semi-structured interview. Interviews were conducted with 21 of these people, and data analysis started at the same time as data collection and continued until the theoretical saturation stage was reached. Finally, the concept of failure to rebuild and restore the economic-social state was chosen as the main phenomenon that covered other subcategories. The result of this research showed that the issue of rebuilding the economic state, as well as recovering the social state plays a significant role in relapse, and the lack of attention to this issue has put people under a double pressure to solve this problem in the post-quit period, and failure in this direction leads to the tendency of people to drug use again in the form of soothing and relief use. and then relapse occurs".

The personality traits of entrepreneurs play a critical role in their ability to face challenges and capitalize on opportunities. Despite the importance of this subject, a comprehensive framework for identifying and categorizing these traits as entrepreneurial competencies has not yet been developed. While many previous studies have explored some of these traits, the lack of a coherent framework encompassing all aspects of personality-based competencies is evident. This study aims to fill this gap by systematically reviewing and categorizing personality traits as entrepreneurial competencies and striving to present a comprehensive framework for these traits.

This fundamental research was conducted using a qualitative approach and a documentary method. Sixty English-language sources from Web of Science, Scopus, and Google Scholar, published between 2010 and 2024, were reviewed and analyzed. The meta-synthesis method and qualitative content analysis were used to collect and analyze the data. The Cohen’s kappa coefficient, with a value of 0.851, indicated a high level of agreement among analysts in categorizing the themes.

The identified personality traits as entrepreneurial competencies in this study include: Motivational Traits (achievement orientation, independence, power orientation, competitiveness, risk-taking), Dynamic and Enthusiastic Traits (self-motivation, energy and enthusiasm, self-confidence, positive self-concept, optimism, proactiveness, eagerness to learn), Responsibility Traits (perseverance, commitment, pragmatism), Resilience Traits (endurance, internal locus of control, resilience), Flexibility Traits (adaptability, acceptance of new experiences), and Cognitive Traits (curiosity, creativity, tolerance for ambiguity, foresight). The Cohen’s kappa coefficient based on the comparison of the scores given by analysts was 0.851, indicating a high level of agreement among them.

This research has contributed to the field of entrepreneurship in both theoretical and practical ways. Theoretically, by providing a comprehensive framework of entrepreneurial personality competencies, it has enriched the existing knowledge in this field. By categorizing personality traits into six main dimensions (Motivational, Dynamic, Responsibility, Resilience, Flexibility, and Cognitive), this study presents a holistic and coherent picture of the essential competencies for entrepreneurs, providing a basis for future research in this area. Practically, the findings of this study can aid in designing and developing educational and support programs for entrepreneurs. Given the identified traits, policymakers and educational institutions can develop targeted programs to strengthen these competencies, leading to improved performance and a higher likelihood of entrepreneurial success.

The aim of the current research is to introduce and sociologically analyze the type of industrial addiction among the youth of Gorgan as part of the findings of a research on the typology of addiction, which was conducted using a qualitative method based on grounded theory. The participants were selected from the addicts with a history of relapse using the purposeful sampling method and the data was collected through a semi-structured interview with 21 people and compiled according to the Stravas Corbin model. The findings include: background conditions have three components, causal factors and intervening factors have four components each. Also, important strategies and consequences such as changing the consumption of drugs, abstinence, suicide attempts, abandonment, divorce and separation, homelessness, theft and imprisonment, unusual behaviors, hallucinations and suspicions, death due to suicide and accidental and intentional overdoses, among others. The important findings of this research were The result of this research showed that the correct intervention in referral and treatment can prevent the occurrence of many consequences such as suicide and death in addition to reducing the amount of industrial addiction in young people.

Today, talent retention is critical for organizations. The purpose of this study is to identify and categorize the problems and challenges of talent retention in the oil company. In this regard, Q methodology was used as a mixed method. The participants were 20 elites of the organization. After collecting discourse of study, evaluating and summarizing, 119 Q phrases were selected. After a survey of experts (5), 47 Q phrases were finally selected. These data were then analyzed by Q factor analysis method and Distribution analysis led to identify 6 distinct mental pattern, which explained 73,656 percent of the total variance. thus, These six mental models are "organizational materialists", "organizational culturalists", "organizational promotionists", "organizational justice seekers", "effective organizational manageralists" and finally "organizational researcherists". Finally, some solutions have been proposed.

One of the important challenges for organizations is that many strategic plans are not successfully implemented. Information technology (IT) tools can enable organizations to effectively implement their strategies by providing the necessary information infrastructure at various levels of the organization and among top and strategic managers. The main objective of this research is to identify the IT tools required to implement the strategies of Mellat Bank using the quality function deployment (QFD) approach. The research method in terms of outcome is categorized as developmental research, in terms of objective as applied research, and in terms of method as descriptive qualitative research. The statistical community in this study consists of experts and specialists from Mellat Bank Tehran. This research was conducted over one year, from 2019 to 2020. This research uses the method of extending the quality performance to translate strategies from high to low levels. In this study, the QFD method was used to translate strategies from high-level to low-level. To this end, QFD matrices were designed for each design subject, and the necessary IT tools for the expected functions were identified and scored using expert opinions. The findings show that for each strategy in an organization, we require specific information technology tools to execute the strategy within the organization properly. This study introduced the necessary tools for five strategic subjects, including integration and acceleration of design, production, and delivery of banking products and services, design and implementation of market penetration strategies, asset generation, improvement of credit processes, and financial and managerial independence of branches. Utilizing the identified IT tools will remove and reduce the barriers to implementing strategies and the strategic superiority of top-level and executive managers of organizations.

 Human resources are the main factor in gaining competitive advantage and survival of organizations, thus they are also considered a source of organizational value creation. In this regard, in today's competitive world, measuring the amount of value created by employees is of great importance, as not all employees have equal value. The best employees should be appreciated and efforts should be made to retain them. Previous models have assessed the qualitative value of employees' lifetime, but there is a scientific and research gap in the field of numerical and quantitative measurement of the value of employees' lifetime, especially in production units Therefore, the main goal of this research is to design a computational model for the lifetime value of employees using a human resources analysis approach in one of the automotive group companies in the press shop unit, which is of particular importance.

This research, in terms of its goal, is considered as a developmental-applied study, and in terms of data collection, it is an analytical-case study. In terms of approach, it has a mixed (nested) approach. In the qualitative phase, the focus group questionnaire and focus group method were used to extract the indicators of employee income and cost valuation, and in the quantitative phase, real data from the automotive industry were used as the basis for calculating the quantitative value of employee lifetime. The statistical population in the qualitative phase included 16 managers, deputies, and experts from the automotive group, who were selected as a focus group. In the quantitative phase, 15 operators from the press shop unit of one of the automotive group companies were selected.

According to the qualitative phase results, 11 main indicators for measuring costs and 16 indicators for measuring employee income were identified. The quantitative phase results showed that not all employees have the same value; some employees had negative value, while others had very high value. Therefore, employees were classified into three categories: low-value, medium-value, and high-value employees. Overall, the results showed that the lifetime value of operators 1 to 4 is negative, meaning these employees have not created value equivalent to the costs incurred for their recruitment and training over three years.

Accordingly, it is recommended that the managers of the production company and the country's automotive industry focus more on employee training programs, especially practical and skill-based training. This is because acquiring experiential knowledge and improving their skill levels will result in greater value creation. Additionally, they should make every effort to retain their skilled and experienced employees, as the highest value creation is attributed to this group of employees.

This research aims to develop a robust predictive model for evaluating the strategic cooperation between Iran's banking system and fintech startups. Leveraging insights from 14 experts within the banking and fintech sectors, a hybrid methodology involving the foundation's interview tool and data analysis was employed. Thirty-one indicators, categorized into six key factors influencing strategic cooperation, were identified. Using a fuzzy approach and MATLAB software, a conceptual model was crafted to assess the strategic cooperation of the banking system with fintech startups. Input from 320 industry professionals and managers further enriched the analysis. The findings underscore the pivotal dimensions shaping this cooperation, including barriers to entry, external factors, explanatory elements, varying cooperation levels, consequences of collaboration, and the motivations driving banks and fintechs. The level of strategic cooperation was determined to be in the medium to high range. Notably, the Anfis-designed model exhibited acceptable validity and predictive power. This study contributes not only by unraveling critical cooperation dimensions but also by furnishing a reliable predictive tool. The comprehensive approach, amalgamating expert insights, diverse indicators, and advanced analytical tools offers valuable insights to fortify strategic cooperation in the banking-fintech nexus.

Valuing the brand based only on the tangible assets of a company is obsolete. If we accept that the special value of the brand is an umbrella that is drawn over all the actions and behavior of the organization, all the reputable brand companies are trying to announce their organizational power to the world under the umbrella of the special value of the brand. In this research, the brand of Tadbirgaran Fardaye Omid company was investigated. The purpose of this research is to investigate the parameters that determine the special value of the brand and the special valuation of the brand of Tadbirgaran Fardaye Omid Company (Special Shares). In the methodology part of the research, the model was validated using SmartPLS software, and by using the opinion of specialists, experts and experts of the company who deal with this matter, it resulted in the extraction of variables. . The statistical population sample of 360 people was randomly selected. The results of the test showed that brand equity parameters have an effect on brand association dimensions, brand equity parameters have an effect on brand awareness dimensions, brand equity parameters have an effect on brand loyalty dimensions, and brand equity parameters have an effect on perceived quality dimensions. Therefore, dimensions of brand association, dimensions of brand awareness, dimensions of brand loyalty and dimensions of perceived quality are meaningfully considered as parameters of brand equity. Key words: brand equity, brand valuation, Tadbirgaran Farda Omid company.

The dramatic changes in education and learning caused by digitalization on the one hand and the Covid-19 pandemic on the other hand have caused changes in various aspects of education, including the concept of mentoring; And it has accelerated the movement towards electronic mentoring. Electronic mentoring, with the aim of improving performance in the educational space, has become a popular approach in the information age, and therefore needs a careful study in order to provide a useful framework for it; Because most researches only look at it as a weak alternative. A comprehensive look at this phenomenon can clarify the way to reach such a framework; Therefore, according to the purpose of the research and the nature of the data, a qualitative method with a meta-synthesis strategy was adopted in order to examine all the valid researches in the WOS database regarding electronic mentoring in the period from 2000 to 2023. After screening the documents using the inclusion conditions, 80 documents were entered into the final synthesis process. Finally, three main categories of dimensions, processes and requirements of electronic mentoring form the framework of electronic mentoring. The dimensions include technical, managerial and communication dimensions; The processes include the main, support, and management processes, and finally, the requirements include the requirements of the mentor, the platform, and the organizing body. These three main categories along with its sub-categories form a comprehensive framework for an electronic mentoring that combines technical factors with human and emotional factors and can be used in any field and education.

Strategic innovation is a type of innovation that can bring significant consequences and impacts and create considerable changes in markets and industries. However, there is little research on the consequences of strategic innovation, and the purpose of this research is to identify and conceptualize the consequences of strategic innovation in the football industry.

This research is a mixed method (qualitative-qualitative-quantitative), and in terms of purpose, it is applied to developmental research. At first, the meta-synthesis method was used in the qualitative stage, then the case study, and in the quantitative stage, the DEMATEL method was used. A systematic literature review published from 1998 to 2022 was used to collect the data in the meta-synthesis stage. The primary data for the case study was obtained by analyzing the content. Also, in the case study stage, interviews were conducted with 21 experts active in the executive and academic departments of the football industry. Content analysis was used to analyze it, and finally, in the survey phase, using a questionnaire, the DEMATEL technique was used for the final model.

The research results show that the consequences of strategic innovation are categorized into five categories: value creation and customer satisfaction, becoming competitive and improving competitiveness, increasing productivity, new markets and growing market share, wealth creation, and profitability.         

Originality: 

The present research helps managers and activists of the football industry have a comprehensive view of the effects and consequences of strategic innovation in the football industry and achieve these results by applying it in football clubs.

Earnings, as one of the most important outputs of the accounting and financial reporting system, are of great interest to various users for making appropriate decisions in resource allocation. In addition to its quantitative value, if earnings lack appropriate quality, it can lead stakeholders astray and result in misinformed decisions. According to research literature, there are numerous definitions and classifications of earnings quality (EQ) and financial reporting quality (FRQ), along with measurement criteria, but there is no general consensus among them. The criteria examined in this study include a total of eight criteria based on accounting (accruals, persistence, predictability, and smoothness) and market-based (value relevance, timeliness, and conservatism) perspectives. For this purpose, after reviewing the research literature in this field, the advantages and disadvantages of these criteria were explored and critiqued. Research in this area can contribute to the development and determination of an optimal model in the context of the Iranian capital market.

The aim of this study is to employ quantitative electroencephalography (qEEG) to map the brain of cognitive empathy in neuroleadership. The research method is predicated on the interpretation of two distinct phases of the brain map of participants from the community of managers who have a minimum of 5-10 years of experience leading groups and a maximum of 20-30 years of experience. In order to evaluate the capabilities of neuroleadership, the samples were analyzed and interpreted using the 2018 version of the NeuroGuide software. The disparities between the two phases in the participants were also analyzed. In the initial phase, only the waves were recorded. The second phase, which involved cognitive exercises and a four-month interval, was dedicated to the investigation of the empathy component, particularly in the brain cortex. This phase was conducted using the scarf model, clinical interview, two-stage interpretation at the University of Tehran counseling center, and cognitive verification. In 2022-2023, it was conducted on 12 participants as a statistical sample. Positive empathy predicted an increase in the activation of the left dorsal (frontal pole) (P<0.05). The activity of participants has been observed to alter in order to perform a pleasurable task, consistent with their positive emotions and empathy (both positive and negative). With transform (FFT) signal processing and analysis have been used to calculate Discrete Fourier Transform (DFT) as well as its inverse fully known as Inverse Discrete Fourier Transform (IDFT). According to the interpretation of brain maps, the results of this study indicate a direct correlation between leadership, functions, and semantic processing in empathy.

The present study aims to propose the concept of Strategic Innovation. In this research, the qualitative method of concept analysis was used to form concept of Strategic Innovation through abductive and synthetic methods by using existing concepts and insights. For this purpose, articles published after 2000 in the database of Google scholar, Science direct, Web of science, SID.ir and Ensani.ir, which included keywords of Strategic Innovation, were selected. Then results were filtered by the keywords of Designing, Create, Changing, Development, Competitive and Performance. Finally, after reading the abstract of articles, 73 of them deemed relevant to our study and were reviewed. Studies showed that Strategic innovation is related but different from the concepts of Designing, Create, Changing, Development, Competitive and Performance. Characteristics of Strategic innovation are Innovative organizational Culture, dynamic capability, Strategic Agility, creativity, strategic entrepreneurship and Creative Destruction. The components of Strategic Innovation are the types of Strategic innovation (organizational innovation, innovation and redesign of the processes, product/service innovation, and market innovation), the methods of Strategic Innovation (incremental strategic innovation and transformational strategic innovation), the Strategic and Entrepreneurship orientation (strategic renewal, emergent strategies, Advantage and Opportunity-Seeking Behavior, and identifying the changing priorities) and Strategic Competitive behaviors (analyzing the competition mechanisms and the new competition routes). Strategic Innovation is a meta-capability that including a sum of characteristic and components.

Despite the large investment in applying artificial intelligence in the field of human resources, identifying the challenges and opportunities of this new approach has remained far from the opinions. In this regard, the aim of this research is to identify the challenges and opportunities of using artificial intelligence in human resources management.The method of this qualitative research is meta-composite. The data collection tool is past research and library documents in this field. The method of data analysis is open coding.According to the research findings, among 950 related articles and theses, 44 main researches or identification criteria were analyzed. The extracted propositions include 64 codes, 18 concepts, 4 sub-categories and 2 main categories.Based on the results of data analysis, the challenges of using artificial intelligence in human resources management are: technical/informational challenge, human challenge, ethical/legal challenge, organizational challenge. Also, the opportunities of using artificial intelligence in human resources management include: improving the user experience of employees, improving human resources processes, reducing the costs of human resources management, developing strategies, aligning with digital transformation and the movement of the millennial generation, and improving the level of management.

This research was conducted to analyze the dimensions of the perceived justice model of human resources in the organization with the approach of organizational cultures in the government organizations of the Tehran metropolis. The method is grounded theory. Three hundred thirteen articles were analyzed, 90 of which were Persian (from 1398 to 1401), and the rest were written in English (from 2018 to 2022). Interviews were semi-structured. The population was the relevant managers and assistants in government organizations in the Tehran metropolis, and 20 of them took part in this research. The results identified eight selective codes, 16 central codes, and 285 open codes. The main indexes included market organizational culture, developmental organizational culture, hierarchical organizational culture, tribal organizational culture, distributive justice, procedural justice, transactional justice, and informational justice. In the second round, we sent a questionnaire to 20 experts to determine the intensity of the effect of each component. In this research, the agreement level of each component and sub-component in the proposed model is determined using Kendall's coefficient of agreement test. The research findings indicate that the dimensions of the perceived justice model include (distributive justice, procedural justice, transactional justice, and informational justice), organizational cultures (market organizational culture, developmental, organizational culture, hierarchical organizational culture; it was a tribal organizational culture.