jafar beikzad

The objective of this study is to validation of the model of improving symbolic capital in managers.

This research employs a quantitative approach using survey instruments and statistical analyses to collect data and test the hypotheses. Data were gathered from managers and leaders of various organizations across different industries, and statistical techniques such as Structural Equation Modeling (SEM) were used to assess the relationships between variables and test the research hypotheses.

The results revealed that symbolic capital acts as a significant source of power and legitimacy within organizations, influencing strategic decisions and resource acquisition. Furthermore, the conversion of cultural, social, and economic capitals into symbolic capital plays a crucial role in creating competitive positions and expanding the influence of managers and organizations. These findings align with previous studies, which emphasize that symbolic capital can serve as a tool for gaining legitimacy and power in various markets.

Symbolic capital plays a fundamental role in individual and collective success within organizations, and managers should actively leverage this form of capital to strengthen their public image and legitimacy. This study highlights the importance of converting social and cultural capitals into symbolic capital for strategic decision-making and marketing.

Emergency medical services (EMSs) can be considered as the health system’s main pillars. The competence of emergency medical technicians (EMTs) plays a vital role in reducing accident mortality rates. This research aims to design a professional competence model for the EMTs of the National Emergency Medical Organization (NEMO).

This is a mixed-method study. The main concepts for the model were first extracted through a literature review. Then, the opinions of 10 experts were used during three focus group discussion (FGD) sessions to localize and confirm the model. The opinions of 15 experts in accident and disaster risk management were used to measure the content validity of the model. 

The final model included five main themes (attribute, knowledge, skill, ability, and attitude), 11 sub-themes (physical health, mental health, professional knowledge, organizational knowledge, clinical skill, technical skill, managerial ability, cognitive ability, professional ability, individual attitude, and organizational attitude), and 47 categories. The results of the content validity test showed that the model and its items were acceptable and valid.

The designed model covered all domains required for the professional competence of EMTs and is a comprehensive and valid model tailored to national and international standards, which can be used as an adequate model in other countries.

With the advent of new technologies, the fourth industrial revolution has caused change and transformation in the manufacturing and service industries of leading countries.

This study seeks to provide an appropriate model for achieving sustainable development, as well as identifying the factors affecting sustainable development with the approach of the Fourth Industrial Revolution.

In this study, we tried to identify and categorize the obstacles to sustainable development as well as the opportunities of the Industrial Revolution 4.0 in order to create sustainable development by examining the literature and the opinion of experts during the Delphi technique. Then, the interpretive structural modeling approach was used to level and determine the relationships between stability barriers. In the next step, the opportunities of the Industrial Revolution 4.0 were ranked by the fuzzy AHP method.

In the proposed model of this study, barriers to sustainability in five dimensions of economic, social, environmental, technical and political and opportunities of the fourth industrial revolution in five dimensions of technology and information, environmental, managerial and economic, social and organizational and supply chain management were extracted.

The results of this study showed that political, technical and economic barriers have the greatest impact on sustainability and sustainable development in industry, respectivelyand environmental and social dimensions have the greatest impact on political and technical barriers, respectively. Alsoamong the opportunities of the Industrial Revolution 4.0the information and technological opportunities of the Industrial Revolution 4.0 have the highest rank and the supply chain management has the lowest rank.

The present study was conducted with the aim of providing a structural model of the impact of strategic leadership and innovative organizational climate on the voice of employees with the mediating role of work ethic maturity in vocational universities of West Azerbaijan province. This research is applicable in terms of purpose, and descriptive-correlative in terms of method. The statistical population of the research includes 156 employees of vocational universities of West Azerbaijan province, of which 111 people were selected as a statistical sample based on Cochran's formula by stratified random sampling. The data collection tool in this research includes 4 standard questionnaires. In order to ensure the existence or non-existence of a causal relationship between the research variables and to check the suitability of the observed data with the conceptual model of the research, the research hypotheses were tested using the structural equation model and the partial least squares method (PLS3). The findings of the research showed that strategic leadership has a significant effect on the voice of employees and the maturity of work ethics; and innovative organizational climate has a significant effect on the voice of employees and the maturity of work ethics. In addition, at the 99% confidence level, work ethic maturity plays a mediating role in the impact of strategic leadership and innovative organizational climate on employee voice.

 The purpose of the present study is to design and propose a macro framework for policies aimed at developing and expanding employment opportunities for higher education graduates in the country.

 The research approach is qualitative, utilizing thematic analysis. Data were collected through semi-structured interviews with a group of experts. The expert group members were selected using purposeful sampling from three categories: university faculty members (7 individuals), managers related to national-level institutions involved in policymaking and law enforcement related to employment (3 individuals), and mid-level managers working at provincial levels in institutions related to employment (4 individuals). The information obtained from the interviews with 14 experts was used to form the theoretical modeling. During the completion phases of the research, the opinions of 4 additional experts (with educational backgrounds in administrative sciences) were also utilized to ensure theoretical saturation and achieve an acceptable level of validity and reliability of the findings. Data were processed and reviewed in multiple stages, and after ensuring acceptable validity and reliability for the qualitative model, they were summarized and presented in the form of a theoretical policy development and expansion model for employment opportunities for higher education graduates in the country.

 The model includes 3 comprehensive macro frameworks (policies to strengthen the demand side in the employment equation, policies to strengthen the supply side in the employment equation, and dual employment creation policies), 13 organizing themes, and 56 basic themes.

 Based on the findings and results, research proposals are presented to guide the selection of policies for developing and expanding employment opportunities for higher education graduates in the country.

Due to its special geographical location, ethnic and cultural diversity, and proximity to neighboring countries, the western border regions of the country are of strategic importance in various political, economic and cultural dimensions and provide a suitable platform for strengthening cultural exchanges and international interactions. However, cultural development in these areas faces challenges. Based on this, in this research, the main obstacles to cultural development in the western border areas of the country are identified and solutions are presented to strengthen the axis of cultural development in these areas.

The current research is applied-developmental in terms of its purpose. In the framework of qualitative research, the method of thematic analysis and research synthesis was used, and in the framework of quantitative research, the survey method was used. The data collection tools were semi-structured interviews and questionnaires. The qualitative and quantitative statistical population consisted of governors, university professors, senior commanders of the border regiment, experts in the field of culture and Islamic guidance, as well as valid scientific documents. 18 interviewers and 12 scientific texts were selected for sampling using a purposeful and criteria-based method.

The findings of the analysis of the interviews using thematic analysis method indicated the identification of 16 factors as obstacles to cultural development and 31 factors as effective factors on cultural development in the western border areas of the country. The results of the synthesis research also summarized the axes of cultural development based on the experiences of successful countries in 5 axes: 1. Paying attention to the underlying infrastructures 2. The necessity of cultural demands 3. Social justice 4. Non-contradiction of tradition with modernity 5. Paying attention to institutional infrastructures.

Cultural development can be defined as the process of enhancing various aspects of society's culture in line with desired goals. Inspired by the experience of successful countries, effective steps can be taken in the direction of cultural development by strengthening public participation, creating supportive policies and paying attention to investment in education and culture.

This research aims to investigate the digital transformation strategies implemented at Tabriz University in response to the changing landscape of global education influenced by technological advancements.

Methodlogy:

 A qualitative approach with an interpretive paradigm was utilized for this study. Data was analyzed using thematic analysis based on semi-structured interviews with seventeen professors, IT experts, and specialists in virtual education and new technologies, chosen purposefully for their expertise. Validation of the research model was conducted through external review and pluralism strategies.

The study identified key digital transformation strategies at the university, including recognition of digital education needs, targeting evolutionary development of education and research, defining digital transformation tools such as cloud computing and artificial intelligence, and creating value for the university through program management and process integration.

The results highlight the importance of digital transformation as a dynamic strategy requiring technical, process, and cultural changes for effective implementation and advancement in education and research.

Value: 

This research contributes valuable insights into developing digital transformation strategies for universities, specifically in enhancing education and research practices within the context of technological advancements.

This study aimed to draw a structural model of the influence of the impact of entrepreneurial thinking and positive organizational behaviour on collective efficacy with the mediating role of willingness to cooperate among the employees of the Technical and Vocational University in West Azerbaijan Province. This research was an applied and descriptive-correlational study. The statistical population of the study included 156 employees of the Technical and Vocational University in West Azerbaijan Province. Of the statistical sample, 111 were selected as the sample based on Cochran's formula and classified randomly. Data was collected through a questionnaire and tested using structural equation modelling and SPSS26 and Smart PLS3 software to evaluate the model. The results of the study showed that entrepreneurial thinking and positive organizational behaviour have a direct and indirect effect on collective efficacy by mediating willingness to cooperate. The presence of entrepreneurial thinking and positive organizational behaviour among employees of the Technical and Vocational University in West Azerbaijan Province can play a determining role in enhancing collective efficacy and employees' willingness to cooperate and provide practical information to managers.

The aim of this study is to develop a competency model for jobs at the Bushehr Nuclear Power Plant, a subsidiary of the Atomic Energy Organization of Iran. 

This mixed-methods research utilized both qualitative and quantitative approaches. Initially, qualitative data were collected through library studies and thematic analysis. Based on this data, a questionnaire was designed to gather quantitative information, which was distributed among 90 employees and managers of the Bushehr Nuclear Power Plant. The collected data were then analyzed using structural equation modeling. 

The results of the analysis showed that the proposed competency model had a good fit, with all structural paths being statistically significant. Both technical and managerial competencies played a crucial role in improving employee performance and safety. The model’s goodness-of-fit index was calculated at 0.413, indicating a strong fit. 

This study concluded that developing a multidimensional competency model, including technical, managerial, and communication skills, can lead to improved efficiency and safety in nuclear power plants. Implementing such models in recruitment, training, and employee evaluation processes can positively impact organizational productivity.

Human capital is the most vital strategic element and the most basic way to improve the performance and efficiency of an organization. Concerning the importance of human resources, it is obvious that in order to achieve the goals of the health system, human resources must have a favorable sense of belonging and commitment in addition to skills and expertise. Based on this, the current study aimed at providing a structural model for predicting professional commitment based on the components of self-leadership among the employees of a medical science university.

  The current applied research utilized a descriptive-correlational design. The statistical population of the employees of Tabriz University of Medical Sciences (northwest of Iran) was 976. Of this amount, 276 individuals were estimated as the statistical sample based on Cochran's formula and were randomly selected. Data were collected randomly through a questionnaire. In this study, structural equation modeling based on PLS3 software was used to test the hypotheses.

  The results indicated that the components of self-leadership-visualization of successful performance, personal goal setting, self-rewarding, evaluation of beliefs and assumptions, personal observation, focusing on natural rewards, and self-guidance had a positive effect on professional commitment among the employees of Tabriz University of Medical Sciences. What is more, the components of self-leadership positively predicted professional commitment.

  Strengthening the components of self-leadership among employees will lead to the improvement of their morale, job satisfaction, and professional commitment, and in general, a better manifestation of lofty goals and a significant increase in the performance of the organization.

The objective of this study is to develop a comprehensive talent management model tailored to the unique needs and cultural context of the employees at Astan Quds Razavi.

A mixed-methods approach was employed, integrating qualitative and quantitative methodologies. The qualitative phase involved thematic analysis using Clarke's method, facilitated by MAXQDA software, and included interviews with 15 purposively selected experts from Astan Quds Razavi. The quantitative phase targeted 21,000 employees, with a sample size of 147 determined using G*Power software. Data were collected through surveys and analyzed using path analysis and variance-based structural equation modeling with SPSS and Smart PLS 3.

The study identified six key predictors for effective talent management: talent evaluation, talent engagement, talent identification, talent culture, professional development of talent, and the attraction and retention of top talent. Additionally, 30 specific indicators were identified that contribute to these predictors.

The proposed talent management model provides a robust and context-specific framework for managing talent within Astan Quds Razavi. The model addresses the unique needs of the organization and aligns with its cultural context, offering a valuable tool for improving organizational performance and employee satisfaction. This model has the potential to be adapted for use in similar organizations and contributes to the broader understanding of effective talent management strategies.

Designing and explaining the strategic thinking development model of Islamic Azad University administrators. The statistical population of this study is academic experts who have experience and education related to research in Azad University. The snowball method was used for sampling and the number of samples increased until reaching theoretical saturation, finally 16 people were selected as samples. To analyze the data obtained from the (semi-structured) interviews, the coding method has been used in foundational data theorizing. In this way, the data obtained from the interviews have been used from the three-step process of open, central and selective coding in accordance with the foundation's data theorizing process using Maxqda software for data analysis. The results of the research showed that the causal conditions include 1. individual factors 2. organizational factors 3. discourse creation. The central phenomenon includes the development of managers' strategic thinking, which includes 1. the individual dimension, 2. the intuitive dimension, 3. the systemic view. Contextual factors include 1. Cultural background 2. Learning environment 3. Psychological factors 4. Organizational independence. And intervention factors include environmental factors in two dimensions: 1: internal and 2: external. The strategies include talent management in two dimensions: 1: talent acquisition, 2: attraction and retention.Keywords: Strategic thinking, individual factors, organizational factors, discourse creation, Islamic Azad University

Talent management can be regarded as a tool to assist managers in formulating strategic plans and developing human resources. The purpose of this research is to investigate the effective indicators on talent management through meta-analysis.

This research is applied in purpose, descriptive in type, and quantitative in nature. The current study aims to quantitatively integrate the results of research conducted in the field of talent management using the CMA2 software (Comprehensive Meta-Analysis).

Searching through various databases, out of 416 articles, 156 articles were selected based on predetermined criteria and examined. The analysis results showed that the highest effect size among the indicators affecting talent management includes alignment and retention of talents (0.595), talent pool (0.577), flexibility in recruitment and retention processes (0.556), organizational policies (0.585), structured talent selection/identification of key roles (0.542), and succession development (0.521).

The research results indicate that the effective indicators on talent management include alignment and retention of talents, technological advancements, strategic planning, competition in the job market, merit placement, talent pool, legal and regulatory factors, flexibility in recruitment and retention processes, work-life balance, compensation systems, organizational policies, knowledge management, career development path management, talent development and enhancement, governing management structure, succession development, opportunity creation, organizational culture, needs assessment, structured talent selection/identification of key roles, diversity and inclusion, organizational reputation and credibility, human capital welfare, and work arrangements.

Jihadi management plan in the country's governance system requires self-belief, self-confidence, and reliance on divine help. Unlike the bureaucracy ruling the administrative system, Jihadi management puts flexibility and resourcefulness at the top of its agenda and tries to solve related issues. The current research has been conducted to design a jihadi human resource management model in Iran's Water Resources Management Company. The qualitative research method is based on grounded theory. Semi-structured interviews were used to collect information, and data analysis was done using the Strauss and Corbin method and the paradigm model. Sampling was done theoretically and with the benefit of targeted (judgmental) and snowball (chain) techniques, based on which 18 interviews were conducted with human resource management experts and senior managers of Iran Water Resources Management Company. The results of the analysis of the data obtained from the interviews during the process of open, axial, and selective coding with using MAXQDA2020 led to the creation of a Jihadist Human Resource Management model based on the grounded theory, including 6 main dimensions, 40 sub-dimensions, and 181 characteristics.

Background & In the contemporary world, the term change and transformation is one of the words and paradigms most agreed upon by policy makers, planners and implementers of political, economic, social, environmental and technological systems. In such a situation, the distance between rapid environmental changes and developments and taking the necessary measures in line with sustainable development will increasingly depend on the development of strategic education. Hence, this research was conducted with the aim of developing a strategic model of education with an emphasis on sustainable development education in Farhangian University. The method of this research is mixed exploratory. In the qualitative part, the thematic analysis strategy was used, and in the quantitative part, the descriptive-survey strategy was used. The data collection tool in the qualitative part was a semi-structured interview with 17 experts and policy makers of Farhangian University, who were selected by purposive sampling. In this step, the dimensions and strategic components of education were identified with an emphasis on sustainable development education in Farhangian University. The data collection tool in the quantitative part was a researcher-made questionnaire, during which the views of 322 faculty members of the target universities were collected. The validity of the measurement tools was confirmed by experts and their reliability was confirmed by calculating Cronbach's alpha. For data analysis, coding technique was used in the qualitative part and inferential statistics and confirmatory factor analysis were used in the quantitative part. The analysis of the research data led to the identification of 134 basic themes in the form of 26 organizing themes and 8 comprehensive themes, including elements and dimensions of pedagogy in the teaching and learning processes, sustainable research, structural and functional requirements, social sustainability, economic sustainability, scientific identity and academy, and scientific diplomacy in The era of globalization led. The results of quantitative findings showed that the current status of the studied universities is average in the sustainable research index and below average in other components. Also, the results of the findings indicated the difference in the strategic indicators of education with an emphasis on sustainable development education in Farhangian University. Formulation, implementation and continuous evaluation of strategic indicators and components of education with an emphasis on education for sustainable development can cause transformation and stability in the higher education system and keep up with global science. Establishing and implementing the final model of research will provide the basis for improving the effectiveness and efficiency of education in the organization.

Manpower is the most vital strategic element in the success of organizations In the meantime, the leaders of the organization have the most important role and the most influence. Therefore, the present study aimed to model the impact of synergistic leadership on occupational hardiness with the mediating role of sustainable human resource management and organizational trauma.

The present study in terms of applied purpose, in terms of the descriptive-correlation method, is. The statistical population of the research is the staff of the National Company for Refining and Distribution of Petroleum Products, which numbered 435 people. The statistical sample was estimated to be 204 using Cochran's relation and selected by stratified random sampling. Data was collected using a questionnaire and analyzed with pls3 structural equation modelling software.

Synergistic leadership affects occupational hardiness and sustainable human resource management. The impact of sustainable human resource management on occupational hardiness was confirmed. Also, the effect of synergistic leadership on organizational trauma and the effect of organizational trauma on occupational hardiness was not confirmed and It was concluded that sustainable human resource management plays an intermediary role in the impact of synergistic leadership on occupational hardiness. The mediating role of organizational trauma was not confirmed.

Synergistic leadership with a comprehensive and systematic vision, by developing the capabilities and sustainability of human resources, provides the conditions for their stability in the organization and leads to the ability and endurance of difficult and difficult job situations in the organization.

The atmosphere of the organization reflects the lifestyle of the employees of an organization. The more atmosphere of the organization reinforces positive and civic behaviors in the organization, the more positive behaviors the employees show and the organization will emerge with a psychological atmosphere based on civility that creates a sense of value and respect in employees. The main purpose of this study was to model the effect of psychological climate on organizational civilization with the mediating role of human resource maturity and information literacy. The present study was applied in terms of purpose and descriptive-survey in terms of method.

The statistical population was the employees of the headquarters National Iranian Oil Company. The statistical sample size was estimated at 327 people using the Cochran's formula and were selected by stratified random sampling. Data collection tool, 4 standard questionnaires; The psychological climate of Quiz and Dekotiz (1991) is the organizational civilization of Zarrinagar et al. (1397), the maturity of human resources of Gholipour and Mohammad Ismaili (2014) and the information literacy of Nikpoor et al. (2011). The research hypotheses were tested using PLS3 and SPSS software by structural equation modeling.

The results showed that the Psychological Climate has an effect on organizational civilization and the maturity of human resources and information literacy. Also, the effect of human resource maturity and information literacy on organizational civilization was confirmed and it was concluded that human resource maturity and information literacy play a mediating role in the effect of psychological climate on organizational civilization.

Originality: 

Psychological climate positively affects the attitude and behavior of employees, and managers must create a suitable psychological climate in the organization. Employees in such an organization get the opportunity to learn and this strengthens their capabilities and increases their information literacy.

The present study is the result of a field study of the situation of cultural development in the western regions of the country with a focus on Kurdish society. The present study seeks to identify and design the desired pattern of cultural development in border areas while identifying the existing disadvantages and challenges of cultural development barriers. The research approach is qualitative and phenomenological. The data collection tool is semi-structured interviews and the statistical population is cultural management specialists and specialists of the Department of Culture and Islamic Guidance with more than 20 years of experience working in cultural affairs. And reached a theoretical saturation with 18 interviewers. The desired model of cultural development barriers with 20 themes were counted and in the next step to validate the desired model from the point of view of experts with a questionnaire was used quantitatively. The results of this questionnaire show is.

One of the most important challenges of governmental organizations in the field of human resources is dwarfism, which in the long run causes the organization to face the problem of lack of required talents and the lack of systematic plans to ensure the continuity of leadership. Based on this, the aim of the current research is to design a dwarfism pattern in Iranian governmental organizations.

Design/ Methodology/ Approach: 

The strategy of this research is qualitative based on grounded theory. The statistical population of the research is executive managers and professors specializing in public administration. In this research, purposeful and snowball sampling was used to select the sample, which was achieved based on the saturation rule by conducting 17 interviews. Data were analyzed using Strauss and Corbin (1990) three-step coding method and MAXQDA 2020 software.

In this study, a total of 88 concepts in the form of 20 final sub-categories and 6 main categories, were found and they were: the politicization of the human resources management system, showcase management, Instability in the atmosphere of the organization and The antagonism of managers (causal conditions), merit phobia, Professional inefficiency, rejection of succession and administrative mercantilism (central category), ineffectiveness of the human resources recruitment system, lack of motivation of talented human resources and disregard for the growth and development of human resources (strategies/actions), short-sightedness of managers and interactions. limited and vague (intervening conditions), cultural, individual and social contexts (contextual conditions) and organizational numbness, organizational slowness, reduced efficiency and effectiveness of human resources and anti-elitism in the organization (consequences).

Limitations & consequences: 

The lack of easy access to experts due to the spread of the Corona virus was one of the limitations of this research.
Practical Consequences: In order to identify the dimensions and components of the dwarfism phenomenon in the present study, senior decision makers, policy makers and senior managers of governmental organizations should apply the necessary practical strategies to implement the research results.

Innovation or value of the Article: 

The present study is one of the less attention topics in the field of organizational behavior and human resource management and provides a model for it.

This synthesis research aimed to design an optimal model for measuring the human resources productivity in the East Azarbaijan Gas Company. The designed model was provided to experts for validation. The data were collected from related articles, books, and documents using databases and written resource centers. The statistical population included all valid scientific articles measuring human resource productivity. A total of 54 research articles were selected for final analysis based on inclusion and exclusion criteria due to regular searches in databases. The worksheet form designed by the researcher was used to collect the research information. The findings were analyzed using the seven-step model for the research synthesis by Marsh (1991) and open and axial coding methods. The views of experts, managers and employees of the gas department were used, and the content validity was 0.847 to determine the validity of the human resource efficiency measurement model. The results showed that the optimal model for measuring human resource productivity in East Azerbaijan Gas Company included five indicators of measuring services provided, customer perception and satisfaction, community improvement, unwanted results, and efficiency, each of which includes different components.

The aim of this study was to identify the factors affecting the compensation system in Bank Melli Iran. This is an applied study carried out in the form of a descriptive-survey study. The statistical population of this study includes specialists and employees of Bank Melli Tabriz (N = 130); in this study, sampling was not performed and data were collected by census. The data collection tool was a self-administered questionnaire based on a five-point Likert scale. The validity of the questionnaire was confirmed by face-to-content validity method. Also, Cronbach's alpha coefficient of the questionnaire was equal to 0.89, which indicates that the questionnaire used has the desired reliability. Exploratory factor analysis method was used to analyze the data and extract the factors affecting the service compensation system in Bank Melli Iran. Friedman test was also used to rank the effective factors. Based on the results obtained in this study, six factors of financial services compensation, non-financial services compensation, job-related factors, underlying factors and interfering factors were identified as effective structures on the service compensation system in Bank Melli. The results of Friedman test also showed that financial services compensation has the greatest impact on the service compensation system in Bank Melli and compensation of non-financial services, job-related factors and underlying factors, individual factors, intervening factors are in the next priorities, respectively.

The purpose of this study is to provide a structural model of the effect of knowledge leadership and perceived organizational health on work enthusiasm, emphasizing the mediating role of organizational intimacy in public libraries of West Azerbaijan province. This research is of applied type; and in terms of method, descriptive-correlation. The statistical population of the research includes 160 public library employees of West Azerbaijan province, of which 113 people were selected as a statistical sample based on Cochran's formula and stratified random selection. The data collection tool in this research includes four standard questionnaires. In order to ensure the existence or non-existence of a causal relationship between the research variables and to check the suitability of the observed data with the conceptual model of the research, the research hypotheses were tested using the structural equation model. In this research, structural equation modeling and the partial least squares (PLS) method were used to test the hypotheses and model fit. The research findings showed that knowledge leadership has a significant effect on work enthusiasm and organizational intimacy, and perceived organizational health has a significant effect on work enthusiasm and organizational intimacy. In addition, at the 95% confidence level, organizational intimacy plays a mediating role in the effect of knowledge leadership and perceived organizational health on work enthusiasm.

The process of industrialization and increasing production, in addition to creating economic benefit and social welfare, brings various risks; So that it can be said that harmful factors caused by industry activities in the environment are inseparable from industry and production and always threaten the health of the workforce, environment and production capabilities in the future. Therefore, in order to reduce the harmful factors, the principle of sustainable development in the industries of the countries of the world has been prioritized. In this regard, the aim of this research is to design a sustainable development model based on the role of electricity industry companies. This research was carried out in the framework of a qualitative approach and using the database research method. The tool of data collection is semi-structured interviews, and in order to collect information, interviews were conducted with 26 experts of the country's electricity industry using a targeted sampling method. Data analysis was done in three stages of open, central and selective coding, and based on that, a qualitative research model was designed. In this research, more than 303 open codes, 51 subcategories or concepts, and 12 categories were extracted and identified, and applying and paying attention to all of them together can provide the conditions for achieving sustainable development. Based on the results of this research, the main category in this research is the preservation of the environment and natural resources for future generations. Also, the causal conditions include the development of the national electricity network and the reduction of environmental damage. The consequences obtained in this research are: moving in the path of sustainable development, spending the saved money on improving people's lives and optimal use of natural resources. In case of applying the strategies of education and culture, adopting policies to support natural energy and formulating a strategy to achieve sustainable development in the electricity industry, it is possible to achieve them. provided Although the challenges and obstacles in the electricity industry may slow down this process, solutions should be considered in order to eliminate and reduce its harmful effects.

Developing a new Islamic civilization has been mentioned as one of the goals in the Second Phase of the Revolution. For achieving this goal, the academic community becomes more active. Besides having innovation, entrepreneurial, research, and educational functions, leading universities should be able to civilize based on spirituality and religious beliefs and following doctrines of Islam. Data were collected using a semi-structured interview. Inductive content analysis was utilized to analyze the data using the software. Based on the obtained data, extracted components related to the consequences of this approach include: 1) presenting an inspiring pattern, 2) training global leaders, 3) creating a status for the settled region, 4) designing civilized foundations, 5) production prosperity, 6) increasing productivity, and 7) producing entrepreneurial science. Two dimensions including institutionalization of spirituality and knowledge transfer were identified for the main construct. Besides adaption of function to extracted indicators, universities can determine their status in civilization-building.

The purpose of this research is to design and explain the pattern of antecedents and consequences of organizational virtue in the social security organization. In terms of the purpose of this research, it is a type of developmental studies that was carried out with an exploratory strategy and a combined method. Thematic analysis was used to analyze the data of the qualitative section.The statistical population of this research in the qualitative part is written sources related to organizational virtue, such as books, articles, etc., after examining 196 identified sources, 104 sources had relevant codes and were used for analysis. Qualitative data were coded by MAXQDA software.The results showed that there are three main factors affecting the virtuous organization, including the organizational factor (structure and process; organizational culture; leadership; organizational philosophy), individual factor (personal characteristics of employees and managers) and environmental factor (social factor, legal factor) as well as the consequences Virtuous organization, including organizational spontaneity, organizational citizenship behavior, organizational identity, spiritual well-being, professional moral courage, organizational happiness, organizational health, organizational performance, and social capital. is identified.Considering that the organizational factor is the most important factor in organizational virtue; Organizations should be careful in hiring virtuous people and because virtues can be cultivated, the issue of training and institutionalizing virtues in employees is very important. The results of quantitative data analysis show that the proposed model has an acceptable fit.