mehrdad sadeghi de cheshmeh

The current research is different from these previous works in terms of volume, time period, method and analysis. First, the analysis is based on a meta-combination method, which allows rich data to be combined with fewer subjective or interpretive biases. Unlike the previous studies, concepts and dimensions, antecedents, consequences and strategies are examined. At the same time, a larger volume of articles has been examined. The current research completes the previous researches and provides a more objective report of the evolution of this research topic. Most of the researches have investigated some aspects and factors affecting knowledge hiding in organizations in a scattered manner. But clearly, a complete integration of existing researches in this field has not been done. Also, an integrated model that brings cause and effect relationships in the form of a conceptual model has not been edited. Therefore, taking into account the existing vacuum of research, an attempt has been made to provide coherence to the scattered researches in this field and provide researchers and managers with a summary of the studies conducted in this field. Considering the importance of knowledge concealment in organizations, this research seeks to provide a conceptual model of knowledge concealment in organizations through the metacombination method. Therefore, with all the factors mentioned above, the current study intends to answer the following questions: 1. What are the key components of knowledge concealment in organizations? 2. What is the conceptual model of knowledge concealment in organizations?

Literature Review:

Knowledge concealment is defined as "an individual's deliberate attempt to conceal knowledge requested by another". Hiding knowledge is not always deceptive (Bari et al., 2019), employees may avoid sharing knowledge due to confidentiality. Although the reasoning behind such a decision may seem logical, it still limits access to knowledge (Xiong et al., 2021, Yuan, Yang, Cheng, & Wei, 2021). However, most efforts to facilitate knowledge transfer end without success, because employees are unwilling to share their knowledge (Mahmoud & et al., 2021). Researches show that hiding knowledge weakens social relations, creativity and innovation of employees and thus reduces the performance and achievements of the organization (Cerne et al., 2017). Also, it suppresses the absorption capacity and creativity at the team level (Fong et al., 2018). It is obvious that hiding knowledge is likely to reduce the efficiency of knowledge exchange among members, prevent the generation of new ideas/thoughts, or even destroy trust (Connelly & Kelloway, 2012). Hiding knowledge increases the risk of knowledge loss and inhibits the creativity of individuals and teams in the organization (Cern et al., 2014; Bogilovich et al., 2017). The consequences of knowledge concealment are quite alarming. For example, knowledge concealment fosters negative attitudes and behaviors, creates interpersonal mistrust (Arain et al., 2020), damages relationships (Connelly and Zweig, 2015), knowledge concealment reciprocity (Cern et al., 2014), the desire to leave the job (Ofirgilt et al., 2018) and creating deviant behaviors in the workplace (Singh, 2019). Reduction of positive work attitudes and behaviors and reduction of job satisfaction (Ofirgilt et al., 2018), reduction of self-efficacy (Arain et al., 2019), reduction of organizational citizenship behavior (Arain et al., 2020), reduction of creativity and innovative work behavior (Bogilovi´ c et al., 2020), and reduced performance (Singh, 2019). In this regard, it is necessary to solve the problem of insufficient knowledge sharing by eliminating knowledge hiding and facilitating knowledge transformation in organizations.

The current research was conducted with a qualitative approach and due to the existence of many new documents in the field of knowledge concealment in organizations and the possibility of their combined analysis, a meta-composite qualitative research method was used. Metasynthesis is the combination of interpretations of the main data of selected studies. Data analysis in the current research was done based on the metacombination method based on the seven-step model of Sandelowski and Barroso (2007). The mentioned method includes the stages of setting research questions, systematic review of texts, searching and selecting suitable texts, extracting information from texts, analyzing and combining qualitative findings, quality control and expression of findings.

The findings showed that 555 concepts, 155 subcategories and 25 main categories were extracted, which include causal conditions (organizational factors, individual factors, occupational factors, group factors and knowledge factors), background conditions (personality characteristics, work factors, technical and environmental factors), political factors and cultural factors), intervening conditions (emotional characteristics, emotional characteristics and social factors), strategies (leadership style, strengthening intelligence, strengthening interpersonal communication, strengthening organizational communication, strengthening performance, strengthening Islamic values, strengthening voluntary behaviors and implementation of knowledge management), consequences (occupational, group, organizational and individual).

The present study showed that hiding knowledge is driven by different reasons at multiple levels. Regarding the multi-level nature of the antecedents of knowledge concealment and determining different ways to manage hidden knowledge in organizations, it enhances the understanding in the field of organizational behavior. Since the researches about knowledge concealment were strongly focused on the interdependencies of the perpetrator and the target due to mistrust and mutual behavior until now. Also, the present research showed that not only the antecedents of knowledge concealment are multifaceted, but also the consequences of this behavior. By integrating this insight into the organizational and management literature, the current research is related to the researches (Xiao and Cook (2019), de Garcia et al. (2022), Rezvan and Takahashi, 2021; Chern et al., 2014; Connelly and Clovey, 2003; Connelly and Zweig, 2015; Conley et al., 2013; Webster et al., 2008).

The present study integrates separate pieces of literature to explain why employees engage in knowledge concealment, thereby connecting disparate pieces of the knowledge concealment puzzle to develop a broader understanding of why employees engage in knowledge concealment. The present study provides a systematic review of knowledge hiding. This was done to identify conceptual patterns about knowledge hiding in organizations between 2012 and 2020 AD and 1391 to 1401 AD. This research is not without limitations. Databases such as Iran Doc, Iran Mag, Normagz, Comprehensive Portal of Human Sciences, Joishgar Alam Net, internal magazines, Google Scholar, Science Direct, Emerald were used as databases, and some other databases may not have been reviewed in this matter. As a result, this review may not cover the full spectrum of the scientific literature on knowledge hiding. In the future, to reduce publication bias, it would be interesting to include other databases to search for interesting texts, for example, work published in journals (ESCI). Second, research on knowledge concealment is emerging, and some researchers may argue that it is not yet mature enough to examine the research field.

The aim of the present study is to identify the factors that affect internal branding with emphasis on the cultural approach of the Islamic Azad University, Khorasgan Branch. The research method is qualitative research (ground theory) and is applied in terms of purpose. Interviews were used to collect information. The external validity and qualitative reliability of the data have been calculated and confirmed. The statistical population was a group of experts and professors of Khorasgan University, which was initially 9 people and then continued until the final saturation of 12 people. The ground theory method was used to analyze the data. First, categories and concepts were extracted through interviews and with the help of open coding and central coding, and the number of 91 open codes and 29 central categories was obtained. Internal branding is to increase employees' commitment to the organization; Of course, this will be achieved if the senior managers support the activities of human resources management and also the employees of the organization. The more this support, the commitment of the employees in the organization will increase and the internal brand will be better formed. Also, human resource managers were familiar with all factors of human resource management, such as the processes of recruitment, retention, performance evaluation, training, development, health and safety, communication, suggestion system, etc., and their main problem is the lack of implementation of these processes due to various reasons such as culture.

The present study was conducted with the aim of identifying and ranking the antecedents of deviant behaviors in the work environment with a mixed approach of Isfahan Islamic Azad University. The current research is an applied research and in terms of the method of conducting a mixed research (qualitative-quantitative). The statistical population of the research in the qualitative part is the number of 16 university experts whose opinions were used to identify the consequences of deviant behaviors in the workplace, and in the quantitative part for modeling, the statistical population is a group of experts and professors of Khorasgan University who Their number was 660 people. Then according to Cochran's formula, the sample size was 445 people. The sampling method in this research is stratified sampling proportional to the volume. The consequences of deviant behaviors in the work environment have been first identified with the Delphi technique, then they have been modeled and ranked using structural equation techniques and exploratory and confirmatory factor analysis. The research findings showed that the antecedents of deviant behaviors in the work environment of Isfahan Islamic Azad University It contains 6 major antecedents for the organization, which in order of priority are: managerial antecedents, individual antecedents, group antecedents, structural antecedents, process antecedents, occupational antecedents.

bullying in the workplace,

The purpose of this study is to determine the effect of Islamic piety on deviant behaviors in the workplace through Islamic leadership and organizational justice. The present study is applied in terms of purpose and correlational in terms of how to collect descriptive information. The statistical population of the present study consisted of all employees working in (Case study: Islamic Azad University, Isfahan Branch (Khorasgan)) 660 people, which through Cochran sampling formula 244 people as a sample through stratified sampling method appropriate to the volume were chosen. Research tools Standard Questionnaire of Deviant Behaviors in the Workplace Applebum et al. (2007), Standard Questionnaire of Islamic Piety Omar et al. (2015) and Standard Questionnaire of Islamic Leadership of Khalegh and Ogansola (2011), and Standard Questionnaire of Organizational Justice Niehoff and Morman The validity of the questionnaires was examined based on content, face and structural validity and the validity was confirmed. On the other hand, the validity of the questionnaires by Cronbach's alpha method was 0.88, 0.90 and / 90, respectively. It was estimated to be 0 and 0.88 and the data were analyzed at the inferential level, including structural equation modeling.The results showed that Islamic piety through Islamic leadership has a negative and significant effect on deviant behaviors in the workplace. The effect is -0.65 and through organizational justice has a negative and significant effect on deviant behaviors in the workplace, the coefficient of this effect is -0.69

The purpose of this study was to investigate the effect of organic and mechanical structures on organizational performance with the moderating role of organizational culture.

The present study was conducted by descriptive correlation method. The statistical population of the present study included Toka Foolad (public joint stock) investment companies with 24 companies with 5340 employees, which was extracted by stratified sampling method with a volume of 363 samples. In order to determine the sample size, Cochran sampling formula was used. The collection tool of this research is standard questionnaires including; the organizational structure was Vega and Januzas in 1979, Denison's organizational culture in 1999 and the organizational performance of Nadi and Hazeghi [1]. The content validity of the questionnaires was confirmed by the supervisor and several thematic experts and the face validity was confirmed by several members of the statistical community 0.839, 0.820 and 0.868 were estimated. Analysis of research data at two descriptive levels using statistics such as mean and standard deviation and inferential using structural equation model, etc. was performed by SPSS 26 and warp pls 6 software.

The results showed that Mechanical and organic structures affect organizational performance with coefficients of -0.37 and 0.32, respectively, but organizational culture does not moderate these relationships.

Originality/Value:

 In this research, the effect of organic and mechanical structures on organizational performance with the moderating role of organizational culture has been studied and analyzed.

The purpose of this study was to investigate the impact of incivility in the workplace on deviant behaviors in the workplace with the mediating role of organizational pessimism and emotional exhaustion. The current research was applied in terms of its purpose and descriptive in terms of the method of collecting correlational data. The statistical population of the present study consisted of all the employees of Isfahan branch of Islamic Azad University (Khorasgan) in the number of 660 people, and 445 people were selected as a sample through the stratified sampling method proportional to the volume through Cochran's sampling formula. The research tools were Cortina et al.'s workplace incivility questionnaire (2001), Spector et al.'s deviant behavior questionnaire (2006), Dean et al.'s (1998) organizational cynicism questionnaire, and Maslach and Jackson's emotional exhaustion questionnaire (1981). Based on this, the content, form and construct validity were examined and after the necessary terms, the validity was confirmed and on the other hand, the reliability of the questionnaires was 0.90, 0.90, 0.88 and 0.88 respectively with Cronbach's alpha method. Estimated. Data analysis was done at two descriptive and inferential levels including structural equation modeling.The results of the research showed that incivility in the workplace had a positive effect on deviant behaviors in the workplace, and the coefficient of this effect was 0.77, and also, the results showed that organizational pessimism and emotional exhaustion play a mediating role between incivility in the workplace and deviant behaviors. had in the work environment.

The present research was conducted with the aim of investigating the effects of green knowledge management on green innovation and sustainable development with the mediating role of green organizational culture. The study is applied in terms of purpose and descriptive-correctional in terms of data collection procedure. The statistical population includes all the managers of industries in Shahrekord industrial town, numbering 651 people, 253 of whom were selected as sample of the study through stratified random sampling method using Cochran's sampling formula. The research tools were the standard questionnaire of green knowledge management, the standard questionnaire of green innovation, the standard questionnaire of sustainable development, and the standard questionnaire of green organizational culture, the validity of which were examined and confirmed based on content validity using the opinions of experts, face validity using the views of a few precipitants from statistical population, and construct validity. On the other hand, the reliability of the questionnaires using Cronbach's alpha method was estimated as (0.90), (0.80), (0.80), and (0.90), respectively. The analysis of the research data was done at two descriptive and inferential levels using the structural equation model (partial least squares). The findings showed that green knowledge management has a positive and significant effect on green innovation, with the coefficient of 0.63. Moreover, green knowledge management has a positive and significant effect on sustainable development, with the coefficient of 0.62. Finally, green organizational culture mediates the relationship between green knowledge management and green innovation and sustainable development.

The main objective of this study is to investigate the impact of Enterprise Resource Planning (ERP) on Operational Performance (OP) through Supply Chain Orientation (SCO) in Faradaneh company.

The present study is a descriptive survey regarding research methods. A standard questionnaire by Acar et al. [1] was used to measure the variables of the research model. The questionnaire was implemented through the participation of 135 managers and employees of Faradana company who were selected by stratified random sampling after measurement of validity (face and content validity based on Lawshe's method, confirmatory and exploratory factor analysis, convergence, and divergence) and reliability (Cranach's alpha method and hybrid).

The results showed that ERP had a significant and strong effect on the OP of Faradaneh company by mediating the SCO, indicating the high predictive power of the ERP components (With a coefficient of determination of 0.93). Also, the ERP Pathway had the most effect on OP, with a path coefficient of 0.71 and a significance of p < 0.001. The value of the present study is due to content innovation (simultaneous use of ERP variables, OP, and SCO) and method (using different validity and reliability methods).

Originality/Value: 

The present study investigates the effect of organizational resource planning on OP through SCO on the Faradaneh Aquatic Food Production Company employees.

Organizational silence, foundational data theory

The purpose of this research is to determine the effects of abusive supervision on knowledge sharing and concealment with the mediating role of Islamic work ethics. The statistical population of this research was all the employees of Chaharmahal and Bakhtiari universities, whose number is 2255 people, according to the size of each region, a sample size of 660 people was selected using Cochran's formula, and the sample people were selected using the stratified sampling method. They were chosen according to the volume of each floorAnd the data analysis was done at the inferential level, including the modeling of structural equations, and the data analysis was done with the help of structural equations in Warp software. The results of the research showed that abusive supervision through Islamic work ethics has a negative and significant effect on knowledge sharing, and the coefficient of this effect is 0.22, and abusive supervision through Islamic work ethics has a positive and significant effect on knowledge concealment, which coefficient is 0.22. This effect is 0.11The purpose of this research is to determine the effects of abusive supervision on knowledge sharing and concealment with the mediating role of Islamic work ethics. The statistical population of this research was all the employees of Chaharmahal and Bakhtiari universities, whose number is 2255 people, according to the size of each region, a sample size of 660 people was selected using Cochran's formula, and the sample people were selected using the stratified sampling method. They were chosen according to the volume of each floorAnd the data analysis was done at the inferential level, including the modeling of structural equations, and the data analysis was done with the help of structural equations in Warp software. The results of the research showed that abusive supervision through Islamic work ethics has a negative and significant effect on knowledge sharing, and the coefficient of this effect is 0.22, and abusive supervision through Islamic work ethics has a positive and significant effect on knowledge concealment, which coefficient is 0.22. This effect is 0.11The purpose of this research is to determine the effects of abusive supervision on knowledge sharing and concealment with the mediating role of Islamic work ethics. The statistical population of this research was all the employees of Chaharmahal and Bakhtiari universities, whose number is 2255 people, according to the size of each region, a sample size of 660 people was selected using Cochran's formula, and the sample people were selected using the stratified sampling method. They were chosen according to the volume of each floorAnd the data analysis was done at the inferential level, including the modeling of structural equations, and the data analysis was done with the help of structural equations in Warp software. The results of the research showed that abusive supervision through Islamic work ethics has a negative and significant effect on knowledge sharing, and the coefficient of this effect is 0.22, and abusive supervision through Islamic work ethics has a positive and significant effect on knowledge concealment, which coefficient is 0.22. This effect is 0.11

The purpose of this study is to determine the effect of organizational culture and organizational ethics on employee performance with the mediating role of deviant behaviors in the workplace. The present study is applied in terms of purpose and correlational in terms of how to collect descriptive information. The statistical population of the present study consisted of all employees working in the Islamic Azad University of Isfahan (Khorasgan) of 660 people, of which 244 people were selected through Cochran's sampling formula as a sample through stratified sampling method appropriate to the volume. Research tools Standard Questionnaire of Deviant Behaviors in the Workplace of Appleham et al. (2007), Standard Questionnaire of Employee Performance of Gibson et al. (2010) and Standard Questionnaire of Organizational Culture Robbins and Jaj (2017) and Standard Questionnaire of Victor and Cullen (1988) The validity of the questionnaires was examined based on content, face and structural validity, and after the necessary terms, the validity was confirmed. 0 and 0.92 were estimated and data analysis was performed at the inferential level including structural equation modeling. The results showed that this study shows that organizational culture and ethical atmosphere have a positive and significant effect on employee performance. Organizational culture and ethical climate also have a significant negative effect on deviant behavior, and deviant behavior has a significant negative effect on employee performance.

The aim of the current research is to investigate the mediating role of organizational hypocrisy in the relationship between organizational silence and organizational rumors. The statistical population of this research was all primary school teachers in Farsan city, whose number is 650, according to the size of each region using Cochran's formula 242 The sample size was selected and the sample people were selected using the stratified sampling method according to the size of each stratum. The research tool was the standard organizational hypocrisy questionnaire by Kulichoglu et al. (2019), the standard organizational silence questionnaire by Kahuchi and Demirtash (2013), and the standard organizational rumor questionnaire by Dagli and Han (2018). The constructs were examined and after the necessary terms, the validity was confirmed, and on the other hand, the reliability of the questionnaires was estimated by Cronbach's alpha method as 0.77, 0.88 and 0.90 respectively, and the data analysis was at the inferential level. including structural equation modeling. The results of the analysis conducted in the research showed that organizational silence has a significant positive effect on organizational gossip, the coefficient of which is 0.77. And organizational hypocrisy has a significant positive effect on organizational gossip, which has a coefficient of 0.66, and organizational silence has a significant negative effect on organizational hypocrisy, which has a coefficient of 0.66, and also the effect of organizational silence on organizational spread through organizational hypocrisy is positive. It has an impact factor of 0.88

The aim of the present study is to determine the effects of the intensity of social media use on deviant behaviors in the workplace through techno-stress. The statistical population of this study was all the employees of Isfahan Islamic Azad University, whose number is 660. According to the size of each region with Using Cochran's formula, a sample size of 445 people was selected and the sample people were selected using the stratified sampling method according to the size of each stratum. The research tool was the standard questionnaire of deviant behaviors in the workplace by Robinson and Bennett (2000), the standard questionnaire of the intensity of social media use by Moqbal et al. (2013), the standard questionnaire of techno-stress by Gunathan (2008), and the validity of the questionnaires was based on the validity content, form and structure were examined and after the necessary corrections validity was confirmed and on the other hand the reliability of the questionnaires was estimated by Cronbach's alpha method as 0.88, 0.80 and 0.90 respectively and data analysis were conducted at an inferential level including structural equation modeling. The findings showed that the intensity of social media use through techno-stress has an effect on deviant behaviors in the workplace, and techno-stress has a relationship between the intensity of social media use and deviant behavior in the workplace, whose influence coefficient is 0.77.

The purpose of this study was to investigate the impact of transformational leadership on attitudes toward change through organizational innovation and organizational learning. The present study was applied in terms of purpose and correlational in terms of how to collect descriptive information. The statistical population of the present study consisted of all faculty members of Islamic Azad University, South Tehran Branch, 554. 226 people were selected through Cochran sampling formula as a sample through stratified sampling method appropriate to the volume. And structures were examined and after the necessary terms validity was confirmed and on the other hand the reliability of the questionnaires by Cronbach's alpha method to (0.93) and (0.81), (0.85) and (0.92) Data analysis was performed at the inferential level, including structural equation modeling. The research results showed that transformational leadership through organizational learning has a positive and significant effect on attitudes to change with a coefficient of this effect of 0.44 And through organizational innovation has a positive and significant effect on attitudes to change, the coefficient of this effect is 0.55 and also It has a direct positive effect on the attitude to change and the coefficient of this effect is 0.66.

The purpose of this research is to identify the key components resulting from the experiences of employees and faculty members of Isfahan Azad University (Khorasgan) of organizational silence and to present its conceptual model based on structural equation modeling, based on the mixed exploratory approach of model design.

In this research, a mixed method was used, in the qualitative part, the phenomenological method was used, and in the quantitative part of the descriptive method, correlation based on structural equations was used. The statistical population of this research in the qualitative part consisted of employees and faculty members of Isfahan Azad University (Khorasgan), who were selected in the qualitative part with the maximum discrimination method, and saturation was achieved after 20 interviews. In order to check the validity of qualitative data, the construct, external, descriptive and interpretive validity of Lincoln and Goba (2007) was used, and in order to check the reliability, the triple approach of Rao and Perry (2003) was used.

The results showed that that organizational silence factors were classified into 4 main categories of individual factors, organizational factors, group factors and cultural factors and the consequences of organizational silence were categorized into 2 categories of organizational factors and individual factors.

The effect of moderating factors through Organizational factors were not significant to organizational outcomes, and the influence of moderating factors through group factors to individual outcomes was not significant, and the structure of individual factors had the greatest impact on individual outcomes with a value of 0.71.

The current research is applied in terms of purpose and descriptive in terms of correlational data collection. The statistical population of the present study was made up of all the employees working in Islamic Azad University of Isfahan branch (Khorasgan) in the number of 660 people, and 244 people were selected as a sample through the stratified sampling method proportional to the volume through Cochran's sampling formula. The research tool of the standard questionnaire of deviant behaviors in the workplace by Robinson and Bennett(2000), Koopmans et al.'s standard employee performance questionnaire (2014), Weiss et al.'s (1967) standard job satisfaction questionnaire, and Ashmos and Duchon's (2000) standard workplace spirituality questionnaire, the validity of the questionnaires was based on content, form and construct validity. were checked and after the necessary terms, validity was confirmed and on the other hand, the reliability of the questionnaires was estimated by Cronbach's alpha method as 0.88, 0.90, 0.88 and 0.90 respectively, and the data analysis was at the inferential level. including structural equation modeling. The results of the research showed that spirituality in the work environment through job satisfaction has a positive and significant effect on the performance of employees that the coefficient This effect is 0.65 and spirituality in the workplace through deviant behaviors has a negative and significant effect on the performance of employees, the coefficient of this effect is -0.25, and spirituality in the workplace through job satisfaction has a negative and significant effect on deviant behaviors The coefficient of this effect is -0.85.

The purpose of this study is to determine the effect of organizational culture on job performance through job satisfaction and knowledge sharing. The present study is applied in terms of purpose and in terms of how to collect descriptive correlational information. The statistical population of the present study consisted of all employees working in Toka Foolad Company in the number of 5340 people, of which 787 people were selected as a sample through Cochran's sampling formula through stratified sampling method appropriate to the volume.And data analysis was performed at the inferential level, including structural equation modeling. The results showed that the relationship between power distance and knowledge sharing with an impact factor of -0.77, the relationship between power distance and job satisfaction with an impact factor of -0.55, the relationship between ambiguity avoidance and knowledge sharing with an impact factor of 0.25, the relationship between avoidance Job satisfaction with an impact factor of 0.35 and the relationship between collectivism and job satisfaction with an impact factor of 0.45 and masculinity with job satisfaction with an impact factor of 0.22 and long-term job satisfaction with an impact factor of 0.33 and job satisfaction with knowledge sharing with a coefficient Impact of 0.88 and job satisfaction with job performance with an impact factor of 0.75 and knowledge sharing with job performance with an impact factor of 0.55 were significant.

The purpose of this research is to determine the effects of organizational social responsibility on deviant behaviors in the workplace and the tendency to leave the job with the mediating role of job satisfaction. The statistical population of this research was made up of all the employees of Isfahan Islamic Azad University (Khorasgan) in the number of 660 people, and 244 people were selected as a sample through the stratified sampling method based on the size of the sample.the form based on the views of a number of the statistical community and the structure with the factor analysis method, and after the necessary terms, the validity was confirmed and on the other hand, the reliability of the question Letters were estimated by Cronbach's alpha method as 0.88, 0.77, 0.90 and 0.90 respectively. Data analysis was done at two descriptive and inferential levels including structural equation modeling. The results of the research showed that organizational social responsibility through job satisfaction has a negative and significant effect on the desire to leave the job, and the coefficient of this effect is -0.55, and organizational social responsibility through job satisfaction has a negative and significant effect on deviant behaviors in the workplace. The coefficient of this effect is -0.66 and the direct effect of organizational social responsibility on the desire to leave the job is also significant and negative.

This research aims to investigate the effect of job stress on deviant behaviors in the workplace, with the mediating role of job satisfaction. The statistical population of this research was all the employees of Isfahan Islamic Azad University (Khorasgan), which numbered 660, using Cochran's formula. 244 people were selected as the sample size. To collect the required data in this research, standard questionnaires were used and their validity and reliability were tested, and they were highly valid and reliable. In order to check the hypotheses of the research, Warp-PLS software was used to check the structural equations and path analysis using the partial least squares method. The results of the study carried out in the research showed that job stress has a significant positive effect on deviant behaviors in the work environment, its effect coefficient is 0.55. And according to the output of WARP software, job stress has a significant negative effect on job satisfaction, its effect coefficient is 0.44, and also the impact of job stress on deviant behaviors in the workplace through job satisfaction is positive, and its effect coefficient is 0.25. The results of this research showed that job stress has a direct effect on deviant behavior at work, and job satisfaction mediates the effect.

The purpose of the present study is to determine the effect of Islamic leadership and Islamic work ethics on the Islamic performance of employees with the mediating role of Islamic organizational culture. The current research is applied in terms of purpose description, and  correlational data collection. The statistical population of the present study was consisted of all the employees working in (case of study: Islamic Azad University, Isfahan branch (Khorasgan)) including  660 employees. With the help of   Cochran sampling formula, the number of 244 employees through the stratified sampling method  with proportional to the volume were selected. The research tools were the standard Islamic leadership questionnaire by Fabriani et al. (2018 ) ,  the  standard Islamic work ethics questionnaire by Ali and Al-Kazemi (2007), the standard Islamic organizational culture questionnaire by Fazlur Rahman and Fawad (2022), and finally  standard Islamic performance questionnaire by Marsudi et al. 2019) The validity of the questionnaires was examined based on content, form and construct validity. After adding the necessary terms, the validity was confirmed and  the reliability of the questionnaires calculated as 0.90, 0.90, 0.92 and 0.92 and data analysis was done at an inferential level including structural equation modeling. The results of the research showed that Islamic leadership, Islamic work ethics and Islamic organizational culture have a positive and significant effect on the performance of employees. On the other hand, Islamic leadership with the mediation of Islamic organizational culture had a significant effect on the performance of employees.

The purpose of this study was to determine the relationship between talent management and employee productivity in Isfahan governorate.

The research method was applied in terms of purpose and descriptive-correlational in terms of data collection. The statistical population of the present study consisted of all employees and managers working in Isfahan governorate in the number of 416. 370 people were selected as a sample through Cochran's sampling formula through simple random sampling method. Goldsmith (1980) and Armstrong talent management questionnaire (2006) that the validity of the questionnaires were examined based on content, face and structural validity and after the necessary terms the validity was confirmed and on the other hand the validity of the questionnaires by alpha method. Cronbach was estimated to be 0.91 for manpower productivity and 0.86 for talent management, and the data were analyzed at both descriptive and inferential levels including pearson correlation coefficient and multivariate regression.

The results showed that talent management has a significant positive relationship with human resource productivity among Isfahan provincial staff (p <0.05) and also showed that the dimensions of talent absorption, retention of talents and talent development with human resource productivity among Isfahan Governor's staff has a significant positive relationship (p <0.05) and the dimensions of talent retention and talent development can predict the productivity of human resources among Isfahan Governor's staff.

Originality/Value: 

The results of this study provide completely accurate, correct and clear information about the relationship between talent management and employee productivity. These results can be a roadmap for Isfahan provincial managers to strengthen and improve staff productivity through talent management.

The present study was conducted with the aim of investigating the effects of corporate social responsibility on brand equity and brand loyalty with the mediating role of brand reputation. The research method is descriptive, correlational and in terms of its purpose is applied. The statistical population includes all students of Shahrekord State University and Islamic Azad University, Shahrekord branch in 1401-1400, whose number is equal to 16,647 students of Shahrekord State University and 12,653 students of Islamic Azad University, Shahrekord branch. From this population, 642 people were selected as a sample informed by Cochran's sampling formula using the purposeful method. The analysis of research data was done on two levels, i.e. descriptive level using statistics such as mean and standard deviation, and inferential level using statistics such as structural equation model, and partial least squares. The findings showed that there are positive and significant effects for corporate social responsibility on reputation, brand equity and brand loyalty, directly or indirectly, for private and state universities. There is a significant difference between state university and the Islamic Azad University in the direct and indirect effects of corporate social responsibility on brand loyalty, as well as the effects of brand reputation on brand loyalty.

This study was carried out to identify the various aspects of deviant behaviors in workplace. To this end, we adopted the qualitative meta-synthesis research method. The statistical population of the study included all articles, studies, and theses related to our research topic and carried out in the periods 1391-1400 SH and 2006-2021 CE. After running criterion-based purposive sampling, 450 related studies were found. In the review phase, 100 studies were removed due to the title incompatibility, 30 articles because of the inappropriateness of abstract, and 20 articles due to the content incompatibility with the research topic. Thus, the number of examined studies reduced to 300. The data was analyzed using Strauss and Corbin model and coding in open, axial, and selective stages. The qualitative analysis phase led to the identification of 333 concepts, 133 secondary categories, and 16 primary categories. These were grouped in the form of causal conditions (professional, organizational, individual, and group factors), contextual conditions (social, cultural, and legal factors), intervening conditions (profiteering and political behaviors), strategies (organizational, group, and individual deviation), and consequences (individual, organizational, and professional consequences) in the conceptual model of the study.

The aim of the present study is to determine the effects of perceived organizational policies on incivility in the workplace through the perceived resilience of employees. The statistical population of this study was all the employees of Chaharmahal and Bakhtiari universities, whose number is 2255, according to The size of each area was selected using Cochran's formula, a sample size of 660 people, and the sample people were selected using the stratified sampling method according to the size of each stratum. To collect the required data in this research, standard questionnaires were used and their validity and reliability were tested, and they were highly valid and reliable. The results of the analysis conducted in the research showed that perceived organizational policies through impoliteness in the workplace have an effect on perceived employee resilience. According to the WARP output, there is a significant value for the direct impact of perceived organizational policies through incivility in the workplace on perceived employee resilience.