mohammad ataee

This study aims to develop a localized HRM model based on decent work principles for the Mostazafan Foundation. It highlights the role of HRM in promoting fair income, job security, social protection, and equal opportunities, emphasizing the need to adapt Western concepts to local cultural and structural contexts.

This study adopted a mixed-methods (qualitative-quantitative) approach. In the qualitative phase, 165 credible scientific articles from domestic and international databases were reviewed. Articles were collected using keywords such as "decent work," "psychology of work," and "human resource management" with the AND operator from domestic databases (IranDoc, Jihad University, Humanities Portal) and international databases (ScienceDirect, Scopus, Web of Science) within the timeframe of 2014 to 2024. The inclusion criteria consisted of studies addressing the relationship between dimensions of decent work (employment opportunities, fundamental labor rights, social protection, and social dialogue) and HRM, using clear methodologies. Duplicate studies, purely review-based studies, and those lacking empirical data (quantitative/qualitative) were excluded. After multiple screenings, 39 scientific studies were selected. In the quantitative phase, the statistical population included managers and experts from the central office of the Mostazafan Foundation in Tehran. Using stratified random sampling, 177 participants (8% senior managers, 23% middle managers, 31% operational managers, and 38% experts) were selected. Data were analyzed using SPSS and Smart PLS software, and structural equation modeling based on partial least squares was employed to validate the model.

The results indicate that the HRM model based on decent work for the Mostazafan Foundation comprises 94 constructive concepts, 27 components, and 5 main dimensions: transparent and fair recruitment and selection, individual empowerment and development, fair compensation and rewards, decent performance evaluation, and job security and social protection. The inter-rater agreement coefficient (Cohen’s Kappa) calculated for all dimensions was above 0.5, and significance values were below 0.05, confirming the quality of the extracted concepts. Quantitative findings revealed that fair compensation and rewards (path coefficient: 0.691), individual empowerment and development (0.657), job security and social protection (0.624), decent performance evaluation (0.584), and transparent and fair recruitment and selection (0.524) were respectively significant in the studied organization. Cronbach’s alpha, composite reliability, and average variance extracted confirmed the model’s measurement validity, while R² (average for all dimensions: 0.383) and Q² (average for all dimensions: 0.391) indicated the structural model’s validity. The obtained coefficients of determination (between 0.275 and 0.478) demonstrated the model’s explanatory power, making it a reliable framework for implementing decent work-based HRM in the Mostazafan Foundation.

This study emphasizes key components of decent work in HRM, including transparent and fair recruitment, employee empowerment through training, equitable compensation, just performance evaluations, and job security with social protection. These elements contribute to a healthy and productive work environment. The proposed model for the Mostazafan Foundation integrates psychological aspects of work with HRM practices, offering strategies for improving working conditions and advancing economic and social development. Recommendations include designing transparent recruitment systems, equitable reward mechanisms, flexible work schedules, and ergonomic improvements. The qualitative section reviewed 165 articles from reputable sources between 2014 and 2024, excluding older studies due to the time frame. Future research should broaden data sources to include books, reports, and theses for a more comprehensive understanding of HRM within the decent work framework. This model helps managers implement effective HRM strategies tailored to local cultural and structural contexts, supporting the achievement of decent work objectives.

AbstractThe purpose of this research is to identify the competencies of the members of corporate governance committees in public companies, rank the committees and create an optimal combination of competencies in them in order to implement corporate governance.The statistical population, the members of the mentioned committees and the research method are mixed. In the qualitative part, while studying the background and theoretical foundations, with judgmental sampling, twelve members of the corporate governance committees of state-owned companies and university professors were selected and interviewed, and using thematic analysis method, competencies in three dimensions, eleven components and 55 Indexes were identified.In the quantitative part, with judgmental sampling, fifteen members of the board of directors of state-owned companies implementing corporate governance were selected to complete the pairwise comparison questionnaire, and multi-criteria decision-making methods were used for analysis. The findings showed that risk, audit, service compensation, appointments and strategic committees are ranked as the most effective committees with importance coefficients of 0.976, 0.910, 0.904, 0.872 and 0.846 respectively. The most important components of competence are governance knowledge, management skills and governance skills with weights of 0.125, 0.110 and 0.099. In the end, the optimal combination of competencies in each committee was presented for the optimal implementation of corporate governance.

The performance of medical staff, including nurses, can have a great impact on solving the problems of clients. This research is a mixed research and thematic analysis and Delphi methods have been used in it. In order to collect the data, in the theme analysis stage, theme data extracted from scientometrics and survey and questionnaire were used in Delphi. After extracting 96 themes from scientometrics in the Scopus profile and selective coding output, the research findings reached 36 themes in the form of four general examples, examples related to the treatment staff, examples related to the patient, and examples related to the patient's companions. After refining the examples by Delphi and holding three rounds of Delphi, a total of 21 was reached. After examining and refining examples of the ability to accurately diagnose nursing matters, the desire to learn about the patient, the ability to convince the supervisors, the connection of heart-to-heart relationship with colleagues, the commitment to hospital rules and regulations, and the enthusiasm and interest in performing activities according to experts in the country's hospitals. They didn't get high and were eliminated. On the other hand, in terms of behavior, the highest points were given to team cooperation and self-confidence of fans

Given the critical role of human papillomavirus (HPV) in the cause of cervical cancer and other malignancies, there is aneed for innovative approaches to preventing this infection. It has been shown that immunoinformatics is an importantstrategy in computational vaccinology. It is used to design new multi-epitope vaccines against different types of HPVand subsequent cervical cancer. This paper reviews the scope of the entire computational pipeline of HPV vaccinedesign, starting from data analysis at the genomic and proteomic levels and continuing to epitope predictions of theinnate and adaptive immune systems. The search strategy was based on investigating original articles published in“Google Scholar" and “PubMed" from 2015 to 2023-2024. The terms "Immunoinformatics", "Bioinformatics", "Humanpapillomavirus (HPV)", "Vaccine design", "In silico vaccine design", "Multi-epitope vaccine design", "Vaccinology" and"HPV vaccine" were used to for this purpose. We discussed various essential tools involved in the computationaldesign of the vaccine process, e.g., sequence analysis, epitope prediction, conservancy analysis, tertiary structuremodeling, refinement, molecular docking, molecular dynamics (MD) simulation, and in silico cloning. This reviewarticle describes immunoinformatics methods that facilitate the design of a multi-epitope vaccine against HPV.However, this pipeline can also be used to design novel chimeric vaccines for other pathogens.

Trust has recently become the main tool in achieving collaboration in inter-organizational and inter-individual relations and it has raised the social capital volume. The present study aimed to design a transcendent trust model in Tehran Municipality and develop a descriptive paradigm that reveals the way of forming citizens' trust in Tehran Municipality. To achieve the research purpose, dimensions and effective factors of transcendent trust were first extracted in Tehran Municipality using desk studies and taking notes. Thereafter, the most important dimensions of transcendent trust and its determinants in Tehran Municipality were identified using the Delphi technique and the views of 29 experts in this field. Furthermore, the random sampling method (snowball) was applied and the sample size was determined based on the Morgan table and simple random sampling, and 385 clients of Tehran Municipality were selected and received a questionnaire containing dimensions and factors. The data were analyzed using structural equation modeling. The model of effective factors in improving transcendent trust was created with 12 latent variables in two aspects, namely dimensions of transcendent trust (instrumental trust and axiological trust) and their determinants (including e-service quality, public affairs administration communication, accountability, cultural adjustment, legitimacy, online social media, civic engagement, Iranian-Islamic lifestyle, transparency, and citizens' satisfaction). The results indicated that transcendent trust in the municipality was not merely dependent on the functions of municipalities, but other contextual and environmental factors can also play roles in this equation. Therefore, the general authority of Tehran Municipality to the aforementioned background and contextual factors based on the influence of strategic components of the environment where social institutions and other actors operate and interact will generate the best outcome for municipalities to design a relatively comprehensive model in this field.

The generational diversity in the human force that today's organizations are facing is one of the factors of the spread of conflict in organizations. The purpose of this study is to design a model for intergenerational conflict management in Iran's government organizations.

Thematic analysis method has been used to conduct this research. The statistical population of this research was formed by academic and organizational experts. In order to collect data, a semi-structured interview was used.

The research resulted in 119 basic themes, 35 organizing themes, as well as 12 comprehensive themes (i.e., civility gap in events of meaningfulness and perceptualization, the gap in the regularization of communication general rules, self-determination framework of job value-driven, environmental-organizational divergences in generational culturalization, authenticity semantic collapse in intergenerational interactions, organizational withdrawal in intergenerational dissimilarity management, intergenerational conflicts in job ideologies, intergenerational uncertainty in job accomplishment quality, task and relational conflict bilinear orientations, selective criteria in choosing conflict management style, functionalist conflict management strategies, and interpretive conflict management strategies).

Based on the findings, it can be claimed that in order to better understand intergenerational conflicts, it is essential to find the root of the disputed areas in the structure of perceptions of generational differences, and in formulating the types of strategies, it is necessary to consider both areas of discord and conflict in the reactional way.

Today human resources are the most valuable factor of production and the most important capital of any organization and the main resource that generates competitive advantage and creates the basic capabilities of any organization, one of the most important organizational planning is human resources planning. The important factor for the existence of human resources planning is planning to achieve skill, and educational needs and finally improving human resources. The most effective way to achieve a competitive advantage in the current conditions is to make the employees of organizations more efficient by improving them and what is important in the direction of human resources development is that the improvement of human resources is not achieved only with technical and specialized training, but it should be developed in many ways. Payment and this important component will not be possible by applying strategic management in the field of human resources management. Today, the role of resources in every organization is well-defined. Among all the resources of organizations, human resources are the most sensitive and vital resource. The reason for this is the difficult and difficult access to expert human resources when needed. Therefore, the sensitivity of human resources seems important and necessary in today's organizations. Paying attention to human resources and proper management of these resources is important and worthy of attention for the organization. On the other hand, human resource management in hospitals is of great importance; because the performance of all the employees of a medical center has a direct effect on the health of people (patients). If human resources in the health system are directed in the right direction, we can hope to improve other structures of the health system. Considering the above contents and considering the high importance of the performance of hospital personnel on the one hand and the observation of unprofessional behaviors in all hospitals of the country, it is necessary to take more management measures to manage the behavior of this category of employees. According to the review of the relevant literature and records related to the research topic regarding the criticisms of the past programs, it can be concluded that none of the past programs related to the design of behavioral standards of hospital nurses has been fully and comprehensively criticized and reviewed and few criticisms in this The ground has been made. Client satisfaction with the services provided in a health center can be a suitable indicator for measuring the quality of these services, for this reason, the use of behavioral standards is considered very important. Therefore, this research tries to design an interpretive structural model of applying the behavioral standards of young and inexperienced human resources in the country's hospitals (case study: nurses and midwives of Milad Hospital).

The current research is of mixed types (qualitative and quantitative). In the first phase, a qualitative research method was conducted using thematic analysis, and in the second phase, a quantitative method was conducted based on interpretive structural modeling. The statistical population in both qualitative and quantitative sections, due to the expert-centeredness of the interpretive structural modeling approach, formed experts, who included long-term managers of Milad Hospital. The purposeful sampling method was of a criterion type (the criterion of having more than 10 years of experience) until reaching theoretical saturation. The number of samples included 24 people. The sampling method in the quantitative part, due to the expert-oriented approach of interpretive structural modeling, the experts was in the qualitative part (N=15). The measurement tool in the qualitative part was a semi-structured interview and in the quantitative part, a questionnaire. The validity and reliability of the data were confirmed.

The results showed that 5 main themes of effective factors in the application of behavioral standards of human resources in the country's hospitals have been identified. Individual and management are placed in the linked cluster, that is, they influence other factors and are influenced by other factors; Legal and social-cultural are located in the independent cluster, which means that it has a great influence on other factors and other factors have little influence on it, and organizational, occupational and communication are located in the dependent cluster, which means that they are affected by other factors and have little influence on other factors.

Based on the obtained results, individual and managerial factors have been identified among the main factors affecting the application of behavioral standards of human resources in the country's hospitals. In this regard, individual factors such as people's belief in ethical principles and appropriate behavior, personality characteristics of human resources, the degree of adherence to behavioral principles, individual characteristics (age, sex, education, marital status), the legality of hospital human resources, lifestyle and the amount Income and living conditions of human resources and management factors such as management style of managers, the leadership style of managers, use of management techniques by managers, development of a strategic plan for the development of behavioral standards, degree of adherence to behavioral standards of managers from the dimensions of designing an interpretive structural model of applying behavioral standards of human resources. It is the country's hospital. In terms of individual and managerial dimensions, there are two dimensions affecting organizational behavior that can help to improve behavior in the organization. In total, the main variables of the factors affecting the application of the behavioral standards of human resources in the country's hospitals were identified and extracted based on the thematic analysis technique, and the classification of primary concepts into sub-concepts and main concepts is observed; Therefore, finally, the data obtained from the theme analysis method and the theme network formation show that the factors affecting the application of the behavioral standards of human resources in the country's hospitals have 7 main themes and 36 concepts.

As a job design technique, job enrichment emphasizes intra-job motivation in job duties and responsibilities to achieve appropriate behavioral outcomes. The present study aims to design and explain a job enrichment model considering the behavioral dimension of employees in Social Security Organization.

The research method was conducted based on qualitative content analysis and testing structural equations from quantitative perspective. Qualitative data were collected by semi-structured interviews with a purposive judgmental sampling. It was conducted on 14 people (academic experts, managers and deputies of Tehran's Social Security Organization). Researchers collected quantitative data by a 66-item questionnaire based on a 5-point Likert scale distributed among 327 employees of Tehran's Social Security Organization. It was done through Cochran's formula and convenience sampling method. Coding approach was used to analyze qualitative data, and the interview scripts and the SEM test in the Smart PLS 2 package were used to test the hypotheses.

Qualitative findings focused on components such as job policymaking (developing job resource, recruitment structure, and job brand; and job responsibilities' management); trends in job enrichment (enriching the core job characteristics, job knowledge characteristics, and job social characteristics); employee's job psychological perceptions; environmental factors (working environment conditions, organization and team's climate, organizational culture, leadership style); behavioral responses (attitudes, performance, motivation; behavioral, cognitive, psychological well-beings) in the structure of job enrichment. Quantitative findings also indicated that the components of job policymaking and environmental factors have a significant effect on the dynamics of trends in job enrichment. Trends in job enrichment, in turn, have direct and indirect impacts on the components of behavioral responses through employees' psychological perceptions.

This study's paradigm emphasizes the importance of a holistic view with a dynamic capability for job enrichment. Accordingly, 2 factors of job policymaking and intra- organizational environmental factors should be considered by insurance organizations to increase the opportunities for self-realization of job enrichment.

Measuring the effectiveness of defensive organizations due to ambiguity in the objectives, the nature of tasks and the diversity of its staff, is harder than other organizations and institutions. The purpose of this article is designing the effectiveness model of Iran's defensive organizations using competitive values and systems dynamics modeling approaches. The type of research is fundamental, its target is exploratory and its method is survey; the required data was collected using management experts.

In this research, using the systems dynamics approach, a dynamic model of the effectiveness of Iran's defensive organizations was presented. Then, using the foundation data analysis method (grand theory), acted to analyze and identify open, axial and selective key variants to determine the effective system is most affected by which of the variants.

360 degree method for evaluating employees, developing general and specific indicators to evaluate effectiveness, aligning organizational culture with organizational strategies, designing educational systems and integrated learning programs and empowering employees.

defensive organizations have their own effectiveness evaluation model regarding their organizational structure, culture and technologies and the transformations that are happening in the environment. The armed forces of the Islamic Republic of Iran carry out missions and measure effectiveness in accordance with Islamic and Iranian culture and values, on increasing spirituality and in line with religious ideals.

Research on job enrichment performed in the last decade has mainly focused on Hackman and Oldham's job characteristics model. By considering a broader perspective and combining two theories of task attributes theory and social information processing model, the present study investigated job enrichment.

The purpose of this study was to design the model of job enrichment establishment with the emphasis on behavioral dimension in Iranian public organizations (case study: social security organization).

The present study was qualitative research, and data was collected through semi-structured interviews, and analyzed by qualitative content analysis method. Interviewees included two groups of academic experts specializing in human resource management, and managers and deputies in public organizations.

The results emphasized several fundamental and developmental categories for implementing and developing the concept of job enrichment in public organizations. For example, the category of job policy-making as a fundamental factor in the process of job enrichment; the category of trends in job enrichment as the main axes of the process; employee's job psychological perceptions and job outcomes as behavioral and psychological outcomes of the job enrichment process; and, the environmental factors as an underlying and effective category.

What the findings showed in the form of a conceptual model was the importance of a dialectical view with a dynamic capability on the subject of job enrichment. Thus, public organizations need to pay special attention to two factors of job policy-making and intra-organizational environmental factors to increase the feasibility of job enrichment in the job framework and human resources because both can change the direction of job enrichment details, especially its axes, towards either success or failure.

Trust recently has become the main tool in achieving collaboration in the inter-organizational and inter-individual and it’s raising the volume of social capital. The purpose of this study is to design a model of transcendent trust in Tehran Municipality and develop a descriptive paradigm that reveals how to form citizens' trust in corresponding Tehran Municipality in the architecture and urban development area.

To achieve the study purpose, first of all, the dimensions and the influencing factors on transcendent trust in Tehran Municipality is determined by studying the documents and literature study, survey by questionnaire and interview of 29 people in elite group. In this stage the Snowballing sampling was used. Meanwhile, Delphi technique used in two stages to obtain the most important dimensions and influencing factors. Next, after determining the sample size based on Krejcie & Morgan table and simple random sampling, 385 subjects, who had visited Tehran’s Architecture and urban development sector, were selected to take part in the study and provide a response to the questionnaire. The data analysis process is done by theme method and structural equation modeling (PLS software).

Finally the model of effective factors on transcendent trust formed with 12 latent variables in two-part of dimensions of transcendent trust (including Instrumental trust and Axiological trust) and the effective items on it (including E-services quality, Public Administration Communication, Accountability, Cultural compatibility, Legitimacy, Online social media, Civil partnership, Iranian-Islamic lifestyle, Transparency, and Citizens' satisfaction

The finding revealed that transcendent trust totally hasn’t taking from Municipality performance. Indeed, there are some concept and environmental factors which play a vital role in this function. . So the full awareness of Municipality of Tehran that affecting of Environmental Strategic factors that interacting to each other, has the best possible result for Municipalities.

In educational environments, many factors hinder the actualization of this potential are. Especially those who are students of pattern, Means "teacher." Study to "examine the barriers to creativity in education elementary school teachers Qazvin" is discussed. This research method is descriptive - correlational survey is. Information was also collected through library and field using a questionnaire, After confirming the reliability and validity by faculty advisors In a sample comprising 20 Using Cronbach's alpha to 0/78 are calculated. The research sample of 1450 people, and the sample through Cochran formula, 210 patients estimates, And random sampling method - the class-elected. Data obtained using Pearson correlation and multiple regression analyzes were used. The results showed: how creative the teacher is looking at a relatively high level; Between the variables of self-esteem and job satisfaction of teachers with their creativity, there is a significant correlation, So by reducing the variables, their creativity is also reduced; Also, variables, fear of failure and dominance director, creative teachers, have an inverse relationship, Thus, the increase in these variables, how creative teachers are also reduced. The results of the ANOVA showed, Except for the education variable, other variables do not play a role in how creative teachers.

The main purpose of this study is to identify barriers to succession in national championship sports (Case study: Wushu).The statistical population of the study includes the staff managers of the Ministry of Sports and Youth, adult athletes of the national wushu team (men and women), coaches and heads of delegations and senior managers of the Wushu Federation, who are in total (60 people). Sampling method is simple random sampling from the statistical population and the sample size is determined by Morgan and Krejcie sampling table method is equal to 52 people. A researcher-made questionnaire was used to measure the research variables. Content validity ratio (CVR) index was used to determine the validity of the questionnaire. The reliability of the questionnaire was measured by statistical techniques (Cronbach's alpha) with the help of SPSS software, which is 0.92. The collected data were also analyzed using Friedman and one-sample t-tests. The results of data analysis showed that: All four dimensions of management, behavior, organization and structure were effective in the succession system. Among them, the managerial component had the most impact (3.67) and the behavioral component had the least impact (3.22).

Entrepreneurs who fail have different functions. Some grieve and its aftermath is liberated and entrepreneurial re- emergence, others plunge into their grief and choose another path. How do entrepreneurs recover after a failure? In this study, we have tried to identify the factors affecting their recovery by using the experience of entrepreneurs with failure experience.

The present study was conducted using a qualitative approach and phenomenological strategy. According to its ontological principles, this strategy focuses as much as possible on first-hand or lived experiences. Data collection was done through semi-structured interviews with 18 entrepreneurs with failure experience who have started a new business.

The four themes of family, social interaction, religious beliefs and distraction, which are composed of ten components, along with individual factors, affect the recovery of the individual..

According to the research results, it is necessary to provide the obligatory training for entrepreneurs in different periods to strengthen the sensemaking of the concept of failure and its recognition as an acceptable event with entrepreneurship, as well as the development of necessary individual skills to learn about phenomena and Recovering from events should be on the agenda of trustees

The purpose of this study is to expose a model for Individual entrepreneurs based on interpretive analysis of interviews approach. This research is in area Qualitative studies. For data collection, we used the semi-structured interview technique with 20 entrepreneurs locate in university science parks in Iran and the purposive sampling method is used. Validity was confirmed by participants' reviews and peer review by the opinions of seven academic experts and the reliability’ tools were evaluated using exact note in the interview and agreement method of two coders. the text of the interviews is coded and revised and based on open, axial and selective coding, behavioral intentions are brought to the surface. categories and associations and relationships were identified and this process led to the extraction of codes. Based on the findings of this study, entrepreneurs' behavior is classified in three stages: opportunity, creation and exchange and four levels of micro (action), base (activity), integration (duty) and Galactic (combination). As a result, the causal factors, environmental factors, and the stages and levels of behavior identified in this study contribute to the process of the formation of Individual entrepreneurship in Iran.

Given the important role of prevention managers in promoting organizational performance, recognizing the characteristics of these managers is of particular importance. The purpose of this study is to provide a model for identifying individual characteristics of NAJA's proactive managers and predicting their proactivity in uncertainty situations. This research in terms of research purpose, is developmental and, in terms of research design, is descriptive-survey. Also, the present study, in terms of the nature of data is quantitative. The statistical population of the study includes experts and directors of NAJA in Guilan province. Two questionnaires were used to collect data. Fuzzy inference system was used to design the model. The results of the fuzzy inference system also show that three important characteristics of the proactive managers include personality traits, internal motivation and knowledge, skill and ability to forge managers. Law enforcement officers pay attention to the above-mentioned features in order to identify, select, and appoint NAJA Interaction Managers, and personality traits should be considered more than others.

Considering the role of the proactivity of managers in improving the organization's performance in dynamic situations, the purpose of this research is to present a model for the proactivity of police officers based on their individual characteristics.

Research is objective, developmental, and in terms of nature, descriptive-survey. The statistical population of the research includes academic and organizational experts. Data were collected using two questionnaires. Fuzzy inference system was used to design the research model using MATLAB software.

Regarding to the fact that the score of personality traits is 8.8, internal motivation is 4.7 and behavioral characteristics 8, the definite score for the manager's proactivity is 8.72.

Internal motivation, personality traits and behavioral characteristics were identified as individual attributes of the proactivity of police officers. The severity of these factors is directly related to the managers' proactivity intensity. Personality traits have the greatest impact on the proactivity of police officers.

This article investigates the basis of entrepreneurial alertness using the theoretical approach of cognitive psychology and relates it to existing theories in the field of entrepreneurship. The purpose of the research was to identify the dimensions of entrepreneurial alertness and their relationship to the above construct in a model in order to better understand the concept of entrepreneurial alertness. In this research, by using a mixed method (interwined) first the previous results and findings were analyzed based on the qualitative meta-synthesis method and utilizing an open coding tool and the phenomenon of entrepreneurial alertness was classified into four dimensions of prior knowledge, successful intelligence, mindfulness and market analysis, and 24 components accordance with the seventh steps of the Sandelwski and Barroso methods. The statistical population of the study consisted of 262 entrepreneurs from Tehran and Alborz provinces. Using Cochran's formula, the volume of the sample was calculated as 157 people and the samples were selected by simple random sampling. Data were collected through the researcher made questionnaires which prepared by researchers of this study. Data analysis was performed using the structural equation modeling method through Amos24 software. The results of the research indicated the significant relationship between prior knowledge and market analysis; mindfulness on market analysis; mindfulness and entrepreneurial alertness; market analysis and entrepreneurial alertness; recognizing opportunity and entrepreneurial alertness. The results also show an insignificant relationship between successful intelligence and market analysis.

In this research, the identification and prioritization of factors affecting the effectiveness of human resources information systems in Qazvin governorate was studied. The statistical population of the research is all administrative experts of Qazvin governorate with a minimum undergraduate degree and five years work experience. Referring to the Department of Labor, the number of experts is set at 159. The sampling method is also targeted. The method of this research is from the perspective of the applied objective and in terms of survey information gathering method. Also, the nature of research is correlation. The data gathering tool was a questionnaire. In order to categorize factors, exploratory factor analysis has been used and a confirmatory factor analysis has been used to examine the significance of the factors. Finally, using the path analysis, the effect of factors considered on the effectiveness of information systems has been investigated. According to the results of the research, the type of system, the advantages of using the system, user satisfaction, applications, system acceptance and cost effectiveness have been accepted for the effectiveness of human resources information systems. Finally, it should be noted that using the calculated path coefficient, the rankings of the identified factors were considered, according to the results, the acceptance of the system in the first rank and the effectiveness of the cost are in the last rank.

This study examines how corporate social responsibility by becoming the employer brand can be converted to social capital. To achieve this goal, participants study were the PhD students of Qazvin Islamic Azad University college of Management and Accounting, which 161 students were selected by simple random sampling method.Current research in terms of dimension of the goal is applied research and the method of data collection, is descriptive-correlational. Tthe information collected by a questionnaire. For validity, was used content, convergent and divergent validity. Index reliability, were measured by three criteria: Factor load, Cronbach's alpha and composite reliability that all of them were approved. In this research were used to test the research hypotheses, structural equation modeling with Partial Least Squares approach and analysises by SmartPLS software. The findings showed: direct effect of corporate social responsibility on social capital was rejected, but the direct impact of employer branding,direct effect internal audience satisfaction,external audiences image were confirmed. Also indirect effect of corporate social responsibility by employer branding and internal audience satisfaction and external audiences image, indirect effect of employer branding by internal audience satisfaction and external audiences image, indirect effect of internal audience satisfaction by external audiences image on social capital were confirmed.

The present study aimed at identify ways to remove barriers to women’s job development in governmental organizations. Variables of this research include develop organizational justice, training courses for Learning management skills, Strengthen self confidence, Strengthen risk-taking, presence of informal communication networks, participation of women in decision-making and women’s job development. The present research was functional in terms of purpose. The data was gathered using questionnaire and simple random sampling of questionnaire and field approach. The sample population in this study consisted of all female employees State Tax Organization of Qazvin and about 123 acceptable samples was collected. The data analysis was done using Chi-Square test and one-sample t-test in SPSS software . The results show that there is a significant relationship between develop organizational justice, training courses for Learning management skills, Strengthen self confidence, Strengthen risk-taking, presence of informal communication networks, participation of women in decision-making and women’s career development.

Factor analysis was conducted over two dietary patterns were identified. Western dietary pattern with high consumption of sweets, jams and preserves, mayonnaise, soft drinks, salty snacks, solid fats, high fat dairy products, fried potatoes, Ama’ and viscera, meat and processed foods, tea and coffee , a healthy diet with a higher intake of refined grains and cooking oils, legumes, nuts, fruits, poultry and fish, whole grains, eggs, vegetables and low-fat dairy Bvd.ps adjusting for the impact of possible turbulence earn higher scores the Western pattern diet significantly (P <0.05) were associated with increased risk of prostate cancer (odds ratio 2.33; 95% CI, 9/4 to 1/1) in front earn a high score of a healthy diet significant relationship (P <0.05) with a reduced risk of prostate cancer (OR = odds of 25/0, 95%, 53/0 to 11/0). lower risk of prostate cancer.People with a diet rich in refined grains close to the Western dietary pattern, red and processed meat and high-fat and fried food more risk of prostate cancer versus those who risk their diet is closer to a healthy diet lower risk of prostate cancer.