mohammad hakkak

The present research is descriptive-exploratory in terms of its practical purpose and in terms of the method of information gathering, and it is of the qualitative research type, which was carried out using the phenomenology method. Since the current research is qualitative, the method of collecting information in it is in-depth interviews with the participants. Based on the purpose of the research, which is a phenomenological comparison of branding behaviors of human resources in chain stores in Iran and Afghanistan, society is defined in two parts. In this way, the statistical population of the research in Afghanistan are the professors of Kabul and Herat universities in the fields of management and marketing, as well as the managers and employees of Alkozi chain store, 21 of them were selected through purposive sampling and based on the principle of theoretical saturation and in Iran, there are university professors and managers and employees of chain stores, 25 of them were selected as sample members by purposeful sampling and based on the principle of theoretical saturation. In this research, in order to review and analyze the data obtained from the interview, the theme analysis method and Maxqda software were used.The results of the research, in addition to recognizing and understanding the mentioned phenomenon,identified the dimensions of brand-building behaviors of human resources, which included 10 comprehensive themes, which include: attention to value, communication, creating a desirable brand image,attention to security, type of participation, type of advertising, which are finally presented separately for Iran and Afghanistan.

s.Abstract This research was done with the aim of designing an organizational disclosure model in government organizations. This research is developmental in terms of practical purpose, in terms of approach, and mixed (qualitative-quantitative) in terms of data analysis. In the qualitative phase of the research, using the theoretical sampling method, 10 experts were selected as the statistical population and subjected to in-depth interviews. In the quantitative phase, all senior and middle managers of government organizations in Kermanshah province were considered as the population, and 210 people were selected as a statistical sample based on random sampling. The main tool of data collection in the qualitative phase of the research was in-depth and unstructured interviews with experts. In the quantitative phase of the research, a closed and researcher-made questionnaire consisting of 30 items was used as the main tool for data collection. In the qualitative phase of the research, the data obtained from the questionnaire were analyzed based on the theme analysis method. In the quantitative phase of the research, SPSS and smart-PLS software were used to perform descriptive and inferential analyses. Finally, the results of the research led to the design of the organizational disclosure model in government organizations, and the hypothetical relationships and the complete structure of the model were tested and verified in a large society.Based on the research findings, the proposed model includes three categories of factors, which are: causal factors; mediating factors; And finally, consequential factors.

Communication is one of the most extensive, important and complex social aspects of human life. Organizational communication is an important issue in organizations and the most important task of every manager is to develop an effective organizational communication system. It has been proved by experience that if correct communication is not established in the organization, the flow of activities and processes is disrupted and actions are not performed correctly. The factor that can solve this problem so that it can help the individual and the organization, according to the Valuable words of Ameer al-Momineen Ali bn Abi-Talib (peace be upon him), is wisdom. Communication, if combined with wisdom, can be useful in the effectiveness of individual, group and organizational interactions. For this purpose, in this research, the topic of wisely organizational communication is investigated. This research is qualitative in terms of data type, exploratory in terms of purpose, and inductive in terms of approach. In this research, documentary method and theoretical study are used, and among the various strategies of qualitative research, thematic analysis strategy is used. By carefully examining and studying the sayings of Nahj al-Balagha, 282 basic themes were extracted and from the continuous combination and comparison of basic themes and based on conceptual and semantic affinity, 43 organizing themes and after examining the organizing themes in terms of content and nature and According to the literature and the background of the field of communication, 6 global themes (individual communication catalyst, collective communication catalyst, communication barriers, communication priority makers, communication wisdom makers and consequences) were obtained.

This research was conducted to design a human resource flexibility model with the fuzzy TISM approach at Lorestan University. The research is based on a practical purpose and in terms of method, it is a mixed quantitative and qualitative research. The data have been analyzed through fuzzy total interpretive structural modeling. The statistical population of the research in the qualitative and quantitative part was a group of experts, consisting of professors from the Faculty of Economics and Management of Lorestan University, whose orientation and expertise were in the field of human resources management. The flexibility indicators of human resources were identified through theoretical literature and interviews with 7 experts in this field who were selected as a sample using the purposeful sampling method and based on the theoretical adequacy principle. As a result, 12 indicators were extracted. In the quantitative part of the questionnaire, the sample completed pairwise comparisons of indicators. Then, the interpretive structural modeling method was used in the fuzzy environment to create a connection and sequence between the factors and provide a structural model. The leveling of human resource flexibility indicators was done in thirteen stages, finally forming the human resource flexibility model

Government organizations are increasingly susceptible to the influence of the political landscape, as noted by many organizational theorists. This has led to efforts by proponents of "New Public Management" who believe these organizations should be insulated from undue political influence, specifically in the areas of corruption, pollution, and political bribery. However, these attempts have yielded limited success. The purpose of this research is to identify the factors affecting political bribery in the selection of managers of government organizations, to design a model of political bribery in the selection of managers of government organizations, and to identify the indicators and components of political bribery. Furthermore, the study seeks to: present a model addressing political influence in managerial selection, along with its key aspects and indicators, to inform future decision-making. Promote the selection of government agency managers based solely on meritocratic principles (competency-based selection) and their commitment to the organization, ensuring the process is free from undue political interference.

Design/ methodology/ approach:

 In terms of Paradigm, this research is interpretative. In terms of fundamental purpose, the present research is of the qualitative research type, inductive research approach, and the appearing (Glaser) database strategy has been used. Glaser believes that the theory should emerge naturally and creatively from the heart of the data; this approach alone makes it possible for the theory to emerge. This emerging feature was performed by Maxqda’s specialized software. Statistical community in the qualitative section, experienced experts include experienced managers of government agencies. In this research, the selection of the research sample in this section is of a saturated and purposeful level.

The interviews were continued until new codes were added to the categories; in this research, we reached theoretical saturation with fifteen interviews. After initial coding and extraction of themes and categories, four semantic structures were formed, whose core or main variables include: 1) organizational nepotism; 2) political bribery; 3) the silent cry of talents within the organization in the impasse of promotion; and 4) the destruction of the economy in the cycle of inefficiency. There were appointments, which is based on Glaser strategy and contrary to Strauss and Corbin's theory, which does not impose the theory on the data in advance. Rather, grounded theory is allowed to emerge during the theoretical and comparative coding process. This process according to the capability of the Maxqda software and in the overlapping part of the implementation and the theory or model of this research appeared in the software, according to which organizational nepotism with 13 indicators, 4 subcategories, and 2 main categories The name of the predictor or independent variable is political bribery with 17 indicators, 6 sub-categories, 3 main categories as the central variable, and two other variables, including the deterioration of the economy in the cycle of inefficiency of appointments with 27 indicators, 7 categories. Sub-categories and 3 categories and the silent cry of intra-organizational talents in the glass impasse of promotion, including 20 indicators, 6 categories, and 3 categories, appeared and were extracted as outcome variables.

Limitations & Consequences:

 Due to the negative concept of the research topic and managers' fear of its consequences, it caused conservatism in responding, and gaining their trust took a lot of time and energy from the researcher.

Practical Consequences:

 This research shows that organizational nepotism and political bribery are two destructive factors in the selection of managers of government institutions. These phenomena have led to the selection of inefficient and unhealthy managers, destroyed the motivation of the forces within the organization, and had unfortunate economic and social consequences. The results of the present research are also worth pondering from a theoretical point of view because the presentation of the model of political bribery in the selection of managers of government agencies helps to enrich the theoretical literature. On the one hand, considering that in government organizations, especially those that are more influenced by politics, the selection of managers is influenced by politics and happens based on political bribery, the results of this research can help in solving the problem. And she is trying to follow the path and mature the model and test it by other researchers. In the future, we will witness the observance of the principle of meritocracy in job promotion and the correct selection of managers of government agencies. Also, the results of this research show that political conflicts are one of the most important harms of the current system of appointments in government institutions.

Innovation or value of the Article: 

In this research, the feature of the appearance of the model (Glaser method) has been done by Maxqda specialized software.

The present study was conducted to investigate the effect of green innovation strategies and green information system on green innovation with the mediating role of green organizational identity and environmental organizational legitimacy (Case study: Shazand Arak Petrochemical Company). This research is a descriptive survey based on the applied purpose and also in terms of method. The statistical population includes all managers and employees of Shazand Petrochemical Company of Markazi province (Arak city) were selected by available sampling method. For data collection, standard questionnaires were used. Structural equation modeling and PLS software were used to test the hypotheses and analyze the data. Examining the hypotheses of the data Green Innovation Strategies and Green Information System on Green Innovation and Green Organizational Identity and Environmental Organizational Legitimacy have been proven. The results show that the relationships between all variables of the model are significant and the proposed model is also approved. The research findings also indicate that at the 95% confidence level of green innovation strategies and green information system has a positive and significant effect on green innovation with the mediating role of green organizational identity and environmental organizational legitimacy. The results of testing the hypotheses indicate that the green identity of the organization affects the environmental commitment more than the organizational legitimacy.

A deficiency in the process of appointing managers can lead to unstable decisions, inefficient management of resources, and a decrease in economic productivity. This inquiry attempts to investigate the implications of appointing ineffective managers to contribute to progress and sustainable development in the economic domain The current research aims to conceptualize economic corruption in the cycle of inefficiency in the appointment of managers in organizations. This research, in terms of its fundamental and applied objectives, adheres to a paradigmatic approach of pragmatism. during the exploratory phase of interpretive modeling and a proof-oriented model in the testing phase. The research approach is mixed-method, utilizing thematic analysis as the analytical strategy. The qualitative data were analyzed using the Clark method and Maxqda software. Purposeful qualitative sampling was employed, and the qualitative sample size included senior managers of government organizations. In total, interviews were conducted with fifteen participants.The quantitative section of the population included managers and experts from the Ministry of Interior.The quantitative sampling method was simple random sampling, and with the use of GPower software, the final sample size of the study was determined to be 130 individuals. The content validity was confirmed by experts, and the construct validity of the measurement model was examined and confirmed through tests of average variance extracted, Fornell and Larcker criteria. Additionally, the model's reliability was assessed and verified using Cronbach's alpha coefficient.. The path analysis of the discovered model was examined using SPSS and SmartPLS software. Twenty-seven indicators or items were initially coded and extracted.Through exploratory factor analysis, they were grouped into 7 components. Subsequently, these 7 factors were further consolidated into 3 main factors: Political tricks; It bring destruction of economic balance "Lack of expertise in responsible individuals:a hidden tragedy in organizational efficiency,"and"Political lobbying:destructive of trust and damaging to the economic foundation"have been categorized.

Nowadays, due to the population’s growth and the expansion of science and new technologies, various businesses have been created in society. These businesses need to pay special attention to human resources in order to have good productivity and not be weak in front of their competitors. This research aims to design a model to determine the factors affecting the emergance of human resource black holes using a fuzzy cognitive map (FCM). The statistical population of this research includes experts familiar with the subject at Lorestan University and Azad University, Lorestan branch whose sample members were selected using the snowball sampling method based on the principle of theoretical saturation. The data collection instrument consisted of the interviews in the qualitative part, whose validity was confirwmed using content validity, and their reliability was calculated using intra-coder inter-coder reliability with a coefficient of 78. The data collection instrument is the quantitative part included a questionnaire, whose validity and reliability were confirmed by content validity and test- retest reliability, whose coefficient was found to be 84. In this research, the content analysis and coding methods were used in the qualitative part and the FCM was used in the quantitative part to analyze the data. The findings in the qualitative part included identifying factors affecting the emergeance of human resource black holes, and the findings of the quantitative part included the ranking of these factors based on the degree of importance. The results of the research showed that a preference for engagement over expertise with the highest capacity for influence and consequently the highest degree of centrality was identified as the most important factor influencing the emergence of human resource black holes. Following this, the supervisors' inattention to the organization's problems and events, lack of proper performance evaluation system, individualism, and managers' inefficiency were identified as other important factors affecting the emergence of human resources black holes.

Improving the level of performance quality and achieving the goals and policies of the organization is realized when there is an effective appraisal system with appropriate indicators. Although measures have been taken in the field of employee performance appraisal in recent years, organizations are still not satisfied with the performance evaluation method and its results and feedback. The aim of the current research is to identify and prioritize issues and problem indicators of the performance evaluation system in Chaharmahal and Bakhtiari governorate problem indicators of the performance evaluation system in the Chaharmahal and Bakhtiari governorate. The current research is applied based on purpose and descriptive based on the method of data collection. The statistical population, based on the purposeful sampling method, consisted of 36 experts, including 34 experts, researchers, and managers in the field of performance evaluation in the Chaharmahal and Bakhtiari governorates and 2 university professors. Field, library, and open interviews with experts were used to collect the indicators, and 30 sub-indices were extracted in the form of 8 main dimensions. In order to prioritize the indicators, a questionnaire was designed, and screening was performed using the fuzzy Delphi method. The findings of this research showed that the main dimensions of "weak performance improvement and correction system," "failure to spend resources and facilities for performance evaluation," "incorrect and inappropriate implementation of performance evaluation", and "management weakness in relation to performance evaluation" respectively had the highest priority among dimensions of performance evaluation issues and problems were. In the end, there are solutions to reduce these problems.

The purpose of this study is to identify and determine the level of factors affecting career networking behavior.

This research is mixed research with a qualitative-quantitative approach. Library search was used to examine the theoretical foundations, semi-structured interviews were used to collect data, and questionnaires were used to collect the ideas of academic experts. Theme analysis was used to identify factors. In the qualitative part, 15 people were selected from the managers of government organizations in Qom province with the purposeful sampling method in order to identify the factors. In the qualitative part, 14 people were selected from the professors of Farabi Campus and Qom University with the snowball sampling method in order to validate the factors and also compare the factors two by two.

Based on the findings of the present research, 31 codes were categorized into 8 factors. The validity of all the factors was confirmed with the Lawshe’s coefficient and the interpretive structural modeling method was used in order to level 8 factors. Finally, 8 factors were prioritized in 5 levels; Customized appointments and mendacious personal branding on the first level, creating toxic communication networks on the second level, distrust of employees to mechanisms on the third level, decision-making by advocacy groups on the fourth level, inefficient supervision, unclear rules and regulations and senior management style were placed at the fifth level.

Based on the findings of the research, each of the factors related to career networking can lead to the success of employees in career promotion. Therefore, it is necessary for the managers of the organization to maintain effective human resources by using appropriate mechanisms in order to improve the growth and development of competent employees.

 The present research has been done with the aim of designing an organizational whistle-blowing model in government organizations. This research is applied in terms of purpose, survey-developmental in terms of approach, and qualitative in terms of type. The statistical population of this research was a group of experts, including university professors, senior managers of government organizations, and experienced human resources and public management consultants, and based on the theoretical sampling method, 10 people were selected as a statistical sample and were interviewed. The approach adopted in this research to analyze the interviews was theme analysis. In this research, in order to ensure the validity and reliability of the interviews, it was tried to use the technique of structured processes of convergent interviews as well as the technique of having at least two people to conduct interviews separately but parallel to each other. Finally, the results of the research led to the presentation of a new model in the field of organizational whistle-blowing in government organizations. Based on the findings of the research, the proposed model includes three categories of factors, which are: causal factors (employees' moral courage, acceptability of senior organizational managers, justice-oriented organizational culture, perceived organizational support, vengeful psychological stimuli, and employees' concern); mediating factors (enhancement of disclosure intention in employees, and occurrence of disclosure behaviors by employees); and finally the consequent factors (improvement of organizational health, and improvement of organizational productivity).

Transparency has long been a basic principle for the management of public organizations and is usually considered a powerful tool to achieve desirable social goals, including strengthening accountability and reducing corruption.

The current research aims to develop a model for institutionalization of transparency culture in Lorestan University of Medical Sciences (LUMS) and assess the relationships between its components.

This is a mixed-method (exploratory sequential) study. In the qualitative phase using the content analysis method, the participants included university faculty members and senior managers of LUMS. A researcher-made questionnaire tool was used to collect information, and the interpretive structural modelling method was used to analyze and rank the components.

Based on the results, 18 factors were identified as the main factors of the model for institutionalization of transparency culture in LUMS, which were organizational agility, change management, the rule of law, trust and confidence, clear accountability, cultural infrastructure, knowledge management, effectiveness and efficiency of processes, regulatory quality, participatory management, justice orientation, cognitive skills, adaptation and tolerance, reduced administrative corruption, improved community satisfaction, transformation and improvement of the administrative system, meritocracy, and employee satisfaction. Among these factors, the reduced administrative corruption and employee satisfaction had the greatest effect on institutionalizing the culture of transparency in LUMS.

The most important factors for institutionalizing the culture of transparency in LUMS are the reduction of administrative corruption and the satisfaction of human resources. Therefore, it is important to pay attention to these factors in institutionalizing the culture of transparency.

Courage is important and necessary for ethical behavior in organizational environments that moves people in the right and moral direction. PolicyMaking in knowledge-based companies on organizational courage is to expose harmful behaviors and prevent them. To present the policy model of knowledgebased companies by measuring organizational courage. Based on a mixed research approach; In the first stage, in the qualitative part with the foundational data theory method and the method of interviewing managers , through 20 interviews up to the theoretical saturation, information was collected, and in the second stage, quantitative research, relying on the paradigm model, designed a questionnaire and 40 samples with SmartPLS software was reviewed and the final model was presented. five main components and nine components were extracted; Causal conditions (characteristics, flexibility and changeability), intervening component (organizational structure), strategy component (human resources development), background conditions component (behavioral courage, verbal courage, courage in thinking and mental courage) and finally the consequences component with subcomponent organizational development. Knowledgebased companies, which are based on private capital and specialized knowledge of individuals, must bravely receive the expert opinions of individuals and involve their opinions in managerial decisionmaking in order to implement organizational policies. Policy, Model, Organizational Courage, KnowledgeBased Companies

This research presents model of Islamic governance based on Malik Ashtar's treaty, which is in the foundation of a good and idealistic society. Hazrat Amir's letter 53 to the governor of Egypt is the most famous document describing the duties of Islamic rulers. The current research has an exploratory nature, it is done with an inductive approach and it is placed in the framework of interpretive paradigm. The information sources of the research are the text of letter 53 of Nahj al-Balagha. Thematic analysis method was used to analyze the data. In this research, the text of 53 letters was examined and analyzed, which finally led to the counting of 146 basic themes, which were classified into 19 organizing themes and 3 inclusive themes. These three inclusive themes include; Ethical principles (ideal considerations), macro policies (actual considerations), and practical measures (applicable considerations) are the Differentiates this research different from other researches.

1- Organizations use various tools to control corruption and organizational misconduct. Some organizations take a passive approach and fight corruption, and some focus on proactive controls. In the meantime, the leading organizations to make the organization healthy include efficient operational processes, flexible and responsive structure to the environment, innovation atmosphere, and so on. They use what is known as structural capital. The present study used grounded theory to design a structural capital model to reduce corruption in the banking network.
 
2- THEORETICAL FRAMEWORK
Structural capital is a function of human capital and the determining factor of organizational form. On the other hand, structural capital is created openly and independently of human capital as soon as it is affected by human capital. For example, organizational structure and organizational culture can have fundamental independent effects. Therefore, structural and human capital help organizations interact with each other. The organization's mission and vision, core values, strategies, work systems, and internal processes, known as structural capital, play a vital role in preventing administrative and financial corruption and dramatically reducing the cost of fighting it. Therefore, the leading question of the research is how the structural capital in the banking network is formed to reduce corruption, what are the causal, contextual, and intervening factors for the formation of this capital, and what strategies can be used to reduce corruption and organizational health.
 
3- This research is a qualitative study adopting an inductive paradigm. In the present study, semi-structured interviews were used as a data collection tool, and the resulting data were analyzed using open, central, and selective coding. In the qualitative part, purposeful sampling was used to conduct 21 interviews based on theoretical saturation. The findings were validated through the researcher's self-review and member control technique. The results of the research include the identification of causal, background, intervening factors, and the consequences of structural capital that reduces corruption and finally presents the final model of structural capital that reduces corruption in the banking network. Structural equation modeling software was used to validate the research model. Two hundred questionnaires were distributed among the available people, and finally, 190 well-qualified questionnaires were collected. The data collection tool was a researcher-made questionnaire, whose validity was confirmed by considering the opinions of several management professors.
 
4- RESULTS & The results indicate that the advances in information technology, the existence of several regulatory organizations, including the central bank, the desire of the country's top officials to fight corruption, the requirements of international organizations, anti-money laundering regulations, the law prohibiting interference of government employees and Basel banking standards were identified as the causal factors of structural capital that reduce corruption in the banking network.
 
5- CONCLUSIONS & SUGGESTIONS
In general, it can be said that according to the extracted categories and the proposed research model, it can be concluded that to reduce and eliminate corruption in the banking system, it is necessary to revise the indicators of structural capital in organizations. They say What causes the reduction of administrative corruption is the design of correct, rational, and transparent systems and mechanisms, especially in sectors prone to corruption. In other words, proactive control in the form of structural capital is much more effective than retrospective control in dealing with administrative corruption. Therefore, this research provides insight into reducing administrative corruption, which is necessary to close the way to financial corruption using structural capital. Dealing with corruption after the commission of corruption is like an after-death cure. Proper structuring and developing the organization's structural capital is considered a strong barrier against corruption in the banking network.

The combination of three negative behavioral traits "Machiavellianism, narcissism and Psychopathy " is called the dark triangle of personality, which indicates the emergence of unusual behaviors in the work environment. Since the role of mid-dark personality in knowledge management research has been less studied, so the researcher in the present study has evaluated the effect of the three dark personality traits on sabotage behavior of organizational knowledge. This research is based on the purpose criterion in the applied research group, based on the research strategy, is a survey correlation. Its statistical population includes the employees of Mazandaran Social Security Organization. The sample size was equal to 300 people using Simple Power software and simple random sampling method and the data analysis tool was obtained using the structural equation method from It was done through Emos software. According to the research findings; The dark triangle structure of individual personality and colleagues has a significant effect on the subversive behavior of organizational knowledge, subversive behavior of organizational knowledge in social security organization is below average, dark triple personality traits (individual) in social security organization below average and dark triple characteristics Personality (colleagues) in the Social Security Organization is above average

Moral principles have an important role in individual and social life and are interesting in all aspects of human life, including business. The main purpose of this research which has been done using the qualitative approach and the thematic analysis method is to extract the conceptual model of ethics in business from the perspective of Imam Ali(AS). Based on research findings, ethics in business has three components: Insight-Perceptual, Individual, and Professional. Insight-perceptual ethics shows the depth and importance Imam Ali(AS) assigns to the principles of Islam as the main source of ethics and includes Monotheism, Resurrection, and Justice; Individual ethics, which is rooted in divine nature in Islamic teachings, has two internal/external and virtue/vice aspects; and professional ethics, jwhich are rooted in individual ethics, include components like organizational ethics and proper professional management. One of the important results of the present study is that belief in the resurrection, from the perspective of Imam Ali(AS), has special importance in business ethics.

Tax Affairs Organization as a governance organization; For its development, growth and sustainability, it needs an effective performance evaluation system in which it can evaluate the efficiency and effectiveness of its organization's programs, process and human resources.The purpose of this research is to evaluate the effectiveness of strategic human resource management strategies in the Tax Affairs Organization with an emphasis on the general policies of the administrative system. Based on this, the dimensions of the four paternal, committed, contractual and secondary strategies were evaluated by balanced scorecard approaches (Financial approach, customer approach, growth and learning approach, internal processes approach) based on experts' opinions and questionnaires. The ranking was done using ANP technique and Superdecision and Excel software, and the results showed that the secondary strategy with a weight of 0.3197 and the financial approach with a weight of 0.57 have the highest priority and importance in the Tax Administration for the strategic management of human resources.

The present study was conducted with the aim of designing the model of the emergence of the similar-to-me effect in the selection of government organizations with the interpretive structural modeling method.

This research is based on mixed qualitative and quantitative researches in inductive deductive philosophy and is practical in terms of purpose and survey in terms of descriptive method.The statistical population of the current research is experts including university professors in the field of organizational behavior management and human resource management,as well as senior managers of government organizations,whose sample members were selected by convenient method and based on the principle of theoretical sufficiency.The data collection instrument in the qualitative part is a semi-structured interview. Its validity and reliability were tested using theoretical validity and intra-coder and inter-coder reliability.Also,the data collection instrument in the quantitative part is a questionnaire whose validity and reliability were measured by content validity and retest reliability.In this research,in the qualitative part content analysis and coding method with Atlas.ti software were used to analyze the data.Also,in the quantitative analysis, structural equation modeling method was applied.

The findings of this study include factors affecting formation of the phenomenon of similar-to-me effect and presenting its model.

The results of the research include the design of the model of the emergence of the similar-to-me effect, the similar-to-me effect in this research has been developed in four main levels and based on the platforms of formation, the causes of the similar-to-me effect, the dimensions of the similar-to-me effect and its consequences.

In today's era, human resources are an integral part of various organizations, businesses and industries on their way toward their goals. With the advent of growing start-up and online businesses, competition in this field have increased and there is a need for such businesses to adapt, harmonize and synchronize employees with the latest level of skills, innovations and technologies available internationally. This seeks to fill in the employees’ skill gap. And reverse coaching is one of the potential tools provided to speed up and facilitate it. In the same line, this article aims to present a model of reverse coaching in start-up businesses with the approach of improving the skill gap of human resources. In terms of the research approach, the qualitative method, especially the foundational data theory method, was used. First, the researcher prepared an interview protocol based on the dimensions and components obtained from the theoretical foundations and background of the research, and then through the data theory method of the foundation, 15 managers, entrepreneurs and owners of start-up businesses were interviewed. These 15 individuals were selected purposefully until reaching theoretical saturation. The results of the research showed that the causal variables fall into two main categories, including managerial and organizational arrangements. Background variables include two categories of information and communication infrastructure development and strategic analysis of the business space. The key variables include the categories of coaching, improving the skill gap; intervening variables include the category of positive stimuli, controlling stimuli and negative stimuli; strategic variables include individual creativity, extending justice and negation of discrimination, participation-oriented in the organization and organizational knowledge management, and outcome variables include arming creative employees, being equipped with efficient and safe systems, and becoming a learning organization.

The present research has been written with the aim of identifying and explaining the antecedents and consequences of withdrawal behaviors from government organizations in Ilam city.

Design/Methodology/Approach: 

This research is descriptive in terms of the approach in the category of mixed research, in terms of the practical purpose, in terms of the method of data collection. The statistical population in the qualitative section was the experts working in the government organizations of Ilam city, which was conducted using the purposeful judgment sampling method and snowball and considering the theoretical saturation base, a semi-structured interview was conducted with 16 experts. In the quantitative phase, by setting up a fuzzy Delphi questionnaire and after two stages of surveying experts, the priority of antecedents and consequences was obtained.

 The results of the research showed that environmental requirements, lack of understanding of organizational support, and the tight knit context of colleagues are placed in the first to third priority of the antecedents. Also, the rise of negative actions in the first place, the increase in organization costs and the gradual injection of corruption-oriented ideas in the second place, and the gradual emergence of organizational dislike are in the third place.

Limitations & Consequences:

 Research limitations include difficult access to sample members and the time it takes to collect information from them, as well as the lack of literature and theoretical foundations related to withdrawal behaviors.

Practical Consequences:

 Identifying and prioritizing the antecedents and consequences of withdrawal behaviors.

Innovation or value of the Article: 

This research has brought theoretical and theoretical innovations in the field of withdrawing behaviors and helps managers and researchers in understanding and understanding optimally how to deal with withdrawing behaviors.

The purpose of this study was to design a demonstration policy model in the banking industry.  The present research method is based on a mixed approach and qualitatively and quantitatively in the inductive-deductive paradigm.  The qualitative community studied in the current research was formed by all university professors in the field of public administration, banking management, strategic management, along with board members and CEOs of the country's banks, and the number of participants in this study was 18 people.  Modeling, stratification and establishing conceptual communication between the dimensions of representational policy was done using interpretive structural modeling method.  The quantitative statistical population of the study was made up of board members and senior managers of the country's banks.  Sampling was done using the available non-probability method.  In this regard, the number of 40 people from the desired statistical population was determined as the research sample.  The findings of this study showed that organizational culture, personality characteristics of managers, environmental requirements, politicking, emotional intelligence, demonstrative management style, speculation, non-demanding, targeted orientation of public opinion, showcase performance, organizational conditions and organizational atmosphere as dimensions.  The main policy makers are prominent in the banking industry.

The aim of this study was to investigate the effect of humble leadership on expedient immoral behaviors in the organization due to compassion at work.  The present study is applied in terms of purpose and descriptive (non-experimental) research in terms of data collection and is a branch of field studies and is causal in terms of the relationship between research variables. The research method is survey, the most important advantages of which are the ability to generalize the results. The statistical population of the study consisted of the staff of the General Department of Sports and Youth of Lorestan Province, whose number was 160 people. Using Morgan table, the sample size was estimated to be 113 people who were randomly selected. The data collection tool is the standard questionnaire of Zhou et al. (2019). The content validity method was used to assess the validity and the Cronbach's alpha method was used to test the reliability of the questionnaire; Thus, before the widespread distribution of the questionnaire in the study population, 25 questionnaires were measured as a pre-test of distribution and Cronbach's alpha of the variables. According to the results, Cronbach's alpha for the three variables of leadership based on humility, compassion at work and immoral expedient behavior were equal to 0.712, 0.803 and 0.762, respectively, which are values ​​greater than 0.7. Data analysis was performed using structural equation modeling test and AMOS software. Humility-based leadership has a positive and significant effect on expedient and compassionate immoral behaviors at work. The results confirmed the effect of compassion at work on expedient immoral behaviors. Finally, the role of partial mediator of compassion in work in the impact of humble leadership on expedient immoral behaviors in the organization was confirmed.  Leaders should, in addition to forgiveness and compassion, have proper oversight of behaviors within the organization and provide training programs and coaching sessions to strengthen the ability and skill of management in employees so that they can engage in unethical behaviors (what Identify and control expedient or non-expedient) in the organization.

In this study, the effect of high-level competence perception on the emergence of withdrawn behaviors and job search behaviors with the variable role of job dissatisfaction mediator and moderator of ambition has been investigated. This research is a correlational description in terms of quantitative research in terms of data collection method. The main tool for data collection is the standard questionnaire. The statistical population of employees working in Ilam Power Distribution Company is 493 people, the sample size was 216 people using Cochran's formula. Structural equation modeling and Smart PLS software were used to analyze the data. The results showed that the perception of high level of competence has a significant and positive effect on the emergence of withdrawn behaviors and job search behaviors. Job dissatisfaction has a significant and positive effect on the emergence of withdrawal behaviors. Perceptions of high-level competence through job dissatisfaction have an indirect and positive effect on the emergence of withdrawal behaviors and job search. Ultimately, ambition moderates, in other words, increases the relationship between perceptions of high-level competence and withdrawn behaviors and job search.

The goal of complete intelligence of a city depends not only on how it plans and uses information and communication technology tools to improve the quality of life of its citizens, but also on the acceptance and coordination of the intelligentsia created with the needs of its citizens. The purpose of this research is the theoretical plan to change traditional structural model of the city to a structural model, urban intelligence and comparative study in order to identify digital indicators and intelligence of the city. This research has identified the indicators of smartening in urban management of Shiraz Municipality based on the comparative studies of two smart cities of Amsterdam and Barcelona and using the descriptive-analytical method. In order to identify strategies with the best results in successful smart cities and finally determine the appropriate approach to review layers of urban smart and its roadmap in the city of Shiraz.