mohammadreza dalvi

The purpose of this research is to present an interpretive structural model of employee behavioral competence through a workplace information and knowledge framework. The research was conducted using both exploratory and survey methods. This research is applied in purpose and exploratory in nature. The participants consisted of 14 experts from the Ministry of Islamic Guidance in Iraq, specifically from Baghdad, Diyala, and Karbala. They were selected using purposive judgment sampling. The structural interaction analysis method and MICMAC software were utilized for data processing. The findings from the structural analysis encompassed several key areas: environmental analysis, management challenges, employee behavioral competency analysis, organizational culture assessment, legal and policy applications, competency determination, dimensions of leadership competency, the development of an employee behavioral competency model, interpersonal skills, communication skills, analytical skills, leadership skills, establishment of behavioral criteria, model evaluation and development, implementation and monitoring, intra-organizational success, key competencies, extra-organizational success, and employee behavioral competency through an information and knowledge approach to the workplace. In this approach, workplace information—including operational data, information processes, and decision-making systems—plays a crucial role in enhancing employees' behavioral skills for managing complex situations and adapting to dynamic changes in the workplace. Applying this structural model facilitates the development of skills and behaviors that align with the strategic needs of the organization, thereby enhancing employee flexibility and dynamism.

The aim of this research was to present an optimization model for a human resource management audit based on a genetic algorithm. This study is exploratory in nature due to the presentation of the model, and because its results are utilized by users, it is also considered practical. The Non-dominated Sorting Genetic Algorithm II (NSGA-II) was employed as a meta-heuristic method to solve nine simulation problems. The results obtained from this method were then compared with those from the epsilon constraint method. The relationship between the results indicates that the NSGA-II algorithm is capable of reaching optimal solutions in a shorter time compared to the epsilon method, although it has specific limitations when applied to large-scale problems. The results of solving the proposed mathematical model were demonstrated through nine simulations using the desired algorithms, which were implemented in GAMS and MATLAB software. The model considered in this research is a bi-objective model aimed at minimizing inter-cell movements and human resource management audit actions (cell formation), while maximizing the relationships among management audit operators, taking into account network considerations and the efficiency of operators in human resource allocation. This model not only enhances the efficiency of human resource management but also offers the flexibility to adapt to various organizational challenges by providing a new and effective approach. Therefore, the application of this optimization model can significantly improve performance and efficiency in human resource management, contributing to development and progress within the organizational environment.

The purpose of this study is to determine managerial and personality traits. Managers with modesty from the third, in this study, the qualitative method of content analysis was used, after reviewing studies and research backgrounds and using the data obtained from interviews with 12 elites and qualified professionals, in three stages, Open, axial and selective coding were analyzed. The face and content validity of the interview questions were confirmed by experts and the reliability of the analyzes was confirmed by the open-test reliability method (0.90) and inter-coder reliability (0.76). The data were analyzed using Atlas Ti 8 software and the identified components were identified. It was categorized into two distinct dimensions including the personality traits of managers with modesty and the managerial characteristics of managers with modesty. In the quantitative part, the data obtained from the exploratory factor analysis questionnaire were analyzed with the help of SPSS26 statistical software. In the confirmatory factor analysis outputs of the software, because the standard unit loads of all items are higher than 0.3 and the significant coefficients of the model are all higher than 1.96, and also the indices of the fit tables indicate the suitability of the model. All factor loads and model path coefficients are significant

In today's era, transportation has found a special role and position as one of the most influential components and as one of the most important tools of development. The remarkable advantages of rail transport in terms of economic, safety and environmental considerations, along with the special characteristics of our country, have caused this method to be the most emphasized and the highest priority in the general policies and development plans of the Islamic Republic. Iran should enjoy. The method of this research is qualitative and grounded theory method (foundation data), which has been used in this research due to some of its special features. The statistical population consists of interviews with 12 managers, experts and key specialists in rail transport infrastructure, which means to analyze the data obtained from the interviews, using the qualitative-inductive, grounded theory method (including the steps of open coding, axial coding and selective coding). . The results include 19 general categories in the form of a paradigm model that these factors include causal conditions (general development; economic challenges; advantages and capabilities of the railway industry; a new approach to management), the central phenomenon (railway infrastructure management), background conditions (crisis management; development policies; human capital development; content dimensions), intervening conditions (transport economy; mental frameworks and assumptions; political interventions) and strategies (control strategy; development of capabilities; research and development of technology and innovation; management skills) and consequences (improvement; infrastructure development; management of transport capacities and capabilities).

Research indicates that the sustainability of contemporary organizations is contingent not only upon enhancing productivity but also on undertaking digital transformation initiatives. This study aims to identify the components of digital competencies based on employees' experiences within the banking sector.

The methodology employed in this research involves content analysis, supplemented by in-depth interviews conducted with 14 subject matter experts selected through purposive sampling. This sampling process continued until theoretical saturation was achieved. Data analysis was performed using Atlas TI 8 software, executed in multiple stages encompassing open coding, axial coding, and theoretical coding.

The results indicate that the components of digital competencies derived from employees' experiences encompass technological cognitive competencies, technical competencies, and operational competencies. These components were prioritized with technological cognitive competencies ranked first, followed by technical competencies in second place, and operational competencies ranked third.

To enhance the digital competencies within banking institutions, management should prioritize the various components associated with these skills in a systematic order.

Extracting knowledge from human behavior to develop a model of value systems involves analyzing and identifying patterns and complex relationships among variables related to human behavior in social or organizational contexts. This process investigates the interactions between factors that influence both individual and group behavior, employing analytical and modeling techniques, including system dynamics. The purpose of this research is to extract knowledge from human behavior to present the valuating model, specifically through a case study of difficult employees at Maysan University. In this context, it is crucial to collect both qualitative and quantitative data on human behavior, analyze feedback, and identify underlying trends. The results of these analyses can help create predictive models and offer solutions to enhance the performance of organizations and social systems, ultimately generating sustainable value. This research was conducted using a qualitative-inductive approach, employing the Stirling and Darling method (NVIVO), alongside a quantitative approach utilizing system dynamics (VENSIM). The primary data collection tool was a semi-structured interview. Applying the grounded theory method, the data obtained from interviews with 16 experts in the field of education and training—specifically, administrators and educational experts from Maysan University—were coded in three stages. The general category encompasses negative organizational behaviors, including negative management practices, anxiety factors, organizational injuries, a detrimental organizational culture, poor communication, inappropriate organizational changes, ineffective leadership, incorrect policies and procedures, and an unsuitable work environment.

The purpose is to provide an exploratory data-driven model of employees' behavioral competence with the approach of information and knowledge of the work environment. This research is applied and exploratory, which was conducted qualitatively and quantitatively (mixed) using the methods of data foundation theory and exploratory factor analysis. The research tool (data collection) was a semi-structured interview. Using the grounded theory method, the data obtained from the interviews conducted with 14 employees of the Iraqi Ministry of Islamic Guidance (Baghdad, Diyala, Karbala) were analyzed during three stages of open, central and selective coding. 19 general categories in the form of a paradigm model that these factors include causal conditions (analysis of the environment; management challenge; analysis of employees' behavioral competence), central phenomenon (behavioral competence of employees), underlying conditions (analysis of organizational culture; application of law and policy), intervening conditions (determining Competencies; dimensions of leadership competence; the process of building the behavioral competency model of employees) and strategies (interpersonal skills; communication skills; determining behavioral criteria; evaluation and development of the model; implementation and monitoring) and outcomes (intra-organizational success) ; key competencies; external success). In the quantitative part, the data obtained from the exploratory factor analysis questionnaire were analyzed with the help of spss26 statistical software. The factor loadings of all the items of the standard model are higher than 0.3 and the significance coefficients of the model are all higher than 1.96.

The knowledge model of human resources accounting in the Ministry of Education with the information valuation approach is a management framework that focuses on identifying, measuring, and reporting the value of human resources, especially the information and knowledge of employees. This research was conducted with the aim of designing the human resources accounting model with the foundation data approach in the Iraqi Ministry of Education. This research was conducted with a qualitative-inductive approach and the Strauss-Corbin grounded theory method. The research tool (data collection) was a semi-structured interview. This research, using the grounded theory method, analyzed the data obtained from interviews conducted with 17 elites and experts in the field of human and financial resources in the country's defense organizations during three stages of open, central coding, and selective analysis. 23 general categories form a paradigm model where these factors include causal conditions (new transformations in value theory; analysis of intra-system challenges of human resource accounting; deficiencies of information systems in the field of human resource management accounting, extra-systemic challenges), central phenomenon (model) human resource accounting), underlying conditions (needs of the organization and management; surrounding environment; technical and technological conditions; internal state of education), intervening conditions (organizational limitations; lack of costing and valuation; cognitive challenges; information), strategies (resources) Human transformation; integration of information; development of an executive plan; long-term; short-term audit; reduction of related costs; improvement of human resources planning.

The purpose of this research is the future study of human resource sustainability in Steel Industry: by ambidextrous learning. In terms of the type of result, this study is considered applied, and from the point of view of the goal, it is placed in the category of exploratory studies that have been carried out using quantitative and qualitative models. The present study does not follow one type of research method, but uses a separate method to answer the formulated questions according to each department. Therefore, based on the nature of collection, this study can be classified as mixed research. The statistical population in the qualitative part was 12 experts in the field of public administration, and in the quantitative part 25 human resource managers of companies active in the steel industry participated in this study. The result of this study in the qualitative part of the existence of 3 categories; There were 13 components and 47 themes for the development of human resources sustainability, which were confirmed based on Delphi analysis. Then, by selecting 2 factors from the total identified components as the basis of scenario creation, 7 themes identified as sub-factors of scenario creation were examined.

Intelligent human resource management is a new approach of combining two key elements namely human resource management and data analysis to improve processes and decisions, which helps organizations to transform their data in an intelligent way. The purpose of this research is to review the intelligent data-oriented human resources management system in open and public universities.

This research was based on the fundamental goal and the meta-analysis method was used. The investigated community included the research conducted on the subject in reliable scientific databases, which identified a total of 33 sources related to the desired characteristics. Open, central and selective coding methods were used to design the model.

The components of the final model included 15 themes, including: intelligent leadership, provision of strategic resources and targeted investment, suitable organizational architecture for training and recruitment and retention systems.

In order to realize intelligent data-driven human resource management, focusing on the identified components and operationalizing them in universities is of great importance.

Banks are aware that the role of performance management is very important for success in the service supply chain. Therefore, the purpose of this research is to design a performance management model in the service supply chain of private banks in the country with a systems dynamics approach.

In this research, firstly, in the qualitative part, the foundation data method was used to design the model, and an interview was conducted with 12 experts related to the subject until theoretical saturation. Then Vensim software was used to design the dynamic model of the system.

The findings of systems dynamics showed that there are four scenarios in the field of causal factors, intervenors, platforms and strategies for performance management analysis in service supply chain in private banks of the country.

The use of systems dynamics models can help to better and more transparently analyze the interaction between the components of the service supply chain. If each of the scenarios is examined and strengthened, performance management in the service supply chain will be improved.

Key employees play a vital role in the success of organizations due to their unique skills and characteristics. The purpose of this research is to identify and prioritize antecedents and consequences for identifying key employees in Iranian banks.

This research is practical in terms of purpose, and in this qualitative research, the statistical population was 17 high and senior managers of private and public banks who were selected until theoretical saturation and using the purposeful sampling method. A semi-structured interview and a fuzzy Delphi questionnaire were used to collect data, and its validity and reliability were confirmed. Atlas ti8 software was used for coding.

The findings showed that the antecedents for identifying key employees in Iranian banks include 14 factors and the consequences also include 14 factors.

The role of key employees in banks is very important. Considering the important consequences that banks will have as a result of the existence of such employees, managers should focus on the antecedents or influential factors in identifying key employees. 

The research aims to identify players in the database of public and private banks using a meta-heuristic algorithm. This issue pertains to enhancing the human resources management system to ensure consistent stability in the bank's operations. In this database analysis process, Poisson distribution and artificial intelligence are utilized to analyze data with an exponential distribution. For this purpose, the VIS, CNSGA-II, NSGA-II, MISA, NNIA, and NRGA algorithms were implemented using MATLAB software. The VIS algorithm showed the best performance in most criteria. Algorithms CNSGA-II and MISA are both ranked second and exhibit similar performances. NSGA-II algorithm is ranked second. The NNIA algorithm performs the best, while the NRGA algorithm performs the worst. These analyses are conducted to assess the performance of algorithms based on various criteria. The results obtained from these analyses show that the VIS algorithm generally demonstrates the best performance. This means that VIS is known as an identification of players in the databases of public and private banks. In addition to the Variable in Neighborhood Search (VIS) algorithm, other algorithms like CNSGA-II and MISA are also closely ranked and share the second position in various criteria. These algorithms have similar functions and can make comparable enhancements in identifying players in the databases of public and private banks.

This research was conducted to " investigate the effect of Islamic marketing ethics and convergence marketing on bank performance, taking into account the mediating role of service culture and the moderating role of organizational digital literacy in Sepeh Shahr Bank of Isfahan". In terms of the method, it is a descriptive survey of the correlation type with an applied nature and is cross-sectional in terms of time. The statistical population is all the employees of Sepe Bank Isfahan branches. The measuring tool of the research is Sundi et al.'s (2022) questionnaire for the variables of Islamic marketing ethics, convergence marketing, bank performance, and organizational digital literacy, and the researcher-made questionnaire of the servant culture. The validity of the questionnaires was measured by form and content methods and construct validity and Cronbach's alpha was calculated to determine its reliability. Its value was estimated to be 0.973. Data analysis was done using Spss26 and Smart Pls4 software. The Kolmogorov Smirnov test was used to check the normality of the data and the structural equation method was used to test the hypotheses. The results of the research showed that the ethics of Islamic marketing and convergence marketing affect the bank's performance and service culture; Also, organizational digital literacy moderated the relationship between convergence marketing and Islamic marketing ethics and bank performance, But servant culture is not a mediator in the relationship between Islamic marketing ethics and Bazarbabi convergence with bank performance. Therefore, it can be said that Islamic marketing ethics and convergence marketing with the moderating role of organizational digital literacy can guarantee the improvement of the bank's performance and help its growth and development.

A strong brand differentiates the product from competitors' products, reduces search costs, minimizes perceived risks, and offers high quality from the customer's point of view. He considered that one of the most important problems of Iran's food industry is related to the brand name, especially in the field related to the internalization of awareness and association of the brand name in the customer's mind. Cognitive distortions, as psychological factors that cause perceptual errors in people, can be effective in their negative feelings and, as a result, affect the expected results of customers' behavior; Therefore, identifying the psychological components of branding in the food industry with the foundation's data approach (case study: Gaz Asari) is of great importance. The method of this research is qualitative and grounded theory method (foundation data) which has been used in this research due to some of its special features. The statistical population consists of interviews with 17 people, including all managers and expert managers in the Gaz Asari brand industry, which means analyzing the data obtained from the interviews, using the qualitative-inductive grounded theory method (including the steps of open coding, central coding, and selective coding). The results include 19 general categories in the form of a paradigm model, which include causal conditions (competitive pressure, changing customer characteristics, market uncertainty, understanding the importance of branding and lifestyle changes), central phenomenon (psychological branding), background conditions (sustainability of brand effects) flexible characteristics of the brand and branding skills, intervening conditions (customer, company capability, brand competition capacity and the challenges of Sanat Gaz administration) and strategies (differentiation strategy, modeling strategy, discovery strategy, and resistance strategy) and consequences (short consequences duration and long-term consequences).

This research aims to develop a data-based model for fifth-generation universities. Creating a data-driven model in a university environment is essential in education. The primary mission of higher education is to address the specific educational needs of individuals, as well as the needs of society and its economic development. The study was conducted in both qualitative and quantitative sections. The grounded theory is conducted based on the perspectives of the chancellors of Islamic Azad University. 21 people were selected using snowball sampling techniques. In the following, a six-category model is provided. Analysis was done using NVIVO software. The statistical population in the quantitative section consisted of all professors from Islamic Azad University nationwide. A sample size of 381 professors was selected using the Cochran sampling formula. The research tool was a questionnaire created by the researcher. Then, using the model presented and the suggested pattern fit, the performance of the model is predicted based on the K-Mean method in Weka and RapidMiner software. According to the results, the proposed model was approved by experts. The analysis of structural equations was also confirmed. According to the Waode algorithm model, the highest accuracy was 81%.

The current research was conducted to apply knowledge extraction in the classification of jobs to identify the key role players using a mixed method (qualitative and sufficient data). The application of expert systems or decision support systems based on organizational data is increasing in the selection and hiring of personnel. The data was derived from in-depth and semi-structured interviews with 17 subject experts in bank human resources, who were selected based on purposeful sampling.Data analysis was done based on the Strauss and Corbin model in the form of open, axial, and selective coding in the Atlas TI8 software. The results showed that the classification of jobs for the key role players in public and private banks includes causal conditions (requirement of talent substitution, human resource management developments, and organizational challenges), intervening conditions  (organizational limitations and fear and resistance), and contextual conditions (strengthens and drivers) strategies (developmental, supportive and creating) and short-term and long-term consequences are among the components of the job classification model for the key role players in public and private banks. Next, based on the database with the CART method, the data mining of job classification was done. Regarding the performance of the model, it showed variance values of 311.92 and a risk value of 288.19. The predictions in the model explained 28.9% of the differences observed in the variable "employment status of A employees' category".

The purpose of this research is to present and explain the establishment pattern of the fifth-generation university in Islamic Azad Universities. Future thinking and the university system's policy in higher education have become necessary with the effectiveness of virtual and electronic learning. Higher education based on digital developments has entered a new era where competition and quality are its main characteristics. One of the challenges facing universities in the new millennium is the concept of the fifth-generation university

This research was conducted using a qualitative-inductive approach and the Strauss-Corbin grounded theory method. The research tool (data collection) is a semi-structured interview. Using the grounded theory method, the data obtained from the interviews, conducted with 10 professors and managers of Islamic Azad University, were analyzed during three stages of open, central, and selective coding

20 general categories in the form of a paradigm model including factors including causal conditions ( knowledge development; new social needs; internal organizational factors; external organizational factors; mechanisms of first-generation universities, second-generation universities, third-generation universities, and fourth generation universities) central phenomenon (establishment of the fifth generation university), underlying conditions (creating social, cultural and political in the university; economic development of the university; organizational support platforms), intervening conditions (the existence of a dynamic environment and structure in the university) and strategies (changing the educational approach; environmental re-engineering; academic effectiveness; development architecture) and consequences (elite development; comprehensive effectiveness of the university; The emergence of the characteristics of the fifth generation university) is the result of this investigation

The establishment of a fifth-generation university in higher education can lead to the optimization of the resource allocation behavior of different stakeholders and prevent the waste of resources (financial resources, life or time of students, etc.), which leads to the overall effectiveness of the university; The establishment of the fifth generation university and the development of civilization.

The objective of this research is to develop a survey that focuses on the enhancement of human resources in an Iranian teaching hospital. 

This research employed a qualitative approach and grounded theory method in Iranian teaching hospitals. The study population consisted of professors, experts, and informants involved in the research subject, selected through snowball sampling. The sample size was determined using judgmental (purposive) sampling, and theoretical saturation was achieved after conducting interviews with 16 individuals. However, to ensure reliability, the researchers continued the interviews with 18 individuals. Data collection was conducted through semi-structured interviews.

The coding process yielded over 892 codes or primary concepts extracted from the interviews. These codes were further condensed into 272 secondary codes, 99 statistical concepts, and 33 categories, resulting in the final research model.

Transforming educational hospitals into teaching organizations leads to increased productivity, improved individual and organizational performance, strengthened culture of learning and teaching, enhanced personal and organizational knowledge, establishment of a development-oriented organization, and overall organizational improvement.Value: This research is the first study conducted in teaching hospitals on the topic of creating a teaching organization, providing valuable insights into the severe resource limitations in this area.

Today, technological changes have caused the development of knowledge in the field of technology in organizations, and managers need to use computer technology for the progress of the organization. In addition, the Internet has become an essential part of the work and daily life of many people. Spending work time for various non-work activities is called cyber loafing. The purpose of this research is to identify the factors and consequences of cyber loafing. The method of this research is a combination of qualitative and quantitative methods, which was done in the qualitative part by using the foundation data method and through interviews with experts, and in the quantitative part, through a questionnaire made by the researcher from the employees of government organizations in Isfahan city. The statistical population is the employees of twelve government organizations in the city of Isfahan, and the number of 363 people was determined based on simple random sampling. In order to analyze the data, exploratory factor analysis was used. Based on the results, the factors of cyber loafing in three categories: individual (personality trait, individual's attitude to work, individual characteristics, individual motivation, emotions, individual's perception of the environment, value and importance of work), group (communication, behaviors that promote social idleness) , contradiction and conflict), organizational (organizational structure, organizational policy and rules, dominant organizational culture, transformation and organizational technology) and individual, group and organizational consequences were identified.

 Managers’ competencies can influence the organization’s development and effectively promote and improve management and implementation of planned changes. This study addresses developing the pattern of specific competence of senior managers of universities of medical sciences.

 This research was conducted in two qualitative and quantitative phases in 2021-2022. First, it was done using a qualitative approach using conventional content analysis. The research tool was a semi-structured interview. The data from the interviews with 17 participants through the purposeful sampling method depended on the criteria. In the second phase, the variables identified in the first phase were measured through the correlation method and structural equation model using AMOS software. The tool for collecting information in this phase was a researcher-made questionnaire based on the first phase of the research. The respondents, Lawshe’s content validity ratio coefficient, and factor analysis confirmed the questionnaire’s face, content, and construct validity. Its reliability was estimated using Cronbach’s alpha coefficient at higher than 0.7. The study population of this department consists of managers in the departments of a medical sciences university (n=196).

 The findings showed that 43 subscales were placed in 18 general categories in a paradigm model (causal factors, contextual conditions, intervening conditions, strategies, and consequences). The causal factor coefficient of the main category was 0.57, background factors on strategies were 0.59, intervening factors on strategies were 0.43, and the main category on strategies was 0.52. Finally, the factor coefficient of the strategies on the results was obtained at 0.46.

 The results of this research may contribute to knowledge about the unique competencies of top managers in the development and improvement of human resources to achieve the organization’s goals and success. These competencies can be considered in evaluating and selecting talented human resources.

 Managers play a vital and decisive role at the heart of organizations because they are considered the most important competitive advantage. Therefore, the aim of this study was to design a model for the specific competence model of the top managers of medical science universities in Iran.

 This applied, exploratory research was done using qualitative-inductive approach and the Strauss and Corbin basic theory method in the medical sciences universities of Iran from 2019 to 2022. The study population of this grounded theory-based qualitative research consisted of 17 individuals selected from among the chancellors and vice-chancellors of medical universities in Iran using purposive sampling.

 The findings indicated 19 general categories in a model, including causal conditions (targeted organization, organizational indicators, competence factors, and individual factors), and central phenomenon (specific competence of senior managers). The other categories were underlying conditions (organizational characteristics, environmental field, external macro factors, and components of economic competence), and intervening conditions (personality traits, managerial intelligence, and management of changes and time). The remaining categories encompassed strategies (competence factors, education and talent management, managerial factors, standardization, and organizational factors) and consequences (organizational and national development in the field of health, medicine and welfare, society, and service management).

 The competencies of managers, as the key human resource, are extremely important for the success of the organization. The findings of this study demonstrated that the specific competencies of senior managers can be used as an indicator.

This research aims to explain the organizational ambidexterity model in Saderat Bank of Iran and its dimensions. Ambidexterity refers to the ability to succeed in two contradictory abilities at the same time, for example, ambidexterity such as exploiting current opportunities and discovering and creating new opportunities for the future, adaptation, alignment, flexibility, and efficiency. This research was conducted using a qualitative-inductive approach using the Strauss-Corbin grounded theory method. The data were obtained from the interviews conducted with 25 employees and qualified professionals of Saderat Bank of Iran and were analyzed through the three stages of open, central, and selective coding. Twelve general categories in the form of a paradigm model were identified, which included causal conditions (individual factors, organizational factors, group factors, and environmental factors), central phenomenon (organizational ambidexterity), contextual conditions (intellectual capital), intervening conditions (job-related factors, learning factors), strategies (individual strategy, organizational strategy) and consequences (individual consequences, group consequences, organizational consequences). Ambidexterity can increase the scope and depth of knowledge identified and used by the organization by focusing on two levels of knowledge: 1. paying attention to new knowledge due to its discovery capability and, 2. paying attention to current knowledge due to its exploitation capability. It can also help the development culture of learning and intelligence and enhance competitiveness.

Employee relationship management forms an emerging trend in human resource management by building and maintaining personal and mutually valuable relationships with employees based on information technology. Employee relationship management can be a strategic tool and process to empower managers to manage resources. Considered human. The purpose of this research is to design a performance improvement model based on relationship management with the Foundation's data approach. The research method is qualitative-inductive and Strauss-Corbin's contextual theory is used. The data collection tool was a semi-structured interview, and the information using Open, central, and selective coding methods were analyzed. The participants were qualified subject matter experts in the National Bank of Iran, who reached the theoretical saturation level of data through snowball sampling. The results were presented with 10 general categories in the form of a paradigm model that Including the causal conditions (culturalization, interaction with organizational, structural human capitals), the central phenomenon (improvement of performance based on relationship management with Kaknan), background conditions (banking culture platform), intervening conditions (emotional management) and strategies (performance improvement, optimal The creation and structure is based on the management of communication with Kaknan and the consequences (improvement of the banking system, efficiency and effectiveness).

This article examined the organizational ambidexterity model for digital innovation in the banking industry and explained the dimensions of the ambidexterity model in this organization. Regarding intense competition and rapid changes and variations in products, processes, and technologies in today's world, organizations and managers must be ambidextrous to remain successful over time; Ambidexterity means the ability to simultaneously succeed in two contradictory abilities, for example, ambidexterity such as taking advantage of present opportunities, and discovering and creating new opportunities for the future, adaptation, alignment, flexibility, and efficiency. But the key questions are “what are the dimensions and components of organizational ambiguity?”, and “What is the current and favorable situation of Saderat Bank of Iran in this regard? Orienting an organization as an integrated set in order to reach ambidexterity and sustain it requires a set of causal, contextual, interventional, and strategic factors which ultimately lead to the consequences of organizational ambiguity. This study identified the dimensions and components of organizational ambidexterity through reviewing the literature on organizational ambidexterity as well as interviewing an expert group and analyzing their viewpoints. Then, by distributing a researcher-made questionnaire and statistical analysis, it examined the research pattern in the current and desirable situation of the organization.