reza ebrahimzadeh dastjerdi

Indifference exists at every level of an organization because it is part of human nature. This instinct constantly draws individuals to a comfort zone where no changes occur. At the same time, it can lead to deficiencies in the components of Islamic governance. Organizational indifference is defined as a state where the achievement or non-achievement of organizational goals, or the success or failure of the organization, makes no difference to one or a group of members.Therefore, the purpose of this study was to investigate employee indifference in cultural organizations. This study was conducted qualitatively using a phenomenological approach, and data were collected through semi-structured interviews and analyzed using an expert panel and the Delphi method. After completing the in-depth interviews, theoretical saturation was achieved, and the data analysis through Delphi revealed six main factors (policymaking, person-organization relationships, human resource functions, management style, culture, and political environment) contributing to organizational indifference in cultural organizations. The result of this research is the presentation of a model of factors affecting organizational indifference in cultural organizations of Isfahan province. By examining 394 concepts, six main themes were ultimately extracted, offering a new perspective on the factors affecting organizational indifference in cultural organizations.

The use of culture and cultural tools in diplomacy, compared to other common tools and levers in international relations, has advantages that have led countries to use this potential to enhance and improve international relations. Therefore, cultural diplomacy aims to identify, define, and promote common values and interests between nations by using cultural and artistic tools. Studies show that intervenes are involved in various forms of cultural diplomacy in the Islamic Republic of Iran, which can bring about changes in the course of cultural diplomacy. Identifying and ranking the intervenes in Iran's cultural diplomacy can help to better understand different approaches and perspectives in cultural diplomacy. This identification can also be effective in increasing the country's soft power and promoting cultural influence in the world. In this article, by examining the intervening factors in the field of cultural diplomacy implementation of the Islamic Republic of Iran through a phenomenological research and semi-structured interviews with 24 diplomats, opinion leaders, senior managers in the field of cultural diplomacy, Religious missionaries (religious advocates) and cultural figures involved in international affairs, these factors have been identified and categorized into 8 moderating factors, 13 weaknesses and deficiencies, 4 threats, and 3 environmental opportunities.

The purpose of this research is to determine the impact of deviant behaviors in the workplace on job performance with the mediating role of organizational shame and impression management. The current research is applied in terms of purpose and descriptive in terms of correlational data collection. The statistical population of the present study was made up of all the employees working in (case of study: Isfahan Islamic Azad University (Khorasgan)) in the number of 660 people, and 244 people were selected as a sample through the stratified sampling method proportional to the volume through Cochran's sampling formula. . The research tools were Gao's (2009) deviant behavior standard questionnaire, Tsui et al.'s standard job performance questionnaire (1997), Marshall et al.'s standard organizational shame questionnaire (1994), and Bolino and Turnley's standard impression management questionnaire (1999). In order to measure the validity and reliability of the instrument, three types of instrument validity were used: content validity, face validity and construct validity, and Cronbach's alpha was used to measure the reliability of the questionnaire. SPSS22, Lisrel 80/8 and WarpPLS software were used to test the research hypotheses. The results showed that deviant behaviors in the workplace have a negative and significant effect on job performance, and also the results of the bootstrap test showed that deviant behaviors in the workplace indirectly through organizational shame and impression management have a significant effect on job performance

The purpose of this research was to investigate the effect of organizational hypocrisy on deviant behaviors in the workplace through organizational identity and organizational social responsibility. The present study was applied in terms of its purpose and descriptive in terms of correlational data collection. The statistical population of the present study consisted of all the employees of Isfahan branch of Islamic Azad University (Khorasgan) in the number of 660 people, and 244 people were selected as a sample through the proportional stratified sampling method through the Cochran sampling formula. The research tools are organizational social responsibility questionnaire by Farouk et al. (2014), questionnaire of deviant behaviors in the workplace by Bennett and Robinson (2000) and standard questionnaire of organizational hypocrisy by Kulichoglu et al. (2019) and organizational identity questionnaire by Ant et al. 2006) that the validity of the questionnaires was examined based on content, form and structure validity and after the necessary terms, the validity was confirmed. And on the other hand, the reliability Questionnaires were estimated by Cronbach's alpha method as 0.90, 0.88, 0.90 and 0.89 respectively. Data analysis was done at two descriptive and inferential levels including structural equation modeling. The results of the research showed that the direct effect of organizational hypocrisy on deviant behavior in the workplace was significant and positive, and the coefficient of this effect was 0.77, Also, the results showed that organizational identity and organizational social responsibility mediated the relationship between organizational hypocrisy and deviant behaviors in the workplace.

The newly emerged concept of citizenship culture has gained considerable attention from researchers in the context of modern society, as it serves as a guide to sustainable human interactions. Throughout history, the concept of culture and citizenship has been intricately linked to one another. In the past, this notion was primarily used in the legal domain and pertained to people's adherence to the law. However, over time, it has expanded in its significance, and currently, it holds a much broader meaning. The internet and social networks have become effective tools for the dissemination of cultural symbols, acting as a significant source of information and awareness across various domains, including culture. They play a pivotal role in driving cultural transformations and changes among people.The scope of the issue has broadened, and the importance of the matter has intensified with the widespread accessibility of smart mobile devices, allowing users to access social networks such as Instagram, WhatsApp, Telegram, Twitter, and others. The extensive use of these networks throughout the day and night by individuals has led to an increased focus on the creation, production, publication, and republishing of a wide range of information in various fields within these platforms. Given the increasing reliance on social networks in daily life, their impact on citizenship culture has become increasingly prominent. Ignoring this issue could lead to significant, and potentially irreversible, losses. Therefore, the importance of studying the benefits and drawbacks of these platforms is undeniable.The existing body of scholarly research has explored this topic from diverse angles, although a more detailed examination of the impact of social networks on citizenship culture appears to be lacking. Given the extensive usage of social networks by citizens and their influence on various aspects of life, there is a definite need for further study in this area. Therefore, the present report sets out to address the question of whether a model can be proposed to enhance the culture of citizenship by leveraging the power of social media, by investigating the role of social networks in shaping citizenship culture.

Literature Review:

Matani et al. (2019) conducted a study titled "Investigating the Use of Mass Media and Adherence to Citizenship Culture (Case Study: Citizens Over 18 Years Old in Ghaem Shahr City)" using the field method, survey method, and a questionnaire instrument. They concluded that there is a positive and significant relationship between using mass media and the overall level of adherence to the citizenship culture and its dimensions, including social participation, publicism, responsibility, and a tendency to follow the law.Ghafarinasab et al. (2019), in a study titled "Sociological Explanation of Citizenship Culture (Case Study: Citizens 15 Years Above in Eqlid City)," assert that citizenship is a crucial indicator of development and progress in developing countries. One significant dimension of citizenship is the culture of citizenship. They highlight that the establishment and growth of citizenship can be viewed as a serious solution for resolving social challenges in developing nations. They utilize the theories of Marshall, Janoski, Faulks, and Turner to examine citizenship culture among citizens in Eqlid City. In addition, they employ the survey method and a questionnaire instrument to gather data. They also use a multi-stage cluster sampling technique to choose the sample. The results indicate that the citizenship culture among citizens is above average. The analysis of the hypothesis reveals that variables such as gender, marital status, the degree of religious commitment, social identity, the extent of media usage, and political awareness exhibit a prominent association with the culture of citizenship.Askarizadeh (2019) conducted a study titled “Identifying Social and Educational Factors Affecting the Promotion of Citizenship Culture in the Neighborhoods of Bandar Abbas City” with a descriptive survey-exploratory method, utilizing a random cluster sampling method. The sample size consisted of 458 individuals, and a questionnaire instrument was utilized in this survey. The findings highlight the significant impact of educational and socioeconomic factors on the promotion of citizenship culture. Among the social factors, awareness of citizenship rights, the rule of law and orderliness, collective interests, awareness of external and internal events, responsibility, publicism, use of cultural centers, and use of the media have been found to greatly influence citizenship culture, respectively.Among the educational factors, the legal infrastructure and bylaws, written and specific educational objectives, executive structures, the existence of diverse training courses, acceptance of change amongst citizens, awareness and competence of officials, innovativemanagement and supportive managers, the capability of citizens, the attitude of officials, citizens' enthusiastic participation, incentives, communication between officials and citizens, technical infrastructure, and the presence of supporting human resources in setting up and supervision are all found to significantly impact the citizenship culture.

The present study aimed to propose a model for promoting citizenship culture by leveraging social networks among citizens of Tehran. This is an applied study by objective, a cross-sectional study in terms of the data collection time, and a qualitative research design in terms of the procedure. A qualitative approach with a grounded theory approach was adopted, and the theoretical sampling method was utilized. The primary goal of conducting this study was to contribute to the promotion of the culture of citizenship, thereby enhancing the overall well-being of society.The statistical population of this research encompassed specialists and experts in social networks and citizenship culture (university professors, city managers, and so on) and reached saturation with no additional data being identified through conducting new interviews. The open, axial, and selective codes were extracted via analyzing the interviews. This study employed a grounded theory approach to identify the main codes and themes related to the culture of citizenship in social networks.The study, based on Corbin & Strauss's grounded theory model, examined the causal conditions (conditions leading to a change in an event), context, intervening conditions (barriers that may delay or prevent an event from occurring), action/interaction strategies (methods utilized to effect change), and consequences (outcomes or effects of the change process). Following this examination and identification process, the conditions for the promotion of citizenship culture were eventually specified, aligned with the established conceptual model.

Analyzing and interpreting the statistical results indicate that social networks exert a positive and significant influence on the dimensions of citizenship culture, thereby upgrading the culture. However, it is essential to make several changes and transformations in Iran to ensure that there is effectiveness in promoting citizenship culture through social networks. Presently, the introduction of virtual social networks into the lives of citizens has been highly embraced in response to the diverse needs of individuals. These networks, in turn, have significantly influenced various aspects of existence. Undoubtedly, social networks have demonstrated ostensible and widespread effects on different areas of people's lives. Additionally, social networks play a vital role in enhancing and strengthening social interactions within the digital realm and have profound impacts on myriad facets of citizens' lives.

The purpose of this research is to investigate the effect of using the poster advertising model in the field of public health. In terms of purpose, this research is descriptive-survey in the category of applied research and based on the method of data collection. The statistical population of this research includes all managers of health centers in Isfahan province who were employed in 1401 and their number was 249 people, of which 150 people were selected as the research sample by stratified random sampling method. A researcher-made questionnaire was used whose validity and reliability were confirmed. To analyze the collected data, Kolmogorov-Smirnov tests were used for the normality of the data, as well as confirmatory factor analysis and structural equation method using the software (AMOS24).The findings showed that among the studied components, respectively: solutions with path coefficient (0.80), effectiveness (0.84), ruling platforms (0.92), obstacles with path coefficient (0.94) and effective components (0.97) are most effective in the poster advertising model in the field of public health. The model obtained from this research can open the way for practitioners and planners of the health and treatment sector to plan for the effectiveness of poster advertising campaigns in the field of public health and to improve the level of public health and health, as well as to create innovative opportunities to increase productivity in this field.

The present research was conducted with the aim of identifying and ranking the consequences of deviant behaviors in the workplace.

The current research is a mixed (qualitative-quantitative) research in terms of practical purpose and method. The statistical population of the research in the qualitative part is 16 experts, and in the quantitative part, the statistical population consists of the staff and professors of Isfahan Azad University (Khorasgan), whose number is 660. According to Cochran's formula, the sample size was 445 people. Sampling method in this research, strata were selected according to the volume. The consequences of deviant behaviors in the workplace have been identified first in the qualitative part with the Delphi technique, then in the quantitative part it has been modeled and ranked with the structural equation technique and confirmatory factor analysis.

Three consequences of deviant behaviors were identified, in order of priority, they are: organizational consequences, individual consequences, group consequences.

The presence of deviant behaviors in the workplace may impose a lot of costs on the university, and if solutions are identified to eliminate such behaviors, one can hope for health, productivity and creativity throughout the university.

The main purpose of this study is to investigate the impact of organizational culture on deviant behaviors in the workplace through work-family conflict and personality traits.

The current research is applied in terms of its purpose and descriptive in terms of correlational data collection.The statistical population of the present study was made up of all the employees of the Isfahan Islamic Azad University (Khorasgan) in the number of 660 people, 244 people were selected as a sample through the Cochran sampling formula through the stratified sampling method proportional to the size, the research tool was the Hofstede standard organizational culture questionnaire (2001). and the standard questionnaire of deviant behaviors in the workplace by Bennett and Robinson (2000) and the questionnaire of work-family conflict by Carlson (2002) and the standard questionnaire of personality characteristics by McCrae and Costa (1992) that the validity of the questionnaires was based on content validity using the opinion The experts were formally examined based on the views of a number of the statistical community and the structure was examined by factor analysis method and after the necessary terms, validity was confirmed and on the other hand, the reliability of the questionnaires was determined by Cronbach's alpha method, respectively (0.88), (85) (0.0), (0.89) and (0.81) were estimated.Data analysis was done at an inferential level including structural equation modeling.

The results of the research showed that organizational culture has a positive and significant effect on deviant behaviors in the workplace through work-family conflict, and the coefficient of this effect was 0.170, and it has a positive and significant effect on deviant behaviors in the workplace through personality traits. The coefficient of this effect was 0.130 and also organizational culture has a positive and significant effect on deviant behaviors in the work environment, which the coefficient of this effect was 0.200.

Deviant behaviors in the workplace are an important issue for universities because of their impact, because they weaken organizational citizenship behaviors, reduce productivity, and increase phenomena such as absenteeism and employee withdrawal.Therefore, these behaviors must be properly managed by organizations and managers, and organizational culture, work-family conflict, and personality traits have been among the factors influencing these behaviors.

Background and Purpose:

 The aim of this article is to present the organization's redesign policies in such a way that all organizational dimensions are aligned and appropriate for the development of smart business.

Methods :

Quantitative research was conducted using a descriptive survey method. The questionnaire was compiled based on different editions of Burton's multi-contingency model, and the results of its validity and reliability evaluation indicate the high internal validity of the research and the validity of the tool designed in the society. The questionnaire included 90 items to measure 13 dimensions and 26 components of the Likert scale format and was distributed among 263 managers and experts of Isfahan Iron Smelting Company who were selected by stratified random method.

Findings:

 After data collection and analysis, it was found that the different structural dimensions of Isfahan steel Company's organizational design based on Burton's multi-contingency model were not located on the same area and were not proportional and aligned.

Conclusion:

 The policy of redesigning the organization was proposed in such a way that the environment dimension is chosen as a central dimension for structural changes and adapting and aligning other dimensions of the organization in order to develop business intelligence.

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

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

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

Cultural diplomacy is an intercommunication of ideas, information, art, and other aspects of culture among nations and people to amplify mutual comprehension between them. The object of this study was to present a cultural diplomacy model for the Islamic Republic of IRAN. This qualitative study was implemented using grounded theory and the Strauss and Corbin paradigm model. The data were collected through in-depth interview through a purposive sampling between professors, pundits, cultural attaches, and actors involved in the various fields of cultural diplomacy in Iran. After reaching theoretical saturation with 24 interviews and analyzing the data through three stages of open coding, axial coding, and selective coding, the desired model was developed based on grounded theory. Cultural development, political development, and communication development were considered as causal conditions. Adherence to principles, values, and policies, cultural geography, Islam and Shiism, educational infrastructure, media and cyberspace, religious and spiritual, civilization and cultural heritage, cultural-scientific, institutional, Iranian lifestyle, cultural and social possibility, literary and artistic, humanistic, political; cultural agents; ideological nature were considered as contextual conditions and threats, opportunities, environmental variables, internal weaknesses, and deficiencies as intervention conditions. Strategies included diversification of strategies and tools, actions update, development of actors, strengthening infrastructure, and upgrading the structure and management pattern. The consequences included national security interests, religious and revolutionary ideological development, cultural reproduction, economic growth in the context of culture, Understanding and sustainable peace, strengthening legitimacy and international prestige.

This research was conducted with the aim of analyzing the phenomenological experiences of the effectiveness of human resource management in the social security organization. The research was conducted through the qualitative research approach of phenomenological type and using the Clayey method of data analysis, by studying the experiences of the senior managers of the Social Security Organization. The statistical population of the research included The all managers of the Social Security Organization. The research tool is a structured interview based on collaboration. Sampling method, theoretical sampling and considering 7 specific criteria, the sample members were selected. The interviews continued until the saturation point was reached The number of samples is 12 people. The findings showed that the factors affecting the effectiveness of human resources management are three main dimensions: The structural dimension , the cultural dimension and the human dimension. And focusing on these factors and their subgroup indicators can increase the effectiveness of human resources management and due to alignment with the goals of the entire organization, it will also increase the effectiveness of the entire organization.

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

One of the main challenges facing today's management is the development of organizational culture and leadership styles in which knowledge management is valued. Therefore, it is important to know the factors affecting knowledge management. Undoubtedly, knowledge management will have a great impact on the organization and employees. Knowledge management tries to introduce or strengthen knowledge as a high value in organizational culture, and knowledge management tries to introduce and strengthen knowledge in management styles, and the knowledge of managers and employees creates efficiency, effectiveness and productivity in On the other hand, the cultural dimensions of Hofstede's model have been used in various researches in the field of management and culture, and considering the role that cultural differences at the national and organizational level have on the capacity to absorb knowledge, the importance of Cultural factors affect the processes of knowledge absorption and transfer, and despite the research done, two theoretical deficiencies can be seen in this section, firstly, the role of organizational culture and leadership styles on knowledge management in Iran has not been thoroughly investigated, and secondly, in Most of the conducted researches, the organizational culture factor of Hofstede's model has not been investigated in detail, and thirdly, the subject of this research has not been done in cultural organizations, therefore, the main goal of this research is to investigate the effect of leadership style (Hersey and Blanchard's model) and organizational culture. Hofstede's model) is based on knowledge management. As the statistics show, 50% of the problems of implementing knowledge management are related to culture and human resources (Jalali et al., 2014) and in order to change and share knowledge among their members, organizations must have a capable leader to change the culture. (Heidari et al., 2013). Many researchers have examined knowledge management in organizations from different perspectives. For example, the influence of organizational culture (Park et al., 2010. Kumar, 2011. Voivora, 2013) and leadership style (Birouznoff, 2013, Bryant, 2003. Crawford, 2005) (knowledge management) has been investigated, but little research on organizational culture (Hofstede's model) and leadership style (Hersey and Blanchard model) has been conducted on knowledge management and in addition, most of the researches have been conducted in western countries and none of them have been conducted among the faculty members of universities, which doubles the necessity of conducting this research. Therefore, this research is conducted with the aim of determining the relationship between organizational culture (Hofstede's model) and leadership styles (Hersey and Blanchard's model) with knowledge management among the faculty members of Isfahan Islamic Azad University (Khorasgan).

Literature Review:

Torabi and Alden (2017) in a research called the effect of knowledge management on the productivity of the organization: a case study they conducted in Kausar Bank of Iran concluded that the willingness of employees to share knowledge and, accordingly, the sharing of implicit knowledge had a direct effect on productivity. Shujahat et al. (2016) in a research entitled the effect of knowledge management on innovation with the mediating role of knowledge workers' productivity reached the conclusion that knowledge management had a positive effect on innovation with the mediating role of knowledge workers' productivity. Mohammad Zaki et al. (2016) in a research entitled The relationship between the leadership style of managers and the level of organizational learning among the employees of the National Accounts Court and with a descriptive method of correlation, they concluded that there was a significant relationship between the leadership style of managers and the level of organizational learning among the employees of the National Accounts Court and also The results showed that the amount of organizational learning of employees increases the closer they get from the authoritarian-exploitative leadership style to the collaborative style. The study conducted in America concluded that the leadership style and knowledge management had an effect on the acceptance of technology. Qurbani Azar et al. They made a correlation and concluded that there was a significant relationship between organizational culture and knowledge management. And among the components of organizational culture, individual creativity was more related to knowledge management. Crawford (2010) in a research entitled the relationship between knowledge management and transformational leadership, which he conducted with a correlational descriptive method, concluded that in this research, there was a meaningful relationship between transformational leadership, functional leadership, and freedom leadership with knowledge management.

The current research is practical in terms of its purpose, because it deals with the application of the proposed variables to help knowledge management. On the other hand, the mentioned research is descriptive in terms of the method of collecting information, because it examines the effects of organizational culture and leadership styles on deals with knowledge management and examines the relationships between the mentioned variables in the form of structural equation modeling. The statistical population in the present study includes all the employees working in the faculty members of Islamic Azad University, Isfahan branch (Khorasgan) numbering 380 people. Including the sample size from Cochran's formula, 180 people have been estimated. In this research, a stratified sampling method proportional to the volume has been used.

That the research hypothesis is confirmed at 95% confidence level. In the explanation of the hypothesis test, it should be said that according to the critical value of CR, which is more than 1.96 for the hypothesis, and the P value, which is less than the error level of 0.05, the research hypothesis is confirmed at the 95% confidence level. Therefore, organizational culture has a positive and significant effect on leadership styles, and organizational culture has a positive and significant effect on knowledge management, and leadership styles have a positive and significant effect on knowledge management.

This research, which was conducted with the aim of investigating the relationship between organizational culture (Hofstede's model) and leadership styles (Hersey and Blanchard's model) with knowledge management among the academic staff members of Isfahan Islamic Azad University (Khorasgan), provides evidence of the role of organizational culture (model Hofstede's) and leadership styles (Hersey and Blanchard's model) were obtained by knowledge management among the academic staff members of Islamic Azad University, Isfahan branch (Khorasgan). Hersi and Blanchard) it was confirmed that there is a relationship with knowledge management among the academic staff members of Isfahan branch of Islamic Azad University (Khorasgan).

Findings from the present study are aligned with Hoshangi et al.'s research (2014) that organizational culture and leadership styles had an effect on knowledge management, and also with Mashbaki et al.'s research (2015) that leadership styles had an effect on knowledge management. It is direct and also with the research of Crawford (2010) that there was a meaningful relationship between transformational leadership, functional leadership and freedom leadership with knowledge management, and Boersox (2012) that leadership style and knowledge management had an impact on technology acceptance, and Mohammad Zaki et al. (2016) stating that there is an indirect alignment between the leadership style of managers and the level of organizational learning among the employees of the National Audit Office, and to explain this finding, it can be said that by strengthening and strengthening the organizational culture On the one hand, employees accept knowledge management more easily, and on the other hand, knowledge creation, knowledge sharing, knowledge application and knowledge storage are done more effectively in organizations. And on the other hand, they expressed leadership styles as agents of change. Because the organization must have a capable leader to change the culture in order to be able to change and to be able to accept and share knowledge in the organization among the members.

women play an important role in consumer products hence, Analysis of Women requirements within social networks and variables Shaping their purchase behavior would be beneficial for business owners in order to provide better product and services and attain more sustainable relationship with their customers. This research is aiming to recommend a social commerce model for women purchase behavior using qualitative Corbin and Strauss (2015) ground theory method. This research can be considered as applied research. in order to collect research data a seven stage Sadowski and Baroso (2007) method is used, then after implementing open, axial and selective coding, a new model was introduced. Based on acquired results, final model contains 5 main causal variables, 3 main intervening variables, 3main contextual (Demographic) variables and finally 2 main consequential variables. The results of this research can be beneficial for E-commerce and traditional business owners in order to boost their profitability and to have sustainable relation with their customers.

This research was carried out with the aim of providing a comprehensive model for redesigning the organizational structure that fulfills the requirements of activity in the era of the fourth industrial revolution with the approach of developing smart business. The research was of a sequential mixed type of quantitative and qualitative type. In the quantitative part, which was conducted using a descriptive survey method, in the first stage, organization pathology and organizational design models were examined and identified through a systematic review of the research literature, and Burton's multi-contingency model, which simultaneously includes pathology and organization design, was selected. In the second stage, the researcher developed a questionnaire based on different editions of Burton's multi-contingency model, and the validity and reliability of the questionnaire (content validity using the Laushe method, face validity and construct validity using the confirmatory factor analysis method with Smart PLS software and reliability It was evaluated by the methods of Cronbach's alpha, composite reliability and divergent and convergent reliability of Fornell and Lockerre), the results of which indicate the high internal validity of the research and the validity of the tool designed in the society. Finally, a 90-item questionnaire was developed to measure 14 dimensions and 28 components, which was arranged in the form of a Likert scale and distributed among 263 managers and experts of Esfahan Steel Company, who were selected by stratified random method. After data collection and analysis, it was found that the different dimensions of the organizational structure of Esfahan Steel Company based on Burton's multi-contingency model are not located in one area and are scattered in four different areas of the diagram, and the dimensions of the structure are not proportional and aligned. In the future, in order to redesign the appropriate structure, the research was continued using the qualitative method. In this section, with the purposeful sampling technique dependent on the criterion among 30 academic and steel industry experts related to the subject, the most important dimensions of the organizational structure (using the fuzzy Delphi method and in two rounds) and the components of business intelligence (using the fuzzy Delphi method) and during three rounds) were determined. Then, by using the fuzzy Delphi technique during four rounds, which stopped at the Schmidt agreement criterion, a comprehensive model of organizational structure redesign with the approach of developing smart business was obtained. The findings showed that the most effective components of business intelligence include commercial intelligence, artificial intelligence, strategic intelligence, and competitive intelligence, which can provide suitable platforms and facilitators to achieve a suitable and intelligent organizational structure. The results show that the use of business intelligence factors consisting of strategic, competitive, commercial and artificial intelligence models are effective platforms for making appropriate decisions in order to make changes and redesign the organizational structure (organization plan) and create appropriateness and alignment. It is between dimensions with the aim of developing smart business.

this research has been done in the field of technology roadmapping. The secondary area of this research is the field of information technology.

The purpose of this study was to identify the key indicators of information technology in organization and then to formulate a generic method to create an information technology roadmap.

The main methodology of this study was mixed-method exploration based on tool formulation. the final statistical sample consists of a panel of 30 experts in the related fields at Mobarakeh Steel Company. In the qualitative phase, the research started with interviews. then, In the quantitative phase, the Delphi method was used in the panel of experts and then the IPA was used.

In the qualitative phase, 98 primary indicators, either current or future, were extracted in 4 key components of IT field for virtual bank implementation. In the quantitative phase and after performing the Delphi Rounds, 50 information technology indicators, were finalized. After the importance-performance analysis, 9 gaps in 3components were identified. These gaps used in the formulation of the final IT roadmap.

In order to implement technology projects in an organization, at first, the roadmap must be developed. since no specific methodology has been provided for the development of IT roadmap, so this research has introduced a unique, innovative, localized and operational methodology, (based on the main methods of foresight), to develop an IT roadmap, that can easily meet the needs of researchers and academicians in the field of IT roadmapping.

This study aims to reveal the discourses of the human resource management system at Isfahan University of Medical Sciences. In a qualitative approach, texts gathered from 42 deep semi-structured interviews with managers and experts working in the organizational development and human resources department of the university have been analyzed through the Fairclough critical discourse analysis method and then messy, ordered and social world maps have been extracted using Clark’s Situational analysis. According to the research results, different discursive constructs play various roles in this organization’s human resource management functions. Denying regulatory laws, power actors used them just as a tool in their power relations. Managers' insights and tastes, political attitudes, human constructs, government laws and regulations, board approvals, and environmental and cultural factors are the most important actors in the organization’s human resource management discourse. Continuation of the current trend marginalizes silent actors, who are competent people in most cases, and strengthens current power relations.

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

This research focuses on identifying the components of a friendship-oriented leadership model, addressing a gap in theoretical and empirical differentiation in leadership studies. Emphasizing the evolving nature of leadership, especially in the business world, this study explores the elements contributing to effective leadership in organizational settings.

Aqualitative research approach using Grounded Theory was employed. The population included experts in organizational behavior and university professors. Data were collected through semi-structured interviews with 20 participants, reaching theoretical saturation.

The study identified 72 initial codes, categorized into 8 main and 5 subcategories. These include leader strategies, positive and negative outcomes, individual abilities, follower conditions, external organizational factors, and components of friendship-oriented leadership. Positive outcomes emerged as a significant category, highlighting the importance of these leadership components.

The research concludes that understanding and implementing a friendship-oriented leadership style is crucial for organizational success. This style is characterized by mutual and open relationships, balancing power dynamics, often overlooked in traditional leadership theories.

The purpose of the current research is to design a model for deviant behavior management in Isfahan Islamic Azad University (Khorasgan). The current research is one of the exploratory mixed research. which is done in two qualitative and quantitative stages. In the qualitative part (first phase) the foundation data approach was used and in the quantitative part (second phase) the survey approach was used. In the qualitative part, samples were selected through in-depth semi-structured interviews with 20 experts, specialists and senior managers of Isfahan Islamic Azad University (Khorasgan) using theoretical sampling method. And finally, the data was analyzed with structural equations and through SPSS 22, Lisrel 80/8 and Warp PLS 7 software. The results of the quantitative part of the research showed that individual factors and job factors ( 0.280), process factors (0.270), management factors (0.260), structural factors (0.250) and group factors (0.220) respectively have the greatest impact on the management strategies of deviant behavior strategies in work environment and political factors and personality characteristics played a moderating role, but organizational characteristics and demographic characteristics did not have a moderating role, and behavior change with an impact factor (0.550) is the most effective strategy on the consequences of deviant behavior management in the workplace.

This study aims to design a model of ambition (cryism) in the public sector of Iran (Murray study of national banks in Isfahan province). The method used in this research is fundamental in terms of purpose-applied and in terms of how to collect descriptive-exploratory information and through specialized interviews (structured and semi-structured interviews) with experts (including all professors and faculty and Experienced employees and staff managers of the national gatekeepers of Isfahan province) until the theoretical saturation is achieved. Findings showed that causal conditions affecting ambition are more rooted in rejecting the position of authority and reputation. In the present study, there are underlying factors (5 main themes); Lack of commitment, lack of supervision, political, personal and economic factors based on underlying factors affecting ambition (curiosity) in the public sector of Iran (National Banks of Isfahan Province). Interfering conditions due to infrastructural problems can not be implemented properly and as a result will cause challenge and ambition of careerism in the organization in the strategies used in the organization (non-leadership strategy, non-change strategy, non-stop strategy Obtaining outdated strategies that will cause the challenge and ambition of Christianity in the organization.

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