saeed jafarinia

The continuity of a society is ensured by the process of socialization that transfers the social traditions of previous generations to new generations; that is, new generations never exactly repeat the social life of their predecessors step by step, but are always accompanied by criticism of some aspects of tradition or innovation. The new generation that organizations are facing today, and must prepare for, is Generation Z. Currently, there are different generations of employees in workplaces, each with its own characteristics, values, and behaviors. Effectively managing these generations is a fundamental challenge for organizations. Therefore, managers must both understand the individual characteristics of this generation and know how to manage them effectively. Without an appropriate organizational context for the activities and actions of Generation Z, human resource management programs are doomed to fail. The purpose of this research is to identify the key indicators of the new generation through a thematic analysis approach.
This research is qualitative and applied. Its participants are human resource specialists and experts from academic and government organizations who were determined through theoretical and snowball sampling methods. To identify the components of human resource practices for Generation Z employees in government organizations, semi-structured interviews were conducted, involving in-depth discussions with 50 human resource experts from academic and government organizations. Clark and Brown's content analysis method was used to analyze the data.
Data analysis resulted in the formation of 506 initial codes, 30 sub-themes, and 9 main themes including individual/personality-work characteristics, psychological-health characteristics, job-employee characteristics, internal-external environment characteristics, solidarity-team building, cultural-social characteristics, job-oriented payment, person-oriented payment, justice-oriented payment, criteria-programs, justice-oriented evaluation, evaluation-feedback components, monitoring-strategic control, behavioral characteristics-teacher expertise, needs assessment-educational survey, flexibility-educational methods, educational styles-learning, database-scientific, IT services, equipment-infrastructure, recruitment-recruitment, strategy-oriented planning, human-technical capital perspective, creativity-innovation perspective, needs assessment/survey of organizational demands-employees, ethical-behavioral characteristics of the manager, structural-executive goals, managerial capabilities, and legal-executive requirements in executive organizations.
Retaining and maintaining Generation Z human resources is one of the secrets to the success of any business. Effective managers believe that retaining and maintaining Generation Z employees is crucial for customer satisfaction, increased retention, and business satisfaction in government organizations. Generation Z easily moves between different organizations if the organization cannot provide them with the necessary motivation. They then have to bear the costs of continuous relocation and migration of human resources, along with other ancillary costs, including the cost of retraining and the cost of reduced efficiency and effectiveness. The results of this study showed that if the human resources model for Generation Z is applied in government organizations, it can greatly assist managers and government organizations in developing and improving the workforce, especially the new generation, turning them into leading organizations in their field.

Conflict of Interest is a familiar phenomenon among Public Administration experts yet research wise, it has not received much attention. While government officials are accused of corruption and having Conflicts of Interest more than any other individual, research shows that only 1% of Conflict-of-Interest studies has been devoted to investigating the subject in the field of Public Administration. A Conflict of Interest occurs when an official is forced to choose between carrying out his/her administrative duties or following his/her personal interests. These interests include an individual’s financial or non-financial interests as well as the financial and non-financial interests of his/her relatives or friends. The research method of this article is based on citation analysis and drawing a citation network. The findings show that Sah, Moore, Loewenstein, and Cain are key experts in the field. The study of Cain et al (2005) is the key one that has the most relevance to other studies in this field and the study of Miller (2001) is also central which has been cited a lot. American Journal of Bioethics, Organizational Behavior and Human Decision Processes, and Journal of Personality and Social Psychology are esteemed scientific journals that have been most benefited from publications, communications, and citations, respectively. Ethics is the concept that has been co-occurrence with the conflict of interest. This means that a conflict of interest is inherently a normative and behavioral concept. Finally, it should be noted that given the results of this research, the concept of Conflict of Interest will remain a foundation for corruption in governments and public organizations if Public Administration experts and scholars remain as inattentive to the issue as before. Research into Conflict of Interest has been mainly focused on normative and behavioral approaches which means that there is a need for new researchers taking new approaches to break out of this cycle.

 The primary factor contributing to administrative corruption in the country is the lack of transparency and accountability of the government and its subsidiaries toward the public. The lack of attention to the transparency of Iranian public organizations over the years has resulted in irreparable damage to the country. In recent years, substantial financial and administrative corruption cases have emerged in governmental agencies nearly every few months. Thus, this research addresses a fundamental issue within the country, as a majority of the public has personally experienced these challenges and irregularities when interacting with public organizations. This study aims to present a model for enhancing administrative transparency in alignment with e-government development programs.

Design/ methodology/ approach: 

Since few studies have been conducted on the transparency of the administrative system in relation to e-government development programs, the nature of this research is exploratory, and the approach is qualitative. Specifically, it utilizes a case study strategy focused on the Social Security Organization. The research population includes elites and academic experts within the Social Security Organization. No sample size calculation was required because the qualitative sample was purposefully selected. The researcher used a snowball sampling technique to reach theoretical saturation, achieving it after conducting semi-structured interviews with 12 experts. The study employed thematic analysis to propose and validate a model titled “Model for Enhancing Administrative Transparency in Interaction with E-Government Development Programs.” Participant validation was used to ensure construct validity. Internal validity was established by comparing the experience-based model generated from coding, categorization, and qualitative data analysis with the anticipated model derived from theoretical subjects. To ensure the reliability of the qualitative part of the research and theoretical saturation, the agreement test based on the correlation matrix of the agreement of opinions between the interviewees and the diagram of two coders have been used. Additionally, the data analysis was performed using the Maxqda qualitative analysis software, version 2020.

 The research findings revealed nine main themes. The sub-themes for the first main theme (Organizational Culture and Atmosphere) include organizational values, organizational trust, motivational practices, and superior organizational atmosphere. Sub-themes for the second main theme (Administrative Structure and Processes) include structural and process integration, decentralization, and administrative process reform. Sub-themes for the third main theme (Managerial Factors) include appropriate leadership style, financial management, human resource management, and IT management. Sub-themes for the fourth main theme (Environmental Factors) include the economic environment, cultural environment, government and legal institutions, and the political environment. Sub-themes for the fifth main theme (Managerial Supervision) include hierarchical supervision, inspector supervision, and digital supervision. Sub-themes for the sixth main theme (Public Supervision) include individual monitoring, media oversight, and supervision by NGOs. Sub-themes for the seventh main theme (Public Accountability) include establishing an accountable structure, stakeholder accountability, and promoting a culture of accountability. Sub-themes for the eighth main theme (Establishment of E-Government) include e-service delivery, e-information dissemination, e-accountability, and e-participation. Sub-themes for the ninth main theme (Growth and Development of the Social Security Organization) include dynamism and flourishing, growth in organizational profitability, human resource growth and development, and improving organizational and staff performance.

Limitations & Consequences:

 Due to time constraints, this article only focuses on the Social Security Organization (selected for accessibility as the research population).

Practical Consequences:

 This research's findings benefit the Social Security Organization, all companies within this sector, and generally to all governmental and private organizations within the country.

Innovation or value:

 of the Article Given the limited studies on administrative transparency in interaction with e-government development programs, this study employs a qualitative research approach, specifically a case study strategy in the Social Security Organization.

In organizations, especially Public organizations, despite the apparent managerial competence of some individuals, a significant number of managers leave the organization's management circle for various reasons in various ways. This research is aimed at analyzing the lived experience of individuals on this issue which are labelled as bench managers. This study is conducted through phenomenological method by semi-structured interviews with 17 individuals who have experienced the same conditions themselves. They were selected by the purposive sampling method to collect data. Data analysis was conducted using the Colaizzi phenomenological method. The results led to the identification of 20 subcomponents and 8 main components including the helpless managers, and the parking lot dwellers, the victims of ill-treatment by superiors, the opportunity hunters, the managers trapped in personal webs, the managers restricted by the laws and regulations, the detainees of the structure and the victims of clichés. This study indicate that bench seating is very common in some organizations. Identification of this phenomenon can help policymakers, managers and researchers to understand the situations and how to deal with them well.

The present study aims to explain the public service model of the Iranian public sector and develop a new effective model. This study is descriptive in nature and method, and applied and developmental in purpose, which uses field research methods to examine the current situation. The statistical population of this study consists of three groups: Population 1, including experts and professors in public administration and related fields in Iran, whose number is unknown. Population 2, including all managers of government agencies in 5 provinces (Isfahan, Khorasan Razavi, Khuzestan, Kohgaloye and Boyer Ahmad and Ilam), whose number is 810 people. Population 3, including all visitors to government agencies, whose number is unlimited. From the first population, 30 people were selected using the selective and selective sampling method, from the second population, 261 people were selected using the multi-stage random cluster sampling method, and from the third population, 783 samples were selected. Reliability was measured by Cronbach's alpha method and validity was measured by factor analysis and criterion validity. After exploratory studies, the initial research model, which included the customer-centered and citizen-centered public service model, was prepared and made available to experts. The dimensions, components, and indicators identified by the experts were made available to managers and customers. Based on the one-sample t-test, it was determined that the effectiveness of public services and customer-centered and citizen-centered public services is in a relatively good state and the proposed models are related to the effectiveness of public services

 The aim of this research is to examine and test the model for enhancing administrative transparency in interaction with e-government development programs in the Social Security Organization.

 This research is applied in terms of purpose and descriptive-survey in terms of data collection method. Data were collected using a standardized researcher-made questionnaire. The statistical population in the quantitative section includes all employees of the Social Security Organization. The sampling method for the present study, considering the target population, is stratified sampling. Approximately 65,000 individuals are in the population, and based on Cochran's formula, a sample of 385 individuals was selected. Subsequently, the composite reliability and the reliability of each research component were calculated, with the results indicating the reliability of the measurement tool. Additionally, the divergent and convergent validity of the questionnaire suggests the validity of the instrument. For data analysis, structural equation modeling was employed using the Smart PLS4 software.

 The results indicate that e-government has a significant impact on the growth and development of the Social Security Organization. Administrative structure and processes significantly influence managerial oversight, public oversight, and public accountability. Environmental factors also significantly impact managerial oversight, public oversight, and public accountability. Furthermore, managerial factors have a significant effect on managerial oversight, public oversight, and public accountability. Organizational culture and atmosphere significantly affect managerial oversight, public oversight, and public accountability. Finally, managerial oversight, public oversight, and public accountability have a significant impact on e-government.

 The model for enhancing administrative transparency in interaction with e-government development programs in the Social Security Organization can be proposed as a comprehensive and practical package for all managers of executive agencies in general and for the Social Security Organization in particular.

The aim of this research is to identify and rank the roles of human resource managers in the field of health and treatment. The research is an applied study in terms of collecting data and a mixed method in terms of data nature. In the qualitative Section, the Meta-synthesis method was used to identify the role of human resource Managers. One hundred seventy-seven documents were searched from reliable scientific databases, and after screening 87 document were included in the analysis. The Shannon entropy weighting method was used to rank the roles of human resource managers. The questionnaire was used to collect data. The participants in the research were ten human resource managers of health and treatment. Analysis of documents in the qualitative phase led to the identification of 7 roles, including Developmental, Functional, and Change pioneer the qualitative phase led to the identification of 7 roles, including Developmental, Functional, Change Pioneer, Employees Advocate and Service Delivery, Communicational, and Strategic roles. The results of the ranking of human resources showed that empowerment in the role of developer, mastery in the professional affairs of human resources in the role of functional, support of employees in the role of Advocate employee advocate and Service Delivery, designer of human resources programs and policies, Advisor and decision maker in the role of strategic, networking/team-building in the role of communication, innovation in the implementation of affairs in the role of change pioneer and forecaster/opportunist in the role of the researcher were ranked first. Therefore, policymakers and managers of the health and treatment sector are advised to pay attention to the new roles of human resource managers in accordance with environmental changes.

Today, dissent occurs easily in modern organizations, as a result, organizations where there is dissent are healthier. The purpose of this research is to present a model for managing organizational dissent in public universities of East Azerbaijan province. The present research method is qualitative and based on the basic theory of Corbin and Strauss. The data collection tool is a semi-structured interview. The statistical population of the present study included 17 university professors and journalists who were selected by purposeful snowball sampling. Based on the findings of the present research, the central phenomenon in two main constructive dimensions with codes such as: disagreement, questioning policies or organizational practices in a principled way, spirit of helping, correction and rationality of the opinions presented. and...; In the non-constructive dimension with codes like: disagreement, questioning policies or organizational practices in an irrational way, providing negative and biased feedback, etc. Causal conditions affecting organizational dissent are divided into three categories: individual, managerial, and organizational-communicative factors. The identified intervening factors are divided into two general categories: intra-organizational attitudinal pressures, extra-organizational pressures. Identified background factors are: psychological and knowledge conditions, demographic background, religious background, communication/organizational conditions, managers' behavioral and attitudinal patterns, and the prevailing organizational culture and atmosphere. The consequences identified in this research are: individual and group, organizational and extra-organizational consequences.

Workforce diversity is an essential phenomenon in organizations. Statistics indicate a growing diversity among the workforce in Iran, particularly in terms of ethnic diversity. This study aims to examine work diversity through systematic review with an emphasis on Iranian Organizations.

This study employs the PRISMA method to review articles published on the management of diversity in organizations. Of the 140 identified Iranian and international articles, 59 relevant articles were selected. Most articles focus on gender diversity, and other causes of diversity, especially ethnic diversity, have received limited critical studies. Additionally, only a few articles address diversity management and its strategies in organizations, which represents a research gap.

The research findings explored workforce diversity in four categories: the importance of diversity management; diversity management and communication; diversity management and organizational justice; diversity management and workforce productivity.

The literature review demonstrated that workforce diversity is considered inevitable not only due to its positive organizational outcomes but also because of legal and ethical requirements in our contemporary world. Furthermore, it can be argued that the performance of diversity management at the organizational level has been overlooked. Notably, most researchers in the United States and Western European countries adopt quantitative approaches, highlighting the significance of qualitative approaches.

Human resources is considered one of the most important aspects of organizations as it has significant impact on performance. With the rapid growth of technologies and societal change, human resources has been influenced and has undergone rapid transformation. This study aimed to explore the entrepreneurial opportunities arising from the technological trends in the human resource ecosystem in Iran in the next 5 years. This exploratory mixed methods study was conducted using a quantitative-qualitative approach. First, 17 technological trends were identified in a literature search from over 40 sources. Then, a survey sought the opinions of 57 experts to priorities the trends. Then, semi-structured interviews with 21 technology and HR experts were conducted using MAXQDA software to extract 243 open codes for opportunities, which after synthesis led to 38 identified technology-based entrepreneurial opportunities, including developments such as interactive VR safety training platforms, AI-supported CV analyses and AI-based compensation systems. The identified opportunities are categorized into six key areas: talent acquisition, rewards, compensation and work experience, employee relations and risk management, HR information management, HR administration and shared services, talent management and development. The findings can assist entrepreneurs, employers, and HR professionals in recognizing and leveraging technology-driven opportunities in human resources.

Today, employee experiences have gained recognition as a new concept and approach in human resource management, and their significance for the success of individuals and organizations cannot be overlooked. Hence, the objective of this study is to identify the dimensions and components of employee experiences. This research employs a descriptive design with a mixed-methods approach, combining qualitative techniques such as meta-synthesis and quantitative methods including fuzzy Delphi and analytic hierarchy process. In the qualitative phase, we conducted a systematic search   in databases to achieve the research objective, employing a seven-step method developed by Sandelowski and Barroso for meta-synthesis. All relevant articles were reviewed, and the thematic analysis method was used to analyze and code each dimension and component of employee experiences with the assistance of MAXQDA software. The Critical Appraisal Skills Programme tool and content validity method were utilized to ensure the validity of the qualitative and meta-synthesis section. Reliability was assessed through the intercoder reliability method and the calculation of the kappa coefficient. In the quantitative section, the fuzzy Delphi technique was employed to refine and validate the indicators. Finally, the analytic hierarchy process was used to prioritize the research findings. The results reveal that employee experiences encompass four dimensions and fourteen components, with the organizational dimension being the most important, having a weight of 0.443. The development of a comprehensive model through the integration of meta-synthesis and fuzzy Delphi represented the innovative aspect of this research, which can serve as a framework for future studies.

Human resource management is one of the main pillars of any organization and plays a significant role in the success of organizations. Unfortunately, it has not been considered with a sustainable development approach. The ability to implement existing models in the field of sustainable human resource management, due to the generality of the concepts do not have any orientation, so that they are not sufficiently desirable for industrial organizations. The main purpose of this research is to design a SHRM model in Solico Kalleh food industries group, which is implemented qualitatively using the grounded theory. The semi-structured interviews are used for information gathering, information analysis was performed by systematic GT method and paradigm model. The research’s statistical population includes academic and practitioners experts in the HR field . Sampling is conducted by using theoretical sampling method with targeted technique and snowball and finally 15 people, as statistical sample, were selected that information analysis has been done based of those. The results of the data extracted from the interviews by the open coding, axial coding and selective coding process that led to the grounded theory and SHRM model in Solico Kalleh . This model encompass effective dimensions and components, obstacles and, causal, contextual and intervening conditions that show the central phenomena, strategies and consequences. Solico Kalleh will achieve significant results in business sustainability by implementing the strategies in this model including: development of employer branding, development of HR skills, fair compensation system, best place to work and talent management process.

Today, especially in the Corona and Post-Coronavirus era, research on "loneliness in the workplace" has received more attention than ever before. The main goal of this research is to investigate the current state of knowledge related to loneliness in the workplace in scientific publications. To achieve this goal, the trend of researches conducted from 1966 to 2022 was analyzed using bibliometric analysis and through VOSviewer software. A total of 2240 documents were retrieved from the Web of Science database and the findings showed that the highest percentage of studies on loneliness in the workplace were conducted in 2021. United States, China and England have contributed the most in studies and majority of studies are in the field of management and communication sciences. Williams, KD has the most references among the authors and the keywords of alienation, ostracism and in recent studies the keywords of loneliness have appeared in the workplace. The results in this research have opened a new vision to researchers who are interested in this field, helped to better understand this phenomenon, and provided suggestions for future research.

Whistle blowing is an action that informs the society about organizational violations and organizations about personal deviant behaviors. Therefore, the purpose of this research is to identify and rank the consequences of whistleblowing in order to facilitate and promote it in the organization. This research is applied in terms of purpose and quantitative in terms of the nature of the data. The research population included 4920 documents, 52 of which were meta-analyzed using a non-random purposeful sampling method. Selected studies were analyzed using CMA2 software. Reliability of coding was achieved through the agreement of the judges in the application of specific concepts for coding the variables and the reliability of the significance level and effect size was achieved through the agreement in the calculation of the effect size between two meta-analysts. The findings showed that among the consequences of whistleblowing, 10 cases (21%) have an effect size greater than 0.5, 16 cases (33%) have an effect size between 0.3 and 0.5, and 22 cases (46 percent) have an effect size of less than 0.3. Therefore, the variables of organizational justice (0.683), trust in supervisor (0.656), executive guarantee for punishing unethical behavior (0.590) , internal control center (0.581) and organizational leadership (0.557) with high effect size, revealing work history (0.460), offender status (0.450), moral intensity (0.446) and seriousness Violation (0.384) has a medium effect size, fear of retaliation (-0.060), positive affect (0.062), loyalty (-0.130), job satisfaction (0.130) also have the lowest effect size. . Therefore, policy makers and managers should focus on identified factors to promote whistleblowing in the organization.

Organizational fear has a negative impact on the employee performance at work, creates a silent culture, delays decision-making, and prevents innovation and development in the organization. The aim of this research is to provide a comprehensive model of fear management in financial organizations.

To obtain the main purpose of the study, grounded theory method was used. Participants of the study were experts in public and private organizations in financial industry that are active in Tehran, from which 20 experts were selected as a statistical sample through a purposeful sampling method.

Based on the results, the central category was explained in three subcategories of communication, functional and motivational dimensions. Causal conditions were classified in the form of 2 categories of intra and extra-organizational factors, background conditions in the form of two categories of social and technological background, and intervening conditions in the form of two categories of economic conditions of society and psychological conditions triggering organizational fear. Actions-reactions were identified in the form of four categories of managing the roots of fear in employees, human resources management measures, behavioral reforms, and cultural measures. Finally, the consequences were explained in four categories of functional, behavioral, structural, and social damages.

Using this model, managers can take steps in the field of understanding the organizational fear of employees, and in order to prevent or treat it, they can also take measures to identify and define the factors that cause fear, and finally in order to deal with organizational fear, they can reform the structure and culture.

The present research aims to develop a conceptual model of the heritage of human resources in the banking industry, as the components representing this heritage have not been clearly identified.

The research follows a fundamental-applied approach based on the purpose and adopts a mixed method for data collection. In the qualitative phase, 20 senior managers from the National Bank of Iran headquarters participated, selected through purposiove sampling and theoretical saturation principles. The quantitative phase involved a sample of 207 employees and managers working in the National Bank of Iran. Data were collected through semi-structured interviews and questionnaires. The validity of the qualitative instrument was ensured through experts' opinions, test-retest reliability, and intra-subject agreement. Face, content, and construct validity techniques were employed to confirm the validity of the quantitative questionnaire. Content analysis was used for data analysis in the qualitative part, while one-sample t-test was used in the quantitative part. The qualitative aspect addressed and identified the components and indicators of the heritage of human resources, while the quantitative aspect assessed and determined the status of these components in the National Bank of Iran.

The heritage of human resources in the banking industry comprises various components, including management and organizational structure, knowledge management, behavioral and attitudinal characteristics of employees, communication patterns, recruitment, employee retention, teamwork and participation, compensation and benefits system, voluntary behaviors, organizational culture, organizational characteristics, performance development, and employee motivation and job satisfaction.

This research demonstrates that the heritage of human resources in organizations encompasses diverse structures that managers can rely on to establish such frameworks within their organizations.

Mentern is a strategy that can help organizations in the field of generational differences. Therefore, for this purpose, the end of this study is to design a model of Mentern in public organizations.

This research was conducted using the Glacerian Grounded theory. Semi-structured interview was used to collect data, and after interviewing 19 experts, theoretical saturation was obtained. The data using actual coding (open and selective coding) and theoretical coding were analyzed.

The findings showed that mentoring as a core category, supportive management system, empowering human resource management, dynamic organizational structure, learning culture, suitable individual characteristics and personality of mentoring, interpersonal skills, supportive culture of society as a context and the formation of a positive attitude towards the organization, development of professional and leadership abilities, improvement of job performance, formation of cooperative climate and improvement of organizational performance were identified as outcomes.

Originality/ Value: 

The present research has been able to provide a comprehensive model for the implementation of the mentern in public organizations by examining the characteristics of different working generations and the concepts of coaching and mentoring.

Recommendations:

 According to the proposed model, managers are advised to distance themselves from hierarchical structures, and to use suitable people and train them to provide opportunities for the implementation of mentern in order to reduce the generation gap in public organizations.

Conflicts of interest have been at the heart of many recent economic crimes. The first step in the management of conflict of interest is to provide a clear and exact definition of the term. This study attempts to coalesce various definitions of the term utilizing scoping review methodology.  The data collection tool was a reference to studies conducted based on the conflict of interest in the field of public administration. For data analysis, the qualitative indicators were identified in order to examine the conducted studies. The study identifies four main types of conflict of interest for public sector agents: financial interest of a public sector agent, non-financial interest of a public sector agent, financial interest of relatives, and non-financial interest of relatives. As long as the financial interest of the government agent is the focal point, the analysis of other types of conflict of interest in legislation system, reforms, and structural observation is overlooked. If legislative system and structural reforms limit themselves to the financial interest of the government agent, more than half of the conflict of interest cases of the government agent will be neglected. The management of conflict of interest will be on a right track once a comprehensive definition of the term is presented, a feature which forms the main concern of this paper.

Organizational knowledge is the ability of members of the organization to differentiate in the process of doing their job, especially specific areas, which depends on the presentation of a set of generalities, the application of which to evolved collective understanding; Refers.

The present study aimed to investigate the effect of pluralistic ignorance on organizational knowledge management.

The research method was meta-combined. In this research, first, the literature of related researches was reviewed, then the dimensions and components related to the growth of knowledge management and the relationships between them were identified and approved with the consultation and agreement of all experts.

The findings show that; Increasing knowledge sharing, organizational knowledge, individual knowledge, knowledge transfer in expert associations, development and sharing of best practices, interaction between individuals and teams, increases the level of organizational knowledge management.

The results showed that; The studied categories include human and organizational dimensions that contribute to the development and establishment of knowledge management within the organization and have a positive effect on increasing the level of organizational knowledge management.

Historically, many studies in the areas of behavior and emotion discovery in organizations have borrowed from the concept of fear, but from the perspective of the concept of organizational fear and models for managing it, a wide range of articles will not be found. Therefore, in this study, beyond the descriptions and categories of employee fear to go to a deeper understanding of the nature and types of factors affecting and affecting organizational fear. The purpose of this study was not only to advance theory and research, but also a practical goal, because a clear understanding of the factors and effects of organizational fear will be the first step towards its purposeful management.

In this study, the antecedents and consequences of organizational fear and moving towards the development of its management model were determined from the methods, and from the combined method of O. Sandlowski and Rousseau (2007).Findings and analysis:Finally, this research identified 3 general themes including 8 categories and 14 themes as antecedents and 2 general themes with 5 categories and 14 themes as the consequences of organizational fear using the meta-combined method and reviewing 24 related articles.

The results of this study showed that many individual, organizational, environmental and even macroeconomic and social factors have caused employee fear in organizations and this fear will lead to many organizational and individual problems. Therefore, moving towards developing an organizational fear management model will be a necessary step in the next steps.

The study at hand was carried out to identify the antecedents and consequences of organizational impact management. This study was applied in terms of purpose and mixed in terms of approach. In the qualitative phase, the meta-synthesis method was used. To this end, the studies on the antecedents and consequences of organizational impact management in valid datacenters between 1990 and 2021 were collected and examined. Out of these, 67 sources were adopted for the final analysis. To screen and confirm the findings of the qualitative phase, fuzzy Delphi method was used in the quantitative phase. The statistical population of the quantitative phase was comprised of the specialist clerks and experienced managers of Rojin Taak Agro-industries Co., from among whom 30 individuals were selected through purposive sampling. Based on the findings of the study, the antecedents of organizational impact management included three main categories, namely individual, organizational, and environmental categories. On the other hand, the consequences were classified into behavioral, professional, performance, and individual growth and development categories. The results of this study can be used by managers to enhance the positive aspects of organizational impact management and to avoid its negative aspects in the organization.

The purpose of this study is to present a model of citizenship rights in Iranian government organizations. The research was a developmental study that was conducted qualitatively and quantitatively using a combined method. The statistical population of the research was in the qualitative stage of active civil rights experts. 12 people were selected by purposive sampling method. At a small stage, the community of managers and employees of Chaharmahal and Bakhtiari governorate are 200 people. The sample size of 132 people was determined by Cochran's formula. Qualitative part of the foundation data method was used with the help of interview and quantitative part of the questionnaire was used to collect information. The validity of the questionnaire was confirmed by formality, convergence and content and the reliability of the questionnaire was confirmed by Cronbach's alpha coefficient. Structural equation modeling was used to analyze the quantitative data. Based on the results of open and centralized coding, causal factors include quality of work life of employees, freedom of expression, accountability, organizational culture, upstream documents and laws, and underlying factors including training and development, team building, socio-cultural requirements, legal requirements, ability Executive, technology infrastructure. The intervening factors were managerial challenges, organizational challenges, legal barriers, and policy-governance. Strategies included talent discovery, thinking, self-confidence, new media, networking, consequences including responsibility, cohesiveness, long-term, dignity, self-esteem, and human values. Dimensions of citizenship rights included health, freedom of thought, justice, the right to education, and the elimination of discrimination. The model was confirmed based on the structural equation test.

Background and Aim:

Human resource development is one of the most important components of effective organizations from other institutions and training is the best tool for human resource development. The purpose of this study was to investigate the effect of leadership transfer of education in the form of support of middle managers through the mediation of planned behavior structures on training transfer.

Method:

 This study is " Practical " in terms of purpose and "descriptive, correlational" in terms of data collection. The statistical population of all brokerage firms in Tehran province and the sample size was determined using Krejcie and Morgan table equal to 357 people. Probabilistic and cluster sampling, using two researcher-made questionnaires of education transfer leadership and planned behavior questionnaire, which were collected based on the theory of components and fishbin (2003), validity (content, convergent and divergent) and reliability (Factor load, composite reliability coefficient, Cronbach's alpha coefficient) The questionnaires indicated that the measuring instruments had good validity and reliability. Data analysis was performed by structural equation modeling using Smart PLS software.

The results of testing the hypotheses using t-test statistics and path coefficients (β) showed that education transfer leadership has a significant and moderate effect on the variables of attitude to education transfer, mental norm, perceived behavioral control, and also on the transfer intention variable. Training and transfer of training has a significant and strong impact.

The results of this study indicate that according to the theory of planned behavior of training transfer can be the result of rational decision-making process of employees, ie the stronger the intentions of employees, the more their compliance with the social group, and positive control The more employees transfer the training results, the more effective the transfer of in-service training to the workplace will be, and finally the support of managers in the form of attitudes, behaviors and strategies can be in how to transfer in-service training to the workplace be influential.

One of the characteristics that shows the dynamism of today's organizations is the benefit of organizations from the constructive and useful point of view of employees in order to increase the quality of decisions made in organizations. Therefore, the purpose of this study is to identify the factors affecting the expression of organizational dissent of employees in the university. The method of this research is qualitative and exploratory which has been done using content analysis and archival study. The statistical sample of this research included 120 articles published in valid domestic and foreign scientific databases by searching for keywords and performing the screening process. Finally, 30 works were selected for further review and analysis. The result of literature review and analysis was the extraction of 31 basic themes, 13 organizing themes and 4 comprehensive themes. Findings showed that the factors affecting the willingness of employees to express organizational opposition in 4 main dimensions: personal, communication, organizational and environmental, each of these factors can affect the willingness of employees to express organizational dissent, but the decision to choose the approach of expressing dissent. It depends on which particular issue and factor will be affected in that particular situation at the time of selection, therefore, depending on the circumstances, it is necessary to identify the considerations of each factor and consider the correct approach to expressing organizational dissent of employees.

The aim of this study was to present a causal model of factors affecting the formation of organizational forgetfulness in government organizations using structural equations. The method of the present study is descriptive (non-experimental) and the correlational research design is structural equations with the least squares method. Participants in the present study included managers and experts of government organizations in Tehran. According to Cochran's formula, 234 managers and experts of government organizations in Tehran were selected as a statistical sample using simple random sampling. The standard questionnaire of Huang et al. (2018) and Yeh et al. (2020) were used to measure the research variables. This questionnaire consists of 24 items. Questions were measured based on a five-point Likert scale (strongly disagree = 1 to strongly agree = 5). The internal consistency coefficient of this questionnaire was 0.85 using Cronbach's alpha. Findings indicate that the impact factor of knowledge management and experienced manpower on promoting organizational resilience and interpersonal communication is significant at the level of (0.01). Also, promoting organizational resilience and interpersonal communication have a significant effect on random and targeted organizational forgetfulness, and meritocracy plays a moderating role in the organizational forgetfulness model. The results showed that 29% of the variance of organizational resilience promotion, 78% of interpersonal communication, 69% of random organizational forgetfulness and 55% of targeted organizational forgetfulness are explained by the research model.