yousef mohammadi moghadam

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

Duty personnel, due to the complexity of their job and high exposure to unforeseen events and needy individuals, require special preparations to perform their duties. Therefore, this study aimed to identify the operational methods of talent identification for duty personnel.

The present study is of an applied research type and qualitative in nature. The sample consisted of two groups: academic experts and professors in human resource management from universities, and commanders and human resource managers from I.R.I. Police in Tehran, totaling 11 individuals after reaching theoretical saturation using the snowball method. Semi-structured interviews were used as the data collection tool. Thematic analysis was employed for data analysis.

Based on the research findings, four operational methods were identified in the areas of individual, organizational, communicative, and environmental readiness.

According to the research findings, attention to environmental factors in policy-making by authorities, recruitment of suitable and talented individuals in terms of personal readiness, specialized and responsive organizational leadership, emphasis on team cohesion and teamwork, and timely evaluation and feedback can provide the groundwork for discovering the talents of I.R.I. Police personnel and contribute to enhancing the organization's human resources.

Electronic human resources management can be implemented in the organization with different intentions and goals. In other words, cost reduction, optimal use of human resources, and high ability to change and innovate can be examples of electronic human resource management goals. The current research was carried out with the aim of developing electronic human resource management scenarios in Iran's health insurance organization.

In terms of orientation, the current research is applied, which falls under the category of exploratory research, and its methodology is mixed. The statistical population includes academic experts and managers of health insurance organizations in Tehran province, 30 of them were selected as sample members using the purposeful sampling method and based on the principle of theoretical adequacy. In the qualitative part, research indicators were obtained through literature review and interviews with experts. In the quantitative part, a questionnaire was used in order to prioritize the indicators, and the consensus index, importance and dispersion of the coefficient of changes were used to compile the scenarios.

The findings of this research are presented in two parts, qualitative and quantitative. The first part includes the identification of the key components of electronic human resources management, and 15 components are determined in this section, respectively, human resource architecture with an importance index (100) and consensus index (0.66) and structure and process modification with an importance index (95). and the consensus index (0.43) were identified as the two main components and the basis of electronic human resource management scenarios in Iran's health insurance organization. Also, the second part of the results shows that 1) Tsunami of change (indicating the possibility of modifying the structure and process and architecture of human resources), 2) Cloud without rain (refers to a situation where the organizational structure is efficient but human resources are ineffective), 3) Silent volcano It indicates a situation where the structure and resources of the organization are inefficient) and 4) the land in danger of drought (refers to a situation in which the structure of the organization is inefficient but the human resources of the organization are efficient), the scenarios of electronic human resource management in health insurance

The results showed that human resource architecture and structure and process modification are the most important drivers of electronic human resource management and the basis of electronic human resource management scenarios in Iran's health insurance organization. One of the most important solutions that can be used to improve and apply human resources architecture is job analysis and matching. Also, if necessary, the organizational structure should be modified to apply the necessary improvements in processes and decisions.

Coaching organization is one of the new paradigms in the field of organizational development that uses coaching to realize talents and organizational knowledge management. The present research was conducted with the aim of analyzing the dimensions and components of the Coaching organization in universities. This research is among the qualitative researches and in the analogical paradigm, which is practical in terms of purpose. The statistical population of this research includes experts in the field of coaching, including professors and managers of universities in Tehran. 25 people of the desired sample have been selected by purposeful method and snowball technique. The data collection tool is interview. The data were analyzed by thematic analysis using ATLAS.TI software. The results of the research identified three dimensions include coaches’ characteristics, coachees’ characteristics and organizational characteristics. According to the results of the present research, it is suggested to address the aforementioned three-dimensional components and indicators in order to effectively establish a coaching organization in universities, so that by teaching the principals and skills of coaching to managers, provide the ground for preparing and accepting the coachees to adapt to the changes; In this regard, it is necessary to change management strategies, use a flexible organizational structure with few hierarchies, institutionalize a culture that supports participation, learning and creativity, and use up-to-date electronic information and communication technologies, provide the platform needed for universities to become coaching organization.

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

Vitality of human resources is a completely emotional issue and in fact it is a positive state that is achieved in response to the constant interaction of the person with the meaningful elements of the job and work environment. Usually, cheerful employees have a favorable and satisfactory attitude towards themselves and others, have balanced social relations and evaluate their life process and others positively. The current research was conducted with the aim of presenting an action plan for the vitality of human resources in the social security organization. The research is applied-developmental in terms of purpose and inductive-deductive in terms of its nature and method. According to the approach of the research, which is among the mixed researches, so that the statistical population of the research in the qualitative part consists of experts (experts, managers and experts) who have theoretical mastery, practical experience, desire and ability to participate in the research and 26 were selected using the purposeful sampling method. In the quantitative part, the statistical population includes customers, due to its unlimited number, 384 people were selected using a random method. The data collection tool in the qualitative part is a structured interview, and also in the quantitative part, the data collection tool is a questionnaire. In this way, the state of vitality of human resources, the level of satisfaction and happiness of customers and finally the state of customers in terms of happiness and vitality were measured and analyzed by the variables of social security organization, indicators and components of vitality of human resources and finally the model was formulated. . Finally, based on the obtained information and model; Using the action research method, the operational plan of organizational vitality for the social security organization was expressed in the form of employees and customers.

 Electronic human resource management includes electronic tools that enable human resource managers to manage human resource data and information and also provide the possibility for the beneficiaries to have access to specific information and tasks of human resources through the Internet. Therefore, this research was conducted to identify the effective factors of electronic human resources management in the Iranian Health Insurance Organization using the fuzzy Delphi approach.

 The current research, which was carried out in 2023, has a mixed approach and an inductive paradigm. The statistical population of the research in the qualitative and quantitative part are academic experts and (senior) managers of the health insurance organization in Tehran province, and 30 of them were selected as sample members based on the principle of theoretical saturation. The data collection tool in the qualitative part of the research is a semi-structured interview and in the quantitative part, a fuzzy Delphi questionnaire. In this research, to analyze the data in the qualitative part, the content analysis method and coding approach using MAXQDA software was used and in the quantitative part, the fuzzy Delphi method was used. The validity and reliability of the interview were confirmed using content validity and intra-coder inter-coder reliability and the validity and reliability of the questionnaire were confirmed using content validity and inconsistency rate.

 The results of the qualitative part indicate the identification of 15 factors as effective factors in electronic human resources management in Iran's health insurance organization. On the other hand, the results of the quantitative part using the fuzzy Delphi approach show that human resources architecture, structure and process reform, integration of human resources processes, reduction of administrative bureaucracy, the existence of financial support, and the creation of a suitable culture as the most important factors on the effective management of electronic human resources in Iran's health insurance organization.

 The application of electronic human resources management in the current changing conditions helps the health insurance organization more than ever in achieving its goals and agility.

cheerful employees have a favorable and satisfactory attitude towards themselves and others and have balanced social relations. The purpose of this research is to design a model of human resource vitality in the social security organization.Research

The current research is applied in terms of purpose and in terms of approach, it is qualitative research using foundation data method. The statistical sample included 26 organizational and academic experts up to theoretical saturation, and the data collection tool was a structured interview.

The findings showed that the pattern of vitality of human resources in the social security organization includes causal factors (in two individual and organizational dimensions), contextual factors, intervening factors (in two macro and micro dimensions), strategies (in three individual, occupational and organizational dimensions ) and the consequences (in three dimensions, individual, occupational and organizational) which were presented in the form of a paradigm model.

In order to increase the vitality of employees in the work environment, it is necessary that the managers and planners of the social security organization consider the dimensions designed in the model, especially the causal factors in both individual and organizational dimensions that lead to vitality in the work environment. should pay special attention.

In today’s societies, leading organizations are looking for a strategy to develop resources and improve the organization. The coaching organization is a new paradigm in the field of organizational management that focuses on coaching as a tool to increase productivity, motivation of human resources. The aim of this study was to identify the antecedents and consequences of the coaching organization with a human capital fostering approach for universities. This research is of a mixed type, in the paradigm of deductive-inductive and qualitatively-quantitative. The statistical population in qualitative and quantitative section of the study is experts in the field of coaching, including professors and managers of universities. 25 people of the desired sample were selected through targeted method and snowball technique. The data collection tool is interview in the qualitative part and questionnaire in the quantitative part. In the qualitative part, the data were analyzed using theme analysis method and ATLAS. TI software, and in the quantitative part, the importance and priority of the components were determined using the Fuzzy Delphi technique. 12 components were identified including: environmental changes and transformations, the need for human capital cultivating and organizational development,, coach personality traits, coach knowledge and skills, coachee personality traits, coachee specific attitudes, management and leadership strategies, organizational structure, coaching culture, Infrastructure and technology identified as antecedents and individual benefits and organizational benefits as consequences of coaching organization with human capital fostering approach for universities.

One of the important aspects of tax sustainability that has been less noticed in past studies is the strategies of tax auditors' talent search, which in this study is based on the nature of future study in relation to the development of possible scenarios in this field to determine the most favorable consequences of tax sustainability. This study is considered applied in terms of the type of result, and from the point of view of the goal, it is placed in the category of exploratory studies that have been carried out using quantitative and qualitative models. The present study does not follow one type of research method, but uses a separate method to answer the formulated questions according to each department. Therefore, based on the nature of collection, this study can be classified as mixed methods approach. The statistical population in the qualitative part was 10 experts in the field of auditing, and in the quantitative part 50 tax auditors who had the necessary experience and knowledge about capital market procedures participated. The result in the qualitative part indicated the existence of 8 factors to evaluate the motivations of tax auditors talent search strategies, which was confirmed based on the fuzzy Delphi analysis. Then, by selecting 2 factors out of the 8 factors identified as the basis of the scenario, by conducting thematic analysis, 12 sub-factors emerged. The result of the acquisition in the quantitative part showed that the most important scenario in the functions of the motivation of tax auditors is the sinuous scenario, which can bring the most important consequence of tax stability, i.e. profit stability for companies, through their talent acquisition strategies.

The aim of this study is to Design a model of coaching organization with a human capital development approach for universities.

Design/ methodology/ approach:

 The present research is among the mixed researches in the deductive-inductive and qualitative-quantitative paradigm which is applied in terms of purpose. the statistical population in qualitative and quantitative section of this research includes specialists and experts in the field of coaching including professors and administrators of universities. The sample was selected through targeted method and snowball technique. The data collection tool is in the qualitative part of the interview and in the quantitative part of the questionnaire. In the qualitative part, the data were analyzed using Atlas.ti software and quantitative data were analyzed by interpretive structural modeling method.

In this research, the model was developed at four levels and twelve main components including: environmental changes and transformations, the need for human capital development and organizational development, coach personality traits, coach knowledge and skills, coachee personality traits, coachee specific attitudes, management and leadership strategies, organizational structure, organizational culture, Infrastructure and technology, individual benefits and organizational benefits.

Limitations & Consequences: 

The dimensions and components of coaching organization with a human capital development approach, has been overlooked by many researchers. Therefore, this research has moved in direction of this research gap.

Practical Consequences: 

the establishment of coaching organization empowers managers and employees, which in turn provides the readiness and flexibility of personnel to facilitate positive organizational changes.

Innovation or value of the Article:

 The present study considered one of the less attention topics related to the establishment of coaching organization in universities and provided a model for it.

The aim of this study was to investigate the factors affecting the occurrence of crime in cyberspace using a mixed approach.

This research is among the researches mixed with qualitative and quantitative approach which is descriptive-survey in terms of purpose, application and nature and method. The statistical population of the study consists of academic experts who were selected as sample members using the principle of theoretical adequacy and purposive sampling method. In the qualitative part of the research, semi-structured (in-depth) interviews were used to collect data, the validity and reliability of which were confirmed using CVR coefficient and Kappa-Cohen test, respectively. Atlas.ti software and coding method were analyzed and the effective factors of crime in cyberspace were identified. On the other hand, in the quantitative part, a pairwise comparison questionnaire was used to collect information, the validity and reliability of which were confirmed using content validity and incompatibility rate.

The results of the research indicate that based on judgments and surveys of experts, sixteen factors were introduced as effective factors in the occurrence of crime in cyberspace. The findings also show that the weakness of digital literacy of users, emotional, financial and information needs of individuals, cultural weakness, lack of appropriate and deterrent laws and regulations, inefficiency of security systems, inflation and corruption, rising unemployment and low risk of arrest are the most important causes. They are effective in the occurrence of criminal behaviors in cyberspace.

Today, the most important concern of human resource development managers is the preservation and development of organizational talents, and talent management has had an amazing impact on the reputation of organizations. Talent management shows a change in approach from traditional human resources management to modern human resources management, which includes attention to the elites of the organization; the purpose of this research is to provide a model of talent management in intelligence organizations.

The present research is in terms of practical purpose, in terms of descriptive-survey data collection method, and in terms of nature, it is a combination of qualitative and quantitative type. The statistical population in the qualitative section includes managers and experienced experts, 14 experts were selected as a sample for the interview; also, in the quantitative part, the statistical population includes middle managers of intelligence organizations in the number of 350 people, the sample size of which was determined to be 183 people. Research data has been collected by library and field method and using interview and questionnaire tools. For data analysis, the qualitative part of the database approach and the quantitative part of the structural equation method have been used.

The findings of structural equation modeling indicate that talent management includes five elements such as internal talent search, external talent search, socialization, talent development and maintenance; also, three factors such as employer brand, organizational culture and transformational leadership were also identified as effective factors on talent management. Among them, the transformational leadership style is the most important in terms of influencing talent management, and the employer brand and organizational culture are the next most important in terms of influencing talent management

Elitism and their use play an important role in the growth and development of society. Therefore, the aim of this research was identifying the dimensions and components of the elitism process in elementary schools of Iran country.

This study in terms of purpose was fundamental and in terms of implementation method was qualitative. The research population was the experts of elitism process Iran country in the spring of 2022 year that according to the principle of theoretical saturation number of 10 people of them were selected as a sample by purposeful non-random sampling method.

The findings showed that the elitism process in elementary schools of Iran country had 27 indicators, 7 components and 3 dimensions; So that the individual dimension were included two components of student participation in the management of school affairs and student decision-making, the school and education organization dimension were included two components of teacher preparation and the career history of teachers and school administrators and the group dimension were included three components of holding various competitions in a targeted manner at school, new and creative ideas and encouraging students. Finally, the pattern of the dimensions and components of the elitism process in elementary schools of Iran country was designed.

According to the results of the present research, it is necessary to planning to improve the elitism process in elementary schools of Iran country through the identified dimensions and components.

So far, several researches have been conducted on the subject of prevention of various damages of virtual networks and various solutions have been presented. Police personnel are known as cyberspace users both for their job descriptions and for using this space in their personal lives, and the damage reported in meta-analysis articles also affects police officers. Therefore, in order to make the best use of the results of previous research by police users, previous articles should be reviewed and evaluated in a scientific way and similarities, differences and contradictions of the results should be identified, which will be possible through meta-analysis.

This article tries to evaluate the previous articles in different dimensions by using meta-analysis technique and emphasizing the vulnerability of law enforcement personnel as a part of community level users. Therefore, 17 scientific articles (14 scientific-research cases and 3 promotional cases) related to the subject were selected through a scientific database and reviewed based on different criteria.

the highest ranking of results and findings of articles with a quantity of 27.7%, related to vulnerabilities related to family injuries (harms against public decency and immoral issues), the second rank with a quantity of 25% to the barriers and challenges of cyber injury prevention programs and the third rank with a quantity of 15% is assigned to the malicious content of cyberspace. Some of the strengths of the articles are: the useof rich theories, variety in the use of various research methods and ... Finally, some of the weaknesses of previous research: In the articles, immoral harms and immoral issues are considered more than expected, the numerous benefits of cyberspace are ignored, and none of the articles mention the benefits of cyberspace. Introducing the age range of cyberspace users as the most vulnerable group.

The progress and excellence of the organization indicates the life and fertility of the components of any organization. Guiding the affairs and consolidating the ideas and forces in the organization towards the goals of excellence and focusing on mutant propellants is an inviolable principle and foundation for success in this ups and downs. The development and progress programs in the organization require recognizing his views in the mission areas of the NAJA, which have been expressed in the guise of the leadership of the Iranian revolution during different years. The purpose of this study is to provide a model of NAJA excellence based on the measures and orders of the Supreme Command of the Armed Forces.

Thematic analysis method has been used to analyze and present the model of NAJA excellence. The source of the themes is the speeches of the Supreme Leader between 1989 and 1398. The coding process has continued until the thematic saturation stage.

From 270 descriptive codes, 24 sub-categories and 5 main categories were extracted in the form of a five-dimensional model. The main and sub-categories of the research are: human capital (value culture, ethics, professional ethics, attitudinal characteristics, behavioral characteristics, moral principles of clerics), police mission at the level of revolution (excellence and continuous progress, NAJA perspective, Strategy), human-social relations (decisive treatment of delinquent employees, authoritative treatment of criminals, respectful interaction with people), structural and organizational factors (social order, rule of law, organizational unity, executive requirements, security requirements), managerial and command factors (Organizational culture, command, empowerment, forces, fit of job and employee, dual tasks, organization, insight). As a result, the NAJA model of excellence was presented.

The special position of the organization's human capital in the pattern revealed from the words of the leadership and the way it is managed and nurtured is a strategic and path-breaking thing for the future of the police at the level of the Islamic Revolution.

Attention to human resources and its development and empowerment, which is considered the most valuable organizational asset and is the center of ability and knowledge enhancement in the world class, confirms the fact that human beings are considered as a decisive and effective partner in organizations and human resource development leads to organizational development. Is. Now, considering that decent human resources are the competitive advantage of any organization, and the human resources unit plays a key role in the development of this advantage. The strategic human resources partner of any organization is very important. The issue of strategy and human resource development is doubly important, especially for military-related universities, where students are mostly researching in line with the university's mission policies. The purpose of this paper is to identify the components of human resources strategic partnering for North Tehran Azad University as a passive defense hub, with the Delphi approach. In this regard, with a comprehensive study of the literature, the components of the strategic partner of human resources have been identified and the Delphi approach has been used to localize them so that the experts' agreement on the indicators is the basis for decision. In this regard, 27 repetitive indicators identified Literature review and expert opinion Using the opinion of 23 experts, it reached 15 final indicators during 3 Delphi rounds.

One of the factors for quality improvement and development of any organization is the alignment between human resources strategy and organizational resources because human resources is the most important asset of an organization. Strategies drawn in the organization are developed by human resources, so it is necessary that the actions taken by human resources are in line with the goals of the organization. Alignment helps the organization use more efficient resources, thereby reducing its costs and increasing its speed in exploiting environmental opportunities. Banks are also one of the most important organizations whose growth and quality improvement can have a positive impact on the provision of social services. This research was conducted using grounded theory method with the aim of investigating and analyzing the relationship between the factors that create alignment between human resource strategy and organizational resources. The statistical population of this study included 15 experts who had at least more than 2 years of experience in the human resources department of the Welfare Bank in the field of human resources. The results showed that the most important factors affecting the alignment of human resources and organizational resources are causal variables including creating a suitable work environment, managers' morale, psychological security of employees, organizational support for forces, ethics, improving the quality of recruited forces, meritocracy, elimination Organizational deficiencies and employee satisfaction; Underlying conditions include employee ethics, employee welfare, credit, elimination of additional costs, coherent planning for the organization's goals, recognizing barriers to growth and improving the organization's technology; Intervening conditions include discrimination among employees, managerial tastes, and restrictions on suggestions and criticisms.

Aim and Background:

The aim of this study was to determine the effect of work-life balance on job satisfaction of faculty members of Amin University of Law Enforcement Sciences.Research

This research has been applied in terms of purpose and descriptive-survey method. The statistical population of the present study includes all faculty members of Amin University of Law Enforcement Sciences in the number of 300 people who have been selected based on Cochran's formula with an error level of 5% 169 people by relative stratified random sampling. Data collection tools were two standard questionnaires including work-life balance from Kung and Koo model (2009) and job satisfaction (JDI model Smith and Huilin (1969) whose validity through face and its reliability through Cronbach's alpha was over 75%. The Klomogorov-Smirnov test and the regression test are used to analyze the data.

The amount of test statistics to assess work-life balance on job satisfaction of faculty members of Amin University of Law Enforcement Sciences is significant. A value of R2 indicates that 0.9 of the variance in job satisfaction is explained by work-life balance. .

The results showed that having enough time from work, loyalty to work, having workplace support, flexibility in work plan, life orientation, job and career maintenance and voluntary reduction of working hours to meet personal needs on job satisfaction The faculty members of Amin University of Law Enforcement Sciences are significant.

The strategy of the organization is the way to achieve goals and to identify external (opportunities and threats) and internal factors (strengths and weaknesses) and exploit them properly and neutralize internal weaknesses and external threats. Human resource strategy as one of the organizational strategies is a model of decisions that deals with human resource policies and procedures in line with the goals of the organization to improve productivity and its performance. The purpose of this strategy is to align human resource policies with the strategic goals of the organization; in such a way that there is internal coordination (integration and cohesion) between the human resource subsystems and strategy and the strategy of the external coordination organization. Accordingly, considering the importance of the subject, the purpose of this study is to investigate the relationship between the factors that create alignment between human resource and organizational strategy. The present study was conducted with a combined approach (qualitative and quantitative). In the qualitative part of the research, the conceptual model has been designed by consulting 15 managers of the human resources department of the Refah Bank and through an open-design questionnaire. In the quantitative research, through a sample of 384 people, the designed model with the system dynamics approach has been tested. The results show that the most important factors are divided into 5 main categories including creating a suitable organizational environment, improving the quality of human resources, coherent planning, ability of managers and attention to welfare mechanisms and 30 sub-categories.

This study evaluates the impact of organizational wisdom on interpersonal trust with the mediating role of emotioal intelligence.

The method according to purpose is Practical, in terms of data collection is Descriptive correlational. The population consists of 4700 employees at Kaveh industrial. Among them, 355 employees are selected based on stratified random sampling method as the sample size. To collect the data, standard questionnaires are used. After collecting the data, they are desescribed through the mean, standard deviation, by SPSS-21 software and data Statistical Inference is carried out through structural equation modeling with the help of LISREL-v8.80 software. Reliability and validity are confirmed the results show that the degree of appropriateness of proposed model is appropriate with regard to components research.

The results of the study indicate that organizational wisdom has significant impact on interpersonal trust with the mediating role of emotioal intelligence among employees at Kaveh industrial city.

One of the ways to achieve the goals of law enforcement crime prevention with a jihadi approach is to create a jihadi organizational culture in the police force. Achieving this depends on recognizing the relevant components in this field. Therefore, the purpose of this study is to identify the components of organizational culture for law enforcement crime prevention with a jihadi approach.

In terms of its objectives the present study is of an applied research type and in terms of the nature it is descriptive-analytical and in terms of method qualitative-quantitative. The statistical population in the qualitative section includes the police elite in the field of crime prevention. For reliability, open test, comparison and reproducibility methods were used. Data were analyzed by content analysis method and using "MAXQDA" software. In quantitative phase, the statistical population included 84 individuals consisting of managers and experts. By stratified random sampling method, 69 people were selected; the data collection tool was a researcher-made questionnaire and the data were analyzed using "Amos" software.

In the qualitative section, the identified components were classified into 5 main themes and 32 sub-themes. The main themes include value-based, environment-based, law-based, strategy-oriented and human-centered cultures, and in quantitative phase, through the analysis of the output of the questionnaires, it was determined that the identified components are at the desired level.

The identified components will provide a good understanding of the strategies for promoting organizational culture with a jihadi approach in crime prevention managers, and with this, the necessary conditions will be created for the proper realization of preventive goals.  

The aim of this study was to design the model of Hubristic leadership style using an interpretive structural approach. This research is based on mixed research and qualitatively and quantitatively in the deductive-inductive paradigm, which is applied in terms of purpose and descriptive in terms of nature and method. In the qualitative part, the statistical population of the research consists of 30 senior and middle managers of government organizations in Khorramabad city who have been selected based on purposive sampling method. In addition, the statistical population of the research in the quantitative part are the top and middle managers of government organizations whose opinions were evaluated using the structural-interpretive modeling approach. In the qualitative part of the research, the data collection tool is a semi-structured interview whose validity and reliability were tested using CVR coefficient and Kappa-Cohen test. The data collection tool in the quantitative part is a questionnaire whose validity and reliability were assessed using content validity and retest. In the qualitative part, the data obtained from the interview were analyzed using Atlas.ti software and coding method. Also, in the quantitative part of the research, the final research model has been developed and presented using Matlab software and interpretive structural modeling method. The results of the research include the indicators and components of the Hubristic leadership style and present the model of the Hubristic leadership style in government organizations. Thus, the research findings include the identification of sixteen indicators of Hubristic leadership style at four levels (levels one, two, three and four) and are described in the final model

Public service motivation in the last few decades due to its positive effect on individual and organizational performance was stressed by scholars of modern state management scholars. the aim of this study is to present a pattern of public service motivation in accordance with the iranian - islamic values.

This research is qualitative and the statistical population of this research consists of ayatollah khamenei , ayatollah khamenei , from 1368 to 1398 and21 of the experts had a history of management .for data collection , a number of interviews and semi -structured interviews were used to analyze Grounded Theor by using Maxquda software.In order to validate the results of the Delphi method was used .

based on causal factors , public service motivation will be formed based on altruism , type of friendship , loyalty and adherence to public interest . Also, intervention , background , strategies and consequences of public service motivation were extracted using grounded theory method

organizations with regard to meddler factors and enhancing social responsibility, enhancing the system of human resources management and management and jihad work can achieve valuable consequences at the individual and organizational level and contribute to the socio - national level of performer roles.

One of the key issues that has a great impact on maintaining order and security in society; Crime prevention. Due to the issue of insecurity and the subsequent goal setting to increase the health of the present study has been done. Governments and organizations involved in the implementation of macro-policies strive to carry out all actions and activities in this area properly. With the growth of technology and the development of its achievements and the formation of electronic cities, this research has been done in order to explain the role of electronic cities in crime prevention in the Tehran metropolis.

The research method of this research is applied in terms of purpose. In terms of descriptive-analytical nature, it has been done in the spatial territory of the police force and Tehran municipality. The statistical population of this study was 360 managers and commanders of NAJA and senior managers of the municipality, which was determined using Morgan table of a sample of 186 people in both law enforcement and urban areas. The data collection tool of this research was two researcher-made questionnaires and after collecting them, they were analyzed using one-sample t-test and regression.

The findings show that the pillars of e-city (e-government, e-organization, e-life and e-infrastructure) have a positive and significant impact on the dimensions of crime prevention management.

The results show: e-city leads to the effectiveness of disciplinary measures and actions aimed at protecting citizens against the risk of crime, raising public awareness and providing preventive counseling services, monitoring and care of public places and providing preventive counseling services, monitoring And care for public places and crime areas and increase the cost of crime.