database theory

This study aims to examine the concept of individual performance from the perspective of the Quran. Performance is a crucial element in organizations, as individuals spend a significant portion of their lives in various institutions, shaping different levels of performance (team and organizational) through their actions. How performance is defined and viewed determines how we approach and deal with it. The main objective of this research is to investigate the meaning, levels, approaches, and components of performance from the Quran's perspective.The importance of this study lies in the fact that in Islamic countries where individuals adhere to Islamic beliefs, their actions and behaviors should be examined differently. To improve the critical element of individual performance, we must change our view of it and extract its essential components based on Islamic sources, with the Quran being the primary and most important source.The main research question is: What are the dimensions and components of individual performance from the Quran's perspective? Secondary questions include: What are the dimensions and components of individual performance in conventional human resource management literature? Are these dimensions and components approved by the Quran?

This study employs a qualitative approach based on the thematic research method in the Quran. The thematic research method was used for data collection and concept extraction from Quranic verses. The grounded theory method was utilized for the analysis and systematic classification of the extracted concepts.The research process involved three main stages:Implementing the thematic research method in the Quran: This stage included preliminary steps, concept extraction, research expansion, and compilation.Using grounded theory to categorize the extracted concepts: This stage involved open coding, axial coding, and selective coding of the concepts derived from the Quranic verses. Integration of resultThis final stage combined the findings from the previous two stages to develop a comprehensive model of performance dimensions and components based on the Quran.The researchers used an integrated approach combining the thematic research method in the Quran and grounded theory. This approach was chosen to ensure the centrality of the Quran in the research while providing a systematic framework for analyzing and categorizing the extracted concepts.

The study revealed that the Quran's perspective on performance differs from conventional human resource management literature. The Quranic view of performance is not solely results-oriented or behavior-oriented but takes a post-process approach, considering the aftermath of individuals' actions as well.The research identified four main dimensions of individual performance from the Quran's perspective:Agential dimension (11 components): This includes factors such as intention, effort, faith, existential capacity, and personality structure (schema).Actional dimension (9 components): This encompasses the nature and method of actions, categorized into righteous and unrighteous deeds.Results (3 components): This includes the outcomes, effects, and consequences of actions.Performance transformations (2 components): This refers to changes in performance, either in a positive direction (repentance) or negative direction (nullification of deeds).The Quranic perspective adds several components to the conventional understanding of performance, particularly in the agential dimension. It emphasizes factors such as intention, faith, and individual capacity, which are not typically considered inconventional performance management models.The study also found that the Quran confirms some aspects of conventional performance management, such as goal orientation, comparability, measurability, and results orientation, while adding new dimensions and components.

The findings of this study suggest that the Quranic perspective on individual performance is more comprehensive than conventional models. While conventional literature typically focuses on determinants of results and results themselves, the Quran introduces additional dimensions, particularly emphasizing the agential aspect of performance.The Quran's approach to performance can be characterized as post-behavioral and post-process. It not only considers the actional dimension of deeds but also takes into account factors such as capacity, intention, and personality structure in the agential dimension. Furthermore, it extends the evaluation of performance to include post-action transformations, both positive (repentance) and negative (nullification of deeds).This comprehensive view of performance has significant implications for performance management in Islamic contexts. It suggests that performance evaluation and development should consider not only observable behaviors and results but also the intentions, capacities, and personal growth of individuals.The study concludes that integrating these Quranic perspectives into performance management systems could lead to a more holistic and ethically grounded approach to performance evaluation and development in Islamic organizations.Future research directions include examining the concept of performance in Hadith literature, exploring the practical implications of this Quranic model in contemporary organizations, and investigating how these principles can be operationalized in performance management systems.

Data governance frameworks have typically been discussed within the confines of an organization, with less focus on inter-organizational contexts. However, due to factors like the rise of electronic government applications and the growth of inter-organizational collaboration in competitive markets, data exchange among organizations is on the rise. This current research aims to address this gap by proposing a data governance framework for data exchange centers. Given the continuous growth of e-government applications and interactions, along with the significant role and value of data within them, implementing this framework can enhance the accuracy and efficiency of data and information exchange.

This research is qualitative and its method is grounded theory. Initially, the fundamentals of the research were examined. This involved reviewing both scientific and academic research as well as frameworks provided by technical and specialized associations. By exploring the basics and background of the research, foundational knowledge was acquired for subsequent steps. Subsequently, through conducting semi-structured interviews with experts and documenting them, over 400 phrases were collected, and categorized into 100 concepts. These were then analyzed using open coding (resulting in 44 subcategories), theoretical coding (leading to 15 categories), and the development of a theoretical framework. The data was sourced from national data exchange centers. Given the qualitative nature of the study, methods such as participant review, triangulation, and the Delphi technique were employed to ensure the validity and reliability of the findings.

The data governance framework in the data exchange center comprises 15 components, categorized into "main components of governance, "main components in the business of data exchange centers, and "supporting components in the business of data exchange centers. Some of these components include "roles, responsibilities, and rights, "standards and policies, "change management.

Based on the results of this research, "roles, responsibilities, and rights, "standards and policies, and "monitoring and auditing" are the main components of a data governance framework in data exchange centers. Additionally, "stakeholder collaboration" and "commercialization" also distinguish it from other data governance frameworks. Although this framework is developed for data exchange centers, it can also be used in similar inter-organizational contexts that require data exchange.

The purpose of this research was to develop a sports participation model during the Covid-19 pandemic. The research method employed a mixed approach (qualitative-quantitative). The statistical population for the qualitative section consisted of sports management professors, managers, experts, and executive club owners in sports, selected purposefully through snowball sampling. The statistical population for the quantitative part included customers, citizens, athletes, and non-athletes of private clubs in Tehran province. A total of 384 individuals were selected as a statistical sample through available sampling methods. Database theory was utilized for the research paradigm model in the qualitative part, while structural equations were employed in the quantitative part using PLS software. The research results revealed 17 categories, 76 conceptual codes, and six paradigm models including causal conditions, main categories, contextual categories, interventionist categories, strategies, and consequences. The findings indicated that motivational factors play a significant role as background conditions for sports participation during the Covid-19 era. In this context, providing incentives through training and encouragement by organizations for employees, municipal incentives, and creating awards for sports participation can serve as motivating factors for various groups to engage in sports programs.

Introduction :

 Since 1990s, management science researchers have proposed alternative approaches to achieve and maintain sustainable competitiveness which considers organizational adaptability as a continuous and sustainable process. However, organizations are able to form capabilities in their operational processes that form flexibility, change, and adaptation to changing conditions without any need for permanent, mandatory, and fundamental changes. This approach is known as ‘organizational agility’. One of the fundamental components of organizational agility is the agility of human resources of organizations. The expression ‘human resource agility’ means the scientific readiness of the forces to enforcing fundamental changes in the processes, structures, and organizational culture along greater satisfaction achievement and integration of all processes. Therefore, regarding the significance of this issue, the present research was conducted with the aim of presenting a paradigmatic model of manpower agility in industrial companies based on data base theory in industrial companies of Aran and Bidgol region.

In terms of purpose, the present research is fundamental, and regarding its method  it is qualitative, focusing on the database approach. The statistical population of this research included all academic experts, whose area of expertise was management, including faculty members of universities in Isfahan province (more than 150 people) as well as the vice-presidents and managers of industrial companies in Aran and Bidgol industrial towns. Besides, qualified experts acquainted with the category of organizational agility were included in the study. The sample size included 15 academic experts, faculty members, and 15 vice presidents as well as the managers of great and lower industrial companies, selected by purposeful and judgmental sampling. The sampling process continued to achieve theoretical saturation. Sampling criterion was based on knowledge and expertise related to human resource agility. The selection of managers, assistants, and experts were carried out by academic degrees related to the management fields. These included those with occupational experience (10 years and above), career success (size of workforce, size of work space), high production and sales rate with export essentiality, and operational experience in the organizational field. The data collection tool was a semi-focused interview. The data was analyzed using qualitative data analysis software (MAXQDA) and applying coding procedures. For measuring the credibility of the research, the study used Lincoln and Goba criteria, including researcher’s immersion in data, composition (data and researcher), external revise, verifiability (keeping data for later analysis), transferability (providing rich and maximal descriptions), and credibility (repeated contacts with research environment and peers). Reliability was confirmed by using structured procedures of convergent interview, structured processes of recording, and compiling and interpreting data using two interviewers to perform interviews separately and in parallel. The analysis of the interview texts provided 443 open codes that were placed in the form of the pillars of the paradigm model of human resource agility in medium and large companies.

The findings displayed that the central phenomenon of the research, ‘agile human forces’, consists of eleven components: knowledge and learning, intelligence and competence, innovation and creativity, speed, adaptability, responsiveness, flexibility, resilience, precaution, foresight, and changeability. Causal conditions and determination of human resource agility in medium and great industrial companies included: training and learning agile, the perception of inefficiency and malfunctioning, the benefiting of sustenance and support, occupation turnover and enrichment, responsibility and continuous preparation, agile leadership, benefiting authority and occupation and professional independence, skill enhancement and organizational access. At the same time, the background conditions and platforms for creating human resource agility consisted of personality traits and characteristics, values and occupation platforms, work tendencies, structural factors, open communication, the existence of an environment for cooperation and interaction, the extension of culture of collaboration, and change in the organization. Meanwhile, some intervening factors such as enhancement of welfare indicators, simplicity, variety, and the redesigning of work, the adaptation of performance management, knowledge-based organization of service compensation system and virtualization or organization-based technology in the process of human resource agility in medium and large companies had positive or negative intervention. In this situation, human resources agile action strategies included positive activism, coherent and integrated performance, and group and collective activities. Eventually, the realization of human resource agility in medium and large companies of Aran and Bidgol industrial town conveyed consequences and effects in both inter-organizational and extra-organizational realms. In the inter-organizational field, the agility of employees and the equipping of them with speed, flexibility, adaptation, and optimal response in the organization led to the reduction of organizational costs as a result of increasing the efficiency and effectiveness of human resources. However, among the other consequences of agility were  the development of organizational synergy resulted from collaboration among agile employees; the production of required organizational knowledge and experiences; the improvement of the internal quality of the goods and services provided; the external quality (providing the demands and needs of customers and stakeholders) of products and services with content value-added and high quality of product endurance; increased job satisfaction and improved quality of occupational life of human resources; the expansion and development of agility drives to other organizational levels; the reduction of service delivery time and market supply as a result of high speed of service delivery and ease of replacement of forces and job diversity in the aforementioned organizations and companies. In extra-organizational areas, it also increased the satisfaction of the organization's stakeholders and customers; it also expanded the organization's competitive capabilities while it increased the amount of economic savings maximizing profit and competitive advantages in the financial markets.

The results of this research showed that human resource agility in medium and large industries cannot be considered as a single-factor phenomenon isolated from continuous and complementary processes and flows. The agility of human resources in medium and large companies of industrial towns depends on various factors enabling the bases, causal conditions, strategies, and intervening factors of the agility of the forces in industrial organizations. It also conveyed many internal and external effects. The foundation-data model, obtained in this research, confirms the components of human resources agility models by Meredith and Francis (2000), Chan and Tong (2009), Quinn et al, Shrihai and Karosky (2014) and others. It theoretically provides the causal and background conditions and facilitating factors that prepare the organizational environment of medium and large companies in Aran and Bidgol industrial towns to achieve the agility of human resources.

The purpose of the research is to conceptualize social banking in the Sepeh Bank ecosystem using the qualitative method of the grounded theory of charms constructivism. The participants included the key experts of the banking system and universities related to the subject by means of sequential targeted sampling (snowball and theoretical sampling) and with maximum diversity in the number of 13 people who, with the unstructured interview technique, collected the data in three stages of initial, centralized and theoretical coding in MAXQDA 2020 software was analyzed. The findings showed that social banking with establishment in two dimensions of responsibility and social tasks and public social banking has been affected by facilitators (effective information and public relations system, social capital and governance and government policies in the bank), shaping factors (laws and banking policies, accountability system in optimal governance, culture-oriented banking), intervening factors in the choice of strategy (profit-based banking, value co-creation and management based on performance evaluation and marketing), strategies of facing the phenomenon of social banking (digital banking and rational bureaucracy system) and the results and consequences by arising of the emergence of social banking in Sepah banking system (organizational brand foresight and customer-oriented banking). Policy solutions are related to adopting a community-oriented approach, adapting the organizational structure to social problems, consolidating social capital, responsive governance, using new technologies and digitalization in social networks.

The purpose of this research is to investigate the factors affecting talent management capabilities of conscripts.

The study is mixed in nature (qualitative and quantitative). The statistical population of this research is a group of commanders and senior training officers of the armed forces, and the sampling method is systematic and snowball type. In the qualitative part, the method of database theory was used for analysis. Data collection continued through in-depth interviews with experts until reaching theoretical saturation, and theoretical saturation was achieved by conducting 32 interviews. Then, through the questionnaire and fuzzy logic, the influence matrix of the indicators was determined and the obtained matrix was analyzed using the cartographic method. This stage was done with the participation of 12 experts and using Pajek and FCMappers software.

Based on the expert interviews conducted with experts and the use of the database model, 35 main components of the talent management of the active duty employees of the Islamic Republic of Iran were identified. After that, the identified components were analyzed using the fuzzy cartographic method.

This research led to the presentation of a model for the development of talent management capabilities of conscripts, and the cause and effect relationships between the identified factors were determined, and the effectiveness and effectiveness as well as the centrality (level of importance) of each of the indicators were determined.

NEETs as those who neither study nor have a job or profession, have been the topic in statistical and social discussions of countries in recent years, in which, Iran's contribution to this concept is close to zero. This research is an ethnographic study about the lifestyle of NEETs in Tehran. Among the definitions related to the two concepts of NEETs and lifestyle, Bourdieu's perspective on lifestyle has been chosen as the central theme and concept of this research. This is a qualitative research that has been carried out in two stages of ethnographic study and semi-structured interview where a total of 30 interviews were conducted with targeted exploratory-chain sampling and with maximum diversity until reaching the conceptual saturation. The qualitative data was evaluated through foundational data theory and thematic analysis method. Finally, 5 main categories (identity, timing, biological consumption, virtual consumption and health and beauty) and 13 sub-categories were ascertained, which showed that the lifestyle of NEETs is mostly formed around the issue of identity. In other words, they identify biological and virtual consumptions, beauty and healthcare and even time in virtual space. Their collective activities are with other NEET youth who share a similar lifestyle and care about appearances, from the way they dress to cosmetic surgery. Most of them do not have a vision for the future and only enjoy the moment and do not see the need to participate in future building.

Decision-making refers to a set of mental activities that occur when creating different solutions or choosing between them. One of the dimensions of decision-making is wise decision-making. Wise decision-making is based on people's thinking, and internal characteristics referred to as more deliberate decisions. The purpose of this research is to present a conceptual model of wise decision-making in the field of auditing.

Research methodology is part of developmental research in terms of result, exploratory-applied analysis in terms of purpose, and qualitative in terms of work implementation method. The statistical community included experts in the field of auditing and partners and managers of the Iranian Certified Public Accountants and the Securities and Exchange Organization, selected as participants in the research using a targeted sampling approach. The data were collected by semi-structured interview method. In order to obtain the reliability and validity of the data, the present study used two methods reviewing the participants and non-participating experts.

The primary category is wisdom-based decision-making, which is based on the two dimensions of intrinsic meditation and external meditation, and according to causal conditions, background conditions, and intervening conditions, strategies have been developed, and the final model has been presented based on it.

This study can be a good commencement to consider the wisdom or knowledge of auditors and a practical method for auditors to make wise decisions.

 It is the disciplinary body of the Islamic Republic of Iran. This research is a qualitative research in terms of applied purpose, exploratory research method and data type. The population and statistical sample in the qualitative section including 20 martial arts experts and faculty members of the university by purposeful sampling, which was theoretically saturated with 17 interviews. The data collection tool in this study is a semi-structured interview based on the data theory of the foundation. For the validity of the interview, the method of validity, transferability, Based on the research results, causal factors 10 main concepts (infrastructure and facilities, education, research, public relations and information, economic factors, human factors, structural, individual, cultural and managerial factors), in the context section 6 main concepts (communication and interactions) Organizational support, structure and organization, management and planning, manpower and the existence of facilities and equipment), as well as 6 main concepts in the intervention sector (inappropriate perspective and attitude, poor interaction and communication, poor management and planning, individual factors, Lack of budget and credit, lack of infrastructure and facilities and lack of human resources), In the strategies section, 5 main concepts (establishment of management and planning system, training, equipment and infrastructure development, interaction development and research development) and finally, in the consequences section, 5 main categories (productivity increase, social development, communication development and Interactions, infrastructure and resource development and culture building) were identified.

Smuggling of goods has multiple dimensions, which is related to the hidden economy and the underground economy on one hand, and is related to the micro and macro social order and to the cultures and attitudes and on the other hand. Although some studies have been conducted on the relationship between some social welfare and smuggling variables in other countries, the design of a model and indigenous model to explain the relationship between related categories and smuggling control of this group of goods in the country is an issue that requires further research and providing more efficient model. As a result, “Designing an indigenous Pattern Process to Control the Smuggling of Goods and Currency from the perspective of social welfare" was proposed for the first time in the country as the main goal of the present study. The study was exploratory and was conducted through a semi-structured interview with 12 experts in this field and done using the database theory, finally a conceptual model and an appropriation theory were presented. Among the main results of the research are documenting a part of the organizational knowledge of preventing and combating smuggling of goods and currency while identifying the components, causes and roots, contextual conditions, intervening factors and enumerating long-term and medium-term and short-term strategies to control smuggling of goods and currency from the perspective of social welfare variables and the extraction of research questions that among way for determining of smuggling control and providing answers to them can be a solvation in elimination of the knots of the smuggling control process. It is hoped that by pursuing these research issues, we will be able to achieve a comprehensive model for controlling the smuggling of goods and currency.

In order to better understand ‘quality culture’ in the Farhangian University, the ‘grounded theory’ helps us develop a particular conceptual model for the teacher training system in our country, and, this model will provide a proper understanding of quality for the society. The sample of this study includes 23 faculty members of universities and research institutes. Three tools were used to collect the data, namely, interview, taking notes, and review of documents. The data were analyzed through content-analysis method. In the first stage of open coding, 784 concepts were obtained. In the second stage, the data were classified in the form of 120 concepts and 45 categories. In the stage of axial coding, 10 core categories were obtained. In the selective coding stage too the 10 core categories were promoted to the higher abstract level and were classified based on conditional, interactive/procedural and consequential characteristics.
The three fundamental categories of quality culture in this university are dividable to inputs (development of quality culture), processes (enablers), an outputs (the issue of improvement of quality) and the university will witness a fundamental change towards improvement of quality by moving towards this model.

Today, manufacturing companies must pay attention to environmental and social issues throughout the supply chain in order to survive. Many efforts have been made to examine the sustainable supply chain, but the agility of sustainable supply chain has been only observed in very few studies. Therefore, the aim of this study is to present an agility model of sustainable supply chain in the brick industry of Isfahan Province. This study was a developmental applied research and was done in a qualitative way. A sample of 10 experts was determined by snowball sampling who were familiar with the research. Then, thematic analysis was used to help the semi-structured interview to extract concepts, categories and elements and the interpretive-structural modeling was used to establish the relationship between elements and formation of the model. Based on the obtained resulted of thematic analysis, 11 factors were determined (namely sociability, responsiveness, compliance with laws, speed, information technology, environmental protection, competence, flexibility, executive management commitment, quality management and economics. And with the help of descriptive-structural modeling method, executive management commitment was identified as the infrastructure of the model and two factors of socialization and environmental protection were as the head of the model. To achieve sustainable supply chain agility in the bricks industry, Brick Industry executives should have the required commitment and readiness for the sustainable supply chain agility.