عوامل زمینه ای

The success of organizations is largely due to the competence and competence of their managers. No organization can be found that has experienced sustainable success and has not had a wise, efficient, and competent manager. Since the success or failure of an organization largely depends on its management, it is necessary to reflect on management and how managers are appointed. This research aims to identify the factors affecting the selection and appointment of managers. The research method is descriptive-survey. The data required for this research was collected through a researcher-made questionnaire and a complete sample of 90 senior, middle, and junior managers of the Public Administration Training Center and the Higher Institute of Management and Planning Education and Research, and the data was analyzed in the form of Kolmogorov-Smirnov tests, binomial test, and Friedman test. In the present article, the factors affecting the selection and appointment of managers have been examined, and these effective factors have been ranked, which are respectively: process factors, objective factors, and contextual factors in terms of their effectiveness. Also, the claim of normality of observations for all three variables was accepted at a confidence level of 95%. Finally, the importance of these factors in the selection and appointment of managers is not the same, and considering the significance of the difference in the rankings, it can be stated that the average ranking of each factor is as follows: process factor 2.27, contextual factor 1.93, and objective factor 2.13.

One of the effective methods of logistics is to have a proper maintenance and repair system With the purpose of reducing insecurity and improving the readiness of the equipment. Meanwhile, speed and quality have a significant impact on the cycle of requests and receiving segments from the subgroup to the origin and recognizing possible pathology will give the managers of the organization to solve the current problems and function better. With this perspective, the current research is conducted with the purpose of pathology of the mentioned cycle in a military organization.

This research is applied in terms of purpose, and descriptive-survey in terms of type. The statistical population of this research is the entire logistics and support employees of the studied organization, and by distributing 30 questionnaires among the statistical population and determining the variance of the initial sample, the sample size was 110 people. The main tool for collecting information in the research literature section was library studies, and a questionnaire with field distribution was used to collect data. The validity and reliability of the research was confirmed by Cronbach's alpha method. Confirmatory factor analysis and t-test using SmartPLS3 and SPSS23 software analyzed the obtained data.

The main finding of this research showed that the status of the cycle of requesting and receiving segments in this organization is not appropriate. In addition, because the difference between the obtained average and the test value was not significant, therefore, the condition of the cycle of requesting and receiving segments from the maintenance and repairing unit sub-set to the source of supply in the studied organization was evaluated as average..

In order to correctly and timely request and receive the required segments in the maintenance and repairing department, indicators such as the suitability of the working environment conditions, the appropriate composition of the workforce, laws and regulations, as well as the development of comprehensive instructions and obstacles for the process of receiving the required segments of the department Disorders are needed.

Changing employee behavior is a common challenge for many organizations. When employees deviate from expected behavior, it can be seen as a form of human behavioral entropy, making it difficult to predict their actions. Entropy is a degree of disorder in any system that increases over time according to the second law of thermodynamics. Disturbances may also occur in human behavior when human behavior goes out of stability and moves towards instability, which can be called entropy in behavior. With the appearance of entropy in the behavior of employees, it becomes difficult for managers to control their behavior and the possibility of any behavioral problems in the organization is obvious. Understanding the underlying causes of these behaviors can help prevent problems within organizations. This study is focused on developing a model to reduce employee behavioral entropy within the justice administration system. The research is qualitative in nature, with a statistical population consisting of experts with relevant experience in the field. The research sample was selected using purposive sampling. Qualitative data was collected through interviews and analyzed using thematic analysis. The results of the analysis identified background factors (economic, legal, social, political, and technological), behavioral factors (personality, professional ethics, job passion, impression management, and job satisfaction), and structural factors (structural and process, leadership, work rules and regulations, cultural and educational) as organizing categories and basic categories in the design of the model, focusing on a three-pronged approach to reducing justice administration employee behavioral entropy.

The general purpose of this research is to identify and investigate school factors affecting students' vandalism behavior in art schools of education and training districts 1 and 2 of Urmia city.

The statistical population of the research includes two groups of students and teaching staff (principals, assistants, teachers) of conservatories in the 1st and 2nd districts of Urmia city, whose number at the time of the research was 18535 and 768 respectively. Using the purposeful sampling method and up to the saturation of information, 21 male and female students and 15 male and female teaching staff have been selected as research samples. The method of data collection was using semi-structured interviews and open questions, and data analysis was done using theme analysis and Clark's six-point method.

According to the findings of the research, the most important school factors influencing the vandalistic behavior of students in art schools in districts 1 and 2 of Urmia city are: structural factors, behavioral factors, contextual factors, and perceptual factors.

The results of the present study indicate the necessity of reviewing the school factors affecting students' tendency to vandalism.

In recent years, various attacks and intrusions against critical infrastructure have taken place, that have been somehow related to the cyber domain. Despite conducting periodic cyber exercises in these infrastructures, unfortunately, vulnerabilities and diverse threats still persist. Research focusing on examining the influential factors for enhancing cyber exercises has not yet materialized. For this reason, the examination of foundational factors has been positioned as one of the most critical sets of elements that have had an effect on the improving of cyber exercises. The central question of this research is, “To what extent do foundational factors contribute to the improvement of cyber exercises? ” This article employed a data collection method using both library and field research, focusing on published experiences from the United States Department of Homeland Security and the European Union Agency for Cybersecurity. The outcome of this research led to the identification of 24 influential factors. Subsequently, a questionnaire was prepared, and its validity and reliability were confirmed, with 2 statements removed and a Cronbach's alpha value of 0.61 accepted with caution. The questionnaire was distributed among a statistical sample of 29 individuals. According to the results and findings, in response to the main question of the research and based on the Friedman test, the influential factors for enhancing cyber exercises were ranked as follows: The factor of “effective leadership and command by creating a supportive environment and mutual trust” with an average of 13.50 in the first rank. The factor of “Communication with technology companies and equipment manufacturers by attackers” with an average of 13.26 in the second rank. The factor of “Understanding the interdependence and mutual impact of cyber threats and security” with an average of 13.19 in the third rank.

Selection and implementation of formative evaluation as one of the alternative methods of traditional evaluation, despite its advantages and attractiveness, has faced many difficulties and challenges. The current survey research, with a quantitative approach, examines the individual and contextual factors that affect teachers' performance in this regard. For this purpose, a statistical sample of 592 participants was selected from among the primary and secondary teachers in West Mazandaran through random cluster sampling. They answered a questionnaires measuring teachers' performance in formative evaluation. The data were analyzed using factor analysis and structural equation modeling. As a result, while confirming the validity and reliability of the questionnaires, it was found that teachers' self-efficacy, the population of teachers working in the school, and the school's support for teachers have the greatest impact on the implementation of formative evaluation. Also, middle school teachers showed more interest in this method of evaluation. In addition, teaching experience and tendency to formative evaluation had a reverse relationship. The results showed that factors such as students' characteristics and the subject of the course do not have a significant effect on teachers' willingness and performance in formative evaluation. Finally, suggestions are provided regarding significance of practical techniques and a supportive environment to encourage using formative evaluation.

The organization is a social phenomenon in which     human beings and  their behaviors are the center of gravity. What seems vital for the organization is to recognize unhealthy behavior patterns and to protect them from their effects. And this will lead to the reduction of suffering and emotional pain caused by unhealthy behaviors. Therefore, the current research was conducted with the aim of identifying the factors affecting the toxic behavior of employees in government organizations.

The research method is qualitative and exploratory. The statistical population of this research included specialists and experts in the field of management and organizational behavior in the public sector, which was sampled using the snowball technique and sample size considering theoretical saturation (13 people). The data collection tool was a semi-structured interview.

Data analysis and analysis were done in three stages of open coding, central coding and selective coding, and a total of 18 causal influencing factors were identified in the form of four sub-categories and two general categories, individual factors and environmental-organizational factors, as well as 16 influencing factors. In the form of three sub-categories and three general categories of socio-cultural factors, economic factors and political-organizational factors, there were 13 influencing factors of two sub-categories and one general category (managerial-organizational space) in the group of intervening factors. ) were categorized.

The hidden layers in the human mind are looking for a suitable opportunity to show themselves. Especially toxic thoughts that can lead to toxic behaviors. The results of this research can be fruitful for managers in managing the organization and in predicting the behavior of employees and control. They play a key role.

The current research was conducted with the aim of identifying the factors affecting the effective establishment of network governance in the country. This research is descriptive-survey in terms of applied purpose and in terms of data collection method. The study population in this study includes 28 academic experts and professionals familiar with the subject who were unlikely and judiciously selected. After defining the subject and conducting exploratory studies and primary libraries, the relevant factors and components were considered by experts through the Delphi method and by a researcher-made questionnaire. The components and the combination of factors reached their consensus. Then, confirmatory factor analysis of each research variable was performed separately by SmsrtPLS3 software for each variable to determine whether the data are consistent with a certain factor structure. Finally, the results showed that there are three categories of underlying factors (including infrastructures, required resources, conditions and platform of formation and actors involved), content factors (including strategies, internal and external organization preparation, network management, participation and integration and network thinking) and structural factors (including Network characteristics and network shape) are effective in establishing network governance in the country. At the end, some suggestions were presented according to the obtained results.

Workplace ostracism means keeping employees deliberately isolated. This study aimed to identify the factors affecting workplace ostracism based on the three-pronged model. This study was fundamental in terms of purpose and based on the data collection method, qualitative and descriptive methods. The statistical population of justice staff in Qom province and the research sample were purposefully selected. Research tools were interviews, and theme analysis was used to analyze the data. Data analysis led to the formation of 29 sub-themes: 3 main themes in the form of behavioral factors, two main themes in the form of structural factors, and two main themes in the form of contextual factors. To solve the problem of ostracism, improving employees' competencies, relationships between individuals, colleagues, and managers, processes and operations of the organization, human resource management functions, managers' view of human capital, and strengthening social capital should be considered.IntroductionWorkplace ostracism refers to the deliberate isolation of employees. This study aimed to identify the factors that affect workplace ostracism based on a three-pronged model. The research questions are:What are the structural factors of employee ostracism?What are the behavioral factors of employee ostracism?What are the underlying factors of employee ostracism?Literature Review Ostracism (Greek: Ostracismos) was a democratic practice in Athens where the government could expel any citizen from the city for ten years. Although some behaviors aimed to provoke public anger against citizens, ostracism was often used preemptively and non-aggressively. This procedure was considered a tactic to neutralize the activities of an individual thought to be threatening to the government. However, in general, the term "rejection" is used for situations involving pushing back or social exclusion and is defined by terms such as misplacement, non-delivery, and being treated coldly (Robinson et al., 2013). Ostracism in organizational psychology is defined as "When a person or group is excluded from actions that other members of the organization engage in, and is a socially desirable action." (Gürlek, 2021). Ostracism has been described as "social death" because when a person is ignored and excluded by another person or group, it is as if they are dead or do not exist for others (Bauman, 1992).Reviewing the research background within and outside the country reveals that there has not been a study on workplace ostracism using a three-pronged model with a qualitative method.MethodologyThis study was fundamental in its purpose and based on qualitative and descriptive data collection methods. The statistical population consisted of justice staff in Qom province, and the research sample was purposefully selected. The research tools were interviews, and theme analysis was employed to analyze the data.The ostracism questionnaire was distributed among employees in various operational departments using a five-point Likert scale. A total of 18 employees were selected as the sample, with an average score higher than 2/5. These individuals had a higher perceived ostracism than those who obtained a lower average score. By conducting semi-structured interviews with 13 participants, theoretical saturation was achieved. In order to enhance the credibility of research findings, instead of using the concepts of validity and reliability suitable for quantitative studies, a concept called "trustworthiness" was employed, which includes four elements: Dependability, Transformability, Credibility, and confirmability. For research dependability, interviews were conducted with individuals who had experienced the phenomenon of social ostracism, and this requirement was met by achieving a high average score on the Rejection Questionnaire. Before each interview, individuals were explained the research purpose, and their verbal consent to participate in the interviews was obtained. By providing a summary of the concepts, objectives, and research questions both orally and in writing, confidence in the interviewees' initial readiness for conducting the interviews was obtained, and then the interview questions were presented.The interview topic had been previously introduced to the participants, and its theoretical background was briefly provided to them, allowing them to gain theoretical familiarity with the subject matter. The next step involved involving the participants in the analysis and interpretation of the data to ensure that they agreed or disagreed with the researchers' findings.For the transformability of the research, complete findings were presented and compared with the study's theoretical framework, and the researchers attempted to provide a detailed picture of the context in which the research was conducted.For credibility and the trustworthiness of the research, all interviews were transcribed, and the coding process and data analysis stages were documented. Data documentation not only facilitated repeated review of the data by the researchers but also enabled three professors and one doctoral student in public management to review the findings of this study and provide their opinions regarding the quality of the data analysis.Finally, to increase confirmability, the transcripts were cross-checked by the interviewees. This process involved reviewing the coding and obtaining their opinions, which were subsequently incorporated into the coding and final report.  ResultsThe data analysis resulted in the formation of 29 sub-themes:Three main themes in the form of behavioral factors (Absence of functional skills in the ostracized person, misbehavior by managers, the role of colleagues)two main themes in the form of structural factors (Organizational processes and operations, Weakness in the implementation of human resources management)two main themes in the form of contextual factors (Weakness in using social capital, Predominance of machines, and inhumane culture)  Discussion In order to address the problem of ostracism, it is important to consider improving the competencies of employees, the relationships between individuals, colleagues, and managers, the processes and operations of the organization, the functions of human resource management, managers' attitudes towards human capital, and the strengthening of social capital. The results of this research show that workplace ostracism does not depend only on the employees themselves but also on the behavior of their colleagues and managers. Structural factors with the main themes of the organization's processes and operations and weaknesses in the implementation of human resources management indicate the existence of incorrect procedures in the organization.Also, the weakness in using social capital, the lack of trust in society, and the culture of non-participation of people in activities require the attention of the relevant policymakers in connection with strengthening this capital in society. The machine-like and unfriendly attitude of employees as one of the issues of the internal organizational environment is the basis for undermining the value of employees and not considering the importance of this crucial organizational capital.

the present study seeks to provide a model for the formation of conglomerate corporates in the private business environment. The statistical population of the study was all the senior managers of head offices in the businesses of conglomerate corporates in the private corporate space, which were evaluated through semi-structured interviews. Thus, in the first part, the factors affecting the formation of such corporates in the theoretical literature were examined to complete the model obtained from the theoretical part. In the second part, the areas governing the space of conglomerate corporates were identified, which have three logics of synergy, business and managers' inclinations. In the next section, the dominant factors in each logic were identified. Based on the dominant factors in each logic, the three main themes in the three logics with a series of formulated assumptions are examined. Syntactic logic was dominated by structural factors in which organizational structure was selected. For the logic of managers' desires, behavioral factors were dominant, the composition of the board members was selected, and finally, for business logic, the underlying factors were dominant, which were based on the intensity of competition. The results showed that among the three identified logics, synergistic logic had the lowest degree of heterogeneity and managers' tendencies had the highest degree of heterogeneity. Also, when the intensity of competition is high, the composition of the board of directors is heterogeneous and the organizational structure is sectoral, the possibility of forming the most diversity (conglomerate) becomes relevant.

The purpose of this research was to investigate the pathology of human resources management in the Border Guard of Ardabil province. This research is applied in terms of purpose, which was carried out in the field. The statistical population of this research includes border guard employees of Ardabil province in 2015, who are 336 people according to the statistics and information department of Ardabil province. The samples were randomly selected and then the sample size was determined using Cochran's table of 181 people. The measurement tool included the human resources pathology questionnaire (Safari et al., 2013). The content and form validity of the questionnaires were confirmed by management professors and then the Cronbach's alpha reliability of this questionnaire was reported as 0.84. For analysis, descriptive statistics including frequency, standard deviation, and mean were used, and in the inferential statistics section, a one-sample t-test was used. The findings of the research showed that behavioral, structural and contextual factors have an effect on human resource management injuries. And the prioritization of these factors showed that structural factors have the most impact and contextual factors have the least impact on human resource management damage.

Ethics means force and nature internal man, that impossible view is, but as behavior's aim and capable view of human's crystallization finds some experts from ethics as characteristics and personality traits relatively stable and firm at man, remember. Ethics to its category from principles and concepts valuable hint has it that determination they do what something good and liked or it is true and what thing disgusting and bad or incorrect is. Other characteristics and features internal man may source behaviors good and liked or behaviors ugly and condemned.During the years after the victory of the revolution, and especially in the last two decades, many researchers have been conducted in ethical decision-making, and various researchers from academic and seminary levels have commented on this issue. Therefore, identifying the basic and determining factors in the applicability of these researches is one issue that is inevitable. The first step in this direction is to identify a conceptual framework to identify the factors influencing ethical decision-making, which is the subject of the current research. Identifying the influencing factors, identifying the problem and its scientific focus to take the measures to improve the phenomenon in question, is fundamental. When comparing things, we ask where we stand and what the standards are for social issues.? And if we have found factors along this path, what factors were they? It is at such a time that the discussion of providing a conceptual framework for influencing factors is raised. To accomplish this order from method fra composition to purpose comparison, interpretation, conversion, and composition different frameworks use we do at fact ultra-combination to place presentation summary of comprehensive from findings, a compound commentary from findings particle for direct object production does Fra composition with provide to do one attitude the system mend for researchers, through the combination of different qualitative researches, it discovers new and fundamental topics and metaphors. The aim of this research is to create a framework that explains how different factors in a field affect ethical decision-making.

Decision get At word Both meaning intending to do And Will to do knowing done (Dehkhoda, 2007). Ethical decision-making shows a person's action based on his uniqueness (Radcliffe, 2010, 1). One example of the research done on ethical decision-making is:The role of religiosity in ethical decision-making. Suleimani et al. (2021). The role of religiosity in ethical decision-making was investigated in a Malaysian organization. The results of this research show. Religious beliefs affect work decisions, and work conscience affects how religion influences ethical decision-making.One method that has been introduced in the past few years to examine, combine, and diagnose past research is meta-study, which is mostly used in the fields of medicine and nursing. A meta-study is an in-depth analysis of research work done in a particular field. One of the sub-branches of meta-studies is meta-combination, which is used in the current research. Meta-synthesis is a research method that looks at information from a previous study on a similar topic. The intended sample for the meta-synthesis is not an integrated review of the qualitative literature on the subject. Also, the analysis of secondary data and primary data is not from the selected studies, it is the analysis of the findings of these studies. Meta-synthesis is the synthesis of interpreting the main data of the selected studies. Universities conducted this research on ethical decision-making, which includes Society A's kidney statistics.Institutes, conferences, conferences, journals, books, Internet sites, etc. supply done Is. We used libraries, research institutes, and websites like Jihad University, NOORSOFT, CIVILICA, MAGHRAN, and IRANDOC for our research. We found 10 relevant studies. Because of the small number of research community members, sampling was not done. After identifying the desired research, all the texts of these researches have been considered as data to answer the research question. Therefore, the data are qualitative. Because of the qualitative nature of the data (text), one of the most famous methods of qualitative data analysis, which is called open coding, has been used. This type of coding is the same as the first stage of data coding in studies that use the data-derived theory method. There are three steps in this coding method extract codes, form concepts, and code concepts again. It takes to get the categories (text-code-concept-category).

This study identified 5 factors that influence ethical decision-making. They are discussed below. Among the 10 researches reviewed in this research, 4 cases only discuss the research conducted in ethical decision-making. 3 cases were discussed in pathology and psychology regarding ethical decision-making, 1 case analyzed challenges in ethical decision-making, and 2 cases were about managers' experiences. Because of the voluminous nature of the text of the existing research, the text of the article has been avoided and it has been started from the code stage. 81 concepts were labeled into 5 categories for ethical decision-making in this research. In Table 1, the extracted sources related to each category and concept are shown.

Factors affecting ethical decision-making include personal, environmental, spiritual, and psychological factors. Spirituality is a major factor in ethical decision-making. Spirituality defines what is right and wrong and guides us to make moral decisions. Personal and work-related factors affect ethical decision-making. Individual and occupational factors include people's knowledge and understanding of their personalities and job characteristics. Research suggests that people who prioritize ethics in their job decisions value their strengths, weaknesses, and emotions. Ethical decision-making is affected by the structure of the organization. According to the categories determined for this factor, including justice, an organizational culture that supports and implements justice, shows that an organization that has such a culture is based on the decisions made in this organization based on this type of culture, a culture of justice, and as a result, correct decisions and it is moral. The psychological factor is important in making moral decisions. A person who has moral tension and accentuates and is sensitive to social issues acts correctly and morally when decide. Environmental factors come from outside the organization and affect its internal environment. One of these factors that can influence people's decisions is situational. Laws and regulations are a factor that can influence ethical decision-making. This factor is not very effective because it is like achieving peace through force, which is not stable without force. Moral decisions that rely heavily on laws and regulations will also not be stable. Research also confirms this.

Corporate citizenship is one of the main topics in development country that citizen mention to these corporate as citizenship and attention to their acts and exceptions those react the like behavior. The purpose of this study is to identify the current passion of corporate citizenship in producing unit in country and factors impact on this situation to access action plan to develop corporate citizenship. In this study, corporate citizenship studied in for dimensions like legal corporate, economical corporate, ethical corporate and voluntary corporate. Also, factors impact on corporate citizenship explored based on three dimensions: behavioral, structural and content factors. In this study, 200 people from 50 companies into a file of food and petrol industry are selected as sample. The current study is applied and descriptive study and is used of questionnaire instrument for data collection. The validity of the instrument is done by expert replay and reliability by Cronbach Alfa. The results of this study are indicated that 70 percent of corporate haven’t a positive situation based on corporate citizenship and all behavioral, structural and content factors have a positive impact on corporate citizenship. Also, access to social responsibility, organic structure, hermetic oriented culture, medium size, good organizational capacity and positive insight of customer have the main impact of corporate citizenship.

Concerning the high importance of multi-business and heterogeneous corporations in developing countries, their formation regions are vital. The present study aims to identify formation logic and the characteristics of each logic in state-owned and private Corporations.

The statistical population of the study was the senior managers of the heterogeneous multi-business corporations in state-owned and private corporations. Based on the method of judgmental and purposeful sampling, 11 experts have interviewed using the semi-structured method. The methodology of the present study is multi-grounded theory.

In the first part, through theoretical literature and systematic review, 28 themes were identified in three categories: contextual, structural, and behavioral. In the second part, based on the research literature, they entered the interview and added 5 themes to the previous themes. These include political sanctions, knowledge of managers, exchange of businesses with arrears, the existence of cover-businesses, the priority of businesses over their formation.

The results showed that the dominant logic for the formation of state-owned companies was the logic of coercion and for private companies, three logics of synergy, business, and managersthinking were identified. Among the constituent factors of each logic based on the frequency of interviews for the logic of coercion of structural factors, for the synergistic logic of structural factors, for business logic, underlying factors, and finally for the logic of the thought of managers of behavioral factors as the main factors were selected.

This study in intended to identify the problems which prevent the promotion of the level of knowledge workers’ belongings in the defense industries. This is a mixed exploratory research. In the qualitative part of the research, 14 managers of defense industries and knowledge workers were interviewed in depth using a purposeful method up to arriving at a theoretical saturation. Then, distributing 17 expert questionnaires of Delphi, the researchers designed the framework of the factors affecting knowledge workers. Afterwards, Kendall’s coordination coefficient in Delphi method was calculated to be 0.734. In the quantitative section, too, 50 questionnaires were purposefully distributed among the knowledgeable workers familiar with the research topic. The reliability of the quantitative questionnaire was confirmed by Cronbach's alpha of 0.946. Conducting interviews resulted in the identification of 26 factors classified into structural, behavioral, and contextual categories, all of which were confirmed by the experts at Delphi stage. In the quantitative part, the rank of the main factors and sub-factors were measured, and the results revealed that the belongings of the knowledge workers encountered problems in the structure of the knowledge sectors, decision making, planning, human resource procedures, relationship with the colleagues and managers, and some other issues being explained later.

Emotional labor, first introduced by Hochschild (1983), has attracted interest from researchers. Despite researchers' efforts to understand why and how emotions managed by managers in the workplace, in other words, by examining their emotional labor with the help of various conceptual frameworks, they have achieved the contradictory results, especially on deep action. Therefore, the aim of this study was to explore emotional labor considering the role of contextual factors, individual differences and emotional intelligence.

A study of the development of different innovation ecosystems has shown that in the early stages of ecosystem development we are faced with a period in which, due to the different natures of the two soldiers, the ecosystem faces challenges with the highest failure and stopping rates. It comes with it. Ecosystems that can pass this stage are able to acquire the value produced in the ecosystem and create wealth. In this study, we seek to identify the challenges of this stage of the growth process called the Death Valley of the ecosystem and identify the capabilities needed to overcome it. Therefore, this article tries to investigate its challenges and the underlying factors and capabilities affecting the passage of the innovation ecosystem by examining the case of Iran's biopharmaceutical innovation ecosystem as a successful ecosystem that has been able to cross the Death Valley. To do this, the required data were collected through semi-structured interviews and analyzed in the form of a model using theme analysis and coding. According to the research findings, Iran's biopharmaceutical innovation ecosystem in the process of crossing its death valley has faced three types of challenges: implementation, integration and acceptance, which is the formation of five capabilities of interaction and accessibility; Integration and integration; Innovation and learning; Adaptability and mobility, and ultimately the ability to create complementarity, as well as the existence of three factors underlying government policies, political sanctions, and market demand, have been influential in crossing this valley and overcoming these challenges.

Branding is of particular importance as a means of differentiation in the highly competitive pharmaceutical industry. In recent years, one of the several problems of the country’s pharmaceutical industry which has been less considered is the issue of branding. Different factors and obstacles have shaped the current situation. The purpose of the present study was to test the model for identifying the damaging factors of branding in the Iranian pharmaceutical industry. The present study was applied in terms of purpose and field-survey in terms of data collection. The statistical population of this study consisted of marketing experts of pharmaceutical companies that are members of Iranian Pharmaceutical Industries Syndicate and the exact number of them is unknown. Therefore, using the one-stage cluster sampling method, 67 out of 111 of companies were randomly selected, then all marketing experts in these companies were randomly chosen and 160 responses were collected. The research tool was a researcher-made questionnaire that its content validity was confirmed by experts and its reliability was verified using Cronbach’s alpha. Structural equation modeling was used to analyze the data in association with PLS statistical software. The findings of the present study indicated the confirmation of all damaging factors as well as all components of each factor in which contextual, structural, and finally behavioral factors, respectively, were considered as the main damaging factors of brandingin the country’s pharmaceutical industry. In addition, the overall research model had a good fit.

The purpose of the present study is to provide a theoretical framework for the formation influencing factors in heterogeneous multibusiness corporations and the role of each of these factors in different stages of corporate development. The methodology of the present study is a systematic review, which, according to Cooper, consists of seven stages, namely problem formulation, data gathering of studies, qualitative evaluation of studies, analysis and integration, interpretation of documentation, and presentation of results. Accordingly, 39 articles on unrelated diversification strategies and conglomerates were published between 1965 and 2018 on a scientific basis, extracted and analyzed after the filtering process using manual coding. based on the results of selective articles, 28 indices were divided into three contextual, structural and contentual factors. Four indices were identified for content factors, 15 for structural factors and 9 for contextual factors. Among the contextual indicators, the economies of states, government and institutional factors, among the structural factors indices of risk reduction, finaincial synergy, and central business position, and among the managerial and shareholder behavioral factors were the most frequent ones. In the second stage, the role of each of the factors in the development stages of conglomerate corporate was investigated, which in the early stage of contextual factors, and growth stage, structural factors and in the maturity stage, contentual factors had the most influence.

Diversification strategy is one of the ways to enter into heterogeneous businesses. There has been much study and views about the formation of corporate with related businesses, but any comprehensive model for the formation of unrelated multi-business not been put up yet. THIS study attempts to bridge this gap. Given the complex and unstable environment in most developing countries,especially Iran, many companies are approaching toward this type of developement and most of them often fail. On the other hand, the role of these factors in different stages of the development of corporate is not same, so this study seeks to answer this question.  

The statistical population of the study: All articles on unrelated diversity strategies and conglomerates were published in the scientific database between 1965 and 2018. Theoretical framework Since most research on related and unrelated diversification is related to their performance, value, risk, etc., research has not comprehensively examined the cause of the formation of multifaceted and unrelated corporate. According to the theoretical literature, the reasons for the formation of multi-business corporations can be explained in two dimensions: The first is the economics of countries and base developing countries and the second is based on their purpose of diversification, which purpose is Growth.

The methodology of the present study is a systematic review, which, according to Cooper, consists of seven stages, namely problem formulation, data gathering of studies, qualitative evaluation of studies, analysis and integration, interpretation of documentation, and presentation of results. Accordingly, 39 articles on unrelated diversification strategies and conglomerates were published between 1965 and 2018 on a scientific basis, extracted and analyzed after the filtering process using manual coding.

Based on the results of selected articles, 30 indices were divided into three contextual, structural and contentual factors. These indicators include. Intense competition in domestic markets, weak institutional environment, geographic location, legal constraints, support industries, government support, tax incentives, information asymmetry, external alliances, all of which were underlying factors. Owners' philosophy, managerial motivations, strong employee ethics and organizational culture related to behavioral factors and ultimately strong R&D, surplus funds, financial synergy, risk reduction, current business performance, managerial synergy, economies of scale, strategy Current businesses, timing of entry into unrelated businesses, industry-leading advantages, maturity of pivotal businesses, need for high-tech, territory economics, managerial stability, and high transaction costs. In the second stage, the role of each of the factors in the development stages of conglomerate corporate was investigated, which in the early stage of contextual factors, and growth stage, structural factors and in the maturity stage, behavioral factors had the most influence.

Based on the results of the research, one can find the main cause of the formation of multifaceted and unrelated companies in three behavioral, contextual and structural factors. Among these factors, the role of the underlying factors for the formation of multi-business and unrelated corporations is more important than the others, depending on the conditions of the institutional environment of the countries and the stage of development of their economies. On the other hand, when companies are formed, they later show the role of more structural factors, covered by indicators such as financial and managerial synergies, scale and territory efficiency, and finally, the maturity stage for managers and shareholders to enter the internal market. And related and unrelated externalities that are more important in the form of behavioral factors than others.

Since targeted outsourcing is one of the challenges facing managers and organizations, the main purpose of the present study is to identify and explain the concept of outsourcing and its dimensions and elements and provide a conceptual model for targeted outsourcing. Be it.

Considering the importance of the research subject, it is intended to study the study data and data in a descriptive and analytical way through conceptual and conceptual modeling and provide a conceptual model of targeted outsourcing management.

The researcher, having studied the theoretical foundations and previous studies on the topic, found that the category of targeted outsourcing in the organization can be presented in three dimensions including structural, behavioral (content) and contextual (environmental).

In the structural dimension, the most important effective components are identifying non-key outsourcing activities and then evaluating and identifying suppliers. In the behavioral dimension, the most important component is occupational safety and then human resource productivity. In the contextual context, the most important component is the degree of public satisfaction and then the quality and quantity of suppliers.