مدیریت

 The extensive engagement of customers with digital platforms and the growing prominence of e-commerce have heightened companies' awareness of customer behaviors and activities within the digital domain. The objective of this research is to develop and elucidate a digital customer experience management model within the banking sector.

This research employed a mixed-methods approach integrating both qualitative and quantitative methodologies. Qualitative data were gathered through twelve semi-structured interviews conducted with academic experts specializing in marketing, business, and digital banking. The qualitative data were analyzed utilizing grounded theory, applying open, axial, and selective coding procedures. For the quantitative component, confirmatory factor analysis was performed using Partial Least Squares (PLS) software.

Qualitative analysis revealed six primary categories: the establishment of macro digital policies; the development of a digitally-centered organizational framework; the management and assessment of digital transformation initiatives; the configuration of structures centered on enhancing the customer digital experience; the design of a strategic digital banking ecosystem; and the enhancement of digital performance management within the quantitative sector. Exploratory factor analysis verified the validity and reliability of the proposed model. The findings indicate that the implementation of this model may facilitate the optimization of digital services.

To achieve success in managing the digital experience of customers, banking institutions must synchronize their overarching policies and operational procedures with a digital strategy.

In the contemporary organizational landscape marked by increasing complexity and a demand for adaptability, the emphasis on bottom-up leadership aspects has gained prominence. Leaders who openly acknowledge their limitations in navigating a complex and uncertain world are perceived as more authentic. Additionally, the rising prevalence of unethical behaviors in organizations underscores the necessity for leadership styles that promote integrity and trust. Humble leadership emerges as a crucial approach that can foster ethical behavior, enhance organizational effectiveness, and mitigate unethical practices. This study aims to identify the antecedents of humble leadership among managers to provide insights into fostering this leadership style in organizational contexts.

This research employed a qualitative approach, leveraging the seven-step hybrid method developed by Sandelowski and Barroso (2007). The study focused on Persian and English publications addressing the antecedents of humble leadership for managers, spanning from 2000 to 2023. Relevant keywords were utilized to systematically search databases, yielding 113 articles. Using purposeful sampling, 14 articles that met the inclusion criteria were analyzed. Data were subjected to three-stage coding (open, axial, and selective) with the assistance of Maxqda 2020 software. The reliability of the coding process was validated using the Kappa coefficient of agreement, which achieved a value of 0.92, signifying high reliability. To ensure validity, the findings were reviewed by four qualitative research experts, providing an additional layer of rigor to the study.

The analysis revealed 90 open codes, categorized into 20 concepts and four overarching categories, reflecting the antecedents of humble leadership. These categories are as follows:Self-Management: Self-management emerged as a pivotal antecedent of humble leadership. Key predictors in this dimension include emotional intelligence, moral intelligence, positive affect, religious commitment, spiritual behaviors, and the leader's personality traits. These attributes enable leaders to reflect on their actions, maintain ethical standards, and exhibit humility in their leadership approach.Managing People: Humble leaders influence organizational performance indirectly by fostering an environment conducive to team and individual excellence. Behaviors such as enriching communication channels, fostering psychological safety, promoting group dynamics, and encouraging cognitive empowerment were identified as essential practices. Additionally, the personality traits of followers and the creation of supportive team environments contribute to effective people management under humble leadership.Organizational Management: As humility is inherently relational, strengthening interpersonal and social interactions within organizations is vital. This involves encouraging participation, implementing structural empowerment, and fostering an organizationalculture that values humility. Cultural values and norms that support collaboration and mutual respect further bolster humble leadership practices.Organizational Support: The study highlighted the role of organizational support as a critical factor for the success of humble leadership. The alignment of top management support with leader expectations toward subordinates enhances the impact ofhumble leadership on organizational performance. This interplay underscores the necessity of an organizational framework that nurtures humility at all levels.

The findings indicate that humble leadership integrates elements of servant leadership, transformational leadership, and ethical leadership. Managers who adopt humble leadership practices benefit not only from personal growth and improved follower relationships but also contribute significantly to the overall effectiveness and ethical standards of their organizations. By fostering a culture that values humility, organizations can empower leaders to navigate complexity, inspire teams, and drive sustainable success. The study underscores the importance of embedding humility as a core leadership value, with targeted strategies to nurture its antecedents in organizational settings.

Among the ineffective management styles, there is a style and manner that, in terms of insight and precision, exhibits excessive attention to detail. In terms of managerial decision, it is known as micromanagement. The managers who adopt this style, lack flexibility and agility to change, and sometimes, due to lack of foresight and excessive micro-vision, They put the organization in trouble. Therefore, this current research aims to present the emergence model of micromanagement and how it was formed using interpretive structural modeling methods. 

This research is based on a mixed-methods approach, combining qualitative and quantitative research with a sequential exploratory design in the analogical inductive paradigm. The current research is practical in terms of its purpose, employing content analysis in the qualitative phase, and survey method in the quantitative phase. The statistical community of research consists of experts, and its sample members have been selected using Snowball sampling method based on the principle of theoretical adequacy.  The information-gathering tool in the qualitative part of the interview is a semi-structured interview the validity and reliability of which were tested usingthe content method, theoretical validity, and encoder and mediator reliability. Moreover, the tool for gathering information in the quantitative part is a questionnaire the validity and reliability of which were measured using content validity method and retest reliability methods.

The results of the test, based on identification of micromanagement components and presenting a model for how to form this ineffective style indicate that the micromanagement model in this research had four main levels based on formation platforms, correlated and interferer factors, the main factors of micromanagement, and its consequences. The findings indicate that the short-sightedness, a lack of forward-looking culture, a culture based on limited rationality, fast feedback syndrome, a narrow-minded personality, low motivation for change, poisonous effect of success, management based on satisfactory solution, non-learning management, structural pressure, intellectual stagnation, closed communication, displacement of principals and subordinates, and a lack of systemic thinking cause the emergence of micromanagement in organizations.

Emotion management in economics and financial markets refers to the process of controlling and regulating emotions and behaviors related to economic decisionmaking.This concept is especially important in the fields of finance and investment,because emotions such as fear, greed,and anxiety can have profound effects on economic behavior and trading outcomes.Therefore,managing emotions in financial markets is essential not only to avoid unnecessary losses,but can also lead to sustainable trading success. By combining market analysis knowledge, experience,and discipline in managing emotions, traders can improve their performance and gain a competitive advantage.To manage emotions in trading, using appropriate trading plans and specific strategies can be extremely effective.These methods and strategies can help traders better manage their emotions and improve their performance in the financial markets.

Theory building in management is recognized as one of the primary tools for understanding and predicting managerial phenomena. This article, by examining the importance of theories and the challenges associated with theory building, provides a framework for theoretical contributions in the field of management. In this article, five levels of theoretical contribution, including reporters, testers, moderators, builders, and expanders, are examined. Additionally, eight levers of theory building, including research question, theory-building method, level of analysis, phenomenon under study, causal mechanisms, constructs and variables, boundary conditions, and outputs, are introduced. This article demonstrates how changes in each of these levers can contribute to the creation of new theoretical contributions. Finally, this article recommends that students and management researchers, instead of focusing solely on existing theories, seek to discover new phenomena and provide innovative explanations.

The purpose of this research is to identify and validate the dimensions of digital human resource management in gas refineries of the country (case study of South Pars Gas Complex).

Research design: 

This study was conducted qualitatively and quantitatively using grounded theory and exploratory factor analysis methods. The research tool was semi-structured interviews with 21 experts in the digital field.

The results revealed 15 general categories within a paradigmatic model, including causal conditions (technological development, environmental complexities, new management perspectives), the core phenomenon (digital human resource management), and other conditions and outcomes. In the quantitative section, exploratory factor analysis using SPSS26 showed that factor loadings were above 0.3 and significance coefficients were above 1.96, confirming the validity and reliability of the questionnaire. Additionally, structural equation modeling with Amos software confirmed the relationships in the proposed model.

The aim of this research was to design a model of youth orientation in management in the public sector based on the guidelines of the Leader of the Revolution. In this research, five categories were identified as creating support systems, creating empowering human resource management, creating a facilitating and learning organizational culture, developing professional and leadership capabilities in the organization, and utilizing experiences that can affect the youth orientation model in management. They were identified as categories related to causal conditions. Individual characteristics, concentration of power, meritocracy, organizational dynamism and maturity, program, and skills in assessing needs are the main contextual factors. And the categories of exercising informal influence, distance from power, lack of a meritocracy system, interaction between parties and networks, and political tensions are considered as intervening categories. Also, considering the set of concepts extracted from the interviews and final codes, the researcher identified youth in the second step statement, high transformational spirit, initiation of the new era, civilization building, creation of elite circulation,

The purpose of the current research is "presenting and compiling the management model of employee identification in Iranian banks". In this regard, while reviewing concepts such as employee identification management, using the mixed method (qualitative-quantitative) and structural equation modeling, the components and indicators of the model were identified and the model was validated. The studied population in the qualitative part includes experts and professors in the field of human resources and banking industry, and in the quantitative part it includes the employees of Sepeh Bank branches. The sample size in the qualitative section was 10 experts in this field and in the quantitative section, 381 people were determined based on the statistical population. In order to collect data, a semi-structured interview was used in the qualitative part and a questionnaire was used in the quantitative part, the validity of which was content validity by experts with the help of Delphi technique, and the construct and structure validity by confirmatory factor analysis in smart pls software and its reliability with The use of Cronbach's alpha coefficient has been confirmed in spss software. In order to analyze the data, in the qualitative part of the coding and in the quantitative part, the Kolmogrof-Smirnov tests were used for the normality test, and the confirmatory factor analysis and structural equation modeling tests were used to confirm the components and validate the model. The results showed that the model includes 8 dimensions, 13 components and 78 indicators.

The The purpose of the research is to investigate the One of the reasons for the development of societies is the role and performance of the organizations of that society. Security as an organizational dimension can play a significant role in all elements of society's development. The aim, in this article, is to examine the role and function of security in the development of organizations with It is a library and descriptivereview method. In this short speech, many aspects of the issue and the strategic importance of the revolutionary institution and the protection servant in the defense of the organizations that are considered as the flag of national pride are passed. The result is that Protection by observing ethics and spreading culture based on its characteristics can be effective and efficient for the development of organizations in a society.

This research aimed to identify and rank the factors influencing the development of creative tourism based on sports heritage. The study utilized a structural-interpretive method, with library studies, interviews, and questionnaires serving as data collection tools. The results identified 13 key factors, which were classified into six levels. Environmental factors and tourist attractions were ranked at the first level. The second level included social and cultural factors, infrastructure, international interactions, and marketing. Technology, education, and research were placed at the third level, while the economic factor stood alone at the fourth level. Management and human resources were positioned at the fifth level, and finally, political, legal, and governance factors were assigned to the sixth level. The model revealed that despite being at the lowest level, political, legal, and governance factors are of paramount importance in the development of creative tourism and should be considered the top priority in development efforts.

Improving the relationship between the leader and the followers can have a direct impact on performing the given tasks much better. Designing and revising will not take place without having humble leadership. This research is aimed at achieving a humble leadership model for the principals of elementary schools. Hence, it is intended to answer the question regarding the components of humble leadership for elementary school principals. To achieve this goal, qualitative research method was used in the context of grounded theory. In-depth interviews were conducted with experts of educational management and primary education having experience in the related fields who were selected by purposive sampling. Using MAXQDA software, the researchers analyzed the data by Strauss and Corbin's thematic analysis method. The analysis of the interviews as well as the related documents and studies led to the formation of the theory. The analysis of the interviews as well as related documents and studies led to the formation of the theory. The model obtained from this research shows that the causal factors that create humble leadership include religious commitment, positive emotion, moral intelligence, emotional intelligence, organizational commitment and encouragement for participatation. Moreover, personality characteristics of the leader, the support by senior management, the personality characteristics of the followers, individual characteristics, organizational culture and cultural values, as environmental factors, affect the desirability of creating humble leadership. If these components pave the way for the realization of humble leadership, the process will follow the strategies of enriching the communication channels, raising awareness in line with the perception of humility, redesigning the vision of the organization based on the humble approach, structural empowerment, cognitive empowerment, psychological empowerment, psychological security and group dynamics, as a result of which a humble leadership model will be created.

One of the characteristics of an organization's field of activity is becoming more competitive and as a result its instability. In many organizations, they have designed strategic planning without considering the principles of strategic control management. The strategic view has gained special importance in the field of management in the last decade. The strategy approach made the category of the environment much more colorful in the field of management. In fact, strategic management has three aspects: formulation, implementation and control, which is mostly neglected. Meanwhile, strategic planning is very suitable for turbulent and dynamic environmental conditions. In this regard, the main goal of strategic control is to develop learning and adaptability in the organization. This research tries to show the importance of strategic control, to provide definitions of the basic concepts of control, focusing on strategic control, to explain the ideas of different researchers and authors in controlling strategies and to identify the dimensions and models of strategic control.

There are two general approaches (traditional and modern) regarding strategic control. The traditional approach is based on feedback and compares the actual performance with the predicted performance. While the new approach emphasizes the importance of continuous monitoring of the environment in order to modify and adapt strategies to new conditions.

The management of the organization should pay special attention to the control, including the control of the content of the strategies, the control of the implementation of the strategies, and the operational control and audit, at all organizational levels.

Today, many large organizations and developed countries have achieved remarkable success by following the patterns and models of human resource management. The purpose of this research is to identify and present the design dimensions of a sustainable human resource management model in the Ministry of Economy and Finance of Iran. In the qualitative part of this research, using the thematic content analysis method, 955 codes were identified using interviews with experts and 122 selected photos in Max QDA software, and taking into account the frequency, a total of 743 codes were extracted with frequency. Among the identified codes, the human capital theme (266 references), financial performance (103 references), green management (143 references), were among the most important codes identified, then in the quantitative phase, by applying the questionnaire extracted from the qualitative phase with the use of structural equations was initially used for data preprocessing and inferential analysis. In this research, according to the research background and final analysis in the field of sustainable human resource management, among the three dimensions of sustainability, namely social (472 references), economic (183 references) and environmental (269 references), the most important references they gave.

The current research has identified the factors affecting the management and organization of businesses based on e-commerce through a meta-combination approach. The research is applied in terms of purpose and qualitative in nature with an exploratory approach. The community of this research is the articles in the field of managing and organizing e-commerce jointly or separately. The method of collecting information is the document-library method with the efficiency of the meta-combination method for extracting factors. The sampling method is also selected based on the entry and exit criteria of the prism method. In order to answer the research questions, 96 articles were examined and analyzed, which led to the extraction of 15 categories and 95 meaningful codes. The results showed that business management based on e-commerce includes the components of online sales, digital marketing, suppliers, leadership, product or service, human resources, organizational culture, customer, market, organizational structure, and organizing business based on E-commerce includes the components of technical dimension, organizational dimension, environmental dimension, economic dimension and financial dimension.

The position of reason in management and the study of its utilization is one of the issues that has received much attention today. In this regard, wisdom management is an approach that emphasizes the use of knowledge, experiences, and correct understanding in the decision-making and management process. This management model effectively promotes deep learning and decision-making effectiveness to achieve organizational goals successfully. Therefore, the present study was conducted to identify the antecedents of wisdom management in organizations.

This study is applied in terms of purpose and survey in terms of data collection. The statistical population of the present study consists of management professors from universities in Lorestan province, from whom 30 people were selected as sample members using purposive sampling based on the principle of theoretical saturation. The data collection tool is used in the qualitative part of the research interviews, and a questionnaire is used in the quantitative part. The content analysis approach was used to analyze the data in the qualitative part using Atlas software. In the quantitative part, the fuzzy cognitive mapping method was used. The validity and reliability of the research interview were confirmed using the content validity method, theoretical validity, and intra-coder and inter-coder reliability. The validity and reliability of the research questionnaire were also measured using content validity and test-retests.

The research findings showed that the most important antecedents of wisdom management in organizations are having human-cognitive skills with a central index (26.45), promotion based on competence with a central index (26.27), problem-solving ability (25.57), knowledge and experience of the manager (25.56), strong learning ability (25.44), and independence from sources of power with a central index (25.09).

Research limitations:

 Regarding the limitations of the present study, it should be noted that the most critical limitations of this study include the novelty of its subject and the lack of relevant study resources in this field both inside and outside the country. The lack of resources to compare the results makes the generalizability of the results difficult. Also, the lack of other tools to collect data due to the lack of relevant study resources, a management background, and being thoroughly familiar with different management forms can be considered a limitation. To ensure greater accuracy and precision in the results, experts with a management background and who are thoroughly familiar with different management forms should also be used as sample members, which resulted in a limitation in the number of samples.

Originality/value:

 According to the research results, organizations should focus on individuals' abilities and personality traits in the early stages of selection and recruitment to create the basis for implementing wisdom management in the organization and strengthen these skills in later stages.

Opinion on the armed forces of the Islamic Republic of Iran, always against arrogant conspiraciesA world of strength and necessary preparation for it, this requirement can have a dutyArmed forces, efficient and motivated to use military devices. Of course, the more people the more motivatedIf they are present, they will be successful in carrying out combat and operational operations, and they will be able to do so.Your missions will be successful if you have dedicated, expert, efficient and motivated employees.

This research is applied and developmental in terms of purpose. In this research, study tools and vouchersSurvey, interview and researcher-made questionnaire regarding the effective factors on improving the service motivation of interpreter duty employeesAja has been used. The statistical population of this research is employees with more than 10 months of service, which is estimated at 160 peopleand using Morgan's table, the number of samples is 114 people. In the qualitative part, researchers are also expertshas referred.

The findings of this research indicate the recognition of internal and external organizational factors that are effective in improving service motivationThe staff is responsible for interpreting and prioritizing the identified factors.

The results of this research show that internal and external organizational factorsIt has a significant effect on improving the service motivation of Dezhban Aja employees.

Leadership as the creator of change and management as the guide of change play two very important and strategic roles in the management of transnational organizations. The performance of adaptive systems in transnational organizations is greatly affected by the performance of its leaders and managers.

To determine the degree of correlation and its type in relation to two domains of compatible and incompatible behavior of managers and leaders in transnational organizations.

The above research is applied in terms of purpose and descriptive correlation in terms of method, using Delphi method.

In this research, by studying On the characteristics of trans-oriented organizations (postmodernism) that have an interpretative approach and comparing them with systemic and contingent (modern) organizations to explain the functional role components of management and leadership (interpersonal - communication and decision-making) in synergy areas. (compatible) - aggressive (incompatible) and independent (neutral) were discussed. In the fields of compatible two cases, incompatible two cases and neutral one case, a two-way interaction between the performance of the trans-oriented manager and the trans-oriented leader in postmodernist organizations was observed. Playing the role of only high supervision and finally consulting and avoiding executive actions for the post modernist leaders in incompatible areas and maximum compliance with the points of view of the post modernist managers helps to reduce the conflict of their communication and functional roles very effectively.