نظریه-پردازی داده بنیاد

The aim of the research is to design a model for aligning the individual development program (IDP) with the career path in selected industries of Isfahan province. In this research, a qualitative method based on the foundation's data theorizing approach has been used. After selecting 16 people from industry experts and academic experts and human resource consultants with purposeful sampling method and semi-structured interview, data was collected. The result of these interviews was a set of primary themes that were collected during the open coding process and categories were extracted from them; Then, in the axial coding, the link between these categories under the Causal conditions, central phenomenon, contextual factors, intervening conditions and consequences of aligning the personal development program (IDP ) with the career path were determined in the form of a axial coding paradigm, And finally, in the selective coding stage, the course of the story was drawn. The results showed that the causal factors of aligning the IDP with the career path are the necessity of employee job matching, the lack of structure in the learning and development process, the speed of changes, the reduction of the organization's key capabilities, and the reduction of the employees' organizational affiliation. Organizational support, organizational structure and self-development thinking were identified as contextual factors, and the complexity of the development process, the diversity of the nature of people and organizations, and the use of software platform were the intervening factors of this phenomenon. The strategies related to aligning the IDP with the career path, evaluating people and jobs, identifying and formulating required competencies, setting goals and plans, implementing development plans, monitoring and periodic evaluation include. Increasing job satisfaction, increasing the capabilities and capacity of individuals and organizations, aligning individuals and organizations, improving organizational performance indicators, moving in the direction of a learning organization, and transparency and justice in the process of appointment and promotion were the consequences of aligning the individual development program with the career path

The role of sustainable marketing as a central phenomenon in competitive industries including the banking industry is undeniable. The purpose of this research was to design a sustainable marketing model with an emphasis on sustainable development in Iran's banking industry. The current study is fundamental in terms of purpose and qualitative. In the qualitative part, a semi-structured interview was used to collect data, and the Foundation's data theorizing method was used to theorize about the topic. The statistical population consisted of 20 marketing professors and heads of branches in the National Bank. This research obtained 140 primary codes, 27 core categories, and 10 macro categories after conducting interviews. The sampling method in this section was the snowball approach. The data were analyzed with three types of open, central, and selective coding, and relationships between interviews were extracted with MAXQDA20 software. In the quantitative part, a questionnaire was used to collect data, and structural equation modeling was used to validate the model. The statistical population in the quantitative section consisted of 384 customers of Melli Bank. The cluster sampling method was simple. First, Bank Melli branches were divided into 6 clusters and questionnaires were distributed among customers in each cluster based on a random approach. Based on the results of the research, it was determined that individual psychological factors, sociocultural factors, and demographic factors affect sustainable marketing. Sustainable marketing, a complex competitive environment, and motivational factors affect sustainable development and sustainable development has been effective in improving financial performance, employee performance, and marketing performance in Melli Bank.

The main and most important indicator of development in today's world is knowledge and technology, and acquiring knowledge is one of the most important factors to achieve real independence and freedom from dependence, and this is possible in the shadow of research. The current research was conducted with the aim of designing a research excellence model in the Islamic Republic of Iran Army in the form of a paradigmatic model (including causal conditions, central category, contextual conditions (substrates), intervening conditions, strategies and consequences of research excellence. The statistical population of this research includes experts and experts in the field of research in the Islamic Republic of Iran Army. In this research, the type of applied research, the method of conducting it was descriptive-exploratory, and the data collection tool included library studies and semi-structured interviews with experts. The validity of the interview questions has been confirmed by the content method and its reliability by implementing the retest method. Data analysis was done with a qualitative approach and using the Foundation's data theorizing method, and the coding process was implemented in three stages of open, central and selective coding. For this basis, each of the components of the description coding paradigm and the research excellence model were drawn in AJA, and at the end, a theory based on 16 ruling theorems was created.

The purpose of this research is to present an agile marketing model in small and medium-sized economic enterprises with the foundation data theorizing approach. In this regard, a mixed research approach (qualitative and quantitative) has been implemented. In the first phase, the theoretical model of agile marketing for small and medium-sized enterprises was extracted with the foundation data approach. Then the formed conceptual model was validated through statistical methods. The qualitative part of theoretical sampling was conducted until reaching theoretical saturation by conducting 21 semi-structured interviews. Based on the findings of the qualitative section, a total of 1733 open codes in the form of 58 main concepts, 18 subcategories and 6 main or central categories (based on the paradigm model) after 11 repeated stages of review and revision in the qualitative model, formatting became. The derived model of theorizing in the qualitative section was evaluated and validated using statistical tools. To do this, field data was collected through a questionnaire from among the companies active in the province of East Azerbaijan. The number of statistical samples is equal to 406 based on Cochran's formula for communities with unlimited numbers, taking into account the error rate of the minimum sample size with a variance of 1 and an error of 0.0618. Sampling has also been available. The results of the model validation showed that all the coefficients of the model components in the form of implicit and explicit variables were statistically significant and verifiable. Also, according to the quantitative results of the research, all the direct relationships between the variables based on the conceptual model have been confirmed from a statistical point of view. In the end, it can be said that the results of the quantitative part of the research have shown that all the conceptual models obtained from the qualitative part and the related statistical models for their investigation have been compiled in a suitable way and have been confirmed from a statistical point of view. Finally, research suggestions based on the findings were presented.

Given the importance of the insurance industry in the economies of developing countries,the multiplicity and diversity of insurance services and customer confusion,this study seeks to provide a model of customer confusion management that can provide and maintain the interests of customers and insurance companies and effective solution for trustees. It is to manage the confusion of customers in the life insurance industry of the country. Pattern design was performed using a qualitative approach and the data theorizing method of the foundation and purposeful sampling and snowball sampling were used to select research samples.After conducting a semi- structured interview with 21 organizational experts in the insurance and marketing industry, considering the adequacy of data and theoretical saturation during the open,axial and selective coding steps.a paradigm model of customer confusion management was designed.The results of data coding led to the identification of 17 main articles that were classified into 6 categories.In this model, customer confusion management isextracted as a central phenomenon and also causes and factors that cause this issue.Because customer orientation,marketing strategies and providing a complete package of high quality services regarding customer confusion management were presented and the cosequences were also expressed. Therefore the results of this study can be identified,planned and provide solutions to resolve confusion and encourage customersto consciously welcome the focus of researchers,companies.goverment and policy makers.

In this paper, the efforts aligned with the 17 sustainability goals as one of the precursors of employer branding; It will connect two very current and underexplored marketing topics. Therefore, this study aims to design and explain the employer's brand model using a sustainable marketing approach.In summary, this research aims to answer the main question using a qualitative method and a grounded theorizing approach, "How is the presentation of the employer branding model with a sustainable marketing approach?" Also, this study aims to create a positive image of social responsibility actions and align with companies' sustainability goals under employer branding (with a sustainable marketing approach) to help recruit job applicants and keep talents in the company.Considering the nature of this research, which is exploratory research, the strategy is grounded theory, and the sampling method is theoretical sampling.The paradigm model of this research was designed based on the paradigm model of Strauss and Corbin. In this model, after implementing Open Coding, Axial Coding and Selective Coding, the final research model consists of 16 main categories, 40 sub-categories and 147 concepts.This research showed the consequences of building an employer brand with a sustainable marketing approach at four levels: a. subjective characteristics of sustainable employer brand; b. Sensory characteristics of the sustainable employer brand, c. Symbolic features of sustainable employer brand; and d. The instrumental characteristics of a sustainable employer brand are achievable.

Coaching leadership is a new leadership style used by today’s leading organizations. This study using a mixed approach to develop a model for coaching leadership in the Iranian electricity industry. In the qualitative part, the grounded theory method was used and the target population included prominent experts and college professors specializing in the areas of leadership and coaching, with 16 of whom semi-structured interviews were conducted. The latest relevant sources were also analyzed. To analyze the data in the qualitative part, open, axial and selective coding by MAXQDA2020 software the using the systematic approach of Strauss and Corbin. During the initial coding process, 791 open codes, 35 axial codes, and 6 selective codes were identified. Based on the conceptual research model, coaching leadership was identified as the core phenomenon. In addition, the authors identified the components of the coaching leadership model, strategies for implementing the model, and the outcomes of implementing the coaching leadership model. In the quantitative part, statistical population included all employees of the public sector of the electricity industry, which included 16899 people, and among them, using the Cochran's formula, 370 people were selected by multi-stage cluster sampling. A 76-item researcher-made questionnaire was used to collect data. Structural equation modeling by Smart-PLS3 software was used to analyze the data in the quantitative part. The results of the quantitative part of the research showed the validation of the identified model. Therefore, the results can help relevant authorities and managers to effectively establish the coaching leadership style in the...

Organizations will face increasing competitive challenges in the future. To manage these challenges, there is a need to design an emerging face in the form of a successor organization to ensure the future success of the organization.

In this research, an attempt is made to examine the current state of talent management, succession management and organizational policies of the researched society from different angles and in accordance with the indicators, components and effective factors and internal and external organizational characteristics of the succession organization and with the spirit of elitism. and meritocracy, a comprehensive and integrated model and model of the successor organization based on the policy of elitism should be presented in Abadan Oil Refining Company.

The research method is mixed, therefore, a quantitative and qualitative (mixed) approach is used to design and develop a comprehensive model. To select the sample size from the snowball method based on the opinions of 17 experts and during three stages of open, central and selective coding. Used.

63 concepts and 16 categories were extracted, of which the successor organization category was the central category and 15 other items formed the data theory components of the research foundation.

The aim of this study was to design a model for empowering hospital managers with a productivity approach. The statistical population of the study includes experts (with at least 10 years of management experience in Mazandaran University of Medical Sciences and affiliated hospitals) and university professors. The statistical sample was selected by a purposeful judgment method of 14 people. Data collection tools included library studies and semi-structured interviews with experts. The validity of the interview questions was confirmed by the content method and its reliability was confirmed by the retest method (0.87). The empowerment model of hospital managers was drawn with a productivity approach, and at the end, a theory based on 18 theorems was created. Based on the calculated model, causal conditions (including "organizational foresight", "agile organizational structure", "transformational leadership", and "organizational opportunity for empowerment"), central category (empowerment of hospital managers), contexts (including "access to resources") "Empowerment", "Establishing an active motivational system", "Justice-oriented in the organization", and "Modeling the role for managers"), contextual factors (including "internal factor of empowering managers" and "external factor of empowering managers"), strategies (including "holding courses "Empowering managers", "Establishing a succession system", "Delegating and delegating responsibilities", and "Job value creation for managers"), and the consequences (including "individual productivity of managers" and "organizational productivity of managers") are explained in a paradigm model. Finally, the relationships between them were drawn in the selected model. Finally, suggestions based on strategies for implementing the model of empowering managers with a productivity approach were presented.

Organizational ambidexterity in the field of tourism is one of the new concepts; it refers to the potential ability of organizations in the field of tourism that are active in managing today's business and dealing with the changing demand of tomorrow. A multi-skilled organization in the field of tourism is an organization that needs to be organized in order to use successful exploration and exploitation methods. As it deals with research and development in this field, the aim of the current research is to design a model of organizational ambidexterity in scientific and technological organizations active in the field of tourism in the direction of commercialization. The research approach is qualitative and the research method is based on data-based theorizing or the systematic approach of Strauss and Corbin. Semi-structured interviews were used to collect information in the current research, and Strauss and Corbin method was used to analyze the data. And the paradigm model has been used. Sampling was done by theoretical sampling and using targeted (judgmental) and snowball (chain) techniques, based on which 16 interviews were conducted with managers, faculty members, and ACECR experts in both fields of research and exploitation has taken place in active organizations in the field of tourism that have experience and expertise in the mentioned organization. the results of the analysis of the data obtained from the interviews during the process of open, central and selective coding led to the creation of a data-based theory in the field of organizational ambivalence for scientific and technological organizations, based on which the architecture of organizational ambivalence processes based on the use of Committed intelligence, along with research engineering and technological exploitation, have been introduced as central elements in the design of the organizational ambivalence model in scientific and technological organizations active in the field of tourism in the direction of commercialization.

Social marketing is a strategic tool in line with the social responsibility of organizations and influences the attitude of customers. This issue is especially important for large and non-profit organizations whose purpose is to serve the society. Therefore, the current research was conducted with the aim of designing a social marketing model with the role of social responsibility and customers' attitude towards the brand in the country's social security organization. The present research is an applied-developmental research from the point of view of its purpose, and in terms of its nature and form of implementation, it has been carried out in a descriptive-survey manner. The statistical population of this research includes theoretical and experimental experts (marketing professors). Sampling was done using a non-probability and purposeful method and finally 16 people participated in this study. The research data collection tool is interview. Data base theorizing method was used to analyze semi-structured interviews. Research data analysis was done with MaxQDA software. In the open coding stage, 236 codes were identified, and 6 paradigms, 9 main categories and 39 indicators were obtained with the considerations. The central phenomenon in this study is social marketing, and customers' attitudes towards the brand are the causal and influencing conditions of this phenomenon. Social responsibility provides the governing platform and background factors, and organizational change management is also an intervening condition. Finally, through strategies such as customer experience management, service development and empowerment, achievements such as brand value creation and customer satisfaction can be achieved.

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

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

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

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

Developing the rural entrepreneurship ecosystem could be considered an appropriate strategy to accelerate the development of rural areas and increase job opportunities. On the other hand, applying entrepreneurship to Iran’s ecotourism and rural tourism is considered a supplement to agricultural activities to create favorable living conditions for the villagers and resolve the challenges existing in rural development. Therefore, this study sought to present a model for developing the rural entrepreneurship ecosystem in target tourism villages of Khorasan Razavi province using a qualitative research method with an applied descriptive-survey approach. To this end, the required data were collected via semi-structured interviews made with fifteen managers and board members of eco-tourist resorts. The data were then analyzed using the Grounded Theory method. Moreover, the validity and reliability of the model were measured via the Kappa index and confirmed by two researchers in the field of tourism and a few university professors. The study’s results suggested that the development of the ecosystem requires the decision maker to consider five aspects, including strategic orientation and effective leadership, identify appropriate sites’ locations, monitor the ecosystem’s development and provide its improvement mechanisms, set the demand-side policies, supply-side policies, and twelve sub-factors. Therefore, it could be argued that the proposed model may provide valuable insights for the development of an entrepreneurial ecosystem in rural areas with an emphasis on ecotourism opportunities.

One of the most important challenges of governmental organizations in the field of human resources is dwarfism, which in the long run causes the organization to face the problem of lack of required talents and the lack of systematic plans to ensure the continuity of leadership. Based on this, the aim of the current research is to design a dwarfism pattern in Iranian governmental organizations.

Design/ Methodology/ Approach: 

The strategy of this research is qualitative based on grounded theory. The statistical population of the research is executive managers and professors specializing in public administration. In this research, purposeful and snowball sampling was used to select the sample, which was achieved based on the saturation rule by conducting 17 interviews. Data were analyzed using Strauss and Corbin (1990) three-step coding method and MAXQDA 2020 software.

In this study, a total of 88 concepts in the form of 20 final sub-categories and 6 main categories, were found and they were: the politicization of the human resources management system, showcase management, Instability in the atmosphere of the organization and The antagonism of managers (causal conditions), merit phobia, Professional inefficiency, rejection of succession and administrative mercantilism (central category), ineffectiveness of the human resources recruitment system, lack of motivation of talented human resources and disregard for the growth and development of human resources (strategies/actions), short-sightedness of managers and interactions. limited and vague (intervening conditions), cultural, individual and social contexts (contextual conditions) and organizational numbness, organizational slowness, reduced efficiency and effectiveness of human resources and anti-elitism in the organization (consequences).

Limitations & consequences: 

The lack of easy access to experts due to the spread of the Corona virus was one of the limitations of this research.
Practical Consequences: In order to identify the dimensions and components of the dwarfism phenomenon in the present study, senior decision makers, policy makers and senior managers of governmental organizations should apply the necessary practical strategies to implement the research results.

Innovation or value of the Article: 

The present study is one of the less attention topics in the field of organizational behavior and human resource management and provides a model for it.

Hope is a concept that guides and shapes the efforts of individuals and communities to achieve success and progress;If one day is taken from human society ,the gloom and weakness of that society will prevail and it will move towards decline and stagnation.Ayatollah Khamenei in the statement of the second step of the revolution addressed to the Iranian nation for "the second stage of self-construction ,socialization and civilization", considered the basic key of all locks as hope And in their first recommendation, they invite the Iranian nation to hope and an optimistic view of the future.The purpose of this study is to provide a model of creating hope in order to fulfill the statement of the second step of the revolution based on the mixed method. In this study, the statement of the second step of the revolution and the statements of the Supreme Leader were the basis of analysis, which were analyzed by the data theorizing method of the foundation. The reliability of the data was evaluated by Cohen's kappa coefficient and their validity was confirmed by Delphi method and Kendall coefficient. Based on the findings national and international authority, religious and religious identity, purposefulness of the national will, transformationalism and social discipline as causal factors ;Jihad is creating hope, building trust ,developing social understanding, religiosity, authoritarianism ,providing security, political development, wealth creation and justice, and citizenship as the Strategies; Efficiency, community spirituality, self-confidence, social acceptability, support as the basis ;Social Communication ,Community Risk Taking ,Future Predictability, Services(Facilitators)and conflicts and ambiguities of political inflammation, undesirable hope and false social suffering(limiters)as interveners; finally, social knowledge ,social vitality ,resilience ,development and progress, social peace and social health were identified as outcomes.

The purpose of this study is to design and validate the model of antecedents and consequences of experimental marketing in the banking industry of Iran. The statistical sample for designing the model consisted of experts in the field of customer relationship management was (n=29) and the sample size for validating the designed model using (Cochran method) included (n=384) customers of Refah Bank of Tehran province. In order to design and validate the model we used grounded theory approach and, the structural equation model in the form of partial least squares (PLS) respectively. The results of grounded theory approach was70 open codes that were classified into five categories (individual, psychological, cultural-social, marketing mix and situational factors). The causal conditions, included three categories: (brand experience, experience of using banking services and experience after using banking services), the background factors included three categories: (macroeconomic conditions, customer empowerment and banking industry characteristics), intervention factors were experimental marketing of Iran's banking industry. Also, the axial category of the marketing process was customer perception and expectations based on types of their experience: emotional, cognitive, behavioral, relational, and the experimental marketing strategy in the banking industry was "creating multiple values ​​for bank customers". The experimental marketing in Iran's banking industry may have consequences in the bank, customer and society sectors as well.

Agility means quick thinking with a smart way and the most flexibility;  Agile organizations must be able to respond to changes that are likely to occur in the organization. Agile organizations are able to perform best in a competitive environment that is constantly unpredictable and changing, and in fact have the ability to respond to the environment in a timely manner effectively. With regard to the above, the present study has been written with the aim of providing a strategic model for achieving agility capabilities in defense organizations using the data-based method. The present research is applied research in terms of purpose, field research in terms of situation and futuristic research in terms of time. In this study, in order to present a strategic model of documents and official reports related to agility, 20 experts were interviewed to conduct a survey during the coding process. Based on the codings, 1025 codes extracted from upstream documents, theoretical foundations and interviews, 112 concepts and 34 categories. Then, in the category of discovery category, these concepts are categorized in the form of 34 categories with a common axis and in the coding phase, thirty-four categories, the main dimensions of the initial conceptual research model including "4 causal categories", "4 intervention categories", "3 environmental categories" , Formed "19 strategic categories" and "4 consequential categories". It can also be concluded that if agility promotion strategies are implemented, defense organizations will become a "dynamic organization", a "position-oriented organization", a "changeable organization" and a "growth-oriented organization".

Given the ambiguity and uncertainty in the nature of nanotechnology, its commercialization requires the development of an appropriate regulatory system, and the prerequisite for implementation of such a framework is technology standardization. Therefore, the purpose of this study is to provide a model for standardization of nanotechnology and explain the theoretical theorems. This research is an applied research that has been done with a qualitative approach based on grounded theory. The statistical population of this study is experts at the macro and firm levels and purposeful sampling has been used. The collected qualitative data were analyzed using MAXQDA18 software and the final model was extracted. Based on the analyzes performed, in the axial and selective coding stages, 45 codes and 6 categories were identified, including drivers, nanotechnology standardization, mechanisms, prerequisites, surrounding conditions and barriers, and results. The resulting theory shows that standardization of nanotechnology leads to increasing market share and production volume and demand, branding, increasing quality and safety, creating wealth and economic advantage, pioneering in nanotechnology, gaining public trust, reducing risk and technology uncertainty, diffusion of innovation. To achieve these results are emphasized on strategies including, standardization diplomacy, attracting private sector participation, developing corporate standardization, improving and evaluating the national nanotechnology standardization system, enforcing some standards, export-oriented nanotechnology standardization policies, standardization in the technology life cycle, development of nanometrology laboratories, research and development in nanotechnology standardization, proper government policy, and product quality control and quality assurance.

The purpose of this study was to identify the drivers of recruitment and selection of elites in the first step, and in the next step, its validation in the Armed Forces universities based on a mixed research and descriptive-exploratory method. First, based on the grounded theory method, the model-forming impulses are identified by open-coding, and then, using the axial and selective coding, the model is presented. Also, the model is validated among the study population by structural equation modeling. The statistical population included experts and for validation of the model, included duty elites introduced by the National Elite Foundation to Armed Forces universities in 1399-1400. . The statistical sample of experts up to the theoretical saturation stage is 14 people in a purposeful judgment method and for the model validation stage, 175 people based on the sample size rules in the structural equation method has been selected. Data collection tools included semi-structured interviews for the modeling stage and a questionnaire with a five-point Likert scale for the validation stage. The results of the qualitative part led to the identification of the drivers of maximum elite recruitment and selection in the form of a research model, and in the end, a theory based on 15 theorems was created. The findings of the quantitative section also confirmed the validity of the structural model of the research and the research hypotheses (except for Hypotheses 5, 8, 9, 10, and 14).

This research is intended to design a model for human capabilities development of managers of the local organizations. This qualitative research is based on the grounded theory method. The statistical population of the study contains managers and experts in the process of human capabilities development of managers in Tehran Municipality, 20 of whom are selected by theoretical and purposive sampling. The data collection was carried out by semi-structured interviews whose data were analyzed and the categories were identified through open, selective and theoretical coding. In the open coding stage, 120 initial codes were identified. Refining and merging of the similar codes resulted in 87 codes which were finally classified into 13 main categories and 20 subcategories, and finally, the target model was designed by remarking the relationships between the components. The research findings indicated that the implementation of human resource development model of managers of local organizations brings about the development of human resource capabilities as one of the functions of human resources in relation to recruitment, training and improvement, retention and retirement, as a measurement tool for the recognition of growth and development of human resource capabilities.