knowledge-based

This qualitative study aimed to explore the perceptions of managers of knowledge-based and technology companies in Yazd City, Iran, regarding the causes of bachelor's graduates' unpreparedness for employment. A phenomenological approach was used to examine the experiences of 10 managers from knowledge-based and technology companies located in the Yazd Science and Technology Park. The participants were selected using purposive sampling. Semi-structured in-depth interviews were conducted, and the collected data were analyzed using Smith’s method. To ensure the validity of the findings, triangulation was employed, including (member checking, peer review, collaborative research, and researcher reflexivity). Coding was performed by the researcher in collaboration with another expert in qualitative research, and the results were compared. The analysis identified three main themes: (1) Weakness in acquiring soft, cognitive, and technical skills (with 11 sub-themes); (2) Poor quality of university education (with 5 sub-themes); and (3) Deficiencies in policymaking and planning (with 5 sub-themes). Based on the findings, educational policymakers and planners can address the factors hindering graduates' employability in knowledge-based and technology companies and take necessary actions to better prepare them for employment in these companies.

The purpose of the current research was to present the pathological model of government policy in the knowledge-based field.

The current research method is a qualitative type of research that was conducted using thematic analysis method and has an applied nature. The statistical population of the present study was made up of academic elites and managers of knowledge-based organizations in the Islamic Republic of Iran. The sample consisted of 20 people, including 10 academic experts and 10 managers of knowledge-based organizations, who were selected by the snowball approach. In-depth interviews were conducted until reaching the point of theoretical saturation.

An interview tool was used to collect information. The data were analyzed by thematic analysis. The findings showed that 118 themes in the form of 10 factors were identified as pathologies of government policy in the knowledge-based field, which were shown in the Max-Quda software environment. The identified factors were: (lack of coordination between institutions, weakness in legal infrastructure, insufficient financial resources, training and development of human resources, deficiencies in evaluation and monitoring, lack of innovation culture, rapid technological changes, poor communication with industry, failure to meet market needs, international challenges).

Based on this, it can be concluded that since these factors mainly affect government strategies and policies in the knowledge-based field, therefore, governments should equip themselves to face these challenges by using the potential and hidden human resources of leading companies in the knowledge-based debate.

The category of knowledge has always been the subject of human discussion, and its yield in the field of economics is the presentation of the knowledge-based economy concept, which emphasizes on the production and distribution of goods and services and takes into account the share of knowledge. Employment in the knowledge-based economy is characterized by increasing demand for highly skilled workers, and the member countries of economic cooperation and development tend to have high-tech intensive knowledge in the production and employment sectors. In developing countries, knowledge-based economy and knowledge-based employment are carried out in a scattered manner and a fixed and incomplete pattern. In Iran, the issue of educated unemployment in the provinces is one of the problems that has always attracted the attention of provincial officials. According to the statistics, 49% of the graduates of the universities in Yazd have bachelor's degrees, 26% associate degrees, 20% master's degrees, 2% professional doctorate degrees, and 1% specialized doctorate degrees in the fields of humanities, technology, engineering, art, medicine, basic sciences, agriculture and veterinary medicine. Most of the male graduates are in technical and engineering fields and humanities, and the female graduates studied humanities and arts. Most of the graduates are from the universities of the Ministry of Science, Research and Technology (20%), technical and vocational centers (20%) and Islamic Azad universities (19%). Most of the graduates of the province studied in Yazd, Meybod, Taft and Ardakan cities. According to the statistical yearbook of Yazd Province, the unemployment rate in the population of graduates or students studying in higher education is 14031, and the number of the unemployed is 45912. Therefore, one of the main problems in the province is the growing unemployment rate, especially among university graduates looking for a job. Also, the slow trend of sustainable employment and employment of students in the country hinders the full realization of the knowledge-based economy. In this regard, the present study seeks to provide solutions to increase the employment of knowledge-based people in Yazd Province.

Given the lack of theoretical foundations regarding the concept of knowledge-based employment and the need to recognize its dimensions and a comprehensive explanation of the factors affecting the development of knowledge-based employment in the field, this exploratory study is conducted on fundamental themes, dimensions and concepts through interviews with experts. In the target community, the other related sources were extracted and, at the same time, the data analysis and coding were performed using the Atlas IT8 software.

The process of analysis in theorizing began with the coding of the data, and then the relationship between the categories produced in the open coding stage was established. In this process, one category was recognized as the central or main category and then the other categories were set as sub-categories. Under the various headings of the paradigm model, the main category was related, and, in the last stage, the concepts were regularly related together. According to the results, the development of employment as a causal condition, the interaction of university, industry and government as a central category of information and communication technology, social capital, policy institution, innovation and marketing, education system and macroeconomic conditions of the country as institutional factors were identified as the context for regional development, economic growth, development of knowledge-based companies, and dissemination of collaborative learning based on mutual trust as strategies, interactions and actions. They provide a framework for the development of knowledge-based employment.

Interaction of university, industry and government in the context of institutional conditions such as institutional convergence, dissemination of institutional learning, cohesion and integration of the institutional structure of society under the influence of intervening factors such as information and communication technology, social capital, political institution, innovation and marketing, education system, and the macroeconomic conditions of the country lead to strategies of interaction and action such as regional development, economic growth and development, development of knowledge-based companies, and the dissemination of collaborative learning based on mutual trust. The result of these strategies is the development of knowledge-based employment with issues such as networking between academic institutions and knowledge-based companies, the consideration of science and technology policy as national assets, possession of a well-educated human resources, production of knowledge based on community needs in practical contexts, the activity of universities as scientific-economic institutions and academic groups as knowledge enterprises, improvement of technological capability in major industries, networking between academic institutions and private companies, activities and interdisciplinary learning based on real operational issues, and integration of science and technology by developing strategies and macro-policies.

Although digitization brings important possibilities, implementing its technologies in practice can be challenging. One of the current major developments in this field is to discover the potential of gamification for the empowerment of knowledge-based companies. Based on this, the current research was conducted with the aim of identifying the qualitative components of gamification implementation in the working environment of knowledge-based companies. This research has a qualitative approach, through in-depth semi-structured interviews, it has compiled and validated the conceptual framework with thematic analysis method. The statistical population includes experts and experts of knowledge-based companies, among whom 12 people were selected by purposeful sampling and participated in this study. The number of samples follows the rule of saturation. The findings of the research show that concepts were identified in the form of 4 main themes, including the acceptance process with 2 organizing themes, promotion strategies with 4 organizing themes, development and design strategies with 4 organizing themes, evaluation and implementation platforms with 3 organizing themes Gamification actually provides various possibilities to increase the motivation of employees for knowledge-based activities. But to reveal its potential, it needs a suitable environment.

Knowledge workers are the main asset of knowledge-based companies and companies that make little use of such workers are likely to undergo bankruptcy and liquidation. This study was conducted to explore the factors affecting the retention of knowledge workers and design a three-factor hygiene, motivation and comprehensive model by reviewing and criticizing Herzberg’s two-factor model in knowledge-based manufacturing companies. This is a descriptive study conducted using the survey method. The sample members were selected through the relative cluster sampling method. A 34-item questionnaire was designed based on the theoretical background and through interviews with experts and managers of companies. The data were analyzed using Cronbach’s alpha, Pearson correlation, and confirmatory factor analysis using SPSS-20 and LISREL-72.8 software. To identify the three hygiene, motivation and comprehensive factors, a questionnaire was presented to the academic experts, and the Delphi method was utilized. According to the results of correlation coefficients, Cronbach's alpha of this questionnaire was 0.927, which is indicative of the very good internal consistency of the items. The results of the fit indices confirm the proposed model. The results indicate good reliability and validity of the model designed to retain knowledge workers in knowledge-based manufacturing companies in the areas of ICT and biotechnology with the three-factor motivation, hygiene, and comprehensive model.

Entrepreneurship in the field of knowledge has many problems due to rapid changes and environmental uncertainty; But these companies are the drivers and without their effective presence, significant successes in knowledge, economy and employment can not be achieved. The composition and characteristics of the team and its relevance to the stage of work in which they are and expect to reach in the future, are among the most important components of the success of these companies. The aim of this study was to investigate the impact and appropriateness of characteristics and team composition on the future success and growth of knowledge-based and technology companies in different stages of business. Findings of this research are of applied type; In terms of data collection, it was the quality-data of the foundation, the data of which were collected and analyzed from semi-structured and in-depth interviews with 21 entrepreneurs in this field in Khorasan Razavi province. The results show that the composition and characteristics of the team and its relevance to the stage of work in which they are, are among the most important components of the success of these companies, so identifying team characteristics and the impact of team dynamics and using a dual power mechanism on The success of start-ups and technology companies is crucial. In this regard, the results showed that the more complex the idea and product of companies, the more diverse members are needed, the more cohesion and the fewer changes in the team;

The present study aimed at presenting a model for the use of the Internet of Things in Iranian knowledge-based companies. In terms of exploration and data collection, this applied research is a qualitative and quantitative one. The main approach for achieving the model of using the Internet of Things is the grounded theory methodology which is based on a paradigmatic model. In the qualitative part, 25 executives and practitioners of knowledge-based companies who were somehow specialized and experienced in the Internet of Things were interviewed. They were selected through snowball method. For the quantitative part, all managers and technology experts working in knowledge-based companies were considered as the research population. Cochran's formula for finite communities was used to select the sample. After careful analysis of the interviews, 59 extracted concepts were identified in 5 main categories and 13 subcategories. It was found that management requirements, customer requirements, and resistance economics give rise to the Internet of Things in the knowledge-based companies.  The characteristics of the company, the human resources and the managers can provide a suitable ground for using the Internet of Things. Moreover, it was revealed that and the conditions in the country, international pressure and international cooperation can be among the intermediary factors influencing the use of the Internet of Things. Raw materials and infrastructure can also be effective for using the Internet of Things. Finally, using Internet of Things, customer-related factors, international collaborations, and expected results can be anticipated in knowledge-based companies.

This study with the aim of designing a crowdfunding process model in knowledge-based companies was done. The research method was qualitative from theme analysis. The key experts studied were managers and employees of knowledge-based companies in three provinces of Hamadan, Kurdistan and Kermanshah, along with managers with expertise from public and private institutions. The criteria for selecting experts was having at least 5 years of work experience or research experience in relation to the research topic and the criteria of agreement, key role and participation. Experts were selected using judgmental and snowball sampling methods and data collection continued until theoretical saturation was achieved (40 people). Data collection tools were semi-structured interviews.Clark and Braun six-step method was used for data analyzing. In summary, the results showed that the crowdfunding process model in knowledge-based companies consists of 623 codes, 66 basic themes, 21 sub-organizing themes and 5 main organizing themes. Accordingly, the environmental and internal drivers of the knowledge-based company, along with appropriate strategic actions, expected consequences at the macro level and expected consequences at the enterprise level, form the elements of the research process model.In a way, the drivers of the phenomenon of "crowdfunding" are formed, and consequently, strategic actions shape the consequences.

The emerging literature of human capital promotes the role of knowledge staff as a key source of innovation in knowledge-based and innovator companies and requires innovative employee capabilities in terms of management programs. In that regard, this research aimed to provide a model of human resource management in knowledge-based and innovator companies with a mixed approach (qualitative-quantitative). The qualitative section was performed using the meta-systhesis method and as a result of a seven-stage process, a total of 32 documents were selected as a qualitative division sample and analyzed. A quantitative section was also descriptive using survey method. Sampling was carried out in a convenience sampling and 102 managers and employees of knowledge-based and innovator companies participated in research. Data were analyzed during the process of initial and secondary coding and data collected data were analyzed using SPSS software and SMART PLS software and in two descriptive and inferential sections. The findings of the qualitative section in the form of 8 key functions and 51 duties of human resource managers were counted and presented, and the results of survey also confirmed the pattern fitting, which was compensating for services and motivation; Education, development and creation of learning environment; timing and participation; management of performance evaluation; management of talent and competence; maintain and promote knowledge worker; identification, recruitment and employment and human resources policies in order, are among the most important human resources policies functions of knowledge-based and innovator companies.

Value-based organization relies on values to create value, values that translate the expectations of the organization''s stakeholders. The purpose of this study is to investigate the effect of value-based organization on the value creation in Knowledge-based companies with the mediating role of work ethics. The statistical population of the study included 530 managers of Knowledge-based companies of Science and Technology Parks in Tehran, of which 222 people were selected using Cochran''s formula as an example. The standard researcher-made questionnaire was used to measure the research variables and the reliability of the questionnaire was confirmed by Cronbach''s alpha. After analyzing the data by PLS software, it was found that the value-based organization, both directly and through ethic values as one of the values emphasized by the organization, causes the value creation and improves the relationship of the organization with the stakeholders related to the communication network. Compliance with ethical issues and organizational values improves the image of the organization in the eyes of direct and indirect stakeholders and strengthens the future of the organization. Also, upstream organizations are expected to provide a way to create more and more value for knowledge-based companies in order to resolve conflicts of interest and comply with ethical issues in the business network.

AbstractThe purpose of this study was to determine the prediction of innovative job performance with an emphasis on knowledge-based human resource management practices, social capital and knowledge sharing. The current research was applied in terms of purpose and descriptive-correlational in terms of nature and method. The statistical population (187 people) was the employees of Payam Noor University of Yazd province in 2022, who were selected by simple random method and through Cochran (124 people). The tools of data collection were standard questionnaires that existed in this field, which had good validity and reliability. The results of hypothesis testing by Lisrel software show that knowledge-based human resource management methods have a positive and significant effect on social capital, innovative job performance, and knowledge sharing. Social capital has a positive and significant effect on knowledge sharing and innovative job performance. Knowledge sharing has a positive and significant effect on innovative job performance, also the mediating role of social capital and knowledge sharing was confirmed.Extended AbstractIntroductionInnovation in organizations is primarily a human issue, and since it is the employees who develop and implement business ideas, innovation depends on the effective management of human resources. It also partly depends on knowledge, because every innovation requires the development of new knowledge as input (eg ideas, concepts, prototypes, etc.) and output (ie, produced novelty). Therefore, both human resource management and knowledge are considered the main factors of innovation. From the point of view of human resource management, innovation is a collection of knowledge that is produced for the organization (Swart & Kinnie, 2013), on the other hand, social capital has become a prerequisite for the successful transfer of tacit knowledge and the production of innovation. Social capital represents a type of social network, trust and a set of norms that connect colleagues to facilitate coordination and cooperation for mutual benefits and necessary to achieve the larger goals of the organization. The integration of human resource management and the perspective of knowledge and social capital have been identified as an important topic with significant potential, which is still underdeveloped (Ferraris et al, 2018). In particular, there is little work on human resource and knowledge management as antecedents of organizational innovation. While many previous studies have investigated the impact of innovation on human resource management (Gil-Marqués & Moreno-Luzón, 2013; Saá-Pérez & DíazDíaz, 2010) and knowledge sharing (Pizarro-Moreno et al, 2011; Wu et al, 2007 ), and few studies have empirically analyzed the interaction between knowledge-based human resource management practices and knowledge sharing against innovation (Wang & Chen, 2013), but these studies are less relevant to the results, knowledge-based human resource management practices to They paid attention to the purpose of increasing innovative job performance by emphasizing social capital and knowledge sharing. Therefore, the purpose of this article is to fill this research gap, in other words, according to the purpose of this research, the main question that researchers face in this research is whether knowledge-based human resource management practices, social capital and knowledge sharing predict Is job performance innovative?. Theoretical frameworkIn general, knowledge-based human resource management is related to policies, practices and systems that affect the behavior, attitude and performance of employees (Pastor et al., 2010). Organizations can use some knowledge-based human resource management practices as a tool to stimulate employee commitment, engage them in creative thinking and innovation, and shape their skills, capabilities, attitudes, and behaviors to help achieve organizational goals (Jiang et al., 2012). On the other hand, social capital can be examined as a theoretical concept in economic and sociological traditions in order to present two important distinct and overlapping perspectives. Portes (1998) linked the first modern use of the term social capital to Bourdieu (1983), who proposed two distinct elements; First, the social relationships that allow individuals to access the resources of other group members, and second, their quantity and quality. On the other hand, according to Haas and Hansen (2007), knowledge sharing can be direct (addressed to a specific recipient, which requires contact between the provider and recipient of knowledge - in meetings, by telephone, by e-mail) or indirect (sent through ) be Written documents or databases are not addressed to a specific person, meaning that the recipient of the document does not have to contact the provider directly, but can use the document as an independent resource. Finally, the important factors affecting the performance of job innovation in business can be divided into three general categories: contextual, organizational and personal; (Crossan and Apaydin, 2010).Research MethodologyThis research is "applicative" in terms of its purpose and "descriptive-correlation with a survey" in terms of data collection. The statistical population (187 people) were the employees of Payam Noor University of Yazd province, who (124 people) were selected with Morgan by simple random method for the year 2014 (Table 1). From the questionnaire of knowledge-based human resource management practices by Lepak & Asnel (2002), consisting of 12 questions, innovative job performance by Sccat & Bras (1994), consisting of 5 questions, social capital by Potnam (1999), consisting of 30 questions, and finally knowledge sharing Connelly et al (2012), which consisted of 5 questions, were used as a data collection tool, based on the five-point Likert scale. To confirm the validity, three types of validity, "content, convergent validity and divergent validity" were used, and three criteria (factor loadings, Cronbach's alpha coefficient and composite reliability coefficient) were used to confirm reliability.Research findingsSince the aim of the research is to reach a model of causal relationships between variables, it is necessary to use the causal modeling method. By combining cause and effect information based on a specific theory, this method explains the relationships between variables and provides a basis for inference. Causal inferences obtained based on the types of data correlation and may explain the relationships between observable and latent variables. In other words, in causal modeling, the goal is to obtain quantitative estimates of causal relationships between a set of variables. In this research, in order to reach the research model, the structural equation modeling method is used which is based on the causal relationships between the variables. The most important feature of this technique is its flexibility in terms of its use as a broad theoretical framework, the possibility of participating variables, the use of multiple measures, the possibility of error, the adaptation of distributional assumptions and the ability to work with all types of data. In general, the research hypotheses have been tested with the structural equation modeling technique and with the help of Lisrel software. According to the results of Table 2 above, it can be said that the coefficient of t statistic for all paths is greater than the critical value (1.96) and also the level of significance is less than 0.05, so the significance of the model and path coefficients is accepted.Conclusion and DiscussionThe purpose of this research was knowledge-based human resource management practices on innovative job performance with an emphasis on the role of social capital and knowledge sharing. This research is consistent with the researches of Mzidi & Mosenpour (2022), Yazdanshenas & Saberi (2020) and Waziri & Farhadi Mohali, (2018), Manteghi et al, (2016), Kutieshat and Farmanesh, (2022); In the end, considering the results of the structural equation model, it can be said that few studies have been conducted in the field of investigating the relationship between variables; For this reason, investigation and research on such relationships between these variables are important. Because it is very important to have a clear understanding of what elements will help to increase innovative job performance. Having said that, this research created a basic prerequisite for effective and efficient organizational systems so that organizations can fulfill their knowledge-based human resource management practices in the direction of the demands and needs of their employees. Finally, the results of this research have been a good starting point for further research both theoretically and practically. Theoretically, creating more knowledge and better predicting the relationship between measured variables leads to a better understanding of innovative job performance. In practical applications, additional information about the formation of these variables and their relationship with each other has helped innovative job performance so that they can take steps towards innovative job performance by emphasizing the role of social capital and knowledge sharing.

Chemicals have the highest share in the country's export  basket with 50 % and are among the knowledge -based  industries due to the use of high -level technology and very  complex knowledge. Knowledge -based companies have  little difficulty in designing and developing technologies  because of their specialized force, but they have many  problems in marketing. On the other hand, manufacturers in  today's world are under pressure from their customers to  work in the community as a matter of course. The purpose of  this research is to select the knowledge management strategy  using the combined approach of the network analysis process  (ANP) and Dematel in responsible marketing chemicals. The  research method is descriptive -analytical in terms of purpose  and data collection. The statistical population of the study  includes expert management, managers and staff of basic  chemistry companies, and data collection has been done  using questionnaire tools. The three groups, including the  goals, criteria and strategies of knowledge management were  selected based on the research background. The collected  data were analyzed using Decision Super and SPSS software.  According to the results of the study group of 0.49 normal  weight liability targets, the criteria were the support of senior  managers weighing 0.23 and among the knowledge  management strategies of 0.35 weight composition strategy  were top priorities.

 The emergence of anti-production behaviors will lead to increased costs of the organization, reduced quality and quantity standards in products and services, waste and personal use of property and resources of the organization, reduced productivity and organizational performance of employees and increased workplace stress. This study identifies the antecedents and consequences of anti-production behaviors in knowledge-based and technology defense organizations.

 This research is applied in terms of purpose and is exploratory in terms of qualitative method. The research data included scientific articles and documents and interviews with experts of knowledge-based defense organizations. Sampling was done in a purposeful and judgmental way and a semi-structured interview was conducted with 14 people. The obtained data were analyzed using grounded theory method (Glaser's emergent approach) and MaxQD software. The validity of the research was obtained through the approval of the members and participants and its reliability was obtained from the participants' agreement method and the agreement coefficient was 81%.

 After analyzing the articles, documents and interviews, 544 primary codes were identified. In a multi-step process of coding, the antecedents of anti-productive behaviors in knowledge-based and technological organizations included four dimensions of managerial factors, organizational factors, socio-cultural factors, and individual factors, and the consequences of anti-productive behaviors included two individual and organizational dimensions.

 By identifying and controlling the antecedents of anti-productive behaviors in defense organizations, it is possible to manage and reduce anti-productive behaviors in these organizations, and accordingly, it will be possible to control and reduce the negative consequences of this type of behavior at the individual and organizational level.

The purpose of this study is to investigate the mediating role of social capital in the impact of knowledge-based human resource management practices on innovative job performance (Case study: West Mazandaran Electricity Offices). The research method is descriptive-correlational in nature and applied in terms of purpose. The statistical population of the study consisted of 187 employees of western electricity departments of Mazandaran province, of which 124 people were selected based on Krejcie and Morgan table and stratified random sampling as the sample size of the study. The collection tools include the questionnaires of human resource management practices of Lapak and Snell (2002), Putnam Social Capital (1999) and the innovative job performance of Scott and Brass (1994). In order to analyze the data, the structural equation method of LISREL statistical software and SPSS statistical software were used. Findings showed that knowledge-based human resource management practices have a positive and significant effect on innovative job performance, and the social capital component has the greatest impact on innovative job performance. The results showed that social capital has increasingly mediated the impact of knowledge-based human resource management practices on innovative job performance.

The main purpose of this study was to design and explain the model of performance appraisal and reward system based on knowledge-based organizational civilization. Qualitative research approach and research paradigm of interpretive type and research based on purpose, applied and descriptive from the branch of grounded theory, data foundation. The statistical population consisted of professors of health services management, directors of medical universities across the country and professors of public administration who were selected by purposive sampling of 16 people to theoretical saturation. Semi-structured interviews were used to collect information. After the interview, the information was coded openly and centrally. The results of the research after thematic analysis showed that open source includes 44 concepts and 8 components (organic performance appraisal and reward system, knowledge-based performance appraisal and reward system, fair performance appraisal and reward system, motivational performance appraisal and reward system, modeling and Performance appraisal, value-based performance appraisal and reward system, creative and innovative employee-based reward system, 360-degree evaluation system) were identified. Therefore, improving the performance appraisal and reward system improves the competitive advantage and increases creativity and innovation in the organization, thereby improving the organization's performance.

According to the upstream documents, one of the characteristics of Iranian society in the 20-year perspective is the realization of a knowledge-based society. Identifying the context, causal conditions, interventionist conditions and strategies of knowledge interaction in leading knowledge-based societies can be useful and effective in the realization of the knowledge community. The purpose of this grounded theory based research is identifying and classifying these factors and finding answer the basic question: What are the contexts, causal conditions, interventionist conditions and strategies of knowledge interaction in leading knowledge-based societies? Knowledge is vital to the development of human societies and plays a key role in economic growth, social development, cultural richness and political empowerment. In order to distinguish the knowledge-based society from the "information society", UNESCO has developed the concept of the "knowledge-based society", which contains ideas based on inclusiveness, pluralism, equality, openness and participation. This concept expresses UNESCO's strong belief that “knowledge-based societies should be shaped and guided not only by scientific and technological forces, but also by social choices”. In fact, science and technology create an extraordinary capacity for the exchange of information and knowledge, the emergence of new patterns of communication and the exchange of ideas, as well as the production and design. In fact, each society has its own epistemological capitals. In the Islamic Republic of Iran, the establishment of a knowledge-based society, an educated, capable, entrepreneur, creative, innovative society and the like (Article 4 of the Sixth Five-Year Plan) are among the items mentioned in the upstream documents and specifically the vision document. In addition, the measures announced by the Supreme Leader "Model of Iranian Islamic Development" from the view point of responding to the needs and demands of society and using opportunities to achieve a high level of welfare and prosperity; Realization of knowledge-based society are important. Achieving them requires fundamental attention to mobilizing knowledge resources and capacities to move hopefully and find new, effective, efficient and sustainable solutions to govern society.

This research has an inductive approach and is qualitative in terms of strategy. It has used grounded theory. Therefore, upstream documents such as Vision 1404, five-year plans, strategic transformation document of science and technology, relevant scientific and research studies and specialized interviews in the period from the second half of 1398 to the end of June 1399 in a semi-structured and snowball method (to Reach the theoretical saturation) was done to identify and explain the effective factors. Researcher collected valid documents for “validity” and selected the research community according to characteristics such as more than 20 years of experience in science and technology policy, activity at high levels (Executives of economic, cultural, political and social centers), higher education and research activities in universities and research centers of the country. In addition, at the end of each coding step, the result provided to five experts to check the scientific accuracy of the research and the degree of compliance of research variables and items with the main purpose of the research.

According to the findings, endogenous knowledge, evolution of production thought, transformation of people from just consuming to producing knowledge, have the most important role in shaping the knowledge-based society, and the main source of these changes are the people. When knowledge leaves the minds of individuals and is in the cycle of distribution and dissemination, it affects all aspects of society. Considering themes such as "common concern and determination"; "fundamental developments based on science and technology" (central class); Creation, distribution and application of knowledge (causal conditions); Social, cultural, economic and information and communication capital (intervening conditions); 20-year vision and the necessity of the evolution of production thought and thinking with a focus on members of society (context); Dynamics, strengthening the relationship between university, industry and government, promoting learning opportunities (strategies) is essential for the realization of a knowledge-based society. Validation of the extracted themes is done by holding a Delphi panel and finally, a paradigm model is presented.

Fundamental changes have affected the nature of societies. A new order is forming based on knowledge and knowledge based innovation. Because of knowledge, there is irreversible transformation and control for societies. The fact is that despite such an inevitable phenomenon, “a brief acquaintance of the scientific and executive community with the term of knowledge-based society, a clear explanation of the concept, and the recognition of its effective basic elements” have not based on a scientific and logical system. The necessity of this is due: firstly, its origin is non-native literature; and second, it has been examined at organizational or field levels such as knowledge-based economics and the like. The theory of knowledge-based society and one of the most important requirements and foundations for its realization is to change existing mentalities and procedures and believe that knowledge is the greatest asset of any society and, people are the main source of this capital. When knowledge leaves the minds of individuals and is in the cycle of dissemination, it becomes empowering and affects all aspects of society.

In recent years, the development of a knowledge-based economy and the presence of Iranian companies in global markets has become one of the main economic priorities of the country. The purpose of this study is to develop and develop a strategic model for the transnational presence of knowledge-based companies in foreign markets in a mixed exploratory study. After identifying the knowledge-based companies’ internationalization constructs in a qualitative study in this research, by interviewing 14 connoisseurs and analyzing the data that acquired from the interviews using the grounded theory method, in a quantitative study and collecting information through a questionnaire of 243 in 73 company, the partial least squares approach to structural equation modeling has been used to estimate and calculate the relationships in the achieved model. Analysis of research data shows that the combination of three categories of resource-oriented, network-oriented, and entrepreneur-oriented components can lead to the sustainable international presence of Iranian knowledge-based companies. And their strategy is to grow through a customer-oriented competition based on technology, and they can get improved performance in three components: reputation, survival, and technological growth.

Exit is a multi-dimensional concept that plays a critical role in entrepreneurial process. Entrepreneurial exit and its affecting factors rise in importance when it comes to knowledge-based companies, however related literature is not rich and deep enough. Current research is conducted with the purpose of determining the factors influencing entrepreneurial exit for knowledge-based (technology oriented) companies within the area of biotechnology. Therefore, present study is targeted on establishing structural relationships and ranking of the influencing factors on entrepreneurial exit in knowledge-based, technology oriented companies within the biotechnology area. From the purpose point of view, this is an applied and developmental research, and from the research method point of view it is a regression descriptive survey, conducted through hierarchical Structural Equation Modeling (SEM) technique. Statistical community for this study is comprised of 450 managers and shareholders of knowledge-based companies from which, 208 samples were selected based on the table of Kergsey and Morgan, and the sampling technique was Stratified Random Sampling. Research results have indicated that personal factors (0.210), investor-related factors (0.172), company specifications (0.140), investee company performance (0.112), managerial and administration problems (0.090), emotional factors (0.072), non-supportive conditions environmental and legal conditions for business (0.056), identification of business opportunities (0.042), financial problems (0.035), partnership problems (0.029), not predicting a positive vision (0.023), and demographic specifications (0.020) were respectively in priority as influencing factors of entrepreneurial exit.