management

 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.

Smart statesmanship refers to the integration of advanced technologies across three key domains of national administration: governance, public administration, and executive operations. This paper presents a conceptual framework for Smart Statesmanship, examining the digital transformation trends in societal management and analyzing the impact of technologies such as artificial intelligence, cloud computing, machine learning, and the Internet of Things on statesmanship processes. Smart governance, with a focus on policymaking, regulation, and the formulation of national standards based on transparency, citizen participation, and data-driven decision-making, plays a pivotal role in optimizing government processes and enhancing accountability. Smart public administration, through automation and the use of big data in planning, organizing, directing, and controlling the public sector, increases the efficiency of governmental systems and strengthens interorganizational collaboration. Smart executive operations enhance productivity and sustainability by optimizing urban infrastructure, intelligent transportation systems, energy management, and environmental monitoring systems. The paper also addresses the challenges and risks associated with Smart Statesmanship, such as cybersecurity threats, the digital divide, institutional resistance, and ethical considerations, and proposes strategies for successful implementation. Finally, it emphasizes the necessity of integrating these three domains into a comprehensive model to achieve Smart Statesmanship.

For the past few years, there has been a growing interest in the Western research communities finding an alternative to the common theory of organization and management. Nowadays a significant group of researchers in Western countries maintain that the theory of organization and management as well as Capitalism as its intellectual base appear inefficient in tackling society's problems. The contention has gathered momentum largely following the 2008 economic crisis. The present research aims to categorize and analyze these critical views. It may help set the ground for presenting the view of Islam concerning the realm of management. The argument was that once we realize that the very researchers of the West have grown critical of the common theory of organization and management, we would be more persuaded to embrace alternative views including Islam’s. The methodology was library research. The views were analyzed and studied at three levels: a macro level, a meso level, and a micro level. At a macro level, the critics have aimed at Capitalism as the intellectual base of the common theory of organization and management by censuring such basic notions as labor, exchange, consumption, and resources. At a meso level, they have blamed the mechanism of common organization and the common theory of management for the current economic woes worldwide. And, finally, at a micro level, the common approach to individuals within the organization has become the point of criticism.

Old Classical Persian literature is filled with managerial wisdom that, unfortunately, has been overlooked for centuries. This study aims to identify the contents of the first chapter of Saadi's "Gulistan" related to managerial wisdom to demonstrate the extent to show how much of this teaching exists in this one chapter only. The scope of this research encompasses the entirety of the first chapter of the Gulistan. This qualitative study employs a descriptive-analytical method, based on thematic analysis of the entire text. Consequently, the paradigm of this research is interpretative-hermeneutic and has an exploratory nature. The present study is developmental-applied in terms of its objective and descriptive-analytical in terms of its nature. The strategy adopted is library-based. This research is based on the approach of Lincoln and Goba, validity in the qualitative part has been investigated in this way the researcher has identified and classified the initial and final concepts with the help of a three-member group. Then the content, classification, and coding were reviewed by several experts in the field of management and literature. Ultimately, 671 themes related to managerial wisdom were identified and categorized into eleven main groups, with the frequency of each determined. In the final section, examples of this wisdom are presented and briefly explained. The findings and conclusions demonstrate the validity of the claim regarding the neglect of these teachings in old classical Persian literature and the importance of giving them attention.

This article was done with the aim of presenting a model for the implementation of green human resources management policies in Shahrood University of Medical Sciences. The current study is an applied-developmental research in terms of its purpose, and it is a survey-cross-sectional research from the point of view of the data collection method. To achieve the goal of the research, a mixed exploratory research design (qualitative-quantitative) was used. The community of participants in the qualitative section includes professors and managers of Shahrood University of Medical Sciences. Sampling was done by theoretical sampling method and theoretical saturation was achieved with 10 people. The statistical population of the quantitative part also includes managers and experts of Shahrood University of Medical Sciences. The sample size was estimated to be 384 people using Cochran's formula and sampling was done by simple random method. A semi-structured interview and a researcher-made questionnaire were used to collect data. Qualitative analysis of expert interviews was done with thematic analysis method and the final model was validated with partial least squares method. Qualitative data analysis was done with Maxqda software and quantitative part was done with Smart PLS. The research findings showed that spiritual leadership has an effect on the supervisor's ethical laws, spirituality in the work environment, and ethical culture. These factors also affect the green human resources management policy and the mentioned policies in turn affect social responsibility, moral responsibility and legal responsibility.

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 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.

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.

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.

Research is to analyze the relationship between the dimensions of organizational forgetting and organizational silence on the job performance of employees of Basij Mustafain organization, which includes one main hypothesis and two secondary hypotheses.

The type of research is applied and descriptive and correlational. 350 people were selected as the statistical population. Referring to Morgan's sample size estimation table, a stratified random sampling method was used and 250 people were selected. The tools used in the research include; Organizational Forgetfulness Questionnaire "Holan and Phillips" (2004), Organizational Silence Questionnaire "Morrison and Milliken" (2010), Employee Job Performance Questionnaire "Hersey and Blanchard" (1998). In order to analyze the data, descriptive and inferential statistics methods were used, and the Kolmogorov-Smirnov test was used to determine the normality of the data, and the multiple error regression test and spss software were used to test the hypotheses.

The results of the research show that, in general, organizational silence and organizational forgetfulness have a significant relationship with the job performance of employees at a rate of 0.681% and organizational silence at a rate of 0.361% have a significant relationship with the job performance of employees and also There is a significant relationship between the dimensions of organizational forgetfulness at the rate of 0.673% and the performance of the organization's employees.

The behaviors that employees show in the organization are very important for their performance and activity. These behaviors have positive or negative effects in the organization. Basij organization is not able to develop its effectiveness and efficiency without the willingness of employees to cooperate. On the other hand, when languages do not move, knowledge is not produced for the organization.

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.