organization

Although new technologies, such as artificial intelligence, are transforming the public relations and communications profession, there is a scarcity of research on the impact of artificial intelligence in this field. In recent years, significant advancements in artificial intelligence technology have prompted organizations to seek solutions for enhancing the efficiency and effectiveness of their public relations unit. Additionally, knowledge management serves as a crucial element in improving processes and decision-making within this unit. Consequently, there is an urgent need to design models that comprehensively examine the application of artificial intelligence within the public relations departments of organizations. However, comprehensive and practical frameworks for assessing the integration of artificial intelligence into current public relations practices are still lacking. Many organizations continue to rely on traditional and inefficient methods for managing their communications, failing to harness the potential of artificial intelligence. Additionally, a lack of awareness and insufficient training regarding these technologies among public relations professionals has hindered their acceptance and implementation. Therefore, this article aims to develop a model for utilizing artificial intelligence to transform the procedures of public relations unit in organizations, with a particular emphasis on organizational knowledge management, based on grounded theory. In this context, the present study seeks to identify the causal conditions, intervening factors, phenomena, background conditions, strategies, and consequences associated with the implementation of artificial intelligence in public relations departments by examining the experiences of professionals and students engaged in related fields.

The current applied research is based on an interpretive (constructivist) paradigm with a qualitative approach, specifically focusing on data-driven theory to develop a model for the application of artificial intelligence in the public relations units of organizations. The statistical population for this study included faculty members, experts, and students engaged in the fields of public relations, human resource management, artificial intelligence, and psychology. A purposive snowball sampling method was employed to select the research sample, continuing until theoretical data saturation was achieved. Data collection was conducted through semi-structured interviews with experts, sociologists, and selected students from the relevant fields, resulting in a total of 17 participants being interviewed, which marked the point of theoretical saturation. Each interview lasted between 60 and 65 minutes. Following each session, the interview content was transcribed from the recorded audio files and manually coded using the systematic approach developed by Corbin and Strauss. The interview transcripts were initially coded and categorized paragraph by paragraph, followed by a comprehensive coding and categorization process conducted in three stages. After coding all 17 interviews, the researchers reviewed the codes, eliminating duplicates and merging similar codes. Ultimately, the causal, contextual, intervening, strategic, and consequential conditions related to the central theme of utilizing artificial intelligence within public relations units were identified. To ensure the validity of the research, triangulation and external validation through a third-party reviewer were employed. The reliability of this qualitative study was further confirmed by recording participants' voices with an interview recorder, meticulous note-taking during interviews, and involving a second coder who achieved an agreement coefficient of 86%. Finally, after incorporating feedback from three experts overseeing the research process, necessary revisions were made, and the final research model was constructed based on the systematic approach of data-driven theory.

Based on the analysis and review of the interview transcripts, along with the coding and categorization process, a total of 101 open codes were identified, highlighting the causal, contextual, intervening, strategic, and consequential conditions related to the central theme of utilizing artificial intelligence in the public relations units of organizations. The motivations for employing artificial intelligence in these units were classified into four main categories: efficiency and productivity, enhancement of customer service, market research and analysis, and innovative aspects. Contextual factors were divided into two categories: technological conditions and organizational conditions. Intervening factors were categorized into two primary areas: market conditions and social/legal conditions. Strategies for implementing AI were identified across five categories: training and empowerment, culture building, fostering coordination, operational strategies, and promoting awareness and motivation. These strategies are anticipated to lead to improved communication, process optimization, enhanced credibility and transparency, reduced communication quality issues, and addressing technical and operational challenges, all of which play a crucial role in the effective utilization of artificial intelligence within public relations units. Ultimately, this research offers significant insights for managers regarding the transformative potential of AI in public relations practices. Through a rigorous qualitative methodology grounded in empirical data, it sheds light on the opportunities and challenges associated with integrating AI into public relations. As organizations navigate an increasingly complex communications landscape, adopting AI technologies is vital for enhancing efficiency, improving stakeholder engagement, and maintaining a competitive edge. By identifying key components and developing an applied model for optimizing public relations practices through AI, this study explores the causal, contextual, intervening, strategic, and consequential conditions for AI implementation in public relations departments and aims to provide practical solutions to facilitate digital transformation within organizations.

Research limitations:

 Despite yielding valuable findings, this research has several limitations. The research methodology is a primary limitation of the present study. Although data were collected through semi-structured interviews and adhered to scientific principles, the small sample size may limit the diversity and representativeness of the results, potentially impacting the overall conclusions. Future researchers could enhance the qualitative data obtained from interviews by incorporating quantitative data, thereby providing a broader perspective on the research problem. It is recommended that future studies explore the role of human creativity in conjunction with artificial intelligence in public relations. This approach could help identify the strengths of both domains and offer solutions for more effective collaboration between humans and machines. Based on the findings of this research, organizations are encouraged to implement continuous training programs for their employees focused on artificial intelligence and its applications in public relations. Such initiatives can help develop the necessary skills for the effective and efficient use of these technologies. Given the rapid pace of technological change, organizations must continuously analyze market trends to leverage the latest innovations. Implementing artificial intelligence-based tools within public relations departments can significantly benefit organizations by enhancing their ability to adapt and thrive in a dynamic environment.

Originality/value: 

Considering the rapid technological advancements and the necessity to enhance efficiency in organizational communications, this research offers valuable insights for managers on how artificial intelligence can transform public relations practices within organizations.

Today, effective and efficient change management has attracted the attention of managers in various organizations and companies from the highest management level to the last levels. In performing the current business, all managers should take into account the fact that making appropriate and effective changes has become one of the fixed features in the administrative system of the society. We are living in an era where changes are accelerated and we see fundamental and major changes around us every day. Organizations and people working in them should have a positive attitude towards the issue of change in order to maintain their competitiveness in today's aggressive markets. Ignoring a changing trend can be very costly. The Supreme Leader's emphasis on the importance of change and transformation in the administrative and governance sectors of the country and the lack of trust in Western versions is also a sign that this issue should be studied and investigated by relying on Islamic management at the organizational level. In this article, using a meta-analysis approach, studies published between 2001 and 2023 in the field of organizational change and Islamic management are selected as the statistical population. This article deals with the necessity of change in the management process of organizations in the society and offers suggestions regarding the effectiveness of organizational changes with emphasis on Islamic management.

Today, the importance of knowledge management has been established for most organizations worldwide. Organizations strive to consider and implement the best factors to execute this crucial process in a better and more efficient manner. Given that a large volume of domestic and international articles has focused on identifying and examining these factors, the aim of this research is to identify and examine the factors affecting knowledge management in organizations. To this end, the study employed the qualitative method of integrative systematic review with meta-synthesis, and the seven-stage process of Sandelowski and Barroso was used for analyzing the study resources. In order to find the relevant articles, searches were conducted in domestic and international databases such as SID, Noormags, Scopus, Google Scholar, and Eric. Ultimately, 30 articles were selected for review, and the received data were analyzed. The result of this analysis was the extraction of 6 core categories, 18 main categories, and 148 sub-categories, including Human Resources (self-development and distinctive features of human resources); Organizational Processes (financial functions and knowledge management processes); Organizational Factors (organizational culture, information technology, organizational structure, and management); Human Capital Development (human resource development by the organization, motivation and encouragement, efficient recruitment, training, monitoring and control, and research and studies); Regulations and Organizational Vision (organizational bylaws and organizational strategies); and External Factors (political pressure and economic pressure). The findings of this research can serve as a suitable guide for .organizational stakeholders who place special importance on achieving knowledge management within organizations.

The organizational structure is one of the most important factors of the organization's efficiency. The purpose of the research was to develop and validate a model for the organizational structure in Shiraz Municipality. The research method is exploratory. First, we collected and analyzed qualitative data, and then, based on the qualitative results, we collected and analyzed quantitative data. Next, the results of the quantitative part were used to explain the findings of the qualitative part. Qualitative data collection and analysis was done based on the qualitative case study method. In this regard, using a targeted sampling approach (based on specific criteria), in-depth interviews were conducted with twenty-three managers and employees of Shiraz Municipality. Then, the obtained data were analyzed through thematic analysis method and were organized in the form of basic, organizing and comprehensive themes, categories and network of themes. Based on the results, the model of organizational structure in Shiraz municipality has 5 dimensions and 46 indicators, which include the dimensions of formality, sustainable development, social responsibility of the organization, processes of the organization, and human capital, each of which has components. Validation of the data of the qualitative part of the research was done through reliability techniques. The findings of the first part were distributed among the managers and employees of Shiraz municipality in the quantitative part. The validity of the structure in the quantitative part was confirmed by confirmatory factor analysis and by Smart Pls software. The said dimensions and the relevant components are sufficient and reliable.

The purpose of this research was to design a sustainable employment model for disabled people in the organization. For this purpose, the foundation data method with the Strauss and Corbin approach was used. The statistical population of the research was entrepreneurs with disabilities, managers and planners of training and rehabilitation centers for the disabled and disabled workers in organizations. The research data was collected using semi-structured individual interviews, the statistical sample included 28 participants who were selected in a targeted theoretical manner. The data were analyzed using the three-step coding method of Strauss and Corbin (1990). The findings of the research show that the synergy of the entrepreneurship fields of disabled people acts as a central phenomenon and that cultural, organizational and specialized-professional fields influence this sector. Also, the causal conditions included paying attention to salaries in proportion to the amount of activity (supplementary pension), the possibility of training in a real environment, professional self-confidence of disabled people. The limiting factors included the structural issues of disabled people's employment, support-management challenges, intellectual paradigms governing the society, and the considered strategies, employment-oriented trainings for disabled people, needs assessment, industry development and sustainable employment opportunities were counted. Finally, the consequence of the sustainable employment model of the disabled in the organization was stated to increase the self-confidence and employability of the disabled as members of the society.

This research was conducted with the aim of analyzing the gap in the deployment of artificial intelligence in advertising and marketing companies in Iran.

the multi-criteria decision-making study method was chosen using Super Decision. The methods of information collection, according to the background of the research, library methods were used, and the field method was used to collect information to answer the research questions. The tool used to collect information in this research is through a questionnaire designed by the researcher in order to identify challenges. In the next step, using experts' opinions, they were modified and then analyzed using the combined approach of ANP and DEMATEL.

The findings of the research showed that in the technical subject of security factor, in the subject of culture the leadership and organizational support factor, in the organizational-human factor of organizational strategy and in the social-environmental topic organizational culture had the most importance from the experts' point of view.

The research results also stated that artificial intelligence will transform the business world, increase innovation and productivity, and help advertising and marketing companies to think bigger. Lack of current knowledge and experience in using this technology is definitely one of the main obstacles that prevent organizations from using artificial intelligence in marketing. But the way and the only answer to this is education. It is worth noting that another factor investigated in the research was the constantly changing trends, which is another major obstacle that we see in the field of artificial intelligence. This is inevitable as the technology is still developing. However, there is no way to solve this problem except for it to constantly present itself. Organizations can use artificial intelligence to improve their products, processes and decision making. The impact of artificial intelligence is felt in all industries, especially marketing. With the help of AI, companies are better equipped to combat crisis by using AI decision-making algorithms, identifying anomalies and predicting future behavior.

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.

Critical realism offers a robust philosophical framework for understanding complex organizational phenomena. However, its abstract nature and lack of a practical methodology have limited its application in empirical research. This article introduces an innovative four-Phase, 15-step methodology grounded in critical realist principles, such as stratified ontology, abductive and retroductive reasoning, and causal mechanisms. The methodology begins with problem identification and question formulation, followed by conceptual framework development and research design selection. Data collection and analysis are guided by abductive and retroductive reasoning, enabling researchers to hypothesize about underlying mechanisms. Findings are contextualized within historical, cultural, and institutional settings, and theoretical and empirical pluralism ensures robust validation. Methodological reflexivity ensures awareness of biases. This methodology provides a clear, practical pathway for applying critical realism in organization and management studies, enabling researchers to uncover mechanisms shaping organizational behavior and design effective interventions.

The aim of this research was to deal with the organizational terrorism of the Islamic Revolution Foundation. The statistical population consists of managers and senior officials of the Mustafa Foundation, university professors and experts in the field of human resources, using targeted and snowball sampling methods. By conducting 20 interviews, the collected information reached the saturation point. From the method of coding and drawing the network of concepts, compiling the research model and determining the components and indicators of the organizational terrorism model, the validity of each of them was confirmed. The thematic network method was used to analyze the data in the qualitative part. In the quantitative part of the statistical test, confirmatory factor analysis was used to formulate the final model, dimensions, components and indicators and prioritization. The results of the research showed that the sample group considered factors such as flexible nature, comprehensive needs assessment, flexibility in the method, efficient human resources, attention to return costs and suitable learning environment among the effective factors in the quantitative and qualitative part.

The purpose of this study is that today, human resources are the most basic capital and assets of any organization. Organizations that constantly pay attention to the development of their employees and invest in their training programs, consider human resources as the most important factor in achieving economic development. Therefore, identifying the components and factors influencing the development of human resource adjustment model in Islamic Azad University is doubly necessary. The research method of this research is applied-developmental and exploratory in terms of purpose. Quantitative-qualitative (mixed) method has been used to answer the research questions. Delphi qualitative data collection method using in-depth interviews; the method of collecting quantitative data is using a questionnaire. Experts confirmed the validity of the questionnaire and the reliability of the questionnaire was confirmed by calculating Cornbrash's alpha. To analyze the data; Foundation data theory has been used using open coding, axial coding and selective coding. In order to understand the underlying variables of the research model, the "factor analysis" method has been used. To analyze the data and answer the research questions, SPSS and LESREL exploratory factor analysis (EFA) software have been used.
the general results of the research acknowledge that if the influential factors (causal, contextual, intervening, strategic and consequential) and 4 components (individual, behavioral, organizational, motivational) are looked at from a strategic perspective, it leads to a new model and New in the formation and development of human resource adjustment model in Islamic Azad University.

Organizational negotiation is carried out as a communication process by the manager with people inside and outside the organization in order to solve managerial issues, planning, organizational cooperation, resolving conflicts, providing goods, services and technical knowledge. Skill in negotiation is a management priority and one of the principles of negotiation in an organization. The purpose of this research is to investigate the concept of negotiation and negotiation management in the organization from an Islamic perspective.

The current research method is meta-synthesis, which was done by analyzing and describing the available sources in this field. The necessary information was obtained through the library method based on the review of texts and articles, books, theses, conferences, sites and existing databases and through content analysis. Therefore, in Persian and English databases, 655 sources were obtained, and in the next filtration, 65 Persian sources and 6 English sources were fully evaluated. In the second filtration,13 very relevant articles on negotiation and conflict from the Islamic perspective were selected, and qualitative analysis was done and the relationship between different and influential components was extracted and analyzed.

According to the findings of the research, Islamic negotiation is a negotiation within the framework of Islamic teachings, which must be in accordance with Islamic standards and based on the Qur'an and Sunnah and seek to achieve a common goal that is beneficial for the parties involved. Therefore, in order to resolve organizational conflicts and disputes , the negotiator manager in the organization must, in addition to adhering to the principles and mores as well as the Islamic negotiation style and possessing moral intelligence, acquire various negotiation skills, including the ability to communicate effectively and efficiently, effective listening, interpersonal verbal communication skills and perceptive skills.

Negotiation in Islam is an interactive process that negotiator managers in the organization do in an ethical framework and in accordance with religious teachings to guide the organization with a divine direction towards the progress of the organization in terms of finances and the satisfaction and well-being of employees and customers and conflicts that have arisen.

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.

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

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

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

Today, the use of technology in education has led to the creation of new educational methods. Digital storytelling is one of the technologies that play a major role in education. This study was conducted to investigate the effectiveness of job training through digital storytelling on the job adaptability and self-efficacy of employees. This research was quantitative in terms of objectives and data collection method. This quasi-experimental study has a pre-test/post-test design and a control group. The statistical population included all employees of private air cargo service companies in Tehran province, and among this population, one company was selected by convenience sampling, and 60 employees were randomly assigned to experimental and control groups by voluntary sampling. Data were collected using Savickas’ career adaptability and Sherer’s general self-efficacy questionnaires and were analyzed in SPSS software at both descriptive and inferential levels. The findings showed that job training through digital storytelling can increase the adaptability and general self-efficacy of employees. Accordingly, digital storytelling might be used as a new educational resource and tool to meet the educational needs of organizations.

This study has been conducted with the aim of designing a model of antecedents affecting human capital management in order to improve the administrative system in the universities of Sistan and Baluchistan province. The research design is a mixed methods exploratory one, which, in the qualitative part, employs data base method and in the quantitative part a descriptive survey based on the structural equation modeling method. The statistical population of the research includes managers, assistants, employees and professors of the related fields in the universities of Sistan and Baluchistan province. In the qualitative part, 14 people were purposefully selected and in the quantitative part, 384 people were selected as samples. The data collection instument in the qualitative part was a semi-structured interview and in the quantitative part, a researcher-made questionnaire based on the results of the qualitative part of the research. The data analysis in the qualitative part was based on the foundation data method and in the form of open coding, axial coding and selective coding, and in the quantitative part structural equation modeling was employed using the partial least squares method and SmartPLS-4 software. Based on the findings of the research in the qualitative part, a total of 81 open codes, 17 central codes in the form of 6 selective codes of causal conditions, intervening conditions, background conditions, central phenomenon (human capital management in the administrative system), strategies and consequences were identified. In the quantitative part, the effect of antecedents on human capital management in the administrative system was investigated, and the results indicated the positive effect of causal, background and intervening conditions with path coefficients of 0.426, 0.308 and 0.343 respectively on human capital management in the improvement of the administrative system. Additionally, the positive effect of human capital management in the administrative system on strategies was confirmed with a coefficient of 0.310 and the positive effect of strategies on the consequences of human capital management in the administrative system was confirmed with a coefficient of 0.612.

Human power is considered as the most important resource of any organization in achieving its goals. In the meantime, one of the concepts that have seriously damaged the quality of human resources performance in recent years is organizational indifference, so this concept was investigated in this article. The most important purpose of the current research is to review the qualitative studies conducted in the field of organizational indifference.

The current research is applied in terms of purpose and qualitative in terms of meta synthesis type. This article deals with the concept of organizational indifference and its related factors. In this study, with the help of Sandlovski and Baros's method, 26 articles were selected that investigated the concept of organizational indifference, and after reviewing each of the articles, the main themes were extracted and the final interpretation was made.

The final findings after data analysis identified 8 categories of factors related to organizational indifference, which were: Management factors, organizational factors, factors related to human resources, economic factors, educational factors, extra-organizational factors, demographic factors, and individual factors (outside the organization).

In general, it can be said that organizational indifference originates from multiple factors, and to effectively deal with it, attention must be paid to all of these factors, and scattered attention to some factors that only focus on human resources cannot be a suitable way to manage it. Therefore, it is recommended that administrators and stakeholders simultaneously pay attention to all the factors related to organizational indifference.

Organizational training, as one of the most important needs of modern organizations to survive in the current changing conditions, will be valuable and effective when, in the light of it, employees can acquire new knowledge, attitudes and skills, according to the current and future needs of the organization and use it. Currently, these trainings are planned, implemented and evaluated based on a series of specific models which have an almost similar process; But in none of these models, either explicitly or implicitly, there is no mention of the need for foresight and futures studies in its steps, which due to the wide dynamics of the environment and the need to adapt trainings to future changes is worth considering. With this definition, in this review article, which is written with the aim of examining the necessity of developing organizational training patterns by using the futures studies approach and descriptive analytical method; After reviewing the previous researches about "organizational training", "futures studies" and "training in the future perspective" and proving the existing scientific gap in the field of "futuristic approach in organizational training patterns and models" and then examining "the relationship between training and futures studies" and "the Aspects of Relation between organizational training planning and futures studies"; It has been concluded that adopting a futuristic approach in the process of organizational training and development of current conventional patterns is a serious necessity for today's organizations.

Efficient human resource is a major indicator of the superiority of an organization over other organization. One of the indicators of retention, empowerment and development of employees in organizations is to pay attention to the replacement of people for the future positions of the organization. This is of special significance in educational organizations considering their goals, hence the aim of the current research was to identify the indicators and components of the replacement of managers in schools and educational centers. The approach of the current research was qualitative and the method was synthetic. The research corpus included all the articles published in the last decade (2006-2023), of which 24 articles were selected as samples based on thematic content monitoring. The research data were collected by qualitative analysis of the studied documents. By analyzing the data, key factors in 4 dimensions, 11 factors and 54 categories including the dimension of succession management (components such as competence-oriented, knowledge management, transformational and creative leadership, strategic planning); cultural organizational dimension (components such as strengthening the culture of cooperation and teamwork, delegating authority, maintaining talented human resources), approaches and strategies of parenting dimension (components such as approaches based on self-development and approaches based on cooperative learning), and monitoring and evaluation dimension (components such as program monitoring and evaluation of individual competencies) were classified. The results showed that in order to design succession planning patterns, in addition to the personal components of the succession, organizational culture, attention to effective approaches in education, proper management in succession planning, and appropriate evaluation should be considered.

In the new world, the methods that managers use to make policies are derived from how they making sense to the environment, and how managers interpret the existing phenomena, has a significant role on the quality and adaptation with their policies. In fact, understanding and making sense to the messages paves the way for the next steps to respond these symptoms. Accordingly, this article uses the Beredy model of comparative study to survey the existing theories and schools of sensemakinng and seeks to answer this question that how sensemakinng provides a framework for policy making in the organization? and in the organization and management studies, which of the existing sensemakinng frameworks provides a better explanation for conditions and phenomena? For this purpose, after examining the existing organizational sensemakinng schools, these two questions have been answered. Based on the research findings, by understanding the sensemakinng in the policy-making, it can be hoped that policymakers' efforts to control their environment are better evaluated and uses to guide organizational actions and shape the reactions of people in their environment.