organizational

Duty personnel, due to the complexity of their job and high exposure to unforeseen events and needy individuals, require special preparations to perform their duties. Therefore, this study aimed to identify the operational methods of talent identification for duty personnel.

The present study is of an applied research type and qualitative in nature. The sample consisted of two groups: academic experts and professors in human resource management from universities, and commanders and human resource managers from I.R.I. Police in Tehran, totaling 11 individuals after reaching theoretical saturation using the snowball method. Semi-structured interviews were used as the data collection tool. Thematic analysis was employed for data analysis.

Based on the research findings, four operational methods were identified in the areas of individual, organizational, communicative, and environmental readiness.

According to the research findings, attention to environmental factors in policy-making by authorities, recruitment of suitable and talented individuals in terms of personal readiness, specialized and responsive organizational leadership, emphasis on team cohesion and teamwork, and timely evaluation and feedback can provide the groundwork for discovering the talents of I.R.I. Police personnel and contribute to enhancing the organization's human resources.

The “Establishment Act of Bimeh Markazi Iran & Insurance Operations” is the main legal framework governing the activity of the insurance industry and supervision authority in Iran. Although in the Establishment Act, the stable conditions governing the insurance industry are considered, the rapidly changing environment of economic activities requires flexibility and adaptability in the rules and regulations governing the insurance industry, especially in the current era for, to provide transformation in the insurance industry. Considering that more than half a century has passed since the approval of this Act and the new requirements that are imposed on the insurance industry from both the internal environment and the international environment, it is necessary to review it. In this review, the use of experiences and relevant international standard frameworks, as well as the experiences of insurance industry experts can be effective in reaching the desired model and targeted and effective reforms. Therefore, the purpose of this study is to identify the challenges and gaps of Act and review it to identify the solutions of the insurance industry administration in terms of laws and regulations.  

This study was done based on Mixed Method by using survey through questionnaires and in-depth interviews with experts, to identify gaps and areas that need to be amended in the Establishment Act and main laws of the insurance industry. 10 interviews have done and the questionnaire that designed based on the opinions of experts and international insurance standards, has distributed between 52 senior managers of insurance industry and academic professors that received 25 answers. Data gathered from interviews and questionnaires have analyzed and important poins have extracted. 

Drivers of changing the rules, Shariah dimension, legal dimension, executive dimension, organizational structure of the supervisory authority, budget of the supervisory organization, independency of the supervisory, structure of regulation and supervision and inhibiting factors have been counted as 9 main or axial codings of interviews. In analysis of questionnaires, maintaining the integrity of supervision and regulation in Central Insurance, amending the insurance laws, independency of supervisor, role of Reinsurance for Central Insurance, access and sharing of banking information and insurance records of policyholders between supervisor and insurance companies, Takaful, composition of members of the Supreme Council of Insurance and the authority of Council to update the laws, issuing joint insurance products with banks and improving the organizational performance of Central Insurance have been identified as the main issues of concern to the insurance industry. Also, maintaining and promoting competition and preventing fraud, ensuring the appropriate financial status of insurance companies to fulfill obligations to policyholders and other stakeholders, as well as using standard methods to determine capital requirements, supervising the arbitration system and dealing with disputes between the insurance company and agents, creating new institutions and mechanisms in the matter of risk trading in line with the development and emergence of new technologies and tools, helping to standardize data and processes, establishing data governance, guiding companies towards RegTech and using SupTech, and finally using all financial and spiritual capacities for development of insurance are among the most important duties of the insurance industry supervisor.At the end, suggestions have been made to solve the aforementioned gaps and challenges and to improve the legal framework governing the Iran’s insurance industry. Recommendations of this study include compilation of necessary qualifications and term of office for director general of supervision authority (Central Insurance), diversifying the financing methods of Central Insurance in order to strengthen its independency, the mechanism of the cooperation and coordination of Central Insurance with other regulatory governing bodies, changing the composition of Supreme Insurance Council, developing plans and actions of the supervisor regarding new risks of technology and digital transformation, use of capital market capacity in risk transferring and prediction of of virtual insurance companies establishment, and the revision of the goals of the supervisory authority in the areas of prudential supervision and business supervision.

Despite the importance of human resources in organizational growth, development and growth; In many organizations, their constructive role is not paid attention to. In such organizations, employees remain silent in the face of problems and do not comment. Based on this, the researcher is trying to develop a pattern of factors that reduce organizational silence in government agencies.

This research has been done in both qualitative and quantitative ways. In the qualitative method, with the help of the interview tool and the use of the judgment method, it has been tried to identify the factors that reduce organizational silence in government organizations, and based on this, the research model is formed. Then, a quantitative method with the help of a questionnaire was used to test the model. Thus, the questionnaire designed based on Cochran's formula was distributed among 140 employees of 5 executive bodies of Ilam province. The data collected using statistical analysis software and its results are published as follows.

personal factors with three selection codes of personal variables, personal beliefs and personal motivation; Social factors with four selection codes of appropriate cultural background, progress, development of teamwork culture, non-judgement and organizational and management factors with six selection codes of appropriate structure, job components, organizational participation, managers' behavior, organizational justice and organizational voice culture, as Factors reducing organizational silence were identified.

After the analyzes done; Organizational and managerial factors were determined as the most important factors reducing organizational silence.

The purpose of this research is to investigate the role of social capital components on explaining organizational pessimism as a behavioral challenge in Payam Noor universities in Guilan province.

The present research in terms of method; It is quantitative, with comparative logic, and in terms of purpose, it is practical and developmental. The statistical population of the research, the centers of Payam Noor University in Guilan province were selected in the number of 23 centers, the total number of human resources (academic faculty and administrative staff) is 588 people, and 220 people were selected as a sample using the cluster sampling method based on Cochran's formula. became The data collection tool is a researcher-made questionnaire. The questionnaire used was obtained from an exploratory study. In order to analyze the data, the mean, standard deviation method was used in the descriptive statistics section by SPSS23 statistical software, and in the inferential statistics section, the structural equation modeling method was used using Smart PLS3 statistical software.

The research findings indicate that the structural, relational and functional factors of social capital have an effect on organizational pessimism and explain it, and among the identified factors, the greatest intensity is related to the relational component, with the impact coefficient -0.672 and the factor load is 0.840.

The special achievement of the present research shows the importance that by improving relations and increasing interactions among employees and professors and supporting management of such communication, the field of pessimism will be reduced to a great extent. Based on this, in terms of application, it can be claimed that by relying on the three elements of social capital, the level of organizational pessimism can be reduced in Payam Noor University, Guilan Province. Also, in terms of domestic research innovation with such a theme, it has not been seen in the country from a topical and spatial point of view.

Organizational culture is one of the important components that guides and directs all organizational activities in order to achieve goals and missions, and if the organizational culture is based on the principles of human resource competence, it can play an important role in success. Play an organization. In order to provide a model of merit-based organizational culture, the researcher, while describing, explaining and modeling, seeks to identify the indicators and components that determine the role of merit-based organizational culture in the development of organizations. Therefore, in the present article, the researcher's goal is to use the data theory method of the foundation to present a conceptual model of merit-based organizational culture in knowledge-based companies, specifically in Mahab Ghods Company through interviews with experts of this company. The results of the research, after identifying 283 codes of interviews conducted by 23 experts of Mahab Ghods Company, were presented in the form of a data theory theory of the foundation. Including facilitators and executive contexts, pivotal phenomena including merit-oriented organizational culture, contexts including the use of information technology, application of new organizational and customer-centric methods, and specific strategies and consequences in order to apply organizational culture Is worthy.

The car plays an important role in advancing the organizational missions in FARAJA, so that the commitment to the organization and the care in its maintenance can be decisive in fulfilling the assigned organizational tasks. In this research, the factors related to the correct maintenance of the vehicle fleet of the police command of Mazandaran province have been evaluated.

The current research is an applied research and its method is a survey. The statistical population of the research is the managers and employees of the Vice-President of Preparedness and Support of the Police Command of Mazandaran province, 70 of whom have been selected using the Kargesi Morgan table and by simple random sampling. In order to collect data, a researcher-made questionnaire of factors related to the correct maintenance of an enterprise-style car fleet and a researcher-made questionnaire of the correct maintenance of an enterprise-style car fleet were used. Respected professors confirmed the validity of the questionnaires and its reliability was obtained using Cronbach's alpha formula of 0.82 and 0.76 respectively. In order to inferential analysis of the data obtained from the measurement tools, spss software and Kolmogorov-Smirnov test, correlation coefficient, multiple regression and Friedman test were used.

The findings show that factors such as (human factors, planning factor, management factor, budget factor and credits) are effective on the maintenance of the organization's light vehicle fleet. According to Friedman's test, the highest average allocation was for human factors, management factor, budget and credits factor, and finally planning factor.

The results show that due to the geographical situation of the province, the long distance and the type and volume of assigned organizational missions, human factors have the greatest role in the proper maintenance of the light vehicle fleet of the police command of Mazandaran province, which by revising the laws, training organization, proper supervision and control and the use of incentive and punishment system are realized.

The purpose of this research is to analyze the dimensions, components and indicators of quantum leadership of the broadcasting organization in the field of social networks. The research method is qualitative and applicable. Two methods of documentary study and fuzzy Delphi have been used to collect information. The statistical population of the research includes 15 media experts, political science professors, media management professors, and management, who were selected by targeted and available sampling method, and their opinions were extracted using the fuzzy Delphi method. The components and indicators of quantum leadership include three managerial and organizational dimensions, quantum skills and quantum leadership, which managerial and organizational dimension has two components (quantum management, quantum organization); the quantum skills dimension includes seven components (quantum look, quantum thinking, quantum feeling, quantum recognition, quantum action, quantum trust, quantum presence); and quantum leadership has four components (media leadership, social media leadership, transformational leadership in the media, participatory leadership in the media). Three dimensions and thirteen components were identified and confirmed for the quantum leadership of the Broadcasting Organization in the field of social networks. The quantum organization component in the second stage of the survey with an average of (0.750) and in the third stage with an average of (0.778); the component of quantum existence in the first stage of the survey with an average of (0.879) and in the second stage with an average of (0.825) and in the third stage with an average of (0.852); the social media leadership component in the second stage with an average of (0.821) and in the third stage with an average of (0.842) had the highest opinions of the experts; which shows the full saturation of experts' opinions and overlapping.Extended AbstractIntroductionMedia are communication channels through which messages are sent to the audience. But whether these channels interfere in the content of the message or whether it is just a neutral tool in the transmission of the message is one of the important topics in media philosophy and of course in its management (Ghaed Amini Harouni et al, 2018). A combination of mass media and interpersonal communication is the most effective way to reach people with new ideas and convince them. Today, this platform is provided by virtual social networks, and the users of these networks, by expanding their communication, exchange information and share content collectively or individually. Some thinkers believe that these human communities are a kind of appearance of Habermas' concept of public sphere in virtual space (Oudlajani & Naqib al-Sadat, 2021).Designing the principles of new sciences requires knowledge of leadership techniques in a modern organization, so that these technologies and principles provide a new metaphor for the life of the organization and leadership work. Meanwhile, the traditional organizational development models have given way to new intervention models and methods in the era of uncertainty, complexity, globalization and rapid change. The beginning of the 21st century can be called the quantum era in terms of technology. The key to organizational excellence is excellent leadership. The seven quantum skills can enable 21st century leaders to create a new level of organizational excellence to harness the world's most powerful energy; the energy of the mind. If leaders and their organizations want to progress in the new era, a new intellectual and skill leap must emerge in managers with this leadership style (Razavi & Azimi Sanavi, 2012). Quantum leadership is a style of leadership that seeks to increase trust, security, dynamic communication and learning and reduce vertical communication and increase horizontal communication in the organization. The framework and structure of the quantum organization includes mutual and fluid communication between the leader and the followers, which can be defined through an organization combined with trust, value, spirituality, learning, dialogue and thinking together (Rozbeh et al, 2021).Therefore, the researcher intends to answer this basic question in this research: what are the dimensions, components and indicators of quantum leadership of the broadcasting organization in the field of social networks?Theoretical FoundationsThe success of today's organizations depends on the correct and efficient leadership, which relies on the influence, guidance, direction and streamlining of the organization's activities, and the belief of the employees (Erfanmanesh, 2018). On the one hand, it is a new theory in the field of leadership; which tries to create the desired future by determining the objectives, choosing the best solutions and using the best tools correctly so that a situation fits the internal conditions of the organization and the requirements of the strategic environment (Kamali Ardekani et al, 2020). The purpose of quantum leadership is to increase the effectiveness and power of managers and employees of the organization. Forming self-governing groups and providing extensive feedback to managers and employees, which prevents costly mistakes for the organization, are strategies used in quantum leadership (Ghaed Amini Harouni et al, 2018).Geok & Bilal Ali (2021) presented a quantum leadership style framework in their research to promote lifelong learning among employees through management science. Hence, Quantum leaders perceived the consequences of organizational learning in the workplace during challenging times. Lifelong learning was promoted to improve profitability, stability and organizational growth with a conducive learning environment. The resurgence of quantum leadership contributes to new developments in management science in industry and higher education. The need for future studies on purposeful learning through quantum leadership to support knowledge creation and consistent paradigms was evident.Nazakhti Rezapour et al, (2021) showed that according to experts, the opportunities of Instagram TV for broadcasting organization, including two categories of practical opportunities (use of user-generated content, talent search, interaction with the audience and surveys) and ultimate opportunities (helping good governance, Creating a balance between the official and traditional culture, makeing Iran's media sphere more diverse and to improving the quality of radio and television productions). The threats of Instagram TV for broadcasting organization are also aimed at weakening the exclusive position of it, reducing the audience and reducing the income from advertisement.Research MethodologyThis research is applicable in terms of purpose. Also, based on the research plan and in terms of the method of data collection, the present research is a descriptive analytical research, and from the documentary study and Delphi method was used to collect information for finding the quantum leadership dimensions and components of the Broadcasting Organization in the field of social networks with a future research approach for the Broadcasting Organization. The statistical population of the research includes 15 experts in the field of media, professors of political science, professors of media management, and professors of management, and the sampling method is targeted and accessible.Research findingsData analysis was done using Delphi-Fari method in three rounds. The results showed that the components and indicators of quantum leadership include three management and organizational dimensions, quantum skills, and quantum leadership,\; which management and organization dimension has two components (quantum management, quantum organization); quantum skills dimension includes seven components (quantum view, quantum thinking, quantum feeling, quantum knowledge, quantum action, quantum trust, quantum existence); and quantum leadership has four components (media leadership, social media leadership, transformational leadership in the media, participatory leadership in the media). Three dimensions and thirteen components were identified and confirmed for the quantum leadership of the Broadcasting Organization in the field of social networks. The quantum organization component in the second stage of the survey with an average of (0.750) and the in the third stage with an average of (0.778); the component of quantum existence in the first stage with an average of (0.879) and in the second stage with an average of (0.825) and the in the third stage with an average of (0.852); the social media leadership component in the second stage with an average of (0.821) and in the third stage with an average of (0.842) had the highest opinions of the experts; which shows the full saturation of experts' opinions and overlapping.ConclusionThe current research was conducted with the aim of analyzing the dimensions, components and indicators of quantum leadership of the broadcasting organization in the field of social networks. The results of this research are consistent with the findings of researchers such as Ahmadian et al, (2021), Geok & Bilal Ali (2021), Rozbeh et al, (2021), Oudlajani & Naqib al-Sadat (2021). Ahmadian et al, (2021) showed in their research that there is a positive and significant correlation between quantum leadership and human resource retention in West Azerbaijan University of Medical Sciences University (path coefficient 0.18). The correlation between quantum leadership and organizational trust is positive and significant (path coefficient 0.85). The correlation between organizational trust and human resource retention is positive and significant (path coefficient 0.81), and finally, there is a positive and significant correlation between quantum leadership and human resource retention with the mediation of organizational trust (path coefficient 0.69). As a result, it can be said that organizational trust can increase the correlation between quantum leadership and human resource retention as a mediator. It is suggested that the principles of quantum leadership be taught to university managers and supervisors at all levels of management, in order to increase organizational trust and consequently provide human resource retention.According to the results of the research, it is suggested that in the policies of the Broadcasting Organization, special attention should be paid to the correct recognition and understanding of the stages of quantum thinking, quantum feeling, quantum existence, media leadership and social media leadership, in order to identify the weakness and strength of the organization, individual and ethnic differences, the needs and demands of the audience; and in the field of creating trust among the audience through quantum leadership, it is possible to develop infrastructure, reduce costs, improve the performance of provincial media and took social action.

Indifference takes away the motivation of work and effort from employees, and of course, indifferent employees form an indifferent organization, and on the other hand, the influence and establishment of the way of serving the target society in other active employees is undeniable over time. Indifferent employees have less commitment. towards the organization and as a result will have a direct and negative impact on the performance of the organization, therefore the purpose of this research is to identify the factors affecting the organizational indifference of the employees of Greater Tehran Police Stations.The research is qualitative in nature. The statistical population of this thesis is 20 people, experts, elites and experts in the field of police stations of Greater Tehran, including protection, inspection, chief police, heads of police stations and their deputies. The sampling method in this thesis is non-probability sampling and the sample Geri also continued until reaching theoretical saturation.

The findings of the open, central and selective coding of the conducted interviews indicate that four factors are effective in the formation of organizational indifference in the police stations of Greater Tehran. They explain an organizational difference in Greater Tehran. In the prioritization of these factors, the component "organizational factors" is identified with a coefficient of 878/. In the first place, the "occupational factors" component with a coefficient of 886/. In the second place and the component "individual factors" with a coefficient of 674/. It is in the third place.

Today, crisis management is an essential part of strategic management. Before pursuing any lofty goals, crisis management is essential to ensure the stability and continued success of an organization. Basically, organizations that are exposed to crisis need more preparation for it. Effective crisis management requires a regular and systematic approach that is based on vigilance, managerial sensitivity and a good understanding of the importance of detailed planning and organizational preparation. The purpose of this research is to investigate the impact of the dimensions of organizational culture on crisis management based on the Queen-Cameron model. In other words, this research answers the question of what are the dimensions of organizational culture and what is its impact on crisis management of industrial units?This research was compiled with a practical approach and a survey method. In this research, after collecting the required information, the data obtained from the review of books and scientific publications in the field of the research subject, firstly classified and processed and finally judged by the researcher.The statistical population of this research includes managers who are familiar with organizational culture and crisis management in particular (managers working in human resources, inspection, crisis management, occupational safety and health units). The sample size was determined by random sampling and 150 people. The results of the research show that the adhocracy culture and the family culture, respectively, have the greatest impact on crisis management in industrial units.

Today, despite all the efforts of officials and experts to improve the condition of the Iran's organizations, what has not yet been able to increase their efficiency and effectiveness and improve the condition is the lack of a proper theoretical framework for improving management based on cultural values ​​of Iran’s society; therefore, the purpose of this study is to explain the tendency of cultural organizations in order to create organizational improvement; For this purpose, the model of Quinn and Cameron competitive values ​​framework has been used in this research.

The research is applied in terms of purpose, mixed in terms of approach, and survey in terms of data collection. The statistical population consists of all employees of the police command center of Sistan and Baluchestan, of which 384 samples were selected in the general department (employees of the police department) and 44 people in the special department (political ideological staff). To evaluate the quantitative content validity, two relative content validity coefficients (CVR) and content validity index (CVI) and for the reliability of the research, Cronbach's alpha method was used. Descriptive and inferential analysis has also been used in data analysis.

Correlation coefficient and regression tests show that there is a positive and significant relationship between research variables; this means that the conceptual model of the research is 95% significant, and based on the data, the model is able to express changes.

Research shows that in the general part, rational culture and in the specific part, adhocracy culture are the dominant organizational cultures. The common denominator between the general and specific sections is that both sections, general and specific, focus on the external environment, with the difference that the general section emphasizes on the stability and uniformity, and the special section emphasizes on the flexibility and non-uniformity. Also in the general and specific sectors, the most effectiveness is related to the E-government, creativity and innovation variables, respectively.

The aim of this study was to investigate the effect of jihadi management on innovative behavior and organizational creativity in eleven areas of Shiraz municipalities. The research method is applied in terms of purpose and descriptive-correlational in terms of nature and data collection method. The statistical population of this study consists of all employees in the eleven districts of Shiraz municipalities, which based on the information obtained, their number is 7064 people who were selected as a sample using Cochran's formula 364. The tool for collecting field information in this research is a questionnaire which consists of a questionnaire of organizational creativity (Makango), jihadi management (Soltani) and innovative behavior (Misman and Molder). The face validity of the questionnaire was confirmed using the opinions of five experts in this field and finally the supervisor approved the questionnaires. Cronbach's alpha coefficient was used to determine the reliability of the questionnaires. After collecting the questionnaires and determining the normality of the variable according to Kolmogorov-Smirnov test using Spss and Amos software, path analysis statistical test was used to analyze the data and to examine the relationship between the variables.

The purpose of this study is to investigate the effect of strategic regret on organizational performance with the mediating role of managers' experience in Parsa Polymer Sharif Company. The present research is descriptive-survey method. The present study is comparative in terms of examining variables; In this type of research, the relationship between variables is analyzed based on the purpose of the research. The statistical population of this research is all managers and employees of Parsa Polymer Sharif Knowledge-Based Company. According to the statistics, 100 people are employed in this company. Due to the small size of the statistical population, sampling was refused and all 100 people were selected as the sample. In this study, a questionnaire was used to collect data and information. In the present study, the standard questionnaires of Abso et al. (2020) and Shalini and Gary (2020) with 15 questions were used to measure the independent variables of the research. Data were analyzed using Smart PLS software. The data analysis method is also at least partial squares. The result of testing the main hypothesis of the research showed that strategic remorse has a significant and negative effect on organizational performance with the mediating role of managers' experience in Parsa Polymer Sharif Company. Strategic regret has a significant and negative effect on the experience of managers in Parsa Polymer Sharif Company. The experience of managers has a significant and positive effect on organizational performance in Parsa Polymer Sharif Company. Strategic remorse for organizational performance in Parsa Polymer Sharif Company has significant and negative.

SMEs are the bloodstream of modern economies. These types of businesses are very important for governments because of their special nature and characteristics, and because they play an important role in providing the unemployment rate of countries and increasing the economic growth and development of societies. But despite the fact that failures occur in all businesses in different sizes, SMEs are exposed to greater threats. The purpose of this article is to typify the failure of small and medium-sized businesses in the growth phase of the organization, by examining the lived experiences of case studies.Design / Methodology / Approach: In this research, phenomenological analysis of multiple case studies has been used. The results of this typology show the role of organizational failure more than the other two types of individual and environmental failures and show that the predominant type of failure in SMEs located in the growth stage is organizational failure.Limitations and Consequences: This model can be both a warning and a guide for SMEs and pave the way for crisis prevention and upgrading internal organizational capabilities to prevent organizational failure in the growth phase.Practical Implications: The typology of failure in the growth phase of the organization can affect the policy direction of support institutions such as industrial estates and science and technology parks to support and properly guide these types of businesses.Initiative or value of the article: The article adds to managerial research by simultaneously evaluating the types of failures and the life cycle of the organization.Paper Type: Research Paper

In a changing environment, the strategic learning approach can enable knowledge-based companies to quickly identify market changes and focus on emerging opportunities. Therefore, this study purpose is providing a model for identifying the the concept, causes and consequences of strategic learning and then that quantitative analysis and validation. In this study, using of grounded theory qualitative method, 15 experts of knowledge based companies selected by Snowball sampling and semi-structured interviews held with them. Data were categorized into 52 concepts, 8 sub components and 4 main components, after analysis. The main constructs includes organizational factors, environmental factors, main phenomenon and outcomes. Then, based on the process model and propositions that obtained from the first stage, the research hypotheses formulated and tested quantitatively among these companies personnel. In the quantitative part of research, the results indicate that both the model validation and the organizational and environmental factors have a positive and significant effect on strategic learning. Moreover, strategic learning has a positive and significant effect on outcomes including strategic agility, development of dynamic capabilities, underlying cause of change, performance improvement and sales growth.

Despite the necessity of Learning orientation in new product development, few studies have examined how this relationship is mediated through potential mediating variables. Therefore, the purpose of this study was to investigate the mediating role of ambidextrous capability and organizational agility in the mentioned relationship. This research is a descriptive-correlational study and is based on structural equation modeling. The statistical population of the research is senior managers and especially research and development managers of knowledge-based companies located in Kerman province, of which 180 persons were selected as sample. The tool used is a standard questionnaire in which its validity and reliability were confirmed. SPSS 19 and LISREL 8.8 were also used for data analysis. The findings show that learning orientation is positively related to ambidextrous capability and organizational agility respectively with impact factors of 0.34 and 0.46. The ambidextrous capability and organizational agility also, in turn, are positive with impact coefficients of 0.48 and 0.19 are related to the performance of the new product. Finally, due to the lack of confirmation of the direct relationship between learning orientation and new product performance, the results confirm the full intermediary role of ambidextrous and organizational agility capabilities in this mentioned relationship.

The nature of innovation generates changes in products or services, as well as changes in their production and supply, with the aim of meeting the needs of new markets and customers’ changing needs. Making these changes requires looking at links, discovering opportunities, and using them. Understanding the nature of innovation and its importance are among crucial and fundamental issues in the present era. The purpose of this paper is to identify and rank effective factors in the implementation of open service innovation in Ghavamin Bank.

In this research, descriptive-correlation method has been used. The statistical population of this research includes the experts of Ghavamin Bank. In order to collect data, five questionnaires were used based on the research variables. The research questionnaires were distributed after the affirmation of validity and reliability.In order to analyze the data, structural equation modeling approach was used based on partial least squares. And also, Shannon Entropy method has been used in order to wight the data.

The applied model showed that the implementation of open service innovation depends on resources, organizational, environmental and interactive factors, where the resource factor has the most impact.

Due to the high effects of external resources, Ghavamin Bank should increase its focus on the development of technology and business models related to electronic services. In this regard, joint ventures and partnerships with fintech companies can create a new field of innovation.

This research conducted to investigate of correlation between the psychological and spiritual health with organizational climate, occupational stress and job involvement in prison staff. The research method is descriptive-survey and conducted with correlation research design. The statistical population of the study was all prison staff in Kurdistan -394 people. In order to maximize coverage and increase the validity, 283 of them selected by purposeful sampling method. Data were gathered by utilizing tools of Osipow & Halpin Occupational Stress Inventory – Revised Edition (1998), organizational climate questionnaire (1963), Kanungo Job Involvement Questionnaires (1982), Paloutzian & Ellison spiritual health questionnaire (1982) and standardized Symptom Checklist-90-R (SCL-90-R) by Njarian and Davoodi (2001(. For data analysis SPSS22 software, the correlation, and multiple regression analysis used. The findings showed that correlation between psychological health, occupational stress and job involvement with mental health was significant, and the multiple correlation coefficient of these three variables with mental health was R = 0. 49 and its severity was r2 = 0.23; that is mean 23% of the variance of subjects' psychological health is predictable. However, the correlation of these variables with spiritual health was not significant. According to the findings of this study, it can concluded that the reduction of occupational job stress and job involvement and increase of work participation and organizational security will increase the psychological health of prison staff.

The research method is descriptive - correlation. The study population comprised 630 employees, Zahedan University of Medical Sciences. For this purpose, using a random sample of 187 personal was selected. And responded to self-report questionnaire of Organizational loyalty (the attitude Allen & mayer (1990), the behavioral Zaytaml (1996), Organizational trust and transparency Ravlinz (2008). results showed that the relationship between organizational transparency and organizational loyalty, is affected by organizational trust .The Dimensions (accountability, information sharing and participative) organizational transparency on attitudinal, and behavioral dimensions of organizational loyalty is positive Indirect effect and (secretive) organizational transparency on behavioral and Attitudes aspects of organizational loyalty is negative indirect effect. This means that the dimensions of organizational transparency (accountability, information sharing and participative, secretive) on attitudinal and behavioral dimensions of organizational loyalty have not a direct effect. While indirect effect on the four dimensions of organizational transparency on attitudinal and behavioral dimensions of organizational loyalty is significant. This indicates that the mediating role of organizational trust through transparency and organizational loyalty. Also, the amount of variance explained the fitted model study for dimension Attitudes equal is 0/23 and for dimension behavioral loyalty equal is 0/21.

The purpose of this study was to provide a model for determining of Effective and deploying effective employees' performance improvement through a Meta-synthesis approach. This research is an applied research and has been used by Meta-synthesis method. The researcher has carried out a detailed and in-depth review of the subject using the method of extension and combines the findings of qualitative research. In this regard, 289 researches in the field of employee performance were evaluated. At the end of 91 studies, they were selected and their dimensions and codes were extracted and their significance and priority were determined using Shannon entropy. According to research findings, codes of employee development, employee training, job opportunities, organizational strategies and management skills are the most important factors in the four dimensions of improving employee performance. Finally, after the research steps, the model for determining the effective establishment of employee performance in three phases of identification, the structure of implementation and design of the supportive program for improving employee performance was presented.