organizational performance

The The main objective of the present study is to investigate the effect of uncertainty on the relationship between organizational resilience and organizational performance, of which 812 employees of Lavan Oil Refining Company were selected by simple random method. The present study is applied in terms of purpose. In terms of the method of collecting research data, the present study is considered a descriptive research, and in terms of data collection, it is a field research. Structural equation modeling method and SPSS 82 and SMARTPLS2 software were used to analyze the data,and the results indicate that uncertainty has a negative and significant effect on the relationship between organizational resilience and company performance.There is a negative and significant relationship between uncertainty and resilience.There is a positive and significant relationship between resilience and performance.There is a negative and significant relationship between uncertainty and company performance.

The performance of the veterinary organization, due to its connection with ensuring the health of animal products and the country's health system, has a vital role in achieving the goals of sustainable development. Additionally, the existence of economic sanctions and the spread of some animal diseases have added to the importance of the performance of the veterinary organization. In this regard, one the factors affecting the performance of the veterinary organization is the discovery and utilization of previous experiences and the accumulation of knowledge in different layers of the organization due to the existence of specialized and skilled human resources. Moreover, the individual ambidexterity is a new concept in management that organizational performance is related. Hence, in the present study, the role of organizational performance, mediated by knowledge accumulation, has been investigated. Individual ambidexterity is a new concept in management that is related to organizational performance. The purpose of this study is to investigate the effect of individual ambidexterity on organizational performance. The statistical population of the study were all veterinary staff of South Khorasan province including 190 staff. Based on the Morgan table, the sample size was estimated to be 125 staff members. For data collection, three standard questionnaires of individual ambidexterity, knowledge accumulation and organizational performance of Schnellbächer and Heidenreich (2020) were used. The documented specific indicators for evaluating the performance of the veterinary organization were included in the questionnaire of overall organization performance. For analyzing the data, SPSS and PLS software were used. The results of data analysis showed that individual ambidexterity has a significant effect on knowledge accumulation (with a path coefficient of 0.369), knowledge accumulation on the overall performance of the organization (with a path coefficient of 0.589), individual ambidexterity on the overall performance of the organization (with a path coefficient of 0.209). The results also showed that the variable of knowledge accumulation plays a mediating role in the effect of individual ambidexterity on the overall performance of the veterinary organization and individual ambidexterity has a significant effect on organizational performance with the mediator role of knowledge accumulation. Therefore, in order to enhance organizational performance, special attention should be given to individual ambidexterity, encouraging knowledge seeking and knowledge exploitation.

Today, in the dynamic environment of global competition, despite rapid global changes, in order to survive and achieve competitive success, organizations are increasingly committed to performing knowledge-based activities. predict the changes in the future and be able to direct these changes in the direction of creating the desired performance to build a better future.

In terms of practical purpose, in terms of nature and method, the present research is a descriptive-survey type of research and a correlational type of research. The statistical population of this research is the managers of the second level of police headquarters of West Azarbaijan province, and in order to measure the quality of the conceptual model of research and testing research hypotheses, questionnaires; transformational leadership with 20 questions, (multifactorial leadership (M LQ)), knowledge management with 19 questions, organizational learning with 16 questions, job satisfaction consisting of 13 questions, organizational performance and knowledge creation process including 8 distribution questions It was found that the validity (Krobach's alpha coefficient) was 0.93 and the reliability was 0.94 of the statistics questionnaire and the research questionnaires were distributed. In order to measure the quality of the conceptual model of the research and test the research hypotheses, structural equation modeling and the partial least squares approach were used using Smart PLS software in version 3.

Transformational leadership has a positive effect on organizational performance, knowledge management, knowledge creation process, organizational learning, job satisfaction, and organizational performance, and the knowledge creation process has a positive and significant effect on organizational performance, organizational learning on organizational performance, and job satisfaction on organizational performance. And finally, the mediating role of knowledge management, knowledge creation process, organizational learning and job satisfaction is confirmed at the 99% confidence level and they mediate the relationship between transformational leadership and organizational performance..

Considering the positive impact of transformational leadership on organizational learning, it has increased the level of organizational learning and directly and indirectly on organizational performance through knowledge creation and finally, knowledge management mediates the relationship between transformational leadership and organizational performance, comparing the characteristics of transactional leadership and transformational leadership, and it can be determined that transformational leadership has a greater impact on organizational performance than transactional leadership. Lays.

The purpose of this study is to examine the impact of knowledge management on organizational performance, with the mediating role of research and development in one of the companies operating in the oil industry. To achieve this goal, the theoretical framework of the study was first developed through a review of the literature and previous research. Based on this framework, the conceptual model of the study was proposed, and research hypotheses were formulated. The statistical population consists of managers and experts from one of the companies active in the oil industry, totaling 186 individuals, from which a sample of 125 participants was selected. A questionnaire, with items extracted from reliable sources and whose validity and reliability were confirmed, was distributed among the selected participants. Given the non-normal distribution of data and the structure of the research model, the partial least squares (PLS) method and the Smart PLS2 software were used for statistical analysis. The results showed that the impact of knowledge management on organizational performance is 0.578, the impact of knowledge management on research and development is 0.551, and the impact of research and development on organizational performance is 0.632. Finally, recommendations were provided to improve organizational performance based on knowledge management and research and development.

The employees of any organization are considered as its most valuable asset and their performance has a great impact on moving towards the goals and fulfilling the mission of the organization. In this regard, human resources management plays a very important role in this field with tasks such as attracting, maintaining, nurturing and promoting capable human forces. The aim of the current research was the effect of human resource management activities on organizational performance with the mediating role of organizational culture, organizational commitment and employee retention in free universities of Fars province. The research method was applied in terms of purpose and questionnaire in terms of data collection. The statistical population of the research included all managers of Azad universities in Fars province, who were selected as the sample size using Morgan's table and stratified random sampling method with proportional allocation of 100 people. Convergent validity, Cronbach's alpha coefficient, and composite reliability methods were used to determine the validity and reliability of the mentioned questionnaire, respectively, and the validity and reliability were confirmed based on this. The results of the structural equation test showed that, from the point of view of managers, the two variables of organizational culture and organizational commitment have a significant mediating effect on the effect between human resource management and organizational performance, but employee retention does not have a mediating effect on the said relationship.

Societies and organizations seek to gain sustainable competitive advantage. In this regard, knowledge management is an important factor in innovative activities to maximize the desired performance of the organization . A major part of these resources is their human resources . SMEs must respond to this challenge because conventional marketing strategies are no longer suitable in an age where consumers are more sophisticated than before .In recent years, environmental disturbances have caused knowledge management to emerge as a value creation factor for the customer and a key capacity for management. Therefore, if companies want to gain an advantage, they must have enough information about creating knowledge, sharing knowledge, and applying knowledge in the organization . The present age is the age of competition for survival, and organizations must continuously adapt themselves to new needs of customers. The development of new services is also essential for survival in this turbulent environment. For this purpose, it is necessary to pay attention to the opinions of customers and use the received feedback in the service development processes. For this purpose, in this research, the impact of customer knowledge management on the performance of the organization has been investigated from the perspective of customers and managers. Customers are one of the most important stakeholders in any company. There is no doubt that proper communication and cooperation with them can help increase customer satisfaction and success. Many companies are trying to align their processes and products in order to create stronger customer relationships. It considers customer knowledge as a combination of experience, value, information and expert insight captured during exchanges between the organization and the customer. This knowledge is created in a two-way flow that creates value for both parties (the organization and the customer) and is considered the main source in improving the value of the customer.

In this research, apart from measuring customer knowledge management and organizational performance at one level, measuring the relationship between social media and organizational performance at a multi-level structural position has been investigated. The current research is applied in terms of purpose and descriptive-survey research in terms of method. The statistical population of the research includes 169 IT supervisors and managers and 217 customers. Data analysis was done by structural equation modeling with partial least squares method and SmartPLS software. Based on results, technological, human and organizational factors have a positive effect on increasing organizational performance. The research innovation in the implementation of this analysis is multi-level. Multilevel data have been analyzed with the help of Hierarchical Linear Analysis software.

After processing the data by statistical tools and software, the following results were obtained, which can represent the results of the research hypotheses test:First hypothesis: human factors have a positive effect on customer knowledge management in order to increase software quality. According to the obtained results, it was observed that human factors have a positive effect on customer knowledge management in order to increase product quality, and the first hypothesis is confirmed in the company model. According to the measurement criteria in the research, for the development of software quality in the company, it is necessary to expand and use the ability to share and apply customer experiences. The skills and ability of employees to apply customer knowledge should be improved. Organizational factors have also a positive effect on customer knowledge management in order to increase product quality. It can be concluded that in order to develop software quality, it is necessary to meet customers to discuss their needs during the software development process. In the course of software development activities, customers' participation should be used. It is necessary to encourage the attraction and management of customer knowledge in the company environment. Organizational factors do not have a significant effect on customer knowledge management in order to increase product quality, and the second hypothesis is rejected in the customer model. In today's changing and competitive business market product quality is considered as the primary factor of success. If an organization can provide a quality product, it can definitely provide a set of excellent operations and services to the customer. Therefore, product quality will be the factor of customer loyalty. In this regard, software quality is a vital indicator that Managers and IT specialists should have a consensus about its development

The output of HLM 7 software showed the multilevel relationships of the research variables. Social media at the extra-organizational level has a positive effect on the regression coefficient, the relationship between customer knowledge management and performance . In other words, the greater the investment on social media at the second (extra-organizational) level, the more intense its effect is at the lower level and organizational performance can be increased.

 Organizational performance is an essential concept in organizations and one of the critical aspects of organizational activities. Thus, evaluating it, and at a higher level, managing it, is one of the most important issues in organizational and management studies that every organization needs. Achieving strategic objectives depends on the proper implementation of performance evaluation systems and effective management of organizational performance across various dimensions. Additionally, performance evaluation is one of the most significant scientific topics emphasized in Islamic and Quranic teachings, both at the individual and organizational levels. However, the proper and accurate implementation of this critical task in organizations requires clarifying two fundamental issues: the dimensions of performance and the criteria for performance and its evaluation. Without elucidating these two aspects, effective evaluation cannot be achieved. Furthermore, these two topics are not only ambiguous and controversial in theoretical literature but also lack sufficient investigation from the perspective of Islamic teachings. Few studies have illuminated this subject from this perspective. Therefore, understanding what constitutes organizational performance, its dimensions, and the criteria for accurate performance and evaluation is significant. The primary aim of this research was to clarify these two topics from the perspective of Islamic teachings. Consequently, the main research problem focused on the essence of performance dimensions, the criteria for organizational performance, and its evaluation from the viewpoint of Islamic principles.

 This research was conducted using a combined ījtīhād-analytical method. After formulating the primary and secondary research questions, the theoretical foundations of the subject were examined. Considering that, according to Islamic scholars, the most accepted and recognized research method in religious sources for deriving divine rulings is the " ījtīhādī method," this approach was utilized and extended to be applicable in the fields of humanities and management studies. By reviewing the research sources, religious evidence relevant to the subject was identified. Finally, for categorizing and analyzing data concepts, extracting themes from the concepts, and ultimately developing a theory, the "thematic analysis" method was employed. The analysis of concepts and themes in this research was carried out in five steps. In the final stage, the research report was compiled, and a network of themes was developed and designed.

 The research, through identifying three categories of themes—descriptive (246 themes), interpretative (74 themes), and relational (5 themes)—indicated that organizational performance from the perspective of Islamic teachings encompasses four dimensions: intention, inputs, activities or processes, and outcomes. Each of these four dimensions is evaluated within the organizational performance management process, and understanding these dimensions is crucial for accurate and proper performance evaluation. The findings also revealed that the criteria for organizational performance include: Islam, truth, justice, public satisfaction, piety, righteous deeds, divine intention, goal attainment, and the ideal human being. Adherence to these criteria plays a fundamental role in ensuring the accuracy of organizational performance and the proper execution of activities from this perspective. Additionally, the research findings highlight that the criteria for evaluating organizational performance are the same nine aforementioned criteria. Observing these criteria during performance evaluation is indispensable for ensuring the validity of the evaluation results from the perspective of the Islamic evaluation system.

 This study aimed to examine the dimensions and criteria of organizational performance, as well as the criteria for evaluating organizational performance, from the perspective of Islamic teachings. The research concluded that the dimensions of organizational performance from the perspective of Islamic teachings differ from those in conventional management views. From the perspective of Islamic teachings, performance consists of four dimensions: inputs, processes, outputs, and intention, all of which are evaluated in the organizational performance management process. This contrasts with the conventional management perspective, which typically recognizes two or, at most, three dimensions of performance and does not consider intention as a conceptual dimension of performance. However, in Islam, intention is regarded as the most significant conceptual dimension of organizational performance. Furthermore, the research findings showed that the criteria for organizational performance from the perspective of Islamic teachings differ from those of conventional management views. From an Islamic perspective, performance is evaluated based on nine criteria: Islam, truth, justice, public satisfaction, piety, righteous deeds, goal attainment, divine intention, and the ideal human being. The correctness and validity of organizational performance, from the viewpoint of Islamic teachings, depend on adherence to these criteria during organizational activities. In contrast, many of these criteria are not emphasized as performance standards in conventional management. Additionally, the study revealed no difference between the criteria for organizational performance and those for evaluating organizational performance. That is, the same nine criteria identified as the standards for organizational performance in Islamic teachings also serve as the criteria for evaluating organizational performance. This implies that organizational performance evaluation is valid from this perspective only when conducted based on these nine criteria, unlike the conventional management view, which does not adhere to many of these standards in evaluating organizational performance.

The main purpose of this study is not to determine the effect of cyberspace on the organizational performance of Payvar employees in the Air Force Headquarters of the Islamic Republic of Iran. The methods of collecting information were field and library; Data collection tools include documents, interviews and questionnaires, and the collected data was analyzed using qualitative method. The results show that: In response to the first sub-hypothesis, "it seems that the positive impact of cyberspace on the organizational performance of Payvar employees includes; "Developing knowledge management, increasing communication and speed of information exchange, improving training and reducing costs. . In response to the second sub-hypothesis, "it seems that the negative impact of cyberspace on the organizational performance of Payvar employees includes; "It is a weakening of the service motivation, a weakening of the organizational culture and weakening the implementation of regulations

The goal of all organizations is to increase the efficiency of their employees, and one of the most important factors involved in this issue is the correct performance of an activity that is assigned to one person. Any organization that can achieve this goal will be more successful. Was. The absence of conflict in the family environment and also the absence of this conflict in the work environment can help in reaching a higher level of efficiency, the negative consequences of the family-work conflict can cause irreparable damages to the employees and their families. The main goal of this research is to investigate the relationship between work and life balance on the organizational performance of police officers so that it can provide appropriate solutions to strengthen adjustment and change.

The research method is a descriptive-survey type and its tool is a standard questionnaire. Using Cochran's table, 367 people were selected from all the employees of Payor of Faraja Police Command located in Tehran and randomly distributed among them. The validity of the research is based on face validity, emphasizing the views of experts and university professors, as well as the analysis and evaluation of theoretical foundations, and its reliability has been confirmed by Cronbach's alpha.

The findings of this research show that the KMO test value is 756 and Bartlett test value is 802.478 and the significance level is 0.000. This means that the ten variables correctly measure the relationship between work and life balance on the organizational performance of police employees. According to the varimax value, it can be said that three variables explain 78% of the effect of the work-life balance relationship on the organizational performance of police employees.

In the current research, the main purpose of this research is to determine the mediating role of knowledge management in the relationship between transformational leadership and performance with 13 hypotheses.

In terms of practical purpose, in terms of nature and method, the present research is a descriptive-survey type of research and a correlational research type, and the statistical population of this research is the managers of the second level of the police headquarters of West Azarbaijan province, and in order to measure the quality of the conceptual model of the research. and the test of research hypotheses, questionnaires; transformational leadership with 20 questions, (multifactorial leadership (M LQ)), knowledge management with 19 questions, organizational learning with 16 questions, job satisfaction consisting of 13 questions, organizational performance and knowledge creation process including 8 The question was distributed.

All 13 research hypotheses based on Smart PLS modeling of structural equations and the partial least squares approach of the software, have been confirmed that the validity of the variables with convergent validity (Fresnel and Larker test) and divergent validity (with cross-sectional load and Fornel tests) - Larker) and the reliability of the variables (with factor loading coefficients, Cronbach's alpha coefficient and combined reliability) were also checked and confirmed.

transformational leadership on organizational organizational performance, transformational leadership on knowledge management, transformational leadership on knowledge creation process, transformational leadership on organizational learning, transformational leadership on job satisfaction, knowledge management on organizational performance, knowledge creation process on organizational performance , organizational learning has a positive and significant effect on organizational performance and job satisfaction on organizational performance, and finally, the mediating role of knowledge management, knowledge creation process, organizational learning and job satisfaction is confirmed at the 99% confidence level, and the relationship between transformational leadership and They mediate organizational performance.

Given the importance of detergents and the role of users as customers, as well as issues related to the damage caused to the environment, sustainability concepts are of paramount importance in this industry.The present study aimed to evaluate the effects of sustainable marketing with the customer equity approach on consumer behavior and organizational performance.

In this study, a mixed approach was applied due to the study’s nature, and the need to identify variables. In the qualitative section, the categories and components of sustainable marketing with customer equity, consumer behavior, and organizational performance were identified via interviews conducted with experts and grounded theory. The categories identified in the qualitative section were entered into the quantitative section as the main variables. In the quantitative section, the effect of sustainable marketing with the customer equity approach on consumer behavior and organizational performance was evaluated using the PVAR model for nine detergent companies between 2010 and 2022 and the variables identified in the qualitative section.

According to the results sustainable marketing with the customer equity approach had an insignificant effect on consumer behavior and organizational performance,only customer equity and the environmental dimension of sustainable marketing effectively affected consumer behavior.

This research examines the impact of supply chain 4.0 and advanced financing strategies on organizational performance in the export sector of the food industry. We focus on the pivotal role of supply chain risk, which acts as an intermediary. The fast-paced and complex nature of the current business landscape presents organizations with multiple supply chain management challenges. Studying 133 dynamic supply chains, we used SMARTPLS3 software to analyze the data. Key findings show the significant impact of modern financial practices and supply chain 4.0 technologies on supply chain risks. This study confirms that supply chain 4.0 enhances organizational performance, but this improvement significantly depends on its interaction with supply chain risks. This emphasizes the importance of risk management in exploiting the full potential of the technologies used in the supply chain. Furthermore, while supply chain risk directly affects organizational performance, its role as a mediator between supply chain financing and performance is not as influential. This insight shifts the focus to stand-alone risk management strategies rather than seeing them simply as intermediaries. Our findings provide valuable guidance for the food export industry and highlight the need to integrate advanced technologies and financial strategies, with a strong emphasis on risk management. This study not only enriches the understanding of Supply Chain 4.0 but also serves as a strategic plan for supply chain professionals in the food industry and improves organizational performance.

The present article is designed with the aim of designing a model for improving organizational performance based on innovative strategy, capacities and human capital in the port and maritime organization of the country. This study is a cross-sectional survey research in terms of its practical-developmental purpose, in terms of the method and time frame of data collection. In line with this goal, an exploratory mixed research design was used. The community of participants in the quality section is made up of the senior managers of the Ports and Maritime Organization of the country. Sampling was done with a purposeful method and theoretical saturation was achieved with 12 interviews. The statistical community in the qualitative section is made up of managers and experts of the mentioned organization. The sample size was estimated to be 360 people using Cochran's formula. The data collection tools were semi-structured interview, ISM questionnaire and researcher-made questionnaire, which were validated by construct validity, convergent validity and divergent validity methods. Using Cronbach's alpha and composite reliability, the reliability of the questionnaire was also evaluated. In order to identify the dimensions and design components of the organizational performance improvement model based on innovative strategy, capacities and human capital, qualitative thematic analysis method was used, element relationships were determined using structural-interpretive modeling method, and partial least squares method was used for validation. The findings showed that hardware and software capacities have an effect on knowledge capital, expertise capital and skill capital. The aforementioned funds also affect surveillance and lead to service innovation and process innovation. The mentioned components lead to organizational innovation and organizational innovation also affects task performance, human performance, innovative performance and quality performance. Finally, the mentioned components lead to the improvement of organizational performance.

The food industry is one of the most significant industries in the world, and it has a unique role in the global economy. This study examines the impact of customer orientation and product quality management on an organization's performance, considering the significance of customer satisfaction as a mediator. In terms of its intended use, the present research is deemed appropriate. This study's subject is correlational, descriptive, and based on the structural equation model. The statistical population of this study consists of all consumers of Razavi food industry products who are now considered consumers of this brand or who have previously used these products. This study's data-gathering instrument was a standardized questionnaire derived from the relevant literature. In this study, the normality of the data was determined using the Kolmogorov-Smirnov test in SPSS, and it was afterward analyzed using the second-generation techniques in Smart PLS. The results indicate that customer orientation accounts for 30% and 49% of changes in customer satisfaction and organizational performance variables, respectively; Product quality management accounts for 25% and 18% of changes in customer satisfaction and organizational performance variables, respectively; and customer satisfaction accounts for 21% of changes in organizational performance variables.

Rapid changes in technologies and the introduction of innovative products and services have pushed organizations and businesses to deliver their offerings to customers in the best possible way, as quickly as possible, and with the highest quality. Therefore, organizational agility and its components play a crucial role in organizational performance. This research aims to examine the impact of organizational agility components on organizational performance. A standard questionnaire was used for data collection, with the sample consisting of middle and senior managers from Bahar Niko Group. Regression tests and t-statistics were employed to test the hypotheses. The findings revealed that not only does organizational agility affect organizational performance, but all its components including sustainable strategy, adaptive plans, leadership, shared identity, and value-creating capabilities also significantly influence organizational performance.

This research comprehensively examines the role of distributed leadership in educational management and its impact on the performance of educational organizations. Given the increasing complexities in contemporary educational environments and rapid changes in technology and learner needs, traditional management approaches no longer adequately address today's requirements. Distributed leadership, as an innovative and transformative approach, emphasizes broad stakeholder participation and intelligent distribution of responsibilities throughout the organization. This study employs a systematic literature review methodology and qualitative content analysis to examine 50 credible articles published in international scientific journals between 2015 and 2023. The research findings indicate that distributed leadership can lead to significant improvements in organizational performance, increased employee job satisfaction, enhanced educational innovation, and improved quality of educational services. However, successful implementation of this approach faces challenges such as resistance to change, the need for organizational culture transformation, and the necessity of developing leadership skills at various levels, all requiring special attention. This paper provides a comprehensive and practical conceptual framework for successful implementation of distributed leadership in educational organizations, offering practical solutions to overcome these challenges and assisting managers and policymakers in this field.

Economic growth and development are one of the goals that societies pursue due to the achievement of short-term and long-term benefits. This research tries to examine the role of the Federation of Public Sports in the development of the sports economy by emphasizing the presence of expert human resources. The sports industry has clearly created an endless view of the achievements of microeconomics, which gives students and researchers the opportunity to study this field, sports economics is introduced as the core of theories and aspects of economics, and they use in international sports. Sports is one of the effective tools for directing social forces to achieve sustainable development, especially in societies with high population growth, which not only incurs the lowest cost compared to other management costs of the system, but also has the ability to create more added value. In this context, it is always necessary to present a strategic and clear paradigm, then it is possible to solve economic problems and bottlenecks through it. Achieved in a correct and principled way, strategic management and human resource management are always recognized as a strong tool to solve all problems in advanced societies. The importance and necessity of researching the role of the Federation of General Sports in the development of the sports economy with an emphasis on expert human resources originates from the fact that the Federation of General Sports has an important role in popularizing and institutionalizing sports in society, to face the challenges of the economy in the society needs this kind of research. By examining countries such as Japan and Germany that lost their economic resources during the Second World War, it can be seen that apart from physical factors, there is an important factor that makes them powerful today, and that is expert human resources. On the other hand, economic growth is one of the most basic components of macroeconomics, and its achievement is one of the most important goals of governments. In today's world, sports are considered as one of the sources of economic growth and development in advanced countries, which directly and indirectly affects economic growth and development in the short and long term.

The research method based on data search is of mixed type. In the first part, using the grounded theory of Strauss and Corbin, in-depth interviews of experts have been conducted. The middle part has been done with a future study (Delphi technique) through a Likert scale questionnaire by a panel of experts consisting of 10 experts, and in the quantitative part, the ranking of the indicators has been done with Friedman's descriptive-inferential test.

The interviews have been coded in the qualitative section, which includes 12 selective codes, 24 central codes, and 48 open codes from 5 categories (causal conditions, contextual factors, intervening factors, effective strategies, and resulting outcomes), the middle part through the technique Delphi has been used and in order to coordinate the identified indicators, Kendall's coefficient test has been used in SPSS 22 software, and after identifying 5 indicators, in the quantitative part of the research, the indicators have been ranked with Friedman's test, and the managerial role factor, has been assigned the first rank.

A society that gives importance to sports has less deviations and social harms; deviations lead the society towards dissolution. It is obvious that public sports are directly related to people's health and vitality. The Federation of Public Sports of the Islamic Republic of Iran was formed with the aim of creating suitable facilities and platform for creating vitality and vitality among people and raising the level of general skills based on the federations' statutes. The progress of any organization requires expert and compassionate human resources who are more connected with their work so that the organizational performance increases. It is suggested that sports federations, especially general sports federations, by prioritizing their expert human resources and holding regular knowledge-enhancing courses in the field of effective communication, sports and economy, improve their performance in the field of sports economy development.

This study aims to explore and analyze managers' perspectives on organizational democracy. A narrative review with a descriptive analysis approach was conducted. Relevant literature was systematically collected from reputable academic databases, including Google Scholar, Scopus, PubMed, as well as Persian databases like Civilica, Noormags, Magiran, and SID. The review focused on studies published in the last decade (2014-2024) that directly address managers' perspectives on organizational democracy. The selected literature was analyzed to extract and synthesize key themes related to the study's objectives. The review identified four key themes: 1) Managers' understanding of organizational democracy varies significantly, influenced by cultural and organizational contexts. 2) Managers' attitudes toward implementing organizational democracy range from supportive, viewing it as a tool for enhancing performance and employee satisfaction, to skeptical, concerned about potential inefficiencies. 3) The perceived impact of organizational democracy on performance is mixed, with some managers recognizing its benefits in increasing innovation and reducing conflicts, while others highlight challenges like decision-making delays. 4) Resistance to and barriers against adopting organizational democracy were noted, particularly due to concerns over losing control and structural complexities in larger organizations. The study concludes that managers' perspectives on organizational democracy are deeply influenced by organizational culture, previous experiences, and perceived operational efficiency. For successful implementation, it is crucial to address these concerns through targeted training, supportive infrastructure, and adaptive management strategies that align with specific organizational contexts. Further research is recommended to explore the long-term effects of organizational democracy and to develop new theoretical models that better explain the role of managers in this process. 

The purpose of this study was to identify the impact of remediation policies on organizational performance with emphasis on the mediating role of staff competency and toxic partner at Mellat Bank in Isfahan. Avery. The target population of this research is the esteemed personnel of the branches of Mellat Bank of Isfahan province, which are divided into three groups: Chief, Deputy and Employee. A total of 168 questionnaires were collected from the selected 200 population. The software used in this study was PLS. According to the findings of this study, remittance policies have a direct and significant impact on organizational performance in Bank Mellat in Isfahan province. In addition, the competence of staff and toxic associates in mediating the effect of remediation policies on organizational performance in Mellat Bank of Isfahan has a significant and significant mediating effect. Therefore, according to the theories presented by the researchers of recent decades, it is clearly clear that the results of the current research do not have any contradictions with the past theories and the results of the current research can be used as a complement to the previous projects.

The emergence of a new economy based on knowledge and information has increased researchers' interest in intellectual capital. This field, which has attracted the attention of many researchers, uses intellectual capital to determine the organisation's value. In the knowledge economy, unlike the industrial economy, knowledge or intellectual capital plays a significant role in generating wealth compared to other assets, gaining a competitive advantage, and advancing organizational goals. Knowledge management is the most valuable and strategic resource for organizations, and organizational performance is one of the critical steps in achieving success and excellence. The present study was conducted to investigate the impact of intellectual capital on organizational performance and knowledge management operations in the governorate of Hamedan city.

This research is practical in terms of purpose. The research method was descriptive of the correlation type, and the study's statistical population included all the employees of the Hamedan city governorate in 2022-2023, which consists of 65 people. In this research, using Morgan's table and considering the limited number of the statistical population, the number of research samples was selected as 56 people, and the sampling method is a simple random method. Also, the reliability of the questionnaires is confirmed using Cronbach's alpha coefficient and composite reliability. The path analysis method was used to analyze the research data using SPSS 26 and SmartPLS 4 software.

The final results of the hypotheses test showed that intellectual capital does not significantly affect the organizational performance of Hamedan governorate employees; Intellectual capital has a significant effect on knowledge management operations of Hamedan governorate employees. The operation of knowledge management significantly affects the organizational performance of Hamadan governorate employees.

Originality/Value: 

In the studied organization, intellectual capital did not significantly affect the performance of Hamadan governorate employees, but it did affect the organizational performance of employees through knowledge management operations. Therefore, it is necessary to plan to improve the status of knowledge management operations (knowledge sharing, knowledge creation and acquisition) in the Hamedan governorate.