organizations

The objective of this study is to validation of the model of improving symbolic capital in managers.

This research employs a quantitative approach using survey instruments and statistical analyses to collect data and test the hypotheses. Data were gathered from managers and leaders of various organizations across different industries, and statistical techniques such as Structural Equation Modeling (SEM) were used to assess the relationships between variables and test the research hypotheses.

The results revealed that symbolic capital acts as a significant source of power and legitimacy within organizations, influencing strategic decisions and resource acquisition. Furthermore, the conversion of cultural, social, and economic capitals into symbolic capital plays a crucial role in creating competitive positions and expanding the influence of managers and organizations. These findings align with previous studies, which emphasize that symbolic capital can serve as a tool for gaining legitimacy and power in various markets.

Symbolic capital plays a fundamental role in individual and collective success within organizations, and managers should actively leverage this form of capital to strengthen their public image and legitimacy. This study highlights the importance of converting social and cultural capitals into symbolic capital for strategic decision-making and marketing.

Digital transformation involves the comprehensive integration of digital technologies into all facets of an organization's operations, fundamentally altering the manner in which the organization functions and delivers value to its stakeholders. This research seeks to identify critical factors in order to develop a generalized model for the successful implementation of digital transformation across various organizational contexts.

This study adopts an interpretive and inductive approach and is practical in its objectives. It is conducted as qualitative research, designed as a single-section time study, and is categorized as part of broader field research. The participants of this research are professors and specialists in the fields of digital transformation and management, carefully selected through purposeful sampling to ensure they meet specific criteria that qualify them to provide insightful information. Data collection was primarily conducted through semi-structured interviews with 15 individuals until theoretical saturation was achieved. To further enrich the data, text studies and thematic analysis methods were employed for categorizing and coding the collected data.
 

From the final analysis and subsequent report writing, based on extensive coding, a total of 174 basic themes were identified, along with 42 organizing themes. From the analysis of these findings, sub-themes that shared similar comprehensive meanings were merged to form five overarching themes. These results highlighted that leadership and vision, change management, collaboration and partnership, user-centered design, and privacy and data security are the principal factors in the implementation of digital transformation. Furthermore, each of these categories and their subcategories were found to play an integral role in the effective implementation process of digital transformation.

Digital transformation extends beyond the mere adoption of emerging technologies such as artificial intelligence and machine learning; it represents a paradigm shift in how traditional management and operational practices are conducted across various functions, including product development, engineering, marketing, sales, and service delivery. It necessitates an all-encompassing involvement across the entire organization, not limited to the information technology sectors. As such, presenting a comprehensive model based on the findings of this research is crucial. This model should address various organizational aspects for effective implementation. Key factors identified include leadership and vision, which are essential for creating an enabling environment for digital transformation; change management, which is necessary for coordinating and instituting changes within the organization; collaboration and partnership, which are critical for fostering integration and connectivity between departments; user-centered design, which is vital for engaging employees and customers; and maintaining robust privacy and data security measures, which are indispensable for establishing trust in digital interfaces. In summary, while digital transformation is inherently complex and difficult to grasp, its successful implementation is essential and can bring about substantial benefits to organizations in today's digital-driven environment and should be treated as a necessity.

The success of any organization depends on the decisions taken and actions taken by the manager of that complex. This matter has a special place in military and law enforcement organizations; therefore, this research was conducted with the aim of knowing the role of police commanders in making other organizations responsible in crime prevention.

The current research is applied in terms of purpose which is conducted via a qualitative method within a thematic analysis. The participants of the realization were the experts (Commanders and police deputies of Urmia city as well as the chiefs of the specialized police) who were interviewed using the purposeful sampling method based on criteria and until the theoretical saturation was reached. The data collection tool was a semi-structured interview, and the reliability method between two coders and Cohen's kappa coefficient was used to calculate the reliability. Data analysis was done using Max QDA software.

In the process of data analysis, there are three overarching themes including the demanding role, the interactive role, and the collaborative role of police commanders in making other organizations responsible, with thirteen organizing themes including "interacting with responsible organizations in crime prevention, encouraging organizations to create a care process with tools and equipment, providing environmental and physical facilities, communicating with people and education, demanding specialization, requiring action and not sloganeering, improving the quality of responsibility, establishing crime prevention programs in organizations, promoting educational-research activities, participating in preventing Organizational anomie of empowerment and strengthening of social capital" and 45 basic themes were obtained.

The results of the research showed that police commanders can play a significant role in crime prevention through participation and interaction with the officials of other organizations as well as demanding from them.

Four decades after the Islamic Revolution in Iran and stabilization of the system and remarkable achievements in different fields, the dominant management thoughts are far from Islamic expectations. This study is to promote and internalize the standard management of Islamic Revolution based on the vision and thoughts of the Supreme Leader in the organizations and contribute to achieving the goals and aspirations of the Islamic Republic of Iran. The research method is qualitative, based on the grounded theory approach, and inductive. In terms of purpose, the research is of explanatory type and the data collection is theoretical sampling extracted from the Leader’s statements and guidelines from its outset till 2019. Defining concepts and appropriate issues from them and interviewing experts were all considered during the construction and revision of the model. The obtained 19 categories and 141 concepts are categorized into causal, contextual, intervening conditions and eventual strategies and consequences. Considering the status of the Islamic and revolutionary values, the revolutionary management pattern is presented on the basis of the values and progress of its consequences. Commitment to the Supreme Leader’s commands and gaining inspiration from his statements could be a good model for growth and perfection in the decade of progress and justice.

Identifying future trends has remained a serious concern for most businesses, organizations, and so on. These trends have left great effects on our organizations; as a result, recognition, analysis and study of these trends will be quite effective in the success of the organization. Organizational intelligence is one of the tools that affect trends in the organization. Organizational intelligence is employed in the collection, storage, and interpretation of the data from internal and external sources. Intelligence in organizations involves collection and distribution of information for facilitating the achievement of organizational goals. The significance of this device for a large organization and the importance of recognizing the trends which affect the development of organizational intelligence compose the subject of this research. This study follows descriptive survey method for collecting data, and makes use of library method and interviews with experts, as well as the Likert scale questionnaire to confirm the trends. This study identified 26 megatrends affecting the development of organizational intelligence. These megatrends were used to give suggestions for the relevant organization.

Human resource management in project-oriented organizations is a new issue that has a pivotal role in organizational processes due to the impact on how human resources are absorbed and used. Changing the business environment in today's world persuades organizations to implement their strategies and structures in a way that meets the needs of their customers so that they can deal with these changes and take steps toward organizational agility. Therefore, agility is one of the important concerns of organizations and it is necessary to identify the factors affecting employee agility. Therefore, thirteen factors that were more in line with the statistical population and were more considered by managers and experts were selected. For this purpose, two approaches of interpretive structural modeling and interpretive ranking process have been used to identify and rank key barriers to access to human resource mobility in project-based organizations. The results of the structural modeling approach show that the four factors of encouragement and support for management, participation, empathy and sense of need are the infrastructure for achieving human resource agility. Then, using the method of interpretive ranking process, the ranking of each factor is determined. Also, a comparison was made between the two methods of interpretive structural modeling and the process of interpretive ranking and the advantages and disadvantages of each were discussed.

Communication in crisis is part of the public relations whose emergence is directly related to the news media communication method. On the other hand, these days, social media in cyberspace arenas is facing the demonstration and extensive and active participation of the audience immediately after the incidence of organizational crisis. Hence, this study aims at identifying the present state of digital public relations in Sepah (IRGC). The research questions cover various dimensions of digital public relations in Sepah. This is a descriptive research which uses questionnaire for data collection. The statistical population includes all cyberspace and public relation elites and experts of the Sepah, sixty of whom were selected as the sample through purposeful sampling method. The results revealed that in six areas, including importance and status of public relations in cyberspace (average: 3.08), planning to encounter threats in cyberspace (average: 2.07), knowing the audience (average: 2.74), understanding threats (average: 3.08), organizing and implementing (average: 2.92) and the feedback of measures in cyberspace (average: 2.91), the general position of public relations of the organization in cyberspace was not evaluated as appropriate. Thus, this situation indicates that the proper significance has not been given to public relations in cyberspace, neither in terms of structure and finance, nor manpower. As demeaning of the position of revolutionary organizations in cyberspace is considered by the enemy media as a serious tactic and plans, the commanders and managers of Sepah are required to put this issue on their agenda. To end, it is suggested that, the managers of this organization design a structure for the required budget, attract specialized human resources and acquire local and attractive technologies relating to this field.

The formation of moral organizations entails identification of the components on the basis of which behavioral dos and don'ts can be identified. Moral components make sense on the basis of the worldview of individuals. The most profound definition of morality can be found in the Islamic worldview. Hence, the components of moral organization were identified on the basis of Islamic viewpoint.  The verses of the Holy Qur’an and the content of Nahj al-balaghah were studied through thematic analysis resulting in 68 basic themes, 16 organizing themes and two integrative themes. The integrative theme of organizational factors included organizing themes, meritocracy, teaching ethical principles, participatory decision making, proper use of organizational resources, moderation, organizational justice, predictability, creating a system of reward and punishment on the basis of performance, and creating supervisory units. Human components included organize themes of citizenship organizational behavior, avoidance of authoritarian behavior, moral performance, respect for individuals, respect for privacy, keeping self-esteem, and non-abuse of official position.

The present study tried to design and develop a curriculum pattern based on service learning approach for university courses. The qualitative research is used to answer the essential questions. The first research question which regards the specification of the principles of service learning approach is addressed utilizing documentary-inductive research method. Then, the essential elements of service learning curriculum such as purposes, content, teaching-learning approaches, and assessment were determined using semi-structured interviews and the analysis of obtained data. Finally, using the theoretical research method, the proposed curriculum pattern based on service learning approach was developed to train students who are responsible and effective in the workplace and the society.

The characteristics of today's academic environment are basically different from those of the past. These days, universities are confronted with new phenomena such as technological developments, competitions, increasing expectations of the society and the students, financial constraints, and the growing steep of changes. These situational events, not similar to previous features, have emerged in higher education and require different types of expertise in the new environment and economy. Universities can no longer make students ready for new environmental situations with timeworn structures and strategies. They have to move towards employing modern organizational components. This research is intended to investigate the compatibility of Al-Mustafa University of Qom with the components of learning, agile and quantum organizations. This is a descriptive-survey research whose statistical population consists of all the 300 employees of the central office of the university among whom 168 people were selected by Cochran's formula through stratified random sampling. Three questionnaires of learning organizations, agile organizations and quantum organizations were employed for data collection. Content and construct validity were used to test the validity of the questionnaires. The reliability coefficients of the questionnaires were estimated by the Cronbach's alpha coefficient as 0.94 for learning organizations, 0.88 for agile organization, and 0.78 for quantum organization. Data analysis was performed at two levels of descriptive statistics (frequency, percentage and mean), and inferential statistics (correlation coefficient, t-test and structural equation modeling) by SPSS and LISREL software. The results revealed that the mean of all dimensions of learning organization, except from the components of individual skills, were above average. The mean of all quantum organization components was below the average, and it was above the average for agile organization. Furthermore, there was a positive and significant correlation between learning organization and agile organization (0.66), a positive, and a significant correlation between learning organization and quantum organization (0.22), and a positive and non-significant correlation between agile organization and quantum organization (0.11).

The innovation of state sector and their attitude towards corporatization and decentralization because of lack of flexibility in traditional structures has made a movement that the role of staff and the need for their empowerment have been approved as the center of gravity of any attempt to reduce the size of the organization and improving the service to the people. The purpose of this research is study the relationship between innovative organizational climate and its components with psychological empowerment among the government organizations staff in counties Roudsar and Amlash. 168 individuals from the government organizations staff of counties Roudsar and Amlash in the 2015 year were selected based on random sampling method and completed the siegel and kymer innovative organizational climate questionnaire and scale of psychological empowerment Spritzer. The data were analyzed using mean, standard deviation, correlation and Regression analysis. Results showed that the innovative organizational climate with psychological empowerment have positive and significant correlation. Also at a significance level P<0/001, support of creativity and trust as well as the resource provisioning to innovate with the effectiveness and trust have a significant relationship. And at a significance level P<0/005, there was a significant positive correlation with the resource provisioning of innovation and autonomy.

The purpose of this study was to investigate the effect of organizational climate on organizational silence in Lamerd Islamic Azad University. This research is applied in terms of target type and in terms of data collection method is descriptive-correlation. The statistical population of this research consisted of 84 professors of Islamic Azad University of Lamerd in the academic year 1396/1395. A census method was used to select the sample and each 84 faculty members of the Islamic Azad University of Lamard were selected. The instrument for collecting data in this study was the organizational climate questionnaire based on Halpin and Kraft (1963) and Organizational Silence Questionnaire (KOLA and BORDAS, 2005). The content validity and appearance of the questionnaires were confirmed by the experts and their reliability, which was the result of a two week trial of 30, was estimated using Cronbach's alpha coefficient, which was 0.78 for the organizational climate questionnaire and The organizational silence questionnaire was 0.83. To analyze the data, regression analysis was used at a significant level of 0.05. The results show that by upgrading one unit of organizational climate, 0.990 unit of standard deviation of organizational silence will increase, resulting in a positive relationship. Also, the results showed that the dimensions of organizational climate of the organizational climate of command, limitation, pretending to work, unwillingness and distancing have a significant effect on organizational silence in Lamard Islamic Azad University.

This research is intended to identify factors affecting trust-making among the people in organizations from an Islamic point of view. Having reviewed factors relating to trust-making in organizations from the viewpoints of scholars, the issue was investigated from an Islamic viewpoint. This qualitative research was conducted by document assessment. Content analysis and open coding were employed for data analysis. Research population included related verses of the Holy Quran, and especially the traditions. The results indicated that the following factors significantly affecte trust-making from an Islamic point of view: truthfulness, thoughtfulness, proper competency, useful background, preciseness and transparency, loyalty, graciousness, purposefulness, and consistency. The results also revealed that the identified factors derived from Islamic teachings were basically different from those of management. The differences relate to worldview, anthropology, purposes, value system, and administrative guarantee.

Social capital is one of the most valuable intangible properties in any organization, which can help growth and efficiency in order to achieve more production by facilitating cooperation among individuals, but existence of some organizational anomalies and destructive effects on the structure of the administrative system that will cause bullying staff, prevents any fundamental change in the social field organization, which can cause detection of Staff's bullying, may reduce workers incentives for collective action and delay development of social capital. This research was conducted whit the aim of assessing the mediating role of organization bullying on are organizational anomaly effectiveness over social capital. The type of research is descriptive in the form of correlation and according to its aim is practical. The questionnaire and field research has been used for the collection of research data.The population of this project consists of lines workers of food manufacturers six in guilan. That according to the Cochran formula, 297­­­­ members has been selected among this population by simple classified sampling method.
Examine the hypothesis test Pls-Smart software are used. The results of the research show that the dimensions of organizational anomalies have meaning full inverse impact through detection of bullying behavior on social capital.

The current research seeks to study effective factors on banks’ attitudes towards holding blended learning courses. After developing the e-learning, the new form of learning environments has been formed that organizations are leading to maintain these environments to blend the traditional and e-learning capacities in order to blend techniques and abilities of learning and e-learning. Statistical population included 27 private and public banks in which two public (Meli and Tejarat Banks) and two private banks (Parsian and Pasargad Banks) have been chosen by cluster sampling. Then among staff of four banks, 285 respondents have been chosen. The research tool was a researcher-made questionnaire and its validity was confirmed by ten e- learning scholars and academicians and also its reliability was estimated 0.82 after performing among 55 samples. Factor analysis shows that five following factors explain 40.427 percent of all variations of factors respectively: the structural and organizational factors, the difficulties in producing the e-material, the inability in reaching the qualified e- content, the special advantages of blended learning environments and lack of enough knowledge and skills. In addition, for determining the amount of the fitting of the recognized coefficient AMOS program was used which shows the propriety of the recognized factors for the determined criteria.

Developmental approaches to human resources management clearly discuss the importance and crucial status of human resources in the organization as pivotal assets. These assets would perform more efficiently if appropriate conditions are met for fulfilling their potentials. One of the most effective factors of improving the organization''s personnel performance is the growth of employees'' empowerment. This paper tries to analyze the factors that are effective and influential in employees'' empowerment in South Pars Gas Complex Corporation. The related literature of the research is reviewed before the various effective variables of employees'' empowerment are determined. Later، factorial analysis is used and the variables are grouped in two factors، as follows: 1. making sure the employees'' individual qualifications growth are taken care of، along with the organizational development، and 2. paying due attention to the human resources management and leadership styles. In the end، multivariable regression was used and the findings indicated that both factors were effective in employees'' empowerment.