performance

The development of business intelligence has accounted for the largest share of global business investment in information technology and as a new decision support system based on advanced information technology and techniques has a complex capacity to collect and analyze data and transform them into information or knowledge about opportunities and threats to provide intelligent solutions for company operations. In the current research, the effect of business intelligence on performance investigated with emphasis on the mediating role of innovation and dynamic capabilities in Meli Bank. After reviewing the research literature and designing the conceptual model and research hypotheses, a questionnaire designed and distributed among 234 experts of research and development, marketing and sales units of Meli Bank branches in Lorestan province. Experimentation and data analysis done using partial least squares approach. The results showed that business intelligence has a significant effect on financial performance by mediating the innovation ambidexterity. The mediating role of innovation ambidexterity variable in the relationship between business intelligence variables and financial performance was statistically confirmed based on the result of Sobel test. Also, the examination of the hypothesis that business intelligence has a positive and significant effect on financial performance through the mediation of dynamic capabilities, showed that the mediating role of the variable of dynamic capabilities in the relationship between the variables of business intelligence and financial performance based on the result of the Sobel test (the obtained z value was 2.92 was greater than 1.96) statistically confirmed.

In today's world, insurance is one of the most important economic sectors in society, which, in addition to facilitating international relations, plays a tremendous role in preventing the realization of risk and providing peace of mind for various activities. All companies tend to focus on increasing their operational efficiency and effectiveness and implement various information devices to maximize their performance and goals. Operational audit is also a regular and methodical process of evaluating the economic effectiveness  and efficiency  of the organization's operations and reporting the evaluation results along with practical suggestions to competent persons to improve operations, but despite the legal requirement to implement operational audit according to Article 218 of the 5th National Development Program Law, operational audit is carried out. In practice, it has faced problems in institutions and companies.

The current research is applied in terms of its purpose and in terms of a mixed (qualitative-quantitative) approach, which was first collected by reviewing the literature and then distributed among forty experts in the field of insurance and auditing through a questionnaire. Ranking was done by TOPSIS Fuzzy.

The results show the approval of all dimensions, components and indicators identified with a threshold limit of 0.5.

 It was proved that in the efficiency component, the net indices of issued premiums, the claim collection period and the loss ratio have taken the first to third rankings. Also, in the effectiveness component, the indicators of customers’ satisfaction, the investment profit of the company's portfolio share from the total market portfolio have the first to third rankings, in the economic efficiency component, the indicators of the ratio of operational, administrative and general expenses to operating income, the total price (the total price of the insurance policy) to sales and the loss ratio (the ratio of the damage paid to the insurance premium received during the same period) have occupied the first to third rankings and finally, in the environmental component, the use of electronic technology in the services of the insurance industry is the only identified indicator. Finally, it was determined that in the field of insurance, operational audit indicators at the general level (4 components: efficiency, effectiveness, economic and environmental efficiency), respectively, the indicators of the ratio of operational, administrative and general expenses to operating income, net premiums issued, the use of electronic technology in the services of the insurance industry, and the collection period of claims are ranked first to fourth, respectively.

Performance evaluation is one of the most important factors in human resource management that increases educational efficiency and school effectiveness. Performance evaluation is actually a systematic and regular assessment of individuals' work in relation to how they perform their duties in their assigned jobs and determining their potential for growth and improvement. The aim of the present study was to develop a model for assessing teachers' desired performance based on global experiences.

This study was a qualitative study of meta-analysis and in-depth interviews. The sources of data collection included global experiences of leading countries and the opinions of subject matter experts in evaluation and educational sciences. A criterion-based, purposeful approach and theoretical saturation criteria were used to select subjects. Depending on the type of questions, various analysis methods such as open and axial coding and document analysis were used, and the four criteria of Guba and Lincoln were used to validate the research process.

After thematic extraction and classification, a model for assessing teachers' desired performance was drawn. Also, the dimensions of the relationship between the instructor and the trainee, individual characteristics, professional qualifications, and social interaction were measured to measure performance.

According to the results, redesigning and reviewing the assessment of teacher performance based on global experiences in order to improve their competence is very necessary.

The current research was conducted with the aim of identifying and evaluating the components of the supply chain in order to improve the effectiveness of the organization's performance. In terms of purpose, this research is fundamental-applied and also, in terms of the type of data, it is mixed (qualitative-quantitative) of the exploratory type, which is theoretical coding in the qualitative part and descriptive-survey in the quantitative part. The studied population in the qualitative section includes experts, specialists and knowledgeable people in the field of supply chain, and in the quantitative section it includes all managers and experts of home appliance industries in Tehran. The sample size in the qualitative section was 20 interviewees according to the principle of saturation and the purposeful sampling method, and in the quantitative section, 355 people were selected based on the calculation of the sample size in structural equations and the stepwise cluster random sampling method. The data collection tool is semi-structured interviews in the qualitative part and a 66-item researcher-made questionnaire derived from the theoretical foundations, research background and interviews with experts in the quantitative part. In the qualitative part, in order to calculate the validity according to the experts, and to calculate the reliability of the retest method and intra-subject agreement, in the quantitative part, in order to calculate the validity, content and construct validity were used, and in order to calculate the reliability,

The present study was conducted with the aim of impact of quality of financial reporting on performance with the role of moderator of jahadi management support and mediation of accountability. The research is applied in terms of purpose and descriptive-survey in terms of method. The statistical population of the research included all accountants and managers of Tehran municipal organizations, and sample size was determined using Kline's rule (2005), at least 185 people. The samples were selected by cluster sampling method from among 5 municipal organizations of Tehran. The research data collection tool was a standard questionnaire whose validity was confirmed based on face validity and Cronbach's alpha reliability. Finally, 218 complete questionnaires were collected. The data were analyzed using the structural equation modeling method with the partial least squares approach with SmartPLS software. The results show impact of financial reporting quality and accountability on performance. In the following, it was found that quality of financial reporting has a significant effect on accountability. Also, the results show the impact of financial reporting quality on performance through the mediating role of accountability. However, the moderating role of jahadi management support in relationship between financial reporting quality and performance was not confirmed.

Cultivating elite and capable people, which is referred to as human resource development, is an inevitable necessity that organizations need to survive and progress in today's changing world. This research was conducted with the aim of investigating the amount of behavioral changes (skills and performance) in the doctoral courses of Amin University of Police Sciences in the fields of crime prevention, crime detection and incoming traffic in 2097.

This research is an applied research and in terms of its nature and method, it is descriptive of post-event type. In order to determine the effectiveness of doctoral training courses, the Kirkpatrick model has been used. The statistical population of the research includes a) all incoming doctoral students of Amin University of Law Sciences in 2017, numbering 21 in all three disciplines (crime prevention management, traffic and safety management, and crime detection) in training and graduates; b) All commanders and their immediate officials will be 20 people. According to the size of the statistical population, the full count method was used to determine the number of samples. The data collection tool was the course evaluation form (two-way questionnaire) and the average grades of the students were used. One sample t test was used in this research.

The significant level of the test in all three fields of "Crime Prevention Management", "Crime Detection" and "Traffic Safety Management" from the point of view of managers indicates the average skill level and due to the positive upper and lower confidence limits, the average scores The community is estimated to be more than average. In other words, from the point of view of the commanders and officials, the skills of the students of the Comprehensive University of Police Sciences in the aforementioned three disciplines are estimated to be more than average and at a high level. The average comparison of behavioral skills of students in three fields according to administrators showed that the highest one is related to crime prevention management field and the lowest one is dedicated to crime detection field. In general, the findings showed that the effectiveness in the level of behavioral changes was good to very good.

Jame University should review the detailed program and plan of doctoral courses in some fields and explain the knowledge, insight and behavioral goals of the courses in accordance with the needs of the organization's students accurately and measurably.

 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.

One of the essential principles of individual and social life, which is related to human improvement system, is evaluation. Humans constantly evaluate their own and others' activities. In fact, evaluation is as old as a person's entire life. The process that supervises, monitors and evaluates activities is called performance evaluation (Abdi, 2018).

The current research seeks to identify the indicators of the individual performance evaluation of commanders and managers in order to be able to evaluate the performance of managers by considering various aspects.

the research method used; The method of theme analysis was formed by interviewing experts in the field of theme network evaluation, and basic themes, organizing themes, and overarching themes were extracted, and finalization of performance evaluation indicators was done using an expert panel.

The findings of the research show that the indicators for evaluating the individual performance of commanders and managers have 39 basic themes or indicators, and also have 13 organizing or component themes and 3 inclusive or dimension themes. The dimensions calculated in this research are: General , specialized and specialized. Also, the proposed components are: mission, technical, environmental, individual capability, economic, security, legal, political, social, behavioral, personality, value, progressiveness and organizational advancement and performance evaluation indicators of commanders and managers, which includes 39 indicators that It is presented in table number 4.

The purpose of this study is to measure the impact of organizational intelligence on the performance of NAJA sports managers.The research method is descriptive-survey in terms of nature and applied in terms of purpose. The statistical population of the study consisted of 355 sports managers of the police force of the Islamic Republic of Iran working in the whole country. The sample size was determined using Krejcie and Morgan table of 184 people and was selected by simple random sampling method. For data collection, Albrecht (2003) and Chen et al.'s (2012) organizational intelligence questionnaires were used. The guidelines were validated and their reliability was obtained through Cronbach's alpha coefficient test for organizational intelligence 0.89 and for performance 0.82 which was confirmed. In order to analyze the data, the structural equation technique using Lisrel statistical software and Spss statistical software was used.The results showed that the planned goal, level of foresight, progress, follow-up, correlation, use of information and efficiency of NAJA sports managers with a positive impact of 0.73, 0.70, 0.64, 0.71, 0.78, 0.59 and 0.78 on their performance, respectively. And have meaning.The results of the present study showed that organizational intelligence has a positive and significant effect on the performance of NAJA sports managers.

The purpose of this research is to model the relationship between the moral code derived from Islamic teachings and performance with the mediating variable of employees' perception. The current research is applicable in terms of purpose, and survey type in terms of nature and method. The statistical population of the present study includes the employees of Sistan and Baluchistan province as many as 48011 thousand people. The collection tool in the current research includes the organizational equality perception questionnaire by Astron (2015). The reliability of the research was checked and confirmed using Cronbach's alpha criterion in SPSS software. AMOS software was used to fit the conceptual model of the research. The results of the exploratory analysis confirmed the mediating role of employees' perception in the effect of the moral charter derived from Islamic teachings on organizational performance. The results show that the code of ethics derived from Islamic teachings has a positive and significant effect on organizational performance (β=0.247, p-value<0.05), and the (partial) mediating role of employees' perception on the relationship between moral code derived from Islamic teachings and organizational performance was confirmed.

The most valuable capital of any organization is skilled and experienced human capital, and the success of the organization is directly related to its efficient employees and managers. One of the main tools to ensure the quality and quantity of human resources is to evaluate the performance of human resources. Because performance evaluation is one of the most important duties of human resource managers in governmental organizations and institutions, especially in the police command of the Islamic Republic. In this research, the issue of evaluating people's performance has been investigated from the perspective of the Holy Quran.

This research is applied research in terms of purpose, exploratory in terms of research nature, and qualitative in terms of method. In order to achieve the mentioned goal, the book of the Holy Quran as the main source was studied using the method of thematic research in the Holy Quran, and thematic analysis method was used to analyze the expressions and propositions obtained.

In total, by searching, studying and analyzing 1314 noble verses, 548 basic themes were extracted and by classifying and categorizing them, organized themes and finally comprehensive themes were extracted.

The main performance evaluation criteria obtained in this research are belief criteria, moral criteria, personality criteria and performance criteria.

Researchers have been pursuing for a long time to understand how supply chain risks affect the financial performance of companies, yet, they cannot claim this in their theoretical and empirical studies The purpose of the present study is to examine the relationship between supply chain risks and the financial performance of the company. Using survey data and financial statements, we investigate how supply chain risks affect the firm financial performance from the perspective of marginal financial performance(MFP). The findings regarding the importance of industry-specific risk, organizational risk, internal business process risk, and demand risk are consistent with previous studies. We found that demand risk has a final marginal financial performance (MFP) of -0.20, which is the highest negative impact among risk variables. The findings also show that industry-specific risk has a final marginal financial performance (MFP) of -0.16. Although there is no direct impact on financial performance, it is a second negative impact. We also do not assume that the reported estimates of marginal financial performance apply to all businesses in other countries. However, future research can expand our findings. This study combines survey and property data to analyze how supply chain risks affect firm's financial performance. In particular, it provides a method to estimate quantitative causal relationships between supply chain risk and firm financial performance, which has received less attention in supply chain management research.

Despite the significant role of exports in the development of the country's economy and the increasing penetration of digital technologies in businesses, there are still many obstacles and challenges to the use of digital technologies, such as management challenges, lack of sufficient capacity to use new technologies, infrastructural barriers, and sanctions especially for Iranian firms and for SMEs, etc. Also, the smaller the scale of these companies, the higher the risk they will face. In another word, the competitive environment and political and economic problems become more complicated for exporting firms and young SMEs, and low-experienced ones. Therefore, it is necessary to conduct some local research in this field due to the relative lack of existing research. Therefore, the question arises whether the digitalization of companies, despite those limitations and challenges, has been able to affect export performance, and if the answer is yes, how this effect has been. Thus, our main goal is to investigate the direct and indirect effects of digitalization on export performance and evaluate the mediating role of export readiness among SMEs. Focusing on SMEs internationalization among the Iranian companies in this research is considered an innovative matter. 

This research is considered as an applied one. To design the questionnaire, after library studies and a review of available documents, the interviewes have been done with several university academics and export experts. After applying their opinion, a questionnaire was designed as a data collection tool. Then the validity and reliability of this questionnaire were checked and approved. The statistical population of this research is all Iranian small and medium-sized companies that are active in the field of export and have experience using at least one of the e-commerce processes, including buying, selling, transferring, and exchanging goods or providing information through the Internet. Due to the lack of a specific database of export SMEs, 70 SMEs were specified as the statistical sample size according to the opinion of some academics. The sampling method in this research was non-random and the questionnaire was distributed among 70 available export companies. Respondents to the questionnaire were considered to be one representative of each company. Therefore, the measurement units in this research are companies. After collecting the data, the structural equation method was used to explain the theoretical model and analyze the research assumptions. SPSS 27 and SmartPLS 3 were used for analyzing data.

The results of collecting the responses of 70 export SMEs showed that the average value of main variables were upper than half (2.5<) and Digitalization was equal to 2.94, export readiness was equal to 3.16, and export performance was equal to 2.68. Additionally, the digitalization components were correlated with export readiness and export performance. Furthermore, all factor loadings were 95% significant. Then we find out that digitalization has direct and indirect effects on export performance. However, the amount of indirect effect through the mediation of the role of export readiness has been higher. It was also confirmed that digitalization strengthens export readiness and strengthening export readiness leads to increased export performance.

In the context of the direct impact of digitalization on export performance, the results showed that despite the challenges such as management challenges, enforced sanctions, and other export obstacles that companies especially small and medium-sized ones are faced, digitalization has been able to directly increase their export performance. Also, the effect of digitalization on export performance was confirmed indirectly. The findings of this research confirmed that digitalization in the four dimensions of digital infrastructure, e-commerce, electronic business processes, and digital marketing has been able to improve the export readiness of companies in the fields of management capability, employee competence, access to more financial resources, knowledge management and application of lessons learned and previous experiences in export, competitive advantage in international markets, level of technical knowledge and expertise, ability to analyze financial issues, international marketing performance (in the field of branding, advertising, negotiation, pricing, and distribution), logistics, and access to statistics and information. On the other hand, those companies that had higher export readiness showed higher export performance. Based on this, export readiness has been able to play a mediating role in the relationship between digitalization and export performance. However, regarding the comparison of the effectiveness of digitalization in two direct and indirect ways on export performance, the findings of the research indicate that this relationship was stronger indirectly and through the mediating role of export readiness. Since the effectiveness of digitalization on export performance is stronger through the indirect route and the mediating role of export readiness, managers should keep in mind that if planning for digitalization is done to strengthen each of the components related to export readiness, it can have a greater impact on the export their business perform. To localize and develop the current model, researchers can repeat the research separately for different industries and regions and check the effect of digitalization on export performance for each condition.