جستجوی مقالات مرتبط با کلیدواژه « antecedents » در نشریات گروه « مدیریت »

This research was conducted with the aim of "designing a comparative model of the antecedents and consequences of organizational silence in the Court of Accounts of the country under study: six regions". For this purpose, the method of this research is mixed in terms of practical purpose and in terms of data collection, in the first qualitative part of the phenomenological method and in the second part of the descriptive-surveying quantitative method. In the qualitative phase, to identify the antecedents and consequences of organizational silence in the country's Accounts Court, a semi-structured in-depth interview technique was used with key informants and experts in this field. At this stage, the upstream documents and existing written documents were analyzed and classified, and the background was extensively examined. Then, using the semi-structured interview technique with a number of knowledgeable and opinionated people, the required data regarding the components and indicators were collected. In this way, the analysis and extraction of concepts from the interviews continued until reaching theoretical saturation, and then the concepts were extracted and categorized, and the relationship between the categories was determined. In this stage of the research, according to the indicators obtained from the previous stage, a researcher-made questionnaire was prepared and tested in the target statistical sample. The statistical population in the qualitative part, including two parts, the first part, included managers and deputy heads of departments of six regions, 40 people were selected purposefully and after interviewing 31 people, theoretical saturation in data collection in the Court of Accounts It was achieved and the second part was scientific documents, books, reports and scientific articles at the national and international level. The statistical population in the quantitative section was 1000 employees of the six district offices of the State Accounts Court, and 278 people were randomly selected as a sample using Cochran's formula. In the qualitative section, 110 key codes were identified in the antecedents section, and then by merging similar items and removing repeated items, 32 formulated meanings were obtained. Then the extracted expressions were conceptualized in the form of two clusters (organizational factors, management factors). In the part of determining the suffixes of organizational silence, 92 codes were identified, and by merging similar cases and removing repeated cases, 34 formulated meanings were obtained, which were conceptualized in the form of two clusters (individual factors and social factors). In the quantitative part, the results of the one-way analysis of variance test showed that there is no significant difference between the groups in terms of organizational silence. The results of the factor analysis which was done by PLS software also showed that the measurement scale in all factor analysis indicators is at a desirable and acceptable level; Therefore, it can be concluded that the measurement tool is of suitable quality and the factors and components of the questionnaire were well capable of measuring organizational silence.

The start-up businesses' effort to maintain and develop themselves has made it necessary to study the concept of marketing. On the one hand, with the advent of the technological era, which is full of contradictions, cooperation, and communications, the digital marketing approach is of a role in which the antecedents and their consequences on these businesses become necessary. In terms of orientation, the current research is fundamental. Based on Saunders' research onion model, our research gets into the interpretive paradigm layer. Our work is inductive rather than analogical, written with a qualitative approach. Library research helped collect the theoretical bases. The research strategy is a case study, and its ultimate goal is to explore the antecedents and consequences of digital marketing. A systematic review and content analysis availed collection and analyzing information. In terms of methodology, the meta-synthesis method has been used to achieve the final goal of the research. For the meta-synthesis of the antecedents and consequences of digital marketing, 422 pieces of research were selected, and the data were analyzed with the help of Nvivo12 software. With a general look at the results obtained from the antecedents and consequences of digital marketing, 12 organizing themes, which included 7 categories of antecedents and 5 categories of consequences, and 489 titles in the form of basic themes, have been determined and introduced. The antecedents included 381 factors affecting digital marketing, and the consequences included 128 factors influencing digital marketing.

Employees mental absent is a negative phenomenon which can make organizations face many challenges in order to achieve a competitive advantage. Therefore, the aim of the this study is to designing a pattern for antecedents and consequences of employees mental absence in Iran. This study conducted using the meta- synthesis method as a qualitative research. The results show that the antecedents of employees mental absence in Iran can be studied in to two individual (with two components of attitudinal-perceptual factors and behavioral-functional factors) and organizational levels (with three components of factors related to the nature of the job, factors related to the job environment and the weakness of internal processes of the organization). The findings also indicate that the consequences of employees mental absence in Iran can be mentioned in to two individual (with two components of attitudinal-perceptual consequences and behavioral-functional consequences) and organizational levels (with two components of short-term consequences and long-term consequences).

In today's dynamic environment, survival and growth are two major concerns for organizations. The uncertainty of these environments acts as a factor, and organizations are at risk of survival. Some organizations have found a way to survive in today's dynamic environment and have experienced growth for a long time. But what is the process or strategy that may help the sustainability and growth of organizations for a long time? It seems that organizational vitality and related processes are the answer to this.The existing literature in the field of organizational vitality has mainly focused on a small number of antecedents and consequences. Therefore, conducting comprehensive studies in this field is of great importance. In the current research, an attempt has been made to identify the antecedents and consequences of vitality in the Family Chain Store Company. It is expected that by conducting this research in the applied part, antecedents and consequences resulting from this concept will be identified so that human resource managers can use them to improve organizational vitality and thus ensure the performance, survival, and growth of their organizations. In the theoretical part, it is expected that conducting this research will lead to the development of previous literature in the field of organizational vitality.

Design/ methodology/ approach: 

The current research is applied in terms of purpose and developmental in terms of its method, which was done in a mixed (qualitative-quantitative) way. In the qualitative part (meta-synthesis method), the research population is made up of all the studies conducted in this field, which were selected using the criterion-oriented purposeful sampling method. In the quantitative part, the multi-step fuzzy Delphi method was used in order to reach a consensus about the components extracted from the qualitative part. The statistical population of a small part includes experts in family chain stores.

 In this research, the antecedents of employees' vitality in organizations were identified in 2 individual and organizational categories, and the consequences were also identified in 2 categories of individual and organizational results. Then the fuzzy Delphi method was used to obtain experts' opinions about the importance of these factors. In the first phase of the fuzzy Delphi for antecedents, the results showed that the center of control, legitimacy, and individual effectiveness were removed due to the lower value of the obtained index. Also, the results of Fuzzy Delphi for consequences showed that employee productivity, creative job dependence, and job satisfaction were the most important, respectively. In this section, all the consequences were approved.
The difference between the de-fuzzified average of experts' opinions in two stages for antecedents and consequences is less than 0.1. Based on this, the experts of the Family Chain Stores have reached a consensus regarding the antecedents and consequences of employee vitality in the organization, and the survey is stopped at this stage.

Limitations & Consequences:

 Based on the findings of the present study, a job should be defined and designed in such a way that it provides the necessary richness and meaning and leads to positive and fruitful results. There are some factors that should be given special attention when defining any job. Job meaningfulness, job transparency, job security, autonomy at work, and career development are among these factors, and implementing each one will undoubtedly lead to numerous positive outcomes. There are many factors at the individual level that can potentially influence organizational vitality. These factors were included in several themes, such as demographic factors, personality characteristics, psychological characteristics, and individual attitudes. Therefore, it is suggested that human resource managers definitely consider the mentioned categories and their subcategory factors in their recruitment strategies and plans. 

Practical Consequences:

 According to the results obtained in the present research, welfare programs and extra-organizational activities for the welfare and health of employees are among the most important factors promoting organizational vitality. Also, trust in work environments can lead to organizational vitality. Therefore, it is suggested that in order to strengthen trust and, as a result, increase vitality in the organization, managers adhere to honesty in business relationships, observe justice among employees, and prioritize common goals over individual goals.

Innovation or value of the Article: 

Human resource managers may use the results of this research to improve the vitality of employees and ultimately improve the performance and growth of their organization.

The current research aimed to design a model of the antecedents of social capital in student sports. The recent research was from the perspective of developmental-applicative goals, in terms of qualitative data and terms of the nature and implementation method of foundation data. The statistical population included university professors and sports managers in student sports. The snowball sampling method was used, data collection continued until theoretical data saturation and 21 semi-structured individual interviews were conducted. Retest reliability method was used to measure reliability in this research. Two data collection techniques from multiple sources and analysis of negative cases were used to determine the validity of the findings. To analyze the data, Glazer's approach (1978) using the software (MAXQDA 10) was used. With the help of the software in the open coding stage, 189 independent primary available codes (concepts), 60 secondary open codes (subcategories), and finally, based on the secondary genuine codes, ten main categories were created. In selective coding, ten main categories, including communication factors, normative factors, social factors, contextual factors, cultural factors, executive factors, behavioral factors, personality factors, family factors, and media factors, were divided. Finally, to compile the final model of the antecedents of social capital, the ten main categories identified were categorized into three social, systemic, and individual dimensions.

Entrepreneurial mentorship is a key factor that, if its drivers are correctly identified, will have many consequences for success in the field of entrepreneurship. In this regard, the present study was conducted with the aim of investigating the antecedents and consequences of entrepreneurial mentoring. This research is descriptive-survey in terms of purpose, practical in terms of method, and time period of data collection. For this purpose, after searching the databases, in the period of 1390 to 1402 and 2010 to 2023, 23 articles in the field of entrepreneurship mentoring were evaluated and finally, 20 articles were selected and entered the analysis stage. These articles were selected according to the credibility and validity of the research, the quality of the research, the scientific criteria, and the relationship with entrepreneurial mentoring. In order to identify the antecedents and consequences of entrepreneurial mentoring, the meta-combination method and Maxqda software were used. The results showed that the culture of mentorship, competence of mentors, career development, and mentor-disciple relationships are considered antecedents of entrepreneurial mentorship, and perfectionist, self-directed, harmonious, emotional, and professional consequences are among the consequences of entrepreneurial mentorship.

The ever-increasing growth of technology and globalization have caused the special attention of planners and policymakers to review the role of the university institution as one of the most important scientific institutions of Iran, in order to create transformation and achieve development goals, especially in developing countries. Therefore, the governance system of many countries tries to establish a purposeful connection between the higher education system and the goals of development management in these countries. The current research has been done with the aim of identifying and prioritizing the antecedents and consequences of the university institution's role-playing in the framework of collaborative governance. This research is a type of mixed research with a qualitative and quantitative approach, which is practical in terms of purpose and exploratory in terms of nature and method. The research participants are 16 academic experts from 13 top universities who were selected based on the principle of theoretical adequacy and using the purposeful and snowball sampling method. In the qualitative part, semi-structured interview and thematic analysis method were used to collect information, and “Guba” and “Lincoln” four criteria were used to verify the data, and using the fuzzy Delphi method, the antecedents and consequences of the role-playing of the university institution were prioritized. The results showed that demand-oriented university services and scientific research management through the network of industry and university experts are considered as the most important antecedents of university performance. Also, research-oriented policymaking and division of universities to solve related regional and geographical issues, creation of decision-making chairs in addition to scientific and research chairs are also among the most important consequences of the role-making of the university institution in the framework of collaborative governance.

Today, flexibility has become one of the important subjects in management theories and policies, and flexible human resource is the most important factor in responding to changes in the external environment. Human resource flexibility patterns are one of the most important aspects of organizational flexibility, which focuses on the adaptation of employees in characteristics such as knowledge, skills, and behavior to changing environmental conditions. In this regard, this research seeks to re-identify the effective factors and results of the flexibility of human resources based on quantitative studies.

The current research is developmental in terms of purpose, applied regarding type of use, and quantitative in terms of the type of data. The research population included scientific-research articles and theses in internal and external databases in the field of human resource flexibility from 2011 to 2021, during which 38 cases were included in the meta-analysis using a non-random sampling method. The selected studies were analyzed using comprehensive meta-analysis software.

According to the findings of the research, two types of factors are effective in creating the flexibility of human resources: organizational and individual factors, and among the antecedents of human resource flexibility, leadership style variables, meaningful approach training, and commitment-oriented human resource management measures have the greatest effect size respectively, and among the outcomes of human resource flexibility, human resource development variables, employee well-being, and organizational ambidexterity have the largest effect size.

Based on the results of this research, a suitable framework of antecedents and approaches to the flexibility of human resources has been presented. Identifying and creating the flexibility of human resources, as the ability to respond appropriately to environmental changes, are effective in gaining competitive advantage and organizational success. Flexible human resources are realized through the tools available to managers, such as leadership style, training, and commitment-oriented actions, and it entails creative, innovative, perfectionist, and flexible employees.

The present research has been written with the aim of identifying and explaining the antecedents and consequences of withdrawal behaviors from government organizations in Ilam city.

Design/Methodology/Approach: 

This research is descriptive in terms of the approach in the category of mixed research, in terms of the practical purpose, in terms of the method of data collection. The statistical population in the qualitative section was the experts working in the government organizations of Ilam city, which was conducted using the purposeful judgment sampling method and snowball and considering the theoretical saturation base, a semi-structured interview was conducted with 16 experts. In the quantitative phase, by setting up a fuzzy Delphi questionnaire and after two stages of surveying experts, the priority of antecedents and consequences was obtained.

 The results of the research showed that environmental requirements, lack of understanding of organizational support, and the tight knit context of colleagues are placed in the first to third priority of the antecedents. Also, the rise of negative actions in the first place, the increase in organization costs and the gradual injection of corruption-oriented ideas in the second place, and the gradual emergence of organizational dislike are in the third place.

Limitations & Consequences:

 Research limitations include difficult access to sample members and the time it takes to collect information from them, as well as the lack of literature and theoretical foundations related to withdrawal behaviors.

Practical Consequences:

 Identifying and prioritizing the antecedents and consequences of withdrawal behaviors.

Innovation or value of the Article: 

This research has brought theoretical and theoretical innovations in the field of withdrawing behaviors and helps managers and researchers in understanding and understanding optimally how to deal with withdrawing behaviors.

The rapid growth of biopharmaceutical fields and the expansion of interactions between firms, has led to the formation of innovation networks around big biopharmaceutical companies, which as a hub, have the task of leading and orchestrating other Network-based firms. On the other hand, biopharmaceutical firms need networking capabilities to be successful in networking. Accordingly, the purpose of this study is to investigate the effective dimensions in developing the firms' network capabilities, especially large companies (hubs), and their role in the consequences of networking in the Iranian biopharmaceutical industry. To answer research questions, while interviewing experts in three areas of government, industry, and academia in biopharmaceutical field, with the data approach of the Foundation, the dimensions of the issue were examined, and finally, in addition to the main factor or phenomenon, "network capabilities", antecedents and consequences of these capabilities is identified. According to the results; network capabilities have three dimensions: individual capabilities, general capabilities of network members and the capabilities of hub companies. Also, it can be acknowledged that the network capabilities of biopharmaceutical firms are influenced by causal factors or antecedents, and the network capabilities of these firms, sometimes lead to positive consequences for them and for the network when leading to the presentation of strategies and practical actions appropriate to the capabilities of the network.

The concept of co-creation has become important today due to the change in the role of customers.Various studies have been conducted in the field of value co-creation, the antecedents and consequences related to it. Due to the variety of results and the lack of clear classification, creating a comprehensive view of these factors is necessary. In this context, the aim of this study is to identify the antecedents and consequences of value co-creation in online environments using a meta-synthesis approach.

In this research, in order to extract valid articles based on a systematic approach, the meta-synthesis method and the seven steps introduced by Sandelowski and Barroso were used. Also, the tool for analyzing the data was thematic analysis in the MAXQDA software.

The results led to the identification of 34 final articles and the analysis of the data collected from these articles in the MAXQDA software resulted in the identification of 53 antecedents as affecting factors in the form of seven components and three general dimensions and 18 consequences of value co-creation in different sectors were in the form of two dimensions. In addition, 25 separate definitions of value co-creation were extracted.

Conclusion:

 Improvement of customer loyalty among the consequences and previous interactive experiences of the customer with the brand among the antecedents of value co-creation were identified as indicators with the highest frequency. Based on the results, various relational, perceptual and experiential factors are well able to shape the fields of value co-creation in online environments.

In recent years, the importance of small and medium-size enterprises (SMEs) as the backbone of countries' economies has become clear to everyone. Export has been suggested as one of the strategies of such companies to develop the market, more possibility for survival and internationalization. But SMEs are less likely to succeed because of their limitations than large-size enterprises. Therefore, frameworks and models have been developed to assess the readiness of such enterprises to do so. But Iranian SMEs are experiencing completely different conditions that require other frameworks and models to do so. The present research creates a framework for assessing the export readiness of SMEs using a mixed method (Grounded theory method for theorizing and theory-testing using parametric statistical methods). In the theorizing phase, 25 interviews were conducted with qualified individuals and the framework was constructed based on 6 main-categories and 25 sub-categories. Then, different statistical tests were performed on 198 samples to confirm the framework from different dimensions. The results showed the importance of all main-categories, sub-categories as well as their constituent indicators. Other tests performed on quantitative samples also revealed other interesting results.

The rapid growth of the Internet and the increasing penetration of social media in the society have provided a good opportunity to reinforce the relations of organizations with customers. By applying these media, organizations can increase their interactions with customers and create more value for both the customers and themselves through engaging them with the brand. Accordingly, this study seeks to identify the antecedents, dimensions and consequences of customer brand engagement in social media in the banking industry.  In order to achieve the purpose of the research, the mixed method was used, and the data were collected from the customers who followed one or more banks in social media. The data collection tools were in-depth interviews (in the qualitative section) and questionnaires (in the quantitative section). The data were processed through content analysis and structural equation modeling with a partial least squares approach and the Smart PLS software. The results of the study are presented in the framework of a customer brand engagement model in social media in the banking industry. The model has three sub-categories including the antecedents, dimensions and consequences of customer engagement. The antecedents address individual factors including reward (social media provide an easy and comfortable way to receive brand-related campaigns and/or special offers), entertainment (i.e., one of the main motivations concerning the consumers’ use of social media such as playing games, listening to music, and viewing videos), information acquisition (consumers rely and more often use social media to conduct their search for information and to decide what to purchase), curiosity (The user's willingness to interact on social media to access the opinions of others about the bank provides easy access to bank information and what is happening in the bank), brand involvement (the perceived relevance of the brand based on inherent needs, values, and interests), and social advantage (ability to establish and obtain social identity among other users and facilitate and expand social interactions with other users). The organizational factors include brand reputation (it refers to factors such as having a large audience, well-known and positive image of the bank in society), brand popularity (it is related to the acceptance and popularity of the bank among the people of the community), service experience (subjective, internal consumer and behavioral responses evoked by brand-related stimuli that are part of a brand’s design and identity, packaging, communications, and environments), advertising (good information and advertisements of the bank channel and the proper promotion of social media bank plans by employees cause the acquaintance and following of it on social media), reliability (people assume companies’ social media as a more trustworthy source of information concerning products and services), and content quality (useful and up-to-date content on a bank page or channel on social media can be an important motivating factor for following it on social media and consequently engaging with it). The media-related factors include user-friendliness (the desirability of the bank's page or channel, its visual appeal, and even the features of the social media application in which the bank operates, such as ease of installation and use, can play important roles in engaging the customer with the brand on social media), security (this refers to protecting the security and privacy of individuals and preventing the misuse of customers' personal information by the social media in which the bank operates), quality (the features of the bank's social media application, such as the speed and convenience of updating, are in this section), capabilities (the ability to store and preserve previous customer information, compatibility with all mobile devices and having good facilities such as chatting and sending photos and videos are considered as effective media capabilities for customer engagement), and media popularity (the popularity of social media and the large number of their audience will play effective roles in choosing the users of those media to denigrate the bank and conflict with it.).Customer engagement has three dimensions: cognitive (brand-related activities include the individual’s level of concentration and/or engrossment in the brand), emotional (customer’s level of brand-related inspiration and/or pride) and behavioral (the customer’s level of energy exerted in interacting with a focal brand).Finally, the consequences of engagement for the bank and social participation include awareness (such as increasing the customer's banking information, awareness of its plans and services and answering questions), perceived ease (such as easier access to bank information and facilitated banking activities), economic benefit of customers (such as discounts or prizes), loyalty (repeated purchases prompted by a strong internal disposition), feedback (delivery of immediate feedback to other users), and trust (consumer-perceived security and reliability in brand interactions, and the belief that the brand acts in the consumer’s best interests). The results of the data analysis confirmed the hypotheses and showed that all the three categories of individual, organizational and media factors can lead to customers' brand engagement through which certain outcomes are achieved for the customers, banks and society. Finally, some suggestions have been proposed to engage customers in social media.

In recent years, employee energy has become an important topic in management literature and an emerging concept. The purpose of this research is to investigate the factors affecting the energy of employees in public organizations and to determine its consequences.

The current research method, which was implemented quantitatively, is applied in terms of purpose, and in terms of descriptive research method, and correlation type. The statistical population of this research is the employees and managers of government organizations in Kermanshah city. The sample size is 150 people who were selected by equal stratified random sampling. The tool for collecting research data is a questionnaire, which has been validated through formal and structural validity and its reliability through Cronbach's alpha test. The method of structural equation model with the help of Smart PLS software has been used to test the hypotheses.

The results showed that the employee's energy has a direct and meaningful relationship with the variables of humor, enthusiasm, self-efficacy, and effective communication. In addition, employee energy has a direct and significant relationship with variables of learning, creativity, job performance, job satisfaction, and self-actualization.

Results of this research show that strategic attention to the factors affecting the employee's energy leads to consequences that play a significant role in the realization of individual goals and organizational goals.

The Ambidexterity of human resource management refers to the ability of human resource management to discover and exploit talented employees. The purpose of this study is to identify the antecedents and components of ambidextrous human resource management and prioritize them. The research is applied in terms of purpose, which has been done with a qualitative method based on content analysis and using interview tools. The statistical population of the study includes human resource management experts and managers of the Central Bank of the Islamic Republic of Iran who have at least a masterchr('39')s degree in human resources management and organizational behavior and have at least 5 years of experience in this organization. To select the sample, the method of judgmental sampling and snowball was used, which was interviewed with 19 people. After analyzing the data obtained from the interview, organizational, personal, managerial and environmental factors were identified as preconditions for dual-power human resource management. The components of human resource management were identified. Fuzzy AHP and ARAS techniques are used to prioritize the antecedents and components of human resource management.The results of the calculations showed that the factors of support and support of management, commitment of managers and management styles were ranked first to third, respectively, the most important factors affecting the duality of human resource management. Adaptive education, encouragement of self-study and sharing of learnings from the sub-components of education and development of the two powers were the highest.Introduction In dynamic environments, Organizations must take advantage of processes that produce both efficiency and creativity (and therefore innovation) (ambidextrous capabilities). Therefore, companies must simultaneously learn different methods and create balance and integration between heterogeneous learning streams. Ambidexterity refers to the ability to perform two activities simultaneously: exploration and exploitation, efficiency and flexibility, and alignment and compatibility. Ambidexterity deals with organizations simultaneously pursuing conflicting goals such as exploration and exploitation, efficiency and flexibility, or service and sales. Human resource management systems significantly help to meet these heterogeneous demands and effectively apply the human resource system that balances efficiency and innovation. Lack of human resource management ambidexterity may lead to problems in development initiatives. Past research shows the necessity of ambidextrous human resource management to manage innovation initiatives and ongoing manufacturing processes successfully. The Ambidexterity of human resource management refers to human resource management's ability to explore and exploit talented employees. An ambidextrous human resource management connects innovative and traditional HRM practices and principles, and it is critical to ensure the sustainable coexistence of exploration and exploitation and is necessary to cross crisis boundaries and resolve tensions between the two.Materials and MethodsThe research uses a qualitative method based on thematic analysis and using interview tools. In addition, in terms of the research design, it is of mixed exploratory type. The qualitative approach is based on thematic analysis using interview tools. The study population includes human resource management experts and managers of the Central Bank of the Islamic Republic of Iran who have at least a Master's degree in human resources management and organizational behavior and have at least five years of experience in this organization—the method of judgmental sampling and snowball used to select the sample. After collecting the data, the researchers coded the notes and produced classes or concepts in three stages to understand the antecedents and components of ambidextrous human resource management. Key concepts are classified into three formats: basic themes, organizing themes, and global themes. In the following, to prioritize the factors affecting the ambidextrous human resources management and the ambidextrous human resources management components identified in the previous stage, fuzzy AHP and fuzzy ARAS techniques were used.Discussion and ResultsAfter analyzing the data obtained from the interview with the thematic analysis method, the antecedents and components of ambidextrous human resources management are placed in four categories. The analysis results of the precursors of ambidextrous human resources management were 21 Basic themes, five organizing themes, and one global theme, and the components of ambidextrous human resources management included 28 basic themes, four organizing themes, and one global theme. Organizational, managerial, individual, and environmental factors are the organizing themes of ambidextrous human resources management antecedents. In addition, the organizing themes of ambidextrous human resources management’s components include ambidextrous hiring and Recruitment, ambidextrous Training and development, ambidextrous performance evaluation, and ambidextrous Compensation.ConclusionsThe results of pairwise comparison among the main factors of ambidextrous human resources management’s antecedents showed that managerial aspects have the most weight in the ambidexterity of human resources management and organizational, environmental, and individual elements are in the following ranks in terms of the importance of impact on the human resources management ambidexterity. Among the sub-criteria of factors affecting the ambidexterity of human resources management, the most critical factors include management support, the commitment of managers, and management styles.The results showed that among the main components of ambidextrous human resource management, the training and development of human resources has the most weight and is the most crucial component in human resource management ambidexterity. Among the sub-criteria of ambidextrous human resource management components, Adaptive training, encouraging self-study, and sharing knowledge and flexibility of the compensation system received the highest ranks, respectively.

The purpose of this study is to identify and evaluate the antecedents and consequences related to the desired organizational image in the Iran's oil industry as a government organization.

This research is descriptive-correlational in terms of applied purpose and in terms of research type. The statistical population of the research included managers and experts of the Iran's oil industry, and a sample of 426 was extracted from this population based on Cochran's formula for limited societies and random cluster sampling. Also, the collected data based on a standard questionnaire were analyzed based on the structural equation modeling method in Emus version 18 software.

The findings of structural equation modeling and related tests showed that internal and external image in the Iran's oil industry have an effect on the desired organizational image and this desired image can also lead to positive consequences inside and outside the organization.

The results of this research showed that organizational communication, organizational policies and procedures, and organizational commitment are the most important key antecedents in order to achieve a positive organizational image in the Iran's oil industry.

The present study aims to provide a model for tourist engagement with emphasis on its antecedents and consequences. The research method is applied In terms of purpose and in terms of collecting research data descriptive of type survey. Statistical population of research Includes Iranian tourists in 2019 and 2020 in least Once the experience of traveling abroad (Turkey, Malaysia, Dubai, Georgia, Armenia and Azerbaijan) Have. Using available sampling method, 450 people were selected for the study. To collect research data from Researcher-maden questionnaire. Based on theoretical foundations and experimental background related used. Statistical analysis is done in two section of descriptive statistics and inferential statistics with the method of path analysis and structural modeling in SPSS and Amos software. The results showed that the antecedents of tourist engagement Includes destination identity, tourist experience and perceived image They had a positive and significant effect on tourist fascination, Consequences of tourist engagement include tourist trust, tourist loyalty, co-creation, content production and word of mouth is Which have a positive and significant effect on tourist fascination.

Today, human resources are recognized as the most important and valuable resource in the success of organizations, so that organizations make extensive efforts to improve the conditions of employees, improve their performance, and increase their motivation. In this path, there are obstacles that prevent the desired productivity from being achieved. Social loafing is one of the things that directly leads to a decrease in the performance and productivity of employees, especially in a group environment. Social loafing has many negative consequences for organizations and directly affects organizational performance. Considering the prevalence of the loafing phenomenon in organizations on the one hand and the lack of comprehensive studies regarding the antecedents of the said phenomenon, this research decided to examine this issue with a meta-synthesis method. In this regard, out of 93 articles with related content, 31 articles were qualitative in terms of research method, which were the basis of analysis. The Kappa coefficient was used to evaluate the reliability of the findings, and the Holstein, P-Scott, and Kerpinderoff's alpha coefficients were used to evaluate the reliability, transferability, confirmability. The obtained coefficients for these criteria are 0.711, 0.834, 0.770 and 0.860, respectively, which means confirming the above criteria. As a result of this analysis, 38 codes, 14 themes and 6 categories of factors were identified, which in order of importance were: managerial, occupational, environmental, personal, structural and technological.

This research investigates the antecedents and consequences of sustainable human resource management in the waste management organizations of Iranian municipalities. The research methodology is applied and developmental research in terms of purpose and descriptive in terms of collecting and analyzing information, and also it is field research. The statistical population includes managers and employees of waste management organizations. The sample size is 125 individuals selected by stratified random sampling method. The tool for collecting research data is a questionnaire, its validity has been accomplished by face validity, and Cronbach's alpha test has accomplished its reliability. Testing hypotheses were made using the binomial test method, and structural equation modeling was done using SPSS and PLS software. The results of data analysis showed that the antecedents of sustainable human resource management include organizational strategy and leadership style. The consequences of sustainable human resource management include organizational performance, attractiveness, employee involvement, and employee turnover.