مجله پژوهش های مدیریت عمومی
پیاپی 44 (تابستان 1398)

Abstract The purpose of this study was to present an antecedent pattern of employees' deviant behaviors in organizations with a meta-synthesis approach. This study is applied in terms of purpose and in terms of mixed method (qualitative-quantitative). In the qualitative part, researchers using a meta-synthesis method, have conducted an detailed and in-depth review in the subject and combined the findings of relevant researches. 275 articles were evaluated in the field of organizational deviation and finally, 74 articles were selected and their codes and dimensions were extracted by their content analyzing and their importance and priority were determined by Shannon entropy quantitative method. According to the findings of the study, this codes have the most important coefficient among the dimensions of deviant behaviors: inequality in the distribution of salaries, bonuses, benefits and work plans; inadequate salaries and benefits; lack of conscience; reduced levels of trust among co-workers; unfair behavior of manager with employee; poor proportion of employees with their jobs; need for power; Lack of employee commitment; fatigue at work and lack of proper supervision in the organization. Finally, after the research steps, a pattern of antecedents of deviant behaviors was presented. Introduction Deviant behaviors are deliberate and voluntary behaviors that violate and distort the laws, norms of the organization, and accepted ethics tenet and threaten the health of the organization or its members. Literature has shown that approximately 95% of organizations engage in deviant behaviors (Rana and Punia, 2016). Given these enormous statistics, it is important for researchers to identify the factors affecting on formation of workplace deviation. If proper research is done, organizations can take the necessary actions to prevent workplace diversions and save billions dollars annually (Tuzun and Kalemci, 2017). In addition, the pervasive of deviant behaviors in organizations in our country (Rastgar et al, 2017; Danaeefard et al, 2016) causes us to have to do more analysis of the determinants factors of deviant behavior. Therefore, in this study, is taken into consideration propose a conceptual framework of antecedents of workplace deviance and rank the antecedents in terms of their impact on organizational deviance. Case Study The statistical population of the study consisted of all scientific documents, research reports, databases, internal and external journals on deviant behaviors published between 2007 and 2017. Materials and Methods This research is applied in terms of purpose and in terms method is mixed (qualitative-quantitative) and in particular the meta-synthesis method. In this study, a meta-synthesis seven-step method (Sandelowski and Barros, 2003) was used which includes the following steps: 1. Setting Research Questions, 2. Systematic review of texts, 3. Searching and selecting appropriate articles, 4. Extracting results, 5. analysis and integration of Quantitative findings, 6. Extractive code control, 7. Results presentation. Discussion and Results In the present study 183 codes, 44 main criteria and 5 categories were identified. this codes have the highest ratings: inequality in the distribution of salaries, bonuses, benefits and work plans; inadequate salaries and benefits; lack of conscience; reduced levels of trust among colleagues; unfair behavior of manager with employee; poor proportion of employees with their jobs; need for power; Lack of employee commitment; fatigue at work and lack of proper supervision.  Conclusion By reviewing the subject literature, we find that previous studies have not reached a consensus on the determining indicators and dimensions of antecedents of deviant behaviors and each article has identified a limited number of indicators and dimensions. This study, using qualitative meta-synthesis and content analysis based on Shannon entropy, presented a comprehensive conceptual model that is unique in the field of deviant behaviors inside and outside Iran. Also, the application of a new methodology in the phenomenon of deviant behaviors that has received less attention in Iran is another innovation of this study. The proposed conceptual framework is partly in line with the theoretical model proposed by Elias et al. (2013) in Malaysia, which classifies the determinants of workplace deviation into individual, organizational, and occupational factors. Likewise, Abville et al. (2011) presented a multi-level model of workplace deviation antecedents that included individual, group, and organizational antecedents.

Abstract The purpose of this study is exploring the components of spiritual leadership in northeastern universities in Iran. The method of this research is a Mix Method of exploratory. The statistical population was the faculty members of the northeastern universities of Iran. qualitative sample was using of purposeful sampling and 33 faculty members with a history of leadership or teaching leadership was selected. Quantitative sample was 271 faculty members of northeastern universities of Iran. they were selected through cluster random sampling. The interviewing method was used to collect the data in the qualitative section and in the quantitative section the questionnaire was used. The components of spiritual leadership were extracted using MAXQDA software and data content analysis method. Factor validation and AMOS software were used to measure and fit the components. In order to study the components, the factors were calculated and verified. The results of the research indicate that the leader of the native Iran's universities has an appropriate theoretical structure. The results of this research, which led to the identification of the components and sub-components of spiritual leadership, consist of 11 components and 38 sub-components. These results can not only be used as a tool for introducing the characteristics of spiritual leadership in universities, but also attempt to create patterns in the field of leadership for university administrators in an effective way through the use of spiritual leadership and create a spiritual working environment and improve interactions in the structure of the universities. Introduction One of the concerns of today's organizations, especially universities, is the spiritual problems and issues in the workplace. Spiritual leaders encourage their followers to think beyond themselves and consider the concerns of the society. For example, spiritual leadership results in employee empathy and the representation of organizational citizenship behavior. A spiritual leader tends to pursue a broader goal of life, meaning of the work, transcendence, belief, and feeling of the society. This process potentially has more harmonious feelings between organizational spirituality and personal spirituality, and the meaning of semantic, selfishness, and solidarity enhancement. Therefore, spiritual leadership affects the followers’ perception of spirituality in the workplace (Afsar, Badir, and Kiani, 2016: 81). Representations such as escape from workplace, lack of motivation, wasting time at work, low productivity, low hours of useful work, wandering the clients in referring to organizations and offices, flattery and non-standard behaviors, show the weakness of spirituality in the organization and the university. Some believe that through the pursuit of spiritual leadership processes, the authorities of the organizations can increase the perceived inner values ​​of leaders that may control cognition, feelings, and inspirational behavior (Tkaczynski & Arli, 2018: 81). This issue has been underestimated in Iranian universities with a special cultural context and values. Given the existence of the problem, the importance of research, the research gap in the studied community, indigenous neglect of the spiritual leadership in universities, the implications of these leaders for the fate of the students, the success of the university, and the organizations in which these fostered and educated graduates of these universities will work, the research seeks out to answer the question that what spiritual attributes and traits do the spiritual leaders in northeastern universities of Iran have? By reviewing these traits, they can be enhanced. Theoretical framework The purpose of the spiritual leader is to meet the followers’ spiritual needs for the survival of spirituality and spiritual welfare through the sense of membership and meaning in the work with the creation of insight, vision and value consistency in individual, team, and organizational levels, leading to the development of moral and psychological health and commitment and productivity in the organization (Gholami, Siadat and Erfan, 2012: 5). The theory of spiritual leadership outlines a great vision in the organization and describes how leaders can encourage and motivate spirituality in the workplace (Weinberg and Locander, 2014: 395). The theory of spiritual leadership suggests hope, vision, and altruism and ethical communication with each other (Krishnakumar, Houghton, Neck and Ellison, 2015: 4). For example, hope and faith, an attempt to follow the organization's perspective in harmony with the values, attitudes and behavior of its leaders reflect love, altruism and loyalty. Both leaders and followers gain experience because they care about the interests of their stakeholders and their members and because they are appreciated and concerned about each other (Fry et al., 2016: 4).  Methodology The philosophy of this research is pragmatism, its method is mixed-exploratory, its approach is inductive-deductive, and its strategy in the qualitative part is phenomenology and in the quantitative part is descriptive-survey. The analysis method in the qualitative section is qualitative content analysis, and in the quantitative part is confirmatory factor analysis. The statistical population of the study includes 1334 faculty members of Mashhad Ferdowsi, Birjand and Hakim Sabzevari universities. Interviews were conducted with 32 faculty members who had the required qualities. In the quantitative part, a questionnaire was distributed using cluster sampling. Discussion and Results Based on the findings of the interviews with the sample members, a total of 11 components and 38 sub-components were obtained. These components include transformation, psychological integrity, meaningfulness, performance feedback, organizational commitment, membership, faith, the love for altruism, vision, value-orientation, and a model as social capital. In the quantitative part, the factor load of some items is less than 0.05 despite the significance. Therefore, to be more reliable, the values ​​of CR and AVE indices of the convergent validity of the model were examined for all variables and components. Both of the values for all variables and components are more than 0.7 and 0.5, respectively. Accordingly, and considering the obtained results, convergent validity of the questionnaire can be ensured. Conclusion Spiritual leaders plan in terms of transformation according to the circumstances in the organization climate. As a result, the spiritual leader understands the transformation in advancing the goals of the organization. They have psychological integrity. This concept is introduced in the field of psychology as the concept of the fundamental factor of the unity of human behavior and emphasizes the organized and integrated aspects of personality act. They love their counterparts. The spiritual leader creates altruism by creating a sense of peace, alignment, and through caring and appreciating others. In the same vein, Fry et al. stated that one of the main goals of leaders is living in accordance with the positive or altruistic values, so that these values ​​can be shared by members of the group and become a part of the organization (Fry et al. 2011: 4). In sum, to be more successful, spiritual leaders try to observe transformation, psychological integrity, meaningfulness, performance feedback, organizational commitment, membership, faith, the love for altruism, vision, value-orientation, and s model as social capital.

The main purpose of this study was to investigate the impact of open innovation on new product development performance with emphasis on the moderating role of knowledge acquisition capacity in knowledge-based companies in Tehran province. After reviewing the literature on open innovation and new product development performance, the conceptual modeling capacity and research hypotheses were formulated. The present study is of applied purpose and descriptive-correlational in terms of data collection. A questionnaire was designed and distributed to measure the dimensions of open innovation and the success of new product development and knowledge acquisition capacity. The community comprised 121 members of the science and technology parks of Tehran University of Science and Technology, who were represented in the sample by 92 individuals. Confirmatory factor analysis and structural model were used for data analysis. Data were analyzed using SPSS and Smart PLS software. The results of the data analysis show that open innovation has a significant impact on new product development performance and moderates the capacity for knowledge acquisition, the relationship between open innovation and new product development performance

In recent years, the innovation space has evolved, and the process of innovation collaboration has intensified beyond the organizational boundaries. Companies have no choice but to pursue a more open approach to innovation and blend in with open and transparent business models to increase their chances of success in the innovation campaign (Bagheri & Shavardi, 2011). In open innovation, organizations explore the environment for technology and knowledge and are not solely dependent on their own internal research and development (Hashemi, 2014). Open innovation confirms that organizations need to expand their partnerships with external partners in order to ensure their success in new product development, in addition to internal research and development. In fact, collaboration, coordination, and deep relationships between organizations and their partner partners have a positive impact on performance outcomes (Schreiner et al, 2009). Companies with the open innovation process have the opportunity to access specialized knowledge they did not previously possess. Provide newer, higher quality products and services and reduce costs and risks associated with product development by acquiring complementary technology and skills (Kostopoulos et al, 2011).

This research is applied in terms of purpose and descriptive-correlational in terms of data collection. Questionnaires were used to collect the required information and to evaluate the research variables, research hypotheses and research questions. The statistical population of this study was managers of knowledge companies in the Science and Technology Park of Tehran University with 121 participants. The sample size was 92 people who were selected through Morgan table and were selected by simple random sampling. Data were collected by a questionnaire. Questionnaire questions were designed based on a five-point Likert scale ranging from strongly disagree (1) to strongly agree (5). A 21-item questionnaire was used to measure open innovation.
Research

The results of using Structural Equation Modeling technique showed that in the first hypothesis, the path coefficient between open innovation and new product development performance and the second hypothesis were moderated and confirmed by the capacity moderator role.
Discussion and

The results of the analysis show that open innovation has a significant impact on new product development performance and it can be confirmed that knowledge acquisition capacity moderates the relationship between open innovation and new product development performance. The results of this study are consistent with those of Mazzola et al (2012) study, which confirmed the relationship between open innovation functions (including intra-border, cross-border and hybrid functions) and new product development performance.

The aim of this study was to provide a mixed model for human resource foresight in the public sector. The research purpose is evolutionary, the data collection method is descriptive and research method is mixed method. The statistical population of the study were experts. The sample size in the qualitative part of the research was surveyed by using theoretical saturation criterion and snowball sampling method. To determine the validity of the variables of model, 38 members of the statistical population were consulted as available sampling. The analysis of theme was used to analyze the qualitative data and Content validity was used to determine the validity of the model. Interviews and expert panel were tools of collecting qualitative data. To determine the validity of the model, a questionnaire was used. The presented final model is a mixed model in which the public sector human resource system has three dimensions: composition, behavior and context (macro and organizational). These dimensions interact with each other. Having a strategic understanding about future, needs attention to this interaction and this interaction should be considered in foresight process.</strong>

Environmental rapid changes cause "human resources planning" as an important and challenging task in organizations development process. This task involves plans for future personnel needs, their needed skills, recruitment and staff development (Kumaran, 2010). One of the key problems of planning relates to developing accurate predictions in an unstable environment. The inability in accurate prediction of problems and the inadequacy of traditional forecasting methods based programs have forced decision makers to use futures study and foresight principles in planning processes. Thus, human resource foresight can be an effective way of looking at possible and probable futures, determining the desirable future, and providing the necessary solutions to cope with the challenges associated with human resources in the future. Due to shortages of current planning approaches and methods to deal with rapid changes and uncertainties, the main problem of this research is how to plan to provide appropriate human resources in the public sector of country, given the changing conditions and future uncertainties, and how to use foresight approaches in better human resource managing in the future and developing more appropriate strategies and policies in this area. The main question of the research is: "Given the changing conditions and different futures, what kind of model can be used to determine the quantitative and qualitative composition of human resources in the public sector?"
Case study
The public sector of Islamic Republic of Iran was the case of this study.

This study is developmental in terms of purpose and is descriptive-survey in terms of data collection. The research method is a mixed method. In this study, literature review and field studies were used for data collection. Due to the research method of this research, which is a mixed method, as well as various steps were taken during the research to collect data and information, in each step, the appropriate tool was used for that step and based on the used resources.
The statistical population of this study was the experts and snowball sampling was used to select the interviewees and respondents. Theoretical saturation criterion was used to determine the sample size. Accordingly, 38 experts were employed. After the interviews, the panel of experts was used as a complementary process to complete the variables.
Discussion and

In the proposed model, the proposed drivers were determined by study the interactions between the system and its environment (organizational environment and macro environment). Accordingly, the HR system of the administrative system has three dimensions, structure (elements related to the hard dimensions of the HR system and mainly including the demographic dimensions of HR), behavior (elements related to the soft dimensions of the system, including knowledge, learning, motivation, trust, …), and context (macro and organizational) as the determinants of the driving forces of the future HR system, interacting with each other, and for getting a comprehensive and strategic perception about the future, the interactions between them should be examined and analyzed.

In this research, using different tools at different stages, expert opinions of the subject were exploited and the model was formulated. The final model, called the "Ball bearing Model", is a mixed model and can be used as a model for future public sector human resource planning projects at the macro level. The overall model can also be used at the micro level and even in private sector organizations and companies. In the present model, human resources of the administrative system have three dimensions, structure, behavior and context (macro and organizational context). In order to have a comprehensive and strategic perception of the future, the interactions between these three dimensions should be analyzed. In this model, the process of human resource foresight project is categorized in five steps: pre-foresight, inputs determining, foresight, strategies and plans formulation, and review. In addition, the required actions for each step are specified.

Establishing a dynamic capability with a merit approach will earn and retain the competitive advantage of employees to work and organization. Paying attention to dynamic capabilities can help the bank's human resource areas in issues related to recruitment, promotion and appointment of staff at various positions, especially management. The purpose of this study was to investigate the design of a dynamic capability model for Sepah Bank employees with a competency approach. To do this, after extracting the components of dynamic capabilities from authoritative management texts, using the Delphi method and gaining an opinion from the experts, a dynamic empowerment model for Bank Sepah employees was identified with a suitability approach. Then, in field surveys conducted at Sepah Bank, the effect of dynamic capabilities for Sepah Bank employees was questioned by competency approach and for testing the questions, the exploratory and confirmatory factor analysis was used. Finally, based on the priority of indicators in nine areas of entrepreneurial orientation, intellectual capital, organizational performance, organizational agility, innovation, empowerment, meritocracy, knowledge management, market intelligence, a model of a suitable model for dynamic capabilities for Bank Sepah employees with a merit approach was presented.

Dynamic capabilities are a novel approach in the area of management. Wang et al. (2014) define dynamic capabilities as a firm’s behavioural orientation to constantly integrate, reconfigure, renew and recreate its resources and capabilities and upgrade and reconstruct its core capabilities in response to the changing environment to attain and sustain competitive advantage. Therefore, dynamic capabilities are organizational processes and their role is to change the firm’s resource base (Barreto, 2010). These capabilities are built within the organization and cannot be bought, are path-dependent (Eisenhardt & Martin, 2000; Danneels, 2002), and are embedded in organizational processes (Shaker et al., 2006). A dynamic capability is not an ad hoc problem-solving event or a spontaneous reaction and must contain some patterned element, i.e. it must be repeatable. Dynamic capabilities are persistent (Zollo and Winter,2002) and the use of dynamic capabilities is intentional and deliberate (Shaker et al., 2006). They consist of tangible and intangible assets, as well as the knowledge and processes needed for sensing new business opportunities and orchestrating the resource portfolio in conditions of change (Ellonen et al., 2014).Given the importance of dynamic capabilities, different organizations in Iran, including public and private organizations, have addressed these capabilities in recent years. In service organizations such as banks, employees are the most valuable asset and extremely important for gaining sustainable competitive advantage. Employees with dynamic capabilities can help banks achieve its goals and increase its market share. Dynamic capabilities are a valuable, rate, inimitable, and non-substitutable that can help organizations attain and sustain competitive advantage.The purpose of the present research is to identify and rank the factors that affect dynamic capabilities in a sample of Sepah Bank employees. Dynamic capabilities in both individual and organizational dimensions can be a source of competitive advantage in today’s rapidly changing environment.

This study was a mixed methods research with both qualitative and quantitative analysis. The initial content for interviews and the Delphi method was prepared based on the literature on dynamic capabilities. 20 experts and managers provided their inputs about factors affecting dynamic capabilities. 27 components with 240 items were extracted for the questionnaire. After reviewing and refining expert opinions and removing redundancies, a final list of factors related to dynamic capabilities was constructed with 13 components and 69 items. Reliability of the instrument was measured using Cronbach’s alpha, and the results indicated high levels of reliability.
Discussion and

In this study, 13 components of dynamic capabilities with 69 items were identified using literature review and the Delphi method. The modified model consisted of 9 components, including entrepreneurial orientation, intellectual capital, organizational performance, organizational agility, innovation, empowerment, meritocracy, knowledge management, and market intelligence. Intellectual capital had the highest standardized coefficient (0.77) and knowledge management had the lowest standardized coefficient (0.15). The path coefficient between empowerment and dynamic capabilities (0.701) was ranked second in importance.

The results of the present research suggest that Sepah Bank has incorporated empowerment and employee excellence in its vision and goals; therefore, implementing the present findings and observing its short-term effects can help this bank realize its vision and goals. Items related to intellectual capital were the most important factors in the dynamic capabilities of Sepah bank. These included: increasing employees’ skill levels, developing a comprehensive hiring plan, ensuring continued relations with customers, providing access to information systems, performing transactions in the shortest possible time, ensuring trust in the workplace, having a high level of ability in the workplace.

The goal of this research is investigating the impact of toxic leadership on work engagement in governmental organizations in Kerman city. This study is a descriptive- correlation research that has been conducted through the survey method. Community statistical is includes employee of governmental organizations of Kerman city (seven organizations) that were selected 301 people as the sample size. Also sampling in this study is class proportional to the size of the community. Tools used to collect the data are toxic leadership questionnaire of Schmidt (2008) and work engagement questionnaire of Yakin and Erdil (2012) that content validity structures and reliability of their approval reached. For data analysis is used of structural equation modeling and software used are the SPSS and Amos. According to the final model can be said that toxic leadership and its sub variables as abusive supervision, authoritarian leadership, narcissistic leadership, petty tyranny and unpredictable have negative impact on employees’ work engagement. According to the results suggest that measures and mechanism is necessary in order to prevent the coming toxic leadership style virulent in governmental organizations.

In governments especially the bureaucratic ones, it is the government which plays the most important role in the society. In our country, 80% of the organizations are public. Considering the saliency of the role of government and public organizations in managing the society, it could be explicated that if the executive officers/directors of these organizations lack the required competence and merit, the organization shall be faced with dangerous and unwanted consequences due to behaviors such as leadership inefficiency, mischief, corruption, immoral behavior (even if legal) and organized crime (Hamidizadeh et al., 2017: 3). One form of extremely harmful leadership is called toxic leadership. Such leaders tend to decrease the sense of motivation and enthusiasm for team work among the subordinates and would eventually push them towards self-centeredness in the organization(Roter, 2011). In general, the most notorious consequences of toxic leadership and its negative outcomes in the organization could be lob change, stress, emotional boredom and a feeling of organizational injustice among the employees which would lead to weaken the sense of belonging and commitment by them (Spranger, 2014: 12).
Taking the above into consideration, the present survey aims to indicate the impact of toxic leadership on employees’ work engagement in public sector.

The present survey is a kind of descriptive- correlational research that was conducted using a survey. Also, this study is in terms of the objective of the development-applied research. Statistical population of the survey consists of all public sector employees of Kerman governmental organizations out of which 301 persons were chosen as sample volume based on stratified proportionate with the volume.
Data gathering was carried out using 2 questionnaires. Schmidt questionnaire (2008) consisting of 29 questions was used to measure toxic leadership. Schaufeli and Bakker (2003) questionnaire containing 17 statements was used to measure work engagement.
Structural equation modeling (SEM) was used to analyze the data using SPSS and AMOS softwares.

The results of the survey showed that toxic leadership has a negative impact on employees’ work engagement in Kerman governmental organizations. Other results manifested negative impact the dimensions of toxic leadership such as abusive supervision, authoritarian leadership, narcissistic leadership, petty tyranny and unpredictable on employees’ work engagement in Kerman governmental organizations. Among dimensions of toxic leadership, abusive supervision shows the most negative impact, while the dimension of petty tyranny has the least negative impact on employees’ work engagement.
Discussion and

In this research, the relationship between toxic leadership and employees’ work engagement was theoretically explicated before being exposed to testing. Indeed, the goal of this survey was to investigate the impact of toxic leadership on work engagement in governmental organizations of Kerman city. The findings of the survey showed that toxic leadership and its sub variables as abusive supervision, authoritarian leadership, narcissistic leadership, petty tyranny and unpredictable have negative impact on employees’ work engagement in Kerman governmental organizations.

Abstract The objective of the present study was to examine the impact of organizational trust on organizational commitment through the mediating variable of organizational participation. This descriptive-correlational study followed a correlation design. The population was employees of Zahedan educatin organization in the academic year 2017-2018. Using stratified convenience sampling method, 208 employees were selected and studied through applying three questionnaires: organizational trust (Kanawattanachai & Yoo, 2002), organizational participation (Nastiezaie, 2015) and organizational commitment (Dahmarde & nastiezaie, 2017). To analyze the data, test structural equation modeling using LISREL software were used. According to the findings, organizational trust has a positive and significant effect on organizational commitment and participation. Also, organizational trust has a positive and significant effect on organizational commitment through organizational participation variable. Therefore, managers can increase their organizational commitment by increasing organizational trust and organizational participation. Introduction One of the most important attitudes about human capital is an organizational commitment (Nastiezaie et al., 2015). Organizational commitment can be defined as believing in the values ​​and goals of the organization, the sense of loyalty to the organization, the moral obligation, the heart's desire, and the sense of the need to stay in the organization (Weng et al., 2010). Organizational commitment of employees can be affected by several factors such as organizational trust. Trust is defined as a level of individual confidence in another’s competency and expecting him to act fairly and morally (Dai et al., 2013). Trust as a multilevel concept relates to the interactions of various levels of colleagues, teams, and levels within an organization (Dennis, 2004). Other variables affecting organizational commitment of employees can be their level of participation in the organization. Participation is a process in which employees of an organization engage voluntarily in their affairs and activities, provided they have the potential and motivation for effective intervention (Nastiezaie, 2014). The researcher has been working as an administrative officer in the Zahedan Education Organization for many years. During this period ,he has encountered closely issues such as the desire to leave, delayed work, absence, unwillingness to continue to serve in the organization, low quality of work, lack of loyalty to the organization, avoidance of activities outside the scope of responsibilities , Illegal activities against the organization, negative results of denunciation, and misconduct of the organization, limited control of the organization on employees, which indicates a low level of organizational commitment of the staff of education. It has also been closely observed over the years of service that managers are not welcome the employee participation, and that more employees are involved in superficial matters. In addition to the aforementioned, rumors, pessimism and false fears caused by a low level of organizational trust are prevalent in the education organization. Hence, he seeks to identify factors that can affect the organizational commitment of employees, which, according to organizational evidence and documents, has sought to investigate the role of organizational trust and organizational participation in order to be able to find suitable solutions based on the findings of this study to improve the organizational commitment of the staff to the top managers of education. Hence, the main issue of this research is: what is the relationship between organizational trust and organizational commitment through the intermediary variable of organizational participation? Case study The purpose of the current Study, according to the applied purpose and methodology, according to the main purpose of the research is a descriptive-correlational study based on the use of structural equation modeling. The statistical population of the study was all the administrative staff of the educational organization of Zahedan in the academic year of 1396-97 with 453 people (392 men and 61 women). A stratified random sampling method was used to determine the size of the sample and 208 people (180 men and 28 women) were selected as sample based on the Cochran sampling formula. Materials and Methods To collect information, three questionnaires of Nastiezaie were used: Organizational trust questionnaire (Kanawattanachai & Yoo, 2002), and Organizational commitment questionnaire of researcher made questionnaire (1393). In the Likert scale of the questionnaire it was set from’ I totally disagree with to the of ’I fully agree with’.  The scoring method was set from’ I totally disagree with =1, I fully agree with = 5. The content validity method was used to determine the validity of the questionnaires. In this regard, the questionnaires were approved by the faculty members of the educational management group of Sistan and Baluchestan University and verified that the questionnaires would measure the same characteristic of the researcher and have credibility. To determine the reliability of the questionnaire, Cronbach's alpha coefficient was used. The Cronbach's alpha coefficients for organizational participation, organizational trust and organizational commitment were 0.87, 0.91, and 0.83, respectively. To analyze the data, the structural equation modeling was used with the help of Lisrel software. Discussion and Results The results showed: 1. Organizational trust has a positive impact on organizational commitment. 2. Organizational participation has a positive impact on organizational commitment. 3. Organizational trust has a positive impact on organizational participation. 4. Organizational trust has a positive effect through participation in organizational commitment. According to the findings of this study (the effect of organizational trust on organizational commitment through organizational participation), if managers of organizations are demanding committed employees, they should be able to provide the conditions that actualize the potential forces of employees, thereby improving the performance of these organizations. Executives can raise organizational effectiveness, once the employees feel that their managers are trustworthy. When there is mutual trust between the manager and the staff, managers participate staff in decision making, which, in turn, makes employees feel more committed to organizational commitment and are more careful to make better and more accurate decisions, and develop  their knowledge and to fulfill tasks and duties . One of the most important limitations of the present study is that the current study can not accurately identify the various dimensions of the problem. Therefore, it is recommended to other researchers to do such studies in combination (quantitative and qualitative) and with regard to demographic characteristics. Also, considering that this study was carried out on employees of Zahedan Education Organization, the results of it should be cautiously generalized to other groups. Conclusion Managers can increase their organizational commitment by increasing organizational trust and organizational participation.

Abstract Nowadays, the commercialization of technological products is considered as one of the most important requirements in Iran to improve the economic cycle. Using indigenous technology seems to be a rational approach due to the sanctions; therefore, identification of important factors in the commercialization context considering market downturn conditions can play an important role in the optimal performance of companies in the markets on technological product supply. This study aimed to develop and provide a model for commercialization of technological products in market downturn conditions. This research is purposefully a practical study and an exploratory mixed research in nature. The statistical population of this study consisted of marketing and commercialization experts in qualitative stage. These experts were identified using purposive sampling along with the snowball method, among which 20 experts were finally interviewed regarding data adequacy. As well as, 123 active companies in technology-based businesses were also used to test the model. Grounded theory and structural equation approach are the methods of analysis. The data were collected through in-depth interviews with the distribution of the 47-item questionnaire. The results confirm that "intra-organizational potential" is proposed in the case of causal conditions. "Localization of modern technology" was the main phenomenon identified in the study and "institutions involved in the commercialization process" was the intervening factors identified in the model. The context of this research is also "intra-organizational commitment" and "intra-enterprise economic conditions". The main strategies included "market orientation" and "financial resources" and ultimately the main consequence of these strategies was "improve sales performance". The results of the structural equation approach confirm the relationships designed in the grounded theory model. Introduction In fact, technology commercialization is the creation of a new product, service or process based on satisfying new demand, and therefore providing it requires continuous efforts to transform the results of new products and services and their successful marketing. Accordingly, it can be stated that in addition to facilitating the process of converting ideas into product and services, market and marketing conditions are also among the issues involved in technology commercialization. The country should be able to benefit from the ability of companies operating in the field of commercialization to achieve a resilient economy and reduce dependence on developed countries' technologies. This issue is very important given the current sanctions, and failure in this area is recognized as a major challenge. Therefore, designing a model for the commercialization of technological products in technology-driven companies can have great advantages for Iran. The main question of this research is as follows: What is the pattern of technology commercialization in technology-based companies in market downturn conditions? Case study The statistical population of this study consists of two parts: (i) The first part of statistical population was related to individuals who were selected for the interview included experts in the field of commercialization of technological products and active academic elites according to the subject area. They were selected by purposeful sampling through criteria such as expertise in commercialization issues, practical experience in delivering technological products to the market, and so forth. Eight experts were identified; then the number of respondents increased by continuing the interviews using the snowball sampling method. Usually this sampling was continued until the researcher obtained the sufficient data. Thus, 20 in-depth interviews were conducted in this field, in which information were repetitive from the 15th</sup> interview onwards, and the researchers reached theoretical saturation, but interviews were continued with 20 individuals for sure. (ii)     The second part of the statistical population consisted of active companies in the field of technological products. The number of these companies was 180. Using Cochran's formula, the sample size was 123 companies. The researcher has attempted to use a simple random sampling method. It was attempted to provide each senior executive of the companies with a questionnaire. SmartPLS software was used for data analysis in this study. Materials and Methods In the first part of this study, the grounded theory approach was used to identify the pattern of commercialization of technological products under recession, and the partial least squares approach was used to test the model. The interviewing tool was used in the first step and the questionnaire in the second step in order to collect data. Interview sessions began with questions about causal factors affecting the pattern of technological product commercialization in a recession (open interview) and questions continued based on the participants' response. In the questionnaire section, a 47-item questionnaire was designed based on the final model. Discussion and Results Six specific aspects of systematic pattern design were examined in this study: intra-organizational potentials were identified in the case of causal conditions; considering the technical characteristics of the organization and the intangible assets of the organization was the major component regarding the intra-organizational potential; on the other hand, the important issue of infrastructure and its enhancement is to improve performance; localization of novel technologies has been identified as a major phenomenon in the process of commercialization of technological products. The context of the phenomenon of commercialization can be described in two areas: (a) intra-organizational commitment, and (b) economic conditions prevailing in society. Commercialization can progress properly if corporate management within the organization has sufficient commitment to research and development (R&D). On the other hand, it is budget, financial resources, and targeted allocation in this area that can increase the activity in these projects. The presence of constant financial resources in companies, preventing downturns, and marketing platforms are other critical issues that can be very effective in commercialization. Marketing measures can well draw market demands in the field of technological products, and this undoubtedly provides the required background for enhancing and improving technological products tailored to market demands. Conclusion In the model of this research, the corporate strategy in the field of commercialization of products is discussed which can play an important role. On the one hand, financing is an issue that should be considered. Inexpensive financial resources as well as financial allies are a topic of great interest in the field of financing. Working in the commercialization of technological products requires extensive investment. Another strategy in this area is to focus on market orientation, activities that make commercialization successful in domestic and international markets. Undoubtedly, working properly in commercialization will have no consequence except improving sales performance and welcoming market performance. Sales performance and its improvement can transfer higher revenue to technology organizations.

The main purpose of this study was to develop and validate an open innovation model in small and medium enterprises active in the Iranian Food Industries. In so doing, a sequential exploratory mixed methods research was used. Thus,  the data were collected in two phases: In the qualitative section, using the grounded theory method, through a semi-structured interview with 25 managers and university experts, the data were collected and codes and open innovation components were counted developed in the form of a grounded theory method. The questionnaire was designed based on the findings from the qualitative stage. In order to validate the model, the newly developed questionnaire was further administered among 371 managers and employees of food companies selected by proportional stratified sampling method. The validity of the research model was determined by the indicators of the measurement model, and structural model and SEM general indicators were measured and its results suggest acceptable fit for all of above-mentioned indicators.

Creativity and innovation have been considered as one of the salient issues which facilitate change in any organization (Ahmadi, 2013: 15). As Chesbrough (2012) rightly put in the absence of innovation in organizations, there would never have been the organizations in long run. Nowadays, the necessity of using open innovation to increase the competitive ability of companies in domestic and foreign markets is growing (Zhang and Zeng, 2009). Open innovation—a notion introduced by Henery Chesbrough—has become widely practiced in business and academic disciplines (Chesbrough & Garmann, 2009)
The application of open innovation in commercialization by companies has several advantages. For example, based on research studies, the use of open innovation can boost product success rates by up to 50% and, similarly, foster the productivity of internal research and development by up to 60%. (Enkell et al.,  2009). Given this, one of the companies that create entrepreneurial opportunities and provide the right platform for innovation and the economy of the country is small and medium enterprises. In the present study, the researchers, adhering to the paradigm of open innovation, made an attempt to cast a visible light to this issue. The reasons are: (1) Small and medium enterprises account for 94% of the companies in Iran; (2) they are the main source of employment, i.e., almost 70% of the employment rates were initiated by these companies; and (3) According to the World Labor Organization (WLO), almost 70 percent of innovations and industrial inventions have been created by entrepreneurs working in small and medium-sized enterprises.
Case Study:Inspired by the gaps in the literature, and due to the indispensable role of these small and medium enterprises, the current study probed the issue of open innovation in one of the industrial towns which is located in Chaharmahal and Bakhtiari province. At present, the study of the performance of small and medium enterprises in the province of Chaharmahal and Bakhtiari indicates that these settlements have 800 small and medium enterprises, of which 200 to 250 units are closed during the surveys, while other companies. They are also working on half of their production capacity, and there are only about 400 active companies.

The overall design of the current study was a mixed methods research. More specifically, a sequential exploratory mixed-method design was used in order to uncover a probable open innovation model in active small and medium enterprises in the Iranian food industries. By adopting two separate phases, the researchers first collect and analyze qualitative data (i.e., using a semi-structured interview with 25 managers and university experts); second, the quantitative data (i.e., using a questionnaire) were collected and analyzed sequentially in order to help explain the qualitative results. The questionnaire and the initial model were designed based on the findings from the qualitative phase.
Discussion and

According to qualitative data, the findings uncovered a model comprising the following themes:(1)   The conditions affecting open innovation
(2)   The conditions underlying the strategies
(3)   The intervening conditions affecting strategies
(4)   The effective strategies
(5)   The implications of open innovation
Sequentially, the results of quantitative data confirmed the proposed model and suggest acceptable fit for all extracted indicators.

The overarching purpose of this study was to develop and validate an open innovation model in small and medium enterprises active in the Iranian Food Industries. The food industry as one of the most important industrial sectors in the national economy of the country has led the researcher to design an open innovation model in the food industry of the country.Due to the lack of model for operationalizing open innovation in food industries, the current study made an initiative to bridge this gap by employing a sequential exploratory mixed methods research. Overall then, the qualitative and quantitative findings underscored the necessity of implementing an innovative model for the small and medium enterprises.

Abstract Empowering employees as an important structure can play a crucial role in the effectiveness of the organization. In the psychological approach to empowerment, the theory of social cognition is based. This theory provides a useful framework for analyzing the feelings of individuals from their level of ability. The present study was conducted to investigate the effect of social capital on psychological empowerment with the role of mediator of intellectual capital. The research is based on the purpose of the research and the method of collecting data is a descriptive correlation. Data was collected using library surveys. Questionnaires were used to collect the data from the Nahapiet & Ghoshal (1998), Bontis intellectual capital (1998) and Spritzer psychological empowerment questionnaires (1995). The statistical population of the study consisted of all nurses of Khatam-Al-Anbia hospital in Zahedan with 250 people. According to Morgan table, 150 people were selected as sample. To determine the reliability of the questionnaires, Cronbach's alpha and combined reliability were used. The rate for all three questions was higher than .7. The values obtained for convergent and divergent validity also indicated validity of questionnaires. Data analysis was performed using SPSS and SMART PLS software. The results of the assumptions test showed that social capital has a positive and significant effect on the psychological empowerment of nurses at Khatam Al-Anbia hospital in Zahedan through the mediator of intellectual capital. Also, among dimensions of social capital, trust has the most impact (0.38) on nurses' psychological empowerment. Introduction Today, rapid environmental changes, global competition and new demands for quality services, require quick response from organizations. In order to overcome the uncertain, complex and dynamic conditions, the only way forward is to empower employees through the acquisition of knowledge and skills that quickly become obsolete. The empowerment of employees as an empowerment of employees for decision making is also described. By employing empowerment techniques, employees feel trust, double-duplicate, commitment and self-reliance. In general, three approaches, Relation, Motivational and Psychological In empowerment. The psychological empowerment is the process of promoting self-esteem and internal motivation among employees. This approach provides a useful framework for analyzing the feelings of individuals from their capacity levels. Intellectual capital is one of the factors that can be effective in empowering employees. Intellectual capital is invisible capital. And includes a set of knowledge, information, intellectual property, experience, competition and organizational learning.  Intellectual capital consists of three components of human capital, structural and communication. Various researches have been done on the factors influencing intellectual capital, according to which, among other factors, factors affecting intellectual capital are social capital.  Social capital promotes the norms and values within the organization. The main idea of social capital is membership in networks that make it possible to participate in mutual benefit. The amount of social capital that a person has, depending on the size of his communications network. Considering the importance of these networks and its role in the exchange and interaction of information in organizations, especially hospital units, it is necessary to pay attention to the social capital variable and its consequences, including empowerment of employees. Competition between hospitals has expanded today, treatment costs require patients to be in a better position to serve. Certainly, hospitals with more powerful human resources will be able to better respond to their clients. Therefore, the present research seeks to investigate the effect of social capital variable on empowerment of employees with the mediating role of variable intellectual capital in nurses of Khatam Al-Anbia hospital in Zahedan. Case study The statistical population of the study consisted of all nurses of Khatam-Al-Anbia hospital in Zahedan with 250 people. According to Morgan table, 150 people were selected as sample. Research Methods The purpose of this study was with investigate the Impact of Social Capital on Psychological Empowermen with the Role of Mediating Intellectual Capital. The statistical population of the study consisted of all nurses of Khatam-Al-Anbia hospital in Zahedan with 250 people. According to Morgan table, 150 people were selected as sample. To determine the reliability of the questionnaires, Cronbach's alpha and combined reliability were used. The rate for all three questions was higher than .7. The values obtained for convergent and divergent validity also indicated validity of questionnaires. Data analysis was performed using SPSS and SMART PLS software. Discussion and Results The results of the assumptions test showed that social capital has a positive and significant effect on the psychological empowerment of nurses at Khatam al-Anbia hospital in Zahedan through the mediator of intellectual capital. Also, social dimension of social trust has the most impact (0.38) on nurses' psychological empowerment. Conclusion Empowering employees as an important structure can play a vital role in the organization's innovation and effectiveness. Therefore, research on the factors and obstacles to empowerment is of great importance. In the psychological approach to empowerment, the theory of social cognition is based. This theory provides a useful framework for analyzing the feelings of individuals from their level of ability. The purpose of this study was with investigate the Impact of Social Capital on Psychological Empowermen with the Role of Mediating Intellectual Capital. The results of the study showed that social capital has a positive and significant effect on the psychological empowerment of nurses at Khatam-Al-Anbia Hospital in Zahedan via the mediating variable of intellectual capital. According to the findings of the research, the following suggestions are presented: 1: Encouragement and strengthening of social and professional institutions; 2: Planning for the enrichment of the social culture of the hospital; 3: Attention to the promotion of social capital in public education and nursing education; 4: Attempting to fulfill the ethics at the level of individuals, groups, and sector