مجله پژوهش های مدیریت عمومی
پیاپی 49 (پاییز 1399)

The main purpose of this study is to elaborate on the general competencies of senior managers of Afghan government agencies. Given the descriptive nature of the research, this research is based on the data-driven strategy and the theoretical model of Strauss and Corbin as the research approach. In this approach, sub-categories in a series of relationships are linked to one that expresses causal conditions, phenomena, confounding conditions, contextual conditions, interactions, and consequences. The research data collection was structured and semi-structured interviews with 20 senior managers of government agencies in Herat province, Afghanistan, selected through snowball sampling. The results show that communication skills, conflict resolution skills, stress management ability, crisis management ability, time management, problem solving, empowerment, negotiation skills, nonverbal skills, and quantum skills as central phenomena. Experience, expertise, intelligence, intelligence, and personality and personality traits have been identified as causal conditions for senior management to have meritocracy, sustainable development, productivity, and social justice. However, in this model, contextual factors (such as managerial skills, cognitive skills, technical skills, and political skills) and interfering conditions (cultural, social, political, cognitive, and economic barriers) influence relationships Introduction The present value and future success of any organization depends directly on the capabilities and skills of its employees. Today, employees are a key source of competitive advantage and have the ability to utilize other resources including raw materials, capital, and technology. Organizations with talented and capable people can make quick decisions in global markets and move with the speed of networks. According to the resource-based perspective, the competitive advantage in an organization is based on the use of an organization's valuable resources that must have features such as non-replicability, non-substitution, and non-uniformity. Management experts have come to realize that employees are the main source of quality improvement and productivity. Today, the role and importance of human resources in the growth and development of organizations, both at the micro level and in human societies, has become increasingly apparent at the macro level. Thus, in the modern age, human beings are seen as endless and valuable capital, and it is now well-known that the decline of human capital has led to a decline in productivity and production. If organizations want to survive in today's turbulent environment, they must have a holistic and strategic approach to environmental change and take account of the various requirements. Because competent resources that possess the knowledge, abilities and skills needed are the most fundamental competitive resources of organizations. And if these organizations are government agencies, they will certainly have long-term effects in the area of influence and deal directly with the fate of the nation. The consequences of a decision taken at the macro level by senior managers of government agencies can determine a nation's status in the domestic and international arena and promote or elevate a society or vice versa. Therefore, the wisdom and competence of senior executives in government agencies responsible for policymaking, regulation, and implementation are among the most important factors in determining a country's destiny. A study in the US has shown that only a few of the people applying for public administration jobs have the minimum qualifications to hold important government positions. Materials and Methods This study is descriptive. Given the nature of research, the strategy used is Grounded Theory. The wisdom of using this strategy goes back to using it. Fundamentals of Grounded Theory is a systematic, qualitative way of generating a theory that, at a broad level, explains the process of subject-matter interaction or interaction with a particular identity. Due to the existence of multiple patterns in the Grounded Theory, the best way to construct the model is the Strauss and Corvin field theory used in this research. In this contextual method, sub-categories in a series of relationships are linked to a category that is the expression of causal conditions, phenomena, confounding conditions, contextual conditions, interactions, and consequences. According to the paradigm model and the Grounded Theory, the first step will be to conduct interviews with experts and to better understand the concept of competence with regard to the environment and conditions prevailing in Afghan society and government agencies. In the next step, depending on the specific organizations, the case study method will be used, and the study of documentation and interviews with experts and individuals will take place. Finally, considering the post-planning approach and the use of sustainable planning, the best strategies based on the conceptual model developed in the form of a theoretical model are presented to the relevant organizations. Conclusion This theory describes the mechanisms by which the target community (Afghan government agencies) recognizes their scientific and professional needs and, by referring to them, seeks to acquire the required knowledge and, on the other hand, universities and higher education institutions, parties and organizations. Religious groups, religious communities and scholars, civil society, intellectuals, cultural and social organizations also market their product to the target community. According to the model obtained from the research results, one of the necessities of the political and social system in the country is to pay attention to the intellectual, physical, scientific and personality development appropriate to the country's conditions (causal conditions). To this end, it is essential that senior managers of government agencies have the characteristics and requirements for administrative, professional, and political activities and provide the necessary contexts for enhancing public competence in the community (the main issue). Despite these supports, the reform of systems, processes, procedures, and mechanisms governing government agencies has been reviewed and summarized to provide valuable results on the performance of senior executives (interactions). Social reinforcement, organizational transformation, and avoidance of stereotypical cultures and traditionalism, and having well-organized programs can provide the necessary backgrounds to replace active and efficient organizations with traditional and classical organizations (interventionist conditions). Consideration of courses, social environments, personal skills, social behaviors and practices, and localization of useful and necessary practices can help in nurturing a manager in the community (Contextual factors). It should be borne in mind, however, that without well-planned planning, the financial and spiritual support needed and the attention of all of the micro-social and organizational sectors to achieve the goals of this research is futile (implications).

Psychological ownership is one of the main issues taken into account by management theorists and experts in recent years in an effort to motivate employees. In this regard, the research objectives included the identification and prioritization of antecedents and consequences of psychological ownership in public organizations. The present study is developmental in terms of objective and analytical exploratory survey in terms of methodology. In the first stage of study which was qualitative, systematic review method has been used for identification of antecedent and consequences components. For data collection and evaluation of model variables, questionnaire has been used, the validity and reliability of which had been previously confirmed. The statistical population of study included the employees working in public organizations under supervision of 16 ministries in Bushehr city, out of which 333 subjects were selected as sample through stratified random method. For analysis of collected data, structural equation modeling through AMOS software has been used. The findings showed that using precedents of this study can lead to promotion of the psychological ownership and as a consequent, the achievement of the intended consequences in the studied organizations are expected.. 

Public services organizations represent government in practice; therefore, the government seeks to promote these organizations more than before. Recently, psychological approach toward increasing organizations' performance has been taken into account; based on which the promotion of psychological aspects in organization could elevate the organizational performance more than other factors. One of the organizational variables considered in recent years is psychological ownership. The investigations indicate that there are various factors (organizational, individual and contextual) that provide the ground for formation of psychological ownership. Moreover, through creating internal motivation, the psychological ownership highly affect the organizational variables such as organizational commitment, responsibility, job satisfaction, organizational citizenship behavior, organizational competitiveness and etc. The searching of databases shows that there is no reliable integrated model for realization and prioritization of antecedents and consequences of psychological ownership in public sector. This study seeks to identify and prioritize the constituting factors and the consequences of this variable in public organizations. Case Study For identification of antecedents and consequences of psychological ownership, the statistical population of study included texts related to subject matter in local and foreign books and journals. In addition, for their prioritization, the management experts with orientations of organizational behavior, public management and human resources of 8 superior universities of the country and Persian Gulf University of Bushehr (as a result of local context) and the managers of organizations and deputies of human resources of public services organizations of 16 ministries in Bushehr city have been taken into account. From this population, 30 experts and 32 managers and deputies have been selected as the sample of the study. In second stage, for testing final model, the statistical population included the employees working in abovementioned organizations. Using Cochran formula, the minimum volume of sample had been specified as 333 subjects.

The present study is developmental in terms of objective and it has been carried out based on positivism paradigm and consequently comparative approach. To determine the validity of questionnaire, content and construct validity have been used. The reliability of the study has been examined through Cronbach Alpha. The collected data have been analyzed through Structural Equation Modeling via AMOS.

The results of Friedman test showed that four factors of person-job fit, participation in decision-making, transformational leadership and perceived control are the main influential factors and organizational commitment, job motivation, organizational citizenship behavior and job satisfaction are the main consequences of psychological ownership. For testing hypothesis, partial index (p-value) and significant number have been used. Concerning p-value and significant number of hypotheses which are respectively less than 0.05 and more than 1.96; it can be concluded that all research hypotheses are confirmed at reliability level of 95%. Therefore, the relationship between antecedents and consequences and psychological ownership is meaningful and the mediating role of psychological ownership in antecedents and consequences relation is confirmed.

The confirmation of relationship between person-job fit and psychological ownership indicates that person-job fit highlights the mediating role of this variable (psychological ownership) in addition to forming psychological ownership. This finding shows the significance of designing jobs and careers in organizations. Consideration of this issue not only enhances the feeling of ownership, it also has a good predictability role in enhancing occupational attitudes including organizational commitment, job satisfaction, organizational citizenship behavior and job motivation of employees. This is also true in relation with participation in decision making, perceived control and transformational leadership. Through participating in decision making, individuals feel that they have freedom of action in determining the fate of organization which is indicative of the feeling of ownership. More importantly, participation in decision making has been effective in prediction of individual consequences as previously mentioned (commitment, satisfaction, citizenship behavior and motivation). Out of 4 effective factors on attitudinal and behavioral consequences through psychological ownership, participation in decision making has higher predictability power in comparison with other three predictors. As far as transformational leadership mostly reminds human identity in comparison with transactional leadership, it has been effective in shaping psychological ownership as well as enhancing the consequences mostly related to individual level the same as two former antecedents. Finally, the perceived control which embeds to some extent assurance and predictability indicates that providing the ground for delegation of responsibility to employees not only enhances the empowerment, it also could be effective in shaping effective psychological ownership and have good predictability role in enhancing the occupational attitudes (organizational commitment, job satisfaction and citizenship behavior and job motivation of employees. This factor is in the second rank in terms of importance from among four effective factors on attitudinal and behavioral consequences.

The emergence of emerging powers is one of the important characteristics of the international landscape of modern times. The rise of China, India, Brazil, and South Korea has changed the geopolitical paradigms of world politics and is reflected in the international politics of all actors in the international order. Given the acceptable results of these countries in terms of development, the analysis of the nature of the performance of these countries is an undeniable necessity that can be considered as a solution for developing countries in the field of development management.

The point that should not be forgotten is that The world now owes much of its economic growth to emerging economies, they have shown, and when the world's superpowers grapple with economic problems, it is the emerging economies that drive the world economic engine. Case study This study aims to provide a suitable model for development management in developing countries by studying how to manage development in emerging countries. The countries surveyed in this study are South Korea, China and India.

By examining the theoretical foundations, reviewing the research background and also historical-comparative study of the performance of selected countries, the conceptual model of development management in 5 groups and 32 sub-indicators including: Economic development (technology localization, ‌Export development, liberalization and competition, economic globalization, lack Use of underground resources, creation of a secure economic environment and business facilitation laws), political development (formation of parties, expansion of political groups, political integration, citizens' trust in sovereignty and legitimacy), socio-cultural development (use of indigenous culture) , Health, employment and social education, corruption, power distance and collectivism), bureaucracy (high quality of administrative laws, meritocracy, decentralization, abolition of monopolies, appropriate size of government, high quality of government decisions in domestic and foreign affairs, accountability of managers And the implementation of e-government and globalization (having constructive relations with the world, membership in international organizations, neutrality in international conflicts, the attitude of political elites to the international system and how to interact with dominant international actors) were designed.

The questionnaire was researched according to the obtained conceptual model and was distributed among 56 experts in the field of development to validate the research tool model. This number of experts through the Program and Budget Organization, Administrative and Employment Organization and researchers and authors in the field of development and identification Due to the small number of samples, the validation questionnaire was distributed among all 56 experts and then with the help of structural equation modeling and SMART PLS software, the model was approved and each of the dimensions and sub-indicators of development management was ranked.

Were. The results showed that socio-cultural development (power distance), bureaucracy (quality of laws), politics (formation of parties), economy (localization of imported technologies) and globalization (attitude of political elites to the international system) had the greatest role, respectively. Play in the development of emerging countries.

The success of the organization in achieving the goals depends on how management practices and effective managerial leadership styles. Organizations of all sizes need effective leadership to survive, and organizations with effective leaders tend to innovate, respond to changes in markets and environments, respond creatively to challenges, and maintain high performance. On the other hand, the lack of effective leadership has a significant impact on the organization's ability to implement and consolidate strategic initiatives. The main purpose of this study is to identify the organizational factors affecting the development of effective leadership that are presented in the form of a structural-interpretive model. In this research, first by reviewing the research literature and also using content analysis, the main factors affecting the development of effective leadership were identified and in the next step, structural-interpretive modeling of relationships between elements was analyzed. The results showed that a total of 5 identified elements are located at three levels and interact with each other. At the primary level and the highest level of perceptual skills, at the second level three factors; Organizational strategic management, environmental analysis and organizational structure are also targeted at the third level.

One of the best ways for organizations to grow today is to develop their leaders (Hsu et al., 2017). Numerous studies have identified leadership development as a vital and strategic approach to the survival of organizations in a changing world. There is strong evidence that leadership development programs affect the knowledge, attitude, and behavior of managers. Leadership development programs typically develop a variety of relatively related abilities or skills, such as cognitive, interpersonal, business, and strategic skills (Shaw et al., 2017). Leadership development is an important aspect of organizational development and learning. On a global scale, leadership development is a multibillion-dollar industry. While the issue of leadership has been extensively studied and researched over the last half century, little attention has been paid to the development of leadership. In fact, researchers generally do not see the necessary difference between leadership and leadership development, and these two issues are sometimes considered synonymous (Maya, 2014). As a result, having a coherent scientific model and framework for developing effective leadership. In order to adapt the leadership approach to the requirements based on facing the internal and external challenges of the organization (as mentioned above) as well as purposeful and systematic training of employees capable of suitable leadership tenure, there is a great need. In a large part of the history of research related to leadership development, this category is considered as a strategic, important and necessary thing for organizations, which is increasing in importance day by day and is based on the claim that organizations that seek survival and success in business environment They are chaotic and highly competitive today, they have to develop leadership at all levels. A leader cannot be nurtured by education alone. Developmental tasks will not be successful in training leaders without coaching and career planning. Practical and experiential learning will not be very useful if they are not in line with the strategic missions of the organization. On the other hand, the successful implementation of leadership development programs largely depends on the effort, support, commitment and active participation of middle managers, the main management team and the CEO of companies. Therefore, in the present study, after a comprehensive review of the theoretical foundations of the subject and reviewing all existing models in the field of leadership development in organizations, we seek to design a model that is appropriate and appropriate to internal and external requirements in the context of globalization and related crises. Regarding the importance and role of leadership development programs, it should be noted that it is difficult to limit it to a few definitions. One of the most frequently seen topics in the day-to-day content is that financial and capital management tools have been the focus of managers for almost 50 years for sustainable advantage and growth, but recent economic crises have warned managers of this. Focusing on financial metrics is not as efficient as it used to be to achieve a lasting advantage, and the only option left is to focus on managing talent and human capital. A significant portion of the speakers at the 6th Peter Drucker World Memorial Forum believe that the most important change that will affect managers in the coming years is the diminishing role of financial capital and the growing role of human capital. Obviously, these developments will highlight the status and importance of talent development and leadership development programs. Case study This research has been conducted among the senior managers of the Refah Bank of the country. The managers selected for the present study all have a history of leadership in senior positions in the Refah Bank and have experience in the subject under study.

The present study is a combined (qualitative-quantitative) research that has an inductive approach. It is also descriptive-survey in nature and method. Library method was used to collect information in the field of research literature and its background. Content analysis has been used to gather the factors affecting the development of effective leadership. A questionnaire was used to identify the cause and effect relationships between the identified factors. The researcher-made questionnaire was provided to the senior managers of the Refah Bank to determine the cause and effect relationships between the identified components.

The results of the present study are consistent with the results of some previous studies. One of them is Moradi's research (2014). In this research, Moradi has shown that goal setting and skills are the main characteristics of effective leaders. Zare (2016) has also shown in his research that; Strategic goal setting, capabilities, environmental knowledge are the main factors in leadership development. Afjeh et al. (2014) have also shown that; Ethical character and empowering factors are the main variables influencing the development of effective leadership. Robert Holmberg et al. (2016) also showed in their study that; Analytical thinking, environmental analysis and resolving organizational conflicts are the most important factors in leadership development. Balico (2017) has also shown in a study that; Four levels of individual, intergroup, structural and extra-organizational are effective in the development of leadership and planners should consider several factors in these four dimensions.

In the qualitative part of the research, the factors affecting the development of effective leadership were identified using content analysis. 33 factors were identified in the qualitative section, which after coding these factors were placed in a total of 5 categories (main factor). The 5 main factors after performing the steps of ISM technique were in three levels. In the first and highest level, the variable of perceptual skills was placed, in other words, the perceptual skills of managers are the main variable in the effective leadership development model. In the second level of the model, three variables; There is strategic management, environmental analysis and organizational structure, and at the third or basic level, the targeting variable was also placed.

Although strategic thinking is not an unknown concept in the field of strategic management, the results of the review of related studies show that there is no explicit consensus on how to explain the nature of strategic thinking. Secondly, a series of research explaining the results of strategic thinking and factors influencing its development did not have a comprehensive, multifaceted look. Hence, in this paper, we tried to use multi grounded theory (MGT) to configure a comprehensive model for explaining the antecedents, elements, and consequences of strategic thinking. Analysis of the data from the systematic review of related studies over the last 40 years and interviews with 27 experts selected through a combination of purposive and snowball sampling methods, led to the development of a model that included strategic thinking in the form of six attributes consisting of "vision-driven foresight", "stakeholders focus", "creative evolutionism", "systematic solution seeking", "patterning" and "intelligently decision making"; categories strategic thinking drivers in three groups: Organizational, individual and environmental factors; and conceptualizes the consequences of strategic thinking in three groups: "Development of Organizational Capacities", "Achieving Financial Results" and "Improving Organizational Position in the Environment". To validate the results and evaluate the model from the perspective of "understandability", "comprehensiveness", "applicability" and "innovation", surveys of experts were conducted over two sequential stages. The result of surveys verified the validity of the acquired results and appropriateness of the final model according to the four mentioned criteria.

Since the introduction of the concept of "strategy" in the management literature, various schools, frameworks, and theories have been developed. De Wit and Meyer (2005; 50) categorize the topics of strategic management into three areas: "strategic thinking", "strategy formulation" and "strategic change”. This research focuses on strategic thinking as a necessary means for the formation and implementation of the strategy. Despite its significant role in achieving organizational results, strategic thinking has not been considered scientifically until the 1980s. Therefore, based on reviewing the background and ascertaining the following issues, a more comprehensive study in this field is necessary:One of the problems in the strategic thinking field is the lack of a comprehensive definition of it and due to the lack of consensus on the characteristics of strategic thinking, standard scales for measuring the dimensions of strategic thinking as research structures have not been developed.Certainly, "creating the capacity for strategic thinking and achieving the expected results" is influenced by several factors that in previous studies have not been a macro and integrated view in this regard.A group of studies that have explained the consequences of strategic thinking is, first, limited in number; Secondly, they did not have a comprehensive view of the issue.As mentioned above, the main purpose of the current study is to develop an integrated model of drivers, elements, and consequences of strategic thinking and to explain the specific relationships between the components of the model. Case study This research has not been done in a specific organization and due to the nature of the research, which has been a kind of model design; the target population in a systematic review is related articles published in prestigious domestic and foreign journals that met inclusion criteria and in other stages are experts who met the set criteria. Most academic experts were selected from among the professors of Tehran universities and executive experts from among the senior managers of large organizations and participated in the research process.

To address the research questions, in the first step, the elements of the model and the relationships between them are identified by using the multi grounded theory (MGT) strategy; then, a survey was utilized for validating the results and evaluate the final research model.

In the present study, strategic thinking is conceptualized in the form of six attributes consisting of "vision-driven foresight", "stakeholders focus", "creative evolutionism", "systematic solution seeking", "patterning", and "intelligently decision making”. These categories provide a more comprehensive picture for understanding the nature of strategic thinking. Moreover, the identified factors affecting strategic thinking were classified into three groups: individual, organizational and environmental, and specific relationships between them conceptualized, among which the impact of culture, structure, planning, and leadership style. In general, the study showed that having an acceptable level of strategic thinking, in addition to influencing the sustainability of financial results and providing more confidence for shareholders, by focusing on capacity development; also improves the strategic position of the organization, and these three outcomes dynamically evoke a sustainable and growing future for the organization.Introduction Since the introduction of the concept of "strategy" in the management literature, various schools, frameworks, and theories have been developed. De Wit and Meyer (2005; 50) categorize the topics of strategic management into three areas: "strategic thinking", "strategy formulation" and "strategic change”. This research focuses on strategic thinking as a necessary means for the formation and implementation of the strategy. Despite its significant role in achieving organizational results, strategic thinking has not been considered scientifically until the 1980s. Therefore, based on reviewing the background and ascertaining the following issues, a more comprehensive study in this field is necessary: One of the problems in the strategic thinking field is the lack of a comprehensive definition of it and due to the lack of consensus on the characteristics of strategic thinking, standard scales for measuring the dimensions of strategic thinking as research structures have not been developed. Certainly, "creating the capacity for strategic thinking and achieving the expected results" is influenced by several factors that in previous studies have not been a macro and integrated view in this regard. A group of studies that have explained the consequences of strategic thinking is, first, limited in number; Secondly, they did not have a comprehensive view of the issue. As mentioned above, the main purpose of the current study is to develop an integrated model of drivers, elements, and consequences of strategic thinking and to explain the specific relationships between the components of the model. Case study This research has not been done in a specific organization and due to the nature of the research, which has been a kind of model design; the target population in a systematic review is related articles published in prestigious domestic and foreign journals that met inclusion criteria and in other stages are experts who met the set criteria. Most academic experts were selected from among the professors of Tehran universities and executive experts from among the senior managers of large organizations and participated in the research process. Materials and Methods To address the research questions, in the first step, the elements of the model and the relationships between them are identified by using the multi grounded theory (MGT) strategy; then, a survey was utilized for validating the results and evaluate the final research model. Discussion and Conclusion In the present study, strategic thinking is conceptualized in the form of six attributes consisting of "vision-driven foresight", "stakeholders focus", "creative evolutionism", "systematic solution seeking", "patterning", and "intelligently decision making”. These categories provide a more comprehensive picture for understanding the nature of strategic thinking. Moreover, the identified factors affecting strategic thinking were classified into three groups: individual, organizational and environmental, and specific relationships between them conceptualized, among which the impact of culture, structure, planning, and leadership style. In general, the study showed that having an acceptable level of strategic thinking, in addition to influencing the sustainability of financial results and providing more confidence for shareholders, by focusing on capacity development; also improves the strategic position of the organization, and these three outcomes dynamically evoke a sustainable and growing future for the organization.

 Science and Technology Parks are organizations that work by creating the necessary infrastructure for the development of innovation and technology through competition and the integration of technology companies, and are managed by professional managements to achieve this goal. The purpose of this study is to investigate the Cross Impact Analysis of driving force that, in addition to being effective and influential than other driving force, are most important for the development of these organizations. This study, considering the multiplicity of factors affecting the management of science and technology parks, examines the effect of these factors on each other and on the management of these parks as a dependent variable. In terms of purpose, the research method is practical. The required data to analyze the interaction of causes were obtained through expert opinions and by Delphi method, and the interaction of propellants with MicMac software was analyzed. The statistical population of this study is experts and managers in the field of science and technology, and sampling has been done consecutively based on the method of snowball until the adequacy of the respondents has been reached. Based on the results, factors such as effective support for the park as a development center, creating a value chain of technology, commercialization of science and technology, the ability to transfer, disseminate and absorb technology, market risks and facilitate the export of technological products in management of science and technology parks, have the most strategic position in the development of these organizations. Introduction By studying successful and progressive organizations, we conclude that they have intelligently pursued the role and effectiveness of capable management in dealing with these conditions in pursuing their goals in relation to effective environmental developments and current challenges. By adopting effective and comprehensive strategies and programs in using efficient methods - considering the effective factors in this field in discovering talents and finding talented and capable people and creating a suitable space for investment - in the first place inside the organization and in the later stages outside the organization, they have achieved success (Faems, 2005). Therefore, it is necessary that science and technology parks, which create the necessary infrastructure to support companies located in the park, contribute to the development of the economics of students in society; be aware of the internal and environmental factors that affect your performance. About two decades ago, the first scientific and research town of Isfahan was established in 2000 in Iran. Now 43 parks and about 200 growth centers of technology units have been set up in the country. Reflecting on studies of science and technology parks, we find that most of them have used common categories and formats to explain the factors and components that affect these organizations. However, this study presents a new category of driving force of these organizations, which based on the social, economic, and political conditions of Iran with an approach to the future of research. Given the multiplicity of factors influencing the management of science and technology parks, the main question of this study is what is the effect of these factors on each other and on science and technology parks as a dependent variable? In addition, which of these factors influencing science and technology parks is the most influential and influential among the other factors in this study called driving force. Which could be the basis for future studies in science and technology parks. Case study The statistical population of this study is experts and managers in the field of science and technology, and sampling has been done consecutively based on the method of snowball until the adequacy of the respondents has been reached. According to the research topic, respondents should have sufficient knowledge and experience in the field of science and technology to be able to judge the effect of each factor on each other in detail, so these people should have the following characteristics / competencies:. They should have: - Must have at least 10 years of experience at the managerial / strategic levels in field of science and technology -Have specialized knowledge and well-known in the field of science and technology management Research Methodology According to the purpose this research is applied one, and based on the research method carried out by Delphi method. In other words, in the first part of the research in order to review the literature and background of the research, using the method of documentary studies have been used and the theoretical framework of the research was developed. Also, the required data on the Cross Impact Analysis of driving force have been collected and analyzed based on the opinions of experts and by Delphi method. The tools used in this study are to analyze the Cross Impact Analysis. Before performing the first round of Delphi, the validity of the questionnaire was examined through the method of approval of the focus group along with the holding of the panel of experts. In addition, in order to evaluate the reliability of the research, Cronbach's alpha coefficient has been calculated, which is at an acceptable level. Experts' opinions regarding the comparison of a pair of 18 selected drivers of science and technology parks as effective factors on these organizations have been summarized in the form of a two-dimensional matrix analysis of the interaction of the leaders and then analyzed with Micmac software. Discussion and Results Therefore, the driving force that have the most strategic position are as follows: 1. Effective support for the park as a regional development center and long-term investment 2. Creating a technology value chain and establishing international companies by interacting with other parks around the world 3. Commercialization of science and technology 4.Ability to transfer, disseminate and absorb technology 5.Market risks (currency risk and inflation risk) and trade 6.Facilitate export of technological products 7. Sustainability of the macro economy and investment security in the region 8.Variety in the provision of financial resources for the development of technology, including bold investment VC, investment angels and ... 9.The share of research and development budget from the country's GNp < br /> 10. Competency, knowledge and expertise in park management Suggestion • Design and establishment of a comprehensive quality assurance system in science and technology parks • • Reviewing the rules and regulations related to the appointment of managers of science and technology parks and recruiting human resources in order to establish a meritocracy system in the management of science and technology parks. • Efforts to complete the chain of ideas to product and commercialize the achievements through • Ensuring that policies are monitored and implemented, and that efforts are made to streamline and develop technology policies. • Increasing the impact of network technologies on the development of science and technology parks • Avoidance of policymakers and those in charge of the country's economy from hasty behaviors that lead to market turmoil. • Increasing the financial resources required for the development of technology, and especially increasing the budget for R&D activities, is increasing exponentially and based on the economic realities of the country until reaching the intended goal in the country's R&D development document

The aim of the present study is to systematically study the meta-analysis method of theoretical models and research conducted in the field of skills of professional managers.Statistical Society of Research; The research resources collected in the last ten years are in the field of managers' skills. Out of a total of 86 articles selected from reputable domestic and foreign databases, 46 were selected for targeted purposes, of which; 21 indicators were identified and finally 5 components were extracted as final components. In this research, first, with the analysis of managers 'skills, coding and classification of information were performed from the researches and the models, theoretical foundations of managers' skills and main categories and themes were extracted. In the next step, the analysis of inductive content and a combination of these categories and the results of this analysis and combinations, the extraction of a conceptual framework in the field of managers' skills around the five main axes, economic, socio-communication, technological, political and cultural components. Introduction Human resources are the wealth of a nation and an organization, and the backbone of any organization is shaped by its human resources. IN order to staff and given the importance of education, organizations strive to grow and develop their workforce and adapt to the conditions by looking at the growth of science and technology and the wide range of developments in the cultural, social and economic fields. One of the best ways to achieve this goal is to provide in-service training for managers and staff. In-service training programs for managers are effective when they are based on their real needs and they volunteer to participate in training. Important in in-service training is skills training, while one of the problems in the training sector, especially in our country, is the lack of a clear pattern of development and therefore the uncertainty of the appropriate direction of skills training in the country). In order to benefit from skills at the individual level that lead to value and excellence and at the organizational level to improve and develop, it is necessary to define criteria for assessing the expected skills of managers and employees of the administrative system to make decisions based on training programs. Case study:Training need to develop, design and implement the capabilities and skills of public managers in the country is to recognize the professional skills of managers in order to focus on less developed skills and improve those skills. Since there is no definite classification and pattern of these skills, the aim of the present study is to develop a model of the skills of professional managers. Therefore, as mentioned below, there is a lot of diversity and divergence in the views and research presented in relation to the skills required by managers, so the issue of the present research is how to develop the skills of professional managers in the government staff training system. Materials and methods The present study is of the applied purpose type, the applied method is qualitative and is of the type of synthesis research and the strategy used is more than combined, which is accompanied by inductive content analysis and then beyond the combined analysis. The purpose of research synthesis is to combine experimental research to create generalizations. Generalizations in which the limits of generalization are also specified.First, with the analysis of managers 'skills and coding and classification of information obtained from research in this field, as well as theoretical models and bases of professional managers' skills, the main categories and themes were extracted.In this research, after coding and selecting the main categories, in the next stage, a combination of these categories was done, which led to the design of a conceptual framework in the field of managers' skills.The statistical population of the study included research on the skills and competencies of managers. In this research, internal and external research in this field in society and statistical sample has been used. The databases from which these articles were selected included Eric, Science Direct Amrald, Science and Technology Information Center Regional Center, Jihad Daneshgahi Scientific Information Database, Humanities Research Institute and Cultural Studies Portal, and more. These articles were published between 2008 and 2018 and 2012-2017. The keywords used included competency skills and professional managers, which selected a total of 86 scientific research articles and carefully examined them, and finally, according to the research criteria, 46 samples were selected and studied purposefully. Took. Data and research findings were classified and analyzed in two dimensions: components and dimensions. The data and resources used were refined and extracted in several stages, and after analyzing and combining the results, they were used in a comprehensive and comprehensive conceptual framework. Discussion and results According to the proposed model and the results of qualitative research and the opinions of scientific and executive experts in the country to improve skills, attention to the development of these skills at the individual level is considered in this study. In individual skills, people are identified according to their skills and abilities, people's spirit of independence in small and large projects is strengthened, and the first and most basic step in achieving such a goal is to accept the concept of person-centered in job design. In general, one of the obvious natural phenomena in all structures of human societies is the existence of differences. A healthy, humane, and efficient administrative system naturally perceives and understands these differences from capabilities and capabilities. The existence of individual differences among people in terms of intelligence, personality, talent, academic achievement, economic and social status and the power of learning content, etc. is one of the most important issues that you will encounter in skills. Obviously, this kind of leveling cannot be completely flawless and can be criticized because it did not have an objective criterion; However, it should be noted that in presenting skills, there is no choice but to scientifically measure skills, carefully determine individual differences, and consider appropriate skills for each person. The skill level can be analyzed individually based on the individual education system approach and based on PSI theory based on chlorine theory. The individual chlorine education system is one of the educational methods that clearly reflects the impact of psychological theory on education. This approach is based on the basic premise that "some people are fast learners, some are slow learners." Conclusion Conceptual modeling and theoretical framework in managers' skills can help improving field studies. Thus, after this combination, theoretical frameworks and previous research in the field of managers' skills can achieve a new conceptual model that includes five main components including economic skills, socio-communication skills, technological skills, political skills and cultural skills that can Help researchers in the field of managers 'skills, and if they use this model, they will be able to consider all aspects of managers' skills.

Despite attractiveness of packaging as an instrument for branding and value creation, its impacts on environment and society due to overconsumption of natural resources and environmental pollution are neglected. In this study role of packaging innovation in sustainability of value chain was investigated. In-library study was used to design model and PLS-SEM for model assessment. Managers of food packaging industry were targeted as the statistical population of the study and 267 people who were sampled through purposive sampling method completed the questionnaire. Results showed packaging innovation enhances the environment, social and economic factors respectively through new generation of reusable and recyclable packaging, considering the needs of different customers group and decreasing row material consumption and process costs. Further, actual value caused by packaging innovation can be perceived through new product development and existing product improvement. Mediating role of ambidexterity in proposed relationships were also examined. Eventually, long term profit entails achievement of customer trust and environmental goals, therefore it is recommended that organizations throughout the supply chain to create in-use value for society and environment and facilitate value creator processes. Introduction In today’s volatile markets, competition occurs not only between the organizations bus also throughout the supply chains (Christopher, 2005:104). Degradation of limited resources through industrialization, over-consumption and globalization have changed the competitiveness factors and hence organizations must revise their own principles at the level of supply chain (Roscoe, Cousins, & Lamming., 2016:1948). Most of the organizations sacrifice environment and social responsibilities in order to gain short term profit thereby causing major problems in the earth (Zailani, Jeyaraman, Vengadasan, & Premkumar, 2012:330). Although sustainability is considered as one of the main goals of innovation and also can be effected by the innovation, more investigation on actual innovation outcomes in the field of sustainability are required (Merono-Cerdan & Lopez-Nicolas, 2013:1323). Emerging the innovation and its copy right is not automatically led to sustainability but can be actually realized if delivered to the customers (Janger, Schubert, Andries, Rammer, & Hoskens, 2017:31). Costumers look for the green products (Deif, 2011:1555); from this perspective, customers might be attracted by innovation as foundation of the sustainability (Tebaldi, Bigliardi, & Bottani, 2018:10) and help organization introduce new products and improve existing products (Raisch, Birkinshaw, Probst, & Tushman, 2009:685). Sustainability depends on the compromise between social, environmental and economic issues (Eltantawy, 2016:123). Furthermore, actual innovation outcome entails the alignment of introducing new products and improving existing products (Stark, 2015:38) and apposite aspects of the performance can be balanced and integrated using ambidexterity in the modern though lines (Lee & Rha, 2016:3) Case study This study has been designed upon a quantitative approach using a questionnaire drawn on Iranian food packaging industry and 267 people who were sampled through purposive sampling method completed the questionnaire. Materials and Methods In-library study was used to design model and structural equation modeling with partial least square using Smart PLS for model assessment. According to the table of minimum sample size requirement (Hair, Hult, Ringle & Sarstedt., 2011:38) 258 entities were required to reach statistical power at 80% and significance level at 99%. 267 people, however, completed the questionnaire. Discussion and results Based on the findings, H2 & H3b are confirmed. In H1a & H1b,Packaging innovation slightly influences the sustainable value chain and actual innovation outcome respectively. This means these relations must be mediated by ambidexterity. In H3a, ambidexterity slightly affects the sustainable value chain indicating the partial mediating effects of ambidexterity. Conclusion Results showed packaging innovation enhances the environment, social and economic factors respectively through new generation of reusable and recyclable packaging, considering the needs of different customers group and decreasing row material consumption and process costs. Further, actual value caused by packaging innovation can be perceived through new product development and existing product improvement. Mediating role of ambidexterity in proposed relationships were also examined. Eventually, long term profit entails achievement of customer trust and environmental goals, therefore it is recommended that organizations throughout the supply chain to create in-use value for society and environment and facilitate value creator processes.

 So far, several theoretical models have been designed in labour/industrial relations with the claim of universality, but their implementation in the context of a country's industry is still uncertain. Accordingly, the main aim of this research is to design a native model based on System Dynamics for labour/industrial relations with the focus on the components of decent work as the concern and need in the modern world of industry. So, initially, with the extensive study of theoretical literatures and conducting several in-depth interviews with experts, the components of the native model of labour/industrial relations were identified, and then the Causal Loop Diagram and Stock and Flow Maps were drawn and formulated to identify the relationships. The validity of the model was also confirmed. Drawn upon the experts’ opinions on the importance of exogenous variables such as the trust level, the try to obtain resources and the Intensity of social and collective relations expansion, the scenarios for these variables and their impact on key endogenous variables such as the conflict rate, the compromise probability, the status of Province's industry, and the rest were evaluated. The results show the significant impact of the exogenous variables on other endogenous variables in the model. Introduction  The term ‘industrial relations’ refers to all existing relations between employee, employer and the government. They aim at providing peace and tranquility, reducing unrest and hostile relations, and ultimately achieving real rights of the parties. Industrial relations are broad relations whose complex dimensions are taken into consideration, by the experts, through different models which are claimed to be universal and comprehensive. On the other hand, the important issue is that the industrial relations system must comply with the unique conditions of the relevant community and the changes in time and environmental conditions. This phenomenon is as true for the political and economic history in Iran. The present research was then based on the premise that the industrial relations should be considered a dynamic system so that they can be both effective and efficient in any environment with various variables. The other aspect of the present research is concerned with ‘decent work’ which is one of the most significant, essential and serious international issues concerning work, production and industry in the modern world today. The introduction and importance of decent work, outlined by the International Labor Organization (I.L.O), is highlighted by the majority of the countries. Thus, understanding the criteria for the decent work and the effort used in indexing, implementing and applying the related matters in labour relations and specially employee-employer relations can definitely lead to sustained and effective interests in the sectors of industry, services and business for any country, particularly Iran. The present research is motivated by the significance of the decent work, the need to reexamine the current models of labour / industrial relations in an attempt to introduce a dynamic model which can comply with various variables to offer necessary forecasts for different conditions in the interests of the stakeholders. Case study In this research, the statistical population includes all major actors or stakeholders who work in industries in Yazd province. Materials and Methods In this study, System Dynamics (SD) modeling was adopted to conceptualize and to model the complex of Labour/Industrial Relations. The present research is quasi-experimental and developmental by nature. The statistical population includes all major actors or stakeholders who work in industries in Yazd province. 45 actors were selected judgmentally as the statistical sample. In this study, Stermann’s (2000) system dynamics method was used. Discussion and Results Questions and a time horizon of 100 months were introduced. At the second step, the causal loop diagram and the stock and flow map were developed according to the experts’ opinions. At the third step, the current relationships between the variables in the industrial relations were formulated according to the experts’ opinions and the quantitative/ qualitative data. At the fourth step, the validity of the model was obtained through standard methods. Finally at the last step, drawn upon the experts’ opinions and the exogenous variables in the model, three scenarios were introduced. Conclusion The aim of the present study was to design a dynamic model for the industrial relations with an emphasis on decent work. To this end, significant steps were taken by reviewing the existing literature on industrial relations, examining the operationalization of industrial relations in Iran, collecting experts’ opinions, and the employment of system dynamics. After identifying the effective variables in the industrial relations process with the help of the sources, the five common steps for Esterman’s SD method were used. Three scenarios were introduced and studied: 1. Increase of trust level among the members and actors in the labour/ industrial relations, 2. Modification of tries to obtain resources, and 3. Expansion of social and collective relations.

The researcher conducted this research with the aim of "presenting a model to develop the professional competencies of the instructors of UAST". This applied research is conducted with exploratory method. Inferential analysis method, data description and factor analysis were used to analyze the data and present the results. The statistical population of the study included 54,000 instructors of the University of Applied Science and Technology in different provinces of Iran, among them 391 instructors were selected as sample size, using Cochran formula. Cronbach's alpha coefficient of the instructors’ professional competence questionnaire was 98% and the instrument used had the desired reliability. Data analysis was performed using SPSS 16 and Smart PLS software. The studied factors include planning, leadership, organization, classroom management, motivation, creativity and innovation, self-management, adaptability, communication and interactive coordination. Then, the researcher evaluated these factors, dimensions and components in the questionnaire and analyzed their factor loadings using factor analysis. Since the factor loading of “interactive coordination” was less than 0.3, this component was excluded from the analysis. The remaining components were accepted as the dimensions and components of the professional competency model of instructors of UAST. Finally, the goodness of fit of the model was determined through using Smart PLS, X2 output. Introduction In today's world, competency-based education as a skill and innovation for better performance is highly regarded to overcome the existing barriers between the worlds of education and occupation and to align the needs of professional, vocational and higher education programs with the needs of labor market and social progress (Mulder, 2017). Therefore, Future university developments depend on the competencies, initiatives, policies, and programs of today's professional development of faculty members (Salimi, Heydari & Keshavarzi, 2015). Thus, the University of Applied Science and technology, as a leading university in the field of skill-based education, needs some initiatives to be taken. One of the most important initiatives is to develop the professional competencies of instructors. Instructors are considered as a significant and main part of education in UAST, and the goals of the country's higher education system cannot be achieved without having competent professors and instructors. Regarding the role of instructors as key factors in education, promoting the quality of students’ learning, research and skills, highly depends on professional competencies of instructors. Therefore, the researcher aims to "present a model to develop the professional competencies of UAST instructors." The secondary objectives of the research include identifying components and indicators of professional competency index; Prioritization and weighting the components and, finally, determining the goodness of fit of the model of professional competence of UAST instructors. Methodology This applied research is conducted with exploratory method. Factor analysis was used to analyze the data and present the results. The statistical population of this study included all instructors of the University of Applied Science and Technology. 391 instructors among 54000 were selected as sample size using Cochran formula. Library method and a researcher-made questionnaire were used for data collection. Cronbach's alpha coefficient of teachers' professional competency questionnaire was 98% which had the desired reliability. Descriptive and inferential analysis of the collected data was done using SPSS 16 and Smart PLS software. Research findings Factors, dimensions, and components of the model of professional competence of instructors of the University of Applied Science and Technology were obtained through reviewing the previously conducted studies. These factors include planning, leadership, organization, classroom management, motivation, creativity and innovation, self-management, adaptability, communication and interactive coordination. Then, the researcher evaluated these factors, dimensions and components and analyzed their factor loadings using factor analysis. Since the factor loading of "interactive coordination" was less than 0.3, this component was excluded from the analysis process. But other components had factor loadings above 0.3 and were not eliminated. The remaining components, with their indices, were accepted as the dimensions and components of the professional competency model of the instructors of UAST. Discussion and conclusion In this study, through identifying key dimensions, components and indicators, a desirable model of professional competence of UAST instructors was presented which can solve most of the stated challenges. It should be acknowledged that the results of the present research are aligned with the study of Zhang and Xiaohu, cited in Qin and Qiuyan (2009) "The competencies of faculty members in professional colleges”; a research conducted in United States, cited by Thorndike, Miner and Gusic (2011); a study by Pefianco (2009) in which he sought to achieve the competency standards of the 21st century; a study by  Thorndike, Miner and Gusic (2011) in which they provided a model of organizational competencies for faculty members at the American University of Medical Sciences; a research by Blaskova and Ikovaa (2014) which analyzed the personal-professional characteristics of the faculty members of Zilina University; and a research by Blaskova, Blask, Matuskab and Szyrockac which investigated the competencies of the faculty members of the Czech and Polish universities. Also the other studies include the study of Robert et al., Wichitaam and Chavez cited in Hashemi et al. (2016); Zachari Smith cited in Hashemi et al. (2016); Salimi et al. (2015), Jafari et al.; cited in Sangari (2017); Farzaneh et al. (2015); Jalili and Niknam (2014); Nasiri and Abdolmaleki (2014), Hashemi et al. (2016), Chitsaz cited in Nazarzadeh Zare (2016). The results of the study conducted by Salimi, Heidari and Keshavarzi (2015) are in alignment with the results of the present research, however, the researcher has conducted a more comprehensive and precise study.

The aim of the study is providing a structural Equation model for developing human resources through entrepreneurship approach in public organizations. This study is application oriented study which is done through correlation analysis. The population of the study includes managers of public organizations in Ardabil province, and the selection method was simple random. The questionaore used to collect data has been provided by researchers. Reliability of questions were confirmed by experts and indices as AVE, done by R software. Loading factors for each items were above 0.5 and T statistics were less than 1.96 in all items which is confirmed by sig 0.05. Therefore, none of items were deleted from survey. Validity of questionnaire has been evaluated by Chronbach and combinated validity (CR) which Alpha index was higher that 0.7 and the cunstruc validity showed that the factor's items had good fit. The results showed that the organizational responsibility and organizational competitiveness had significant effect on entrepreneurial development of human resources. Also, the human resource development activities had effects on individual empowerments and organizational developments.Managers willingness to deveopment and organizational culture and incentives for human resource management development effected on individual empowerment and organizational development.  Organizational atomosphere and empowerment had significant effects on individual and organizational development. Introduction Since the Osborn and Geabler theories in Entrepreneurial Government, public organizations intensively were searching to transform their management styles to benefit from implicit advantages of this theory which is derived from pivate management. One of these transfoms is related to human resource which is an internal factors of public organizations (Hassanzadeh, Mirsapasi, Faghihi & Najaf Beigi, 2019,161). Development of human resource plays important and remarkable role in adaptability of organizations with their changing environment, since organizations are made up of people which are working to achieve the determinded goals. However, rare researchs have been paid to relation between human resource and entrepreneurship (Moghaddam, Kamalian, Orei Yazdani, Kurd, & Roshan, 2016, 126). Accordingly, due to essential function of human resource managers to developing human resource, providing the domestic model of human resource development with entrepreneurship orientation is an important approaches to enhance the quality and quantity of human resource functions in public organizations. Also, it is considerable as a applicable way to get out of existing situation. Case study Public organizations in Ardabil province have the potential of educated and trained people, 38829 or 79 percent graduated people from universities, as politicy makers and executives. Each year; also, various educations and courses have been held to empower human resources and promote the knowledge and job skill in different organizational levels based on instructions of State Administrative and Recruitment Organization and other related centers which it costs a lot. Theoretical framework In a changing world, the success is belongs to societies and organizations that are able to build significant relation among management capabilities and the organizations' human resource entreprenership.Acknowledging the entreprenership role in one side, and the valuable role of human resource in reaching goals on the other side, the extensive tendency to human resource as a beneficial approach in entrepreneurship studies has been created. This approach underlies on the assumption that special applications and proceedings in human resource management would help to imcrease the entrepreneurship activities in the organizational level, as researchs has showed that the entreprenership has strongly tied to application of resources, especially human resources (Moghaddam & et al, 2016,124). Methodology This is an applied study in terms of purpose and a descriptive survey through using correlation and structural equation modeling. Data has been collected through the quationare included 99 items. The research statistical population included managers of public organizations. Three hundred and forty-one individuals in middle and first levels of management have been selected through simple random sampling method using Cochran's formula. Structural Equestion Modelling including second rank factor analysis and path analysis have been used for studying the relations between variables. Research data were analysed through R software. Discussion and Results The significant level of all variables are higher than .05, hence, the distribution of all variables are normal. Also, KMO has closed to 1 and higher that 0.6 for all variables which has indicated the sample size was adequate for factor analysis. In other hand, Bartlet test for all factors equaled to zero and less than .05, therefore factor analysis was suit for analysis. Considering the results of analysis, all T values were higher than 1.96 and all significant values were less than .05, so all factors have been effected on each others in the model. Conclusion In the structural model of entrepreneurship human resource development, organizational responsibility and competitiveness, have significantly effected on developing entrepreneurship human resource activities. Developing approach of managers, organizational culture and human resource incentives, have effects on individual empowerment. Organizational atomosphere and traditional administrative system effected significantly on organizational development. Individual and organizational empowerment effected significantly on individual and organizational development.