فصلنامه رویکردهای پژوهشی نوین در مدیریت و حسابداری
پیاپی 65 (تابستان 1400)

The existence of different people with different personality traits, needs, beliefs, expectations and perceptions has made the emergence of conflict in organizations inevitable. People have different ways of communicating, aspirations, political and religious views, and different cultural backgrounds. In different societies, the existence of such differences leads to our conflict between individuals and groups. Therefore, the existence of differences, risks and different motivations in the employees of organizations on the one hand and the stability of the organization on the principle of joint participation and coordination of individuals and components of the organization on the other hand, the organizational fabric in the organization It is impossible. On the other hand, the governing structure of organizations based on hierarchy and vertical and horizontal differences, the existence of rigid and rigid administrative systems, the existence of subsystems and groups with different goals and interests, inadequate communication system. Lack of resources and facilities, and especially mismanagement, make organizations that have to align individuals and groups for their goals and aspirations into volatile and vulnerable systems that are prone to all kinds of tensions and incompatibilities. Have brought. Also from the consequences related to person-job fit; Organizational commitment is the intention to leave the job and the psychological pressure that leads to normal behaviors in the organization by employees. Therefore, in this study, we focused on the appropriateness of job and management in organizations on bullying behavior.

Today, digital transformation has dramatically changed the performance of an organization. IoT, cloud computing, mobile applications, social media, virtual reality and augmented reality, data analytics, artificial intelligence and blockchain are some of the most important types of digital technologies. Digital transformation does not mean the decorative and fashionable use of technology, but we can claim digital transformation when these technologies, business models, stakeholder experiences (such as customers and employees at the organizational level) and our operational processes are upside down. And lead to more popularity of companies with customers. The concept of digital transformation is a new concept in the field of business. However, there are few studies that specifically address the issue of digital transformation. Therefore, in this study, we examined the impact of digital transformation on the brand attractiveness of companies.

The drastic changes of small and medium-sized businesses in the present age have become apparent to everyone, and the intensity of competition among these businesses is such that if they ignore innovation and creativity and can not create a special competitive advantage for themselves., Were lagging behind the caravan of competition. Various factors affect the achievement of competitive advantage, the most important of which are marketing and marketing mix elements. Therefore, the purpose of this study is to investigate the relationship between marketing mixes and creating a competitive advantage in small and medium businesses. The statistical population of the study included 120 small and medium business managers located in Kaveh industrial town. Based on simple random sampling method and Cochran's formula, 91 people were selected as the sample size. Data analysis was performed using SPSS software and correlation test. The results of data analysis showed that there is a positive and significant relationship between marketing mixes and its elements such as product, location, price and promotion with creating a competitive advantage.

Due to the expansion of social networks, buying stocks and doing things related to the stock market and related marketing in this field is done in social networks today. In this study, the relationship between providing company information in the social network, corporate governance and rent seeking in compensation of CEO in companies listed on the Tehran Stock Exchange using data panel method and related tests in the period 1389 to 1398 has been used. After the analysis, it was found that providing company information on the social network, corporate governance and rent-seeking are effective in compensating the CEO in companies listed on the Tehran Stock Exchange.

In a general view, the corporate governance system includes legal, cultural and institutional arrangements that determine the direction and movement of companies. In other words, the corporate governance system includes all the mechanisms and constraints that ensure that the company's assets are managed efficiently and in the interests of the suppliers of cash and prevent the improper use of resources by Managers and other groups participate. Establishing an effective and efficient corporate governance system causes the interests of managers and owners to be aligned, the company's operational performance to be improved and companies to grow and expand. The purpose of this study is to investigate the relationship between company governance mechanisms and company evaluation. In line with the purpose of the research, five hypotheses were developed. To test these five hypotheses using the systematic elimination method, a sample consisting of 105 companies was selected from the companies listed on the Tehran Stock Exchange between 1390 and 1398. Multivariate regression models using combined data method were used to analyze the data and test the hypotheses. The results show that there is a positive and significant relationship between board size, major shareholder ownership percentage, institutional shareholder ownership percentage, non-executive directors on the board and company value. The results also showed that there is a significant negative relationship between financial leverage and company value.

This article seeks to examine the effects of green supply chain management (GSCM) on environmental performance and operational with a view to the accumulation of social capital in the supply chain and the role of structural social capital and social capital in relation to practical GSCM studied. Assumptions based on data collected from 125 responding companies 17 suppliers in the industrial city of Rasht and using LISREL structural equation modeling software have been tested and evaluated. Research findings show that through the accumulation of social capital to improve the environmental performance of GSCM operational supply chain helps. This is one of the few studies that explicitly consider social capital as an important experimental variable, GSCM effects on the performance (environmental and operational) checks.

The present study investigates the impact of new product development on sustainable performance through the role of strategic agility and direction of absorption in the Amadeh Laziz company. The research method used is descriptive, survey and survey. Also, the statistical population in the present study, all managers of the company are ready to taste. The sample size was determined using Cochran's formula 105 people and the sampling method of the present study is simple random. The research data was collected by library and field methods and the instrument used was a questionnaire. The reliability of the questionnaires was confirmed using Cronbach's alpha method of 0.877 and the validity of the instrument was confirmed by the content method. The research data were analyzed using SMART PLS software using statistical, descriptive and inferential tests. The results of this study indicate that the development of new products has a positive effect on sustainable performance and absorption capacity. The results also showed that the adsorption capacity has a significant effect on sustainable performance. In addition, strategic agility significantly modulates the impact of new product development on sustainable performance. On the other hand, the development of new products through strategic agility has a significant impact on sustainable performance.

In the age of emergence of innovations, rapid environmental changes, the process of globalization and significant growth of technologies compared to the past, has made market conditions more competitive and the emergence of new types of organizations it is obvious. On the other hand, in the third millennium organizations, which we are witness moment-bymoment changes and developments, the requirement for survival is the formation of active and sympathetic groups and teams. Project-based organizations are a clear example of such teams and solve the problems of today's organizations. Organizations that want to survive in the present age must be agile and able to succeed in a changing, unstable and unpredictable environment. In fact, organizational agility is a new paradigm for the engineering of today's competitive organizations and firms. Organizations active in the field of construction as project-oriented organizations are no exception to this and they focus on the factors that lead to their success in order to achieve success and be present in the competition scene. In order to successfully complete and ending their multiple projects, these organizations have the most focus and attention on the activities of workshops and project sites, and it is possible that in many of these organizations, the position and role of human resource management is ignored, if Human resource management is based on effective and efficient actions and services that can be achieved by using individuals to achieve individual and organizational goals. This research is a type of scientific-promotional research and is applied in terms of purpose, because it seeks to identify and solve problems in the workplace and in terms of data collection, library and the use of information, documents and documents are available.

The globalization and emergence of multinational corporations and the consequent diversity and characteristics of different individuals, organizational culture and the cohesion of individuals for synergy, has become a major challenge in teamwork. Culture is a particular way of life, interaction, and patterns of behavior that distinguishes it from other groups, and organizational culture is a set of assumptions, beliefs, values, attitudes, thoughts, norms, feelings, actions, and behaviors shared among employees of an organization. The main purpose of this study is to measure the effect of employees' perceptions of different dimensions of organizational culture on job satisfaction and the tendency of employees to leave the service. The research is descriptive and correlational. The sample size of this study is 420 employees of Ardabil Electricity Company who were randomly selected and completed the standardized questionnaire of organizational culture and service leave "Doherty" and "Macintosh" and the standardized questionnaire of job satisfaction "B. land. In order to analyze the data and test the hypotheses, the method of path analysis and structural equation modeling were used. Findings show: There is a significant relationship between some aspects of organizational culture such as organizational climate, organizational formality and dependence on the organization with job satisfaction of employees. Also, there is a significant relationship between the atmosphere of the organization, the formality of the organization and the position of the organization with the tendency of employees to leave the service.

The main question of the present study is whether the employees' perception of organizational justice has a significant and positive effect on the organizational trust of the employees of the Tax Affairs Department of Hamadan Province. The results of the present study show that employees' perception of organizational justice has a significant and positive effect on organizational trust of employees of Hamadan Tax Administration. According to the results, because the value of the significant level is equal to 0.383 and greater than the value of the error is 0.05 and the absolute value of the "t" statistic is equal to 0.784, the null hypothesis is confirmed with 95% confidence. Therefore, the researcher's claim is not confirmed, i.e. employees' perception of organizational justice does not have a positive and significant effect on the organizational trust of the employees of the Tax Administration of Hamadan Province.