Journal of Innovation Management and Organizational Behavior
Volume:2 Issue: 3, 2022

With the advancement of science and the increase of electronic resources, the need to create libraries to collect, organize and disseminate these types of resources is felt. With the growth of electronic resources, resource management has gained special importance and is one of the important areas and issues in the discussion of digital libraries. In this study, the aim is to examine the issues and challenges facing the management of digital libraries and provide solutions to solve the challenges and issues facing digital libraries and digital library management.

The current research is applied in terms of purpose and survey research in terms of method. The current research has been conducted by field method and using library techniques, and the researchers have presented digital library management approaches by reviewing the published texts on digital libraries and digital library management issues.

The results of the research showed that the most important components of digital library management include human resources, management of shared resources, author's right to update resources, cataloging and maintaining the technical structure. Also, the surveys showed that the most important challenge facing digital libraries is the issue of intellectual property and compliance with copyright laws.

The results of the research showed that in digital libraries, as in traditional libraries, measures must be taken in the field of collecting, organizing, storing and disseminating information, and it is not possible to carry out the above-mentioned activities without a competent manager. Digital library management leads to the creation of coordination between different parts of the digital library and helps the library to achieve the desired goals. The digital library is facing many issues and challenges, including financial and budget issues, issues related to expert human resources, issues related to digital equipment and internet infrastructure, issues related to author's right and copyright, issues related to the lack of devices. Digitization and security of important information resources and documents and finally issues related to the protection and maintenance of digital resources are faced, which cannot be solved except with the presence of a capable manager and strong human resources of the library.

This problem of how organizations can succeed in a dynamic and unpredictable environment is an issue that is known as the most important challenge in today's world. Therefore, the purpose of this research was to identify the dimensions and components of organizational agility based on human resources development to provide a model of organizational agility in the Islamic Azad University of Tehran province.

In this regard, the statistical population of the research included all employees of the Islamic Azad University of Tehran province, which was about 6735. Among these, using Morgan's table, Cochran's formula, and multi-stage and proportional cluster sampling methods, 386 university employees were considered the sample size. The data collection method was based on a researcher-made questionnaire, research literature, and semi-structured interviews. Cronbach's alpha coefficient of the research tool was calculated as 0.919. After distributing and collecting the questionnaires, the information was checked, and the hypotheses were tested using the structural equation modeling method and with the help of SPSS and LISREL software.

Finally, the research findings confirmed the five dimensions, strategic, information technology, human, organizational and cultural, as the dimensions affecting organizational agility based on the development of human resources.

The research results showed that the strategic dimension has the highest average, and dimensions of information technology, human, organizational and cultural are placed in the next ranks. Finally, confirmatory factor analysis showed that dimensions of organizational agility based on human resources development explain up to 71.282% of the variance of existing indicators of organizational agility based on human resources development.

innovative behaviors as behaviors that bring change with themselves are related to organizational transformation and are considered the growth and development factor of all organizations. Therefore, the present study aimed to investigate the structural relationships between conflict management styles and innovative behaviors with the mediation of work conscientiousness in Lorestan University of Medical Sciences employees.

This research was a descriptive (non-experimental) correlational research. The statistical population includes all Lorestan University of Medical Sciences employees, and the sample size includes 248 employees selected through simple random sampling. Research data were obtained through the questionnaires on the conflict management styles of Thomas (1974), the work conscientiousness of Costa McGrath (1992), and the innovative behavior of Cross (2004). They were analyzed using Pearson's correlation coefficient and path analysis.

The findings from the path analysis showed that conflict management style, problem-solving style, compromise style, and flexibility style have a positive effect. However, the avoidance and control styles negatively affect work conscientiousness; work conscientiousness has a positive effect on innovative behavior, and work conscientiousness has a mediating role in the relationship between conflict management and innovation. Based on this, the results generally showed that the tested or conceptual models fit well. In addition to confirming the assumed paths, the role of conscientiousness in the relationship between conflict management and innovative behaviors is confirmed (p<0.01).

Managers who use problem-solving, flexible, and compromise styles increase work conscientiousness by influencing the psychological needs of employees, and managers who use domineering and deterministic conflict management styles always have unmotivated and irresponsible employees.

Human resource development is one of the most important goals of leading organizations in the world. One of these organizations is the University of Medical Sciences of the provinces and its affiliated centers, which are responsible for implementing clinical governance measures and maintaining the community's health. The purpose of this research is to present the human resources development model with emphasis on Islamic indicators in the University of Medical Sciences of Gilan province and its affiliated centers.

The current research is of qualitative type with the approach of foundational data theory. Key informants collected necessary data using semi-structured interviews and analyzed them using MaxQDA software.

The analysis showed that 520 semantic units, 194 concepts, 59 sub-categories, and 15 main categories were identified and divided into six factors as follows: Phenomenon (difference between Western and Islamic, Islamic, Western perspective), intervening factors (organizational structure, type of organization), strategies (managerial, organizational), background factors (society, heterogeneity of the workforce), causal factors (organizational, individual, society), consequence (organizational, individual, society).

Based on the research findings, human resources development tends to change or improve people's learning, behavior, performance, and attitudinal and cognitive skills.

optimal and desirable education can be considered one of the basic elements of every society, and teachers, as the guardians of this matter, are considered one of the most important factors in advancing the goals of education. Any society's survival, durability, and progress depend on the quality of its education. Therefore, this research aimed to explain the relationship between favorable organizational climate, organizational commitment and occupational violence.

The research design was descriptive and correlational. The research's statistical population was comprised of all the teachers working in education in district 2 of Shiraz city. Among the statistical population, 169 people were selected and studied by purposeful sampling. In order to collect data, questionnaires on the psychological climate (1991), organizational commitment (1990), and occupational violence (2013). After collecting and extracting data, participants' scores were analyzed using Pearson's correlation and multiple and multivariable linear regression, and statistical software (SPSS).

The results showed a positive relationship between organizational climate and organizational commitment and a significant negative relationship between organizational climate and occupational violence. Also, there is a significant correlation between the subscales of independence, cohesion, trust, pressure, support, appreciation, fairness, and innovation with organizational commitment and occupational violence. Also, the results showed that favorable organizational climate and organizational commitment are able to predict occupational violence.

The research results confirm the existence of a relationship between the psychology governing the organization and violence and job commitment in teachers. Therefore, a favorable psychological climate increases the efficiency, commitment, and performance of employees in the organization.

optimal and desirable education can be considered one of the basic elements of every society, and teachers, as the guardians of this matter, are considered one of the most important factors in advancing the goals of education. Any society's survival, durability, and progress depend on the quality of its education. Therefore, this research was conducted to explain the relationship between organizational commitment and organizational justice in mental health among teachers of Andimeshk city.

The research design was descriptive and correlational. The present study's statistical population was comprised of all the teachers working in education in Andimshek city. From the statistical population, 250 people were selected and studied by simple random sampling. To collect data, Allen and Meyer's (1990) organizational commitment questionnaires, Niehoff and Moorman's (1993) organizational justice questionnaires, and Goldenberg's general health questionnaire (GHQ-28) were used. After collecting and extracting the data, the participants' scores were analyzed using Pearson correlation and multiple and multivariable linear regression and statistical software (SPSS).

The results showed a significant positive relationship between organizational commitment and mental health (0.01) and a significant positive relationship between organizational justice and mental health (0.01). Also, the regression results showed that organizational commitment and justice could predict mental health. This prediction was in organizational commitment with a beta coefficient of 0.14 and organizational justice with a beta coefficient of 0.13.

The research results showed that if the distribution of rewards and other facilities is done based on certain criteria and sufficient information is done in this field. This management behavior can effectively create a sense of organizational justice and increase teachers' commitment to the organization and the level of teachers' mental health.