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

Today, knowledge management is considered one of the main components of the success of organizations. The purpose of this research is to investigate the level of readiness of Tehran municipality to implement knowledge management in that organization.

The current research is applied in terms of purpose and survey-analytical in terms of method. The current research has measured the readiness of the organization based on 7 components of leadership, knowledge management, process, people, technology, knowledge processes, learning and innovation and the results of knowledge management. In order to achieve the objectives of the research, in addition to theoretical studies and research literature review, data was collected through the existing knowledge management checklist of the Asian Productivity Organization, and this checklist was completed by 44 experts working in the municipality of Tehran and answered each of the questions. Answered. Data analysis was done through descriptive statistics.

The results showed that the level of readiness of Tehran municipality to implement knowledge management is at the development level and this shows that the group has taken regular plans to implement knowledge management in the organization.

The results indicated that the status of the organization is developing and activities for the implementation of knowledge management have been carried out in the organization and there are areas for the advancement of knowledge management in the organization. The state of development means that knowledge management has been comprehensively implemented in the organization, but it has not yet reached the maturity level. Tehran municipality has invested a lot in the technology sector and has a favorable situation in this field. But because the implementation of knowledge management in the organization is developing, it is natural that the results of organizational knowledge management are not at a suitable level, and knowledge management has not yet been implemented at a general level, and it cannot be said that it has had results for 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 carried out to explain the mediating role of work engagement in the relationship between psychological climate and productivity and job satisfaction among education teachers in Yasouj city.

The research design was descriptive and correlational. The statistical population of the research was formed by all the teachers of Yasouj city in 1400. Among the statistical population, 162 people were selected and studied by purposeful sampling. To collect data, the questionnaires on work engagement, Salanova, and Schaufeli (2001), Hersey et al.'s productivity (1980), the psychological climate of organization of Quiz and Decotiz (1991), and Spector's job satisfaction (1985) were used. After collecting and extracting the data, the participants' scores were analyzed using Pearson correlation, path analysis, statistical software (SPSS), and (AMOS).

The findings showed a significant positive relationship between psychological climate and productivity and job satisfaction among education teachers in Yasouj city.

The results showed that work engagement significantly mediates the relationship between psychological climate and productivity and job satisfaction among education teachers in Yasouj city.

One of the main concerns of efficient managers at different levels is how to create suitable platforms for working human factors to work with a sense of responsibility and full commitment to the issues of society and their profession and to observe the ethical principles governing their jobs and professions. Therefore, the current research aimed to design an extra-organizational professional ethics model for Tehran's deputy heads and vice presidents of education districts.

The research method was a qualitative combination using the grounded theory method and the structural equation model using a quantitative method. The research population consisted of vice presidents and presidents of education districts in Tehran, 30 people were selected in the qualitative section, and 130 people were selected in the quantitative section from vice presidents and presidents of 22 education districts in Tehran. The research tools were semi-structured interviews and researcher-made questionnaires to measure extra-organizational professional ethics. The data were collected in the qualitative part by the grounded theory method and then analyzed by the structural equation model test in Lisrel software.

The results of the exploratory analysis yielded the following factors. Three core categories of professional ethics, moral (normative) and moral knowledge; Four cases of causal conditions include: organizational strategies, training, management factors, and resources; Two cases of the phenomenon's contexts; two strategies of institutionalization and evaluation; Two intervening factors are structural factors and organizational procedures and regulations; And a consequence that is the development of individual and organizational professional ethics.

The analysis of the relationship path between the variables showed that all the communication paths were significant, and only the path of unnecessary regulations on evaluation and organizational culture on evaluation was not significant. Finally, the tested model showed a good fit in terms of validity.

The current research aims to provide a model for improving entrepreneurial business based on digital technological innovations for economic growth and empowerment of female heads of households in Ilam city

This research is applied in terms of purpose and survey in terms of data collection. The statistical population included 309 female heads of entrepreneur households in Ilam city. The external and content validity of the questionnaire was confirmed by specialists, and two criteria, Cronbach's alpha coefficient and composite reliability coefficient, were used to determine the reliability of the questionnaire. Cronbach's alpha coefficients of all variables in this study were higher than the minimum value of 0.7. The collected data were analyzed in the form of descriptive and inferential statistics using SPSS24 software. In the inferential statistics section, among the correlation methods, structural equation modeling (SEM) method with partial least squares approach was used for hypothesis testing and model fit using SmartPLS 2.0 software for this research.

The results of testing the research hypotheses using significant coefficients showed that all the research hypotheses are confirmed. The first hypothesis examines the impact of entrepreneurship on economic growth and this impact has been confirmed. The second hypothesis also examines the effect of using digital technology innovations on entrepreneurship and this issue has also been confirmed. In the third hypothesis, it was stated that the use of digital technological innovations with the mediating role of entrepreneurship has an effect on economic growth.

The findings of the research showed that product and service innovations that result from the use of digital technology, regardless of whether they provide new features of the product or service, tend to be fundamental; Therefore, it provides a new path for women heads of household to increase their product and service innovation by using digital technological innovations for new customers.

The strategic value of human resources comes from the fact that, apart from other passive resources, it has decision-making power and authority and a competitive advantage over other resources. Therefore, this research aimed to provide a comprehensive empowerment model in a social security organization.

This research is based on the practical purpose and in terms of quantitative and qualitative research methods (mixed) and in terms of descriptive-survey data collection. In the qualitative section, after counting the metrics and indicators extracted from the theoretical foundations, a researcher-made questionnaire was prepared based on the Lavash and Likert scales, and after going through the steps of the Delphi survey, a conceptual model was extracted. Then, in the quantitative part, the exploratory factor analysis method was used to identify the model's factors, and the confirmatory factor analysis method was used to fit the model. The statistical population of the research included two groups of experts and experts. The first group includes university professors whose academic field and teaching field are related to research, and the second group includes organizational experts with a master's degree or higher and with organizational and experimental records related to human resources. Statistical analysis was done using Spss software to cluster indicators and create research components and Smart Pls software to confirm the research model.

This research identified 11 components and 37 indicators as the most important factors of comprehensive empowerment. It also indicated that people would be individually empowered when they combine intrapersonal intelligence, creativity-oriented education, psychological self-knowledge, internal performance, knowledge-based decision-making, and individual self-efficacy. They will be empowered in the collective, team, and organizational fields when the culture of adhocracy, internal reward, fundamental self-efficacy, and interactive policy are put together.

The research results show that the target community has approved the extracted dimensions, components, and indicators.

Today, human capital is considered the most important capital of the organization, and managers, knowing the importance and role of this capital, are trying to create a competitive advantage for their organization; The current research was conducted to provide a structural model of organizational silence based on leadership styles and organizational justice in the Islamic Azad University of Tehran.

This research is of an applied, descriptive-correlation type and the statistical population of this research included all the employees of the Islamic Azad University of Tehran in 2015-2016, which is 8021 people, using the Krejcie and Morgan table, 367 People were selected by cluster random sampling method. To collect data, Vakola and  Bouradas's (2005) organizational silence questionnaire, Bass and Olive's (1997) multifactorial leadership style, and Niehoff and Moorman's (1998) organizational justice were used. Structural equation modeling has been used for data analysis.

The results showed that exchange and transformational leadership style positively and significantly predicts non-interventional leadership style negatively organizational silence, organizational justice positively and significantly predicts organizational silence, and organizational justice the relationship between non-interventional leadership style. Moreover, it mediates organizational silence in a negative way and the relationship between transformational leadership style and transactional leadership style and organizational silence in a positive and meaningful way.

The research results provide a model of effective factors on organizational silence based on leadership styles and organizational justice.