نشریه مطالعات دین، معنویت و مدیریت
پیاپی 20 (بهار و تابستان 1403)

The value strategy of supplying human resources in Islam, as the most important of supplying human resources strategy, seeks to realize the ideology based on meritocracy. The ambiguous aspect of this research is that some managers of Iran's government organizations do not have the philosophy of supplying human resources strategy, especially in the administrative structure of the country, with an ideological approach based on meritocracy, and the necessary and sufficient measures for the governments in the chain of justice There has been no recruitment that is in line with the government charter. To get out of this ambiguity, this research seeks to fill the scientific and practical gap in the field of supplying human resources strategy for Islamic states. Therefore, a basic measure to strengthen the works of innovative management and to get away from the challenges caused by its absence is to find a model and a framework for supplying human resources strategy in the Islamic state based on the teachings of Nahj al-Balaghah. Therefore, the purpose of this research is to present a model of supplying human resources strategy in the Islamic state, and the research question is raised as follows: What are the categories of supplying human resources strategy in the Islamic state based on the teachings of Nahj al-Balagha?

The research method is qualitative and with an inductive approach. In order to extract the content, the theme analysis technique was used. The research source; the letters, sermons, and wisdom of Imam Ali (as) are related to supplying human resources strategy in Islam. Most qualitative methodologists use the criterion of "reliability or reliability" to validate thematic analysis. For the reliability of qualitative research, "Lincoln and Guba" have presented criteria such as the possibility of validity, reliability or the ability to rely on, transferability or the ability to transfer, confirmation or the possibility of confirmation. In the current research, the mentioned metrics are prepared in different ways, one of the most important of which is the strategy of "independent coders". This strategy is a common process for evaluating and controlling the quality of content analysis. The percentage agreement method was used to measure reliability or trustworthiness; in this way, codes were accepted from two of the experts who did the coding independently and a conclusion was reached which was approved by more than half or 50% of the coders.

In the first stage of the research, the basic themes based on the letters, sermons, and wisdom of Imam Ali were considered. After extracting key sentences and refining them, 128 basic themes were obtained. In the next step, the researcher discovered four general teachings in the codes by examining the basic themes (primary codes). The first teaching in the supplying human resources strategy in the Islamic State was called "individual teaching". The implementation of this teaching depends on the "management of individual behavior", which is known as the underlying level. The second teaching of supplying human resources strategy in the Islamic State was called "group teaching". The realization of this teaching in every government and organization depends on the training of managers and human resources for different units of Iranian government organizations. The implementation of this teaching depends on "group behavior management". The nature of this teaching is such that its compliance is dependent on a superior organizational culture and it is known as capacity building level. The third teaching of the supplying human resources strategy in the Islamic State was called "organizational teaching". The realization of this teaching in every government and organization depends on having managers who can eliminate the management gap. The implementation of this teaching depends on "organizational behavior management", and it is known as the superstructure level. The fourth teaching of the supplying human resources strategy in the Islamic state was called "government teaching". The realization of this teaching in every government and organization depends on the administrative, political, and economic complex. The implementation of this teaching depends on "managing the behavior of the government". Finally, the relationship between the four themes is discussed in this way. Public administrators are raised at the basic level according to individual teachings. In group teaching, the discussion of superior organizational culture has been raised and it is known as the level of capacity building. Organizational teaching creates organizational structure, superior organizational climate, and the manager in the leadership role of organizations and is known as the superstructure level. Finally, in the teaching of the government, it is proposed to have wisdom and knowledge about managerial, political, and economic issues in line with the desired progress of governments in Islamic society, and it is known as the feedback level.

This research shows that the four individual, group, organizational, and government requirements should be sought in the four management levels: individual behavior, group behavior, organizational behavior, and government behavior. So that at the level of managing individual behavior, piety, body health, and management structure; at the level of group behavior management, integration, maintaining society and creating coordination and unity; at the management level of organizational behavior, rule-based, standard-oriented, legality and right-oriented; And the level of government behavior management, attention is paid to testing, growth, personalization, participation, and obedience. Based on the findings of the research, suggestions can be made for managers of organizations in Iran, some of which are as follows: 1) Turning to the supplying human resources strategy in the Islamic state based on the managers' three-dimensional view of the past, present and future based on the teachings of Nahj al-Balagha. 2) Giving priority to serving the people and citizens to govern the principle of selecting and appointing meritorious human resources based on expertise and commitment. 3) Creating a platform for the formation of ethics in the use of the strategy of providing competent human resources. 4) Moving on to the establishment and implementation of the Alawite government based on the teachings of Nahj al-Balagha.

Today, the optimal governance paradigm is used on a wide scale from local to international level. According to many experts and experts in this field of research, the most important and effective theory on the way to achieving the desired governance is "decentralization of (political-economic) power" (Chigbu, 2021). Decentralization has been considered as one of the indicators of reducing power distance. Decentralization, means the delegation of power (in political and economic matters), leads to a reduction in the power gap between different levels and the power gap between the government and the people (Rodríguez, 2018). The main problem of this research is that currently there is no firm determination in the country's political and policy-making system to realize the model of decentralization and delegation of authority to local authorities (such as governorates, etc.). On the other hand, it has been found that simply increasing decentralization does not increase welfare; rather, the necessary infrastructure for handing over affairs to the provinces should be evaluated first, and then the realization and improvement of social welfare in the provinces (Khanzadi et al., 1400). From a theoretical point of view, not much effort has been made to provide a political-economic decentralization model, which indicates a major research gap in governance literature. With all the aforementioned, the question of how decentralization helps to realize the desired governance, due to the disagreements and deficiencies that exist in the field of theoretical literature and research background, remains without a firm and definitive answer; Therefore, the main question of this research is: "What is the model of decentralization (political-economic) in Iran's provinces in the direction of good governance?"

This research is practical in terms of purpose, which was done with a mixed (qualitative-quantitative) approach. The statistical community in the qualitative section includes university experts who have a history of education in the field of public administration and valid scientific articles in this field. To determine the samples of this research and to determine this group of experts, a non-probability and purposeful sampling (Judgmental Sampling) method was used. The criterion for determining the sample size in this research is to reach theoretical saturation, which was achieved after fourteen interviews.The snowball technique was used for sampling. The statistical population of the quantitative stage was the senior and middle managers of the governorate and the program and budget organization and managers of general offices in the provinces of Tehran, Isfahan, Kurdistan, and Khuzestan (N=183). Considering that the number of the studied community is limited, the entire studied community has been used completely and non-randomly as the investigated sample. The main tool of data collection in the qualitative part is the semi-structured in-depth interview. To determine the validity and reliability of the interviews, two methods of retesting and double coder agreement were used.In the quantitative part, to test these research hypotheses, a researcher-made questionnaire including 147 items was used to collect information. The items of the questionnaire were compiled exactly based on the indicators identified in the qualitative phase of the research. In this research, the database theory method has been used to analyze qualitative data. Data analysis in the qualitative section has been done using MAXQDA software version 2020. Inferential statistics and Partial Least Squares (PLS) version 2024 were used to analyze the data and test the research hypotheses.

Based on the results of three stages of coding in the second part of the research, the obtained data are classified into 9 main categories. According to professors and experts, out of all the indicators obtained from the qualitative analysis of 14 interviews, including 9 categories and 30 indicators, have been used to formulate the model of decentralization (political-economic) in the direction of good governance.Figure 1- Research paradigm model.A survey approach was used to validate the obtained model. To check the validity of the questionnaires, two indices Content Validity Index (CVI) and Content Validity Ratio (CVR) have been measured. The results of the content validity index of the questions show that the CVI of all the questions is higher than 0.8, which is the result of the validity of the content of each question. Also, considering that the CVR value of each question is greater than 0.56, the content validity ratio of this questionnaire has been confirmed.The value of Cronbach's alpha reliability and composite reliability for all variables in the research model is more than 0.7. Therefore, the research questionnaire has the necessary reliability. Based on the obtained results, it was found that the conditions of convergent validity are also established. Therefore, convergent validity is also confirmed. The results of the Fornell-Larcker test also confirm the validity of the tool. The coefficient of determination test (R2) and the GOF index (equal to 0.698) also confirm the appropriate fit of the research model. In total, the results of the quantitative part showed that the proposed model in this research has good validity from the point of view of path coefficient and significant value.

Decentralization and formation of local government is a complex and long process that works to increase the participation of all people of a society in the development process based on local capacities, abilities, and resources. In decentralization, the central government hands over decision-making authority to local institutions whose officials are elected by the people of the same place; but their performance is under the control and supervision of the central government. In better words, decentralization refers to the relative authority of local governments in terms of setting goals, providing resources, and managing and implementing public policies. Decentralization facilitates and accelerates decision-making. It increases competition between local governments. It brings regional development and increases transparency and accountability by bringing the government closer to the people. Decentralization is also mentioned in articles of the law of the fifth five-year development plan of the country. In developing countries, there are several categories of main tasks, including "establishing the rule of law and ensuring the implementation of regulations", "creating macroeconomic stability", "and creating and upgrading infrastructure "," providing welfare services "," protecting the environment "and" strengthening the productive capacity of the national economy" can be summarized as the most important activities of the public sector. This research is one of the first studies that provide a comprehensive model related to decentralization in the direction of good governance. The components identified in the model of this research can have management guidelines for policymakers to facilitate the decentralization process and consequently strengthen good governance. Also, the proposed model provides researchers with a new perspective by separating different factors so that they can identify the important areas of decentralization from the perspective of good governance.

In the policy-making process, it is necessary to review the policy developments in each issue; to make the past experiences a beacon for future policy-making. This requires the production of an appropriate model that provides an intelligent description of the actual performance of policy in achieving its goals. The lack of a proper model in the studies, the abstractness of the models, the lack of coverage of the real policy-making processes in the studies and the avoidance of taking policy from macro tasks and absorbing details are the most important arguments that seem to be positive for policymakers, especially policymakers in the field of culture. The current research aims to design an efficient conceptual model and management in the investigation of governance policies in the Islamic culture of the Islamic Republic of Iran.

Therefore, by taking advantage of the exploratory research style and grounded theory strategy and by interviewing 61 experts, the mentioned model was extracted. To analyze the data, the method of continuous comparison was used in the stages of open, central, and selective coding. Based on the coding, the first 870 primary codes were determined.The validity of the research was verified by the interviewees and experts. Also, by using the method of audit study, the reliability of the research process was confirmed.

 The analysis of the data showed that the conceptual model for investigating policy developments in the cultural governance of the Islamic Republic of Iran is a three-dimensional matrix that has 11 classes, 11 categories, and eight categories from a content point of view.

Types of political activities include the following:
executive and corporate-oriented (community)
Spiritual support (guidance)
Material support
Participatory (participating in implementation)
Policy making and planning
Legal
Supervisory
Licensing
Interactive coordination
General management headquarters
Opposition to development and promotion flow
The types of political activities include the following:
Educational
Research
Henry
Talent search
Preservation of musical works
Material and intellectual ownership of the work
Promotional advertising
Media
Software and hardware acquisition and equipment
Virtual and digital media
Specialized headquarters and management
Eight content categories also include the following:
Secularism or secularism
Democratization
Developmentalism and modernization
Nationalism in the shadow of "Ummah-ism"
Social and economic reforms
Family Orientation
Religiosity
Revolutionism
In the end, it is suggested that by using the model presented in this research and using scientific and practical methods, the damage of the governance system and cultural policymaking should be identified and based on that, macro and sectoral policies of the Islamic Republic of Iran in the field of culture should be formulated.

The social responsibility of the organization is a relatively new category that is rapidly expanding among different organizations, and it points out that organizations should be more careful about the consequences and effects of their activities and the effects in connection with the surrounding environment, society, and society members (Pourali and Dadashi, 1401). Organizational virtue, as a hybrid concept of positive psychology and business ethics, refers to general organizational ethical characteristics that are embodied by the collective or individual, in the atmosphere, structure, and policy procedures of an organization (Bright et al., 2006; Liu, 2012). In recent years, the positive effects of organizational virtues on individuals and organizations have received increasing academic attention. The development of digital technology has led to changes in business models and organizational patterns, etc., as well as the creation of work behaviors beyond the scope of employee responsibilities and how to improve the constructive behaviors of employees in new work conditions.Many researchers and scholars have emphasized that the concept of organizational virtue had better become one of the management research topics in the world and listed important reasons for the revival of virtue-based ethics (Gavin and Mason, 2014; Lilius et al., 2018; Moore and Biddle, 2016; Park and Peterson, 2013). For this purpose, during the last several decades, various religious organizations have sought to expand ethics and virtue in multiple ways, such as drafting ethics charters, rules and standards of conduct, ethical education, ethical management, ethical decision-making, ethical culture and atmosphere, and ethical infrastructure. They have lost a lot of time andmoney. Ethics is now presented in the organization in the form of the organization's charter of ethics and the rules of professional behavior.In this research, the researcher is looking for an answer to this basic question: which factors are effective in fulfilling social responsibilities in virtue-oriented organizations, especially Astan Quds Razavi?

Qualitative research is a process of research that extracts data from the context in which the events occur and tries to understand these events through the process in which it is embedded the perspective describes the participants in them and uses inference tools to create possible explanations based on the observed phenomenon (Khanifar and Zarondi, 1389). This research is applied in one of the mission-oriented organizations such as Astan Quds Razavi, and in terms of data collection, it is descriptive and exploratory. To analyze the qualitative data, a thematic analysis method, and semi-structured interview method were used.Thematic analysis is one of the methods of qualitative analysis based on which the text of qualitative interviews is reduced and segmented, categorized and summarized, and then reconstructed in such a way that the important concepts within the collection are extracted from the data (Abedi Jafari et al., 2019). The steps of the theme analysis method include 1-familiarity with the data, 2-creating primary identifiers and identification, 3-searching and recognizing the themes, 4-drawing the theme network, and 5-analyzing the theme network. In terms of purpose, this research is practical and in terms of data collection, it is descriptive and exploratory, and qualitative data analysis tools including thematic analysis were used. The statistical population of the research included managers active in the field of social responsibilities in the Astan Quds Razavi, and finally 10 people were determined in a targeted and accessible way, and they were interviewed.To explore the data, the semi-structured interview tool of the thematic analysis method was used. Before conducting the interview in person and by phone, the researcher made the necessary coordination with the experts regarding the possibility and time of conducting the interview and at the beginning of each interview, the concept of the phenomenon under study, i.e. social responsibilities and the purpose of conducting the research were explained. This is emphasized that the research results will only be used for research purposes and their identities and names will be kept confidential if they wish. Lastly, according to the semi-structured nature of the research and the data obtained from the research literature, to clarify the answers provided, other questions were asked following the answers of the interviewees. At the end of each interview, the experts were asked to provide any other information to clarify the answer to the research question. According to the data obtained from reviewing the records and using a semi-structured interview, the interviewees were allowed to express their views freely. After each interview, the text of the interviews was carefully implemented. To analyze the interviews, all independent ideas were identified in the form of concepts and sub-themes, and then a code was assigned to each one. This was done for each of the conducted interviews. Then, based on the identified themes, more comprehensive categories were made and led to the identification of the main themes related to the research.

In these researches, components such as the way of guiding and leading the organization towards systematizing the process of creating discourse on the principles of social responsibilities, structural development, technical development, culture building, education, etc., are in accordance with the concepts of responsibility. Social issues in all micro and macro levels and different organizational levels have been considered. Astan Quds Razavi, due to its special nature and mission, needs to pay attention to the principles of social responsibilities in the direction of social capital management so that it can carry out the projects in a favorable way with the participation of the members of the society. These factors are in the dimension of the organization's structure and preparations, which oversees the set of actions that create the alignment and association of the actions of the executive elements of the organization in line with social responsibilities in virtue-oriented organizations. This includes the development of executive guidelines and procedures, social responsibility policy, laws related to the company's social responsibilities, organizational limits and controllers, and the development of a vision in the field of the implementation of the social responsibility approach. For this purpose, in this article, an attempt was made to discuss and investigate the factors affecting the management of human resources based on social responsibilities according to the nature of Astan Quds Razavi. Social affairs in the headquarters of Astan Quds Razavi, to identify and collect the desired dimensions and components, and a set of factors that can be effective in this area were identified.

Social responsibility is an important driver in paying attention to society as the main beneficiary of organizations' activities. Experts believe that ethics emphasizes the way an individual behaves inside the organization, but social responsibility considers the way the organization treats its employees, shareholders, and stakeholders. A review of the theoretical literature makes it clear that; one of the four dimensions of social responsibility is the moral dimension. It means that organizations are expected to respect people's values ​​norms and beliefs and pay attention to ethical issues in their work and activities, just like other members. That is, instead of being synonymous with social responsibility, ethics is recognized as one of the dimensions of social responsibility. With the reviews of related articles and research, many researchers have pointed to the prominent role of social responsibilities in virtue-based organizations in guiding, leading, stimulating, persuading, and human resources in the development of concepts related to social responsibilities. In these researches, components such as the way of guiding and leading the organization towards systematizing the process of creating discourse on the principles of social responsibilities, structural development, technical development, culture building, education, etc., are by the concepts of responsibility. Social issues at all micro and macro levels and different organizational levels have been desired.

As long as the behavior of the employees is in harmony with the desired norms and values of the organization, the possibility of achieving a better performance of the organization is provided, and on the other hand, the emergence of unethical and inappropriate behaviors with the organization's culture introduces the phenomenon of "employee behavior deviation" whose negative impact on achieving goals forces the organization to react against such behaviors. Encouraging ethical behavior and avoiding unethical behavior in organizations is an important strategy in managing human resources and increasing organizational productivity, so long as policies to modify unethical behaviors and actions in the organization are effective tools for realizing ethical goals and preventing issues such as corruption and conflict of interests and continuous observation has played an important role in creating a positive organizational culture and a competitive advantage for the organization. Despite the emphasis on and significance of ethical behavior, there is always the possibility of deviant and unethical behavior of people in organizations; because according to some researchers, most people are capable of deeply unethical behavior and the potential of individuals and organizations in unethical behavior is limitless. Based on this, the type and method of encountering deviant behaviors can raise the question of what principles and rules should be used to correct or prevent deviant behaviors of employees, the answer to which can be influenced by two management approaches. Based on religion and management independent of religious teachings, the purpose of the current research is to analyze the principles of reforming or dealing with deviant behavior of employees, emphasizing the approach of management based on religion.

In the current research, which is applied in terms of purpose and exploratory, in terms of nature, and in terms of approach, it is among qualitative researches, thematic analysis method as one of the most common methods of qualitative research was used to extract and analyze data. In the first step, by studying Nahj al-Balagheh, descriptive codes related to the purpose of the research were identified, and based on individual diagnosis and exchange of opinions with some experts familiar with Nahj al-Balagheh texts, hidden or hidden themes in the descriptive codes were identified and introduced. In the next step; Based on semantic and practical affinity and similarity, basic exploratory themes were classified in the form of separate classes and categories, and for each class, the organizing theme was determined. Then, the identified organizing themes were categorized and titled based on an overarching theme. In order to verify the scientific accuracy of the data and analyzes of the current research, the concept of "reliability" was used through two review strategies during coding and confirmation of the opinion of experts related to the research; So that the primary descriptive codes and basic themes and organizing themes were extracted, they were given to two experts who are familiar with Nahj al-Balagha texts and organizational concepts, and along with the continuous back and forth interaction of the researcher with the experts, finally the concepts related to the topic were identified and determined. They answered the research question.

In the current research, in order to interpret more deeply and understand more precisely the concepts in Nahj al-Balagheh regarding reform or "behavioral reform", the words of the Commander of the Faithful Imam Ali (peace be upon him) in the sermons and letters and wisdom of Nahj al-Balagheh are studied and analyzed in order to confront or The correction of deviant behaviors in the work environment, the principles and rules of "behavioral correction in the organization" should be analyzed. With the inductive analysis of the research data, it was found that encountering deviant behaviors can be planned in two stages before the appearance of deviant behavior and after the appearance of deviant behavior. The findings show that in the stage before the occurrence of deviant behavior, organizations need to comply with the principles called "primary and preventive principles", which include spreading the culture of condemning mistakes in the organization, drafting and communicating the law on dealing with wrongdoers, monitoring and continuous evaluation of people's behavior, training and teaching the skills of ethical and pleasant behavior to employees, and observing meritocracy in recruiting and employing people. At the stage of revealing the deviant behavior of the employees, in order to correct the deviant behavior, the organization needs to pay attention to and observe other principles under the title of "secondary and executive principles", which include the readiness to accept the declaration of wrongdoing by the wrongdoer, appropriate moral tolerance in dealing with the wrongdoer, confidentiality and Not revealing people's mistakes in front of others, observing justice in dealing with wrongdoers, chastity punishing wrongdoers for deviant behavior.

Modifying and preventing people from committing deviant behaviors is one of the important goals and basic concerns of managers in organizations; because deviant behavior causes damages to the individual and the organization. However, in this research, an attempt was made to introduce the principles and rules of dealing with deviant behavior by assuming that humans may engage in immoral and deviant behavior. The result of the research shows that organizations can pay special attention to the two stages before and after the occurrence of deviant behavior in order to correct deviant behavior. One of the important results of the current research is that, the first step in modifying the deviant behavior of employees is to focus on preventing and inhibiting the occurrence of such behaviors. Also, with the assumption of observing all aspects and necessary measures for prevention, there is a possibility of errors and misbehavior from employees in administrative and organizational environments, and accepting such an assumption, the type of dealing with the wrong person and the behavior methods of the organization to correct behavioral deviations are very important. It is possible that the result of the present research stated that at this stage, we should focus on the principles called secondary and executive principles, in order to modify the deviant behavior that occurs continuously within the framework of religious teachings, deal with the deviant person and provide the preparations for compensation and modification of the deviant behavior.

 Recognition has been emphasized in the statement of the second step of the revolution. The purpose of this research is to identify and determine the priority of succession categories in government organizations according to the statement of the second step of the revolution. The place of research is the Iranian Statistics Center and the deputy departments of statistics and information in the management and planning organization of the provinces as the statistical system of Iran.

The purpose of this research is Identifying and ranking the categories of succession based on the statement of the second step of the Islamic revolution.

this research is mixed (quantitative-qualitative) with an inductive approach. The statistical population in the qualitative section consisted of 18 university experts who are proficient in the subject, and the quantitative section included 114 managers and experts from the Iranian Statistics Center and the deputy statistics and information departments in the management and planning organization of the provinces. In order to collect data, in the qualitative section The technique of interviewing and data coding, categories, and in the quantitative part of the questionnaire, analysis and statistical tests were used. Friedman's test was also used to prioritize the categories.

The findings show that succession planning based on the categories of the statement of the second step of the Islamic Revolution has six dimensions, which include competencies, talent acquisition, education and development of the chosen successor, sustainability and strategic alignment, succession information bank, succession selection. and the category of competencies is the most important factor in the success of the implementation of the succession system.

"Organizational behavior" is one of the most important topics in management and organization knowledge. Islamic researchers in all disciplines are trying to deduce and apply Islamic recommendations. Islamic management scholars also extract Islamic teachings about management and organization through scientific research and by applying them, they provide the basis for the development of Islamic organizations. Many subjects are studied in this knowledge to improve the relationship between managers and employees. The level of individual behavior is the starting point for studying organizational behavior. The study framework of the level of behavior can have a significant impact on the subjects of other levels of behavior. How to categorize the topics raised at the level of behavior is the concern of researchers. The new design of the individual-level study structure in organizational behavior is based on Islamic teachings; It is the main subject of this research.

This research was conducted with the Ijtihad method. After the research question, the theoretical foundations of the subject were examined. Then, by examining extra-religious and intra-religious sources, related documents were identified. Finally, data analysis and idea generation were done. In this research, an attempt has been made to deal with the presuppositions and foundations closer to the issues of organizational behavior, with simple and concise language, away from deep philosophical discussions. Three philosophical, empirical, and religious foundations, in a practical form, are the foundation of organizational behavior studies in this article.

Results :

The nature of animal behavior is to create transformation and change, with the origin of human movement using one of the organs and animals. Man with his movements and actions can move or stop the activities of the organization. Recognizing aggressive behavior has taken a wide field of employee behavior issues. Scientific study in some of these subjects is innovative and some are common in this knowledge. By identifying verses and narrations related to the subject under study, and then analyzing and examining them, its managerial implications in the field of organizational behavior have been presented.

Discussion and Conclusions :

This study tries to show that the issues of organizational behavior at the individual level can be presented in the framework of juvenile behaviors and juvenile behaviors in the form accepted in Islamic sources so that religious researchers can study organizational behavior issues based on Islamic teachings in this model. Verbal behaviors have been studied in three categories, which are: movement activities (presence in the organization, use of external senses, communication), symbolic communication activities (written language, spoken language, and non-verbal language), and activities caused by human emotions (aggression, stress, cheerfulness). Today, in the knowledge of common organizational behavior, the components of juvenile behavior have been extensively researched; In such a way that in all organizational behavior books, topics such as perception, motivation, attitude, learning, emotions, decision-making, and the like are observed. Adolescent behaviors have been studied in two categories, which are: intellectual activities (perception, learning, decision-making, and creativity) and emotional activities (attitude, motivation, and emotions). The general structure of these topics is explained in this article.

Administrative health has been defined as the quality of behavior of the political and public body of the government in terms of compliance with values, norms, and rules. In this view, administrative health is an abstract concept emphasizing realizing the organization's goals based on values. In the administrative system of the Islamic Republic of Iran, the institutionalization of Islamic values ​​is considered one of the most important factors in promoting administrative health and fighting administrative corruption; this is even though until now managers have not paid much attention to this matter. In this research, the researcher sought to first investigate the factors affecting administrative health based on the policies announced by Iran's Supreme Leader in the field of administrative health, which were communicated to the three state powers in 2019, and in the next stage, to investigate the main components and indicators of administrative health based on general policies. The announced policies of the Supreme Leader and finally establish a relationship between the components and indicators of the policies announced by the Supreme Leader concerning administrative health. Based on the specified objectives of the main research question, what are the factors affecting administrative health based on the policies announced by the Supreme Leader in the field of administrative health in the public sector? To answer these questions, the network of themes according to the extracted indicators, includes 80 basic themes, 8 organizing themes, and the comprehensive theme of administrative health.

The current research is practical in terms of purpose and analytical and descriptive in terms of method and it is qualitative research in terms of philosophy and practical orientation and uses a thematic analysis strategy. Unlike other methods such as interpretive phenomenological analysis, database theory, discourse analysis, and content analysis, thematic analysis does not depend on a pre-existing theoretical framework, and therefore, it can be used in different theoretical frameworks (of course, not in all frameworks). And also, it can be used for various things. Since thematic analysis is a flexible method, the researcher must clearly explain what he/she is doing, and what he/she says must be consistent with what he/she does (Abedi Jafari et al., 2019). According to Brown and Clark (2006), the validity and quality of the theme analysis will be determined by answering several questions. In this research, a network of themes was obtained by using resource studies extracting the primary identifier and repeatedly comparing the themes obtained in each stage and improving and upgrading it. It was found that based on the indicators, the themes include 80 basic themes, 8 organizing themes, and comprehensive administrative health themes.

Determining the indicators to measure the health of the administrative system is possible with the help of intuition and detailed investigations of the general policies of the administrative system, announced by the Supreme Leader. The set of general policies of the administrative system includes 26 paragraphs that clearly state the expected strategic orientations of the plans and actions of the various components of the administrative system in different dimensions (Latifi and Kamilifard, 2017, p. 89). The designed website is prepared based on the outputs of the theme analysis tables, which form an overview of basic themes, organizing themes, and finally, the comprehensive theme of administrative health. According to the results obtained from the theme analysis of the policies announced by the Supreme Leader in the field of administrative health, the network of themes based on the extracted indicators includes 80 basic themes, 8 organizing themes, and an overarching theme of administrative health.

Finally, the overarching or variable theme of this research is formed, which is "administrative health" based on the policies announced by the Supreme Leader in the field of administrative health in the public sector. In this study, the development of moral-Islamic culture is emphasized; but the weight of the mentioned merits is not the same and some are bolder. The current research shows that one of the most important background factors in creating and stabilizing administrative health in organizations is the development of Islamic moral culture. Another indicator of administrative health is the move towards electronic government, which has been raised as an important concern in our country for several decades, but there is a long way to reach the desired situation. In this way, it can be concluded that this research confirms some of the main religious, scholastic, moral, and organizational characteristics mentioned in previous research, while special priority is given to them. It provides some new features in this regard and completes the set of mentioned features. In addition, it has a special focus on the announcements of the Supreme Leader in the field of administrative health and added new concepts in this regard compared to previous research, which is new and different from previous studies, which are briefly compared with previous research.

The Islamic Revolutionary Guard Corps (IRGC), as a growing and innovative institution, is the birth of Imam Khomeini's strategic thinking and a clear manifestation of the scholastic and revolutionary ideals of the Muslim nation of Iran and a symbol of the political and military authority of the Islamic Republic of Iran. This unique revolutionary institution in the world, based on Article 150 of the Constitution of the Islamic Republic of Iran, is responsible for protecting the Islamic Revolution and its achievements against any range of hard, semi-hard, and soft threats and helping to develop and deepen the Islamic Revolution inside and abroad, within the framework of the laws and measures of the supreme leader of Iran. In line with this task, the Vice-President of Education and Political Ideology of the Supreme Leader's Representation in the IRGC, based on his inherent duty, has prepared a system of ideological education for teaching in the preparatory combat course of soldiers. In these courses, which have a specific, exact, and codified text, issues such as rules, principles of Islamic beliefs, and morals, as well as materials about the Islamic Revolution of Iran are proposed for the learners. The general purpose of holding these courses is to improve the knowledge level of the learners regarding Islamic teachings, to increase their orientation towards religious values and behaviors, and also to improve their moral and behavioral levels based on Islamic standards. The main issue of this research is to investigate the impact of this course and the aforementioned training in promoting and improving the level of religiosity of the learners. Based on a division, this effect can be investigated and analyzed in three fields: cognitive (insight), tendency (emotional and emotional), and action (moral and behavioral). 

In terms of the nature of the subject, this research is descriptive and analytical, and a survey research method was used to conduct it. To collect its information, one of the most common and widely used field research tools, that is, a questionnaire has been used. The present questionnaire was created by the researcher and is designed in a closed form. In this questionnaire, based on the Likert scale, 50 items were provided to the respondents to specify their answers about them. The tendency spectrum in this questionnaire is of a five-choice type and includes five values "I completely agree, I agree, I have no opinion, I disagree and I completely disagree". The mentioned questionnaire was designed in such a way that it can measure the effect of education in three dimensions: insight (cognitive), tendency (emotional/ emotional), and action (behavioral). Of course, considering the limited time of the training course (2 months) as well as its nature and educational materials, the main expectation from the training of this course will be more focused on the changes in the religiosity of the learners in the cognitive dimension, and it is less expected that the two dimensions of orientation and actions have significant changes. Therefore, in the research questionnaire, most of the items are designed to measure changes in the cognitive dimension. Thus, items 1 to 34 are considered for measuring the cognitive dimension, items 35 to 41 for measuring the tendency dimension, and items 42 to 50 for measuring the behavioral dimension. The questionnaire for this research was first prepared with the opinion of two experts (who were faculty members and PhD graduates related to this research). Then, to determine its validity and to ensure its feasibility, it was given to several professors and experts in the field of education who had doctorates in this field to comment on its validity. Each of these professors suggested amendments to the questionnaire, and these suggestions were also applied to the questionnaire. Finally, after summarizing the experts' opinions, the research questionnaire was approved by them in terms of authenticity. It should be noted that the proposed questions refer to the content of the training and texts that have been specially prepared and designed for this course.

As mentioned, to be able to measure and evaluate the impact of the aforementioned training on the religiosity of the soldiers more precisely, we divided it into three dimensions: cognitive, tendency, and action. Accordingly, the following three sub-questions were included in the research agenda:1. To what extent are this course and its teachings effective in improving the students' familiarity with Islamic teachings?2. To what extent can these trainings improve the attitude of soldiers towards Islamic values, morals, and behavior?3. To what extent does the aforementioned training affect the moral and behavioral improvement of learners and their practical commitment to Islamic beliefs, values , and rulings? Following the above-mentioned questions, three hypotheses corresponding to them were presented as follows: 1. The religious educations mentioned in this course have a significant relationship with changing the religious insight and knowledge of the audience and learners. 2. The material taught by ideological instructors in this course has a relatively significant relationship with the change in the learners' attitudes. 3. The ideological training of the mentioned course does not have a significant relationship with the change in the behavior of the learners under the training.

The results of the research showed that there is a positive and significant correlation between the cognitive dimension and the effectiveness of the training on the learners at a significance level of 0.01. Therefore, it can be concluded that the training has had a significant positive impact on the cognitive dimension of the learners. Thus, the first hypothesis of the research is confirmed. Also, the results of calculating the correlation coefficient indicate that there is a positive and significant correlation between the tendency dimension and the effectiveness of the training on the learners at a significance level of 0.01. Therefore, it can be concluded that the training has had a relatively significant impact on their orientation dimension.

This study aims to examine the concept of individual performance from the perspective of the Quran. Performance is a crucial element in organizations, as individuals spend a significant portion of their lives in various institutions, shaping different levels of performance (team and organizational) through their actions. How performance is defined and viewed determines how we approach and deal with it. The main objective of this research is to investigate the meaning, levels, approaches, and components of performance from the Quran's perspective.The importance of this study lies in the fact that in Islamic countries where individuals adhere to Islamic beliefs, their actions and behaviors should be examined differently. To improve the critical element of individual performance, we must change our view of it and extract its essential components based on Islamic sources, with the Quran being the primary and most important source.The main research question is: What are the dimensions and components of individual performance from the Quran's perspective? Secondary questions include: What are the dimensions and components of individual performance in conventional human resource management literature? Are these dimensions and components approved by the Quran?

This study employs a qualitative approach based on the thematic research method in the Quran. The thematic research method was used for data collection and concept extraction from Quranic verses. The grounded theory method was utilized for the analysis and systematic classification of the extracted concepts.The research process involved three main stages:Implementing the thematic research method in the Quran: This stage included preliminary steps, concept extraction, research expansion, and compilation.Using grounded theory to categorize the extracted concepts: This stage involved open coding, axial coding, and selective coding of the concepts derived from the Quranic verses. Integration of resultThis final stage combined the findings from the previous two stages to develop a comprehensive model of performance dimensions and components based on the Quran.The researchers used an integrated approach combining the thematic research method in the Quran and grounded theory. This approach was chosen to ensure the centrality of the Quran in the research while providing a systematic framework for analyzing and categorizing the extracted concepts.

The study revealed that the Quran's perspective on performance differs from conventional human resource management literature. The Quranic view of performance is not solely results-oriented or behavior-oriented but takes a post-process approach, considering the aftermath of individuals' actions as well.The research identified four main dimensions of individual performance from the Quran's perspective:Agential dimension (11 components): This includes factors such as intention, effort, faith, existential capacity, and personality structure (schema).Actional dimension (9 components): This encompasses the nature and method of actions, categorized into righteous and unrighteous deeds.Results (3 components): This includes the outcomes, effects, and consequences of actions.Performance transformations (2 components): This refers to changes in performance, either in a positive direction (repentance) or negative direction (nullification of deeds).The Quranic perspective adds several components to the conventional understanding of performance, particularly in the agential dimension. It emphasizes factors such as intention, faith, and individual capacity, which are not typically considered inconventional performance management models.The study also found that the Quran confirms some aspects of conventional performance management, such as goal orientation, comparability, measurability, and results orientation, while adding new dimensions and components.

The findings of this study suggest that the Quranic perspective on individual performance is more comprehensive than conventional models. While conventional literature typically focuses on determinants of results and results themselves, the Quran introduces additional dimensions, particularly emphasizing the agential aspect of performance.The Quran's approach to performance can be characterized as post-behavioral and post-process. It not only considers the actional dimension of deeds but also takes into account factors such as capacity, intention, and personality structure in the agential dimension. Furthermore, it extends the evaluation of performance to include post-action transformations, both positive (repentance) and negative (nullification of deeds).This comprehensive view of performance has significant implications for performance management in Islamic contexts. It suggests that performance evaluation and development should consider not only observable behaviors and results but also the intentions, capacities, and personal growth of individuals.The study concludes that integrating these Quranic perspectives into performance management systems could lead to a more holistic and ethically grounded approach to performance evaluation and development in Islamic organizations.Future research directions include examining the concept of performance in Hadith literature, exploring the practical implications of this Quranic model in contemporary organizations, and investigating how these principles can be operationalized in performance management systems.

Employees face fundamental challenges in managing their work and family life, which both shows the lack of flexibility in the workplace in managing work-family life and also shows the increasing amount of conflicts that employees work under (Selvarajan et al., 2020). Organizational literature has identified work-family conflict as a type of inter-role conflict that occurs when individuals manage the multiple demands of their work and family lives and has negative effects on psychological well-being (Amstad et al., 2011). Work-family conflict is an important aspect of psychological well-being, as it can lead to various negative outcomes such as stress, mental and physical problems, and poorer life satisfaction, and it can have a broader socioeconomic impact on public health because it may lead to poor job performance and high absenteeism at work. Islamic work ethics play a significant role in the work environment and affect employee relations, job satisfaction, and overall organizational performance. Al-Khalifa et al. (2023) found that Islamic work ethics positively affects organizational performance and the atmosphere of employee relations plays a mediating role in this relationship. Badar et al., (2023) Islamic work ethics can contribute to a positive work environment, which in turn can lead to higher performance and job satisfaction. The main purpose of this study is to investigate the effect of Islamic work ethics on work-family satisfaction and psychological well-being and to measure the mediating role of work-family conflict among the employees of Mohaghegh Ardabili University in the form of a structural equation model.

The current research was of correlational type and according to the purpose, it was of applied type, and data collection was done in the field. The statistical population of the research was all the administrative and educational staffs of Mohaghegh Ardabili University in the number of 400 people, and 300 questionnaires were distributed by the available sampling method, from which 256 suitable questionnaires were selected for statistical analysis. To determine the causal relationship between the variables, statistical analysis has been performed using the structural equation method and using SPSS and SMART-PLS software.

The statistical results of the research confirmed the hypotheses. The results of the present study showed that Islamic work ethics have a positive and significant effect on job satisfaction, family satisfaction, and psychological well-being. The findings also showed that work-family conflict has a direct and negative effect on job satisfaction, family satisfaction, and psychological well-being. In general, the results showed that Islamic work ethics play an essential role in job satisfaction, family satisfaction, and psychological well-being.

The results of structural equation modeling showed that Islamic work ethics directly affects job satisfaction and family satisfaction. This means that institutionalizing Islamic work ethics in the organization and aligning ethical principles with organizational strategies can help improve family satisfaction. Among other results of this research, we can mention the positive effect of Islamic work ethics on psychological well-being and work-family conflict. By improving Islamic work ethics and giving more importance to purposefulness in life, conflict at work and as a result the psychological well-being of university employees will be strengthened. In this research, it was observed that work-family conflict hurts job and family satisfaction and mental well-being. Work-family conflict leads to a gradual decrease in job satisfaction and has negative consequences such as increased employee absenteeism, increased withdrawal from work, reduced productivity, and work commitment in the organization. Therefore, to manage the conflict between multiple roles, it is suggested to plan appropriate training courses such as work-family balance and time management skills training, conflict resolution style, and stress management.

Adopting an educational approach to management can be considered as a humanizing method for human excellence in addition to the outputs of training managers at the national level. It should be noted that in recent years, looking at comprehensive education in all fields and dimensions, including strengthening education-oriented models with educational dimensions is in the spotlight (Hassani and Sadeghzadeh, 1400: 45). The focal point of this view is the interpretation of the Qur'an in assuming an approach that is seen in the verses related to the characteristics of management and manager. In other words, in the Qur'anic view, investigating the manager's characteristics is not only for expressing managerial duties but the educational progress of the individual and society, which is the ultimate goal of the Qur'anic movement. For this purpose, it is necessary first to address the issue of which managerial indicators the Qur'an has adopted in the education journey and the next stage, what style and format has been used for this purpose. The same approach in a new perspective to the typology and modeling of macro management indicators in the Qur'an has been examined through this article. In this regard, the present study tried to identify the types of macro management in the Quran and extract the descriptive model of each one in a comprehensive assessment of all the verses of the Quran and provide a step towards enriching and broadly looking at educational processes by inferring educational implications.

Due to its multifacetedness, the current research has used a combination of qualitative methods of data collection, analysis, and coding. In the first section, the descriptive phenomenological method is used to refer to the verses of the Holy Quran. Phenomenology is a qualitative research approach that seeks to identify the inherent and unchanging meaning of the problem under investigation (Chan, Fang, and Chin: 2013, quoted in Longdridge: 2007). The steps of this method are: 1. proposing a research question based on the model "What is the inherent existence of the phenomenon?" 2. Targeted sampling 3. Data collection 4. Data analysis (Abedi, 2019). Of course, these steps are not linear and are used back and forth. Based on the above steps, i.e. the question about the inherent pattern of the research phenomenon, first a research question was proposed with the theme: 1. "What are the macro management indicators introduced in the Qur'an, and what are the descriptions of each one?" 2. Targeted sampling that continued until the theoretical saturation of the categories and in the current research plan resulted in the reading of all the verses of the Holy Quran. 3. In the third stage, data collection was done by library method and by referring to the text of the Quran. 4. in the fourth step, the obtained data were analyzed using the MAXQDA Analytics Pro, version 12-3, and by referring again to the studied texts and comparing the above description with these texts, the results were validated. In the stage of selective coding, the types of macro management in the Qur'an were obtained. In the last stage, the comparative study of the central and open codes led to the extraction of religious analyses and educational meta-analyses.

The results of the research in response to the first question of the research, that is, what are the types and categories of indicators of macro management in the verses of the Quran indicates that there are 59 open codes related to the types of macro management in the Quran, which are classified into three categories input (management requirements), process (management qualities), and output (management tasks). The first category is divided into ten core codes, the second category into fourteen core codes, and the third category into sixteen core codes.The results of the research in response to the second question of the research, that is, are there any specific descriptions or accounts and what is the final model in each part indicates that the frequency of data based on the number of cases, first in the section on managerial duties, then in the section on recommending suitable traits, and in the next stage in the section on items necessary for education was more; but according to the column chart, the amount of recommendation for managerial traits has more content frequency. In the requirements section, the most frequency is related to the necessity of obeying the people and the necessity of financial facilities, in the process section, the two main attributes of science and faith, and in the management duties section, the two sections of financial management and solving the disputes of the desired society.The results of the research in response to the third research question, i.e. what are the educational implications derived from the explanation of the types and description of the models related to macro management indicators in the Quran represents eight principles of education, which include the following: the principle of relying on effort, the principle of educational rights and duties, the principle of a two-way approach to the dimensions of management and education, the principle of summation between different tasks, the principle of organizational perspective, the principle of unitary management, the principle of authority and intimacy, the principle of commitment and expertise.

Based on what the results of the current research and previous research show, all management researches emphasize the necessity of applying Islamic management in Islamic society, because the propositions within the religion in the section of presenting the principles have a different basis and approach from the secular and materialistic approaches. In the second point of view, although the general principles of management extracted in intra-religious research have similar main characteristics, it should be noted that the model extracted from Islamic management must be systematic and comprehensive and can cover all management processes in its entirety. The approach that current research has followed at the macro level, but previous research has not been able to achieve this level of data extraction and analysis due to the granular approach.Finally, it is suggested that according to the systematic extraction model based on this article, the components of Islamic macro management in three parts of input, process, and output, in the narrative texts and the biography and Sirah (conduct) of Ahlul-Bayt (peace be upon them) being analyzed and the complete version of this model should be cited and used as a source of training for Islamic managers.