نشریه مطالعات توسعه و مدیریت منابع
پیاپی 7 (پاییز 1403)

The purpose of the present research is the effect of the effective factors on the optimal policy of cultural organizations based on the interviews of experts of the Ministry of Cultural Heritage, Handicrafts and Tourism. The research method is qualitative. According to the data theory method of the foundation, the statistical population included all academic experts and academic staff members and middle managers of the Ministry of Cultural Heritage, Handicrafts and Tourism in the country. The statistical sample size of 15 people was selected in a purposeful and theoretical (judgmental) way. The research data collection tool was the use of semi-structured questions with the Delphi method with faculty members and middle managers of the Ministry of Cultural Heritage, Handicrafts and Tourism. The results showed that in a qualitative research, the effective factors on the optimal policy of cultural organizations were identified based on categories in the form of 6 categories and 25 items (measures), and the effective factors were causal factors (6 items), main and central phenomena (5 items), strategies (4 items), contextual conditions (4 items), intervening or mediating conditions (4 items), and consequences (2 items) were obtained.

The purpose of this study is to qualitatively combine the results of previous studies in the field of women's leadership development in the National Standards Organization of Iran and provide a comprehensive model in this field. This study provides a basis and framework for the development of women leaders in patriarchal organizations with the aim of developing strategies for the advancement of professional women. Based on the review of the basics and the review of the research background, it can be seen that most of these researches have been investigated in a separate, quantitative and correlational manner. In other words, none of the studies conducted, like the previous research, have used a comprehensive model in the development of women's leadership. In this research, qualitative meta-composite approach and Sandelowski and Barso method were used. In this way, by screening researches in reliable domestic and foreign databases in a period of time (1390-1401) and (2011-2021), the pattern of women's leadership growth in the National Organization of Standards of Iran was presented. To check the validity of Glynn's tool and measure the reliability through Cohen's kappa coefficient, it was estimated that the agreement value obtained was equal to 0.895. The importance and priority of indicators were determined by Shannon's entropy.

The theory of good governance is one of the newest topics of development in the current world, and the university system, like other political systems, requires a deep and extensive understanding of the factors, components, and features that make it more efficient and effective. The main goal of this research is to provide a model of good governance in the university system.

Using the metacombination tool with the seven-step method of Sandelowski and Barso, the systematic evaluation and analysis of 317 cases of the findings of past researches has been done and after the monitoring steps, it was reduced to 50 related articles. At the end, the opinions of 11 experts and university administrators were collected using the questionnaire method, and using the Shannon entropy method, based on the content analysis approach, the effect coefficient of the identified factors was determined.

According to this research, five main dimensions include: adherence to the law, government performance, participation, leadership, and vision, and the dimension of adherence to the law includes (corruption control, transparency, political stability, quality of laws, and justice). And then the performance of the government from the components (accountability, effectiveness and efficiency, planning) and then the participation from the component (people's participation in decision-making) and then the leadership from the components (empowerment and creative development, leadership duties and responsibility) and The vision dimension consists of the component (determining the political and economic approach and ideals). The results showed that the transparency component has the most impact among the research components.

Examining the relationship between marketing strategies and product development is essential to aligning customer needs, market trends, and business goals to drive innovation, differentiation, and competitive advantage. Therefore, the aim of the current research is to investigate the relationship between marketing strategy and urea product development in Pardis Petrochemical Company. This research is applied in terms of purpose and descriptive-correlation, and the statistical population includes managers and petrochemical employees of the campus, 150 people were selected as available random sampling, and the data were collected through a standard marketing strategy questionnaire (Kaszai and Beamans, 2016). and product development (Mo et al., 20007) were collected and analyzed through structural equation method and Smart PLS3 software. The results showed that there is a significant relationship between the dimensions of marketing strategy and urea product development in Pardis Petrochemical. Therefore, according to these results, it is suggested that Pardis Petrochemicals strengthen the cooperation and communication between the marketing and product development teams to ensure a coherent approach.

The development of the career path and hierarchical promotion requires strengthening the capacity of adaptability and suitability to challenges. The resilience of the career path expresses the interaction of individual characteristics and the environment and brings the ability to adapt to the changing environment and deal with adverse conditions in the work environment. Therefore, the current research was conducted with the aim of designing a model of career path resilience in banking industry employees. This qualitative research was compiled using thematic analysis; In this research, using semi-structured interviews with 21 experts in the field of human resource management and public administration, the findings were combined and the present model was designed. Based on this, by analyzing the content of the interviews and researches using MaxQda2020 software, the relevant dimensions and codes were extracted and the importance and priority of each was determined using Shannon's entropy technique. Based on the research approach, 3 categories, 37 concepts and 121 codes were extracted. Role ambiguities, strategic agility and prevention of functional weakening in the causal factors section, environmental awareness, strategic vision and career evaluation in the strategies and promotability, psychological health and problem-solving capacity improvement in the consequences section obtained the highest coefficient of importance. In this research, the career path resilience model was presented in the form of three parts: causal factors, strategies and consequences. Since a comprehensive model for career path resilience has not been presented so far, this research can be beneficial in line with emerging challenges, career path development and productivity improvement in the banking industry.

this research has been carried out with the aim of "examining the ways to expand and strengthen knowledge-based businesses. The statistical population in the qualitative part of all domestic and foreign studies and in the quantitative part were the employees and managers of knowledge-based companies located in Science and Technology Park and active towns in Abadeh city, 112 people were selected as a sample using available sampling. The research method was a mixed method (qualitative and quantitative), which in the qualitative part of the metacomposite approach and in the quantitative part of the descriptive method of causal correlation . Accordingly, 4 organizational factors, individual-knowledge, environment-marketing and economic-support; They were recognized as the factors of analysis of ways to expand and strengthen knowledge-based businesses. Also, the validity in both methods were confirmed in an acceptable manner, and the reliability in the metacomposite approach based on Lincoln and Goba (1985) indices and in the preliminary study of the quantitative part were also confirmed using Cronbach's alpha coefficients. To analyze the findings in the qualitative part of document mining with emphasis on domestic and foreign studies and in the quantitative part of descriptive statistics (demographic indices using SPSS software and inferential statistics ( with Smart PLS software) was used. The results finally showed, "individual-knowledge and economic-support indicators had a significant impact on the creation and expansion of entrepreneurship and employment in the field of medical information technology management. But environmental-marketing factors as one of the ways to expand and strengthen Knowledge-based businesses were not approved in the companies of the Industrial town of Abadeh. Therefore, it seems that in order to strengthen knowledge-based businesses while paying attention to solving organizational problems, the individual and knowledge factors of employees as well as government and sector support should be used

Startups, as innovative and fast-paced entities, play a crucial role in economic development and job creation. These businesses, by offering creative and technological solutions, can meet new market demands and contribute to economic growth and dynamism. However, the high failure rate of startups indicates serious challenges in their management and performance. Accordingly, the aim of this research is to identify and prioritize the factors leading to startup failures and to propose appropriate strategies to overcome these challenges. In this study, first, by reviewing 45 reputable articles on startups, key failure factors were identified. These articles were collected from various sources such as scientific databases, specialized journals, and reputable conferences and analyzed using Atlas.ti software. In the next stage, the Analytic Hierarchy Process (AHP) technique was used to prioritize these factors. Subsequently, a hierarchical structure was designed, including the goal (identifying and prioritizing startup failure factors), options (identified main factors), and criteria (determined based on sub-factors). Then, using the pairwise comparison matrix, the relative importance of each option and criterion was assessed. At each step, the inconsistency ratio remained within the acceptable range, below 0.1. The final weighting results showed that poor and inefficient management with a weight of 0.366892, insufficient financial resources with a weight of 0.221917, and technical problems and an inappropriate team and lack of innovation with a weight of 0.196686 are the most important factors leading to startup failures, respectively. Market problems and legal issues also ranked lower with lesser weights. These results highlight the importance of effective management, adequate financial resources, and strengthening the technical team and innovation. Finally, based on the results, appropriate strategies were proposed to address each of these factors.

The present study was conducted with the aim of investigating the relationship between transformational leadership, organizational commitment and employee performance with the mediating role of organizational citizenship behavior. This research was applied in terms of its purpose, and in terms of method and descriptive nature, it was a correlational survey. The statistical population in this research is the management staff of Mashhad municipal medical centers. To determine the sample size, Cochran's formula was used and 92 people were selected for the sample. The random sampling method is simple. A questionnaire was used to collect data, in order to measure organizational commitment from the Allen and Mayer (1991) questionnaire, organizational citizenship behavior from the Podsakoff et al. (2000) questionnaire, transformational leadership from Bass and Olive (2000) and employee performance from the questionnaire. Pradhan and Jena (2017) is used. The reliability of the mentioned questionnaire was obtained using Cronbach's alpha coefficient for the variables of organizational commitment (0.922), organizational citizenship behavior (0.797), transformational leadership (0.891) and employee performance (0.712) and content and face validity The questionnaire was also approved. SPSS 24 and PLS software were used to analyze the data. The result of the research showed that there is a positive and significant relationship between organizational commitment and transformational leadership with organizational citizenship behavior, on the other hand, the results showed that organizational citizenship behavior mediates the relationship between organizational commitment and transformational leadership with employee performance. Organizational commitment and transformational leadership have a direct relationship with organizational citizenship behavior.

The Purpose of This Study Was to Investigating the Mediating Role of Organizational Flattery in The Relationship Between Human Resource Management and Meritocracy from The Perspective of Principals of Shiraz district 2 schools. This Research Was Applied in Terms of Purpose and Descriptive-Correlational in Nature and Method and Cross-Sectional in Terms of Time. The Statistical Population of This Study Included All principals of schools in the 2nd district of Shiraz (200 People) and According to Morgan Table, 127 People Were Tested as A Sample. In Order to Collect Statistical Information, Three Standard Questionnaires of Organizational Flattery of Parsai Et Al. (1398), Meritocracy (Ansari, 1393) And Human Resource Management of Yazhu and Jian (2012) Were Used. The Content Validity of All Three Questionnaires Was Confirmed by Experts and Its Reliability Was Determined After Experimental Implementation Among 30 Members of The Statistical Population by Calculating Cronbach's Alpha for The Three Questionnaires Respectively 0.821, 895 And 0.929. The Collected Data Were Statistically Analyzed Using SPSS Software at Two Levels of Descriptive Statistics and Inferential Statistics (Pearson Correlation and Structural Equations). The Results Showed That There Was a Positive and Significant Relationship Between Human Resource Management and Meritocracy. Organizational Flattery Has a Negative and Significant Relationship with Meritocracy. Also, There Was a Negative and Significant Relationship Between Human Resource Management and Organizational Flattery. Eventually; Organizational Flattery Has a Mediating Role in The Relationship Between Human Resource Management and Meritocracy from The Perspective of Principals of Shiraz district 2 schools.

In this research, the purpose of the study was to investigate the impact of human resource management practices on organizational development and employee performance. The current research is of an applied type and by using the library and field method by distributing the management strategy and employee performance questionnaire among 280 employees of Shiraz University, information has been collected. Descriptive and inferential statistics such as linear regression and Friedman have been used to analyze the data. The results obtained from the data analysis show that human resource management strategies have an impact on the development of the organization and the performance of employees are direct and meaningful, but the compatibility component does not have a meaningful relationship. Achieving the goals and development of the organization depends on the ability of the employees to perform the assigned tasks and adapt to the changing conditions and environment. The implementation of training programs for human resources and organization development allows people to effectively continue their activities and increase their efficiency with the appropriateness of organizational and environmental changes. Due to the rapid progress of science, working methods in organizations can also be changed and transformed. Also, increasing the efficiency of organizations depends on increasing human resources, and increasing the efficiency of human resources depends on training and developing knowledge and skills and creating desirable and successful behaviors.