Employees

Open Access Article

1 - Relation of emotional intelligence and trends of e-learning in organizations (Case study: Bank employees Alborz Province)
Somayeh Ahari

Today the world is moving toward a virtual space. Whereas the business, health, education, and many of the other activities would devote time and money in the past, by appearing the virtual space most of them have suitable function today. Educating is an inseparable par More

Today the world is moving toward a virtual space. Whereas the business, health, education, and many of the other activities would devote time and money in the past, by appearing the virtual space most of them have suitable function today. Educating is an inseparable part of human which is entered to electronic world as individuals and organizations are gradually moving towards this type of educating. In this research, the relationship between emotional intelligence and trends of e-learning in organizations has been studied. The purpose of this study is applied and the research method is descriptive- survey. The questionnaire method was used to collect data. The Cronbach’s Alpha coefficient of the first questionnaire was obtained 0.76 and the second questionnaire was 0.83 which confirm the validity of the questionnaires. The content validity to test questions was used and for this purpose, experts, academics and experts were used. The population of this research is all the Alborz Province Bank Employees which 80 individuals were selected as sample size and sampling is done randomly. To analyze data the Spearman correlation coefficient and multiple regression was used. Finally all the theories proved. Self-motivation and self-awareness variables were determined as predictor variables which can entry into the ultimate regression equation to describe the tendency of employees to accept changes in their electronic education. Manuscript profile

Open Access Article

2 - The Moderating Role of Meaning at Work in the relationship between Self Leadership with Affective Capital and Affective-Collective Investment
Maryam Rostam Pour Mohsen Golparvar

The meaning at work through impact on individual and work goals has a significant impact on the relationship between different variables in work environments. This research was conducted with the aim of determining the moderating role of meaning at work on the relations More

The meaning at work through impact on individual and work goals has a significant impact on the relationship between different variables in work environments. This research was conducted with the aim of determining the moderating role of meaning at work on the relationship between self-leadership with affective capital and affective-collective investment. Research statistical population was the employees of Saderat bank in Isfahan city. Among them, 243 employees were selected using convenience sampling. Research instruments were self-leadership questionnaire (Houghton et al, 2012), meaning at work questionnaire (Steger et al, 2012), affective capital questionnaire (Golparvar, 2017) and affective-collective investment questionnaire (Golparvar, 2018). Data were analyzed with the use of Pearson correlation coefficient and hierarchical regression analysis. Results revealed that there is positive significant relationship between self-leadership with meaning at work, affective capital and affective-collective investment. Results of hierarchical regression analysis indicated that meaning at work moderates the relationship between self-leadership with affective capital and affective-collective investment. This means that when meaning at work is high, there is a positive significant relationship between self-leadership with affective capital and affective-collective investment (p<0.01), but when meaning at work is low, there is not a significant relationship between self-leadership with affective capital and affective-collective investment (p¬>0.05). The results show that meaning at work have high power to impact the relationship between self-leadership with affective capital and affective-collective investment Manuscript profile

Open Access Article

3 - Investigating the Mediating Role of Organization-Based Self-Esteem in the Effect of Conscientiousness & Agreeableness on Task Performance & Organizational Citizenship Behavior in Employees of the National Iranian Drilling Company
Mohammad Bagher Kajbaf sima parizadeh Sahar Savadkouhi Saba Gheysari

The aim of this study was to, investigated the mediating role of organization-based self-esteem in the effect of conscientiousness & agreeableness on task performance and organizational citizenship behavior. The sample of study was 234 employees of the National Iranian More

The aim of this study was to, investigated the mediating role of organization-based self-esteem in the effect of conscientiousness & agreeableness on task performance and organizational citizenship behavior. The sample of study was 234 employees of the National Iranian Drilling Company who were selected using stratified random sampling. In this study, was used standard questionnaires such as personality characteristics (NEO), job performance, organizational citizenship behavior, & organization-based self-esteem, & for analyzing data, was used Path Analysis Method. The research model test showed the good fitted of the model. Examination of the direct effects indicated that conscientiousness & agreeableness have a significant & positive effect on task performance, organizational citizenship behavior, & organization-based self-esteem, & organization-based self-esteem has a significant & positive effect on task performance, & organizational citizenship behavior. Also, the indirect effects test showed that organization-based self-esteem has mediating role in the effect of conscientiousness & agreeableness on task performance & organizational citizenship behavior. Accordingly, with regard to variables such as conscientiousness, agreeableness & increase of organization-based self-esteem, the rate of task performance, & employees’ organizational citizenship behavior could be increased. Manuscript profile

Open Access Article

4 - The Moderating Role of Meaning at Work in the Relationship between Self Leadership with Affective Capital and Affective-Collective Investment
Mohsen Golparvar Maryam Rostampour

This research was conducted with the aim of determining the moderating role of meaning at work on the relationship between self-leadership with affective capital and affective-collective investment. Research statistical population was the employees of Saderat bank in Is More

This research was conducted with the aim of determining the moderating role of meaning at work on the relationship between self-leadership with affective capital and affective-collective investment. Research statistical population was the employees of Saderat bank in Isfahan city. Among them, 243 employees were selected using convenience the sampling method and responded to Self-Leadership Scale, Meaning at Work Scale, Affective Capital Scale, and Affective-Collective Investment Scale. Data analyzed with the use of Pearson correlation coefficient and hierarchical regression analysis. Results revealed that there was a positive significant relationship between self-leadership and meaning at work, affective capital and affective-collective investment. The results of hierarchical regression analysis indicated that meaning at work moderated the relationship between self-leadership and affective capital and affective-collective investment. This means that when meaning at work is high, there is a positive and significant relationship between self-leadership and affective capital and affective-collective investment (p<0.01), but when meaning at work is low, there is not a significant relationship between self-leadership and affective capital and affective-collective investment (p>0.05). The results showed that meaning at work had high power to impact the relationship between self-leadership and affective capital and affective-collective investment. Manuscript profile

Open Access Article

5 - Analysis and explanation of the factors affecting the departure of scientists in the ICT industry of the country
Saeed Hadavand

In recent years, one of the main concerns of the knowledge-based organization is the increasing willingness of students to leave the service voluntarily. The reason for this concern is the fluidity of students and expert scientists, which makes their development and mai More

In recent years, one of the main concerns of the knowledge-based organization is the increasing willingness of students to leave the service voluntarily. The reason for this concern is the fluidity of students and expert scientists, which makes their development and maintenance difficult. The main purpose of this study is to identify and analyze the factors proving the departure of student staff in the country's ICT industry. The presented research is described in terms of purpose, application and research of the research design and data collection method of the research type, which has been done by survey method. The statistical population of the study consists of 118 students of the five companies required for the study. The data collection tool is a 45-year-old questionnaire that is set in a five-point Likert scale. Cronbach's alpha was used to evaluate the reliability of the questionnaire, which had an alpha value of 873. Indicates the appropriate reliability of the questionnaire. Its validity coefficient has also been calculated using counting sigma. The obtained data are analyzed using descriptive and inferential statistics and SPSSwin22 software. Findings show that job characteristics with an average of 69.5 as a result have the greatest impact on job dissatisfaction and consequently leaving the organization. Also, managerial factors with an average of 61.9, organizational culture with an average of 54.2, human resource practices with an average of 46.6, work shocks with a minimum of 36.4 and temptation with a minimum of 34.7 are other more reasons to motivate leaving. Students can serve. Manuscript profile

Open Access Article

6 - Green Human Resource Management and Environmental Behavior of Employees The Role of the Mediator of the Green Psychological Climate
mojtaba farrokhi سید محسن علامه امیری امیری

Green human resource management has become an important issue in organizations. Green human resource management is effective for improving employees' environmental behavior. The purpose of this study is the effect of green human resource management on the environmental More

Green human resource management has become an important issue in organizations. Green human resource management is effective for improving employees' environmental behavior. The purpose of this study is the effect of green human resource management on the environmental behavior of employees with the mediator role of green environment. The research method is applied and descriptive-survey in terms of the purpose and method of data collection. The statistical population consists of employees and managers of Isfahan Bank Maskan branches. The volume of the sample was determined based on Morgan's table and sampling was done by simple random method. A questionnaire was used to collect data. Convergent, divergent and content validity methods were used to measure validity, and Cronbach's alpha and composite reliability were used to determine the reliability of the questionnaire. Structural equation method was used to check the hypotheses. The results of the research showed that green human resource management has a positive and significant effect on environmental behavior. In the investigation of the mediating role of green grass in the impact of green human resource management on the environmental behavior of employees, it was confirmed. Also, the results of this study show that green human resource management has an effect on green psychological climate and green psychological climate on environmental behaviors. Manuscript profile

Open Access Article

7 - Investigating the Factors Affecting the Performance Evaluation of Social Security Brokers in Isfahan Province
seyedhamid Ghoreishi seyedalireza ebrahimi

Abstract Background: Any organization needs to be evaluated for awareness of the desirability and quality of its activities, especially in complex and dynamic environments. On the other hand, the lack of a system of evaluation and control in a system means that it isn' More

Abstract Background: Any organization needs to be evaluated for awareness of the desirability and quality of its activities, especially in complex and dynamic environments. On the other hand, the lack of a system of evaluation and control in a system means that it isn't communicating with the inner and outer environment, which implies that is aged and ultimately the death of the organization. In this regard, the present study was conducted with the aim of designing a performance evaluation model for social security agencies in Isfahan province. The purpose of this research is application and developmental type. Methodology: The population of the present study consisted of all experts and experts in the field of social security, managers, staff and clients of social security agencies of Isfahan province, which reported about 10,300 people in 1398. The research sample was determined using the Morgan table of 373 individuals. Data were gathered by field method and a researcher-made questionnaire was used for data collection. SmartPLS software was used for data analysis and analysis. Results:The findings showed that customers'viewpoint had a significant effect on the evaluation of the overall performance of the brokerage (t=2.291,p<0.01). Also, the effect of headline managers'view on evaluating the overall performance of the brokerage firm (t=1.988,p<0.05) is significant. However, the effect of employee's view on performance evaluation (t=0.242) wasn't significant. Conclusion: According to the results of the research, it can be said that in evaluating the performance of the organization, in addition to employees and management, customers have a significant role. Manuscript profile

Open Access Article

8 - Investigating the Factors Affecting the Performance Evaluation of Social Security Brokers in Isfahan Province
seyedalireza ebrahimi seyedhamid Ghoreishi

Background: Any organization needs to be evaluated for awareness of the desirability and quality of its activities, especially in complex and dynamic environments. On the other hand, the lack of a system of evaluation and control in a system means that it isn't communic More

Background: Any organization needs to be evaluated for awareness of the desirability and quality of its activities, especially in complex and dynamic environments. On the other hand, the lack of a system of evaluation and control in a system means that it isn't communicating with the inner and outer environment, which implies that is aged and ultimately the death of the organization. In this regard, the present study was conducted with the aim of designing a performance evaluation model for social security agencies in Isfahan province. The purpose of this research is application and developmental type. Methodology: The population of the present study consisted of all experts and experts in the field of social security, managers, staff and clients of social security agencies of Isfahan province, which reported about 10,300 people in 1398. The research sample was determined using the Morgan table of 373 individuals. Data were gathered by field method and a researcher-made questionnaire was used for data collection. SmartPLS software was used for data analysis and analysis. Results:The findings showed that customers'viewpoint had a significant effect on the evaluation of the overall performance of the brokerage (t=2.291,p<0.01). Also, the effect of headline managers'view on evaluating the overall performance of the brokerage firm (t=1.988,p<0.05) is significant. However, the effect of employee's view on performance evaluation (t=0.242) wasn't significant. Conclusion: According to the results of the research, it can be said that in evaluating the performance of the organization, in addition to employees and management, customers have a significant role. Manuscript profile

Open Access Article

9 - Investigating the role of social undermining in the Workplace Bullying and Violation of psychological contracts
akbar bahmani

One of the effective factors on the occurrence of phenomena such as deviant behaviors, pessimism and job dissatisfaction in the organization is the perception of employees about the non-fulfillment of promises given by the organization, which occurs in violation of psy More

One of the effective factors on the occurrence of phenomena such as deviant behaviors, pessimism and job dissatisfaction in the organization is the perception of employees about the non-fulfillment of promises given by the organization, which occurs in violation of psychological contracts. Supervisors are in the workplace. Therefore, the purpose of this study is to analyze the effect of Workplace Bullying on the violation of psychological contracts with the mediating role of social undermining. It is a survey. The statistical population of the present study is the corporate employees of a government organization of 400 people. Due to the limited number of statistical population, 196 people were selected as a sample using a simple random sampling table using a simple random method. Field methods have been used to collect initial data and information to confirm or refute the research hypotheses. Among the various methods used to determine the validity of the measurement, face validity and content validity were used for this study. Cronbach's alpha coefficient and combined reliability were used to assess the reliability. In this study, the data collected by the questionnaire were analyzed using SPSS and lisrel software for statistical analysis. The results show that Workplace Bullying is 0.41 on social undermining; 0.71 has a significant effect on psychological contract violation and finally social undermining with a path coefficient of 0.69 on psychological contract violation at 95% confidence level. psychological contract with a path coefficient of 0.36 on social wear at the 95% confidence level. Manuscript profile

Open Access Article

10 - The Impact of Organizational Social Capital on Knowledge Sharing in Media Organizations: Case study in Center of New Media in Islamic Republic of Iran Broadcasting
behrooz ghlichlee amir hatami

The present study tried to evaluate the impact of organizational social capital on knowledge sharing in media organizations. In this regard, center of new media in IRIB as a major media organization in the country was studied. The descriptive survey was used as a resear More

The present study tried to evaluate the impact of organizational social capital on knowledge sharing in media organizations. In this regard, center of new media in IRIB as a major media organization in the country was studied. The descriptive survey was used as a research method. In this study, Nahapiet and Ghoshal (1998) social capital model was used to evaluate the social capital and Chang et al. (2013) Model for checking the status of organizational knowledge sharing. The data collection tool was the questionnaires of abovementioned models and the reliability of the questionnaires were satisfying. A sample for this research is 97 people of center of new media in IRIB. Data compiled was examined by the software of structural equation PLS. The results of the model were satisfying. The results of path analysis showed that organizational social capital on knowledge sharing has a significant and positive impact. It was also found among the three dimensions of social capital (Structural, relational and cognitive), the structure and relationship of social capital dimension have a significant effect on knowledge sharing. Manuscript profile

Open Access Article

11 - Designing an Empowerment pattern for Sepah bank staff Based on Organizational Learning
Marzieh Damirchi Rasul Hoseini Masumeh Oladian

Competition in today's world is not having assets but having two other essential elements. One is investing in knowledge and learning in the organization, and the other one is the training of capable employees. The purpose of this study was to design a staff empowerment More

Competition in today's world is not having assets but having two other essential elements. One is investing in knowledge and learning in the organization, and the other one is the training of capable employees. The purpose of this study was to design a staff empowerment model based on organizational learning. The research method has been used in terms of qualitative-quantitative nature (mixed) in terms of applied type and in mixed research methods, exploratory method is used sequentially. The data collection tool was semi-structured in the qualitative section of the interview and a researcher made questionnaire in the quantitative section. The statistical community in the qualitative sector is the knowledge and expertise of human resources in the banking system and universities. Sampling was done using a non-probabilistic sampling method including targeted techniques (snowball chains), based on which 18 interviews with experts in the banking industry took place and from among them, it was interviewed with 10 people through the focal group. For analysis of qualitative information, content analysis and open, axial and selective coding method is used and in this way, the MAXQDA2018 software is used. The statistical populations in the quantitative chiefs of staff and managers of Sepah bank branches in Tehran province were 322 people. A sample of 175 people was identified using the Cochran formula & stratified sampling. For analyzing quantitative data, structural equation and PLC software have been used. The obtained pattern includes organizational learning relationships and empowerment of employees, components, indicators and impacts of empowerment based on organizational learning. Based on research findings, empowerment of employees based on organizational learning leads to productivity, dynamism and agility. Manuscript profile

Open Access Article

12 - Designing a Model for Empowering the Social Security Organization Employees based on the Teachings of Nahjul Balagha
Ali Akbar Esmaeilzadeh Seyed Ali Akbar Ahmadi Hamed FazliKebria

10.52547/istd.31419.8.31.149

The aim of this study was to present a model of empowerment of employees of the Social Security Organization based on the teachings of Nahj al-Balagheh. On this basis, first, using the documentary analysis approach of Nahj al-Balaghah, Dashti translation, which includes More

The aim of this study was to present a model of empowerment of employees of the Social Security Organization based on the teachings of Nahj al-Balagheh. On this basis, first, using the documentary analysis approach of Nahj al-Balaghah, Dashti translation, which includes 625 pages, 241 sermons, 79 letters ,and 480 wisdoms, was analyzed and the items that were in line with the intended themes were extracted. Then, the indices were selected from the extracted themes and the components were selected from the indices. The analysis performed in this study was inductive qualitative content analysis. The extracted themes were then presented to the experts using the Delphi technique. After Delphi approval, the model was designed. To validate the designed model, the model was developed in the form of a suitable questionnaire and the questionnaire was provided to 281 employees of the Social Security Organization of Chaharmahal and Bakhtiari province. The results were analyzed based on the structural equation model. Therefore, according to factor analysis, 8 factors and 45 items were extracted, which include: factor 1: independence (including 4 items); factor 2: responsibility (including 6 articles); factor 3: self-control (including 8 items); factor 4: self-esteem (including 6 items); factor 5: building trust (including 4 articles); factor 6: Modeling (including 5 items); factor 7: knowledge enhancement (including 6 items) ,and factor 8: work discipline (includes 6 items). Finally the results of path analysis using PLS Smart software indicate the structural fit of the model. Manuscript profile

Open Access Article

13 - The Impact of Green Human Resource Management on Environmental Performance of Hotel Employees
Abbas Ali Rastegar Mehdi Sabokro morteza Maleki Minbash Razgah hooshmand bagheri garbollagh

Managing human resources in eco-friendly management of the hotels remains a relatively unexplored subject. The hotel industry is a sector that largely burdens the environment. Given the many environmental issues that the hotel industry created, sustainable business prac More

Managing human resources in eco-friendly management of the hotels remains a relatively unexplored subject. The hotel industry is a sector that largely burdens the environment. Given the many environmental issues that the hotel industry created, sustainable business practices such as green human resource management is essential. This study examined the ways to improve employees’ eco-friendly behavior and hotels’ environmental performance through green human resource management. The paper followed an applied method with a descriptive-exploratory correlation approach. Exemplary samples of 236 hotel employees (concerned with environmental issues) were randomly selected in the cities of Tabriz, Tehran, and Mashhad. Cronbach’s alpha and composite reliability were used to determine the reliability of the questionnaire. To determine validity, we used convergent and divergent validity. The hypotheses of the research were tested using structural equation modeling. The findings showed that green human resource management had a positive and significant effect on the employees’ organizational commitment, eco-friendly behavior, and the hotels’ environmental performance. The organizational commitment, too, had a positive and significant effect on the employees’ eco-friendly behavior. Manuscript profile

Open Access Article

14 - Investigating the Influence of Internal Marketing on Employees' Job Performance Mediated by Knowledge-sharing and The Moderating Role of Communication: A Case Study of Mashhad’s Four and Five-Star Hotels
Ghasem Eslami Farshad Ghaderi

10.61186/journalitor.35989.12.25.101

Today's social community pays great attention to human resources. In other words, the performance of employees in the service sector, especially the tourism industry, is becoming increasingly important. On the other hand, tourism industry employees contribute significan More

Today's social community pays great attention to human resources. In other words, the performance of employees in the service sector, especially the tourism industry, is becoming increasingly important. On the other hand, tourism industry employees contribute significantly to creating a competitive advantage, with organizations with better-performing employees experiencing better business growth. Therefore, this study sought to investigate the influence of internal marketing on the employees’ job performance mediated by knowledge sharing and the moderating role of communication. The current study is applied in terms of purpose and descriptive survey in terms of method. The statistical population of the study comprised the 390 employees of four and five-star hotels in Mashhad. The required data were collected from the administered questionnaires, which were then analyzed via structural equation modeling using the AMOS software. The findings of the study indicated that internal marketing exerted a positive significant influence on knowledge sharing and staff performance. Moreover, knowledge sharing was found to have a positive effect on employees' job performance. Furthermore, the positive effects of the moderating role of organizational communication and knowledge sharing were also confirmed. The present research is descriptive-survey in terms of applied purpose and method of work. The statistical population of the study includes the staff of hotels in Mashhad. The collected data from 390 questionnaires were analyzed by structural equation modeling with AMOS software. Findings showed that internal marketing has a positive and significant effect on knowledge sharing and employee performance. At the same time, knowledge sharing has a positive effect on employees' job performance. Another result was that the moderator role of organizational communication was also confirmed. In addition, the role of knowledge sharing interface was also confirmed. Manuscript profile

Open Access Article

15 - Obstacles to the Optimal Implementation of Educational Needs Assessment in National Gas Company of Iran and Solutions for Improvement
omid oshaghi Mitra Ezati keyvan salehi

With regard to the increasing significance of role the of educational needs assessment as the first step in the process of optimal training of employees and the existing gap in comprehensive identification of obstacles to this value-creating process, the present study s More

With regard to the increasing significance of role the of educational needs assessment as the first step in the process of optimal training of employees and the existing gap in comprehensive identification of obstacles to this value-creating process, the present study seeks to analyzing this phenomenon by using a qualitative approach. In addition, it aims to identify the obstacles of the educational needs assessment process in The National Gas Company of Iran and to suggest solutions for its improvement. To this purpose, the method of focus groups was used. The study was conducted in National Gas Company of Iran and the participants were selected from the employees of the training and equipping units of human resources of this company using the purposeful sampling method. The data collection was done using the focal interview technique and the data saturation level was reached in the fourth focal interview (including 20 individuals). In order to validate the research findings, the criteria of reliability, transferability, verifiability, reliability and agreement between two coders (intrasubject agreement) were used. The data analysis using the theme analysis method resulted in the identification of 207 conceptual propositions, 19 basic themes and 4 main themes. The main themes included individual barriers (insufficient participation of the organization's employees in the educational needs assessment process, etc.), organizational barriers (defects in the processes of the organization's human resources planning unit, etc.), managerial barriers (insufficient participation of managers, heads and supervisors of the organization in the educational needs assessment process, etc. ) and environmental obstacles (lack of necessary and appropriate infrastructure in the organization, etc.). According to the findings of the research, it is necessary to focus on the identified obstacles in order to optimally implement the educational needs assessment process in the National Gas Company of Iran. The solutions were presented in order to reduce the impact of obstacles on the optimal implementation of the educational needs assessment process and its improvement. Manuscript profile

Open Access Article

16 - Comparison of anger rumination and interpersonal conflict in employees with and without depressive disorder symptoms
Mehdi Zohravand Zahra Rezaei parviz sabahi

The aim of the present study was to compare the rumination of anger and interpersonal conflict in the workplace between employees with and without depression symptoms. The present research method was descriptive and causal-comparative and practical in terms of its pu More

The aim of the present study was to compare the rumination of anger and interpersonal conflict in the workplace between employees with and without depression symptoms. The present research method was descriptive and causal-comparative and practical in terms of its purpose. The target population was all the employees of Arak University, Islamic Azad University of Arak Branch and Payam Noor University of Arak in 1400. Based on available sampling method, 112 people were selected and placed in two groups of 56 people with and without depression symptoms. The data were analyzed through multivariate variance analysis and SPSS-23 statistical software. The results showed that there is a significant difference between the components of thoughts of anger, thoughts of revenge, memories of anger and conflict with colleagues between the two groups with and without depression symptoms. So that the group with depression symptoms had obtained higher scores of all these components than the group without depression symptoms. There was no significant difference between these two groups between the two components of knowing the causes and conflict with the supervisor (p<0.05). It can be said that by identifying factors affecting depression in the workplace (such as anger and conflicts in the workplace), depression in employees can be prevented. Manuscript profile

Open Access Article

17 - Investigating the effect of analyzing the mediating role of ethical marketing on the effect of human resource management performance on internal marketing in Sepeh Bank employees in the northwest of the country
Taghi mohamadi Reza abdollahzade صابر قرباني siamak kazemzadeh

Purpose :. The purpose of this research is to analyze the mediating role of ethical marketing on the effect of human resource management on internal marketing among the employees of Sepeh Bank in the northwest of the country. Methodology: This research was applied in t More

Purpose :. The purpose of this research is to analyze the mediating role of ethical marketing on the effect of human resource management on internal marketing among the employees of Sepeh Bank in the northwest of the country. Methodology: This research was applied in terms of purpose and descriptive survey in terms of method. The statistical population of the research was 160 employees of Sepeh Bank branches in Selmas and Khoi. The sample size is 113 people using Morgan table and simple random sampling method. The research tools are internal marketing standard questionnaires (Mooney and Forman; 1995), Safari et al.'s ethical marketing questionnaire (2016) and Andrey's standard human resource management performance questionnaire. Oh you. It was Deval (2004). Structural equation method and PLS and SPSS19 software were used to test the research hypotheses Findings: Data analysis showed that the performance of human resources management has an effect on internal marketing with the mediating role of ethical marketing. The performance of human resources management has a positive and meaningful effect on ethical marketing. Ethical marketing has a positive and significant effect on internal marketing. The performance of human resources management has a positive and significant effect on internal marketing. Conclusion: Improving the quality of the organization's human resources performance can lead to gaining a competitive advantage and improving the organization's performance. Improving the performance quality of human resources and bank employees is dependent on their satisfaction as internal customers of the organization, and bank management can direct the skills, attitudes and behavior of employees towards the bank's goals through internal marketing. Manuscript profile

Open Access Article

18 - Designing a model for reducing the behavioral entropy of justice administration employees, focusing on the three-pronged model
Maryam Gholizadeh Mohammad Ali Sarlak Ebrahim Mehranfar

Changing employee behavior is a common challenge for many organizations. When employees deviate from expected behavior, it can be seen as a form of human behavioral entropy, making it difficult to predict their actions. Entropy is a degree of disorder in any system th More

Changing employee behavior is a common challenge for many organizations. When employees deviate from expected behavior, it can be seen as a form of human behavioral entropy, making it difficult to predict their actions. Entropy is a degree of disorder in any system that increases over time according to the second law of thermodynamics. Disturbances may also occur in human behavior when human behavior goes out of stability and moves towards instability, which can be called entropy in behavior. With the appearance of entropy in the behavior of employees, it becomes difficult for managers to control their behavior and the possibility of any behavioral problems in the organization is obvious. Understanding the underlying causes of these behaviors can help prevent problems within organizations. This study is focused on developing a model to reduce employee behavioral entropy within the justice administration system. The research is qualitative in nature, with a statistical population consisting of experts with relevant experience in the field. The research sample was selected using purposive sampling. Qualitative data was collected through interviews and analyzed using thematic analysis. The results of the analysis identified background factors (economic, legal, social, political, and technological), behavioral factors (personality, professional ethics, job passion, impression management, and job satisfaction), and structural factors (structural and process, leadership, work rules and regulations, cultural and educational) as organizing categories and basic categories in the design of the model, focusing on a three-pronged approach to reducing justice administration employee behavioral entropy. Manuscript profile

Open Access Article

19 - Investigating of analyzing the mediating role of ethical marketing on the effect of human resource management performance on internal marketing in Sepeh Bank employees in the northwest of the country
تقی محمدی saber ghorbani Reza abdollahzade siamak kazemzadeh

Taghi Mohammadi Saber Ghorbani Reza Abdulzadeh Siamak Kazemzadeh Abstract Purpose:. The purpose of this research is to analyze the mediating role of ethical marketing on the effect of human resource management on internal marketing among the employees More

Taghi Mohammadi Saber Ghorbani Reza Abdulzadeh Siamak Kazemzadeh Abstract Purpose:. The purpose of this research is to analyze the mediating role of ethical marketing on the effect of human resource management on internal marketing among the employees of Sepeh Bank in the northwest of the country. Methodology: This research was applied in terms of purpose and descriptive survey in terms of method. The statistical population of the research was 160 employees of Sepeh Bank branches in Selmas and Khoi. The sample size is 113 people using Morgan table and simple random sampling method. The research tools are internal marketing standard questionnaires (Mooney and Forman; 1995), Safari et al.'s ethical marketing questionnaire (2016) and Andrey's standard human resource management performance questionnaire. Oh you. It was Deval (2004). Structural equation method and PLS and SPSS19 software were used to test the research hypotheses Findings: Data analysis showed that the performance of human resources management has an effect on internal marketing with the mediating role of ethical marketing. The performance of human resources management has a positive and meaningful effect on ethical marketing. Ethical marketing has a positive and significant effect on internal marketing. The performance of human resources management has a positive and significant effect on internal marketing. Conclusion: Improving the quality of the organization's human resources performance can lead to gaining a competitive advantage and improving the organization's performance. Improving the performance quality of human resources and bank employees is dependent on their satisfaction as internal customers of the organization, and bank management can direct the skills, attitudes and behavior of employees towards the bank's goals through internal marketing. Manuscript profile

Open Access Article

20 - Designing and Explaining the Conceptual Model of Training Female School Employees in Virtual Space
Abadaleh Ah,madi Nader Shahamat Moslem Salehi hamed khoramshokuh

Considering the numerous challenges in online education, this research aims to compile and design a new and innovative model of virtual education. In the qualitative phase, among the qualitative research strategies, the grounded theory was used to develop a comprehen More

Considering the numerous challenges in online education, this research aims to compile and design a new and innovative model of virtual education. In the qualitative phase, among the qualitative research strategies, the grounded theory was used to develop a comprehensive model that includes causal factors, intervening factors, contextual factors, and conceptual model strategies for training female school employees in virtual space. Interviews were used as the primary data collection tool. Based on the obtained results, a total of 143 concepts and 21 categories or open codes were identified and extracted. The 21 identified categories were placed in the 6 main grounded data categories. Based on the results of the qualitative method, a questionnaire based on the extracted model was compiled and provided to female teachers. According to the results of the structural equation modeling of the questionnaire data, causal relationships with a factor loading of 0.435 and a T-statistic of 9.624 have a direct and significant effect on the main category. Therefore, causal conditions have a positive and significant effect on the main category. The main category, with a factor loading of 0.471 and a T-statistic of 7.734, has a direct and significant effect on strategies. The main category positively and significantly affects strategies. Strategies, with a factor loading of 0.512, affect the outcomes. Strategies have a positive and significant impact on outcomes. Intervening conditions have a direct and significant effect on the outcomes with a factor loading of 0.491. Therefore, intervening conditions positively and significantly affect the strategy. Finally, the contextual conditions, with a factor loading of 0.529, have a direct effect on the outcomes. Contextual conditions have a positive and significant effect on the strategy. In the end, the statistical validity of the model was confirmed. Manuscript profile

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