Management and Educational Perspective

Abstract Abstract The present study aims to identify the factors influencing the self-development of teachers at Iran's Television School. In terms of purpose, this research is applied with a developmental approach, and in terms of data collection methodology, it is qualitative-phenomenological. To achieve this objective, in-depth and semi-structured interviews were conducted with 11 teachers from Iran's Television School using purposive and snowball sampling techniques. The data obtained from the interviews were analyzed using coding techniques and the MAXQDA software. The validity of the research findings was confirmed through three methods: member checking, triangulation of data sources, and analysis of negative/deviant cases. Additionally, to assess the reliability of the coding, test-retest reliability and inter-subject agreement methods were employed. After reviewing and organizing the interview transcripts, initial concept codes were identified using an inductive approach, and similar codes were grouped into specific categories. Ultimately, by identifying 80 indicators and categorizing them under 17 components, six main dimensions were determined and defined: cognitive self-development, value-attitudinal self-development, skill-based self-development, learning-oriented self-development, self-development needs, and support for self-development. Introduction One of the most common and costly organizational activities is human resource development, which includes the development of new skills, the improvement of existing skills, and behaviors and methods that affect employees (Vanhala & Ahteela, 2011). A new approach recently gaining attention in the field of human resource development is referred to as self-development. Self-development is a process used for three purposes: enhancing skills, knowledge, and experiences previously acquired; reducing weaknesses; and achieving personal development goals (Key-Roberts, Halpin & Brunner, 2012). Self-development can occur throughout an individual's activities, and is completed through institutional training and operational demands expected from the individual (U.S. Department of the Army, 2008). Accordingly, self-development is a planned, multidimensional, progressive, and continuous process that individuals undertake to improve their performance and achieve their developmental goals (Odierno, 2015). This approach is particularly significant among teachers, as they are the core of human resources in the educational system, holding a pivotal position in the education and training structure (Mallarangan, Rahman, Nur, Lathifah & Lubis, 2024). In this context, the rapid and significant advancements in teaching-learning areas in the short term lead to the obsolescence of professional knowledge and skills of staff, especially teachers who are crucial mechanisms in managing learning (Isa, Neliwati, & Hadijaya, 2024). Theoretical Framework of the Research Regarding the concept of self-development, despite considerable differences among researchers, there is consensus that self-development is one of the essential aspects of contemporary teaching, activity, and a critical element in teacher education (Baymatova, 2024). It is a process for self-formation, self-learning, improving teaching abilities, self-transformation, and, in general, a key factor in teachers' professional competence (Day & Sachs, 2004). This topic is of such importance that in our country, even for the continuous growth and flourishing of teachers' beliefs, educational, scientific, and professional competencies during service, it is repeatedly emphasized in the Fundamental Transformation Document, the highest document in the education sector, in the form of various goals and strategies (Goals 4, 5, 6, 7, 11). Despite the significance of this topic, there have been few and scattered studies on self-development in human resources, especially among teachers, and these studies have only explored a limited number of influencing factors. For instance, according to the study by Stoliarchuk, Serhieienkova, Khrypko, Prorok, Kalishchuk, Kolinko, & Binkivska (2024), the most important components of self-development include self-awareness, self-motivation, social skills, critical thinking, and time management. Moreover, in Iran, efforts have been made in the past two decades with a self-development approach for human resources. For example, in the study by Sadeghi Tabar, Gurchian, Jafari & Davoudi (2022), nine core codes were identified in the professional self-development model for faculty members. The first dimension was professional self-development competency, followed by dimensions such as the willingness for professional self-development, professional self-development planning, implementation and execution of professional self-development, individual factors, technological and virtual factors, organizational, international, and other environmental factors.
Although the theoretical foundations and previous research indicate that self-development has been emphasized in various studies and examined from different angles, as well as its relationship with numerous variables being tested, the literature suggests that self-development, as a distinct and emerging field, remains unclear and has many unknown aspects (Mirkamali & Mazari, 2016). It has not been deeply explored within educational organizations, including schools. Therefore, this study is specifically designed to address the following research question: What are the factors affecting self-development among teachers in the Iranian Televised School? Research Methodology In terms of purpose, this research is classified as applicable research with a developmental approach, and in terms of data collection methodology, it is qualitative-phenomenological. To achieve the research objectives, in-depth and semi-structured interviews were conducted with 11 teachers of Iran's Television School using purposive and snowball sampling techniques. The data obtained from the interviews were analyzed using coding techniques and the MAXQDA software. The validity of the research findings was confirmed through three methods: member checking, triangulation of data sources, and analysis of negative/deviant cases. Additionally, test-retest reliability and inter-subject agreement methods were employed to assess the reliability of the coding. The total duration of the interviews was 12 hours and 30 minutes, with each interview lasting between 50 to 70 minutes. Research Findings To qualitatively analyze the design and explanation of the teachers' self-development model with the interpretive phenomenology approach, the conducted interviews were first entered into the WORD file. Then the text of the interviews was read several times by the researcher to get to know him completely, and the least error would occur in the coding. To increase speed and accuracy, Max Kyuda software was used and after coding, the data were analyzed. The process was such that by reading the text of the interviews and comparing them with each other, meaningful propositions were identified that contained important information related to the research question. Then concepts were created by putting the primary codes together and each meaningful statement was assigned an index that the meaning of that code is meaningful. Based on this, several primary (index), secondary (component), and selective (dimension) codes were extracted. The codes were studied and compared time and again, and the codes that had the most similarities and could create a single meaning together were placed in one category and a class of codes was created. Conclusion The investigations carried out in this research have suggestions for the planners and executives of the Iranian education system and television school programs. Taking advantage of the self-development model of teachers and the necessary support for them, training teachers with a focus on changing attitudes towards the goals and new methods of education, self-development skills of knowledge, the way of looking at the teaching profession and acquiring specialized and comprehensive skills, holding empowerment courses for teachers of Iran's television school, a deeper look at the needs and motivations of television teachers' self-development, teachers' use of their colleagues' experiences to enrich teaching and students' teaching-learning, sufficient teachers' studies in the field of teaching psychology and audience recognition, having an attractive expression technique and tone in teaching, acquiring computer skills such as making PowerPoint, using educational videos in the web environment and related services, forming a positive attitude and a developmental attitude towards the nature and mission of the teaching profession, paying attention to the model of teachers' self-development output, and laying the groundwork for advancing its goals, using teaching methods and flexible training as required by the teacher, practicing the teaching process before the main performance in the television school, being in the studio environment earlier and checking the location of oneself and the cameras to increase self-control are among the executive suggestions of the present research. One of the most important limitations in the implementation of this research was the non-cooperation of some teachers due to the belief that the research results were not applicable in practice and the authorities did not take appropriate measures.

Abstract Abstract The aim of the present study is to design a model for recruiting and hiring generations Y and Z in public sector organizations. The research method is applicable in terms of its purpose, and qualitative in terms of its implementation method, using meta-synthesis. A mixed theory approach was used to adopt an appropriate framework for selecting and analyzing factors by considering the theory of generations of Mannheim (1952), generational cohorts of Strauss and Howe (1991), and the motivation-hygiene theory of Herzberg (1959). The main question of this study was designed based on the meta-synthesis method. Qualitative articles were purposefully selected and evaluated through different stages. Finally, 27 studies were reviewed with a reliability of 95%, and the final model was designed using the communication model available in MAXQDA 2020 software. The results showed that in order to attract and hire employees of generations Y and Z, it is necessary to consider four dimensions and 30 factors, of which the most emphasis should be placed on issues such as recruitment using virtual space, work-life balance, sense of belonging to work, measuring individual performance during employment, transparent compensation system, work values, and skills training policies. Applying strategies aligned with the aforementioned factors can be effective in increasing the recruitment and capacity of organizations and reducing the job turnover of employees of emerging generations. Introduction A specific study of different generations allows organizational managers to adopt appropriate policies for them by creating greater understanding of the characteristics of that generation (So Hee & Yeojin, 2024). Given the changes and developments in generational retention and management policies, it is obvious that public sector organizations also feel threatened by the presence of multi-generational workforces in their workplaces and are thinking about managing different generations (Krajac & Samardzija, 2024). Generational theory, which refers to the recognition of different generations, was first introduced by a sociologist named Karl Mannheim (1952) in a book titled “Generation Theory”, and gradually attention was paid to this concept and its various dimensions by researchers and scholars (Murvanidze, 2020; Orrheim & Thunvall, 2018). Most studies related to generational differences in the workplace have also focused their assumptions on psychological and behavioral differences (Kwiecińska et al, 2023). There were no generational studies in the country before the end of the 1980s, and if there is any information about youth, the elderly, etc., it is related to demographic and statistical issues of population distribution (Abbasi Asafjir et al, 2013). Generational groups can be divided into five categories: traditionalists, childbearing, Generation X, Generation Y, and Generation Z (Otieno & Nyambegera, 2019). In a work environment, these same different generations are also present, each of whom perceives the environment around them differently from other generations (Leslie et al, 2021). Studies conducted over the past years have often focused on issues such as the characteristics of Generation Y and Z in terms of attitudes towards environmental protection, motivation for work, work independence, mental priorities, and educational and learning programs (Kuzior et al, 2023). Therefore, attention to the above aspects in the recruitment and hiring process of these two generations should be considered, and the way to enter the recruitment process and how to sign a contract with these two generations should be in a way that, while taking into account their values ​​and priorities, increases their motivation and enthusiasm for being present and working in organizations. Therefore, designing a recruitment model based on Generation Y and Z in public sector organizations is one of the most critical issues and challenges facing human resource managers and heads of these organizations, which have been addressed in the present study. Therefore, the main question is: what is the recruitment and hiring model for Generations Y and Z in public sector organizations? Theoretical Framework Generations Y and Z Generation Z is the first group to have fully grown in the digital world. This group of people is known as the first generation that has been familiar with digital technologies, the Internet, and smartphones since birth. The fact that they have been constantly exposed to advanced technologies during their growing up has had a profound impact on the way they think, interact, and behave socially. Some researchers call this generation “digital natives” because, unlike previous generations who had to get used to using technologies, Generation Z has grown up with these technologies naturally and without the need for special training (Koushki & Taghipour, 2023). The birth of Generation Y began somewhere in the late 1970s or early 1980s and ended in the early 2000s, which in Iran corresponds to the beginning of the 1350s to the end of the 1370s. The sixties are the first generation that their parents seek help with technology (Nasiri et al, 2024). Akbari et al, (2023) investigated the identification of factors affecting the retention of Generation Z employees in the compensation and benefits system in the capital market. The content analysis method was used as one of the qualitative research methods for this purpose. The research paradigm was interpretive, and semi-structured interviews were used as a research tool to collect primary data from Generation Z employees in the capital market. These employees were selected through maximum diversity purposive sampling. A total of 26 interviews, after analysis, led to the identification of 3 overarching themes, 11 organizing themes, and 79 basic themes, which are based on the existence of specific criteria for granting salaries and benefits, the perception of fairness in salaries and benefits, and flexibility in benefits and special benefits. Dehghan et al, (2023) investigated the factors affecting the special attraction and recruitment of Generation Z employees. The results of the study identified 6 levels of importance in identifying factors affecting the attraction and recruitment of Generation Z employees. At the first level, 5 indicators (qualification index, organizational selection system improvement index, organizational attractiveness index, highlighting goals and values ​​index, and creating an environment of accountability and acceptance of transformational managers) were determined, and finally, the variables of need assessment and public information, making jobs attractive to Generation Z, measuring the capacity and efficiency coefficient of the individual during recruitment, measuring the computer skills of individuals, recruiting using social networks, applying for online jobs, and building a personal brand were identified as the most fundamental elements of the model. Finally, based on the Mikmaq scenario analysis, 6 indicators and 21 sub-indicators were identified, which are the scenarios of measuring the capacity and efficiency coefficient of the individual during recruitment, applying for online jobs, and building a personal brand, providing benefits commensurate with academic capabilities, and planning the design of attractive jobs, division of labor according to the abilities of the generation, educational policies in management fields, and increasing skills training. Research Methodology The research method is applicable in terms of its purpose, and qualitative in terms of its implementation method, using meta-synthesis. A mixed theory approach was used to adopt an appropriate framework for selecting and analyzing factors by considering the theory of generations of Mannheim (1952), generational cohorts of Strauss and Howe (1991), and the motivation-hygiene theory of Herzberg (1959). The main question of this study was designed based on the meta-synthesis method. Research findings Qualitative articles were purposefully selected and evaluated through different stages. Finally, 27 studies were reviewed with a reliability of 95%, and the final model was designed using the communication model available in MAXQDA 2020 software. The results showed that in order to attract and hire employees of generations Y and Z, it is necessary to consider four dimensions and 30 factors, of which the most emphasis should be placed on issues such as recruitment using virtual space, work-life balance, sense of belonging to work, measuring individual performance during employment, transparent compensation system, work values, and skills training policies. Applying strategies aligned with the aforementioned factors can be effective in increasing the recruitment and capacity of organizations and reducing the job turnover of employees of emerging generations. Conclusion The present study was conducted with the aim of designing a model for recruiting and hiring generations Y and Z in public sector organizations. The results of this study are consistent with the results of Akbari et al, (2023), Dehghan et al, (2023), Moffett et al, (2023), Niknam et al, (2022), Leslie et al, (2021), Chillakuri (2020), and Sidorcuka & Chesnovicka (2018). Sidorcuka & Chesnovicka (2018) showed that this generation of employees is looking for employers who meet their needs and preferences, otherwise they are not willing to stay in the relevant organization. Among their most important preferences are flexible working hours, job diversity, company reputation, promotion and advancement, and special fringe benefits. According to the research results, it is suggested that if managers and heads of organizations pay special attention to the processes of hiring new workers, they can increase the level of innovation and ensure the improvement of the quality of service delivery while reducing training costs.

Abstract Abstract The aim of this research is to present and explain a model for organizational values ​​based on skill-based human resources. The present research is applicable in terms of its purpose, and descriptive-survey of the field branch in terms of data collection. The statistical population of the present research includes employees of government organizations in Lordestan province in 2022-2024, numbering 1290 people, selected with a sample size of 296 people determined by the available random sampling method. The collection tool in the present research includes a questionnaire. The face and content validity of the questionnaire in this research was examined by experts and the construct validity was examined by factor analysis. Cronbach's alpha was used to measure its reliability. The values ​​related to the estimated Cronbach's alpha coefficient for themes were reported to be higher than 0.7, which indicates high internal correlation in the basic codes. SPSS and PLS software were utilized to analyze the findings. The results showed that contextual factors include strong organizational culture, ethical values, and team interactions; intervening factors such as government regulations, digital transformation, and economic conditions; causal factors include technological development, environmental complexities, and new attitudes; strategic factors include employee empowerment and reforming organizational structures; and the consequences of the model include increased productivity, reduced organizational conflicts, increased public satisfaction, and sustainable development of the organization. The findings show that implementing this model can lead to improved performance of government organizations, increased employee efficiency, and the creation of a dynamic organizational culture. Introduction In order to maintain competitiveness and improve performance, organizations need to focus on human resources as a valuable asset, and human resource development is one of the necessities of the organization, the need to link it with ethical values ​​is inevitable because negligence and injustice in its implementation lead to a lack of individual and organizational development (Hajiloo et al., 2021). Human capital is of great importance not only in organizational environments but also at the national and international levels. Countries that pay more attention to human resource development tend to perform better in terms of innovation, job creation, and economic growth. Therefore, to achieve sustainable success, organizations and governments must develop comprehensive programs for human capital development and facilitate the path of progress through training and upgrading the skills of the workforce (Fuller, 2024). Performance management is a process for evaluating, improving, and guiding employee performance in line with organizational goals. This process involves determining performance indicators, providing feedback, and developing improvement plans (McRae et al., 2024) and organizational values ​​are a set of principles, beliefs, and norms that shape the behaviors, decisions, and culture of an organization. These values ​​serve as a guide for employees and influence how the organization interacts with customers, stakeholders, and society. Organizational values ​​can include things like honesty, transparency, innovation, accountability, and collaboration. These principles not only help create an organizational identity, but also play a role in formulating strategies and achieving macro-goals (Valeau & Paille, 2019). Skill-based HR refers to an approach to human resource management that focuses on developing and applying employees’ specialized skills. This concept is based on the principle that organizations should emphasize improving employee skills through training, personal development, and the use of new technologies, rather than focusing solely on work experience (Harney & Collings, 2021). Currently, many government agencies use traditional human resource management models that are mainly based on work history, education, and bureaucratic structures. This traditional approach has led to recruitment and promotion processes being carried out based on fixed and inflexible criteria, which has resulted in challenges such as mismatching human resource skills with current labor market needs, reduced productivity, and a lack of focus on employee skill development. Given the above explanations, the researcher seeks to answer the question: what is the appropriate model for organizational values ​​based on skill-based human resources? Theoretical Framework Organizational values A set of principles, beliefs, and norms shape the behaviors, decisions, and culture of an organization. These values ​​serve as a guide for employees and influence how the organization interacts with customers, stakeholders, and society (Arieli et al., 2020). Skill-based Human Resources Skill-based is an approach that emphasizes the development and application of specialized skills of employees to increase the productivity and efficiency of the organization. This concept is based on the principle that organizations should emphasize the improvement of employees' skills through training and personal development, rather than focusing solely on work experience (Hancock et al., 2024). Shariati et al. (2025) studied the identification of factors affecting employee performance management with a human resources development approach in research and technology organizations. According to the interviews conducted, 6 dimensions of the paradigm model, 23 components, and 105 indicators were extracted. Then, according to the paired comparison questionnaire to identify influential and influenced dimensions, it was determined that among the 23 components, the components of the work environment, laws and regulations, socio-cultural factors, human resource planning, role clarity, performance measurement, organizational climate, reward system, employee communication, training, performance appraisal, professional ethics, leadership style and motivational factors are the most influential in that order. Altman et al. (2023); The future of work through workforce ecosystems: This study emphasizes that traditional human resource models must evolve into broader workforce ecosystems. In government agencies, this concept can help develop skills-based organizational value models, because organizations need to coordinate their human resources with technological and social developments.  Research Methodology The present study is an applicable study in terms of purpose and data collection, and a descriptive-survey research of the field branch. The statistical population of the present study included 1290 employees of government organizations in Lordestan province in 2022-2024, selected with a sample size of 296 people and by available random sampling method. The collection tool in the present study includes a questionnaire. The face and content validity of the questionnaire in this study was examined by experts and the construct validity was examined using factor analysis. Cronbach's alpha was used to measure its reliability. The values ​​related to the estimated Cronbach's alpha coefficient for themes were reported to be higher than 0.7, which indicates high internal correlation in the basic codes. Research findings SPSS and PLS software were used to analyze the findings. The results showed that contextual factors include strong organizational culture, ethical values, and team interactions; intervening factors include government regulations, digital transformation, and economic conditions; causal factors include technological development, environmental complexities, and new attitudes; strategic factors include employee empowerment, organizational structure reform; and the consequences of the model include increased productivity, reduced organizational conflicts, increased public satisfaction, and sustainable development of the organization. The findings indicate that implementing this model can lead to improved performance of government organizations, increased employee efficiency, and the creation of a dynamic organizational culture. Conclusion The present study aimed to present and explain a model for organizational values ​​based on skill-based human resources. The results of this study are consistent with the results of Shariati et al. (2025), Altman et al. (2023), Baier et al. (2023), BCG (2023), Jooss et al. (2023), Gheiravani et al. (2023), Yousef-Kandi (2022), Zamani & Rafiei. (2021), and Hajiloo et al. (2021). Jooss et al. (2023) showed that organizations, especially government institutions, should emphasize the development of their employees' skills in order to increase productivity and organizational cohesion. Considering the results of this study, the following suggestions are made: -  Developing professional skills through holding training courses, increasing independence in decision-making and implementing incentive programs. -  Increasing attention to honesty and responsibility, developing ethical guidelines, and holding relevant training programs. -  Reviewing supportive laws, creating more flexible policies, and optimizing regulations to facilitate the implementation of changes.

Abstract The aim of the present study is to classify the themes of the employee status model with an interpretive structural approach. The research method is fundamental-applied in terms of its purpose and qualitative in terms of its implementation method. The statistical population of this study includes 10 university professors, experts in the field of human resources, and senior managers of the General Directorate of Prisons who were selected through a purposive sampling method. The interpretive structural modeling (ISM) and MICMAC methods were used to classify the themes. The results showed that at the first level, the themes of “coherence and existence of effective relationships”, “respect and appreciation of employees” and “human resource planning” were included. In other words, the aforementioned themes receive the greatest influence from other research themes. At the second level of the model, five themes of “alignment of individual and organizational goals”, “job independence”, “improvement of social status”, “career advancement path” and “systematic participation of employees in decision-making” were included. The themes located at the second level influence the themes at the first level and are influenced by the themes at the third level. At the third level, the theme of "organizational justice" and at the fourth level, the theme of "individual status of employees" are located, which have the greatest influence on the themes at the lower level.

Abstract Abstract The goal is designing a security-oriented leadership model of Mazandaran University of Medical Sciences, which is a fundamental study in terms of research orientation, and a mixed exploratory one in terms of data analysis method. The statistical population of the research includes professors and knowledgeable experts in the field of human resources management and members of the faculty of Mazandaran University of Medical Sciences. Sampling in this study was available. Based on the topic of data and information through preliminary studies, the semi-structured interviews of collection and sampling continued until reaching the theoretical saturation level, and after conducting 8 interviews and reaching the theoretical saturation level, the interviews were ended. The acquired information was analyzed by MAXQDA2020 software. The results have shown that in the model presented regarding the safety-oriented leadership model of Mazandaran University of Medical Sciences, among the causal factors (components of acceptability and respect for values), the core categories (providing exploration through emphasizing on growth and handling tasks and situations through a positive method), background conditions (employee support), intervention (attention to the organization's policies), strategic factors (influencing subordinates' thoughts) and consequences (creating morale and motivation in employees) has received more attention. Extended abstract Introduction One of the most important elements in any organization is its management, which causes coherence and order in affairs. In order to achieve an efficient organization, the manager is obliged to act according to his professional duties and with proper and appropriate use of the facilities so as to obtain the best and most effective results. In order to achieve this, managers must be familiar with the basics of power and leadership in organizations and methods of influencing subordinates. Security-oriented leadership, used by leaders, is a process to influence the desired success of the vision and is accompanied by influencing the organizational culture, allocation of resources, guidance through policy-making and consensus on a complex, ambiguous, unreliable and transient global environment characterized by opportunities and threats. In the definition of security-oriented leadership, it can be stated that this type of leadership is mostly considered as a safe base that covers the generality of its organization well. This style of leadership can facilitate the possibility of efficient and productive intra-organizational cooperation, because in such organizations, communication flows parallel to trust. It is no secret that most of today's organizations struggle with various issues, including technological developments, resource limitations, energy problems, etc. (Obeydi et al, 2023). Naturally, in such a situation, organizations are looking for frameworks to maintain and improve their competitive advantage and ultimately lead to their continued survival in the global competitive environment. All these factors work hand in hand and will make the organization progress compared to competing organizations. In the meantime, having a productive, committed and effective workforce requires strong leadership in organizations. The organizational environment can influence the behavior of employees and strong management principles can improve the performance of employees and ultimately lead to organizational excellence. One of the responsibilities placed on the shoulders of every management is to create enough motivation among the employees to perform their duties well and as they were told. The topic of leadership and management is one that has attracted the attention of many researchers and management science researchers (Sadeghi, 2021). Considering that universities of medical sciences play an essential role in promoting the health of the society, it is recommended that in order to evaluate the sustainability in the university, careful planning should be done by the managers and practitioners of the higher health education system. In this context, the transformation and innovation package in medical science education has been implemented by the Ministry of Health, Treatment and Medical Education, one of the packages discusses the movement towards leadership systems and the role of management in influencing employees, which oversees three general policies of institutionalization of the management approach in the health system, being present in regional and global educational arenas, and producing and localizing valid scientific evidence for the promotion of higher health education (Obeydi et al, 2023). Since the development of the University of Medical Sciences and the achievement of its educational goals is through the style and type of management and leadership in its employees, it is very important in the direction of competitive advantage in the present era; therefore, in view of the fact that it plays an important role in the health of the society, universities of medical sciences should try to promote all-round development; and from one point of view, there is very little information about the type of security-oriented leadership style in the university, as a style that has more influence on employees, and no research has been done about the presentation of the model in the universities of medical sciences, so with regard to the presented materials, the main question of the present research is: how is the development model of the security-oriented leadership style at Mazandaran University of Medical Sciences? Theoretical literature Security: Security means predicting and providing government assistance to meet people's needs in times such as illness, unemployment, old age, being immune and free from threats or illegal actions (Sadeghi, 2021). Security-oriented leadership: In the definition of security-oriented leadership, it can be stated that this type of leadership is considered more as a safe base that well covers the generality of its organization (Obeydi et al, 2023). Moqar et al, (2023) conducted a research titled "The effect of security-oriented leadership on nurses' ethical behaviors: explaining the moderating role of individual resilience". The research method was descriptive-correlative. The statistical population of the research was made up of nurses of public hospitals in Mazandaran province. Sampling method was available. The results showed that safety-oriented leadership has a positive and significant effect on nurses' ethical behaviors. Also, the moderating role of the individual resilience variable in the relationship between the impact of security-oriented leadership on nurses' ethical behaviors was also confirmed. Hosseini et al, (2021) in a study titled predicting the organizational voice of teachers based on the security-oriented leadership of school principals, showed that there is a positive and significant relationship between the security-oriented leadership style and the organizational voice of teachers. The results of multiple regression analysis indicate that among the components of security-oriented leadership style of school principals, two components of observing the potential and investigating had the ability to predict the organizational voice of teachers. Research methodology The current study is a fundamental study in terms of research orientation, and an exploratory mix in terms of data analysis method. The statistical population of the research includes professors and knowledgeable experts in the field of human resources management and members of the faculty of Mazandaran University of Medical Sciences in the human resources department. The technique used in sampling in this research was non-random snowball sampling. Based on the topic of data and information through preliminary studies, semi-structured interviews were collected and sampled until reaching the theoretical saturation limit, and after conducting 8 interviews and reaching the theoretical saturation limit, the interviews were ended. The opinions of the present experts were analyzed in the form of a qualitative interview, using the theoretical coding approach based on grounded theory methodology (identification of open codes, categories and concepts) and using MAXQDA software. Research findings In the model presented regarding the safety-oriented leadership model of Mazandaran University of Medical Sciences; among the causal factors, the components of acceptability and respect for values according to the point of view of the interviewees have received more attention in this section. Based on the presented model, the central category of components such as providing exploration by emphasizing growth and handling tasks and situations through a positive method have been noticed by the interviewees. Another influential dimension in this model is the context dimension, which according to the opinion of the interviewees in the safety-oriented leadership model of Mazandaran University of Medical Sciences; support for employees, fairness and maintaining peace and deep emotional connection received more attention. From the point of view of the intervenor, the interviewees paid attention to the organization's policies, the culture of trust and creating an atmosphere full of peace in the security-oriented leadership model of Mazandaran University of Medical Sciences. In terms of strategic factors, the interviewees were more focused on influencing subordinates' thoughts, using others' potential, and creating opportunities for subordinates. Regarding the consequences aspect, the interviewees focused on creating morale and motivation in employees and positive organizational development and change, creating creativity and innovation, learning organization and creating job satisfaction; and other components assumed less attention. Discussion and conclusion In the model presented regarding the safety-oriented leadership model of Mazandaran University of Medical Sciences; according to the interviewees, the components of acceptability (the acceptability of leadership in an ambiguous and complex environment) and respect for values ​​(the manager's speech about the organization's basic beliefs and values ​​and leadership of people's thought, speech and behavior) among the causal factors are paid more attention in this section. Based on the presented model, the central category, along with causal factors, has been observed to be effective in the security-oriented leadership model of Mazandaran University of Medical Sciences. Among these factors are components such as providing exploration by emphasizing growth (development and potential and exploring) and handling tasks and situations through a positive method (prioritizing tasks in time management) have been noticed by the interviewees. Another influential dimension in this model is the context dimension, which according to the opinion of the interviewees in the safety-oriented leadership model of Mazandaran University of Medical Sciences; support for employees (high standards of ethical behavior with employees), fairness and maintaining peace ( having harmony, emotional health) and deep emotional connection (emotional and mental relationships in the work environment) have been more important. From the perspective of the interventionist, the interviewees paid attention to the organization's policies (challenges of power sharing and conscious measures of influence), the culture of trust (enhancement of participation) and the creation of an atmosphere full of peace (preventing feelings of inferiority) in the security-oriented leadership model of Mazandaran University of Medicine Sciences. In terms of strategic factors, the interviewees are more focused on exerting influence on the thoughts of subordinates (managers' independence), using the potential of others (growing and developing the talents of employees) and creating opportunities for subordinates (providing solutions for the organization's problems with the motive of profiting them and carefully planning). In terms of the results aspect, the interviewees were interested in creating morale and motivation in employees (increasing employee self-confidence), positive organizational development and change (developing and expanding employees' abilities), creating creativity and innovation (creating innovative ideas), the learning organization (the importance of having a sense of group cooperation about the mission) and creating job satisfaction (satisfaction with salaries and benefits and satisfaction with the supervisor) has been focused, and less attention has been paid to other assumed components.

Abstract Abstract The aim of this study is to present a political behavior model based on shadow management theory in the public sector with the metasynthesis method. This study is qualitative in terms of data collection, and metasynthetic in terms of research implementation. The statistical population of the study includes scientific articles, academic theses, and books; 167 sources were examined, and ultimately 51 sources identified through a purposeful method of metasynthesis, components related to power, politics, and political behavior based on shadow management, were finally approved for analysis. Components related to power and political behavior based on shadow management theory were identified and validated with the kappa coefficient. Based on the research findings, political behavior in the public sector has 72 components in three different dimensions: the white political behavior dimension with 28 components that has a practical function and is based on political behavior knowledge and helps achieve organizational goals; the black political behavior dimension with 26 components that are harmful and act in favor of groups under the supervision of shadow managers and prevent the achievement of the organization's goals; and the gray political behavior with 18 components that may be both beneficial and detrimental to the organization's goals. Managers should provide a capable organizational structure that provides freedom of expression, compliance with the law, and meritocracy in the organization, considering the factors identified in this study. Introduction Understanding political behavior in organizations is the result of the contribution of political science to organizational behavior. In today's world, organizations cannot be studied apart from the political behavior within them. The idea that individuals in an organization act only for the goals and objectives of the organization is too optimistic. Many acknowledge that organizations are inherently political arenas. Due to the existence of competing interest groups and scarce resources, utilizing political behavior is the best way to survive and succeed in these environments. Power and politics are inevitable phenomena in organizational life; today, the existence of political behaviors in organizations is an undeniable reality (Nurollahi & Ghanbari, 2021). Political behavior reflects the human need to control, accumulate power, and satisfy personal and organizational needs alongside others (Milon & Lishchinsky, 2021), which is closely related to power and affects efficiency and effectiveness at both the individual and organizational levels (Khazaei Poul, Kiakojouri, & Taghipourian, 2023). Phantoms are secret and covert individuals or organizations that infiltrate management areas and transform management into governance. The greed for management benefits and the motivation to escape responsibility have caused the institution of shadow management to emerge; in other words, individuals who are not qualified to achieve the benefits of management, knowingly or unknowingly, take on the risk of responsibility, and on the other hand, someone else takes control of the organization, which generally involves many problems and a high probability of failure (Razman et al, 2017). In this study, researchers are looking for the question: what is the appropriate model in the field of political behavior based on the theory of shadow management in the public sector using a meta-synthesis method? Theoretical Framework Political Behavior Political behavior in organizations refers to a set of activities and actions taken to acquire, maintain, or increase power and influence in the organization (Denis & Martínez, 2019). Political behaviors in organizations include conscious actions taken by individuals or groups to influence in order to achieve or protect their interests when there are conflicting solutions. Some researchers refer to political behavior in organizations as activities that are not part of an individual’s formal role, but are carried out to influence or attempt to influence the distribution of benefits in the organization (Ayat at al, 2020). Shadow Management Shadow management is a form of management in which the beneficiary, who is outside the organization or in one of the lower layers of the organizational hierarchy, is the real order-giver and does not have a physical presence, and they do this through a channel they have created. Shadow management always hides and moves behind the main management. Because this management has a shadowy appearance, it therefore seems bigger, more terrifying, and even more frightening. Shadow management creates an image of a thousand faces with the tools, facilities, and loyal forces it has accumulated over time (Hasheminya at al, 2020). Izadi et al, (2024) studied the design and explanation of the political behavior model of managers in government organizations. The results of the findings showed that 11 main categories were identified in 6 levels. The findings also showed that at the sixth level, the socio-cultural gap and personality traits of individuals had the greatest impact compared to other factors; of course, cultural weakness was the most influential factor. Public belief is located at the fifth level of the model. At the fourth level, political will of individuals and management of organizational imagery and evaluation are located. At the third level, individual power of individuals is located. At the second level, organizational processes and elections and appointments are located; and at the last level, the pattern of laws and regulations and the structure of government organizations are located. Khazaei Poul et al, (2023) studied the factors affecting political behavior in Iranian government organizations. This research, using the ISM method, has identified and analyzed six causal and strategic variables including individual, environmental and structural factors. The results showed that environmental factors are the basis of the model and affect other variables, while individual and structural factors also have important effects on freedom of expression, adherence to the law, and meritocracy. Researchers recommend that managers reduce the negative effects of political behavior and increase organizational efficiency by creating capable organizational structures and providing a suitable environment. This study contributes to a better understanding of political behavior in government organizations and the development of effective strategies for its management. Research Methodology This research is qualitative in terms of data collection, and meta-synthesis in terms of research implementation. The statistical population of the research includes scientific articles, academic theses, and books selected by examining 167 sources, and finally 51 sources identified using a purposeful method of meta-synthesis were approved for analysis. Research findings Data analysis was done using meta-synthesis method and components related to power, politics and political behavior based on shadow management were identified. Components related to power and political behavior based on shadow management theory were identified and validated with kappa coefficient. Based on the research findings, political behavior in the public sector has 72 components in three different dimensions: white political behavior dimension with 28 components that has a practical function and is based on political behavior knowledge and helps to achieve organizational goals; black political behavior dimension with 26 components that is harmful and acts in favor of groups under the supervision of shadow managers and prevents the achievement of organizational goals; and gray political behavior with 18 components that may be both beneficial and detrimental to the goals of the organization. Managers should provide a capable organizational structure that enables freedom of expression, adherence to the law, and meritocracy in the organization, considering the factors identified in this study. Conclusion The present study aimed to present a model of political behavior based on the theory of shadow management in the public sector using a meta-synthesis method. The results of this study are consistent with the results of Kimerling (2018), Denis & Martínez (2019), Kiesler & Miller (2020), Khazaei Poul, Kiakojouri & Taghipourian (2023), Alavi & Dosti (2022), and Anderson & Brown (2017). Khazaei Poul, Kiakojouri & Taghipourian (2023) showed that environmental factors are the basis of the model and affect other variables, while individual and structural factors also have important effects on freedom of expression, adherence to the law, and meritocracy. Researchers recommend that managers reduce the negative effects of political behavior and increase organizational efficiency by creating capable organizational structures and providing an appropriate environment. This study contributes to a better understanding of political behavior in government organizations and the development of effective strategies for its management. Based on the results of the study, the following suggestion is made: - Political behavior in organizations is inevitable and includes activities carried out in order to achieve specific goals, such as acquiring, developing, and exploiting power and other resources that lead to individual superiority. If these behaviors are carried out by shadow managers, they may have irreparable consequences for the organization; therefore, to properly manage political behavior in organizations, it is better for managers to provide conditions where members can express their opinions openly and explicitly by granting independence to subordinates, delegating responsibilities, and avoiding the use of force. These conditions cause members of the organization to avoid covert activities and affiliation with informal groups, and consider themselves committed to the organization.

Abstract The purpose of this research is the role of education and preventive protection of vulnerable groups based on neighborhood-based security governance. The research method is applied in terms of its purpose and qualitative in terms of implementation and data-driven approach (grand theory). The statistical population of the research includes 18 participants, including experts in the field of social security and criminology (university professors, urban security researchers), local activists (members of neighborhood social councils, local trustees, civil activists), and officials of executive and law enforcement institutions related to urban security, who were selected using a purposeful snowball sampling method. The data collection tool is semi-structured interviews with experts in the field of social security, local officials, and citizens living in high-risk areas, which continued until theoretical saturation. Grounded data theory was used to analyze the data. The findings show that neighborhood-based security governance with its three main components of "multi-level participation", "neighborhood data-driven management" and "local institutionalization" can provide the basis for active, rapid and effective protection of vulnerable groups. By utilizing neighborhood-based structures, it is possible to support vulnerable groups before crises occur and take action to enhance neighborhood resilience through proactive policymaking.

Abstract Abstract Background and Objectives: Educational activities, along with scientific education, play a significant role in raising the future generation and preparing them for life in an ideal society. The aim of the present study was to investigate and identify the effective factors in improving and promoting the quality level of school educational activities by surveying educational experts. Method: According to the data collection method, this is a qualitative and phenomenological study. The participants in the study included educational assistants and instructors and experts in the field of education in the academic year 2024-2025 in Mazandaran province. The member survey method was used to verify the accuracy of the findings. The reliability method between the two coders (intra-subject agreement) was used to determine reliability. Findings: According to the survey of participants, the results showed that the effective factors in improving the quality level of school educational activities included 33 indicators in six dimensions; Systematic organization of educational activities and school development activities, intra-school factors, extra-school factors and senior managers, outsourcing of educational activities, empowerment of assistants and educational instructors, interaction between home and school have been identified. Conclusion: According to the results obtained, it is necessary for all school personnel, including teachers and principals, to consider themselves involved in school development activities and not to consider their work as simply advancing school development activities. Also, special emphasis should be placed on improving the quality of school development activities, because special attention to quantities leads to neglect of the effectiveness of activities with regard to the main mission and mission of education. The results of this study can be effective in improving the quality of school development performance. Introduction Improving the quality of development activities in schools is one of the key issues in the education system that has a direct impact on the individual, social and moral development of students. Teachers are not only transmitters of knowledge, but also behavioral and moral models for students. Experts believe that teachers should be continuously trained in the fields of educational psychology, communication skills, and modern teaching methods. The ability of teachers to create a safe and supportive environment plays a decisive role in shaping the personality of students. Each student has unique characteristics, interests, and needs. Designing educational programs that pay attention to individual differences can contribute to the all-round development of students. Experts suggest that schools use diagnostic tools such as psychological tests and individual counseling to accurately identify the needs of each student. The family, as the first educational institution, plays an important role in completing the educational activities of the school. Experts emphasize that schools should establish continuous and effective communication with families. Holding educational workshops for parents, creating interactive platforms, and involving families in school programs can help improve the quality of educational activities. Therefore, the Infallibles (peace be upon them), who possess the essence of infallibility and immunity from error and mistake, are the best and most reliable educational models, and presenting their views and discovering and presenting their educational path is an undeniable necessity for the successors of the field of Islamic education and training. Education is one of the most vital aspects of human life, and in its light, man achieves the desired happiness (Soltani Renani, 2008). The goal of Islamic education and training is to acquire knowledge, skills, and actualize human talents for a good life, and according to anthropological principles, all human capabilities and existential capacities have an effect on achieving a good life. Regardless of the characteristics and differences in educational needs and talents, humans have common and diverse dimensions and aspects, and a detailed study and examination of these common talents and needs requires the separation of its dimensions and aspects (Abdi, Rashidifar, 1403). The educational system is a system in which students shape and develop their personality and individuality by spending their childhood and adolescence in it. Therefore, school should be a fun place for students, where they can grow freely. For this reason, schools should not only focus on classrooms, because school is a place where students spend their lives, students learn various things alongside their teachers and friends, and can feel the joy of expressing themselves and being important as a member of society (Yoshitaka Ishikawa, 2014). From an Islamic perspective and based on the Fundamental Transformation of Education, education is an interactive process that lays the groundwork for the continuous development and elevation of the identity of the learners, in an integrated manner and based on the Islamic standard system, in order to guide them on the path of preparing for the conscious and voluntary realization of the stages of a good life in all dimensions. Considering the Islamic view of man, we can consider the overall goal of the education process to be the continuous development and elevation of individual and collective identity through understanding one’s own and others’ situation and acting to improve it based on choice and commitment to the Islamic standard system. The main role of the education process is to play a role in this process and to lay the groundwork for guiding individuals in society to the path of continuous development and elevation of their individual and collective identity. Education is the fundamental axis of improving human life, and educational interests must be emphasized in all social decision-making and planning. Educational activities are among the activities that have an undeniable impact on the individual and collective life of man. These activities are successful when we consider the context of the relationships of the relevant social groups in our educational goals and take into account their structural specificities. This is because education is an activity that takes place in society and is embedded in the context of various social relationships (Afsharmanesh, Nozari, 2021). After reaching theoretical saturation, the interview and coding were completed. The coding process and text analysis of the interviews were carried out in the qualitative data analysis software MAXQDA 2018. The final output of the extracted components is as follows.  Figure 2- Final output of experts' opinions for the research model Discussion and Conclusion Based on the model obtained from the present study, in determining the factors that improve and make education effective in schools, the factors identified are the systemic organization of educational activities and school development activities, intra-school factors, empowerment of assistants and development coaches, outsourcing of educational activities, extra-school factors and senior managers, and interaction between home and school. The systemic organization of educational activities and school development activities leads to synergy between school activities; which is closer to comprehensive education based on the Fundamental Transformation of Education Document. On the other hand, separating educational activities from school educational activities, such as assigning separate teachers for separate courses in mathematics, physics, history, etc., whose job is to promote educational activities, get higher grades and pass final exams, is the basis of a behavioral perspective on education, which will not be as effective as it should be given the characteristics of the new era. However, since the new generation lives in the era of information technology, with this perspective, they can no longer be considered as empty vessels whose only need is a lack of scientific information and knowledge, and the teacher or teacher, as a person who has the necessary information and knowledge, can fill this gap. On the contrary, according to the constructivist perspective (Zofen, 2013), in the face of a mass and explosion of different information produced from different media, students must choose the information they need based on the problems they face in real life, and they must construct knowledge themselves and learn how to solve problems in real life situations. The task of school staff is actually to lead students to learn how to solve problems. In this context, it is necessary to have a systemic perspective on school activities, and on this basis, the educational and nurturing activities of the school are both components of this whole matter of educating students, and both, together and in harmony, can work towards the effectiveness of the school in accordance with the mission and mission of education. The next dimension of the present study is the outsourcing of school educational activities, which have been identified with four indicators. According to a review of the research literature, outsourcing is a form of predetermined external procurement for the provision of goods or services that were previously provided by the organization itself (Carlson, 1998 and Hart, 1995). According to the view of Anderson, Horsman and Quigley, 1995), the speed of change of knowledge and information in the present era is so great that large organizations are quickly out of the competition, which has led to a need for solutions for these large organizations. One of the ways to save these organizations is to outsource activities and to downsize these organizations to the point where they can change quickly.

Abstract Abstract The aim of this study is to identify effective factors for improving the level of Arabic language lessons (case study: high school students in Kerman city). The research method is applicable in terms of its purpose and qualitative in terms of its implementation method, with a content analysis approach. The statistical population of the study includes 15 managers, teachers, and experts in this field. The sample size was determined using the theoretical sampling method, and the interviews continued until theoretical saturation was achieved. Semi-structured interviews were used to collect information. Content analysis and MAXQDA software were used to analyze the data. The research findings showed that first; the desired codes were extracted using the sub- and main categorization method. Based on the content analysis process, 47 sub-categories and 9 main categories were identified and categorized during the coding stages. The results indicate that the use of innovative, creative and technologically-based methods can affect the level of learning Arabic and improve students' language skills by arousing curiosity, enthusiasm and participation. Introduction In the era of globalization and intercultural communication, Arabic language skills are an advantage that can be effective in the future career and professional life of individuals. By understanding effective teaching methods; challenges ahead; and strategies to improve students' language competence, teachers can improve the quality of Arabic language learning (Fathoni, 2021). By analyzing effective teaching methods, schools can optimize the use of existing resources and design programs tailored to the needs and abilities of students. In addition, language improvement strategies can be developed and applied effectively by understanding the challenges that students face. By improving the quality of Arabic learning, students will have better skills in communicating in Arabic, understanding Arabic texts, and accessing and contributing to valuable Arabic knowledge and literature (Nahar et al, 2021). Research-based education is also an approach to improving students' language skills, which provides students with participation in group work, a deeper understanding of the course material, and the connection of new knowledge content with life inside and outside the school for learners. In research-based learning, an individual, motivated by the need to improve their skills, engages in voluntary practical learning in interaction with others. In other words, research-based education is a measure to ensure the flow of preparation in the transition period in terms of practice (Hamdy et al, 2023). Based on the research-based strategy, the task of the Arabic teacher in the scientific process is not only to transfer information; rather, he must teach the student how to think and how to learn by providing the desired learning situation. In fact, by specifying goals, properly organizing the educational environment, and implementing appropriate teaching methods, learning and acquiring the necessary skills for learners occurs spontaneously. In addition, the integration of technology can be an effective tool for improving language proficiency. The use of mobile applications, online learning platforms, and online resources can give students broader access to educational materials, interactive exercises, and practical activities. Technology can enrich students' learning experiences and encourage them to actively participate (Ulya et al, 2022(. Based on the above materials and the existence of many challenges in learning Arabic for students, the present study aims to identify effective factors for improving the level of Arabic language lessons for high school students in Kerman. The main research question is: What are the effective factors for improving the level of Arabic language lessons? Theoretical Framework Improving the Level of Arabic Language Teaching In the era of globalization, there are many opportunities and challenges in improving the level of Arabic language in the education process (Shorman et al, 2022). Globalization has opened doors to intercultural interaction and the need to master Arabic as one of the international languages ​​used in various fields, including diplomacy, business, media, and academia. In this context, schools and universities play a pivotal role in meeting these needs and producing graduates with proficiency in Arabic. One of the opportunities in the process of improving the level of Arabic language in higher education is easier access to rich educational resources, such as textbooks, online educational materials, software, and other tools (Mustapa et al, 2022). Pratama et al, (2024) stated in a study that schools should adapt the content of the curricula to current needs and developments; such as preparing students to communicate in an international language, namely Arabic, especially in the era of the 4.0 industrial revolution. Unfortunately, classical methods are often still used in teaching Arabic in Islamic schools. The results of this study showed that the use of modern methods and technological tools for teaching Arabic has a significant impact on improving student learning. Mollaie & Aslam Raiesi (2024) studied the evaluation of Arabic language teaching in higher education based on the Kirkpatrick model in Tehran higher education institutions. The findings of the study showed that the components of evaluating the effectiveness of education, including response, learning, and results, are able to predict the effectiveness of Arabic language teaching in higher education based on the Kirkpatrick model. Based on the findings of the study, Arabic language teaching in Tehran higher education institutions is at a desirable level in terms of response, learning, and results. Research Methodology The research method is applicable in terms of its purpose and qualitative in terms of its implementation, with a content analysis approach. The statistical population of the research includes 15 managers, teachers, and experts in this field. The sample size was conducted using the theoretical sampling method and the interviews continued until theoretical saturation was achieved. A semi-structured interview was used to collect information. Research Findings Content analysis and MAXQDA software were used to analyze the data. The research findings showed that first; the desired codes were extracted using the sub- and main categorization method. Based on the content analysis process, 47 sub-categories and 9 main categories were identified and categorized during the coding stages. The results indicate that the use of innovative, creative and technologically-based methods can affect the level of learning Arabic and improve students' language skills by arousing curiosity, enthusiasm and participation.  Conclusion The present study was conducted with the aim of identifying effective factors for improving the level of Arabic language lessons (case study: high school students in Kerman city). The results of this study are consistent with the results of Pratama et al, (2024), Mollaie & Aslam Raiesi (2024), Kavusi & Saliminijad (2023), Hasibuan & Jundi (2023), Lelepary et al, (2023), Kamalia et al, (2022), Fatemidust (2020), and Taghizadeh (2020). Fatemidust (2020) stated that using appropriate planning and design of education, motivation, creating a favorable atmosphere and effective communication, and responding to the special needs of students, using modern technologies, strengthening inference skills, strengthening thinking skills, listening well, reading well, asking questions well, brainstorming, exploratory method, problem-based method, units and games, etc. are related to implementation that is appropriate to the attractiveness of the Arabic lesson. Suggested ways to promote attractive and active teaching methods from the perspective of this research include: 1- Adequate knowledge of teachers about various types of active and attractive methods 2- Providing a suitable platform for implementing active methods in terms of opportunities, sufficient facilities, and arranging appropriate programs and situations 3- Encouraging and activating teachers to employ and use attractive and active methods 4- Providing up-to-date and easy access to relevant materials and resources 

Abstract Abstract
The aim of this study is to present a model for managing the neurodiversity of human resources in the administrative environment of the education and training department of Gilan Province. The research method is applicable in terms of its purpose, and qualitative in terms of its implementation method. The statistical population of the study includes 1- 28 senior managers and heads of the general administration; 2- heads and deputies of cities and regions; 3- heads and deputies of the exceptional administration; 4- school counselors and career counselors;  5- human resources managers and administrative affairs officials; and       6- administrative employees of the organization. The sampling was carried out in a purposeful and snowball manner. The data collection tool is a semi-structured interview. The data collection and analysis method was used to collect and analyze data. Data analysis and model design were carried out in three stages: open, axial, and selective coding. MAXQDA 2020 software was used to analyze the data. The results showed that 8 core codes and 33 indicators were identified from the analysis of the interviews. The findings of the study indicate that the existing recruitment processes in the above institution for individuals with ADHD face problems such as lack of sufficient awareness of the special needs of these individuals, lack of clear anti-discrimination policies, and design of unsupportive work environments. This study suggests that in order to improve the employment conditions of individuals with neurodiversity, this organization needs to review its recruitment processes and design flexible and supportive work environments.
Introduction
In addition to transferring values, ethics, knowledge, and skills, the Education and Training is responsible for the growth and excellence of human resources. This organization, like other organizational communities, usually regulates management and training planning based on the characteristics of normal human resources and organizes it in a way that is suitable for most employees. Meanwhile, some employees cannot properly benefit from the necessary facilities of normal human resources for various cognitive and behavioral reasons. As a result, these individuals face challenges in the workplace and various social and emotional consequences (Noruzifard & Zamani, 2016). Advances in psychology and management knowledge in recent decades and awareness of individual differences in the nervous system have shown that many of the challenges of individuals with neurodiversity behavior, which have a great impact on the organizational and social fate of employees, can be managed. Accordingly, employees with neurodiversity behavior need experiences in managing neurodiversity individuals to achieve social and organizational advancement capabilities (Coetzer, 2016; Robins, 2017). Neurodiversity is a biological fact, meaning that some people’s brain functions are different from what society’s standards consider normal. This term implies a difference that should be accepted, considered, and valued (Austin & Pisano, 2017). Office and educational environments provide opportunities for growth and excellence by providing these experiences. Neurodiversity is the individual differences of employees in benefiting from management experiences in organizational communities. Receiving correct information from the environment is a necessary condition for attention and appropriate behavior in the organizational environment. Employee progress depends on the proper functioning of the nervous system, which allows individuals to pay attention, integrate information in the brain, and achieve appropriate behavior while avoiding distracting factors. Accordingly, the present study seeks to answer this question: What is the model for managing human resource neurodiversity in the administrative environment of education in Gilan Province?
Theoretical framework
Neurodiversity
Neurodiversity refers to the concept that the cognitive characteristics of apparently impaired individuals are not necessarily deficiencies and should be recognized like any other human diversity and considered like normal behaviors. Autism, dyslexia, dyspraxia, attention deficit, and hyperactivity are considered to be among the most important categories of neurodiversity. This disorder is a subgroup of neurodevelopmental disorders that manifest with levels of inattention or hyperactivity and impulsivity in childhood and often persist throughout adolescence and adulthood (Bodrozic et al., 2018(.
Ndindeng (2024) examined the impact of inclusive neurodiversity policies on performance, employee retention, and organizational culture in the workplace. Significant improvements in employee performance, increased employee retention rates, and positive changes in organizational culture were found in workplaces with inclusive neurodiversity policies. Organizations can benefit from implementing inclusive neurodiversity policies through increased productivity, reduced turnover, and a more inclusive work environment.
Rollnik-Sadowska & Grabinska (2024) examined the management of neurodiversity in the workplace. The results indicate that neurodiversity individuals offer unique talents if appropriate management strategies are implemented. Research identified in the reviewed literature on managing neurodiversity in the workplace primarily focuses on four areas: the well-being of individuals with autism, inclusion strategies, employment challenges, and employment developments. The results indicated that more theories, methods, and context are needed to support employees with neurodiversity. Future research should develop integrated solutions to increase employment rates and reduce job turnover by utilizing theories such as self-determination theory and globally designed synergistic supervision. Integrating neurodiversity into sustainable human resource management practices can increase innovation, employee satisfaction, and organizational reputation. Continuous policy improvement is critical to long-term success and inclusiveness. 
Research Methodology
The research method is applicable in terms of its purpose, and qualitative in terms of its implementation method. The statistical population of the research includes: 1- 28 senior managers and heads of the general administration; 2- heads and deputies of cities and regions; 3- heads and deputies of the exceptional administration; 4- school counselors and career counselors; 5- human resources managers and administrative officials; and 6- administrative employees of the organization, and the sampling was carried out in a purposeful and snowball manner. The data collection tool is a semi-structured interview. The data-driven method was used to collect and analyze data. Data analysis and model design were carried out in three stages of open, axial, and selective coding. 
Research findings
MAXQDA 2020 software was used to analyze data. The results showed that 8 core codes and 33 indicators were identified from the analysis of the interviews. The findings of the study indicate that the existing recruitment processes for individuals with ADHD in the above institution face problems such as lack of sufficient awareness about the special needs of these individuals, lack of clear anti-discrimination policies, and designing unsupportive work environments. This study suggests that in order to improve the employment conditions of individuals with neurodiversity, this organization needs to review its recruitment processes and design flexible and supportive work environments.
Conclusion
The present study was conducted with the aim of presenting a model for managing neurodiversity of human resources in the administrative environment of education and training in Gilan province. The results of this study are consistent with the results of Ndindeng (2024), Rollnik-Sadowska & Grabinska (2024), Hotte-Meunier et al. (2024), Hajkarimi et al. (2023), Song et al. (2021), Yu et al. (2021), Wismans et al (2020), and Nancy & Almuth McDowall (2020). Ndindeng (2024) showed significant improvements in employee performance, increased employee retention rates, and positive changes in organizational culture in workplaces with inclusive neurodiversity policies. Organizations can benefit from implementing inclusive neurodiversity policies through increased productivity, reduced turnover, and a more inclusive work environment.
Based on the results of the study, the following suggestion was made:
- By providing psychological services and specialized counseling, the organization can prevent the negative consequences of behavioral challenges of neurodiversity employees in their work lives. In this context, holding on-the-job training courses and workshops in line with the cognitive characteristics of these individuals can increase awareness, understanding, and interaction within the organization, and in this regard, align the organization with a diversity and inclusion policy in recruiting and retaining human resources.

Abstract The main objective of the present study is to identify the factors affecting intra-organizational social capital with a grounded theory approach. This study used an interpretive and constructivist approach and grounded theory. The participants of the study included 15 employees, pilots, and flight attendants, whose sampling method was purposefully conducted. The data collection tool was a semi-structured interview, and the researcher reached theoretical saturation in the data. Grounded theory and open, axial, and selective coding were used to analyze the research data. The results of the study showed that the decrease in the organization's social capital was due to low wages and fear of layoffs due to economic crises and the possibility of another war. These problems are due to the structural conditions prevailing in the country, which has involved the airline in numerous problems due to the country's long-term exposure to sanctions and increasing inflation. Finally, the selective code of the concept of "long-term structural instability of the production of social capital of beneficiaries" was obtained. The sources of social capital of the company depend on the individual resources of the employees and their relationships on the one hand, and on the reputation of the company on the other, which has caused people to remain in the company despite the difficulties.

Abstract The aim of this study was to develop a competency-based model for skill-based and professional training in the Ministry of Health, Treatment, and Medical Education. In terms of purpose, this research was applied–developmental, and in terms of methodology, it was conducted qualitatively using thematic analysis.Data collection tools consisted of two sections: a review and exploration of the research literature in the library-based phase, and semi-structured interviews in the field phase. The participants in the field phase included faculty members in the field of education and educational managers at the Ministry of Health, Treatment, and Medical Education. Participants were selected through purposive sampling, with the criterion of having at least 10 years of experience in educational management and comprehensive familiarity with this field. Semi-structured interviews were conducted with participants until theoretical saturation was achieved.Interview data were analyzed using thematic analysis (basic, organizing, and global themes). The coding process and textual analysis of the interviews were carried out using the qualitative data analysis software MAXQDA 2018.The results indicated that the competency-based model for skill-based and professional training in the Ministry of Health, Treatment, and Medical Education consists of five dimensions and 22 components. These dimensions include: skill-based and clinical training, professional and ethical training, managerial and organizational training, individual and developmental training, and training based on emerging technologies.

Abstract Abstract The aim of this study was to identify the drivers affecting the retention of human resources in the government and non-government sectors of Sirjan County. This study is applicable-developmental in terms of its purpose, and qualitative in terms of its research method. The data collection tool consisted of two parts: a review and exploration of research literature in the library section, and semi-structured interviews in the field section. The participants in this study in the field section were human resources managers in the government and private sectors of Sirjan. Individuals, selected by a sampling method. Semi-structured interviews with participants continued until theoretical saturation. The coding and text analysis process of the interviews was carried out in MAXQDA2020 software. The research findings showed that the drivers affecting the retention of human resources in the public and private sectors include: changes in the labor market (intense competition for talent, emergence of a new generation of workers, hybrid work), changes in technology (automation and artificial intelligence, need for new skills), changes in employee values ​​(meaningfulness of work, personal development, meritocracy, work-life balance), changes in organizational structure (flat organizations, teamwork, flexibility in job roles), changes in employee expectations (development of soft skills, social responsibility, transparency and justice), psychological factors (mental health, motivation and job satisfaction, sense of belonging), economic factors (salaries and benefits, job security), organizational culture and work environment (effective and positive leadership, transparent and open communication, supportive and positive culture, diversity management, balance between organizational culture and individual culture, fairness and equality). Introduction Human resources are considered one of the most important and fundamental resources of organizations that need specialized and committed human resources to achieve their goals. Therefore, one of the most important tasks of human resource management in organizations is the task of preserving and retaining human resources (Bharath, 2023). Research shows that retaining human resources is influenced by many factors such as career development opportunities, work stress, financial and non-financial rewards, independence and autonomy, flexibility in work schedules, work-life balance, appropriateness of job roles and responsibilities, creating more responsible teams, ensuring a balance of human resource expectations with realistic job characteristics, social capital and support, human resource management practices and leadership (Jadon & Upadhyay, 2018; Matongolo et al., 2018). McKinsey's research indicates that 75% of large companies are concerned about the lack of talented and efficient people, and a Deloitte report shows that retaining these people is the top priority for 87% of human resource managers (Taghizadeh Masan et al., 2017). Today, retaining and maintaining human resources is the most difficult challenge for organizations in the public and private sectors. The movement of human resources in various fields is increasing rapidly, and the shortage of human resources in this sector in developing countries has been predicted by the World Health Organization to be 12.9 million people, which is a very high figure. Due to the shortage of skilled labor, employees expect more financial and non-financial benefits and are not willing to work under any conditions (Bharath, 2023). Despite the recognition of the importance of human resource retention in advancing the organization's goals more efficiently, very few studies have been conducted in this area, which indicates the existence of a theoretical and research gap in this subject area. Therefore, it is expected that this research, by providing a model, can pave a smooth path for the successful entry and movement of the government and non-government sectors of Sirjan and other organizations towards human resource retention. To achieve this goal, first, the theoretical foundations related to the field of human resource retention in human resource management in the government and non-government sectors were reviewed to determine what shortcomings and deficiencies there are in it. Then, considering these shortcomings and appropriate to the government and non-government sectors of Sirjan, in the research process using a qualitative method and also having the views of experts, an attempt is made to answer these questions: What are the drivers that affect the retention of human resources in the government and non-government sectors of Sirjan? Theoretical Framework Human Resources Retention With increasing competition and the expansion of human resource development methods, organizations are trying to retain and empower their talented employees (Butson et al., 2023) so that they can perform at a high level. The issue of lost human capital is a frightening and costly issue for any organization, because every organization incurs a lot of costs to train, educate, and prepare its employees to the desired level of productivity and efficiency; and by losing its human resources, it incurs the loss of skills, experiences, and capital that the organization has gained over the years. As a result, for managers of organizations seeking to retain, improve, and increase the productivity of their workforce, the issue of retention is of particular concern (Worth et al., 2003). Employee retention measures the percentage of employees who remain employed for a specified period of time. Employee retention is the process that keeps your employees in your company. Companies go to great lengths to recruit talent, and once these employees are hired, business owners must ensure that employees do not immediately leave (Phamet al., 2023). Nahid et al. (2025) conducted a study aimed at identifying mechanisms for entrepreneurial retention of human resources, encouraging organizational entrepreneurial behavior. The findings of the study showed that the entrepreneurial retention component, including six subcomponents; employee satisfaction programs, design and implementation of the entrepreneurial talent acquisition system, design and implementation of the entrepreneurial motivation system, internal communication system, entrepreneurial compensation system, and employee personal development program, can be effective in the emergence of organizational entrepreneurial behaviors. Suryani & Syamsulbahri (2024) in a study examined the dynamics and complexity of employee retention and maintaining in a public company in Jakarta, Indonesia, focusing on the impact of human resource development programs (HRDP), transformational leadership (TL), and compensation policies (CP). The results emphasize the significant positive effect of HRDP (path coefficient = 0.626, p <0.001), TL (path coefficient = 0.442, p = 0.002) and CP (path coefficient = 0.348, p = 0.003) on employee retention (ER). Validation of the measurement model ensures the reliability and validity of the constructs. The adjusted R-Square of 0.592 indicates a satisfactory fit of the model. Research Methodology The present study is classified as applicable-developmental in terms of its purpose, and a qualitative research of the content analysis type in terms of its research method. (Qualitative content analysis can be considered a research method for the subjective interpretation of the content of text data through the processes of systematic classification, coding, and theme creation or design of known patterns). After taking interviews from the participants and writing the text related to the interviews line by line, the researcher analyzed the texts; in fact, codes, concepts, and categories were identified in this method through a systematic classification process, and then the drivers affecting the retention of human resources in the government and non-government sectors of Sirjan County were identified. Research findings In this section, interviews were conducted with 18 experts and human resource management specialists. The results of the interviews showed that the components of the drivers affecting the retention of human resources in the government and non-government sectors of Sirjan County include 8 organizing themes: changes in the labor market, changes in technology, changes in employee values, changes in organizational structure, changes in employee expectations, psychological factors, economic factors, organizational culture, and the work environment. Discussion and conclusion The aim of the present study was to identify the drivers affecting the retention of human resources in the government and non-government sectors of Sirjan County. The research findings showed that the drivers affecting human resource retention include: changes in the labor market (intense competition for talent, emergence of a new generation of labor, hybrid work), changes in technology (automation and artificial intelligence, need for new skills), changes in employee values ​​(meaningfulness of work, personal development, meritocracy, work-life balance), changes in organizational structure (flat organizations, teamwork, flexibility in job roles), changes in employee expectations (soft skills development, social responsibility, transparency and fairness), psychological factors (mental health, motivation and job satisfaction, sense of belonging), economic factors (salaries and benefits, job security), organizational culture and work environment (effective and positive leadership, transparent and open communication, supportive and positive culture, diversity management, balance between organizational culture and individual culture, fairness and equality). The results of this research are somewhat consistent with the findings of Butson et al. (2023) and Suryani & Syamsulbahri (2024), which confirms the results of this research. Finally, based on the research findings, the following suggestions are made:  -Creating soft and technical skills development programs in line with technological developments (artificial intelligence, automation) and employee expectations -Implementing agile training courses (microlearning) focusing on future-oriented skills -Designing a dual career path (management/specialized) to meet the need for individual development and meritocracy -Establishing a flexible rights and benefits system such as training vouchers, health care, or targeted paid leave -Expanding the internal talent acquisition program with a focus on succession planning, and reducing dependence on the foreign market and creating a knowledge sharing platform between different generations of the workforce to transfer experiences

Abstract The aim of the current research is to design the model of elementary teachers' insight in online education based on the data-based theory. The statistical population of the research includes elites and experts in the field of curriculum planning and educational management, and the sampling was done using the purposeful snowball sampling method. A semi-structured interview was conducted with a total of 16 experts and the researcher reached theoretical saturation in the data. Strauss-Corbin analysis method was used to analyze the obtained data. After the open, central and selective coding stage, the mentioned model was paradigmatically divided into 5 dimensions of causal conditions, contextual conditions, strategies, intervening conditions, consequences; and was formed including 17 component; and its result has been identified in causal conditions, attention to continuous educational discipline in the field of online education, the existence of interaction between classmates and the teacher, commitment to online education and communication. The category of online education path has been extracted in the section of strategies; the realization of cognitive goals has been extracted in the section of program-oriented concepts and dynamic planning items; and opportunism of online education, transparency in the acquisition of professional skills, and technology-oriented education have been extracted in the section of contextual conditions in the educational concept; the technical adaptability of schools and the ability to plan online education have been extracted in the concept of knowledge of resources and equipment; and strengthening self-efficacy, strengthening professional self-monitoring have been extracted in the topic of consequences in the scientific and technical category and the cognitive concept of understanding timely thinking in decision-making. Extended abstract IntroductionThe main expression of this change was a comprehensive and immediate transition to simultaneous distance online teaching and learning. This transition also required the rapid development of new models and strategies for effective distance teaching and learning. Due to the speed and comprehensiveness of the transition, in most cases, decision makers did not have enough time and resources to establish regular implementation processes, and many stakeholders - especially teachers - were only partially involved in this process. As a result, teachers had to switch to online teaching without adequate preparation, which harmed the quality of implementation (Aditya, 2023).However, there is a need for a more systematic exploration of the positive and negative experiences of teachers' perspectives as well as the factors associated with these experiences in online education. It is important to find answers to the questions of whether teachers' perceptions of online education are aligned with existing scientific frameworks (i.e., what online education should look like to be effective) and whether there are differences between how teachers perceive online education.. Therefore, this problem prompted the researcher to answer this basic question: what model can be presented as an insight of elementary teachers in online education with the data-based method?  Theoretical Framework Online education is a wide range of application software and technological teaching methods, including computer-based education, web-based education, virtual classrooms, etc. Electronic education is introduced by means of computers through electronic media, internet, web, organized networks such as extranet and intranet and satellite broadcasting, disc and audio tapes in online education. (Alenezi et al., 2022).  Liu Tiezhu, Oubibi Mohamed, Yueliang Zhou, and Antony Fute (2023) conducted a research titled "Research on online teacher training based on gamification design: survey analysis of primary and secondary school teachers". The results of the research have shown that the scientific path of education in the world has gradually pushed the teacher towards distance education. But the most obvious performance of the participants in the network training is the lack of motivation and enthusiasm for participation, and the participants participate in the training with the mentality of dealing with problems. Evaluation and educational effect is naturally not very good. At this point, the concept of gamification learning has become popular. Gamification applies game thinking and mechanics to non-game areas to drive user interaction and usage. Based on Professor Kevin Werbach's gamification design framework, this study developed a case study of gamification for online teacher education implemented in a professional development program for elementary and middle school teachers in Zhejiang Province, China. Research Methodology In this research, the data-based theorizing strategy is qualitative. This method is a systematic attempt to extract "theory" from "data". The data-based method uses coding as a basic method to identify; in this way, a hypothesis becomes a theory from multiple data in research sources and in the evolution of signs. In the current research, a systematic approach is used. This approach inductively uses a systematic set of procedures to develop a hypothesis in relation to a phenomenon. The statistical population of the research includes academic and educational management and curriculum experts who were selected through targeted and available sampling. In this study, interviews were conducted with 16 experts.   Research findings Data analysis was done using MAXQDA software. Based on the obtained results and according to the qualitative analysis, a total of 17 components and 95 indicators have been identified and confirmed. The individual dimension includes (mental states, communication, knowledge development); educational dimension includes (management skills, educational atmosphere, informal program); and managerial dimension includes (professional knowledge of management, professional attitude, professional skills). School-based management had a favorable situation in all the indicators mentioned in the evaluation. In this research, a model was drawn based on theoretical foundations, opinions of experts and the statistical community, which had good validity.  Conclusion In the teachers' insight, attention has been paid to the fact that the opportunity to meet and interact between them and students has been denied. The most important infrastructure weakness in online education is the lack of experience of teachers in the field of educational technology. Therefore, the acquisition of technological communication skills can be strengthened by increasing the experience and technical knowledge of teachers, and students naturally pay attention to educational discipline due to the lack of physical presence of teachers. The findings of this research are in line with the researches of Carrillo et al., (2023) and Scherer et al., (2021) in recognizing the elements of causal conditions in online education. In the social dimension and in the social communication, the items of social image, knowledge of social networks, participation and strengthening the spirit of teamwork in the field of online education, and in the section of the common goals, the item of strengthening the spirit of teamwork in the field of online education, systemic perspective and social adaptability have been identified in the crisis of online education. In the technical dimension in causal conditions, the acceptance of technology includes the perception of the usefulness of online education; and in the organizational dimension and in the department of support policies, the objects of spiritual support of educational managers, the reward and promotion mechanism, and the strengthening of the e-learning system have been specified.

Abstract The aim of the current research is to analyze the indicators of choosing the appropriate teaching method for teaching the principles of accounting (1) in a meta-composite method. According to its purpose, the research method is applicable, and in terms of execution method, it is qualitative, and in a meta-composite method. The statistical population of this research includes 9 experts and professors in the field of accounting education. By analyzing previous studies and extracting the effective dimensions, the MAXQDA 2018 software was used to code the categories, which were categorized into 8 core categories and 39 open codes, then using the fuzzy screening method and with the participation of experts and professors, the importance of each category was determined. The results showed that out of the 39 categories extracted in the meta-combination stage, 21 categories are very important from the experts' point of view. Also, the prioritization of the categories showed that the indicators of teaching time and knowledge or scientific qualification of the professor are criteria with the highest level of importance for choosing a suitable teaching method for teaching accounting principles (1). The findings show that in order to choose a suitable teaching method for teaching accounting principles (1), professors and lecturers in the field of accounting education should pay attention to the indicators that affect the selection of the appropriate teaching method and take into account the important role of the mentioned indicators; and improve students' learning and performance by choosing appropriate teaching methods,. Extended abstract Introduction Higher education is crucial for knowledge-based economies and globalization. Countries that neglected higher education in the past are paying a heavy price in terms of the decline of the intellectual community. According to a World Bank report, economies that pay less attention to higher education will never benefit from a knowledge-based economy (Fatima, 2018). Otunga & Nyandusi (2011) believe that teachers should use teaching methods that allow learners to participate in learning. They also argue that learning is best when learners are engaged, and that teachers should do everything possible to make teaching and learning interactive. In other words, teachers should use the appropriate educational and learning content and allow students to interact with the educational and learning content, so that effective learning is achieved; therefore, the teacher should be able to use appropriate teaching methods according to the conditions. However, teaching science is a difficult task, especially in classrooms that are not adequately equipped, and the teacher has limited teaching resources (Twumasi, 2020). Commission for Change in Accounting Education (1992) emphasized the importance of the introductory accounting course as the cornerstone of success in subsequent courses. In part of the objectives of the course, the commission refers to the understanding of the basic concepts of accounting and the elements of financial statements and recommends that the introductory accounting courses be taught by the best lecturers of the faculties, and that students should be active in the learning process and not just passive recipients of information. Such an emphasis on the importance of accounting introductory courses and making it attractive can also be seen in the final report of the Future Perspectives Commission (Spiceland et al, 2015). Therefore, the researcher is trying to answer the main question: what are the indicators of choosing the appropriate teaching method for the teaching of accounting principles (1) with the meta-composition method. Theoretical Framework Teaching Teaching is the art of liberating the learner's inherent potential and includes three elements: learner, content, and teacher. In teaching and learning, these elements interact with each other and methods bring them together at any time of teaching and learning. The ability to do this requires choosing the most appropriate strategy that ensures optimal absorption of the educational content by the provider. However, two main approaches; teacher-centered and student-centered teaching depends on classroom interaction and the choice of different methods by which students can learn science (Duruji et al, 2014). As a result of the era of globalization and postmodernism, the efforts of higher education institutions to maintain resource centers in order to make it possible to maintain educational resources to meet the accreditation standard of educational programs should be mentioned. Teaching aids enable the teacher to do his job well and help learners to learn selectively (Eliasu et al, 2016). Again, other studies show that the quality of resources, physical facilities and human resources affect the quality of teaching and learning. This shows that identifying a suitable teaching method is essential for quality education. The quality of education is mostly measured by the performance of learners or students. This shows that in order to ensure a quality education, it is almost inevitable to emphasize the use of appropriate teaching methods. Also, since the educational system is more committed to entrepreneurship and skill-based learning, it becomes necessary to use appropriate teaching methods that enable students to adopt practical skills (Memory Queensoap, 2020). Mohammadpor (2020) conducted a research entitled "New accounting teaching methods" with the aim of introducing new teaching methods; the results of his research show that accounting education should first teach accounting knowledge and theory, and then teach technical skills, and this requires the creation of extensive relationships between education officials, entrepreneurs and learners, as well as creating a competitive environment that enables accounting graduates to innovate and transfer acquired knowledge and skills. Zeinali et al, (2020) conducted a research titled "The role of new educational methods in the interactive relationship between teachers and students" among 40 experts who had at least 5 years of experience in teaching students. The results of their research show that traditional teaching methods do not play a role in the interactive communication of teachers and students, but modern teaching methods play a role in the interactive communication of teachers and students, and the obstacles of modern teaching methods play a role in the interactive communication of teachers and students. Research methodology According to its purpose, the research method is applicable, and in terms of execution method, it is qualitative, and in a meta-composite method. The statistical population of this research includes 9 experts and professors in the field of accounting education. Research findings By analyzing previous studies and extracting the effective dimensions from the MAXQDA 2018 software, it was used to code the categories, and the categories were categorized into 8 core categories and 39 open codes, then using the fuzzy screening method and with the participation of experts and professors, the importance of each category was determined. The results showed that out of the 39 categories extracted in the meta-composition stage, 21 categories are very important from the experts' point of view. Also, the prioritization of the categories showed that the indicators of teaching time and knowledge or scientific qualification of the professor are criteria with the highest level of importance for choosing a suitable teaching method for teaching accounting principles (1). The findings show that in order to choose a suitable teaching method for teaching accounting principles (1), professors and lecturers in the field of accounting education should pay attention to the indicators that affect the selection of the appropriate teaching method and take into account the important role of the mentioned indicators; and improve students' learning and performance by choosing appropriate teaching methods. Conclusion The current research was conducted with the aim of analyzing the indicators of choosing the appropriate teaching method for teaching accounting principles (1) using a meta-composite method. The results of this research are in accordance with the research results of Mohammadpor (2020), Zeinali et al, (2020), Piri Sagharloo et al, (2021), Rahmanian koushkaki et al, (2021), Rajeevan (2019), sarea et al, (2021), Nghiem-Phu & Nguyen (2021), and Amesi et al, (2023). In general, the results show that according to the analysis of the identified dimensions and indicators to choose a suitable teaching method for teaching accounting principles (1), the selection of a suitable teaching method should be done according to the identified indicators and the selected method should have the highest benefit from the identified indicators in the relevant educational situation. According to research of Cheruiyot (2019), experience is not an attribute that can be acquired immediately. Proper training is a basic requirement and experience will be gained over time. Experience is thought to be the "best teacher" in teaching; therefore, in examining the effectiveness of teaching, the variable of teaching experience should be revealed. In addition, experience affects the teaching style, so that one gradually becomes more and more self-confident. When comparing experienced and inexperienced classroom teachers, there are differences in instructional and other aspects of classroom work (Cheruiyot, 2019). According to the results of the present research, it is suggested that the following research should be considered in the field of accounting education: - Providing a comprehensive and appropriate model for teaching accounting courses - Identifying appropriate and practical teaching methods for teaching each of the accounting courses with an applicable approach. It is emphasized that the authors are required to declare any conflict of financial or organizational interests and the measures taken to control and manage it, in order to maintain transparency and reliability in scientific research. In the end, gratitude is expressed to all the people and organizations that played a role in conducting this research and preparing the article.

Abstract The purpose of this research is to provide a model of factors affecting the resilience of entrepreneurial behavior in Alborz Technical and Vocational University. According to its purpose, the research method is applicable, and in terms of implementation, it is qualitative, of thematic analysis type. The statistical population of the research includes 12 participants who are experts and professors of entrepreneurship. Sampling was done in a purposeful and snowball way. A semi-structured interview was used to collect information and the interviews continued until reaching theoretical saturation. For analysis, open and axial and selective coding through MAXQDA software was used. The results of the research showed that the central phenomenon of the resilience of entrepreneurial behavior in the university has four dimensions: environmental drivers, development factors, environmental barriers, and limiting factors. Financial and legal strategy, operational strategy, international strategy, and policy making strategy is needed to increase the resilience of entrepreneurial behavior in the university, which leads to economic, scientific and cultural consequences at the level of the country. Financial and economic fields, appropriate support and policies in a changing environment, and an intense competitive environment help the resilience strategies of entrepreneurial behavior in the university to be operationalized under suitable situation. In this field, there are scientific, human, managerial, legal, structural, and financial obstacles that, by identifying and solving them, the improvement of the resilience dimensions of entrepreneurial behavior in the university and basic strategies can be maintained.
Extended abstract
Introduction
The modern era is associated with a dynamic and complex environment and extensive changes in the scientific, economic, and social fields; and the business environment is constantly changing and full of risk (Chitsazan et al, 2018). Meanwhile, change management to adapt to an uncertain future, as an important challenge, requires basic infrastructures (Talari et al, 2021). In this regard, communication and information, as well as human power and their intellectual resources are the most important factors of competitive advantage in this situation. Undoubtedly, entrepreneurs are important in the economic development of countries by using creativity and internal initiative. Entrepreneurship is an interdisciplinary topic discussed in various fields such as psychology, sociology, economics, and management (Ebrahimi, 2018). Although entrepreneurs are known as people who are enthusiastic and interested in their jobs, they are always exposed to negative emotional states such as anxiety, fear and stress which, in turn, affects their entrepreneurship and opportunity recognition, decision-making, and creativity (Bulmash, 2016). This indicates that entrepreneurs face many threats and obstacles in the path of job creation. These obstacles cause disruption (Ghanbari et al, 2017) and ultimately accelerate entrepreneurial failure. This is a point that considers the individual resilience of the entrepreneur to be important in facing these factors (Vermziari & Imani, 2018). Resilience is one of the personality traits of entrepreneurs, and it is known as emotional and cognitive ability for entrepreneurs. Also, it is the driver of entrepreneurial performance or success that helps the entrepreneur to resist internal and external shocks. Entrepreneurial resilience refers to the ability of entrepreneurs to continue their future plans despite unstable events, market problems, and life conditions. This feature enables entrepreneurs to reduce the harmful effects of unexpected events, overcome it, and search for better situations (Fatoki, 2018). Theoretically, entrepreneurial resilience is related to the psychological trait theory based on the entrepreneur's personality traits and the attribution theory. Trait theory argues that entrepreneurs have their own personality traits, and entrepreneurial resilience is also dependent on personality traits. According to the attribution theory, entrepreneurial success or failure can be attributed to three dimensions. These items are the source of causality, stability, and controllability. Entrepreneurs may evaluate the outcome of events within or outside of their personal control. They attribute the tendency to succeed as well as not to succeed only to themselves and their actions (Rezai Moghadam & Masoumi, 2018).
Therefore, the current research seeks to answer the question: what is the model of factors affecting the resilience of entrepreneurial behavior in Alborz Technical and Vocational University?
Theoretical Framework
Entrepreneurship
Organizational entrepreneurship can be developed by delegating responsibility to employees to prepare budgets appropriate to their tasks, or by managing their departments as independent self-governing units (Cantino et al, 2017). Organizational entrepreneurship focuses on initiative and entrepreneurial spirit. An executive with an entrepreneurial spirit behaves as if he owns the company. This spirit leads to the desire to take more risks, understand how the market works, get rid of bureaucratic diseases, desire to do innovative activities, and emotional commitment to the organization (Davali et al, 2022).
Resilience
Resilience is one of the main structures of the positive psychology approach. In recent years, this approach with the slogan of paying attention to human talents and abilities (instead of dealing with disorders and anomalies) has been noticed by researchers, and includes different concepts. Resilience in the word means having a springy state and a reversible state; and in the psychological sense, it explains how people deal with unexpected situations and show stubbornness in the face of stress and unfortunate conditions. (Arce & Hitchcock, 2019).
Zare davijani et al, (2023) investigated the identification of factors affecting the weakening of entrepreneurship in university graduates of Payam Noor universities in Tehran province. The output of the research is to emphasize the strengthening of four variables, including the individual and personal capabilities and qualifications of the graduates, strengthening the educational elements related to the development of entrepreneurship in the university, strengthening the government's support conditions (facilitation, support, and encouragement), and finally intervention in the six environments effective on university entrepreneurship.
Heydary et al, (2023) studied the design of a model of resilience in government organizations of Kermanshah province. The results indicate that the causal factors include; Individual, group, and organizational factors. Also, the environment platform includes; the role of the government, political and economic factors, and electronic platforms. The consequences also indicate the continuity and progress of the organization. The results of the structural equations also showed that the resilience model has a favorable fit in government organizations.
Research methodology
According to its purpose, the research method is applicable, and in terms of implementation, it is qualitative, of thematic analysis type. The statistical population of the research includes 12 participants who are experts and professors of entrepreneurship. Sampling was done in a purposeful and snowball way. A semi-structured interview was used to collect information and the interviews continued until reaching theoretical saturation.
Research findings
For analysis, open and axial and selective coding through MAXQDA software was used. The results of the research showed that the central phenomenon of the resilience of entrepreneurial behavior in the university has four dimensions: environmental drivers, development factors, environmental barriers, and limiting factors. Financial and legal strategy, operational strategy, international strategy, and policy making strategy is needed to increase the resilience of entrepreneurial behavior in the university, which leads to economic, scientific and cultural consequences at the level of the country. Financial and economic fields, appropriate support and policies in a changing environment, and an intense competitive environment help the resilience strategies of entrepreneurial behavior in the university to be operationalized under suitable situation. In this field, there are scientific, human, managerial, legal, structural, and financial obstacles that, by identifying and solving them, the improvement of the resilience dimensions of entrepreneurial behavior in the university and basic strategies can be maintained.
Conclusion
The current research has been conducted with the aim of providing a model of factors affecting the resilience of entrepreneurial behavior in Technical and Vocational University of Alborz province. The results of this research is in agreement with the results of Zare davijani et al, (2023), Heydary et al, (2023), Karimi et al, (2022), Fernandez et al, (2022), Buruj Ali (2022), Khodaparast et al, (2022), Tabares et al, (2021), Nazari et al, (2020), Badzaban et al, (2020), Towers et al, (2020), Hasani et al, (2019), Al-Haddad et al, (2019), and Osborne & Gaebler (2018). Fernandez et al, (2022) examined entrepreneurial resilience: a case study on university students. The results show that resilience is built through intrapersonal and extrapersonal processes. These processes form a set of strategic dimensions related to entrepreneurial behavior applied to build personal projects.
According to the results of the research, the following suggestions were presented:
For the financial and legal strategy; solutions such as awareness of national and regional laws, taking advantage of protective laws, adapting laws and regulations, and budgetary and financial support are suggested. For the operational strategy; solutions such as research prioritization, entrepreneurship education planning, creation of science and technology parks, creation of growth centers, creation of learning network, creation of multinational companies and institutions, creation of technology transfer networks, creation of regional and international academic entrepreneurship networks, creation of industry and university liaison offices, creation of government and university networks, creation of entrepreneurial networks and institutional cooperation between them, educational and research and innovation institutions.
 

Abstract Abstract The aim of this study is to present a model for optimal selecting the characteristics of policy laboratories in the country's executive management. The research method is applicable in terms of its purpose; qualitative in terms of implementation, of content analysis type; and descriptive-exploratory research in terms of nature; and its main strategy is a comparative study of various policy laboratories suitable for the executive management of the country of the Islamic Republic of Iran. The research elite community included 16 managers, policymakers, and researchers in the field of policymaking and policy with expertise related to the policy laboratory, researchers/faculty members active in the field of management and policymaking, leaders, theorists, and policy laboratory practitioners/activists in the field of public policy. They were referred to purposefully, using the snowball method; and the interviews continued until theoretical saturation was achieved. To collect data, semi-structured interviews were conducted using thematic analysis method, and MAXqda 2020 software was used to carry out the analysis process after open and axial coding. The results indicated that a total of 95 basic codes, 15 organizing themes, and 5 overarching themes were identified and extracted. In addition to identifying four basic approaches of the living laboratory, the results of the present study, consider data-based policymaking, behavioral insights and the serious game approach, the structure of the policy laboratory for executive management in a decentralized (divergent) manner and with active participation in various fields, considering the diversity of topics. Introduction In today's world, the speed of developments is increasing at a stunning rate, so the traditional policymaking mechanism of the past does not respond to today's conditions, and any mistake or delay in decision-making will cause irreparable damage to society. This has prompted policymakers in developed countries to take advantage of new possibilities. A policy refers to decisions and resolutions that determine the course of government action and include the stages of formulation, implementation, and evaluation (Kern & Rogge, 2018). These policies can have many positive and negative effects at the organizational and societal levels, the dimensions of which far exceed initial expectations and predictions, and may last for years and even generations (Jordan & Huitema, 2014). Policymaking is a complex and challenging process that deals with a variety of problems, issues, challenges, and target communities (Momen Kashani et al, 2020). The areas of expertise to be tested are also numerous and diverse, and different expert groups are needed for each. The point is that policymaking should be free from trial and error and focused on confronting issues wisely. Therefore, an experimental approach to policy-making is essential. Policy labs can be categorized according to the strategy of the lab, the organization of the lab, and the scientific discipline of the experts working in it (Haelg et al, 2019). The design logic of the lab is defined by necessity. Sometimes a large, comprehensive, and multidisciplinary lab is used, and sometimes temporary groups of experimenters can be used. On the other hand, policy labs can be divided into several types (McGann et al, 2017), labs with different capacities to address public problems and issues in different areas of society (Svensson, 2020). Today, with the rapid and extensive progress of science and technology, it is essential that all processes are re-examined and, while anticipating, before any action, or simultaneously with them, plans or resolutions are allowed to be tested. In order to implement the review, re-engineering issues and drawing them in a laboratory manner seems important in the current situation (Mankongsujarit, 2019). Given the failure of many policies that have been adopted, implemented and experienced in the past; avoiding the trial and error method emphasizes the necessity of establishing a policy laboratory in the government, which is essential to prevent inappropriate output and implementation, and conversely, its correct and effective implementation. In order to become familiar with the characteristics of the policy laboratory and benefit from the privilege of its existence, this research has attempted to achieve a balanced model for creating a suitable policy laboratory for the executive branch, while conducting a comparative study of policy laboratories in other countries. Accordingly, the present study seeks to answer this question: What is the optimal selected model of the policy laboratory coordinates suitable for the country's executive management? Theoretical Framework Policy Lab A policy is a set of purposeful actions taken by an actor or set of actors to address a problem or issue of interest (Gofen & Golan, 2020). Policy labs are established with the aim of diagnosing and improving governance to identify why, where, and how each specific policy case occurred (Pourreezzat, 2021). Policy labs employ a wide range of tools, including stakeholder and policymaker meetings, research and data collection, workshops, and other innovative methods and tools, to generate the best ideas for desirable policy. The entry of policy laboratories into the design and policy-making process is not limited to a specific stage and can be entered at any stage of the policy-making process. In the research and problem identification stage, options are tested and reviewed, such as creating and visualizing policies and public programs. Borhani et al, (2022) examined the use of a qualitative meta-synthesis approach to present a policy laboratory design model. The results showed that the policy laboratory design model was presented in the form of 8 main categories including policy problem identification, policy laboratory staff, policy laboratory stakeholders, the role of the policy laboratory in government, policy laboratory programs, policy laboratory location, policy laboratory physical space, and expected policy laboratory output. Therefore, in order to identify the problems of society, policy laboratories should be established with the presence of policy experts as well as stakeholders in different areas of the country with appropriate facilities and physical space, which can identify the problems of society with proper planning, find solutions to these problems in cooperation with different research groups, and implement the explained policies in cooperation with the government and the sovereignty. "Policy Laboratories: Concepts, Tools, and Applications" is the title of a book about the policy laboratory written by Ghazi Nuri et al, (2021). This book emphasizes small-scale experiments conducted to collect feedback and reduce the costs of failure, and compares the similarities and differences of these laboratories globally with the aim of designing methods to inform policymakers. Research Methodology The research method is applicable in terms of its purpose; qualitative in terms of implementation, of content analysis type; and descriptive-exploratory research in terms of nature; and its main strategy is a comparative study of various policy laboratories suitable for the executive management of the country of the Islamic Republic of Iran. The research elite community included 16 managers, policymakers, and researchers in the field of policymaking and policy with expertise related to the policy laboratory, researchers/faculty members active in the field of management and policymaking, leaders, theorists, and policy laboratory practitioners/activists in the field of public policy. They were referred to purposefully, using the snowball method; and the interviews continued until theoretical saturation was achieved. Semi-structured interviews were used to collect data. Research findings Thematic analysis method was used to analyze the findings and MAXqda 2020 software was used to implement the analysis process after open and axial coding. The results indicated that a total of 95 basic codes, 15 organizing themes, and 5 overarching themes were identified and extracted. In addition to identifying four basic approaches of the living laboratory, the results of the present study, consider data-based policymaking, behavioral insights and the serious game approach, the structure of the policy laboratory for executive management in a decentralized (divergent) manner and with active participation in various fields, considering the diversity of topics. Conclusion The present study was conducted with the aim of providing a model for optimal selecting the coordinates of the policy laboratory in the country's executive management. The results of this study are consistent with the results of Borhani et al, (2022), Pourezzat (2021), Etebariyan & Keshvariyan Azad (2019), Gheysari et al, (2019), and Mohammadi Fateh et al, (2017). Borhani et al, (2022) showed that the policy laboratory design model is presented in the form of 8 main categories including policy problem identification, policy laboratory staff, policy laboratory stakeholders, policy laboratory role in government, policy laboratory programs, policy laboratory location, policy laboratory physical space, and expected policy laboratory output. Therefore, in order to identify the problems of society, policy laboratories should be established with the presence of policy experts and stakeholders in different areas of the country with appropriate facilities and physical space, which can identify the problems of society with proper planning, find solutions to these problems in cooperation with different research groups, and implement the explained policies in cooperation with the government. According to the results of the research, the following suggestions were made: In the first step, the selection of policy areas depends on the prioritization of government organizations and consideration of the issues of the target community and the way of enacting laws. Therefore, various agencies should activate the policy sub-laboratory appropriate for themselves, under a central laboratory, with different scientific and practical expertise.

Abstract The purpose of the current research is to design a professional development model for technical and professional art students in order to teach entrepreneurship in conservatories. The research method is developmental according to its purpose, and qualitative in terms of implementation. The statistical population includes 24 experts and informants, selected by purposeful and snowball sampling. The studied community includes 1) theoretical foundations of formal and public education in the Islamic Republic of Iran; 2) National curriculum; 3) the objectives of the secondary education course; and 4) the description of the duties of the technical and professional course students. Data collection tools include semi-structured interviews. Data analysis using qualitative content analysis method is of inductive type. To validate the findings, the four criteria of "reliability", "credibility", "verifiability" and "transferability" of qualitative studies have been used. In the analysis of the findings, 191 "open codes" were identified, and by classifying them, the components of the model include the philosophy and why of professional development, approach and direction, principles, goals, levels, the role of art students, qualifications, processes, obstacles, and consequences were identified as the main elements of the model. The results of the current research can be used by the Ministry of Education and Culture in policies related to the empowerment of art students in order to promote entrepreneurship education in conservatories; and recommendations and guidelines provided in the template can be used at the levels of general administrations, management of educational districts and schools.
Extended abstract
Introduction
In fact, human development is the concept of development, expansion of human beings, empowerment of the scope of opportunities, and benefiting from freedom; which leads to the preservation of human ideals and values. The improvement of the human development index represents the empowerment of people to achieve the goal of improving their living standards, which is achieved through the use of human capabilities (Montazeri & Renani, 2022). In this regard, the educational system as a sensitive and important social system has a special position and it will be able to perform its important task efficiently provided that it has the right human resources and has a healthy and dynamic organization (Tayarzadeh et al., 2021).
In this regard, education and training, as the largest organization in charge of the human resources of the country's labor market plays a vital role in reducing the country's unemployment rate, with features such as wide and appropriate educational coverage, having the forthcoming generation at the right age to learn principles and concepts, and train human resources before entering the labor market. In fact, by providing the necessary training at the right time, in addition to transferring information and concepts of entrepreneurship to students, education provides the basis for the growth of many characteristics and necessary skills of entrepreneurship in them. In the meantime, in addition to the stage of realizing entrepreneurship as a "good idea" in order to realize the potential abilities of entrepreneurs, the necessary training should be provided, so that students have the necessary knowledge and skills to establish activities in the form of entrepreneurship in a systematic way (Arefi et al, 2010). Based on this, entrepreneurship education with the aim of increasing entrepreneurial activities in schools to students should be done within the framework of the unique cultural and social context of each region (Lee & Peterson, 2000). Therefore, the current research, understanding the importance of this issue and the existence of a clear research gap in this field, has tried to answer the question: "what are the elements and characteristics of the ideal model of professional development of technical and professional art students in order to teach entrepreneurship in conservatories?"
Theoretical Framework
Professional development
 Professional development includes any activity designed to improve knowledge, skills, and attitudes. In other words, the professional development of teachers is composed of natural learning experiences, and conscious and designed direct and indirect activities, which are useful for each and every student, special groups, and even the whole school; and finally the conducted activities lead to the improvement of educational quality (Kalantari Khandani & Farrokhi, 2016).
 
Entrepreneurship and its education
Entrepreneurship training is a type of training that is used for people to develop entrepreneurial characteristics, and is well followed by support services for successful business implementation, and it can be said that entrepreneurship training seeks to create knowledge, skill, and motivation in students to encourage entrepreneurship in different fields (Ekankumo & Kemebaradikumo, 2011).
Sims (2023) under the title of effective teacher professional development, conducted according to the new theory and meta-analytical test. As a result, researchers are not in the way of advice for those tasked with designing or implementing better PD. The research is trying to solve this problem by creating a new theory of effective PD based on a combination of active causal components that aims to develop teachers' insights, goals, techniques, and practice.
Zare davijani et al, (2023) examined the purpose of the present study to identify the factors affecting entrepreneurship in university graduates of Payam Noor universities in Tehran province. The output of the research is to emphasize the strengthening of four variables, including the individual and personal capabilities and qualifications of the graduates, strengthening the educational elements related to the development of entrepreneurship in the university, strengthening the government's support conditions (facilitation, support, and encouragement), and finally intervention in the six environments effective on academic entrepreneurship.
Research methodology
The research method is developmental according to its purpose, and qualitative in terms of implementation. The statistical population includes 24 experts and informants, selected by purposeful and snowball sampling. The studied community includes 1) theoretical foundations of formal and public education in the Islamic Republic of Iran; 2) National curriculum; 3) the objectives of the secondary education course; and 4) the description of the duties of the technical and professional course students. Data collection tools include semi-structured interviews.
 
Research findings
Data analysis using qualitative content analysis method is of inductive type. To validate the findings, the four criteria of "reliability", "credibility", "verifiability" and "transferability" of qualitative studies have been used. In the analysis of the findings, 191 "open codes" were identified, and by classifying them, the components of the model include the philosophy and why of professional development, approach and direction, principles, goals, levels, the role of art students, qualifications, processes, obstacles, and consequences were identified as the main elements of the model. The results of the current research can be used by the Ministry of Education and Culture in policies related to the empowerment of art students in order to promote entrepreneurship education in conservatories; and recommendations and guidelines provided in the template can be used at the levels of general administrations, management of educational districts and schools.
Conclusion
The current research was conducted with the aim of designing a professional development model for technical and professional art students in order to teach entrepreneurship in conservatories. The findings of this research is aligned with the results of Sims (2023), Zare davijani et al, (2023), Singha Kumar (2022), Jeddi Gargari et al, (2021), Rezayi et al, (2020), Mortazanejad (2018), Darling-Hamond et al, (2017), Juza (2016), and Taheri et al, (2013). Rezayi et al, (2020) showed, with the title of "Identifying the barriers to entrepreneurship education in Kermanshah schools", that the lack of interest and motivation to study, the weak scientific foundation of students in the associate branch, the lack of connection between science and industry in technical and vocational branches and associate brunch, the poor physical condition of conservatories, the use of non-specialist art students in entrepreneurship education, the use of inappropriate teaching methods, the allocation of low budgets to technical and technical and vocational branches and associate branches, the low quantity and quality of educational equipment and facilities are some of the major problems and obstacles in the development of entrepreneurial knowledge and skills
According to the results of the research, it is suggested that regarding the research model, which is a conceptual model, it has many considerations in policy making and planning for those involved in the professional development of art students, which can be noticed at different levels of education management.

Abstract The aim of the current research was to design the competency model related to ambidextrous leadership in social systems; It should be noted that the current research is applied in terms of its purpose, the qualitative research approach and the research method are meta synthesis. To conduct this research, the seven stages of Sandelovski and Barso (2007), which have the necessary comprehensiveness, were used. In order to ensure and validate the search process and achieve the research findings, the expert team consisting of four educational management specialists formed the members of the research meta synthesis team. The sources of research data collection were the existing articles and texts about ambidextrous leadership from 2010 to 2023.The findings of this research showed that the model of ambidextrous leadership competencies includes 32 basic themes in 9 organizing themes with the titles: 1. "Individual competencies";   2. "Communication skills"; 3. "Professional-management skills";       4. "participatory management skills"; 5. "Planning skill and strategic thinking"; 6. "Ability to lead change"; 7. "Inclination to increase knowledge"; 8. "The ability to respond to the environment while paying attention to internal coherence"; 9. "The ability to apply contingency management". It should be noted that the output of this research can be provided to the managers and planners of organizational development in order to consciously develop the capabilities and skills of managers at different organizational levels, knowing the factors that influence ambidextrous leadership competencies. Extended abstract Introduction In the last century, various organizations have experienced amazing changes in their processes and areas of activity. The key mission of organizations, which until the 1960s was to expand the scale of production and focus on the quantity of organizational output, turned to increasing the quality of products and services as well as reducing costs. In this era, the managers of the organization tried to make maximum use of the internal resources and assets of the organization and always improve the productivity and efficiency of their organization. But in the 1990s, with the expansion of the competitive environment between organizations, it became clear to the managers of the organization that in a competitive world, only focusing on productivity and efficiency is not enough to maintain the competitive advantage and also the survival of the organization in the long term; Rather, the flexibility and ability to respond to changes and environmental expectations, as well as paying attention to components such as agility, the capacity to change strategic focus and quick and timely response to the evolving and changing environment, as basic axioms for survival and improving the performance of organizations. They play a key role. Accordingly, in the current world, the ability to discover new and innovative ways to create value has become one of the main axes of the strategic thinking of organization leaders (Gastaldi, Lessanibahri, Tedaldi & Miragliotta, 2022). On the other hand, organizations today are facing the fourth industrial revolution, which the complexity of physical and digital realities has created and expanded a complex and unique competitive environment for organizational activity. (Culot, Nassimbeni, Orzes & Sartor, 2022). In this situation, organizations are under pressure to be efficient in the short term and have a competitive performance, but also to be flexible in the long term and operate with an innovative approach; In other words, organizations must be ambidextrous (Derbyshire, 2014). According to March (March, 1991), duality includes exploitation (managing the current position and resources of the organization) and exploration (adapting to environmental changes and continuous innovation); Ambivalence is the ability of an organization in two dimensions of exploration and exploitation in order to increase its competitive power in complex and changing environments, which requires durability and survival, flexibility, development and maintenance of competitive advantage and exploration of potential opportunities in the environment. (Mom, Chang, Cholakova & Jansen, 2019). In fact, expectations and environmental developments are the factors of pressure on organizations in the direction of moving towards bilateral development; In addition to being completely superior in their current operations and improving their functional areas both in terms of quantity and quality, they also strive to innovate and discover new opportunities (Herzallah, Gutierrez-Gutierrez & Rosas, 2017). Therefore, the existence of ambidextrous leaders who can improve the two basic aspects of improving the organization's performance in the current world, i.e. exploitation and exploration, with competence and acquiring the necessary skills, is considered a competitive advantage and a key factor for success in organizations; By considering the environmental dynamics as well as the internal requirements of the organization, ambidextrous leaders establish a smart balance between the two dimensions of exploitation and exploration; Because they believe that the relationship between leadership behavior and the performance of the organization is not a linear and formulated relationship that works in every situation, but the conscious movement of the organization between construction and innovation, guarantees adaptation to the environment and as a result, improves the performance of the organization (Rosing, Frese & Bausch, 2011). Therefore, knowing the characteristics and competences of ambidextrous leaders is considered a vital necessity to guide the organization in dynamic and changing interactive environments. Therefore, in the present study, an attempt was made to study the available sources and texts about the competencies of ambidextrous leaders, the components related to Ambivalent leadership should be identified and investigated. The output of this work can provide useful information to managers and organizational development planners in order to improve the leadership skills of managers according to organizational and environmental requirements. Theoretical framework Organizational ambidexterity refers to the ability of an organization to simultaneously pay attention to exploration and exploitation; The exploitation aspect means that an organization is cultivating the potentials and capacities that it currently and from the past; However, the exploration aspect deals with the creation of innovation, knowledge and the discovery and use of new resources and capabilities (Stokes, Moore, Moss, Mathews, Smith & Liu, 2015). In the new approaches, it is suggested that the ability to simultaneously pursue the exploitation and exploration and cultivation of these two dimensions in employees is the best way to promote innovation and increase the performance of today's organizations. This argument led to the emergence of ambidextrous structure and ambidextrous leadership (Zarb, De La Robertie & Zouaoui, 2017). Ambivalent leadership is considered a new theory in leadership that was proposed by Rasing, Fars and Bush (2011); In their research, these researchers came to the conclusion that ambidextrous leadership can best stimulate and guide innovation; Because he is able to simultaneously use the exploratory skills and the exploitative skills required for the innovation process. In this style of leadership, the leader's open behaviors support exploratory activities and against the closed behaviors of the leader, they support exploitative activities. Finally, Rasing et al. (2011) have defined ambidextrous leadership by combining the aforementioned behaviors as follows: "The ability to cultivate both exploratory and exploitative behaviors in followers by increasing or decreasing variability in their behavior and being flexible. in changing between these two types of behavior". Methodology The upcoming research is applied in terms of purpose, qualitative research approach and meta-composite research method. The purpose of the present synthesis is to discover the basic findings of various studies in the form of concepts; Therefore, to conduct this research, the seven stages of Sandelovski and Barso (2007), which have the necessary comprehensiveness, were used. The validity of the research data was taken into consideration by using the techniques of reliability and transferability through the self-review of the researchers and the alignment of the data and reliability in the process of collecting information as well as the transparent report of the process of obtaining the research data (Lincoln & Guba, 1985). Research findings What are the components of the competency model related to strong leadership? The ambidextrous leadership competency theme network (subordinate) shows that the ambidextrous leadership competency model consists of an overarching theme, 9 organizing themes, and 32 basic themes. Conclusion In today's complex world where continuous and fast-paced changes occur, organizations are faced with turbulent environments that do not allow managers, like in the distant past, with a closed approach to the interactive environment and only by focusing on the components and processes within the organization to continue their effective activity. In fact, every change and transformation, however small in the interactive environment, has a direct or indirect reflection on the performance of organizations. Therefore, in order to survive and be effective in today's world, organizations need leaders who, in addition to being skilled in managing the processes and internal affairs of the organization, by looking at the components of the interactive environment, also discover the opportunities in the environment and use this opportunity for the benefit of the organization. and with knowledge and awareness of existing threats and dangers, use weapons such as innovation, creativity, flexibility and all-round readiness for change in different dimensions and levels to confront and protect against these threats. equip in the shortest possible time; In the world of management, such leaders are known as ambidextrous leaders, and in this regard, in this research, an effort was made to discover and identify the dimensions of competence of ambidextrous leaders through a deep study of reliable and relevant scientific sources. The result of the study and investigation in related sources showed that ambidextrous leaders benefit from 9 categories of competence or special ability. In general, it can be said that maintaining the survival and efficiency of organizations in today's complex world, whose distinctive feature is the emergence of new changes, implies the existence of competent leaders who, by maintaining a balance between open behaviors, means creating a platform for the emergence of creativity, freedom of action and ideation. among employees and closed behaviors in the sense of standardizing activities to monitor the good performance of employees, institutionalize the two important dimensions of exploration and exploitation in the atmosphere of the organization; Such ambidextrous leaders with a correct understanding of the actual capabilities of the organization and awareness of potential environmental opportunities as well as intelligent prediction of the future developments of the surrounding world, while they have the ability to challenge the current situation of the organization and the desired situation and idea draw the future of the organization, improve the self-confidence and intellectual power of the subordinates in order to take risks and express themselves in ideation and independent implementation of ideas in order to shorten the path of the existing and desirable state of the organization; And this is while the control and monitoring of the quality of the current processes of the organization does not remain far from the prudent eyes of the two-handed leaders.  

Abstract The purpose of this research is to identify and prioritize the effective and efficient factors of the quantum leadership of the broadcasting organization in the field of social networks. The research method is quantitative and applicative. The statistical population of the research includes 15 media experts, political science professors, media management professors, and management, who were selected by targeted and available sampling method; and to perform the calculations, Dimetal technique was used. The components and indicators of quantum leadership identified from the Delphi stage include three management and organizational dimensions, quantum skills and quantum leadership, which management and organization dimension has two components (quantum management, quantum organization), the quantum skills dimension includes seven components (quantum view, quantum thinking, quantum feeling, quantum cognition, quantum action, quantum trust, quantum existence), and quantum leadership has four components (media leadership, social media leadership, transformational leadership in the media, participatory leadership in the media). Three dimensions and thirteen components were identified and confirmed for the quantum leadership of the Broadcasting Organization in the field of social networks. The findings showed that the social media leadership component, which has the highest D value, has the greatest influence with other indicators; also, the quantum management component, which has the highest R value; has the greatest impact on other indicators. Besides, quantum management, which has the highest amount of D+R; has the highest effectiveness compared to other components, and also quantum trust, which has the highest D-R value; has the most impact on other components. Extended abstract Introduction Media are communication channels through which messages are sent to the audience. But whether these channels interfere in the content of the message or whether it is just a neutral tool in the transmission of the message is one of the important topics in media philosophy and of course in its management (Ghaed Amini Harouni et al, 2018). The success of today's organizations depends on the correct and efficient leadership, which relies on the influence, guidance, direction and streamlining of the organization's activities, and the belief of the employees (Erfanmanesh, 2018). In the last decade, much attention has been paid to new approaches and theories of leadership. These approaches and theories have shown more attention to the intellectual and philosophical foundations of leadership and behaviors related to it instead of emphasizing only the behavioral signs of leadership as a leadership style. Leadership worldview, strategic leadership and quantum leadership can be introduced as new paradigms in this style (Totkzadeh, 2018). Quantum leadership tries to create the desired future by determining objectives, choosing the best solutions, and using the best tools correctly so that a situation fits the internal conditions of the organization and the requirements of the strategic environment (Kmali Ardekani et al, 2020). The purpose of quantum leadership is to increase the effectiveness and power of managers and employees of the organization. Forming self-governing groups and providing extensive feedback to managers and employees, which prevents costly mistakes for the organization, is one of the strategies used in quantum leadership (Ghaed Amini Harouni et al, 2018). Based on this, the researcher tries to answer the question; how to identify and prioritize the effective and efficient factors of the quantum leadership of the broadcasting organization in the field of social networks? Theoretical Framework Quantum leadership is a style of leadership that seeks to increase trust, security, dynamic communication and learning and reduce vertical communication and increase horizontal communication in the organization. The framework and structure of the quantum organization includes mutual and fluid communication between the leader and the followers, which can be defined through an organization combined with trust, value, spirituality, learning, dialogue and thinking together (Rozbeh et al, 2021). Quantum leadership is a type of leadership that is able to provide energy and great influence on organization members, and, it can stimulate the natural human capacity as a capability, and guide everyone to move towards common goals. Quantum leadership is related to the science of complexity, which its purpose is to study all potential abilities; so that it can create creative potentials by uncertainty. Like the Gestalt theory, the quantum theory states that the whole in the world is greater than the sum of its parts. Quantum leadership can manage conflict for the benefit of the organization and improve leadership quality (Ningtias & Mundiri, 2019). Pir Dehghan & Monsef (2022) investigated quantum leadership and job self-efficacy. The research findings showed that there is a positive and significant relationship between quantum leadership components and job self-efficacy, but there is no relationship between quantum leadership components and organizational excellence. Geok & Bilal Ali (2021) presented a quantum leadership style framework in their research to promote lifelong learning among employees through management science. Hence, Quantum leaders understood the implications of organizational learning in the workplace during challenging times. Lifelong learning was promoted to improve profitability, organizational stability and growth with a conducive learning environment. The resurgence of quantum leadership contributes to new developments in management science in industry and higher education. The need for future studies was evident on purposeful learning through quantum leadership to support knowledge creation and consistent paradigms. Methodology: This research is practical in terms of purpose, and descriptive survey based on research design and in terms of data collection method. The statistical population of the research includes 15 experts in the field of media, professors of political science, professors of media management and management. The sampling method is targeted and accessible, and two methods of literature review and semi-structured interview were used to collect data. Discussion and Results: Excel software environment and coding in VB language have been used in order to perform the calculations related to Dimetal technique. According to the results of the research, the components and indicators of quantum leadership identified from the Delphi stage include three dimensions: managerial and organizational, quantum skills, and quantum leadership; the managerial and organizational dimension has two components (quantum management, quantum organization), the quantum skills dimension includes seven components (quantum view, quantum thinking, quantum feeling, quantum cognition, quantum action, quantum trust, quantum existence) and quantum leadership has four components (media leadership, social media leadership, transformational leadership in the media, participatory leadership in the media). The findings showed that the social media leadership component, which has the highest D value, has the greatest influence on other indicators; and the quantum management component, which has the highest R value, has the greatest impact on other indicators. Also, quantum management, which has the highest amount of D+R, has the highest effectiveness compared to other components; and quantum trust, which has the highest D-R value, has the most impact on other components. Conclusion: The current research was conducted with the aim of identifying and prioritizing the effective and efficient factors of quantum leadership of the Broadcasting Organization in the field of social networks. The results of this research are consistent with the findings of researchers such as Ahmadian et al, (2021), Geok & Bilal Ali (2021), Rozbeh et al, (2021), and Oudlajani & Naqib al-Sadat (2021). According to the findings of the research, it can be concluded that quantum leadership has played an important role in organizations because managers and leaders can welcome new opportunities due to creativity, which is one of the most important characteristics of quantum leaders. Leaders in quantum leadership warrant their competitive advantage by relying on this feature, and with the help of people who are open to innovation and facing unknown and new phenomena, and providing risk-taking and adaptability in the organization's people to welcome change and transformation in the organization. As a result, organizational leaders must cultivate new skills in themselves, which are called quantum skills; these skills help organizations to increase the ability of managers to manage people in organizations, resolve conflicts, increase productivity; creativity and innovation, agility, organizational excellence, organizational learning, etc., which are all signs of quantum leadership, and provide the basis for success, organizational development, and ultimately their survival in today's complex and rapidly changing world, due to the development of technology and the progress that exists in the world today. According to the results of the research, it is suggested that by taking advantage of the quantum view and the ability to see purposefully, the style and way of thinking and attitude should be comparable with the quantum thinking and the ability to think in a contradictory way in order to lay the groundwork for quantum knowledge and intuitive knowledge of issues in the organization In this way, organizational leaders and managers can create quantum feeling and trust among their employees, which in turn causes a new attitude to issues, creative and intuitive thinking, and foresight and prediction in the organization. It is suggested that when selecting people for a leadership position in the organization, they should be evaluated in terms of their willingness and ability to implement quantum leadership, and those should be selected who have this characteristic more prominent and stronger.

Abstract The present study presented a model of green governance with a sustainable development approach in the health system. The method of this study is applied and analytical in terms of aim, qualitative in terms of process, and grounded theory in terms of data collection and analysis. Twelve experts were first interviewed after examining the theoretical foundations and previous studies. Then, data were analyzed, and categories, related concepts, and semantic codes were extracted to answer the research questions by MAXQDA (2020) software. The interviews continued until theoretical saturation was reached. "Balanced and integrated management," "service provision," and "financial resources" were identified as causal factors. "Legal environment," "political environment," "cultural and social environment," and "technology" were identified as contextual factors. "Government policies" and "change management" were identified as intervening factors. "Green governance affairs," "contractual affairs," and "participatory affairs" were identified as strategies. "Creating alignment between goals, policies, and structure and culture in the health sector," "improving administrative and environmental health," "and dynamism and adapting to changes and developments in the health system" were identified as outcomes. Extended abstract Introduction Significant development caused by the industrial revolution that began in the mid- 1700s led to gradual changes in industries, economic growth, higher standards of living, the availability of world-class products, amenities, etc. However, the environmental aspect was neglected, resulting in much environmental damage (Ferran Vila, Yanez & Miotto, 2022). In recent decades, human beings have well understood the danger of neglecting the environment since all kinds of environmental pollution have endangered the whole earth as a human habitat. Thus, efforts were made to protect the environment and modify development methods. Hence, environmental concerns and sustainable development are among the global community's most significant topics (Seyd Alavi, Mohammad, Ghalavandi, Abbaspour & Mohamadkhni, 2020). Several quantitative and qualitative factors affect sustainable development. However, many thinkers of economics and other sciences argue that governance has a relatively higher rank in affecting sustainable development (Zahiri, Zayanderoody & Jalaie, 2021). Accordingly, green governance as a new and sustainability-based governance model creates new challenges for the traditional human-centered development ideology (Li et al., 2018) and emphasizes the balance between economic growth and sustainable development (Lin, Gui, Xie, & Liu, 2019). Green governance includes the combination of the principles of environmental sustainability and social justice in the decision-making processes of the government and other institutions (Dryzek, 2013). Green governance is also considered a driving force for the restructuring of economic development and the realization of a green technological revolution to realize and achieve sustainable development goals (Xu & Zhu, 2022). Also, health domain and the health system are among the most significant service sectors and indicators of social development and welfare (Seddighi, Nosrati Nejad & Basakha, 2020). Applying the green governance model in the health system can minimize the environmental damage caused by providing services. Despite the role and significance of this strategy, few efforts have been made to apply it, especially in Iran's health system. Thus, the present study fills the existing research gap. It can help the health system use the green governance strategy to achieve its sustainable development goals. Therefore, in this study, the researcher seeks to answer the question of the model of green governance with a sustainable development approach in Iran's health system. Literature review Peyghan, Yaghobi, and Keikha (2022) conducted a study entitled "Measuring and validating the model of good governance with a sustainable development approach (a study in Sistan and Baluchistan)." The results revealed that in the proposed model, the index of comment and final responsibility, quality of laws, corruption control, the rule of law, and transparency are ranked first to fifth, respectively (Peyghan, Yaghobi & Keikha, 2020). Rezaei Lori, Selajeghe, and Maddahiyan (2022) conducted research entitled "Designing a good governance model for the systematic exploitation of Mines with a sustainable development approach (The case study of Golgohar Sirjan Industrial and Mineral Complex). The results revealed that comprehensive responsibility, a causal condition that includes intergenerational, environmental, and social obligations, causes the formation of good governance with future-oriented, health-oriented, and people-oriented characteristics. Along with the developmental space, creating opportunity and development-oriented strategies leads to sustainable social, economic, and environmental development (Rezaei Lori, Salajeghe & Maddahiyan, 2022). Xu and Zhu (2022) investigated the effects of green governance and green financial policies on sustainable development in various regions of China from 2008 to 2018. The results revealed that China's green governance index and green financial policies significantly reduced environmental pollution during the study period (Xu & Zhu, 2022). Shah, Lai, et al. (2021) conducted a study entitled "Development of a green governance framework to improve the performance of an oil and gas company." The results revealed that the proposed green governance framework reduced social costs and environmental risks and effectively improved the performance of the oil and gas industry (Shah, Lai, et al., 2021).   Methods This study is an applied type and analytical in terms of aim, qualitative in terms of process, and grounded theory in data collection and analysis method. A purposeful sampling method was used. Its data were collected using semi-structured interviews. The researcher achieved theoretical saturation after interviewing 12 experts. Also, data analysis and extraction of categories, related concepts, and semantic codes to answer the research questions in this study were done by MAXQDA software. Results This section answers the questions of providing a green governance model with a sustainable development approach in the health system (case study: Kerman University of Medical Sciences). The questions of this study were as follows: What are the causal conditions of providing a green governance model with a sustainable development approach in the health system? What are the contextual conditions for providing a green governance model with a sustainable development approach in the health system? What are the intervening conditions for providing a green governance model with a sustainable development approach in the health system? What are the strategies for presenting the model of green governance with a sustainable development approach in the health system? What is the outcome or implication of providing a green governance model with a sustainable development approach in the health system? The results revealed that the three components of "balanced and integrated management," "service provision," and "financial resources" were identified as causal factors. "Legal environment," "political environment," "cultural and social environment," and "technology" were identified as contextual factors. "Government policies" and "Transformation and change management" were identified as intervening factors. "Green governance affairs," "contractual affairs," and "participatory affairs" were identified as strategies. "Creating alignment between goals, policies, and structure and culture in the health sector," "improving administrative and environmental health," and "dynamism and adapting to changes and developments in the health system" were identified as outcomes. Discussion and Conclusion The present study provided a green governance model with a sustainable development approach in the health system. The results revealed that the causal factors are balanced and integrated management, providing services, and financial resources. The legal environment, political environment, cultural and social environment, and technology were found as the contextual factors. Intervening factors also included government policies and change management. The strategies were also green governance, contractual, and partnership affairs. Finally, creating alignment between goals, policies, structure, and culture in the health sector, promoting administrative and environmental health, dynamism, and adapting to changes and developments in the health system were found as outcomes. Based on the results, it is recommended to consider the development of effective leadership as a priority of the health system's programs and policies. Organizational independence should be promoted in different parts of the health system. Also, practical performance evaluation should be performed annually, and balanced growth and development should occur in economic, social, and environmental dimensions. Moreover, policy-making and decisions should be made based on evidence with the development of feedback mechanisms in the sector. Collective decision-making and orientation among health stakeholders should be done to develop policies and crisis management requirements in the health sector, a fair payment system along with moving toward self-sufficiency should be applied in the health system for development and motivation of human resources in the health sector, development and use of prevention and safety approaches in the health sector should be considered by improving the fficiency and quality of the services provided. Also, financing, accumulation, and capital management in the health sector should be done by using the basics of financing and focusing on the health system's priorities. The management of creating infrastructure and production of financial resources and budgeting strategy in the health system should be done by promoting the rule of law in the health sector. It is also recommended to create a guarantee for tools for implementing policies in the health sector by identifying and defining the roles of government, private, and civil society actors, demands and expectations of people. The use of electronic government, the use of green technologies and methods, the development of privatization, and the use of the power and capacity of the private sector should be considered in this regard. It is also recommended to observe the environmental issues and the development of knowledge resources with the optimal management of financial and environmental resources to promote administrative health and value-oriented and ethical orientation. It is also recommended to pave the way for reaching a consensus among the actors of the health system and formalizing the relations between the beneficiaries of the health system by strengthening social capital and effective communication between the beneficiaries of the health system to improve health promotion and save more energy and optimize waste management, and coordination of land and environment and protect citizens against financial, social, and environmental risks.

Abstract In this research, a model is presented to measure the importance and performance of different dimensions of agility in the university. To analyze the results, in addition to the calculations related to importance and performance, the importance-performance matrix (IPA) is used, which can show the location of the agility dimensions and the strengths and weaknesses of the organization. This model was implemented as a case study in Ardakan University and the obtained results were evaluated and analyzed. A questionnaire and a survey of faculty members and employees were used to evaluate agility, and the results show that there is no significant difference between these two groups. The evaluation and analysis of the obtained information about the importance and performance of different agility items has been done with the help of the IPA matrix, and decisions about these items have been presented based on their position in the matrix. Based on this matrix, the strengths and weaknesses of Ardakan University and the cases that do not need to be allocated a budget at the moment have been identified and suggestions have been made for the university managers.
Extended Abstract                                            
Introduction
Agility as the business paradigm of the new century is a winning strategy to be able to compete in the global market with customers whose needs change rapidly (Sarlak, Delangizan & Kakeh baraie, 2016). There are different definitions for organizational agility, but in simple terms, it can be said that it is the ability of the organization to survive and progress in an environment with continuous and unpredictable changes. In addition to surviving in such environments, agile organizations can also gain benefits and opportunities for themselves (Karami, 2008).
The need for the agility of higher education in dealing with the changes in the world after the corona pandemic showed itself well. In this change, trying to maintain the quality of education while responding to the needs of students, staff and professors, and clear and accurate communication with these groups, universities faced new challenges (Connolly & Farrier, 2022). Virtual education and the use of digital tools have also strengthened concepts such as virtual university, agile university and 4th generation university (Shrivastava & Shrivastava, 2022).
The main question of this research is to identify the state of agility in Ardakan University and the position of different aspects of agility in terms of their importance and performance and their prioritization. With such an analysis; the strengths, weaknesses and problems of the university in the field of agility can be identified and ranked.
Theoretical Framework
Agility as a strategy for organizations in the 21st century to quickly adapt to changes was introduced to the world by Iacocca Research Institute in 1991. Later, many researchers in this field researched and presented models and defined different dimensions for agility in organizations (Sarlak, et al, 2016). Agility in academia is defined as its ability as a living human system to thrive and learn from continuous changes in the environment, so that change becomes part of normal organizational life and not a threatening event (Sharpe, 2012).
The IPA matrix was first proposed in 1977 to evaluate service quality. As a simple and understandable tool, IPA has wide applications in evaluating the organization by managers and shows a good picture of the organization's performance.
Moradi, Hosseinpour, & Mehralizadeh, (2021) investigated the primary and secondary factors affecting agility in the University of San'at Naft and showed that university culture, knowledge management and information technology are effective on the strategic agility of managers and training and empowerment of employees and value addition of employees on organizational agility.
Pourjavid, Khosravipour, & Alibaygi, (2021) examined agility in the dimensions of causal, contextual, intervening, core, strategies, and consequences of agility in agricultural education in Iran. This research describes the methods of achieving agility in agricultural universities and has not provided a model to evaluate the level of agility.
 
Methodology
This qualitative research is applicable in terms of purpose, and descriptive-analytical in terms of nature and method. The statistical population under investigation was all Ardakan University personnel (including staff and faculty members), whose number was 110 at the time of the research. By calculating the sample size through Cochran's formula at the error level of 10%, the number of 51 people was obtained as a sample. A total of 50 answer sheets were collected and the data of 47 of them were confirmed.
To conduct this research, a questionnaire with 27 items on a 5-point Likert scale was used to measure the importance and performance of different agility factors in Ardakan University. In order to use the IPA model, the questionnaire is set in two sections: importance and performance. In order to measure content validity, the opinion of seven professors and experts in this field who had at least one article on university agility was received.
Discussion and Results
SPSS 19 software was used to check the research hypothesis and analyze data, and ANOVA test was used to check the difference of opinion of different occupational groups, and the results showed that the significance level (Sig.) for all dimensions of agility is higher than 0.05, that is, the reason is not enough to reject the null hypothesis, and in all dimensions the sample mean is equal to the expected mean. In other words, the importance of all aspects of the university's agility is high from the viewpoint of the university's staff and faculty. Friedman's test was also used for the performance of different dimensions of agility. The results of this test show that according to the significance value less than 0.05, the average performance of agility in different dimensions is not the same. The performance ranking results of different dimensions with the help of Friedman's test in Table 9 show that although agile leadership ranked first in terms of importance, it was ranked third in terms of performance. The ANOVA test results show that the significance level (Sig) for all dimensions is higher than 0.05, that is, the average gap in all dimensions is equal for different occupational groups. As a result, there is no significant difference between the opinions of the faculty, staff, and faculty with the executive position.
Conclusion
The present research was conducted with the aim of assessing the agility in universities with the IPA model (case study: Ardakan University). Rapid changes in the environment, businesses, educational needs, teaching methods and new technologies have drawn the attention of university managers and higher education institutions to agility in the university. In the past, many studies in this field have been conducted in other countries and also in our country. Most of these studies have estimated the level of agility by surveying university faculty members about different dimensions. In this article, the performance-importance tool is proposed to measure different aspects of agility in the university and it has been used specifically in Ardakan University. Also, in addition to faculty members, employees have also been surveyed for evaluation. The results of the research showed that the importance of all dimensions of agility is high and performance in all dimensions is less than that. Comparing the performance gap in all dimensions and the opinions of faculty members and employees showed that the opinions of the different groups surveyed did not differ significantly. At the end, by placing the different dimensions and items of the questionnaire in the importance-performance matrix, the situation of each is analyzed and solutions are provided for them.
According to the current research, the following are suggested:
- Focusing on more interaction and encouraging teamwork between employees and faculty members by holding face-to-face and virtual meetings and defining projects and tasks as a team

Strengthening the industry communication unit to create and expand cooperation networks with different industries and specialists and hold related seminars
Designing and creating appropriate systems and processes for evaluating and supporting the research of students, staff and faculty.

Abstract Abstract
The aim of the current research is to design a virtual training model for physical education in Iran. The research method was qualitative and based on theme analysis. A semi-structured interview method was used to collect data. Data analysis was done by Glazer (1992) method. The participants of the research include 14 experts, members of the student sports federation, high-ranking university professors, and people with organizational positions such as the vice president of physical education and health of the Ministry of Education; and the sampling continued until reaching theoretical saturation. After step-by-step coding, the total number of registered codes is equal to 32, and the total number of agreements between codes is equal to 12. Theme analysis was used to analyze the data in the qualitative stage. The results of the research showed that the design of the virtual training model of physical education in Iran includes the problems of conducting physical education lessons in virtual space, the lack of supervision and concentration in virtual education, the lack of proper communication between professors and students, the coverage of virtual classes, economic issues, technological weakness of software and hardware, internet and its infrastructure problems, benefits of information technology in virtual education, superior characteristics of virtual education, weakness in establishing friendship and communication, insufficient knowledge of the space and capabilities of virtual education, problems of virtual education in physical education, weakness in network communication and infrastructural obstacles, the use of new educational technologies, the learning problems of online education, the capabilities of virtual education and the reasons for the importance and excellence of virtual education.
Extended abstract
Introduction
Due to the rapid growth of online resources and technological tools, the need for new methods of education has increased significantly in recent years, which has created vast opportunities for the generation and sharing of information across numerous regions. Increasing the quality of education has helped to increase the value of GDP in different regions (Eisenchlas, Schalley, & Guillemin, 2013). On the other hand, the arrival of modern media and communication tools and the conditions that have arisen in the current era due to the Corona epidemic have affected the non-attendance education of students and have provided various methods of virtual education on the Internet for learners (Parapi, Maesaroh, Basuki, & Masykuri, 2013). Today, electronic education is gradually evolving and as an inevitable component of the educational process, it has entered the educational institutions of advanced countries. Many analysts firmly believe in the further expansion of this segment of the educational services market (Brown, 2018). In the meantime, the non-attendance teaching of the physical education course, which has special conditions and includes practical and movement skills, faces the challenges; matching the set goals of the academic courses based on the fundamental transformation document with selected methods of non-attendance education such as messengers, online education, television school, and educational packages, is one of the most important specific goals of these trainings; which of course should not be only theoretical and knowledge, but should provide conditions so that the learner is obliged to follow virtual trainings and practical exercises at the same time in order to further deepen the neural connections of the brain and improve his performance and learning (Qingtao, 2020).
As a result, the upcoming research seeks to answer the following question: How is the design of the model of the effective factors of virtual education in physical education in Iran?
Theoretical Framework
Knowledge transfer methods such as lecturing in class can lead to passiveness of learners. On the other hand, trying to include or integrate valid and meaningful learning contexts may seem difficult for logistical reasons. Therefore, in dealing with these issues, today, educators are given the opportunity to present the best things in their education program through technology and virtual education (Abd Majid, & Shamsudin, 2019).
Virtual education, not only because of its convenience and flexibility, but also because it can expand the educational coverage, has become one of the tools widely used by students at all levels of education. (Escobar-Grisales, Vásquez-Correa, Vargas-Bonilla, & Orozco-Arroyave, 2020).
The success of the electronic learning system also depends on the willingness and acceptance of students to use this system (Vershitskaya et al, 2020). Not using the e-learning system makes it difficult to realize the benefits, and this leads to the unsuccessful implementation of the system and wastes the costs incurred in schools (Almaiah, Al-Khasawneh, & Althunibat, m 2020).
Kim et al, (2021) conducted a research titled Understanding Student Acceptance of Online Learning Systems in Higher Education: Application of Social Psychology Theories Considering Innovative Users. The research results showed that perceived ease of use affects perceived usefulness, perceived usefulness affects attitude, while perceived ease does not directly affect attitude. Also, attitude and subjective norms positively affect behavioral intention, while perceived behavioral control has no effect on behavioral intention. Finally, user innovation plays a moderating role in the relationship between mental norms and behavioral intention.
Gelineau-Morel & Dilts (2021) conducted a study on virtual education during COVID-19 and beyond. Results show that our curriculum increased learner satisfaction, engagement, and communication compared to our pre-COVID curriculum. While our curriculum promotes the exchange of ideas between all types of learners and fosters interaction and communication. In the future, we plan to continue our virtual education curriculum and further expand our topics and professors to address our diverse audience.
 
Research methodology
The method of the present research is exploratory in nature and qualitative approach, which is a theme analysis strategy. The statistical population of this research includes professors and specialists in the field of physical education in schools; which includes 14 experts who are members of the student sports federation, high-ranking university professors and people with organizational positions such as the vice president of physical education and health of the Ministry of Education. The sampling method in the qualitative part includes the purposeful sampling method and it is based on the selection of sample cases by the researcher according to personal judgment and the objectives of the study and the nature of the research, and using the snowball technique until reaching theoretical saturation.
Research findings
Theme analysis was used to analyze the data. The results of the research showed that the design of the virtual training model of physical education in Iran includes the problems of conducting physical education lessons in virtual space, the lack of supervision and concentration in virtual education, the lack of proper communication between professors and students, the coverage of virtual classes, economic issues, weakness of software and hardware technology, Internet and its infrastructure problems, benefits of information technology in virtual education, superior characteristics of virtual education, weakness in establishing friendship and communication, insufficient knowledge of the space and capabilities of virtual education, problems of virtual education of physical education lesson, weakness in network communication and infrastructural barriers, use of new educational technologies, problems of virtual learning, capabilities of virtual learning, and the reasons for the importance and superiority of virtual learning.
 
Conclusion
The current research has been conducted with the aim of designing a virtual training model for physical education in Iran. The results of this research corresponds with the results of research of Kim et al, (2021), Gelineau-Morel & Dilts (2021), Heynojoleysana et al, (2020), Elmaya et al, (2020), Abdollahi et al, (2021), Mohammadi et al, (2023), and Rezapour & Moharramzadeh (2021). Mohammadi et al, (2023) showed that the professional boundaries in the relationship between professor and student include emotional boundaries (avoiding emotional relationships and maintaining respectful behavior), communication boundaries (transparency in communication and privacy), and power boundaries (transparency in the boundaries of power and discretion and avoiding discrimination). In general, based on the results of this research, it can be said that in the academic context, effective communication and interactions between professors and students are considered as one of the effective factors in student progress and improving the teaching and learning process. Therefore, careful monitoring of communication and encouragement to create the right relationship between professor and student within the framework of professional boundaries makes sense. According to the results of the research, and because physical education lessons are very important for the physical and mental health of students; it is suggested that Special attention should be paid to physical education in the virtual educational program of schools. For planning virtual education in physical education, the Education Office needs an efficient model and program so that it can determine plans, goals, infrastructures, supports, teaching topics, etc. Also, physical education teachers need a suitable model and guide for the coherence and effectiveness of virtual teaching.
 

Abstract Abstract The aim of this research is to compare the effect of higher education on political development in the two countries of Iran and Turkey in 2022-2023. In terms of purpose and nature, this research is in the category of applicable research; and in terms of method, it is descriptive-survey. The statistical population of the research includes experts and specialists in higher education and political development, and a purposeful sampling method was used to sample this population. Finally, 18 experts participated in this research and completed the valid researcher-made questionnaire. The findings of the research showed that in several factors, the higher education system has a significant effect on political development at the 0.01 level: Policy making and planning for the development of higher education, internationalization of higher education, using the experiences of developed countries in higher education management, training of expert staff and improving the level of knowledge and literacy in society through higher education, knowledge production in the education system. higher education, commercialization of university ideas in the higher education system and university's relationship with industry and society, innovation system in higher education, technological innovations, development of educational technology, independence of universities, culture building and citizenship education. Also, based on this research, some of the components of higher education affecting political development in Turkey have a more favorable situation than in the Islamic Republic of Iran: using the experiences of developed countries in managing higher education, training specialist staff, and improving the level of knowledge and literacy in society through higher education, knowledge production in the higher education system, commercialization of university ideas in the higher education system and the relationship between the university and industry and society, the innovation system in higher education, technological innovations, the development of educational technology and the independence of universities. In this article, the reason for the difference between the models of the two countries has been investigated. Extended abstract Introduction With the introduction of the element of knowledge as the main source and capital of universities, a new window has been opened in the administration of affairs and management of organizations. Today, the online presence of universities is an important and vital issue in academic systems (Memon & Rathore, 2018). University leaders believe that by using online technology systems, they can continue the long-term superiority of universities in scientific and knowledge fields. In such a period, the creation of the flow of knowledge has become the main support, and we dare say that today universities and higher education institutions can survive in a highly competitive world if they have the ability to cope with and adapt to changes and constantly apply new ideas in the organization. Universities and higher education institutions will be more successful in responding to changing environments by creating online learning streams and developing new capabilities that allow them to perform better. Since in today's world, the university is considered one of the main institutions of the society, ignoring the university and its missions can have harmful consequences for the society. Modern societies are full of complex issues and problems that universities can be effective in solving and preventing (Palme, 2012). The higher education system and the university institution have an impact on various aspects of human life, nations and countries, including the national and international political arena. The main and key issue is that despite the great importance and sensitivity of political affairs and political development in efficient governance and providing suitable living conditions for citizens and the extraordinary range of scope, goals, missions and expectations from higher education and universities in the country; research and analysis has not been sufficiently done on the impacts and effects of higher education on political development in the scientific sense and recognition of strengths, weaknesses, challenges and opportunities. As a result, the upcoming research seeks to answer the following question: What effect does higher education have on political development. Theoretical Framework Political development is a process that happens with the authority of the government in the society and brings its own effects and consequences. That is why political development has also been considered as change. Lucien Pai says about ten important aspects of political development, which include; a prerequisite for economic development, the policy of industrialization of the country, the practical authority of the nation-state system, legal and administrative-executive development, mass mobilization and political participation, the creation of democracy and stability, and orderly change (Harasim, 2018). Higher Education Higher education systems are experiencing a new change in the "structure", "action" and "mission" of the university institution. In recent years, the fourth generation university is gradually being formed. In the fourth generation of universities, value is defined on the basis of strategic partnership, entrepreneur training and the degree of absorption of income from external sources and guidance and leadership, as well as the degree of influence on other factors in societies. Education is done based on the needs of society and students, and solving society's challenges is considered as the basis of research. International partnerships are an important part of the entrepreneurial university. Promoting risk-taking culture, creating a sense of belonging to entrepreneurship, academic freedom, valuing culture, talent management, creating a suitable entrepreneurial atmosphere, teamwork culture, introducing entrepreneurial faculty members as role models and their participation in decision-making and policy-making, attention and valuing entrepreneurial students are among the components of entrepreneurial culture (Khodabakhsh & Taghi Pur, 2023). Shafiei Chafi & Mahdi (2022) investigated the impact of higher education policies on political development indicators in Iran. The analysis of the data showed that the internationalization of education has a significant effect on the political development of Iran. Also, the effect of commercialization of academic ideas on the political development of Iran is significant at the level of (0.01).Nazarzadeh et al, (2021) conducted a comparative study of quantum management, human resource productivity and organizational empathy in higher education (case study: Lorestan Universities and Lorestan Medical Sciences). According to the results of data analysis, there is a significant difference between the amount of quantum management and productivity of human resources in Lorestan universities and Lorestan medical sciences, but there is no difference between the levels of organizational empathy in these two universities.  Research methodology In terms of purpose and nature, this research is in the category of applicable research; and from the point of view of implementation, it is a descriptive-survey method. The statistical population of the research consists of experts and specialists in higher education and political development, and a purposeful sampling method was used to sample from this population. The research data collection tool in this section includes the use of a researcher-made questionnaire based on the dimensions and indicators identified and screened by experts, which has been used in the studied community after checking its validity and reliability. In this research, 18 experts have participated in the field of higher education and political development in Iran and Turkey. Research findings SPSS software was used to analyze the data. The findings of the research showed that the higher education system has a significant effect on political development in several factors at the 0.01 level: policy making and planning of higher education development, internationalization of higher education, using the experiences of developed countries in higher education management, education expert force and improving the level of knowledge and literacy in the society through higher education, knowledge production in the higher education system, commercialization of university ideas in the higher education system and the connection of the university with industry and society, innovation system in higher education, technological innovations, development of educational technology, independence of universities, culture and citizenship education. Also, based on this research, some components of higher education affecting political development in Turkey have a more favorable situation than in the Islamic Republic of Iran: Using the experiences of developed countries in the management of higher education, training of expert staff and improving the level of knowledge and literacy in the society through higher education, producing knowledge in the higher education system, commercializing university ideas in the higher education system and connecting the university with industry and Society, innovation system in higher education, technological innovations, development of educational technology and independence of universities. Conclusion The purpose of this research is the effect of higher education on political development; a comparative study which has been done in Iran and Turkey. The results of this research are consistent with the results of Shafiei Chafi & Mahdi (2022), Fischer & Hanze (2019), Nithyanandam (2020), Evans (2020), Oztel (2020), and Shatzer (2021). In explaining the findings of the research, it can be said that higher education has an important economic role and influence, because it represents an important type of investment in human resources that is developed by providing and improving the knowledge, attitudes and skills required by human resources in different fields and areas; helps politically, economically, socially and culturally. The role and position of higher education in this field can be clarified when we pay attention to the fact that scientific predictions and estimates depict rapid changes and developments in the field of technology and, consequently, in the functioning of economic, political, social and cultural institutions. Finally, based on the findings of this research, it is suggested: Based on the findings of research and approval of higher education development policy and planning as a component of higher education, it is suggested that higher education policies and their implementation in universities and long-term and mid-term programs of higher education and their implementation in universities should be formulated. 2. Based on the research findings and confirmation of the internationalization of higher education as a component of higher education, it is suggested that international interactions with world universities be facilitated and international databases be created in the field of higher education.

Abstract Abstract The present study aims to examine the sociological factors influencing the formation of academic stagnation among faculty members of universities in Mazandaran Province. In terms of design, this research is qualitative and based on the grounded theory approach. The study population consisted of 21 faculty members from universities in Mazandaran Province, who were selected through purposive sampling using the data saturation technique. Data were collected through semi-structured interviews. Data analysis was conducted using the grounded theory method. Following data analysis and coding across three stages—open coding, axial coding, and selective coding—the findings were categorized into 100 concepts, 12 subcategories, 6 core categories, and one central category titled “The Structure–Agency Context of Occupational Plateauing.” Based on the central category, which represents the condition of plateauing among faculty members in universities of Mazandaran Province, it can be concluded that plateauing is a condition shaped by both individual and personal characteristics of faculty members (such as personal experience, personality traits, type of self-concept, and individual habits) and organizational characteristics of their workplace (including the dominant discourse within the university and the prevalence of self-centered attitudes), as well as, to some extent, the broader external environment surrounding the academic sphere. This condition manifests and intensifies within these contexts, assuming a particular form (structural or content-related). Extended abstract Introduction The university, as a subsystem of the higher education system, is an institution with specific missions and functions defined within the broader responsibilities of higher education. Although the history of university development in Iran shows that the first model (teaching-oriented) emerged in the late nineteenth century, the second generation (research-oriented) formed in the early twentieth century with an emphasis on knowledge production, and the third generation appeared in the second half of the century after World War II, adding entrepreneurship and the application of knowledge to its missions—hence referred to as the entrepreneurial university (Hakak et al., 2018). This trajectory indicates that the university has been, and still remains, a reference institution, retaining its role as the “voice of society” (Khaniiki, 2017). Such a transformation has resulted in the perception of the university as a mass-production factory of outputs—outputs that have acquired an identity independent of their producers, while the producers themselves have become alienated from the scientific products they create. Fazeli states: “Among faculty members, there is nearly no critical reflective perspective regarding the role of professors and the extent of their influence on the slow pace of scientific development and the fulfillment of the university’s missions. Today, numerous written discourses are published, yet authentic and innovative intellectual debate platforms are rarely observed” (Fazeli, 2014). From a structural perspective, Bardwick (2005) distinguishes between two main types of career plateauing—structural and content plateauing—each occurring under specific conditions: • Structural plateauing: refers to the cessation of opportunities for upward mobility within the organizational hierarchy. This trend intensifies when organizations adopt horizontal structuring, which increases structural plateauing. • Content plateauing: occurs when individuals experience stagnation due to the nature of their job content. Low-variety, monotonous, and repetitive tasks fall into this category because employees know exactly what is expected of them each day and have nothing new to learn (Vahidi, 2014). According to Gaines and Jermier, limited opportunities for promotion and rigid rules and regulations give individuals the impression that they are trapped in an unfair system, leading to negative perceptions about their job (Dehghani et al., 2015). Some scholars believe that personal characteristics, such as self-development, can mitigate or eliminate the harmful effects of such structural conditions. Based on the study by Rastegar et al. (2017), self-development influences cognitive and metacognitive knowledge and skills, which may dilute or neutralize the factors that create plateauing conditions. Additionally, psychological capital can reduce negative emotions among teachers. The present study seeks to answer the following question: What are the sociological factors influencing the formation of academic stagnation among faculty members of universities in Mazandaran Province? Theoretical Framework Career Plateauing Career plateauing is defined as a point in one’s job or profession where the likelihood of further hierarchical promotion becomes very low. Due to changes in organizational environments, one of the most critical issues related to career paths in the coming decade is career plateauing (Chou et al., 2022). Darling and Cunningham (2023) examined the perceived causes of career plateauing in public service delivery. Their findings revealed that a general picture of the factors contributing to plateauing can be identified in ten themes, grouped into three categories: perceived favoritism and discrimination within the organization (two themes); lack of experience, education, skills, and training (four themes); and competitive skills (four themes). Changya et al. (2022) conducted a meta-analytic study on career plateauing. Their research examined the correlation between two types of plateauing: Hierarchical plateauing Job content plateauing According to their results, positive relationships were found between plateauing and several antecedent variables, including job adaptability, person–environment fit, psychological capital, and workplace support. Career plateauing was positively associated with counterproductive work behavior, job insecurity, psychological distress, rationality, and turnover intention. However, it was negatively associated with job satisfaction, extra-role performance, in-role performance, job involvement, job satisfaction, mentoring support, organizational commitment, and work commitment. Career plateauing also showed associations with various demographic and contextual variables, including age, gender, work experience, race, and role ambiguity. Research Methodology This study was conducted qualitatively using the grounded theory method. The research population consisted of 21 faculty members from universities in Mazandaran Province, selected through purposive sampling using the data saturation technique. Data were collected through semi‑structured interviews. Research Findings Data analysis was performed using grounded theory. After analyzing and coding the data across the three stages of open coding, axial coding, and selective coding, the findings were categorized into 100 concepts, 12 subcategories, 6 core categories, and one central category titled “The Structure–Agency Context of Occupational Plateauing.” Based on this central category, which reflects the plateauing condition of faculty members in universities in Mazandaran Province, it can be inferred that plateauing is a condition shaped by both individual and personal characteristics of faculty members (such as personal experience, personality traits, self-concept, and individual habits) and the organizational characteristics of their workplace (including the dominant discourse within the university and the prevalence of self-centered attitudes), as well as, to some extent, the external environment surrounding the academic sphere. This condition manifests and intensifies within these contexts, taking on a specific form—either structural or content-related. Research Methodology This study was conducted qualitatively using the grounded theory method. The research population consisted of 21 faculty members from universities in Mazandaran Province, selected through purposive sampling using the data saturation technique. Data were collected through semi‑structured interviews. Research Findings Data analysis was performed using grounded theory. After analyzing and coding the data across the three stages of open coding, axial coding, and selective coding, the findings were categorized into 100 concepts, 12 subcategories, 6 core categories, and one central category titled “The Structure–Agency Context of Occupational Plateauing.” Based on this central category, which reflects the plateauing condition of faculty members in universities in Mazandaran Province, it can be inferred that plateauing is a condition shaped by both individual and personal characteristics of faculty members (such as personal experience, personality traits, self-concept, and individual habits) and the organizational characteristics of their workplace (including the dominant discourse within the university and the prevalence of self-centered attitudes), as well as, to some extent, the external environment surrounding the academic sphere. This condition manifests and intensifies within these contexts, taking on a specific form—either structural or content-related.