Management and Educational Perspective

Abstract Abstract
The present study has identified and prioritized indicators of unexpected actions of entrepreneurial students at Mazandaran University by means of a mixed research design (qualitative and quantitative). To collect data, interviews with experts were used in the qualitative step, and a questionnaire derived from the qualitative step of the research was used in the quantitative step. The statistical population of the research in the qualitative phase was university professors and managers of technological and entrepreneurial units at the University of Mazandaran, and in the quantitative phase, 20 entrepreneurial students at the same University. Snowball sampling was used to select research samples; and data were collected based on 15 in-depth interviews with experts related to the research topic. The Brown and Clark (2006) content and pattern analysis method was used to analyze data in the qualitative step; and in the quantitative step, the best-worst BWM method was used. The findings of the thematic analysis on the unexpected actions of entrepreneurial students at the University of Mazandaran are presented in 4 main themes: (1- Dynamics and Adaptability 2- Exploration and Empowerment 3- Learning and Innovation in Problem Solving 4- Development and Customer Relationship) and 53 sub-themes. In the quantitative step, dynamism and adaptability with a weight of 0.416 was the first priority, exploration and empowerment with a weight of 0.227 was the second priority, learning and innovation in problem solving with a weight of 0.17 was the third priority, and development and customer relationship with a weight of 0.136 was the fourth priority according to the experts. The results of the present study showed that entrepreneurs must have the ability to quickly recognize opportunities and threats, and these decisions must be based on a precise analysis of data and the current situation.
Introduction
Due to the rapid and unpredictable changes in the business world, entrepreneurial students at the University of Mazandaran face numerous challenges in the field of unexpected actions. These challenges include lack of access to adequate resources such as specialized advice and necessary training lack of experience in dealing with unexpected situations, and lack of financial and moral support from academic institutions. Also, many of these students are unable to make quick and effective decisions due to fear of risk and uncertainty. These issues can hinder their initiatives and creativity in starting and developing new businesses. Therefore, it is necessary to identify and analyze these problems in order to enhance students' capabilities to respond effectively to unexpected situations and also to provide the necessary platforms for growth and progress in entrepreneurship. Research on the unexpected entrepreneurial action of students at the University of Mazandaran is necessary for several reasons. First, given the rapid changes in the market and the emergence of new challenges and opportunities, understanding the needs and obstacles of entrepreneurial students will lead to improving support platforms. Second, identifying and analyzing unexpected behaviors can help educational institutions to design more effective training programs and practical workshops to enhance decision-making and creativity skills. Also, this research can provide students with deeper insights into dealing with uncertainties and improving their entrepreneurial abilities. The ability to respond quickly to situations can be the key to success in creating and developing new businesses in the world of entrepreneurship. Given the important role of entrepreneurship in economic and social development, this research can help policymakers design better policies and programs to support young entrepreneurs. Finally, the results of this research can contribute significantly to improving the quality and level of student participation in the regional entrepreneurial ecosystem. Therefore, the researcher in this study seeks to answer the question: what are the indicators of unexpected actions of entrepreneurial students at the University of Mazandaran, and how is it prioritized?
Theoretical Framework
Uncertainty in Entrepreneurship
It is usually easy to differentiate the entrepreneurial context from other contexts and leadership styles. At the heart of this difference is the concept of uncertainty. Many entrepreneurial contexts are full of uncertainty; the probabilities of which are not measurable (Conz et al., 2023). Uncertainty in the entrepreneurial context refers to a situation in which there is insufficient or unstable information, and it is difficult to predict the outcomes and consequences of entrepreneurial decisions. This uncertainty can be caused by various factors such as rapid changes in the market, technological innovations, and complex consumer behaviors (Arend et al., 2024). In such circumstances, entrepreneurs face numerous challenges that limit the ability to accurately assess risks and opportunities. Thus, decision-making in the entrepreneurial environment becomes a complex process that requires flexibility and creativity (Raimi et al., 2023).
 
Entrepreneurial improvisations
Immediate and unusual entrepreneurial actions taken in the face of immediate challenges and opportunities under conditions of uncertainty refer to behaviors in which entrepreneurs use their initiative and creativity to react quickly and make non-traditional decisions to increase their ability to adapt to environmental changes and exploit new opportunities (Yadollahi Farsi et al., 2025). These actions can include rapid product changes, innovative marketing, or attracting investors and stakeholders in unexpected ways; thereby enhancing entrepreneurs' ability to manage risk and exploit opportunities in unstable conditions (Behrouzazar et al., 2024).
Research Methodology
The present research is of mixed or combined type (qualitative and quantitative) in terms of methodology. The strategy of the present research is thematic analysis (Brown and Clark model) in the qualitative part; and survey-mathematical in the quantitative part (best-worst method). The statistical population of the present research, in the qualitative phase consists of university professors and managers of technological and entrepreneurial units of the University of Mazandaran, selected by snowball sampling method of 15 people. In the quantitative phase, it includes 20 entrepreneurial students of the University of Mazandaran, who, according to the report of the Entrepreneurship Center and the Growth Center of the University of Mazandaran, have undertaken entrepreneurial action in the past two years, and selected purposefully. In order to collect data and information, the interview method has been used for analysis in the quantitative part, and a multi-criteria decision-making questionnaire was used in the quantitative part. Data analysis in the qualitative part of this research was carried out using thematic analysis method with the approach of Brown and Clark (2006) and with MAXQDA 2021 software, and in the quantitative part; the best-worst method (BWM) was carried out using EXCEL 2016 and LINGO software.
Research findings
Based on the results of the quantitative part, dynamism and adaptability as the first priority indicate the importance of the ability of entrepreneurs to respond to environmental changes and fluctuations. In today's world, markets and economic conditions change rapidly, and entrepreneurs must be able to react quickly and effectively to these changes. This finding clearly emphasizes that entrepreneurs must have the ability to quickly recognize opportunities and threats, and these decisions must be based on careful analysis of data and the current situation. This priority can indicate an agile approach that facilitates the ability to manage changes and maintain organizational health. The second priority, exploration and empowerment, shows that entrepreneurs should not only adapt to existing conditions, but also pay attention to exploring new opportunities and empowering their work teams. Exploration means identifying and creating new entrepreneurial opportunities, and empowerment means increasing the confidence and skills of team members to take effective action. This substitution of dynamics shows that entrepreneurs should actively seek innovations and improve employee performance to exploit existing situations. Learning and innovation in problem solving, as the third priority, highlights the importance of continuous learning and creativity in the decision-making process. Entrepreneurs should be able to learn from their experiences and mistakes and use this information to innovate and improve their functions. This priority may indicate the need to create a learning culture in the organization that allows entrepreneurs to react quickly to new conditions and find creative solutions to challenges. Customer development and communication as the fourth priority also indicates that entrepreneurs pay attention to the importance of continuous and effective relationships with customers and the need to develop products and services tailored to their needs. This priority means that while interaction with customers is important, given the speed of changes in the external environment, entrepreneurs should focus more on internal dynamics and capabilities to best meet customer needs. This result can also point to the necessity of using customer feedback for continuous improvement and optimization of processes.
Conclusion
For entrepreneurial students at the University of Mazandaran who may encounter unexpected actions, the following suggestions can help them be more effective and successful: Hold workshops in the fields of crisis management, creative thinking, and entrepreneurial strategies. These workshops can help students act with confidence and sufficient knowledge in the face of unexpected challenges. Encourage students of different majors to collaborate and exchange ideas to generate innovative ideas in response to challenges. Organize entrepreneurial competitions and challenges focused on solving real problems that force students to come up with immediate and creative solutions. Create a network of mentors and successful entrepreneurs to guide and advise students on unexpected challenges.

Abstract Abstract
The aim of this study is to present a model for promoting human resource management with an emphasis on technology-based education in the age of digital transformation. The present study is exploratory-developmental in terms of purpose, and mixed in terms of implementation (qualitative-quantitative). The statistical population of the study in the qualitative part includes 13 experts in the field of human resource management, and sampling was carried out by purposeful means using the snowball method; and in the quantitative part, it includes 110 managers and employees of the Ministry of Science in Baghdad, selected by random sampling. The research collection tool is semi-structured interviews and questionnaires. MAXQDA software was used to analyze the data in the qualitative part, and SPSS and PLS softwares were used in the quantitative part. The results of the study showed that there is a 17-factor model with 88 indicators for promoting human resource management in the age of digital transformation. This model includes seven causal factors, six underlying factors, two intervening factors, and two strategies. The findings showed that there are significant relationships between all the factors of the model and its two strategies. Also, the presented model has a strong overall fit. This research can be useful for managers and policymakers to use technology-based training to improve human resource management in their organizations in the era of digital transformation.
Introduction
Today, organizations as well as society are affected by the digital transformation process, which has affected all types of activities, including business and... Adapting to digital environments is an increasingly complex challenge for all organizations and involves changing the way work is done, which has important implications for organizational behavior, corporate culture, talent acquisition, and leadership tactics (Morakanyane et al, 2020). Digital transformation is not limited to simply reducing costs due to better use of technology or process improvement, but also includes the process of creating new business models that adapt to the new digital environment. A company's digital approach can have a great impact on the nature of jobs, different types of jobs, or how people are managed. Therefore, there is a need to develop new HR strategies for managing human resources in the digital age. Digital transformation is a process of organizational change fundamentally focused on the people in this transformation (Alunni & Llambías, 2018).
Today, organizations will witness the entry of the digital generation into the labor market, and this upcoming event requires organizations to be prepared to accept the change and uncertainty that this generation of technology brings with it as it enters the organization. One of the conditions for the success of this path is the use of interactive strategies and technological tools. These widespread effects, on one hand, change the expectations and demands of employees in the workplace and organizational space, and on the other hand, create new expectations for managers regarding employee performance. Thus, in accordance with digital processes, organizations need to modify and review key HR functions such as the selection and recruitment process, performance management and compensation, career management, learning and development (Thite, 2022). For this reason, digital transformation can have a significant impact on HR management processes and roles. As new technologies continue to evolve, the way human resources interact with information and data has also changed. Some human resource management processes, such as employee recruitment, performance evaluation, human resource development using digital technology that improves service delivery to stakeholders, have been deeply revised (Schmid & Pscherer, 2022). The impact of digital transformation can lead to changes in consumer behavior, evaluation of services and products, and expectations. To face changing market behavior, many companies have realized the need to change business models to gain sustainable competitive advantage and keep pace with digital evolution (Mosca, 2020). Therefore, the main research question is: What does the model of upgrading human resource management with an emphasis on technology-driven training look like in the era of digital transformation?
Theoretical Framework
Human Resource Management
Human resource management includes various practices applied to manage people in organizations, and these practices are usually grouped into subsystems of selection, training, evaluation, and reward; which are usually important and defined tasks of the human resource department in organizations (Saadat, 2017).
Technology-Based Training
In the current digital era, technology-based training in the field of human resources, as a new approach, can help organizations improve their human resource performance and be more successful in business competitions by utilizing the potential of technology. Human resource management is no longer limited to managing the daily affairs of employees, but should act as a strategic element to enhance the technology-based capabilities of employees (Doe, 2021(.
Digital transformation
Digital transformation is a process that aims to improve an organization by making significant changes in its characteristics through a combination of information technology, computing, communication, and connectivity. Digital transformation is a method in which an organization uses digital technologies to develop a new digital business model that helps create and allocate more value to the organization (Mergel et al, 2019).
Abidi et al, (2024) studied the identification and assessment of human resource competency components in the era of digital transformation. The results in the qualitative section showed that the competence of digital managers includes 7 components: individual factors, organizational factors, culture of change, digital attitude, communication factors, leadership and management, and technical and specialized factors. The results in the quantitative section showed that there is a significant correlation between all components. Also, among the components, that of culture and change management was given first priority. The results also showed that the research model has the necessary validity.
Akramian et al, (2024) examined the presentation of a digital human resources management model with a data-based approach. The results showed that the digital human resources management model with a data-based approach includes causal factors (technological, environmental, human and organizational), contextual factors (digital platform, management platform, individual platform), intervening factors (cultural factors and the creation of new platforms), strategies (organizational and managerial), and consequences (individual, cultural and organizational). It is necessary to provide the basis for implementing the desired situation, while paying attention to the multiplicity, according to the mentioned model.
Research Methodology
The present study is exploratory-developmental in terms of purpose, and mixed in terms of implementation (qualitative-quantitative). The statistical population of the research in the qualitative part includes 13 experts in the field of human resource management, and sampling was carried out by purposeful method and snowball method; and in the quantitative part includes 110 managers and employees of the Ministry of Science in Baghdad, selected by random sampling. The research collection tool is semi-structured interview and questionnaire.
Research findings
MAXQDA software was used to analyze the data in the qualitative part, and SPSS and PLS software in the quantitative part. The research results showed that there is a 17-factor model with 88 indicators for improving human resource management in the era of digital transformation. This model includes seven causal factors, six background factors, two intervening factors and two strategies. The findings showed that there are significant relationships between all the factors of the model and its two strategies. Also, the presented model has a strong overall fit. This research can be useful for managers and policymakers to use technology-based training to improve human resource management in their organizations in the era of digital transformation.
Conclusion
The present research was conducted with the aim of presenting a model for improving human resource management with an emphasis on technology-based training in the era of digital transformation. The results of this research are consistent with the results of Abidi et al, (2024), Akramian et al, (2024), Rastegar et al, (2024), Bagheri et al, (2024), Sadoughi (2024), Rastegar et al, (2023), Blouri Seresht (2023), Busulwa et al, (2022), Gupta et al, (2021), and Kaufman et al, (2021). Akramian et al, (2024) showed that the digital human resource management model with a data-based approach includes causal factors (technological, environmental, human and organizational), contextual factors (digital platform, managerial platform, individual platform), intervening factors (cultural factors and the creation of new platforms), strategies (organizational and managerial), and consequences (individual, cultural and organizational). It is necessary to provide the basis for implementing the desired situation, while paying attention to the multiplicity, according to the mentioned model.
According to the results of the study, the following suggestion was made:
Human resource managers should put digital transformation in the field of human resources on their agenda with a comprehensive and deep understanding of new technologies, and be ready to accept and apply them to speed up the provision of services, improve quality and promote accountability. 

Abstract Abstract
The aim of the present study is to design a comprehensive model for conceptual development of teamwork coaching in Iranian government organizations with a data-based approach. The research method is developmental and exploratory in terms of its purpose, and qualitative in terms of its implementation method, and utilizes the data-based method. The statistical population includes 10 experts, experienced in the field of teamwork or coaching, selected as samples through non-random, definitive, judgmental and systematic sampling using the snowball method. The data collection tool includes semi-structured interviews. Data analysis is using coding and the data-based method. The results of the study showed that the five factors: the moderating factors of the implementation of teamwork coaching, the contextual factors of the implementation of teamwork coaching, the strategies of the implementation of teamwork coaching, the consequences of the implementation of the teamwork coaching system, and the causal conditions of the implementation of teamwork coaching are effective in providing a comprehensive model for the conceptual development of teamwork coaching in Iranian government organizations.
Introduction
Today, conventional and hierarchical structures have turned towards group structures, through which organizations have achieved productivity, savings, increased production, and profitability. Therefore, it is necessary to design and implement a teamwork system in the form of a macro-organizational strategy (Yaghubi, 2022). Teamwork has many benefits in individual and organizational dimensions, including a sense of personal security, a sense of satisfaction, the reduction of work difficulty, multi-skilling for individuals and a reduction in work accidents, increased productivity, balancing organizational layers, the formation of participation, and quick and timely decision-making by employees of operational layers for the organization. Accordingly, the formation of teamwork is considered as an important factor in improving quality and gaining competitive advantage (Ebrahimzadeh et al, 2015). Therefore, the most important concerns of a modern organization can be guiding and transforming teamwork towards improving performance. Heslin et al, (2006) found that in order to guide teamwork towards better efficiency, the organization needs an active, goal-focused, and person-to-person flow that is used to improve the performance of individuals and promote their professional path, which can even have a positive impact on their working lives (Kameli, 2016). Managers have gradually come to the conclusion that in order to carry out the complex activities of the organization, they need employees who work in groups of multiple people with complementary expertise to advance the goals of the organization (Kaviani et al, 2019). Today's advanced organizations have realized that humans play a more central role than ever before, and organizations are forced to adopt new methods in the field of human resource training in order to succeed and survive in a competitive world. Finding a way for managers to do this continuously and efficiently is one of their first challenges in employee teamwork. In general, considering the research gaps stated, today a new concept called coaching is being mentioned that can be a common answer to the aforementioned challenges. Coaching is one of the methods of training and improving employee performance that, like other training methods, is used for the growth and development of human resources. Coaching is an effective method for promoting learning that can have a positive impact on the organization's profits and losses and bring tangible benefits to individuals and organizations (Bakhshi, 2019). Therefore, considering the above, the main research question is: What is a comprehensive model for developing the concept of teamwork coaching in Iranian government organizations with a data-based approach?
Theoretical Framework
Teamwork
The concept of teamwork refers to the fact that individuals in groups are able to do things beyond what they can do alone and independently. Therefore, many organizations have turned to teamwork-based structures as a way to survive and win in today's competitive world (Yaghubi, 2022).
Coaching
Coaching is a course to empower individuals so that they feel relaxed and useful and feel satisfied by reaching their desired positions. This method, while paying attention to the problems and challenges facing the manager and employee, also focuses on his goals and tries to help him achieve better and faster results by creating the necessary support. Currently, coaching is considered one of the most efficient methods of developing individuals and a powerful approach to performance management. Unlike training, which usually includes a group of people and has a time limit, coaching is a focused and one-on-one method that can be implemented at any hour and any day (Abdi et al, 2018).
Ghafari et al, (2022) in a study identified a model to explain the concept of employee performance coaching in Iranian government organizations. The findings, using jointly extracted concepts, led to the identification of 5 factors of moderating, contextual, strategic, consequences, and finally causal conditions for implementing the performance coaching system. The results indicate that today's organizations, with more knowledge of the aforementioned factors, can respond better to competitive pressure and, as a result, achieve more efficient results by developing and implementing training and business strategies such as coaching.
Haji Zadeh et al, (2021) in a study identified and explained the effective factors of coaching operational managers of Persian Gulf Petrochemical Industries Company in order to motivate human resources. The results showed that out of 805 extracted concepts, 145 initial codes were identified in the form of 23 categories, including the central category, causal conditions, contextual conditions, intervening factors, strategies, and consequences. Also, the degree of influence of the relationships between the model variables was positive and significant.
Research Methodology
The research method is developmental and exploratory in terms of its purpose, and qualitative in terms of its implementation method, and applies the data-based method. The statistical population includes 10 experts, experienced in the field of teamwork or coaching, selected as samples through non-random, definitive, judgmental and systematic sampling using the snowball method. The data collection tool includes semi-structured interviews.
Research findings
Data analysis is using coding and the data-based method. The results of the study showed that the five factors: the moderating factors of the implementation of teamwork coaching, the contextual factors of the implementation of teamwork coaching, the strategies of the implementation of teamwork coaching, the consequences of the implementation of the teamwork coaching system, and the causal conditions of the implementation of teamwork coaching are effective in providing a comprehensive model for the conceptual development of teamwork coaching in Iranian government organizations.
Conclusion
The present study was conducted with the aim of designing a comprehensive model for conceptual development of teamwork coaching in Iranian government organizations with a data-based approach.. The results of this study are consistent with the results of Ghafari et al, (2022), Haji Zadeh et al, (2021), Dastgerdi et al, (2021), Mashhadi & Qoroneh (2021), McCarthy & Milner (2020), Podolchak et al, (2019), and Jafarpur (2018). Dastgerdi et al, (2021) showed that the core phenomenon of coaching includes work sessions, division of labor, and listening skills; which can be implemented innovatively according to different levels of coaching. The purpose of implementing strategies, which are selected purposefully, is to better manage and accomplish the desired phenomenon in the prevailing context and platform. Therefore, by using strategies, the core phenomenon can be implemented. Thus, codes that have a more operational flavor among the concepts answered in the interviews are classified as a strategy and a requirement. Considering the form and framework of the central phenomenon in the two concepts of goal enumeration and solution enumeration, the strategies section can also be divided into two sections for group members. The resulting codes in this section include emphasis on self-empowerment, emphasis on self-responsibility, transparency of processes, and dialogue-oriented space creation, which are classified in the concept of behavioral strategies.
Based on the research results, the following suggestions are made:
Encouraging employees to learn coaching concepts while working
Creating work groups and providing conditions for group work
Holding periodic coaching training courses for senior managers
Sending middle managers to learn how to teach and coach in the organization
Reducing organizational cultural barriers such as reducing the costs of people moving for advancement and performance improvement
Contracting long-term contracts with coaching training institutions and research centers in order to achieve long-term goals.

Abstract Abstract
The goal of the current research was to designing a model of flourishing at work in Iranian Central plateau Iron Ore Mines Complex. data coding was done with MAXQDA software in the current research, with the data-based qualitative approach and conducting interviews with 18 experts and managers of this complex, in the form of purposeful sampling. The identified results from data coding to five main research questions led to the identification of 20 main categories that leadership style; motivational sources; job requirements; job resources; and factors related to employees were identified as causal factors of flourishing at work. Also, individual factors; and organizational factors were identified as intervening factors, and organization climate; and organizational culture as background factors. Organizational support; strategic planning; effective communications; training and development of employees; and punishment and encouragement system were identified as flourishing strategies in the workplace. Also work engagement; performance increase; innovative work behavior; organizational agility; organizational commitment; and reducing negative job consequences were identified as consequences of flourishing in the workplace. Therefore, in order to achieve success and sustainable competitive advantage, organizations need employees whose mental health and flourishing are high in the work environment; these flourishing employees are distinguished by positive emotions and comprehensive performance.
Introduction
With the development and popularity of positive psychology in recent years, subjective well-being has attracted the attention of many researchers. Since the emergence of positive psychology more than five decades ago, the literature on subjective well-being has developed rapidly. Psychologists and other social scientists have contributed to the definition and understanding of subjective well-being, which is now conceptualized as “an individual's cognitive and affective evaluations of his or her life” (Diener et al., 2002). In order to better understand the positive performance of people, in addition to the general evaluations of life, the role of work and work environment in the existence of a person should be considered. In this sense, it is necessary to pay attention to the concept of flourishing, especially in the context of work, and it is still a relatively new approach in positive organizational behavior (Cherkowski et al., 2023), and considering that employees spend a lot of time at their workplace; therefore, the health of the work environment is important and affects people's lives and prosperity in the work environment, and because human resources are one of the resources that cannot be imitated by competitors and are considered the main capital of the organization (Dehghanizadeh & Babaizadeh 2023; Akbari et al., 2023) and as one of the most important ways to maintain the sustainable competitive advantage of the organization (Dehghanizadeh & Faraji, 2023), it is necessary to pay attention to the concept of subjective well-being and their prosperity; and organizations that emphasize employee well-being help them thrive in their workplace.
Therefore, the issue of employee prosperity as a strategy for important long-term organizational actions is one of the key concerns of organizational behavior management and human resource management (Stelzner & Schutte, 2016), and organizational prosperity requires the participation and empathy of all members of an organization, and it requires interest in the job and the job satisfaction of the employees so as to try with 100% ability to provide the best performance to achieve the goal of organizational prosperity. It should be noted that organizational prosperity is not only limited to the creativity of employees, and various factors are involved in it; therefore, it is expected that the identification of factors affecting prosperity in the work environment and its consequences for future planning to be very important. Thus, in parallel with the great changes and the complex environment of today and the importance of prosperity in the work environment, important questions arise in the minds of business managers, including the managers of iron ore mines in the central plateau of Iran; and because the complex of iron ore mines of the Central Plateau of Iran carries out very wide activities and has invested in various projects and due to the multiplicity and geographical dispersion of the mines; for a better control and a comprehensive view of the performance of the subcategories and projects and to achieve success, it is necessary for the managers of this large complex to pay more attention to the prosperity in the work environment. Therefore, considering that no research has been done on prosperity in the work environment, this study seeks to design a prosperity model in the iron ore complex of the Central Plateau of Iran and thus seeks to answer the following questions.
- What are the casual factors responsible for prosperity in the work environment of iron ore mining complex in the central plateau of Iran?
- What are the underlying factors of prosperity in the work environment of iron ore mining complex of the central plateau of Iran?
- What are the intervening conditions of flourishing in the work environment of iron ore mining complex of the central plateau of Iran?
- What are the prosperity strategies in the working environment of iron ore mining complex of the central plateau of Iran?
- What are the consequences of flourishing in the working environment of iron ore mining complex in the central plateau of Iran?
Theoretical foundations of research
The concept of flourishing
Flourishing means feeling good and functioning productively, which is synonymous with higher and superior subjective well-being (Huppert & So, 2013; Bullen et al., 2023). Flourishing is a term from positive psychology that describes a good life experience and providing this experience benefits employees, as well as motivates employees to strengthen important actions for success in themselves (Stelzner & Schutte, 2016). Seligman (2012) introduced positive emotions; meaning; belonging and attraction; achievement and success; and positive relationships as elements of prosperity. The element of positive emotions of prosperity shows a person's general tendency towards feeling happy and satisfied. The element of meaning in prosperity refers to a purposeful task that is important. The element of belonging and attraction of flourishing explains attraction, interest and involvement of a person in work. The achievement and success element of flourishing describes the feelings of success, and the element of positive relations of prosperity explains the feeling of support, value and satisfaction from others at work (Afzal et al., 2020).
The concept of flourishing in the workplace
The proper feeling and performance of people in the work environment, which originates from the provision of conditions to show their full working capacity, in other words, the positive consequences of subjective well-being related to work are considered to be flourishing in the work environment. Flourishing in the workplace refers to the state of well-being required by an employee, which is achieved through positive experiences and efficient management of job-related factors (Rautenbach, 2015). In other words, flourishing in work can be described as good performance; a sense of wholeness; involve with; communication and liveliness in the workplace (Cherkowski et al., 2018a; Peethambaran et al., 2023).
Methodology
According to the topic and nature of this research based on the design of the prosperity model in the iron ore complex of the Central Plateau of Iran, the approach of qualitative data-based research was used. Therefore, in this research, by means of subject analysis method and by content analysis of the interviews, some categories extracted, and finally according to the extracted categories, a subject pattern was drawn and interpreted in the form of a model. In order to sample according to the importance of the research subject, a range of experts and key informants to the issues of the organization and prosperity in the organization, including managers, engineers and high-level experts of the iron ore mining complex of the Central Plateau of Iran, were purposefully selected (18 people) and semi-structured interviews was carried out with them, and after data collection, data coding was done using thematic analysis method in Max Kyuda (2020) software.
Research findings
The identified results from coding the data into five main research questions led to the identification of 20 main categories, which are leadership style, motivational sources, job requirements, job resources; and the factors related to employees were identified as causal factors of prosperity in the workplace. Also, individual factors and organizational factors were identified as intervening factors and organizational atmosphere; and organizational culture as contextual factors. Organizational support, strategic planning, effective communications, training and development of employees, and the system of punishment and encouragement were identified as flourishing strategies in the workplace. Also belonging to work, increase performance, innovative work behavior, organizational agility, organizational commitment, and reduction of negative job outcomes were identified as outcomes of flourishing in the workplace.
Conclusion
In order to achieve success and sustainable competitive advantage in today's dynamic and complex environment, organizations need employees whose mental health and prosperity are high in the work environment; thriving employees experience high levels of mental health, characterized by positive emotions and productive overall performance (Kleynhans, 2022). Organizational prosperity requires the participation and empathy of all members of an organization, and it requires interest in the job and job satisfaction of the employees, who strive with 100% ability to provide the best performance to achieve the goal of organizational prosperity. Therefore, considering the importance of flourishing in the work environment, the present research sought to design a flourishing model in the iron ore complex of the central plateau of Iran. The results of the research showed that at the first step, infrastructures must be prepared for an organization in order to provide flourishing conditions in the work environment, and considering the significant and key consequences and benefits of employee flourishing in the work environment, it is suggested that the leaders and managers of iron ore complex of the central plateau of Iran pay special attention to prosperity in the work environment and provide conditions to increase the prosperity of employees in the work environment, which has many benefits for the organization.

Abstract Abstract
The aim of this study is to identify and prioritize factors affecting the brand value of online companies active in online education. This study is qualitative in terms of method, and applicable in terms of purpose. The statistical population of this study is 10 university professors and experts specializing in the field of e-learning. Data were collected using a questionnaire, and the importance and ranking of each indicator were obtained with the help of the AHP technique and the fuzzy TOPSIS method. The findings show that the most important factors affecting the brand value of online education companies include, respectively, the educational content of courses, instructors, marketing communications, customer service, brand awareness, perceived quality, technical structure of the educational system, interactions, brand associations, and brand loyalty.
Introduction
In the digital age, online education is growing rapidly, and internet companies are facing fierce competition in this field. Brand value, as a key competitive advantage, plays an important role in attracting and retaining customers (Lockee, 2021). Brand value is a set of features, benefits, and perceptions formed in the minds of consumers about a brand, and can have a significant impact on customer choice and loyalty. Brand value is a multidimensional concept formed based on factors such as service quality, user experience, innovation, marketing strategies, and social interactions. In the online education industry, brand acts as a key competitive factor because users pay special attention to the reputation, credibility, and interactions of brands in addition to the quality of educational content. This value includes service quality, user experience, innovation, marketing strategies, and social interactions. To succeed in this field, companies should pay attention to factors such as the reputation of instructors, content personalization, the use of advanced technologies, and student interaction with the educational system. Also, it is essential to create differentiation and increase brand credibility by producing unique content, designing a smooth user experience and providing effective support.
This research seeks to identify the factors affecting the brand value of Internet companies active in the field of online education to help managers of these companies adopt optimal strategies to attract and retain audiences.
Theoretical framework
Brand and brand value
Brand and its value are a vital issue in management, and managers are aware of its role in the success of organizations. Brands play multiple roles by improving the lives of consumers and increasing value for companies. Companies are looking for strong brands in domestic and foreign markets to increase sales and profitability. A brand is a set of features, names, symbols and designs that distinguish a product or service from others. A brand can communicate with customers’ emotions, attitudes, and expectations. On the other hand, brand equity is the assets and liabilities associated with a brand that can increase or decrease the value of products or services. Key elements of brand equity include brand awareness (the level of customers’ recognition of the existence and characteristics of the brand), brand image (customers’ perceptions and associations with the brand, including experiences, feelings, and values), brand loyalty (customers’ willingness to continue to purchase and support the brand), and perceived quality (the quality that customers perceive of the brand’s products or services) (Aaker, 2020).
Online Education
Online education is a set of educational software and methods that include computer-based education, the web, virtual classrooms, etc. Online education is accessible through electronic media, the Internet, organizational networks, and ... The advantages of online education can be considered as saving time and money, high flexibility and eliminating geographical and time restrictions, flexibility in time and place of learning (El Said, 2021).
The following is a summary of similar research related to the research topic:
Ngozi et al, (2024) conducted a study entitled The Impact of Information Technology on Teaching and Learning: Focusing on the Hybrid Teaching (HT) Mode. The results of the analyses show that information technology, especially in the form of hybrid teaching, has led to innovation, transformation, redefinition and simplification of teaching and learning processes.
Jalalniya (2022) conducted a study entitled Providing a Model for Evaluating Virtual Education in Higher Education During the Corona Pandemic with a Structural-Interpretive Approach. The findings show that virtual education planning and support affect the quality of information, system and hardware platforms of virtual education.
The results of Latheef et al., (2021), titled Structure of Learning Analysis through Visual Media and Online Classrooms on Social Cognition during the Covid-19 Pandemic, show that visual media such as advertisements and videos have a profound impact on human learning and perception processes, especially among adolescents and young people.
Jafari (2021) conducted a study titled The Impact of E-Learning on the Quality of Work Life and Job Satisfaction of Employees of Islamic Azad University of Tehran Province. Data analysis using stepwise regression method showed that e-learning has a role in the quality of work life.
 
Methodology
The present study is qualitative in nature and method, and applicable in purpose. The statistical population of this study is 10 university professors and experts specializing in the field of e-learning. In order to collect data, a 75-item questionnaire derived from the model of Aaker (1991) and Lin (2006) related to the field of virtual education was used; and in order to analyze it, the multi-criteria decision-making theory FTOPSIS and FAHP were used. Also, to examine the reliability of the questionnaire, Cronbach's alpha was used, which was approved based on all its components (because they were higher than 0.7).
Findings
In this study, the factors affecting the brand value of Internet companies active in the field of online education were examined. For this purpose, a questionnaire was designed and provided to experts to evaluate various indicators. The results showed that all indicators were approved and no criteria were eliminated.
Main components and indicators:
- Brand/Web value: repeat purchases, preferences, purchase decision.
- Brand awareness: name/logo/website, recognizability and recall.
- Brand associations: brand image, relevance, field of activity.
- Perceived quality: content relevance to needs, content quality, reasonable price, security.
- Brand loyalty: repeat purchases, loyalty, preferences.
- Marketing communications: advertising, public relations, interactions and support.
- Interactions: navigation, two-way communication, interaction with instructors and users.
- Customer service: company facilities, service delivery, support.
- Educational content: content relevance to goals, content quality, scheduling.
- Instructors: knowledge and skills, reputation, communication skills.
- Technical structure of the system: multimedia features, speed of access, ease of use.
Prioritizing factors affecting brand value using the FAHP method:
The following are the results of prioritizing factors affecting brand value of internet companies active in the field of education, content production and virtual teaching using the FAHP technique: Educational content (rank 1), instructors (rank 2), marketing communications (rank 3), customer service (rank 4), brand awareness (rank 5), perceived quality (rank 6), technical structure of the system (rank 7), interactions (rank 8), brand associations (rank 9), brand loyalty (rank 10).
Conclusion
This study examined the factors affecting brand value of internet companies active in the field of online education. The results show that the brand value of these companies is affected by various factors, including service quality, user experience, and educational content. Successful brands in this field try to attract and retain customers by offering diverse courses, reputable professors and user-friendly platforms. The results of this study were compared with similar studies including Almaiah & Alyoussef (2019), Ghobehei et al, (2019, Yaramadi et al., (2023), Chen et al., (2020, Yaramadi et al., (2023), Phong et al., (2020), and Lai et al, (2019), which can be presented as follows:

Educational content: Relevance of content to course objectives, high quality, and appropriate timing are key factors.
Instructors: Instructors' knowledge and teaching and communication skills have a significant impact on learning.
Perceived quality: Service quality and user trust are important factors in satisfaction and loyalty.
Technical structure and customer service: Effective support, two-way interaction, and easy user experience are among the factors that improve brand value.
Branding and brand awareness: Attracting new students and users is possible through effective branding.
Online engagement and loyalty: Positive interaction with users and repeated purchases indicate brand loyalty.

Finally, based on the research findings regarding each of the factors affecting the brand value of internet companies active in the field of education, content production, and virtual teaching, the following are suggested:
(Improving the quality of educational content:
- Focusing on producing high-quality, up-to-date content that is tailored to the needs of learners.
- Using modern educational methods such as interactive videos and educational games.
(Improving the skills of instructors:
- Holding training courses to strengthen online teaching skills.
- Attracting experienced and well-known instructors.
(Strengthening marketing communications:
- Using digital marketing strategies such as targeted advertising and producing attractive content.
- Collaborating with educational influencers and creating creative advertising campaigns.
(Providing differentiated customer service:
- Developing 24-hour online support systems and smart chatbots.
- Training employees to provide quality and personalized services.
(Increasing brand awareness:
- Extensive advertising and participation in educational events.
- Professional use of the logo and brand name on all platforms.
(Improving perceived quality:
- Providing quality content, ensuring information security and competitive prices.
- Receiving feedback from users and continuously improving services.
(Optimizing the technical structure of the system:
- Improving access speed, ease of use and interactive capabilities.
- Adding multimedia features and supporting different devices.
(Strengthening interactions:
- Creating an interactive space on platforms for two-way communication between learners and instructors.
- Holding live webinars and creating online forums.
(Creating positive brand associations:
- Emphasizing values ​​such as quality, innovation and social responsibility.
- Participation in social and educational activities.
(Increase brand loyalty:
- Provide special discounts and incentive programs to loyal customers.
- Receive feedback and continuously improve services.
(Use of new technologies:
- Take advantage of smart technologies such as artificial intelligence, virtual reality, etc.
(Continuously review user needs:
- Conduct periodic surveys and analyze user behavior to identify strengths and weaknesses.

Abstract Abstract
The aim of this research is to present a behavioral equivalence model based on organizational culture with a data-based approach. The present study is applicable-developmental in terms of the type of objective, descriptive in terms of data collection, and qualitative in terms of the nature of the data. The statistical population of the research includes specialists and experts familiar with organizational behavior issues. Sampling in this research was snowball type. Based on the subject of the desired data, semi-structured interviews were collected and sampling continued until theoretical sufficiency and saturation were reached. The information obtained was analyzed with MAXQDA2020 software. The results showed that the behavioral equivalence model based on organizational culture with a data-based approach has causal conditions including internal communications, organizational structure, training and leadership; contextual conditions including personality of individuals, experience, education and literacy, and cultural intelligence; intervening conditions including motivation, organizational climate and organizational work relations; strategies including communication, trust and social learning; consequences including sociability, promoting a culture of social participation and promoting a culture of extra-role behavior.
Introduction
Human behavior has various aspects that have always caused it to be recognized as a complex entity and make it difficult or impossible to predict its movements. This inability is mostly due to the lack of sufficient knowledge about the nature of people's personalities and their individual differences; a personality that is formed in childhood and molds human behavior. The complexities of this mold are such that it causes diverse behaviors and poses new challenges to managers, because awareness of the individual and personality differences of individuals in an organization can help managers of departments and organizations in solving many problems. When managers accept that humans differ in terms of inherent and acquired abilities, they will not expect the same behavior from all employees, because every human behavior has a reason and without sufficient knowledge of the individual's state and personality, it is impossible to effectively manage it, and expecting the same behavior from everyone is nothing more than a dream. For this reason, in the current era, recognizing individual differences and personality traits of individuals becomes necessary in many situations in life. The efficiency of individuals in their jobs, their success in education, the effectiveness of treatment methods, and in general, the adaptability of humans in all life situations is related to their personal characteristics. Organizational culture creates the way of life in the organization, and is one of the most important infrastructures of organizational behavior. Organizational culture is one of the most important factors whose effectiveness ultimately comes back to the performance related to the efficiency of the organization's members (Nik Nami & Sediq, Azam., 2016). Although in every organization there is a common culture among employees, they exhibit different behaviors. The reason is that the behavior of employees is not equivalent. However, despite recognizing the importance of equivalence, no research has been conducted in this field. It should be noted that if the organizational strategy is changed in response to the environment, it is necessary for all organizational elements, including employee behavior, to change in a coordinated manner to maintain behavioral equivalence between organizational elements. Given the importance of behavioral equivalence and the important role of culture in the organization, the researcher seeks to answer this fundamental question: How to present a behavioral equivalence model based on organizational culture with a data-based approach in education in Kerman province?
Theoretical foundations
Behavioral equivalence
Individual differences psychology seeks to prove that even if the experimental situation is the same for all individuals, there will still be differences in the behavior of one person towards another or in the behavior of one group towards another. When we talk about individual psychology, we know very well that humans differ in terms of physical characteristics (height, weight, hair color) and psychological characteristics (talents, personality). Employees of organizations differ from each other in various aspects of behavior and physical conditions. Individual differences mean that each person is an exceptional and unique being, in a way that from the proteins that make up each person's hair to the grooves on their fingers, there is no one like them. Of course, we may see people who have many similarities to each other, but without a doubt, they are not exactly the same and equal, and it can be said with certainty that in terms of personality and cognition, they have differences that include different perspectives, attitudes and tendencies. Behavioral equivalence is the extent of the adherence and closeness of the behavior of employees in the organization in order to improve the performance of the organization. Equivalence between different organizational dimensions has existed in the past. Melnik et al., (2005) emphasize equivalence in relation to maintaining consistency between strategic goals and executive plans, and believe that alignment refers to ensuring consistency between different layers in the planning process (Rahnvard & Nikzad., 2009).
Organizational Culture
Basically, culture determines human behavior, ideas, and actions, and the way he understands the world in which he lives. It represents the worldview, views, attitudes, and way of thinking and behaving. Culture expresses a moral and value concept and is the correct or incorrect standard of actions of people in societies and groups, and their common factor in determining and explaining behaviors and distinguishing good and bad. Culture harmonizes the attitudes and behaviors of people in a society or group, connects the rays of their lives, and directs and organizes the habits, customs, traditions, beliefs, lifestyle, work, rest, recreation, communications, coexistence, and other interactions of persons' individual and social lives, and gives identity to social life. Culture is the personality of a society and the distinguishing feature of social and individual life of human societies, and it encompasses all beliefs, values, ideals, arts, techniques, and customs of a society, and reflects the structure and quality of life (Rezazadeh et al, 2021).
Research Background
Babaei et al., (2022) conducted a study with the aim of “designing an organizational culture model appropriate to the organizational requirements and ecosystems of the Ministry of Interior.” The research findings show 5 dimensions, 17 categories, and 70 subcategories as elements of the organizational culture model in the studied society. The first dimension (human-centered culture) has 3 categories and 15 subcategories; the second dimension (interaction-environment-centered culture) has 5 categories and 19 subcategories; the third dimension (direction-centered culture) has 3 categories and 11 subcategories; the fourth dimension (excellence-centered culture) has 2 categories and 13 subcategories; and finally the fifth dimension (law-centered culture) has 4 categories and 12 subcategories. Based on the dimensions, main categories, and subcategories, the organizational culture of the studied society can be assessed, measured, and managed. Rezazadeh et al., (2021) conducted a study with the aim of "Designing a model of the individual-organization relationship based on a positive organizational behavior approach (case study: Shiraz University of Medical Sciences)". The discovery of the model was carried out using data-based theorizing of the Strauss and Corbin approach and MAXQDA 2020 data analysis software. 2343 abstract concepts, 229 subcategories, and 23 main categories were categorized through 17 specialized semi-structured interviews from the core of the primary data. Based on the analysis and interpretation of the data in the health sector, the dominant specific context; the type of relationship structure from two perspectives of either empowering or inhibiting with the system of manager competency requirements as causal conditions, directly determines the degree of unity of the goals and interests of the individual and the organization as the central phenomenon of the research. Eleven conditions such as manager empowerment, employees, organizational context, and job relationships as action and reaction strategies indirectly influenced by the organizational behavioral context, and the individual behavioral context in the face of the individual-organization relationship as contextual conditions, and the degree of influence of extra-organizational power levers as intervening conditions are leading to the desirable micro-outputs of the coordination of the organization's formal culture with the individual's informal culture, the undesirable micro-output of unbalanced informal institutional governance, the desirable macro-output of scientific self-sufficiency, commercialization of knowledge and elitism, and the undesirable macro-output of systemic and managerial mutual bankruptcy and decline.
Research Methodology
The method of the present research is data-based analysis. The statistical population of the research includes specialists and experts familiar with organizational behavior issues. The researcher first qualitatively examined the research topic with limited participants and then, based on the qualitative findings, proceeded to create the desired tool. The technique used in sampling in this research was snowball sampling. Based on the topic of data and information through preliminary studies, semi-structured interviews were collected and sampled until theoretical sufficiency and saturation were reached. After conducting 15 interviews, data analysis indicated that new data was not added to the previous data, because a high percentage of the data extracted from the last interviews was repetitive; therefore, the interviews were ended after conducting 15 interviews and reaching theoretical saturation. The documents and full text of the interviews were analyzed with MAXQDA software.
Research findings
In the qualitative part of the research (review of texts and interviews with experts), the variables and indicators of presenting a behavioral equivalence model based on organizational culture with a data-based approach have been answered. In response to the question of what the most important causal, contextual, interventional factors, strategies, and consequences are that shape the presentation of a behavioral equivalence model based on organizational culture with a data-based approach; in this study, the analysis of interview texts (15 people) was conducted in open, axial and selective coding stages. The results showed that the causal conditions included internal communications, organizational structure, training and leadership; the background conditions included personality of individuals, experience, education and literacy, cultural intelligence; the intervening conditions included motivation, organizational climate and organizational work relations; the strategies included communication, trust and social learning; and the consequences included socialization, promoting a culture of social participation and promoting a culture of extra-role behavior.
Discussion and Conclusion
The aim of this study was to present a behavioral equivalence model based on organizational culture in the Kerman Province Education Department with a data-based approach. The research findings showed that the behavioral equivalence model based on organizational culture has causal conditions including internal communications, organizational structure, training and leadership; background conditions including personality of individuals, experience, education and literacy, cultural intelligence; intervening conditions including motivation, organizational climate and organizational work relations; strategies including communication, trust and social learning; and consequences including sociability, promoting a culture of social participation and promoting a culture of trans-role behavior. These findings are somewhat consistent with the results of Rezazadeh et al., (2021) and Sawan & Suryadi (2021); and confirm the result of this study.

Abstract Abstract The aim of this research is to investigate the effect of reverse education strategy and teaching skills on academic performance with regard to the mediating role of academic self-concept and creativity (case study: students of fine arts colleges in Baghdad province). The current research is applicable in terms of purpose, and descriptive-correlative in terms of its nature with path analysis approach. The statistical population consists of 275 students of fine arts colleges in Baghdad province; 165 of whom were selected by simple random sampling using Cochran's formula. Five standard questionnaires were used to collect research data: flipped learning by Bergman and Sams (2013), teaching skills by Rajabi (2015), academic self-concept by Chen and Thompson (2004), creativity by Torrance, and academic performance by Pham and Taylor (1999). The face and content validity of the questionnaire was confirmed, and the reliability of the instrument was also confirmed using Cronbach's alpha coefficient in a preliminary study; 0.78 for the reverse education questionnaire, 0.83 for teaching skill, 0.89 for academic self-concept, 0.91 for creativity, and 0.82 for academic performance. Data analysis was done using Pearson's correlation coefficient analysis, and path analysis in SPSS and Lisrel statistical software. The results showed that the effect of reverse education and teaching skills on students' academic performance was positive and significant. It was also found that the mediating role of academic self-concept and creativity in influencing reverse education and teaching skills on students' academic performance was positive and significant. Introduction Today, the higher education system plays an important role in a person's life and future. Measuring the level of academic performance and identifying factors affecting it is one of the issues that has attracted the attention of psychologists, because achieving positive results in the field of education (by identifying and controlling the factors influencing academic performance) leads to the all-round progress of learners and society (Chow, 2018). Studies show that the flipped classroom is effective on the academic progress of students (Alyoussef, 2022). The flipped class is a learning model that turns traditional ideas about classroom activities and assignments upside down of "reversed" so that learners are first exposed to new material, then after the class time use it to discuss about new information, exercises, and practice learning (Ng, 2023). The history of studies shows that teaching skills are effective both in the academic performance of learners and in creating motivation and satisfaction, developing their personality, and developing their creativity (Eslamkhah et al, 2021; Kaleem & Vallow, 2018). In this regard, the importance and fruitfulness of better teaching and learning methods has always been desired by educational scientists and researchers (Che Leh, 2021). Teachers' teaching skills result in meaningful learning; That is, learning happens when it is completely meaningful for the learners, and learning will be meaningful if the learners, in addition to knowing the concepts and its value, personally participate in learning and feel the need for that subject (Mashayekh, 2017). Studies show that one of the factors affecting the academic performance of students is academic self-concept (Rahim Pur, 2015). Self-concept is made from experiences and from thinking about these experiences. People pay attention to the feedback they get from everyday activities to build their self-concept. This feedback shows their characteristics and preferences (Pinxten et al, 2015). Problem solving and creativity are at the highest level of human cognitive activities and are considered among the most valuable educational goals. In fact, the main goal of all educational institutions is to create problem-solving and creativity skills in learners. It is clear that in order to achieve these goals, a heavy responsibility is placed on the shoulders of educational centers, especially Education and Training office (Ashpaz, 2020). As a result, according to the discussed topics, the main goal of the current research is to answer the question: does the strategy of reverse education and teaching skills have an effect on academic performance according to the mediating role of academic self-concept and creativity of students of fine arts colleges in Baghdad province? Theoretical Framework Reverse training Reverse education is an educational model in which learners learn educational content at home and through online or offline educational videos, and the teacher solves problems and answers the learners' questions and talks with them in the classroom (Yaghubi, 2022). Teaching skills The teaching process is a set of measured, logical, and continuous actions that are carried out by the teacher in order to present the lesson. The abilities that the teacher acquires to implement these actions are called teaching process skills (Zakernasab, 2017). Academic Performance Academic performance means the ability of students to answer questions related to the specific subject or topics foreseen for an educational course (Sepehvandi, 2017). Academic self-concept One of the dimensions of self-concept is academic self-concept, which refers to the mental representations of a person's abilities in school and educational environments, or representations related to academic progress. In other words, academic self-concept refers to a person's self-evaluation of the special academic field and abilities (Eslami et al., 2020). Creativity Creativity is a set of abilities and characteristics that lead to the production of unique works, the most important of these characteristics is divergent thinking (Rodrigues et al, 2019). Mohammadi et al, (2023) investigated the evaluation of factors affecting the development of cloud-based accounting education and students' academic performance. This research specifies the degree of acceptance of using cloud computing methods in the teaching of accounting courses and its effectiveness in the education process by the students of Iranian universities through using the influence of external variables, i.e. human factors, economic and technological factors, and cultural and social factors on the development of cloud accounting education and academic performance of students. The research results indicate that human, economic and cultural factors have a significant positive effect on the development of cloud-based accounting education and students' academic performance. Xu et al, (2023) investigated self-evaluation and academic progress in online and hybrid learning environments. The results showed the importance of self-evaluation to improve the academic performance of students in the field of STEM. It also showed that most studies adopted several self-assessment strategies during mixed phases. This study confirmed the effectiveness of self-assessment on academic achievement in online or hybrid learning. However, the present study also identified that research on children's and adolescents' self-assessment strategies in online learning contexts is urgently needed, and most of the existing research has not focused on the preparation and planning stages of self-assessment, which are very important. Research methodology The current research is applicable in terms of purpose, and descriptive-correlative in terms of its nature with path analysis approach. The statistical population consists of 275 students of fine arts colleges in Baghdad province; 165 of whom were selected by simple random sampling using Cochran's formula. Five standard questionnaires were used to collect research data: flipped learning by Bergman and Sams (2013), teaching skills by Rajabi (2015), academic self-concept by Chen and Thompson (2004), creativity by Torrance, and academic performance by Pham and Taylor (1999). The face and content validity of the questionnaire was confirmed, and the reliability of the instrument was also confirmed using Cronbach's alpha coefficient in a preliminary study; 0.78 for the reverse education questionnaire, 0.83 for teaching skill, 0.89 for academic self-concept, 0.91 for creativity, and 0.82 for academic performance. Research findings Data analysis was done using Pearson's correlation coefficient analysis, and path analysis in SPSS and Lisrel statistical software. The results showed that the effect of reverse education and teaching skills on students' academic performance was positive and significant. It was also found that the mediating role of academic self-concept and creativity in influencing reverse education and teaching skills on students' academic performance was positive and significant. Conclusion The current research was conducted with the aim of the effect of reverse education strategy and teaching skills on academic performance, considering the mediating role of academic self-concept and creativity (case study: students of fine arts colleges in Baghdad province). The results of this research are in agreement with the results of Mohammadi et al, (2023), Xu et al, (2023), Dilekçi & Karatay (2023), Wang et al, (2022), Kazempour et al, (2022), Malekian & Pali (2022), Tong et al, (2022), Alyoussef (2022), Yaghubi (2022), Arabi makiabadi & Abbasiane (2021), Amiri (2021), Aziziyan Kohan et al, (2021), Lapitan et al, (2023), Ng (2023), Alqahtani et al, (2022), Forndran & Zacharias (2019), Khoshnud et al, (2021), Eslamkhah et al, (2021), Prakos et al, (2020), Gu et al, (2021), Cruz et al, (2022), and Mouri (2018). Alyoussef (2022) indicated the positive effect of adopting the flipped classroom to improve the learning of university students. According to the results of the research, the following suggestions are provided: In line with the obtained results, it is suggested that the principles and structure of reverse education and various teaching skills be taught to professors during meetings and educational workshops. 

Abstract stract The purpose of this research is to explain the factors affecting organizational empathy in the framework of the Islamic value system with the data-based approach. According to its purpose, the research method is practical, and in terms of implementation method, it is qualitative, based on the data-based method. The statistical population of the research includes 15 senior managers, religious experts, and clerics; familiar with the management issues of the Ministry of Education in 1401. The sample size was done by purposeful, non-random and snowball sampling method. A semi-structured interview was used to collect information. For data analysis, data-based technique along with open, central, and selective coding was used. According to the results of the findings, the concepts in the subcategories were categorized as follows: 1- dimensions and indicators of organizational empathy (demographic characteristics of the organization, personality characteristics of employees, psychological empowerment of employees, managerial and social factors, moral factors, and belief factors); 2- Consequences affecting organizational empathy (organizational productivity, organizational effectiveness, creativity and innovation, organizational commitment, and career and personal development); 3- Causal factors affecting organizational empathy (organizational climate, organizational structure, organizational factors, environmental factors); 4- Intervening factors affecting organizational empathy (strengthening employee participation, job burnout, employee satisfaction, employee social skills); 5- Background factors affecting organizational empathy (supportive and motivational factors, managerial support, performance evaluation system, personality and job suitability); 6- The design strategies of the organization's empathy model in the framework of the Islamic value system in the Ministry of Education (improvement of organizational processes, trust building in the organization, effective management, empathy training and organizational health of employees). Introduction Communication plays an essential role in the growth of organizations. A favorable level of organizational communication between people can provide a platform for healthy and constructive interaction for human and organization excellence. Today, the need for recognition and mutual understanding in order to accelerate the achievement of goals and objectives and to establish a principled and efficient communication has been accepted as a basic principle in management. Therefore, knowing the various components of organizational communication and the elements and factors effective in its improvement is a category of special importance in organization and management, so that the acquisition of science and knowledge regarding the types of organizational communication and its components and elements and gaining knowledge about the factors affecting the strengthening and improvement of communication as well as its obstacles in the organization can help the management of the organization to minimize the conflicts and differences in the organization as much as possible and to activate and strengthen empathy and common thinking at all levels of the organization (Abdi & Eslami, 2013). Islam pays special attention to social relations and cultivates the collective spirit in the form of divine standards and invites the society to piety, friendship, unity and empathy. The Qur'an, as the first and most important source for receiving religious teachings, plays an important role for empathy and says: "And hold fast to the rope of God and do not become scattered, and remember God's blessing upon you, when you were [others'] enemies, then He put bond among your hearts so that by His grace you became brothers and you were on the edge of the fire to save you from it. In this way, God will make His signs clear to you, so that you may find your way" (Al-Imran, 103) (Gholi & Khosrow Shahi, 2018). Based on this, the current research is looking for an answer to this question: how to explain the factors affecting organizational empathy in the framework of the Islamic value system with the data-based approach? Theoretical Framework Sympathy; social necessity Along with the laws that are necessary to maintain social life, emotional need is also a necessary thing that is shown in the form of human connection with each other. In a society where love and affection for each other is more effective and people love each other and want the honor, health and success of others; abnormalities, delinquencies, violence, aggression, stress and mental pressures are significantly reduced. In such societies, the index of life has increased both in the material dimension and in the spiritual and psychological dimension, and the hope of life surges in the soul of everyone (Rafiei & Kordi, 2015). The importance of creating empathy from the perspective of the Holy Quran If we want to explain the word equivalent to empathy based on Islamic teachings, "bonding hearts" is one of the appropriate words. Bonding, from the root of bond, means joining and mixing one thing with another. When this word is used about people, it means their gathering and love for each other. In this community, there is a kind of compassion and healing (Rafiei & Kordi, 2015). Organizational behavior with an Islamic approach The religion of Islam is complete, comprehensive and responsive to all human needs, and it also has instructions in the field of professional ethics. Studies in religious teachings lead us to provide solutions to institutionalize ethics and professional behavior in organizations (Ezadi, 2015). For the members of an organization to create effective and dynamic communication, it is necessary to act beyond their legal duties, to have a procedure of cooperation and collaboration; in other words, in order to solve the problems of the organization and strengthen the communication between the members, a sense of common responsibility should be created in them, so that they can perform their duties in a friendly and loving atmosphere with a common sense of cooperation and collaboration in order to achieve the goals of the organization (Shafei, 2020. ( Yim & Park (2021) investigated the effects of union participation and focusing on organizational empathy in crisis situations. The results showed that the elites of the company are ahead of the group thinking that hinders the organizational empathy from working effectively in crises. Gill et al, (2018) showed that maintaining empathy across professional and personal environments is challenging, because people can demonstrate the ability to maintain one of these methods of empathy: having time/free time for empathy, managing the expectations of others, professional boundaries, empathy justice. Research methodology According to its purpose, the research method is practical, and in terms of implementation method, it is qualitative, based on the data-based method. The statistical population of the research includes 15 senior managers, religious experts, and clerics; familiar with the management issues of the Ministry of Education in 1401. The sample size was done by purposeful, non-random and snowball sampling method. A semi-structured interview was used to collect information. Research findings For data analysis, data-based technique along with open, central, and selective coding was used. According to the results of the findings, the concepts in the subcategories were categorized as follows: 1- dimensions and indicators of organizational empathy (demographic characteristics of the organization, personality characteristics of employees, psychological empowerment of employees, managerial and social factors, moral factors, and belief factors); 2- Consequences affecting organizational empathy (organizational productivity, organizational effectiveness, creativity and innovation, organizational commitment, and career and personal development); 3- Causal factors affecting organizational empathy (organizational climate, organizational structure, organizational factors, environmental factors); 4- Intervening factors affecting organizational empathy (strengthening employee participation, job burnout, employee satisfaction, employee social skills); 5- Background factors affecting organizational empathy (supportive and motivational factors, managerial support, performance evaluation system, personality and job suitability); 6- The design strategies of the organization's empathy model in the framework of the Islamic value system in the Ministry of Education (improvement of organizational processes, trust building in the organization, effective management, empathy training and organizational health of employees). hConclusion The current research was conducted with the aim of explaining the factors affecting organizational empathy in the framework of the Islamic value system with the data-based approach. These findings are in agreement with the research results of Shahrasbi et al, (2020), Jaberimanesh et al, (2019), Yari Gholi & Bahadri Khosrow (2018), Ali Nasab (2018), Yim & Park (2021), Anaza et al, (2018), Gill et al, (2018), Jaberimanesh et al, (2019), Sanei & Shariati (2017), Koller et al, (2017), and Gerald et al, (2016). Yari Gholi & Bahadri Khosrow 2018) showed that Islamic principles emphasize good deeds, cooperation, collaboratio, justice and fairness, which has the closest meaning to the concept of empathy from a psychological point of view. In psychology, empathy is defined as the ability to understand the cause of others' reactions in different situations, which improves social relations and causes positive communication with others. In Islamic principles, cooperation, communication and doing good with others is mentioned as a concept close to empathy. Islamic psychology is the field of explorations, balanced rational-experimental efforts in the light of the guidance and clarifications of the pure teachings of revelation in order to identify obvious and hidden psychological truths and phenomena. There are common components in the methods of developing empathy from the perspective of Islam and psychology, and in some fields, different methods are observed in the development and cultivation of empathy. According to the results obtained from the research, it is suggested: The managers of the Ministry of Education should increase the level of awareness of people in these matters by holding in-service classes for teachers and employees in the field of increasing the level of empathy indicators according to the teachings of Islam. The managers of the Ministry of Education should give encouragement to the teachers and managers who get a high score in terms of dimensions and indicators of empathy with annual evaluations of managers and teachers.

Abstract Abstract The aim of the current research is to design a model of green human resource management in line with the professional development of an organization based on the curriculum of the work environment. This research was conducted with a qualitative approach and a data-based method. The statistical population included all the main agents involved in the management of human resources of education and training, teachers, and subject specialists (university professors); selected through purposeful criterion-based sampling. Data were collected through semi-structured interviews with 10 teachers, 8 experts in education and human resource development of Mashhad, and 8 university professors. In order to analyze the data; open, axial, and selective coding method was used, and MAXQDa10 software was used to code the data. Lincoln and Cuban criteria were used to ensure validity and reliability. The results of the research show thirty core concepts and eleven selected categories which, were organized in the form of a paradigm model, include transformation-oriented participatory management as a core category and causal conditions (including the components of organizational culture, localization, green career path, and interactions), contextual factors (including components such as workplace curriculum-based, promotion of organizational ecological literacy, organizational quality assurance, and structural factors), facilitating factors (including components such as green supervision, motivation organizational building, and green strategic planning in the organization), and limiting factors (including components such as structural challenges, educational-management challenges, and cultural challenges). Introduction In the 21st century, environmental concerns have increased worldwide. Global environmental concerns have led to specific agreements to combat climate change. Due to the harmful consequences of industrial pollution and waste materials, including toxic chemicals, governments and non-governmental organizations around the world have established regulations and policies to reduce and eliminate the negative environmental impacts caused by the actions of humanity and society (Dumont et al., 2017). When introducing environmental management systems to an organization, it becomes very difficult to improve its environmental, educational, social and economic performance by maintaining cultural norms and integrating green behaviors into the organization's operations (Al‐Ghazali & Afsar, 2021). Among them, the most important factor is the human resource management unit (Munawar et al, 2022). Therefore, the management and training of human resources with a green approach leads to a balance in the organization's human resources activities in line with the environment. Green human resource management is a part of the broader framework of the organization's responsibility (Mohammad Rezaei et al, 2023), and its meaning is the application of human resource policies to promote the sustainable use of the organization's resources and support the environment (Safari & Ofogh, 2023). Professional development is one of the most important goals of green human resource management. This is more important in educational organizations. The professional development of teachers in schools should be done according to the requirements and environmental characteristics of the organization, because the purpose of professional development is to improve the various skills of teachers in the school environment. In other words, professional development is known as the result and consequence of the curriculum in the workplace and is not possible without paying attention to it (Motamedi and Mousavi, 2019). Therefore, it is necessary to pay attention to the work environment and its curriculum in professional development. In the last decade, professional development programs are followed in the organization at the workplace, which is known as the workplace curriculum. Belfiore (1996), as one of the theorists in this field, considers the workplace curriculum to be based on principles such as the participation of all interested groups, respect for all, integration of activities, and attention to learning culture; the principles that have always been considered by educational planners in designing the curriculum of the workplace. By reviewing the conducted researches, it is clear that the curriculum of the work environment has been used and paid attention to in order to promote competence in various industrial and production environments, and it has been neglected in the field of the curriculum and professional development of teachers, especially in internal researches. Therefore, in this research, based on the stated principles, we are looking to design a model of green human resource management in line with the professional development of an organization based on the curriculum of the work environment, using the experts' point of view. Thus, the main question of the research is: what are the features of the green management model of human resources in line with the professional development of the organization based on the curriculum of the workplace? Theoretical framework Green management of human resources Green management of human resources is one of the main tasks and frameworks of the organization, whose task is to align the activities and goals of the organization with the goals of the environment (Abormandan & Karatepe, 2021). The long-term success of companies is guaranteed only if the strategic and structural orientation of the organization is ensured based on the changing environmental scenario. In order to adapt to operational goals, environmental changes, and organizational development; organizations continuously develop, improve, and develop human resources in accordance with external criteria (Saeed et al, 2019). Professional development of green human resources of the organization is one of the important tasks of green human resource management. Professional development Professional development literally means gradual growth in the direction of becoming stronger, more advanced, and even bigger (Barker et al, 2018). Professional development means the development of a person in his professional and occupational role. Professional development includes formal and informal experiences (Ganser, 2000). Meanwhile, the professional development of teachers also expands the concept of professional development to educational activities related to the professional field of teaching-learning (Rahmati et al, 2020). Work environment curriculum Work environment curriculum was proposed for the first time by Nash (Tash, 1993), one of the experts in the field of education, and to benefit from the achievements of the field of curriculum in organizational training. Later and in the current era, due to the ever-increasing complexities of the work environment and the need for soft and training-oriented skills in every work environment, it was especially paid attention (Ritter, small & Mortimer, 2018). In the definition of the curriculum of the work environment, it is considered a systematic process that provides the necessary platforms for continuous organizational improvement, aims to create a commitment to continuous learning through formal, informal, and implicit methods, and also by using new technologies, it (Fathi Vajargah, 2015). Research methodology In terms of approach, the current research is a qualitative research, and in terms of method, it is based on data-based studies. In this research, the systematic approach of Strauss and Corbin is used for data-based theory. The study population of this research included all the main agents involved in the management of human resources of education and training, teachers, and subject specialists (university professors). Through purposeful sampling, based on criteria, the target sample was selected and sampling continued until reaching the theoretical saturation of the data. Therefore, the participants in the research included 10 teachers, 8 experts in education and human resource development, and 8 university professors. The data collection tool in this research is a semi-structured interview; MAXQDa10 software was also used for data coding. Guba and Lincoln's method (Guba & Lincoln, 1980) was used to ensure validity and reliability. Research findings The research shows thirty core concepts and eleven selected categories which was organized in the form of a paradigm model, include transformation-oriented participatory management as a core category, and casual conditions (including the components of organizational culture, localization, green career path, and interactions), strategic factors (including components such as green professional standardization, comprehensiveness of professional development programs, green knowledge management, green educational needs assessment, peer mentoring, and hyutagogy-based approach), contextual approach (including components such as workplace-based curriculum, promotion of organizational ecological literacy, organizational quality assurance, and structural factors), facilitating factors (including components such as green supervision, organizational motivation, and green strategic planning in the organization), and limiting factors (including components such as structural challenges, educational-managerial challenges, and cultural challenges). Conclusion The current research was conducted with the aim of designing a green human resources management model in line with the organizational professional development based on the workplace curriculum. The findings of this research are in line with the findings of Talkhabi et al, (2020), Atará-Piraquive et al, (2021), Rahimi (2022), Khoroshi (2015), Motamedi et al, (2019), Mehmandost Qamsari (2018), Chen et al, (2021), and Huang & Wang (2021). Rahimi (2022) showed that for the professional development of teachers based on the curriculum of the work environment, attention should be paid to indicators such as culture-building in the field of professional growth, organizational knowledge management, needs assessment, vertical flow of knowledge transfer, and lack of employees' motivation. According to the findings, some suggestions are presented: - Due to the important role of needs assessment in the effectiveness of professional training programs for teachers in this field, it is suggested to conduct an educational needs assessment in this field before the implementation of each training course for teachers. - Considering the role of ecological knowledge and ecological factors in the professional development of teachers based on the work environment in this field, it is suggested to pay attention to local and ecological factors in the design, implementation, and evaluation of training courses in designing training courses for teachers. Considering that, paying attention to the management of green knowledge and knowledge based on experience and the transfer of educational experiences plays an important role in the development programs based on the work environment program, it is suggested to create a wide network between teachers to provide exchange experiential knowledge among teachers. - Considering the role of the green career path in the green professional development of employees in the education and training organization, it is suggested to pay attention to the design of charters for the recruitment, retention, and promotion of green teachers in education and training. - Considering the role of culture building in the professional development of employees in this field, it is suggested to pay attention to organizational culture building in the direction of green professional development in education and creating internal motivation in teachers.

Abstract Abstract The aim of the current research is to identify the obstacles of green human resource management in order to increase the sustainability of the organization. The research method is applicable according to its purpose, and qualitative in terms of its implementation. The statistical population of the research is the Kermanshah West Cement Industry Company, and to investigate the effect of obstacles on the implementation of green human resources management in the statistical population, 14 university experts in the field of management were interviewed. To analyze the data in the first phase, by searching in domestic and foreign reliable scientific databases and related studies, ten effective obstacles to the implementation of green human resources management were identified; and then, by conducting interviews with industry and academic experts in the field of management and using the Dimtel decision-making and evaluation test method, analysis of obstacles to the implementation of green human resources management were carried out. The findings showed that the absence of necessary green structures, processes, and tools plays the biggest role in not increasing the sustainability of the organization. Also, factors such as lack of leadership support, challenges in attracting green talented employees and lack of green competencies are other influential factors. The presented interactions using the matrix of relationships between obstacles in the implementation of green human resource management help human resource professionals to visualize the influence of factors on the whole system and focus on important obstacles. It is expected that this study can be enlightening for human resource managers in the optimal use of company resources. Introduction Today, the survival and growth of the competitive environment emphasizes the adoption of sustainability by organizations. Sustainable business development depends on adopting environmentally friendly practices and policies so that it becomes successful without jeopardizing existing resources for future generations (Mehta & Chugan, 2015). Sustainability includes strategic and operational commitments at all levels (Khan & Muktar, 2020). Organizations face many challenges in understanding and adopting sustainable practices due to lack of knowledge and lack of will (Polman & Bhattcharya, 2016). Transforming a company into a more sustainable business requires a deep understanding of green human resource management practices and policies. In the executive part, the adoption of green human resource management faces many challenges and obstacles that must be understood from both the industry and organizational perspectives. Recognition and acceptance of green HRM can only be achieved through employee participation (Moin et al, 2021; Renwick et al, 2016). Employees are key stakeholders in the development and implementation of practices that are environmentally sustainable. Lack of focus is also caused by top management that may not have a strategic view of sustainability (Luu, 2020; Priya, 2020). Therefore, the main question of this research is: What are the obstacles of green human resource management in order to increase the sustainability of the organization? Theoretical framework Lack of leadership support and commitment The lack of commitment and focus of senior management can lead to the non-acceptance of green human resource management plans (Ahmad Ullah & Khan, 2021). As stated by Bombiak & Marciniuk-Kluska (2018), the core values ​​and vision of the organization are transmitted through the leaders of the company, and by focusing on the ideas of the leaders, organizations seek to develop and adopt the best practices of green human resource management (Ren et al., 2020; Yusliza et al., 2019).   Absence of green behavior The absence of green activities at the personal level also leads to a poor response while doing work in the organization (Davis et al, 2020). Lack of green culture The lack of green culture does not allow the sensitivity towards green practices to be created as a cultural support for all employees and include all of them (Islam et al, 2019). Sustainability, if adopted as a shared cultural parameter, leads to the creation of a culture that holds together core values ​​(Maini & Kaur, 2019). Problems of measuring the effectiveness of green human resource management Another key obstacle in the implementation of green human resource management practices and procedures is the challenges related to measuring its effectiveness. According to Al Mamun (2019), green human resource management is about hiring and training employees who have sustainability awareness, so the organization also seeks to cultivate this sustainability. For this purpose, organizations may also adopt many practices and policies to create green awareness, but when it comes to results, the effectiveness cannot be clearly examined (Chamola, 2017). Failure to create the necessary green structures, processes and tools by HR professionals According to Yuriev (2018), for any new strategy adopted by the organization, a clear integration between strategy, organizational structure and processes should be achieved. Green human resource management is a long-term approach in the organization where it is necessary to achieve employee cooperation with the right resources and orientation while developing green behavior tools. Challenges in attracting green talented employees Another very important and critical issue that organizations face is the recruitment and selection of employees who have the capabilities to perform green tasks. In order to create a green company or implement green human resource management practices, the first step is to hire and select green talented employees, either in the form of educational qualification or work experience (Kim, 2015). Lack of empowerment of green employees/lack of employee participation and accountability Given that there are no human resource policies that motivate or empower employees to learn and implement sustainability; implementation of green human resource management is problematic (Tariq et al, 2016). In order for employees to be able to make certain decisions, creating a high level of participation along with the green strategy is required (Sing et al, 2020). Lack of recognition and rewards related to sustainability When employees must be oriented or motivated towards specific result-based activities, the importance of rewards and recognition increases many times. Employees are motivated towards a certain behavior based on their internal motivation or external motivation provided by the organization (Mehta & Chugan, 2015). Lack of green attitude among employees As part of culture development, perception and positive attitude in green thinking is a big challenge in today's companies (Pham et al, 2019). Attitude is a combination of emotional and cognitive components based on knowledge and emotional inclination (Likhitkar & Verma, 2015). Lack of green competences People are hired and retained because of their competencies and capabilities, and they perform certain tasks that others cannot. Sustainability should be learned theoretically or practically, and become a competency for employees (Dumont et al, 2017; Fawehinmi et al, 2020). Alirezaei et al, (2022) investigated the impact of green transformational leadership on environmental performance with the mediating role of green human resource management and environmental awareness in small and medium businesses in Sirjan Special Economic Zone. The findings of the research indicate that, in general, green transformational leadership has a significant effect on environmental performance with the mediating role of green human resource management and environmental awareness. Ezadi kah keshi et al, (2022) investigated the modeling of structural equations of the effect of senior management's green commitment on environmental performance with the mediating role of green human resource management (a case study of Shahrekord manufacturing companies). The results show that the green commitment of senior management has a significant positive effect on the company's environmental performance. Also, the senior management's green commitment has a significant positive effect on the company's green human resources management. But green human resource management does not have a positive effect on environmental performance. Research methodology The research method is applicable according to its purpose, and qualitative in terms of its implementation. The statistical population of the research is Kermanshah West Cement Industries. In order to investigate the effect of obstacles on the implementation of green human resources management in the statistical population, 14 university experts in the field of management were interviewed. Research findings To analyze the data in the first phase, by searching in domestic and foreign reliable scientific databases and related studies, ten effective obstacles to the implementation of green human resources management were identified, and then by conducting interviews with industry and academic experts in the field of management and using the Dimtel decision-making and evaluation test method, analysis of obstacles to the implementation of green human resources management were carried out. The findings showed that the absence of necessary green structures, processes, and tools plays the biggest role in not increasing the sustainability of the organization. Also, factors such as lack of leadership support, challenges in attracting green talented employees and lack of green competencies are other influential factors. The presented interactions using the matrix of relationships between obstacles in the implementation of green human resource management help human resource professionals to visualize the influence of factors on the whole system and focus on important obstacles. It is expected that this study can be enlightening for human resource managers in the optimal use of company resources. Conclusion The current research was conducted with the aim of identifying the obstacles of green human resource management in order to increase the sustainability of the organization. The results of the present research is aligned with the results of Ghaemi & Asgari (2023), Alirezaei et al, (2022), Ezadi kah keshi et al, (2022), Shabet & Azizi (2020), Rezaei et al, (2020), Lee et al, (2019), Tavakoli et al, (2018), Sriram & Suba (2017), and Fayyaz (2016). Sriram & Suba (2017) showed that green human resource management will lead to increasing employee commitment and changing their attitudes. Also, the results of their research showed that green human resource management measures will lead to improving the effectiveness and financial performance of organizations. According to the results of the research, the following proposal was presented: Identifying the existing obstacles for green human resources management in this article will help managers to make important decisions about human resources in the organization, and at the same time move in the direction of making the company more sustainable.

Abstract Abstract The aim of the current research is to design a model for preventing and reducing administrative corruption among employees of administrative organizations and its impact on the organization's performance. In this research, in order to achieve the goal of the research, the qualitative research method is used, and in terms of the goal, it is included in the category of developmental studies. The research community consisted of texts on Nahj ol-Balagha, the Holy Quran, authentic hadiths, and authentic published articles in scientific journals of the world, which were selected after screening 30 articles. Therefore, by means of the granded theory method, the components of the administrative corruption reduction model were extracted, which includes antecedents, consequences and threats of administrative corruption. Administrative corruption, as one of the most common types of corruption, has crossed the boundaries of time and place, and with this feature, it neither belongs to a specific time nor to a specific society. Administrative corruption is not a new phenomenon; its origin and expansion is as old as the history of human societies and the history of organizations and institutions. Some researchers have called administrative corruption "social cancer". This phenomenon has many negative consequences, including its effects on economic growth. It faces foreign investment with obstacles. It reduces the level of human capital and destroys trust in public and private institutions. The findings of this article have led to the identification of underlying variables, effective agents, preventive variables and the consequences of reducing administrative corruption in government organizations. Introduction Corruption undermines people's trust in the government and shakes political stability and cultural, national and social norms, and hinders economic growth by destroying fair competition in the labor market and inefficient allocation of resources. Therefore, public trust is one of the social assets that creates and maintains unity in social systems and fosters democratic values. Public trust, as one of the pillars of the governance of any political system and the basis of its acceptance, strengthens the mutual dependence of the state and the nation, while the duty of the state is the proper management of this public trust and increasing its amount. Administrative corruption has resulted in many disorders for human societies; successive wars, violence and uprising against the ruling civilizations, the destruction of organizations and the disintegration of societies have been caused by corruption. In other words, corruption is an illegitimate reward allocated for the offender to commit a breach of duty. Measuring corruption and presenting it in societies is important because it informs countries about the amount of illegal activities in society, and leads them to fight corruption more effectively, because the presence of corruption in society has many negative consequences; for example: preventing economic development, neutralizing reform policies, disrupting political development and preventing social renewal. Therefore, measuring corruption in societies is one of the ways that creates motivation to confront and fight against it (Gholami, 2019). Corruption is one of the main factors preventing institutions and societies from achieving their goals, and one of the main obstacles to their growth and development. For this reason, those who have always thought about the health of the human social system and its growth and development, have thought of preventing and fighting against this sinister social phenomenon. Despite the fact that corruption and related crimes exist in many countries of the world, this big social damage is more visible in third world countries. The issue of corruption in our country has always been one of the most important concerns of high-ranking officials, especially the Supreme Leader, and by his order, special branches have been established to deal with its crimes. The fight against corruption (which is actually an important part of the effort to manage the society effectively and efficiently) depends on the accurate knowledge of various factors and its roots. If the goal of the administrative system is to achieve complete health, various factors affecting it should be taken into consideration (Hosseini, Majidi, Ahadi Sadeh, 2020: 92). Searching for religious and value solutions to fight against administrative corruption is important because our society is an Islamic society; and in such a society, those models and solutions can be answered that are appropriate and compatible with the culture and values ​​that govern it, and in better words, have originated from Religious and Islamic values. Therefore, in this research, we are looking for ways of treatment and in other words, solutions to fight against administrative corruption, which is presented under a comprehensive model, following the verses and quotations. Therefore, the main question of this research is: what is the appropriate model that includes the components and indicators of reducing administrative corruption in administrative organizations? Theoretical framework The word ethics is the plural of "ethic" in the dictionary with various meanings such as inherent characteristic, natural state, temperament, nature, essence, (Azar Nosh, 2015). The understanding of what constitutes ethical behavior in the business environment has experienced a profound change over time (McWilliams, 2006; Melnyk et al, 2003; Metwally et al, 2019). While for a long time, matching the monopolies created by public organizations with the legal regulations governing them was the main concern of professional ethical behavior (Goebel et al, 2012), today ethical behaviors are beyond mere legal compliance and are formed based on expectations (Maignan et al, 2002). Ethical culture is the main part of organizational culture. Ethical culture evaluates employees' views on the seriousness of implementing the code of ethics and the degree of alignment of the code of ethics with professional ethics (Valentine et al, 2013). Also, employees prefer to work for companies with transparency and ethical norms (Treviño & Nelson, 2016). Therefore, people prefer companies in which ethics are institutionalized (Garavan & McGuire, 2010). If employees' perception of ethics is low, it will lead to general conflict, which will lead to employee turnover (Kancharla & Dadhich, 2021:3). Corruption in the Holy Quran and hadiths The word corruption is derived from the root of corrupt and means ruin. In this interpretation, it may be in external existence or human actions and affairs or divine decrees and laws that lead to the invalidation of its change and destruction (Javadi Amoli, 2011). Administrative corruption Corruption is one of the global phenomena existed since the beginning of early forms of government, and it is considered an important factor in causing damage to policies and public interests. Corruption is defined as the extent to which public power is used for personal interests, either micro, or macro corruption; as well as state capture by elites and personal interests. Corruption mostly takes the form of bribery and extortion; but it includes misuse of internal information, procurement fraud, embezzlement of public money and money laundering (Hawizi, 2017). The issue of corruption can be considered as a complex and ambiguous issue that refers to the deviant behavior of bureaucracies, and its root cause is disobeying cultural and social norms or violating the expectations of citizens. There are various factors and fields that can cause the emergence, expansion and promotion of administrative corruption in a potential and actual form. The solutions more effective in reducing and eliminating the phenomenon of administrative corruption in organizations can be identified based on these factors and fields (Ghasemi, Montazeri, 2018). Research methodology In this research, qualitative research method will be used to achieve the research objective. The current research is developmental in terms of the goal, because it takes a step towards explaining the pattern of reducing administrative corruption in public organizations. The collection of data in this article was also done by examining library studies; and in this way, qualitative data will be collected. Also, in terms of the type of method, this research is included in the category of descriptive-exploratory studies; in addition, the method of qualitative implementation of the research is the granded theory method to analyze the collected data. Research findings It should be noted that during these encodings, the researcher collects data about different people, events and situations by using theoretical sampling and according to the concepts that emerged from the data, which will provide a richer picture of the resulting concepts and categories. By using Max Kyuda software, the selective coding of the categories is refined, and a theoretical framework emerges through these processes. 41 open codes (concepts), 12 core codes (dimensions and components) and 4 selective codes (main categories) were counted. The findings of the qualitative section showed that the main and core categories in the form of inhibiting variables, effective factors, consequences and background variables were upgraded to a higher abstract level and finally the research paradigm model was presented. Conclusion No country can claim to be free from any economic corruption. Iran's economy has been facing this ominous phenomenon for years. Wide monopolies, rent structure, low level of quality of laws and wide lack of transparency have caused Iran to be considered among the corrupt countries. Transparency International Organization annually reviews and ranks the situation of all countries in terms of the level of corruption. One of the parameters for evaluating the economic and social status of countries is the economic corruption index. This type of corruption is the abuse of people's trust for personal gain, which usually appears in the form of bribery, embezzlement, cheat, fraud, and extortion. Although the Iranian society is a society with religious and national tendencies, all in which consider corruption as an ugly phenomenon and have always emphasized on fighting against it, we are observing the spread of corruption in the society which has blocked many social and national developments and put huge costs on the shoulders of the country and ultimately the people. According to the results of the research, the following suggestions are provided: Clarification of regulations and laws related to the performance of the organization Separation and optimization of executive tasks from headquarters areas and creation of logical interaction between said areas. Revision and modification of systems, methods and procedures with the tendency of simplifying work steps, streamlining operations, reducing time wastage and increasing satisfaction of customers and beneficiaries. Designing, compiling and implementing executive research and projects to improve the state of the country's administrative system in various fields. Designing, planning and implementing the necessary training programs to improve the appropriate human quality of the organization based on the determined needs. Maintaining the level of employees' income in line with inflation Greater advertising and transparency, spreading information and creating awareness Establishment of communication systems with clients to control existing organizational factors Strengthening internal controls in organizations, including periodic inspections and protection Establishment of appropriate and stable legal framework and increasing strengthening of law enforcers Simplification of laws: the more state-owned the economy is, the greater the rent and lack of transparency. Therefore, on one hand, removing some unreasonable restrictions governing economic relations in the customs, commerce, business environment and banking sectors; and on the other hand, simplifying and clarifying the laws and regulations governing various economic and administrative organizations and institutions of the country, as well as adoption of effective regulatory laws can eliminate corruption-causing factors. Independence of the judiciary and regulatory institutions: As long as the judiciary is independent, the courts threaten the corrupt interactions of the powerful in a country. The judicial and supervisory system, by avoiding factional and political issues, can be effective on the amount of corruption by emphasizing the time required to deal with the corrupt and the proportionality of the severity of the punishment. Timely handling of corruptors' cases and applying appropriate punishment regardless of the person's position and status is an effective factor in preventing corruption. Improving the salary situation of employees: poverty and lack of financial support for people's lives is one of the causes of corruption. Therefore, anything that increases national income per capita, strengthens growth and especially improves the income of government employees will be an obstacle to the emergence of corruption. Some studies show that low salaries force civil servants to supplement their income through illegitimate means.

Abstract Abstract The aim of this research is to design a political behavior management model based on organizational citizenship behavior. The present research is applicable in terms of purpose, and qualitative in terms of implementation, with a thematic analysis approach. The statistical population of the research includes 19 experts in the field of political behavior management and organizational citizenship behavior. The research collection tool is a semi-structured interview. In order to identify the dimensions and components of political behavior management based on organizational citizenship behavior, detailed and in-depth interviews were conducted with experts in the municipalities of Yazd province. Thematic analysis and NVIVO version 11 software were used to analyze the data. The results showed that the extracted concepts related to the design pattern of a political behavior management model based on organizational citizenship behavior in the municipalities of Yazd province include 47 primary codes, 16 basic themes, and 7 organizing themes. The underlying themes include: management factors, organizational structure, collectivist values, policies and attention to ethics, participatory voice, knowledge management, perceptual error, communication pollution, lack of information transparency, conflict and incongruity, personality traits, monitoring and control and valuation, delearning, educational planning, development of governance, convergence and organizational continuity. Introduction Since the emergence of the concept of human resource management, employee behavior has been considered by researchers as one of the most important categories of human resource management (Izadi et al, 2024). Regardless of the factors affecting employee behavior, it is of great importance that just as positive employee behaviors can significantly improve the overall productivity of the organization; their destructive and negative behaviors can also significantly decrease the performance and productivity of the organization (Ranjit, 2022). Among the behaviors that have received particular attention from human resource specialists is the political behavior of employees (Vojdani Tabatabaie et al, 2023). According to the organizational behavior literature, political behavior refers to activities within organizations to acquire, expand, and use power and other resources to obtain desired results in a situation where there is uncertainty. It should be noted that this definition of organizational politics states that organizational politics can be beneficial to the members of an organization or the organization itself (Sanaie et al, 2023). According to research results, political behaviors have a negative effect on the organizational citizenship behavior of employees (Ali Nisar et al, 2024). There is a wide range of tactics of influence, show-off, emotion management, and the like. Therefore, by using positive variables in the organization, the negative effect of political behaviors can be reduced and a proper balance can be created in the workplace. In this regard, the organizational citizenship of employees is a strong predictor with a wide range of attitudinal, behavioral, and organizational consequences (Atshan et al, 2022). Therefore, this issue and question arises: what is the most important model of political behavior management based on organizational citizenship behavior in the municipalities of Yazd province? Theoretical Framework Political Behavior Management Political behaviors in organizations consist of individual actions taken by an individual or group. They are directed towards advancing their own personal interests without regard for the welfare of others in the organization. Such actions are informal and regulate interpersonal relationships as part of the organization's culture. Political behavior in organizations is often hidden and is influenced by differences in employee perceptions and attitudes and is determined by the nature of the action or individuals' perceptions of reality, not reality itself (Izadi et al, 2024). Organizational Citizenship Behavior Organ et al, (1988) used for the first time the term organizational citizenship behavior and defined it as: conscious and insightful individual behavior that is not directly and explicitly recognized by the formal reward system, and that generally improves the organization's functions. Researchers have found that many factors influence organizational citizenship behavior; factors such as commitment, satisfaction, organizational justice, leadership style, personality traits, job characteristics, and organizational characteristics (Mousavifard, 2024). Bashokouh Ajirlo & Naghavi (2024) conducted a study entitled "Presenting a Simulation Model for the Development of Organizational Citizenship Behavior in Yazd Province Gas Company". The results of this study showed that 50 primary codes, 16 sub-themes and 4 main themes (individual, managerial, organizational and environmental) were identified, with the managerial factor being identified as the most influential factor. The simulation results also showed that the presented model can provide an appropriate estimate of the future development of organizational citizenship behavior in Yazd Province Gas Company. Izadi et al, (2024) conducted a study entitled "Designing and Explaining a Model of Political Behavior of Managers in Government Organizations". The results of this study showed that at the sixth level, the cultural and social gap and personality traits of individuals had the greatest impact compared to other factors; of course, cultural weakness was the most influential factor. At the fifth level of the model, public belief is located. At the fourth level, there is the political will of individuals and the management of organizational imagery and evaluation. At the third level, there is the individual power of individuals. At the second level, there are organizational processes and organizational elections and appointments, and at the last level, there are the patterns of laws and regulations and the structure of government organizations.   Research Methodology The present research is applicable in terms of purpose, and qualitative in terms of implementation, with a thematic analysis approach. The statistical population of the research includes 19 experts in the field of political behavior management and organizational citizenship behavior. The research collection tool is a semi-structured interview. In order to identify the dimensions and components of political behavior management based on organizational citizenship behavior, detailed and in-depth interviews were conducted with experts in the municipalities of Yazd province. Research findings Thematic analysis and NVIVO version 11 software were used to analyze the data. The results showed that the extracted concepts related to the design pattern of a political behavior management model based on organizational citizenship behavior in the municipalities of Yazd province include 47 primary codes, 16 basic themes, and 7 organizing themes. The underlying themes include: management factors, organizational structure, collectivist values, policies and attention to ethics, participatory voice, knowledge management, perceptual error, communication pollution, lack of information transparency, conflict and incongruity, personality traits, monitoring and control and valuation, delearning, educational planning, development of governance, convergence and organizational continuity. Conclusion The present study was conducted with the aim of designing a political behavior management model based on organizational citizenship behavior. The results of this finding are consistent with the results of the research of Dehghanizadeh et al, 2023), Sanaie et al, 2022), Abdullah & AL-Abrrow (2022), Kumari et al, (2022), Bashokouh Ajirlo & Naghavi (2024), Izadi et al, (2024), Mousavifard (2024), Nurollahi & Ghanbari (2021), Mir Mohammad Tabar (2023), Luo et al, (2023), Arnetz et al, (2022), Ebadifar & Mesbahi (2022), Taheri & Ataei (2021), and Khan et al, (2019). Taheri & Ataei (2021) showed that both individual and organizational backgrounds can lead to political behavior. Lack of resources creates politics. When resources such as monetary incentives or promotions are limited, people see the organization as more political. Any kind of ambiguity can lead to more organizational politics. Meanwhile, political behaviors are informal, and sometimes behind-the-scenes efforts to sell ideas, influence the organization, increase power, or achieve other strategic goals. According to the results of the study, the following suggestions are made: It is suggested that serious measures be taken to increase information transparency, resolve perceptual errors, improve communication, and manage conflicts because they can help stabilize the organization and improve the performance of Yazd Municipality. It is suggested that individual factors in Yazd Municipality include personality traits, monitoring and control, and valuation as important components in managing organizational affairs. Personality traits that are considered in this organization include leadership traits, motivation, commitment, and individual capabilities; that can have a great impact on performance and decision-making in the municipality.

Abstract Abstract The present study aims to investigate the antecedents of human resource errors in the treatment department in hospitals in Rafsanjan city. This research is applicable in terms of its purpose, and qualitative in terms of its method. The statistical population of the study includes 43 physicians in hospitals in Rafsanjan city. The basis for collecting information is the expertise and specialization of individuals, which were selected as sample members using purposive sampling until theoretical saturation was reached. Data analysis was performed using MICMAC software. The results of data analysis showed that regarding the antecedents of human error in physicians, the highest level of agreement among experts was with the components of incorrect information about the patient and inappropriate method of drug distribution; and the lowest level of agreement with the components of failure to observe the patient's legal rights and failure to apply ethical standards and professional principles. Also, regarding the outcomes of human error among physicians, the highest level of agreement among experts was with the component of creating psychological stress in physicians and increasing complaints among patients and hospital clients, and the lowest level of agreement with the components of developing a comprehensive plan for implementing activities related to health promotion, better and more information collection and dissemination, and the governance of a teamwork culture. Also, the results of interpretive structural equations and MiMak analysis showed that, from the experts' perspective; the weakness of the organization's employees' performance and the weakness of the internal management systems were identified as the first-level criteria, and the criteria of inappropriate mental processes and dysfunctional management characteristics at the second (last) level of the model. Introduction Today, sensitive systems with advanced technology are used in many nuclear, chemical, military, and medical industries. Since these systems interact with humans, the potential for risks due to human errors in these processes is high (Tanha et al, 2015). Human error involves the deviation of human performance from specified rules and tasks that exceed the acceptable limits of the system and have an undesirable effect on the system's efficiency (Alvarado & Triantis, 2024). In fact, despite the increasing advances in technology, human resources are still considered the most important and at the same time the most critical element in work systems. In work environments, humans collect, process, and make decisions based on a huge amount of information at any time (Zare et al, 2017); therefore, any error in any of these stages can have catastrophic consequences. These errors are known in various operations as unsafe behaviors or human errors (Mohammadfam & Saeidi, 2015). Human error is often the result of human physiological and psychological limitations and is quite complex (Ncubukezi, 2022). On the other hand, the issue of hospital errors has become an attractive topic in various medical sectors. The healthcare system is a complicate system consisting of different parts. Errors in medical professions are failures of job processes due to errors in planning to achieve the goal, and have root causes at the system level that lead to undesirable consequences. These consequences are events in which patients and employees suffer multiple injuries. A wide range of studies have shown that human errors have a very large share in causing events (87 percent) (Woods et al, 2020). Medical error is a challenge in health systems around the world, especially in developing countries. In this regard, the best way to prevent errors is to identify errors, identify the root and systemic causes of errors, learn from them, and improve the care system to prevent the recurrence of these errors. Therefore, the present research has attempted to study the influential and affected factors of medical error together in a single model. Thus, in this study, the researcher intends to answer the basic question: What are the factors that cause human resource errors in the treatment department in hospitals in Rafsanjan city? Theoretical Framework Human Errors in Medicine Medical Error: The failure of a planned health and treatment action to achieve the set goals (implementation error) by using a wrong plan to achieve a goal is a planning error. In other words, a medical error refers to an error that occurs due to forgetfulness and failure in planning by incorrect implementation of the health care plan, whether it causes harm to the patient or not. These errors include incorrect diagnosis, incorrect treatment, incorrect prescription and administration of medication, incorrect use of equipment, and incorrect interpretation of paraclinical tests (Purreza et al, 2020). Shirali et al, (2023) conducted a study titled Evaluation of Human Errors among Nurses Using Two Techniques of Predictive Analysis of Cognitive Errors and Human Event Analysis (Case Study: Specific Responsibilities Task of the Cardiac Intensive Care Unit). The findings of this study indicate the need to increase the workforce, reduce overtime even for people who voluntarily want to work overtime, and scientific planning of Nurses’ work shifts and the provision of practical training and stress management methods during emergencies. Le et al, (2022) conducted a study titled Errors due to Habit and Automaticity in Ignoring Medical Alerts: A Cohort Study. The results showed that prior dismissal of alerts by physicians increased their habitual strength to dismiss alerts. Furthermore, a physician’s habitual strength to dismiss alerts was positively associated with the incidence of subsequent alert dismissals after the initial alert dismissal. It was also found that alert dismissal due to habit learning was present in all levels of physicians, from junior trainees to senior specialists. Furthermore, it was observed that alert dismissal usually occurred after a very short processing time. Our study showed that 72.5% of alerts were dismissed within 3 seconds of alert presentation and 13.2% of all alerts were dismissed within 1 second of alert presentation. We found empirical support that habitual dismissal is one of the key factors associated with alert dismissal. We also found that habitual rejection of warnings is self-reinforcing, indicating significant challenges in disrupting or changing warning rejection habits once they have been formed. Research Methodology This research is applicable in terms of its purpose, and qualitative in terms of its method. The statistical population of the study includes 43 physicians in hospitals in Rafsanjan city. The basis for collecting information is the expertise and specialization of individuals, which were selected as sample members using purposive sampling until theoretical saturation was reached. Research Findings Data analysis was performed using MICMAC software. The results of data analysis showed that regarding the antecedents of human error in physicians, the highest level of agreement among experts was with the components of incorrect information about the patient and inappropriate method of drug distribution; and the lowest level of agreement with the components of failure to observe the patient's legal rights and failure to apply ethical standards and professional principles. Also, regarding the outcomes of human error among physicians, the highest level of agreement among experts was with the component of creating psychological stress in physicians and increasing complaints among patients and hospital clients, and the lowest level of agreement with the components of developing a comprehensive plan for implementing activities related to health promotion, better and more information collection and dissemination, and the governance of a teamwork culture. Also, the results of interpretive structural equations and MiMak analysis showed that, from the experts' perspective; the weakness of the organization's employees' performance and the weakness of the internal management systems were identified as the first-level criteria, and the criteria of inappropriate mental processes and dysfunctional management characteristics at the second (last) level of the model. Conclusion The present study was conducted with the aim of investigating the antecedent factors of human resource errors in the treatment department in hospitals in Rafsanjan city. The results of this study are consistent with the results of Le et al, (2022), Brennan & Oeppen (2022), Rowland & Adefuye (2022), Zyoud & Abdullah (2021), Azarabad et al, (2018), Shirali et al, (2023), Mosadeghrad et al, (2020), and Al-Ahmadi et al, (2020). Shirali et al, (2023) indicated the need to increase the workforce, reduce overtime even for those who voluntarily want to work overtime, and scientifically plan nurses' work shifts and provide practical training and stress control methods during emergency situations. According to the results of the research, the following suggestion was made: - Develop a new long-term program, taking into account the weaknesses of previous programs, in cooperation with the organizations responsible for leisure and sports, and hold coordinated meetings with other organizations, especially the Iranian Broadcasting Corporation, to produce joint content and make television and radio programs.

Abstract Abstract
The aim of this research is to design a model for empowering family physicians based on service quality. The present research is developmental in terms of its purpose. The statistical population of the research includes 20 academic experts, policymakers, and family physicians who have complete information about applicable training in the organization. The sampling method is purposive. The data collection tool is a semi-structured interview. The meta-synthesis method was used to analyze the data. Data analysis resulted in the identification of 58 indicators, 11 criteria, and 4 dimensions for empowering family physicians and 32 indicators, 6 criteria, and two dimensions for the dimension of service quality. The model obtained is divided into four themes: required prerequisites (infrastructure, communications, planning); motivational mechanisms (incentives, awareness, power to act); management indicators (evaluation, financial management, and supervision); reforming the service delivery method (training, process improvement) to empower family physicians and the two themes of tangible service quality (diagnostic, cost, and electronic services) and intangible service quality (insurance and accountability, obstetrics and gynecology, and consultation) were approved.
Introduction
The successful implementation of the family medicine program requires understanding its principles and prerequisites. The availability of prerequisites and continuous evaluation of the family medicine program using standard criteria facilitates the achievement of the program's goals. Although the program has had relative success in terms of access to services and comprehensiveness of care, it showed less success in the dimensions of coordination between service delivery levels and continuity of care (Najafi Kersami et al, 2022) and consequently, the growth, progress, development and enhancement of staff capabilities, which has been proposed as "empowerment" in the organization in recent years, is considered one of the effective methods for increasing the skills of staff and making optimal use of their individual and group capacities and capabilities in line with the goals of the organization (Nazifkar et al, 2023). The family medicine program affects the access, quality, efficiency, justice, resilience and sustainability of health services and ultimately, the health of the people and the accountability and financial protection of the primary health care system. The family medicine program has brought many achievements. The successful implementation of this program requires understanding its principles and prerequisites. The availability of prerequisites and continuous evaluation of the family medicine program using standard criteria facilitates the achievement of the program's goals (Mosaddeq Rad et al, 2022). Although the implementation of the family doctor plan is considered a fundamental measure and an important development in the discussion of rural health insurance and the provision of health services and the referral system in the country, evidence indicates that if these challenges and threats are not identified in a timely manner and no intervention is made, only a name may remain of this plan (Mohamadiyan et al, 2018). Service leveling prevents repeated and unnecessary referrals to more specialized levels and prevents waste of material and human resources, and is considered an appropriate tool for controlling the costs of care and increasing alignment between general practitioners and specialists. Ignoring the referral system can break the links in the health and treatment service delivery system, increase costs, and harm the quantity and quality of services. Family physicians should be involved in empowerment and consider all medical, cultural, religious, patient and family status and community status aspects in caring for patients (Jannati et al, 2011).
Considering the above and the importance of implementing the family physician plan, the present study seeks to evaluate this research issue: What is the family physician empowerment model for improving the quality of services in the management of social security treatment in Mazandaran?
Theoretical framework
Empowerment
Empowerment means giving power and helping individuals in the organization to improve their sense of self-confidence, overcome their disability and helplessness, and create enthusiasm for activity in individuals and provide their internal motivation to perform job duties (Golafshani et al, 2022).
Service quality
Service quality is defined as the difference between customers' expectations before using the organization's services and the image they have of the services received. The purpose of service quality perception is the consumer's perception of the services provided by a company. Service quality can be defined as customers' overall attitude or judgment of the services received (Behrozi, 2021).
Endalamaw et al, (2024), in a study titled Review of Continuous Quality Improvement in Healthcare Systems: Conceptualization, Models and Tools, Barriers and Facilitators, concluded that the main reported objectives of using continuous quality, as its positive impact, are to improve the health system structure (e.g., leadership, health workforce, use of health technology, resources and costs), improve the processes and outcomes of healthcare delivery (e.g., care coordination and linkages, satisfaction, access, continuity of care, safety and efficiency), and improve treatment outcomes (reduce morbidity and mortality). Continuous quality implementation is not without challenges. There are cultural (e.g., resistance/reluctance to a quality-focused culture and fear of blame or punishment), technical, structural (related to organizational structure, processes and systems), and strategic (inadequate planning and inappropriate goals) barriers that are commonly reported during continuous quality implementation.
Keelson et al, (2024), in a study titled The Impact of Patient Engagement on Service Quality and Client Well-being: An Introspective Analysis from the Perspective of Healthcare Providers, concluded that it emphasizes the importance of patient engagement in determining healthcare experiences and outcomes, and emphasizes the need for healthcare institutions to adopt patient-centered care principles and foster collaborative and empowering cultures. Based on the findings, patient engagement fosters open communication, shared decision-making, and shared care, all of which are critical components for improving service quality. To improve adherence to treatment, improve health outcomes, and increase patient satisfaction, healthcare providers emphasize the value of giving patients the freedom to actively participate in their healthcare journey. Furthermore, patient engagement has been shown to enhance client well-being by encouraging a sense of empowerment, independence, and control over one’s health.
Research Methodology
The present research is developmental in terms of its purpose. The statistical population of the research includes 20 academic experts, policymakers, and family physicians who have complete information about applicable training in the organization. The sampling method is purposive. The data collection tool is a semi-structured interview.
Research findings
The meta-synthesis method was used to analyze the data. Data analysis resulted in the identification of 58 indicators, 11 criteria, and 4 dimensions for the empowerment of family physicians; and 32 indicators, 6 criteria, and two dimensions for the service quality dimension. The model obtained was approved in four themes of prerequisites (infrastructure, communication, planning); motivational mechanisms (incentives, awareness, power to act); management indicators (evaluation, financial management, and supervision); and reforming the method of providing services (training, process improvement) for the empowerment of family physicians, and two themes of tangible service quality (diagnostic, cost, and electronic services) and intangible service quality (insurance and accountability, obstetrics and gynecology, and consulting).
Conclusion
The present study aimed to design a model of family physician empowerment based on service quality. This finding is consistent with the results of Onog & Bayrami (2023), Matdeen & Sogandi (2022), Eslami (2022), Endalamaw et al, (2024), Keelson et al, (2024), Abbasi & Hajimohammadi (2021), Vafaee-najar et al, (2019), Heydriyan et al, (2022), and Heydarian Nayini et al, (2022). Onog & Bayrami (2023) showed that improving and increasing employee empowerment is possible with transformational leadership of managers, which is consistent with the results of this study. In criticizing the results of their research, it can be stated that one dimension that affects empowerment, namely transformational leadership, is focused on; and other effective variables have not been examined.
According to the results obtained, the following suggestions are made:

It is suggested that the educational curriculum of general practitioners be revised and the approach changed from treatment-oriented to health-oriented.
It is suggested that community-oriented training of general practitioners and empowerment in the context of the community be considered.
Network empowerment is suggested by reviewing the overall structure of the network with the aim of maximally adapting the network structure to the dimensions of non-medical and community-oriented family medicine.
It is suggested that the family physician plan be implemented at the patient's doorstep.

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 study is to evaluate the effectiveness of artificial intelligence in developing students’ entrepreneurial skills. The present study is applicable in terms of its purpose, descriptive-survey in terms of data collection, and correlational in terms of the relationships between variables. The statistical population of the present study includes 110 teachers of secondary schools in Districts 11 and 12 of Tehran, selected by purposive sampling method. The collection tool in the present study includes a questionnaire which was distributed among them. The validity of the questionnaire was confirmed by experts and its reliability was confirmed by Cronbach’s alpha coefficient. SPSS and PLS software were used to analyze the findings and test the hypotheses. The results showed that artificial intelligence has an impact on the development of entrepreneurial skills such as personal skills, creative and critical skills, interpersonal skills and practical skills. Also, the GOF criterion method was used to fit the overall model; the obtained value was 0.723, which indicates a strong fit of the model.
Extended abstract
Introduction
In the era of rapid technological and digital changes, the development of entrepreneurial skills among students has become a fundamental necessity for educational systems. Entrepreneurship education for the new generation is not only a key factor in economic growth and sustainable job creation, but also a prerequisite for adapting to technological changes, innovation, and empowering young people to successfully enter the competitive environment of the future labor market (Somia, & Vecchiarini, 2024). Meanwhile, the emergence of artificial intelligence (AI) with unique capabilities in complex data processing, decision-making, personalization of learning processes, and creation of interactive content has opened new horizons for the transformation of entrepreneurship education (Wan, 2025).
The complexity of entrepreneurship education, with its interdisciplinary nature and need for practical experience, requires new approaches to personalize education, provide interactive scenarios, and simulate real business environments; capabilities that artificial intelligence can potentially provide (Bell & Bell, 2023). However, there is a lack of credible evidence and empirical studies, especially in developing countries and school settings, on the actual effectiveness of this technology in entrepreneurship education. Many existing studies have either focused on the technological dimension or have lacked the measurement of operational and behavioral effectiveness on students. This research gap has doubled the need for scientific studies and field evaluations (Bhatt et al., 2024). Focusing on "Evaluating the Effectiveness of Artificial Intelligence in Developing Students' Entrepreneurial Skills", this research attempts to answer basic questions: To what extent and in what dimensions do AI-based technologies improve entrepreneurial capabilities (including cognitive capabilities, practical skills, and personality-behavioral characteristics) among students? Which components and contextual conditions (such as school environment, digital literacy level, gender, etc.) play a key role in realizing or failing to realize the effectiveness of this process? Can AI fill the gaps in traditional entrepreneurship education and lead to strengthening students' willingness, courage, and readiness to enter the field of entrepreneurship?
Theoretical Framework
Students' Entrepreneurial Skills
Entrepreneurship skills are a multidimensional set of capabilities, attitudes, and knowledge that enable an individual to identify opportunities, create value, and manage resources in various economic, social, and technological contexts. These skills go beyond technical capabilities to include psychological traits (such as risk-taking, independence, perseverance, and self-confidence), cognitive abilities (such as creative thinking, problem-solving, gathering, analyzing, and evaluating information), and social skills (such as effective communication, teamwork, negotiation, and networking). Recent research shows that establishing and nurturing these skills from an early age, especially in educational settings, plays a decisive role in enhancing the career prospects and enabling young people to adapt to changes in the labor market (Ngwenya, 2024).
The Role of Artificial Intelligence in Improving Entrepreneurial Skills
In the last decade, Artificial Intelligence (AI) has become an unparalleled tool for reinventing the way entrepreneurship skills are taught and developed, with researchers calling it a “leapfrogging factor in the entrepreneurial empowerment of the next generation.” Integrating smart technologies into the process of educating and training entrepreneurs not only personalizes and accelerates learning, but also has a profound and constructive presence at the four main levels of entrepreneurial competencies (personal characteristics, interpersonal skills, creative/critical skills, and executive/practical skills) (Masadeh et al., 2024).
Najmabadi et al., (2025) examined the impact of artificial intelligence on the development of life skills in students. The present study, using a review approach and qualitative content analysis, examined studies published between 2022 and 2024 on the impact of artificial intelligence on teaching life skills in students. The findings of this study show that AI technology can facilitate the development of cognitive, emotional, and social skills in learners by providing smart learning environments, content personalization, enabling rapid feedback, and enhancing teacher-student interaction. On the other hand, challenges such as the lack of appropriate infrastructure in many schools, inequality in access to technology, weak technical knowledge of teachers, ethical concerns in collecting and analyzing personal data, and lack of localized educational resources are considered obstacles to the effective use of this capacity. The prospective analysis of this article indicates that AI, if properly managed, developing ethical frameworks, and empowering human resources, can play a role as a powerful tool in improving the quality of skill-based education.
Azizi (2025) studied the impact of using AI systems on learners' learning efficiency. The findings of this study show that blockchain technology, visualizations, intelligent teaching systems, adaptation and personalization systems have a positive and significant effect on the efficiency of English language learning, while the effect of assessment and evaluation and teacher robots on improving the efficiency of language learning has been rejected, and it seems that from the perspective of educators and instructors, these systems cannot directly replace the entire teaching staff.
Research Methodology
The present study is applicable in terms of its purpose, descriptive-survey in terms of data collection, and correlational in terms of the relationships between variables. The statistical population of the present study includes 110 teachers from secondary schools in Districts 11 and 12 of Tehran, selected by purposive sampling method and a questionnaire was distributed among them. The collection tool in the present study includes a standard questionnaire, the validity of which was confirmed by experts and its reliability was confirmed by Cronbach's alpha coefficient.
 
Research findings
SPSS and PLS software were used to analyze the findings and test the hypotheses. The results showed that artificial intelligence has an impact on the development of entrepreneurial skills such as personal skills, creative and critical skills, interpersonal skills, and practical skills. Also, the GOF criterion method was used to fit the overall model; the value obtained was 0.723, which indicates a strong fit of the model.
Conclusion
The present study was conducted with the aim of evaluating the effectiveness of artificial intelligence in developing students' entrepreneurial skills. The results of this study are consistent with the results of Najmabadi et al., (2025), Mehdizadeh Mahali (2025), Sadeghi et al., (2025), Li (2025), Wan (2025), Azizi (2025), Rostam zadeh ganji & jayervandi (2025), and Pourshahabi (2023). Najmabadi et al., (2025) showed that AI technology can pave the way for the development of cognitive, emotional, and social skills in learners by providing smart learning environments, content personalization, enabling rapid feedback, and enhancing teacher-student interaction. On the other hand, challenges such as the lack of appropriate infrastructure in many schools, inequality in access to technology, weak technical knowledge of teachers, ethical concerns in collecting and analyzing personal data, and lack of localized educational resources are considered obstacles to the effective use of this capacity. The prospective analysis of this article indicates that AI, if properly managed, developing ethical frameworks, and empowering human resources, can play a role as a powerful tool in improving the quality of skill-based education.
According to the results obtained, it is suggested that entrepreneurship education programs be designed based on blended learning and using simulated environments based on AI. These environments should represent real issues and challenges of the Iranian labor market and innovative businesses in a localized manner so that students, while interacting with realistic scenarios, practice problem solving, decision making, and analyzing real situations.

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 research is to analyze and Normalize technical skills indicators of junior high school teachers. The present research is applicable in terms of purpose, and descriptive-contextualization in terms of method. The statistical population of the research includes all junior high school teachers in the four districts of Karaj in 2021, from which a sample of 329 teachers was selected. The sampling method is cluster random method. A researcher-made questionnaire was used to collect information. SPSS and AMOS software were used to analyze the data. The findings indicate that each component of the teachers' technical skills questionnaire, which includes: consulting skills, teaching and classroom management skills, evaluation skills, and information and communication technology skills, has a desirable internal consistency. Therefore, it was concluded that each of the items has the necessary power to measure the components of teachers' technical skills, and each of the components has an acceptable power to measure the more general factor, namely teachers' technical skills. Introduction Since education is the most important tool for achieving advanced scientific development, teachers must also face this reality like other groups (Ramírez Montoya et al, 2021). The rapid changes in contemporary life necessitate the need for up-to-date and technological education and preparation to face, accept or reject, and coordinate with changes in various dimensions of life (Ali Ahmadi, 2016). Therefore, the success of any educational system depends more than any other factor on the knowledge and skills of its teachers, and they must update their knowledge throughout their professional lives (Zaragoza et al, 2021). To achieve a desirable and purposeful education, it is necessary to provide targeted activities with a deep insight and by obtaining fully specialized qualifications based on comprehensive and professional studies, taking into account various aspects of knowledge, skills and new achievements of science and technology and using new tools and methods. To realize these activities and programs, a general, continuous and comprehensive effort is needed from various factors in the educational system so that the above complex can achieve its goals more and have a positive and greater impact on improving the quality of education (Elhami et al, 2023). Teachers' skills and competencies depend on having a combination of types of competencies that are influenced by teachers' individual capabilities and competencies, and include educational competencies, personal competencies, professional competencies, and social competencies (Ababaf et al, 2018), some of which are the teacher's mastery of subject knowledge and are considered fundamental competencies and skills (Murray et al, 2015). Some are behaviors and performance that direct competencies and skills towards models (Mehralizadeh, 2018). In this regard, one of the skills required in these areas is communication, which requires the use of communication skills. Communication skills are those skills through which individuals can engage in interpersonal interactions and the communication process. That is, the process through which individuals share their information, thoughts, and feelings through verbal and non-verbal exchange (Hamedi Nasab & Asgari, 2018). Therefore, the present study seeks to evaluate this research issue, which is: how to analyze and standardize the technical skills indicators of junior high school teachers?  Theoretical framework Teachers' technical skills The effectiveness of teachers depends on having a combination of technical skills. Some of these teaching skills are influenced by the individual capabilities and competencies of teachers (Altan et al, 2018). Although there are many common technical and specialized skills that should be pursued by setting the right goals, categorizing them in different dimensions, drawing a roadmap, and under the shadow of effectiveness and efficiency, teachers with skills must have the ability to use and correctly select these techniques. Using and adapting different types of skills creatively and creating basic programs using technical skills are requirements for a teacher. Some experts believe that if education is to progress, education professionals, especially teachers, who have extensive interaction with learners, must change. Also, their knowledge and information, cognitions, attitudes, skills, and working methods must change (Ramezani & Amini, 2022). Molina-Moreno et al, (2024) investigated the analysis of personal competencies in teachers. Their results showed that activities aimed at strengthening teachers' personal competencies have a positive impact on areas such as job satisfaction, professional commitment, emotional management, and stress reduction, which have a favorable effect on students. However, the effectiveness of these interventions may vary depending on the study design and individual characteristics of the participants. Khalifelo et al, (2024) investigated the impact of teachers' classroom management skills on the teaching-learning process. They showed that teachers' classroom management skills significantly affect the teaching-learning process of students. Teachers with strong classroom management skills can create a suitable and orderly learning environment that increases students' concentration, participation, and motivation. These skills also help teachers manage instructional time more effectively and prevent it from being wasted. As a result, effective classroom management by teachers will lead to improved academic achievement of students. In general, teachers' classroom management skills have a significant impact on the teaching-learning process of students. These skills help teachers to create an orderly and constructive environment in the classroom, manage instructional time effectively, increase student motivation and participation, and ultimately lead to improved academic achievement. Therefore, developing and strengthening classroom management skills in teachers should be considered a priority in order to make the teaching-learning process in schools more effective. Research Methodology The present research is applicable in terms of purpose, and descriptive-contextualization in terms of method. The statistical population of the research includes all junior high school teachers in the four districts of Karaj in 2021, from which a sample of 329 teachers was selected. The sampling method is cluster random method. A researcher-made questionnaire was used to collect data. Research findings SPSS and AMOS software were used to analyze the data. The findings indicate that each component of the teachers' technical skills questionnaire, which includes: consulting skills, teaching and classroom management skills, evaluation skills, and information and communication technology skills, has a desirable internal consistency. Therefore, it was concluded that each of the items has the necessary power to measure the components of teachers' technical skills, and each of the components has an acceptable power to measure the more general factor, namely teachers' technical skills. Conclusion The present study was conducted with the aim of analyzing and normalizing the indicators of technical skills of junior high school teachers. The results of this study are consistent with the results of Molina-Moreno et al, (2024), Khalifelo et al, (2024), Rezaei et al, (2023), Hoshyar et al, (2023), Rezazadeh et al, (2023), Azarboueh & Nastiezaie (2022), Kalantaripour & Modiri Khameneh (2021), Namaziandost et al, (2021), Talebi Khansari (2020), and Vilcaste (2019). Khalifelo et al, (2024) showed that teachers' classroom management skills significantly affect the teaching-learning process of students. Teachers with strong classroom management skills can create an appropriate and orderly learning environment that increases students' focus, participation, and motivation. These skills also help teachers manage instructional time more effectively and prevent it from being wasted. Consequently, effective classroom management by teachers will lead to improved student achievement. Overall, teachers' classroom management skills have a significant impact on students' teaching-learning process. These skills help teachers create an orderly and productive classroom environment, manage instructional time effectively, increase student motivation and participation, and ultimately lead to improved academic achievement. Therefore, developing and strengthening classroom management skills in teachers should be considered a priority in order to make the teaching-learning process in schools more effective. It is suggested that, considering the importance of teachers' influence on students and considering that knowledge and skills can be acquired, learned, and transferred, there is a need to seriously discuss and examine the characteristics and methods of training teachers in order to develop and enhance their competence, so that more justified principles and programs can be developed for training competent teachers who are up-to-date and compatible with rapid developments.

Abstract Abstract The aim of the present research is to study the evaluation scales in curricula for Farhangian University students. The research method is applicable in terms of its purpose, mixed (qualitative-quantitative) in terms of its implementation method, and descriptive-survey in terms of its nature and method, and is an exploratory research type. The statistical population in the qualitative part of the research included 20 experts selected based on purposive sampling. The statistical population in the quantitative part of the research included 450 of all secondary school teachers in Hormozgan province selected based on the Cochran formula and the type of stratified and cluster sampling. The Delphi technique and the model fit assessment questionnaire were used. The Delphi technique was used in the qualitative part of the data analysis, and the Spss-V23 and Lisrel-V8.8 software were used in the quantitative part. The results of the research showed that the components of the model of the evaluation scales of Farhangian University students' curricula are in 5 dimensions and 16 components, including the dimensions of logic and goals (3 components), content and learning activities (3 components), the role of the teacher and materials and resources (4 components), grouping and assessment and evaluation (3 components), and place and time (3 components). Also, considering the difference in the means, which are positive values, it was concluded that the status of the components was generally in a desirable state but slightly above the average. In addition, the results of the validation of the model showed that the adaptation, comprehensibility, generalizability, and controllability of the model are valid in the opinion of experts and have been confirmed with 99% confidence. Introduction Education and training, as an educational institution that is responsible for teaching science and citizenship education, must pay attention to all dimensions of human existence. However, a look at the history of Iranian education shows that the Iranian education system operates purposefully in the educational and cognitive dimension, and other dimensions of human existence have either been forgotten, or if they have been seen, they are not very significant and purposeful; while the most important goal of education is to discover the inner strengths of each individual, and to help them identify their mental and practical abilities (Moussapour, 2022). The concept of curriculum has undergone many changes and developments throughout its short history. Until the early twentieth century, the concept of curriculum did not go beyond its traditional and limited framework, which was limited only to the subject matter. However, since the early twentieth century, due to the importance and role of education and the development of educational research, the traditional concept of curriculum has undergone many changes, and its newer concept, namely the individual and social competence of learners and the achievement of educational goals, has been taken into account (Yarmohammadian, 2022). This is why most education professionals agree that: today, a curriculum or roadmap should be more than just information or a list of materials and topics to be studied. It should include all the theoretical and practical experiences necessary to be successful in achieving educational expectations and goals (Baal, 2022). However, curriculum planning can be prescriptive or descriptive, or both. Prescriptive definitions provide us with what “should” happen, and often take the form of a plan, an imaginary design, or some kind of masterful vision of what needs to happen. Similar to prescriptive curricula, prescriptions are those that pharmacies churn out for patients; in fact, we do not know how many of them are followed by patients. The best estimate is that most are not followed. This is particularly true of the prescribed curriculum for schools where the teacher, like the patient, ultimately decides whether to follow the curriculum version or not. In essence, the designer suggests, the teacher arranges the tasks (Tural, 2022). Accordingly, the present study examines the evaluation scales in curricula for Farhangian University students and seeks to answer the question: What are the evaluation scales in curricula for Farhangian University students? Theoretical Framework Curriculum The word curriculum in our country's education is a new word that has been used by different people based on the different meanings derived from this word (Etslander, 2021). The term curriculum, in terms of lexicography, has its roots in the Latin word currere, which means a racetrack or a field for running. Curriculums, like a racetrack with a defined beginning and end, require a clearly defined beginning, end, and path. The second characteristic that can be inferred from the word curriculum - given its etymology - is that, like obstacles placed on the racetrack and become increasingly difficult to overcome, curricula also become progressively more difficult (Mehrmohammadi, 2024). Rahpeyma et al, (2024) studied the presentation of the work and technology curriculum model in the secondary school of Fars province schools. The research findings showed that according to the values ​​of the standard coefficients and the significance coefficients of t, it can be said that the objectives and content component in the model has a significant role and the teaching and evaluation method component has a significant effect on the work and technology curriculum model of the secondary school. All indicators are at a very desirable level and the model fits the data well, indicating that there is a linear relationship between the variables. Zanganeh et al, (2024) studied the design of the virtual school curriculum model in the second year of secondary school in Khaf city. The results showed that school curriculum design includes 6 components: curriculum objectives, curriculum content, curriculum evaluation, learning flows, curriculum teaching, curriculum strategies, and curriculum suitability. The results of the model fit statistics show that the values ​​obtained for each of the indicators indicate a very good fit of the model. Research methodology The research method is applicable in terms of its purpose, mixed (qualitative-quantitative) in terms of its implementation method, and descriptive-survey in terms of its nature and method, and is an exploratory research type. The statistical population in the qualitative part of the research included 20 experts selected based on purposive sampling. The statistical population in the quantitative part of the research included 450 of all secondary school teachers in Hormozgan province selected based on the Cochran formula and the type of stratified and cluster sampling. The Delphi technique and the model fit assessment questionnaire were used. Research findings The Delphi technique was used in the qualitative data analysis and the Spss-V23 and Lisrel-V8.8 software was used in the quantitative part. The results of the research showed that the components of the model of the evaluation scales of Farhangian University students' curricula are in 5 dimensions and 16 components, including the dimensions of logic and goals (3 components), content and learning activities (3 components), the teacher's role and materials and resources (4 components), grouping and assessment and evaluation (3 components), place and time (3 components). Also, considering the difference in the means, which are positive values, it was concluded that the status of the components was generally in a desirable state but slightly above the average. In addition, the results of the model validation showed that the adaptation, understandability, generalizability, and controllability of the model are valid in the opinion of experts and have been confirmed with 99% confidence. Conclusion The present study aimed to investigate the evaluation scales in curricula for Farhangian University students. The results of this study are consistent with the results of Rahpeyma et al, (2024), Ashrafi Soltan-Ahmadi et al, (2024), Zanganeh et al, (2024), Amini Harandi (2023), Gulo (2023), Mastali et al, (2023), Morata (2022), and Motamedinia & Jamalianzadeh (2021). Rahpeyma et al, (2024) showed that according to the values ​​of the standard coefficients and the significance coefficients of t, it can be said that the component of objectives and content in the model has a significant role and the component of teaching method and evaluation has a significant effect on the curriculum model of secondary school work and technology. All indicators are at a very desirable level and the model has a good fit with the data, indicating that there is a linear relationship between the variables. Considering the subject of the research, it is suggested: Since the degree of desirability or validity of a model as well as its explanatory power requires that they successfully pass the test of time, it is necessary that the components identified in this research be experimentally tested in educational environments by other researchers in this field for testability and ultimately in the education system, so that a more accurate and comprehensive judgment can be made regarding the validity and accuracy of these components as well as their generalizability to educational environments. 

Abstract Abstract The present study was conducted with the aim of investigating the fit of the presented model in relation to transformational leadership and teachers' organizational commitment with the mediation of organizational innovation. The statistical population of the present study consisted of all school teachers in District 15 of Tehran in the academic year 2024-2025. From the aforementioned statistical population, 300 people were selected based on random cluster sampling. To collect data, the transformational leadership questionnaire of Bass and Avolio (1995), the organizational commitment questionnaire of Allen and Meyer (1997), and the researcher-made organizational innovation questionnaire of Choupani (2011) were used. Cronbach's alpha was used to determine the reliability of the instrument. The correlation matrix and structural equation model were used to analyze the data, and the Lisrel 10.30 and Spss 25 software were used to analyze the research data. The results of data analysis indicated that: transformational leadership has a direct and significant relationship with teachers' organizational commitment; organizational innovation has a direct and significant relationship with teachers' organizational commitment; transformational leadership also has a significant relationship indirectly and through organizational innovation with teachers' organizational commitment; and the conceptual model presented has a good statistical fit. In other words, the model for explaining organizational commitment based on transformational leadership and organizational innovation fits the empirical data. Finally, based on the information obtained from the structural equation model, it can be said that all the components in the three variables of the present study have a positive and significant relationship with each other. Introduction Today, organizations need capable employees who can adapt to changes and developments in diverse and dynamic environments, make deliberate decisions, be responsible and accountable, and find novel and effective ways to overcome problems and obstacles with creativity, innovation, and initiative (Majooni, Ardalan, Ghanbari & Afzali, 2021). Countries that prioritize the use of their resources to provide quality education to their people will ensure their economic progress, and this is one of the most important challenges facing educational leaders (Boonla & Treputtharat, 2014). Amidst these developments, teachers’ organizational commitment has emerged as a key variable that influences educational reform, teacher retention, and organizational success (Yue et al., 2025). Since individual commitment to the organization leads to important outcomes such as reduced turnover (Chang et al., 2007); reduced transfer, and increased quality of teaching and research (Wang et al., 2020); educational organizations are looking for a responsible and committed workforce. In this regard, one of the factors that fosters identification of individuals with the organization and leads to increased organizational commitment is leadership (Raman et al., 2015). Although there are many perspectives on leadership, it is generally agreed that leadership is an influential process, occurs in a group, and involves shared goals (Northouse, 2010). In the field of leadership, many theories have been proposed by different schools, one of which is the theory of transformational leadership. It states that leaders have specific behaviors that accelerate employees' innovative thinking through improved performance, organizational innovation, and organizational performance (Colbert et al., 2008). Also, innovation is increasingly being mentioned today as one of the main factors for the long-term success of an organization in competitive markets (Martínez-Pérez & García, 2016). Innovation is a process that provides added value and a degree of novelty to the organization, its suppliers and customers through the development of new ways of doing business and the creation of approaches, solutions, products and services (Wikhamn, 2019). Therefore, if education managers and leaders know that by changing their policies and behaviors they can effectively increase commitment and innovation in their organization, then doing so will definitely be their top priority. Understanding what has been raised and the research gap, the relationships between these variables in education spaces have become the concern of researchers. Therefore, the present study seeks to answer the fundamental question: is transformational leadership related to the mediator variable of organizational innovation on teachers' organizational commitment?" and whether the conceptual model presented in this study has statistical validity or not? Theoretical Framework of Organizational Innovation Organizational innovation is a new creation of knowledge or the development of new information such as a concept, hypothesis or theory; in other words, organizational innovation means something new to use (Ghanbari & Ahmadi, 2022). The innovations, knowledge, expertise and commitments of teachers are valued as key inputs in the innovation process. Meanwhile, organizations with higher innovativeness will be more successful in responding to environmental changes as well as developing new capabilities that help them achieve higher performance (Lloréns Montes, Ruiz Moreno & Miguel, 2004). However, innovation is an expensive and risky activity, with positive results on organizational performance, which can sometimes be accompanied by negative results, such as rapid environmental changes, increased costs, employee dissatisfaction or unnecessary changes (Jiménez-Jiménez & Sanz-Valle, 2011). Transformational leadership This type of leadership represents a process that leads to changes and transformations in people and is related to values, moral qualities, long-term goals, satisfaction of needs, assessment of the drivers influencing employees and how to treat them (Azizi Nejad, Jenaabadi & Moradzadeh, 2014: 77). All transformational approaches emphasize the feelings, values ​​and participation of employees in achieving a common basic goal and increasing capacity and a high level of commitment to organizational goals. Recent evidence suggests that transformational leadership activities can be widely spread throughout the organization (Brent Davis et al., 2010). Transformational leadership is a style according to which the leader encourages subordinates to perform beyond expectations. Unlike the transactional leader who motivates people to work by relying on material needs and rewards, the transformational leader motivates subordinates’ higher needs (progress, independence, success, etc.) (Zeinabadi, 2010). Organizational Commitment Organizational commitment is directed towards organizational characteristics such as organizational values ​​and behaviors and often includes commitment to the organization and superiors (Koshazade, Rahimnia & Afkhami, 2013). On the other hand, organizational commitment is the positive or negative attitudes of individuals towards the entire organization (not the job) in which they work (Allen et al., 2007). Allen and Mayer (1990) have made the greatest contribution to this field by publishing more than 15 studies on organizational commitment since 1984. They created a three-dimensional model based on the observation of similarities and differences in the definitions of organizational commitment (Meyer & Herscovitch, 2001) and defined organizational commitment as the intention of employees to stay in the organization and also consider it a psychological state that expresses a kind of need, desire and obligation to continue working in an organization. Need means that the individual is forced to continue serving in that organization due to the investments he has made in the organization; desire means the heartfelt willingness and interest to continue serving in the organization; and obligation means the duty, religion and responsibility that the individual has towards the organization and considers himself obligated to stay in it (Klein et al, 2012). Research Methodology The method of conducting the present study is descriptive-correlational \ of structural equation modeling type. The statistical population in question includes all teachers working in District 15 of Tehran in the academic year 2024-2025. Using cluster sampling in the first stage and stratified random sampling in the second, 300 of them were selected for the study. Morgan table was used to estimate the sample size. In order to comply with ethical considerations, the subjects were coded and the confidentiality of the information and the principle of confidentiality were observed. Finally, the statistical methods of frequency distribution, mean, standard deviation, Pearson correlation matrix and confirmatory path analysis were used to analyze the data using LISREL10.30 software. Research findings According to the results of structural equation analysis, it can be said: The transformational leadership variable has a positive direct effect (0.33), a positive indirect effect (0.0147), and a positive total effect (0.3447); and is significant on the organizational commitment variable at the 0.05 level. The organizational innovation variable has a positive direct effect (0.07) and a positive total effect (0.07) and is significant on the organizational commitment variable at the 0.05 level. The transformational leadership variable with an indirect path coefficient through organizational innovation (0.0147) and T-value (4.09) has an indirect, positive and significant effect on the organizational commitment variable at the 0.05 level. Considering the total effects of the independent variables, it can be said that the transformational leadership variable (0.3447) has the highest effect and the organizational innovation variable (0.07) has the lowest effect on the organizational commitment variable. Conclusion In general, the literature review and research background confirm that the presented conceptual model has a good statistical fit, that is, the model for explaining organizational commitment based on transformational leadership and organizational innovation fits the empirical data and is consistent with the results of the research of Nugraha (2025); Siregar & Winarso (2025); and Babazadeh & Taymouri (2024). Therefore, according to the results obtained, it is suggested that school administrators emphasize all four dimensions (ideal influence, inspirational motivation, intellectual encouragement, and individual considerations) in order to influence employee commitment to the organization. Or, more precisely, it can be said that administrators should consider: • Participation in decision-making, organizational management style, appropriate salaries and benefits, and similar issues can affect the level of commitment of teachers to the workplace and school, and overshadow their interest in education, teaching, work, and career. • Stimulate innovation and creativity by questioning old assumptions, traditions, and beliefs; reframing problems; and approaching old situations in new ways. • Build trust and respect in teachers. • Change the expectations of group members to believe that the organization's problems can be solved. • Pay special attention to the needs of each individual for their progress and growth.