https://jomc.ut.ac.ir/ Organizational Culture Management en daily 1 Wed, 23 Sep 2026 00:00:00 +0330 Wed, 23 Sep 2026 00:00:00 +0330 https://jomc.ut.ac.ir/article_108728.html https://jomc.ut.ac.ir/article_104429.html Purpose: This study aims to examine the impact of the masculinity–femininity cultural dimension on auditors’ professional skepticism. In addition, the moderating roles of auditors’ work experience and job position in this relationship are considered. Methodology: The research is applied in nature and follows a descriptive–correlational design. Data were collected through the distribution of a standardized questionnaire among technical managers and partners of audit firms accredited by the Securities and Exchange Organization. Structural equation modeling (SEM) was employed for data analysis using SmartPLS software. Findings: The results indicate that the masculinity cultural dimension has a significant negative effect on auditors’ professional skepticism, whereas the femininity dimension exerts a significant positive effect. Moreover, work experience and job position moderate the strength of these relationships, such that more experienced auditors and those in higher positions exhibit greater sensitivity to cultural dimensions. Conclusion: The findings highlight the importance of cultural dimensions in shaping auditors’ professional judgments. Strengthening femininity-oriented cultural values, along with enhancing auditors’ job position and experience, can contribute to higher levels of professional skepticism and, consequently, improved audit quality. https://jomc.ut.ac.ir/article_108729.html Objective: Given the impact of cognitive warfare on employees’ perceptions, attitudes, and behaviors, identifying intra-organizational mechanisms that sustain organizational trust is critically important. Accordingly, this study aimed to explain the role of organizational culture in the formation of organizational trust within the context of cognitive warfare, emphasizing the mediating roles of media literacy and cognitive resilience. Method: This descriptive–correlational study employed structural equation modeling (SEM). The statistical population consisted of employees of the Lorestan Oil Pipelines and Telecommunications Company, from whom 350 participants were selected using stratified random sampling. Data were collected using the Denison Organizational Culture Survey (2000), the Organizational Trust Questionnaire (2008), Falsafi’s Media Literacy Scale (2014), and the Cognitive Resilience Scale (2008). Data analysis was conducted using AMOS software. Findings: The results indicated that organizational culture has a positive and significant effect on organizational trust. Moreover, media literacy and cognitive resilience significantly mediated this relationship. The proposed model demonstrated acceptable goodness-of-fit indices. Conclusion: In the context of cognitive warfare, the effectiveness of organizational culture in sustaining trust depends on its capacity to regulate employees’ perceptions. Strengthening organizational culture alongside employees’ cognitive capacities represents a key strategy for enhancing organizational resilience against emerging cognitive threats. https://jomc.ut.ac.ir/article_103996.html The present study aims to provide a macro-architecture for a higher education model with an emphasis on competent human capital. The research methodology is based on a meta-synthesis approach, utilizing library studies. In the first step, key factors were extracted as themes from prior studies conducted between 2015 and 2025 and from foreign databases. Subsequently, these factors were categorized into three main axes—structural, contextual, and behavioral—within a three-pronged model. Based on the research findings, the most significant factors in the structural dimension include "higher education policy based on competent human capital," "technological maturity for competent human capital," and "upgrading the human resources system based on competent human capital." The most important factors in the behavioral dimension are "knowledge mobility based on competent human capital," "participation based on competent human capital," and "competency development based on competent human capital." Finally, the key factors in the contextual dimension are "national educational development based on competent human capital" and "educational de-bordering based on competent human capital." These were identified as the core components of higher education with an emphasis on competent human capital. The main achievement of this research is its emphasis on the need to simultaneously consider structural, contextual, and behavioral components in the design of the higher education system, with a particular focus on human capital. Accordingly, a model for the country's higher education system, based on competent human capital, was developed in line with the identified components. https://jomc.ut.ac.ir/article_106177.html Introduction: The present study aimed to examine the effect of ethical leadership on confronting mobbing behaviors, considering the mediating role of leader-member exchange and nurses’ organizational silence. Method: This applied study employed a quantitative, descriptive-correlational research design. The statistical population included 779 nurses (all nurses at Loghman Hakim Hospital in Tehran), from which a sample of 257 participants was selected. Standardized questionnaires were used to collect data. Data analysis was conducted using descriptive and inferential statistics, with SPSS and Smart PLS software employed for the analyses. Findings: The study revealed that ethical leadership, through the mediating role of leader-member exchange and organizational silence, has a significant negative effect on employees’ exposure to mobbing behaviors. Ethical leadership was positively associated with leader-member exchange, but negatively and significantly related to organizational silence and mobbing. Additionally, organizational silence was positively correlated with mobbing behaviors, whereas leader-member exchange showed a significant negative relationship with mobbing. Conclusion: The findings indicated that ethical leadership and the quality of leader-member exchanges are effective in reducing mobbing in healthcare organizations. Ethical managerial behavior also decreases nurses’ organizational silence. Conversely, organizational silence among nurses can contribute to an increase in mobbing in such organizations. https://jomc.ut.ac.ir/article_104597.html The present qualitative research was conducted with the aim of designing a qualitative model of organizational silence. Data were collected through exploratory interviews with 56 employees of the Kurdistan provincial gas company, who were selected using the snowball method. The data obtained from the interviews were analyzed using the content analysis method, following the three stages of basic, organizing, and comprehensive themes, with the assistance of MAXQDA 18 software. Finally, the model of organizational silence of Kurdistan Gas Company was designed. According to the presented model, five types of silence were common among employees: desperate, conservative, protestant, altruistic, and opportunistic. Based on the results, the most important reasons for silence among employees were individual, organizational, and environmental factors, which led to two types of passive and active behavior among employees. It was also found that silence among employees has both individual and organizational consequences. According to the employees, the solutions to reduce silence were to improve human resources management and develop training programs. Based on the designed model, solutions to reduce organizational silence were presented. The implementation of the proposed solutions and their application within the organization will lead to greater employee participation in the company's affairs and provide creative opinions and innovative decisions, which will ultimately improve the performance of both employees and the company. https://jomc.ut.ac.ir/article_104194.html Objective: This study aimed to address the research gap in the field of intercultural sports branding. Its primary objective was to identify and analyze effective strategies for strengthening Iraq's international football brand, focusing on transforming ethnic diversity into a competitive advantage. Method: The present research employed a mixed-methods (qualitative-quantitative) approach. In the qualitative phase, 53 studies from Scopus, WOS, and SportDiscus databases were analyzed using systematic meta-synthesis (CVR = 0.92-1.00, Cohen's Kappa = 0.82). The quantitative phase involved a survey of 213 managers and players from professional leagues using Structural Equation Modeling (SEM). Findings: Eight key strategies were identified, the most important of which included: Multilingual Digital Marketing (R² = 0.812), Reviving Cultural Heritage (CVR = 1.00), and Collaboration with the Diaspora (Factor Loading = 0.863). Sports diplomacy led to a 35% reduction in negative stereotypes. The main challenges included budget shortage (78%) and structural resistance (65%). Conclusion: The current study provides a framework that, by integrating digital technology, diaspora capital, and institutional innovation, can serve as a model for multicultural countries. Recommendations include strengthening inclusive governance, developing fan applications, and producing multilingual content. Future research could focus on examining long-term effects and conducting comparative studies. https://jomc.ut.ac.ir/article_106176.html Objectives: A forward-looking approach is a key and essential capability for all organizations operating in dynamic and complex environments. It is influenced by cultural values, beliefs, norms, and behaviors. By examining the underlying culture, this study aims to reveal the dimensions and components of a forward-looking culture within defense organizations, striving to identify and elucidate its existing characteristics, the reasons for its formation, and strategies for its enhancement. Methods: This research was conducted using a qualitative interpretive approach for exploratory-applied purposes. A mixed-method approach was employed for data collection, comprising a systematic literature review and semi-structured interviews. Data analysis was performed using thematic analysis. Sampling was purposeful, based on expertise and experience, and continued through interviews with 20 experts until theoretical saturation was achieved. To ensure the validity of the findings, member checking and inter-coder agreement methods were utilized. Findings: Analysis of the interview data, conducted in six stages, resulted in the extraction of 36 basic themes, 24 organizing themes, and 11 overarching themes: power-seeking, short-termism, ideological thinking, threat-orientation, (strategic) surprise, idealism, centralization, incremental evolution, conservatism, traditionalism, and past-orientation. The key findings from the thematic analysis were: the tension between certain characteristics, such as the challenge of adhering to traditions while adapting to future needs; the prominent role of organizational leadership in shaping a forward-looking culture; the need to strengthen and provide training in futures thinking; and the importance of considering the social dimensions of a forward-looking culture. Subsequently, the investigation into the "Causes and Factors Shaping the Existing Futures Culture" was conducted using thematic analysis. This process resulted in the identification of 78 basic themes, 19 organizing themes, and five main themes, namely: structural and systemic factors, cultural factors, knowledge- and skill-related factors, motivational factors, and communication-related factors. Finally, the examination of "Strategies for Improve Futures Studies Culture" yielded 80 basic themes, 23 organizing themes, and seven main themes. These propose strategies across several categories: structural and institutional strategies, cultural and discourse-based strategies, knowledge-based, educational, and skill-development strategies, motivational and incentive-based strategies, communication and networking strategies, operational and implementation strategies, and policy and governance strategies. Results: Based on the findings, the existing forward-looking culture, dominated by traditionalism, conservatism, and past-orientation, exposes the organization to strategic surprise. The root causes of this situation lie in structural-bureaucratic factors and knowledge-motivational deficiencies. In response, three operational actions are proposed: establishing a supra-organizational institution for monitoring future developments, implementing strategic dialogue programs for senior managers, and deploying incentive mechanisms for transformative projects. https://jomc.ut.ac.ir/article_104449.html This study aimed to explore harmonious leadership and the factors influencing its formation in the Yazd Regional Electricity Company through a qualitative approach. It is a developmental research study employing qualitative methodology, utilizing thematic analysis and semi‑structured interviews for data collection. Participants consisted of senior and middle managers as well as employees, and data were gathered through sixteen semi‑structured interviews based on the rule of theoretical saturation using a purposive sampling method. Data validity was ensured through peer review and participatory verification, while test–retest reliability was used to confirm data stability. The findings indicated that harmonious leadership consists of two main components: benevolent behavior and authentic, purposeful behavior. Benevolent behavior includes three subcategories—friendly and collegial relationships, supportiveness and companionship, and trust orientation—while authentic and purposeful behavior encompasses assertive and explicit behavior, committed behavior, influential behavior, and strategic behavior. The causal factors underlying the emergence of harmonious leadership are divided into two main categories: long‑term and comprehensive causes, including effective strategic planning, organizational justice, and employee empowerment, and short‑term and partial causes, comprising merit orientation and training. https://jomc.ut.ac.ir/article_95541.html Abstract Purpose:Lack of support, attention, kindness, guidance and understanding human resourses from each other in their activity environment causes a phenomenon called emotional deprivation. Emotional deprivation refers to the lack of experience in deep and meaningful relationships with others, the lack of social support or the feeling of loneliness and social neglectness .This phenomenon may cause a decrease in motivation, increase in stress and depression, decrease in job performance, and even increase the rate of leaving the job . then now , according to the importance of the issue for the organization, current research was done with the FCM method in order to identify and analyze the causes and consequences of emotional deprivation.Methodology: The current research is practical in terms of purpose and survey in terms of data collection . The statistical population of the research are experts who familiar with the subject under study, which include managers and employees of government organizations. that with Using the purposeful sampling method and based on the principle of theoretical saturation, 30 of them were selected as sample members. that with Using the purposeful sampling method and based on the principle of theoretical saturation, 30 of them were selected as sample members.In this research, the content analysis method and for the coding process using MAX QDA software were used to analyze the data in the qualitative part And in a quantitative part, fuzzy cognitive mapping method has been used. https://jomc.ut.ac.ir/article_96316.html The local government is an old institution with a new concept that has its roots in the past history of mankind and has entered the field of existence in distant times with the introduction of the management of human communities. Municipalities and city councils, which are called local government, do not have the power to make political decisions, and in the upper laws, the council is considered as the local parliament and decision-maker, and the municipality as the executive and decision-maker; Therefore, the relationship between these two institutions is important, and how such a relationship should be and who and to what extent are involved in the interaction between them should have a pattern. The research of this study was based on the meta-combination method and through the study of library sources and documents, during which 93 open codes were extracted and 5 selected codes were extracted from their combination, which are: "Communication characteristics and behavior of council and municipality employees" , "Position and role of council and municipality", "Planning", "Influential factors" and "Progressive obstacles" have been obtained, and also from this study 8 desirable interaction indicators, which are: "Transparency", "Common language" , "Flexibility", "Participation", "Innovation", "Democracy", "Responsibility" and "Decision-making power and independence" were selected, based on the relationships, components and indicators between them, the optimal interaction model of the city council and The municipality was established. https://jomc.ut.ac.ir/article_97464.html Purpose: in this research, we have sought to identify the symptoms and causes of the phenomenon of silent waiting from the point of view of experts in the western governorates of the country. Methodology: This research is based on the exploratory mixed method. The qualitative part has been done through systematic transcription foundation data analysis and the quantitative part has been done using structural equation modeling. The participants in the research were a number of experts in the western governorates of the country, including Ilam, Kermanshah, Kurdistan, Lorestan and Hamedan, and a semi-structured interview was conducted with 18 of them considering the theoretical sampling method. . After obtaining confidence and trust in the emerging categories and confirming them, a questionnaire was designed to test the model, whose validity and reliability were checked with known indicators. After verifying the validity of this step, quantitative data analysis with SmartPLS software showed that causal factors have a significant effect on the emergence of the central phenomenon.Findings: we found that the five components of the preferred context of colleagues, the preferred context of managers, organizational helplessness, dysfunctional culture and bureaucratic atmosphere and waiting mental preoccupations as the causal causes in the emergence of a central phenomenon with four indicators of strategic patience, Political Prudence, Political concealment and strategic panic have played a role. After validating qualitative data, quantitative data analysis with SmartPLS software showed that causal factors have a significant effect on the emergence of the central phenomenon. https://jomc.ut.ac.ir/article_98370.html Purpose:Cultural governance expresses a set of respect and action with the wisdom of culture that the government should have. In I.R.of Iran, cultural governance cannot be achieved without paying attention to the behavior and nature of Alavi’s governance and the teachings and guidelines of Nahj al-Balagha,Nahj al-Balagha is the charter of governorship, guidance, and prosperity and includes the deepest layers of culture and cultural management, which guides the way to the perfection of governance and climbing to the peak of truth.For this reason, all Publicpolicy makers and role-makers in the field of cultural governance should try to ensure that these teachings are followed in all stages of the country's cultural policy-making and become the daily work of every people and government employee.Method:This research has an interpretative orientation, In terms of purpose, Applied and developmental; In terms of strategy, discovery; In terms of approach, inductive; in terms of method, Qualitative research; In terms of data collection method, Library; Regarding the research Strategy(Implementation method), Thematic analysis method has been used.Conclusion: In this research, first, 1977 characteristics of cultural governance evaluation were extracted from the text of Nahj al- Balagha and using the theme analysis method, 564 identifiers and 42 areas were identified and analyzed and categorized into 4 Political, Administrative, Economic & Sotial structures.The findings of this research can be used as a basis for writing and evaluating new Publicpolicy makings in governance, revising the codified cultural policies and compiling the country's strategic documents. https://jomc.ut.ac.ir/article_98571.html The main goal of this plan is to analyze the pathology of home businesses and explain the drivers of the development of modern home business culture. The approach of the current research is mixed, in terms of its purpose, it is applied and in terms of its nature and descriptive method. The community of participants of this project in the qualitative and quantitative part includes experts, university professors who have written articles in the field of home businesses, as well as activists in the field of home businesses with at least three years of useful experience, university graduates, and finally experts, managers and officials of executive bodies in charge of employment affairs. The analysis of the research data is based on the theme analysis, which includes 49 basic themes, eight organizing themes and finally three overarching themes named purposeful value creation, intelligent regeneration and multiple synergies. Also, the results of the weighted average regarding new jobs show that the jobs of designing commercial websites, designing robots in social networks, and designing fashion and clothes with software are respectively the most preferred among university graduates. The most important challenges and harms identified in the field of home businesses are related to the lack of networking and acting in isolation, not having a comprehensive and targeted plan for the development of home businesses, offering microloans without examining and recognizing the talents and capacities of applicants. https://jomc.ut.ac.ir/article_98798.html The present research has been conducted to provide a governance model of the teacher education system using a qualitative approach and meta-synthesis method. All scientific-research articles found in the last eleven years, totaling 615 scientific documents, constitute the research community of the present study, which were located in 7 foreign databases and 3 domestic databases. Ultimately, 20 scientific documents were selected and analyzed after examining the titles, abstracts, research methods, and findings. The analysis of the findings was conducted using thematic analysis, and the quality of the findings was validated through peer review and professionals' feedback during the research steps, as well as by the Critical Appraisal Skills Programme (CASP) tool. In addition, a favorable reliability was obtained with a Cohen-Kappa coefficient of 76%. Based on the findings, the governance model of the teacher training system encompasses functional requirements (institutional identity and independence, participation and academic social capital), ethical requirements (academic ethics and transparency), managerial requirements (knowledge creation and knowledge-centricity, strategic policymaking, coherence and integration), and developmental requirements (academic excellence, organizational development and growth, agility and academic mobility). https://jomc.ut.ac.ir/article_98991.html The current research was conducted with the aim of identifying factors influencing the organizational socio-patriarchy architecture of human resources in electronic organizations using fuzzy cognitive map with FCM method. This research is descriptive and exploratory in terms of practical purpose and in terms of data collection method, which has an inductive comparative research philosophy. The socio-statistics of the current research is the employees of the government organizations of Lorestan province. that the sample members were selected using the purposeful sampling method and based on the principle of theoretical saturation. The data collection tool is in the qualitative part of the interview and in the quantitative part of the questionnaire, the validity and reliability of the tools have been analyzed using content validity and intra-rater inter-rater reliability for the interview and content validity and retest reliability for the questionnaire, respectively. In this research, the content analysis and coding method was used in the qualitative part and the FCM fuzzy cognitive map method was used in the quantitative part to analyze the data. The results of the research include the identification of factors affecting organizational socialization architecture in electronic organizations, so that electronic evaluations of employees, provision of electronic human resources, use of employees to electronic functions, registration and movement of employees in virtual form are among the most important factors affecting the socialization s. https://jomc.ut.ac.ir/article_99403.html Objective: Defensive silence is an inefficient organizational process that destroys costs and efforts. Therefore, the current research was conducted with the aim of identifying the effective factors and consequences of defensive silence of employees in government organizations.Method: The current research is an exploratory in terms of practical purpose in terms of gathering information. Also, this research is a type of mixed qualitative and quantitative based on comparative and inductive philosophy. The statistical population is the experts who were selected by the purposeful sampling method and based on the principle of theoretical adequacy. Findings: The research findings include identifying and prioritizing the effective factors and consequences of defensive silence in the employees of government organizations. Therefore, the most important factors affecting the defensive silence of employees in government organizations are workplace ostracism, experience of insulting behavior and expediency of employees. Also, the reduction of the organization's strategic innovation capacity, the occurrence of organizational numbness and numbness, and the inability of the organization to control organizational divisive currents were identified as the most important consequences of defensive silence.Conclusion: According to the findings of the research, defensive silence has led to stagnation and stagnation in the organization, which will eventually lead to the weakening and even death of the organization. Therefore, such a destructive phenomenon should be identified and its occurrence in employees should be prevented. https://jomc.ut.ac.ir/article_99738.html The present research was conducted to evaluate the cognitive competencies of elementary school managers in Zanjan city. For this purpose, Quantitative approach and structural equation modeling analysis method have been used. The statistical population included managers and educational deputies of education region 1 and 2 of Zanjan, totaling 331 individuals who were selected using the stratified random sampling method with the Krejcie and Morgan table. A researcher-made questionnaire consisting of 13 category and 63 concepts was used to collect quantitative data, the validity of which was confirmed by three specialists, and the results of the first-order factor analysis and its reliability were confirmed by Cronbach's alpha. The data were analyzed using Kolmogorov-Smirnov, one-sample t-test, and structural equation modeling. The model fitting also showed that all 13 criteria had very high validity. According to the findings, the cognitive-action, self-awareness, psycho-cognitive capital, linguistic and language capabilities, emotional neurocognition, social cognition, comprehensive and systemic attitude, neuro-centric leadership, multiple intelligences, perceptual and mental abilities, and cognitive-organizational readiness were higher than average. However, the components of mental representation and awareness of neurocognitive sciences were higher than the average theoretical opinion of society. This indicates a favorable situation in 11 cognitive-action, self-awareness, psycho-cognitive capital, linguistic and language capabilities, emotional neurocognition, social cognition, comprehensive and systemic attitude, neuro-centric leadership, multiple intelligences, perceptual and mental abilities, and cognitive-organizational readiness topics. https://jomc.ut.ac.ir/article_99816.html Brain fog is a physiological condition caused by stress, mental strain, lack of sleep, or too much mental work for a long time. This situation can have many negative effects on a person's performance and mood and may cause a decrease in concentration, memory loss and depression. Therefore, according to what was said, the present study was conducted with the aim of providing a model of the antecedents and consequences of brain fog among hospital crews and employees. This research is a fundamental research which is philosophically interpretative and has an exploratory approach in terms of nature. Considering that there is no previous theory about brain fog among hospital employees and crews, therefore, in order to solve the problem of research and formulation of the brain fog model among the employees and crews of the hospitals, the qualitative research method was used, and specifically, the data-based theory method was used to construct the theory. In the current research, the statistical population was the hospital staff and 16 of them were selected as a sample by theoretical sampling. In this research, the criterion of reaching 16 experts, which is the saturation point, is the point where the connection between the concepts and the new class no longer appears. The results showed that individual factors, family factors, motivational factors and occupational factors are among the antecedents of brain fog and individual and organizational consequences are among the consequences of brain fog. https://jomc.ut.ac.ir/article_99996.html The present applied research, grounded in the interpretive paradigm and employing a qualitative approach, aimed to identify the organizational competencies of faculty members. The statistical population for this study comprised all faculty members and undergraduate student teachers enrolled in Farhangian University campuses during the academic year 2023-2024. The research sample was selected purposefully using the snowball sampling technique until data saturation was achieved, including 15 faculty members and 10 student teachers from Farhangian University campuses. The interviews were analyzed through thematic analysis in an inductive manner. To ensure the credibility of the research (validity), feedback from four experts in educational management and higher education management was incorporated. Additionally, the reliability of the coding process was confirmed through re-coding conducted by the researchers (with an agreement coefficient of 0.91) and a second reviewer (with an agreement coefficient of 0.85). The identified dimensions and components of the organizational competencies of faculty members include two main themes: professional competencies (comprising two dimensions: scientific and research competencies, and educational and teaching-learning competencies) and general competencies (consisting of six dimensions: management and leadership competencies, communication competencies, ethical and professional competencies, digital competencies, cultural and social competencies, and personal development competencies). https://jomc.ut.ac.ir/article_100373.html The current research was carried out with the aim of designing a model of how to influence the phenomenon of organizational ghosts in government organizations with the ISM approach. This research is applied in terms of purpose and descriptive survey in terms of nature and method. The statistical population of the research is the managers of government organizations, 20 of whom were selected using the purposeful sampling method. The data collection tool is an interview in the qualitative part and a questionnaire in the quantitative part, the validity and reliability of which were confirmed using the content method and theoretical validity and intra-coder and inter-coder reliability. To analyze the data in the qualitative part, the content analysis method was used using MAXQDA software, and in the quantitative part, interpretive structural modeling and MATLAB software were used. The results of the research showed that the factors affecting the phenomenon of organizational ghosts in four axes are the foundational factors of the phenomenon of organizational ghosts, the reinforcements of the phenomenon of organizational ghosts, the dimensions of the phenomenon of organizational ghosts and finally the consequences of the phenomenon of organizational ghosts. Based on the results, the dimensions of the phenomenon of organizational ghosts should be carefully managed and considered in order not only to make maximum use of positive legacies, but also to avoid negative consequences. Finally, the ability of new managers to interact with these dimensions can contribute to the sustainable success of the organization. https://jomc.ut.ac.ir/article_101521.html In many organizations, humanism is seen as a natural phenomenon in human interactions. People tend to connect more with colleagues who share similar experiences, beliefs, and cultural backgrounds. This tendency can help to form harmonious and effective work teams, but on the other hand, it may lead to a decrease in diversity of thought and creativity. Therefore, the current research has been carried out with the aim of phenomenologically understanding the dimensions and positive and negative consequences of similarity attraction.This research is considered to be descriptive and survey type in terms of practical purpose and in terms of data collection method. In terms of typology, the current research is among qualitative researches and in the analogical-inductive paradigm. The statistical population of the research is managers of government organizations and university professors in the field of management, 20 of whom were selected based on the principle of sufficiency and using purposeful sampling. The tool for gathering information is an interview. In this research, the method of content analysis and coding with Maxqda software was used to analyze the data. The findings of the research showed that human dimensions in organizations can have positive and negative effects. On the one hand, they lead to increased coordination, cooperation and job satisfaction, and on the other hand, they may reduce intellectual diversity and lead to group thinking and unconscious discrimination.Organizations should try to establish a proper balance between humanity and diversity and create an inclusive and diverse culture. https://jomc.ut.ac.ir/article_101976.html Aim:Therefore, the present study aimed to investigate the cause-and-effect relationships of defensive decision-making and its consequences in government organizations in Lorestan province. Methodology: The present study is applied in terms of purpose and exploratory in terms of data collection. The statistical population of this study includes experts, including university professors and managers of government organizations in Lorestan province, who were selected as a sample using purposive sampling and based on theoretical adequacy. To collect data in the qualitative part, interviews were used, the validity and reliability of which were confirmed through content and theoretical validity, as well as intra-coder and inter-coder reliability methods. In the quantitative part, the data collection tool was a questionnaire, the validity and reliability of which were also confirmed using content validity and test-retest reliability. Qualitative data were analyzed using content analysis method and quantitative data were analyzed using fuzzy cognitive mapping method. Result: The result of the research indicate that the decision-phobia taking over the managers, the bitterness experienced from the criticism, Conservative organizational culture are the most important reasons for managers' defensive decision-making. Also, managers' preoccupation with the phenomenon of rumination, injecting mental laziness in managers, being on the sidelines of realizing organizational goals were identified as the most important consequences of managers' defensive decision-making. Conclusion: This type of decision-making is known as inefficient and ineffective decision-making, which can lead to negative effects for the organization. https://jomc.ut.ac.ir/article_102212.html Spiritual intelligence plays a pivotal role in augmenting organizational commitment, project productivity, and the empowerment of managers. Given the limited endeavors in the realm of designing an empowerment model predicated on spiritual capital, this research undertakes a descriptive-exploratory approach to elucidate and explore the phenomenon under investigation. Subsequent to a comprehensive delineation of the phenomenon, the collective perspective of the broader community regarding the subject matter is articulated. This study employs a descriptive-exploratory methodology with a qualitative orientation. The statistical population comprises expert professionals, academic scholars, and branch managers of a banking institution. Data collection involved library document analysis using the meta-synthesis method and interviews conducted with 10 experts, selected through a non-random purposive sampling technique utilizing snowball sampling. The collected data underwent examination and evaluation via thematic analysis. The research findings culminated in the development of a model that elucidates managerial empowerment across four dimensions: psychological, managerial, individual, and organizational, grounded in the 12 characteristics of spiritual capital. To achieve maximal managerial empowerment based on spiritual capital, it is imperative to consider the aforementioned dimensions and components within advancement and retraining programs. https://jomc.ut.ac.ir/article_102439.html The primary objective of this study is to identify the factors contributing to quiet quitting in Iranian government organizations. In this research, after identifying the factors, data were analyzed using the fuzzy cognitive mapping method. The study is applied in terms of orientation and purpose, adopts an inductive-deductive approach, and employs an exploratory mixed-method strategy. By combining qualitative and quantitative research methods and utilizing qualitative content analysis (semi-structured and in-depth qualitative interviews and literature review), the symptoms and causes of quiet quitting were thoroughly examined. The study population consisted of experts familiar with the topic, namely employees of the Chaharmahal and Bakhtiari Governorate who had either engaged in quiet quitting or observed similar cases in their organizations, with 15 participants selected through non-probability (purposive) sampling. To assess the validity of the qualitative section, content and theoretical validity were confirmed through the perspectives of three experts and professors familiar with the subject. Reliability was measured using Cohen’s Kappa method. After identifying the factors, in the quantitative section, the causal relationship model of quiet quitting and its key factors were determined using the fuzzy cognitive mapping method. The findings revealed that “inadequate organizational interactions,” “unfulfilled individual expectations,” “lack of physical and mental well-being in the workplace,” “cultural challenges,” “dissatisfaction due to insufficient organizational support,” and “managerial inefficiencies” are among the most significant causes of quiet quitting. https://jomc.ut.ac.ir/article_102965.html purpose: Dark networking refers to a set of informal, invisible, and sometimes unethical interactions in which some employees or managers gain unfair influence in decision-making processes, resource allocation, or organizational appointments by using special relationships. These types of networks often operate outside of transparent and legal mechanisms and can disrupt the healthy functioning of the organization. Therefore, given the importance of this phenomenon, the present study was conducted with the aim of identifying and analyzing the factors and consequences of dark networking in organizations using the FCM method and the Gaffey software.Method: The present study is applied in terms of its purpose and descriptive-survey in terms of its data collection method. The statistical population of the study, in both qualitative and quantitative sections, is managers and employees of government organizations in Lorestan province (Water and Sewage Department, Lorestan University), 21 of whom were selected using purposive sampling method and based on the theoretical saturation principle. The data collection tool in the qualitative part is an interview, the validity and reliability of which was confirmed using content validity and theoretical validity, and the method of intra-coder and inter-coder reliability. Also, the data collection tool in the quantitative part is a questionnaire, the validity and reliability of which was confirmed using content validity and test-retest reliability. For data analysis in the qualitative part, the content analysis approach and coding method using MaxQDA software were used, and in the quantitative part, the fuzzy cognitive map method was used.Findings: The research findings show https://jomc.ut.ac.ir/article_102982.html The patriarchal management style is a valuable approach that deals with personal development and supports the peace and job satisfaction of the organization's members.Therefore, the present study was conducted with the aim of recognizing and understanding the characteristics and consequences of the patriarchal management style.This study is applied in terms of its purpose and is a survey and exploratory in terms of its data collection method, and has a deductive-inductive research philosophy.The statistical population of the study is experts whose sample members were selected using the purposive sampling method and based on the principle of theoretical saturation.The data collection tool is an interview in the qualitative part and a questionnaire in the quantitative part.The validity and reliability of the tools were analyzed using content validity and intra-coder and inter-coder reliability for the interview and content validity and test-retest reliability for the questionnaire, respectively. In this study, the content analysis and coding method was used for data analysis in the qualitative part and the fuzzy cognitive map method was used in the quantitative part. In this study, the qualitative findings include identifying the characteristics and consequences of the management style of patriarchal managers, and the quantitative findings are related to prioritizing these factors. According to the results of the study, the most important characteristic of patriarchal managers is providing guidance for the professional and personal lives of employees, and the most important consequence of patriarchal management is the dissemination of an organizational culture based on support, empathy, and a caring ethic. https://jomc.ut.ac.ir/article_103055.html Improving professional accountablity is the weakest link of transformation in the educational system of Iran, although, it is considered one of the main factors in the effectiveness and quality of teacher education. To expolre this complex and multi-faceted concept, it is necessary to examine all the intervining factors. The present study was conducted with the aim of investigating the relationship between organizational trust and teachers' educational accountability, with the mediating role of emotional well-being among English language teachers. Based on purposeful sampling, among the available teachers, a total of 105 language teachers working at public schools participated in data collection procedure, filling four questionaires: Payne's organizational trust, Darmus’ teachers accountability and Simsk's emotional well-being. Structural equation modeling method was used for data analysis, using SPSS (v 26) and Smart Pls softwares. The results of the research indicated and validated the effect of teachers' organizational trust on their educational responsibility. Also, the mediating role of teachers' emotional well-being in the relationship between organizational trust and teachers’ accountability was confirmed. The result showed that if the educational organization puts the guarantee of teachers' emotional well-being on the agenda and combines the adopted policies with support and developemnt strategies, a better perspective can be envisioned in promoting the organizational responsibility and trust of the teachers. https://jomc.ut.ac.ir/article_103509.html The aim of the present study is to explain the phenomenon of knowledge repression by relying on identifying the causes and consequences using a fuzzy cognitive map (case study:government organizations in Lorestan province).The present study is an exploratory research in terms of its applied purpose in terms of information collection.This research is also a mixed qualitative-quantitative research type and is equivalent to the inductive-deductive philosophy.The statistical population of the present study is experts consisting of university professors and managers of government organizations in Lorestan province, 25 of whom were selected as sample members using purposive sampling and based on theoretical adequacy.The data collection tool in the qualitative part is an interview, the validity and reliability of which was confirmed using content validity and theoretical validity and the intra-coder and inter-coder reliability measurement method. The data collection tool in the quantitative part is a questionnaire, the validity and reliability of which was confirmed using content validity and test-retest reliability.Qualitative data were analyzed using the content analysis strategy and quantitative data were analyzed using the fuzzy cognitive map method.The results indicate that the illusion of knowledge, personal motivation, reliance on existing knowledge, and being caught in the representation effect are the most important reasons for knowledge repression, respectively. Also, reducing the efficiency and productivity of the organization, the risk of organizational survival and making wrong decisions, weakness in learning and problem solving, and reducing the organization's ability and capability to express creativity and innovation are the most important consequences of knowledge repression. https://jomc.ut.ac.ir/article_103701.html Therefore, the present study was conducted with the aim of artificial intelligence and the emergence of distinct job ecosystems in knowledge-based companies. This study is classified as exploratory research in terms of its applied purpose and the data collection method and was conducted in two qualitative and quantitative sections. The statistical population of the study in the qualitative and quantitative sections is university professors and managers of knowledge-based companies, of whom 20 were selected as sample members using purposive sampling, based on the principle of theoretical saturation. The data collection tool in the qualitative section is an interview and in the quantitative section, it is a questionnaire. In this study, in order to analyze the data in the qualitative part, the content analysis approach and coding method through MaxQDA software were used. And in the quantitative part, the fuzzy cognitive map method was used. The research findings showed that among the 20 identified outcomes, the formation of hybrid teams including humans and intelligent systems to achieve common goals with the central index (21/25), the necessity of continuous retraining and upgrading of skills (Reskilling & Upskilling) with the central index (03/25), and the collaborative coexistence between employees and intelligent systems in line with organizational goals with the central index (25) are, respectively, the most important outcomes of artificial intelligence in the formation of a distinctive job ecosystem in knowledge-based companies. https://jomc.ut.ac.ir/article_103841.html Purpose: Today,the quality of communication in organizations, especially interpersonal relationships, plays an important and decisive role in achieving organizational goals. In this regard, promoting a culture of cheerfulness in organizational communications can be a solution. Therefore, the question of the present research is how promoting and developing a culture of cheerfulness affects the success of organizations.Method: This research was conducted in a qualitative manner using the grounded theory method, the emergent approach (Glazer) and with an exploratory nature. The statistical population of the research is expert and expert faculty members and managers of the insurance industry. The research data was collected using purposive sampling and snowball technique and based on in-depth interviews with 16 people and analyzed using thematic analysis method.Findings: The results obtained from the coding led to the identification of 42 subcategories and 11 main categories in the form of 4 axes of organizational learning development based on the what, how, and ultimately the results of learning development based on a culture of cheerfulness.Conclusion: The results of the research showed that utilizing a culture of cheerfulness in the field of improving organizational communications is very complex, and success in it can have valuable results. https://jomc.ut.ac.ir/article_103908.html The rapid integration of advanced technologies, particularly artificial intelligence (AI), into organizational processes has raised increasing concerns about their psychosocial implications, notably workplace loneliness. This study examines the effect of AI on workplace loneliness, with organizational dehumanization as a mediating mechanism. Anchored in a positivist paradigm, the research employed a quantitative, cross‑sectional design using a researcher‑developed questionnaire. The statistical population comprised employees of the Imam Khomeini(RA) Relief Committee in Kurdistan Province (N = 379), from which 220 participants were selected via Cohen’s formula and stratified random sampling. Measurement validity and reliability were confirmed through factor loadings, composite reliability, Cronbach’s alpha, content validity indices (CVR and CVI, assessed by eight domain experts), convergent validity (AVE), and discriminant validity (HTMT). Data analysis using partial least squares structural equation modeling (PLS‑SEM) demonstrated a significant direct effect of AI on workplace loneliness and on organizational dehumanization, as well as a significant direct effect of organizational dehumanization on workplace loneliness. Mediation analysis, employing both bootstrapping (T = 8.745, p < 0.001) and Sobel testing (z = 7.629, p < 0.001), confirmed that organizational dehumanization partially mediates the AI–loneliness relationship. Additionally, ANOVA results revealed significant mean differences in the constructs across demographic variables such as work experience, age, employment type, organizational position, and educational attainment. The findings underscore the dual nature of AI adoption-enhancing operational efficiency while potentially exacerbating social‑psychological risks- and highlight the critical role of organizational processes in mitigating unintended human consequences of technological transformation. https://jomc.ut.ac.ir/article_104193.html Aim: the present study aimed to identify and analyze the causes and consequences of loneliness in the workplace among employees of government organizations in Lorestan province using the fuzzy cognitive mapping method. Methodology: The present study is an exploratory research in terms of its purpose and in terms of data collection. TThe statistical population of this research comprises experts, consisting of faculty members from Lorestan University, along with managers and employees of governmental organizations in Lorestan Province, who were selected using purposive sampling and based on the principle of theoretical adequacy. The data collection tool in the qualitative part is a semi-structured interview, the validity and reliability of which was confirmed using content validity and theoretical validity, and the method of intra-coder and inter-coder reliability. Also, the data collection tool in the quantitative part is a questionnaire, the validity and reliability of which was confirmed using content validity and test-retest reliability. , having nepotistic and cronyistic behaviors by the manager, and institutionalizing a culture of silence are the most important antecedents of loneliness in the workplace. Also, the components of the occurrence of the phenomenon of self-initiated isolation in employees, the occurrence of burnout syndrome in employees, and the dominance of the phenomenon of avoidant communication in employees were identified as the most important consequences of loneliness in the workplace. Conclusion:. This feeling, which is a mental state, is known as a negative emotion that can have a negative and destructive impact on employees' job performance. https://jomc.ut.ac.ir/article_104389.html Aim:.the present research was conducted with the aim of identifying and analyzing the generating factors causes and consequences of the quiet quitting phenomenon in the governmental organizations of Lorestan Province.Methodology: In terms of objective, the present study is applied, and regarding data collection, it is classified as an exploratory mixed-methods research. The sources of information collection for this study are experts, of whom 20 were selected using purposive sampling based on the principle of theoretical saturation. The data collection instrument in the qualitative section is semi-structured interviews, the validity and reliability of which were confirmed using content validity, theoretical validity, and intra-coder and inter-coder reliability assessment methods. Qualitative data were analyzed using the content analysis method, and quantitative data were analyzed using the fuzzy cognitive mapping method. Result: The research results indicate that ambiguous career paths, employees’ emotional resignation from the organization, and quiet dismissal by managers are the most significant factors causing the phenomenon of silent resignation among employees. Furthermore, an increased tendency for employees to externalize responsibilities, the emergence of malingering in employees, and the spread of alienating behaviors within the organization were identified as the most important consequences of the phenomenon of silent resignation among employees.Conclusion: Quiet quitting, or silently leaving work, is recognized as a negative phenomenon that leads to a severe decline in the performance of employees and, consequently, the organization.. In such a state, employees have low commitment to the organization and are indifferent to performing their duties. https://jomc.ut.ac.ir/article_104836.html Human resources are the most important competitive advantage and organizational capital, and employees are considered the main source of change, creativity, learning, and innovation. Given that today's employees of organizations have many problems in their lives and careers, planning to develop and motivate employees is strongly felt. Accordingly, the present study was conducted with the aim of developing an employee motivation model in the Persian Gulf Bidboland Gas Refining Company. The qualitative method and the data-based theory strategy were used to conduct the research. The study field included all experts, specialists, and senior managers in the field of human resources and familiar with the Persian Gulf Bidboland Gas Refining Company, and 17 of them were interviewed using the theoretical sampling method and theoretical strategy. The research tool was a semi-structured interview. The open, axial, and selective coding methods were used to analyze the qualitative findings. The results of the research showed that "intrinsic motivation and job motivation" were proposed as the central categories, "organizational factors, management and leadership factors, job factors and material and welfare factors" as causal conditions, "human resource management strategies and employee personal development" as strategies, the categories of "employee group and organizational culture and atmosphere" as the context, "organizational maturity and excellence and organizational structure" as intervening conditions. Paying attention to these categories can cause individual and organizational consequences in the Persian Gulf Bidboland Gas Refining Company. https://jomc.ut.ac.ir/article_105273.html The present study was conducted with the aim of identifying and prioritizing the antecedents and consequences of evaluating ethical performance in government.The present study is based on mixed research and in the inductive deductive paradigm, which is applied in terms of purpose, descriptive survey in terms of nature and method, and exploratory in terms of data collection method. The statistical population of the present study is experts who consist of managers and employees of government organizations, of whom 18 people were considered as a research sample using purposive sampling and based on the principle of theoretical adequacy. The data collection tool is an interview in the qualitative part and a questionnaire in the quantitative part. In the qualitative part, qualitative data were analyzed using Maxqda software and the content analysis method. Then, in the quantitative part, considering that the data collection tool is a questionnaire, the data was provided in the form of a fuzzy cognitive map questionnaire, as in the previous example, and the obtained data were analyzed using the steps of the fuzzy cognitive map method. The research findings showed that among the 10 antecedents and 10 consequences identified, transparency in decision-making and communication is the most important antecedent and identification and prevention of violations and abuses are the most important consequences of evaluating ethical performance in government organizations. https://jomc.ut.ac.ir/article_105444.html With the emergence of new technologies in the digital age, the integration of artificial intelligence into educational systems has become an undeniable necessity—one that requires a redefinition of teachers’ professional roles and competencies. This study aims to investigate the relationship between artificial intelligence literacy and teachers' professionalism, considering the mediating role of innovative work behaviors. This research was a descriptive-correlational study and had an applied purpose. The statistical population included all teachers at different educational levels in the country. Using the Cochran formula, a sample size of 604 people was selected through convenience sampling. The data collection tools included three scales: Wang et al.'s Artificial Intelligence Literacy Questionnaire (2023), Hoy et al.'s Teacher Professionalism Questionnaire (1998), and Messmann et al.'s Innovative Work Behaviors Questionnaire (2010). Data were analyzed using Smart PLS3 and structural equation modeling test. The results showed that teachers' artificial intelligence literacy has a direct and significant relationship with innovative work behaviors and teachers' professionalism. Also, innovative work behaviors, as a mediating variable, played a reinforcing role in the relationship between teachers' artificial intelligence literacy and their innovative work behaviors. Path coefficients, t-values, and bootstrap results confirmed the adequacy of the proposed model. The findings highlight that teachers' artificial intelligence literacy and innovative work behaviors play a decisive role in improving their professionalism. Creating a constructive and supportive climate to increase teachers' skills and competencies in the field of artificial intelligence, as well as promoting a culture of innovation and idea creation, can enhance teachers' professionalism. https://jomc.ut.ac.ir/article_105754.html The present study aims to identify and understand the phenomenon of employee depersonalization in government organizations; analyze the antecedent and consequent factors using the Fuzzy Cognitive Mapping (FCM) method.The present study is applied-developmental in terms of its purpose and exploratory in terms of data collection. This research is mixed and includes qualitative and quantitative data and is based on the deductive-inductive philosophy. The statistical population of the study includes university professors in the field of human resource management and organizational behavior, managers and employees of government organizations, 30 of whom were selected using the purposive sampling method and based on the principle of theoretical adequacy.Interviews were used to collect information in the qualitative part, the validity and reliability of which were confirmed through the agreement of two coders and theorists, as well as the method of intra-coder and inter-coder reliability measurement. In the quantitative part, the instrument for collecting information was a questionnaire, the validity and reliability of which were also confirmed using content validity and test-retest reliability.Qualitative data were analyzed using coding process and theme analysis method and quantitative data were analyzed using fuzzy cognitive map method. In this study, the research findings indicate that among the antecedent factors of employee depersonalization, lack of self-confidence and self-esteem in employees with central index(11.67)has been identified as the most important antecedent factor.Also, among the consequent factors of employee depersonalization, decrease in the efficiency and productivity of the organization with central index (12.45) has been identified as the most important consequent factor https://jomc.ut.ac.ir/article_105759.html Purpose: Knowledge sabotage, as an extreme form of counterproductive knowledge behavior, occurs when an employee intentionally provides incorrect knowledge to a colleague or hides very important knowledge, while knowing that this knowledge is needed and must be used effectively in the workplace. Knowledge sabotage is very harmful because it penalizes not only employees and the organization, but also the customers the organization serves. Accordingly, the present study was conducted with the aim of identifying the effective factors and consequences of sabotage in government organizations.Research Methodology: The present study is a mixed method study based on qualitative and quantitative research, and is also classified as inductive deductive research in terms of research philosophy. This study is applied in terms of its purpose and exploratory in terms of its data collection method. In the present study, managers and employees of government organizations were selected as samples. Using purposive sampling method and based on the theoretical saturation principle, 25 managers and employees of government organizations were selected as sample members. The data collection tool in the qualitative part is an interview, the validity and reliability of which was carried out using content validity and theoretical validity and the method of intra-coder and inter-coder reliability measurement. It is necessary to explain that since the present study is a mixed research with an exploratory approac https://jomc.ut.ac.ir/article_106490.html The aim of the present study was to identify strategies and solutions that affect it in Iranian public schools. This study was based on a mixed data collection method (qualitative-quantitative) with a deductive-inductive approach, with regard to its applied purpose. The research population in the qualitative section was experts and professors of educational management and senior managers in the field of human resources in education, of whom 20 people were selected as the research sample using purposeful snowball sampling. The statistical population in the quantitative stage was all school principals and deputy principals of public schools in Tehran, of whom 466 people were selected using cluster sampling based on the Morgan table. In order to collect qualitative data, a semi-structured interview was used, and for quantitative data, a researcher-made questionnaire was used. The reliability of the interview data was confirmed by the participant feedback method and the validity of the interviews was confirmed by the agreement coefficient and test-retest method. The face validity of the questionnaire was confirmed by experts and the reliability of the questionnaire was obtained using Cronbach's alpha coefficient of 0.89. Open and axial coding method was used to analyze the data in the qualitative part and exploratory factor analysis was used in the quantitative part. The results showed that the strategies and solutions that affect succession planning in public schools are: transformation, involvement and career enrichment, creating a culture of succession planning, systematic evaluation and monitoring, and training and improvement of human resources. https://jomc.ut.ac.ir/article_106491.html Background and Aim: Gaslighting, as one of the most insidious forms of psychological manipulation, systematically targets an individual’s perception of reality, leading to devastating consequences such as identity collapse, psychological trauma, and epistemic rupture. Despite growing scholarly attention to this phenomenon, the existing literature lacks an integrated, process-based model that depicts the recovery journey of survivors based on their lived experiences. This study aims to fill this gap by designing and validating an integrated model for liberation and identity reconstruction through the systematic synthesis of the lived experiences of gaslighting survivors.Methodology: This qualitative study employed a meta-synthesis approach. Following the seven-step model of Sandelowski and Barroso, a systematic search was conducted across reputable databases (including Scopus, Web of Science, ProQuest, and PsycINFO). After a rigorous screening and quality appraisal process, [N] qualitative articles that directly investigated the lived experiences of gaslighting survivors were selected for the final analysis. The findings from the selected articles were coded and synthesized using thematic synthesis in MAXQDA software.Findings: The data analysis resulted in the emergence of four main themes and fifteen sub-themes, which ultimately formed the foundation of the “Integrated Model of Liberation and Identity Reconstruction from Gaslighting” (IRIM-G). This model delineates the recovery journey through three primary, dynamic phases: 1) The Collapse Phase in a Downward Spiral (encompassing the systematic distortion of reality and identity erosion), 2) The Rupture and Awakening Phase (involving a cognitive catalyst, external validation, and reclaiming agency), and 3) The Re-creation Phase in an Upward Cycle (including https://jomc.ut.ac.ir/article_106609.html Objective: The conflict between work and life is one of the main obstacles to organizational productivity. The present study aimed to design and validate a work-life balance model for employees in government organizations based on the Islamic epistemological system.Method: This developmental-applied research employed a mixed-method approach. In the qualitative phase, Islamic texts including Nahj al-Balagha, Nahj al-Fasaha, Mizan al-Hikmah, and Mafatih al-Hayyah were analyzed using thematic analysis. In the quantitative phase, the statistical population comprised managers and employees of a government organization (N=180), from which 127 individuals were selected through simple random sampling based on Cochran's formula. Data were collected using a researcher-made questionnaire, whose validity was confirmed by experts and reliability was calculated using Cronbach's alpha (above 0.7). Quantitative data were analyzed using partial least squares structural equation modeling (PLS-SEM) with Smart PLS software.Findings: Analysis of Islamic texts led to the identification of three overarching themes (individual, organizational, and social), nine organizing themes (planning skills, importance of health, responsibility, resilience skills, organizational support, manager support, colleague support, close family support, and other support), 27 basic themes, and 93 primary codes. Quantitative results showed that the coefficients of determination for individual (0.715), organizational (0.639), and social (0.506) factors were at appropriate levels. The GOF index (0.539) indicated a strong model fit.Conclusion: The designed model based on Islamic teachings has the necessary validity and can serve as a foundation for human resource policies in government organizations. https://jomc.ut.ac.ir/article_106752.html the Corona crisis in Iran has become an opportunity to strengthen resilience with the emergence of voluntary and selfless behaviors in society.To explain this phenomenon, the present study was conducted with a qualitative approach and by using a combination of two methods: phenomenology and causal layer analysis with the aim of presenting a native and new model of organizational citizenship behavior in managing the Corona crisis. The data was collected through interviews with50 people with sufficient experience in dealing with the Corona crisis, reviewing 20 media documents, and holding three specialized panels with the presence of 27 experts, and coded using the content analysis method in the X-Mind software. The results show that the new model of organizational citizenship behavior, based on Islamic teachings and people-centered jihadist movements, is a new style in crisis management that is rooted in different semantic layers.The findings showed that tangible achievements in the litany layer as signs of resilience, management mechanisms in the system layer as guides for sustainable behaviors, value and belief frameworks in the worldview layer as drivers of actions, and symbolic, civilizational, and cultural narratives derived from the metaphors and national and religious myths layer as factors that deepen and sustain behaviors were identified as fundamental causes. A total of 48 components were extracted and after validation in expert panels, components with high frequency and agreement were established in the final model, and validity and reliability assessments were conducted through repeated discussion and consensus to ensure the coherence of the results. https://jomc.ut.ac.ir/article_106842.html Purpose: The present study was conducted with the aim of designing a competency trap formation model (case study: commanders of the Islamic Republic of Iran Army). Method: This study is applied in terms of purpose and descriptive survey in terms of nature and method. The statistical population of the study is the commanders of the Islamic Republic of Iran Army, 20 of whom were selected using purposive sampling. The data collection tool is an interview in the qualitative part and a questionnaire in the quantitative part, whose validity and reliability were confirmed using content and theoretical validity methods and intra-coder and inter-coder reliability. For data analysis in the qualitative part, the content analysis method was used using Maxqda software, and in the quantitative part, interpretive structural modeling and MATLAB software were used. Findings: The research findings showed that the pattern of competence trap formation is in four axes: the contexts of competence trap formation, correlated and interfering factors in the formation of competence trap, dimensions of competence trap, and consequences of competence trap formation.Conclusion: By identifying the dimensions, factors, and consequences of competence trap, this research presents a comprehensive model for understanding and managing this phenomenon among the commanders of the Islamic Republic of Iran Army. The results can be a basis for preventing and reducing the negative effects of competence trap at the command and decision-making levels. https://jomc.ut.ac.ir/article_106851.html Digital transformation and intensifying competitive pressures have compelled banks to move beyond reliance on rigid, slow-moving structures and instead cultivate a culture that can bend under shocks without breaking and rapidly reconfigure itself. This study was conducted to conceptualize and design a hammer-proof organizational culture model in Tejarat Bank, in which the capacity to change form without losing core robustness is treated as the defining cultural attribute. The research is applied-developmental in purpose and qualitative in method. Data were collected through semi-structured interviews with 23 purposively selected experts at senior and middle management levels and AI specialists, and were coded using a six-step thematic procedure. The findings led to the extraction of a set of sub-categories and eight overarching themes: adaptive AI integration, cognitive agility, structural flexibility, data transparency and algorithmic trust, participatory psychological safety, AI ethics and governance, and ecosystem collaboration and innovation. The final model shows that cultural hammer-proofing does not arise merely from implementing explainable and responsible AI, but also requires error-tolerant learning, fluid organizational structures, and robust institutions for algorithmic ethics governance. Accordingly, the study’s practical recommendations include establishing a human–AI coexistence taskforce, redesigning the performance appraisal system around learning from errors, creating supportive mechanisms for internal innovation, and strengthening integrated infrastructures for algorithmic ethics governance within the bank. https://jomc.ut.ac.ir/article_106929.html This study aimed to explain predictors of co-creation and examine its consequences in academia. The population comprised all faculty members of the University of Birjand (N=341), with a sample of 186 selected via random sampling.Method: This descriptive-survey, applied research collected data using standard questionnaires measuring co-creation (Taherpour, 2021), social capital (Fandio et al.2015), knowledge sharing (Kim & Lee,2013), organizational self-esteem (Pierce et al.1989), systems thinking (Goldman, 2005), organizational innovation (Okas and Sack, 2013), organizational learning (Pham and Sweizszek, 2006), and cohesion (Captain, 2005). Confirmatory factor analysis established construct validity, and Cronbach's alpha (0.78–0.97) confirmed reliability. Data were analyzed using Structural Equation Modeling (SEM) with AMOS.Results: Findings identified social capital (β=0.53), knowledge sharing (β=0.52), organizational self-esteem (β=0.29), and systems thinking (β=0.21) as significant predictors of co-creation. Co-creation positively predicted organizational innovation (β=0.65), learning (β=0.84), and cohesion (β=0.74). Model fit indices (CMIN/df=3.37, CFI=0.76, RMSEA=0.09) indicated acceptable fit.Conclusions: Co-creation is not spontaneous; it requires enabling social, knowledge-based, psychological, and cognitive contexts. Institutionalizing co-creation enhances macro-organizational capabilities—deep learning, continuous innovation, and internal cohesion. University administrators can foster a co-creation culture by strengthening these predictors, effectively transforming the university into a learning, innovative, and cohesive organization. https://jomc.ut.ac.ir/article_106961.html In today’s complex organizational environments, conflict is an inevitable yet dual-faceted phenomenon that, if managed effectively, can foster creativity and enhance performance; otherwise, it may lead to reduced productivity and organizational cohesion. This study, adopting a positivist paradigm and a quantitative approach, investigates the effects of mental–psychological and linguistic–conversational barriers on organizational conflicts among managers and employees of the General Directorate and local offices of the South Khorasan Gas Company in 2025. The statistical population included all employees, and based on Morgan’s table, 175 participants were randomly selected. Data were collected using two standardized questionnaires derived from Robbins’ conflict model and Kazemi et al. (2023), and analyzed through SPSS 26 and SMART PLS 3 software. The findings revealed that both types of barriers exerted a positive and significant effect on organizational conflicts, particularly in non-constructive dimensions such as lack of cooperation, competitive control, and avoidance responses. All main and sub-hypotheses were confirmed at the 95% confidence level, indicating a satisfactory fit of the conceptual model. The results suggest that the roots of many intra-organizational conflicts lie not in formal structures or physical resources, but rather in individuals’ perceptions, beliefs, and communication patterns. Therefore, organizations that focus on addressing mental barriers, enhancing psychological well-being, and developing employees’ conversational skills can effectively reduce non-constructive conflicts. The study provides both theoretical and practical implications for human resource managers in formulating effective conflict management strategies. https://jomc.ut.ac.ir/article_107135.html Objective: While organizational policies are formulated as coordination tools, their linguistic ambiguity and drafting style can transform them from a final authority into a catalyst for protest behavior. This study aims to explore the mediating role of organizational policy language in shaping protest reactions and to explain how textual ambiguities transition into interpretive and behavioral tensions between employees and managers.Methodology: This research employed a qualitative approach and a case study strategy, focusing on the employment regulations of non-academic staff at the Ministry of Science, Research, and Technology. Data were collected through document analysis and semi-structured interviews. To analyze the data, an "Oppositional Matrix" strategy was utilized to identify conflicting semantic patterns, and the validity of the findings was ensured through the "Member Checking" technique.Findings: Analysis of the legal provisions revealed that linguistic ambiguity manifests in three primary clusters: "discretionary" (the term may), "conditional" (budgetary conditions), and "referential" (referring to future guidelines). These ambiguities create a contradiction between the perceptions of employees and managers, fostering interpretive gaps that trigger protest reactions.Conclusion: The results indicate that linguistic ambiguity can erode the legitimacy of managerial decisions in the eyes of employees, converting cognitive dissatisfaction into overt protest action. Therefore, linguistic transparency and the "textual purification" of policies are strategic imperatives for rebuilding trust and preventing organizational conflict https://jomc.ut.ac.ir/article_107338.html Objective: investigating psychometric properties of the questionnaire Quality of Culture in the Higher Education System .Methods: The research method was a mixed exploratory type, which in the qualitative part was based on the phenomenological method and aimed to evaluate the lived experience of individuals in relation to the problem, including four groups of faculty members, staff, managers and students from different faculties of the university, which was saturated after interviewing 61 participants. The quantitative part of this research was a correlational and instrument development type, and 510 university activists including faculty members, teaching and administrative staff and university students formed the research sample in an accessible manner. In constructing the tool, psychometric properties were examined based on classical test theory (CTT) and Item-response theory (IRT).Results: At first, content and construct validity were examined and confirmed using factor analysis; the validity of the instrument obtained with the McDonald reliability coefficient in the quality culture questionnaire was 0.883 and above 0.7 in all subscales. In the item analysis based on the Item-response theory, the findings showed that the partial credit model (PCM) has a better fit with the data of the evaluation culture questionnaire.Conclusion: The questionnaire, due to its desirable psychometric and multi-level characteristics, is an efficient tool for measuring the type of quality culture and comparing the current and ideal situation. https://jomc.ut.ac.ir/article_107790.html Objective: This study aimed to elucidate the role of professional football coaches' emotional-cognitive self-regulation in shaping psychological leadership and team performance culture within the context of Iranian professional football.Method: This study employed a qualitative approach using Strauss and Corbin's systematic grounded theory approach. Participants included 16 players, assistant coaches, club managers, translators, and technical staff members who had sustained experience working with influential foreign coaches in Iranian professional football. They were selected through purposive and theoretical sampling until theoretical saturation was achieved. Data were collected through in-depth semi-structured interviews and analyzed concurrently using open, axial, and selective coding. To ensure data credibility and trustworthiness, the interview questions were reviewed by experts in qualitative research, and the quality of the study was evaluated based on Lincoln and Guba's trustworthiness criteria as well as established quality criteria for grounded theory research.Results: The findings indicated that the coach's emotional-cognitive self-regulation comprised four main dimensions: emotional-cognitive awareness of the team's psychological state, emotion regulation and maintenance of composure, independence of judgment and resistance to pressure, and patience throughout the processes of training and change.Conclusions: The coach's emotional-cognitive self-regulation, beyond individual emotion control, serves as a fundamental leadership mechanism for regulating the team's psychological climate. By strengthening psychological safety, trust, and collective resilience, it shapes a professional performance culture and provides the foundation for the effectiveness of other coaching competencies. These findings highlight the importance of developing emotional-cognitive self-regulation and emotion-regulation skills in football coach development programs. https://jomc.ut.ac.ir/article_107947.html Objective: The purpose of this study was to design a model of sustainable layers of organizational culture in sports organizations with an emphasis on the sustainable development approach.Method: This study adopted a qualitative approach based on Glaser’s classical grounded theory methodology. The participants included directors general of provincial Departments of Sport and Youth, deputies and experts of these departments, managers and specialists in sports organizations, as well as experts in the field of organizational culture in sport with relevant scientific publications and academic contributions. Sampling began purposively and continued through snowball sampling until theoretical saturation was achieved. In total, 12 experts participated in the study, and theoretical saturation was reached after the tenth interview. Data were collected through semi-structured interviews and analyzed using the constant comparative method through three stages of initial, focused, and theoretical coding.Findings: The analysis resulted in the extraction of 113 initial codes, 30 focused codes, and 8 theoretical categories, including ethical factors, individual factors, economic factors, organizational factors, cultural factors, social factors, environmental factors, and government support. The findings of theoretical coding further indicated that the formation of a sustainable organizational culture in sports organizations is the outcome of the dynamic and continuous interaction among these factors within an integrated and multidimensional system.Conclusion: The findings suggest that the establishment and continuity of a sustainable organizational culture in sports organizations require simultaneous attention to human, ethical, social, economic, organizational, environmental, and supportive dimensions. https://jomc.ut.ac.ir/article_108066.html Purpose:With the rapid growth of technological businesses and the expansion of the knowledge-based economy, the demand for innovative human resources has significantly increased. However, a comprehensive and integrated framework for the development of innovation-based human resources in knowledge-based companies has not yet been sufficiently addressed. Therefore, this study aims to design and present a framework for the development of innovation-driven human resources in knowledge-based companies. Method:This applied and developmental study was conducted using a descriptive qualitative approach based on thematic analysis. The statistical population consisted of managers of knowledge-based companies. Participants were selected through purposive and convenience sampling. Data were collected through in-depth semi-structured interviews and analyzed using thematic analysis. Findings:The analysis led to the identification of 39 initial themes. Based on these themes, a comprehensive framework for innovation-based human resource development was developed, consisting of three main dimensions: requirements, mechanisms, and outcomes. The requirements include temporary empowerment, reciprocal risk-taking, and a learning-oriented organizational culture. The mechanisms involve managerial roles and innovation-driven training. The outcomes encompass the development of creative human resources and organizational transformation. Conclusion:The proposed framework provides a structured and context-based model for fostering innovation-oriented human resources in knowledge-based companies. By addressing key requirements and implementing appropriate mechanisms, organizations can enhance creativity and achieve sustainable transformation in competitive knowledge-based environments. https://jomc.ut.ac.ir/article_108124.html Today, the phenomenon of white fear in governmental organizations acts as a deterrent to initiative taking, healthy risk taking, and free information exchange. This form of organizational fear, rooted in the lack of transparency in accountability and management procedures, has a significant negative impact on organizational creativity and the effectiveness of public service delivery. Accordingly, the present study aims to identify and analyze the antecedents and consequences of the white fear phenomenon in governmental organizations of Lorestan Province.This research is applied in terms of objective and exploratory in terms of data collection. Furthermore, this study adopts a mixed-methods approach, combining qualitative and quantitative methods based on the deductive-inductive philosophical stance. The statistical population consists of experts, including faculty members of Lorestan University and managers of governmental organizations in Lorestan Province, selected through purposive sampling based on the principle of theoretical saturation. The qualitative data collection tool was a semi-structured interview, validated through content validity, theoretical validity, and reliability assessed via inter-coder and intra-coder agreement. The quantitative data collection tool was a questionnaire, validated through content validity and re-test reliability. Qualitative data were analyzed using the content analysis method, and quantitative data were analyzed using the Fuzzy Cognitive Map (FCM) method. The results indicate that the components of the spread of bullying behaviors in the organization, past experiences of failed innovations, and organizational silence and implicit censorship culture are the most significant antecedents, https://jomc.ut.ac.ir/article_108233.html This research aimed to understand the lived experience of investors participating in the asset management decision-making process. In the management literature, this type of customer participation in the value creation process is termed co-creation. The study sought to understand how investors who use the services of portfolio management companies to manage their asset, experience and make sense of their participation in decision-making and interaction with the portfolio manager. The research method was descriptive phenomenology, and the population consisted of investors who had the experience of co-creation with portfolio managers. To answer the research question, interviews lasting 60 to 90 minutes were conducted with a sample of 19 individuals, and the data were analyzed using Colaizzi's seven-step method. From 1012 meaningful statements extracted from the interviews, 27 initial themes and 6 main themes were derived: feeling a role change from a passive depositor to an intellectual partner, experiencing a live communication process, learning and empowerment, the intertwining of trust and control, the emotional experience of gain and loss, and participatory tensions. Finally, based on the research findings, policy and institutional recommendations for the capital market supervisory body, practical recommendations for portfolio management companies and financial institutions, and research recommendations for scholars were presented. https://jomc.ut.ac.ir/article_108531.html agricultural jahad The present study seeks to understand the components and factors of designing a model of antecedents and consequences of human resource burnout in the Agricultural Jahad Qom province Organization, and is considered an applied research. In terms of the method of collecting field data, the present study is a mixed (qualitative-quantitative) exploratory sequential research. In the first stage of the research, which was conducted in a qualitative manner, research documents were studied and semi-structured interviews were conducted with professors and experts in the field of the research subject to identify the categories of designing a model of antecedents and consequences of human resource burnout in the Agricultural Jahad Organization. The results showed that the average of philosophy and goals was 4.30, the average of theoretical foundations was 3.93, the average of the model feedback system was 4.26, and the average of the model implementation mechanisms was 4.10. There is a significant difference between the observed averages and the average of the community, and as a result, the research model has high credibility in the opinion of experts and has been confirmed with a confidence of 0.95%. https://jomc.ut.ac.ir/article_108591.html Objective:This study aimed to examine the negative relationship between leaders' self-destructive syndrome and employee flourishing, as well as the mediating role of knowledge hiding in weakening this relationship.Methodology:This study employed a quantitative, descriptive-survey research design. The sample consisted of 186 employees of Lorestan University who were selected through random sampling. Data were collected using the standardized questionnaires of leadership self-destructive syndrome (Klonsky & Ames, 1987), knowledge hiding (Serenko & Bontis, 2016), and workplace flourishing (Samiei et al., 2014). The validity of the instruments was confirmed through convergent validity and the Fornell–Larcker criterion for discriminant validity, while reliability was established using Cronbach's alpha and composite reliability coefficients, all of which exceeded the acceptable threshold of 0.70. Data were analyzed using Partial Least Squares Structural Equation Modeling (PLS-SEM) with SmartPLS and SPSS software.Findings:The results indicated that leaders' self-destructive syndrome had a significant negative effect on employee flourishing in the workplace (β = −0.547, T = 6.467). In addition, leaders' self-destructive syndrome had a significant positive effect on knowledge hiding (β = 0.935, T = 5.798). Furthermore, knowledge hiding exerted a significant negative effect on employee flourishing (β = −0.334, T = 2.523). Finally, the mediation analysis revealed that knowledge hiding significantly mediated the relationship between leaders' self-destructive syndrome and employee flourishing in the workplace.Conclusion:This study offers a novel perspective on understanding the psychological roots of knowledge hiding by moving beyond knowledge-based explanations and focusing on the underlying leadership-related factors that foster such behavior. https://jomc.ut.ac.ir/article_108619.html Purpose: This study aims to develop and validate a comprehensive framework for change management in the Iraqi public sector, emphasizing organizational culture and grounded in Lewin’s three-stage change model (unfreezing, change, and refreezing). Methodology: This research employed an exploratory sequential mixed-methods design. In the first phase, a systematic literature review was conducted focusing on studies related to change management, organizational culture, and the public sector. The collected data were analyzed using qualitative content analysis, resulting in the development of a framework structured around Lewin’s three stages of change. In the second phase, the extracted framework was validated through an expert-based questionnaire administered to specialists from the Iraqi Ministry of Labour and Social Affairs. A one-sample t-test was used to evaluate the conceptual validity and practical applicability of the proposed framework. The target population consisted of managers, experts, and specialists within the Ministry, of whom 36 participants were purposively selected.Findings: In the unfreezing (diagnosis) stage, approaches such as fostering psychological and cultural readiness for change, promoting cultural awareness, and identifying cultural resistance emerged as the most influential. During the change intervention stage, learning-oriented, leadership-oriented, and participatory approaches received the highest priority. In the refreezing stage, sustained leadership, institutionalizing cultural change through formal systems, and aligning human resource management systems with the new cultural values were identified as the most critical factors for ensuring the sustainability of change. S https://jomc.ut.ac.ir/article_108654.html The present study was conducted with the aim of identifying and analyzing the causes and consequences of “Silent power competition ” within parliamentary commissions, and modeling the relationships between these factors using Fuzzy Cognitive Mapping .In terms of objective, this study is applied, and regarding data collection, it is categorized as exploratory research. Furthermore, it employs a mixed-methods approach (qualitative-quantitative) based on a deductive-inductive philosophy.The statistical population consisted of experts, including university professors and members of the Islamic Consultative Assembly (Parliament). Using purposive sampling based on the principle of theoretical saturation, 15 experts were selected. The data collection tool in the qualitative section was a semi-structured interview, the validity and reliability of which were confirmed through content validity, theoretical validity, and intra-coder and inter-coder reliability methods. In the quantitative section, a questionnaire was used, the validity and reliability of which were confirmed through content validity and test-retest reliability. Qualitative data were analyzed using content analysis, while quantitative data were analyzed using the Fuzzy Cognitive Mapping method.The results of the study indicated that “ambiguity and weakness in the structure of power distribution,” “lack of effective conflict resolution and mediation mechanisms,” and “heterogeneity in the level of experience, skills, and political capital of members” were identified as the most significant causes of Silent power competition within parliamentary commissions. Furthermore, “weakening the quality of decision-making and expert outputs,” “creating gaps and tensions between the legislative and executive branches,” “increasing social and economic costs” were identified as the most critical consequences of this phenomenon. https://jomc.ut.ac.ir/article_108698.html Objective: The aim of this study is to investigate the lived experience of dismissed managers from harassment by colleagues in government organizations. Method: This applied study employed a qualitative phenomenological research approach. The statistical population consisted of dismissed managers from governmental organizations in Ilam Province. Snowball sampling was used until data saturation was reached, resulting in a sample size of 15 participants. Data were collected using semi-structured interviews and analyzed through open, axial, and selective coding. To ensure validity, peer review and participant validation were applied. Interview reliability was confirmed using Holsti’s method, while questionnaire validity was assessed using Lawshe’s Content Validity Ratio (CVR) and Waltz & Basel’s Content Validity Index (CVI). Findings: The findings included 33 axial categories and finally 8 main categories. Results: The results include: indicators (destruction of job and professional status), symptoms (psychological and social damage), causes (style of manager-employee interactions), consequences (inefficiency and reduced organizational health, reduced quality of services, incorrect and unprofessional treatment of clients), and strategies (conflict management, increasing qualifications). https://jomc.ut.ac.ir/article_109236.html Aim: Information anxiety, an emerging and concerning phenomenon in both personal and organizational life, represents a psychological state stemming from fear and apprehension caused by the abundance, complexity, and lack of logical organization of data. It leaves individuals unable to analyze or infer when faced with limitless information sources. In the current era, characterized by the rapid expansion of communication technologies, continuous access to data, and the diversity of information sources, this phenomenon has gained unprecedented significance. Accordingly, this study aims to explore the hidden dimensions and subtle aspects of information anxiety by analyzing its antecedents and consequences among managers of public organizations in Ilam Province. Methodology: This study is applied in terms of purpose and exploratory in its approach to data collection. It employs a mixed-methods research design (qualitative and quantitative) based on an inductive-deductive philosophy. The statistical population consists of experts, including faculty members of Ilam University and managers of public organizations in Ilam Province, selected through purposive sampling based on the principle of theoretical saturation. Data collection in the qualitative phase was conducted via semi-structured interviews, with validity and reliability confirmed through content validity, theoretical validity, and intra-coder/inter-coder reliability methods. In the quantitative phase, a questionnaire was used, and its validity and reliability were verified through content validity and test-retest reliability. Qualitative data were analyzed using content analysis, while quantitative data were analyzed using the Fuzzy Cognitive Mapping (FCM) method. https://jomc.ut.ac.ir/article_109238.html Objective: This study aimed to investigate the effect of organizational citizenship behavior on employer branding, considering the mediating role of affective commitment, employer attractiveness, and employer brand identification. Method: In terms of purpose, this research is applied, and in terms of data collection, it is a descriptive-survey study of a correlational type. The statistical population included all employees working at Pasteurno Hospital in Tehran. Using stratified random sampling, a sample of 180 participants was selected based on Morgan’s table. Data were collected through standard questionnaires and analyzed using Smart-PLS software. Findings: The results indicated that although the direct effect of organizational citizenship behavior on employer branding was not significant, this variable played a key role as a primary antecedent in the model. All three mediating variables had a direct, positive, and significant effect on employer branding. Employer brand identification showed the strongest direct effect, followed by employer attractiveness and affective commitment. Organizational citizenship behavior also had a significant indirect effect on employer branding through the three mediating mechanisms. Conclusion: The findings suggest that organizational citizenship behaviors alone are not sufficient to strengthen employer branding. Rather, their impact is realized through fostering affective commitment, enhancing perceived employer attractiveness, and strengthening employees’ identification with the employer brand.