https://jomc.ut.ac.ir/ Organizational Culture Management en daily 1 Sat, 21 Mar 2026 00:00:00 +0330 Sat, 21 Mar 2026 00:00:00 +0330 https://jomc.ut.ac.ir/article_106228.html https://jomc.ut.ac.ir/article_96718.html Objective: In this research, the conceptualization and construction of a scaled tool for measuring quality of culture and evaluation was discussed. Methods: This research was based on the exploratory mixed method of the instrument development model. In the phenomenology stage, with the aim of analyzing the lived experiences of Beneficiaries and stakeholders, after interviewing 61 participants, data saturation was achieved. In the quantitative part, which was based on the correlation method, a total of 510 university activists, including faculty members, teaching and executive staff, and university students, participated in the study in an accessible way. In the construction of the tool, the psychometric characteristics 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; In the following, reliability was obtained using McDonald's omega, yielding an overall value of 0.869 for the culture assessment and subscale omegas exceeding 0.70. In the analysis of the items based on the IRT, the findings showed that the partial score model (PCM) has a better fit with the data of the evaluation of cultural questionnaire. Conclusion: Based on the obtained results, this questionnaire can be used to measure the levels of evaluation of culture in the academic environment. https://jomc.ut.ac.ir/article_102417.html The purpose of this study is to design Rumi's leadership model based on the Being-centered leadership theory. The Being-centered leadership theory is the newest model in the field of leadership in the organization, designed on the basis of world-famous religious traditions. The book Step by Step to Meet God, written by Dr. Abdol Hossein Zarrinkoob, was chosen as the source for designing Rumi's leadership model. This interdisciplinary study is a qualitative research, conducted using thematic analysis. According to the research findings, Rumi's leadership model is non-dual and consists of two overarching themes. These themes include: the human role of the leader and the organizational role of the leader. The set of organizing themes in the human role include: self-realization, acquisition of knowledge, personality traits-moral virtues, innate talents, educational backgrounds, individual skills, scientific-technical capabilities, and institutionalized cognitive-belief growth. The set of organizing themes in the organizational role include: constructive organizational communication, constructive appreciation from followers, spiritual and moral education of followers, empowering followers, attention to the mental health of followers, and responsible accountability. According to the research results, the realization of the non-dual leadership model requires the leader to pay attention to the proper performance of organizational and human roles. https://jomc.ut.ac.ir/article_95454.html The present research aims to determine the effects of Hexaco's personality model and transformational leadership on succession with the mediating role of protean job attitude. The research is applied in purpose and employs a descriptive, correlational, cross-sectional design. The statistical population of the research includes all the employees of the Imam Khomeini (RA) Relief Committee of Kurdistan Province (N = 401). A stratified sampling method was used, with Cohen's approach and an online sample size calculator for structural equation models available in www.danielsoper.com, leading to the determination of 210 respondents. A standard questionnaire was administered to collect data. Given non-normal data distribution as indicated by skewness and kurtosis tests, Partial Least Squares (PLS) was used for data analysis. Reliability of the measurement model was established through factor loadings, composite reliability, and Cronbach’s alpha, while convergent validity was supported by AVE and discriminant validity by HTMT. The SEM results showed that Hexaco personality and transformational leadership exert direct effects on succession, and also indirect effects through protean career attitude as a mediator. https://jomc.ut.ac.ir/article_88757.html Today, personal branding is used as a way to improve personal performance, create value, and reduce exchange costs for people seeking to have a greater impact on the audience. On the other hand, the concept of social capital at the micro level and interpersonal relationships are also used for this purpose. Management teaching is a service to help managers to improve performance. Given the importance of marketing instructors’ services, this study aims to identify the process of personal brand formation among management teachers, adopting a philosophical-interpretive orientation, qualitative method, and grounded theory. The statistical population comprised management instructors with personal brands; a sample of 18 management instructors who are researchers in personal branding was analyzed. Results indicate that social capital constitutes a personal-brand strategy, with the identified concepts capturing the overlap between social capital and the actions and reactions forming a personal brand. Personal branding through social capital yields specific consequences. Since a personal brand arises from others’ perceptions formed through interactions with the individual, building a robust personal brand for management instructors requires social capital. https://jomc.ut.ac.ir/article_101593.html Purpose: Today, universities are facing increasingly complex conditions that require new leadership approaches to human capital in order to release its potential and talents of their human capital and to develop organizational learning. The purpose of this research is to identify the methods of developing organizational learning based on appreciative leadership. Method: This research was conducted in a qualitative method using the grounded theory strategy, the emergent approach (Glazer), and with an exploratory nature. The statistical population of the research consisted of experts, faculty members and managers of public universities. The research data were collected using purposive sampling and snowball technique, based on in-depth interviews with 18 individuals, and analyzed using the theme analysis method. Findings: The coding process yielded 55 subcategories and 21 main categories, structured along three axes of organizational learning development—namely what, how, and the results of learning development anchored in appreciative leadership.Conclusion: To develop organizational learning based on gratitude leadership, there is a need for managers to justify and explain the current state of universities. Following this stage, the development of organizational learning will be operationalized in three stages: attainment of the requisite essence, mastery of behavior, and consideration of the resulting outcomes. https://jomc.ut.ac.ir/article_98944.html The purpose of this article is to identify the antecedents and consequences of reverse coaching in startups with the approach of improving the skill gap. The current research has been carried out using a mixed method (qualitative-quantitative) in which the qualitative part is thematic analysis and the quantitative part is done through fuzzy Delphi. The statistical population of the research includes managers, business owners and entrepreneurs active in the field of startups in the country, which were determined by available sampling to the number of 15 people. The research results showed that the antecedents include dimensions of managerial development, strategic development, development of communication structure, organization of business structure, knowledge and skill development, development of social networks of the organization, strategic analysis of business space, development of information technology infrastructure, motivation. The positive effects of human resources are controlling drivers and the consequences include the dimensions of arming creative employees to advance the goals of reverse coaching, being equipped with efficient and safe systems to reduce the skill gap, and becoming a learning organization in order to improve. The skill gap is to be equipped with an efficient educational system to reduce the skill gap, and to establish a clarification system. https://jomc.ut.ac.ir/article_100592.html One of the major issues of advanced and progressive systems in the third millennium is the importance of the role of "educational management and leadership" in advancing the goals of education. In this context, Farhangian University has a serious task and an important mission. Regarding its effective management and leadership, the need for new leadership strategies, including talent management and succession planning, is more evident than ever. Therefore, the aim of the present study is to identify the factors affecting succession planning in the management of Farhangian University. This study is applied in purpose and, considering the method of collecting research data, is of a mixed type, both qualitative and quantitative, with a deductive-inductive approach. The research community in the qualitative section consisted of experts, professors, and professionals in the field of human resources at Farhangian University, 17 individuals of which were selected as the research sample using purposeful snowball sampling. The statistical population in the quantitative stage consisted of professors, managers, and employees of Farhangian University, 256 individuals of which were selected using a random sampling method based on the Cochran formula. In order to collect qualitative data, semi-structured interviews were used, while a researcher-made questionnaire was used for quantitative data. 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 retest method. Additionally, the face validity of the questionnaire was confirmed by experts, and the reliability of the questionnaire was obtained using the Cronbach's alpha coefficient of 0.89. To analyze the data, open and axial coding method was used in the qualitative part, and exploratory factor analysis was employed in the quantitative part. The results showed that the factors affecting succession planning in the management of Farhangian University include: 1- Formulating a vision and succession plan, 2- Talent management and meritocracy, 3- Training and development of the teaching professionals, 4- Participatory management and leadership (employee participation), 5- Developmental assignments, 6- Improving human resource management, and 7- Performance appraisal system. The results of this research can be effective in improving the status of succession planning, talent management, and the efficiency of educational system. https://jomc.ut.ac.ir/article_102274.html Despite the governance system’s efforts to prevent corruption and promote transparency in the country’s administrative system, these efforts have yielded limited success in practice, and transparency indicators continue to decline. The purpose of this study is to identify and extract the barriers to transparency in the governance order based on research conducted over the past decade using the meta-synthesis method. A total of 200 articles were initially reviewed, which were narrowed down to 30 articles after summarization. To ensure reliability, agreement among three coders was used, and interpretive and theoretical validity were employed to ensure the study’s validity. Following the identification and aggregation of transparency barriers, expert consultations were conducted to rank the importance of each barrier. According to the findings, transparency barriers were classified into five categories: environmental and external barriers, organizational and institutional barriers, legal barriers, executive and supervisory barriers, and conceptual ambiguity and theoretical confusion. The ranking of transparency barriers showed that the most critical obstacles to enhancing organizational transparency include the prevalence of administrative corruption, political and partisan interference, conflicts of interest, the confidentiality of organizational information, dependence on natural resources like oil and gas, nepotism in the management system, lack of media freedom, weak spirituality and absence of ethical leadership, inefficiency in whistleblower protection mechanisms, and weaknesses in the legal system’s judicial responses. The results indicate that these five categories of barriers collectively contribute to the erosion of social capital, public trust, and satisfaction, and perpetuate a cycle of non-transparency. https://jomc.ut.ac.ir/article_95214.html Change is an element for the survival of the fittest so in today's changing world, companies and organizations will taste the sweet taste of success if they have plans to face and manage changes. Due to the undeniable role of human resources in the success of the organization, the most important programs for dealing with change in the field of human resources are compiled, which require monitoring of human resources. Therefore, the current research was carried out to present a human resources monitoring model for the improvement of human capital architecture in industrial companies with the interpretive structural modeling method. This research is mixed in an inductive comparative paradigm, which is considered to be applied in terms of purpose and survey in terms of nature and descriptive method. The statistical population of the research is industrial companies whose sample members were selected by snowball sampling method and based on the principle of theoretical adequacy. The tool for collecting information is a semi-structured interview in the qualitative part and a questionnaire in the quantitative part. 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. The model of human resources monitoring in this research has been compiled in four main levels based on the needs of human resources monitoring, the fields of human resources monitoring, the dimensions of human resources monitoring, and the excellence of human capital architecture. 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_102126.html The present study aimed to examine the role of ethical competence in organizational virtuousness with the mediating role of academic culture based on a structural equation model (SEM) approach. The research method was descriptive-correlational of the structural equation modeling type. The study population included all employees of the University of Tehran (3,591 individuals), from which a sample of 320 individuals was randomly selected using stratified sampling with proportional allocation. Data were collected using the Ethical Competence of Academic Managers Questionnaire by Ghamooshi, Pourkarimi and Ezati. (2019), the Organizational Virtuousness Questionnaire by Ghamooshi, Pourkarimi and Ezati. (2019), and the Academic Culture Questionnaire by Ebrahimi, Adli and Mehran. (2015). The reliability of the questionnaires was assessed using Cronbach's alpha coefficient, yielding values of 0/98, 0/98, and 0/97, respectively. The validity of the instruments was confirmed through construct validity using confirmatory factor analysis. The results of the structural equation modeling indicated that the research model had a good fitness. The findings demonstrated a significant positive effect of ethical competence on organizational virtuousness (γ = 0/12), a significant positive effect of ethical competence on academic culture (γ = 0/53), and a significant positive effect of academic culture on organizational virtuousness (γ = 0/81). Additionally, the indirect positive effect of ethical competence on organizational virtuousness through the mediation of academic culture (0/44) was also significant. Therefore, culture itself is identity-forming, fosters education, ethics-oriented, and thought-provoking. By improving academic culture and enhancing its key indicators, universities can be further guided toward a virtuousness-driven approach. 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_103217.html Research Objective: The primary objective of this study was to explore the influence of monetary rewards on the formation and evaluation of innovative ideas in entrepreneurial environments. Guided by the “Creativity Cliff Illusion Hypothesis” and “Bounded Ideation Theory,” this research examined the interplay between the quantity and quality of new venture ideas and investigated how various reward structures affect employees’ creative performance.Research Method: A total of 168 employees from the information and communication technology sector participated in an experimental study testing three distinct reward models: maximum, random, and no reward. The analysis involved applying a Spearman correlation test to assess the relationship between idea quality and quantity, and a Generalized Additive Mixed-Model Analysis was used to evaluate overall idea generation performance.Findings: The study found that monetary rewards significantly enhance both the number and quality of ideas, whereas their absence leads to reduced creativity. Moreover, the relationship between idea quantity and quality follows an inverted U-shaped pattern: quality improves with increased quantity until a point, then declines. Random rewards produced the strongest impact on originality, freshness, and potential economic value.Conclusion: These findings clearly suggest organizations adopt flexible reward schemes to sustain ongoing innovation and effectively prevent further decline. 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_103538.html The purpose of this study is to evaluate the artificial intelligence literacy dimensions of teachers in the education system in Iran. The research approach is quantitative and the survey method is used. The statistical population included all teachers in the Iranian education system, whose number was about 1000000 people. The sampling method was random cluster and Cochran's formula was used to determine the sample size and the total number of samples was 384. Data was collected using Wang et al, Artificial Intelligence Literacy Assessment Questionnaire (2022). Data was analyzed by descriptive statistical methods and inferential statistics such as one-sample t-test and multivariate analysis of variance. The results showed that the level of AI literacy of teachers was average in the dimensions of AI awareness (5.10), AI usage (4.62), AI evaluation (5.39), and AI ethics (5.10). Policymakers and planners of the education system should consider measures to expose current and future teachers to learning and using various artificial intelligence programs, with an emphasis on cultivating a creative mindset. Furthermore, Key decision-makers should prioritize cultivating a culture in professional development programs that emphasized AI trust and a tendency to promote the level of knowledge and the responsible and critical use of artificial intelligence. https://jomc.ut.ac.ir/article_103576.html The aim of this study was to develop a typology of rumor dissemination and to identify the factors influencing it. This research examined the phenomenon of rumor within the Recreational, Cultural, and Sports Organization of Isfahan Municipality.Method: Using a qualitative methodology and thematic analysis, semi-structured interviews were conducted with 93 employees of the organization. The main themes related to the causes and modes of rumor dissemination were identified and categorized.Findings: Based on the thematic analysis approach, relevant themes regarding rumor dissemination were extracted. After clustering, integration, and elimination of overlapping codes, 115 key themes, 36 level-two organizing themes, 7 level-one organizing themes, and 5 global themes were obtained. To assess the validity of the research, expert opinions were used, indicating acceptable validity of the findings. For reliability assessment, the Holsti method was employed, yielding a reliability coefficient of 0.911, which is above the standard threshold of 0.7.Conclusion: The results indicated that rumor dissemination in this organization is influenced by both intentional and unintentional factors, and occurs through various channels including face-to-face communication, phone conversations, and social media. The results were presented in the form of a thematic network. https://jomc.ut.ac.ir/article_103587.html The comprehensive body of project management knowledge is recognized not only for its reliance on traditional, effective methods that have proven impactful and gained widespread adoption over time but also for its inclusion of novel approaches and techniques that have emerged in recent years and captured the attention of professionals. This article aims to examine the influence of efficient management on construction projects to achieve successful execution, analyzing the perspectives of experts and specialists in this field. The research methodology employed in this study is survey-based, with the statistical population consisting of professionals active in the fields of civil engineering and architecture. The selected sample includes 107 experts from this domain. The results indicate that the key success factors for implementing construction projects, in order of priority, are: effective team performance management, fostering and strengthening team skills, efficient guidance of procurement processes, improvement of constructive communication, proper stakeholder engagement, recruitment and organization of team members, accurate implementation of quality assurance processes, and precise management of project tasks. https://jomc.ut.ac.ir/article_103700.html Purpose: The purpose of this study is to investigate the impact of managerial coaching on the retention of Gen Z employees in IT startups, while also examining the moderating role of employer branding in this relationship.Methodology: In terms of objective, this research is classified as applied research, and in terms of nature, it is a descriptive-correlational study. The statistical population includes 1,300 active Gen Z employees in IT startups, and the sample size, calculated using Cochran’s formula, was estimated at 296 individuals. Data collection was conducted via a questionnaire method, with 285 questionnaires received and analyzed. The obtained data were analyzed using SPSS27 and SmartPLS3 software.Findings: The findings of this research indicate that managerial coaching, as an emerging concepts in organizational leadership, has a significant impact on the retention of Gen Z employees. Furthermore, employer branding moderates this relationship.Originality/value: Analysis of the collected data regarding the research hypotheses reveals that managerial coaching, with the moderating role of employer branding, leaves a significant and meaningful impact on the retention of Gen Z employees. Therefore, it may be considered a contemporary and effective approach in human resource management for addressing the critical challenge of retaining Gen Z employees in organizations, especially in startups. 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_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 special focus on human capital. Accordingly, a model for the country's higher education system, based on competent human capital, was presented in line with the identified components. https://jomc.ut.ac.ir/article_104192.html The present study was conducted with the aim of presenting a desirable model of cultural governance in the university. The present study is considered a descriptive survey-type study in terms of its applied purpose, based on the data collection method, and a qualitative research of the data-based type based on the nature of the data. The statistical population of the study was faculty members familiar with the subject and senior managers working in the higher education policy-making sector, who were selected using the theoretical sampling method. Therefore, based on the rule of theoretical saturation, this was achieved in the present study using 12 interviews, and the required data was collected using semi-structured interviews. Data analysis was conducted using three stages of open, axial, and selective coding within the framework of a structured grounded theory method. The 155 identified open codes were combined into 76 core codes and 29 optional codes, which were categorized into 6 main categories including causal conditions, central phenomenon, underlying conditions, intervening conditions, strategies, and consequences. 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_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_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_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_104449.html The aim of this study is to explore resonant leadership and the factors influencing its formation in a regional electricity company using a qualitative approach. In this research, qualitative methodology, thematic analysis strategy, and semi-structured interviews were used to collect data. Participants included senior and middle-level managers, as well as employees with experience in organizational leadership. Data were collected through 16 semi-structured interviews. By analyzing the data based on the participants' perspectives, six themes were identified, categorized into two groups: long-term and comprehensive causes, and short-term and specific causes. These six concepts include the manager's strategic thinking and planning, organizational justice, empowerment, training, meritocracy, and specialization. The core phenomenon, based on the participants' views, identified six themes that were classified into two categories: alignment behavior and alignment attitude. These six concepts include courage, being supportive, friendly relationships, commitment and authenticity, creating a vision and goal orientation, and trust-building. Based on these findings, it is recommended that the leaders of the regional electricity company emphasize the development of strategic thinking and long-term planning to strengthen resonant leadership. Furthermore, focusing on organizational justice and empowering employees through training and merit-based selection can enhance resonant behaviors and improve the alignment of individual and organizational goals. Creating an environment where friendly relationships, trust, and authenticity between employees and leaders are established will lay the foundation for the success of resonant leadership within the organization. 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 obtained through exploratory interviews with 56 employees of the Kurdistan provincial gas company, who were selected using the snowball method. The analysis of the data obtained from the interview was done using content analysis method and three stages of basic, organizing and comprehensive themes, using Maxqda18 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 the creation of 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 presented solutions and their application in the organization will lead to greater participation of employees in the company's affairs and provide creative opinions and innovative decisions, which will ultimately improve the performance of employees and the company 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_106176.html Considering the role of culture in shaping the mindset and behavior of organizations and societies on one hand, and importance of futures studies in drawing a vision and path of progress towards the future,, this article seeks to identify and evaluate the dominant pattern of futures culture in defense organizations by studying the literature and examining the experiences and opinions of experts. we choose defense organizations because of their nature and mission, they, must monitor future developments with great accuracy and sensitivity, which is why the origin of futures studies knowledge is mainly defense organizations. The present study try to reveal the dimensions and components of futures culture, which in terms of method, relies on a literature review in the theoretical part and uses content analysis in the field part. To examine the current situation, twenty-two ,experts, and scientific and practical practitioners in the field of defense futures studies were interviewed (until theoretical saturation was reached) and the findings were analyzed and categorized into three sections and presented as follows: A. Characteristics of the existing futures culture (including: outlook on the future, readiness for change and innovation, organizational characteristics, attitude to risk, role of elites, and contextual factors), reasons for the formation of the existing futures culture (including: structural factors, general culture, knowledge and skills, motivation, understanding and analysis of reality), and solutions for promoting the futures culture (including: strengthening and stabilizing relevant structures, training and empowerment, promotion and dissemination, promoting international interactions and experiences, and developing tools and methods). https://jomc.ut.ac.ir/article_106177.html Introduction: The present study aimed to examine the effect of ethical leadership confrontation with 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_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