دانشگاه سیستان و بلوچستان پژوهش های مدیریت عمومی 2538-3418 19 72 2026 06 22 Meta Synthesis of Resilient Policy Making Studies فراترکیب مطالعات خط‌مشی‌گذاری تاب‌آور 1 34 9950 10.22111/jmr.2026.52045.6386 FA فاطمه همتیان دانشجوی دکتری رشته مدیریت دولتی، گرایش خط‌مشی‌گذاری عمومی، دانشکده مدیریت و حسابداری، دانشگاه علامه طباطبائی، تهران، ایران. هادی خان‌محمدی دانشیار گروه مدیریت دولتی، دانشکده مدیریت و حسابداری، دانشگاه علامه طباطبائی، تهران، ایران. سعید زرندی استادیار گروه مدیریت دولتی، دانشکده مدیریت و حسابداری، دانشگاه علامه طباطبائی، تهران، ایران. حسین اصلی‌پور دانشیار گروه مدیریت دولتی، دانشکده مدیریت و حسابداری، دانشگاه علامه طباطبائی، تهران، ایران. Journal Article 2025 05 16 Abstract Today, for development, societies and governments must be able to adapt and be resistant to the fluctuations and challenges ahead; therefore, familiarity with the fundamental concepts of resilience and its development is of particular importance for all types of governance. In this regard, the main goal of the current research is to identify the antecedents, characteristics and consequences of resilient policymaking. this research has been conducted using the Meta-synthesis qualitative method in order to systematically review the findings of the studies conducted in this regard. The tool for collecting data and information of the current research was valid studies and researches in the period of 2000 to 2024, including 16 articles. in this research, 140 codes were identified and then the identified codes were separated, integrated and categorized based on the degree of conceptual similarity. Based on this, the extracted codes were classified into 7 categories (Enabling factors, accelerators, characteristics of resilient policymaking, characteristics of resilient policymakers, output, results, impact) and 3 macro concepts (Antecedents of resilient policymaking, characteristics of resilient policymaking and policymakers, and consequences of resilient policymaking). Introduction The present study was conducted with the aim of elucidating the concept of resilient policymaking and proposing a model grounded in prior scholarship in this field. This issue gains particular significance in contexts where policymaking is confronted with volatility, uncertainty, crises, and environmental complexity, thereby requiring a dynamic and adaptive approach. Drawing on the existing body of literature, the article seeks to move beyond fragmented descriptive accounts and to uncover the internal logic underlying this mode of policymaking. Accordingly, the principal objective of the study was to identify the antecedents, characteristics, and consequences of resilient policymaking. Case study Given the qualitative and documentary nature of the present study and the application of the meta-synthesis method, the statistical population does not comprise individuals, organizations, or human participants; rather, it consists of the corpus of existing scientific studies in the field of resilient policymaking. Accordingly, the research population encompasses all relevant international articles and credible sources published in selected scientific databases including Google Scholar, ProQuest, Scopus, ScienceDirect, and Springer between 2000 and 2025, which directly or indirectly address concepts such as resilient policymaking, resilient policy, resilient decision-making, resilient policymakers, and dimensions related to resilience within policymaking processes. This population was selected because, in meta-synthesis research, the texts of prior studies are treated as primary data, enabling the researcher to extract concepts, categories, and a new conceptual model through the systematic analysis, interpretation, and synthesis of existing findings. Consequently, given the emergent nature and conceptual fragmentation of the resilient policymaking literature, investigating studies published within this timeframe facilitates the identification of the conceptual evolution, core dimensions, antecedents, characteristics, and consequences of this concept. Materials and Methods This study is qualitative in nature and employs a meta-synthesis approach, using an interpretive–analytical framework based on the seven-step model of Sandelowski and Barroso. In the search process, 74 articles and sources were initially identified, of which 16 selected articles were ultimately included in the final analysis. The extracted data were analyzed through a coding procedure, resulting in 276 initial codes that were refined into 140 final codes following the process of screening and consolidation. These codes were then organized into seven main categories and three overarching concepts, and their validity was assessed through the calculation of the Cohen’s kappa coefficient. Results and Findings The findings revealed that resilient policymaking can be explained through three overarching concepts: antecedents, characteristics, and consequences. In the domain of antecedents, enabling factors such as crisis, uncertainty, complexity, resource constraints, and shocks were identified, along with accelerators such as feedback, learning, stakeholder participation, scenario planning, and risk management. In terms of characteristics, resilient policymaking is associated with components such as flexibility, adaptability, legitimacy, complexity management, adaptive decision-making, and foresight, while resilient policymakers are characterized by effective leadership, collaboration, strategic vision, and the capacity to lead change. The consequences of this mode of policymaking emerge at three levels—outputs, outcomes, and impacts—and include responsiveness to emerging threats, recovery from crises, continuous improvement, preparedness, resilience, transformation, and policy development. Conclusion Based on the findings of the article, resilient policymaking should be understood not as a temporary reaction to crises, but as an enduring logic of governance. This framework demonstrates that the sustainability and effectiveness of policies depend on the interaction among enabling conditions, accelerators, policy characteristics, and the attributes of policymakers. Accordingly, the article recommends that the causal relationships among these components be empirically tested, that the role of resilient policymakers and capacities such as leadership and resilient thinking be further examined, and that longitudinal studies be undertaken to better understand the transformation of outputs into outcomes and impacts. It also recommends applying this framework in areas such as crisis management, health, environmental policy, and urban governance. امروزه جوامع و حکومت‌ها برای توسعه بایستی بتوانند در برابر نوسانات و چالش‌های پیش رو، سازگار و مقاوم باشند، ازاین‌رو آشنایی با مفاهیم بنیادی تاب‌آوری و توسعه آن برای انواع حکمرانی از اهمیت ویژه‌ای برخوردار است. در این راستا هدف اساسی پژوهش حاضر شناسایی پیش‌آیندها، ویژگی‌ها و پیامدهای خط‌مشی‌گذاری تاب‌آور است تا بتواند با بهره‌گیری از رویکرد تاب‌آوری در سازوکارهای خط‌مشی‌گذاری به تبیین و توسعه مفهومی به نام خط‌مشی‌گذاری تاب‌آور اقدام ورزد. این پژوهش با استفاده از روش کیفی فراترکیب انجام شده است تا بتواند یافته‌های مطالعات صورت‌گرفته در این خصوص را به‌صورت نظام‌مند بررسی نماید. ابزار گردآوری داده‌ها و اطلاعات پژوهش حاضر، مطالعات و پژوهش‌های معتبر در بازه زمانی سال‌های 2000 تا 2024، شامل 16 مقاله بود. در این پژوهش تعداد 140 کد شناسایی گردید و سپس کدهای شناسایی‌شده بر اساس میزان تشابه مفهومی تفکیک، ادغام و دسته‌بندی شدند. بر این اساس، کدهای استخراج‌شده در قالب 7 مقوله (عوامل زمینه‌ساز، شتاب‌دهنده‌ها، ویژگی‌های خط‌مشی‌گذاری تاب‌آور، ویژگی‌های خط‌مشی‌گذاران تاب‌آور، خروجی، نتایج، اثر) و 3 مفهوم کلان (پیش‌آیندهای خط‌مشی‌گذاری تاب‌آور، ویژگی‌های خط‌مشی‌گذاری و خط‌مشی‌گذاران تاب‌آور و پیامدهای خط‌مشی‌گذاری تاب‌آور) طبقه‌بندی شدند.

https://jmr.usb.ac.ir/article_9950_7f6e74bf4c21595e776f50aa60b527fb.pdf

دانشگاه سیستان و بلوچستان پژوهش های مدیریت عمومی 2538-3418 19 72 2026 06 22 Identifying the Components of Work-Life Balance in Teleworking Conditions and the Factors Affecting them in Iraqi Government Organizations شناسایی مولفه های تعادل بین کار و زندگی در شرایط دورکاری و علل تاثیرگذار بر آنها در سازمانهای دولتی عراق 35 62 9757 10.22111/jmr.2025.51541.6371 FA احسان ضحوی عباس القریشی دانشجوى دکترى مدیریت دولتى گرایش مدیریت منابع انسانى، دانشکده علوم ادارى واقتصادى. دانشگاه فردوسی مشهد، مشهد، ایران. یعقوب مهارتی دانشیار گروه مدیریت، دانشکده علوم ادارى واقتصادى، دانشگاه فردوسی مشهد، مشهد، ایران. قاسم اسلامی دانشیار گروه مدیریت، دانشکده علوم ادارى واقتصادى، دانشگاه فردوسی مشهد، مشهد، ایران. 0000-0001-8708-2368 محمدمهدی فراحی دانشیار گروه مدیریت، دانشکده علوم اداری و اقتصادی، دانشگاه فردوسی مشهد، مشهد، ایران. Journal Article 2025 04 22 Abstract This study explored and identified the indicators and components of work-life balance in the context of remote work within Iraqi government organizations. To this end, the research utilized an interpretive philosophy, a qualitative approach, a grounded theory strategy with an emergent design, and a thematic analysis method based on the Glaserian coding approach. The study population consisted of managers and employees in Iraqi government organizations. The qualitative repository for this research included managers and experts from selected organizations who possessed theoretical and practical knowledge of the subject matter, had sufficient mastery and understanding of remote work processes and work-life balance, and had personal experience with remote work. The study sample comprised 21 individuals with at least 10 years of work experience and comprehensive knowledge of relevant processes. Data were collected through semi-structured interviews. Theoretical sampling was employed for the sampling process. The reliability and validity of the research findings were established using the four criteria by Guba and Lincoln, which include credibility, transferability, dependability, and confirmability. The findings revealed that the components of work-life balance consist of 4 main components and 14 categories. Introduction Work-life balance, as a social construct, refers to employees' perception of how their professional and personal roles interact within the multifaceted domains of life (Romero, 2024). Work and life activities, as two crucial dimensions, significantly impact the achievement of an individual's and an organization's goals (Sun et al., 2020). Furthermore, some argue that in remote work conditions, despite having more time to spend with family, friends, and outside hobbies, employees are happier in their lives and consequently will be more productive while performing work duties; this stance has converged and become inseparable during crisis periods (Zhang, 2020; Tahir, 2024). Consequently, with the increased prominence of remote work post-COVID, some managers and business leaders insist that remote work diminishes focus and control and confronts employees' lives and jobs with new challenges (Toun et al., 2022). Al-Madhkhouri et al. (2024) identified feelings of isolation and reduced human interaction as one of the most significant negative consequences of remote work in Baghdad's government organizations. Despite the advantages of communication technologies and virtual offices, many employees globally have experienced feelings of isolation, lack of focus, and role interference (Adisa et al., 2021; Susanto et al., 2022). Although numerous studies have examined work-life balance, most have focused on traditional models and in-person conditions. For instance, Fisher's (2001) three-dimensional model, comprising 'work interference with life,' 'life interference with work,' and 'work-life enhancement,' requires review and redefinition for remote work contexts. Neglecting this issue can lead to consequences such as reduced productivity, increased absenteeism, and a decline in quality of life (Collier, 2018). Therefore, this research aims to fill the existing research gap by identifying the components of work-life balance in remote work conditions and analyzing the factors influencing them, ultimately proposing a localized model for Iraqi government organizations. This model can assist managers in gaining a more precise understanding of the factors affecting balance, thereby enabling them to provide strategies for enhancing productivity, job satisfaction, and employees' mental well-being. Case study The study population of this research consists of managers and employees of Iraqi government organizations. The study sample includes 21 individuals with at least 10 years of work experience and comprehensive knowledge of related processes. The criterion for this knowledge is that they either participated directly and fully in the remote work activities implemented by government organizations, or possess complete awareness of the content of those activities and related concepts. Materials and Methods This research adopts an interpretive philosophy, a qualitative approach, a grounded theory strategy with an emergent design, and a thematic analysis method based on the Glaserian coding approach. Data were collected through semi-structured interviews. Theoretical sampling was employed for the sampling process. Since data saturation determines the sample size in the qualitative phase, interviews continued with additional participants until data saturation was achieved. Discussion and Results The components of work-life balance represent the indicators that describe this phenomenon in remote work conditions, and through their application, desired outcomes can be achieved. The components outlined in the table are elaborated below. Remote Work Communication Skills: Work-life balance in remote work settings depends on various factors, among which communication skills play a key role. Remote Worker Personality Traits: The personality traits of remote workers play a significant role in establishing and maintaining work-life balance in remote work settings. Time and Work Management Skills: Time and work management skills are a key component for achieving work-life balance in remote work, as the boundaries between personal and professional life can easily blur in such settings. Remote Worker Professional and Personal Balance: Professional and personal balance in remote work is a fundamental principle for maintaining quality of life and productivity in remote work conditions. Causes and Influencing Factors: Work-life balance in remote work conditions is undoubtedly influenced by specific causes and factors. The following section presents the causes and factors influencing remote work. Communication Policies and Procedures: Communication policies and procedures in remote work play a crucial role in maintaining employees' work-life balance. Online Communication Channels: Effective communication in online work environments requires transparent and consistent interactions. Self-Organization and Self-Care: The component of self-organization and self-care in remote work significantly impacts employees' health and efficiency. Flexible Work Arrangements: The component of flexible work arrangements and its sub-components highlight the importance of adapting to various changes and challenges in the work environment. It refers to the ability of both employees and organizations to adjust to new conditions while maintaining work-life balance. Conclusion This study has uncovered the components of work-life balance and the factors influencing it within Iraqi organizations. The findings of this research align, in many aspects, with similar global studies, including the positive impact of individual skills (such as time management and planning) and the role of personality traits in the success of remote work. These similarities suggest that the fundamental factors for successful work-life balance in remote work conditions are, to a large extent, universal. However, the cultural and social specificities of Iraq distinguish the findings of this study. Notably, the emphasis on spiritual and mental nourishment as a key factor in reducing stress and increasing productivity is a significant distinguishing aspect, one less frequently addressed in research from Western countries. Furthermore, infrastructural limitations in Iraq, such as a shortage of advanced technology or organizational training, have created specific challenges that require localized, indigenous solutions. This comparison indicates that while many principles of remote work are global, the success of its implementation in any country depends on cultural, social, and economic factors. It should also be noted that this research introduces important innovations, particularly in the context of work-life balance within Iraqi government organizations during remote work پژوهش حاضر شاخصه‌ها و مولفه‌های تعادل کار و زندگی در شرایط دورکاری را در سازمانهای دولتی عراق بررسی و کشف نموده است. بدین منظور از فلسفه‌ تفسیری، رویکرد کیفی، استراتژی داده بنیاد با رویکرد ظهور یابنده و روش تحلیل مضمون مبتنی بر رویکرد کدگذاری گلیزری استفاده شده است. جامعه‌ مورد مطالعه این پژوهش، مدیران و کارکنان سازمانهای دولتی عراق می‌باشند. خزانه کیفی این پژوهش، شامل مدیران و خبرگانی از سازمان‌های منتخب است که آگاهی تئوری و عملی در زمینه موضوع مورد مطالعه داشته، احاطه و تسلط کافی نسبت به فرآیندهای دورکاری و تعادل کار و زندگی داشته باشند و خود نیز دورکاری را تجربه کرده باشند. نمونه مورد مطالعه نیز 21 نفر از افرادی هستند که حداقل 10 سال سابقه کار و آگاهی کامل از فرآیندهای مرتبط داشته باشند. داده‌ها از طریق مصاحبه‌های نیمه ساختاریافته جمع آوری شدند. به منظور انجام نمونه‌گیری از نمونه‌گیری نظری استفاده شد. استراتژی تحقیق داده بنیاد بوده و داده ها از طریق کدگذاری جمع بندی و تحلیل گردید. یافته‌ها نشان داد مولفه‌های تعادل کار و زندگی شامل ۴ مولفه و ۱۴ مقوله می‌باشند. مولفه‌ها شامل مهارت ارتباطی دور کار، ویژگی‌های شخصیتی دورکار، مهارت مدیریت زمان و کار، تعادل حرفه‌ای و شخصی دورکار می‌باشند.

https://jmr.usb.ac.ir/article_9757_95378b4d6509d9bcb96e6bc7687a6d26.pdf

دانشگاه سیستان و بلوچستان پژوهش های مدیریت عمومی 2538-3418 19 72 2026 06 22 The Impact of Temporal Leadership on Innovative Work Behavior with the Moderating Role of Innovation Passion تأثیر رهبری زمانی بر رفتار کاری نوآورانه با نقش تعدیل‌گر اشتیاق نوآوری 63 88 9951 10.22111/jmr.2026.53317.6437 FA رضا سپهوند استاد تمام، گروه مدیریت، دانشکده اقتصاد و مدیریت، دانشگاه لرستان، خرم‌آباد، لرستان، ایران. محمد جلالی دکتری مدیریت دولتی – رفتار سازمانی، دانشکده اقتصاد و مدیریت، دانشگاه لرستان، خرم‌آباد، لرستان، ایران. Journal Article 2025 09 22 Abstract In today’s dynamic organizational landscape _ characterized by persistent time pressures, structural complexities, and resource constraints _ the synergy among effective leadership, time management, and leveraging employees’ innovative potential holds strategic significance. This study aimed to examine the effect of temporal leadership on innovative work behavior and to clarify the moderating role of innovation enthusiasm. Conducted within the positivist paradigm using a quantitative, cross‑sectional design, the research employed a researcher‑developed questionnaire. The statistical population consisted of employees of the Imam Khomeini Relief Committee in Kurdistan Province (N = 321), from which 220 participants were selected using Cohen’s formula and stratified random sampling. Instrument validity and reliability were confirmed through factor loadings, composite reliability, Cronbach’s alpha, content validity indices (CVR and CVI), convergent validity (AVE), and discriminant validity (HTMT). Data analysis using partial least squares structural equation modeling (PLS‑SEM) indicated that temporal leadership has a positive and significant effect on innovative work behavior (β = 0.312, p < 0.005). Furthermore, innovation enthusiasm significantly moderates and strengthens this relationship (β = 0.406, p < 0.001). ANOVA results showed that managers, employees aged 31–40 years, and those with a master’s degree or higher exhibit, respectively, the highest levels of temporal leadership, innovation enthusiasm, and innovative work behavior. Grounded in resource conservation theory and social exchange theory, the findings highlight the synergistic impact of temporal leadership and innovation enthusiasm in enhancing innovative work behavior and adapting managerial models to motivational and demographic attributes. The study’s novelty lies in integrating temporal analysis with a motivational dimension in a mission‑driven context. Introduction Innovation has emerged as a decisive capability for sustaining organizational adaptability, efficiency, and value creation, particularly in public sector entities where responsiveness to citizens’ needs is often challenged by regulatory constraints and resource limitations. Within this environment, innovative work behavior—encompassing idea generation, promotion, and implementation—serves as a critical driver for performance and service quality improvements. Leadership is central to cultivating such behaviors, and temporal leadership, which emphasizes synchronizing task sequences, foreseeing obstacles, and regulating workload, has gained recognition as a means of structuring work in ways that facilitate innovation. Temporal leadership not only organizes processes but also buffers the detrimental effects of time scarcity on creativity. However, its influence is not uniform across individuals; personal dispositions, such as innovation enthusiasm—the intrinsic motivation to engage with novel ideas and solutions—can amplify or weaken its impact. This study addresses this theoretical and empirical gap by exploring a moderated relationship between temporal leadership and innovative work behavior, thereby linking leadership processes with motivational constructs in a nuanced manner. Case study The empirical context selected for this investigation is the Imam Khomeini Relief Committee of Kurdistan Province, a mission‑driven organization committed to social welfare and poverty alleviation. Operating within a constrained budgetary and bureaucratic framework, the organization serves as an ideal setting for examining the role of temporal leadership in harnessing limited resources for innovative outcomes. The diversity of functions, ranging from administrative support to field operations, imposes high variability in task demands and temporal coordination requirements. Furthermore, substantial demographic diversity among employees, including different age groups, educational backgrounds, and hierarchical positions, provided a robust basis for analyzing how temporal leadership and innovation enthusiasm interact across organizational layers. These features made the case both analytically rich and practically relevant for understanding the dynamics of innovation in resource‑restricted environments. Materials and Methods Adhering to a positivist epistemology and a deductive approach, this study employed a quantitative, descriptive‑explanatory, and cross‑sectional methodology. Data were collected using a structured researcher‑developed questionnaire, whose dimensions were adapted from established scales: temporal leadership (three dimensions from Zhang et al., 2021), innovation enthusiasm (three dimensions from Ritwatthanavanich et al., 2021), and innovative work behavior (four dimensions from Srirahayu et al., 2023). The first part of the questionnaire captured demographic attributes, while the second comprised 33 five‑point Likert items. Content validity was verified through expert review (four academics, two senior managers, and two organizational experts), yielding CVR values between 0.77 and 0.94 and CVI values between 0.81 and 0.95, exceeding standard thresholds. Convergent validity (AVE > 0.5) and discriminant validity (HTMT < 0.9) were confirmed, while reliability was established with composite reliability and Cronbach’s alpha values above 0.7. Sampling was guided by Cohen’s formula, selecting 220 respondents from a population of 321 through stratified random sampling. Analytical procedures involved PLS‑SEM using SmartPLS to test hypothesized relationships, supplemented by ANOVA in SPSS to explore demographic differences. Structural model fit was assessed via path significance (Z‑values > 1.96), coefficient of determination (R² = 0.338 for innovative work behavior), effect sizes (f² = 0.156 for temporal leadership and 0.357 for the interaction effect), predictive relevance (Q² = 0.366), and overall model fit (GoF = 0.521). Ethical considerations—including voluntary participation, informed consent, anonymity, and neutrality during data collection—were observed rigorously. Discussion and Results Statistical analysis confirmed that temporal leadership significantly predicts innovative work behavior, validating Hypothesis 1. Leaders who effectively coordinate task priorities, ensure alignment of team schedules, and adapt to time‑sensitive contingencies foster environments conducive to creative behaviors and their implementation. The moderating role of innovation enthusiasm, supported by Hypothesis 2, revealed that individuals with higher intrinsic motivation towards innovation respond more strongly to temporal leadership, leveraging structured coordination to expand idea generation, advocacy, and application. ANOVA results uncovered notable demographic patterns: managers report superior temporal leadership, potentially due to formal authority combined with broader task oversight; employees aged 31–40, situated between early career exploration and later career consolidation, exhibit peak innovation enthusiasm; and higher educational attainment correlates positively with innovative work behavior, possibly reflecting advanced cognitive skills and greater exposure to problem‑solving frameworks. These findings align with the Conservation of Resources Theory, in which temporal structuring functions as a resource preservation mechanism, and with Social Exchange Theory, wherein employees reciprocate structured, supportive leadership with proactive engagement in innovation. Conclusion This study enriches the literature on leadership and innovation by integrating a temporal process perspective with an individual motivational driver within the challenging operational conditions of a mission‑driven organization. By demonstrating that temporal leadership not only directly fosters innovative work behavior but also interacts synergistically with innovation enthusiasm, the research underscores the necessity for managers to align temporal structuring with the motivational profiles of their teams. Practical implications suggest targeted leadership development programs emphasizing time coordination skills and initiatives to cultivate employees’ intrinsic enthusiasm for innovation. The originality of the study lies in bridging temporal and motivational dimensions to produce a comprehensive model adaptable to organizations operating under tight deadlines, complex service delivery systems, and resource scarcity. These insights offer a pathway for public and non‑profit sectors to stimulate innovation without compromising operational discipline, a balance increasingly vital in the evolving demands of the twenty‑first century workplace. در بستر پویای سازمان‌های امروزی، که با فشارهای زمانی مستمر، پیچیدگی‌های ساختاری و محدودیت منابع روبه‌رو هستند، هم‌افزایی میان رهبری مؤثر، مدیریت زمان و بهره‌گیری از ظرفیت نوآورانه کارکنان، اهمیتی راهبردی دارد. پژوهش حاضر با هدف بررسی اثر رهبری زمانی بر رفتار کاری نوآورانه و تبیین نقش تعدیل‌گر اشتیاق نوآوری انجام شد. مطالعه در چارچوب پارادایم اثبات‌گرایی، با رویکرد کمّی و طرح مقطعی، و از طریق پرسشنامه محقق‌ساخته اجرا گردید. جامعه آماری کارکنان کمیته امداد امام خمینی(ره) استان کردستان (321 = N) بود که از میان آن‌ها، ۲۲۰ نفر با بهره‌گیری از فرمول کوهن و نمونه‌گیری تصادفی طبقه‌ای انتخاب شدند. روایی و پایایی ابزار با استفاده از بارهای عاملی، پایایی ترکیبی، آلفای کرونباخ، شاخص‌های روایی محتوا (CVR و CVI)، روایی همگرا (AVE) و روایی واگرا (HTMT) تأیید شد. تحلیل داده‌ها با مدل‌سازی معادلات ساختاری حداقل مربعات جزئی (PLS‑SEM) نشان داد رهبری زمانی تأثیر مثبت و معناداری بر رفتار کاری نوآورانه دارند (β = 0.312, p < 0.005) همچنین اشتیاق نوآوری، این رابطه را به‌طور معناداری تعدیل و تقویت می‌کند (β = 0.406, p < 0.001) تحلیل واریانس نشان داد گروه مدیران، طبقه سنی 40-31 سال و مدرک تحصیلی فوق لیسانس و بالاتر به‌ترتیب بالاترین سطح رهبری زمانی، اشتیاق نوآوری و رفتار کاری نوآورانه را دارند. یافته‌ها با تلفیق نظریه‌های حفظ منابع و تبادل اجتماعی، بر هم‌افزایی رهبری زمانی و اشتیاق نوآوری برای ارتقای رفتار کاری نوآورانه و تطبیق مدل‌های مدیریتی با انگیزش و ویژگی‌های جمعیت‌شناختی تأکید دارند. نوآوری پژوهش، تلفیق تحلیل زمانی و بُعد انگیزشی در بافت مأموریت‌محور است.

https://jmr.usb.ac.ir/article_9951_973351899dfaeb4438c20ca6e935bf72.pdf

دانشگاه سیستان و بلوچستان پژوهش های مدیریت عمومی 2538-3418 19 72 2026 06 22 Developing Model the Quiet Quitting Phenomenon: The Challenge Human Resource Managers (Causes, Consequences, and Strategies) تدوین الگوی پدیده استعفای خاموش: چالش مدیران منابع انسانی (علل، پیامدها و راهبردها) 89 118 9952 10.22111/jmr.2025.52446.6404 FA عبداله ساعدی استادیار گروه مدیریت ، دانشکده اقتصاد و مدیریت، دانشگاه لرستان، خرم آباد، ایران. Journal Article 2025 06 24 Abstract Quiet Quitting is an alarming issue in which the desire to perform citizenship behaviors in employees is lost and they act in a way that only the form of work is maintained. In other words, the individual does his minimum (least) work, without going beyond it. The present study was conducted with the aim of developing a model of the Quiet Quitting phenomenon: the challenge of human resource managers (causes, consequences and strategies) in government organizations. On the other hand, the present study has a qualitative approach and in an inductive paradigm that is descriptive-survey and practical in terms of purpose. The statistical population of the study consists of 21 experts (professors in the field of management and managers of government organizations) who were selected based on the principle of theoretical sufficiency and the purposive sampling method. It should be noted that the content analysis approach was used to collect data. Therefore, after studying the texts, questions were provided to the experts in the form of semi-structured interviews and their views and opinions on the Quiet Quitting phenomenon were examined. Then, the obtained data were analyzed using software (MAXQDA) and thematic network. Also, in order to measure the validity and reliability of the data collection tool, content validity and inter-coder and intra-coder reliability were used. The results show that 9 factors were identified as effective factors, 6 factors as individual consequences, 8 factors as organizational consequences, and 8 factors as Quiet Quitting strategies in government organizations, and finally, the research model was developed Introduction The only resource on which the productivity of other resources of the organization depends is human resources. In fact, human resources are considered one of the influential factors in the progress and development of societies, or in other words, they are known as a valuable resource that plays a fundamental role in the growth of organizations and the macro economy. Human resources are recognized as the most important assets of contemporary organizations, protecting the organization's trade secrets and converting physical capital into revenue. In a highly competitive environment, any shortcoming of managers in the field of human resources that causes their dissatisfaction in the workplace, the term fighting and striving with perseverance and, more importantly, the manifestation of citizenship behaviors will no longer have any meaning and concept, and after a while, employees will get tired of doing their daily tasks and activities and feel stagnant and stopped. In this way, the poor performance of managers, which prescribes reluctance and lack of motivation to employees, has led to the formation of an emerging phenomenon in the literature of management and organization, which is referred to as silent resignation. The term silent resignation does not mean giving up or leaving the job, but rather that the individual does not perform his assigned tasks as he should. Employees who engage in Quiet quitting only do what is required for their role and forgo any extra effort. They no longer think about career advancement and even fail to utilize creativity and innovation to achieve individual and organizational goals. Materials and Methods The present study has a qualitative approach and in an inductive paradigm, which is descriptive-survey and applied in terms of purpose. The statistical population of the study consists of 21 experts (professors in the field of management and managers of government organizations) who were selected based on the principle of theoretical adequacy and purposive sampling method. Since the present study is qualitative in nature, it should be noted that the content analysis approach was used to collect data, which is a method for recognizing, analyzing, and reporting patterns in qualitative data. In other words, the content analysis approach is a process for analyzing textual data that transforms scattered data and information into rich and detailed data. Content analysis is one of the common and common skills in qualitative analysis and is a method for analyzing non-numerical data such as sound, image, text, etc. In this study, the content analysis network (overarching, organizing, and basic themes) was used. In other words, the theme network systematizes the themes according to a specific trend in the form of basic themes (key points in the texts), organizing themes (combination and summary of basic themes), and overarching themes (principles governing the text as a whole). On the other hand, data collection in the present study was carried out through library studies and interviews. Therefore, after studying the texts, questions were provided to the experts in the form of semi-structured interviews and their views and opinions on the phenomenon of silent resignation were examined. Then, the obtained data were analyzed using software (MAXQDA) and the theme network. Also, in order to measure the validity and reliability of the data collection tool, content validity and inter-coder and intra-coder reliability were used. Considering the mission of the research, it can finally be said that with the help of the theme analysis approach, a model of the phenomenon of Quiet quitting in a government organization was developed. Discussion and Results The present study identified Quiet quitting through thematic analysis of causes (toxic organizational climate, toxic leadership style, burnout, lack of transparency, glass ceiling, low job security, poor communication system, poor ergonomics, and work-life balance), consequences (individual and organizational), and strategies (strengthening emotional intelligence, creating an appropriate culture, providing forward feedback, developing career path capital, competitive salaries and benefits, creating organizational justice, time management, and flexible work schedules) Quiet quitting identified. Conclusion The phenomenon of Quiet quitting is a condition that is seen in abundance in today's working world in organizations, especially government organizations. Silent resignation can be a sign that the individual is not satisfied with his or her position, and this dissatisfaction stems from various reasons and causes. Undoubtedly, the individual's dissatisfaction in the workplace will carry mental and psychological pressures, and silent resignation is an escape route to get rid of these pressures. In fact, it is a kind of carelessness, but it is considered an ominous and sinister phenomenon for the individual and the organization. Because managers in this field are mostly faced with the physical presence of the individual, there is no desire or motivation, nor is there any creativity and innovation with which to solve a problem. استعفای خاموش یک مسئله هشدار دهنده است که در آن میل به انجام رفتارهای شهروندی در کارکنان از بین میرود و آنها به گونهای عمل میکنند که تنها صورت کار حفظ شود. به عبارتی فرد حداقل (کمترین) کار خود را انجام میدهد، بدون اینکه فراتر از آن رفتار کند. پژوهش حاضر با هدف تدوین الگوی پدیده استعفای خاموش: چالش مدیران منابع انسانی (علل، پیامدها و راهبردها) در سازمانهای دولتی انجام گرفت. از طرفی پژوهش حاضر دارای رویکردی کیفی و در پارادایم استقرایی است که از نوع توصیفی ـ پیمایشی و از نظر هدف کاربردی است. جامعه آماری پژوهش را 21 نفر از خبرگان (اساتید حوزه مدیریت و مدیران سازمانهای دولتی) تشکیل میدهند که براساس اصل کفایت نظری و روش نمونهگیری هدفمند انتخاب شدند. لازم به ذکر است که برای گردآوری دادهها از رویکرد تحلیل مضمون بهره گرفته شد. بنابراین، پس از مطالعه متون، سوالاتی در قالب مصاحبه نیمهساختاریافته در اختیار خبرگان قرار گرفت و دیدگاهها و نظرات آنها در خصوص پدیده استعفای خاموش مورد بررسی قرار گرفت. سپس دادههای حاصل به کمک نرمافزار (MAXQDA) و شبکه مضامین تحلیل گردید. همچنین به منظور سنجش روایی و پایایی ابزار گردآوری دادهها از روایی محتوا و پایایی سنجی میان کدگذار و درون کدگذار استفاده شد. نتایج نشان میدهد که 9 عامل به عنوان عوامل موثر، 6 عامل به عنوان پیامد فردی، 8 عامل به عنوان پیامد سازمانی و 8 عامل به عنوان راهبردهای استعفای خاموش در سازمانهای دولتی شناسایی شد و در نهایت الگوی پژوهش تدوین شد.

https://jmr.usb.ac.ir/article_9952_99ff4c8d70e77e7c5d52098684ada086.pdf

دانشگاه سیستان و بلوچستان پژوهش های مدیریت عمومی 2538-3418 19 72 2026 06 22 Designing a Policy Framework for Establishing Student Knowledge-Based Cooperatives Based on the Analysis of the Triple Development Factors طراحی چارچوب سیاستی برای ایجاد تعاونی‌های دانش‌آموزی دانش‌بنیان مبتنی بر تحلیل عوامل سه‌گانه توسعه 119 152 9953 10.22111/jmr.2026.54108.6483 FA عالمه کیخا دانشیار گروه مدیریت آموزشی، دانشکده علوم تربیتی و روانشناسی ، دانشگاه سیستان و بلوچستان ، زاهدان، ایران. 0000-0003-3188-3670 Journal Article 2025 12 05 Abstract The present study aims to design a comprehensive policy framework for establishing and developing student knowledge-based cooperatives in Sistan and Baluchestan Province. This research seeks to leverage educational capacities, innovation potential, and the entrepreneurship ecosystem to propose a model that strengthens students’ entrepreneurial skills, creativity, and practical experience, thereby fostering the development of knowledge-based collaborations in schools. Methodologically, the study is applied in purpose and qualitative with an interpretive approach. The research population consisted of academic experts and executive specialists in the fields of technology units and school cooperatives within the Ministry of Education. Sampling was conducted purposively, and upon reaching theoretical saturation, 13 individuals were selected as participants. Data were collected through library studies and semi-structured interviews, and to ensure data quality, the criteria of credibility, transferability, dependability, and confirmability were rigorously observed within the qualitative research framework. Data analysis was carried out using qualitative content analysis, resulting in a three-level model comprising contextual factors, structural factors, and operational factors. The findings revealed that the model includes 17 subcomponents, 97 indicators, and 326 codes, explaining various dimensions of establishing and developing student knowledge-based cooperatives. Finally, a set of policy recommendations was presented to support the effective and sustainable implementation of these cooperatives and to strengthen the role of schools in promoting entrepreneurship and innovation. Introduction In recent years, the role of education in sustainable development and knowledge-based economies has become a strategic priority in the policy agendas of developing countries. An emerging model for linking general education with innovation ecosystems is the knowledge-based student cooperative—a structure that integrates cooperative values with knowledge-based innovation logic. In this study, a knowledge-based student cooperative is defined as a formal collaborative group of students who utilize their scientific capacities and creativity to address real-world problems in their school and community, simultaneously experiencing learning and knowledge-based value creation. Unlike traditional cooperatives, these entities differ in three dimensions: input (ideas instead of capital), process (creativity and research instead of trading), and output (technology-based products or services instead of mere profit). Given the structural and social challenges of Sistan and Baluchestan province—including the gap between education and the labor market, low youth economic participation, and spatial inequalities—developing empowering models is indispensable. The development of such cooperatives requires a tripartite analysis of contextual, structural, and operational factors. International research indicates that student participation in entrepreneurial and innovation projects enhances self-efficacy, motivation, and the propensity to create social businesses. Unlike traditional cooperatives, knowledge-based cooperatives emphasize intellectual assets, emerging technologies, and real problem-solving. Despite existing challenges, this province possesses significant potential in terms of young human capital, local participatory culture, and indigenous innovation capacities. This research aims to provide a localized policy framework for designing and developing knowledge-based student cooperatives using scientific methods, serving as a practical guide for schools, educational authorities, science and technology parks, cooperative chambers, and national policymakers. Case study This case study focuses on Sistan and Baluchestan province in Iran, a region facing structural challenges such as the education-labor market gap, low youth economic participation, limited technological access, and spatial inequalities. Despite these, the province holds significant potential including young human capital, local participatory culture, and indigenous social innovation capacities, making it an appropriate context for designing knowledge-based student cooperatives. Materials and Methods This applied research employed a descriptive-survey design with a cross-sectional timeframe and adopted a qualitative approach within the interpretive paradigm, emphasizing deep, subjective understanding of complex social phenomena. The target population consisted of two expert groups: academic experts (faculty members and executive managers specializing in entrepreneurship, cooperatives, and education) and experiential experts (school principals, teachers, and senior education administrators with practical experience in student cooperatives). Inclusion criteria required at least five years of relevant experience and familiarity with knowledge-based concepts. A purposive sampling method with snowball technique was used, and sampling continued until theoretical saturation was achieved after 13 interviews. Data were gathered through library studies (review of documents, articles, books, and reputable databases) and field studies using semi-structured interviews based on a designed interview guide. To ensure trustworthiness of the qualitative findings, Lincoln and Guba's (1985) four criteria were applied: credibility (through long-term engagement, member checking, and data triangulation), transferability (via rich, thick description of the research context and process), dependability (through supervision by expert faculty members), and confirmability (by systematic reference of findings to raw data and efforts to minimize bias). Finally, qualitative data from interviews were analyzed using qualitative content analysis within a systematic coding process, including transcription and text review, extraction of meaning units, categorization into initial codes, and gradual integration into sub-themes and main themes through iterative and comparative procedures until theoretical saturation. The outcome was a network of concepts and their relationships, forming the basis for the final research model. Discussion and Results The research findings revealed that the establishment and development of knowledge-based student cooperatives require three main categories of variables: contextual factors (needs assessment, legal framework, infrastructure, financial resources, cultural development, and networking), structural factors (appropriate structure design, bylaws, transparent financial system, and participatory governance), and operational factors (activity domain selection, financing, marketing, evaluation, and sustainability strategies). These cooperatives can enhance students' entrepreneurial, managerial, and technological skills while providing opportunities for micro and family-based employment, which is consistent with previous studies (Shah Karam et al., 2024; Siyadat & Angorj Saffari, 2020; Mion et al., 2026; Camelia et al., 2023). However, challenges such as lack of financial resources, weak infrastructure, lack of specialized training, cultural and legal issues, and poor marketing were identified as serious obstacles. In Sistan and Baluchestan province, these cooperatives can serve as an effective mechanism for linking education with the local economy, but the shortage of financial resources and appropriate infrastructure, particularly in less developed regions, remains a fundamental problem. Furthermore, the lack of managerial and financial skills in schools was identified as one of the main bottlenecks in developing these cooperatives, requiring targeted empowerment programs. Therefore, designing multi-layered supportive policies including financial support, educational facilitation, and developmental incentives is an undeniable necessity. Conclusion This research demonstrated that knowledge-based student cooperatives have high potential for enhancing entrepreneurial skills, creating micro-employment, and transforming schools into small innovation ecosystems in Sistan and Baluchestan province. The success of these cooperatives requires simultaneous attention to contextual, structural, and operational factors, as well as removing obstacles such as resource shortages, infrastructure weaknesses, and lack of specialized training. Close collaboration among the education system, universities, the private sector, and local institutions, along with training for school administrators, improving regulations, promoting cooperative culture, and utilizing modern technologies, can provide the foundation for sustainable development of these cooperatives. Ultimately, the success of this model depends on the cooperation and empathy of all stakeholders. پژوهش حاضر با هدف طراحی یک چارچوب سیاستی جامع برای ایجاد و توسعه شرکت‌های تعاونی دانش‌آموزی دانش‌بنیان در استان سیستان و بلوچستان انجام شده است. در این پژوهش تلاش شده است با بهره‌گیری از ظرفیت‌های آموزشی، نوآوری و زیست‌بوم کارآفرینی، الگویی ارائه شود که بتواند با تقویت مهارت‌های کارآفرینی، خلاقیت و تجربه عملی دانش‌آموزان، زمینه‌ساز توسعه مشارکت‌های دانش‌بنیان در مدارس گردد. مطالعه حاضر از نظر هدف، کاربردی و از نظر روش، کیفی با رویکرد تفسیری است. جامعه پژوهش شامل نخبگان دانشگاهی و متخصصان اجرایی حوزه واحدهای فناور و تعاونی‌های آموزشگاهی در سازمان آموزش و پرورش بود که نمونه‌گیری به‌صورت هدفمند انجام شد و با رسیدن داده‌ها به اشباع نظری، تعداد ۱۳ نفر به‌عنوان مشارکت‌کنندگان انتخاب شدند. داده‌ها از طریق مطالعات کتابخانه‌ای و مصاحبه نیمه‌ساختاریافته گردآوری شد و به‌منظور ارزیابی کیفیت داده‌ها، معیارهای اعتبارپذیری، انتقال‌پذیری، قابلیت اتکاء و تأییدپذیری در چارچوب پژوهش کیفی رعایت گردید. تجزیه و تحلیل داده‌ها با استفاده از روش تحلیل محتوای کیفی انجام شد و در نهایت الگویی سه‌سطحی شامل عوامل زمینه‌ساز، عوامل ساختاری و عوامل اجرایی استخراج گردید. یافته‌ها نشان داد این الگو مشتمل بر ۱۷ ریزمولفه، ۹۷ شاخص و ۳۲۶ کد است که ابعاد مختلف ایجاد و توسعه تعاونی‌های دانش‌آموزی دانش‌بنیان را تبیین می‌کند. در پایان نیز مجموعه‌ای از توصیه‌های سیاستی ارائه شد که می‌تواند در جهت پیاده‌سازی مؤثر و پایدار این تعاونی‌ها و تقویت نقش مدارس در توسعه کارآفرینی و نوآوری مورد استفاده سیاست‌گذاران و مدیران آموزشی قرار گیرد.

https://jmr.usb.ac.ir/article_9953_5b0b63edfa22cc312bcf7e06e48fe49a.pdf

دانشگاه سیستان و بلوچستان پژوهش های مدیریت عمومی 2538-3418 19 72 2026 06 22 Predicting the Achievement Motivation of Physical Education Teachers in Zahedan Based on the Dimensions of the EFQM Organizational Excellence Model پیش‌بینی انگیزه توفیق‌طلبی دبیران تربیت‌بدنی شهر زاهدان بر اساس ابعاد تعالی سازمانی مدل EFQM 153 182 9542 10.22111/jmr.2025.50692.6316 FA سعید مهران دانشجوی کارشناسی ارشد مدیریت ورزشی، دانشکده علوم تربیتی و روانشناسی، دانشگاه سیستان و بلوچستان، زاهدان، ایران. مرتضی نیکوفر استادیار مدیریت ورزشی، دانشکده علوم تربیتی و روانشناسی، دانشگاه سیستان و بلوچستان، زاهدان، ایران. Journal Article 2025 01 06 Abstract This research was conducted with the aim of predicting the achievement motivation of physical education teachers in Zahedan based on the dimensions of the EFQM organizational excellence model. The present study is applied in terms of purpose and descriptive-survey of correlational type in terms of execution method. The statistical population of the study consisted of 350 physical education teachers in Zahedan, from whom 184 were selected through stratified random sampling based on the Morgan table. Data were collected using the Deming Organizational Excellence Questionnaire (1990) and the Hermans Achievement Motivation Questionnaire (1970). For data analysis, Pearson correlation coefficient and stepwise regression tests were used with SPSS version 27. The present study showed that among the dimensions of the EFQM organizational excellence model, the two dimensions of "improvement" and "planning" play the greatest role in predicting the achievement motivation of physical education teachers in Zahedan, such that the improvement dimension explains 20/6% and the planning dimension explains 22/5% of the variance in achievement motivation. In contrast, the implementation and evaluation dimensions had no significant relationship with achievement motivation. Therefore, to enhance achievement motivation in this population, policies for continuous process improvement and reform, as well as strengthening organizational planning, are priorities. The results of this research will be useful for educational decision-makers in designing educational programs and policies aimed at increasing teacher effectiveness. The findings of this study can serve as a strategic basis for policy-making to improve educational conditions and enhance the level of teacher motivation in schools . Introduction In the field of sports organization management, motivating individuals toward achieving excellence is a crucial component for success. Achievement motivation, which drives individuals to set and accomplish challenging goals, is especially significant for physical education teachers who play a pivotal role in shaping the next generation of athletes and fostering a culture of physical activity. Within this context, organizational excellence models such as EFQM provide structured frameworks to enhance performance and instill motivation through effective planning, Act initiatives, and systematic evaluation. This study aims to predict the achievement motivation of physical education teachers in Zahedan based on the dimensions of the EFQM Organizational Excellence Model. By exploring the relationship between organizational excellence and personal motivation, this research seeks to contribute to the growing body of knowledge that integrates sports education and organizational development. Case Study This study focuses on physical education teachers in the city of Zahedan, Iran, during the 2022-2023 academic year. Zahedan was chosen due to its unique socio-cultural context, which may influence both the organizational dynamics of schools and the individual motivations of educators. The participants, numbering 350 in total, represent diverse educational settings, providing a comprehensive view of the factors affecting achievement motivation within the region. Using a stratified random sampling method, 184 teachers were selected using stratified random sampling based on Morgan's table. Materials and Methods The research adopts a descriptive-correlational design with a predictive approach. Data were collected through two standardized questionnaires: 1.Deming’s Organizational Excellence Questionnaire (1990): To assess the dimensions of the EFQM model, including planning, Act, DO, and Check. Hermans' Achievement Motivation Questionnaire (1970): To measure the level of achievement motivation among teachers. The data were analyzed using Pearson correlation to identify relationships between variables and stepwise regression analysis to determine the predictive power of the EFQM model dimensions on achievement motivation. The methodology ensures reliability and validity through pilot testing and adherence to ethical guidelines. Discussion and Results The analysis revealed significant correlations between organizational excellence and achievement motivation. Specifically, the dimensions of planning and Act were strongly associated with higher levels of motivation among physical education teachers. Stepwise regression analysis further indicated that the Act and planning dimensions of the EFQM model significantly predict achievement motivation, explaining a substantial proportion of the variance. These findings highlight the importance of structured planning and continuous Act in fostering a motivational environment. Teachers who perceive their organizational context as supportive and growth-oriented are more likely to exhibit higher levels of achievement motivation, ultimately enhancing their performance and the quality of education they deliver. Conclusion This study underscores the critical role of organizational excellence in enhancing achievement motivation among physical education teachers. The results emphasize the need for educational policymakers and administrators to prioritize the dimensions of planning and Act within the EFQM framework. By focusing on these areas, schools can create an environment conducive to personal and professional growth, thereby advancing the goals of sports education and organizational development. Future research should explore the applicability of these findings in other regions and educational contexts, as well as examine the long-term impact of organizational excellence initiatives on teacher performance and student outcomes. این تحقیق باهدف پیش‌بینی انگیزه توفیق‌طلبی دبیران تربیت‌بدنی شهر زاهدان بر اساس ابعاد مدل تعالی سازمانی EFQM انجام شده است. پژوهش حاضر به لحاظ هدف، کاربردی و به لحاظ شیوه ی اجرا، توصیفی‑پیمایشی از نوع همبستگی است. جامعه آماری پژوهش شامل 350 نفر از دبیران تربیت‌بدنی شهر زاهدان بوده که از میان آن‌ها 184 نفر بر اساس جدول مورگان، به طور تصادفی طبقه‌ای انتخاب شدند. داده‌ها از طریق پرسش‌نامه‌های تعالی سازمانی دمینگ (1990) و انگیزه توفیق‌طلبی هرمنس (1970) جمع‌آوری گردید. برای تجزیه‌وتحلیل داده‌ها از آزمون‌های ضریب همبستگی پیرسون و رگرسیون گام‌به‌گام از نرم‌افزار spss ورژن 27 استفاده شد. پژوهش حاضر نشان داد که از میان ابعاد تعالی سازمانی مدل EFQM، دو بعد «اصلاح» و «برنامه‌ریزی» بیشترین نقش را در پیش‌بینی انگیزه توفیق‌طلبی دبیران تربیت‌بدنی شهر زاهدان دارند؛ به‌گونه‌ای که بعد اصلاح ۶/۲۰ درصد و بعد برنامه‌ریزی ۵/۲2 درصد از واریانس انگیزه توفیق‌طلبی را تبیین می‌کند. در مقابل، ابعاد اجرا و ارزیابی رابطه معناداری باانگیزه توفیق‌طلبی نداشتند؛ بنابراین، برای ارتقای انگیزه توفیق‌طلبی در این جامعه، سیاست‌های بهبود و اصلاح مستمر فرایندها و همچنین تقویت برنامه‌ریزی سازمانی در اولویت قرار دارند. نتایج این تحقیق برای تصمیم‌گیرندگان آموزشی در طراحی برنامه‌ها و سیاست‌های آموزشی باهدف افزایش کارایی معلمان مفید خواهد بود. نتایج این پژوهش می‌تواند به‌عنوان مبنای راهبردی برای سیاست‌گذاری در جهت بهبود شرایط آموزشی و ارتقای سطح انگیزه معلمان در مدارس استفاده شود.

https://jmr.usb.ac.ir/article_9542_aec37eefab60806e765f702d8149a285.pdf

دانشگاه سیستان و بلوچستان پژوهش های مدیریت عمومی 2538-3418 19 72 2026 06 22 Exploring the Competencies of Generation Z Human Resources with a Future Studies Approach in the Headquarters of the Ministry of Science, Research, and Technology واکاوی شایستگی‌های منابع انسانی نسل Z با رویکرد آینده پژوهی در ستاد وزارت علوم، تحقیقات و فناوری 183 212 9378 10.22111/jmr.2025.51387.6356 FA مریم محمدی زائر گروه مدیریت دولتی، واحد رشت، دانشگاه آزاد اسلامی، رشت، ایران. فروغ رودگرنژاد گروه مدیریت، واحد بندرانزلی، دانشگاه آزاد اسلامی، بندرانزلی، ایران. کریم کیاکجوری گروه مدیریت، واحد بندرانزلی، دانشگاه آزاد اسلامی، بندرانزلی، ایران. Journal Article 2025 03 11 Abstract Generation Z, often referred to as the digital generation, represents a rapidly expanding cohort that is reshaping social, economic, and educational landscapes. Growing up immersed in technology, this generation demonstrates distinct characteristics such as adaptability, entrepreneurial orientation, and strong digital fluency. However, the fast pace of technological transformation and the emergence of the Fourth Industrial Revolution present new challenges for their competency development. Beyond technical expertise, Generation Z increasingly values soft skills, leadership, and future-oriented capabilities that prepare them for complex and uncertain environments. Understanding and redefining these competencies is essential for their sustainable success in a rapidly changing world. Introduction The present study aims to investigate the competencies of Generation Z human resources with a future studies approach in the Ministry of Science, Research, and Technology. With the rapid transformation of work environments and the increasing influence of technology, understanding the competencies of Generation Z employees has become crucial for organizations to ensure sustainability and effectiveness. Generation Z, born between the mid-1990s and early 2010s, exhibits unique characteristics such as adaptability to technology, teamwork capabilities, and data-driven decision-making skills. Previous research highlights that this generation values flexibility, innovation, and rapid learning, making it essential to examine their competencies in the workplace context. This study adopts a qualitative approach to explore and categorize the competencies required for Generation Z employees to thrive in governmental institutions, particularly in policy-making and decision-making entities. By employing a thematic analysis approach, the study seeks to identify key skills, behaviors, and attributes that distinguish this generation in professional settings. The findings contribute to the growing body of knowledge regarding human resource management for younger generations and offer practical insights for policymakers and organizational leaders. Given the dynamic nature of workplaces and the increasing role of digitalization, the study emphasizes the need for government organizations to adapt their strategies to better integrate Generation Z employees into their workforce. Materials and Methods This qualitative research was conducted using a thematic analysis approach and consisted of three coding stages: open coding, axial coding, and selective coding. The research sample comprised senior managers and consultants from the Ministry of Science, Research, and Technology, who play a critical role in shaping human resource policies and understanding generational workforce transitions. The participants were selected using a purposive and snowball sampling method to ensure that individuals with deep expertise and experience in human resource management and generational studies were included. A total of 17 interviews were conducted until theoretical saturation was achieved, indicating that no new insights emerged from additional data collection. Semi-structured interviews were the primary data collection tool, allowing for in-depth exploration of participants' perceptions and experiences. These interviews were conducted in person and followed a set of predefined themes while allowing flexibility for follow-up questions. The collected data were analyzed through an inductive content analysis method, following the classical Glaser coding approach. Three key coding stages—open, axial, and selective—were implemented to extract and categorize competencies relevant to Generation Z employees. To ensure the validity and reliability of the qualitative findings, the research adhered to the criteria of credibility, transferability, dependability, and confirmability. Furthermore, expert validation and participant verification techniques were utilized to enhance the accuracy of the results. The study’s methodological rigor was maintained by documenting each stage comprehensively and engaging subject-matter experts to review and confirm the identified themes and competencies. Discussion and Results The initial phase of qualitative data analysis involved open coding, where the content of interviews was systematically examined to identify meaningful concepts. A total of 350 initial concepts were extracted, which were then categorized into 44 basic themes and further refined into 19 organizing themes. These organizing themes were subsequently grouped under seven overarching global themes that represent the core competencies of Generation Z employees in the workplace. The key competencies identified include teamwork ability, active listening, familiarity with emerging technologies, data analysis, respect for diverse perspectives, adaptability to technological changes, task organization, and multitasking skills. The findings highlight that Generation Z employees leverage analytical and technology-driven skills to enhance their performance in professional settings. Moreover, their proficiency in collaborative work and their ability to manage multiple tasks simultaneously make them valuable assets in modern organizations. The research further revealed that this generation prioritizes a balance between personal and professional life while actively seeking opportunities for continuous learning and career development. Through the coding and thematic categorization process, the study demonstrated how Generation Z’s workplace behaviors align with the evolving demands of digital and technology-intensive environments. Additionally, the study underscores the importance of fostering a workplace culture that supports flexibility, inclusion, and skill development to maximize the potential of this generation. The thematic analysis framework effectively captured the nuanced attributes that define Generation Z’s engagement and effectiveness in government organizations. Conclusion The study’s findings emphasize the necessity for organizations, particularly government institutions, to adapt their human resource strategies to align with the strengths and expectations of Generation Z employees. The identified competencies reflect this generation’s distinct work ethic, which is rooted in technological proficiency, analytical thinking, collaboration, and adaptability. Given the increasing reliance on digital tools and data-driven decision-making, organizations must implement policies that leverage Generation Z’s strengths while providing structured career pathways for their professional growth. The research suggests that government entities should prioritize training programs that enhance digital literacy, foster teamwork, and encourage innovation to create a more dynamic and resilient workforce. Additionally, the study highlights the need for leadership models that integrate the participatory and feedback-oriented work preferences of Generation Z employees. The findings contribute to the broader discourse on intergenerational workforce management, offering practical recommendations for policymakers and human resource managers. Future research could extend this study by exploring the longitudinal impact of these competencies on organizational performance and by examining the generational differences in work-related attitudes and behaviors across various industries. Ultimately, integrating Generation Z’s competencies into human resource frameworks will be essential for fostering a progressive and technology-driven workplace culture that aligns with the evolving dynamics of the modern labor market. پژوهش حاضر با هدف بررسی شایستگی‌های منابع انسانی نسلZ با رویکرد آینده‌پژوهی در ستاد وزارت علوم، تحقیقات و فناوری انجام شده است. این پژوهش از نوع کیفی بوده و در سه مرحله کدگزاری باز، کدگذاری انتخابی و کدگذاری محوری با رویکرد تحلیل مضمون اجرا شده است. جامعه آماری شامل مدیران و مشاوران ارشد این وزارتخانه بود که به‌صورت هدفمند و با روش نمونه‌گیری گلوله‌برفی 17 نفر تا رسیدن به اشباع نظری انتخاب شدند. داده‌ها از طریق مصاحبه‌های نیمه‌ساختاریافته گردآوری و با استفاده از روش تحلیل محتوای استقرایی تحلیل شدند. در مرحله نخست کدگذاری، 350 مفهوم اولیه شناسایی شد که پس از سازمان‌دهی، به 44 مضمون پایه و 19 مضمون سازمان‌دهنده دسته‌بندی گردید. 19 مضمون سازماندهنده در قالب 7 مضمون فراگیر قرار گرفتند. نتایج نشان داد که شایستگی‌های کلیدی نسل Z شامل توانایی کار تیمی، گوش دادن فعال، آشنایی با فناوری‌های نوین، تحلیل داده‌ها، احترام به نظرات دیگران، سازگاری سریع با فناوری‌ها، سازماندهی امور و توانایی انجام کارهای چندگانه است. همچنین، یافته‌ها نشان داد که این نسل با بهره‌گیری از مهارت‌های تحلیلی و فناوری‌محور، قابلیت‌های منحصربه‌فردی برای نقش‌آفرینی در محیط‌های کاری آینده دارند، بنابراین، تقویت و توسعه این شایستگی‌ها می‌تواند نقش مؤثری در بهره‌گیری بهینه از ظرفیت‌های نسل Z در آینده‌ سازمانی وزارت علوم ایفا کند.

https://jmr.usb.ac.ir/article_9378_77a59761a0c21b1f6b3e28a8f17e1771.pdf

دانشگاه سیستان و بلوچستان پژوهش های مدیریت عمومی 2538-3418 19 72 2026 06 22 An Analysis of the Impact of Entrepreneurial Mindset on Environmental Performance with the Mediating Role of Green Innovation and Green Human Resource Management تحلیل تاثیر ذهنیت کارآفرینانه بر عملکرد زیست‌محیطی با نقش میانجی نوآوری سبز و اقدامات منابع انسانی سبز 213 240 9954 10.22111/jmr.2026.52084.6388 FA سمانه صادقیان استادیار گروه مدیریت، دانشکده علوم اداری و اقتصادی، دانشگاه فردوسی مشهد، مشهد، ایران. نیکی رزاززاده طوسی استادیار، گروه مدیریت، موسسه آموزش عالی تابران، مشهد، ایران. Journal Article 2025 05 26 Abstract Increasing environmental challenges and the growing emphasis on sustainable development have encouraged organizations to adopt innovative managerial approaches to improve environmental performance. In this context, the entrepreneurial mindset is considered a strategic capability that can promote environmentally responsible organizational behavior. The present study examines the effect of entrepreneurial mindset on environmental performance, emphasizing the mediating roles of green innovation and green human resource management practices. This study employs a descriptive–correlational design using a field survey. The statistical population includes managers of small and medium-sized enterprises operating in the food industry in the Toos Industrial Zone of Mashhad, totaling 240 individuals. Based on Cochran’s formula, 148 respondents were selected using simple random sampling. Data were collected using standardized questionnaires measuring entrepreneurial mindset, green innovation, green human resource practices, and environmental performance. Structural equation modeling was used to analyze the relationships among variables. The results indicate that entrepreneurial mindset has a significant positive effect on environmental performance. Moreover, green innovation and green human resource practices significantly mediate the relationship between entrepreneurial mindset and environmental performance. The findings suggest that strengthening entrepreneurial thinking alongside environmentally oriented innovation and human resource practices can enhance sustainable environmental outcomes. Introduction Rapid technological development and increasing market competition have significantly transformed the business environment. To remain competitive and achieve long-term sustainability, organizations must adopt strategies that enable them to respond effectively to environmental and economic changes. In this regard, the entrepreneurial mindset plays an important role in encouraging organizations and employees to recognize opportunities, promote innovation, and develop creative solutions to emerging challenges. At the same time, industrial expansion has intensified environmental concerns such as pollution and resource depletion. As a result, governments, consumers, and international organizations increasingly expect businesses to adopt environmentally responsible practices. Many manufacturing firms have therefore implemented initiatives such as green product development, environmentally friendly technologies, and sustainable production processes. Environmental considerations now influence multiple stages of production, including raw material sourcing, product design, manufacturing, and distribution. Organizations that effectively manage these aspects can reduce environmental impacts while improving efficiency and competitiveness. Furthermore, consumers increasingly prefer products produced by socially and environmentally responsible companies, which strengthens the strategic importance of environmental performance. Entrepreneurial mindset can facilitate this transition toward sustainability by encouraging opportunity recognition, innovation, and proactive problem-solving. In addition, mechanisms such as green innovation and green human resource management can strengthen the relationship between entrepreneurial mindset and environmental performance. Green innovation focuses on developing environmentally friendly products and processes, while green human resource management promotes environmental awareness, training, and employee involvement in sustainability initiatives. Therefore, this study investigates the impact of entrepreneurial mindset on environmental performance with the mediating roles of green innovation and green human resource practices in food industry SMEs located in Toos Industrial Town, Mashhad. Case Study The case study focuses on managers of small and medium-sized food production companies located in Toos Industrial Town in Mashhad, where environmental considerations related to production and resource consumption are particularly relevant. Materials and Methods This research is an applied descriptive–correlational study conducted through a survey approach. The statistical population consists of 240 managers of small and medium-sized food industry enterprises in the Toos Industrial Zone of Mashhad. Using Cochran’s formula, a sample of 148 managers was selected through simple random sampling. Data were collected using standardized questionnaires developed in previous studies, including green innovation by Kumar and Rodrigues (2020), environmental performance by Lee and Olashinde-Williams (2024), entrepreneurial mindset by Hindayati et al. (2020), and green human resource management by Afedzi et al. (2021). Reliability and validity assessments confirmed that the measurement instruments were appropriate. Data analysis was conducted using SPSS version 25 and SmartPLS software. Exploratory and confirmatory factor analyses were applied to evaluate the measurement model, and structural equation modeling was used to test the research hypotheses. Discussion and Results The findings reveal that entrepreneurial mindset has a significant positive relationship with environmental performance. Individuals with stronger entrepreneurial thinking tend to seek innovative and sustainable solutions and are more attentive to environmental responsibilities. These individuals often identify opportunities for environmentally friendly products and services, which contributes to improved environmental performance. The results also show a significant positive relationship between entrepreneurial mindset and green innovation. Entrepreneurial individuals typically adopt a forward-looking perspective and actively explore new opportunities. This orientation encourages the development of innovative environmental solutions, including environmentally friendly products and processes that reduce ecological impacts while maintaining economic benefits. Furthermore, entrepreneurial mindset positively influences green human resource management practices. Managers with entrepreneurial thinking often promote organizational cultures that encourage innovation, sustainability, and employee engagement in environmental initiatives. The study also confirms that green innovation positively affects environmental performance. By introducing environmentally friendly technologies and processes, organizations can reduce negative environmental impacts and enhance sustainability. Similarly, green human resource management contributes to improved environmental performance by increasing employee awareness, environmental knowledge, and participation in sustainability activities. Finally, the results indicate that green innovation and green human resource management play significant mediating roles in the relationship between entrepreneurial mindset and environmental performance. These mechanisms enable organizations to translate entrepreneurial thinking into practical environmental improvements. Findings The structural model indicates that entrepreneurial mindset significantly affects environmental performance (β = 0.35). Entrepreneurial mindset also positively influences green human resource practices (β = 0.58) and green innovation (β = 0.72). In addition, green human resource practices positively affect environmental performance (β = 0.34), and green innovation has a significant positive effect on environmental performance (β = 0.52). The indirect effects show that entrepreneurial mindset influences environmental performance through green human resource practices (β = 0.20) and through green innovation (β = 0.37). افزایش فشارهای زیست‌محیطی و الزامات توسعه پایدار، سازمان‌ها را ناگزیر ساخته است تا به‌دنبال رویکردهای نوین مدیریتی برای بهبود عملکرد زیست‌محیطی خود باشند. در این میان، ذهنیت کارآفرینانه به‌عنوان یک قابلیت راهبردی می‌تواند نقش مهمی در تقویت رفتارهای سبز سازمانی ایفا کند. هدف پژوهش حاضر، تحلیل تأثیر ذهنیت کارآفرینانه بر عملکرد زیست‌محیطی با تأکید بر نقش میانجی نوآوری سبز و اقدامات منابع انسانی سبز بود. روش تحقیق، توصیفی- همبستگی و گردآوری داده ها به صورت میدانی بود. جامعه آماری شامل مدیران شرکت‌های کوچک و متوسط فعال در صنعت غذایی مستقر در شهرک صنعتی طوس مشهد به تعداد 240 نفر بودند که بر اساس فرمول کوکران، 148 نفر به‌عنوان نمونه و به روش تصادفی ساده انتخاب شدند. روایی و پایایی پرسش‌نامه‌ها حاکی از آن بوده که ابزارهای اندازه‌گیری از روایی و پایایی مناسب برخوردار است. برای جمع آوری داده ها از پرسشنامه نوآوری سبز کومار و رادریجس (2020)، عملکرد زیست‌محیطی لی و اولاشینده ویلیامز (2024) ، ذهنیت کارآفرینانه هندایاتی و همکاران (2020) و اقدامات منابع انسانی سبز آفدزی و همکاران (2021) استفاده گردید. برای تجزیه و تحلیل داده ها از رویکرد مدلسازی معادلات ساختاری استفاده شد. یافته‌ها نشان داد که ذهنیت کارآفرینانه تأثیر مثبت و معناداری بر عملکرد زیست‌محیطی دارد. همچنین، نتایج مدل ساختاری حاکی از آن بود که نوآوری سبز و اقدامات منابع انسانی سبز به‌صورت معنادار نقش میانجی در این رابطه ایفا می‌کنند و قدرت تبیین مدل در سطح مطلوبی قرار دارد. در مجموع، نتایج پژوهش نشان داد که تقویت ذهنیت کارآفرینانه از طریق سازوکارهای مدیریتی و نوآورانه سبز، می‌تواند به بهبود پایدار عملکرد زیست‌محیطی سازمان‌ها منجر شود.

https://jmr.usb.ac.ir/article_9954_3596d88309fe2806c480afa61eb0c602.pdf

دانشگاه سیستان و بلوچستان پژوهش های مدیریت عمومی 2538-3418 19 72 2026 06 22 Designing a Citizen-Centric Smart City Dashboard within the Framework of Digital Government: A Meta-Synthesis Approach طراحی داشبورد شهر هوشمند مردمی در بستر دولت دیجیتال با رویکرد فراترکیب 241 274 9955 10.22111/jmr.2025.52296.6394 FA فاطمه خواجه داد دانشجوی دکتری، دانشکده اقتصاد و علوم اداری، دانشگاه سیستان و بلوچستان، زاهدان، ایران. نورمحمد یعقوبی استاد مدیریت، دانشکده اقتصاد و علوم اداری، دانشگاه سیستان و بلوچستان، زاهدان، ایران. 0000-0001-6808-0594 Journal Article 2025 06 04 Abstract In recent decades, the emergence of digital government and the advancement of new technologies have fundamentally transformed urban governance and citizen engagement. In this context, urban dashboards have emerged as key tools for monitoring, analysis, and smart decision-making in smart cities. The aim of this study was to design and implement a citizen-centric smart urban dashboard within the framework of digital government, capable of enhancing the quality of urban management through data integration and analysis. This applied research employed an exploratory approach and was conducted using the meta-synthesis method. The statistical population comprised scholarly articles published between 2020 and 2025 in international databases (Scopus, Emerald, Web of Science). Through a content analysis of 68 selected articles, a comprehensive categorization of the dashboard’s key components was extracted. The findings led to the identification of 26 core components grouped into eight key dimensions: smart participation and digital governance; sustainable environment and intelligent resource management; smart mobility and sustainable transportation; smart infrastructure and integrated urban services; smart health and social welfare; smart security and digital privacy; smart economy and digital tourism; and intelligent analytics and urban management decision-making. The results indicated that the proposed dashboard, leveraging technologies such as the Internet of Things (IoT), big data, machine learning, and cloud computing, provides an interactive platform for analysis, prediction, and decision support for both city managers and citizens. This model not only enhances transparency, improves public services, and strengthens citizen participation, but also offers a dynamic tool for performance evaluation, resource management, and strategic planning toward achieving sustainable smart cities. Introduction Recent decades have witnessed rapid advancements in information and communication technologies, profoundly transforming various aspects of daily life and public governance. One of the most significant outcomes of this transformation is the emergence of digital government, which leverages modern technologies to enhance public service delivery, promote transparency, and facilitate citizen engagement. In this context, smart cities have emerged as an innovative response to growing urban challenges such as climate change, environmental crises, and rapid population growth. By integrating ICT, IoT, big data, and AI, smart cities aim to optimize resource management and improve the quality of urban life. A key component of smart cities is the urban dashboard—a platform for real-time data visualization, monitoring, and informed decision-making. Despite significant progress in this area, existing dashboards often lack interoperability, data integration, and predictive capabilities. This study aims to design and implement a comprehensive smart urban dashboard that addresses these gaps by providing a unified, data-driven, and citizen-centric decision-support system. The proposed model not only integrates various urban data sources but also incorporates machine learning for future trend analysis, supporting strategic planning and sustainable urban development. Materials and Methods This research employed a qualitative meta-synthesis approach to identify the key components of a smart city dashboard within the framework of digital government. To address the central research question—what are the essential dimensions of a smart city dashboard in the context of digital governance?—relevant studies on smart cities, digital government, and urban dashboards were systematically reviewed. The meta-synthesis was conducted based on the seven-step model proposed by Sandelowski and Barroso (2006). Initially, a comprehensive document analysis was carried out, during which scientific papers were selected using predefined inclusion and exclusion criteria. The literature review focused on studies published between 2020 and 2025 in databases such as Web of Science, Emerald, and Scopus, resulting in an initial pool of 1286 articles. Through a systematic screening process involving multiple stages—title review, abstract filtering, and full-text analysis—only high-quality and relevant articles were retained. Advanced keyword strategies including terms like “smart governance,” “citizen-centricity,” and “digital government” were applied to refine the search. Ultimately, the selected studies were synthesized to identify patterns and critical variables necessary for the development of an integrated smart city dashboard. This methodological framework ensures the reliability of findings and provides a solid foundation for constructing a dashboard aligned with the principles of digital governance. Discussion and Results With the global rise of digital government policies—particularly in countries like China and Belgium—modern technologies now play a central role in enhancing public service quality, accountability, and transparency. Governments are shifting from traditional service providers to facilitators of social, economic, and environmental development. In this context, the smart city serves as a testing ground for technological innovations aimed at broader societal goals. A key enabler of this vision is the smart city dashboard—a comprehensive, analytical tool for integrating and visualizing urban data. Such a dashboard not only interprets historical and real-time data but also forecasts trends, supports data-driven policymaking, and fosters citizen participation and transparency. Within its framework, smart participation and digital governance act as a cornerstone, promoting interaction between urban authorities and citizens via data-based platforms, transparent algorithms, and civic monitoring tools. Digital participation—through electronic voting, interactive feedback, and social sentiment analysis—advances multi-level governance, with a focus on equity and inclusive access. Simultaneously, the sustainable environment and smart resource management dimension enables real-time tracking of environmental metrics, energy use, and urban agriculture. This facilitates timely, informed decisions in response to climate dynamics and crises. Technologies such as sensor networks, renewable energy systems, and precision agriculture contribute significantly to urban resilience. In smart transportation, digital tools integrated with sustainability principles improve traffic flow, parking, and shared mobility systems—reducing emissions and boosting urban efficiency. Coordinated, intelligent infrastructures further enable rapid responses to urban demands. The smart health and social welfare component leverages telemedicine, real-time health monitoring, and crisis response tools to ensure inclusive access and build social resilience. Meanwhile, smart security and digital privacy, through encryption, identity management, and cyber protection policies, uphold a secure and trustworthy urban digital ecosystem. Finally, the smart economy and digital tourism sector, supported by augmented reality, data analytics, and business intelligence, enhances user experiences and economic activity. These tools allow for sustainable growth and evidence-based economic decision-making. By integrating these dimensions, the smart city dashboard becomes a strategic mechanism for advancing digital governance and sustainable urban development. Conclusion The results of this study indicate that the design and implementation of a citizen-centered smart city dashboard is an effective tool for improving urban management. By leveraging big data and advanced analytics, it strengthens the connection between citizens and city officials, enabling more intelligent decision-making. With extensive capabilities to analyze traffic, environmental, energy, and infrastructure data, this dashboard contributes to better planning and optimal resource allocation, enhancing service quality and reducing urban issues. Additionally, the system plays a significant role in increasing public participation and social oversight and can be effective in forecasting future challenges and reducing costs. Based on the findings, implementing smart systems in cities should be a priority in urban development. The study recommends that future research focus on improving system capabilities, enhancing accessibility and user experience, utilizing emerging technologies such as the Internet of Things and advanced data analytics, as well as examining the impact of dashboards on citizen engagement and addressing security challenges. These efforts will pave the way for sustainable development and better management of smart cities. در دهه‌های اخیر، ظهور دولت دیجیتال و توسعه فناوری‌های نوین، تحولی اساسی در نحوه اداره امور شهری و تعامل با شهروندان ایجاد کرد. در این میان، داشبوردهای شهری به‌عنوان ابزاری کلیدی برای نظارت، تحلیل و تصمیم‌گیری هوشمند در شهرهای هوشمند شناخته شدند. هدف این پژوهش، طراحی و پیاده‌سازی یک داشبورد هوشمند شهری با رویکرد مردمی و در بستر دولت دیجیتال بود که بتواند با تحلیل و یکپارچه‌سازی داده‌ها، به ارتقای کیفیت مدیریت شهری کمک کند. این مطالعه از نوع کاربردی، با رویکردی اکتشافی و به روش فراترکیب انجام شد. جامعه آماری پژوهش شامل مقالات منتشرشده در بازه زمانی ۲۰۲۰ تا ۲۰۲۵ در پایگاه‌های علمی خارجی (Scopus, Emerald, Web of Science) بود که با بررسی و تحلیل محتوای ۶۸ مقاله منتخب، دسته‌بندی جامعی از مؤلفه‌های کلیدی این داشبورد استخراج گردید. یافته‌ها منجر به شناسایی ۲۶ مؤلفه اصلی در قالب ۸ بُعد کلیدی شامل مشارکت هوشمند و حکمرانی دیجیتال، محیط‌زیست پایدار و مدیریت هوشمند منابع، حمل‌ونقل هوشمند و تحرک پایدار، زیرساخت‌های هوشمند و خدمات یکپارچه شهری، سلامت هوشمند و رفاه اجتماعی، امنیت هوشمند و حریم خصوصی دیجیتال، اقتصاد هوشمند و گردشگری دیجیتال، و تحلیل هوشمند و تصمیم‌سازی در مدیریت شهری شد. نتایج نشان داد داشبورد طراحی‌شده، با بهره‌گیری از فناوری‌هایی چون اینترنت اشیاء، کلان‌داده، یادگیری ماشین و پردازش ابری، بستری تعاملی برای تحلیل، پیش‌بینی و تصمیم‌سازی در اختیار مدیران و شهروندان قرار داد. این مدل، علاوه بر افزایش شفافیت، بهبود خدمات عمومی و تقویت مشارکت شهروندی، ابزاری پویا برای ارزیابی عملکرد، مدیریت منابع، و برنامه‌ریزی راهبردی در مسیر تحقق شهرهای هوشمند پایدار فراهم کرد. .

https://jmr.usb.ac.ir/article_9955_af86eb77c7ade0f57a5d00e8716dc3ef.pdf

دانشگاه سیستان و بلوچستان پژوهش های مدیریت عمومی 2538-3418 19 72 2026 06 22 Digital Innovation Management in the Retail Industry: Focusing on Key IoT Capabilities and Ranking of Leading Stores مدیریت نوآوری دیجیتال در صنعت خرده‌فروشی با تمرکز بر قابلیت‌های کلیدی اینترنت اشیا و رتبه‌بندی فروشگاه‌های پیشرو 275 304 9956 10.22111/jmr.2025.52220.6392 FA مرتضی پیری استادیار مجتمع دانشگاهی مدیریت و مهندسی صنایع، دانشگاه صنعتی مالک اشتر، تهران، ایران. مجتبی نوروزی دانشجو دکتری، مجتمع دانشگاهی مدیریت و مهندسی صنایع، دانشگاه صنعتی مالک اشتر، تهران، ایران. 0009-0004-7022-2415 محمدرضا زاهدی دانشیار مجتمع دانشگاهی مدیریت و مهندسی صنایع، دانشگاه صنعتی مالک اشتر، تهران، ایران. Journal Article 2025 05 30 Abstract This study aims to identify, analyze, and prioritize the capabilities of the Internet of Things (IoT) and to rank selected smart retail stores using a hybrid multi-criteria decision-making approach in a fuzzy environment. In the first step, based on a systematic literature review and expert opinions, 14 key IoT capabilities were extracted. The conceptual framework was then validated using confirmatory factor analysis (CFA) and data collected from 138 senior and middle managers of the Etka chain stores in Tehran. In the second step, the fuzzy DANP technique was applied to analyze the causal relationships among the components and to calculate their final weights. The results indicated that capabilities such as "Personalized Services," " Customer Experience Enhancement," and " Delay Reduction " were of the highest importance. In the final step, the fuzzy MARCOS method was employed to rank 16 Asian smart stores in terms of their utilization of IoT capabilities. The results showed that the Tachikawa Concept Store ranked first, while the AEON LakeTown was placed last. The findings of this study can serve as a strategic reference for managers in the Iranian retail industry. By learning from the experiences of leading Asian stores and considering the identified IoT capabilities along with their causal relationships and assigned weights, managers can pinpoint existing digital gaps, prioritize strategic technology investments, and take effective actions toward developing intelligent retail infrastructures. Introduction The rapid growth of digital technologies, especially the Internet of Things, is reshaping retail by connecting devices, sensors, and systems into intelligent networks that enable real-time monitoring, data collection, automation, and data-driven decision-making. In this context, IoT enhances supply chain transparency, inventory optimization, operational efficiency, and personalized customer experiences. However, adoption in developing economies such as Iran remains limited due to technological, organizational, and infrastructural barriers, emphasizing the need to identify and prioritize high-impact IoT capabilities. To address this gap, this study proposes an integrated framework combining CFA, Fuzzy DANP, and Fuzzy MARCOS to validate, weight, and rank key IoT capabilities. Furthermore, by benchmarking leading Asian smart retail stores under uncertainty, the proposed approach identifies successful implementation patterns and provides practical guidance for data-driven strategic digital transformation in retail. Case study The case study focuses on Etka Chain Stores in Tehran, where 138 senior and middle managers informed the confirmatory factor analysis and nine IoT and retail experts supported the fuzzy analyses . This real-world Iranian retail context strengthens the practical relevance of IoT capability evaluation and underpins strategic digital transformation decisions for emerging economies. Materials and Methods This study adopted a structured mixed-method approach to identify, validate, and prioritize IoT capabilities in retail and to evaluate the performance of selected chain stores. The research was conducted in three sequential phases to ensure methodological rigor. In the first phase, the conceptual structure of the 14 IoT capability components was validated through measurement model assessment using variance-based Structural Equation Modeling (PLS-SEM) in SmartPLS. A researcher-developed questionnaire comprising 42 items was designed through a systematic literature review and refined by eight academic and industry experts. Data were collected from 138 senior and middle managers across 64 Etka chain stores in Tehran using simple random sampling. Convergent and discriminant validity, as well as reliability, were confirmed through factor loadings, AVE, Fornell–Larcker criteria, and Cronbach’s alpha. In the second phase, causal relationships and relative importance of the IoT capabilities were analyzed using Fuzzy DANP method. Nine purposively selected experts evaluated pairwise influences using linguistic scales converted into triangular fuzzy numbers. The process included constructing and normalizing relation matrices and deriving final weights through a converged weighted supermatrix. In the final phase, Fuzzy MARCOS was applied to rank selected retail stores based on the derived weights. A fuzzy decision matrix was normalized, ideal and anti-ideal solutions were determined, and utility degrees were calculated to obtain the final rankings. Discussion and Results This study provides an integrated and systematic understanding of how IoT capabilities support digital transformation and operational efficiency in the retail sector. The analysis followed three sequential stages: validation of the conceptual model, examination of causal relationships and capability prioritization, and benchmarking smart retail stores under uncertainty. First, the conceptual framework comprising 14 IoT capability dimensions was validated using CFA in SmartPLS. The results confirmed the robustness of the measurement model, as all indicators demonstrated high and statistically significant factor loadings. Convergent validity and reliability were established through strong AVE and composite reliability values, while discriminant validity was verified using the Fornell–Larcker criterion. In addition, the SRMR value (0.058) indicated a satisfactory model fit, supporting the suitability of the identified IoT capability structure for subsequent causal and ranking analyses. Second, the interdependencies and relative importance of IoT capabilities were examined using the Fuzzy DANP approach. Expert evaluations enabled the construction of fuzzy direct and total relation matrices, from which cause–effect relationships were derived. The findings identified “Smart Monitoring,” “Identification and Tracking of Aggregated Units,” and “Unique Identification” as key driving capabilities that influence other dimensions. In contrast, capabilities related to customer-centric and sustainability outcomes were found to be more dependent. The final priority weights highlighted “Personalized Services,” “Customer Experience Enhancement,” “Delay Reduction,” “Identification and Tracking of Aggregated Units,” and “Safety Management and Situational Awareness” as the most critical capabilities for retail digital transformation. Finally, the Fuzzy MARCOS method was applied to rank sixteen smart retail stores with different operational models. The results revealed substantial variation in IoT capability utilization, with utility scores indicating clear performance gaps among stores, with the Tachikawa Concept Store achieving the highest rank and AEON LakeTown occupying the lowest position. Conclusion This study developed and empirically validated a comprehensive hybrid framework to identify, analyze, and prioritize Internet of Things (IoT) capabilities in retail. By integrating CFA, FDANP, and FMARCOS, the research ensured both conceptual rigor and robust multi-criteria decision-making under uncertainty. Benchmarking sixteen Asian smart retail stores revealed substantial disparities in IoT adoption, highlighting the strategic role of advanced digital and automation technologies in enhancing competitiveness, operational efficiency, and customer engagement. For Iranian retailers, particularly Etka Chain Stores, the findings offer a practical roadmap to guide technology investments, optimize retail operations, and support data-driven digital transformation. The study provides both theoretical and practical contributions by establishing a systematic framework and empirical benchmarks for IoT capability evaluation. Future research could explore dynamic interactions among IoT, artificial intelligence, and blockchain technologies to further understand their combined impact on sustainable smart retail innovation. تحولات سریع فناوری‌های دیجیتال، به‌ویژه اینترنت اشیا (IoT)، چشم‌انداز صنعت خرده‌فروشی را دستخوش تغییرات اساسی کرده ‌است. پژوهش حاضر با هدف شناسایی، تحلیل و اولویت‌بندی قابلیت‌های اینترنت اشیا و همچنین رتبه‌بندی فروشگاه‌های هوشمند منتخب، یک رویکرد ترکیبی تصمیم‌گیری چندمعیاره را در محیط فازی ارائه می‌دهد. در گام نخست، بر پایه مرور نظام‌مند ادبیات و نظر خبرگان، ۱۴ قابلیت کلیدی اینترنت اشیا استخراج و با استفاده از تحلیل عاملی تأییدی و داده‌های جمع‌آوری‌شده از ۱۳۸ مدیرمیانی و ارشد در فروشگاه‌های زنجیره‌ای اتکا در شهر تهران، ساختار مفهومی آن اعتبارسنجی شد. در مرحله دوم، با بهره‌گیری از تکنیک دنپ فازی، روابط علّی میان مؤلفه‌ها تحلیل و اوزان نهایی محاسبه گردید. نتایج این مرحله نشان داد که مؤلفه‌هایی مانند «ارائه خدمات شخصی‌سازی‌شده»، «ارتقاء تجربه‌مشتری» و «کاهش زمان‌تأخیر» از بالاترین اهمیت برخوردارند. در گام نهایی، با استفاده از روش مارکوس در محیط فازی، ۱۶ فروشگاه هوشمند آسیایی از منظر میزان بهره‌گیری از قابلیت‌های IoT رتبه‌بندی شدند، به‌طوری‌که فروشگاه مفهومی تاچیکاوا در جایگاه نخست و مرکز خرید لیک‌تاون در رتبه آخر قرار گرفتند. یافته‌های این پژوهش می‌تواند به‌عنوان الگویی راهبردی برای مدیران صنعت خرده‌فروشی ایران مورد استفاده قرار گیرد. مدیران می‌توانند با الگوبرداری از تجربه فروشگاه‌های برتر آسیایی، شکاف دیجیتال موجود را شناسایی کرده، اولویت‌های سرمایه‌گذاری در فناوری را به صورت هدفمند تعریف نموده و گام‌هایی مؤثر در مسیر توسعه زیرساخت‌های هوشمند بردارند. ر نظام‌مند ادبیات و نظر خبرگان، ۱۴ قابلیت کلیدی اینترنت اشیا استخراج و با استفاده از تحلیل عاملی تأییدی و داده‌های جمع‌آوری‌شده از ۱۳۸ مدیرمیانی و ارشد در فروشگاه‌های زنجیره‌ای اتکا در شهر تهران، ساختار مفهومی آن اعتبارسنجی شد. در مرحله دوم، با بهره‌گیری از تکنیک دنپ فازی، روابط علّی میان مؤلفه‌ها تحلیل و اوزان نهایی محاسبه گردید. نتایج این مرحله نشان داد که مؤلفه‌هایی مانند «ارائه خدمات شخصی‌سازی‌شده»، «ارتقاء تجربه مشتری» و «کاهش زمان تأخیر» از بالاترین اهمیت برخوردارند. در گام نهایی، با استفاده از روش مارکوس در محیط فازی، ۱۶ فروشگاه هوشمند آسیایی از منظر میزان بهره‌گیری از قابلیت‌های اینترنت اشیا رتبه‌بندی شدند، به‌طوری‌که فروشگاه مفهومی تاچیکاوا در جایگاه نخست و مرکز خرید لیک‌تاون در رتبه آخر قرار گرفتند. یافته‌های این پژوهش می‌تواند به‌عنوان الگویی راهبردی برای مدیران صنعت خرده‌فروشی ایران مورد استفاده قرار گیرد. مدیران می‌توانند با الگوبرداری از تجربه فروشگاه‌های برتر آسیایی، شکاف دیجیتال موجود را شناسایی کرده، اولویت‌های سرمایه‌گذاری در فناوری را به صورت هدفمند تعریف نموده و گام‌هایی مؤثر در مسیر توسعه زیرساخت‌های هوشمند بردارند.

https://jmr.usb.ac.ir/article_9956_f75aeab94b3036862cdd9224e40fa3f6.pdf

دانشگاه سیستان و بلوچستان پژوهش های مدیریت عمومی 2538-3418 19 72 2026 06 22 Presenting a Model for Entrepreneurship Development at Payame Noor University with a University Structure Reform Approach ارائه مدل توسعه کارآفرینی در دانشگاه پیام نور با رویکرد اصلاح ساختار دانشگاه 305 334 9957 10.22111/jmr.2025.51131.6359 FA عزیز اله اربابی دانشجوی دکتری کارآفرینی، گروه مدیریت، دانشکده مدیریت و اقتصاد، واحد علوم و تحقیقات تهران، دانشگاه آزاد اسلامی، ایران و مربی گروه مهندسی صنابع دانشگاه پیام نور زاهدان، ایران. محمد مهدی پرهیزگار استاد تمام گروه مدیریت بازرگانی، دانشگاه پیام نور تهران،ایران و استاد مدعوگروه مدیریت دانشکده مدیریت واحد علوم و تحقیقات دانشگاه ازاد اسلامی، ایران. کریم حمدی استاد تمام گروه مدیریت، واحد علوم و تحقیقات، دانشگاه آزاد اسلامی تهران، ایران. Journal Article 2025 03 14 Abstract Universities today are pivotal institutions in shaping societal progress, increasingly recognized as intellectual hubs and economic catalysts. Their evolution from first-generation (teaching-focused) to second-generation (research-oriented), and now to third-generation (entrepreneurial) universities reflects a broader shift toward knowledge-based development. This study aims to prioritize the key factors influencing entrepreneurship at Payame Noor University across Iran using fuzzy AHP and fuzzy TOPSIS methods. Based on a 2024 survey of 300 respondents—including faculty members, graduates, administrators, and staff—the findings highlight five critical barriers to academic entrepreneurship: the lack of financial mechanisms, insufficient government support, inadequate entrepreneurial training, poor human resource management in entrepreneurial domains, and limited specialized business consulting. In response, the study proposes the establishment of specialized entrepreneurial incubators adjacent to major university campuses to support knowledge-based business development. Introduction The strategic transformation of higher education institutions from traditional teaching centers into entrepreneurial universities has become a key element in the socio-economic development of nations. Entrepreneurial universities not only generate knowledge but also act as engines for innovation and regional economic growth. In developing countries like Iran, bridging the gap between academia and industry remains a challenge. Payame Noor University, as one of the largest open universities in the country, holds considerable potential to lead entrepreneurial development. However, numerous structural and operational barriers hinder its transformation into a truly entrepreneurial institution. This study aims to identify and prioritize these barriers in order to propose an actionable model for developing entrepreneurship at Payame Noor University. The main research question is: What structural reforms are needed to foster entrepreneurship in Payame Noor University? Case Study Payame Noor University (PNU), with over 500 branches nationwide, offers a unique case for studying entrepreneurship in a large-scale, distance-learning context. The study was conducted across representative campuses in different provinces to capture the diversity of organizational culture, resource availability, and regional entrepreneurship ecosystems. The respondents included faculty members, graduates involved in startups, administrative staff, and entrepreneurship managers across PNU branches. The multi-campus nature of the university makes it both a challenging and insightful case for understanding systemic issues related to entrepreneurial development. Materials and Methods To ensure a robust and comprehensive analysis, the study employed a mixed-methods approach, utilizing both fuzzy Analytic Hierarchy Process (AHP) and fuzzy TOPSIS techniques. These methods are particularly useful when dealing with complex decision-making scenarios involving human judgment and qualitative criteria. Step 1: Identification of criteria affecting entrepreneurship through a literature review and expert panel Step 2: Design and distribution of a structured questionnaire to 300 participants from across PNU Step 3: Application of fuzzy AHP to determine the weight of each factor Step 4: Use of fuzzy TOPSIS to rank the barriers to entrepreneurship based on expert evaluations Key evaluation dimensions included financial infrastructure, institutional support, entrepreneurial education, HR management, and consulting services. Discussion and Results The analysis yielded critical insights into the most significant constraints on entrepreneurial activity at PNU: Lack of financial mechanisms: Entrepreneurs within the university face major challenges accessing funding due to bureaucratic hurdles and the absence of university-backed venture funding. Inadequate government support: Despite national policies promoting innovation, implementation at the university level remains weak. Weak entrepreneurial skill training: Courses are often theoretical and fail to equip students with practical skills required for startup development. Human resource inefficiencies: There is a mismatch between academic staff capabilities and the needs of entrepreneurial programs. Deficiency in specialized consulting: Entrepreneurs struggle to access tailored mentoring and business planning services. These results underscore the necessity of structural reform, both internally (within university systems) and externally (in collaboration with policy and industry actors). Conclusion This study highlights critical gaps in the entrepreneurial infrastructure of Payame Noor University and offers a structured prioritization of barriers to guide institutional reform. The findings demonstrate that without financial, educational, and consulting support systems, entrepreneurial initiatives at PNU will remain limited. As a strategic recommendation, the establishment of specialized entrepreneurship incubators next to major university centers is proposed. These centers should be equipped to provide funding access, business training, mentorship, and industry linkage, thereby fostering a more dynamic and innovation-oriented academic ecosystem. توسعه کارآفرینی در دانشگاه‌ها به‌عنوان یکی از الزامات گذار به دانشگاه نسل سوم، نیازمند شناسایی نظام‌مند موانع ساختاری و نهادی است. هدف این پژوهش ارائه مدل توسعه کارآفرینی در دانشگاه‌های پیام نور کشور است. پژوهش حاضر از نظر هدف کاربردی و از نظر اجرا توصیفی – پیمایشی مبتنی بر مدل سازی معادلات ساختاری است. جامعه آماری شامل40 نفر از خبرگان حوزه‌های آموزش عالی، کارآفرینان دانشگاهی، سیاست‌گذاری علم و فناوری، مدیران ارشد دانشگاهی، مدیران مراکز رشد و پارک‌های علم و فناوری و متخصصان اکوسیستم نوآوری در سطح ملی در بخش کیفی و در بخش کمی تعداد 300 نفر از اساتید، کارکنان، مدیران و فارغ‌التحصیلان دانشگاه پیام‌نور در سراسر کشور می باشد و داده‌ها از طریق پرسشنامه‌های مقایسات زوجی گردآوری شد. برای تحلیل داده‌ها از روش تحلیل سلسله‌مراتبی فازی (FAHP) و برای رتبه‌بندی نهایی از تکنیک TOPSIS فازی استفاده گردید. یافته‌ها نشان داد که موانع نهادی و زیرساختی، به‌ویژه ضعف سازوکارهای تأمین مالی، نبود نظام حمایتی منسجم و محدودیت‌های ساختاری، بیشترین تأثیر را بر عدم توسعه کارآفرینی در دانشگاه پیام نور دارند. بر اساس نتایج، مدل پیشنهادی پژوهش مشتمل بر پنج محور اصلی شامل زیرساخت‌های مالی، آموزش و توانمندسازی، مدیریت منابع انسانی، حمایت‌های نهادی و توسعه شبکه‌های تعاملی است که می‌تواند چارچوبی اجرایی برای تقویت کارآفرینی دانشگاهی فراهم کند

https://jmr.usb.ac.ir/article_9957_bb4c1e227cfd3e66e2ee9169da55f047.pdf

دانشگاه سیستان و بلوچستان پژوهش های مدیریت عمومی 2538-3418 19 72 2026 06 22 Designing and Elucidating a Comprehensive Model of Employee Entrepreneurial Empowerment: A Meta-Synthesis Approach طراحی و تبیین الگوی جامع توانمندسازی کارآفرینی کارکنان بر مبنای روش فراترکیب 335 359 10010 10.22111/jmr.2026.40433.5644 FA معصومه زارع کاسب دانشجوی دکتری مدیریت دولتی، گروه مدیریت، واحد زاهدان، دانشگاه آزاد اسلامی، زاهدان، ایران. امین رضا کمالیان استاد گروه مدیریت دولتی، دانشکده اقتصاد و علوم اداری، دانشگاه سیستان و بلوچستان، زاهدان، ایران. Journal Article 2024 06 08 Abstract This study aims to design and explicate a comprehensive model of employee empowerment for Zahedan Municipality using a meta-synthesis approach. The research is applied in purpose and documentary in data collection, employing qualitative synthesis of prior evidence. Through a systematic search of academic databases and specialized search engines using empowerment-related keywords, 387 records were initially identified. After removing duplicates and applying inclusion/exclusion criteria along with methodological quality screening, 91 studies were retained for qualitative analysis. Data were extracted and organized through coding and thematic integration using ATLAS.ti, and coding reliability was assessed using Cohen’s kappa. To determine the relative importance of extracted components, Shannon entropy weighting was employed. Findings indicate that employee empowerment is a multi-level phenomenon that can be explained across four levels—individual, team, organizational, and environmental. Introduction Public-sector organizations, particularly municipalities, face growing demands for service quality, accountability, innovation, digital transformation, and responsiveness to citizens’ changing needs. Meeting these demands requires employees who are competent, motivated, autonomous, and capable of participating effectively in organizational decision-making and problem-solving. Employee empowerment has therefore become a central human resource management strategy for improving individual performance, organizational adaptability, service quality, and innovation in public organizations. The literature generally conceptualizes empowerment through two complementary perspectives. Structural empowerment emphasizes employees’ access to information, resources, support, and opportunities for growth within the organization (Kanter, 1977). Psychological empowerment, in contrast, refers to employees’ perceptions of meaning, competence, self-determination, and impact in their work roles (Thomas & Velthouse, 1990; Spreitzer, 1995). Previous research indicates that structural conditions can enhance psychological empowerment and subsequently contribute to desirable outcomes such as innovative work behavior, organizational commitment, job satisfaction, and resilience (Echebiri et al., 2020; Llorente-Alonso et al., 2024). Despite the growing body of research on employee empowerment, many public organizations continue to implement fragmented training programs and isolated development initiatives rather than establishing an integrated empowerment system. This problem is particularly relevant in municipalities, where employees must respond simultaneously to administrative requirements, citizen expectations, technological changes, and complex urban management challenges. Therefore, the present study aimed to design and explain a comprehensive employee empowerment model for Zahedan Municipality by synthesizing prior empirical and theoretical studies. The study sought to identify the main dimensions, components, and implementation stages of employee empowerment and organize them into a coherent and applicable model for municipal settings. Case Study Zahedan Municipality was selected as the practical context of the study because municipalities represent service-oriented public organizations that require capable and empowered employees to provide effective, responsive, and citizen-centered services. Municipal employees operate within an environment characterized by administrative complexity, multiple stakeholders, resource limitations, public accountability, and increasing expectations for service improvement. In such a setting, empowerment cannot be reduced to employee training or delegation of authority alone; rather, it should be understood as a multidimensional process involving individual capacities, team interactions, organizational structures, and environmental conditions. The proposed model was designed to provide a strategic framework for strengthening human capital in Zahedan Municipality. It is intended to help municipal managers move beyond isolated educational interventions and establish an integrated system that links employee development, organizational support, leadership practices, job design, participation, performance monitoring, and continuous improvement. Although the model was developed through meta-synthesis rather than field testing, its components were selected and organized with the organizational context of Zahedan Municipality in mind. Materials and Methods This study was applied in purpose and qualitative in approach. It employed a meta-synthesis method to integrate and interpret findings from previous studies on employee empowerment and related organizational variables. The unit of analysis was published scientific studies, including journal articles, theses, books, and research reports addressing employee empowerment, psychological empowerment, structural empowerment, organizational support, job quality, employee participation, innovation, and related concepts. A systematic search was conducted in Scopus, Web of Science, ScienceDirect, Emerald, and Google Scholar. The search covered studies published between 2000 and 2019 and used combinations of keywords such as employee empowerment, psychological empowerment, structural empowerment, employee participation, self-efficacy, quality of work life, organizational support, innovation, public administration, municipality, and human resource development. Initially, 387 documents were identified. After removing 57 duplicate records, 330 studies remained for title and abstract screening. A total of 190 studies were excluded because they lacked a direct or substantial focus on employee empowerment. The full texts of 140 studies were then assessed according to predetermined inclusion and exclusion criteria. Studies were excluded if they had insufficient methodological transparency, inadequate extractable data, poor methodological quality, or no direct relevance to employee empowerment. Ultimately, 91 studies were retained for qualitative analysis. Data extraction was conducted using a structured form containing bibliographic information, research objectives, methodological features, empowerment components, antecedents, consequences, and practical recommendations. The extracted data were coded through open, axial, and selective coding using ATLAS.ti software. To assess coding reliability, 115 meaning units were independently recoded, and Cohen’s kappa coefficient was calculated. The obtained kappa value of 0.786 indicated acceptable agreement and satisfactory coding reliability. To determine the relative importance of the extracted components, Shannon entropy weighting was applied. This method enabled the researchers to rank the components according to their frequency and informational importance across the selected studies. Discussion and Results The findings demonstrated that employee empowerment is a multidimensional and multi-level phenomenon. The extracted concepts were organized into four interrelated levels: individual, team, organizational, and environmental. At the individual level, empowerment was associated with personal and psychological characteristics such as self-confidence, self-efficacy, motivation, problem-solving ability, professional competence, holistic orientation, and autonomy in performing job responsibilities. These factors reflect employees’ internal capacity to participate actively in organizational activities and influence work-related outcomes. At the team level, empowerment involved collaborative problem-solving, teamwork, participation in decision-making, peer support, collective learning, knowledge sharing, and synergy among employees. These findings indicate that empowerment is not merely an individual experience; it is also shaped by the quality of interaction and cooperation among organizational members. At the organizational level, the results emphasized the importance of access to information, organizational resources, managerial support, fair reward systems, flexible structures, transparent roles, supportive leadership, performance monitoring, quality of work life, and empowerment-oriented organizational culture. Among the highly ranked components, organizational resource management received the highest entropy weight (0.142), followed by competitive advantage (0.133) and organizational citizenship behavior (0.127). Other prominent factors included self-confidence (0.119), holistic orientation (0.111), job support (0.105), and quality of work life (0.101). At the environmental level, empowerment was linked to stakeholder engagement, interorganizational collaboration, public accountability, institutional support, and adaptation to external environmental conditions. This level is particularly important for municipalities because their effectiveness depends not only on internal administrative capacities but also on their relationships with citizens, governmental institutions, service providers, and other urban stakeholders. Based on the integration of qualitative findings and entropy-based prioritization, the final model was developed in three implementation stages. The first stage, determination and preparation, focuses on developing managerial consensus, assessing organizational readiness, identifying competency and empowerment gaps, defining evaluation indicators, and providing the required educational, managerial, and infrastructural prerequisites. The second stage, deployment and implementation, involves operationalizing empowerment interventions across individual, team, organizational, and environmental levels. Key actions include competency-based employee development, targeted training programs, strengthened access to information and resources, participatory decision-making, cultural development, support systems, and continuous performance monitoring. The third stage, support, monitoring, and continuous improvement, aims to institutionalize empowerment practices and ensure their long-term sustainability. This stage includes managerial support, motivational mechanisms, periodic evaluation, feedback collection, revision of empowerment indicators, organizational learning, and continuous refinement of policies and programs. The findings support the argument that employee empowerment in municipalities should not be treated as a single human resource intervention. Rather, it should be understood as an integrated system that combines individual capabilities, job-related conditions, organizational structures, leadership practices, and environmental relationships. The results are consistent with prior research showing that empowerment contributes to employee innovation, organizational adaptability, resilience, and service quality when supported by appropriate structural and psychological conditions. Conclusion This study designed and explained a comprehensive employee empowerment model for Zahedan Municipality through a meta-synthesis of 91 relevant studies. The findings revealed that empowerment is a multi-level phenomenon operating at individual, team, organizational, and environmental levels. The most influential components included organizational resource management, competitive advantage, organizational citizenship behavior, self-confidence, job support, and quality of work life. The final model proposes a three-stage implementation framework consisting of determination and preparation, deployment and implementation, and support, monitoring, and continuous improvement. The model provides a practical framework for municipalities seeking to transform fragmented training and development activities into an integrated human capital development system. For Zahedan Municipality, the model suggests that effective empowerment requires simultaneous attention to employee competence development, supportive job conditions, transparent organizational structures, access to information and resources, participatory management, performance monitoring, and continuous organizational learning. Future studies should validate the proposed model through expert panels, Delphi studies, and field-based quantitative research in Zahedan Municipality to examine the relationships among the identified components and assess their practical effectiveness. هدف پژوهش حاضر طراحی و تبیین الگوی جامع توانمندسازی کارکنان شهرداری زاهدان با بهره‌گیری از روش فراترکیب است. این پژوهش از نظر هدف کاربردی و از حیث گردآوری داده‌ها اسنادی بوده و با رویکرد سنتز کیفی انجام شده است. در مرحله جستجوی نظام‌مند، با استفاده از کلیدواژه‌های مرتبط در پایگاه‌های علمی و موتورهای جستجوی تخصصی، ۳۸۷ سند شناسایی شد که پس از حذف موارد تکراری، اعمال معیارهای ورود و خروج و ارزیابی کیفیت روش‌شناختی، در نهایت ۹۱ مطالعه واجد شرایط برای تحلیل کیفی انتخاب گردید. داده‌ها با کدگذاری و هم‌نهادسازی در نرم‌افزار ATLAS.ti استخراج و سامان‌دهی شد و برای کنترل پایایی کدگذاری از ضریب کاپا استفاده گردید. همچنین به‌منظور تعیین اهمیت نسبی مؤلفه‌ها از وزن‌دهی آنتروپی شانون بهره گرفته شد. نتایج نشان داد توانمندسازی کارکنان پدیده‌ای چندسطحی است که در چهار سطح «فردی، گروهی، سازمانی و محیطی» قابل تبیین بوده و مهم‌ترین خوشه‌های مفهومی پرتکرار عبارت‌اند از عوامل شخصی (مانند اعتمادبه‌نفس و نگرش جامع‌نگر)، عوامل محتوایی/شغلی (مانند کمک شغلی و کیفیت زندگی کاری) و عوامل زمینه‌ای/سازمانی (مانند مدیریت منابع سازمانی، مزیت رقابتی و رفتار شهروندی سازمانی). بر مبنای تلفیق یافته‌های کیفی و وزن‌دهی کمی، الگوی نهایی در قالب سه مرحله اجرایی «تعیین و آماده‌سازی»، «استقرار و اجرا» و «حمایتی/پایش و بهبود» تدوین شد. یافته‌ها نشان می‌دهد استقرار نظام‌مند توانمندسازی در شهرداری‌ها مستلزم هم‌زمانی مداخلات در سطوح مختلف و نیز طراحی سازوکارهای حمایتی و بهبود مستمر است؛ به‌گونه‌ای که می‌تواند اقدام‌های آموزشی پراکنده را به یک نظام یکپارچه توسعه سرمایه انسانی تبدیل کند.

https://jmr.usb.ac.ir/article_10010_eefe69cc581dac0a2305ccbc89bca38d.pdf