https://jmr.usb.ac.ir/ Public Management Researches en daily 1 Sat, 21 Mar 2026 00:00:00 +0330 Sat, 21 Mar 2026 00:00:00 +0330 https://jmr.usb.ac.ir/article_9756.html Abstract This research employs a mixed exploratory strategy, beginning with a multi-case study to conduct congruence analysis between two significant and influential policies in the administrative system: the Management of Civil Services Act (approved in 2016) and the comprehensive roadmap and programs for the reform of the administrative system (2013–2014). Through this analysis, it identifies the categories and components of coordination. In the quantitative phase, the study utilizes a combined approach of Interpretive Structural Modeling (ISM) and fuzzy Delphi (FD) methods to propose a model for assessing coordination in the policies of the Islamic Republic of Iran. Introduction “Policy coordination” is a new specialized term, yet it has deep historical roots in the conceptual framework of policymaking and public governance (Bouckaert et al., 2016). In the public sector, the issue of coordination arises due to the widespread adoption of New Public Management in various countries and the resulting increase in specialization within government. This has led to the phenomenon of siloing and compartmentalization of services and policies (Gregory, 2006; Pollitt, 2003; Lægreid et al., 2016). Developing a model for assessing coordination in the public sector requires scientific innovations that take into account prevailing conditions and demands (Bianchi & Peters, 2018). This research aims to enhance and improve coordination and collaboration within the administrative system, which has been overlooked due to an inefficient focus on performance evaluation at the organizational level (the New Public Management approach) and a lack of attention to the policy level (or, in other words, the governance network level) (Bouckaert et al., 2016). In this study, “policy coordination” refers to the appropriate level of cooperation among stakeholders and integration in the public policymaking process, such that it continuously and simultaneously enhances the efficiency and effectiveness of the policy network. Case study The subjects of this research are two significant and influential policies within the administrative system: the Management of Civil Services Act (approved in 2016) and the comprehensive roadmap and programs for the reform of the administrative system (2013–2014). Materials and Methods In the qualitative phase, purposeful theoretical sampling was conducted through interviews with 23 experts in the administrative system. Subsequently, the categories and components of coordination were extracted using congruence analysis. In the quantitative phase, a closed-ended questionnaire based on ISM and FD was completed with the participation of 22 administrative experts. The items identified in the qualitative section were then ranked and weighted. Discussion and Results The Coordination Evaluation Model is designed along two axes: the horizontal axis, which contains four levels of coordination ranging from negative coordination to positive coordination, and the vertical axis, where the categories of coordination are arranged in order of decreasing impact. The proposed model has a total of 1,000 points and includes eight main categories and 26 sub-components of coordination. The scoring and ranking of these categories and components are based on fuzzy Delphi logic. Conclusion The model presented in this research is applicable at three levels: organizational, network, and governmental. By evaluating the relevant entity and determining the acquired score, the level of coordination of that system can be identified. Based on this assessment, a path for the improvement and enhancement of coordination can be planned and pursued. https://jmr.usb.ac.ir/article_9759.html Abstract In recent years, the increasing complexity of public issues and the growing need for evidence-based analysis have driven think tanks to engage more actively in policymaking. However, these efforts have not led to uniform outcomes, with some think tanks becoming influential players in policymaking, while others remain on the periphery. This indicates the existence of factors that affect the quality of think tanks' role playing in policymaking. The present study, aimed at identifying these factors, utilized a meta-synthesis approach. The research population consisted of all studies published in selected international and domestic databases from 1995 to 2025. After screening, 27 studies were selected and analyzed. The data analysis was conducted using qualitative content analysis and coding through ATLAS.ti software. Based on the findings, twelve factors, organized into 34 subcategories and 86 conceptual codes, were identified as influencing the role playing of think tanks in policymaking. To bring coherence to the findings and to conceptualize the results, a conceptual framework was developed. Unlike previous studies, this framework provides a comprehensive view of the factors affecting think tanks' role playing in policymaking and serves as a foundation for developing theoretical discussions and planning to enhance the policymaking impact of these institutions. In Iran, given the limited policy influence of many think tanks, the practical application of this model could clarify the path for reforms and strengthen their impact capacity. Introduction Contemporary systems of governance operate in environments marked by rapid change, cross-sectoral interdependence and multi-level complexity. Under such conditions, effective policymaking increasingly depends on access to specialised knowledge, robust evidence and integrative, cross-disciplinary analysis Think tanks have been created and expanded in many countries to bridge the persistent gap between academic research and policy practice, by playing diverse roles in the policymaking process, such as translating complex analyses into usable policy advice and helping shift decision-making from intuition and short-term political pressures toward more evidence-informed processes.Yet, empirical studies show that not all think tanks succeed equally in playing a meaningful role in policymaking. While some become trusted advisors and agenda-setters, others struggle to gain recognition or access. This variation suggests that their policy role is not determined solely by organisational will or activity, but is shaped by a complex constellation of factors. Despite a rich and dispersed literature on think tanks, there is still no integrated and evidence-based framework that systematically maps these factors. This study addresses this gap by posing the following central question: What factors influence the role playing of think tanks in policymaking? Case study The statistical population of this study comprised all relevant articles published in international databases (Google Scholar, ProQuest, Scopus, ScienceDirect, Springer) and domestic databases (Civilica, Magiran, Noormags, SID) during the period 1995–2025. This temporal window was chosen because debates on the policy roles of think tanks expanded significantly from the mid-1990s onward. Materials and Methods This study is applied in purpose and qualitative with an exploratory orientation, using an inductive meta-synthesis design based on the seven-step framework of Sandelowski and Barroso (2007). A systematic search with predefined keywords was conducted in international and domestic databases, after which inclusion and quality criteria were applied. In total, 27 relevant studies were selected, and their methodological quality was assessed using the CASP tool. Data were analysed through qualitative content analysis and coding in the ATLAS.ti software, and Cohen’s Kappa coefficient was used to ensure reliability and validity. Discussion and Results Based on the analyses conducted on the 27 selected studies, the meta-synthesis identified 86 conceptual codes, grouped into 34 subcategories and consolidated into 12 final factors that collectively influence the role playing of think tanks in policymaking. These twelve factors include human resources, structural capacity, policy action capability, independence, cultural context, institutional context, political context, legitimacy, communication capacity, credibility of outputs, external pressures, and media capacity. Each factor directly affects the effectiveness of think tanks’ role playing in policymaking. Overall, the conceptual framework developed in this study suggests that the differences in the effectiveness of think tanks’ role playing in policymaking are best understood as the outcome of specific configurations and interactions among these twelve factors. This integrated perspective moves beyond previous fragmented accounts and provides a comprehensive explanation of the factors that affect the role playing of think tanks in the policymaking process. Conclusion This study contributes to the existing body of knowledge by synthesising dispersed empirical and conceptual evidence on the role playing of think tanks in policymaking and integrating it into a coherent, evidence-based framework. The findings demonstrate that the effectiveness of think tanks’ role playing in policymaking is shaped not by a single determinant, but by the specific configuration and interaction of the twelve factors identified through the meta-synthesis. By clarifying these determinants, the framework provides a more systematic understanding of why some think tanks achieve meaningful  policy impact while others remain marginal. Beyond its theoretical contribution, the framework offers practical insights for both policymakers and think tanks. For policymakers, it provides a clearer understanding of the factors that influence the policy role playing of think tanks, helping them identify what kinds of institutional arrangements and support mechanisms are required to make more informed use of the analytical capacities of think tanks. For think tanks, identifying these factors has strategic importance, as it allows them to reassess their internal processes, strengthen relevant capacities and adopt more effective approaches to enhance their policy engagement. In this way, the framework clarifies how different actors can use the identified factors to improve the quality and effectiveness of think tanks’ participation in the policymaking process. Although the synthesis is limited by its reliance on published studies and requires future empirical validation in diverse contexts, it lays a solid foundation for subsequent analytical and comparative research on the policy influence of think tanks. https://jmr.usb.ac.ir/article_9431.html Abstract Today, there is a need to examine various factors affecting consumers' purchasing decisions. Therefore, this study was conducted with the aim of analyzing the impact of brand identity and brand culture on purchasing decisions with the mediating role of creating an emotional connection with the customer and the moderating role of social media.This study was applied in terms of purpose and descriptive-correlational survey in terms of method and nature. The statistical population of the study included all customers of stores in Ardabil city. According to the Cochran formula for unlimited communities, 384 people were selected as a sample. These people were selected from the statistical population by simple random method and the research questionnaire was distributed among them. The validity of the questionnaire was examined and confirmed using confirmatory factor analysis and reliability was determined by Cronbach's alpha. Data analysis was performed using structural equation modeling and using two software programs: SPSS 26 and Smart-PLS 3. Based on the research findings, brand identity has a positive and significant effect on purchasing decisions and creating an emotional connection with the customer. Brand culture also has a positive and significant effect on purchasing decisions and creating an emotional connection with the customer. Also, creating an emotional connection with the customer has a positive and significant effect on purchasing decisions. In addition, emotional connection with the customer plays a mediating role in the relationship between brand identity and purchasing decisions as well as brand culture and purchasing decisions. Introduction Consumer purchase decisions regarding a product (service) are fundamentally related to consumer behavior. Consumer behavior is an important component in marketing activities for a product that companies need to recognize. The trend of the influence of location, price, and service quality on consumer purchase decisions indicates that company management should consider aspects of consumer behavior, especially the purchase decision-making process (Ridwan, 2022: 2). The term consumer purchase decision creates an image of an individual who carefully evaluates the characteristics of a set of products, brands, or services and rationally selects one to satisfy a clearly identified need at the lowest possible cost. Consumers make many decisions in this way. However, many other decisions require little conscious effort. Furthermore, many consumer decisions are not focused on brand attributes, but on feelings or emotions associated with the purchase or use of the brand or the situation in which the product is purchased or consumed (Song, 2016: 50). Consumer decision-making is a complex process with many factors influencing the purchase decision. Consumers learn about products from various sources such as media, family, friends (word-of-mouth recommendation), data and their own experiences. Identifying consumer decision-making styles is an important topic in marketing, as it provides marketers with insight into consumer characteristics and is the basis for consumer segmentation (Masumiyan, 2018: 72). Meanwhile, consumers’ decisions to purchase one brand over another have important implications for marketing and product manufacturers, and failure to understand these influences will have negative effects on the market and company expansion. (Choubey & Sharma, 2023: 1) Materials and Methods The present study aims to analyze the effect of brand identity on purchasing decisions with the role of mediating emotional relationship with the customer. This study is an applied research in terms of its purpose and a descriptive-correlational research in terms of its method. The statistical population of the study is all customers of Ardabil stores who have visited for shopping. For sampling, simple random sampling method was used and to determine the sample size, the Cochran formula was used. Considering the unlimited size of the statistical population, the sample size was determined to be 384 people. Information and data were collected through library studies (sources such as articles) and field methods (using questionnaires).The reliability of the questionnaires was examined and confirmed by composite reliability and Cronbach's alpha. Composite reliability (values ​​greater than 0.7) is a measure of the internal fit of the model, which is calculated by the degree of consistency of the questions related to the measurement of each factor. Cronbach's alpha index measures the simultaneous loading of latent variables when an explicit variable is increased. The value of this index is between 0 and 1. All Cronbach's alpha values ​​were also greater than 0.7. The validity of the questionnaires was also examined and confirmed by confirmatory factor analysis. Data analysis An examination of the demographic characteristics of the statistical sample shows that 197 (51.3%) of the respondents were male and 187 (48.7%) were female. Also, 20 (5.2%) of the respondents were under 20 years of age, 239 (62.2%) were between 20 and 29 years of age, 99 (25.8%) were between 30 and 39 years of age, and 26 (6.8%) were between 40 and 49 years of age. Examining the characteristics of the respondents in terms of education also shows that 21 people (5.5%) had a diploma or lower, 47 people (12.2%) had a post-diploma degree, 78 people (20.3%) had a bachelor's degree, 202 people (52.6%) had a master's degree, and 36 people (9.4%) had a doctorate degree. Structural Model Fit In order to examine the fit of the structural model, two criteria R2 and Q2 are used. R2 measures the proportion of the variance of the dependent variable around its mean that is explained by the independent variable(s). Values ​​of approximately 0.67 are considered strong, values ​​of approximately 0.33 are considered moderate, and values ​​of 0.19 and below are considered weak (Kante et al., 2018: 62). Q2 explains the relative impact of the predictor relationship with values ​​of 0.02, 0.15, and 0.35, which represent its small, medium, and large values ​​(Suhan et al., 2018: 44). In Table 2, both of these measures have acceptable and appropriate values. Conclusion Brand identity plays a fundamental role in customers' purchasing decisions because it shapes their perceptions and feelings about the brand. A brand with a strong and coherent identity creates a sense of trust in customers and helps customers to be less hesitant when making a purchase. Also, in a market where there are many similar products, brand identity helps a product to stand out, and customers often choose a brand that has a clear, unique identity that fits their lifestyle. When customers are familiar with a brand identity (colors, logo, font, slogans, etc.), a sense of familiarity and trust is created. Customers are also usually attracted to brands that share similar values. Or brands that have meaningful and inspiring stories establish a deep emotional relationship with customers. In addition, brand identity can create specific emotions in customers through sensory experiences. In general, brand identity can be used as a tool to engage customers’ emotions and make them loyal to the brand.Therefore, if a brand can demonstrate an authentic identity that is aligned with its values, customers are more likely to stick with it and make their decisions based on it. Also, a strong brand identity can lead customers to make impulse purchases. In fact, the deep emotional relationship that is formed with consumers often leads to emotional purchases. Finally, when customers feel an emotional attachment to a brand with a strong identity, they are more likely to recommend it to others, which can influence the purchasing decisions of others. https://jmr.usb.ac.ir/article_9761.html AbstractThe present research aims to identify and rank the factors influencing the phenomenon of silent resignation among employees in Iranian governmental organizations. Silent resignation, as an emerging concept in human resource management, refers to a situation where employees, despite their physical presence at work, psychologically, emotionally, and functionally distance themselves from their work environment and only perform minimal job duties. This phenomenon often arises due to decreased commitment, feelings of discrimination, disregard for human dignity, lack of growth opportunities, and weak motivational policies, eventually leading to organizational human capital erosion. Employing a mixed exploratory approach, the study combined qualitative and quantitative methods, utilizing a systematic review, semi-structured interviews, thematic analysis, fuzzy Delphi, and fuzzy DEMATEL techniques to develop a multidimensional framework for understanding silent resignation and its root causes in public sector organizations. IntroductionSilent resignation is an increasingly critical issue within public organizations, especially in the context of human resource management in Iran. It refers to a psychological and emotional disengagement of employees who, despite their physical attendance, withdraw their effort and motivation, leading to minimal compliance with job responsibilities. This disengagement is often triggered by factors such as reduced organizational commitment, perceived injustice, neglect of employee dignity, lack of career development, and insufficient motivational strategies. Given the vital role human capital plays in organizational performance, understanding and addressing silent resignation is essential for sustainable organizational development. Previous studies have highlighted similar issues, but there remains a gap in comprehensive frameworks that integrate both qualitative and quantitative analyses to identify and prioritize the influential factors specifically in Iranian governmental settings. Case Study This research focuses on governmental organizations in Iran, where bureaucratic inefficiencies, managerial gaps, weak human resource policies, and limited advancement opportunities provide a fertile ground for silent resignation. The case study involves 15 experts from academic and executive backgrounds within human resources and organizational behavior fields. Data collection spanned systematic literature review from 2015 to 2025, interviews, and questionnaire surveys. These processes enabled the extraction and categorization of 78 initial codes into 12 key factors distributed across four dimensions: organizational, managerial, occupational, and individual. The study contextualizes these findings within the realities of Iranian public institutions, aligning them with recent international literature (Nunes & Pimenta, 2024; Darabi & Moradi, 2024; Toran et al., 2025). Materials and Methods                                                                                      The study employed a mixed-methods approach combining qualitative and quantitative data analyses in a descriptive-analytical framework. Step 1 involved a systematic literature review of 37 national and international scientific articles from 2015 to 2025 to identify initial influential factors and develop a conceptual framework. Step 2 collected qualitative data through semi-structured interviews and Likert-scale questionnaires with 15 human resource and organizational behavior experts. Qualitative data were analyzed using MAXQDA 2022 software and thematic analysis. Step 3 applied the fuzzy DEMATEL method to examine causal relationships between criteria and their influence levels. The fuzzy Delphi technique was utilized to achieve expert consensus on factor prioritization, followed by fuzzy DEMATEL to map causal relationships. Based on the indices D+R and D−R, factors were classified into causal (influential), effect (influenced), and less effective groups. Discussion and Result The findings reveal three categories of factors influencing silent resignation. Causal factors with high D+R and positive D−R values act as antecedents or accelerators of silent resignation, including decreased organizational commitment, employee indifference, and disregard for human dignity. Effect factors, with high D+R but negative D−R, are more influenced by others, such as unclear career paths, weak procedural justice, and lack of support for experienced staff. Less effective factors, with low D+R and negative D−R, have minor influence, including inadequate salaries and unhealthy organizational culture. A visual causal-effect network map generated via fuzzy DEMATEL highlighted dominant factors and their interrelations, offering clear insight into the internal dynamics of silent resignation. The results emphasize that bureaucratic inefficiencies, managerial shortcomings, poor human resource policies, and lack of advancement opportunities constitute the organizational context fostering silent resignation in the Iranian public sector. These findings align well with contemporary research in the field. ConclusionThis study presents a multidimensional analytical framework integrating qualitative and quantitative methods to identify and prioritize the factors leading to silent resignation in Iranian governmental organizations. The findings provide valuable guidance for human resource managers and policymakers to develop effective strategies aimed at enhancing organizational commitment, job satisfaction, and preventing human capital erosion. Recommended organizational interventions include establishing 360-degree evaluation systems, transparent career pathways, and organizational health monitoring, as well as educational programs focused on commitment and dignity. At the policy level, developing national guidelines, creating centralized databases for organizational health monitoring, and training senior managers are suggested. Future research should consider comparative studies across public and private sectors, longitudinal designs, and multi-level analyses to further unravel silent resignation dynamics. Limitations include sample specificity, lack of longitudinal data, and cultural factors, which should be addressed in subsequent studies. Continuous research can deepen understanding and facilitate impactful interventions to combat silent resignation and promote organizational productivity. https://jmr.usb.ac.ir/article_9758.html Abstract The present study aims to identify the pathologies of work meetings and analyze the resulting organizational consequences in Iranian governmental agencies. This research seeks to provide an analytical and practical perspective on the real challenges and issues of these meetings, offering solutions tailored to enhance their efficiency and effectiveness within these organizations. This study is qualitative and applied; data were gathered through semi-structured interviews with 30 employees, experts, and managers of governmental agencies. The data analysis utilized thematic analysis with a reflective and interpretive approach. The findings indicate that work meetings in governmental agencies face four main categories of pathologies: Executive, Behavioral, Technical-Content, and Structural. Each category is associated with multiple negative consequences for the organization and its personnel. The research results show that these identified pathologies lead to a disruption in the decision-to-action cycle, a decline in motivation and organizational effectiveness, the erosion of social capital and organizational trust, the waste of intellectual and temporal resources, reduced decision-making quality, and the intensification of psychological pressure and employee burnout. Based on these findings, fundamental reform of the work meeting system is deemed essential to enhance the overall quality and macro-level productivity of the organization. Introduction Work meetings are considered one of the fundamental managerial tools in organizations, playing a vital role in coordination, decision-making, and the advancement of executive activities, while consuming a substantial portion of organizational time and human resources. Despite their importance, research evidence indicates a growing prevalence of unproductive meetings, which lead to consequences such as time waste, reduced productivity, weakened employee motivation, and negative impacts on organizational culture. A review of the literature shows that most organizational studies have predominantly focused on macro-level issues, while routine organizational processes such as work meetings and their pathologies have received limited scholarly attention. This research gap is particularly critical in public sector organizations, which play a central role in the administrative system and the provision of public services. Accordingly, the present study aims to identify the pathologies of work meetings and analyze their organizational consequences within Iranian governmental organizations. Case Study The present study was conducted within governmental organizations in Hamedan Province, Iran. Materials and Methods This qualitative and applied study was conducted to identify the pathologies of work meetings and analyze their organizational consequences in public sector organizations. Data were collected through semi-structured interviews with employees, experts, and managers, and sampling was based on the principle of theoretical saturation, considering diversity in organizational levels and work experience. The data were analyzed using thematic analysis, including initial coding, categorization of core themes, and linking them with theoretical concepts. Subsequently, each identified pathology was associated with its corresponding negative organizational outcomes based on organizational management theories. The analysis followed a reflective and interpretive approach, and the trustworthiness of the data was ensured through participant validation and independent review by expert researchers. Discussion and Results The findings of the study indicate that work meetings in public sector organizations face four main categories of pathologies: executive, behavioral, technical-content, and structural. Executive pathologies, including managerial autocracy, concentration of authority, and weak follow-up on decisions, disrupt information flow, organizational coordination, and the decision-making process. Behavioral pathologies, such as fear of expressing dissent, interpersonal hostility, and self-censorship, reduce employee motivation, trust, and productivity, while limiting psychological safety and active participation. Technical-content issues, including deviation from the agenda, superficial participation, and ceremonial reporting, compromise decision quality and the effectiveness of meetings, disrupting the flow of accurate information. Structural pathologies, such as inappropriate scheduling, presence of irrelevant participants, and lack of feedback or review, constrain organizational learning and innovation. Analysis based on organizational effectiveness and open systems theories demonstrates that these pathologies collectively impair decision-making, weaken social capital and organizational trust, and reduce the organization’s capacity for continuous process improvement, resulting in significant negative impacts on employee performance and motivation. Conclusion The findings of the study indicate that work meetings in public sector organizations are influenced by a combination of structural, behavioral, technical-content, and executive pathologies. Behavioral and structural pathologies, as underlying causes, activate key mechanisms including “reduced decision-making quality, destruction of social capital and organizational trust, and disruption in organizational learning and innovation.” This process diminishes meeting efficiency, impairs information flow, reduces coordination and employee motivation, and limits the organization’s capacity for learning and innovation. The results emphasize that meeting inefficiency stems from deeper structural and cultural factors, and addressing only executive and technical issues cannot be effective without tackling these root causes. Therefore, redesigning the structure, processes, and management of meetings is essential to enhance overall organizational effectiveness. https://jmr.usb.ac.ir/article_9753.html Abstract To determine business success, traditionally, the focus was on three dimensions: cost, plan, and performance. In the present study, the effect of shared management on business success was evaluated with the mediating role of knowledge sharing, team cohesion, and trust moderation in Himalaya Company. The above study is applied in terms of purpose and descriptive-survey in terms of method. The sample size was 281 managers and experts of Himalaya Company at the head office in Tehran, who were selected by simple random sampling based on the Cochran formula. The analysis method of the present study was to examine the effect between the hypotheses using the Kolmogorov-Smirnov test, factor analysis test, and structural equations with Smart Pls and Sobel software. The research results show that the strength of the relationship calculated in all variables is considered an acceptable value. Also, the t-test statistic is greater than the critical value of t at the 5% error level, i.e. 1.96, indicating that there is a significant relationship between shared management and business success, and therefore the mediating role of knowledge sharing, team cohesion, and trust between shared management and business success in Himalaya Company wasIntroduction To determine business success, the focus has traditionally been on three dimensions: cost, plan, and performance (Cooper, 2016), while the technical aspects of business such as cost, risk, time, and management have been largely neglected, with this ratio reportedly even higher in developing countries than in developed countries (Nomir et al., 2018; Gazder and Khan, 2018). One contributing factor to business failure is the neglect of the human role in business management, which, despite its strategic importance in businesses, lacks specific and detailed research. Therefore, the role of leadership is also crucial in achieving business results (Yang et al., 2012). Changes in the type, size, scope, and context of businesses require unique leadership styles to deal with many complex and stressful situations and decision-making scenarios, as there is a direct relationship between leadership and the success of a business (Jiang, 2014).Himalaya Company is one of the largest manufacturers of home appliances in Iran and its field of activity is the production of home appliances. Himalaya Company sells through an agency network. The company provides after-sales services to its customers, which include training, technical support and handling customer complaints. The development and growth of any manufacturing company depends on having satisfied and loyal customers. Also, in the current conditions (stagflation) and the existence of a competitive market in the country, companies have tried to maintain their market share using various tools, which requires satisfied and loyal customers. One of these tools used to achieve the goal of customer satisfaction is providing after-sales services in compliance with the organization's code of ethics. As mentioned, the existing competitive environment requires organizations to pay special attention to how to provide these services. Himalaya Company is no exception to this rule and is looking for tools to attract customer satisfaction and, as a result, loyalty. Therefore, the main issue of the research is to answer the question: What is the impact of shared management on business success by mediating knowledge sharing, team cohesion, and moderation in Himalaya Company?Case study The present study evaluated the impact of shared management on business success with the mediating role of knowledge sharing, team cohesion, and the moderating role of trust in Himalaya Company.Materials and Methods The above research is applied in terms of purpose and descriptive-survey in terms of method. The sample size was 281 managers and experts of Himalaya Company in the head office in Tehran, who were selected by simple random sampling based on the Cochran formula. The analysis method of the present research was to examine the effect between the hypotheses using the Kolmogorov-Smirnov test, factor analysis test and structural equations with Smart Pls and Sobel software.Discussion and Results The research results show that the strength of the calculated relationship in all variables is an acceptable value. Also, the t-test statistic is greater than the critical value of t at the 5% error level, i.e. 1.96, indicating that there is a significant relationship between shared management and business success, and therefore the mediating role of knowledge sharing, team cohesion, and the moderating role of trust between shared management and business success in Himalaya Company was confirmed.ConclusionBased on the results of the research, it is suggested that the attention of managers and officials of Himalaya Company to the welfare of personnel will increase the reputation of the organization as the first organization to improve performance. They should strive to provide facilities to produce products to increase revenue generation. The management of the organization will use working conditions to improve the enthusiasm of personnel to work. They should use modern technology to provide better services to citizens. They should participate in reputable exhibitions to introduce and display the company's new achievements. The managers of the organization should try to reduce staff turnover and job satisfaction in the workplace by involving them in decision-making. It is also suggested that they attract specialist personnel to provide services to citizens. Personnel participation in decision-making will improve the organization's performance. Managers should provide the necessary infrastructure to encourage citizens to use. Supporting customers in complaints can increase their satisfaction. Establishing long-term relationships with current customers will improve customers' mental image of the brand. Adhering to customer-oriented principles will make consumers willing to use it. Competition with competing companies will make your company willing to adopt new ideas and lead to brand popularity. Competition with rival companies leads to the production of new products. And ultimately, competition with rival companies leads to the identification of new opportunities. https://jmr.usb.ac.ir/article_9430.html Abstract Today, considering the challenges that organizations face, creating a happy organization is one of the strategic needs for the organization's long-term success. The purpose of this study was to present an organizational happiness model based on team work values in Ardabil Province Gas Company. This research is applied in terms of purpose and in nature, it is mixed with a mixed exploratory-sequential design. The qualitative part was conducted with thematic analysis method based on Attride-Stirling (2001) and the quantitative part was conducted using the structural equation method with partial least squares technique to validate the research model. The target population of the research was experts aware of the research topic. In the qualitative part, a sample was selected with a purposeful approach up to the saturation stage 18 people and in the quantitative part, a sample was determined with the method of 20 samples for each identified component 350 people with a purposeful method. In order to collect and analyze data in the qualitative part, semi-structured interviews and in the quantitative part, researcher-made questionnaires were used, and for this purpose, Maxqda10, Spss24 and SmartPLS3 software were used. After analyzing the interviews, 227 basic themes, 35 organizing themes and finally 13 comprehensive themes affecting organizational happiness based on team work values were extracted, and finally the presented qualitative model was validated and approved. These results can be a basis for decisions of managers and planners in Ardabil Province Gas Company because organizational happiness is a platform for many strategic decisions and actions of the organization, strengthens organizational integrity, organizational and teamwork commitment, and also reduces job burnout and increases organizational productivity and employee creativity. Case study case study: Ardabil Province Gas Company Introduction The success of any organization depends on various factors, one of the most important pillars of the success of any organization is the happiness and vitality of its employees. On a broader level, happiness has been and is for many societies and individuals and will probably be a goal as long as human societies exist in the world. Happiness is associated with a pleasant mood, positive emotions, positive well-being and positive attitudes, and the interest in happiness has spread to working life in recent years. It is thought that organizations where happy people work will have a better level of well-being and efficiency; success, performance and efficiency. Materials and Methods This study is of mixed nature qualitative-quantitative, with a descriptive-applied objective and an exploratory-sequential design. The qualitative part of the research was conducted to identify factors affecting organizational happiness based on team work values, based on thematic analysis based on the Attride-Stirling approach. The statistical population of the research in the qualitative part included some university professors, human resources managers of the gas company, and managers and deputies of the Ardabil Province Gas Company, and individuals with research and writings in the field of organizational happiness and familiar with the research topic. In order to select the sample, a non-random sampling method with a purposeful approach and the theoretical saturation technique were used, so that after conducting 15 interviews, the information obtained was repeated and to ensure saturation, the interviews continued up to 18 people. And using the Braun and Clark (2006) method, the qualitative analysis and research model were drawn. Qualitative data were collected through semi-structured interviews with experts in person and virtually. In the quantitative part of the research, the correlation index was validated using the structural equation modeling method with the partial least squares approach, the model levels and the relationship between the identified components. The statistical population in the quantitative part of the research included experts and people familiar with the research topic, including managers, deputies and experts of the Ardabil Province Gas Company. In the quantitative part of the research, based on the number of identified components 13 factors, at least 20 samples for each identified component, a sample size of 350 people was estimated with a purposeful approach. Quantitative data collection tool After identifying the factors affecting organizational happiness based on corporate values ​​in the Ardabil Province Gas Company, a researcher-made questionnaire with 35 items was designed as a five-value Likert scale.   Discussion and Results In order to present a qualitative model of organizational happiness based on teamwork values in Ardabil Province Gas Company, it was necessary to first identify the influential components in this field. To this end, after analyzing the data obtained from the interviews, 227 basic themes were identified. After reviewing the basic themes several times and categorizing them, 35 organizing themes were finally summarized into 13 overarching themes. Several criteria are used to examine the fit of the structural model of the research, the first and most basic of which is the significance coefficients t or T-values. If the value of these numbers exceeds 1.96, it indicates the accuracy of the relationship between the components and, as a result, the confirmation of the relationships at a confidence level of 0.95. According to the results, it was determined that all the relationships in the model have a significant t-coefficient, which indicates the significance of the effect between the relationships and the fit of the model. Conclusion Without a doubt, today, to create motivation, desirable behaviors, achieve organizational goals, increase human resource productivity, and ultimately achieve organizational happiness, top-level managers of the organization use new and efficient strategies. One of the strategies for promoting organizational happiness is to pay attention to the values ​​of teamwork in the organization. In other words, in the absence of unity in the prevailing values ​​and beliefs and adherence to the principles and rules that are a prerequisite for benefiting from today's advantages, or in the presence of a kind of dispersion of opinions among the members of the organization's teams, the organizational culture becomes vulnerable and makes it difficult to achieve goals. https://jmr.usb.ac.ir/article_9754.html Abstract Considering the dispersion of previous researches and the lack of a comprehensive perspective, the main goal of this research is to analyze the social responsibility of banks with a sustainable development approach, to identify the general trend of research and to identify new and up-to-date issues in this field. The method of carrying out qualitative research is a systematic review of bibliometrics and it was done with the help of VOS Viewer software and bibliometrics package of R Studio programming software. In the recognition of the performance of the scientific field, countries and top universities and institutions active in the world were identified. Using network visualization maps, networks of co-authorship, Co-Occurrence, citation and Bibliometric Coupling were drawn and their clusters and items were identified. Also, research topics related to the social responsibility of banks with a sustainable development approach, the general trend of research and new and up-to-date topics and keywords in this field were identified. The most important results of the research indicate that the countries of America, England, and China are the best countries in producing scientific works related to the research topic. The network of co-authorship of the research includes 4 clusters and 21 items and the researcher who has mastered the topic of the research is Navid Ahmed. The topic Co-Occurrence network includes 21 clusters and 247 items and the dominant keywords include sustainable development, social responsibility, green banking, etc. The Bibliometric Coupling network has 224 items and 17 clusters, and business ethics, sustainability, environmental science, and international pollution research journals are the most cited journals. Also, the issues of green finance, banking competition, banking sector, sustainability, financing limitations and bibliometric review are some of the new issues that have received more attention from authors during the last two years. Introduction The role of banks as facilitators and drivers of economic and trade wheels, as wealth generating institutions and also as service providers for the local, national and international society shows the importance of these institutions in promoting the intellectual movement of social responsibility in the whole society (Rastegovian, 2024). The environment in which banks operate is complex and prone to uncontrolled human activities. Therefore, in their operations, banks should consider an approach that has positive economic, social and environmental effects. It should also be noted that the banking industry is of great importance to achieve sustainable development due to its unique intermediary role in mobilizing financial resources towards sustainable goals. Sustainable banking is defined as the provision of financial products and services, which are created to meet people's needs and protect the environment while generating profit, with transparent and efficient use of resources, sustainable economic, social and environmental values ​​and it provides long-term (Erasil et al., 2021). Therefore, banking institutions are considered directly and indirectly responsible for achieving sustainable development goals (Storopoulos et al., 2023). The review of existing studies on the social responsibility of banks and sustainable banking shows that there have been many studies in this field, but each of them focuses on specific issues and is not able to provide a complete picture of this field; In fact, most of the researches that have been conducted in the field of social responsibility of banks and banking with a sustainable development approach have been focused on individual and separate parts of these issues and have been done in order to respond to a specific need or issue. This has resulted in scattered, unorganized and sometimes conflicting and unupdated knowledge. Therefore, there is a weak participation in creating a general view of the social responsibility of banks with a sustainable development approach. In Iran, according to the studies, the lack of qualitative research in the field of social responsibility of banks with a sustainable development approach is noticeable. As a result of this research, with the aim of developing literature and increasing researchers' understanding of the framework of social responsibility of banks with a sustainable development approach, overcoming research gaps and creating a comprehensive and coherent view in relation to this research field, to the bibliometric analysis of social responsibility of banks with a development approach It has been stable. Currently, the bibliometric method is one of the most practical, accessible and well-known tools in the academic world (Todo et al., 2019), which can be used to identify the cornerstone of the scientific field, the main variables, theories and methods (Lim et al., 2021). Therefore, the current research aims to carry out the following actions: Comprehensive analysis of scientific performance in the field of social responsibility of banks with a sustainable development approach using bibliometric method and review of up-to-date scientific research resources in a reliable database. Mapping the distribution of magazines, countries and institutions and universities in the world in relation to the social responsibility of banks with a sustainable development approach. Mapping the results of bibliometric visualization in the field of social responsibility of banks with a sustainable development approach based on the number of clusters and their cases. Mapping the research topics around the social responsibility of banks with the approach of sustainable development and specifying the general research process using the bibliometric method. Case study Bibliometric analysis of the scientific data of the lens database on the subject of social responsibility of banks with a sustainable development approach Materials and Methods The research method is qualitative and it is a bibliometric systematic review, and it was done with the help of VOS Viewer software and bibliometrics package of R Studio programming software. Discussion and Results  Due to the lack of a comprehensive review of the social responsibility of banks with the approach of sustainable development and the lack of a systematic review in this field, the present research was conducted with the aim of bibliometric analysis of the social responsibility of banks with the approach of sustainable development. In order to achieve this goal, data was collected from the Lenz database in the period 1957-2024, which includes articles published in journals, articles presented in various conferences, book chapters, books, journals and other scientific documents. This study subjected 2925 scientific documents to extensive and detailed bibliometric analysis using the VOS viewer software and bibliometrics package of R Studio programming software.The results of the research indicate the identification of the performance of the scientific field, which includes the identification of countries, universities and top institutions active in the world in the field of producing and publishing scientific works related to the social responsibility of banks with a sustainable development approach. In this section, the research findings indicate that the International Monetary Fund, the London School of Economics and Political Science, the University of London, Harvard University, and the Russian Academy of Sciences are respectively the top institutions and universities; And the countries of America, England, China, Germany, and Canada are the top countries in publishing scientific works related to the social responsibility of banks with a sustainable development approach. The co-authorship network included 4 clusters and 21 items. The results showed that researchers who have mastered the issue of social responsibility of banks with a sustainable development approach, Navid Ahmad; Mobin Fatima; Antonia Patrizia Iannuzzi; Yaran Bai; Bret Schultens and Edward J. Kane. Regarding the Co-Occurrence, 21 clusters and 247 items have been shown, the dominant topics and keywords that have been the most focused by researchers and scientific institutions, including economic development, sustainable development, social responsibility, green banking, financial affairs, banking development, sustainability, financial management, sustainable development goals, corporate social responsibility, banking performance, economic growth, etc. The co-citation network shows 29 clusters and 638 related authors. In the bibliometric pair network, we identified the most cited journals and scientific sources. In the bibliometric pair network, we identified the most cited journals and scientific sources. According to it, the Journal of Business Ethics, Sustainability, Environmental Science and International Pollution Research, etc., are the top journals that are cited the most. Conclusion In this research, a bibliometric analysis of the issue of social responsibility of banks with a sustainable development approach was done in detail. There is no similar case in past researches, and this has been done for the first time. By identifying the topics and keywords that have been used during the last 6 decades in relation to the research topic, this research showed the general trend of research in the field of the research topic and also by identifying and introducing new topics and keywords during In the last 3 years, introduced research gaps in this field and new and current topics to students, professors and researchers who are looking for new and current research.In general, the results of this research can lead to a better understanding of the current situation, the growth and the general trend of research related to the social responsibility of banks with a sustainable development approach and lay the groundwork for new study areas in the future and shape the research process in this field. https://jmr.usb.ac.ir/article_9760.html Abstract The present study aims to identify and explain the main barriers to the creation and development of entrepreneurial businesses in border regions and to provide a conceptual framework in this regard. This research is applied in terms of purpose and exploratory in terms of nature. The statistical population of the study in the meta-synthesis section included articles published in international scientific databases (Web of Science, Emerald, Scopus) from 2000 to 2022, which resulted in the selection of 65 final articles. Furthermore, in the qualitative section, the statistical population consisted of business activists in the border regions of Sistan and Baluchestan province, 38 of whom were interviewed using the snowball sampling method. To ensure data quality, the validity and reliability of the instruments were confirmed; specifically, the Kappa index was used to control and verify the extracted codes, yielding a value of 0.717, which indicates appropriate agreement and reliability among the coders. The data analysis method in this study was based on the meta-synthesis strategy using the seven-step approach of Sandelowski and Barroso, as well as qualitative content analysis. Ultimately, based on the findings, 75 codes were identified and labeled within seven categories (economic-financial, institutional, socio-cultural, political, market, human, and supportive) as the main barriers to the creation of entrepreneurial businesses in border regions. The results indicate that this framework can serve as an analytical tool for policymakers, development agencies, and local managers to identify structural, institutional, and environmental bottlenecks, formulate targeted supportive policies, and improve the entrepreneurship ecosystem in border regions. Consequently, utilizing this framework facilitates more effective planning for strengthening entrepreneurship and reducing development gaps in border regions. Introduction Border regions of Iran, particularly Sistan and Baluchestan Province, face profound developmental disparities compared to the country’s central areas due to their distinctive geographical, social, and economic conditions. Unequal distribution of wealth, power, and employment opportunities in these regions has led to declining living standards, rising unemployment, increased migration, and the expansion of informal and precarious employment. Despite possessing considerable potential in agricultural, industrial, mining, and service sectors, Sistan and Baluchestan Province has not yet been able to effectively harness these capacities. Insufficient investment, inadequate business infrastructure, and various institutional and environmental barriers represent some of the most significant obstacles to the development of entrepreneurship in these areas. These challenges not only generate adverse economic consequences but also entail notable security implications. While predominantly security-oriented approaches have failed to produce sustainable improvements, the promotion of entrepreneurship and the creation of stable employment opportunities can play a pivotal role in enhancing security and improving the well-being of border residents. Accordingly, identifying and analyzing the barriers to the establishment and development of entrepreneurial businesses in the border regions of Sistan and Baluchestan Province constitutes the central problem addressed in the Case Study Sistan and Baluchestan Province, as a border and less-developed region of Iran, faces ongoing challenges in employment, investment, and business development despite having significant entrepreneurial potential. Factors such as its border location, young population, weak infrastructure, and limited policy support make it a suitable case for examining barriers to entrepreneurial ecosystem formation. Studying this province allows for a deeper understanding of structural, institutional, and policy constraints, and can inform more effective regional development and public management strategies in border areas. Materials and Methods The present study is applied in nature and adopts a qualitative and exploratory approach, grounded in the pragmatism research philosophy and an inductive logic. A mixed approach to data collection was employed, combining both literature review and field-based methods. Initially, a systematic review of relevant scholarly literature was conducted, and a meta-synthesis strategy was used to analyze and organize the findings from prior studies. Subsequently, to identify research gaps and complement the insights obtained from the meta-synthesis, semi-structured interviews were conducted with 38 entrepreneurs and business practitioners from the border regions of Sistan and Baluchestan Province, selected through a snowball sampling technique. Data analysis was performed using thematic analysis, and the meta-synthesis followed the seven-stage framework proposed by Sandelowski and Barroso. Finally, the credibility and reliability of the findings were ensured through standard quality criteria commonly applied in qualitative research. Discussion and Results The study shows that barriers to entrepreneurship in the border regions of Sistan and Baluchestan Province are complex and interconnected, spanning political, economic, institutional, social, human, and support dimensions. Key challenges include weak development policies, limited market access, and insufficient financial capital. Policy misalignment with local conditions, weak institutional infrastructure, and human capital constraints further hinder sustainable entrepreneurial growth. The findings highlight the need to revise border development policies, strengthen economic and institutional infrastructures, and adopt integrated public management interventions to support the entrepreneurial ecosystem. Conclusion The study finds that barriers to entrepreneurship in the border regions of Sistan and Baluchestan Province are structural and strongly shaped by public and institutional policies. Policy weaknesses have the greatest negative impact, followed by market and financial constraints, indicating that without regulatory reform, integrated development policies, better market access, and sustainable financing, entrepreneurship cannot thrive. Human, institutional, and social capital act as enabling factors, while culture shapes the broader context. The findings call for an integrated, locally oriented policy approach that strengthens economic infrastructure, entrepreneurial skills, targeted financial support, and fair market conditions. Ultimately, promoting entrepreneurship in these border regions is essential not only for economic growth but also for sustainable security and balanced regional development. https://jmr.usb.ac.ir/article_9752.html Abstract This article conducts a comprehensive bibliometric analysis of research on complexity leadership development, aiming to map the intellectual and social structure of this field. By reviewing 309 articles published between 1986 and 2024, the study examines key authors, citation trends, collaborative networks, and thematic areas within complexity leadership. The data, sourced from Scopus, was analyzed using VOSViewer software to identify clusters of research and influential contributions. Eight major research clusters were identified, including complexity leadership in adaptive systems, strategies for managing uncertainty, organizational transformation, ethical leadership, and crisis leadership, particularly during COVID-19. The study highlights the rapid growth of complexity leadership research and provides a framework for understanding how this field has evolved. The research contributes by offering a foundation for future studies, suggesting the integration of complexity leadership theories with practical models for fostering innovation and resilience in organizations. Introduction In today’s volatile and rapidly changing environments, organizations face unprecedented levels of complexity and uncertainty. Complexity leadership theory (CLT) has emerged as a critical framework for understanding how leaders can enable adaptive and innovative responses within complex adaptive systems. Unlike traditional leadership approaches, which assume predictable outcomes from clear cause-and-effect relationships, CLT acknowledges the nonlinear dynamics of modern organizations. As challenges such as technological disruptions, economic volatility, and global crises like COVID-19 have intensified, leaders are required to be more adaptive, collaborative, and innovative. CLT draws from systems theory and chaos theory to emphasize flexibility, self-organization, and the capacity to harness complexity rather than control it (Uhl-Bien & Marion, 2009). This study undertakes a bibliometric analysis of research in complexity leadership to explore its intellectual structure, leading contributors, and emerging research trends. Methodology Bibliometric analysis provides a structured method for assessing the evolution of research fields by examining publication trends, citation impact, and scholarly collaborations. In this study, data from 309 articles published between 1986 and 2024 were sourced from the Scopus database using keywords such as "complexity leadership," "adaptive leadership," and "leadership in complex systems." VOSViewer software was employed to conduct the analysis, focusing on co-authorship networks, co-citation patterns, and keyword co-occurrence. This approach enabled the identification of influential authors, key research themes, and the collaboration dynamics shaping the field. Metrics such as the H-index and citation counts were used to evaluate the impact of specific publications and authors. Discussion and Results The bibliometric analysis identified eight primary clusters of research within complexity leadership: Complexity Leadership in Adaptive Systems: This cluster focuses on how leadership facilitates adaptability and innovation within complex organizational environments. Studies highlight how leaders influence structures and processes to enhance organizational flexibility. Leadership Strategies for Uncertainty: Research in this cluster examines leadership methods for navigating uncertainty, with strategies like distributed leadership, collective decision-making, and resilience-building in the face of crises such as the COVID-19 pandemic. Organizational Transformation: This cluster addresses how leaders manage large-scale organizational changes, including digital transformation and business restructuring, through the lens of complexity leadership. Ethical Leadership and Social Responsibility: Emphasizing the role of ethics, this cluster explores how leaders incorporate social responsibility and long-term sustainability into their decision-making processes within complex systems. Crisis Leadership (COVID-19): The pandemic has highlighted the need for adaptive leadership in times of crisis. Studies in this cluster focus on leadership responses to global disruptions, with an emphasis on rapid decision-making and organizational resilience. Innovation in Leadership Practices: This cluster explores how leaders foster a culture of innovation and creativity in complex environments, focusing on enabling risk-taking and experimentation. Theoretical Foundations of Complexity Leadership: This cluster is dedicated to advancing the theoretical understanding of complexity leadership, drawing from systems theory, chaos theory, and self-organization to develop models that explain leadership in complex adaptive systems. The citation analysis revealed Uhl-Bien, Marion, and Anderson as key contributors to the field, whose works have shaped much of the research in complexity leadership. Journals like Leadership Quarterly and Journal of Organizational Sciences are leading publications that have published significant studies in this domain. The co-authorship network analysis showed strong collaborations, especially between scholars from the U.S. and the U.K., which are the leading countries in this field. Conclusion This study provides a comprehensive overview of the development of complexity leadership research, highlighting its rapid growth and the diverse range of topics that have emerged. The eight research clusters identified in this analysis reflect the broad applicability of complexity leadership across various organizational challenges, from managing uncertainty and fostering innovation to responding to crises and upholding ethical responsibilities. Future research should continue to explore how complexity leadership theories can be applied in practice, particularly in navigating global challenges like climate change, digital transformation, and social justice. Additionally, greater cross-disciplinary and international collaboration will be essential for advancing the field and providing actionable insights for leaders operating in increasingly complex environments. https://jmr.usb.ac.ir/article_9378.html AbstractGeneration 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 MethodsThis 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 ResultsThe 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.ConclusionThe 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. https://jmr.usb.ac.ir/article_9542.html This study aimed to predict the achievement motivation of physical education teachers in Zahedan based on the dimensions of the EFQM Organizational Excellence Model. The research was descriptive-correlational and utilized a predictive method. The statistical population included 350 physical education teachers in Zahedan , of which 184 were selected using stratified random sampling based on Morgan's table. Data were collected using Deming's Organizational Excellence Questionnaire (1990) and Hermans' Achievement Motivation Questionnaire (1970). Pearson correlation and stepwise regression tests were employed for data analysis. The results indicated a significant relationship between organizational excellence and the dimensions of planning and Act with the achievement motivation of physical education teachers. Additionally, the dimensions of Act and planning were capable of predicting the achievement motivation of physical education teachers in Zahedan. The findings suggest that to enhance achievement motivation, the Act and planning dimensions within the EFQM Organizational Excellence Model should be strengthened. The results of this study are valuable for educational decision-makers in designing programs and policies aimed at improving teacher efficiency. Furthermore, this research can serve as a strategic foundation for policymaking to improve educational conditions and increase teacher motivation in schools https://jmr.usb.ac.ir/article_9727.html Abstract Development diplomacy, as one of the strategic instruments of foreign policy, plays a fundamental role in linking national development objectives with countries’ international engagement. Despite the importance of this concept, the Islamic Republic of Iran still lacks a comprehensive, indigenous, and multidimensional framework for development diplomacy policymaking. The present study aims to design an integrated model for development diplomacy policymaking in the Islamic Republic of Iran using a multidimensional policy approach. The research is developmental–applied in orientation and qualitative in methodology, and it is conducted using the systematic grounded theory approach developed by Strauss and Corbin. The research population consists of experts in diplomacy, international relations, and public policymaking. Using purposive sampling, twelve semi-structured interviews were conducted until theoretical saturation was achieved. The findings, presented in the form of a paradigmatic model, indicate that development diplomacy policymaking is the result of the interaction of causal, contextual, and intervening conditions. Through strategies such as economic diplomacy, scientific–cultural diplomacy, security diplomacy, multilateralism, and the smartization of diplomacy, these interactions lead to economic, political–security, cultural, and institutional outcomes. The main innovation of this study lies in proposing an indigenous, multi-level, and systematic model that can provide a scientific basis for enhancing the quality of policymaking and strategic decision-making in the development diplomacy of the Islamic Republic of Iran. Introduction The Islamic Republic of Iran, given its distinctive geopolitical position and multifaceted national capacities, requires a scientific and multidimensional approach to development diplomacy policymaking. The design of a comprehensive policy model in this domain necessitates the identification of key components, institutional mechanisms, and coordination frameworks among policymaking and implementing bodies. Recent domestic and international studies have addressed various dimensions of development diplomacy, such as scientific, cultural, economic, and public diplomacy. However, most of these studies have adopted a sectoral or single-dimensional perspective and have failed to provide a holistic, indigenous, and integrated policymaking framework. Accordingly, the main research problem addressed in this study is how a comprehensive and context-sensitive model for development diplomacy policymaking in Iran can be designed through a multidimensional policy approach. The study seeks to bridge the theoretical and practical gaps in the literature by proposing a systematic and integrated model tailored to Iran’s specific political, economic, cultural, and institutional conditions. Case Study he empirical context of this study is the Islamic Republic of Iran, examined as a case characterized by unique geopolitical constraints, international pressures, developmental needs, and rich cultural and civilizational resources. Iran’s experience with sanctions, regional security challenges, and efforts to diversify its economy and enhance non-oil exports provides a distinctive setting for analyzing development diplomacy as a strategic policy domain. Materials and Methods This study adopts a qualitative research design and utilizes the systematic grounded theory methodology developed by Strauss and Corbin. The research is developmental–applied in nature, aiming to produce an indigenous and operational model for policymaking in development diplomacy. The research population consisted of experts in diplomacy, international relations, and public policymaking, including diplomats, policymakers, and academic specialists. Participants were selected through purposive and judgmental sampling, and data collection continued until theoretical saturation was achieved (12 participants). Data collection continued until theoretical saturation was achieved, which occurred after twelve semi-structured interviews. Data analysis was conducted through three main stages: open coding, axial coding, and selective coding. To ensure reliability, inter-coder agreement was assessed using Cohen’s Kappa coefficient, which yielded a value of 0.83, indicating a high level of coding consistency and analytical rigor. Discussion and Results The findings reveal that development diplomacy policymaking in Iran is a multidimensional and dynamic process shaped by the interaction of causal, contextual, and intervening conditions. Causal conditions include the need to enhance Iran’s international standing, manage international pressures and sanctions, and address domestic development priorities such as economic resilience and diversification. Contextual conditions encompass Iran’s geopolitical and regional environment, domestic institutional and legal frameworks, and cultural and civilizational capacities. These conditions provide both opportunities and constraints for the formulation and implementation of development diplomacy policies. Intervening conditions include the level of institutional coordination, human and technological capacities, and the participation of the private sector and civil society. These factors significantly influence the effectiveness and coherence of development diplomacy initiatives. Based on these conditions, strategic responses are formulated in four main domains: economic and financial diplomacy; scientific, cultural, and media diplomacy; security diplomacy and multilateral engagement; and the smartization and digitalization of diplomacy. The implementation of these strategies leads to multidimensional outcomes, including economic growth and investment, enhanced national and regional security, improved international image and soft power, and strengthened institutional governance and policymaking capacity. Conclusion This study proposes an indigenous, comprehensive, and multidimensional model for development diplomacy policymaking in the Islamic Republic of Iran. The model demonstrates that effective development diplomacy requires the systematic integration of causal, contextual, and intervening factors within a coherent policy framework. The main theoretical contribution of this research lies in conceptualizing development diplomacy as a multidimensional and network-based policymaking process rather than a set of isolated diplomatic activities. From a practical perspective, the proposed model provides a scientific foundation for strategic decision-making, institutional reform, and policy coordination in Iran’s foreign policy and development planning. The findings suggest that the institutionalization of development diplomacy within Iran’s policymaking architecture, investment in human and technological capacities, and the activation of cultural and civilizational resources are essential for enhancing the effectiveness of development-oriented diplomacy. Future research may employ quantitative or mixed-method approaches to empirically test the relationships among the model’s components and conduct comparative studies with other developing countries to further validate and refine the proposed framework. https://jmr.usb.ac.ir/article_9755.html SSuccession planning helps minimize skills gaps and improve business performance. The purpose of this study is to examine the succession planning of talented employees in Iranian private companies. This research is of a qualitative, developmental, interpretive, and inductive nature, conducted with a grounded data approach. The statistical population of the study consists of twelve academic experts and participants who work in semi-governmental companies and were selected through a theoretical method. A total of 480 open codes were identified and categorized into 197 abstract concepts. The abstract concepts were placed in 43 subcategories, and after reviewing and analyzing the subcategories, 17 main categories emerged from them. The subcategories answer the central questions of the grounded data theory. Thus, the causal factors affecting the succession planning phenomenon were placed in two main categories: succession requirements and communication and networking. The pivotal phenomenon of whistleblowing refers to succession planning and talent acquisition policies. The background conditions affecting succession planning strategies are divided into four categories: educational development, soft strategies, hard strategies, and sectoral legal strategies; the interfering factors affecting succession planning strategies refer to obstacles to succession planning, the evaluation process, and selection criteria. But what are the succession planning strategies in Iranian quality companies? They are supportive-psychological, radical, participatory-transformational, and knowledge-building strategies. In addition to the aforementioned, the consequences of implementing succession planning include; individual, organizational, supra-organizational, and knowledge-based consequences. https://jmr.usb.ac.ir/article_9757.html پژوهش حاضر شاخصه ها و مولفه های 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 می باشند. 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. یافته ها نشان داد مولفه های تعادل کار و زندگی شامل ۴ مولفه و ۱۴ مقوله می باشند. مولفه ها شامل مهارت ارتباطی دور کار، ویژگیهای شخصیتی دورکار، مهارت مدیریت زمان و کار، تعادل حرفه‌ای و شخصی دورکار می باشند. نتایج نشان داد با بکارگیری مولفه های تعادل کار و زندگی در شرایط دورکاری در سازمانهای عراقی می توان به بهبود روحیه کارکنان و رضایت آنها کمک نمود.