هدف این مطالعه مدل یابی عوامل اثرگذار بر مدرسه فضیلت مدار با استفاده از رویکردداده بنیاد بود. در این مطالعه، از روش تحقیق کیفی استفاده شد و و داده ها با استفاده مصاحبه با معلمان نمونه، مدیران نمونه ، سرگروههای آموزشی و اساتید دانشگاه فرهنگیان استان اردبیل جمع آوری شد. در مرحله کیفی با 17 نفر از معلمان نمونه، مدیران نمونه، سرگروه های آموزشی و اساتید دانشگاه فرهنگیان اردبیل در موضوع پژوهش مصاحبه شد؛ طی سه مرحله تحلیل داده های کیفی، کدگذاری باز، محوری و انتخابی، 15 مقوله کلی به صورت مدل مفهومی در قالب شش طبقه فراگیر شرایط علی، مقوله محوری، راهبردها، عوامل زمینه ای، عوامل مداخله گر و پیامدها به دست آمد که در قالب یک الگو، عوامل اثرگذار بر مدرسه فضیلت مدار با استفاده از رویکرد داده بنیاده رامنعکس می نماید. پس از اجرای مصاحبه و کدگذاری باز و محوری در مرحله کیفی؛ 3 عامل کلی (فردی، درون مدرسه ای و برون مدرسه ای) و 7 مولفه (عوامل فردی، مدیریتی، فرهنگی، اجتماعی، اقتصادی، سیاسی، قانونی) موثر در ایجاد مدرسه فضیلت مدار شناسایی شد. نتایج پژوهش نشان دهنده 15 مقوله کلی شامل شرایط علی (عوامل فردی، مدیریتی)، شرایط زمینه‏ای (عوامل اجتماعی، اقتصادی، سیاسی و فرهنگی)، شرایط مداخله گر ( عوامل قانونی)، مقوله محوری (مدرسه فضیلت مدار)، راهبردهای استقرار مدرسه فضیلت مدار (آموزش و توانمندسازی، حمایت های مادی و معنوی، تقویت روابط و مشارکت جمعی) و پیامدها (فردی، سازمانی، اجتماعی و شغلی سازمانی) بود که الگوی عوامل مؤثر بر مدرسه فضیلت مدار در بین معلمان مقطع ابتدایی شهرستان اردبیل و روابط بین ابعاد مختلف آن را منعکس می کرد.

Background and purpose: Research is to analyze the relationship between the dimensions of organizational forgetting and organizational silence on the job performance of employees of Basij Mustafain organization, which includes one main hypothesis and two secondary hypotheses. Method: The type of research is applied and descriptive and correlational. 350 people were selected as the statistical population. Referring to Morgan's sample size estimation table, a stratified random sampling method was used and 250 people were selected. The tools used in the research include; Organizational Forgetfulness Questionnaire "Holan and Phillips" (2004), Organizational Silence Questionnaire "Morrison and Milliken" (2010), Employee Job Performance Questionnaire "Hersey and Blanchard" (1998). In order to analyze the data, descriptive and inferential statistics methods were used, and the Kolmogorov-Smirnov test was used to determine the normality of the data, and the multiple error regression test and spss software were used to test the hypotheses. Findings: The results of the research show that, in general, organizational silence and organizational forgetfulness have a significant relationship with the job performance of employees at a rate of 0.681% and organizational silence at a rate of 0.361% have a significant relationship with the job performance of employees and also There is a significant relationship between the dimensions of organizational forgetfulness at the rate of 0.673% and the performance of the organization's employees.Results:The behaviors that employees show in the organization are very important for their performance and activity. These behaviors have positive or negative effects in the organization. Basij organization is not able to develop its effectiveness and efficiency without the willingness of employees to cooperate. On the other hand, when languages do not move, knowledge is not produced for the organization.

The Current study aims at investigating the effects of organizational pride and analyzing some of the consequences thereof among the employees of Khuzestan Regional Electric Company. In this study, cooperative behavior, commitment to customer service, psychological attachment, hubristic pride, deviant behavior and organizational narcissism, as the variables influenced by organizational pride, were studied. The statistical population of the research were the employees of Khuzestan Regional Electric Company encompassing 715 people among which 280 employees were selected by stratified sampling method according to the number of employees. To test the research hypotheses, content and construct validity of the questionnaire were examined to verify the validity of the questionnaire and Cronbach’s alpha was used to determine the questionnaire reliability. The results of testing the hypotheses demonstrated that organizational pride has a significant effect on the following variables: cooperative behavior, 0.81, psychological attachment, 0.94, commitment to customer service, 0.51, organizational narcissism, 0.38 and deviant behavior, 0.29.

Organizational commitment refers to having a sense of social and emotional belonging to the organization and institution. Organizational commitment is considered as one of the essential values for the employees of the organization for the survival and excellence of the organization And it causes employees' loyalty to the goals of the organization and causes employees to perform their duties well in the organization and feel close and solidarity with the organization. The purpose of this study is to explain organizational commitment at the NAJA level with a meta-analysis approach that has studied the period 1386-1386. The method of this research is quantitative (meta-analysis) and its tool is a reverse questionnaire. The sampling method is purposeful and non-probabilistic. The statistical population includes 28 studies in which 22 samples of research documents were selected for this study by observing the principles of validity and reliability. The results show that organizational commitment is affected by factors such as value (0. 546), job (0. 511), ethical (0. 485), managerial (0. 399), social capital (0. 502) and demographic (0. 344). In total, the above variables could explain 0. 645 of organizational commitment. Also, according to the results, the dimensions of the value variable had the greatest impact on organizational commitment.

Organizational structure determines the scope of decisions, tasks, responsibilities, goals, perspectives and rewards for achieving results. In recent decades, due to environmental changes and dramatic technological advances, organizational structure has changed from mechanical to organic. The purpose of the restructuring is to facilitate the achievement of the organization's goals. Organizational type has an impact on performance measurement criteria and organizational performance is influenced by these factors. The purpose of this study is to examine organizational performance with the focus on financial and structural variables. This issue was first examined by combined research methodology. For this purpose, the required information for organizational performance and financial performance measurement was collected from the financial statements of the companies accepted in Tehran Stock Exchange. Required data for organizational structure and non-financial variables were evaluated through scrutiny. In this regard, 170 sample companies were selected and electronic questionnaire was sent to financial managers and 127 complete samples were received. The results showed that companies with organic structure emphasized on performance measurement and performance measurement in organic structures was causally causal And quite advanced. The findings also suggest that the impact of performance measurement criteria on organizational performance in mechanical structures is more organic, but in organic structures with improved performance or causal performance assessment, organizational performance is better...

Background and purpose: Human power is considered as the most important resource of any organization in achieving its goals. In the meantime, one of the concepts that have seriously damaged the quality of human resources performance in recent years is organizational indifference, so this concept was investigated in this article. The most important purpose of the current research is to review the qualitative studies conducted in the field of organizational indifference. Method: The current research is applied in terms of purpose and qualitative in terms of meta synthesis type. This article deals with the concept of organizational indifference and its related factors. In this study, with the help of Sandlovski and Baros's method, 26 articles were selected that investigated the concept of organizational indifference, and after reviewing each of the articles, the main themes were extracted and the final interpretation was made. Findings: The final findings after data analysis identified 8 categories of factors related to organizational indifference, which were: Management factors, organizational factors, factors related to human resources, economic factors, educational factors, extra-organizational factors, demographic factors, and individual factors (outside the organization). Conclusion: In general, it can be said that organizational indifference originates from multiple factors, and to effectively deal with it, attention must be paid to all of these factors, and scattered attention to some factors that only focus on human resources cannot be a suitable way to manage it. Therefore, it is recommended that administrators and stakeholders simultaneously pay attention to all the factors related to organizational indifference.