ABSTRACT Today, CLIMATE change and its obvious negative effects on ecosystems have caused concern. This research seeks to test whether vegetation changes are sensitive to CLIMATE shocks and also how the ecosystem recovery process is through this index. In this regard, by using the GEE platform, Java coding, GIS and statistical analysis, vegetation and Palmer indices were calculated and based on time series CLIMATE data, vegetation and CLIMATE changes were presented. The results of Palmer's drought index show that during the statistical period (1985-2020) the study area is facing drought or is moving towards drought. Also, the results indicate the longest period of drought in the region from 2013 to 2020. Totaly from 420 evaluated months, the NDVI index is below the change threshold in 70 months. Among these, 31 months of the study period is below the acceptable threshold in green and non-reservoir seasons, which is ecologically worrying. The distribution of the vegetation index based on hexagons in 1985 and 2005 had a normal and almost normal distribution; But in 2020, the graph deviated from the normal state and skewed towards the vegetation cover index under stress or even thin covers. According to the analysis of the indicators, it is predicted that the Gorgan region is on the border of such ecological developments and the historical ecosystem of the region is moving towards new ecosystems or being in a new equilibrium state with climatic conditions and human disturbances Extended Abstract Introduction Today, CLIMATE change and its obvious negative effects on terrestrial ecosystems have caused great concern to humans. These changes are effective on vegetation performance, plant distribution patterns, and have economic and environmental consequences. Therefore, it is important to know the behavioral pattern of vegetation changes against CLIMATE changes. Reviewing the studies of scientists in the world shows many researchers have used the NDVI index to study temporal and spatial changes in vegetation and its relationship with the climatic index of precipitation in different parts of the world. Studies have shown that NDVI follows precipitation with different time scales. Surveys showed that there are very few studies on determining the threshold of changes in the vegetation cover index in the face of CLIMATE shocks. Determining these thresholds can provide a suitable solution for evaluating the state of the ecosystem, the consequences of CLIMATE shocks and the reversibility or disturbance in the ecosystem. This study was conducted with the aim of improving our understanding of the dynamics of vegetation in the forest city of Gorgan during 1985-2020 against climatic stresses.   Methodology The current research is a comparative and monitoring research and seeks to test whether changes in vegetation cover are sensitive to CLIMATE shocks and also how the ecosystem recovery process is through this index. To achieve the gole, first, NDVI index was selected among the optimal vegetation indices and its calculation process was done as a time series in the GEE system. In parallel with those CLIMATE shocks, the main elements including temperature, precipitation and storm were calculated during the historical process of 35 years and the average and standard deviation statistical indicators were calculated for them and the trend of changes in the thresholds was determined. The results of CLIMATE plots and CLIMATE changes show that in the years before 1985, 2005 and 2020, drastic changes have occurred in climatic elements and climatic factors. Therefore, these years can be considered as the periods when the CLIMATE shock happened.. Next, the region was divided into 436 hexagons and the NDVI index for each of the hexagons was calculated and modeled for the years 1985, 2005 and 2020 as selected years affected by CLIMATE shocks. In conclusion, to analyze the trend of changes in the time series of the vegetation index and compare the behavior of its changes with climatic indices, the Palmer index was calculated.   Results and discussion The results of CLIMATE change monitoring based on the Palmer index showed that during the statistical period the study area is facing drought in most years. The most severe climatic fluctuations and drought in the region were recorded in 2018 and in the months of October to December. The longest period of drought has also prevailed in the region from 2013 to 2020. During this period, rainfall, temperature and storm fluctuations have the most changes. The results of drought monitoring show that in 270 months, the region is facing climatic drought stress, 57 months of the study period, the region is facing severe and very severe drought stress. The results of the time series of the NDVI vegetation index showed that, out of the 420 evaluated months, 70 months of the year the NDVI index is below the change threshold, 31 of which are in the green and non-accumulating seasons, the seasons when the vegetation is expected to be at its maximum. Placing below the acceptable range means crossing the ecological thresholds and challenges the recovery and restoration of the ecosystem, also the ecological performance will be affected at this point. Based on the assessment of the Palmer index, from 2014 to 2019, the situation of the Palmer index is in the extreme drought range. Also, since 2015, i.e. with a one-year time delay, NDVI index has experienced the lower limit of the equilibrium threshold of vegetation cover. These conditions are also valid for the years 2008, 2009, 2002 and 1997. In general, it can be said that the vegetation cover index is dependent on climatic changes and fluctuations and shows high sensitivity to changes. The important point in this section is that in the years when the NDVI index changes are at the lower limit of the threshold, we witness the most CLIMATE shocks and temperature changes, the occurrence of severe storms and precipitation fluctuations. The distribution of the vegetation index based on hexagons in 1985 and 2005 have a normal distribution; but in 2020, the graph has deviated from the normal state and skewed towards the vegetation cover index under stress or even thin covers. The visual interpretation done on the vegetation cover index in 1985 confirms the condition of the vegetation cover in the southern and western limits of the region in a state with suitable dense and pasture vegetation and forest cover on the edges. However, in 2005 and 2020, this cover has been changed and mainly turned into agricultural land and poor rangeland. In such a way that in 2020, the situation of the region has revealed the critical state of vegetation. The vegetation cover index in the central areas of the city has also reached from a relatively favorable situation in 1985 to a critical situation with almost no dense and stress-free vegetation cover in 2020. The results of the present studies are consistent with the studies of Visentr Serrano et al. in 2013 and confirm the relationship between NDVI vegetation and CLIMATE change. In addition, the results of the studies are consistent with the studies of Alwesabi 2012, Xiai & Moody, 2005 and Yan et al. 2001. In such a way that the present study and the aforementioned studies all confirm the influence of the vegetation index on CLIMATE fluctuations and precipitation with a one-year time difference.       Conclusion In general, the threshold is defined as a border with different conditions. After crossing the thresholds, the stability and positioning of the NDVI in the equilibrium range is often difficult, and the ecosystem is constantly spending energy to restore itself or to position itself in a new stability state. The result of the mentioned disorders is the reduction of resilience and resistance in the region, which leads the ecosystem to alternative states or crossing the threshold or being in a new equilibrium state. The results showed that the areas where green vegetation is concentrated and denser are less affected by climatic stresses and show more resilience. However, the areas that have become spots and islands due to destruction in the urban areas are more affected by climatic stress and destruction and show less tolerance against the destruction factors. The results help managers to focus their management plans for the preservation and maintenance of urban green spaces as well as forest and pasture ecotones on the edge of the city by knowing the thresholds.   Funding There is no funding support.   Authors’ Contribution Authors contributed equally to the conceptualization and writing of the article. All of the authors approved thecontent of the manuscript and agreed on all aspects of the work declaration of competing interest none.   Conflict of Interest Authors declared no conflict of interest.   Acknowledgments  We are grateful to all the scientific consultants of this paper.

Introduction: Ethical leadership is leadership focused on appropriate behavior through respect for ethics and values, as well as the rights and dignity of others. Ethical leadership can add value to businesses by motivating employees and fulfilling company values. Therefore, the present research was conducted with the aim of analyzing the relationship between ethical leadership and cooperative social responsibility and the moral CLIMATE of the organization. Material & Methods: The current research is applied in terms of purpose and descriptive and correlational in terms of data collection method. The statistical population of this research included all employees of Management and Science University (MSU) in Malaysia. Among them, 200 people were selected as the research sample using a simple random sampling method. A standard questionnaire was used to collect data. The data was analyzed by structural equation modeling method. Results: The results of statistical analysis showed that ethical leadership has a direct and positive effect on cooperative social responsibility and ethical CLIMATE. Also, moral CLIMATE has a direct and positive effect on cooperative social responsibility. At the same time, ethical leadership has an indirect and positive effect on cooperative social responsibility through the mediation of ethical CLIMATE. Conclusion: Ethical leadership can affect their social responsibility by inspiring employees to motivate and align with the company's values. The results of this research showed that ethical leadership leads to greater employee satisfaction and collaborative responsibility and leads to the formation of an ethical atmosphere in the organization

Organizational SILENCE is common phenomenon in organizations and it is an available and tangible reality for managers and employees. The Purpose of this paper is studying structural effect of ethical leadership on employee SILENCE behavior with intermediary role of SILENCE CLIMATE. The study was correlational. The population of the city of Mashhad education departments of all employees in the 1392-1393 years. The sample size of 200 employees was randomly selected. The participants completed Inventory about ethical leadership and organizational SILENCE. The data were analyzed using structural equation modeling with LISREL software. The results showed that ethical leadership can be defined as indicators of respect, service, justice, honesty and building community operationally. The strongest indication of this structure is 'respect' and 'building community'. Additionally, the invisible structure of SILENCE CLIMATE can be defined operationally with Top management attitudes, supervisor's attitude an opportunity of communications. The supervisor's attitude is the strongest indicator of this structure. The developed structural model of results shows that ethical leadership has negative structural effects (GA=-0.69). Indirect effect of ethical leadership is negative (-0.171). Also organization SILENCE CLIMATE has direct structural effect on employees' SILENCE behavior (BE=0.25). In order to stop the organizational SILENCE behavior and benefit from experiences of employees we should remove the CLIMATE of organizational SILENCE. Ethical leadership is a significant factor in this regard. Using this type of leadership associated with removing silent CLIMATE in turn can be expected to organizational SILENCE behavior.

Undoubtedly survival password of capitalism in the very competitive world is organizational knowledge. Resources of knowledge production are organizational dialogue forums that capture multiple dialogues and at the same time different dialogues. If organizational mouths be pressed to SILENCE, employee’s opinions that are the engine generating organizational knowledge will be fossils. When the staff SILENCE as a strategic investment of an organization, management must feel their major managerial risk. Data for this descriptive study was collected from 280 employees of a public organization by a standard questionnaire containing 28 questions to evaluate eleven original hypotheses. In this study, we first described the concept of organizational SILENCE and SILENCE behavior then the empirical relationships between SILENCE CLIMATE and SILENCE behavior in interaction with job attitudes in the public sector were discussed thoroughly. SPSS software was utilized to analyze research data using correlation tests and path analysis technique. The results showed that there is a significant relationship between SILENCE CLIMATE dimensions (top management attitudes to SILENCE, supervisor attitudes to SILENCE and communication opportunities) and job attitudes with behavior SILENCE employees. The findings showed a relatively strong positive correlation between top management attitude and supervisors’ attitude with silent behavior of employees. Furthermore, a relatively strong negative correlation was observed between communication opportunities and employees job attitudes with SILENCE behavior employees.

Background and Objective: Organizational SILENCE, f aculty members' passive presence and their reluctance to interfere in public affairs is a common phenomenon in universities and higher education institutions that seemsto be influenced by several factors including ethical CLIMATE. Thus the goal of this research was to study the relationship between ethical CLIMATE withorganizational SILENCE among faculty members.Materials and Methods: Research method was descriptive-correlational and the data was collected through a survey. A sample of 183 faculty members were randomly selected out of the population of all faculty members of University of Sistana and Baluchestan. Research instruments included standard questionnaires ethical CLIMATE andorganizational SILENCE. To analyze the obtained data, Pearson correlation coefficient and simultaneous regression analysis were used via SPSS21.Results: The mean scores were: caring CLIMATE (3.99 ± 0.71), rules CLIMATE (3.65 ± 0.91) law and code CLIMATE (3.98 ± 0.62), instrumental CLIMATE (3.14 ± 1.08), independence CLIMATE (4.31 ± 0.48), organizational SILENCE (3.19 ± 0.33) was. The correlation coefficients between ethical CLIMATE and its components: caring, rules, law and code, instrumental and independence with organizational SILENCE were respectively -0.565, -0.334, -0.424, -0.516, 0.39 and -0.505. The results of multiple regression analysis revealed that ethical CLIMATE can predict %40.1 of the variance organizational SILENCE. Among the ethical CLIMATEs: independence CLIMATE withβ(-0.268), instrumental CLIMATE with β (0.266), law and code CLIMATE with β (-0.243) and caring CLIMATE withβ(-0.14) predicted organizational SILENCE.Conclusion: Organizational SILENCE of faculty members can be influenced by ethical CLIMATEso that caring, rules, law and code, independence CLIMATEs reducefaculty members' organizational SILENCE and authority, but instrumental CLIMATE increases it.

The present research studied the (causal, contextual, and intervening) conditions, strategies, and consequences of violence in the lives of child wives in Chabahar city, conducted with a qualitative methodology based on grounded theory. For this purpose, in-depth semi-structured interviews were conducted with 28 child-married girls in Chabahar city who were selected through theoretical sampling and snowball method. The analysis of the data in the framework of the three-level open, axial and selective coding system showed that gendered inequality and discrimination, women's inferiority, men's value, the culture of SILENCE and the culture of violence play a role in the experience of child-wives in terms of violence (causal conditions), which leads to a type of increased, double violence for them (core category); violence that operates within the framework of the family institution, the main mechanism of which are previous traditions and rules, and the perpetrators of which are men and women who were themselves the victims of the same traditions and rules that they have, now, internalized and used again against their daughters. This increased violence happens in a context where patriarchy is widespread (contextual conditions) and due to the generalized self-deprecation among child wives (intervening conditions), they may attempt to escape, get separated, threaten, and commit suicide (strategies), and these actions have consequences such as symbolic, physical, and sexual violence and even social isolation (consequences).

Background: Employee's passive presence and their reluctance to interfere with the affairs is the interest and common phenomena in organizations. Attitudes and perceptions of human resources of an organization and their perceptions have influence on their performance and contribution or SILENCE in corporate affairs. Thus, the study according to the concepts involved in making the attitude toward of organization trying to find patterns between triple moral queries in the organization, organizational identity, and organizational SILENCE.Method: The study is descriptive-correlation. The study sample comprised all employees of Urmia University. The study sample comprised all employees of the University. The study sample comprised all employees of the University. The Used data collected of209 employees who have been selected randomly using a questionnaire and the proposed conceptual model has been tested using path analysis.Results: The results showed that egoistic CLIMATE has negative relations with Sense of solidarity and Support the organization components and benevolent CLIMATE has direct and significant relation with all three components of organizational identity. Principled CLIMATE had no significant relation with none of the components of organizational identity. The results also suggest that the only egoistic CLIMATE have significant correlation with organizational SILENCE. About the relationship between organizational identity and SILENCE all three components of solidarity, support and understanding of the common characteristics had significant relation with organizational SILENCE. However, the relation of two components; a feeling of solidarity and support was reversed but relation of understanding of the common characteristics with organizational SILENCE was direct.Conclusion: According to the findings, we can conclude that The Benevolent CLIMATE have the least relationships with organizational SILENCE and Egoistic CLIMATE SILENCE is the greatest predictor of types of SILENCE.

When tongues do not move i.e. there is no discussion in the organization, no knowledge will be produced for it. Tongue is an interaction mechanism among the members in organizations. Man gives meaning to the organization and is considered as a strategic capital of an organization, as the custodians of organizational observatory where the problems of the organizations and managers are identified and solved are the employees themselves. When SILENCE concurs an organization, idleness and languor are what will remain in the physical and social web of the organization and organizational competitive advantages will lose their meaning. Little research has been carried out to clarify the phenomenon of organizational SILENCE. However, the role of organizational culture has not been scrutinized properly to the date. In addition, since the results of research show that the CLIMATE of SILENCE plays a significant role in the creation of SILENCE behavior, this study has the effect of this factor on organizational culture and organizational SILENCE as its center of focus. The organizations of interest (Universities of Tehran Medical Sciences) were chosen from the public sector. The results of statistical assessments indicate the impact of organizational culture onorganizational SILENCE (CLIMATE of SILENCE and SILENCE behavior).

The aim of this study was to determine mediating role of organizational ethical CLIMATE in the relationship between Organizational justice, Organizational SILENCE and Indifference. The research also aims to evaluate the mediating role of organizational ethical CLIMATE among male teachers in Azarshahr city during the year 2016. The research method was descriptive and of the correlational type. The total experimental population was comprised of 480 people, , Sample include of 220 teachers were chosen Stratified. In order to gather information, four questionnaires were used, namely the Organizational Justice Questionnaire by Niehoff and Moorman (1993), the Organizational Indifference Questionnaire by Salariyeh et al (2004), the Organizational SILENCE Questionnaire by Dimitris (2005, and the Organizational Ethical CLIMATE Questionnaire by Victor and Cullen (1988). To assess the validity of the used tools, the confirmatory factor analysis was used. The collected data were analyzed by the software Spss and Lisrel. The results showed that. SEM analysis results showed that the path analysis to organizational justice organizational SILENCE before and after the removal of the track, respectively, 0. 26 and 32/0 is the significant, organizational indifference path analysis to Justice organizational respectively,-0. 18,-0. 44 path analysis is the organizational ethical CLIMATE to predict organizational SILENCE, respectively, 0. 66 and 0. 66 is significant. Results also showed that organizational ethical CLIMATE to predict organizational indifference was nonsignificant.