Background Professional ethics serves as a basis for ethical and practical research knowledge. The purpose of this research was to investigate the relationship between Professional ethics and Managers' effectiveness of Isfahan sport clubs. Method The research was descriptive and correlational. The statistical population in this study is all employees of selected clubs in Isfahan province (240 people), Using the Cochran program, 150 people were selected as samples. They were selected as stratified random sampling. Data collection tool was a questionnaire. Data were analyzed using multiple regression. Results The results showed a positive and significant relationship between Professional ethics and Managers' effectiveness. Also, among the variables studied in regression, the best predictor of the effectiveness of Managers in the first step is ethical duty-centered, and in the second step is the selfish ethical dimension of Professional ethics. Conclusion Sport club Managers show the best behavior and ethics, and act in the unbiased and unobtrusive manner of other colleagues.

In this research, the use of power sources on Managers' behavior in organizational rip currents was investigated. Organizational rip currents are factors, outside the control of the organization, that make drastic and irregular changes in the organization's organs. It is like a tsunami, causes instability, lack of efficiency and even death of an organization. The purpose of this research is to categorize and highlight those manager’ s behavioral traits that influence their relative success by using different sources of power to accompany employees encountering organizational rip currents. The statistical population of the study consisted of 230 Payame Noor University’ s staff who work at central organization and hold a management BA degree. In order to collect data, a standard power source measurement questionnaire and a researcher-made questionnaire containing 14 questions were used. The Managers’ power sources used in the study were expertise, legitimate, legal, coercive, and reward. The research findings indicate that there are a direct relationship between power sources of Managers and organizational rip currents. Furthermore, it show a significant relationship between their legal power and substantive, structural and behavioral factors. Also, the results of the multivariate step by step regression confirmed that the legal and expertise sources play the most important role in predicting the behavior of Managers when facing organizational rip currents.

Background and objective: Professional development is one of the most important issues in the field of human resource management, which results in the emergence of a level of Professional competence in employees. The purpose of this study is to provide a model for the Professional development of education Managers. Method: This research is of applied type and from the methodological point of view, qualitative research and data-based technique has been used to achieve the model. The study population consisted of experts and educational administrators and sampling was done in a purposeful manner. 15 people were interviewed in-depth semi-structured to achieve convergence of answers. Open, axial and selective coding systems were used to analyze the data. Findings: In this study, 16 main categories and 44 sub-categories (causal factors 8 categories, phenomenon-oriented 7 categories, contextual factors 9 categories, intervention factors 8 categories, strategies 6 categories and consequences 6 categories) have been identified in the model of Professional development of Managers. Conclusion: In selecting Managers, it is necessary to pay attention to two central categories of general and Professional competencies and competencies. Also the background conditions for Professional development in the three sections of culture, society, environmental conditions and prevailing atmosphere; Causal conditions in three general categories of tasks and missions of education, the nature and complexity of Managers' jobs and job diversity; Strategies in both individual and organizational areas include managerial maturity, managerial training, modeling and development criteria, selection and monitoring and evaluation, as well as outcomes in three areas of training, individual and social, all of which must be considered in the Professional development process of Managers.

Introduction: Empowerment has been mostly considered a human resource strategy in recent decades, endeavoring to promote the effectiveness, productivity, and satisfaction of Managers. Given the pivotal role of higher education authorities in adopting the rapid transformations in the global landscape, updating their knowledge and skills seems to be indispensable. This study endeavors to develop a Professional empowerment model, specifically customized to needs of higher education authorities. Methods: The present research is applied in terms of its purpose and qualitative grounded theory in terms of its implementation method. It was conducted using Strauss and Corbin's approach. A purposeful sampling method was adopted, and 10 educational directors from universities of medical sciences and Islamic Azad universities were selected as a sample from the population through the snowball technique based on the principle of theoretical saturation. To determine the validity and reliability of the data, the review of the participants and the review of non-participating experts were used. Results: The findings during the three stages of open, central and selective coding indicate 12 main categories and 50 sub-categories, which in this study in the framework of the paradigm model are as follows: causal factors (organizational and individual factors), the central phenomenon, background factors (insightful leadership, talent management and organizational performance management), intervening factors (organizational and individual limitations, and managerial factors), strategies (educational transformation and empowerment of Managers) and consequences (excellence and self-management). Conclusion: The formulation of a Professional empowerment framework for higher education Managers across various organizational levels holds immense potential to significantly contribute to the advancement and development of higher education Managers nationwide. By embracing this framework, higher education institutions and higher education Managers can effectively navigate the complexities of the modern educational landscape and achieve their educational and research goals with greater efficiency and resource optimization.

In Islamic sources, specifically in Holy Quran and Nahj-Al-Balaghe all the rules and Do's and Don'ts and social and personal life necessities are all mentioned and referred to them. The basics and regularities of Professional ethics, besides, is a new discussion in organizations and offices and occupations all are concerned 1400 years ago by the holy religion of Islam. By referring to these resources we can find specialized answers to these rules. The letter of Amir-Al-Momenin Ali (peace be upon him) to Malik-Al-Ashtar, the governor of Egypt is one of the facets of Professional ethics for Managers and governmental personal in Islamic resources in which the main characteristics and properties of a governmental manager and the ruler is mentioned. The present study is to analyse the components of Professional ethics of Managers from Imam Ali's point of view. The method used in this study is content analysing and is based on schanoon antropy technique of data. Data is normalized and data load and importance index of each one is 25% of the known components. From 241 khotbes of Nahj-Al-Balaghe (167-190) 2 khotbes. From 79 letters, 8 letters (5-26-31-46-51-53-69-76) and from 480 Hekmats, 6 Hekmats (9-15-50-161-193-372) are directly or indirectly related to Professional ethics. The patient component with frequency of 12. 8 have the maximum percentage and importance index in data load among others. After good behaviour, trustfullness and serving people and importance of self esteem and Takrim that all are the 2nd and 3rd factors, the remaining factors have less importance and data load. With respect to the importance and emphasis of Nahj-Al-Balaghe in Professional ethics in choosing the proper personell and Managers and workers we should respect Professional ethics rules and principles and obey them in organizations and these rules should be considered in organizations respectfully and by providing ethic announcements and considering and respecting them we can take big steps toward internalization of these ethical rules and instructions.

Due to the importance of Professional ethics topic in educational administration and Managers role as an ethical model for their subordinates, providing appropriate solutions for Professional ethics development among the administrational Managers, was the main purpose of this research. In this study, according to its nature, the Survey research method has been used. So a self-made questionnaire with 56 items used to for validating the 25 suggested solutions about Professional ethics development. These solutions were offered in 2 two levels. (Micro level & Macro level) Therefore among all of the high school Managers (760 individuals), 264 persons selected by random single step cluster sampling method from 56 area of Fars province as sample group. Analysis of the data showed that the high school Managers had been confirmed all the presented solutions and. According to the findings, members of the sample had been preferred the solutions from Macro level. Also other findings revealed that gender, age and educational level had no effect on the Managers point of view about the solutions, but the years of service was effective.

Meritocracy and establishment of worthy Managers is one of the most essential factors in the success and progress of the government system that can facilitate the development of the country. Formulating the competencies required for running public office positions and presenting a model for selecting the right person from the most talented is the most important condition for the realization of a meritocratic system. The present study is a descriptive-survey in terms of implementation and an applied one in terms of purpose. In this study, a combination of several qualitative and quantitative methodologies were used to ensure the accuracy of the Managers’ selection process. In the process of conducting the research, first, benchmarks of managerial competencies were applied using previous researches as well as the competencies used in developed countries and six main criteria and 28 sub-criteria were gathered. It followed by forming focus groups consisting 45 people as a panel of academics and some experts from the governing body and the Organization for Management and Planning. Using the fuzzy Delphi methodology, the basic competence criteria refined to 17 key sub-criteria, and in the next stage, the fuzzy hierarchical analysis technique used to identify and rank the most important and essential competencies for Managers. Finally, in order to test the presented model, in another case study conducted in one of the aforementioned organizations, eight senior executives and stakeholders intended to choose one of their Professional Managers among three applicant for managerial post. In the proposed research model, they selected the right person for the post. The results show that strategic thinking, team formation and Information Technology management are among the most important priorities in Professional competencies.

Background: Today, ethics is recognized as one of the most important variables in the success of organizations and the rule of Professional ethics is able to significantly help the organization to reduce tensions and achieve goals, and therefore having Professional ethics in organizations as a There is a competitive advantage. On the other hand, the role of ethics in actions and behaviors, in decisions and choices, and in attitudes and communications is important and decisive. If moral values ​​are not internalized in a society and its organizations, neither the law nor the efforts and measures of the government nor any other tools and mechanisms will function. The purpose of this study was to review international scientific productions in the field of Professional ethics of Managers. Method: This study follows the interpretive paradigm and was conducted by systematic review method. Using the search terms defined in the web of science database in the title of the articles and in the period from 1955 to 2022, the published researches in the field of Professional ethics of the Managers were examined and the articles that meet the entry and exit criteria were selected and the case information The need to achieve the objectives of the research was extracted and scientifically researched using VOSviewer software version 1. 6. 11, which is software in the field of scientometrics. Conclusion: The most research on Professional ethics of Managers is related to 2019, and the United States, United Kingdom and Australia have the highest number of researches, respectively, and Iranian writers have the least contact with other countries.