One of the terms mentioned in the Iranian Constitution is "Ijtihad". For most jurists, Ijtihad means extracting sharia law from the sources of sharia, which requires mastery of sciences such as Arabic literature, logic, theology, hadith and jurisprudence. But the question that this article seeks to answer concerns Imam Khomeini’s viewpoint on this matter and its role in choosing SUCCESSOR leader. My basic assumption is that the concept of ijtihad in Imam Khomeini's thought has developed during the years before and after the revolution, and his late thoughts in this case, while having a significant distance from the famous theory, has a great impact in choosing SUCCESSOR leader. Using descriptive-analytical method, we examined the meaning and function of Ijtihad regarding the constitution as well as its definition and requirements in the works of five prominent jurists. Then, we analyzed this concept regarding Imam Khomeini's thought. Finally, we looked at his practice in choosing SUCCESSOR leader and the effects of his late thoughts on that.

In Iran’s law, heirs are the SUCCESSOR of their owner. Concerning of heir whom a joint part of heritage is devised him may be doubt because he is not to have a capacity in the refinement of legacy. Howbeit some of the faculties believed that we must know creditors as a type of SUCCESSOR but it seems that such a view is not correct and should know creditor as a third party whom has protected by legislator and acquire special position.

The quality of auditing and financial reporting, which is taken as the reliance themes for many stakeholders and for making economic decisions, can be influenced by the type of auditor and auditing engagement, and by the period of auditing work. The purpose of this study is to examine the effects of search period for SUCCESSOR auditor on initial audit fee and on the type of SUCCESSOR auditor, regarding the effects of resignation or dismissal of previous auditor measured as moderator variable. In this study, the statistical sample consists of 63 companies, selected from the Tehran Stock Exchange for the years 2011-2015 (5 years). The results showed that the search period for SUCCESSOR auditor has a significant and positive effect on initial audit fees, taking size of company as controlling variable. Also, the results verified a significant and negative relationship between search period and type of SUCCESSOR auditor. Although, the resignation or dismissal variable as moderator variable reduces the power of this negative relationship, lacks significant effects in that relationship. Furthermore, the results showed that type of SUCCESSOR auditor has a significant and negative relationship with initial audit fees, regarding size of company as controlling variable.

Succession planning as a subsystem of HRM affects individual and organizational learning, personnel satisfaction, turnover and financial performance. In this paper, we pursue developing a measure to identify the degree of maturity and extensiveness of succession planning in large organizations. Regarding the literature, the scale was developed in three dimensions with 22 items. The dimensions include change & process management of succession planning, SELECTION of SUCCESSOR and development of SUCCESSOR. By data gathering from 23 governmental large organizations, the reliability and validity of the scale were tested and accepted. The scale measures the level of maturity of organization in 5 levels. It can be used as a tool for comprehending as-is situation and gap analysis, and also as a tool for planning OD programs by researchers and practitioners.

According to the Sufis' chains of authorities, the tradition of Shah Nimatullah Vali (d.1430 C.E.) goes back to Ahmad Ghazali (d.1126 C.E.), the head of the Marufi order and the brother of the famous Imam Muhammad Ghazali. This chain was developed outside Iran by the unknown SUCCESSOR of Ahmad Ghazali, mentioned as Abulfazl al-Baghdadi, and through some intermediaries reached Abu Madyan (d. 1198 C.E.), in Tlemcen (a town in Northwestern Algeria). The name of Abu Madyan is frequently mentioned in Ibn al-Arabi's works as his master. This chain finally came up to Shah Nimatullah Vali, thus returned to Iran. This article tries to survey the real identity of Shaikh Abulfazl al-Baghdadi.

Extremely efficient SUCCESSOR and predecessor circuits are suggested in this article using 4 CNTFETs. They have much less interconnections and complexity compared to the best previous circuits. The proposed circuits are designed by combining digital and analog techniques for the first time. They can be expanded for all MVLs like ternary, quaternary, pentaternary, and so on. The proposed designs for quaternary logic reduce the transistor count from 25 to 4 in comparison with the best previous works. Interestingly, in MVLs with more level logics, this difference will increase dramatically. This advantage leads to low complexity and costs. The accurate operation and great performance of introduced circuits are illustrated and their superiority is proved. Additionally, a quaternary half adder is founded on the presented SUCCESSOR and predecessor. The simulation results, which are acquired by comprehensive simulations utilizing Synopsys HSPICE and the 32 nm plenary CNTFET model of Stanford, show that proposed SUCCESSOR and predecessor circuits with only four transistors work accurately. According to these outcomes, in the proposed half-adder, not only the transistor count reduces 32%, but also it has 40% better PDP and 42.05% better EDP in comparison with the best previous work. Also it is more stable against process variation and robust in a wide range of temperature variation.

Purpose: Managers are one of the important elements of an organization, for this reason, in order to draw the future of the organization, it is necessary for the planners to specify the conditions of their SELECTION and appointment. Therefore, the current research has been done with the aim of identifying and analyzing the components of selecting future principals.Method: In this research, comparative and benchmarking method is used as a prospective approach. This approach is based on the belief that today's advanced organizations/countries can be considered as a model for the future of another organization/countries in their respective subjects. For this, first, the fields of comparison and benchmarking were determined using Brody's four-step comparison method; then the countries of Canada, Finland, Australia, South Africa, and Japan were selected according to the qualitative balance value in the international advanced TEAMS test, human development index, life quality index(health, instruction, and welfare), education quality index, and other scientific-scholarly indexes; finally, by extracting the criteria for the SELECTION and appointment of principals through content analysis and comparison with Iran, the proposed framework for Iran has been presented.Findings: A total of 61 components for the SELECTION of secondary school principals were identified from among the studies conducted in the selected countries in this article. By extracting the commonalities and differences of each of the components among the countries, it was found that the highest index of manager SELECTION and appointment belongs to Japan and the lowest one is related to Finland.Conclusion: There are similarities between the components of SELECTION of principals of secondary schools in Iran and selected countries. In Iran, special attention should be paid to important components such as adherence to religious principles, appropriate personality traits, creativity and innovation, motivation to develop capabilities, professional growth, power of supervision and accountability, social image, leader skills, and purposefulness and foresight.

Background: An organization can achieve its goals when its employees and managers go through the steps of organizational development based on competence and ethics. The purpose of this study is to provide a model of competency and ethics with a SUCCESSOR approach in the banking industry. Method: The present study was a qualitative-exploratory study of the foundation data type. The statistical population of the research Experts, professors and experts of the banking system were aware of public management and the concepts of professional ethics. 15 of them were selected as a sample by snowball method. The data collection tool was in-depth interviews. Finally, the data were analyzed by triple coding method with MAXQDA software. Results: The results show that in the study of competency dimensions with the SUCCESSOR approach in the banking industry, 619 codes were obtained, which in the next stage, 8 components were counted after the selected codes, and finally these components were classified in 6 dimensions. Finally, 6 main dimensions (moral, psychological, professional, executive, technical and leadership competencies) were placed in the form of six dimensions of the competency model with a succession approach in the banking industry. Conclusion: Competency models with emphasis on competency-based human resource management are used in a new way to integrate actions in the field of human resources. In the present study, it was found that the most basic components of competence are ethics, psychological competence, professional, executive and technical competencies and leadership abilities

Multi-label classification aims at assigning more than one label to each instance. Many real-world multi-label classification tasks are high dimensional, leading to reduced performance of traditional classifiers. Feature SELECTION is a common approach to tackle this issue by choosing prominent features. Multi-label feature SELECTION is an NP-hard approach, and so far, some swarm intelligence-based strategies and have been proposed to find a near optimal solution within a reasonable time. In this paper, a hybrid intelligence algorithm based on the binary algorithm of particle swarm optimization and a novel local search strategy has been proposed to select a set of prominent features. To this aim, features are divided into two categories based on the extension rate and the relationship between the output and the local search strategy to increase the convergence speed. The first group features have more similarity to class and less similarity to other features, and the second is redundant and less relevant features. Accordingly, a local operator is added to the particle swarm optimization algorithm to reduce redundant features and keep relevant ones among each solution. The aim of this operator leads to enhance the convergence speed of the proposed algorithm compared to other algorithms presented in this field. Evaluation of the proposed solution and the proposed statistical test shows that the proposed approach improves different classification criteria of multi-label classification and outperforms other methods in most cases. Also in cases where achieving higher accuracy is more important than time, it is more appropriate to use this method.