The purpose of this research is to design a green human resource management model based on the AMO approach in Kerman Coal Mining Company. In terms of purpose, this research is practical and in terms of the method of collecting information, it is part of mixed (qualitative-quantitative) research. The qualitative part was conducted by reviewing the literature and field data and conducting 14 semi-structured interviews using the theme analysis strategy. the experimental evaluation of the impact of the identified activities on the company's environmental performance was investigated based on designed questionnaires. After measuring the validity and reliability of the questionnaires, they were distributed. The statistical population was 600 people and the sample size was determined to be 234 people based on the Georgesi and Morgan table. Data analysis was done structural equation modeling method using AMOS23 software. The findings of the qualitative section include 17 main themes and 59 sub-themes. According to the AMO model, green human resource management activities were placed in three categories: green ability with 6 main themes, green motivation with 4 main themes and green opportunities with 7 main themes. The findings of the quantitative section also showed that the effect of green ability of employees on the environmental performance of the company is not significant, but the effect of green motivation and provision of green opportunities on environmental performance is significant. Therefore, the presented model provides useful insights into the functions of human resource management to support the environmental performance of coal mining companies.

In the past two decades the emphasis on environmental sustainability, social and economic activities and research in the fields of management, has intensified. In line with this trend, human resources management has developed its approach from strategic to sustainable. Green human resource management as a branch of sustainable HRM is a new approach that its goal is environmental sustainability. Because of growing environmental challenges and also, the ambiguity of this approach for Iranian researchers, in this paper we clarify it by providing a framework. We conduct 14 interviews and analysis them by thematic analysis method.

Nowadays cities benefit from two geographical (natural, social, and economical environments) and artificial (man-made environment, and architecture) symbols. Mankind has always been trying to change these two symbols for the sake of his daily activities or earning his life and establishing a dwelling both as an interest and as a shelter. During this process green areas, jungles, and gardens have been changed into skyscrapers and buildings. Bricks, cement, and metallic plates have replaced for attractive views of nature. Today’s citizens have a sad feeling while they see that they have fallen far from the beauties and quietness of nature.To solve this problem, industrialists have developed the green roof technology. Urban planners and architects use it as a ‘back to nature’ process. Green roof is a method to convert the rough, dry, and cold parts of the city into green spots. Besides green roofs can create micro-climatic zones which reduce pollution and improve the living conditions of the citizens.This process is highly advantageous for cities like Tehran which is located in a 730 sq. km. of land delimited by mountains and deserts.67.9 percent of the city is occupied by buildings and about thirteen million people live in this city. Green roofs are good means for reducing these problems of Tehran.

Business models that have received special attention in recent years reflect the logic of value creation by businesses. On the other hand, with the growth of industries, nature undergoes serious changes and damages, forests and pastures are destroyed. The water is polluted. Industrial waste surrounds nature and causes serious damage to human health. Finally, the wheels of industry, which were moved for the comfort and convenience of human beings, this time acted against his health, in which the dairy industry is no exception to this rule. The dairy industry is basically a health-oriented industry for society, but on the other hand, a little neglect of the pollution caused by it can severely affect human health and the environment. This research seeks to find a suitable business model for the dairy industry that while maintaining the nature of the business model, is also environmentally friendly. This research has been done with a qualitative approach and by applying the data research method of the grounded theory. In-depth interviews were conducted with20 experts to collect research data. theoretical Sampling was done. Then the coding was done on the interview and the concepts and categories were formed from them and finally a paradigm model was obtained. This model includes the main category green helper resources, causal conditions or green financial issues, intervening factors (green distribution channels), background conditions including green customers, outcome (green value proposition) and strategies (green helper strategies and actions).

Globalization, increasing pollution and creating environmental concerns, in today's knowledge-based, competitive, accountable and participatory environment, forced university management to make changes in applying management models, accepting green strategies and applying green management as a new paradigm in all its organizational activities. For this purpose, the present study was conducted to provide a university management model based on green thinking. This research is "fundamental-applied" in terms of purpose, as well as "qualitative" in terms of data type and in terms of implementation is based on the data-driven theory ". The researcher conducts Semistructured interviews until reaching data saturation with 15 participants based on purposeful and snowball samplings from the managers and experts of the Environmental Protection Organization, the Renewable Energy Organization, Ministry of Oil, as well as managers of the country's green universities. Analysis of obtained data was performed in three stages of open, axial, and selective coding. The qualitative research model was designed base on this analysis. The results of research extract 576 primary codes from interviews as well as 43 concepts and 16 categories which are conceptualized and categorized in the form of Strauss and Corbin paradigm model including nuclear phenomenon, causal factors, contextual conditions, interfering factors, strategies, and consequences

Mathematics is an integral component of school programs. It has been of so remarkable importance that mathematics education arguably is equated with formal mathematics curriculum. On the other hand, Math teachers assume that the nature of the subject is twofold: 1) abstract and 2) concrete. Unfortunately, the latter is ignored in favour of the former in the formal curriculum. Therefore, students are mainly exposed to one side of Math which has nothing to do with their actual experiences. Consequently, students become averse to mathematics and this, in turn, has made a serious o\stac1e to learn the subject. Math education specialists as well as curriculum developers, even in Iran, have realized this duality and tried to integrate the two sides of the subject. This paper focuses on concrete side of the curriculum through the framework of informal mathematics. Then, based on a case study on revised math curriculum in middle schools this paper tries to explore how informal math could facilitate learning opportunities of the subject.

The global development of wellness tourism has brought niche entrepreneurial opportunities for tourism planners to develop and diversify the destination market. Meanwhile, Iran enjoys enormous natural and cultural potentials which can attract wellness travelers through proper management and planning. Hence, this article has employed the grounded theory methodology (the emerging approach) to propose a guiding framework for identifying and commercializing entrepreneurial opportunities of wellness tourism in Iran. This aim is pursued through analysis of literature and discussion with related academic and industrial experts. To this end, a qualitative data collection method is adopted, and since the potential participants were limited and hard to find, a combination of targeted and snowball sampling is chosen to conduct extensive in-depth interviews to identify the most important factors engaged in wellness tourism entrepreneurship. Analyzing the gathered data through the manual coding process, the findings of this study show that the factors and components that influence and are engaged in the development of wellness tourism businesses can be covered in four categories; “ Macro Business Environment” , “ The Wellness Tourism Industry’ s Micro-environment” , “ Barriers and Challenges of Development” , and “ Effects and Consequences-Wellness Tourism Development” . The developmental strategies are categorized under the “ Identification and Commercialization Process” (as the core category of the research model), and cover the stages from market identification to the commercialization of wellness products and services, each containing several steps towards sustainable exploitation of wellness business opportunities and especially, wellness tourism entrepreneurship.

Nowadays, in order to benefit from discovering business opportunities and staying competitive, companies have to adopt adaptive and innovative strategies to respond to the rapidly changing customer demands and environmental uncertainties. Discovering entrepreneurship opportunities is very important in nanotechnology, and therefore in the present study, a model for discovering technological entrepreneurial opportunities is presented. The research is developmental in terms of purpose and descriptive in terms of method. Based on the studies, the dimensions and components of opportunity discovery and the interview protocol have been developed. Then, the opinions of the managers of 11 knowledge-based nanotechnology companies were examined by a semi-open interview. The analysis technique in this study was grounded theory and the data collected from the interviews were cast in three stages and the last model was finally presented. The results showed that the discovery of technological entrepreneurship is affected by three dimensions of effective, underlying and inhibiting factors. Examining factors can facilitate the conditions for discovering entrepreneurial opportunities. Then, to confirm the designed model and examine the relationships between the dimensions and their components of the, the opinions of 15 experts through a pairwise effect comparison questionnaire were used by ISM technique. The results showed that each component is related to the other components and how they are effective. The researcher's findings showed that for discovering technological entrepreneurial opportunities, what the effective, and underlying and deterrents factors are, so that appropriate measures can be taken to develop the discovery of technological entrepreneurial opportunities based on this model.

The purpose of this research is to present a model of challenges and opportunities of love management in Iranian organizations. The research is developmental in terms of purpose and descriptive-exploratory in terms of type. The foundational data theory research strategy is based on Glaser's emergent approach. Participants in the research include managers, assistants and experts related to the subject of the research, which was conducted with 13 semi-structured interviews with the logic of theoretical saturation. The method of data analysis was open, selective and theoretical coding. The findings of the research state that the causal factors include: individual, organizational and extra-organizational factors; Aggravating factors including: deficiency in organization rules and regulations, modernity, media and internet, type of organization (public/private); Limiting factors including: strengthening religious values and beliefs, strengthening organizational supervision; Examples of romantic relationships include: verbal, behavioral, sexual relationships; Mechanisms of love management including: the attitude and treatment of managers, human resource management measures, personal privacy, training and counseling programs, ethical and adaptive behaviors, written ethical charter; Opportunities include: increasing job satisfaction, increasing organizational vitality, forming positive feelings, and challenges include: physical problems, emotional tensions, sexual tensions, unhealthy relationships with other colleagues, disruption of job function, formation of unethical relationships, weakening of social credibility and weakening of values. Keywords: love, love management, romantic relationships in the organization, Sexual harassment in the organization. IntroductionUndoubtedly, since the majority of women have entered the labor market, especially men's professions, and are interacting with men in a tangible way, workplace romances are flourishing at a remarkable speed. Creating love and positive emotions in employees increases their success, people with love and positive emotions are more willing to be present in new situations and conditions and engage in work more effectively. On the other hand, romantic relationships in the workplace are associated with many challenges. In case the managers of the organization do not pay attention to the management of love in the organization, negative consequences such as: requests for untimely vacations; Expressing boredom, lethargy and fatigue; increasing the rate of mistakes and accidents; There will be conflicts of interest between people and so on. On the other hand, various studies show that the patterns of premarital relationships between boys and girls are increasing in recent years. The result of recent developments has been the gradual change of values and the structure of social relations in a number of young Iranians. The process of value changes shows itself well in intergenerational gaps. A kind of turn in the generation and a trend that is a sign of change in a society where the role of its traditional norms and values has decreased in young people. On the other hand, in the current era, we are witnessing the entry of the millennial generation (people born in the 90s and later) into organizations and the labor market. A generation that does not look at the relationship between men and women like previous generations and considers it much more open. The set of these factors makes the necessity of examining romantic relationships between employees in Iranian organizations even more clear. In this regard, the aim of this research is to present a model of challenges and opportunities of love management in Iranian organizations.Materials & methodsThe research has been from the perspective of the main applied-developmental orientation, from the perspective of exploratory nature and from the perspective of qualitative approach. The participants in the research include managers, deputies and experts of Iranian organizations, who were selected by a combination of purposeful sampling and until reaching the theoretical saturation point, and 13 of them were selected as a sample. To analyze the interviews, the open, selective and theoretical coding method was used, and to measure the external validity in the qualitative phase, the double coder (evaluator) method was used.Discussion & ResultResearch findings show that love management is explained in the following categories. 1- Causal factors: Causal factors include 3 categories: individual, organizational and extra-organizational factors. 2- Aggravating factors: deficiency in rules and regulations of the organization, modernity, media and internet; 3- Limiting factors: strengthening religious values and beliefs, strengthening organizational supervision; 4- Examples of romantic relationships: romantic relationships can be divided into 3 types: verbal, behavioral, sexual; 5- Mechanisms: love management mechanisms including 6 concepts: Attitudes and behavior of managers, human resources management measures, personal privacy, training and counseling programs, ethical and adaptive behaviors, written code of ethics and 6-consequences: which is divided into 2 general categories of positive and negative consequences. The opportunities of love management (positive consequences) include: increasing job satisfaction, increasing organizational vitality, the formation of positive emotions and the challenges of love management (negative consequences) including: physical problems, emotional tensions, sexual tensions, unhealthy relationships with other colleagues, disruption of job performance. the formation of immoral relationships, the weakening of social credibility and the weakening of values.Conclusion Employees spend a significant amount of time during the day in work environments, and the formation of romantic relationships between them is inevitable. Dealing with this phenomenon is one of the important factors in the organization. Many managers do not accept these relationships and have harsh dealings with employees. On the other hand, these relationships are more open in many organizations, especially in non-Muslim countries. There is no escape from love. Love doesn't count, but if two people fall in love at work, they should promote this love within the framework of the environment. They should not let their interest and its sidelines affect their work. Of course, the attitude and limits of relations are different in countries. If romantic relationships between employees are not managed properly in the organization, it will bring negative and destructive consequences. One of the most important consequences is sexual harassment, which causes many physical and mental problems for people and has a great impact on the personal and professional lives of employees. In this regard and according to the model derived from the current research, it is suggested to the managers and officials of Iranian organizations to consider and guide romantic relationships between employees in the context of the current research model, and with harsh encounters or too much freedom in the organization, it causes the formation of destructive results. Do not turn away from these behaviors.