درخت حوزه‌های تخصصی

The purpose of this research was to identify and prioritize effective factors in social responsibility of professors of Islamic Azad University of Qazvin branch which was conducted in 2014 and 2015. Among all statistical population which included 395 professors of the university, 195 professors were selected as statistical subjects from the population. In this research, it was attempted that by using written sources, views of experts, field investigation, and also interview with experts, a questionnaire be designed to identify the said factors. The instrument used for collecting information was the questionnaire. To determine formal and content validity of the questionnaire (the proposed indexes), content validity was used, and in order to determine reliability factor, Cronbach's Alpha method was used for 5-Choice questionnaire of Likert. Then required data of the research were collected and by using statistical descriptive and inferential techniques, date analysis was conducted by SPSS software. Results indicated that structural dimension has the highest effect on accepting social responsibility among behavioral, structural, and contextual dimensions.

This article seeks to identify and classify the micro factors affecting the implementation of poverty reduction policy in Iran. The existence and spread of poverty in society, in spite of the existent policy programs is the sign of some weaknesses in the executive models of policy. Policy making in the field of poverty reduction theoretically is classified into several categories different factors are involved in the implementation of the policies. In identifying the diverse factors affecting the execution of policies, we finally could achieve the characteristics of policy, formation of policy, layers and levels involved in policy, factors affecting the response of executive factors of policy, inter-organizational relationships, impact of the feedback of the target population, and macro environmental factors which can be classified into policy , institutional, and micro settings.

Purpose- The widespread use of virtual platforms has become a common practice in present management, and rural areas are identified as a sector that can greatly benefit from this technology. Statistic data in the field of communication and information technology exhibit a significant increase in internet access in rural areas, a trend that is on the rise globally. The successful implementation of smart village initiatives in Asia shows a promising way to improve life in rural areas, overcome existing challenges, prevent the collapse of social structures, and counteract the problem of rural exodus. It can be argued that by advancing information technology and smart village initiatives, life quality in rural areas can be positively impacted.Design/methodology/approach- The research population comprised the entire statistical community of four districts in Kalar County. Three villages were randomly selected from each district, resulting in a total of 150 samples from 262 households, using the Cochran formula with a 5% error rate. The reliability of the questionnaire was confirmed through content validity and Cronbach's alpha.Finding- The results of this study indicated that the existing infrastructure for smart village development in the rural areas of Kalar County is in an unsatisfactory condition. Additionally, the level of knowledge and information of residents regarding the smartification process in the study area is insufficient. Moreover, the effectiveness of this emerging process in improving the life quality for the local population was not as impactful as expected. The driving and inhibiting factors affecting the development of smart villages in Kalar County do not align with optimistic expectations hindering the desired outcomes.

This study aims to design the management model and planning of career promotion path in the employees of Tehran Bank Mellat Branches. The research method is descriptive and survey that was conducted by correlational and structural equations modeling. The statistical population (n=200) of the study included all employees of twenty branches in Tehran's Bank Mellat who were selected as the sample of the study. In strument of the study was a standard questionnaire that was provided according to the review of the literature and previous studies of Edgar Shine with 25 items. Reliability of the study was estimated by Cronbach alpha that was 0.918 meaning the confirmation of the questionnaire reliability. Findings were analyzed by descriptive and inferential statistics (Pearson correlation coefficient) and LISREL via structural equations modeling. Results showed that there is a significant relationship between the identified factors and management and planning of career promotion path. Finally, suggestions are maded for employees' career path according to the determined variables.

The present research aims to examine the relationship between diversity management and its effect on staffs’ affective commitment with study on mediation role of Transformational leadership and perceived justice in Qaen health network. In theoretical sector with integration of human resource management and performance theories and the theory of diversity and leadership, a theoretical model has been made. The main question of research is when the diversity management puts a positive effect on staffs’ affective commitment and why these two variables affect each other. The statistical population consists of all the staffs at the administrative sector in Qaen health network. After collecting data, the hypotheses were tested using the structural equation technique and software Smart PLS. the results from statistical analyses indicated that diversity management puts a positive effect on staffs’ affective commitment, but diversity management does not put a positive effect on perceived justice. Transformational leadership has a mediation role between diversity management and perceived justice. The perceived justice has a mediation role in effect of transformational leadership and staffs’ affective commitment. Further transformational leadership and perceived justice have a mediation role between the diversity management and affective commitment.