https://obs.iaobm.ir/ Organizational Behaviour Studies Quarterly en daily 1 Wed, 21 Jan 2026 00:00:00 +0330 Wed, 21 Jan 2026 00:00:00 +0330 https://obs.iaobm.ir/article_733351.html In today's complex, dynamic, and technology-driven environments, transformational leadership serves as a key driver for the success, sustainable productivity, and continuous excellence of leading organizations. Effectively fulfilling the roles and functions of this type of leadership requires possessing specific competencies. Identifying these competencies is essential for developing such leaders. Accordingly, this research aims to identify and classify the leadership competencies of Rear Admiral Habibollah Sayyari as a prominent transformational leader during his command of the Islamic Republic of Iran Army Navy. This study is applied, interpretive, and inductive, conducted using a qualitative approach. Participants consisted of experts who had direct, sustained, and long-term professional interactions with him during his command. Sampling was purposeful and judgmental, aiming for diversity in composition, and data collection continued until theoretical saturation was achieved. Data were analyzed using thematic analysis. To assess the reliability of the findings, an intra-subject agreement method involving two coders was employed. To ensure the accuracy of the categorizations, feedback from experts was sought and necessary modifications were applied. The findings revealed that the model representing Rear Admiral Sayyari's transformational leadership competencies comprises 10 overarching themes, classified into five hierarchical layers. Lower layers have an intrinsic and foundational nature, while higher layers manifest more tangible, external, and behavioral expressions and are influenced by the competencies in the subordinate lower layers. The competency layers are: Belief-based (Spirituality-Oriented) and Ethical Competencies, Individual (Excellence) and Personality Competencies, Emotional (Emotional Intelligence) and Social (Communicative) Competencies, Knowledge-based and Perspective (Cognitive) Competencies, and Executive and Transformational Competencies. Effectively fulfilling the roles and functions of transformational leadership requires managers to possess diverse and numerous competencies that also align with the organizational and socio-cultural context of the target society. The present study has identified and conceptualized a relatively comprehensive set of competencies of the prominent transformational leader within the domain of the country's governmental organizations. These results can contribute to advancing the existing indigenous knowledge on transformational leadership in the country and can be utilized as a foundation and guide for localizing transformational leadership competency development programs. https://obs.iaobm.ir/article_736245.html Many organizations today face a decline in efficiency and effectiveness or the loss of their employees; This study could be due to the emotional exhaustion of employees. The present study was conducted to identify the factors affecting emotional exhaustion in the employees of the Housing Bank of West Management of Tehran Province. This research is applied in terms of purpose and in terms of descriptive-survey method and in terms of mixed exploratory approach (qualitative-quantitative). The statistical population in the qualitative part included the emotionally depleted employees of the West Management Housing Bank of Tehran Province who were selected by purposive sampling and in the quantitative part the statistical population consisted of all employees of the West Management Housing Bank of Tehran Province which included 700 people. From this number, 248 people were selected as a sample according to Morgan table and randomly. In order to collect data in the stage of identifying the factors affecting emotional burnout, interviews and content analysis techniques are used, and in the quantitative stage, the statistical tests of confirmatory factor analysis, T-sample and Friedman are used. Findings of content analysis of interviews in the present study showed that the factors affecting emotional exhaustion include three organizational factors (low salaries and benefits, hard work and weakness in the reward system), managerial (managerial weaknesses, lack of attention to merit) Dominance was a lack of attention to the needs of employees (individual) and reduced motivation, mental health problems and weakness in responsibility. In the quantitative part, the results of the sample test showed that the status of organizational, managerial and individual factors as well as their dimensions were higher than the average level, which indicates the high status of these factors in emotional exhaustion. The results of Friedman ranking test also showed that the "organizational" factor was in the first place, the "managerial" factor was in the second place and the "individual" factor was in the third place. https://obs.iaobm.ir/article_730942.html Kindness, as a notable characteristic of workplace communication within organizations, plays distinctive functional roles. Consequently, kindness has emerged as a key construct in management and organizational research. This study aims to explore the process of kindness formation in the workplace in governmental organizations. From a research purpose perspective, it is a developmental–exploratory investigation, employing a qualitative method based on grounded theory strategy. The research population comprised senior managers and HR experts in governmental organizations in Hormozgan province. Due to theoretical saturation and sufficient sampling, 18 individuals were purposefully selected using purposive and snowball sampling techniques and participated in the study. Data were collected via semi-structured interviews and analyzed using Strauss and Corbin’s constant comparative method. Results indicate that kindness in the workplace is the outcome of a complex chain of multiple factors: beginning with individual characteristics, normative and value-based factors, knowledge and informational factors, and managerial and supportive factors; this chain is influenced by intervening conditions and develops within a contextual background. Subsequently, it is managed through strategies such as benevolence‑oriented kindness, health‑oriented kindness, utility‑oriented kindness, justice‑oriented kindness, ethics‑oriented kindness, and duty‑oriented kindness. Ultimately, kindness produces both positive and negative outcomes at individual, organizational, and social levels. https://obs.iaobm.ir/article_730939.html Given the increasing significance of artificial intelligence in contemporary society, there is a fundamental need to address ethical issues related to these technologies. This study adopts a targeted literature review approach to systematically analyze existing scholarly work on AI ethics. By examining 53 peer-reviewed articles sourced from the reputable Scopus and Web of Science databases, the research aims to identify prevailing themes, concerns, and recommendations related to ethical issues in AI deployment. The selection criteria focused on works that explicitly address ethical dimensions, ensuring the findings are directly relevant to the core subject matter. The findings reveal that concepts such as justice, fairness, equality, racial and gender stereotypes, responsibility, accountability, and the promotion of well-being hold the highest levels of importance within the existing literature. These topics are predominantly emphasized in the field of AI ethics. To effectively address the associated ethical challenges, enhanced collaboration among stakeholders, greater alignment of ethical guidelines and regulations, standardization efforts, the utilization of ethical assessment mechanisms, and a focused attention to justice in the application of AI within organizational processes are identified as key points of intervention. https://obs.iaobm.ir/article_730941.html Positive psychology, with its emphasis on cultivating strengths and resilience, provides a promising framework for enhancing well-being and performance in work settings; however, empirical evidence regarding the effectiveness of character strengths–based training in organizations remains limited. The aim of the present study was to examine the effect of training in the use of character strengths on occupational stress and job performance among employees of a semi-industrial company during the Persian calendar year 1403–1404 (approximately March 2024–March 2025). Forty employees were randomly selected as the sample. The research design was quasi-experimental with pretest–posttest and a control group, and participants were randomly assigned to experimental and control groups. The intervention consisted of three group training sessions and 21 days of field activities to practice the strengths in real work situations. Instruments included the Values in Action questionnaire (VIA), the ASIPO Job Stress Questionnaire, and Patterson’s Job Performance questionnaire. Data were analyzed using repeated-measures multivariate analysis of covariance (MANCOVA). The results showed that, after controlling for pretest scores, there was a significant difference between the experimental and control groups on the combined dependent variables. Univariate analyses indicated that occupational stress in the experimental group decreased significantly, while job performance showed a significant improvement. Moreover, longitudinal comparisons demonstrated the sustained positive effects of the intervention on occupational stress and job performance over time. These findings suggest that training in the use of character strengths can serve as a practical approach to promoting employees’ mental health and enhancing job performance. The novelty of the present study lies in combining theoretical training with field exercises in the actual work environment, which provides new evidence for the organizational application of such interventions. https://obs.iaobm.ir/article_733352.html Knowledge-based companies as key players in the knowledge-based economy, play a vital role in technological development, innovation, and economic growth. Meanwhile, artificial intelligence (AI), as one of the fundamental developments of the digital age, has provided Unique opportunities to improve productivity and create value in these companies. Given the increasing importance of artificial intelligence, it seems necessary to identify the factors affecting the acceptance of this technology by employees of knowledge-based companies from the perspective of technological behavior theories such as UTAUT2. The present study is applied in terms of purpose and descriptive-correlational in terms of method. Data were collected from a sample of 183 employees of knowledge-based companies in Bushehr province, who were selected through convenience sampling, and analyzed using structural equation modeling and Smart PLS software. The results show that all variables of the UTAUT2 model, including performance expectation, effort expectation, social influence, facilitating conditions, price value, habit, and hedonic motivation, have a positive and significant effect on the intention to adopt artificial intelligence by employees of knowledge-based companies. These findings, while providing clear insight into the behavior of organizational users, can guide policymakers, managers, and decision-makers of the aforementioned companies towards the effective implementation of smart technologies. https://obs.iaobm.ir/article_730940.html Objective: In today's world, work and life are proceeding in such a way that most people are under great pressure to achieve their professional and personal goals. One of the important principles for maintaining physical and mental health in the workplace as well as achieving productivity is paying attention to employee entertainment methods. Combining work and entertainment not only helps increase productivity but also improves the quality of work life. In fact, entertainment refers to activities in which the audience's attention is engaged and attracted to a topic or action. This can be an activity, a task, or an idea. Therefore, the present study was conducted with the aim of identifying and analyzing the results of entertaining human resource practices on employee productivity. Method: This study is applied in terms of purpose and survey and exploratory in terms of data collection method, and has a deductive-inductive research philosophy. The statistical population of the research is experts, including senior managers and managers in the human resources field of government organizations, whose sample members were selected using purposive sampling and based on the principle of theoretical saturation. The data collection tool is an interview in the qualitative part and a questionnaire in the quantitative part, and the validity and reliability of the tools were analyzed using content validity and intra-coder reliability for the interview and content validity and test-retest reliability for the questionnaire, respectively. In this research, the content analysis and coding method was used for data analysis in the qualitative part and the fuzzy cognitive map method was used in the quantitative part. Findings: In this research, the findings of the qualitative part include identifying the types of results of entertaining human resources practices on employee productivity, and the findings of the quantitative part are related to prioritizing these results. Results: Accordingly, the most important results of entertaining human resources practices on employee productivity are increasing job satisfaction, creating a positive organizational culture, improving professional performance, developing creativity and innovation, commitment and work responsibility. https://obs.iaobm.ir/article_728324.html Background & Purpose: Cognitive warfare seeks to disrupt, debilitate, influence, or change human decision-making by targeting human cognition using technology. To face this war, cognitive readiness is a key characteristic which is highly dependent on the level of employees’ cognitive resilience. Hence the current manuscript was conducted to identify key factors affecting cognitive resilience and write possible scenarios of the employees’ cognitive readiness based on the level of cognitive resilience. Methodology: This manuscript is developmental-applied which was conducted by the descriptive-causal method. The data was collected by the field-library method and analyzed by the combined methodology of Systematic Literature Review and Fuzzy Cognitive Mapping (in Python 3.11 and FCMapper software). The studied population includes all scientific texts and sources which have investigated the key factors affecting cognitive resilience and its relationship with cognitive readiness. In addition, the statistical population included the experts and professors in the fields of cognitive sciences and psychology. 17 people has been selected using judgmental sampling. Findings: The Systematic Literature Review demonstrated the key factors affecting cognitive resilience including, "Behavioral Factors", "Neurocognitive Factors", "Supportive Organizational Factors" and "Cognitive-Social Factors" which affect employees' "cognitive readiness". In addition, the fuzzy cognitive map illustrated the most effective key factors of cognitive resilience were behavioral (3.35), neurocognitive (3.25), and supportive organizational (2.7) factors, respectively. The cognitive readiness (3.85) and cognitive resilience (3.35) had the most impressionable. Finally, three optimistic, pessimistic, and catastrophic scenarios were mapped for employees' cognitive readiness. Conclusion: The scenarios indicated employees' cognitive readiness is predicted based on key factors of cognitive resilience in three situations: "steel shield", "brittle rock", and "rotten armor", which makes scenario-based planning essential for improving employees' cognitive readiness. https://obs.iaobm.ir/article_729092.html In recent years, the phenomenon of cyberloafing has gained an important position in the field of organizational behavior studies. The main objective of the present study was to identify the antecedents and consequences of cyberloafing and to determine the effect size of each in Iranian government organizations. The research has been developed using the meta-analysis method and a quantitative synthesis approach of the results of research conducted in this field. The population studied in this study is quantitative researchs based on correlation, regression, and structural equations, including articles published in scientific and research journals and master's and doctoral theses at national universities from 2009 to 2024, which have addressed antecedents (causes) as independent variables and consequences (outcomes) as dependent variables on the issue of cyberloafing in Iranian government organizations. Accordingly, 41 selected studies, 59 independent variables, and 23 dependent variables were identified and included in the final analysis. Various studies were analyzed using comprehensive meta-analysis software (CAM 2). The results of the data analysis showed that among the antecedents of cyberloafing, the variables of subjective norms (0/720), social attrition (0/717), job satisfaction (-0/688), job embeddedness (0/634), perceived behavioral control (0/630), organizational rejection (0/627), employees' perception of creativity and innovation (-0/577), employees' perception of conflict tolerance (-0/533), employees' attitudes (0/530), and abusive supervision (0/519) have the largest effect sizes, or in other words, the most important role in predicting the phenomenon of cyberloafing. Also, the largest effect sizes on the consequences of cyberloafing were related to the organizational procrastination (0/784), organizational obstruction (0/613), virtual turnover (0/486), psychological separation (0/466), innovative behavior (-0/439), financial performance (-0/364), and Internet addiction (0/356), respectively. https://obs.iaobm.ir/article_729098.html Job success as a main goal in organizational environments has always been of interest to employees and managers. However, traditional definitions of success are limited to tangible and technical achievements, and its psychological and social dimensions are often less studied. One of the psychosocial dimensions of job success is the phenomenon of self-destruction of the capable, which is referred to in scientific texts as the imposter syndrome. The present study aimed to explore the dark aspects of job success with an emphasis on the phenomenon of imposter syndrome. A qualitative phenomenological method based on the lived experiences of individuals was used, and 24 structured interviews were conducted using the interview tool until theoretical saturation was reached. The data were analyzed using open, axial, and selective coding in the qualitative content analysis method. To ensure the validity and reliability of the results, four indicators of Lincoln and Guba (1994) were used, including: believability, transferability, confirmability, and reliability. Also, to gain more confidence in the interview coding method, the agreement coefficient between coders was used using the Cohen's Kappa method. The findings showed that the concept ofimposter syndrome has 5 main categories: feelings of inadequacy and lack of credibility (4 subcategories and 10 indicators), unattainable standards (4 main categories and 6 indicators), concerns about rejection, criticism, and damage to personal image (4 subcategories and 12 indicators), social isolation and lack of support network (3 subcategories and 13 indicators), and disruption in time management and prioritization (2 subcategories and 12 indicators). https://obs.iaobm.ir/article_730938.html People caught in the competency trap suffer from mental fatigue due to pressure and expectations from past successes, which can lead to an inability to accept new ideas and create innovation. Therefore, the present study aimed to investigate the effect of competency traps on innovation inertia, emphasizing the mediating role of mental fatigue in government organization employees. This study is applied in terms of purpose and descriptive-survey in terms of method. The statistical population was all employees of government organizations in Ilam province, which were 2250 people, and using the Cochran formula, a statistical sample of 328 people was selected from among the employees of government organizations in Ilam province. To collect data, standard questionnaires by Ahuja et al. (2016) were used to measure competence traps, Jafari et al. (2013) to measure innovation inertia, and Anivand et al. (2011) to measure mental fatigue. Structural equation modeling method was used to analyze the data using SPSS 21 and Smart PLS 3 software. The analysis of the research data shows that competence traps have a positive and significant effect on mental fatigue and innovation inertia, and mental fatigue effectively mediates the relationship between competence traps and innovation inertia. Considering mental fatigue as a mediator in the relationship between competence traps and innovation inertia, this study provides practical suggestions for reducing mental fatigue and also for dealing with the problem of competence traps in order to provide innovative behaviors in the organization. It also provides managers and employees of government organizations with solutions to avoid falling into competence traps. https://obs.iaobm.ir/article_733347.html Abstract Nowadays, developing students’ leadership competencies in order to education future leaders has received more and more attention and emphasis from higher education practitioners and administrators, so that student leadership development is increasingly becoming a declared priority and a vital concern for universities and higher education institutions. The purpose of this study was to develop a conceptual model for developing students’ leadership competencies. This research was a qualitative research type that was conducted using a grounded theory method with a systematic approach. The participants of the present study were 18 experts in the field of leadership and students who were responsible for leadership in scientific and academic organizations and associations, who were selected using the snowball sampling method. The data collection tool was a semi-structured interview. Interview data analysis was performed using the Strauss and Corbin method. To ensure the validity of the data obtained from the interviews, the recoding method was used, and feedback was received from the participants. The desired model of developing student leadership competencies is presented in six main categories: causal conditions (individual and organizational), core category or phenomenon (development of student leadership competencies), context conditions (university culture, participation in scientific and non-scientific associations and events, family support and university leadership and management), intervening conditions (experiences before entering university, general and family characteristics of students, university factors, environmental factors), strategies (establishment of student development centers, self-development, formal and informal university education) and consequences of developing student leadership competencies (individual, academic and social). Keywords: Leadership; Student leadership; Leadership development; Student leadership competencies. https://obs.iaobm.ir/article_733348.html One of the important challenges facing government organizations in the field of leadership and human resources is the phenomenon of managers sitting on the bench, which in the long term confronts the organization with the problem of a lack of needed talent and the absence of systematic plans to ensure the continuity of managers for key positions. The present study is an exploratory research in terms of its purpose in terms of data collection. This research is also a mixed qualitative and quantitative research based on the inductive deductive philosophy. The statistical population of the study is experts who were selected using purposive sampling and based on the principle of theoretical adequacy.The data collection tool in the qualitative part is an interview, the validity and reliability of which was confirmed using content validity and theoretical validity and the method of intra-coder and inter-coder reliability.The data collection tool in the quantitative part is a questionnaire, the validity and reliability of which was confirmed using content validity and test-retest reliability.Qualitative data were analyzed using the content analysis method and quantitative data were analyzed using the fuzzy cognitive map method.The results of this study indicate that the lack of priority for managerial competence in the criteria for holding a position, the dominance of a culture of dwarfism, and the lack of a track for the effective presence of elites in the organization are the most important reasons for the emergence of the phenomenon of bench managers in government organizations.In addition, the migration of efficient and qualified managers to other organizations, the destruction and decline of the organization's talents, the creation of organizational inertia, and the reduction of knowledge and skill capital for the future of the organization were identified as the most important consequences of the phenomenon of bench managers in government organizations. https://obs.iaobm.ir/article_733349.html The aim of the present study is to present a model of the Decency Quotient of leaders in the Economic Affairs and Finance Organization of Golestan Province. The present study is of a qualitative-exploratory type with a data-based approach in terms of purpose, application, and method. Twenty academic and executive experts formed the statistical population of the study. The research data were collected through in-depth interviews, and theoretical saturation was achieved in the 16th interview. The data obtained from them were analyzed in three stages of open, axial, and selective coding, and 160 initial codes were extracted and 14 categories and 128 concepts were counted. Thus, in the considered model, ethical principles, managerial characteristics, and personality traits were identified as causal factors, and the factors of decisiveness and frankness, caution and foresight, tact and wisdom were identified as background factors, and external and internal stimuli were identified as intervention factors. Also, ethics, motivation and dynamism, and organizational improvement were identified as actions and strategies, and stakeholder satisfaction, employer brand, and competitive advantage were identified as outcomes of the Decency Quotient of leaders in the Economic Affairs and Finance Organization of Golestan Province. Ultimately, by adhering to ethical principles, developing positive personality traits, and implementing targeted strategies, the leadership honor factor can be enhanced and an ethical, efficient, and successful organization can be created, which requires commitment and continuous effort from all leaders and employees of the organization. https://obs.iaobm.ir/article_733350.html Design and Validation of the Optimal Model of Motivational Communication in Government Organizations (Case Study of Mashhad University of Medical Sciences) This research was conducted with the aim of designing and validating the optimal model of motivational communication in government organizations (Case Study of Mashhad University of Medical Sciences). The research method is mixed. The research strategy in the qualitative part is content analysis and in the quantitative part it is survey. The participants in the qualitative part are 12 managers of medical universities and professors of organizational behavior who were interviewed according to theoretical saturation. The sampling method in the qualitative part was snowball. The statistical population in the quantitative part includes 130 managers of Mashhad University of Medical Sciences. The sampling method is simple random and the required sample size is 97 people using the Morgan table. The research findings in the qualitative part include the dimensions of information sources, sender, motivational content, channel, effective feedback, receiver, output, and noise control. The overarching theme of information sources includes transparency, credibility, up-to-dateness, and multi-purposeness. The overarching theme of the sender includes human factors, psychological factors, and organizational factors. The overarching theme of motivational content includes task motivation content, social motivation content, and initiative motivation content. The overarching theme of the channel includes written channels, digital channels, nonverbal channels, and verbal channels. The overarching theme of effective feedback includes corrective feedback and timely feedback. The overarching theme of the receiver includes faculty members, students, managers, and employees. The overarching theme of the output (outcome) includes improving individual performance, improving group performance, and improving organizational performance. The overarching theme of noise control includes controlling communication style and promoting culture. The findings of the quantitative section have shown that the motivational communication model has the necessary validity. Keywords: communication, motivation, motivational communication https://obs.iaobm.ir/article_733353.html Purpose: In dynamic organizational environments, traditional models of learning culture often overlook cognitive and emotional dimensions, leading to reduced innovation and resilience. This study aims to fill this gap by proposing a neuro-based conceptual model of learning culture and addressing the core question: How can cognitive mechanisms strengthen learning culture? Method: This applied-developmental study employed an inductive meta-synthesis approach and qualitative content analysis based on the seven-stage model of Sandelowski and Barroso (2007). A systematic search in reputable databases identified 378 records; after removing duplicates (51 cases, leaving 327), title/abstract screening (excluding 26), full-text assessment, and final selection of 272 high-quality sources, 864 codes were extracted. Analysis in MAXQDA 2024 involved inductive steps including repeated data reading, systematic coding, conceptual categorization, interaction interpretation, findings presentation, and final synthesis. Validity was ensured through the CASP/MMAT checklist, Kappa coefficient (0.83), and PRISMA flow. Findings: The inductive analysis identified four main components: emotions (emotional regulation for motivation), mental models (reconstruction of beliefs for adaptation), reflexivity (dynamic learning from experiences), and imaginations/metaphors (innovation through shared meanings). The interactive relationships among these components create a dynamic cycle that emphasizes cognitive-emotional linkages. Conclusion: This conceptual model provides an innovative, evidence-based framework for integrating cognitive mechanisms into learning culture, effectively enhancing sustainable innovation, adaptability, and organizational resilience. It is recommended that managers implement practical neuroscience-based interventions, such as digital reflexivity programs and group emotional regulation sessions, while future research evaluates the model’s effectiveness through empirical case studies and longitudinal assessments. https://obs.iaobm.ir/article_733354.html Interpersonal conflict in organizations is an inevitable phenomenon, and its effective management requires the use of efficient communication tools, including feedback. Despite the growing body of research on conflict and feedback, the existing literature provides limited integrated understanding of the role of feedback in managing interpersonal conflict. Purpose: The purpose of this study is to conduct a systematic review of domestic and international scholarly literature to explain the role of feedback in managing interpersonal conflict in organizations during the period 2008 to 2024. Design and Methodology: This study employed a systematic review approach based on the seven-stage framework of Kitchenham and Charters. After screening 962 documents, 30 eligible studies were included in the thematic analysis, through which concepts, sub-themes, and main themes related to the interaction between feedback and conflict were identified and categorized. Findings: The results indicate that effective feedback can serve as a key tool in reducing conflict intensity, enhancing mutual understanding, improving communication skills, and preventing future conflicts. Three main dimensions of feedback’s role were identified: (1) Communicative dimension: clarifying expectations and resolving misunderstandings; (2) Psychological dimension: facilitating emotional regulation and strengthening empathy; (3) Functional dimension: correcting behaviors and improving collaboration. Conclusion: The findings highlight that feedback can provide an effective framework for managing and mitigating interpersonal conflicts in organizations, and that attention to its communicative, psychological, and functional dimensions is essential for designing managerial interventions. Originality: This study represents the first comprehensive systematic review on the interaction between feedback and interpersonal conflict in organizations. By integrating the findings of 16 years of research, it proposes a novel conceptual framework that can serve as a theoretical foundation for developing communication models and as a practical tool for organizational interventions. https://obs.iaobm.ir/article_733355.html Abstract One of the models recently proposed for resilience training at the organizational level is the “Skill-Based Model of Individual Resilience” presented by Bakker et al. (2021). Given the shortcomings and inadequacies of the components of this model in dealing with fundamental cognitive issues, the present study aimed to develop and complete the model based on recognizing the elements and explaining the relationships between the cognitive components of resilience, with a philosophical approach and a systemic and comprehensive view of cognitive issues, in two stages using content analysis of related texts and structural-interpretive equations. The final results show that among the cognitive elements of resilience, the “view of existence” dimension is the main factor that has the greatest impact on other dimensions and there is no autonomous variable, and therefore, cognitive training of the skill-based model of resilience requires a holistic and systemic view of the problem, and any change in any of the cognitive dimensions changes other cognitive dimensions and the entire cognitive mechanisms of resilience, to the extent that its results may be beyond our prediction and control. https://obs.iaobm.ir/article_734060.html With the entry of Generation Z into the workforce, understanding and responding to this generation's values is crucial for organizations. As the future shapers of organizations, this generation requires work environments that align with their expectations and priorities. Therefore, a precise understanding of Generation Z's work values can help improve human resource strategies and enhance organizations' competitive advantage. This research analyzes the work values of Generation Z using thematic analysis. To collect data, semi-structured interviews were conducted with 17 members of the new generation working in various industries, and the obtained data were analyzed into 177 initial codes. During the thematic analysis stage, these codes were reduced to 24 sub-themes and ultimately to 5 main themes. The findings indicate that Generation Z values work-life balance, technology and innovation, learning and skill development, a positive organizational culture, and effective collaboration. To attract and retain this generation, organizations must provide flexible, innovative, and supportive work environments along with opportunities for advancement. This research demonstrates that paying attention to Generation Z's values can lead to higher productivity and job satisfaction in organizations. https://obs.iaobm.ir/article_734838.html Flow in work is recognized as one of the key factors influencing job performance and job satisfaction in organizational environments, and it also plays an important role in improving teaching and learning within educational settings. This psychological experience can be affected by individual differences, including teachers’ personality traits. The present study aims to explain how teachers’ individual characteristics—particularly the five major personality traits—affect their level of educational flow, and to examine the moderating role of these traits within the flow model .This research is quantitative in nature, fundamental in purpose, and descriptive-survey in method. The statistical population consisted of teachers in the city of Isfahan in 2024, and through simple random sampling, 384 individuals were selected as the sample. Data were collected in autumn 2024 using a researcher-made Educational Flow Questionnaire and the Goldberg Personality Questionnaire. The data were analyzed using Smart PLS 3 and SPSS 27. The validity of the questionnaires was confirmed through content and construct validity, and their reliability was established using Cronbach’s alpha at an acceptable level .The findings indicated that most relationships between the components of educational flow and its outcomes (happiness, performance, and loyalty) were significant, except for the relationship between absorption and loyalty. The analysis of the moderating role of personality traits showed that agreeableness and conscientiousness have a positive effect on some dimensions of educational flow. Moreover, extraversion, agreeableness, conscientiousness, and openness to experience had significant effects on the outcomes of flow. Additionally, some personality traits—such as openness and conscientiousness—moderated the relationships between flow components and their outcomes. These findings highlight the importance of personality traits in enhancing teachers’ educational flow and its consequences. https://obs.iaobm.ir/article_734839.html Organizational traumas, including crisis-induced trauma, chronic stress, and interpersonal tensions, can lead to reduced performance, decreased productivity, job burnout, and weakening of intra-organizational relationships. Healing these traumas goes beyond supporting individuals and requires attention to the entire organizational system and improvement of organizational structures and processes. Therefore, the aim of this research is to design a structural-interpretive model of organizational healing antecedents, utilizing a sequential exploratory-developmental design in three phases (meta-synthesis, fuzzy Delphi, and ISM). Philosophically, this research adopts an interpretivist approach with inductive reasoning; in terms of purpose, it is applied-developmental; in terms of data nature, it is descriptive-qualitative; and in terms of time frame, it is cross-sectional, with data collection based on documentary analysis and interviews. The results revealed seven factors across four levels, including stakeholder benefit provision (Level 1), wise leadership and justice orientation (Level 2), facilitation of organizational transformation and enhancement of self-awareness (Level 3), and individual and organizational inflammation (Level 4), validated through fuzzy Delphi with 91-92% expert consensus. This model can be used as a useful tool for analyzing challenges facing organizations and formulating effective strategies for recovery and strengthening individual and organizational health, ultimately moving toward organizational healing. https://obs.iaobm.ir/article_735130.html Diplomatic leadership, as an emerging construct in leadership studies, still lacks a unified and coherent conceptual framework. The present study aimed to explicate and develop a comprehensive conceptual framework for diplomatic leadership through a theoretical approach employing a systematic literature review and thematic analysis methodology. Following a systematic search of relevant keywords in scholarly databases and applying criterion-based selection with stringent inclusion/exclusion criteria, 11 documents meeting the eligibility requirements were ultimately selected. Data analysis resulted in the identification of 133 basic themes, which were subsequently organized into five main categories (antecedents of diplomatic leadership, characteristics of the diplomatic leader, diplomatic leadership process, challenges and barriers, and outcomes of diplomatic leadership) and 17 sub-categories. Findings revealed that diplomatic leadership is a complex, multidimensional, and highly culture-bound phenomenon that requires the simultaneous integration of ethical, strategic, and relational dimensions. This study, for the first time, offers a comprehensive and structured conceptual framework for diplomatic leadership. Theoretically, it enriches the leadership literature; practically, it provides actionable guidance for developing diplomatic leaders in complex and multicultural environments, thereby significantly contributing to conflict resolution, enhancement of inter-organizational collaboration, and the creation of sustainable transformational change. https://obs.iaobm.ir/article_735155.html The present study was conducted with the aim of identifying the dimensions of gossip in the workplace. The present study was conducted using a qualitative meta-synthesis method. The statistical population of the present study was all articles and research conducted in the field of the research subject between 1390-1404 and 2000-2025. Sampling was carried out purposively and by counting. In this study, 777 relevant studies were found, which after review, were finally reduced to 2000 studies. The data were analyzed using the Strauss and Corbin model.The findings showed that 500 concepts, 150 subcategories, and 20 main categories were extracted, which include causal conditions (organizational factors, individual factors, job factors, communication factors, and managerial factors), contextual conditions (personality traits, social factors, and cultural factors), intervening conditions (financial situation, political and group factors), strategies (self-empowerment, strengthening organizational communications, strengthening organizational culture, and information exchange), and consequences (occupational, managerial, organizational, social, and individual) https://obs.iaobm.ir/article_735929.html Women's Leadership Styles in Health Care Centers of Asian Countries: A Systematic Review Abstract Effective leadership in health organizations is a key factor in improving the quality of care, enhancing employee job satisfaction, and increasing organizational productivity. Despite the high share of women in the health workforce of Asian countries, their presence in senior managerial positions remains limited, and this gender gap results in the loss of potential capacities in policymaking and high-level decision-making. This study, using a systematic review approach and based on the PRISMA guidelines, examined studies published over the past decade in major international databases. A total of 1,053 articles were identified, and after screening and applying inclusion and exclusion criteria, 100 studies were deemed eligible for final analysis. Findings showed that ,women in managerial positions more frequently employ transformational participative, service-oriented, and empathetic leadership styles—approaches that align with the human and multi-layered nature of health systems and lead to ,improved interdisciplinary interactions, increased organizational commitment reduced burnout, and enhanced quality of services. However, the development of these styles is challenged by structural, cultural, organizational, and individual ,barriers such as gender discrimination, implicit biases, hierarchical structures–and lack of institutional support. Data analysis using the AMO (Ability Motivation–Opportunity) framework indicated that specialized training, reforms in human resources policies, targeted mentorship, and the design of clear career progression pathways are key strategies for empowering women and enabling effective leadership styles in health centers. This systematic review, by providing a comprehensive picture of the current situation, emphasizes the necessity of revising managerial policies and investing in the development of women’s .leadership in the Asian health system ;Keywords: women’s leadership; Asian health care centers; gender discrimination empowerment ]↑[ Preferred Reporting Items for Systematic Reviews and Meta-Analyses Ability–Motivation–Opportunity (policies should simultaneously strengthen ] https://obs.iaobm.ir/article_735938.html Today, with the occurrence of extensive and intensive changes in the business environment, only institutions are able to continue their activities that can create innovation in their organization. The approach of quantum skills and quantum leadership enables the managers of organizations to innovate in the organization. This study has been conducted with the aim of identifying the impact of skills and quantum leadership on increasing innovation in organizations. This research is descriptive-composite method and practical in terms of purpose. The population studied in this research consists of employees working in non-governmental organizations. The sampling method is stratified random and data collection is done through a questionnaire. Using Morgan's table, 130 employees were selected as samples. Data analysis was done using the structural equation modeling method. The results showed that there is a relationship between quantum skills and quantum leadership, quantum leadership and organizational innovation, innovation and service delivery , innovation and production processes , innovation and organizational behavior , innovation and strategy , there is a positive and significant relationship, thus it can be said that today one of the important responsibilities of managers is to strengthen quantum skills and adopt quantum leadership in institutions. https://obs.iaobm.ir/article_736037.html Abstract This study aims to explain the phenomenon of functional silos at the General Directorate of Cooperatives, Labour, and Social Welfare of Bushehr province, examining the mediating role of a learning and innovation-based organizational culture in the relationship between strategic human resource management, change management, and this phenomenon. The research adopted a survey-based approach, and its statistical population comprised 125 employees of the directorate, a number validated by Cochran's formula. Data were collected using standardized and adapted questionnaires based on a five-point Likert scale. To evaluate the quality of the measurement model, convergent validity, composite reliability, and Cronbach’s alpha reliability were confirmed, with results showing that all Cronbach's alpha values were above 0.7. Furthermore, to confirm discriminant validity, the heterotrait-monotrait ratio (HTMT) was used in addition to the Fornell-Larcker criterion, and its values for all variables were found to be below 0.9. The collected data were then analyzed using the partial least squares structural equation modeling (PLS-SEM) approach and SmartPLS 3 software. The findings indicate that the direct effect of strategic human resource management and change management on functional specialization was not significant, whereas their indirect effect, mediated by a learning and innovation-based organizational culture, was significant. This result confirms the hypothesis of full mediation and suggests that the effectiveness of managerial strategies in reducing functional specialization is contingent upon fostering a cultural transformation and strengthening an environment of learning and innovation within the organization. https://obs.iaobm.ir/article_736038.html The primary objective of this research is to explicate the dynamic model of career mobility within the inter-generational paradigm and to select the most optimal managerial strategy for retaining human capital by analyzing the lived experiences of managers at the National Bank of Iran (Bank Melli Iran). This study was conducted using a mixed-methods (qualitative-quantitative) approach and an exploratory-sequential strategy. In the first phase, using descriptive phenomenology and Colaizzi’s method, the lived experiences of 15 expert managers who interacted with generations X, Y, and Z were analyzed. In the second phase, the identified components were modeled using the Fuzzy Cognitive Map (FCM) approach, and the system dynamics were simulated under various scenarios. Qualitative findings revealed that the meaning of mobility has transformed from an "inevitable deviation from stability" in Generation X, to "searching for meaning" in Generation Y, and a "strategy for advancement and rapid adaptation" in Generation Z. The results of the quantitative analysis of Fuzzy Cognitive Maps and centrality indices showed that the combination of "Gen Z fluidity" with "organizational structural challenges" is the main driver of the turnover rate. Furthermore, sensitivity analysis demonstrated that "Human Resource Strategies," with 13.5%, possess the highest leverage power in controlling mobility, whereas "changing management style" alone plays a limited role (3.1%). Simulation results indicate that successful management of generational succession requires a transition from the traditional "career ladder" model to the "career network" model. Based on the 80-20 rule, it is suggested that organizations focus their primary attention on structural reforms (flexible paths and personalized rewards) and their complementary focus on cultural measures (reverse mentoring). https://obs.iaobm.ir/article_736039.html One of the essential prerequisites for improving an organization's capability for flexibility and appropriate, rapid response to the environment is the organization’s ability to internalize specific environmental changes. According to the principle of the necessity of diversity and to strengthen organizational agility, there must be a form of adaptation between the degree of environmental changes and the flexibility of the organizational structure, which emphasizes special attention to the type of organizational structure. Given the turbulent external environment and rapid changes in various fields, organizations tend to implement more flexible structures such as adhocracy. However, any type and level of change within an organization faces resistance and obstacles, some of which are behavioral and others structural. This study seeks to identify, classify, and ultimately prioritize the behavioral and structural barriers to implementing the flexible adhocracy structure in Iran’s shipbuilding industry. In this study, the Delphi method was used to identify barriers, exploratory factor analysis to classify them, and confirmatory factor analysis to prioritize them. The results reveal 17 behavioral barriers classified into 6 main factors and 24 structural barriers classified into 9 main factors. Among the identified barriers, low self-disclosure of human resources was recognized as the most significant behavioral barrier, and insensitivity or low sensitivity to environmental stimuli as the most significant structural barrier. https://obs.iaobm.ir/article_736534.html In recent years, many public organizations in Iran have faced growing challenges in attracting younger generations, who value meaning, learning, and flexibility over traditional job benefits. This highlights the need to revisit and revitalize the employer brand of the public sector. Despite extensive research on employer branding in private organizations, little is known about its role in shaping the perceptions and job-related behaviors of Generation Z in the public sector. This study aims to examine how employer brand perception influences perceived employer attractiveness and, consequently, job application intention and employer recommendation intention among Generation Z job seekers in Iran’s public sector. This applied research employed a descriptive–survey design. Data were collected through a standardized questionnaire adapted from well-established international studies and administered to 408 undergraduate and postgraduate students from five public universities in Tehran during career fairs. The data were analyzed using Partial Least Squares Structural Equation Modeling in SmartPLS. The results revealed that employer brand perception had a significant and direct effect on perceived employer attractiveness (β = 0.75) and employer recommendation intention (β = 0.54), but its direct effect on job application intention was not significant (β = -0.02). Instead, perceived attractiveness played a significant mediating role in both relationships, with full mediation confirmed for job application intention and partial mediation confirmed for employer recommendation intention. These findings highlight perceived attractiveness as a key psychological mechanism transferring employer brand effects to behavioral outcomes. This study demonstrates that employer branding in the public sector becomes effective only when it enhances perceived organizational attractiveness among Generation Z. By introducing a mediation-based conceptual model, the research contributes to public management literature by offering a new theoretical lens for understanding young workforce behavior and emphasizes that modernizing the government’s employer image is a prerequisite for attracting and retaining young talents in Iran. https://obs.iaobm.ir/article_736535.html The auditing profession is characterized by intense time pressures, legal liabilities, hierarchical structures, and high-performance expectations, all of which create conflict between professional roles and personal life. For female auditors, this conflict takes on more complex dimensions due to the intersection of professional demands with family expectations and prevailing gender norms. Using an interpretative phenomenological approach, the present study explores the lived experiences of 19 female auditors working in audit firms in Isfahan regarding work–life conflict. Data were collected through in-depth semi-structured interviews using purposive and snowball sampling, and were analyzed based on Colaizzi’s seven-step method. The findings indicate that work–life conflict in Iran’s auditing profession is driven less by individual shortcomings in role management than by three structural features: severe and inflexible time pressure; the persistence of legal risk and accountability requirements; and the dominance of informal male networks that reinforce an “always-on” norm. These conditions are associated with longer working hours, constrained use of leave, reduced meaningful participation in family life, psychological and physical exhaustion, and weakened social relationships. To sustain their professional participation, the participants resort to strategies such as time management, role boundary-setting, seeking family support, self-care, and individual resilience. The results show that female auditors’ work–life conflict is a structural, cyclical, and gendered phenomenon that intensifies during peak work periods and calls for a reconsideration of workload distribution, greater flexibility, and stronger organizational support. https://obs.iaobm.ir/article_736536.html Work-family conflict is one of the important challenges in Iranian government organizations that affects the performance of employees and their family life. This study was conducted with the aim of meta-analyzing the antecedents of work-family conflict in Iranian government organizations. This study is quantitative and meta-analytic. The statistical population included all research related to the antecedents of work-family conflict in Iranian government organizations. By searching for keywords such as "work-family conflict" in databases such as Jihad Daneshgaghi, Humanities Portal, Noor Mags, Google, and Magiran, 809 documents were identified. After reviewing, 40 documents with 87 hypotheses were selected using purposive sampling. Data were collected using the documentary method and the logbook tool and analyzed using the Hunter and Schmidt statistical approach. The findings showed that the average combined effect size was 0.384, which is within the confidence limit and indicates a significant effect of factors on work-family conflict. Factors such as the year of the study, gender of employees, type of organization, type of variables, and geographical region were identified as moderating factors. The results indicate that social, cultural, and family factors, despite their high impact, have been ignored in existing research and this requires more attention. Gender differences and geographical location of employees also affect the intensity of work-family conflict, and men in particular are more exposed to conflicts compared to women and employees of decentralized organizations. https://obs.iaobm.ir/article_736537.html Although the role of motivational leadership styles in fostering innovative work behavior has received considerable attention in the leadership and innovation literature, it remains insufficiently clear how employees’ perceptions of artificial intelligence (AI) may strengthen or weaken the effects of such leadership styles on innovative work behavior. This uncertainty is particularly salient in service organizations, which simultaneously face human-centered requirements and rising expectations associated with digital transformation. Addressing this gap, the present study examines the effect of Pygmalion leadership on innovative work behavior and clarifies the moderating role of employees’ perceptions of AI. Data were collected from a sample of 220 employees of the Imam Khomeini Relief Committee in Kurdistan Province (N = 328) and analyzed using partial least squares structural equation modeling (PLS-SEM). The results indicate that Pygmalion leadership has a positive and significant effect on innovative work behavior, and that more positive employee perceptions of AI amplify this relationship. In addition, significant differences in the mean levels of the study variables were observed across certain demographic characteristics. Theoretically, the findings contribute to the development of the “Human–Technology–Organization” framework by showing that motivational leadership mechanisms are more effective when employees perceive AI as an opportunity to improve work processes and enhance problem solving. Practically, strengthening employees’ perceptions of AI through clarifying its functions, providing training, and managing concerns may help promote innovation in service organizations. https://obs.iaobm.ir/article_736538.html The purpose of this study was to validate a work–life balance model based on Islamic narrations from the perspective of employees of a government organization in Tehran. This study was applied in terms of purpose and descriptive-survey in terms of methodology. The statistical population consisted of all employees working at the headquarters of the selected organization, from whom 127 participants were selected through simple random sampling. Data were collected using a questionnaire developed based on the work–life balance model derived from Islamic narrations (Golavar & Mirsapasi, 2025). The data were analyzed using Structural Equation Modeling (SEM) with the Partial Least Squares (PLS) approach, Cronbach’s alpha coefficient, and Pearson’s correlation coefficient. The findings indicated that convergent validity was confirmed through the Average Variance Extracted (AVE), while discriminant validity was confirmed using the Fornell–Larcker criterion. In addition, the reliability of the measurement instrument was found to be satisfactory based on Cronbach’s alpha and composite reliability values. The results of Pearson’s correlation analysis revealed that all three dimensions of the model (individual, organizational, and social) had positive and significant relationships with work–life balance. Accordingly, the proposed model can serve as a valid framework for measuring and analyzing work–life balance based on Islamic narrations in governmental organizations and can be utilized by researchers, managers, and policymakers https://obs.iaobm.ir/article_736539.html Objective: The present study aims to construct a model of data-driven culture in human capital management. Method: This research is of a developmental-applied nature and follows a descriptive-causal approach. Data were collected using both library and field methods. A mixed-methods strategy, including thematic analysis and fuzzy DEMATEL (implemented in Python 3.11), was employed for data analysis. The study population included all academic literature and resources that address data-driven culture and data-oriented human capital management. Additionally, the statistical population for completing the questionnaire consisted of expert managers and scholars in the fields of artificial intelligence, data science, and human resource management. A snowball sampling method was used to select 16 participants. The content validity of the questionnaire was confirmed by subject matter experts, and its reliability was verified through the consistency ratio. Results: The findings indicate that the model of data-driven culture in human capital management comprises three levels: 1) Requirements and Tools of a Data-Driven Culture (including components such as transformational leadership and innovation in organizational culture, data and analytical literacy of human capital, data protection and adherence to ethical-legal principles, and the use of modern technologies and tools); 2) Processes of Data-Driven Culture (including components such as the collection of valid and transparent data, data quality and integration, continuous data monitoring and evaluation, and data-driven decision-making); and 3) Outcomes of Data-Driven Culture (including components such as data-driven recruitment and selection of human capital, data-driven development and advancement of human capital, and data-driven performance planning and management). Conclusions: The results of this study provide a roadmap for human resource managers to establish data-driven culture within their organizations. https://obs.iaobm.ir/article_736952.html Digital burnout, as one of the emerging challenges in the era of digital technologies and e-learning, has had profound effects on the quality of teaching and mental health of university professors. Therefore, the aim of the study is to investigate the lived experience of higher education professors of the phenomenon of digital burnout in online education. The research method was qualitative with the descriptive phenomenological strategy of Giorgi & Giorgi. Purposeful sampling method with theoretical saturation logic and 16 participants were interviewed in-depth semi-structured interviews, and the data obtained were analyzed using coding and content analysis method. To achieve research trustworthiness, two methods of resonancy and reflectivity were used. The findings of the study, in accordance with phenomenology, showed that professors involved in digital burnout face challenges such as perception of inadequacy in digital environments, feelings of lack of access to digital tools in the distance learning process, and being overly influenced by digital media. This study also emphasizes the need to develop supportive policies and train professors in digital management skills. Paying attention to these issues can significantly help improve the quality of digital education and reduce the stress associated with it in the academic community.