International Journal of Innovation Management and Organizational Behavior (IJIMOB)
ISSN: 3041-8992 Director in Charge: Sepehr Khajeh Naeini Editor-in-chief: Dr. Yus Nugraha Owner: KMAN Research Institute Publisher: KMAN Publication Inc. (KMANPUB) Email: ijimob@kmanpub.com / journalimobs@gmail.com Open Access: YES International Journal of Innovation Management and Organizational Behavior (IJIMOB) is a scientific open access peer-reviewed journal. The primary purpose of the International Journal of Innovation Management and Organizational Behavior (IJIMOB) is to publish scholarly research articles in the fields of Management and Organizational Behavior. As an official journal of the KMANPUB, the IJIMOB is recognized as an instrument for projecting and supporting the goals and objectives of this organization, which include scholarly research and the free exchange of ideas. IJIMOB appreciates original articles, review articles, short-papers, and conceptual papers research on all aspects of Innovation Management and Organizational Behavior. About the Publisher Publisher: KMAN Publication Inc. Publisher Office: Unit 5‑10825 Yonge St, Richmond Hill, Ontario, Canada, L4C 3E3 https://journals.kmanpub.com Email: kmanpu@kmanpub.com Telegram: +1 (647) 656‑4401 | WhatsApp: +1 (437) 429‑3507 Germany Office: Dratelnstrasse, Wohnung A60, 21119 Hamburg, Germany (+4915207720487)
A Phenomenological Study of the Lived Experiences of Female School Principals in Their Relationships with Teachers
Objective: The objective of this study was to explore and describe the lived experiences of married female principals of girls’ upper secondary schools in their professional relationships with teachers. Methods and Materials: This qualitative study employed a descriptive phenomenological design to capture the essence of participants’ lived experiences. The research population consisted of married female principals working in public girls’ upper secondary schools across the five educational districts of Tabriz. Participants were selected through purposive and theoretical sampling based on defined criteria, including a minimum of five years of managerial experience, at least a master’s degree, and having at least one child. Data were collected through semi-structured, in-depth interviews conducted until theoretical saturation was achieved with twelve participants. Interviews were audio-recorded, transcribed verbatim, and analyzed using Colaizzi’s seven-step phenomenological method. Credibility and trustworthiness were ensured through prolonged engagement, member checking, careful transcription review, and consistency in coding and theme development. Findings: Data analysis led to the extraction of three main categories reflecting the principals’ lived experiences: low job motivation among teachers, the necessity of effective communication and mutual understanding, and teachers’ personal problems affecting professional functioning. These categories encompassed experiences related to reduced responsibility, task avoidance, limited participation in school administration, resistance to professional updating, unprofessional behaviors, and the impact of family- and health-related issues such as childbirth and frequent absences. Conclusion: The findings indicate that the leadership experiences of female school principals are deeply relational and shaped by ongoing efforts to balance empathy, accountability, and organizational effectiveness. Understanding these lived experiences can inform more context-sensitive leadership development and support strategies in secondary education.
Copyright (c) 2025 Shahin Jabalhang (Author); Sadegh Maleki Avarsin (Corresponding Author); Jahangir Yari Haj Ataloo (Author)
The Effect of Organizational Well-Being on Organizational Flourishing among Employees of Selected Martial Arts Federations: The Mediating Role of Psychological Flexibility
Objective: This study aimed to examine the effect of organizational well-being on organizational flourishing among employees of selected martial arts federations with the mediating role of psychological flexibility. Methods and Materials: The present research employed a descriptive–correlational design using structural equation modeling. The statistical population consisted of 337 employees from the martial arts, judo, wushu, karate, and taekwondo federations, from which 175 participants were selected through proportionate stratified random sampling. Data were collected using the Organizational Well-Being Questionnaire, the Organizational Flourishing Questionnaire, and the Psychological Flexibility Questionnaire. Data analysis was conducted using correlation analysis, multiple regression, and structural equation modeling with PLS and SPSS software. Findings: The results indicated that organizational well-being significantly predicted organizational flourishing (β = 0.460, t = 5.766, p < .001) and psychological flexibility (β = 0.584, t = 3.156, p < .001). Psychological flexibility also significantly predicted organizational flourishing (β = 0.496, t = 6.600, p < .001). Mediation analysis revealed that psychological flexibility significantly mediated the relationship between organizational well-being and organizational flourishing, as the direct effect of organizational well-being on organizational flourishing decreased after inclusion of the mediator while the indirect effect became significant. Organizational well-being explained 21.16% of the variance in organizational flourishing and 34.10% of the variance in psychological flexibility, while psychological flexibility explained 24.60% of the variance in organizational flourishing. Conclusion: The findings demonstrate that organizational well-being enhances organizational flourishing both directly and indirectly by strengthening employees’ psychological flexibility, highlighting psychological flexibility as a core psychological mechanism in sustainable organizational development within sport federations.
Copyright (c) 2025 Mohammad hadi Allah Gholizadeh Haghi (Author); Robab Mokhtari Yoznab (Corresponding Author); Mehrdad Moharramzadeh , Masoud Imanzadeh (Author)
Investigating the Impact of COVID-19 Consequences on Supply Chain Integration and Performance with the Mediating Role of Organizational Strategic Flexibilities (Case Study: Iranian Airlines)
Objective: This study aims to investigate the effect of COVID-19 consequences on supply chain integration and supply chain performance, considering the mediating role of strategic flexibility in Iranian airline companies. Methods and Materials: This applied, descriptive-correlational study examined employees of airline companies in Tehran as the statistical population (N = 3400). Using Cochran’s formula, a sample of 240 participants was selected through purposive sampling. Data were collected via a Likert-scale questionnaire whose reliability was confirmed through Cronbach’s alpha coefficients exceeding 0.70. Data analysis was conducted using SPSS and PLS software at both descriptive and inferential levels. Descriptive indicators such as mean, standard deviation, and frequency distribution were used, while structural equation modeling (SEM) and path analysis tested the research hypotheses. Additional indices such as CR, AVE, Q², SRMR, NIF, and GOF were used to evaluate model fit. The Sobel test was applied to assess the mediating role of strategic flexibility. Findings: Results indicated that COVID-19 consequences significantly affected supply chain integration (β = 0.456, t = 10.100) and supply chain performance (β = 0.325, t = 10.222). COVID-19 also had a significant effect on strategic flexibility (β = 0.258, t = 7.455). Strategic flexibility significantly influenced supply chain integration (β = 0.459, t = 8.200) and supply chain performance (β = 0.369, t = 12.123). Sobel test results confirmed the mediating role of strategic flexibility, with indirect effects of 0.39 and 0.44, both with confidence intervals above zero. Model fit indices and R² values supported strong predictive power and high model adequacy. Conclusion: The findings demonstrate that COVID-19 consequences significantly shape supply chain integration and performance, and strategic flexibility serves as a vital mediating mechanism that enhances organizational resilience and operational effectiveness within Iranian airline supply chains.
Copyright (c) 2025 Naser Shambayati (Corresponding Author); Seyedeh Masoumeh Ghamkhari, Forogh Tabatabaei (Author)
Presenting a Model of Ambidextrous Human Resource Management in Project-Oriented Organizations
Objective: The objective of this study was to develop and empirically validate a comprehensive model of ambidextrous human resource management (A-HRM) tailored to the structural and behavioral requirements of project-oriented organizations. Methods and Materials: This study employed a mixed-methods sequential exploratory design consisting of qualitative and quantitative phases. In the qualitative phase, semi-structured interviews were conducted with 20 experts in ambidextrous HRM using purposive and snowball sampling until theoretical saturation was achieved. The interviews were analyzed through open, axial, and selective coding using MAXQDA, and thematic structures underlying motivational, empowering, and opportunity-creating HRM practices were extracted. In the quantitative phase, a researcher-developed questionnaire was administered to 213 employees of a large project-oriented organization. Measurement reliability was assessed through Cronbach’s alpha, composite reliability (CR), and average variance extracted (AVE), while normality was examined using the Kolmogorov–Smirnov test. Structural equation modeling (SEM) was applied to examine path coefficients, t-values, predictive relevance (Q²), coefficient of determination (R²), and overall model fit (GOF). Findings: The Kolmogorov–Smirnov results indicated all variables were non-normal (p < 0.05), supporting the use of SEM with non-parametric assumptions. All main constructs—motivational practices (R² = 0.836), empowering practices (R² = 0.813), and opportunity-creating practices (R² = 0.733)—showed strong explanatory power. Path coefficients exceeded significance thresholds (t > 1.96), confirming meaningful relationships among variables. Predictive relevance values indicated strong model validity (Q² > 0.35). The overall model demonstrated excellent global fit (GOF = 0.56), confirming strong structural integrity and predictive capability. Conclusion: The validated model demonstrates that ambidextrous HRM—comprising motivational, empowering, and opportunity-creating practices—provides a robust conceptual and operational foundation for enhancing exploration–exploitation balance in project-oriented organizations, thereby supporting adaptability, innovation, and sustained organizational performance.
Copyright (c) 2025 Mohammad Mahdi Shafizadeh Beromi (Author); Farshad Hajalian (Corresponding Author); Majid Jahangirfard (Author)
Generation Z's expectations from coaching
<a href="https://journals.kmanpub.com/index.php/ijimob/This study examines the expectations and motivations of Generation Z students toward life coaching, highlighting the growing importance of understanding how this cohort interacts with life coaching. Employing an applied qualitative design within an interpretive paradigm, the research drew on semi-structured interviews with 20 students from the University of Kirkuk, Iraq. Data were analyzed thematically, following systematic coding procedures until theoretical saturation was reached. The findings revealed seventeen shaping students’ expectations from coaching: Coaching Approach (personalized guidance), Communication Skills (active listening, constructive feedback, effective communication), Goal Orientation (measurable goals, transparent evaluation), Skill Development (enhancing capabilities, expertise transfer), Emotional Support (motivation, empathy, psychological safety), Professional Attitude (ethics, accountability, flexibility), Problem-Solving Capacity (practical decision-making skills), and Resource Facilitation (access to tools and networks). The study contributes to the literature on coaching and generational learning by highlighting the culturally grounded expectations of Iraqi students. Practically, the findings suggest that coaches and educational institutions should adopt tailored, ethically sound, and goal-focused approaches to enhance engagement and effectiveness when working with Generation Z.">This study examines the expectations and motivations of Generation Z students toward life coaching, highlighting the growing importance of understanding how this cohort interacts with life coaching. Employing an applied qualitative design within an interpretive paradigm, the research drew on semi-structured interviews with 20 students from the University of Kirkuk, Iraq. Data were analyzed thematically, following systematic coding procedures until theoretical saturation was reached. The findings revealed seventeen shaping students’ expectations from coaching: Coaching Approach (personalized guidance), Communication Skills (active listening, constructive feedback, effective communication), Goal Orientation (measurable goals, transparent evaluation), Skill Development (enhancing capabilities, expertise transfer), Emotional Support (motivation, empathy, psychological safety), Professional Attitude (ethics, accountability, flexibility), Problem-Solving Capacity (practical decision-making skills), and Resource Facilitation (access to tools and networks). The study contributes to the literature on coaching and generational learning by highlighting the culturally grounded expectations of Iraqi students. Practically, the findings suggest that coaches and educational institutions should adopt tailored, ethically sound, and goal-focused approaches to enhance engagement and effectiveness when working with Generation Z.
Copyright (c) 2025 Ahmed Jihad MohammedAmen AlZankanh (Author); Mohsen Alizadeh Sani (Corresponding Author); Meysam Shirkhodaie, Mohammad Safari, Aboalhasan Hosseini (Author)
Examining the Relationship between Ethical Climate and Organizational Commitment with the Mediating Role of Organizational–Professional Conflict in Educational Settings of Physical Education and Sport Sciences
Objective: This study aimed to examine the relationship between ethical climate and organizational commitment among physical education teachers in Iran, focusing on the mediating role of organizational–professional conflict. Methods and Materials: A correlational–descriptive design was used. The statistical population consisted of all physical education teachers in Iran (N ≈ 27,000). Based on Cochran and Sharp’s formula, 476 participants were selected through random sampling. Data were collected using four standardized instruments: the Ethical Climate Questionnaire (Cullen et al., 1993), the Organizational–Professional Conflict Questionnaire (Shafer et al., 2002), the Affective Commitment Scale (Meyer & Allen, 1984), and the Impression Management Scale (Paulhus, 1991). Cronbach’s alpha coefficients ranged from 0.76 to 0.89, confirming acceptable reliability. Data were analyzed using Pearson correlation and hierarchical regression analysis via AMOS software, with significance set at p < 0.05. Findings: Results revealed that ethical climate dimensions significantly influenced both organizational–professional conflict and affective commitment. Egoistic/individual, egoistic/cosmopolitan, and benevolent/local climates negatively predicted organizational–professional conflict, whereas principled/individual and principled/cosmopolitan climates showed positive effects. Ethical climate variables accounted for 47% of the variance in organizational–professional conflict and 37% in affective commitment. Organizational–professional conflict exhibited a significant negative correlation with affective commitment but did not mediate the relationship between ethical climate and commitment. Impression management significantly influenced reported perceptions of ethical climate and commitment, indicating potential social desirability bias. Conclusion: The ethical climate in educational organizations plays a pivotal role in shaping teachers’ commitment and managing professional conflicts. Benevolent and principled ethical climates foster stronger affective commitment, whereas egoistic climates undermine it. However, organizational–professional conflict does not function as a mediator in this relationship. Enhancing ethical awareness, fairness, and supportive communication among educational managers can improve teachers’ affective commitment and organizational harmony.
Copyright (c) 2025 Farahnaz Shams (Author); Naser Gholami (Corresponding Author)
Definition, Classification, and Characteristics of Indicator Systems: A Systematic Review
Objective: The purpose of this article is to summarize the definitions, classifications, and characteristics of indicator systems and to create a foundation for understanding and developing a common system through a systematic review. Methodology: Through a review study, using two English keywords, "Indicator System" and "System of Indicators", five databases—Springer, Sage, Elsevier, Taylor & Francis, and Emerald—were systematically searched. After applying exclusion criteria, a total of 68 documents, which based on PRISMA indicators demonstrated acceptable quality for this study, were selected and analyzed. Data analysis in this research was conducted using Altheide’s method. Findings: According to the identified components, the indicator system “refers to a set of characteristics that, through quantitative and qualitative indicators, are influenced by three dimensions—temporal, environmental, and content-related—as well as the target audience, thereby enabling the reflection of changes, the simplification of understanding phenomena, and the measurement and provision of meaningful information about them.” Furthermore, the review of existing classifications in the design and development of indicator systems led to the proposal of a new taxonomy, structured into 40 levels and 14 categories, which are consolidated into six overarching themes: the nature of the indicator, the nature of indicator data, the degree of importance and order of operational steps, application and performance (thematic), number of indicators, and level. Conclusion: In addition, the findings of this study identified the characteristics of indicators as essentially descriptive, prescriptive, and deductive. It also provided explanations regarding the selection of good indicators, which will be further elaborated in the following sections.
Copyright (c) 2025 Sepehr Rahimian (Corresponding Author); Keyvan Salehi (Author) https://creativecommons.org/licenses/by-nc/4.0
Presenting the Organizational Legitimacy Model in Iraqi Public Universities
Objective: This study aimed to develop and validate a comprehensive model of organizational legitimacy in Iraqi public universities. Methodology: The research employed a quantitative–descriptive design. The statistical population consisted of 6,000 employees from Iraqi public universities, from which a sample of 361 participants was selected through stratified random sampling using Cochran’s formula. Data were collected using a researcher-developed questionnaire containing 80 items across 14 dimensions, including independence, innovation, organizational culture, participation, commitment, adaptability, leadership style, organizational support, reward systems, result orientation, mission clarity, organizational behavior, identity, and organizational structure. Validity was established through content and construct validity procedures, while reliability was confirmed with a Cronbach’s alpha coefficient of 0.86. Data analysis was performed using structural equation modeling (SEM) with LISREL software, and model fit was assessed using multiple fit indices. Findings: All dimensions demonstrated statistically significant path coefficients, generally exceeding 0.5, with many approaching or surpassing 0.8, indicating strong contributions to organizational legitimacy. The highest factor loadings were observed for independence, innovation, and organizational culture. All t-values exceeded 1.96, confirming statistical significance. Model fit indices indicated strong alignment with the observed data. Conclusion: The validated model confirms that organizational legitimacy in Iraqi public universities is a multidimensional construct influenced by both internal capabilities and external stakeholder perceptions. Strengthening independence, fostering innovation, cultivating organizational culture, promoting participation, and ensuring transparent governance are key strategies for enhancing legitimacy. The model offers a practical framework for policymakers and university leaders to guide institutional development and strategic planning in higher education.
Copyright (c) 2025 Ahmed Jalil Mohaisen Al Shuwaili (Author); Hamid Reza Bahrami (Corresponding Author); Tariq Kadhim Shlaka , Enayat Ollah Aghaei, Mehrdad Sadeghi (Author) https://creativecommons.org/licenses/by-nc/4.0
Structural Equation Modeling of the Relationships Between Intellectual Capital, Psychological Capital, and Human Resource Productivity
Objective: The purpose of this study was to investigate the interrelationships among intellectual capital, psychological capital, and human resource productivity in the banking sector. Methods and Materials: The research employed a cross-sectional survey design using structural equation modeling (SEM). The statistical population consisted of managers of Parsian Bank branches in Tehran, from which 287 individuals were selected through simple random sampling. Data were collected using three instruments: Bontis’s Intellectual Capital Questionnaire, Luthans’s Psychological Capital Questionnaire, and a researcher-developed Human Resource Productivity Questionnaire. Reliability was confirmed with Cronbach’s alpha coefficients above acceptable thresholds, and validity was verified by expert review. Data analysis was performed using SPSS and LISREL, with model fit assessed through indices such as RMSEA, GFI, and AGFI. Findings: The results revealed that intellectual capital significantly and positively influenced human resource productivity. Among its components, human capital exerted the strongest effect (path coefficient = 0.37), followed by structural capital (0.29) and relational capital (0.23). In addition, psychological capital had a positive and significant impact on human resource productivity, with a standardized coefficient of 0.32. All path coefficients were statistically significant (t-values > 1.96), confirming the robustness of the relationships. Goodness-of-fit indices indicated that the proposed structural model adequately fit the data, with RMSEA = 0.077, GFI = 0.90, and AGFI = 0.89. Conclusion: The study underscores the dual importance of intellectual capital and psychological capital as complementary intangible resources that jointly enhance human resource productivity. By investing in knowledge-based assets and fostering positive psychological states among employees, organizations—particularly in knowledge-intensive industries like banking—can achieve sustainable improvements in productivity and competitiveness.
Copyright (c) 2025 Morteza Robatmili (Author) https://creativecommons.org/licenses/by-nc/4.0
The Ecological Model of Prisons in Iran with Emphasis on Prisoners’ Behavioral Reform (Case Study: Tehran Prisons Organization)
Objective: This study aimed to design and analyze a comprehensive ecological model of prisons in Iran with a focus on behavioral reform of inmates, using Tehran Prisons Organization as the case study. Methods and Materials: This research employed an exploratory mixed-methods design with a qualitative emphasis. The qualitative phase was conducted using a phenomenological approach through in-depth, semi-structured interviews with 16 experts, including senior prison managers and academic faculty with lived experience in the prison system. Data collection continued until theoretical saturation was reached. Thematic analysis was used for qualitative data analysis, based on six systematic stages involving open coding, axial coding, and theme development using ATLAS.ti version 9 software. The conceptual framework was refined based on insights from the interviews, literature review, and expert validation, resulting in a three-level thematic model. Findings: hematic analysis of expert interviews led to the identification of five overarching dimensions and multiple sub-themes influencing inmate behavior reform: prison environment (including physical conditions, social atmosphere, and security), reformative and educational programs (including vocational and academic training, psychological counseling), social and familial support (including reintegration support and family contact), economic and occupational conditions (including employment opportunities and financial aid), and judicial and managerial systems (including legal procedures and decision-making processes). These themes were integrated into a conceptual ecological model that captures the multi-dimensional and systemic factors contributing to rehabilitation and behavioral transformation in prison settings. Conclusion: The ecological model developed in this study provides a practical and theoretical foundation for understanding and improving inmate behavior reform through systemic and multidimensional strategies. It emphasizes the need for integrated interventions across environmental, educational, psychological, social, and legal domains to foster sustainable reintegration outcomes.
Copyright (c) 2025 Pedram Mohammadzadeh (Author); Seyed Ahmad Hosseini gol afshani (Corresponding Author); Seyed Abdullah Sajadi Jagharq, Afsaneh Zamani Moghaddam (Author) https://creativecommons.org/licenses/by-nc/4.0
Developing and Presenting a Shadow Leadership Model in the Ministry of Water Resources of Iraq
Objective: This study aims to develop and present a model of shadow leadership in Iraq’s Ministry of Water Resources by examining its causal conditions, intervening factors, strategies, and consequences. Methods and Materials: The study employs a mixed-methods approach, integrating qualitative and quantitative research. In the qualitative phase, 18 experts, including university faculty members specializing in behavioral sciences and water resource professionals, were selected through purposive sampling for in-depth interviews. The qualitative data were analyzed using grounded theory, including open, axial, and selective coding. In the quantitative phase, 384 employees of the Ministry of Water Resources were surveyed using a researcher-designed questionnaire based on qualitative findings. The questionnaire’s validity was assessed using the Content Validity Ratio (CVR), and its reliability was confirmed with a Cronbach’s alpha of 0.858. Data analysis involved structural equation modeling (SEM) to test the proposed model. Findings: The results indicate that shadow leadership in Iraq’s Ministry of Water Resources is shaped by political, social, and institutional factors. Causal conditions include power challenges, shadow power requirements, social challenges, environmental instability, and governmental shortcomings. Contextual conditions such as networked power, ideological influence, and media control reinforce shadow leadership mechanisms. Intervening factors, including critics’ management, stakeholder expectations, and political identity, shape strategic actions. Identified strategies encompass social development, professional development, media transformation, and fear-based cultural tactics. The consequences highlight both stabilizing effects, such as leadership efficiency and interaction development, and challenges, such as political control and reduced transparency. Conclusion: Shadow leadership operates as an alternative mechanism of influence in bureaucratic institutions, particularly where formal leadership structures are constrained by political and governance challenges. While it can stabilize decision-making, it also poses risks to transparency and accountability. Strengthening formal governance mechanisms, fostering ethical leadership, and increasing participatory decision-making can mitigate the adverse effects of shadow leadership while leveraging its stabilizing role. Keywords: Shadow leadership, informal power structures, governance, political influence, Iraq, structural equation modeling, grounded theory.
Copyright (c) 2025 Hayder Abdulrahman Khamas (Author); Mohammad Reza Dalvi (Corresponding Author); Zaki Muhammad Abbas, Mehrdad Sadeghi (Author) https://creativecommons.org/licenses/by-nc/4.0
The Impact of Job Embeddedness on Organizational Performance of Employees in the Ministry of Sports and Youth with the Mediating Role of Organizational Justice
Objective: The purpose of this study was to examine the impact of job embeddedness on the organizational performance of employees in the Ministry of Sports and Youth, considering the mediating role of organizational justice. Methodology: The present research is a descriptive-correlational study in which data were collected through a questionnaire using a field research method. The statistical population consisted of all employees of the Ministry of Sports and Youth, totaling 900 individuals. Based on Krejcie and Morgan’s table (1970), a sample of 269 employees was selected using a cluster random sampling method. Data were gathered using the Job Embeddedness Questionnaire by Crossley et al. (2007), the Organizational Performance Questionnaire by Patterson (1992), and the Organizational Justice Questionnaire by Niehoff and Moorman (1993). Findings: The face and content validity of the questionnaires were confirmed by the research supervisor, and their reliability was assessed using Cronbach’s alpha coefficient, which was calculated as 0.88 for job embeddedness, 0.75 for organizational performance, and 0.91 for organizational justice. Structural equation modeling was used for data analysis, and all calculations were performed using PLS and SPSS software. The results indicated that job embeddedness significantly affects both organizational performance and organizational justice, explaining 35.40% of the variance in organizational performance and 11.22% of the variance in organizational justice. Furthermore, organizational justice mediates the relationship between job embeddedness and the organizational performance of employees in the Ministry of Sports and Youth. Conclusion: This study highlights the negative impact of job embeddedness on organizational performance, with organizational justice as a mediating factor. Enhancing fairness, transparency, and employee engagement can mitigate these effects and improve overall productivity.
Copyright (c) 2025 Babak Moradzadeh Khiavi (Author); Mohammad Nasiri (Corresponding Author); Robab Mokhtari Yoznab (Author) https://creativecommons.org/licenses/by-nc/4.0
Structural Equation Modeling of Personality Traits and Job Satisfaction with the Mediating Role of Social Support During the COVID-19 Pandemic (Case Study: Educational-Therapeutic Staff of Teaching Hospitals in Tabriz)
Objective: The present study aimed to model the structural equation relationships between personality traits and job satisfaction, with the mediating role of social support among the educational-therapeutic staff of teaching hospitals in Tabriz. Methodology: This study was a descriptive-correlational research utilizing structural equation modeling. The statistical population comprised 8,500 educational-therapeutic staff members of teaching hospitals in Tabriz during 2020–2021. The sampling method was cluster sampling, and the sample size, determined based on Krejcie and Morgan’s (1970) table, was 384 participants. Data were collected using the NEO Personality Inventory, the Minnesota Job Satisfaction Questionnaire, and the Perceived Social Support Scale. Data analysis was conducted using correlation coefficients and structural equation modeling. Findings: The findings indicated a significant positive relationship between personality traits and job satisfaction, as well as between social support and job satisfaction. Furthermore, the mediating role of social support in the relationship between personality traits and job satisfaction was confirmed. Accordingly, it is concluded that considering employees' personality traits can improve the work environment and enhance their job satisfaction. Additionally, the role of social support as a mediator highlights the importance of creating a supportive atmosphere in the workplace. Conclusion: Therefore, organizations should design social support programs for their employees to strengthen self-esteem and coping abilities, ultimately contributing to increased job satisfaction.
Copyright (c) 2025 Nasim Saberi (Author); Jahangir Yari Haj Atalou (Corresponding Author); Omid Ali Hosseinzadeh (Author) https://creativecommons.org/licenses/by-nc/4.0
The Mediating Role of Organizational Commitment in the Causal Relationship between Islamic Work Ethics and Psychological Empowerment with Job Performance of Employees of the Ministry of Sports and Youth
Objective: The purpose of this study was to investigate the mediating role of organizational commitment in the causal relationship between Islamic work ethics and psychological empowerment with job performance of employees of the Ministry of Sports and Youth. Methodology: The research method is descriptive-correlational and applied in terms of purpose. The statistical population of this study was the staff of the Deputy for Management Development and Support Resources of the Ministry of Sports and Youth (290 people). According to Cochran's formula, the number of samples was 132. Data collection tools of this study were Ali and Al-Kazemi (1988) Islamic Work Ethics Questionnaire with 18 items, Spiritual and Mishra (1995) Psychological Empowerment Questionnaire with 15 items, Allen and Meyer (1990) Organizational Commitment Questionnaire with 24 items and Patterson Job Performance (1970) with 15 items. Structural equation modeling under Smart PLS3 software was used to investigate the research model and validate the hypotheses. Findings: The results show that the variable of Islamic work ethic has a positive and significant effect on organizational commitment. Also, the positive and significant effect of Islamic work ethic variable on job performance and psychological empowerment on organizational commitment was confirmed. The effect of psychological empowerment on job performance was also confirmed. Regarding mediation relations, it was found that organizational commitment mediates the effect of Islamic work ethic on job performance. Also, organizational commitment plays a mediating role in the relationship between psychological empowerment and job performance. Conclusion: Based on proposed model suggested that the managers of the Ministry of Sports and Youth increase the job performance of their employees by training and strengthening, Islamic work ethic and psychological empowerment.
Copyright (c) 2025 Fereshteh Kotobi (Corresponding Author) https://creativecommons.org/licenses/by-nc/4.0
Transformational Leadership and Its Effects on Employee Creativity and Innovation: A Qualitative Analysis in Commercial Organizations
Objective: This study aims to investigate the effects of transformational leadership on employee creativity and innovation within commercial organizations. Methodology: A qualitative research design was employed, utilizing semi-structured interviews to gather in-depth data from 24 employees working in commercial organizations in Tehran, Iran. The sample was selected through purposive sampling to ensure diverse perspectives on the impact of transformational leadership. Data collection ceased upon reaching theoretical saturation. Thematic analysis was conducted using NVivo software, following Braun and Clarke’s six-phase approach to identify key themes and patterns within the data. Findings: The analysis revealed four primary themes: inspirational motivation, intellectual stimulation, individualized consideration, and idealized influence. Participants highlighted that transformational leaders who communicated a clear vision, encouraged open communication, supported autonomy, and provided personalized mentorship significantly influenced their creativity and innovation. Additionally, ethical standards and trust-building by leaders reinforced a safe and collaborative environment that facilitated innovative thinking. These findings align with existing literature on transformational leadership and its impact on organizational culture, employee engagement, and performance. Conclusion: This study demonstrates that transformational leadership plays a crucial role in fostering employee creativity and innovation by creating a supportive, inspiring, and value-driven organizational culture.
Copyright (c) 2025 Fatemeh Rahmani (Corresponding Author); Mohtaram Jafarian, Azam Sedighi, Mehdi Hasanzadeh Hozsorkhi, Seyed Sohbat Ollah Alavi (Author) https://creativecommons.org/licenses/by-nc/4.0
Identification and Ranking of Organizational Factors Affecting the Formation of Deviant Behaviors in the Workplace of Al-Qadisiyah University, Republic of Iraq
Objective: The present study aimed to identify and rank the organizational factors influencing the formation of deviant behaviors in the workplace at Al-Qadisiyah University, Iraq. Methodology: This research employed a mixed-method approach (qualitative-quantitative). The participants in the qualitative section included 21 experts and administrative and educational managers from Al-Qadisiyah University, Iraq, who were interviewed using semi-structured interviews until theoretical saturation was reached. Data were analyzed using a three-stage coding process (initial, organizing, and overarching) for thematic analysis. In the quantitative section, the statistical population consisted of 180 managers and employees at Al-Qadisiyah University. Using the Krejcie and Morgan table and stratified random sampling, 120 individuals were selected as the sample. The validity of the questionnaire was confirmed through convergent and discriminant validity, and its reliability was confirmed using Cronbach’s alpha (0.862). Data were analyzed using factor analysis and covariance-based structural equation modeling with the AMOS graphical software. Findings: The findings from the qualitative section identified 101 indicators, 14 components, and 3 dimensions, which included managerial factors, job-related factors, and structural factors. The quantitative findings indicated a good fit for all dimensions and components. The ranking results for organizational factors influencing the formation of deviant behaviors in the workplace were as follows: managerial factors, job-related factors, and structural factors. Conclusion: It can be concluded that managerial factors play a significant role in the formation of deviant behaviors in the workplace, and therefore, stakeholders should pay attention to these factors.
Copyright (c) 2025 Sadegh Sarhan Muhammad Sajet, Mehraban Hadi Peykani, Zaki Muhammad Abbas Behiyeh, Badri Shahtalebi (Author) https://creativecommons.org/licenses/by-nc/4.0
Explaining the Behavioral Model of Auditors Based on Environmental Responsibility
Objective: The present study aims to explain the behavioral model of auditors based on environmental responsibility. Methodology: The research employs a mixed-methods approach (qualitative and quantitative) and was conducted in 2024. In the qualitative phase, data were collected through interviews with 15 experts, achieving theoretical saturation using the grounded theory method. In the quantitative phase, the Friedman test was employed to rank the dimensions and components of the model. Additionally, the model's validity was assessed by distributing a researcher-developed questionnaire among 384 experts, including faculty members, financial managers, and auditors from the Supreme Audit Court of the country, using SPSS software. Findings: The proposed model comprises three dimensions, 11 components, and 39 indicators. The dimensions of the behavioral model of auditors based on environmental responsibility include the organizational behavior dimension, which encompasses professional ethics, stakeholder consideration, environmental standards, and sustainable development; the social behavior dimension, which includes environmental culture, evaluation and monitoring, and sustainability reporting; and the individual behavior dimension, which consists of professional competence, individual attitudes and values, personal responsibility, and education and learning. Conclusion: Auditors must acquire the necessary skills to identify, evaluate, and report environmental issues. These skills include knowledge of environmental accounting and reporting across individual, organizational, and social behavioral dimensions, environmental risk analysis, and an understanding of relevant ethical principles.
Copyright (c) 2025 Lela Arab (Author); Reza Sotudeh (Corresponding Author); Abbasali Haghparast, Alireza Hirad (Author) https://creativecommons.org/licenses/by-nc/4.0
Expanding Competitive Advantage Through Knowledge Sharing, Collaboration, and Organizational Innovation (Case Study: Mojan Food Industries Company)
Objective: This study aims to examine the impact of knowledge sharing, collaboration, and organizational innovation on achieving a sustainable competitive advantage in the Mojan Food Industries Company. Methodology: The research employed a quantitative approach using structural equation modeling (SEM) to analyze the relationships between key variables. Data were collected through a structured questionnaire distributed to employees of Mojan Food Industries, with a total sample size of 295 respondents. The study measured knowledge sharing, collaboration, organizational innovation, and competitive advantage using validated scales. Data analysis was conducted using Smart PLS software to assess reliability, validity, and path coefficients. Findings: The results indicate a significant positive relationship between knowledge sharing and competitive advantage (β = 0.347, t = 8.273), knowledge sharing and organizational innovation (β = 0.571, t = 13.324), and knowledge sharing and collaboration (β = 0.769, t = 20.469). Additionally, organizational innovation positively influences competitive advantage (β = 0.292, t = 7.669), and collaboration enhances competitive advantage (β = 0.311, t = 7.116). These findings suggest that organizations can strengthen their competitive position by fostering a knowledge-sharing culture, encouraging collaborative practices, and prioritizing innovation. The model's R² values (0.763 for competitive advantage, 0.667 for innovation, and 0.592 for collaboration) confirm its strong explanatory power. Conclusion: The study confirms that knowledge sharing, collaboration, and organizational innovation are essential drivers of competitive advantage. Organizations that invest in structured knowledge-sharing mechanisms, collaborative environments, and innovation initiatives are better positioned to sustain market leadership. The findings underscore the need for companies to integrate these factors into their strategic frameworks to achieve long-term success in competitive markets.
Copyright (c) 2025 Soroush Sardashti (Corresponding Author) https://creativecommons.org/licenses/by-nc/4.0
Presentation of a Mental Skills Model for General Science Students
Objective: This study aimed to identify and explain the dimensions and components of mental skills among general science students to provide a theoretical framework for enhancing these skills. Methodology: This study employed a qualitative approach based on grounded theory. Data were collected through in-depth semi-structured interviews with 18 students and relevant experts and analyzed using qualitative data analysis methods, including open, axial, and selective coding. ATLAS.ti software, version 8, was used for data analysis. Findings: Data analysis resulted in the extraction of 252 initial conceptual codes. These concepts were categorized into five main conceptual codes and 17 sub-conceptual codes, encompassing various dimensions of students' mental skills. The most significant identified dimensions include scientific thinking and analysis, creative and innovative thinking, management and organization, logical and systematic thinking, and research and scientific skills. Conclusion: Mental skills among general science students, as a key factor in academic and research success, consist of a set of abilities that are directly related to academic performance. Enhancing these skills can improve learning quality, the ability to solve complex scientific problems, and students' academic progress. The findings of this study suggest that educational institutions should focus on training critical thinking skills, creativity, time management, and scientific research to create a conducive environment for student development. Additionally, conducting further research to examine the impact of environmental and social factors on mental skills can contribute to a more comprehensive understanding of this field.
Copyright (c) 2025 Sarah Jasim Mohammaed AlAbdullah (Author); Asghar Sharifi (Corresponding Author); Mushreg Mohammed Mijwil Al-Isawi, Zohreh Saadatmand (Author) https://creativecommons.org/licenses/by-nc/4.0
Prioritizing Integrated Marketing Communication Tools in Sport Tourism in Iran Based on ACCA Model
Objective: This study aims to prioritize the Integrated Marketing Communication (IMC) tools in the sports tourism sector in Iran based on the ACCA model to enhance the effectiveness of marketing strategies and attract more tourists. Methods and Materials: A descriptive-field research method was employed to achieve the study's objectives. Data were collected through a researcher-made questionnaire administered to a statistical population comprising 53 experts and specialists in sports management, all holding at least a master's or doctoral degree in the field. The Analytical Hierarchy Process (AHP) was used as the data analysis method to determine the weight and priority of IMC tools. The study ensured consistency in responses by calculating the inconsistency rate for paired comparisons, ensuring it remained below the acceptable threshold of 0.1. Findings: The results revealed that advertising and public relations hold the highest importance in creating awareness within the sports tourism sector, with television advertising ranking the highest among advertising tools. Sales promotion emerged as the most significant tool for developing comprehension, with discount coupons receiving the highest final weight. For fostering conviction, personal selling and direct marketing were found to be the most influential, with presence selling and catalog distribution identified as the most effective methods. Finally, in the action stage, personal selling and direct marketing remained the most impactful tools, highlighting their significance in converting potential tourists into actual customers. Conclusion: The study concludes that an effective IMC strategy in sports tourism should prioritize advertising and public relations to build awareness, followed by sales promotion for comprehension and personal selling for conviction and action. These findings provide valuable insights for tourism authorities and marketers in Iran to allocate resources more efficiently and optimize communication strategies to boost the country's sports tourism industry.
Copyright (c) 2025 Narges Esmaeili (Author); Farideh Ashraf Ganjuei (Corresponding Author); Farshad Tojari (Author) https://creativecommons.org/licenses/by-nc/4.0
The Impact of Information Activity and Responsiveness on Export Investment Performance with the Mediating Role of International Channel Partner Selection through Word-of-Mouth Referral
Objective: The objective of this study is to investigate the impact of information activity and responsiveness on export investment performance with the mediating role of international channel partner selection through word-of-mouth referral. Methodology: This research is applied in terms of purpose and descriptive-survey in terms of data collection method. The statistical population of this study consists of managers of small and medium-sized export businesses in Tehran. A total of 380 valid questionnaires were obtained through simple random sampling based on Krejcie and Morgan's table. Data collection methods in this study included both library research (reviewing articles, books, the internet, etc.) and field study. Field data were collected using the questionnaires developed by Ishii and Kikomori (2024). The validity of the questionnaire was confirmed through face and content validity, and its reliability was verified using Cronbach's alpha and composite reliability. Data analysis was conducted using SPSS and Smart PLS software. Findings: The findings indicated that information activity, responsiveness, and international channel partner selection through word-of-mouth referral influence export investment performance. Moreover, information activity and responsiveness influence international channel partner selection through word-of-mouth referral. The mediating role of international channel partner selection through word-of-mouth referral in the relationship between information activity and responsiveness on export investment performance was confirmed. Conclusion: Therefore, information activity serves as a tool for reducing market entry costs and increasing the likelihood of export success.
Copyright (c) 2025 Marjan Arefani (Author); Gholamhossein Daghighi Masouleh (Corresponding Author); Ebn Sina Samarbakhsh Tehrani, Mahmoud Samadi Largani (Author) https://creativecommons.org/licenses/by-nc/4.0
Investigating the Impact of Ownership Structure and Board Characteristics on Accounting Conservatism in Financial Reports of Iraq and UAE
Objective: This study examines the impact of corporate governance mechanisms on accounting conservatism in companies listed on the Iraq and UAE stock exchanges. Methods and Materials: The statistical sample of the study was selected systematically from companies listed on the Iraq and UAE stock exchanges during the period from 2016 to 2022. This sample includes 31 companies from the Baghdad Stock Exchange and 52 companies from the Abu Dhabi and Dubai stock exchanges. Additionally, the hypotheses of the study were tested using the panel data regression method. Findings: The results of hypothesis testing indicated that the board size, board independence, managerial ownership, and institutional ownership have a positive and significant impact on accounting conservatism in companies listed on the UAE stock exchange. Moreover, the results showed that only board size has a negative and significant relationship with conservatism in the Iraq stock exchange, while the other results were similar to those of the UAE stock exchange. Conclusion: The study concludes that board characteristics and ownership structure significantly influence accounting conservatism in Iraq and UAE, with notable differences observed in board size's impact across the two markets.
Copyright (c) 2025 Waleed Mohsin Owaid AL- Zubaidi, Rahman Saedi, Ibrahim Abed Mousa Alsabary , Mohsen Rahimi Dastjerdi (Author) https://creativecommons.org/licenses/by-nc/4.0
Concepts and Patterns of Destination Leadership and Their Application in Sports Tourism: A Scoping Review
Objective: This study aims to conduct a scoping review of research related to the concepts, models, and capabilities of leadership in tourism destinations, particularly in the context of sports tourism, and to address questions that can contribute to leadership development in these destinations. Methodology: The research method was designed based on the five-step framework by Arksey and O’Malley (2005), with data extracted from three credible databases, including Web of Science, Scopus, and Google Scholar, and reviewed following PRISMA guidelines. After eliminating duplicates and applying inclusion and exclusion criteria, 48 articles were selected for final analysis. Findings: Results indicate that researchers are increasingly focused on a novel paradigm emphasizing network leadership over individualistic and hierarchical models. However, no unified or shared definition of leadership in tourism destinations has emerged. Leadership models proposed for success in tourism destinations include systemic, distributed, collective, and shared leadership. Additionally, essential capabilities for destination leadership include networking, analytical skills, influence, economic acumen, vision development, strategic planning, and generating enthusiasm. Finally, the relationship between sports and tourism destinations can be analyzed through three dimensions: "destination as a product" (active sports tourism), "venue for product delivery" (sporting events), and "part of the product package" (sports as a destination attraction). Conclusion: Within the framework of the network relationship paradigm, three leadership models—inter-organizational, inter-sectoral, and intra-sectoral—can be proposed.
Copyright (c) 2025 Hayder Mansoor Hassoon (Author); Bahram Yousefi (Corresponding Author); Zohreh Hasani, Erfan Moradi, Rasool Norouzi Seyed Hosseini (Author) https://creativecommons.org/licenses/by-nc/4.0
Presentation of the Model for Co-evolution of Governance and the Development of Smart Transportation Technologies in Tehran Metropolis
Objective: This study aims to present a model for the elements shaping the co-evolution of governance and the development of smart transportation technologies. Methodology: This study employed a qualitative approach. Initially, by reviewing the literature on governance and smart technologies, the key factors from existing models and studies were extracted using content analysis, resulting in 234 initial codes. In the second step, expert interviews and the content analysis of these interviews were used to refine and complete the codes. The sampling method for the interviews was both snowball and judgmental, and after 31 interviews, convergence was reached. Findings: From the combination of the codes, 35 themes were extracted and categorized into 11 groups, leading to the final model. The model was explained in a panel of experts and confirmed after necessary revisions. The findings showed that increasing the penetration of information and technology, the need for an integrated transportation system, information technology infrastructure, and modern technologies in the transportation industry, as well as legal and regulatory considerations, are important factors that, in the framework of the evolutionary process, align with the three principles of transparency, accountability, and participation in the good governance model, affecting both the market and smart technology. Conclusion: Good organizational governance is achieved through the interaction of all levels within an organization. This interaction requires coordination among various components within the organization, its stakeholders, and its overall strategy, such that if this coordination is fully realized, organizational success and performance improvement will occur.
Good governance, co-evolution, smart transportation technologies, Tehran metropolis,
Copyright (c) 2025 Shabnam Seiri Sabet (Author); Fatemeh Saghafi (Corresponding Author); Ali Mohaghar, Mehdi Mohammadi (Author) https://creativecommons.org/licenses/by-nc/4.0
Identification and Prioritization of Indicators for the Annual Performance Evaluation of the President
Objective: The objective of this study is to design and evaluate an annual performance evaluation model for the president Methodology: The study employs a Delphi research process consisting of three rounds to reach a consensus among expert panel members on the relevant performance indicators. Structural Equation Modeling (SEM) is used to validate the measurement model, and confirmatory factor analysis (CFA) is conducted to assess the reliability and validity of the model. Findings: The Cronbach's alpha coefficient and composite reliability for all constructs in the model exceed 0.7, indicating good and acceptable reliability for the measurement instruments. This implies that the various constructs of the model were measured consistently and accurately, and the resulting data can be reliably used to analyze and interpret the President’s performance. These results collectively show that the annual performance evaluation model for the President is statistically valid and can serve as an effective tool for performance analysis. Conclusion: Overall, the findings of this evaluation suggest that higher priority was given to indicators that refer to tangible and measurable outcomes and impacts of the President's performance. In contrast, indicators related to individual competencies and external and intervening factors ranked lower. This pattern may indicate a tendency toward evaluations that focus more on objective and observable results than on more relative or indirect assessments.
Copyright (c) 2025 Soroosh Sotoodeh (Author); Aliasghar Pourezzat (Corresponding Author); Marjan Fayyazi, NourMohammad Yaghoubi, Bahareh Mahbanooei (Author) https://creativecommons.org/licenses/by-nc/4.0
Identification of Strategic Human Capital Components and Examination of Its Impact on Innovative Work Behaviors with Job Embeddedness Moderation
Objective: This study aimed to identify the components of strategic human capital and its impact on employees' innovative work behaviors with the moderating role of job embeddedness in Karbala municipal offices. Methodology: The present research adopted a mixed-method (qualitative and quantitative) approach, gathering data through systematic review, Delphi method, and questionnaires. Findings: In the systematic review section, 27 primary indicators of strategic human capital were identified, from which, following Delphi surveys and exploratory factor analysis, three main components were extracted: "value creation and strategic competitiveness," "agility and strategic adaptability," and "alignment and strategic participation." In the quantitative phase, using structural equation modeling, the positive impact of strategic human capital on innovative work behaviors was confirmed, and the moderating role of job embeddedness in this relationship was found to be significant. Conclusion: The results indicate that strategic human capital effectively enhances innovative behaviors and creates a conducive environment for improving organizational performance. By identifying the components of strategic human capital and examining its effective mechanisms, this study contributes to filling gaps in the research literature and provides practical suggestions for enhancing human resource management.
Copyright (c) 2025 Hasan Hadi ALI Al-Luhaibi (Author); Ghasem Eslami (Corresponding Author); Fariborz Rahimnia , Ali Reza Khorakian (Author) https://creativecommons.org/licenses/by-nc/4.0
Designing a Competency Model for Administrative Managers in the Education Department of East Azerbaijan Province
Objective: The objective of this study is to identify the key components of competency for administrative managers at various levels within the Ministry of Education to propose a model. Methodology: To develop the research framework, the dimensions of the competency concept in the Education Department of East Azerbaijan Province were first extracted through document reviews, archival studies, and library research using card-based note-taking methods. Subsequently, the Delphi method was implemented in three stages, utilizing the insights of 29 experts familiar with the research topic to identify the most critical dimensions of competency within the Education Department of East Azerbaijan Province. A snowball sampling method was employed during this phase. In the next stage, after determining the sample size based on the Morgan table and applying simple random sampling, 218 administrative managers and staff (including experts and higher levels) from the Education Department of East Azerbaijan Province (encompassing one general department and five districts) were selected. Identified dimensions and factors were distributed to participants in the form of a questionnaire. Data were analyzed using structural equation modeling (SEM). Findings: Finally, a competency model for administrative managers in the Education Department of East Azerbaijan Province was designed, comprising 27 critical competencies categorized into four domains: operational competencies, social competencies, cognitive competencies, and meta-competencies. The only difference lies in the varying degrees of importance of these competencies for senior, mid-level, and junior administrative managers. Conclusion: The final proposed model can be utilized within the competency-based human resource management system of the Ministry of Education for training, recruitment, and performance evaluation of administrative managers at different levels.
Copyright (c) 2025 Mehdi Khayyati, Davoud haghkhah, Masoumeh Danesh Shakib (Author) https://creativecommons.org/licenses/by-nc/4.0
Meta-Synthesis of Identifying Servant Leadership Components Based on Employees' Innovative Behavior
Objective: This study seeks to systematically review the findings of prior studies on this subject through a meta-synthesis approach, analyzing them based on the formation process and outcomes. Methodology: This research utilizes the meta-synthesis technique and is applied in nature. Accessible and credible documents and records available on websites were examined, focusing on English-language sources from 2010 to 2024 and Persian sources from 2010 to 2024. Among a large number of initial articles, 63 suitable articles were identified. To analyze the selected articles, the concepts, dimensions, and influential components were studied using content analysis. For validating the extracted concepts, a Delphi panel comprising several experts and scholars was employed. Findings: The results indicated four main components: organizational characteristics, leadership style, employee characteristics, and management characteristics. Additionally, experts ranked the importance of servant leadership dimensions based on employees' innovative behavior in the following order: leadership style, management characteristics, employee characteristics, and organizational characteristics. Conclusion: It can be concluded that focusing on the components identified in this research facilitates the development of servant leadership based on employees' innovative behavior.
Copyright (c) 2025 Seyed Meysam Torabi, Hamed Aramesh, Nour Mohammad Yaghoubi (Author) https://creativecommons.org/licenses/by-nc/4.0
Identifying and Ranking the Factors Affecting Visionary Educational Leadership: A Mixed-Methods Approach (Case Study: Primary Schools in Tehran Metropolitan Area)
Objective: The aim of this study is to identify and rank the factors affecting visionary leadership in primary schools. Methodology: This research is applied in terms of its objective, descriptive-survey in terms of data collection, and classified as a mixed-method study with both qualitative and quantitative approaches within the inductive-deductive paradigm. The research method is fuzzy Delphi. The statistical population for the qualitative part consisted of professors in educational management, human resource management, and educational sciences. According to the research purpose, purposive sampling was conducted with a sample size of 18 participants. The statistical population for the quantitative part comprised school principals in the Tehran metropolitan area, with a non-probabilistic convenience sampling method used to determine a sample size of 58 principals. The data collection tools for the qualitative part were interviews, and for the quantitative part, a questionnaire. Validity and reliability were confirmed using the CVR index, Cohen's kappa test, and test-retest methods. In the qualitative section, the qualitative data obtained from interviews were analyzed using Maxqda 2020 software and coding techniques. The quantitative analysis and final analysis were performed using the fuzzy Delphi method. Findings: Through the qualitative data obtained from exploratory interviews, 14 factors affecting visionary leadership were identified. These factors were then ranked using quantitative research methods. Conclusion: The results of the research indicate that strategic vision, communication with key stakeholders, self-esteem, and a holographic perspective are the most important factors influencing visionary leadership.
Copyright (c) 2025 Fatemeh Khorasani (Author); Hamid Shafizadeh (Corresponding Author); Fakhredin Ahmadi, Maryam Afzal Khani (Author) https://creativecommons.org/licenses/by-nc/4.0
Identification of Indicators for Personalized Marketing with an Artificial Intelligence Approach in the Fourth Industrial Revolution
Objective: This study aims to explore the role of artificial intelligence (AI) in personalized marketing within the context of the Fourth Industrial Revolution. Methodology: A qualitative research design was employed to gather in-depth insights from 11 professionals with expertise in marketing, AI, and the Fourth Industrial Revolution. Semi-structured interviews were conducted to explore participants' perspectives on AI-driven personalized marketing. Thematic analysis was used to identify key patterns and themes related to AI's role in enhancing customer interactions, data management, and marketing effectiveness. Findings: The study revealed several key themes: (1) the critical importance of data management and real-time analytics in enabling AI-driven personalization, (2) AI's transformative impact on customer experience through personalized content, recommendation systems, and real-time interactions, (3) the role of AI in improving customer engagement and retention through targeted, relevant marketing messages, and (4) ethical concerns regarding data privacy and the transparent use of customer data in AI applications. AI was found to significantly enhance customer experiences, but ethical challenges must be addressed to ensure trust and loyalty. Conclusion: AI-driven personalized marketing holds substantial promise for improving customer engagement and satisfaction. However, businesses must balance the benefits of personalization with ethical considerations, ensuring transparency in data usage and maintaining consumer trust. Future research should explore the long-term impact of AI on customer loyalty, consumer perceptions, and regulatory frameworks to guide ethical AI implementation in marketing.
Copyright (c) 2025 Seyed yasser Mousavian (Author); Mahmoud Ahmadisharif (Corresponding Author); Farzad Asayesh, Dariyoush Jamshidi (Author) https://creativecommons.org/licenses/by-nc/4.0