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)
Predictive Modeling of Innovation Failure Risk from Organizational Stress, Workload Distribution, and Team Conflict Using Machine Learning Classification
Objective: The objective of this study was to develop and validate a machine learning–based predictive model for estimating innovation failure risk using organizational stress, workload distribution, and team conflict as primary predictors. Methods and Materials: This quantitative cross-sectional study was conducted among 612 full-time employees from innovation-driven organizations in Malaysia. Data were collected using standardized survey instruments measuring organizational stress, workload distribution, team conflict, and perceived innovation failure risk. After psychometric validation, the dataset underwent preprocessing including normalization, outlier detection, and feature engineering. Innovation failure risk was converted into a binary classification outcome. Multiple machine learning classifiers were trained and compared, including logistic regression, support vector machines, random forest, gradient boosting, and extreme gradient boosting. Hyperparameter optimization and nested cross-validation were applied to ensure model stability and generalizability. Findings: The XGBoost classifier achieved the highest predictive performance with an accuracy of 94%, precision of 93%, recall of 92%, F1-score of 92%, and AUC of 0.97, significantly outperforming all baseline models. Feature importance analysis revealed that emotional exhaustion and task overload were the strongest predictors of innovation failure risk, followed by relationship conflict and resource imbalance. The final model demonstrated high sensitivity for detecting high-risk innovation cases, confirming the robustness and reliability of the proposed predictive framework. Conclusion: The findings demonstrate that innovation failure risk is strongly driven by human-centered organizational factors and can be accurately predicted using advanced machine learning models. The proposed framework provides organizations with a powerful early-warning system for preventing innovation breakdowns and strengthening innovation sustainability through proactive management of psychological and structural risk factors.
Feature Importance Analysis of Organizational Citizenship Behaviors in Driving Product Innovation Performance via XGBoost Models
Objective: The objective of this study was to identify and quantify the relative importance of organizational citizenship behavior dimensions in predicting product innovation performance using an explainable machine learning framework. Methods and Materials: This study employed a quantitative cross-sectional design with data collected from 412 employees working in medium and large organizations. Organizational citizenship behaviors were measured across five dimensions including conscientiousness, civic virtue, courtesy, altruism, and sportsmanship, while product innovation performance was assessed using multidimensional performance indicators. Data were analyzed using the XGBoost algorithm with hyperparameter optimization and five-fold cross-validation. Feature importance was examined using both gain-based metrics and SHAP (SHapley Additive exPlanations) values to ensure transparent and robust interpretation of predictor contributions. Model robustness was evaluated through comparison with Random Forest and Elastic Net models. Findings: The XGBoost model demonstrated strong predictive performance, explaining 68.4% of the variance in product innovation performance. Feature importance analysis revealed that conscientiousness was the most influential predictor, followed by civic virtue, courtesy, altruism, and sportsmanship. Conscientiousness exhibited the highest SHAP contribution, indicating its dominant role in driving innovation outcomes. Comparative analysis showed that XGBoost significantly outperformed Random Forest and Elastic Net across all evaluation metrics, confirming its superior capacity to capture nonlinear behavioral effects on innovation performance. Conclusion: The findings confirm that organizational citizenship behaviors constitute critical behavioral drivers of product innovation performance and that advanced machine learning models provide superior analytical precision for understanding their complex influence. The study offers strong empirical evidence supporting the strategic integration of citizenship behavior development into organizational innovation policies.
Predicting Open Innovation Success from Trust Networks, Communication Density, and Collaborative Behaviors Using Graph Neural Networks
Objective: The objective of this study was to develop and validate a graph neural network model for predicting open innovation success based on trust networks, communication density, and collaborative behaviors in Nigerian organizations. Methods and Materials: This study employed a quantitative, cross-sectional research design involving 487 professionals from innovation-intensive organizations in Nigeria across the technology, manufacturing, finance, telecommunications, and energy sectors. Data were collected using validated instruments measuring inter-organizational trust, communication density, and collaborative behaviors, combined with objective network data extracted from organizational collaboration platforms. Multilayer networks were constructed in which nodes represented individuals and edges represented trust relations, communication ties, and collaborative interactions. A graph neural network architecture integrating graph convolutional and attention mechanisms was trained to predict open innovation success. Model performance was evaluated using root mean squared error, mean absolute error, and explained variance, and results were compared against baseline machine learning models. Findings: The graph neural network demonstrated strong predictive performance (R² = 0.82, RMSE = 0.31, MAE = 0.24), significantly outperforming gradient boosting (R² = 0.64), random forest (R² = 0.61), and support vector regression (R² = 0.58). Explainability analysis revealed that trust networks exerted the strongest influence on innovation success (importance weight = 0.41), followed by collaborative behaviors (0.30) and communication density (0.29). Multilevel network analysis showed that team-level structures had the largest standardized effect on innovation success (β = 0.44, p < 0.001), followed by individual-level (β = 0.36, p < 0.001) and organizational-level networks (β = 0.28, p < 0.001). Conclusion: The findings demonstrate that open innovation success is primarily driven by the structure and quality of relational networks, and that graph neural networks provide a powerful and superior framework for modeling innovation outcomes within complex organizational ecosystems.
Modeling Organizational Ambidexterity through Ensemble Learning: Behavioral and Structural Predictors of Exploratory and Exploitative Innovation
Objective: The objective of this study was to model organizational ambidexterity by applying ensemble machine learning techniques to identify the behavioral and structural predictors of exploratory and exploitative innovation. Methods and Materials: This explanatory study employed a cross-sectional design involving 487 middle- and senior-level managers from medium and large organizations across major industries in Chile. Data were collected using validated instruments measuring leadership cognitive flexibility, learning orientation, psychological safety, risk tolerance, cross-functional integration, decentralization, resource flexibility, knowledge-sharing systems, and dual innovation outcomes. The analytical framework integrated traditional statistical validation with an ensemble learning architecture composed of Random Forest, Gradient Boosting, XGBoost, and Support Vector Regression models. Model training applied stratified sampling, five-fold cross-validation, and hyperparameter optimization, while performance was evaluated using R², RMSE, MAE, and explained variance. Explainable AI techniques based on SHAP were employed to interpret nonlinear relationships and predictor contributions. Findings: The ensemble model demonstrated superior predictive performance for both exploratory innovation (R² = 0.81, RMSE = 0.25) and exploitative innovation (R² = 0.84, RMSE = 0.22), significantly outperforming individual machine learning algorithms. Leadership cognitive flexibility and learning orientation emerged as the strongest predictors of exploratory innovation, whereas cross-functional integration and structural decentralization exerted the greatest influence on exploitative innovation. Psychological safety, risk tolerance, knowledge sharing, and resource flexibility contributed significantly to both innovation dimensions, with SHAP analysis revealing asymmetric and nonlinear interaction effects across predictors. Conclusion: The results confirm that organizational ambidexterity is a systemic, nonlinear phenomenon driven by the dynamic interaction of behavioral and structural factors and that ensemble learning provides a powerful methodological approach for modeling this complexity, offering both theoretical advancement and practical guidance for innovation management.
Machine Learning Identification of Innovation Bottlenecks: A Behavioral Analytics Approach Using Gradient Boosting Models
Objective: The objective of this study was to develop and validate a machine learning–based behavioral analytics framework for identifying organizational innovation bottlenecks through the interaction of leadership, psychological, and behavioral factors. Methods and Materials: This study employed a cross-sectional explanatory design involving 547 employees and middle-level managers from diverse organizations in Georgia. Data were collected using validated behavioral, psychological, and organizational measures capturing resistance to change, psychological safety, leadership support, communication friction, knowledge sharing, learning orientation, and innovation outcomes. Organizational performance indicators were integrated with survey data to enhance behavioral signal extraction. Gradient boosting algorithms (XGBoost, LightGBM, CatBoost) and an optimized ensemble model were implemented using five-fold cross-validation and Bayesian hyperparameter tuning. Feature engineering and explainable artificial intelligence techniques (SHAP values) were applied to uncover the relative importance and interaction effects of predictors. Findings: The ensemble model demonstrated strong predictive performance (R² = 0.846, RMSE = 0.387), explaining nearly 85% of the variance in innovation bottleneck intensity. Resistance to change was the strongest positive predictor, while leadership support for innovation, psychological safety, knowledge sharing quality, and proactive behavior significantly reduced bottleneck severity. Communication friction and excessive process formalization amplified innovation constraints. Behavioral segmentation revealed four distinct innovation profiles, with “Resistant Traditionalists” exhibiting the highest bottleneck levels and “Adaptive Innovators” the lowest. Conclusion: The findings confirm that innovation bottlenecks are systemic behavioral–organizational phenomena emerging from complex non-linear interactions among leadership dynamics, employee psychology, communication structures, and organizational culture.
A Deep Learning Framework for Modeling the Impact of Transformational Leadership and Organizational Climate on Continuous Innovation Capability
Objective: The objective of this study was to develop and validate a deep learning model capable of explaining and predicting the combined effects of transformational leadership and organizational climate on continuous innovation capability within organizational settings. Methods and Materials: The study employed a quantitative cross-sectional design using data collected from 684 full-time employees and managers working in medium-to-large organizations in Germany. Transformational leadership was measured using the Multifactor Leadership Questionnaire, organizational climate was assessed through a standardized organizational climate scale, and continuous innovation capability was captured using a multidimensional innovation capability instrument. After establishing construct validity and reliability through confirmatory factor analysis, the dataset was analyzed using a deep neural network implemented with TensorFlow and Keras. Data were split into training, validation, and test sets (70–15–15). Model optimization employed Bayesian hyperparameter tuning, and performance was evaluated using mean squared error, root mean squared error, coefficient of determination, and prediction accuracy. Model interpretability was enhanced using SHAP analysis and permutation feature importance techniques. Findings: Inferential results demonstrated strong predictive performance of the deep learning model (R² = .89 training, .87 validation, .86 test; prediction accuracy = 90.4% on test set). Transformational leadership and organizational climate jointly explained a substantial proportion of variance in continuous innovation capability. Feature importance analysis revealed inspirational motivation and innovation-oriented climate as the most influential predictors, followed by intellectual stimulation and supportive climate. The deep neural network significantly outperformed random forest, gradient boosting, and multiple regression models. Conclusion: The findings confirm that continuous innovation capability is governed by complex, non-linear interactions between transformational leadership and organizational climate and that deep learning provides a superior analytical framework for modeling these dynamics, offering substantial theoretical and practical implications for innovation management.
Threshold Effects of Gross Fixed Capital Formation in the Relationship Between Healthcare Infrastructure and Life Expectancy Index in Iran
Objective: The present study aimed to investigate the threshold effects of gross fixed capital formation on the relationship between healthcare infrastructure and the life expectancy index in Iran. Methods and Materials: This applied and descriptive–analytical study employed an ex post facto design using annual time-series data for Iran covering the period 1986–2023. The empirical analysis was conducted using EViews software. To examine nonlinear dynamics and potential regime-switching behavior, a first-order Logistic Smooth Transition Regression (LSTR1) model was estimated, with gross fixed capital formation serving as the transition variable. Prior to model estimation, Phillips–Perron unit root tests were applied to assess stationarity, and the Johansen–Juselius cointegration approach was used to test for long-run equilibrium relationships among the variables. The model incorporated healthcare infrastructure indicators, including hospital beds, physicians, nurses and midwives, public and private health sector investment, labor force participation, population growth, and literacy rate. Diagnostic tests were performed to assess autocorrelation, heteroskedasticity, parameter stability, and remaining nonlinearity. Findings: The results indicate that all variables are integrated of order one and cointegrated in the long run. The linearity test rejects the null hypothesis of linearity, confirming the appropriateness of the LSTR1 specification. Gross fixed capital formation exhibits a statistically significant threshold value of −0.211, dividing the model into two distinct regimes. In the nonlinear (high-capital) regime, the coefficients of gross fixed capital formation, hospital beds, physicians, nurses and midwives, and both public and private health sector investment are positive and statistically significant, with greater magnitudes compared to the low-capital regime. Diagnostic tests confirm the absence of autocorrelation and heteroskedasticity, and parameter constancy tests support regime-dependent coefficient variation. The adjusted R² of 0.88 indicates strong explanatory power. Conclusion: The findings demonstrate that the effectiveness of healthcare infrastructure in improving life expectancy in Iran is conditional upon the level of gross fixed capital formation. When capital accumulation surpasses a critical threshold, the impact of healthcare infrastructure intensifies significantly, highlighting the importance of sustained macroeconomic investment in enhancing health outcomes.
Smooth Transition Autoregressive (STAR) model
Copyright (c) 2025 Ali Atashak Maman (Author); Lotfali Agheli (Corresponding Author); Gholamreza Abbasi (Author)
Predicting Purchase Intention Based on Salesperson Behavior, Social Utility, Psychological Utility, and Economic Utility
Objective: The objective of this study was to predict consumers’ purchase intention based on salesperson behavior, economic utility, social utility, and psychological utility. Methods and Materials: This applied study employed a descriptive–correlational design and was conducted using a cross-sectional survey method. The statistical population consisted of consumers who completed online questionnaires during May and June 2025. A total of 377 valid questionnaires were analyzed after excluding incomplete responses. Data collection instruments included researcher-developed questionnaires measuring purchase intention, salesperson behavior, economic utility, social utility, and psychological utility, all assessed on five-point Likert scales. Content validity was confirmed by subject-matter experts, and reliability was evaluated using Cronbach’s alpha. Data analysis was carried out using SPSS version 26, applying Pearson correlation analysis and stepwise multiple regression to examine the predictive relationships among variables. Findings: Inferential analyses indicated that purchase intention was positively and significantly correlated with salesperson behavior, economic utility, social utility, and psychological utility (p ≤ .01). Stepwise multiple regression analysis showed that economic utility entered the regression model in the first step and explained 24% of the variance in purchase intention (p = .001). In the second step, social utility entered the model and, together with economic utility, explained 27% of the variance in purchase intention (p = .001). Psychological utility and salesperson behavior did not retain significant predictive power in the final regression model. Conclusion: The findings demonstrate that consumers’ purchase intention is primarily driven by economic utility and, to a lesser extent, social utility, highlighting the dominant role of cost–benefit evaluations and social value considerations in purchase decision-making. These results suggest that while psychological benefits and salesperson behavior are important correlates, their influence on purchase intention may be indirect and mediated through perceived value dimensions.
Copyright (c) 2025 Fatemeh Sadat Derakhshan (Author); Ali Mahdad (Corresponding Author)
Artificial Intelligence in Strategic Management: A Quantitative Validation of the Proposed Framework in Iraqi Public Universities
Objective: This study aimed to empirically examine and validate the impact of artificial intelligence on strategic management, with particular emphasis on strategy formulation, strategy implementation, and strategic control. Methods and Materials: The study adopted a quantitative, applied–developmental research design grounded in a descriptive–analytical approach. Data were collected using a structured questionnaire administered to senior managers and decision-makers within the target organizational context. The measurement instrument encompassed validated indicators of artificial intelligence capabilities and the three core dimensions of strategic management. Reliability and validity were assessed using Cronbach’s alpha, composite reliability, average variance extracted, exploratory factor analysis, and confirmatory factor analysis. Structural relationships among variables were tested using Partial Least Squares Structural Equation Modeling (PLS-SEM) with SmartPLS software, supported by inferential statistical analysis to evaluate correlations and causal paths among constructs. Findings: The inferential results revealed a statistically significant and positive relationship between artificial intelligence and overall strategic management. Structural model analysis demonstrated that artificial intelligence exerted a significant direct effect on strategic management, explaining a substantial proportion of its variance. At the dimensional level, artificial intelligence showed significant positive effects on strategy formulation, strategy implementation, and strategic control, with the strongest effect observed on strategic control. Conclusion: The findings confirm that artificial intelligence functions as a critical strategic enabler that strengthens the effectiveness of strategic management by enhancing analytical rigor in formulation, operational efficiency in implementation, and real-time oversight in control.
Copyright (c) 2025 Hassan Fadhel Saleh Al-Thabhawee (Author); Nasrin Razi (Corresponding Author); Mohammad Fariyabi (Author)
Presenting a Model of Managers’ Psychological Capability in Public Organizations
Objective: This study aimed to identify and develop a comprehensive model of managers’ psychological capability in public organizations. Methods and Materials: This study employed a qualitative research design using thematic analysis with an inductive approach. Data were collected through semi-structured interviews with managers and employees working in public organizations. Sampling was conducted purposively and continued until theoretical saturation was achieved, which occurred after 22 interviews. The interview data were transcribed verbatim and analyzed systematically through open coding, categorization of basic themes, abstraction into organizing themes, and integration into global themes, following established procedures for inductive thematic analysis to ensure analytical rigor and conceptual coherence. Findings: The analysis resulted in the identification of 94 basic themes, which were clustered into 17 organizing themes and ultimately integrated into four global dimensions of managers’ psychological capability. These dimensions included: (1) the capability of inner regulatory capacity and emotion management, (2) the capability of cognitive adaptability and mental–social resilience, (3) the capability of personality integration and moral–psychological maturity, and (4) the capability of social skills and effective interaction. The findings indicate that managers’ psychological capability is a multidimensional and integrative construct that encompasses emotional regulation, cognitive flexibility, ethical coherence, resilience, and relational effectiveness, all of which jointly shape managerial functioning in public organizations. Conclusion: The study concludes that managers’ psychological capability represents a holistic psychological framework that underpins effective leadership in public organizations and extends beyond isolated constructs such as empowerment or psychological safety. By offering an empirically grounded and context-sensitive model, the findings provide a robust foundation for leadership development, managerial selection, and organizational policy aimed at enhancing psychological effectiveness and sustainable performance in the public sector.
Copyright (c) 2025 Majid Dadkhah Tehrani (Author); Akbar Etebarian (Corresponding Author); Mehrdad Sadeghi Dehcheshmeh, Mehraban Hadi Peykani (Author)
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)
The Impact of Smart Tourism Infrastructure and Smart Tourism Governance on Destination Competitiveness with Emphasis on the Mediating Role of Smart Tourism Innovation
Objective: The objective of this study is to examine the effects of smart tourism infrastructure and smart tourism governance on destination competitiveness, with an emphasis on the mediating role of smart tourism innovation. Methods and Materials: This study adopts an applied research approach and employs a descriptive–survey design. The statistical population consists of managers, experts, and employees working in tourism companies in the city of Mashhad. A total of 351 respondents were selected using a non-probability convenience sampling method. Data were collected through a standardized questionnaire designed to measure smart tourism infrastructure, smart tourism governance, smart tourism innovation, and destination competitiveness. To analyze the data and test the research hypotheses, structural equation modeling based on the partial least squares approach (PLS-SEM) was used. Reliability and validity of the measurement model were assessed through Cronbach’s alpha, composite reliability, average variance extracted, and discriminant validity tests, followed by evaluation of the structural model using path coefficients, coefficients of determination, predictive relevance, and goodness-of-fit indices. Findings: The results indicate that smart tourism infrastructure has a positive and significant effect on smart tourism innovation and destination competitiveness. Smart tourism governance also shows a positive and significant effect on both smart tourism innovation and destination competitiveness. In addition, smart tourism innovation has a positive and significant effect on destination competitiveness. The mediation analysis confirms that smart tourism innovation plays a significant mediating role in the relationships between smart tourism infrastructure and destination competitiveness, as well as between smart tourism governance and destination competitiveness, indicating that part of the impact of infrastructure and governance on competitiveness is transmitted through innovation. Conclusion: The findings demonstrate that destination competitiveness in smart tourism contexts is strengthened through the combined effects of smart infrastructure, effective governance, and innovation, highlighting the central role of smart tourism innovation as a strategic mechanism linking technological and institutional capacities to competitive outcomes.
smart tourism; smart tourism infrastructure; smart tourism governance; smart tourism innovation; destination competitiveness
Copyright (c) 2026 Sheyda Heydari (Author); Hamed Bakhshi (Corresponding Author); Hamid Zargham Borujeni, Seyed Reza Kamel Tabbakh (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