Hasil untuk "Organizational behaviour, change and effectiveness. Corporate culture"

G. Reed, M. First, C. Kogan et al.

Following approval of the ICD‐11 by the World Health Assembly in May 2019, World Health Organization (WHO) member states will transition from the ICD‐10 to the ICD‐11, with reporting of health statistics based on the new system to begin on January 1, 2022. The WHO Department of Mental Health and Substance Abuse will publish Clinical Descriptions and Diagnostic Guidelines (CDDG) for ICD‐11 Mental, Behavioural and Neurodevelopmental Disorders following ICD‐11’s approval. The development of the ICD‐11 CDDG over the past decade, based on the principles of clinical utility and global applicability, has been the most broadly international, multilingual, multidisciplinary and participative revision process ever implemented for a classification of mental disorders. Innovations in the ICD‐11 include the provision of consistent and systematically characterized information, the adoption of a lifespan approach, and culture‐related guidance for each disorder. Dimensional approaches have been incorporated into the classification, particularly for personality disorders and primary psychotic disorders, in ways that are consistent with current evidence, are more compatible with recovery‐based approaches, eliminate artificial comorbidity, and more effectively capture changes over time. Here we describe major changes to the structure of the ICD‐11 classification of mental disorders as compared to the ICD‐10, and the development of two new ICD‐11 chapters relevant to mental health practice. We illustrate a set of new categories that have been added to the ICD‐11 and present the rationale for their inclusion. Finally, we provide a description of the important changes that have been made in each ICD‐11 disorder grouping. This information is intended to be useful for both clinicians and researchers in orienting themselves to the ICD‐11 and in preparing for implementation in their own professional contexts.

Anna Maria Ranczakowska, Kristina Kuznetsova-Bogdanovitsh

This study investigates transformative approaches in arts and arts management education, highlighting the urgency for adaptive pedagogies in response to the unprecedented disruptions caused by recent global crises. The impact of these crises has profoundly affected the arts and cultural sectors, emphasising the need for higher education to equip students with skills to navigate and lead through complex and evolving cultural, social and economical landscapes. Our research focuses on immersive learning experiences and transformative learning theories as crucial methodologies in fostering essential future skills like adaptability, critical thinking, and innovative problem-solving in higher education. By integrating transformative learning theory and UNESCO’s model of future skills, we explore how such educational frameworks can profoundly influence students’ abilities to address societal transitions effectively. This study draws on qualitative data from immersive learning experiences in arts universities and provides empirical insights into the pedagogical effectiveness of combining transformative learning with hands-on, real-world engagement. The findings advocate for an educational paradigm that not only transfers knowledge but also significantly enhances the resilience and inclusivity of future arts professionals. This research contributes to the discourse on higher education’s role in cultivating creative leaders adept at navigating transitions towards more sustainable and inclusive cultural landscapes.

Friday Ugbebor, Olushola Aina, Mayowa Abass et al.

Abstract Introduction: Employee cybersecurity awareness training programs in Small and Mediumsized Enterprises (SMEs) have become increasingly critical as organizations face mounting cyber threats and security challenges. Studies have shown that human contribution is a major risk factor in security incidents hence the imperative need for proper training. SMEs are especially at risk since they are compared to large enterprises characterized by less resources and poorer technical knowledge and security equipment. Research has further shown that organisational context specific and targeted training programs could go a long way in enhancing the security awareness, and the overall incidence rates through modifications in behaviour and perceived security risks. Materials and Methods: A systematic literature review was conducted following the PRISMA protocol to analyze peer-reviewed articles, doctoral dissertations, and scholarly publications focusing on cybersecurity awareness training in SME contexts. In terms of inclusion criteria, only papers presenting empirical findings related to training program outcomes, practices, and assessment methodologies were chosen. Articles were screened on the basis the research method employed, their applicability to SMEs, and the efforts devoted to human factors in cybersecurity. Documents were analyzed for quantitative and qualitative data and an analysis of themes, successful training methods and challenges in implementation. To minimize missing potentially informative articles, multiple databases weresought andusedwithpredetermined search terms. Results: Analysis revealed that effective SME cybersecurity training programs share common characteristics: They are topicality, applicability, and the possibility of constant evaluation. The companies that adopted the corporate training programs that were tailored to their specific business environments realised an improvement of 45-65 percent reduction in security breaches that resulted from personnel mistakes. For management support internalization and frequent reminding of the security practices as key success factors were reported. The findings revealed that employee engagement levels of 72% was realized if training elements included CBT interactivity and realistic workplace simulations. The latter are applicable in resource-scarce environments and displayed a high potential for cost efficient training based on cloud-based platforms and gamification; the average implementation costs were 40%less than with traditional training approaches. Discussion: Evidence suggests that successful cybersecurity training programs must balance technical content with practical application while considering SME resource constraints. Applying principles of behavioural psychology in making lessons and trainings proved to be more effective in creating changes in the security behavioral patterns. These trends suggest increasing use of AI adapted student oriented learning and training in realistic ensembles. Some limitations exist when it comes to assessing behaviour change over a long term period and establishing constantly high security competencies across multiple organizational granularity levels. Cultural issues and employees’ resistance proved to be the main program implementation issues that could only be addressed with specific interventions to unmask implementation challenges. Conclusion: The synthesis of current research demonstrates that customized cybersecurity awareness training programs significantly impact security incident reduction in SME environments. Sources of competitive advantage have to do with having content germane to specific contexts, the focus on practical application, and presence of training reinforcement measures. This empirical research reveals that management commitment, resources, and employees’ participation are key success factors for the program success. Further research should focus on more effective approaches for delivering security messages, defining a suitable set of measures for recording behavior changes, and creating development plans for reliable security culture.

Barbara Mazur

The issue of organizational culture has recently become particularly important. One of the reasons for that is the increasing empowerment of employees, which requires changes in organizational culture. The need for change stems from the belief that management and culture should stand in harmony. The aim of this chapter is to examine the relationship between management paradigms and the orientations of organizational cultures. To accomplish that, a literature review was carried out on both paradigms of management (economic and humanistic) and groups of vales (terminal and instrumental), as well as on the types of organizational culture (task-oriented and human-oriented). The research problem focuses on determining the orientation of organizational culture and its dominant values through the lens of the management paradigm. Reflections on the relationship between management paradigm, values, and the orientation of organizational culture are theoretical, revisional, and conceptual. On the basis of the literature analyses, a model of the relationship between the paradigms applicable in the management and the type of organizational culture resulting from their application was created. In the model, the economic paradigm was assigned a task-oriented type of organizational culture, unlike the humanistic paradigm, which was assigned a human-oriented type of culture.

Esma Gültüvin Gür Omay

The aim of this paper is to discuss the impact the healthism discourse being transmitted through new media has on creating social reality in the construction of the health consumer. Because of consumption culture, health as one of the most important elements of humanity has been turned into a marketable object. Capitalism’s interest in consumption began with the perception that the continuity of the capitalist economic system could not be achieved through production alone. As a result of capitalism’s control and regulation of consumption areas, the phenomenon of health has become an object and begun being marketed. Perceiving some changes specific to the natural biological stages of human life as diseases or having interest groups introduce some natural functions of the human body to society as diseases within the framework of a culture of fear have further exacerbated this problem. In addition, capitalism is seen to have internalized the problems the crowded, urbanized, and industrialized world has brought, as well as the diseases that have been caused by depriving large masses from opportunities such as natural food and clean air, and to have transformed these into new marketable objects to serve its own interests. In this respect, the construction of the health consumer became important in the 20th century, a process that has continued with the expansion of the healthcare market in the 21st century. This expansion has largely occurred thanks to new media. The new media uses the phenomenon of health to attract attention, create a sensation, sell products, fill the agenda, gain commercial profit, and nourish and adopt consumerism and consumption culture. In this respect, health consumers are persuaded by the discourses spread from new media. Capitalism uses the discourse of being healthy to manage all these processes. These discourses serve to create a new social reality and societies obsessed with health.

E. Markopoulos, Alisia Jordanou, H. Vanharanta

Human resources management (HRM) has been evolved over the years into a dynamic scientific discipline extending the concept to new frontiers beyond its initial administrative and career development purposes. Modern HRM involves advance technology such as Artificial Intelligence Expert and Fuzzy Systems, Cognitive and Behavioural Science and Technologies, Futuristic Interactive Technologies such a Metaverse, and advanced management and leadership theories related to dynamic and non-hierarchical organizational structures and cultures for the identification of the capability and the maturity of each individual, and the transformation of their skills and competencies into human intellectual capital for effective operations, productivity and corporate innovation. Such advancements in HRM must take into consideration the mental state of an employee and the employer as well, at a given situation, circumstances, operations and organizational strategy. Humans perform best, and develop themselves even better under participative and democratic management and leadership plans where opportunities are offered, and their efforts are practically recognised. On the other hand, the degree of democracy and participation needed can be questioned, forming a challenging issue to be solved. The dilemma between productivity and wellbeing becomes stronger over the years in the western world and this is where advanced technologies and management theories are introduced and integrated to better understand human beings and identify their intellectual capital, that can maximize the efficiency and productivity potentiality. This paper addresses this modern HRM challenge by comparing and contrasting the American Holacracy Model with the Nordic Company Democracy Model, two management models, from two different management schools, whose operations directly impact human resource management in terms of staffing, promoting, and career development. The Holacracy model approaches the modern HRM challenge mostly from a direct and short terms operations productivity goals while the company Democracy model approaches the same challenges from an indirect and longer term operations productivity goals. The first model relies more on participative management and leadership while the second on democratic management and leadership. They both utilize human intellectual capital with different methods and for different purposes which at the end identify the capability and maturity of each employee to correspond at dynamic organizational strategies lead from different perspectives and management philosophies. The degree and the effectiveness of the human resources responsiveness indicates the employees and managers that can perform best under each model, the career development activities to be adopted, and the career path that can be followed within the organization. The novel contribution of this paper extends beyond the comparison of the Holacracy and the Company Democracy models from the HRM perspective, but attempts to integrate the operations and philosophy of the two models with the introduction of a new and disruptive model where Holacracy operates within the Company Democracy Model. Such an approach maximizes the benefits of the two models, creates a new dynamic leadership and management type, and introduces a new organizational culture in which everyone can find the right place to perform best, evolve within the organization, and utilize their human intellectual capital which, in both models, is the driving force for efficiency, productivity, personal and organizational development.The research conducted for this paper is based on an extensive literature review, primary research with surveys and interviews but also with the analysis of case studies to indicate the need for the critically analyse the two models and set the base for the proposed integrated model. Furthermore, the paper presents the pre and post-condition for adopting the new model, highlights research limitations, and identifies areas of further research to be conducted for the optimization of the new model and its contribution to the global economy and society.

Aslan Ostovari, Alimohammad mahmoudi

In order to understand the lyric poetry in any language, one should be familiar with the different aspects of its most important concepts. Because despite the common meaning overlap in words such as love and beauty in the world’s lyric poetry, there are still special cultural and linguistic differences without which it’s impossible to properly understand a poetry. One of these concepts is madness and its various images and interpretations in Persian poetry. This article tries to use descriptive – analytical method to examine various aspects to show how a common word finds its way in to Language of lyrical poetry and gradually expands other concepts of the poetry tradition, it becomes permanent, and then due to its parallelism with intellectual currents in the context of history, culture and thought. It is possible not to present it as a discourse in lyrical poetry. The results of this study show how the concept of insanity travels the discours path and undergoes changes from the dictionary meaning with the passage of time and political situation, and it is promoted from the socially unpleasant meaning ti the concept of love and then in the context Mutazila and Ashari philosophical conflicts become a suitable term for anti – rationalism, and with the spreadof Sufi ideas, it becomes a valuale term. And it goes beyond the limit of a mere word and opens its place as a common discourse by expanding the semantic realm and become one of the basic discourses of Persian lyrical poetry

fateme taheri, Mahdi Fazeli

Workplace ostracism means keeping employees deliberately isolated. This study aimed to identify the factors affecting workplace ostracism based on the three-pronged model. This study was fundamental in terms of purpose and based on the data collection method, qualitative and descriptive methods. The statistical population of justice staff in Qom province and the research sample were purposefully selected. Research tools were interviews, and theme analysis was used to analyze the data. Data analysis led to the formation of 29 sub-themes: 3 main themes in the form of behavioral factors, two main themes in the form of structural factors, and two main themes in the form of contextual factors. To solve the problem of ostracism, improving employees' competencies, relationships between individuals, colleagues, and managers, processes and operations of the organization, human resource management functions, managers' view of human capital, and strengthening social capital should be considered.IntroductionWorkplace ostracism refers to the deliberate isolation of employees. This study aimed to identify the factors that affect workplace ostracism based on a three-pronged model. The research questions are:What are the structural factors of employee ostracism?What are the behavioral factors of employee ostracism?What are the underlying factors of employee ostracism?Literature Review Ostracism (Greek: Ostracismos) was a democratic practice in Athens where the government could expel any citizen from the city for ten years. Although some behaviors aimed to provoke public anger against citizens, ostracism was often used preemptively and non-aggressively. This procedure was considered a tactic to neutralize the activities of an individual thought to be threatening to the government. However, in general, the term "rejection" is used for situations involving pushing back or social exclusion and is defined by terms such as misplacement, non-delivery, and being treated coldly (Robinson et al., 2013). Ostracism in organizational psychology is defined as "When a person or group is excluded from actions that other members of the organization engage in, and is a socially desirable action." (Gürlek, 2021). Ostracism has been described as "social death" because when a person is ignored and excluded by another person or group, it is as if they are dead or do not exist for others (Bauman, 1992).Reviewing the research background within and outside the country reveals that there has not been a study on workplace ostracism using a three-pronged model with a qualitative method.MethodologyThis study was fundamental in its purpose and based on qualitative and descriptive data collection methods. The statistical population consisted of justice staff in Qom province, and the research sample was purposefully selected. The research tools were interviews, and theme analysis was employed to analyze the data.The ostracism questionnaire was distributed among employees in various operational departments using a five-point Likert scale. A total of 18 employees were selected as the sample, with an average score higher than 2/5. These individuals had a higher perceived ostracism than those who obtained a lower average score. By conducting semi-structured interviews with 13 participants, theoretical saturation was achieved. In order to enhance the credibility of research findings, instead of using the concepts of validity and reliability suitable for quantitative studies, a concept called "trustworthiness" was employed, which includes four elements: Dependability, Transformability, Credibility, and confirmability. For research dependability, interviews were conducted with individuals who had experienced the phenomenon of social ostracism, and this requirement was met by achieving a high average score on the Rejection Questionnaire. Before each interview, individuals were explained the research purpose, and their verbal consent to participate in the interviews was obtained. By providing a summary of the concepts, objectives, and research questions both orally and in writing, confidence in the interviewees' initial readiness for conducting the interviews was obtained, and then the interview questions were presented.The interview topic had been previously introduced to the participants, and its theoretical background was briefly provided to them, allowing them to gain theoretical familiarity with the subject matter. The next step involved involving the participants in the analysis and interpretation of the data to ensure that they agreed or disagreed with the researchers' findings.For the transformability of the research, complete findings were presented and compared with the study's theoretical framework, and the researchers attempted to provide a detailed picture of the context in which the research was conducted.For credibility and the trustworthiness of the research, all interviews were transcribed, and the coding process and data analysis stages were documented. Data documentation not only facilitated repeated review of the data by the researchers but also enabled three professors and one doctoral student in public management to review the findings of this study and provide their opinions regarding the quality of the data analysis.Finally, to increase confirmability, the transcripts were cross-checked by the interviewees. This process involved reviewing the coding and obtaining their opinions, which were subsequently incorporated into the coding and final report.  ResultsThe data analysis resulted in the formation of 29 sub-themes:Three main themes in the form of behavioral factors (Absence of functional skills in the ostracized person, misbehavior by managers, the role of colleagues)two main themes in the form of structural factors (Organizational processes and operations, Weakness in the implementation of human resources management)two main themes in the form of contextual factors (Weakness in using social capital, Predominance of machines, and inhumane culture)  Discussion In order to address the problem of ostracism, it is important to consider improving the competencies of employees, the relationships between individuals, colleagues, and managers, the processes and operations of the organization, the functions of human resource management, managers' attitudes towards human capital, and the strengthening of social capital. The results of this research show that workplace ostracism does not depend only on the employees themselves but also on the behavior of their colleagues and managers. Structural factors with the main themes of the organization's processes and operations and weaknesses in the implementation of human resources management indicate the existence of incorrect procedures in the organization.Also, the weakness in using social capital, the lack of trust in society, and the culture of non-participation of people in activities require the attention of the relevant policymakers in connection with strengthening this capital in society. The machine-like and unfriendly attitude of employees as one of the issues of the internal organizational environment is the basis for undermining the value of employees and not considering the importance of this crucial organizational capital.

Zhou De-Hui Ruth, Kwok Ho Ling, Thompson Nigel

In this dynamic age, we live in a rapidly changing world characterized by globalization, the pace of which seems to continually accelerate. Multiculturalism has become normative as a result of globalization. Culture has various facets, from personal and interpersonal to familial, institutional, organizational, and communal; forming a multilevel system. A person’s culture can be defined by stage of life, gender, ethnicity, religion, social economic status, etc. It is the responsibility of mental health practitioners to develop sensitivity to cultural differences so that appropriate therapeutic approaches can be adopted to enhance the effectiveness of therapeutic outcomes. In light of this, it is crucial and necessary to draw attention to multicultural perspectives of counselling and psychotherapy. In this new issue, we bring together five insightful articles highlighting different therapeutic or psychoeducational approaches to supporting clients of different backgrounds. The issue begins with an article written by Claire Margaret Ryan, Campbell S Innes, Lee Kannis-Dymand, Jonathon Mason, and Geoff P Lovell, who investigate the efficacy of a psychoeducational programme for the members in community sports settings. Specifically, they assess whether a purposefully designed psychoeducational intervention can increase participants’ knowledge of mental illness, improve their attitude towards mental illness stigma, and encourage their help-seeking intentions. The positive outcomes suggest the potential of delivering brief psychoeducational programmes to the sports community as preventive interventions. Carl Lorenz G. Cervantes and Karina Therese G. Fernandez delineate and discuss a psychotherapy framework proposed by the Filipino psychologist Fr. Jaime C. Bulatao. His framework is guided by a Filipino worldview – transpersonal, emphasizing the perspective of shared collective consciousness and incorporating a conceptual model of telepathy into therapeutic processes. By interviewing licenced psychologists trained under Bulatao, the study explores the experience and phenomenological structures of telepathy in therapeutic settings. Schools are sometimes considered a microcosm of society, forming a unique culture. The remaining three articles are oriented upon school contexts. Tatsuto Yamada, Aya Sato, Yugan So, Kana Kobayashi, and Yashushi Fujii devote attention to the concern of absenteeism in elementary and middle schools. In particular, the authors systematically review assessments and techniques of cognitive-behavioural approaches to dealing with school absenteeism in Japan. They evaluate the cases in reviewed articles to examine the effectiveness of cognitive-behavioural approaches in ASIA PACIFIC JOURNAL OF COUNSELLING AND PSYCHOTHERAPY 2023, VOL. 14, NO. 1, 1–3 https://doi.org/10.1080/21507686.2023.2200270

A. Bucchiarone, Simone Bassanelli, Massimiliano Luca et al.

Mobility plays a fundamental role in modern cities. How citizens experience the urban environment, access city core services, and participate in city life, strongly depends on its mobility organization and efficiency. The challenges that municipalities face are very ambitious: on the one hand, administrators must guarantee their citizens the right to mobility and to easily access local services; on the other hand, they need to minimize the economic, social, and environmental costs of the mobility system. Municipalities are increasingly facing problems of traffic congestion, road safety, energy dependency and air pollution, and therefore encouraging a shift towards sustainable mobility habits based on active mobility is of central importance. Active modes, such as cycling, should be particularly encouraged, especially for local recurrent journeys (e.g., home–to–school, home–to–work). In this context, addressing and mitigating commuter-generated traffic requires engaging public and private stakeholders through innovative and collaborative approaches that focus not only on supply (e.g., roads and vehicles) but also on transportation demand management. In this paper, we present and end-to-end solution, called Play&Go Corporate, for enabling urban cyclability and its concrete exploitation in the realization of a home-to-work sustainable mobility campaign (i.e., BIKE2 WORK) targeting employees of public and private companies. To evaluate the effectiveness of the proposed solution we developed two analyses: the first to carefully analyze the user experience and any behaviour change related to the BIKE2 WORK mobility campaign, and the second to demonstrate how exploiting the collected data we can potentially inform and guide the involved municipality (i.e., Ferrara, a city in Northern Italy) in improving urban cyclability.

P. Pearce

Daniel Levine

A common cultural belief in technologically advanced societies is that emotion and reason are opposites, with reason superior to emotion. This belief is not supported by recent results in neuroscience and experimental psychology which show instead that emotion and cognition are strongly interconnected and depend on each other). Moreover, the belief is also harmful to society because it contributes indirectly to racism, sexism, homophobia, and the appeal of demagogues. Scientific understanding can help to heal the cultural split between emotion and reason in the service of building a partnership society.

Anam Shahid, Sadia Arshad

Gamification is a trend of the future that primarily influences consumer behavior. This, in turn, triggers loyalty via a game-thinking loop. The multifold application of gamification, however, has remained a buzzword thus far, indicating an infancy of the game mechanicsto impact consumerloyalty, and thinking patterns. In this regard, the gamification phenomenon encourages the mental and emotional engagement of the consumers. This subsequently can predict the magnitude, and the span of loyalty of the consumers as well. The current work, therefore, intends to empirically substantiate the impact of gamification on consumer loyalty, via two possible path-ways, i.e., gamification->hedonic benefits->consumer loyalty, and gamification->utilitarian benefits->consumer loyalty. Additionally, reward satisfaction is an aspect that is considered as a contingency variable in specifying the indirect impact of gamification on consumer loyalty. The sample for this study comprises of over 240 students from three private universities of Lahore, where data was collected with respect to the solicitation of gamification in online food applications. Results are shown to be positive and significant, thus supporting both the direct and indirect impacts of gamification on consumer loyalty. Moreover, an interaction term is also significant in ascertaining the positive conditional effects of reward satisfaction, on the direct path between gamification and consumer loyalty. The findings of the study provide valuable insight to consider gamification as an innovatively ambitious online marketing strategy for ensuring consumer loyalty.

azim jabbareh naseru, parichehr Koohnavard

Introduction Anthropologists have long found traces of myth in folk tales and the roots of some of these stories and legends are known as myths. Myths are the beliefs of ancient humans on which human culture is based. Thus, general public literature is perhaps an appearance of mythical beliefs, and by analyzing the common stories and narrations among the people of different regions, one can find great ancient treasures. This study compares two completely distant narratives - in terms of time and place - one of them is from the general popular literature and the other is the mythical narratives of India, so that by examining their differences and similarities, the deep connection between myth and popular literature will be revealed. This narration has been quoted from the people of Fasa. Fasa with 4205 square kilometers is located between Shiraz, Estahban, Darab and Jahrom. This city is located in the central part of Fars province. It is bounded by Shiraz from the northwest, Estahban from the northeast, Jahrom from the southwest and west, and Darab from the southeast and east. The language of most people in Fasa is Persian with the dialect of East Fars (a dialect between Shirazi and Kermani) and since different tribes have lived in this region from ancient times, several languages have become popular in it, among which Turkish and Arabic languages can be mentioned. Turkish and Arab ethnic groups with their native speakers in their mother tongue and use Persian language in conversation with other people, which this interaction and conflict of dialects and languages has formed different pronunciations of words between dialects among people of Fasa.   Methodology In this research, the authors first collected the special and common narrative among the people of Fasa through field interviews; then they extracted the mythical sources related to the Buddha's history and studied the two narratives in a descriptive-analytical method, also adapted them to each other.   Discussion A)- Birth The story of the Buddha's birth begins with the dream of Queen Maya, the king's wife; She dreams that Budisatova enters her womb in the form of a white elephant, and at that moment all the elements of nature begin to rejoice. In the folk tale, the beginning of the story is narrated differently; it is about a king having no son and praying that God will give him a son to succeed him after his death. The king's wish was granted and he soon had a child. The presence of fortune tellers in this story is after the birth of the baby; whereas in the life story of the Buddha, once interpreters predict his coming before his birth, and once on the seventh day of his birth, an old cleric man announced his future. In both stories an old man predicts that he will reach to high degree of spirituality. In Folk narrative, the birth of a baby is normal; but the Buddha has an unnatural birth; the queen stands under a tree and the baby is born from her side without any pain or discomfort. There is a strange resemblance in the next part of the story; that the baby does strange things after birth. In folklore, the baby prostrates immediately after birth; he kisses the ground and walks three steps. The Buddha also begins to walk in four main directions as soon as he is born. B) – Life In both narrations, it is emphasized to stay away from the phenomena of death, old age, disease and visiting the hermits. In both stories, the king keeps his son in a palace away from the others and recommends that he should be kept away from the signs of death, old age, disease, and anything that introduces him to the adversities of life. He then chooses for her a daughter from a noble family, but after a while, the young man, seeing the signs of the misfortunes of life, changes and leaves his wife, house and anonymously, he deals with spiritual journey. In the folk tale, the prince leaves his house on the wedding night, while the Buddha leaves his family when he has a son. Changing the face and clothes of the prince after leaving the family is also a common theme in both stories. During his several years of travel, he deals with discovery and intuition attaining a high spiritual level. Eventually he returns to his father to invite him to piety and justice. The difference between the two narrations is in the two short anecdotes that are quoted by the prince in the middle of the folk tale. When a marriage proposal is made by the king of a neighboring country and he asks the young man to be his son-in-law, the prince tells two stories to the king and his wife. Raising the marriage proposal by the girl's family is a kind of temptation of the prince with physical pleasures and worldly belongings, which is reflected in the life story of the Buddha, in the form of the manifestations of the beautiful daughters of 'Mara', and their intention is to deceive the prince and awaken his sensual desires. In both versions, the young man emerges with pride. Thus, the asceticism, secularism and religiosity of the prince, as well as his return from the journey and the invitation of his father to justice and truth, are the common themes of both stories. C) - Ethical message This folk tale also contains a moral message that is consistent with the message of the Buddha's narrative. The call to freedom and liberty, learning from the stories of the dead, justice and the establishment of justice are the messages and moral points of both stories. In both narrations, the prince returns to his father and calls him to truth. It is also said that the prince learned theology from the stars, the moon and the rocks and worked hard for many years until he reached a spiritual position. Then he took the skull of a human being from the graveyard and went to his father to remind him the human annihilation and to warn him of oppression.   Conclusion As a result of this analysis, it became clear that the roots of some folk tales and legends that are current in the language of the people, are myths and legends of ancient myths. These two stories have a lot in common in terms of internal and external. The outline of both narratives is the same. In both stories, there is a kingdom that has no son, he asks God to give him a son. This baby is different from normal babies and walks immediately after birth. Predicting the future is also a common theme in both narratives. Most of the events in the life of the hero of both stories are similar and consistent with each other. What can be considered in this study is the futile attempt of human beings to free themselves from the fate of destiny; as the king makes many arrangements for his son; But he cannot change his predicted destiny. The moral message of both narrations is the same; Independence from the perishable and deceptive world; Effort and struggle to know the truth; and finally, justice and the establishment of justice. Based on the studies, it can be said that the Buddha's narration is broader and more mature than the popular narration of the people of Fasa. The narration of the people of Fasa contains a summary of the whole story of the Buddha, with the difference that also has two instructive short anecdotes in its heart. This analysis led to the following conclusions regarding these two narrations: - The first theory is that these two narrations have no connection with each other and their similarity is completely coincidental. - The second theory, which may be closer to reality, is that in the distant past, Buddhism had followers in the land of Persia and the surrounding areas, simultaneously with some regions of the country and as mentioned, with the arrival of Islam in Iran, gradually it is destroyed. In this case, the oral and folklore narrative is the same historical narrative that has changed over the time in some parts. - Another theory that cannot be ignored is that this story may have been made elsewhere and entered the area through the migration and movement of people. In Indo-European culture, people had much in common in beliefs and customs; Iran and India have had a similar culture for a long time and there were many exchanges between them for different reasons. It is obvious that each of the people of the neighboring country, by coming, transmitted customs and stories to the destination country; thus, it may be said that this story is a remnant of a story that the Persians in this region heard from Hindu immigrants or Iranians who had been travelling to India.

Vahid Baradaran, Alireza Asadollahi

Business Excellence Models (BEM) are frameworks can help organizations to focus thought and action in a more systematic and structured way that should lead to increased performance. By implementation of excellence models and self-assessment, organizations enable to define different improvement projects. Therefore, improvement projects as a key pillar of business excellence models is one of the main success factors of BEMs. The present research seeks to identify and categorize the components the implementation of improvement projects in BEMs by analyzing how improvement projects are managed to provide guidance for their implementation in organizations. In this regard, by reviewing the literature and conducting semi-structured interviews with experts, 15 components to manage improvement projects have been identified and evaluated using an accredited questionnaire. By using exploratory factor analysis, the components are categorized into four main factors including definition and prioritization, implementation, formalization and support, structured and integrated monitoring of improvement projects. This research identifies and classifies the components of improvement projects, enabling a broader understanding of managers and experts in implementing business excellence models and enhancing the effectiveness of the process of organizational excellence.

Deniz Tuncalp

The choices made during a research process provide a basis for the rigor of the research depending on the paradigm and the methodology adopted by the researchers. This article aims to guide qualitative researchers who need to draw their path among many alternative decisions that may be in philosophical fit or incommensurable conflict. Therefore, the article discusses paradigms and various qualitative methodologies forming the basis of their qualitative research. The discussion includes several criteria and approaches to improve the rigor and quality of a qualitative research project, including trustworthiness, triangulation, and reflexivity.

Kerubo Abuya

Utilizing the Abagusii community of Southwestern Kenya as a case study, the author explores how patriarchy, a social system that is embedded in a domination social configuration (Eisler, 2007), is fertile ground for several practices which violate girls’ and women’s human rights. These practices range from female genital mutilation to the marginalization of women from participating in more meaningful political leadership and decision-making processes. The author argues that cultural transformation, one of the foundational concepts of her dissertation’s research-based, transformative change leadership development framework “Bold Leadership for Humanity in Practice (BLHP)” (Abuya, 2017), can be an antidote to the prevalent culture of domination in Gusiiland, a culture which perpetuates several practices that violate girls’ and women’s human rights. The author concludes that social change agents and leaders can help foster a culture of partnership, by facilitating a shift in deeply-held cultural assumptions through transformative learning, subsequent transformative change, and cultural transformation for the realization of women’s human rights in Gusiiland.

Seyed Ali Akbar Afjei, Mehdi Yazdanshenas, Fatemeh zargaran khouzani

Banking industry is one of the most important service provider industries in Iran. Given the crucial role of human resources and employee behavior in Quality Management Services, the aim of this study is to survey the impact of perceived organizational support, psychological empowerment and leader-member exchange on organizational commitment and its consequences on the quality of service in the banking industry. This is descriptive, correlational and practical study. Statistical population is all of employees of pasarged bank branches in Tehran and its customers. By Clustering method, 322 employees have been selected and by simple random sampling 322 customers were selected. In this paper Eisenberger perceived organizational support questionnaire, Spreitzer psychological empowerment questionnaire, Liden & Maslyn LMX questionnaire, Allen & Meyer organizational commitment questionnaire and Parasuraman SERVQUAL questionnaire have been used for data gathering. For analyzing data Lisrel and SPSS softwares were used. Results showed that POS, PE and LMX affect OC and have relationship with QOS. A suggestion in human resource development strategies in order to compete in the service sector of the banking industry is that manager should pay more attention to the factors affecting organizational commitment, that is not only creating a reward system. Success of a bank in attracting customers and maintaining them depended on the service that employees provide to customers, hence, the role of employees and their organizational behavior is highlight and providing services quality is one of challenges in organizational behavior and human resources field and is related to organizational commitment, Leadership, perceived of organizational support and psychological empowerment of employees.

Jiaqi Ge, J. Gareth Polhill, T. Craig

Anes Hrnjić, A. Pilav-Velić, Irma Djidelija et al.