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

Angelica Vandi, Judith Clark

This research investigates the intersection between curatorial practices and technological mediation in fashion exhibition design, and looks into how technological integration can build upon curatorial approaches. Technology has received significant attention concerning its integration within exhibition contexts; however, its mediation role in reshaping fashion curatorial processes remains uncodified. This study attempts to articulate an approach to augmenting curatorial practices through technology to deeper engage with and understand the multilayered narratives embedded within fashion artifacts. Drawing from cultural theory, the research positions curation as a critical practice of representation that bridges heritage and contemporary discourse. It explores how curatorial decisions–object selection, narrative construction, spatial arrangement, and visitor engagement–frame cultural storytelling mechanisms. Through design research–combining literature reviews with participatory observation–the article proposes a possible useful (non-exhaustive) codification of fashion curation, by proposing an interpretive framework comprising three interrelated models: Narrative (content and themes), Staging (spatial and visual storytelling), and Experience (audience interaction and mediation). The article describes then how the framework was used and tested through collaborative workshops between the authors and their reflexive analysis specifically focused on two case studies, specifically chosen to highlight the overlapping cresearch interests of the authors: Cristóbal Balenciaga: Fashion and Heritage “Conversations,” with a focus on object-centered curation within one archive, and Homo Faber: Fashion Inside and Out, with the brief to draw attention to fashion craftsmanship processes. Both exhibitions were curated and designed by Clark and had previously been analyzed by Vandi, who participated as an external observer. Since the exhibitions examined in the workshops did not include digital elements, the results of the workshops provided a basis for discussing how technologies, when purposefully integrated, can amplify the curatorial intent, the spatial narrative and enrich the cultural experience of visitors. Findings reveal how digital tools can serve not as add-ons but as integral components of the curatorial process, extending the power of “props” –intended as “exhibition prosthetics” used to mediate, complicate, and contextualize the objects on display–and narratives from behind-the-scenes decisions to public-facing engagement. The research introduces a conceptual and practical model for fashion curators, proposing a shift from technology as spectacle toward technology as strategic narrative enhancer. Implications may redefine the future design of exhibitions, informing both the practice of curation and the visitor experience in a more codified, interpretive, and technologically supported manner.

Thomas Macintyre, Kristiane Lindland, Pia Wall et al.

I denne artikkelen utforsker vi hvordan kreative og kunstneriske metoder kan brukes til å skape makt til å endre. Gjennom kreativ anvendelse av utopiske fremtidsverksteder ble underutnyttede arealer på en universitetscampus i Norge omformet for å bidra til mer sosial, estetisk og ressursmessig bærekraft. Med utgangspunkt i Mary Parker Folletts forståelse av makt gjennom integrasjon, og George Herbert Meads og John Deweys forståelser av meningsutvikling forankret i amerikansk pragmatisme, viser vi hvordan deltakernes ulikheter ikke bare åpnet for innovative løsninger i campusområdene, men også skapte nye ideer der ingen enkeltaktør alene kunne styre utfallet. Det empiriske materialet viser hvordan forskningsbasert praksis kan integreres i slike endringsprosesser, og hvordan samarbeid mellom ulike aktører kan skape varige organisatoriske og kulturelle endringer. Slik bidrar artikkelen med ny kunnskap om samspillet mellom forskning og praksis i bærekraftige omstillingsprosesser. English abstract Creative Collaboration for Change: Repurposing Space Through Utopian Thinking and Participatory Design This article explores how creative and artistic methods can be used to generate agency for change. Employing the method of utopian future workshops, underutilized areas on a Norwegian university campus were reimagined and transformed physically to foster social, aesthetic, and resource-based sustainability. Drawing on Mary Parker Follett’s understanding of power through integration and George Herbert Mead and John Dewey’s understanding of meaning-making as a social process of becoming, rooted in the tradition of American pragmatism, we show how participants’ differences not only opened new possibilities for innovative solutions in the campus areas but also stimulated a continuous development of new ideas in which no single actor could control the outcome. The empirical material demonstrates how research-based practice can be integrated into such change processes, and how collaboration between multiple stakeholders can generate lasting organizational and cultural transformations. In this way, the article contributes new insights into the interplay between research and practice in sustainable transformation processes.  

Reza Sephahvand, Ardeshir Shiri, Hamed Ghasempour et al.

Self-wanted isolation is considered a silent phenomenon of the organization; A situation where the employee deliberately chooses a secluded corner and does not throw itself away from events and events and does not allow participation in organizational activities. self-wanted isolation from the employees' perception of the poor performance of the supporting role by the organization; atmosphere and unhealthy competition among colleagues has arisen, which leads the individual to leave the job after failing to use other behavioral strategies and despairing of leaving the job. Undiscovered dimensions and causes from researchers' point of view and hidden from managers' view led to the necessity of conducting research. Therefore, this research seeks to understand the conceptual depth and causal factors of this little-known phenomenon in Iran's administrative system. This research follows qualitative methodology And from the perspective of strategy, it is based on the data theory of the foundation. The statistical population consisted of experts working in government organizations in Ilam city, which was conducted in the form of theoretical sampling, taking into account the theoretical saturation base, with a number of 17 semi-structured interviews. Reliability of qualitative data was measured through the criteria of Lincoln and Guba (1985). Finally, delving into the depth of the data led to the emergence of 5 categories Organizational poisoning, The traditional form of the organization, Inefficiency of administrative processes, Experienced bitterness and organizational culture and atmosphere as causes of self-wanted isolation with other markers of phobia, silent protest, She had idealistic expectations and a conservative attitude

Mojtaba Zurvani, hasan namian

Mantra and Its Function in ZoroastrianismMantra is one of Zoroastrian most essential teachings. Avestan Mantra denotes “Avesta as a sacred book,” “holy discourse,” and certain Avestan prayers whose accurate recitation is crucial. It is claimed that this notion was granted to humanity by Ahura Mazda and the deities via Zoroaster’s teachings. Mantra is regarded as holy since it is linked with divinity and myths. This sacred relationship is represented via rituals. In such rituals, the deities must be summoned through certain sacred chants. The requirement for precision in reading the prayers and performing the rituals necessitates the presence of Zoroastrian clergy, whereas ordinary Zoroastrians must refrain from chanting them. Mantra has several uses in Zoroastrianism, including chanting the holy words in Yasna practices of worship, being used in rites of cleansing and embracing the faith, being used as a healing tool, repelling evil spirits, and being used in prayers. This descriptive-analytical study seeks to analyze the Avesta and other Pahlavi literature and to provide evidence from Zoroastrian experts to define the concept and functions of Mantra.Keywords: Mantra, holy discourse, Zoroaster, Avesta, Pahlavi texts, rituals in Zoroastrianism

akbar naghavi, Mahmood Modabberi, Seddighe Alipoor

AbstractPoets with style in every era have given their speech a kind of identity with innovation. One of these innovations is the creation of new compounds. Shafii‌ Kedakani is one of the poets who use compound words in his poetry with remarkable frequency. Some of these words are created by poets and some others have a history of use in ancient or contemporary Persian poetry. In this article, the attention and emphasis is on the derivative and compound words that the poet has made and used according to the language of his poetry. Considering the importance of word formation in poetry, it is necessary to analyze this feature in the poetry of prominent poets of Persian language. Shafii Kodkani is one of the selected poets of contemporary poetry, whose poems allow such an exploration. The basis of the upcoming research is the methods of composition in the two categories of nouns and adjectives and its effect in improving the poems of this poet. This research was done in a descriptive-analytical way. The scope of the study is the seventeen books of Shafi'i Kadkani's poetry, which were finally collected in three collections. The construction of compound and derivative nouns and adjectives in Shafi'i Kadkani's poetry is done in one of the following ways: the derivative noun or adjective is the result of adding a derivational verb to the base morpheme. The frequency and variety of compound and derivative nouns and adjectives used in Shafi'i Kadkani's poetry includes 85 nouns and 93 adjectives.

Marzieh Hosseini Sarteshnizi, Mehdi Sabokro

The purpose of this study is to Investigating the effect of Leader behaviors on the employees' voice behavior with the mediating role of Relational Identification and Work Engagement. The population is employees' of Water and Sewerage Company in Ahwaz city. 269 people were examined as a statistical sample. The research is applied in terms of purpose and regarding the data collection the research is descriptive. Data were collected by simple random sampling method. The data collection tool was a questionnaire and its validity was confirmed by the discriminant validity and convergent validity was confirmed and the reliability of the questionnaire was confirmed by using Cronbach's alpha coefficient and construct reliability (CR). hypotheses were tested using Pearson correlation coefficient and structural equation modeling . The results of the test of research hypotheses show that ethical leadership significant effect on Work engagement, relational Identification and employees' voice behavior. Transformational leadership significant effect on work engagement, relational Identification and employees' voice behavior. Work engagement and relational Identification significant effect on and employees' voice behavior. The role of partial mediation of work engagement and relational Identification in the effect of ethical leadership and transformational leadership on employees' voice behavior was was confirmed.

جواد پایدار

پژوهش حاضر با هدف واکاوی مدیریت پیشگیری فرار از منزل با رویکرد فرهنگی، اجتماعی و اقتصادی انجام شد. این پژوهش، ازلحاظ راهبرد، اکتشافی و ازمنظر روش­‌شناسی، پژوهشی آمیخته (کیفی- کمی) است. ابزار گردآوری اطلاعات در مرحلة کیفی، اسنادی، مطالعۀ پرونده‌­های فرار و با استفاده از مصاحبة عمیق و نیمه‌­ساختاریافته و در بخش کمی، پرسشنامة محقق‌­ساخته بود. تجزیه­‌وتحلیل داده‌­های به­‌دست‌­آمده در بخش کیفی، با استفاده از روش تحلیل مضمون و در بخش کمی، با بهره­‌گیری از تحلیل عاملی اکتشافی و تأییدی و درنهایت تحلیل مسیر معادلات ساختاری انجام شده است. نتایج مبین آن است که مدیریت پیش­گیری فرار از منزل با رویکرد فرهنگی، اجتماعی و اقتصادی، شامل 34 مفهوم پایه‌­ای، 3 مفهوم سازمان­‌دهنده و یک مفهوم فراگیر است. همچنین، مشخص شد که بارهای عاملی تمام گویه­‌های هر 3 عامل پژوهش به‌­جز گویۀ 13، عامل اقتصادی بیشتر از 4/0 به‌­دست آمده و کفایت لازم را برای ماندن در پژوهش دارند و مقادیر بارهای عاملی آن­ها مناسب و از برازش مطلوب برخوردار است. یافته‌­ها نشان داد که مقدار R2 برای سه عامل فرهنگی (212/0)، اقتصادی (205/0) و اجتماعی (199/0) بیشتر از 19/0 و مقادیر Q2 برای سه عامل فرهنگی (337/0)، اقتصادی (326/0) و اجتماعی (236/0) بیشتر از 15/0 ب­دست آمده­اند، بنابراین می­توان به برازش الگو از بعد ساختاری اعتماد کرد. براساس رتبۀ میانگین مؤلفه‌­ها، مؤلفۀ فرهنگی با رتبۀ میانگین 24/2 بیشترین اهمیت را دارد و مؤلفه‌­های اجتماعی(01/2) و اقتصادی(75/1)، به‌­ترتیب در رتبه­‌های بعدی قرار دارند.

Mahdi Alizadeh, Ziba Feizy

Organizational Grit is a new concept of positive psychology and characteristic of successful people worldwide. Organizational Grit expresses enthusiasm to achieve long-term organizational goals. However, there needs to be more understanding about the lived experience of Organizational Grit. In this research, the phenomenological method was used to describe the lived experience of this phenomenon. The statistical population of this research was the judicial staff of Kurdistan Province. In this research, first, based on the questionnaire of Southwick and his colleagues, people with Grit were identified. Then, with the non-random-targeted sampling method, an in-depth interview was conducted with eight people. The findings of the qualitative analysis showed that the essence of the experience of organizational strength consists of four main themes: Organizational Grit as an active personality with sub-themes of innovation, patience, flexibility, learning, optimism, self-confidence, and risk-taking. Moreover, healthy thinking; Two: Organizational Grit as work spirituality with the sub-themes of God's satisfaction, God's people's satisfaction, honesty, piety, politeness, ethics, fairness and work conscience; Three: Organizational Grit as work endurance with the sub-themes of perseverance, pursuit, effort courage, decisiveness, being committed, accuracy, authority and foresight, Four: Organizational Grit as a general problem solver with the sub-themes of problem analysis, expertiseIntroductionGoal pursuit is ubiquitous in our everyday life. Goals can keep us going and provide something to aim at; they guide our actions, big and small. Indeed, goal pursuit can be considered the cornerstone of human behavior (Milyavskaya& Werner, 2021). In connection with this subject, A newly defined personality trait called “grit” has been attracting the interest of scholars in recent years. Duckworth et al. defined grit as a personality trait of perseverance of effort and consistency of interest for long-term goals and suggested Grit as a valid predictor of long-term success shared by the most prominent leaders in every field (Suzuki et al., 2015).People adopt different behavior patterns in the way of motivating their long-term goals. Some people are steadfast and continue their efforts despite various issues and challenges (Arco Tirado et al., 2018). High-performance people have special attitudes and behaviors that differentiate them from others, and this capability has been proposed as organizational strength (Fernandez-Martin et al., 2020). Considering the importance of organizational Grit and the research gap in this field, this research investigates the lived experience of people with Grit in the judiciary using the phenomenological method. It seeks to answer the following main question:What does organizational Grit mean from the point of view of judicial staff?Literature ReviewThe studies of Duckworth and his colleagues in 2005 also showed that a large part of people's success is explained by their ability to be Grit in addition to intelligence (Guerrero et al., 2016). In other words, pursuit, effort, and interest, which indicate Grit, are distinguished from intelligence and talent and are equally critical in achieving success (Duckworth et al., 2015). Grit is in the intra-individual field and expresses the necessary capacity to regulate individual behavior and emotions to achieve goals (Shechtman et al., 2013). Duckworth and his colleagues define Grit as a non-cognitive parameter of individual abilities to pursue long-term goals without changing interests or goals along the path that leads to desirable outcomes (Duckworth et al., 2012).People with high and low Grit are distinguished only in situations of failure or difficulty. Difficulty is necessary for the distinction of having or not having Grit. (Lucas et al., 2015). People with Grit have a positive view of the work environment, see failure as a success for learning, and have long-term goals (Wagner & Ruch, 2015). When faced with difficult problems, these people do not give up easily and have perseverance and stability in the face of changing directions (Duckworth et al., 2007). Because they have positive emotions and expectations, they have more continuity and continuity in doing their work (Ginti, Brindle, 2015). People with Grit are conscientious and highly motivated (Meriac et al., 2015). They are conscientious, reliable, organized, diligent, and self-controlled (Duckworth & Seligman, 2005). People with Grit have the capacity and ability to self-regulate and enjoy doing the task until the end of the work - not for the reward - (Kohen, 2014). In addition, people with Grit are self-efficacious and optimistic (Kraft & Duckworth, 2015).MethodologyIn this research, the philosophy of interpretive research, inductive research approach, phenomenological research strategy and qualitative research method were used, and the data collection method was interview. The phenomenon of organizational Grit is an individual variable, and in its investigation and analysis, it should be addressed from an individual lens. In this regard, first, in the Kurdistan Province Justice Research Society, the Organizational Grit Questionnaire of Sutwick and his colleagues (the attached questionnaire) was distributed, then the people who had an average score of 4 or higher (out of 5 points) were identified as people with Grit and then with Non-random-targeted sampling method, in-depth interviews were conducted with 8 people (according to Table 1). The phenomenological approach is to study how the phenomenon is described by humans and their experience through the senses. The experience and interpretation of the phenomenon is the focus of phenomenological research (Mohammadpour, 2017). In order to deeply understand and understand the phenomenon of organizational Grit, this research deals with the lived experience of people with Grit.Discussion and ResultsQualitative data analysis showed that the lived experience of organizational Grit includes four main themes and thirty-two sub-themes as follows:Organizational Grit as an active personality with sub-themes of innovation, patience, flexibility, learning, optimism, self-confidence, risk-taking and healthy thinking.Organizational Grit as work spirituality with the sub-themes of God's satisfaction, God's people's satisfaction, honesty, piety, politeness, ethics, righteousness and work conscience.Organizational Grit as work endurance with the sub-themes of perseverance, follow-up, hard work, decisiveness, being committed, accuracy, authority and foresight.Organizational Grit as a general problem solver with the sub-themes of problem analysis, expertise, responsibility, service-oriented, realization of justice, citizen rights, result-oriented and solving court cases.ConclusionThe results of the research showed that the lived experience of organizational Grit indicates having four main themes, and according to these four themes, organizational Grit can be described as follows:Organizational Grit means having the characteristics of an active judicial personality (innovative, flexible, learning, optimistic, self-confident, risk-taking, patient and healthy thinking), which with the approach of work spirituality and righteousness (pleasure of God, satisfaction of God's people, honesty, piety, politeness, ethics, right-mindedness and work conscience) and the presence of work perseverance (persistence, follow-up, effort, decisiveness, commitment, accuracy, authority and foresight) in order to solve public issues and litigation (problems, expertise, responsibility) acceptable, service-oriented, realization of justice, citizenship rights, result-oriented and solving court cases).In general, the phenomenon of organizational Grit is common in some dimensions such as personality traits, having work endurance and problem solving (result realization), but in this research, work spirituality makes it different from other definitions and is proposed as an innovation in the definition of organizational Grit.AcknowledgmentsThe researchers consider it necessary to express their appreciation and gratitude to all the judicial staff of Kurdistan province who helped them in conducting this research.

А.М. Баркинхоев

Исследуя процесс адаптации специалиста, мы определили факторы, влияющие на формирование профессионального совершенства; выяснили позитивные и негативные аспекты подготовки будущих горных инженеров в контексте определения приоритетов дальнейшего становления специалистов определенной отрасли. На первом этапе независимо от специализации проходит ознакомление с корпоративной культурой (молодого специалиста знакомят с предприятием, вхождения специалиста в коллектив начинается с ознакомления внутреннего трудового распорядка, нормами работы и коммуникации в коллективе и тому подобное). Вторым этапом предусмотрено поступление в специальность (новый сотрудник под руководством наставника начинает выполнять конкретные профессиональные задачи). На третьем этапе осуществляется мониторинг эффективности адаптации (по итогам испытательного срока отдел развития персонала получает отчетные документы). В контексте исследования используется адаптированный нами к условиям производства научный труд психолога К. Роджерса (научная позиция: специалист – инициатор процесса обучения) относительно формулировки психологических особенностей взрослых: от природы личность наделена высоким научным потенциалом; эффективность обучения достигается при условии актуальности предмета исследования; изменения в самоорганизации и восприятии как результат учебно-познавательной деятельности; самокритика и самооценка способствуют творчеству, самоуверенности. Несмотря на определенные этапы адаптации, следует апеллировать к особенностям обучения молодых специалистов на производстве: самоуправляемость, опытность, готовность к обучению, ориентированность на проблемное обучение в логическом единстве и взаимосвязи способствует реализации ведущего задачи наставничества – организации учебного процесса с горными инженерами, за которого они предстают соавторами обучения. Studying the process of adaptation of a specialist, we identified the factors influencing the formation of professional excellence; found out the positive and negative aspects of the training of future mining engineers in the context of determining priorities for the further development of specialists in a certain industry. At the first stage, regardless of specialization, familiarization with the corporate culture takes place (a young specialist is introduced to the enterprise, the entry of a specialist into the team begins with familiarization with the internal labor regulations, work standards and communication in the team, etc.). The second stage provides for admission to the specialty (a new employee under the guidance of a mentor begins to perform specific professional tasks). At the third stage, the effectiveness of adaptation is monitored (according to the results of the trial period, the personnel development department receives reporting documents). In the context of the study, we use the scientific work of psychologist K. Rogers adapted to the conditions of production (scientific position: specialist initiator of the learning process) regarding the formulation of psychological characteristics of adults: by nature, the personality is endowed with high scientific potential; the effectiveness of learning is achieved provided the relevance of the subject of research; changes in self–organization and perception as a result of educational and cognitive activity; self-criticism and self-esteem promotes creativity, self-confidence. Despite certain stages of adaptation, it is necessary to appeal to the peculiarities of training young specialists in the workplace: self–management, experience, readiness for training, focus on problem-based learning in logical unity and interconnection contributes to the implementation of the main task of mentoring - the organization of the educational process with mining engineers, for which they appear as co-authors of training.

Nafiza Islam

The main objective of this study is to investigate the variables influencing the career development of female management personnel in Bangladesh's banking industry. The study was focused on four separate research goals: determining how management views women's career advancement; determining whether juggling work and family obligations has an impact on female employees' career advancement; examining the influence of bank policies and practises on women's career advancement; and developing a framework for the professional advancement of female employees in Bangladesh's banking industry. The research design adopted by the study was descriptive. Both primary and secondary data were gathered using survey questions and thorough literature reviews, respectively. SmartPLS 3.0 was used to analyse the information gathered. Following the study's findings, it was determined that the discussed criteria have an effect on how far female bankers can advance in their careers.  Women must have strong female leadership, network development, and female role models if they are to advance in their careers across all industries, not just the banking industry. The study makes a contribution by outlining the significant challenges impacting the career advancement of female employees in Bangladesh's banking industry, which might be useful in developing policies that are supportive of female bankers. Additional research on this topic can focus on various industries, such as state-owned banks, the public sector, the business sector, educational institutions, and so forth.  The current study would contribute towards the existing knowledge through the utilization of under study variables, theoretical framework, and geographical coverage in business and management studies. 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Javad Nazarimoghaddam

Introduction Culture and language are deeply related. Language, whether spoken, written, or visual, can better reflect origins and cultures than any other element. In order to get a true picture of the culture of work in Iranian society and to judge the accuracy of the claim of some experts that there is a weakness of work culture in Iranian society as an undesirable historical heritage, the study of popular culture and literature is important. Given the relationship between language and culture, the cultural characteristics of society should be reflected in the language and the popular culture and the literature of society. Proverbs, as one of the most important elements of popular literature, can to a large extent represent the culture and values ​​ governing the  society throughout history.Studying how work culture is represented in the popular literature of different local cultures can be an important step in developing research in the field of anthropology and sociology of literature. Therefore, in this research, an attempt will be made to study and study the components related to cultural work in Gilan culture. The issue of this research is how to represent work culture in Gilaki proverbs. Methodology This paper is a descriptive and analytical study in which an attempt is made to refer to a part of the folk culture heritage of Gilan using content analysis method reflecting the work culture in Gilaki proverbs. Content analysis refers to any inferential method used regularly, objectively, and determining the characteristics of messages. After examining about 3070 Gilaki proverbs of East and West and the center of Gilan, 142 Gilaki-related cases related to work culture were extracted. In order to gain an understanding of the content of semantically ambiguous proverbs, an attempt was made to use several people familiar with the Gilaki dialect throughout the research process. Moreover, in this research, each of the proverbs were taken as one content unit. Subsequently, examples with common themes were placed under specific categories. Discussion Today, in development programs, the element of culture is more and more considered to the extent that cultural development is introduced as a factor in the movement and dynamism of society beyond development and economics. One of the most important factors in the development of any society is the existence of an efficient cultureal work and human resources. If we consider culture as a set of values, norms and belief systems of a society, then we can say that cultural work is in fact a set of common values ​​and beliefs of a group or work organization or an economic community in performing productive and service activities. Work culture is a set of internalized, desirable and appropriate behaviors in employees that is necessary for the development and success of the organization. According to Giddens (1994), work culture is a set of values ​​and norms that members of a group have and follow.People's views on work, commitment and work consciousness, discipline, criticism, teamwork and cooperation and consultation in work, appreciation, looking at wealth, individualism, rationalism, responsibility, risk-taking and foresight, hard work are among the most important components in cultural work. In addition to the above, observance of work divisions and organizational issues, rational thinking in doing things, educatbility, saving on substance use, flexibility, interest and attachment to work, observance of occupational health and safety, use of new technologies are other components of work culture.Since work culture is one of the signifiant factors of growth and development in any society, most experts introduce the training of human resources and its optimal use as one of the indicators of growth and development of societies. When the work culture in a society is weak, it means that there is no desire to work productively, hence the activities will be less effective. Some studies in Iran emphasize the weakness of work culture in Iranian society. On the other hand, most of the researches emphasize the lack of positive values ​​related to work in the culture and temperament of the Iranian society throughout history believing that laziness, tendency to destiny, irresponsibility and the lack of collective spirit along with other negative characteristics are the most visible obstacles to the development of Iranian society. Proverbs as a part of popular culture and literature can be a reflection of the culture of a society. Conclusion After repeated readings of the proverbs, major categories related to work culture were extracted. The value of work and effort, attention to expertise and skills and experience, teamwork and participation, individualism and self-reliance, foresight, attention to time, order in work, wealth, tendency to destiny are among the most significant components of work that are illustrated in Gilaki proverbs.Among the components of work culture, the component of importance of work and effort (26%), specialization and core skills (15%), foresight and reasoning (11%) and individualism and self-reliance (10%)  are of the highest content frequency in the proverbs. Also, the study of proverbs shows that there is a positive attitude towards the component of participation and group work (8%), order and rule in work (8%). These components are compatible with the culture of development and entrepreneurship. The findings of many previous studies often emphasize the weakness of work culture in Iranian society and the reflection of Iranians’ negative attitude towards it in the popular literature. These studies introduce laziness and weakness in work culture in Iranian society as a historical issue. For example, Rezagholi (1373) and Ghazi Moradi (1389) consider the tendency to destiny and non-individualism of Iranian society throughout history as one of the obstacles to Iran’s development. However, the focus on popular culture indicates that the positive individualism is praised in Gilaki proverbs.

Mohammad Kargar Shouraki

Environmental and social challenges have drawn considerable attention to sustainable development. Given the fact that human being is both the goal of and the factor of development, the human factor is considered as one of the most significant factors in attaining the highest level of sustainability. Digital transformation also represents a fresh challenge for organizations, which is the reason behind the special attention to digital human resource management. Thus, the present study aims to propose a model of human resource management to achieve the positive outcomes of digital transformation according to the sustainability criteria. The need to expand the sustainable/digital dynamic capabilities of human resource management is also felt to become successful at facing the challenges of sustainability and digital transformation. The study applies a combination of six research methods including Meta-Synthesis, Thematic Analysis, Interpretive Structural Model (ISM), Cognitive Rating Cluster Map, DEMATEL, and Analytic Network Process (ANP), and it represents the final model with 3 approaches, 3 aspects and 9 dimensions.

سهیلا حسین پور

پژوهش حاضر با هدف شناسایی عوامل مؤثر بر نوع پوشش دختران با تأکید بر امنیت اجتماعی انجام گرفت. این پژوهش ازنظر هدف، کاربردی و ازنظر ماهیت، توصیفی ازنوع پیمایشی است. جامعۀ‌ هدف را دانشجویان دختر دانشگاه آزاد سنندج تشکیل می‌دهند که براساس آمار گرفته­شده حدود 7000 نفر هستند. از بین آن­ها، براساس جدول کرجسی­مورگان تعداد 377 نفر ازطریق فراخوان اینترنتی به­صورت داوطلبانه و برخط با توجه به محدودیت تردد کرونا در پژوهش حاضر شرکت کردند. به­منظور جمع‌آوری داده­های موردنیاز، از پرسشنامۀ محقق­ساختۀ عوامل مؤثر بر نوع پوشش بهره­ برده شد و تجزیه و تحلیل داده‌ها با استفاده از میانگین، انحراف ­­معیار، آزمون­های کالموگروف–اسمیرونوف، آزمون فریدمن و یومن ویتنی انجام شد. یافته‌ها نشان داد که مهم­ترین دلایل پوشش دختران به­ترتیب، شامل زیبایی و آراستگی، خانواده، دوستان، مد، دین، عرف جامعه، هنرمندان، دانشگاه و متمایزشدن از دیگران است. بیشترین نوع پوشش دختران دانشجو را مانتو­شلوار و مقنعه تشکیل می‌دهد. عوامل متعددی در انتخاب پوشش دانشجویان دختر نقش دارند که شامل عوامل اعتقادی، خانوادگی و تربیتی، سیاسی و امنیتی، فرهنگی، اجتماعی می­شود. در هر کدام از این عوامل چندین متغیر دخیل هستند و بین نظر دختران باحجاب و بدحجاب تفاوت معنی‌داری وجود ندارد.

Wikanda Chairat, Settawat Choworakul

According to the announcement of the Ministry of Public Health, No. 2, B.E. 2563, lifestyle changed dramatically by the beginning of 2021, after the epidemic of Covid 19. The number of infected people has increased again. In this article, the authors aim to present principles, concepts, and theories in psychology for ipiyawan.p@chula.ac.thntegration in adapting to daily life after the Covid-19 crisis and to propose ways to reduce its negative mental and emotional impact. Changes in behavior towards people and situations after the Covid-19 crisis provide ways to reduce stress and anxiety, which affects the mind negative emotions with the SET principle. This principle is based on the concept of using mental resilience to help build mental immunity to manage one’s own emotions and feelings, to accept what is happening, and to use a mindset to create a belief that we can change and develop ourselves to change. We can use the concept of positive pฟผsychology to study happiness and happiness in life in response to goals in a new way of life (New normal) and this principle is to discover and promote the development of a person’s potential. Being in a positive mood helps us to be aware of ourselves physically, socially, mentally, and environmentally and to find our strengths. to create flexibility. It may also serve as an opportunity to reflect on our experiences in order to better cope with disappointments and regrets.

Yuliia Ananieva

The article considers the importance and main aspects of financial risk management in the conditions of the modern globalized world. The authors emphasize the relevance of the problem, examining theoretical approaches and modern methods of risk assessment and management. Special emphasis is placed on practical recommendations that will help organizations effectively cope with financial challenges and ensure sustainable development. The article also includes an analysis of technological innovations in the field of risk management and their impact on the strategic planning of companies. The material concludes with conclusions that summarize the main theses of the study and suggest directions for further scientific development in this area. the role of international cooperation and global standards in the field of financial risk management is highlighted. The authors consider how globalization and international integration affect the risk management strategies of various companies. In addition, the article analyzes the ethical aspects of risk management, taking into account the social responsibility of business and its impact on stakeholders. Special attention is paid to the practical application of theoretical knowledge. The authors provide specific examples of the implementation of modern risk management techniques in various sectors of the economy, demonstrating their effectiveness and practical value. It is emphasized that the correct approach to financial risk management can be a key success factor for modern organizations, helping them adapt to rapidly changing market conditions and ensure long-term competitiveness. Psychological aspects of risk management are considered, including behavioral factors that can influence decision-making in the field of finance. Understanding these aspects is essential for developing effective risk management strategies and approaches. The need for continuous training and adaptation in the conditions of constant changes in the financial markets is substantiated. The modern business world requires from specialists deep knowledge, flexibility and readiness to quickly respond to new challenges. It has been proven that financial risk management is not only an important component of a successful business strategy, but also a key element of corporate culture, which contributes to the creation of trust between stakeholders and ensuring the stability and long-term development of the organization.

Zainab Khatoon

С.В. Дзизель, А.А. Лукашенко, Д.А. Егиазарян

Работа посвящена комплексному анализу GR-менеджмента деловых ассоциаций в Германии. Бизнесассоциации проанализированы с точки зрения неоинституциональной теории организационных полей, разработанной П. Дж. ДиМаджио и У. В. Паэуллом, что позволило авторам не только проанализировать роль бизнес-ассоциаций современной Германии, принимая во внимание экономическую и финансовую деятельность таких организаций, но и провести анализ их политического влияния в стране, а также выявить особенности выработки норм корпоративный этики и культуры отраслевого поведения компаний. Основной фокус работы направлен на определение роли и места торгово-промышленных (IHK) и внешнеторговых (AHK) палат ФРГ в системе представления и лоббирования интересов немецкого бизнеса, как в рамках национальной экономической системы, так и на международной арене. Основываясь на законе «О временном регулировании закона о торгово-промышленных палатах» (Gesetz zur vorläufigen Regelung des Rechts der Industrie- und Handelskammern (IHKG)) от 1956 г., проанализированы особенности работы торгово-промышленных палат на региональном и федеральном уровнях в Германии. Отдельное внимание работы сосредоточено на деятельности внешнеторговых палат, представляющих собой уникальную высокоразвитую сеть организаций с четко отлаженной системой коммуникаций. Также рассмотрена роль внешнеторговых палат в реализации концепции экономической дипломатии ФРГ, основанной на так называемых трех столпах (Drei-Säulen Konzept). Важным аспектом работы является анализ деятельности как торгово-промышленных, так и внешнеторговых палат в период локдауна, вызванного пандемией новой коронавирусной инфекции, их роли в поддержке бизнеса в период нарушения логистических цепочек и частого изменения законодательной базы в отношении международной торговли. The work is devoted to a comprehensive analysis of GR-management of business associations in Germany. Business associations are analyzed from the perspective of the neo-institutional theory of organizational fields developed by P. J. DiMaggio and W. W. Powell, which allows the authors to analyze the role of business associations in modern Germany, taking into account not only the economic and financial activities of such organizations, but also their political influence in the country, as well as the features of the development of corporate ethics and culture of industrial behaviour of companies. The main aim of the paper is to determine the role and place of the German Chambers of Industry and Commerce (IHK) and Chambers of Foreign Trade (AHK) in representing and lobbying the interests of German business both within the national economic system and in the international arena. The main features of Chambers of Industry and Commerce as lobbying associations at regional and federal level in Germany are analyzed based on the law “On the Provisional Regulation of the Law on Chambers of Industry and Commerce” (Gesetz zur vorläufigen Regelung des Rechts der Industrie- und Handelskammern (IHKG) from 1956. Particular attention is focused on the activity of Chambers of Foreign Trade, which is a unique highly-developed network of organizations with a well-established system of communication. The paper also decomposes the role of Chambers of Foreign Trade in implementing the concept of economic diplomacy of Germany, based on the so-called “three pillars” (Drei-Säulen Konzept). An important aspect of the paper is an analysis of the activity of both Chambers of Industry and Commerce and Chambers of Foreign Trade during the socalled lockdown caused by the pandemic of a novel coronavirus infection, their role in supporting business while supply chains were disrupted and changes in the legal framework for international trade increased in frequency.

Ji-Yeon Go, Joo-Young Lee, Ha-eun Jang et al.

P. A. Becker