Journal of Personal Development and Organizational Transformation

Identification of Smart Leadership Components in the Managers of Farhangian University

Seyedeh Mahsa Pouraghajan Hoseini iD , Maryam Taghvaee Yazdi ^* iD , Taraneh Enayati iD

https://doi.org/10.61838/kman.jpdot.223

The present study aimed to identify the components of smart leadership among the managers of Farhangian University. In terms of purpose, the research is applied, and in terms of data nature, it follows a qualitative design with an exploratory mixed-methods approach. Accordingly, based on grounded theory, a descriptive–survey method was used to identify the components of smart leadership in the managers of Farhangian University. The statistical population included all educational policy experts, senior managers, and planners of Farhangian University in Mazandaran Province. The sampling method was purposive and theoretical, following the principle of theoretical saturation, and 12 participants were selected as the study sample. Data for this research were collected using semi-structured interviews. The validity and reliability of the study were confirmed. The findings indicated that 47 indicators were identified and categorized into nine components (themes), including culture-oriented smart leadership, networked leadership, collective leadership, knowledge-based leadership, resilient leadership, data-driven leadership, talent-oriented leadership, digital and innovative leadership, and value-based leadership among the managers of Farhangian University in Mazandaran Province, which served as the basis for qualitative analysis.

Organizational Consequences Model of Ambidextrous Leadership in Educational Managers of Tehran: A Qualitative Study Based on Semi-Structured Interviews

Faezeh Hedayatirad iD , Soghra Afkaneh ^* iD , Mohammad Naghi Imani iD

https://doi.org/10.61838/kman.jpdot.245

The purpose of this study was to identify the indicators, components, and dimensions influencing the organizational consequences of ambidextrous leadership among educational managers in Tehran, aiming to develop a localized framework for dual innovation in higher education institutions. This study was a fundamental qualitative research using a grounded theory approach and thematic analysis. The statistical population consisted of academic and organizational experts in higher education who were selected through purposive and snowball sampling. A total of 15 participants were interviewed until theoretical saturation was achieved. Data were analyzed through Glaser’s three-step coding process (open, axial, and selective coding). The reliability of coding was confirmed through inter-coder agreement (0.85) and test-retest methods, while validity was ensured through expert review and member checking. The analysis revealed six main dimensions of ambidextrous leadership in higher education: (1) concept of ambidexterity (exploration and exploitation), (2) characteristics of ambidextrous leaders (flexibility, team building, conflict resolution, time management), (3) position of ambidexterity (multi-dimensional workforce management, resource allocation, group relationship regulation), (4) managerial actions (participatory, supportive, and strategic actions), (5) affected domains (individual, organizational, and environmental), and (6) consequences of ambidexterity in higher education (improved performance management, organizational culture development, organizational flexibility, and enhanced industry relations). In total, 19 organizing themes and 75 basic themes were extracted. The results indicate that ambidextrous leadership enhances innovation, performance, and adaptability in educational institutions by balancing exploration and exploitation processes. It strengthens learning-oriented culture and fosters collaboration between academia and industry. The proposed model provides practical insights for developing ambidextrous leadership competencies among educational managers to achieve sustainable organizational growth.

Designing a Thematic Network of Employee Experience in the Health System: A Qualitative Study at Mashhad University of Medical Sciences

Vahid Ghadam Kheir iD , Ali Akbar Farhangi ^* iD , Abolfazl Danaei iD , Mohammad Taghi Shakeri iD

https://doi.org/10.61838/kman.jpdot.247

This study aimed to identify and conceptualize the dimensions and components of employee experience at Mashhad University of Medical Sciences to design a thematic network for employee experience management in the healthcare system. This qualitative research employed a developmental–applied approach using thematic analysis. Participants included executive experts and faculty members of Mashhad University of Medical Sciences selected through purposive sampling. Data were collected through semi-structured interviews with 16 participants between December 2022 and June 2023. Thematic analysis followed Braun and Clarke’s six-phase model, and data validation was performed using Guba and Lincoln’s four criteria: credibility, transferability, dependability, and confirmability. The analysis resulted in 151 initial codes, 28 basic themes, 7 organizing themes, and 2 overarching themes. Identified themes were categorized into two main dimensions: human-centered and organization-centered. Human-centered themes included managerial support, motivation, teamwork, and appreciation culture, while organizational themes covered fair performance evaluation, employer branding, efficient technology, and a supportive work environment. The intercoder reliability coefficient was 0.88, confirming the consistency of coding. The findings revealed that employee experience in the healthcare system is a multifaceted phenomenon influenced by organizational, human, cultural, and technological factors. The developed thematic network offers managers a deeper understanding of employees’ perceptions, enabling them to formulate effective strategies to enhance job satisfaction, productivity, and service quality in healthcare institutions.

The Role of Innovation in Enhancing Technological Capability and Organizational Performance (Case Study: Agricultural Bank of Iran)

Elahe Yazdan Panah iD , Alireza Rezghi Rostami ^* iD , Rashid Zolfaghari Zafarani iD

https://doi.org/10.61838/kman.jpdot.252

This study aimed to examine the impact of innovation on enhancing technological capabilities and improving organizational performance in the Agricultural Bank of Greater Tehran. This applied research employed a descriptive–survey design. The statistical population consisted of 500 senior and head office managers of the Agricultural Bank branches in Tehran. Based on the Morgan table, 217 participants were selected through stratified random sampling. Data were collected using a researcher-developed 64-item questionnaire. Content and construct validity were confirmed, and reliability was verified using Cronbach’s alpha (α > 0.70). Structural equation modeling (SEM) with LISREL and PLS software was used for data analysis. Findings indicated that external drivers had significant positive effects on internal drivers, open innovation, and closed innovation. Internal drivers positively influenced closed innovation but had no significant impact on open innovation. Open innovation did not affect technological capability, while closed innovation had a strong positive effect on it. Furthermore, technological capability significantly influenced technology adoption, which in turn had a positive effect on organizational performance. Path coefficients (0.71, 0.351, 0.721, 0.347, 0.86, 0.973, and 0.951) and t-values above 1.96 confirmed all hypotheses. The study concluded that innovation—particularly closed innovation—plays a vital role in enhancing technological capability and improving organizational performance. Promoting innovation culture and strengthening internal and external drivers can facilitate technological advancement and sustainable performance improvement in banking institutions.

Developing a Model to Maximize Decision Implementation in Government Organizations Based on the Expansion of the Zone of Indifference among Employees

Salah Vakili , Adel Salavati ^* iD , Jalil Sahabi iD

https://doi.org/10.61838/kman.jpdot.253

The aim of this study is to develop a model to maximize decision implementation in public organizations through the development of the zone of indifference among employees. This applied qualitative study employed grounded theory methodology. Data were collected through semi-structured interviews with 11 academic experts, managers, and staff members of the Trade Development Organization of Iran. The data were analyzed using open, axial, and selective coding with the help of MAXQDA, SPSS, and Stata software. Findings revealed that decision implementation in public organizations often fails due to conflicts of interest, lack of organizational trust, and ambiguity regarding decision outcomes. The final model comprises five key dimensions: decision characteristics, decision conditions, decision type, decision barriers, and decision consequences. Ranking results indicated that “decision consequences” ranked first (mean = 2.90), followed by “decision barriers” (mean = 2.75), “decision type,” “decision characteristics,” and “decision conditions,” respectively. The study concludes that enhancing decision implementation in government organizations requires strengthening employees’ zone of indifference so that managerial decisions create minimal conflict with employees’ personal and professional interests. Expanding this zone is achievable through increased decision transparency, employee participation, organizational learning, effective communication, and well-designed motivational systems.

Designing an Effective Administrative Health Model and Evaluating Its Impact on Organizational Commitment: A Case Study of the National Iranian Petroleum Products Distribution Company

Hosien Abdoli iD , Sayeed Sayadi ^* iD

https://doi.org/10.61838/kman.jpdot.255

The purpose of this study was to design an effective administrative health model and evaluate its dependency on organizational commitment in the National Iranian Petroleum Products Distribution Company. This mixed-method research combined qualitative and quantitative phases. In the qualitative phase, a meta-synthesis approach was used to identify key components of administrative health and organizational commitment, followed by the Delphi technique to assess theoretical adequacy. In the quantitative phase, a questionnaire based on qualitative findings was distributed among 262 employees, managers, and assistants selected via stratified random sampling. Data analysis included exploratory and confirmatory factor analyses and structural equation modeling to assess model validity and relationships among variables. The results identified six main components of administrative health—structural, informational and technological, economic, social, content-related, and ethical adherence—and five components of organizational commitment—affective, continuance, social, responsible, and normative. Quantitative results demonstrated a positive and significant relationship between organizational commitment and administrative health. Among health dimensions, the structural component had the highest impact, while among commitment dimensions, continuance and affective commitment were the most influential. The final structural model showed strong goodness-of-fit indices. Organizational commitment plays a crucial role in strengthening administrative health. Enhancing ethical values, fostering transparency, and institutionalizing commitment-oriented administrative policies are essential strategies for promoting organizational effectiveness and preventing administrative corruption.

The Effect of Psychological Needs on the Quality of Coworker Relationships with the Mediating Role of Job Emotions among Sports Employees in Basra Province, Iraq

Ibrahim Musaab Yaseen Al Rawdhan ^* iD , Mohammad Taghi Aghdasi iD , Yaghoub Badriazarin iD

https://doi.org/10.61838/kman.jpdot.229

The purpose of this study was to investigate the effect of psychological needs on the quality of coworker relationships with the mediating role of job emotions among sports employees in Basra Province, Iraq. The research method was applied in terms of purpose and descriptive–correlational in nature. The statistical population included all employees of the Departments of Sport and Youth, sports federations, and staff members of clubs and sports teams in Basra Province. Using simple random sampling, 274 individuals were selected as the sample. For data collection, the study used the Work-Related Basic Need Satisfaction Scale by Gagné (2003), the Coworker Relationship Quality Questionnaire by Moradian and colleagues (2022), and the Job-Related Affective Well-Being Scale by Van Katwyk and colleagues (2000). Face and content validity were confirmed through the opinions of experts in sports management, and the overall reliability of the questionnaires was calculated using Cronbach’s alpha coefficient. Structural equation modeling was applied for data analysis. The results showed that the path coefficient between the psychological need for competence and coworker relationship quality was 0.220, between relatedness and coworker relationship quality was 0.346, and between autonomy and coworker relationship quality was 0.278, indicating a direct and significant relationship between the variables (p-value = 0.001). In addition, the findings revealed that the mediating effects of the needs for autonomy, relatedness, and competence on coworker relationship quality through job emotions were confirmed at a 95% confidence level. Therefore, it can be stated that improving the quality of relationships among employees depends on satisfying fundamental psychological needs—competence, autonomy, and relatedness—and on paying attention to employees’ job emotions. Managers of sports organizations in Basra Province should consider these two factors and work to strengthen them among staff.

Identifying and Ranking Key Factors in Managing Social Autism in Iranian Government Organizations

Naghmeh Keyhanian iD , Mehran Mokhtari Bayekolaei ^* iD , Davood Kia Kojouri iD

https://doi.org/10.61838/kman.jpdot.234

This study aimed to identify and rank the key factors in managing social autism in Iranian government organizations and to propose a localized, practical conceptual model. A mixed-methods approach was applied. In the qualitative phase, 17 experts—including senior and middle government managers, HR specialists, academic researchers, and organizational and autism psychologists—were interviewed using semi-structured questions. Thematic analysis with MAXQDA 2020 identified 151 semantic units grouped into 62 initial codes, 18 sub-themes, and 5 main themes. In the quantitative phase, the same experts evaluated and ranked the factors using a fuzzy DEMATEL questionnaire, with calculations performed in MATLAB. Five key dimensions were identified: leadership and management, communication and interactions, cultural and structural, individual and behavioral, and strategic and cognitive. Among them, leadership and management (D+R=7.133) and communication and interactions (D+R=6.798) were the most critical and influential dimensions for managing social autism. Other factors were of moderate but relevant importance. The study offers a culturally adapted model for managing organizational social autism, emphasizing trust and organizational support, strengthening communication skills, reforming rigid hierarchical structures, and implementing mentorship programs. Applying this framework can reduce organizational isolation, enhance inter-organizational cooperation, and improve public service quality. However, cultural resistance and limited resources may hinder implementation, requiring further research and tailored interventions.

Journal of Personal Development and Organizational Transformation

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Developing an Entrepreneurial Leadership Model Based on Sustainable Development in the Environmental Protection Organization

The Effectiveness of a Workplace Happiness Enhancement Package on Employees’ Work Engagement and Job Embeddedness

A Sociological Study of Family Sustainability in Urban Isfahan: A Cultural-Structural Approach

The Analytical Model of the Relationship Between Digital Strategic Human Resource Management and Innovative Work Behavior with the Mediating Role of Collaborative Learning in the Circular Economy

Presenting a Change Management Model in the Structure of the Iranian Education System

Explaining the Impact of Artificial Intelligence Development on Supply Chain Diversity and Resilience in Iranian Manufacturing Industries: A Structural Equation Modeling (PLS) Approach

A Transfer Learning Protocol for Hybrid Deep–Machine Learning Models to Predict and Interpret Weight Loss

Designing a Reputation-Building Human Resources Performance Model for Melli Bank Branches

Developing Employer Branding Models for Human Resource Retention: A Case Study of the Zarrin Industrial Group (Zarnam, Zarkam, Zarr Flour, Zarr Macaroni)

Investigating the Effect of Organizational Transparency on Organizational Accountability with the Mediating Role of Core Self-Evaluations among Employees of Sports and Youth Departments in Alborz Province

Developing a Human Resource Productivity Model in the Petrochemical Industry: Integrating Individual–Organizational Competencies and HR Innovation

Identification of Dimensions, Components, and Indicators of Social Responsibility among Faculty Members of Farhangian University

The Impact of Artificial Intelligence-Based Insights on Sustainable Human Resource Management Performance with the Mediating Role of Optimizing Human Resource Management Practices

Qualitative Design of an Individual Development Model in the Banking Sector

Designing a Labor Relations Model Based on Talent Attraction in the Islamic Republic of Iran Broadcasting (IRIB)

Identification and Explanation of a Model for Reducing Organizational Anti-Citizenship Behavior Based on Employee Dignity in Governmental Organizations

Designing a Model of Antecedents and Consequences of Green Governance in Kerman Municipality

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