زین العابدین امینی سابق

Sustainable supply chain has become an integral part of the corporate strategy. In this paper, a real case study of the natural gas supply chain has been investigated. Using concepts related to natural gas industry and the relations among the compo-nents of gas and oil wells, refineries, storage tanks, dispatching, transmission and distribution network, a seven-level supply chain has been introduced and present-ed schematically. The aim of this paper is to optimize a case study using a fuzzy goal-programming multi-period model considering environmental and economic costs and revenue as fuzzy goals and maximize the total degree of satisfaction of goals as objective function. A small-sized problem was solved using GAMS 23.2.1 software and sensitivity analysis was conducted on its parameters. To the best of our knowledge, this is the first study that presents a fuzzy goal program-ming model for the optimization of sustainable natural gas supply chain by focus-ing on the environmental and economic costs and total revenue of gas products and the other main contribution of this research is focused to the developing of the mentioned model.

Background: Instrumental ethical climate can affect human resources both physically and mentally in the workplace. This trauma may affect contextual performance or behavior of personnel. The purpose of this study is to investigate the effect of instrumental ethical climate on contextual performance of human resources in banks and financial institutions. Method: Research method was mixed. In qualitative section; Theme analysis and Delphi methods have been used. Statistical population was bank’s expert. The sample size included 11 people who were chosen purposefully and then interviewed by a semi-structured questionnaire. The correlational descriptive method was used for quantitative section. The statistical population consisted of bank’s staff and the sample was 384 people based on Morgan table, who were selected randomly. A researcher-made questionnaire was used. Results: According to library studies, 4 indicators for measuring ethical climate and 18 indicators for contextual performance of human resources were identified. Two additional indicators have also been added after interviewing the experts. In the quantitative section, the instrumental climate had the greatest impact on the bankchr('39')s working environment and its effect on the staffchr('39')s behavior was negative and significantly negative? Conclusion: Instrumental ethical climate has a direct and traumatic effect on human resource performance. In order to increase the level of mental health of employees and the development of the organization, it is necessary to prevent the growth of instrumental ethical climate through educational programs.

The purpose of this research is to present a structural equation model for ethical competence in electronic banking. The research is descriptive and conducted through a survey. In the qualitative phase, the statistical population includes professors and experts in the field of electronic banking and also senior managers working in Tejarat Bank. They have been chosen using purposeful sampling technique and the data collection reached saturation after 11 interviews. In the quantitative phase, based on krejcie and Morgan table, among 435 experts in charge of marketing and modern services in Tejart Bank, 205 are chosen by simple random sampling method. The data collection instruments in qualitative phase are the two semi-structured interview and document review approaches. In quantitative phase, samples fill out made-questionnaires. Results suggest that the ethical competence model in electronic banking consists of 3 dimensions (beneficiaries, social responsibility and information technology), 9 major components (employees, shareholders, clients, rivals, ethical responsibility, economical responsibility, voluntary responsibility, legal responsibility and information technology) and 56 minor components.

This article aims to provide a model to explain the role of green human resource management in the resilience economy of small and medium-sized companies. The method of this research is a developmental-applied type of mixed research (qualitative-quantitative), which was used in the qualitative part of the Foundation (emerging) data method to identify components and indicators, and in the quantitative part, the descriptive-survey method was used. The statistical population in the qualitative part included experts (university faculty members) in the fields of human resource management, environment, and economics, after 28 interviews, the research reached theoretical saturation, and in a small part of the Cochran formula, there were 229 employees of the company. Industrial companies of Eshtehard town were selected. In the qualitative section, 13 codes were identified in process factors, 14 codes in prefixes, and 10 codes in suffixes. For the resistance economy, a researcher-made questionnaire with 31 indicators was used. The validity of the questionnaire was confirmed by the CVR method. Cronbach's alpha of the green human resources management questionnaire was equal to 0.761 and the resistance economy questionnaire was equal to 0.870. Two types of internal and external validity were used to validate the model. The results of the analysis of factor loadings of research components showed that there is a positive and significant linear relationship between each dimension of green human resource management. The results of the research model, it showed that among the identified factors, the antecedent dimension with a coefficient of 0.819, process factors with a coefficient of 0.797 and suffixes with a coefficient of 0.713, and finally, the coefficient of the impact of green human resources management on the resistance economy was obtained as 0.914, which shows the impact of 91 A percentage of aspects of green human resource management had resistance on the economy.