درخت حوزه‌های تخصصی

While categorization of human beings into various subgroups in terms of their race, ethnicity, gender, religion, nationality and alike is not a new phenomenon but such a diversity in communities all around the world has drawn much attention to the issue in recent years due to the increasing importance of equality for governments and societies. Workplaces are among those contexts which are proposed to equality issues and are trying to deal with it utilizing different approaches among which creating spirituality in workplace is a noteworthy one. Tourism businesses are not an exception in this regard and are faced with the diversity challenge especially in terms of interaction between different cultures throughout the industry. Additionally, it seems that organizational outcome is influenced by level of diversity at the workplace. Therefore, this paper adopts a developmental descriptive-analytical approach implemented by documentary analysis to discuss the relationship between diversity management and organizational outcome and provides a theoretical model indicating how workplace spirituality (WPS) mediates the relationship between cultural diversity management and organizational outcome in tourism businesses since cultural diversity is as necessary for humankind as biodiversity is for nature and can be a source of competitive advantage for businesses as well.

INTRODUCTION The phenomenon of organizational insentience has been one of the main challenges in recent years and refers to a situation in which the employees of an organization have become indifferent to their organizational environment. The current research was conducted to investigate the causes and contexts of the formation of organizational insentience in the Red Crescent Society of Tehran province, Iran. METHODS: This applied study was conducted based on the descriptive-correlation method of data collection. The statistical population of this research included all the managers of Red Crescent Society in Tehran province in 2021. The samples (n=90) were selected using Cochran's statistical formula and stratified random sampling. The required data were collected using a researcher made organizational insentience questionnaire. The validity and reliability of the questionnaire were checked and confirmed. The collected data were analyzed in Smart PLS software using structural equation modeling with partial least squares approach. FINDINGS: The results of the research showed that causal conditions had a direct, positive, and significant effect on the central category with a standard beta coefficient of 0.725, t=17.625, and P=0.001 at the level of one percent error. Moreover, contextual conditions with a beta coefficient of 0.410, t=3.107, and P=0.002 had a direct, positive, and significant effect on the category of strategies at the level of one percent error. Intervening conditions had a direct, positive, and significant effect on strategies at the level of one percent error (standard beta coefficient=0.221, t=3.008, and P=0.003). The central category had a direct, positive, and significant effect on the strategy category with a beta coefficient of 0.334, t=2.282, and P=0.023 at the five percent error level. Based on the results, at one percent error level, the strategies presented in the research had a direct, positive, and significant effect on the outcomes (standard beta coefficient=0.347, t=3.769, and P=0.000). In total, the results showed the existence of organizational insentience in the Red Crescent Society of Tehran province, which can be reduced by applying appropriate methods. CONCLUSION: According to the findings, by reducing the sense of meaninglessness, double standards, eliminating organizational discrimination, applying appropriate procedures in strategies and their implementation, paying attention to the structural dimensions of the Red Crescent Society in Tehran province, and implementing meritocracy management, it would be possible to increase organizational social capital, the level of interest, commitment, and responsibility of employees towards the Society and work, organizational independence, organizational justice, the atmosphere of trust, and supportive behaviors from the Society and employees. By adopting these measures, a step would be taken toward preventing the formation of organizational insentience in the Red Crescent Society of Tehran province.

Purpose: This research aimed to identify and evaluate the risks of content production in the governmental digital libraries of Tehran.Method: In terms of essence, this research is synthetic (library studies, qualitative and quantitative), and regarding purpose, it is an applied one.  In the first part, using the studies of the research literature, a set of indicators related to the risks of content production in the governmental libraries of Tehran was obtained. The second part of this research involved a fuzzy Delphi approach that was conducted at two stages among 20 experts. In this stage, a researcher-made questionnaire based on the indicators obtained from the first stage was used. The third part of the research was a survey-analysis conducted with a quantitative method using a questionnaire made out based on the results of qualitative stage with three criteria: the probability of occurrence, effect intensity, and the inability of organization to respond and was distributed among 100 managers and experts of governmental digital libraries in Tehran.Findings: In this research, the risks of content production were identified and fell into nine major categories (human force, environmental factors, infrastructure, protection and maintenance,  creators`  technical rights, integration, content evaluation of sources and authors and information security).Conclusion: The results of this evaluation show that digital libraries are not exactly at their best level when it comes to their responses to the risk of human resources, authors' rights, and integration risks.