مطالب

Purpose: The entrepreneurship development in the higher education system creates a competitive advantage for educational systems. Therefore, the current research was conducted with the aim of identifying the dimensions and components of the entrepreneurship development model in the country's higher education system. Method: In an applied study from type of qualitative from among the experts of the country's higher education system number of 14 people of them were selected as a sample according to the principle of theoretical saturation and based on the inclusion criteria with the purposive sampling method. The samples of the present research were subjected to a semi-structured interview, which whose validity was confirmed by the triangulation method and their reliability was calculated by the coefficient of agreement between two coding methods 0.84. Data were analyzed by thematic analysis method in MAXQDA software version 2020. Results: The findings indicated that the entrepreneurship development model in the country's higher education system has 73 components in 8 dimensions, including intrastructural strategic components (with 3 components), policy-making strategic components (with 3 components), centrality of the higher education system (with 4 components), cooperation of the higher education system (with 10 components), human force (with 11 components), adaptability (with 11 components), external organization (with 10 components) and internal organization (with 11 components). Finally, the entrepreneurship development model in the country's higher education system was drawn based on the output of MAXQDA software. Conclusion: According to the results of this study and based on the dimensions and components of the entrepreneurship development model in the country's higher education system, it is necessary to plan for the entrepreneurship development through the improvement of the identified dimensions and components in this research.

The function of social media and it's awareness and information can play a significant role in the changes in stock prices and investors' decision making. Fluctuation is an important measure of financial performance that reflects uncertainty or risk. In view of this, the present study investigated and analyzed the social media and the fluctuations of the Tehran Stock Market during the period of April 2011 to August 2021 using auto-regression model. The results show that the instantaneous reaction functions of the stock returns of active companies in the Tehran stock market to the changes in the social media, the number of shares of the companies, the infected and the dead of covid-19 were positive until the third and fourth periods, and after the mentioned periods of shock entered into the explanatory variables did not have an effect on the fluctuation of the companies' returns. Also, the results of the analysis of variance showed the high effects of the number of shares of the companies in the changes of the efficiency of the companies and the effect of social media in explaining very slight changes in fluctuations have been observed

This study examined the extent to which stock returns can be explained by fundamental financial information. To this end, the accuracy of predicting future stock returns under conditions of mispricing stocks, including underpriced and overpriced stocks, was evaluated. The empirical results are based on a sample of 140 companies listed on the Tehran Stock Exchange during 2006-2022. The applied methodology is based on multivariate regression analysis of panel data. In particular, the six-factor models of Fama-French (2018), Nichols-Wallen-Wyland (2017), and Rhodes croft-Robinson-Viswanathan (2005) have been calculated to investigate the extent of explaining future stock valuation and returns. The results show that most of the changes in the stock valuation of the investigated companies are explained by using fundamental financial factors. Specifically, the results indicate that undervalued companies have earned higher stock returns in the coming year compared to overvalued companies. In other words, in undervalued companies, the stock return has increased in the following year, and in overvalued companies, the future stock return has decreased. According to the provided results, investors and stock exchange regulatory bodies are advised to more sensitively examine companies that have a lower rating of incorrect stock valuation based on the models introduced in this research.

INTRODUCTION: Considering the importance and significance of organizational virtue in promoting the performance of organizations, the present study was conducted with the aim of establishing a model of organizational virtue in the Red Crescent Society of Tehran province. METHODS: This qualitative research is applied in terms of objective, which was conducted using the Grounded Theory approach. The study population includes academic members and experts of the RCS of Tehran province. Using purposive sampling method, data saturation occurs after 15 interviews with the experts. Data was collected by using semi-structured interview and data analysis has been done in three stages of open, axial and selective coding. FINDINGS: The results showed that organizational virtue in the RCS of Tehran province is influenced by five dimensions which are effective factors. Considering the facilitating factors of organizational virtue as contextual conditions; the factors that inhibit organizational virtue as intervening conditions; components and indicators of organizational virtue as approaches will promote the organizational virtue in the RCS of Tehran province as much as possible. CONCLUSION: The proposed model for organizational virtue in the RCS shows that five dimensions: optimism, empathy, trust, responsible leadership and ethics as the effective factors in promoting organizational virtue in the Society that considering contextual conditions, intervening conditions, actions and reactions will increase organizational virtue in the Society.

Purpose: The purpose of this study is to design a model to improve the physiological performance of human resources, based on the biorhythm cycle in educational and medical centers. Methodology: the combined research method is based on exploratory mixed research (qualitative - quantitative). Statistical population in the qualitative section of a group of experts including professors in the field of organizational behavior management in universities and higher education centers, Vice Chancellor for Management Development and Resources of Medical Universities and experts on physiological performance and biorhythm cycle and in the quantitative section; The staff in rotation of Imam Khomeini Educational and Medical Center in Sari consisted of 820 nurses, midwives, paramedics, services, laboratory and radiology; In the qualitative part, using the snowball method to achieve theoretical saturation, in-depth interviews were conducted with 20 experts, and in the quantitative part, to measure the model, a researcher-made questionnaire with relative class sampling method was used among 264 people. was distributed. To determine the validity and reliability in the qualitative stage, the necessary tests, including acceptability and capability, are used, and in the quantitative stage, the validity of the 74-item questionnaire by face and content method (CVR and CVI range for items between 0.6 to 0.1, 0.85 and 0.1, respectively) and its reliability by Cronbach's alpha method by 83% of the cases Confirmed. Data were analyzed in qualitative stage with grounded theory technique with MAXqda2018 software and in quantitative stage with structural equations (heuristic and confirmatory factor analysis) with SPSS and AMOS software. Finding: The results of the qualitative part indicate that the physiological performance model of human resources, based on the biorhythm cycle has 16 dimensions in terms of causal conditions (working conditions, demographic characteristics and individual conditions), contextual conditions (organizational structure, motivation of managers and employees and intelligence Ethical), intervention conditions (culture building, teamwork and organizational and non-organizational challenges), strategy (training and awareness, biorhythm cycle planning and performance management) and outcome (job performance improvement, physiological performance of human resources and improvement Organizational performance) has been. Conclusion: The results of the quantitative section showed that all dimensions of the research model were confirmed.