مطالب

Background: Islamic ethics is a cultural and religious perspective that leads to meaning in the work and personal life of individuals and the need to study the relationship and its effect in our countrychr(chr('39')39chr('39'))s organizations is of great importance. Therefore, the purpose of this study is to investigate the effect of moderating Islamic ethics of employees on the relationship between meritocracy and individual consequences (perceived organizational justice, organizational commitment and organizational citizenship behavior). Method: This study is an applied research and in terms of purpose and research method is a descriptive-correlation study. The statistical population of the study is the managers and experts of the selected executive bodies during the years 2015 to 2017. Due to the limited number of members of the statistical population, the census method was used and 386 were selected as the sample by the available sampling method. The research tool was a standard questionnaire and for statistical analysis of data, structural equation test and partial least squares method were used. Results: The results of this study showed that there is a positive and significant relationship between organizational competence and individual outcomes. Also, the moderating effect of employeeschr(chr('39')39chr('39')) Islamic ethics on the relationship between organizational competence and organizational justice has been understood and organizational commitment has been confirmed. Conclusion: Due to the obligation of commitment, organizational citizenship behavior and more perceived organizational justice, it is important to pay attention to attracting worthy individuals and employees who have Islamic moral values.Background: Islamic ethics is a cultural and religious perspective that leads to meaning in the work and personal life of individuals and the need to study the relationship and its effect in our countrychr(chr('39')39chr('39'))s organizations is of great importance. Therefore, the purpose of this study is to investigate the effect of moderating Islamic ethics of employees on the relationship between meritocracy and individual consequences (perceived organizational justice, organizational commitment and organizational citizenship behavior). Method: This study is an applied research and in terms of purpose and research method is a descriptive-correlation study. The statistical population of the study is the managers and experts of the selected executive bodies during the years 2015 to 2017. Due to the limited number of members of the statistical population, the census method was used and 386 were selected as the sample by the available sampling method. The research tool was a standard questionnaire and for statistical analysis of data, structural equation test and partial least squares method were used. Results: The results of this study showed that there is a positive and significant relationship between organizational competence and individual outcomes. Also, the moderating effect of employeeschr(chr('39')39chr('39')) Islamic ethics on the relationship between organizational competence and organizational justice has been understood and organizational commitment has been confirmed. Conclusion: Due to the obligation of commitment, organizational citizenship behavior and more perceived organizational justice, it is important to pay attention to attracting worthy individuals and employees who have Islamic moral values.

Purpose- This study aimed at identifying the successful aspects of the LEADER Approach in European countries. Design/methodology/approach- The methodology in this study is a systematic overview. The statistical population of the present research consisted of 30 scientific articles on the LEADER Approach published in different journals during 2000-2017. Findings- The results showed the success cases (items) of the LEADER Approach in European countries can be defined in four general categories contains: economic, social, environmental, and management dimensions. Moreover, among the successes of the LEADER Approach, the economic dimension with a rate of 38.4% has the highest percentage relative to the other dimensions. One factor behind the success of the LEADER to European countries, which is an important guide for rural development programs in Asian countries including Iran, is a very important issue of networking in the rural development process, which has recently been intensely debated in the discussions of academic and executive development spheres in the EU countries. However, the effects of LEADER vary from region to region, so any generalizations between regions are likely to be unreliable. Therefore, it is still difficult to judge its true impact on rural development. Originality/Value- The LEADER Program is one of the performed programs being implemented by European Union countries in the new vision of rural development planning. When the European Union started its new program with a completely new approach, there were a lot of skeptics against the initiative based on local development. LEADER has often been praised as a successful approach to rural development, although its implementation is not without scholarly critiques.