As urban management, municipalities have a key role in the process of city management and organization. Certainly, to reach this performance, municipalities must have a proper management structure based on attracting the institutional participation of the people. Thus, the purpose of the study was to provide a model of social factors affecting the quality of services in the municipalities of Mazandaran. The study was applied in terms of purpose and survey concerning the method. The population was the experts familiar with the field of service quality (n = 15), employees working in the municipalities of Mazandaran (n = 356) and all clients of municipalities in Mazandaran (n = 712). The study used model design and approval questionnaire, the questionnaire of social factors affecting service quality with 75 questions and the service quality questionnaire with 22 questions to collect data. Content Validity Ratio (CVR) of the social factors affecting service quality and service quality questionnaire was calculated as 94.9% and 93.8%, respectively. Cronbach's alpha coefficient of variables was estimated to be higher than 0.7 and the reliability was confirmed. Structural equation modeling (SEM) was used with the help of LISREL software to analyze the data. According to the results, the power of the relationship between social factors and service quality was 0.51, showing that the correlation is strong and desirable. The t-test was larger than 5% error level that is 1.96 and showed a significant correlation. Moreover, the fit indices of the model showed that the proposed model was appropriate. According to the results, the managers of municipalities in Mazandaran are recommended to pay attention to employee behavior, employee competence and skills, innovation in service delivery, organizational coordination and accountability, organizational trust, organizational performance, social responsibility, employee work values ​​ to enhance service quality. Manuscript profile

The aim of this study was to explain the relationship between personality traits of policymakers and their job motivation based on jihadi management in revolutionary institutions (to provide an appropriate model). This research is correlational-descriptive in terms of nature and applied in terms of objective and survey in terms of method. The statistical population of the present study includes 152 managers and deputies of revolutionary institutions, selected by a census method. In the present study, using library studies and experts' opinions, the personality traits of policymakers based on jihadi management, 17 components were identified and 52 questions were designed. To measure job motivation, Hukman & Oldham model, including five components of skill diversity, task identity, task importance, independence, and feedback was used. Cronbach's alpha coefficient of the questionnaire was estimated to be higher than 0.7, which indicated that the reliability was confirmed. Structural equation modeling (SEM) was used to analyze the data in Smart PLS software. Confirming the proposed research model, the results showed that there is a positive and significant relationship between the personality traits of policymakers and their job motivation based on jihadi management. Also, among personality traits, trust in God, commitment, being revolutionary, belief in guardianship of the Islamic Jurist, self-confidence, innovation and creativity, courage and determination, success-seeking, sincerity, generosity, perseverance and double effort, awareness and knowledge seeking, responsibility, kindness, risk-taking, independence-seeking, consultability have a positive and significant relationship with their job motivation based on jihadi management in revolutionary institutions. Manuscript profile

The discussion on the position of the religion and the quality of its Effect on the cultural policy-making is one of the subjects posited in the area of the cultural policy-making. The present study aims at the identification and investigation of the status of the cultural policy-making pattern’s indicators based on the Islamic management philosophy. the present study is a descriptive research of the developmental-applied type in terms of the study objectives. The study population included 1) the university professors and experts in the area of the management and Islamic management out of whom 30 individuals were selected based on a judgmental method and 2) the officials of the university’s cultural affairs and the clergymen and the professors in the area of the Islamic teachings from the district eight’s Payam-e-Noor university out of whom 102 individuals were selected based on a census method. In order to gather the information, library research and interview with the corresponding experts (including the professors and specialists informed of the management and Islamic management) were the methods of choice. Next and for assessing the identified indicators, use was made of questionnaire. The content validities of the questionnaire pertinent to the human veneration factors (0.578), the questionnaire related to piety and virtuousness (0.592) and the questionnaire pertaining to cultural policy-making (0.563) were confirmed with a high percentage. The Cronbach’s alpha coefficients of the questionnaires were estimated above 0.7. In order to analyze the data, one-sample t-test was employed and SPSS software was utilized. based on the results and according to Islamic management (conduct way of Imam Ali (PBUH)), the policy-making indicators were identified in two dimensions of 1) human veneration (individual indicators (growth and excellence, faith and piety, intellectuality and tranquility) and group indicators (network-based interest and sympathy) and organizational indicators (productivity and participation)) and 2) piety and virtuousness (God-orientation and exercising Unitarianism, promotion of the necessity of obeying the divine governance, prudence in Islamic culture and meritocracy) and the policy-making process’s indicators included 1) problem-finding (recognition), 2) codification of the policy, 3) legitimization, 4) implementation of the policy and 5) evaluation and valuation; all of them were found in an optimal level. according to the results, cultural policy-makers are required to pay attention to the identified indicators for the growth and excellence of the students in line with the Islamic management philosophy based on conduct way of His Highness Imam Ali (PBUH). Manuscript profile

The role of education and retraining in organizations is important; in a way that education affair composes one of the most important concerns of the managers and policy makers of effective organizations. The purpose of this research is to design an educational effectiveness model for the governance organizations employees with a structural equation modeling approach in Iran. In order to achieve the research goal, a sequential mixed method has been used, which includes two qualitative and quantitative parts. In the qualitative part of the research, interview has been used. Necessary information and data were collected from experts and senior managers of the governance organization and then the design of the educational effectiveness model for the governance organization employees has been validated by structural equations. To investigate the expertise validity of the research model, the fuzzy Delphi method was used, for which the identified indicators were sent to the experts over several periods, and after the performed adjustments, 56 indicators were confirmed. Confirmatory factor analysis was used to evaluate the validity of the research variables construct. The research results showed that the educational effectiveness model for the governance organization employees has two parts: the main factors and their indicators. This model has been composed of indicators that are the core and heart of this model and are the basis for evaluating the educational effectiveness, which are called effective factors. The educational effectiveness model for the governance organization employees has 7 main factors: learner's readiness, training need assessment, training targeting, training program design, resources and equipment allocation, course monitoring and evaluation, and training course management, which include 56 indicators composing them. Manuscript profile

The role of human resources in the organization is very important because of its scarcity, worth, succession and inimitability. In this respect, the competencies of managers as the most important human resource are more important. Therefore, determining the competencies required by management in order to promote efficiency and improve the quality of services seems necessary. Due to the importance of the subject, the aim of the present research is to identify the indicators of managers' competency and investigating their status in Iran insurance branches. The research method was descriptive-survey. The statistical population consisted of three groups: 1) Experts familiar with the theories of managers' competence that 15 people were selected selectively. 2) Senior, basic and middle managers of Iran insurance branches (582 people) selected based on Cochran's formula, 232 people selected based on stratified random method proportion with the volume. 3) All employees of Iran insurance branches (2,067 people) that to determine and select the sample size, the paired data method, that is for each manager (two subordinate employees of the same manager) were considered that their number was determined equal to 464 people. Based on previous studies, research literature and surveying experts by Delphi technique approach totally 18 indicators and 54 questions were identified to assess managers' competence. The content validity of the questionnaires was 0.91.5, and its Cronbach's alpha coefficient was estimated 0.86 and confirmed. Data analysis was performed using one-sample t-test by applying SPP software. The results indicate that according to the base mean 3.00 and the significance level of less than 0.05, the status of the variables of individual competence (3,510), technical competence (3,596), managerial and interactive competence (3.682), general competence (3.504) and duty competence (3.616) in the Iran insurance branches were in desirable situation. But this ratio is not high enough that can be said the indicators are doing well in this organization, so they need to be strengthened. Manuscript profile

This paper aimed to design an organizational health model based on job motivation and emotional intelligence in medical universities of Kerman. The research method is mixed research and in terms of purpose is developmental-applied research that has collected data through field research. First, the components were identified using Delphi method and the relationship between the variables was investigated using a designed questionnaire whose validity and reliability were confirmed. The statistical population of the present study is about 17928 people which are all the employees of medical universities of Kerman. Through Cochran's formula, 1524 people were selected as the sample size by stratified random sampling method. Data collection tools were researcher-made questionnaires of organizational health, job motivation and emotional intelligence whose validity was confirmed by university professors and experts and their reliability was calculated by Cronbach's alpha coefficient. The results of the questionnaires were analyzed through descriptive and inferential statistical methods using 2013 Microsoft Excel software, IBM Sps 22, and IBM Amos 24. Findings indicate the research hypotheses confirmations and the existence of a direct and significant relationship between organizational health and its dimensions with job motivation and emotional intelligence and that attention to organizational health is very important in the organization. Furthermore, the results of structural equations showed that the structural model has a good fit and according to the desired limit of each statistic for a good fit, it can be concluded that the final research model is at the desired level and is approved. Manuscript profile