Management Studies in Development and Evolution

Abstract In recent years, the increasing prevalence of deviant behaviors in the workplace and their economic, social, and psychological consequences have drawn the attention of many researchers. In this study, we present a framework that identifies three neuropsychological pathways leading to deviant behaviors, supported by various theories such as Hoffman's Drive Theory, Festinger's Cognitive Dissonance Theory, and Murphy's Fraud Theory. The purpose of developing this framework is to understand the nature and mechanisms of employees' deviant behaviors and to encourage a neuropsychological approach in implementing processes to identify individuals prone to deviant behaviors within organizations.

The sample for this study consisted of 40 employees from the Vice-Chancellor for Development and Human Resources at Allameh Tabataba'i University, who voluntarily participated in the study. Their heart rates were recorded in a resting state using a neurofeedback device. Brain hemisphere dominance tests, self-report questionnaires, and 360-degree deviant behavior assessments were distributed and collected. The results indicated an increase in deviant behavior from Group 1 to Group 4. The left-brain group with lower heart rates showed the highest deviant behavior, while the left-brain group with higher heart rates exhibited the least deviant behavior.

Abstract This study investigates the role of organizational socialization in shaping newcomers’ identity within Iran’s electricity industry. Drawing on social identity theory, a conceptual model was developed in which organizational socialization strategies were considered as predictors, perceived social affirmation as a mediating variable, and person–group fit as a moderating variable. Data were collected through a quantitative survey of 150 newly recruited employees at the Tehran Regional Electricity Company. To test the hypotheses, the PROCESS Macro approach was employed to examine direct, mediating, and moderating effects. The findings revealed that organizational socialization positively and significantly influenced both team identity and organizational identity through the mediating role of perceived social affirmation. Moreover, person–group fit strengthened the relationship between social affirmation and team identity, but it did not show a significant moderating effect on organizational identity. These results enrich the literature on organizational behavior and human resource development by highlighting the importance of effective socialization strategies, supportive work environments, and value alignment in facilitating adaptation and identity formation among newcomers in public service organizations, particularly within the electricity sector.

Abstract The purpose of this study is to present a human resources marketing model. To achieve this goal, the structural-interpretive modeling approach and the Miqmac software were used. The statistical sample of the study included 14 human resources managers from Iranian home appliance industries and university professors in public administration and marketing with human resources expertise. According to these findings, the two components of technology integration and cultural and ethical influences are independent components of the model. Also, the three components of internal human resource marketing, the entry stage and the pre-exit stage are the linked components of the model; however, given that their influence is greater than the standard value (number 6), they tend to be more independent variables. On the other hand, the three components of external human resource marketing, cultural capital accumulation and employee engagement and retention are introduced as autonomous components of the model. Finally, the results showed that the two components of the pre-entry stage and the sustainable talent supply chain are the dependent components of the model, and among them, 21 confirmed relationships can be imagined in the human resource marketing model in the home appliance manufacturing industry.

Abstract Organizational symbols are known as symbolic textures that form culture and play an important role in establishing and institutionalizing organizational values and norms, so that by integrating and validating the usual norms, creating organizational unity and emphasizing the goals of the organization, it gives meaning, structuring and building ideology. Therefore, the current research was carried out with the aim of identifying and analyzing the causes of tendency towards symbolism and its consequences. The present research is an exploratory research in terms of practical purpose in terms of gathering information. Also, this research is a type of mixed qualitative and quantitative research based on comparative and inductive philosophy. The statistical population of the research is the experts who were selected by purposeful sampling and based on the principle of theoretical adequacy. The data collection tool is in the qualitative part of the interview, whose validity and reliability were confirmed using content validity and theoretical validity and intra-coder and inter-coder reliability methods.

Abstract Today, one of the challenges that harms the structure of government organizations is the phenomenon of "competence trap" among employees. This phenomenon may cause employees to refuse to accept new challenges and continue with their traditional methods, which can reduce their responsibility and hinder their career advancement. Given that the competency trap is a serious obstacle to organizational change and development and has long-term damage to human resources and the organization, the present study was conducted with the aim of preparing a fuzzy map of the consequences of the competency trap among employees of government organizations.The present study is an exploratory research in terms of its purpose and in terms of data collection. This research is also a mixed qualitative and quantitative research based on the inductive deductive philosophy. The statistical population of this research comprises experts, consisting of faculty members from Lorestan University, along with managers and employees of governmental organizations in Lorestan Province. They were selected using purposive sampling based on the principle of theoretical saturation. The data collection tool in the qualitative part is a semi-structured interview,

Abstract The present study aims to phenomenologically analyze the lived experience of managers in managing hybrid teams with regard to the opportunities and challenges in the 12-day war in public and private organizations. This study is descriptive-exploratory in terms of its applied purpose and in terms of the method of data collection, and is a qualitative research type that was conducted using the phenomenological method (i.e., the lived experience of people involved in the phenomenon) and the Dickelman approach. Since the present study is qualitative, the method of data collection in it is in-depth interviews with participants. Accordingly, using the purposive sampling method and based on the principle of theoretical sufficiency, 15 managers of public and private organizations were selected as sample members. In this study, the qualitative content analysis method and Maxqda software were used to examine and analyze the data obtained from the interviews. The research findings show that hybrid management has been a source of pressure and growth for managers at the same time; In a way that, amidst challenges such as digital fatigue, role ambiguity, erosion of collective identity, opportunities for self-regulation, creating structure in the midst of structurelessness, and blockchain for transparency have emerged.

Abstract This research aims to design a human resource retention model in online retail with a fuzzy TISM approach. The research is applied and has a mixed method (qualitative-quantitative) approach based on its purpose. In the qualitative part, 14 essential and essential factors involved in the model were explored. In the quantitative part, the pairwise comparison matrix was completed by experts and analyzed through the comprehensive interpretive structural modeling method with a fuzzy approach, and finally a model was designed in six levels. The "competent employment and appropriate organization of employees" indicator is the underlying factor and is at the lowest level of the employee retention model, which has an impact on many of the indicators involved in the model. "Establishing effective communication with employees" and "developing communication skills" were identified as independent factors that have a high impact intensity and little dependence on other factors. On the other hand, the research findings show that indicators such as "organizational commitment", "regular review of programs and performance improvement", "participation in decision-making" are affected by other indicators of the model and are dependent on several factors.

Abstract present study was conducted with the aim of identifying the mechanisms and consequences of implementing the human resources experience recording program.In terms of its purpose, the present study is applied in terms of collecting information, and is classified as exploratory research.Also, this study is a mixed qualitative and quantitative research based on the inductive deductive philosophy.The statistical population of the study is experts who were selected using purposive sampling and based on the principle of theoretical adequacy.The data collection tool in the qualitative part is an interview, Also, the data collection tool in the quantitative part is a questionnaire,Qualitative data were analyzed using content analysis method and quantitative data using fuzzy cognitive mapping method.The results indicate that providing financial rewards for participation in the plan and creating conditions for participation and interaction in the program and freedom of action in decision-making are the most important mechanisms for implementing the human resources experience recording program.The possibility of reducing repetitive mistakes in future actions of employees and not losing their knowledge after leaving the organization and helping to reduce costs due to the reduction of trial-and-error-based solutions were identified as the most important consequences of implementing the human resources experience recording program.

Abstract Gaslighting, as one form of organizational and interpersonal misconduct, involves the emotional exploitation or psychological abuse of an individual or a group against another, generating psychological pressure that disrupts the target individual’s organizational functioning. Accordingly, the present study aims to analyze the hidden dimensions and obscure facets of the gaslighting phenomenon in the workplace by examining its antecedent and consequent elements among employees in governmental organizations in Lorestan Province. This research is applied in terms of objective and exploratory in terms of data collection. Furthermore, this study adopts a mixed-methods approach, combining qualitative and quantitative methods based on the deductive-inductive philosophical stance. The statistical population consists of experts, including faculty members of Lorestan University and managers of governmental organizations in Lorestan Province, selected through purposive sampling based on the principle of theoretical saturation. The qualitative data collection tool was a semi-structured interview, validated through content validity, theoretical validity, and reliability assessed via inter-coder and intra-coder agreement. The quantitative data collection tool was a questionnaire, validated through content validity and re-test reliability. Qualitative data were analyzed using the content analysis method, and quantitative data were analyzed using the Fuzzy Cognitive Map (FCM) method.

Abstract The present study aims to present a fuzzy cognitive map of the factors and consequences of organizational storytelling in the era of metaverse and augmented reality using the (FCM) method. This study is applied in terms of its purpose and descriptive and survey-type in terms of its data collection method, and is also classified as a mixed research in terms of its typology. The statistical population of the study includes university professors, managers, and IT experts in the Science and Technology Park of Lorestan Province, 25 of whom were selected using purposive sampling and based on the principle of theoretical adequacy. In the qualitative part, the data collection tool is a semi-structured interview, the validity and reliability of which were confirmed using content validity and Cohen's Kappa test, respectively. And the data collection tool in the quantitative part is a questionnaire, which was confirmed using content validity and test-retest reliability. Also, the data obtained from the interview were identified using MAXQDA software and the coding method, the factors and consequences of organizational storytelling in the metaverse and augmented reality era. In the quantitative part of the research, a causal relationship model was presented using the fuzzy cognitive map method.

Abstract Given the dispersion of findings regarding the antecedents and consequences of humble leadership style in the literature in this field and the lack of a comprehensive and coherent framework in this regard, this study aimed to identifying the antecedents and consequences of humble leadership style in organizations. The research is applied in terms of purpose and, given the nature of data collection and analysis, it is a qualitative study conducted using the meta-synthesis method. The study population consists of previous research, and based on access to the full text and evaluation of the title, abstract, and content of the available resources, 98 resources were selected for use in the research. After collecting and analyzing the data, the antecedents of the humble leadership style were categorized into two dimensions: the leader's personal characteristics (religious values and beliefs, attitudinal characteristics, enjoyment of moral virtues, communication skills, and managerial behaviors) and organizational factors and elements (organizational culture, organizational governance indicators). The consequences of the humble leadership style are also categorized into two dimensions: individual consequences (improving employee attitudes and improving employee behavioral-performance indicators) and organizational consequences (improving organizational culture and improving organizational performance indicators).

Abstract In this qualitative study, drawing on Practice Theory (a practice-oriented approach), the barriers to digital transformation in government were examined. Data were analyzed using thematic analysis based on the Braun and Clarke (2006) framework, and Reckwitz's (2002) Practice Theory was used as the interpretive lens for the findings. Each of the extracted sub-themes related to ongoing and routine organizational activities was labeled as a "practice." In total, 13 organizational practices were identified, and the "material," "meaningful," and "competence-related" dimensions of each were specified. The results indicate that the main challenges of digital transformation lie not in the technological domain but in how technology is perceived, interpreted, and supported by human capabilities. Therefore, successful transition to smart government requires understanding technology as a facilitative tool, redefining the perception of public service, and fostering inter-organizational dialogue. This study underscores the necessity of a discursive, institutional, and practice-based approach for sustainable transformation in the public sector.

Abstract Digital transformation converted traditional service models into intelligent, data-driven, and experience-oriented ecosystems. In this context, trust has emerged not only as an ethical value but also as an intangible and strategic asset critical for the continuity, legitimacy, and innovation of Businesses. However, traditional approaches to building trust, which relied on one-way business–customer interactions, are insufficient for the needs of Stakeholders. This study aims to extract and articulate a conceptual framework of “trust and co-creation”. Using systematic literature review and Meta synthesis of 32 qualitative Articles contributes 7 key components: trust, co-creation, Digital transformation, Leadership, innovation, organizational learning and Stakeholders Experience. The findings indicate that trust is not only a prerequisite for successful smart transformation but is also reproduced through interactive processes among Stakeholders. The final framework comprises 7 fields which enriches the theoretical literature on Trust and co-creation while providing managers and policymakers with actionable guidance to design and implement trust-building and experience-oriented strategies in smart Ecosystems.

Abstract the present study was conducted with the aim of identifying the factors influencing employee defensive voice and presenting a model for how this phenomenon emerges. This research is based on a mixed-methods approach, conducted qualitatively and quantitatively within an inductive-deductive paradigm. In terms of objective, the study is applied, and in terms of nature and method, it is descriptive-survey. The statistical population of the research consists of human resources specialists and university professors, 20 of whom were selected using the purposive sampling method. The data collection tool in the qualitative phase is an interview, whose validity and reliability were confirmed, respectively, through content validity, theoretical validity, and intra-coder and inter-coder reliability. In this research, qualitative data were analyzed using the content analysis method and the MAXQDA software, and the quantitative results were analyzed using the Structural Equation Modeling (SEM) method. The research findings are presented in the form of a model for the formation of employee defensive voice, categorized into four main dimensions: the bases for the formation of employee defensive voice, the correlating and intervening factors in the formation of employee defensive voice, the dimensions of employee defensive voice, and the consequences of the formation of employee defensive voice.

Abstract Psychological distress among nurses, the core healthcare workforce, is influenced by factors like financially contingent self-worth and work-family conflict. This study aimed to investigate the mediating role of work-family conflict in the relationship between financially contingent self-worth and psychological distress. The statistical population comprised nurses working in public hospitals in Mashhad. A convenience sampling was employed, and the sample size was determined to be 250 using G*Power software. This is an applied study, and methodologically, it follows a descriptive-survey design. Standardized questionnaires were used for data collection. Convergent and divergent validity confirmed the instruments’ validity, while composite reliability, Cronbach’s alpha, and McDonald’s omega evaluated their reliability. Data analysis was performed using SPSS 27 and AMOS 24. Results indicated a significant relationship between financially contingent self-worth and psychological distress. Furthermore, findings revealed a positive, significant relationship between financially contingent self-worth and work-family conflict, and between work-family conflict and psychological distress. Additionally, work-family conflict significantly mediated the relationship between financially contingent self-worth and psychological distress. In conclusion, a significant relationship exists between financially contingent self-worth and psychological distress, mediated by work-family conflict.

Abstract reverse mentoring. Employing a qualitative grounded theory approach (Strauss & Corbin), 15 participants—including senior managers in the automotive industry and young Generation Z specialists—were selected using purposive and snowball sampling. Data were collected via in-depth, semi-structured interviews until theoretical saturation was achieved. Findings indicate that three key factors—digital transformation pressures and competitive environment, gaps in strategic knowledge and skills, and structural and managerial misalignment—serve as causal conditions for mental model transformation. The process unfolds in three stages: cognitive conflict, unfreezing, and reconstruction. Contextual conditions, such as top management support, organizational culture, and performance systems, as well as intervening factors, including individual, interactive, and process-related facilitators and barriers, influence the transformation. Key strategies identified include resistance management, experiential learning, institutionalization of interactive platforms, and purposeful program design. The proposed model provides practical guidance for organizations to manage cognitive change, enhance intergenerational knowledge transfer, and foster adaptive, agile leadership in response to digital and organizational challenges.

Abstract Organizational charlatan behavior, as a destructive phenomenon in professional environments, is a deceptive and self-deprecating behavior in which employees exaggerate their knowledge and competencies in order to gain organizational benefits and maintain their position without having actual performance. Given the vital importance of government environments, this study aimed to design a structural model and explain the hierarchical relationships of factors affecting charlatan behavior in Iranian government organizations. The statistical population of the study included 20 senior managers and human resource managers of government organizations who were selected through purposive sampling. Qualitative data were extracted through interviews and the interpretive structural equation modeling (ISM) method was used to model causal relationships between four levels of components (including contexts, intervening factors, behavioral dimensions, and outcomes). The results of the ISM analysis showed that factors such as dramatic commitment and role-playing, and "false claims and self-promotion" are rooted at high levels and play a central role in the continuation of this behavior. This comprehensive structural model fills the existing methodological gap and provides a documented framework for human resource managers to develop preventive and counterproductive strategies based on the root causes

Abstract This research is considered one of the few qualitative studies that examined the outcomes of Green Transformational Leadership using the Meta-synthesis method. The goal of the study is applied, and in terms of data collection, it falls under descriptive studies, while in terms of approach, it is qualitative. The research methodology employed is qualitative meta-synthesis, which encompasses the stages of searching, evaluating, synthesizing, expressing, and interpreting findings derived from both quantitative and qualitative research. In this study, the meta-synthesis was conducted based on the seven-stage model by Sandelowski & Barroso (2007). For data collection, previous scientific documents and records were utilized, and ultimately, 66 relevant articles were selected as the primary sources for analysis. The data were examined using the content analysis method. The outcomes of Green Transformational Leadership include strategic achievements, managerial and operational achievements, human resources, and performance. Strategic achievements include the formation of an inclusive, innovative, and green organizational environment, the formulation of macro-level green strategy and direction, and the creation of green value and perceptual infrastructures. In the managerial and operational domain, green innovation capacity, green organizational competencies and enablers, and managerial green support and monitoring are considered among the most important results.

Abstract پژوهش حاضر با هدف طراحی الگوی فرآیندی هوش عاطفی مدیران در شرایط تعارض سازمانی و پیامدهای آن برای سرمایه اجتماعی سازمانی با رویکرد داه بنیاد، انجام پذیرفت. این پژوهش برحسب هدف کاربردی، بر اساس شیوة گردآوری داده‌ها توصیفی از نوع پیمایشی و بر مبنای ماهیت داده‌ها پژوهشی کیفی از نوع داده بنیاد به شمار می‌رود. همچنین، با انجام مصاحبه‌های عمیق نیمه ساختارمند با 12 نفر از خبرگان مدیران و کارشناسان ارشد سازمان‌های دولتی صورت پذیرفت. نمونه‌گیری به‌صورت هدفمند و نظری انجام شد و مشارکت‌کنندگان بر اساس سطح دانش تخصصی و تجربه مرتبط با موضوع پژوهش انتخاب شدند و تا رسیدن به اشباع نظری ادامه یافت. نتایج نشان می‌دهد که هوش عاطفی مدیران در شرایط تعارض سازمانی نقشی تعیین‌کننده در حفظ و تقویت سرمایه اجتماعی ایفا می‌کند. هرچه مدیران از بلوغ عاطفی بالاتر و راهبردهای سازنده‌تری مانند همدلی، گوش‌دادن فعال و بازتنظیم هیجانی بهره گیرند، اعتماد، انسجام و همکاری سازمانی تقویت می‌شود و تعارض‌ها به فرصت‌های یادگیری و نوآوری تبدیل می‌گردد. در مقابل، واکنش‌های تکانشی و رویکردهای تخریب‌گر به فرسایش اعتماد و تضعیف شبکه‌های ارتباطی می‌انجامد.

Abstract Objective: The present study was conducted with the aim of presenting a model for the emergence of defensive decision-making by managers in government organizations using the TISM method.Method: The present study is a mixed type of data study based on qualitative-quantitative research and in terms of research philosophy, it is classified as a deductive-inductive research. The statistical population of the present study of experts consists of professors of Lorestan University and senior managers of government organizations in Lorestan province, who were selected using purposive sampling and based on the principle of theoretical saturation. The data collection tool in the qualitative part is a semi-structured interview and in the quantitative part is a questionnaire, whose validity and reliability were conducted using content and theoretical validity and intra-coder and inter-coder reliability methods for the interviews, respectively, and content validity and test-retest reliability for the distributed questionnaires were examined and confirmed. Findings: The results of the research are presented in the form of a model of the emergence of defensive decision-making by managers in four axes: the contexts of the emergence of defensive decision-making by managers, correlated and interventionist factors, and dimensions and consequences of the emergence of defensive decision-making by managers.

Abstract The present research was conducted with the aim of explaining the diversity of employees' lived experiences and exploring the structure of their awareness regarding the phenomenon of self-compassion in public organizations.This study was implemented relying on the "phenomenography" strategy.Data were collected through interviews with 23 participants using the purposeful sampling method and snowball technique and were analyzed using the Sjöström and Dahlgren's seven-step analysis model.The findings led to the identification of seven descriptive categories: agency, adaptability, flexibility, self-awareness growth an learning,adherence to principles,and self-kindness.These categories were organized in the "outcome space" of the research in the form of a three-level structure consisting of the layers of: internal foundations ,psychological capabilities and agency,and ethical orientation.The fundamental innovation of this study lies in the design of the "indigenous and evolutionary model of self-compassion manifestation";a model that ,shows self-compassion in bureaucratic structure is strategic resource that liberates employees from the trap of passivity and drives them toward responsible agency.the results showed that this phenomenon is the primary catalyst for rebuilding professional capability in the face of failures.Accordingly,the necessity of re-architecting human resources through the transition to facilitative leadership and replacing monitoring systems with growth-oriented evaluations to institutionalize a safe learning space was highlighted.

Abstract Most of the frontline jobs put a lot of pressure on employees, because employees are in constant demand of managers and customers. Scholars believe psychological capable employees can overcome this challenge. This paper examines the mediating effect of psychological capital on work engagement, well-being and control at work. This study was conducted using a descriptive-survey research method with a sample of 828 employees of Mellat Bank, using a questionnaire and through structural equation method. The results of the research show that: (1) there is a significant relationship between work engagement and psychological capital. (2) Psychological capital plays the role of mediator between work engagement and well-being and control at work. (3) The results indicate that banks for providing customer orientation services, should put a program for recruiting and employing high psychologically staff, since they are vigorous and absorbed to their work and will promote well-being and control their work.

Abstract The   first  step   in  taking   upon   management  duties  is  decision making. Since decision making is impossible without the presence of information  and  communication,   the  implementing  basis  of such  a function  is  providing  information  for management.  Uncertainty .about the   future   and   lack   of information on   current   events   makes management   to   follow   the   information   and  conduct   formal   and informal  communication.   Information  is  the  processed  data  of the organization,  which increases management certainty in the decision making   in  proper   process   of  information  provision,   through   its connective    structure.    The    fast-changing    external    factors    have facilitated  the  organization's  development  and  increased  the complexity  of management   systems  and  need  for  information.  The consequences   of  weak  decisions  cannot  be  compensated,   and  the impact of strategic decisions cannot be described as well. Note that the provision  of timely, correct, appropriate, brief,  and useful information and communications  a necessity  for an efficient  MIS in all levels of management,  in  order  to  facilitate  right  decision  making,  planning, and control of executive functions. Hence,  this paper is  indicating  the importance  of decision  making  in the organization,  as well as the role of MIS in improving the quality of this vital process in the organization.

Abstract In developing a successful Information Technology (IT) development project today, good IT personnel are crucial. However, just achieving and maintaining their skills is not sufficient; they must contribute to the project in a meaningful fashion, including their supportive activity: organizational citizenship behavior (OCB). However, IT personnel have different motivational factors, informal behavior patterns, and exhibit OCBs different from those in other fields. In addition, projects present a different face than operations in an organization and alter the context of OCBs. This combination leads to a unique setting where the perceptions of equity by IS employees in project teams are unlikely to follow patterns established for functional operations. To determine if perceived equity can lead to desirable attitudes and behavior in this novel setting, we surveyed IS team members of development projects. Data from 141 respondents in projects teams indicated that equity, as measured by perceptions of justice, add to job commitment, which serves as a mediator between the justice and OCBs. Therefore, project leaders must strive to raise people's understanding of equality in the distribution of rewards and behaviors.

Abstract In this research, we study relationship between organizational citizenship behavior (OCB)  and personal performance in Islamic Azad University of Qazvin with regard to gradation of organizational citizenship behavior element includes: 1-Altruism, 2-Conscientiousness, 3-Sportsmanship, 4-Civic virtue and 5-Courtesy in 1392. We establish our hypotheses and subsidiary goals, based on research goal. This research was an analytic research that we applied it in a correlation way. For data collection we used field research in Islamic Azad University of Qazvin as statistical population members. We used a questionnaire included 22 questions based on Likert Scaling for organizational citizenship behavior measuring and for measuring of personal performance we used a questionnaire included 21 questions based on Likert Scaling too. We study questionnaires validity and then use Cronbach’s alpha for reliability of the questionnaires, and so they were normal. After determining the sample, we distributed 228 questionnaires randomly for data gathering about organizational citizenship behavior and personal performance and compute that data with SPSS software, we used EXCEL software for objectives matrix computations too. The results from statistical analysis included: regression, Chi-squared and correlation tests, showed significant relationship between organizational citizenship behavior and personal performance, also it showed relationship between some or all organizational citizenship behavior elements with personal performance.
Finally at the end, we presented some suggestions for gradation of personal performance and some offers for future researches according to the organizational citizenship behavior by the research findings and Conclusions.

Abstract

Abstract Banking industry is one of the most important service provider industries in Iran. Given the crucial role of human resources and employee behavior in Quality Management Services, the aim of this study is to survey the impact of perceived organizational support, psychological empowerment and leader-member exchange on organizational commitment and its consequences on the quality of service in the banking industry. This is descriptive, correlational and practical study. Statistical population is all of employees of pasarged bank branches in Tehran and its customers. By Clustering method, 322 employees have been selected and by simple random sampling 322 customers were selected. In this paper Eisenberger perceived organizational support questionnaire, Spreitzer psychological empowerment questionnaire, Liden & Maslyn LMX questionnaire, Allen & Meyer organizational commitment questionnaire and Parasuraman SERVQUAL questionnaire have been used for data gathering. For analyzing data Lisrel and SPSS softwares were used. Results showed that POS, PE and LMX affect OC and have relationship with QOS. A suggestion in human resource development strategies in order to compete in the service sector of the banking industry is that manager should pay more attention to the factors affecting organizational commitment, that is not only creating a reward system. Success of a bank in attracting customers and maintaining them depended on the service that employees provide to customers, hence, the role of employees and their organizational behavior is highlight and providing services quality is one of challenges in organizational behavior and human resources field and is related to organizational commitment, Leadership, perceived of organizational support and psychological empowerment of employees. 

Abstract At the present time, organizations are increasingly faced with dynamic and changing environments. In these turbulent conditions, firms need to be flexible, adaptive, entrepreneurial and innovative. There are numerous preconditions for an innovation organization that transformational leadership and knowledge sharing play the most important and key role. The aim of this study was to investigate the relationship between transformational leadership and organizational innovation with mediating role of knowledge sharing. This is a descriptive correlational study with purpose from the applied research. The sample size was 160 senior managers of engineering companies on field of robotic in Tehran that were selected by random method. The instruments used in this study were standard knowledge sharing questionnaire, the combined questionnaire of transformational leadership combined (Nasehifar et al, 2013; Bass, 1985; Timothy et al, 1999) and combined questionnaire of organizational innovation (Jimenez-Jimenez et al, 2008; Panayides, 2006; Prajogo & Sohal, 2006; Mirkamali & Choopani, 2011). Reliability of the questionnaire was reported by using Cronbach's alpha as 0/89, 0/93and 0/93, respectively. Test validity, with construct validity using was confirmed.  Results of Pearson Correlation showed that all of transformational leadership, organizational innovation and Knowledge sharing components are mutually correlated with each other (p < 0/01). Implementing structural equation modeling with Partial Least Squares (PLS-SEM) for relationship between transformational leadership and organizational innovation through mediator variable knowledge sharing tests, we found that the proposed model has a good fit and organizational innovation is well explained by transformational leadership and knowledge sharing. Also all of the model path coefficients were significant