Transformation Management Journal

Abstract Green Human Resource Management (GHRM), as a modern approach in recent decades, has increasingly attracted the attention of researchers and managers with the aim of integrating environmental considerations into human resource processes. This approach, by enhancing employees’ environmental awareness, strengthening organizational commitment to social responsibility, and institutionalizing a culture of sustainability, paves the way for achieving long-term and responsible performance. In Iran, given the strategic role of the oil industry and the key position of the National Iranian Tanker Company (NITC) in the energy supply chain, designing and localizing a model for green recruitment and employment holds particular importance. This study aimed to identify the key factors influencing green recruitment and employment and to explain their mechanisms of impact on organizational sustainability. The research is applied–developmental in nature and was designed with a qualitative approach based on thematic analysis. Data were collected through semi-structured interviews with 20 academic experts and human resource managers and analyzed using MAXQDA 20 software. Findings revealed that green recruitment and employment, as a foundational construct, enhance sustainable organizational performance through strengthening green management and a meritocratic culture, as well as mechanisms such as alignment with environmental values, customer orientation, empowerment, and social responsibility. Moreover, a green performance management system, by integrating environmental indicators and continuous feedback, creates a sustainable competitive advantage. Despite limitations such as focusing on a single organization and the qualitative nature of the research, this study provides a conceptual framework for future quantitative investigations. It is recommended that policymakers develop standardized GHRM guidelines to facilitate its implementation in key industries and thereby pave the way toward achieving organizational sustainability.

Abstract this study aims to dentifying key factors institutionalizing jihadi organizational culture in Bank Melli Iran. the research strategy is qualitative and based on thematic analysis. The research population consists of three groups: academic experts, professional specialists, and senior managers of Bank Melli Iran. for sampling, purposive and snowball sampling methods were applied, and data saturation was achieved after conducting 16 interviews. The data were analyzed using the three-stage approach of thematic analysis with MAXQDA2020 software. based on the analysis of interview data, a total of 78 basic themes, 18 organizing themes, and 4 overarching themes were identified. according to the findings, the antecedents of jihadi organizational culture were categorized into four main perspectives: justice-orientation, adherence to Islamic and revolutionary values, revolutionary insight, and jihadi behavior. overall, the study reveals that the formation of a jihadi organizational culture depends on institutionalizing ethical, religious, and revolutionary values, along with strengthening strategic insight and fostering committed and jihadi behaviors among employees. the results indicate that through the integration of these dimensions, it is possible to build a dynamic, efficient, and value-driven organization that is resilient to environmental challenges and takes more effective steps toward realizing the macro goals of the Islamic Revolution and serving society.

Abstract INTRODUCTION
Today, leadership plays an important and decisive role in the success and sustainability of organizations, as it is considered one of the most influential factors on employee behavior in the workplace. It can be said with confidence that the role of leadership is one of the most effective and important components that makes a difference in the way organizations are run, and it is clear that in the current situation, leadership styles have gained an important relationship with the success and failure of organizations. The occurrence of negative and destructive behaviors by some organizational leaders indicates that leaders do not always have appropriate behaviors and effective performance. Exploitative leaders are an example of such leaders who, with their selfish behaviors towards subordinates, always put pressure on them, which in this way prevents the growth and promotion of employees and the organization. In this way, exploitative leaders try to achieve their personal goals and interests by assigning difficult and difficult tasks and also applying double and comprehensive pressures to their employees. While there is no career advancement and development for employees. Such leadership in the workplace causes stress in employees, so that they drain the motivation and energy of employees. In fact, these leaders also cause mental, psychological, and emotional distress to subordinates with their hostile behaviors. Exploitative leaders create division among their subordinates and constantly challenge them. Due to being in a position of power, these leaders experience a kind of baseless and irrational dominance. Exploitative leaders are self-centered and do not value or respect others. Therefore, exploitative leaders are considered a serious threat to the self-esteem of subordinates in a way that prevents leaders from behaving with dignity and respect towards them. In fact, the exploitative leadership style is one of the complications and weaknesses of leadership that focuses on advancing the leader's personal interests through exploitation and neglect of the interests of subordinates.
METHODOLOGY
The present study is based on mixed qualitative and quantitative research in the inductive deductive paradigm, which is applied in terms of purpose and descriptive-survey in terms of nature and method. The statistical population of this study is experts who include university professors in the field of organizational behavior management and human resource management as well as senior managers of government organizations, whose sample members were selected by snowball sampling method and based on the principle of theoretical adequacy, 30 of them. Also, in the quantitative part, due to the information familiarity of the sample members with the research topic, the same previous sample was used. They were selected. The data collection tool in the qualitative part is a semi-structured interview, whose validity and reliability were tested by content validity and theoretical validity, and intra-coder and inter-coder reliability. Also, the data collection tool in the quantitative part is a questionnaire, whose validity and reliability were measured by content validity and test-retest reliability.
RESULTS & DISCUSSION
Considering the importance of the role of government organizations in today's society, it should be noted that if the leaders of these organizations do not have leadership qualifications and competence, they can leave dangerous effects on the organization with any of their behaviors such as; incompetent leadership, corruption, sabotage, unethical behavior, and criminal behavior. Therefore, it can be said that paying attention to the leadership style of managers, especially exploitative leadership, in these organizations is of particular importance. In fact, in government organizations in Lorestan province, the performance and actions of leaders do not always pave the way for the success and progress of the organization, and in some cases, the emergence of negative and unethical leadership styles such as; exploitative leadership can be the cause of pushing employees and the organization towards weakening performance. In general, exploitative leadership can have negative consequences and effects on employee performance and consequently on the performance of the organization. If the negative role of exploitative leadership is ignored and no effort is made to prevent or strengthen this leadership style, its consequences will ultimately affect the entire organization. The present study seeks to answer the question of what the pattern of formation of exploitative leadership is like in government organizations of Lorestan province using the interpretive structural modeling method.
CONCLUSIONS & SUGGESTIONS
The basis of the results of the present study, considering its mixed nature, consists of the findings of the qualitative and quantitative sections. So that in the qualitative section of the research, the factors affecting the exploitative leadership style were identified through interviews with experts and using the coding method and the Atlas software, the desired data. Regarding the method of coding and extracting qualitative data, it should be noted that considering the nature of the questions and the way the experts responded, the exact words and phrases they mentioned were in the form of components related to exploitative leadership, that the selective, axial and open coding method was used. Then, in the quantitative section, the model of the emergence of exploitative leadership was presented. In this way, by designing a questionnaire whose rows and columns formed the factors affecting exploitative leadership in the form of a matrix, the experts were asked to respond to the questionnaire using the interpretive structural modeling method, which ultimately presented the model of the emergence of exploitative leadership. The findings of the qualitative part of the research indicate that the conditions for the formation of exploitative leadership with a narcissistic personality, Machiavellian personality type, and extreme ambition provide in government organizations of Lorestan province. Also, the results of this part indicate that the dimensions of exploitative leadership include gaining credibility, weakening employees, creating discord, creating stress and psychological distress in government organizations of Lorestan province. In addition, the findings showed that managerial colonialism and exploitation of subordinates, administrative profiteering and seeking a share of organizational resources, dominance and totalitarianism are factors in the emergence of exploitative leaders. Finally, the qualitative findings indicate that minimizing the effective exchange between members and leaders, the emergence of a paranoid atmosphere and the spread of pessimism in the organization, and the lack of production of original and innovative ideas are the consequences of exploitative leadership. Also, the results of the quantitative part indicate the exploitative leadership pattern at four levels. The research model is based on four levels of formation contexts and platforms, dimensions of exploitative leadership, emergence of exploitative leaders and its consequences. Regarding the developed model, it should be stated that in order to prevent the emergence of exploitative leadership, it is necessary to prevent the provision of the necessary contexts and platforms. These contexts include narcissistic personality, having a Machiavellian personality type, and extreme ambition. Also, the dimensions of exploitative leadership refer to gaining credibility, weakening employees, causing discord, creating stress and psychological distress. When the contexts for the formation of exploitative leadership and its dimensions are provided, the factors for the emergence of exploitative leadership, which include managerial colonialism and exploitation of subordinates, administrative profiteering and seeking a share of organizational resources, hegemony and totalitarianism, are strengthened and ultimately consequences such as; minimizing the effective exchange between members and leaders, the emergence of a paranoid atmosphere and the spread of pessimism in the organization, and the poverty of producing original and innovative ideas are directed at government organizations in Lorestan province.
Based on the findings, the present study suggests that government organizations in Lorestan province pay special attention to the style and characteristics of exploitative leaders, because the research findings show that the destructive behaviors and ineffective personal competencies of such leaders will lead to harmful consequences for organizations. Based on what has been stated, the following practical suggestions can be made to reduce the destructive effects of this leadership style:Based on the research findings, it was determined that divisiveness is one of the dimensions of exploitative leadership. Given that this characteristic can create disagreement and conflict among subordinates, so that the spirit of employee participation is destroyed by employing a confrontational and defensive strategy in the organization, and as a result, employees become unaware of the organization's main goals and ideals and become confused. First of all, it is suggested that managers learn about effective leadership styles by using scientific articles and apply them, so that the emergence of discord in the organization can be prevented as much as possible. It is also suggested that leaders and managers of government organizations strengthen and promote an organizational culture based on respect in order to reduce discord. In this way, organizational values such as mutual respect and cooperation in the organization are emphasized. Also, managers can identify the early signs of discord by using conflict management tactics in a constructive way and take action to prevent its escalation.

Abstract Today, one of the complications that has taken root in organizations and causes numerous damages is a phenomenon called defensive silence. Defensive silence is recognized as a negative phenomenon prevalent in government organizations. In this state, employees purposefully refrain from providing ideas, information, and opinions related to the organization. Considering that this phenomenon is a significant obstacle to the effective performance of employees and the organization, and has hidden aspects and angles, the present study aimed to analyze the antecedent and consequent elements of defensive silence among employees in state-owned banks in Tehran province. This research is applied in terms of purpose and exploratory in terms of data collection. Also, this research is a mixed-methods study of both qualitative and quantitative types based on an inductive-deductive philosophy. The statistical population of the research consists of experts, including professors from Tehran universities and managers of state-owned banks in Tehran province, who were selected using purposive sampling based on the principle of theoretical sufficiency. The data collection tool in the qualitative section is a semi-structured interview, the validity and reliability of which were confirmed using content and theoretical validity, and the intra-coder and inter-coder reliability method. Also, the data collection tool in the quantitative section is a questionnaire, the validity and reliability of which were confirmed using content validity and test-retest reliability. Qualitative data were analyzed by content analysis method and quantitative data were analyzed by fuzzy cognitive mapping method. The results of this study indicate that the components of employees’ conservative personality, the organization’s involvement in the black hole of politicization, and the application of silent expectation in employees are the most important antecedents of defensive silence among employees of state-owned banks. Also, the components of poverty in idea generation and erosion of creativity in the organization, the emergence of organizational irresponsibility, and the decline in individual and organizational productivity were identified as the most important consequences of defensive silence among employees of state-owned banks.

Abstract The main purpose of the present study is to identify, structure and prioritize risk factors of internet service provider (ISP) companies by using multi-criteria decision-making methods. This research is applied in terms of aim and descriptive-survey regarding data collection. The experts committee are included high-level managers of the Shatel company that been determined through the Snowball sampling. Firstly, the initial list of risk factors is extracted from related research and then validated and classified into five groups namely political and legal, technical, financial, security and educational by use of the Fuzzy Delphi Method (FDM). Then, the global priority of each risk is resulted through the Fuzzy Best-Worst Method (FBWM). The findings show that "lack of high reliability and security of data storage", "data theft" and "Improper investment" are the most important risk factors in Shatel company with weight coefficients of 0.101, 0.077 and 0.062, respectively, which require solutions to overcome them.
Keywords: Risk Management, Internet Service Providers (ISPs), Multi-criteria Decision-Making (MCDM), Fuzzy Best-Worst Method (FBWM), Shatel company.

Abstract Abstract
Decisions made by narcissistic CEOs can have significant consequences for companies, and these effects may be influenced by the tenure of the external auditor. Accordingly, the present study aims to investigate the relationship between CEO narcissism and inventory shortages, with a focus on the moderating role of the auditor’s tenure in publicly traded companies. This research is practical in nature and analyzes real data from firms listed on the Tehran Stock Exchange. To achieve the research objectives, data from 140 companies over the period 2016 to 2023 were collected and analyzed. Multivariate regression models with panel data were employed to test the hypotheses. The findings reveal a positive and significant association between CEO narcissism and inventory shortages. Furthermore, auditor tenure was found to strengthen this relationship as a moderating factor.
In conclusion, the study suggests that companies with narcissistic CEOs and longer auditor tenures are more likely to experience inventory shortages. These results offer valuable insights for investors, creditors, and regulatory bodies in assessing corporate financial and managerial behavior.

Abstract Organizations in the modern era are constantly undergoing change in order to survive and remain competitive in complex and dynamic environments. The present study aims to identify and prioritize the factors influencing the enhancement of organizational change capacity. This research is a mixed-method study, which employed a systematic literature review in the first phase, followed by the use of Fuzzy Delphi and Fuzzy DEMATEL techniques for data analysis in the subsequent phases. The statistical population of the study included all faculty members in the field of management from universities in Tehran in 2023 (1402 in the Iranian calendar), among whom ten expert professors were selected using non-probability purposive sampling. In order to identify the effective factors, the systematic review method was applied. The keywords “organizational change” and “change capacity” were searched in both domestic and international academic databases within the time frame of 1990–2024. Based on the search results, 45 relevant articles were finally selected from the databases. Findings from the systematic review revealed 55 factors influencing change capacity, which were classified into three main dimensions: contextual, process, and learning. According to experts’ opinions, these factors were scientifically validated through the Fuzzy Delphi questionnaire. The results of the Fuzzy DEMATEL analysis indicated that within the contextual dimension, organizational justice was identified as the most influential (causal) factor; within the learning dimension, political skill had the strongest causal effect; and within the process dimension, the organizational structure with low formalization emerged as the key influencing factor. Overall, the results of this study demonstrate that enhancing organizational change capacity requires simultaneous attention to contextual, learning, and process-related dimensions, as each plays a critical role in shaping an organization’s readiness and ability to adapt to change.

Abstract 1- INTRODUCTION
Digital media managers continually face a complex array of challenges that impact the effective operation and sustainability of digital platforms. These challenges include safeguarding user privacy amid increasing concerns over data misuse, managing multifaceted interactions among managers, staff, and diverse audiences, addressing inaccuracies and inconsistencies within vast and dynamic databases, overcoming inadequate network security controls that expose platforms to cyber threats, and navigating the complexities of collaborative financial management in an evolving media ecosystem. These issues are compounded by the rapid pace of technological change and the proliferation of new media formats, which require constant adaptation and innovation to maintain competitive and secure operations.
Simultaneously, the rise of new technologies and diverse media platforms has introduced additional complications, such as the widespread presence of fake user identities that undermine trust and authenticity. More critically, significant threats to the intellectual and material rights of content creators have emerged, challenging traditional notions of ownership and control. These developments have propelled intellectual property management into a fundamentally new phase, where both users and content producers in today’s digital media landscape confront a variety of risks ranging from unauthorized use and piracy to challenges in verifying authorship and provenance.
Blockchain technology, with its inherent characteristics of transparency, data integrity, enhanced security, and precise traceability, presents a promising and innovative opportunity for addressing these intellectual property challenges. By creating immutable records and enabling decentralized verification, blockchain can ensure that ownership rights are clearly established and protected, while facilitating more trustworthy interactions between creators, distributors, and consumers. This technology also supports the tracking of content usage and distribution in real time, which is critical for enforcing rights and ensuring fair compensation.
The present study aimed to design a comprehensive intellectual property model tailored specifically for Iranian digital media by leveraging blockchain technology. Given the continuous emergence of new platforms and the exponential growth in the production and distribution of digital content, serious and systematic attention to intellectual property rights is essential to foster a sustainable and fair digital media environment. The blockchain-based intellectual property model developed in this research seeks to enhance transparency and trust among all stakeholders, thereby fostering an efficient and strategically sound environment conducive to innovation and growth in digital media.
2- METHODOLOGY
To achieve this, the research employed a mixed-methods approach, combining qualitative and quantitative methodologies, and is developmental and applied in nature. Data collection involved qualitative library research to identify foundational concepts and quantitative field studies to validate and refine the model. During the qualitative phase, intellectual property and blockchain components were identified through meta-synthesis, a rigorous method that integrates findings from multiple studies to generate comprehensive insights. These components were then circulated among experts using the Delphi method, a structured communication technique designed to achieve consensus among specialists.
The study population comprised digital media managers and blockchain specialists, reflecting a broad spectrum of expertise. Media managers included leaders overseeing prominent social networks such as Aparat, Rubika, Baleh, and Eitaa; national media networks; application platforms including CafeKetab, CafeBazaar, Digikala, Okala, Fidibo, Filimo, HafHastad, and HamrahMan; as well as news agencies like Fars, Mehr, IRIB News Agency, and the Young Journalists Club, totaling 20 individuals. These participants were selected for their leadership roles in Iran’s most widely used media outlets and their willingness to collaborate. Blockchain experts were drawn from the "Blockchain Technologists Association," with 85 volunteers, alongside three board members from the "Iran Blockchain House," resulting in a total population of 108, which eliminated the need for sampling. In the qualitative stage, the seven-step meta-synthesis algorithm developed by Sandelowski and Barroso (2003) was applied to extract relevant components from a wide range of articles, theses, and books. In the quantitative phase, expert feedback was collected via the Delphi method and a carefully designed structured questionnaire. The questionnaire’s validity was confirmed by academic experts, ensuring that it accurately measured the intended constructs. Its reliability was established through Cronbach’s alpha coefficients of 87% for intellectual property and 85% for blockchain technology, indicating high internal consistency.
3- RESULTS & DISCUSSION
The present study effectively identified multiple dimensions of intellectual property ownership through the application of blockchain technology. As detailed in Table 3, among the 53 identified indicators, 12 pertain to the dimension of intellectual property management; 13 to technological advancement and development; 13 to the blockchain technological framework; and 15 to legal management and human resources. Following the Delphi method, it was found that within the legal management and human resources dimension, 10 indicators achieved the highest average score of 256.60. Technological advancement and development ranked second with 8 indicators and an average score of 240.50, followed by intellectual property management with 7 indicators and an average score of 238.71, and lastly the blockchain technological framework with 9 indicators and an average score of 228.44. The final model was constructed based on these prioritized dimensions.
4- CONCLUSIONS & SUGGESTIONS
This research ultimately developed an intellectual property model grounded in blockchain components tailored for digital media, reflecting Akrami’s (2024) assertion that new algorithms and frameworks must be devised to protect and support creators’ rights in digital environments. Similarly, Mahrokh-Moghadam et al. (2020) highlight four essential domains—media, legal, philosophical, and technical—as foundational for policymaking and establishing an effective intellectual property model. Mohseni (2022) further stresses the critical dos and don’ts regarding digital content publication, arguing that standardized systems for organizing, sharing, and accessing knowledge significantly streamline and expedite content distribution within media ecosystems.
Thanks to its distinctive attributes, blockchain offers a powerful solution to the intellectual property challenges faced by creators and users in digital media. Practical recommendations from this study for advancing digital media policy include integrating intellectual property and blockchain components, implementing specialized in-service training programs to build expertise, recruiting expert personnel familiar with both media and blockchain technologies, and forming dedicated committees focused on intellectual property and emerging technologies. These measures aim to create a robust infrastructure that supports innovation, protects rights, and fosters trust among all participants in the digital media landscape.

Abstract 1. Introduction:
In recent years, increasing attention has been paid to the concept of positive deviant behaviors in organizational contexts—behaviors that intentionally deviate from norms yet lead to constructive and beneficial outcomes. Unlike negative deviance, which harms individuals or organizations, positive deviance represents creative, proactive, and ethical acts that drive innovation, resilience, and performance improvement. This study aims to systematically review and synthesize existing empirical evidence on the antecedents and consequences of positive deviant behaviors among employees.
2. Theoretical Framework:
Grounded in the principles of Positive Organizational Scholarship (POS) and Social Exchange Theory (SET), this review conceptualizes positive deviance as a multidimensional construct emerging from the interplay between individual, organizational, environmental, group-related, and job-related factors. The framework posits that supportive leadership, psychological empowerment, organizational justice, and prosocial motivation are critical triggers, while outcomes extend across individual and organizational levels—enhancing creativity, job satisfaction, organizational commitment, and overall performance.
3. Methodology:
A systematic review and meta-synthesis was conducted on 43 peer-reviewed articles published between 2000 and 2024. We searched databases including Scopus, Web of Science, and ScienceDirect using predefined keywords related to positive deviance. Studies were screened and analyzed using thematic synthesis to identify recurring antecedents and outcomes. The findings were validated through triangulation and peer debriefing to ensure credibility and rigor.
4. Results & Discussion:
Findings reveal that positive deviance is primarily driven by individual attributes (such as self-efficacy, moral courage, and intrinsic motivation), organizational factors (like ethical climate, leadership support, and learning culture), group dynamics (team trust and communication), environmental conditions (uncertainty and innovation-oriented contexts), and job characteristics (autonomy and task significance). Consequences include higher levels of creativity, knowledge sharing, performance improvement, and organizational learning. The synthesis further highlights that positive deviance often arises as a response to rigid norms or bureaucratic barriers, serving as a catalyst for adaptive change and innovation.
5. Conclusions & Suggestions:
This review contributes to the growing body of literature by offering a comprehensive framework of the antecedents and outcomes of positive deviant behavior. It suggests that managers should cultivate supportive climates, encourage ethical risk-taking, and empower employees to challenge outdated practices constructively. Future studies are encouraged to employ longitudinal and cross-cultural designs to explore contextual variations and potential boundary conditions influencing positive deviance.

Abstract Nowadays the necessity of organizations synchronization with digital transformation and cultivating digital leaders has been proved. Furthermore in recent years a new leadership style as digital transformation leadership which pertains to human and social dimensions of digital transformation has been proposed and managers lack of awareness about this leadership style is considered one of the most important challenges in success and growth path of ICT companies. The main purpose of this study is to design a digital transformation leadership model in ICT companies through qualitative research method based on grounded theory. Accordingly 15 experts with scientific background and managerial experiences related to the field of digital transformation leadership in ICT companies were selected as the contributors through purposive sampling. Furthermore data collection was obtained through semi-structured. Also Data analysis was performed through three stages including open coding, axial coding and selective coding based on Strauss and Corbin systematic approach and to ensure the validity and credibility of the research, Lincoln and Guba criteria were used. The analysis of results reveals that in the digital transformation leadership model in ICT companies, causal conditions include: leaders’ traits; contextual conditions include: underlying factors and environmental factors; phenomenon includes: digital transformation leadership; intervening conditions include: organizational learning, organizational cohesion, supportive atmosphere and competency-based approach; strategies include: digital culture development and digital skills development; consequences include: organizational achievements encompassing increasing organizational productivity and organizational agility and national achievements encompassing economic and social effects.