Considering the nature of the tasks and the scope of government activities, it is essential to pay adequate attention to the compensation of the employees’,services. This study is intended to design a compensation model for government employees and make a comparison between it and the four activities of the administration entities according to the Civil Service Management Law, including governance, social affairs, cultural affairs and service, as well as infrastructure and economic affairs. This is an applied-developmental research. Data analysis is conducted through thematic analysis, confirmatory factor analysis and Analytic Hierarchy Process (AHP). Semi-structured interviews were conducted with 23 academic and administrative experts for thematic analysis. In addition, the research model was validated by confirmatory factor analysis, by means of a questionnaire and interviews with 384 human resource managers and experts in government organizations. The results revealed that service compensation contains 6 main aspects including occupation rights, rights of job, additional special salary, performance reward, prizes and welfare along with 18 components. Likewise, the factors affecting service compensation and strategies for alignment between service compensation and other human resource subsystems and the resulting outcomes were identified at this stage. Consequently, the research model was designed. Finally, the weight of the dimensions and components of the research model were identified on the basis of experts’,views. The results showed that the dimension of “, welfare”,gained the highest weight among the four categories. As the present study is quite proper and fair with regard to content and structure, it is easier to implement and capable of removing the problems in Chapter 10 of the Civil Service Management Law.

Background and purpose: The suffering and pain caused by toxic behaviors has permeated not only human life but also organizational life. Therefore, the purpose of this research is to provide a model of toxic behavior of employees in the public sector. Method: This research is basic in terms of purpose and mixed (qualitative-quantitative) in terms of method. In the qualitative phase of the research, a semi-structured interview was conducted through the foundation's data theory, and for this purpose, 13 people were selected purposefully and snowballed from experts and management experts in the public sector. And in the quantitative part, the validity and evaluation of the research model was evaluated through the model indicators in PLS software version 3. For this purpose, using a questionnaire and through multi-stage cluster sampling, 385 employees of government organizations were evaluated. Selection and questionnaire will be distributed among them and opinions will be asked. Findings: Based on the results of the research and data analysis, open coding, central coding, and selective coding were done in three stages, and then based on the foundation theory model (causal factors, main phenomenon, intervening conditions, contextual conditions, strategies and Results) The target model was developed. And based on the findings of structural equation modeling, the results showed that the measurement model has validity (divergent and convergent), reliability (Cronbach's alpha, shared and combined reliability) and appropriate quality. Also, the assumptions were confirmed in the structural model. Conclusion: The model of this research, in addition to enriching the literature on the toxic behavior of employees, can help managers of government organizations in planning to identify and screen contaminated behaviors and achieve organizational health, and in the face of such deadly behaviors from employees, positive leadership and adopt a reasonable.

Background and Objective:  Crimes committed by government employees are directly related to administrative and economic corruption. The increasing rate of these crimes leads to public distrust in the political system. Given the government’s expanding role in economic affairs, this issue is a significant cause of administrative and economic corruption among government officials. The aim of this study is to identify and propose appropriate solutions. Research Method:  This study adopts an applied approach to the subject and is descriptive in nature and method. Data collection was conducted through document review and note-taking. Findings:  Iranian criminal policy makers in the legislative, judicial, and executive branches have sought to control and reduce the rate of these crimes by adopting reactive measures, enacting various criminal laws, and even intensifying the punishment of perpetrators of economic crimes and crimes committed by government employees. However, statistics and reports from international and domestic institutions in recent years indicate that the implementation of these policies has not been successful in reducing and controlling crimes committed by government employees. It seems that the best remedy is crime prevention. Conclusion:  The evolution of criminal policy has shown that criminal policy alone cannot reduce these crimes. In addition to criminal reactions, proactive and non-criminal measures should also be utilized in criminal policy. Differentiation, privatization, transparency, inspection, meritocracy, and ethical governance are preventive measures that should be planned and implemented to reduce crimes committed by government employees in Iran’s criminal policy.

Background: A large volume of executive activities in the country is carried out by public sector employees. Therefore, any activity related to the development of employees in this sector will bring significant results in promoting public services. Purpose: The main purpose of this study was to identify dimensions and related components with human resource development in government employees of organization in Islamic republic of Iran. Methods: The research was descriptive in terms of qualitative type and inductive in terms of approach. The research data included documents, documents and the results of interviews with 12 people and a questionnaire was presented to 20 academic and executive elites selected through purposeful sampling. Findings: Based on this study, four comprehensive themes and fifteen theme organizer and eighties basic theme identified and extracted. Conclusion: Accordingly, four main themes, 15 organizing themes (later) from 89 themes (components) related to the model of evaluation of implementation of human resources development policies of the staff of the Government of the Islamic Republic of Iran were identified and extracted. In order to validate the extraction factors, 20 factors were introduced to the university elite, and 76 of the components were confirmed and 13 of them were rejected.

Background & Purpose: Generation Z is a generation that is not satisfied with sitting still and accepting the situation and is interested in change and progress. Interestingly, this group is interested in entering the jobs they see around them to earn more money and grow professionally. Competent and committed employees are valuable assets for any organizations, thus today they are referred to as human capital. Talent retention management is very essential because competent employees can increase the efficiency and effectiveness of the organization and bring your company to the highest level in the competitive and business environment. The purpose of this qualitative research is to provide a talent retention model among generation Z employees of government organizations. Methodology: In this research, the multiple foundation data method of Cranholm and Gould Kohl was used. The participants of this research include human resources specialists and experts from universities and government organizations who were determined through the theoretical sampling method. In order to identify the categories of talent retention model among generation Z employees of government organizations, a semi-structured interview was used, using this tool, in-depth interviews were conducted with 35 human resources experts from universities and government organizations, and the required information was collected. To analyze the data, the method of theorizing the multiple data base of Cranholm and Gould Kohl was used. Findings: In this research, in the inductive coding stage, 5 categories (central category, individual and organizational support platforms, social and cultural contexts, personal and occupational and organizational obstacles, individual and organizational results and consequences) and 31 concepts were extracted. And then conceptual refinement, model coding (presentation of the model), theoretical adaptation of the model, experimental validation and evaluation of the theoretical coherence of the model and enrichment of the theory were described. Conclusion: Keeping the Z generation human resources is one of the keys to the success, survival and health of any business. Effective managers believe that keeping Z generation employees will increase customer satisfaction and retention, business satisfaction, in government organizations. Apart from the discussion of rights, which is a universal need for all generations of the workforce, other issues such as a better work-life balance, more advancement opportunities, and meaningful benefits are also of high value to Generation Z. These issues are so valuable to this generation that they may move to a lower paying job to get them. This group of employees is also looking for employers' support in the field of well-being, especially financial and psychological well-being, and they are looking for stronger intra-organizational relationships than previous generations. Therefore, at the time of recruiting, hiring, and maintaining this group of employees, special attention should be paid to this group of needs.

Covid-19 disease has shocked the lives of developed and developing societies and has affected various aspects of individual and social life of citizens by creating devastating and irreparable effects. While everyone was counting down the hours to get treatment for the disease, the unveiling of emergency-licensed vaccines sparked a variety of social and legal issues. In Iran, according to the decision of the National Corona Management Headquarters, government employees along with some other groups of people were obliged to be vaccinated, and absenteeism was the punishment of deniers. Consequently, legal validity of these enactments has also been discussed by scholars. Clarifying the position of domestic law and international human rights regarding mandatory vaccination can have an effect on persuading citizens and whether or not to do vaccination. central issue of the following research is the evaluation of compulsory vaccination according to the provisions of Iranian law and the rules of international human rights. Based on library resources and in a descriptive-analytical method, it was concluded that according to the laws and regulations of Iran, the obligation to vaccinate and in particular the provision of punishment is within the competence of the Parliament and according to the Charter of Patients' Rights They were required to provide information about the vaccine and its effects, and to monitor the health status of individuals during and after the injection. In international law, it is also possible to make specific treatments mandatory, such as vaccinations under the right to health, in order to guarantee the right to life in the event of an epidemic. In addition, although this requirement conflicts with citizens' right to privacy, international law provides for restrictions on individual rights to ensure public health, subject to conditions such as appropriateness and necessity.

Studies about the assessment of job and organizational attitudes indicate that a unique model hasn' t been accepted by organizations. The present paper has combined various models about determining effective factors on job and organizational attitudes. It has used the confirmed tool by means of field research method in holistic form among formal and contractual employees in 80 government organizations in Zanjan province after confirmation of the questionnaire's validity and reliability. The research questionnaire was designed in two sections including twelve options about personal and organizational characteristics of employees and sixty one effective options on job and organizational attitudes with three principal factors: A- The workforce (1-colleagues 2- managers and senior managers) Bnature of job and the organization (3- job dependence, 4- organizational dependence, 5-proportion of job with employees, 6- job designing) C- organizational and environmental factors (7-work load and stress, 8- physical conditions of work, 9- salary and job benefits, 10- education, assessment and promotion, 11- equilibrium in job and family life(.Its reliability was confirmed through internal assimilation coefficient of Cronbach alpha equal to 0.966. Its validity was confirmed by means of factorial analysis method and assuming 11 factors in SPSS software, estimation method of major components according to correlation matrix and four methods of Varimax circulation, Equamax circulation, Promax circulation and Oblimin circulation. It was shown that these variables affect job and organizational attitude and the designed tool measures the intended structure. Finally, the effectiveness level of these factors on employees' job and organizational attitude was obtained through research results.

One of the major factors in directing staff behavior is leadership style applied in the organization. More and more organic organizational structure and transformational leadership style will increase the possibility for employees to develop and show organizational citizenship behaviors. As economic margrave of a country, customs has an especially important role in implementing the country economic policies. One of the factors which can have profound effects on the service quality in this part is organizational citizenship behavior. Accordingly, this study was aimed at investigating the role of leadership in the development and promotion of organizational citizenship behaviors among customs staff of Zahedan. The research method in terms of purpose is applied and in terms of data collection method is descriptive-correlational. The research population was all of Zahedan customs employees. Surveying sample was determined 110 people by Cochran method. Questionnaires were used for collecting data. T test, confirmatory factor analysis test, and Smart PLS software were utilized to analyze the data. Questions reliability was ideally analyzed using professors’ comments and the variance average. Cronbach's alpha of whole the variables is greater than 0. 6 therefore, all the variables are approved in terms of reliability. Variance average (AVE) extracted is always greater than 0. 5 thus, convergent reliability was proven as well. Also, compound reliability is greater than AVE. Results showed that there is a positive and significant correlation between transformational leadership coefficient and organizational citizenship behavior with effect coefficient of 0. 712