Purpose: The purpose of this applied research is to study the effectiveness of gamification on corporate training.  Methodology: A gamified course was designed and implemented to train the location of Fire Hosing Cabinet for 24 employees of a firefighting maintenance company in Iran Mall shopping Center in Tehran. Using a quantitative quasi-experimental research plan (post-test only control group design) the participants of the study were randomly assigned to treatment (12) and control (12) groups and trained for a week.  Conclusion: The descriptive and interpretive result of the posttest analyses indicated the effectiveness of gamification of the training performed for the employees of the firefighting maintenance company in Iran Mall shopping Center in Tehran. Moreover, the descriptive result of Gamification Acceptance Questionnaire answered by the members of the experimental group after gamified training indicated that all the participants in the experimental group were satisfied with the gamified training course.

Undoubtedly, mum effect is a source of ignorance; when mum effect among employees of the organization, ignorance increases, and learning and adaptability of the organization diminishes. The present study aims to identify and explore the effective antecedents and consequences of Human resources mum effect using fuzzy Delphi approach in governmental organizations. This research has a combined quantitative and qualitative method and inductive deductive paradigm. It is an applied research in terms of purpose, and terms of the nature and methods is a descriptive survey. The statistical population of the present study consists of knowledge workers of Lorestan province, whose 28 experts have been selected based on the principle of theoretical saturation and using purposeful sampling method. In the qualitative part of the study, semi-structured interviews were used for data collection. The validity and reliability of the questionnaire were verified using CVR coefficient and Kaplan-Cohen test. In addition, a quantitative comparison questionnaire was used to collect information. The validity and reliability of the questionnaire was verified using content validity and test-retest. In the qualitative section, the data obtained from the interview were analyzed using the Atlas. ti software and the coding method and the antecedents and consequences of the Human resources mum effect has been identified. Also, in the quantitative part of the research, using the Delphi Fuzzy technique, the prioritization of Human resource mum effect antecedents and consequences were done and the most ones were identified. The results of the research indicate that among the antecedents of Human resources mum effect, organizational culture, time constraints, compatibility with the norms and values of the organization, ineffective communication and preservation of reputation and reputation are the most important factors causing mum effect in governmental organizations. The results also showed that reduction of learning, organizational indifference, loss of trust and morale of employees, decrease of creativity and innovation, increase of stress and decrease of individual and organizational performance are among the most important consequences or outcomes of mum effect of Human resources in governmental organizations.

The purpose of this paper is to analyze the contribution of Human resource (HR) commitment practices to firm performance through the adoption of workplace practices that require the organizational climate created by HR commitment practices. The approach is a survey of 156 senior executives and Human resource managers of Iranian companies and organizations and statistical test of research hypotheses through structural equation modeling. The results indicate that the extent that employees have access to HR commitment practices and HR social benefits is positively related to the intensity of telework adoption. Firm performance is positively associated to the intensity of telework adoption, functional flexibility and internal numerical flexibility, and negatively related to external numerical flexibility. HR commitment practices impact directly and indirectly on different measures of firm performance. Cross-sectional, survey-based data that cannot infer causality. Longitudinal and qualitative designs are needed to get a better understanding of the relationships. Data were analyzed by using hierarchical regression and t-student tests. The adoption of HR commitment practices can facilitate the organizational change required by the adoption of telework. The findings provide evidence that HR commitment practices are indirectly related to firm performance through their effects on the use of flexibility practices like telework that require organizational climates containing high levels of trust.

Objective: , the present study was conducted to reduce the mum effect of employees by emphasizing the variables of organizational transparency and employee voice.Method: This research was applied based on the purpose and descriptive-survey in terms of method. The statistical population of the study is 385 employees of maritime organizations in Mazandaran province in 1399. The sample size was determined using Krejcie and Morgan table and 191 people were selected through cluster sampling. Research data were collected by Rawlins (2008) Organizational Transparency Questionnaire, Rumming & Sensing mum effect Questionnaire (2013) and the voice of Van Dyne et al. (2003) and their reliability was calculated by Cronbach's alpha of 0/76, 0/78 and /084. respectively. 0 Results: The analysis of statistical data indicates that the effect of organizational transparency on mum effect is 0/86, organizational transparency on employees 'voice is 0.89 and employees' voice on mum effect is 0/87. Also, the effect of organizational transparency from the voice of employees on mum effect is 0/77.Conclusion: Organizational transparency variable both directly and indirectly and employees' voices also directly affect the mum effect of employees and provide the means to reduce this variable. As a result, it can be said that investing in the voice of employees along with organizational transparency can help overcome the mum effect of employees.

The research on strategic Human resources management framework and its important role in attracting, retaining, and empowering employees is emphasized. The aim of the research is to answer the question whether strategic Human resources management to attract, retain and empower effective or not. Based on this hypothesis was considered in the design and conceptual model for research Where strategic Human resource management as an independent variable that consists of the following variables selection, participation, performance appraisal, compensation and training, and attract, retain and empowerment were considered as the dependent variable. The research aims to study, study population, employees were selected branches of the Agricultural Bank city of Urmia is the number of branches to 13 branches. 210 is equal to the population size according to the formula for determining sample size and sample size of 136 people. Results After collecting and analyzing data with software spss and pls confirm the results revealed three main hypotheses.In other words, the strategic management of Human resources and a significant positive impact on attracting, retaining, and empowering Human resources is among the staff of the Agricultural Bank city of Urmia.

mum effect is the situation when a person decides to withhold important information for certain reasons. The main identity of the mum effect is the greater reluctance of the individual to give bad news about his desire to give good news and thus to be silent. The main purpose of the present research is to influence Hofstede culture dimensions on the employee performance and organizational communication given the impact of mum effect. The statistical population of this study is employees of governmental organizations in Semnan. According to Morgan table, a sample of 285 people was selected. Data gathering tool was a standard questionnaire (Hofstede, 1994; Ramingwong & Snansieng, 2013; Yildirim, 2014 and Koopmans et al., 2012). Structural equations’ modeling was used to analyze research data with Smart-PLS software. The results showed that power distance index, individualism, masculinity, uncertainty avoidance and long-term orientation have a positive and significant effect on the mum effect. Other findings of the research have a negative effect on the mum effect on employee performance with β (-0/488) and organizational communication with β (-0/514). What distinguishes this study from the studies of the dimensions of Hofstede's culture is that the present study emphasizes the role of the variable of mum effect that was neglected in previous research.

We are... So, to reframe the inquiry: who are we on a metaphysical level? Which aspects of ourselves are the most universally representative of who we are? How do we fare in the face of the passage of time? For decades, philosophers have debated the concept of diachronic personal identity, which focuses on the question of what keeps us alive. An intricate debate has developed between those who hold the body view (animalism) and those who hold the psychological view (memory) on the question of who we are. The two groups will eventually become so firmly set in their views that they will be unable to compromise. Hylomorphic animalism, or the view that Humans are rational animals, living bodies made of prime matter and a rational soul, is an alternative answer to this divisive question that I propose in this study, following in the footsteps of Aristotle and Aquinas. We only survive if matter and rational souls do.

Background & Purpose: Human resource management as a scientific and practical field is growing and developing amazingly, but due to various factors, it faces challenges that can turn it into pure opportunities and a competitive advantage in the case of correct and timely measures achieved. Such a function of Human resources at the national and macro levels can become a platform for the economic progress and development of the country, thus, the purpose of the current research is to identify the factors affecting the management of national Human resources with an emphasis on the challenges of Human resources in three structural, contextual, and behavioral dimensions. Methodology: The research method is based on library studies and using meta-synthesis method. The sampling method is purposeful and available sampling, and domestic and foreign scientific databases are also referred to in the collection databases. Among the internal databases, Magiran, Irandoc, ensani.ir, Noormags, and SID can be mentioned.  From the foreign databases, Google Scholar, Science Direct, and Emerald sites were also examined. In the first step, based on the collection of previous studies, effective factors were extracted in the form of themes, then based on the meta-synthesis process in the framework of the three-pronged model, these factors were categorized in the three dimensions of structure, context and behavior. Findings: According to the findings, the most important factors in the structural dimension include "architectural and structural maturity of Human resources management", "amendment of processes and structures and laws of Human resources policy at the national level", "reconstruction of social, economic and political structures related to Human resources management in national level", "modification of education and empowerment structures at the national level"; and the most important factors in the context dimension include "state of development of the country", "maturity of innovation in Human resources management systems", "globalization and internationalization of Human resources", "cultural and contextual differences in countries", "participatory governance in Human resources management", "technology and its role in Human resource management" and the most important factors in the behavioral dimension include "attention to cultural and social components in the management of national Human resources", "reconstruction of social attitudes, perceptions and behaviors in the management of national Human resources", "attention to multinational components and ethnic differences", "the importance of leadership and networking in the management of national Human resources" have been identified in the policy making process of national Human resources. Conclusion: The special achievement of the research, based on the review and analysis of previous studies, pointed out that in the design of the national Human resources management system, it is necessary to pay special attention to structural components, contextual components, and behavioral components at the same time, and therefore, in accordance with the identification of these causes, solutions for the system management was provided. Moreover, the knowledge-building and practical contribution of the current research can be seen in considering the challenges of Human resources at macro and national levels and from an institutional perspective.