The aim of this study was to evaluate the impact of transformational leadership on ORGANIZATIONAL WISDOM with the mediating role of ORGANIZATIONAL culture among Tehran Azad University`s faculty members. The method, according to purpose, was practical. The method of data collection was descriptive correlational. The type of data was quantitative. The population consisted of faculty members in Tehran Azad University. 700 members were selected using sample size calculation based on structural equation and cluster random sampling method. All of them were full-time members. To collect the data, three standard questionnaires were used, including transformational leadership by Bass & Avolio (2000), ORGANIZATIONAL WISDOM by Brown & Greene (2006) and ORGANIZATIONAL culture by Dennison (2000). After collecting the data, they were described through the mean, standard deviation by SPSS-21, and data Statistical Inference was carried out through structural equation modeling with the help of LISREL-v8. 80. The technical characteristics of questionnaires were assessed, including reliability, validity, convergent, and divergent validity. Path coefficient and significant coefficients were used to examine the hypotheses. The results showed that the degree of appropriateness of the proposed model was appropriate with regard to components research. Also, the results of the study indicated that transformational leadership has a significant impact on ORGANIZATIONAL WISDOM with the mediating role of ORGANIZATIONAL culture among the faculty members.

ORGANIZATIONAL WISDOM not only captures the ability to effectively select and apply appropriate knowledge in a particular context, but also captures the ability to integrate and link this knowledge with acceptable ORGANIZATIONAL tools. The purpose of this study was to design and explain the model of ORGANIZATIONAL micro-measurement and identify the important components of ORGANIZATIONAL micro-measure in educational organizations in Yemen. This research is a descriptive survey in a cross-sectional manner and has a type of applied and qualitative purpose. In this research, by first examining the literature on ORGANIZATIONAL WISDOM, the components and indicators of ORGANIZATIONAL micro-measurements were identified and in the next step, using the new analytic methodology called Interpretative Structural Modeling (ISM), the relationships between dimensions and indicators of ORGANIZATIONAL micro-measurements Determination of the integrated case has been analyzed and the final model is designed. The results of the research show that the structural model showed that the ORGANIZATIONAL intelligence model includes eleven elements including strategy thinking, ethical virtue, decision making and control, learning, leadership, relationships and cooperation, strategy and goals, human resource management, ORGANIZATIONAL structure, pragmatism, Innovation is the degree of dependency, which these components interact with each other.

Aim: This study evaluates the impact of ORGANIZATIONAL WISDOM on interpersonal trust with the mediating role of emotioal intelligence. Method: The method according to purpose is Practical, in terms of data collection is Descriptive correlational. The population consists of 4700 employees at Kaveh industrial. Among them, 355 employees are selected based on stratified random sampling method as the sample size. To collect the data, standard questionnaires are used. After collecting the data, they are desescribed through the mean, standard deviation, by SPSS-21 software and data Statistical Inference is carried out through structural equation modeling with the help of LISREL-v8. 80 software. Reliability and validity are confirmed the results show that the degree of appropriateness of proposed model is appropriate with regard to components research. Finding: The results of the study indicate that ORGANIZATIONAL WISDOM has significant impact on interpersonal trust with the mediating role of emotioal intelligence among employees at Kaveh industrial city.

Background: Today ORGANIZATIONAL WISDOM can affect the knowledge management process in organizations because the WISDOM of the organization is based on knowledge and experience. In addition, this phenomenon is tied to different cultural forms in organizations and is influenced by ORGANIZATIONAL cultures. This research aims to investigate the effect of ORGANIZATIONAL culture on ORGANIZATIONAL WISDOM considering the mediating role of knowledge management in Iranian Red Crescent Society. Method: This quantitative study is practical according to the purpose and descriptivecorrelation in terms of data gathering. All employees of Red Crescent Society (714 people) were studied; about 256 people were selected by using Morgan table and stratified random sampling. Data were collected by three standard questionnaires including Denison ORGANIZATIONAL culture (2000), Lawson Knowledge Management (2003), and ORGANIZATIONAL WISDOM by Brown and Green (2006). Then the collected data described through mean, standard deviation, etc. using SPSS-21. In addition, data statistical inference was carried out through structural equation modeling with use of LISREL-v8. 80. However, the reliability, convergent validity, and divergent validity were investigated. Path coefficient and significant coefficients were used to examine the research hypotheses. Findings: The results showed that the proportionality of the proposed model was appropriate with regard to the components of the research and ORGANIZATIONAL culture had an impact both on ORGANIZATIONAL WISDOM (0. 41) and on knowledge management (0. 38). Moreover, knowledge management had an impact on ORGANIZATIONAL WISDOM (0. 42) and finally, ORGANIZATIONAL culture had an impact on ORGANIZATIONAL WISDOM with the mediating role of knowledge management (0. 57). Conclusion: The ORGANIZATIONAL culture of employees should be strengthened and knowledge should be shared among them in order to achieve the appropriate ORGANIZATIONAL WISDOM among the employees of Red Crescent Society because the causes of ORGANIZATIONAL WISDOM rooted in factors such as participation, creativity, and flexibility.

The aim of this study was to evaluate the impact of ORGANIZATIONAL WISDOM on creativity with the mediating role of ORGANIZATIONAL culture among Azad university faculty members of Tehran City. The method according to purpose was Practical, The method of data collection was Descriptive correlational, as well as the type of data was quantitative. The population consisted faculty members in Tehran Azad University that were selected 700 member by using Sample size calculation based on structural equation and cluster random sampling method as the sample size. All of them were full-time members. To collect the data, three standard questionnaire were used include ORGANIZATIONAL WISDOM by Brown & Greene (2006), creativity by Torrence (1979) and ORGANIZATIONAL culture by Dennison (2000). After collecting the data, they were described through the mean, standard deviation, . . . by SPSS-21 software and data Statistical Inference was carried out through structural equation modeling with the help of LISREL-v8. 80 software. Questionnaires Technical characteristics were assessed including reliability, validity, convergent and divergent validity. Path coefficient and significant coefficients were used to examine the hypotheses. The results showed that the degree of appropriateness of proposed model was appropriate with regard to components research. Also the results of the study indicated that ORGANIZATIONAL WISDOM has significant impact on creativity with the mediating role of ORGANIZATIONAL culture among Azad university faculty members. Also the study revealed that ORGANIZATIONAL WISDOM has significant effects on creativity and ORGANIZATIONAL culture which means that by increasing the oreganizational WISDOM, the creativity and ORGANIZATIONAL culture will be improved. Also the study indicated that the ORGANIZATIONAL culture has significant effects on creativity which shows that increasing the ORGANIZATIONAL culture will cause to increasing the creativities among employees.

A disputable concept and a controversial issue in Iranian culture is the notion of WISDOM which covers an array of meanings, wide in range, and sometimes contrary to each other. Therefore, different schools of thought have presented different definitions.This essay investigates the style of two intellectual groups (mystics and philosophers) about WISDOM. By analyzing the verses of two outstanding representatives (Naser Khosrow and Sana-ee), we found out that Naser Khosrow's poems, in terms of concept, image and structure are without any preliminaries, based on WISDOM and logic. In spite of him, Sana-ee has brought some couplets in Hadighat ol Haghighah on expressing and defending WISDOM, yet, because his mental structure does not match with his intellectual logic, the result of his work is contrary to WISDOM.In this regard, it can be stated that the usage of the appellation of 'Hakim' for Sana-ee, is not accepted just by tolerance, whereas, Naser Khosrow truly deserves the title of 'Hakim'. The reason is that Naser Khosrow’s WISDOM includes both material and spiritual aspects, whereas Sana-ee's WISDOM is completely spiritual and lacks the material facet.

AbstractPurpose: The velocity of change in the surrounding world has forced them to identify those factors which impact their change capacity. The present study was conducted to identify and prioritize influential factors on ORGANIZATIONAL change capacity.Methodology: In terms of purpose, this was explorative and applied research. Its population included ten familiar experts with research subjects in a research and training center. By reviewing the literature on change capacity, relevant, influential factors were identified, and they were concurred by the fuzzy Delphi technique, and then they were ranked. After recognizing influential factors, a pair comparisons questionnaire was distributed among ten experts, and after gathering the questionnaires, effecting factors were ranked using the Expert Choice11 Software package and AHP technique.Findings: Results show that ORGANIZATIONAL culture, structure, and style of leadership were the main factors that impacted change capacity.Conclusion: The influential factors can be divided into three categories: environmental, content, and structural elements. Environmental factors include environment and innovation; content factors include team working, intellectual capital, leadership, political behavior, and human resource management; Structural elements include strategy, structure, ORGANIZATIONAL policies, information technology, knowledge management, and technology. Value: This is the first time in the literature that the influential variables affecting the change capacity were recognized and categorized in a conceptual classification that has not been seen in the previous research.