eurodiversity is a biological fact, meaning that some people's brain function is different from what society standards call normal brain function. The main purpose of this study is to retention of employees with neurodiversity and autism is emphasized as one of the examples of neurodiversity. The present research has been applied in terms of exploratory purpose and is qualitative in terms of approach and method. The data has been collected through library and field methods. The data collection tool is interview. The Participants in this study include three groups of therapist, employer and parent. Twenty-one people were purposefully selected from Tehran, Qom, Shiraz, Mashhad, Qazvin and Isfahan. Data were analyzed by theme analysis method. The network of themes formed includes 88 codes, 20 sub-themes and 4 main themes (organizational culture based on neural diversity, motivation, training and reasonable adaptation). The main themes are areas that deserve attention for employee's retention.

Recently, The knowledge employees voice is one of the most important topics that has attracted a lot of attention, but there is no evidence based on which the various mechanisms of sound are comprehensive and integrated. Therefore, the purpose of this study is to provide a sound model of knowledge employees voice in Shiraz Gas Company. The aim of the present study is of an applied one and the method and identity of the studtly is regarded as qualitative research approach with a design method of grounded theory. So, using a purposeful and snowball sampling, 15 semi-structured interviews have been held by experts. Then, the Atlas. ti 8 was used to analyze the data. Eventually, at the stage of selective coding, 11 categories along with 44 codes were selected. To ensure the reliability and validity of the research, the findings were confirmed by the interviewees. The results of the research showed that the most important components of the voice of knowledge workers include two levels of organization (management, communication, atmosphere, and voice environment, job characteristics, human resources, organizational structure) and individual level (motivation, personality, group and team). The most important factor at the organizational, managerial, and individual levels is motivation. Finally, the model of the voice of the knowledge workers was drawn up.

employees’ perception of their manager’ s political behavior can lead to negative attitudes towards the organization. These negative attitudes can reduce employees’ commitment. One such negative attitude is organizational cynicism. 245 respondents from two Iranian organizations participated in this survey study. Using exploratory factor analysis and hierarchical regression, the mediating role of the cognitive dimension of organizational cynicism on (a) the relation between politics perception and affective commitment and (b) the relations between politics perception and cost continuance commitment was found. So, it is suggested that managers observe their behaviors that can be perceived political. Because, the negative consequences of such behaviors can cause the reduction of some aspects of organizational commitment.

The aim of this study is investigate the effect of moral leadership on employees' psychological empowerment through the impact of organizational justice among employees of Isfahan University. In this research, moral leadership is as the independent variable, psychological empowerment is as the dependent variable and dimensions of organizational justice is as a mediator. Questionnaire reliability was confirmed by using Cronbach's alpha coefficient, content validity was confirmed by using the experts familiar with the research subject and its construct validity was confirmed by using the structural equation modeling. Statistical population in this study includes all employees of Isfahan University. Data collection was conducted by random sampling. After extracting the data related to mentioned group responses and pre-estimate, variance of statistical sample size was estimated 220 people by using the Cochran formula randomly. Also, to determine the correlation and data analysis has been used the SPSS and PLS software. The results of the data analysis leads to confirm the all of research hypotheses: Ethical leadership have a significant and positive effect on psychological empowerment; ethical leadership have a significant and positive effect on distributive justice; Ethical leadership have a significant and positive effect on procedural justice; ethical leadership have a significant and positive effect on interactional justice; distributive justice have a significant and positive effect on psychological empowerment; procedural justice have a significant and positive effect on psychological empowerment; interactional justice have a significant and positive effect on psychological empowerment.

Background Industry activity has created widespread ecological crises around the world that science alone will not be enough to solve environmental problems. Since the ethical orientation of the human resources employed in this sector can be a determinant factor in environmental behavior. The present study was conducted with the aim of assessing the environmental ethics in employees of the Khouzestan Oxin Steel Company. Method The research method is post-event descriptive. The statistical population consists of 790 employees of the Khouzestan Oxin Steel Company. By using Morgan table, 259 people were selected through simple random sampling method. The required information was collected through a questionnaire. Data were analyzed by descriptive statistics, independent t-test and ANOVA test through SPSS software. Results Independent t-test and one-way ANOVA did not show any significant difference between independent variables, sex, education level, work record, age and income levels, and their degree of environmental ethics. Conclusion The results of this study indicate a kind of moral commitment to protect the environment for both men and women. Also, employees of the Khouzestan Oxin Steel Company have showed very good moral acts in explaining correct act against environment.

Today’s organizations seek new ways of competition in order to survive and to be successful in the market. Advanced technologies, qualified products and services, hiring diverse workforces and understanding customer and market needs are the most important challenges that organizations encounter. In such challenges, the ability to change is a critical factor for organizational development. In 1991, a new paradigm, called Organizational Agility, was discussed. It includes the successful and in time reaction to the environmental changes. In this article, a revision of organizational agility concept and dimensions, some models of organizational agility along with the characteristics of agile employees are discussed.