Dr. Vahid Pourshahabi Modern Studies in Management and Organization 3092-6920 3 2 2026 09 15 The Role of Crisis Management in Preventing Bank Bankruptcies in Afghanistan The Role of Crisis Management in Preventing Bank Bankruptcies in Afghanistan 1 25 253089 10.22034/jmsmo.2026.602710.1070 EN Faramarz Mahmoodi MSc. Student, Department of Management, Zah.C., Islamic Azad University, Zahedan, Iran. 0009-0002-8149-3283 Journal Article 2026 08 13 Objective: This study aims to explain the role of crisis management in preventing bank bankruptcies in Afghanistan. Economic instability and multiple financial crises in the country have exposed banks to serious systemic risks, making the identification of preventive mechanisms essential. Methodology: This research is applied in terms of purpose and descriptive-survey in nature and method. The statistical population included 650 managers and experts in the Afghan banking sector, from which 245 individuals were selected through simple random sampling using the Morgan table. The data collection instrument was a researcher-made questionnaire with a five-point Likert scale. Its content validity was confirmed by supervisors and advisors, and its reliability was calculated using Cronbach's alpha (crisis management: 0.841; bankruptcy: 0.911). Data analysis was performed using descriptive and inferential statistics (Kolmogorov-Smirnov test and linear regression) in SPSS software. Findings: The results indicated that crisis management and its components—transparent communication (β = 0.399), prioritization of actions (β = 0.496), early problem identification (β = 0.270), and willingness to seek more support (β = 1.129)—have a significant effect on preventing bank bankruptcies in Afghanistan (p < 0.05). The coefficient of determination of the main model was calculated at 0.461. Conclusion: Effective crisis management, particularly through strengthening transparent communication and willingness to seek more support, can serve as a preventive mechanism in reducing the probability of bank bankruptcies in Afghanistan. These findings emphasize the necessity of developing an indigenous framework for banking crisis management under unstable economic conditions. Objective: This study aims to explain the role of crisis management in preventing bank bankruptcies in Afghanistan. Economic instability and multiple financial crises in the country have exposed banks to serious systemic risks, making the identification of preventive mechanisms essential. Methodology: This research is applied in terms of purpose and descriptive-survey in nature and method. The statistical population included 650 managers and experts in the Afghan banking sector, from which 245 individuals were selected through simple random sampling using the Morgan table. The data collection instrument was a researcher-made questionnaire with a five-point Likert scale. Its content validity was confirmed by supervisors and advisors, and its reliability was calculated using Cronbach's alpha (crisis management: 0.841; bankruptcy: 0.911). Data analysis was performed using descriptive and inferential statistics (Kolmogorov-Smirnov test and linear regression) in SPSS software. Findings: The results indicated that crisis management and its components—transparent communication (β = 0.399), prioritization of actions (β = 0.496), early problem identification (β = 0.270), and willingness to seek more support (β = 1.129)—have a significant effect on preventing bank bankruptcies in Afghanistan (p < 0.05). The coefficient of determination of the main model was calculated at 0.461. Conclusion: Effective crisis management, particularly through strengthening transparent communication and willingness to seek more support, can serve as a preventive mechanism in reducing the probability of bank bankruptcies in Afghanistan. These findings emphasize the necessity of developing an indigenous framework for banking crisis management under unstable economic conditions.

https://www.jmsmo.ir/article_253089_5b84e3821adfc8fb3b0b6a7b1d2d5f15.pdf

Dr. Vahid Pourshahabi Modern Studies in Management and Organization 3092-6920 3 2 2026 09 15 Artificial Intelligence in the Path of Strategic Human Resources Planning Artificial Intelligence in the Path of Strategic Human Resources Planning 27 45 253096 10.22034/jmsmo.2026.557805.1044 EN Behnoush Jovari Assistant Professor, Department of Public Management, CT.C., Islamic Azad University, Tehran, Iran. 0000-0002-6426-0245 Journal Article 2026 04 03 Objective: This research aimed to identify the transformations arising from the emergence of artificial intelligence in organizations' strategic planning, the resulting challenges, and to provide scientific-practical suggestions for managing these challenges. Methodology: This study is applied in purpose and descriptive-exploratory in method. Data were collected through theoretical foundations, literature review, in-depth semi-structured interviews, and thematic analysis in 2025. Fifteen experts in computer science, artificial intelligence, human resource management, psychology, and ethics were selected via snowball sampling. The interview process followed a zigzag movement between data collection and analysis until theoretical saturation. Cohen's kappa coefficient was 0.75, with a standard error of 0.22. Findings: The findings indicated that artificial intelligence management requirements in human resource management include attention to changes in management style, human resources, organizational structure, human relations, organizational behavior, anticipation of possible challenges, and scientific-operational solutions. Five main themes were identified: benefits of strategic planning, implementation challenges, technology integration, key stakeholder participation, and employee skills development and leadership. Conclusion: Strategic human resource planning in the AI era requires a comprehensive, human-centered, and adaptable approach. Artificial intelligence should be viewed as a complement and assistant to human resources, not a replacement. Adaptive policies—including cultural infrastructures, ethical frameworks, employee retraining, and balance between technology and human relations—are essential. Objective: This research aimed to identify the transformations arising from the emergence of artificial intelligence in organizations' strategic planning, the resulting challenges, and to provide scientific-practical suggestions for managing these challenges. Methodology: This study is applied in purpose and descriptive-exploratory in method. Data were collected through theoretical foundations, literature review, in-depth semi-structured interviews, and thematic analysis in 2025. Fifteen experts in computer science, artificial intelligence, human resource management, psychology, and ethics were selected via snowball sampling. The interview process followed a zigzag movement between data collection and analysis until theoretical saturation. Cohen's kappa coefficient was 0.75, with a standard error of 0.22. Findings: The findings indicated that artificial intelligence management requirements in human resource management include attention to changes in management style, human resources, organizational structure, human relations, organizational behavior, anticipation of possible challenges, and scientific-operational solutions. Five main themes were identified: benefits of strategic planning, implementation challenges, technology integration, key stakeholder participation, and employee skills development and leadership. Conclusion: Strategic human resource planning in the AI era requires a comprehensive, human-centered, and adaptable approach. Artificial intelligence should be viewed as a complement and assistant to human resources, not a replacement. Adaptive policies—including cultural infrastructures, ethical frameworks, employee retraining, and balance between technology and human relations—are essential.

https://www.jmsmo.ir/article_253096_26c97f775972b30e94239db5f41c12d6.pdf

Dr. Vahid Pourshahabi Modern Studies in Management and Organization 3092-6920 3 2 2026 09 17 Governance with Adjectives: A Typology and Critical Evaluation of the Persian Literature on Islamic, Religious, Alavi, and Transcendent Governance حکمرانی با صفت؛ گونه‌شناسی و ارزیابی انتقادی ادبیات فارسیِ حکمرانی اسلامی، دینی، علوی و متعالی 47 66 253151 10.22034/jmsmo.2026.594394.1053 EN Mehdi Mahdavian Sadr Ph.D. in Public Administration, SR.C., Islamic Azad University, Tehran, Iran. 0009-0004-3747-3749 Journal Article 2026 07 29 Purpose: This study critically evaluates the conceptualization mechanism in the Persian literature on qualified governance—a field that has faced a mass of overlapping terminology over the past two decades without offering researchers a conceptual map for orientation. The aim is not to reject or endorse the normative content of this literature but to methodologically evaluate its concept construction. Methodology: This is a critical review within the framework of integrative reviews. The population comprised Persian scientific articles published between 2006 and 2025, selected through purposive theoretical sampling. The analysis tool was a seven-criterion framework based on Sartori, Goertz, and Gerring's criteria. Findings: The identified terms fall into six conceptual families (text-oriented, discourse-oriented, philosophical-hikmi, civilizational-ideal, indigenous-national, and confrontational), with four dominant construction mechanisms (suffixation, juxtaposition, idealization, and confrontation). The seven-criterion evaluation shows moderate definitional clarity, weak differentiation from adjacent concepts and falsifiability, and a dual status in operationalization. Conclusion: The root of dispersion in this field lies not merely in topic selection but in the mechanism of concept construction. A four-step framework for conceptual disciplining is proposed. هدف: این پژوهش به ارزیابی انتقادی سازوکار مفهوم‌سازی در ادبیات فارسی حکمرانی موصوف می‌پردازد؛ حوزه‌ای که در دو دهه اخیر با انبوهی از اصطلاحات هم‌پوشان روبه‌رو شده، بی‌آنکه نقشه‌ای مفهومی برای جهت‌یابی در اختیار پژوهشگران قرار گیرد. هدف، نه رد یا تأیید محتوای هنجاری این ادبیات، بلکه ارزیابی روش‌شناختی شیوه ساخت مفاهیم در آن است. روش‌شناسی: پژوهش از نوع مروری انتقادی و در چارچوب مرورهای یکپارچه‌ساز است. جامعه پژوهش، مقالات علمی فارسی منتشرشده بین ۱۳۸۵ تا ۱۴۰۴ بود که به‌صورت هدفمند و نظری نمونه‌گیری شدند. ابزار تحلیل، چارچوبی هفت‌معیاره مبتنی بر معیارهای سارتوری، گرتز و گرینگ بود. یافته‌ها: اصطلاحات شناسایی‌شده در شش خانواده مفهومی (نص‌محور، گفتمان‌محور، حکمی-فلسفی، تمدنی-آرمانی، بومی-ملی و تقابلی) جای می‌گیرند و چهار سازوکار غالب مفهوم‌سازی (پسوندزنی، هم‌نشینی، آرمانی‌سازی و تقابل‌سازی) در آن‌ها قابل تشخیص است. ارزیابی هفت‌معیاره نشان می‌دهد این ادبیات در وضوح تعریفی وضعیت متوسط، در تمایز از مفاهیم همجوار و ابطال‌پذیری وضعیت ضعیف، و در عملیاتی‌شدن وضعیتی دوگانه دارد نتیجه‌گیری: ریشه پراکندگی این حوزه، نه صرفاً در انتخاب موضوع، بلکه در سازوکار ساخت مفهوم است. چارچوبی چهارگامی برای انضباط‌بخشی مفهومی پیشنهاد می‌شود.

https://www.jmsmo.ir/article_253151_60174a5e7e5ea54efcf5da93da5fa7a0.pdf

Dr. Vahid Pourshahabi Modern Studies in Management and Organization 3092-6920 3 2 2026 09 17 Explaining the Role of Social Capital in Shaping Other Organizational Capitals: A Systematic Review with Qualitative Content Analysis تبیین نقش سرمایه اجتماعی در شکل‌گیری سایر سرمایه‌های سازمانی: مرور نظام‌مند با تحلیل محتوای کیفی 67 90 253175 10.22034/jmsmo.2026.563113.1047 EN Marziyeh Geranmayeh Master of Human Resource Management, Faculty of management, University of Tehran, Tehran, Iran. 0009-0002-6631-6799 Journal Article 2026 05 29 Purpose: Social capital, as a fundamental pillar of human relations, plays a pivotal role in shaping and utilizing other organizational capitals. This study aims to explain the mechanisms through which social capital influences four other forms of capital (human, intellectual, psychological, and spiritual) within the Iranian organizational context. Methodology: This study employs a systematic review design with qualitative content analysis, conducted according to the PRISMA 2020 guidelines. A comprehensive search was performed across six databases (Scopus, Web of Science, Google Scholar, ISC, NoorMags, and SID) covering the period 2005–2025. After screening, 65 empirical studies were selected for final synthesis. Study quality was assessed using the MMAT, and data were analyzed through Braun and Clarke's thematic analysis. Findings: Social capital influences other forms of capital through three primary mechanisms: facilitating knowledge flows (for human and intellectual capital), creating psychological safety (for psychological capital), and strengthening value coherence (for spiritual capital). The strongest empirical evidence concerned the relationship between social capital and intellectual capital. Conclusion: Social capital functions not in parallel with, but as the foundation underlying other forms of capital, and should be considered as an antecedent variable in human resource policies. هدف: سرمایه اجتماعی به‌عنوان یکی از ارکان اصلی روابط انسانی، نقشی محوری در شکل‌گیری و بهره‌برداری از سایر سرمایه‌های سازمانی ایفا می‌کند. این پژوهش با هدف تبیین سازوکارهای اثرگذاری سرمایه اجتماعی بر چهار نوع سرمایه دیگر (انسانی، فکری، روانشناختی و معنوی) در بستر سازمان‌های ایرانی طراحی شده است. روش‌شناسی: پژوهش حاضر از نوع مرور نظام‌مند با رویکرد تحلیل محتوای کیفی است که بر اساس راهنمای PRISMA 2020 اجرا شده است. جستجو در شش پایگاه داده (Scopus، Web of Science، Google Scholar، ISC، NoorMags وSID) در بازه ۲۰۰۵ تا ۲۰۲۵ انجام شد. پس از غربالگری، ۶۵ مطالعه تجربی برای ترکیب نهایی انتخاب شدند. کیفیت مطالعات با ابزار MMAT ارزیابی و داده‌ها با روش تحلیل تم براون و کلارک تحلیل شدند. یافته‌ها: سرمایه اجتماعی از طریق سه سازوکار اصلی بر سایر سرمایه‌ها اثر می‌گذارد: تسهیل جریان دانش (برای سرمایه انسانی و فکری)، ایجاد فضای روانی امن (برای سرمایه روانشناختی)، و تقویت انسجام ارزشی (برای سرمایه معنوی). قوی‌ترین شواهد تجربی مربوط به رابطه سرمایه اجتماعی و سرمایه فکری بود. نتیجه‌گیری: سرمایه اجتماعی نه در عرض سایر سرمایه‌ها، بلکه در زیربنای آن‌ها قرار دارد و باید به‌عنوان متغیر زمینه‌ساز در سیاست‌گذاری‌های منابع انسانی مورد توجه قرار گیرد.

https://www.jmsmo.ir/article_253175_aba17ae560b0041b9c1ff4da56a586d3.pdf

Dr. Vahid Pourshahabi Modern Studies in Management and Organization 3092-6920 3 2 2026 09 17 Assessing the Impact of Reward Programs, Service Quality, and Digital Banking Services on Customer Loyalty ارزیابی تأثیر برنامه‌های پاداش، کیفیت خدمات و خدمات دیجیتال بانکی بر وفاداری مشتری 91 108 253190 10.22034/jmsmo.2026.557803.1043 EN Neda Zarin Negar Assistant Professor of Management Department, Binaloud Institute of Higher Education, Mashhad, Iran. 0000-0002-6611-9739 Mohsen Najafi PhD in Public Administration, Department of Public Administration, Faculty of Management, Central Tehran Branch, Islamic Azad University, Tehran, Iran. 0000-0003-1160-9615 Mahmood Azarkish Master of Business Administration, Management Department, Binalood Institute of Higher Education, Mashhad, Iran. 0000-0002-6611-9739 Journal Article 2026 04 14 Purpose: Customer loyalty is recognized as a critical component of banking success. This study aims to evaluate the impact of three key factors—customer reward programs, service quality, and digital banking services—on customer loyalty at Bank Melli Iran. Methodology: This applied research employed a descriptive-survey design. The statistical population comprised Bank Melli customers, with a sample size of 384 determined by Cochran's formula. Data were collected using a 25-item questionnaire, whose face and content validity were confirmed by expert review and construct validity through confirmatory factor analysis. Reliability was assessed via Cronbach's alpha. Data analysis was performed using SPSS (descriptive statistics) and Smart PLS (structural equation modeling). Findings: Results indicated that all three factors—customer reward programs (t = 10.543; β = 0.472), service quality (t = 3.403; β = 0.175), and digital banking services (t = 4.342; β = 0.228)—have positive and significant effects on customer loyalty. Conclusion: Banks can enhance customer loyalty by extending reward programs to digital customers, improving service quality dimensions, and developing user-friendly digital banking services. هدف: وفاداری مشتری به‌عنوان یکی از مؤلفه‌های حیاتی موفقیت بانک‌ها شناخته می‌شود. پژوهش حاضر با هدف ارزیابی تأثیر سه عامل کلیدی برنامه‌های پاداش مشتری، کیفیت خدمات و خدمات بانکداری دیجیتال بر وفاداری مشتریان بانک ملی ایران انجام شده است. روش‌شناسی: پژوهش از نظر هدف کاربردی و از نظر روش، توصیفی–پیمایشی است. جامعه آماری را مشتریان بانک ملی تشکیل می‌دهند و حجم نمونه بر اساس فرمول کوکران، ۳۸۴ نفر برآورد شد. داده‌ها با پرسشنامه ۲۵ گویه‌ای گردآوری شد که روایی صوری و محتوایی آن با نظر اساتید و روایی سازه با تحلیل عاملی تأییدی تأیید شد. پایایی ابزار با آلفای کرونباخ سنجیده شد. تحلیل داده‌ها با SPSS (آمار توصیفی) و Smart PLS (معادلات ساختاری) انجام شد. یافته‌ها: نتایج نشان داد هر سه عامل برنامه‌های پاداش مشتری (‎t = 10.543؛β = 0.472‎)، کیفیت خدمات (‎t = 3.403؛β = 0.175‎) و خدمات بانکداری دیجیتال (‎t = 4.342؛β = 0.228‎) تأثیر مثبت و معناداری بر وفاداری مشتریان دارند. نتیجه‌گیری: بانک‌ها می‌توانند با گسترش برنامه‌های پاداش به مشتریان دیجیتال، بهبود ابعاد کیفیت خدمات و توسعه خدمات بانکداری دیجیتال کاربرپسند، وفاداری مشتریان خود را ارتقا دهند.

https://www.jmsmo.ir/article_253190_8da91f941016f058125341f0cce9075e.pdf

Dr. Vahid Pourshahabi Modern Studies in Management and Organization 3092-6920 3 2 2026 09 18 A Practical Roadmap for Mitigating the Destructive Effects of Favoritism in Organizations: Thematic Analysis and Prioritization of Strategies نقشه راه عملی کاهش آثار مخرب پارتی‌بازی در سازمان‌ها: تحلیل مضمون و اولویت‌بندی راهکارها 109 139 253196 10.22034/jmsmo.2026.602093.1064 EN Akbar Zeiolabedini PhD in Human Resource Management, Faculty of Management, University of Tehran, Tehran, Iran. 0009-0008-4559-4208 Alireza Morovati PhD in Human Resource Management, Faculty of Management, University of Tehran, Tehran, Iran. 0009-0000-0510-3744 Journal Article 2026 07 24 Purpose: Favoritism, as a destructive organizational phenomenon, negatively affects opportunity allocation, recruitment, promotion, and employees' perceptions of justice. The existing literature predominantly focuses on consequences and fails to provide an integrated, prioritized picture of countermeasures. This study aims to identify, integrate, and prioritize strategies for mitigating the destructive effects of favoritism in organizations and to develop a practical roadmap. Methodology: This study is applied in purpose and employs a sequential exploratory mixed-methods design. In the qualitative phase, 147 articles published between 2015 and 2026 were analyzed using Braun and Clarke's (2006) thematic analysis. In the quantitative phase, the extracted themes were evaluated through a ranking Delphi procedure involving 14 experts and ranked based on importance, feasibility, and effectiveness. Expert consensus was assessed using Kendall's coefficient of concordance. Findings: Eight final themes were organized under the overarching theme of "Establishing Anti-Favoritism Organizational Governance." The top priority was "Establishing a Meritocratic System and Ensuring Equal Opportunity" (mean rank = 1.43), followed by "Managing Conflicts of Interest" (2.64), "Transparency and Traceability of HR Decisions" (2.93), and "Reducing Discretionary Authority" (3.29). Kendall's coefficient of concordance (0.289; χ² = 28.33; p < 0.001) was statistically significant. Conclusion: Sustainable counteraction against favoritism requires reforming the organizational decision-making architecture rather than merely adopting reactive measures. Meritocracy, conflict-of-interest management, transparency, and the reduction of discretionary authority should be positioned at the core of reforms, while ethical leadership, oversight, reporting mechanisms, and technology function as supporting layers. هدف: پارتی‌بازی به‌عنوان یکی از پدیده‌های مخرب سازمانی، بر تخصیص فرصت‌ها، استخدام، ارتقا و ادراک عدالت کارکنان اثر منفی می‌گذارد. ادبیات موجود عمدتاً بر پیامدها متمرکز است و تصویری یکپارچه و اولویت‌بندی‌شده از راهکارهای مقابله ارائه نمی‌دهد. پژوهش حاضر با هدف شناسایی، یکپارچه‌سازی و اولویت‌بندی راهکارهای کاهش آثار مخرب پارتی‌بازی در سازمان‌ها و ارائه نقشه راه عملی انجام شده است. روش‌شناسی: پژوهش از نظر هدف کاربردی و از نظر روش‌شناختی، آمیخته اکتشافی متوالی است. در مرحله کیفی، ۱۴۷ مقاله منتشرشده در بازه ۲۰۱۵ تا ۲۰۲۶ با تحلیل مضمون براون و کلارک (2006) بررسی شدند. در مرحله کمی، مضامین استخراج‌شده در قالب دلفی رتبه‌ای در اختیار ۱۴ خبره قرار گرفت و بر اساس اهمیت، قابلیت اجرا و اثربخشی رتبه‌بندی شدند. هماهنگی دیدگاه خبرگان با ضریب توافق کندال سنجیده شد. یافته‌ها: هشت مضمون نهایی ذیل مضمون فراگیر «استقرار حکمرانی سازمانی ضدپارتی‌بازی» سازمان‌دهی شدند. اولویت نخست «استقرار نظام شایسته‌سالار و تضمین فرصت برابر» (میانگین رتبه ۱.۴۳) بود و پس از آن «مدیریت تعارض منافع» (۲.۶۴)، «شفافیت و قابلیت ردیابی تصمیمات» (۲.۹۳) و «کاهش اختیار سلیقه‌ای» (۳.۲۹) قرار گرفتند. ضریب توافق کندال برابر با ۰.۲۸۹ به دست آمد؛ آماره کای دو برابر ۲۸.۳۳ با درجه آزادی ۷ و سطح معناداری کمتر از ۰.۰۰۱ بود که نشان‌دهنده معناداری آماری توافق خبرگان است. نتیجه‌گیری: مقابله پایدار با پارتی‌بازی نیازمند اصلاح معماری تصمیم‌گیری سازمان است، نه صرفاً برخورد واکنشی. شایسته‌سالاری، مدیریت تعارض منافع، شفافیت و کاهش اختیار سلیقه‌ای باید در کانون اصلاحات قرار گیرند و رهبری اخلاقی، نظارت، گزارش‌دهی و فناوری به‌عنوان لایه‌های پشتیبان عمل کنند.

https://www.jmsmo.ir/article_253196_ecca151e0cde40c9637461f20bbcc73a.pdf