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Integrated Model of Municipal Employees' Efficiency and Performance Based on Transformational Leadership and Smart City Technologies
Maryam Shokri, Jafar Nasir Nateri,
Volume 14, Issue 1 (3-2026)
Abstract
Background and Objective
With the rapid expansion of smart city initiatives, municipal employees' productivity challenges have become a critical organizational and service delivery issue. This study aimed to design an integrated model of transformational leadership, smart city technologies, and organizational ergonomics to enhance the efficiency and performance of municipal employees in smart cities.
Methods
This mixed-methods study consisted of qualitative and quantitative phases. In the qualitative phase, in-depth interviews were conducted with 18 elite experts and senior managers, and data were analyzed using Braun and Clarke's six-phase thematic analysis (256 initial codes, 41 sub-themes, 4 main themes). In the quantitative phase, the conceptual model was tested through a researcher-developed questionnaire administered to 238 employees from Tehran Municipality District 8 (96.36% response rate). Data analysis was performed using PLS-SEM in Smart PLS 4 software with 5000 bootstrap subsamples.
Result
Qualitative analysis identified 4 main themes: transformational leadership, smart city technologies, organizational ergonomics, and employee efficiency/performance. Quantitative results demonstrated excellent model fit (R²=0.78, Q²=0.56, SRMR=0.051, NFI=0.95). All three dimensions had significant positive effects on efficiency; transformational leadership exhibited the strongest effect with a path coefficient of 0.46 (t=8.47, f²=0.42), identified as the primary predictor.
Conclusion
The integrated model of transformational leadership, smart city technologies, and organizational ergonomics provides an effective framework for analyzing and enhancing municipal employees' efficiency in smart cities. This approach is expected to improve service efficiency and citizen satisfaction. The findings underscore the need to shift from purely technology-driven approaches to a systemic, human-centered perspective integrating leadership, technology, and job design.
 

Analysis of the role of social capital development in improving the quality of nurses' performance (Case study of Markazi University of Medical Sciences and Health Services)
Amir Ehsan Zahedi,
Volume 14, Issue 1 (3-2026)
Abstract
Background and Objectives: Nurses, as the largest professional group in the health system, are affected by the level of communication and sharing networks in their work environments due to their constant contact with patients and other members of the treatment team. The aim of the study is to investigate the role of social capital on key indicators of nurses' performance.
Methods: The study is quantitative. The time frame of the study is spring and summer 2025. The population is nurses at the University of  Medical Sciences of Markazi Province, and a sample of 180  selected using a simple random method. Data analysis performed using structural equation modeling (SEM) using Smart PLS 3.0  software.
Results: Cognitive, relational, and structural dimensions of social capital have a positive effect on nurses' participation and social cohesion. The cognitive dimension has the greatest effect on social participation with a coefficient of 0.541. Social participation and cohesion also have a positive effect on nurses' retention and satisfaction. Social participation has a greater effect on retention with a coefficient of 0.641.
Conclusion: Explaining common goals, creating an atmosphere based on trust, mutual respect, and social support in the workplace, designing structures such as interdisciplinary work teams, and professional nursing networks can help increase social participation and cohesion among nurses and ultimately lead to increased job satisfaction and a desire to stay in the organization.
Predicting teachers' job vitality based on the variables of person-job fit, person-organization fit, workload, and job engagement (Case study: teachers in Ardakan City)
Fatemeh Beki, Hamid Rahimi,
Volume 14, Issue 2 (6-2026)
Abstract
Purpose: Job vitality is one of the most key psychological components in the workplace that is affected by several factors. The present study aimed to predict teachers' job vitality based on the variables of person-job fit, person-organization fit, workload, and job engagement.

Method: This study is quantitative in nature and applied in purpose. The statistical population of the study consisted of teachers in schools in Ardakan City, of which 263 people were selected using convenience sampling. The data collection tools included standard questionnaires of job engagement, job vitality, person-job fit, person-organization fit, and workload. Through Cronbach's alpha coefficient, the reliability of the person-organization fit questionnaire obtained equal to 0.72, person-job fit 0.80, workload 0.75, job engagement 0.795, and job vitality 0.84. Data analysis was performed using SPSS24 and Smart PLS software’s.

Result: The findings showed that all four variables of workload, person-organization fit, person-job fit, and job engagement have a significant effect on job vitality; however, according to the findings, job engagement (β=0.574) is the strongest positive predictor and workload (β=-0.098) is the main factor reducing job vitality in the study population..

Conclusion: Paying attention to the fit between the person with job and organization, enhancing job engagement, and reducing teachers' workload can be used as key strategies to improve motivation and vitality in the education system, and the results of this study can also be a guide for education managers to improve the work climate and enhance the psychological capabilities of teachers.


 

Developing a Structural Model of Employee Psychological Well-being Based on Occupational Stress, Personality, and Psychological Capital
Somaye Zarei Fathabadi, Maryam Khosravizad, Maryam Damarchiloo, Masumeh Damatlu Abhari,
Volume 14, Issue 2 (6-2026)
Abstract
Background and Objective: Hospital environments, due to the nature of their services, are considered among the most stressful work environments, which pose a serious challenge to the mental health of employees. This study was conducted with the aim of designing and testing a structural model of psychological well-being among the clinical and administrative staff of Milad Hospital in Tehran. Given the study's focus on a specialized medical center, the results are more generalizable to similar hospital environments, and caution should be exercised in generalizing them to other sectors of the healthcare system.
Methods: This study employed a mixed-methods (sequential exploratory) approach. In the qualitative phase, using interpretive phenomenology and 16 in-depth interviews with experts, the main goal of this study was to examine the impact of living environments, analyzed using MAXQDA 2020. In the quantitative phase, based on the qualitative findings, a 30-item questionnaire was developed and distributed among 300 hospital employees. Data analysis and fitting of the final model were performed using Covariance-Based Structural Equation Modeling (CB-SEM) in LISREL 8.8 software.
Results: In the qualitative phase of the study, three main themes—personality traits, psychological capital, and job stress—were identified, along with a total of 30 sub-themes. The results of the quantitative model testing indicated that the conceptual model demonstrated a good fit (χ²/df = 2.36, CFI = 0.93, RMSEA = 0.063). The findings confirmed that psychological capital (β = 0.48) and personality traits (β = 0.41) had positive and significant effects, while job stress (β = -0.33) had a negative and significant effect on psychological well-being (p < 0.001).
Conclusion: The results of this study emphasize the necessity of moving from approaches merely based on efficiency and performance control (tool-based management) toward human-centered approaches in healthcare human resource management.
 

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