Abstract Knowledge sharing is one of the essential processes for implementing knowledge management and it would be accruing when helping others or learning for new capabilities. Nowadays, using organizational knowledge and sharing knowledge among knowledge-oriented organizations, employees has been considered to be a competitive advantage and along maintaining them. In order to achieve better situations and status, organizations and institutions follow some models and solutions to identify and simulate knowledge sharing motivational policies. Therefore this study was defined and presented to examine knowledge sharing motivational factors in organization. So, we aimed to examine knowledge sharing motivational factors using system dynamics method. At the beginning, we identified knowledge sharing motivational and non-motivational factors based on literature review and interviewing experts. Then, dynamic model was drawn based on dynamic systems methodology. After validating and verifying the model, research questions were answered in conclusion chapter.

Abstract Organizational cynicism as one of the main problems of current organizations, has many negative consequences for the organizations in personal and organizational level. Therefor studying solutions for diminishing this phenomenon, is vital. Considering importance of ethical concerns in organizations, this paper studies the impact of ethical leadership on decreasing organizational cynicism directly and through the ethical climate. Cultural Heritage and Tourism Organization of Zanjan form the research population. Data gathered by standard questionnaire has been analyzed using structural equation modeling. Results show that there is not significant (direct negative) effect between ethical leadership and organizational cynicism, but if ethical leadership set the stage for flourishing ethical climate, it can decrease organizational cynicism. In this regard, the positive direct impact of ethical leadership on ethical climate has been confirmed.

Abstract This article investigates the effect of human capital on social capital. The ‎sample includes the employees of National Petrochemical Company and the ‎required data were collected by questionnaire. Trust, civil participation and ‎leadership, voluntariness, informal social relations and diversity in friendship ‎were considered for measuring social capital. Also experience, education, ‎creativity, skill and health were used to measure human capital. The results ‎showed that social capital will be increased by investment on human capital, ‎and one of the best ways to achieve that, is investment on education because it ‎has great effect on all factors of social capital. ‎