This paper is devoted to the determination of the dispersive component of the surface energy of two boron materials such as h-BN and BPO₄ surfaces by using the inverse gas chromatography (IGC) at infinite dilution. The specific interactions and Lewis’s acid-base parameters of these materials were calculated on the light of the new thermal model concerning the dependency of the surface area of organic molecules on the temperature, and by using also the classical methods of the inverse gas chromatography as well as the different molecular models such as Van der Waals, Redlich-Kwong, Kiselev, geometric, Gray, spherical, cylindrical and Hamieh models. It was proved that h-BN surface exhibits higher dispersive surface energy than BPO₄ material.

The specific properties of interaction of the two boron materials were determined. The results obtained by using the new thermal model taking into account the effect of the temperature on the surface area of molecules, proved that the classical IGC methods, gave inaccurate values of the specific parameters and Lewis’s acid base constants of the solid surfaces. The use of the thermal model allowed to conclude that h-BN surface has a Lewis basicity twice stronger than its acidity, whereas, BPO₄ surface presents an amphoteric character.

This issue offers an in-depth examination of several facets of human resource management along with an engaging discourse on a wide range of issues pertaining to human resource management across several sectors, including the healthcare, services, and educational sectors. More specifically, the papers in this issue highlight common and contemporary issues in human resource management and offer solutions. They also elaborate on the impact of numerous elements on different behaviors or performances related to human resource management.

This paper discusses the dawn of cognitive neuroscience in management and organizational research. The study does that in two tiers: first, it reviews the interdisciplinary field of organizational cognitive neuroscience, and second, it analyzes the role organizational cognitive neuroscience (OCN) could play in reducing counterproductive workplace behaviors (CWB). Theoretically, the literature has established the benefits of a neuro-scientific approach to understanding various organizational behaviors, but no research has been done on using organizational neuroscience techniques to study counterproductive work behaviors. This paper, however, has taken the first step towards this research avenue. The study will shed light on this interdisciplinary field of organizational cognitive neuroscience (OCN) and the benefits that organizations can reap from it with respect to understanding employee behavior. A research agenda for future studies is provided to scholars who are interested in advancing the investigation of cognition in counterproductive work behaviors, also by using neuroscience techniques. The study concludes by providing evidence drawn from the literature in favor of adopting an OCN approach in organizations.

Iran has one of the oldest civilizations in the world, and many elements of today’s urban planning and design have their origins in the country. However, mass country-city migration from the 1960s onwards brought enormous challenges for the country’s main cities in the provision of adequate housing and associated services, resulting in a range of sub-standard housing solutions, particularly in Tehran, the capital city. At the same time, and notably in the past decade, Iran’s main cities have had significant involvement in the smart city movement. The Smart Tehran Program is currently underway, attempting to transition the capital towards a smart city by 2025. This study adopts a qualitative, inductive approach based on secondary sources and interview evidence to explore the current housing problems in Tehran and their relationship with the Smart Tehran Program. It explores how housing has evolved in Tehran and identifies key aspects of the current provision, and then assesses the main components of the Smart Tehran Program and their potential contribution to remedying the housing problems in the city. The article concludes that although housing related issues are at least being raised via the new smart city technology infrastructure, any meaningful change in housing provision is hampered by the over centralized and bureaucratic political system, an out of date planning process, lack of integration of planning and housing initiatives, and the limited scope for real citizen participation.

The main purpose of this study is to investigate the effect of environmental transformational leadership on organizational citizenship behavior through the mediating role of perceived meaningful work in Tehran District 22 Municipality. The study population in this study is the employees of the municipal district of District 22 of Tehran. The number is about 400 people, and the sample size was obtained according to Cochran’s 196 formula. The research method in the present study is applied in terms of purpose and descriptive in terms of implementation method. The Kolmogorov-Smirnov test was used to test the normality of the data, which proved with 95% confidence that the variables had an abnormal distribution. Therefore, due to the abnormality of the data distribution, Pls software was used to analyze the data. The results showed that environmental transformational leadership has an effect on organizational citizenship behaviors.

The aim of this paper is to consider the mental and physical wellbeing of employees through a lean-inspired People Value Stream lens. Poor well-being is a major cause of reduced productivity for organisations and a drain on healthcare services. We develop a conceptual approach as to how the interrelated spheres of mental and physical health might be dramatically improved through the lean, proactive intervention of employees. This requires the creation of a self-reliant wellness approach by focusing on an individual's meaning and goals and their consequent overall wellness and motivation. This involves assessing their mental and physical ‘flow’ during their career and how individuals can take control of their own wellbeing with the support of their team and wider organisation. Attention to this flow will help employees achieve what they want more quickly and effectively, with consequent benefits to their team and the organisation. We show how this can be achieved from a conceptual point of view and with a practical example. This is the first flow to be considered in detail within the People Value Stream approach. This provides a framework to completely rethink mental and physical wellbeing from the viewpoint of the individual rather than the organisation.