---

 The purpose of this study was to investigate the conceptual model of the impact of leadership styles on succession in the Ministry of Sports and Youth of Iran: the mediating role of the manager's competent. The present study is descriptive-correlational and it is a causal type. The statistical population of this study consisted of all employees of the Ministry of Sports and Youth in 2019 to 890 people (569 men and 321 women). Based on the Morgan table, we selected 268 persons via nonrandom convenience sampling. The research tools consisted of Likert surveys for leadership styles (1998), Competence of Managers (Mohamadi et al, 2014) and Kim’s succession planning survey (2006). The Pearson correlation coefficient, t-sample correlation tests are used by SPSS and Lisrel software. The results showed that the trajectory coefficient of leadership styles on succession parenting is more than 0.412. The path coefficient for managers' competence on succession is equal to 0.952. The path coefficient for leadership styles on the competence of managers is more than 0.506 and these values ​​are positive and significant and the competence of managers in influencing leadership styles on succession in the ministry Sports and youth in Iran are a minor mediator.

---

The present study aimed to identify Factors On talent management in the Ministry of Sports and Youth of the Islamic Republic of Iran Done. The research method was mixed (qualitative-quantitative), in the qualitative part the qualitative content analysis method was used with inductive approach and in the quantitative part the descriptive-survey method was used. Participants in the qualitative section were sports management experts and specialists, and the statistical population in the quantitative section included the staff of the Ministry of Sports and Youth. Sampling method in Qualitative Part Targeted in terms of theoretical type, it was used with 15 people and in the quantitative part, it was simple random that 287 people were selected as a statistical sample for the study. The data collection tool was semi-structured in the qualitative part of the interview and a researcher-made questionnaire in the quantitative part. The validity and reliability of research data collection tools were confirmed; data analysis was performed through heuristic factor analysis in SPSS20 software. The results showed that the factors affecting talent management include conceptual, strategic, cultural, discovery and absorption, evaluation, training and development, retention, structural, political, information and communication, functional factors.

---

The aim of this study was to test the fit of the structural model of the relationship between green human resource management and environmental performance of the staff of the Ministry of Sports and Youth mediated by environmentally friendly behaviors. The research method was descriptive-correlational and was done by modeling structural equations in the maximum likelihood method. The statistical population included all employees of the Ministry of Sports and Youth and 261 subjects were selected by available sampling method. For data collection, Farokhi et al.'s Green Human Resource Management Questionnaire (2017), Shah Veisi Environmental Performance Questionnaire (2014), and Thompson and Burton Environmental Friendly Behavior Questionnaire (1994) were used. Data analysis was performed using structural equation modeling through SPSS and AMOS software at a significant level of 0.05. The results showed that the path coefficient between green human resource management and environmentally friendly behavior as well as between environmentally friendly behavior and environmental performance is significant and the path coefficient between green organizational resource management and environmental performance is not significant. The results of goodness-of-fit indices showed that the hypothesized research model fits with the research data. Finally, the results obtained from the bootstrap method showed that there is a significant indirect relationship between green human resource management and environmental performance through the structure of environmentally friendly behavior, but its mediating role was not confirmed. Compensation programs can lead to the realization of green human resource management programs in employees and increase the level of environmentally friendly behaviors.

---

The purpose of the present study was to analyze the status of knowledge management in the Ministry of Sport and Youth Affairs as a public authority and main body of sport in Iran. The present study was carried out by exploratory mixed method in two qualitative and quantitative phases and sequentially. The statistical population of the study consisted of expert managers and knowledgeable about the concept of knowledge management in this ministry that finally 18 people were selected as the sample using purposive sampling method. The method of data collection is mixed. In the qualitative section, using in-depth interviews and theoretical saturation method, strengths, weaknesses, opportunities and threats of the knowledge management system in the Ministry of Sports and Youth were identified based on the KAFRA model and a research questionnaire was prepared based on this. Content validity and reliability of the questionnaire were confirmed by experts and Cronbach's alpha coefficient, respectively. Then, in the quantitative part, the Analytic Hierarchy Process (AHP) was used to calculate the weight and importance of each of the identified criteria and sub-criteria. The results showed that threats in the Ministry of Sport and Youth are the most important ones, followed by weaknesses, strengths and opportunities. Lack of adequate laws to protect the knowledge-based organization was identified as the most important threat, which indicates the need to pay more attention to the legal infrastructure of knowledge management.