Journal of Management and Business Solutions

This study aims to examine the impact of organizational communication on innovation within startups, with a focus on how communication channels, culture, and organizational support influence the innovation process. A qualitative research design was employed, utilizing semi-structured interviews as the primary data collection method. A purposive sample of 26 participants from startups in Tehran, including employees, managers, and founders, was selected. The interviews were analyzed using NVivo software, employing thematic analysis to identify patterns and themes related to communication practices and innovation. Theoretical saturation was reached after conducting 26 interviews, ensuring the robustness of the findings. The study found that both formal and informal communication channels significantly contribute to fostering innovation in startups. Formal communication, such as meetings and reports, provides structure and alignment, while informal communication encourages creativity and spontaneous idea generation. Organizational culture, characterized by openness, transparency, and trust, was identified as a key driver of innovation, as it facilitates collaboration and knowledge sharing. Additionally, organizational support in the form of resource allocation, dedicated time for innovation, and recognition of creative efforts was crucial for fostering an innovative environment. Organizational communication plays a critical role in driving innovation within startups. By optimizing communication channels, fostering an open and supportive culture, and providing resources for innovation, startups can enhance their capacity for creativity and problem-solving. These findings contribute to the growing body of literature on the intersection of communication and innovation, particularly within the unique context of startups.

The objective of this study was to explore the key factors influencing employee retention in the tech industry in Shiraz, focusing on workplace environment, career development opportunities, and compensation and benefits. This qualitative study employed semi-structured interviews to collect data from 25 employees working in tech companies based in Shiraz. Participants were selected through purposive sampling to ensure diversity in job roles, including software developers, project managers, and technical support staff. Data were analyzed using NVivo software, following a thematic analysis approach, which allowed for the identification of key themes and subthemes related to factors affecting employee retention. The findings revealed that a positive workplace environment, characterized by inclusive company culture, supportive leadership, and a healthy work-life balance, was crucial for employee retention. Additionally, career development opportunities, such as clear paths for promotion and skill development, were identified as key retention factors. Compensation, including competitive salaries, bonuses, and comprehensive benefits, was also critical in retaining employees. Participants highlighted the importance of job security, career growth, and recognition programs as factors that significantly influenced their decision to stay with their employer. Employee retention in Shiraz’s tech industry is largely influenced by the workplace environment, career development opportunities, and compensation packages. Organizations that offer a positive work culture, leadership support, career growth opportunities, and competitive compensation are more likely to retain their employees. Tech companies in Shiraz should focus on enhancing these factors to improve retention and reduce turnover.

This study aims to explore the role of emotional intelligence (EI) in effective conflict management in the workplace, examining how EI influences conflict resolution strategies and workplace dynamics. A qualitative research design was used, with data collected through semi-structured interviews from 23 participants employed in various organizations in Tehran. The participants were selected based on their involvement in conflict management at work. Thematic analysis was employed to analyze the data, utilizing NVivo software to identify key themes related to emotional intelligence and conflict management. The study continued until theoretical saturation was achieved, ensuring a comprehensive understanding of the role of EI in resolving workplace conflicts. The findings reveal that emotional intelligence, specifically the components of self-awareness, self-regulation, empathy, motivation, and social skills, plays a crucial role in managing conflicts effectively. Participants highlighted the importance of emotional regulation in preventing escalation, empathy in fostering trust and collaboration, and social skills in facilitating open communication during conflicts. High EI individuals were more likely to adopt cooperative conflict management strategies, leading to more positive outcomes. Furthermore, the study found that EI contributed to stronger interpersonal relationships and a more supportive work environment, enabling better conflict resolution practices. The study concludes that emotional intelligence significantly enhances conflict management in the workplace by promoting emotional regulation, empathy, and effective communication. Organizations that foster emotional intelligence among their employees are better equipped to handle conflicts constructively, leading to improved workplace dynamics and organizational success. These findings suggest that EI training should be integrated into conflict management strategies to improve overall organizational performance.

This study aims to explore sustainable business practices in the hospitality industry in Tehran, focusing on the adoption, implementation, and challenges of sustainability strategies from the perspective of hospitality professionals. A qualitative research design was employed, utilizing semi-structured interviews to gather in-depth insights from 25 participants working in various roles within the hospitality industry in Tehran. Participants included hotel managers, sustainability officers, and other stakeholders with at least one year of experience in the industry. The data were analyzed using thematic analysis, facilitated by Nvivo software, to identify key themes related to sustainable practices, challenges, and opportunities in the hospitality sector. The study identified five key themes: sustainable practices in operations, employee engagement, guest involvement, financial impacts, and the regulatory framework. Common sustainable practices included energy management, waste reduction, water conservation, and green procurement. The findings revealed that leadership support and employee engagement were critical factors in the successful implementation of sustainability practices. Additionally, while guests expressed interest in sustainability efforts, financial barriers and a lack of regulatory pressure were significant challenges faced by organizations in adopting green practices. This study highlights the importance of leadership, employee engagement, and guest involvement in promoting sustainability in the hospitality industry. Despite the challenges related to costs and resource availability, the long-term benefits of sustainable practices, such as cost savings and improved brand reputation, were acknowledged by participants. Hospitality organizations are encouraged to prioritize sustainability through clear leadership commitment, staff education, and guest engagement.

This study aims to explore the key factors influencing employee motivation and engagement in remote work environments, with a specific focus on employees working remotely in Kashan, Iran. A qualitative phenomenological research design was employed to investigate the lived experiences of 22 remote employees. Participants were selected through purposive sampling to ensure relevance to the study's focus. Semi-structured interviews were conducted to collect data, with each interview lasting approximately 45-60 minutes. Thematic analysis was performed using Nvivo software to analyze the data, with theoretical saturation reached when no new themes emerged. The findings revealed that remote work offers significant motivational benefits, including increased autonomy, flexibility, and opportunities for personal growth. However, challenges such as isolation, lack of structure, and difficulties in managing work-life boundaries were also identified. Recognition and rewards, as well as regular communication with supervisors and colleagues, were key factors contributing to employee engagement. The study found that employees who felt connected to their team and the organization, despite remote work, reported higher levels of engagement. Additionally, effective use of technology and resources played a critical role in supporting remote workers' motivation and engagement. The study highlights the complex interplay between autonomy, flexibility, communication, and support in fostering employee motivation and engagement in remote work environments. While remote work offers several motivational benefits, organizations must address the challenges of isolation and lack of structure to maintain high levels of employee engagement. Strategies such as regular feedback, team-building activities, and clear work-life boundaries are essential for optimizing remote work practices.

This study aims to explore the key factors influencing leadership styles in Tehran, Iran, within the context of an emerging market, focusing on personal traits, organizational culture, and external market forces. A qualitative research design was employed, utilizing semi-structured interviews with 19 leaders from various sectors in Tehran. Data were collected until theoretical saturation was reached, and NVivo software was used for data analysis. The participants represented a mix of male and female leaders with varying levels of experience and organizational contexts, ranging from the public to private sectors. The findings revealed that transformational leadership was the dominant style, particularly in organizations with a collaborative culture. Leaders with high emotional intelligence and self-awareness were more likely to adopt transformational leadership, while transactional leadership was prevalent in more hierarchical organizations. Organizational culture, availability of resources, and external market forces such as economic instability and political challenges were significant factors influencing leadership behaviors. External factors such as competition and market conditions also shaped how leaders in Tehran adapted their leadership styles to navigate complex environments. The study concludes that leadership styles in Tehran are influenced by a complex interplay of personal traits, organizational culture, and external market forces. While transformational leadership is common, leaders in more hierarchical or resource-constrained organizations tend to adopt transactional leadership. The study emphasizes the need for leadership development programs that enhance emotional intelligence and adaptability, especially in dynamic and volatile environments like emerging markets.