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 The main purpose of this research is to demonstrate the importance of ethical leadership in a learning organization. The main question is whether the ethical leadership in a learning organization can play a role? And if it is, what is the influence. In this regard, to answer the question, dimensions of the Learning Organization were evaluated based on the Peter Senge's model. In addition, for the assessment of ethical leadership, several key indicators of the ethical leadership from the most ancient Iranian leadership philosophy is used .Data collection tools, is a questionnaire containing 47 questions. The first 26 questions is related to the dimensions of a learning organization .And 21 of the last question is related to ethical leadership. The population was 340. And 210 questionnaires were distributed and 180 questionnaires were collected .To ensure sampling adequacy and appropriateness of factor analysis, KMO and Bartlett's test was used. The sample size was sufficient. Factor analysis was used to identify the appropriate structure. To ensure that each of these variables is major factors, the factor analysis was used. Research hypotheses using Spearman correlation test, all were confirmed. In other words, there is a positive and significant relationship between all aspects of learning organization and ethical leadership. The highest correlation is between mental models and moral leadership. And the lowest correlation is between ethical leadership and shared vision

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The aim of this study isto evaluate the employee's attitude toward knowledge sharing. In other words, the factors influencing people's attitudes toward knowledge sharing were identified. The research method is descriptive correlative and causal-comparative. The Statistical population are all employees of Oil Industry Pension Fund (N = 331). And the statistical sample (n = 123) were randomly selected and finally 106 questionnaires were answered. To determine the validity of the study, expert’s opinions were collected. And in the design and development questions, comments professors were applied. Also Cronbach's alpha was used to measure the reliability of the questionnaire. And obtained coefficient (92/3) showed that the questionnaire has good reliability. The results show that attitudes about knowledge sharing that the majority of the fund's employees (72 percent) have been positive terms about knowledge sharing. According to the study, There is a significant relationship between cultures (with a correlation coefficient 2/23), Structure (6/32), leadership (5/27), teamwork (5/39) and social trust (9/33) with an attitude of knowledge sharing. And personal characteristics (gender, age, education, work experience, job) did not show a significant relationship with attitude and knowledge sharing

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The purpose of this study has been evaluating and testing organizational agility model for the Iranian pension funds. In fact, the fundamental questions are: what are the dimensions and components of organizational agility for the studied organizations? How the retirement organization could be agile and what are its characteristics? In order to answer these questions, at first by reviewing the literature, studying the research relevant to agility, a framework was provided. Then, the relationship between variables and facts inferred, by using factor analysis and the application of smart PLS, was tested and approved. And finally the proposed model was presented with the following component dimensions: Leadership Agility (with five components of setting agility background, creating collaboration, creativity, self-leadership, creating synergy); agility in service delivery (with four components of speed, competence and quality, flexibility and innovation, accountability); workforce agility (with four components of intelligence and knowledge, flexibility, cooperation, competence); cultural agility (with five components of cooperation and training, flexibility, competence, innovation and creativity, transparency and trust); Agility of organizational factors (with three components of flexible structure, clear and smooth rules and instructions, modern methods and processes), agility in communication and information technology (with two components of high-speed and updated hardware and infrastructure, software and appropriate and timely programs).