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This study aims to compare the social support among patients with schizophrenia or methamphetamine dependency with healthy individuals.

Using convince sampling, the authors recruited 80 patients (schizophrenia, n = 40; methamphetamine dependency, n = 40) and their companions (healthy individuals, n = 40) who were referred to a psychiatric hospital in a cross-sectional study in Sari, Iran. In in-person interviews, the authors collected data on demographic characteristics and measured social support using a standardized questionnaire.

The three groups were similar regarding age and marital status, but different in gender distribution (p = 0.001). The average social support score was 58.0 in the schizophrenia group and 42.3 in the methamphetamine-dependent group, both significantly lower than 63.6 in the healthy group (p = 0.001). The social support scores in schizophrenia and methamphetamine-dependent groups were significantly lower than those in the healthy group across all subgroups of gender (p < 0.04), age (p < 0.05) and marital status (p < 0.001). The methamphetamine-dependent group had the lowest score overall and across all demographic groups and social support subdomains.

This study had two main limitations. First, the study samples were from one city and one hospital in the north of Iran and so may not be generalizable to other population and settings. Second, the authors did not study the causes or predictors of low social support like social stigma which should be studied in future studies.

Despite the limitations, this study found low social support for people diagnosed with schizophrenia or methamphetamine dependency. Intervention to increase social support for them, especially for those with substance use, is required.

Nowadays, the tourism industry is considered the largest and most diverse industry in the world, which can play a significant role in the economic growth and development of a country as the main source of income and employment. In this regard, the purpose of this study is to focus on evaluating the competitiveness indicators of Shiraz city tourism destination based on a combined model.

For this purpose, a questionnaire with 78 questions was used to evaluate the indicators, in which a total of 1,432 tourists participated, including 927 domestic tourists and 505 international tourists. The collected data were analyzed to determine the hierarchical relationship between the indicators using equation structural modeling.

The research findings indicate that the most effective and influential indicators in the field of tourism competitiveness are natural and handmade resources, and the most influential factors are demand conditions and cultural and natural resources. In this hierarchy, each factor affects its previous level and influences the next level.

This study offers significant potential for uncovering credible and robust approaches to further investigate the contextualization of tourism competitiveness on both national and international scales, thereby generating valuable new insights. By conceptualizing the diverse dimensions of tourism competitiveness and delving into the variations in its impacts across multiple levels, this research not only challenges existing notions but also aids destinations in maintaining and enhancing their market position and share over time. This study offers valuable insights and practical implications for both researchers and practitioners in the field of urban tourism. It enhances the understanding of destination competitiveness, informs policy decisions, facilitates benchmarking and best practices, guides strategic decision-making and promotes sustainable tourism development.

Considering innovation and its improvement as an essential strategy to enable organizations to continue their lives in the new competitive environment leads to a focus on employees' self-development as a factor that affects human resource agility (HRA) and the tendency toward organizational innovation. Consequently, the purpose of the study was to explain the impact of self-development on the tendency toward organizational innovation with the role of the mediator, HRA in higher education institutions as one of the most important and vital organizations in any society.

The study was an applicable one with the quantitative approach using the descriptive–correlative method. The population consisted of 477 nonacademic employees of Kharazmi University among whom 214 ones were selected as the sample group, using a simple random sampling technique. Data were collected through the self-development, HRA and the tendency toward organizational innovation questionnaires and then analyzed using the structural equation modeling approach.

The study findings revealed a positive impact of self-development on the HRA (γ = 0/79) and HRA on the tendency toward organizational innovation (β = 0/6). Also, self-development with mediating HRA impacts the tendency toward organizational innovation (β = 0/58). Finally, self-development had no direct impact on the tendency toward organizational innovation.

Taking the circumstances of doing this research into consideration, if there were the opportunity to do the research on the staffs of more than one university simultaneously and categorize the university staff into executives, managers and experts, more favorable results could be achieved. Also, considering group and organizational factors with the attention to the self-development approach and its factors would provide more awareness-training information on the higher education system in Iran. For future researches, both the individual and group factors are suggested to be surveyed and compared, to assess the weight and impact of these factors all together and to provide an adequate clarification of the role of the group and the organization. Finally, in future studies, it is also recommended that a qualitative approach be used to reach deeper clarifications on the aspects of these variables in the context of higher education.

These findings have major practical implications concerning the higher educational settings. The findings of this study must give significant and practical insights for policymakers of universities and other higher education stakeholders, as well as recommendations to the academic community for further research in this area. First, they should recognize that nonacademic staff members are professional employees who contribute to improving organizational innovation. Higher education must focus on designing and implementing successful mechanisms and a well-planned self-development program that can help and promote the self-development approach among all staff. If the above-mentioned programs are designed based on the employees' needs analysis, they will get trained in a way to enhance mental and behavioral flexibility. The programs with such an approach can result in the proactive, adaptive, resilient behavior and agility of HR.

The model for this study has integrated and prioritized the key innovation drivers that would help universities design, adopt and implement policies and practices that facilitate and encourage improvements and adaptation to a fast-paced environment. Furthermore, the convincing reason for the significance of the current research is that although several types of research have been carried out on each of these three variables in different contexts separately, very few studies, like this, have directly examined the correlation between these three variables among the non-academic staff in higher education institutes. So, given the importance of the issue and rare availability of evidence in this regard, the authors were intrigued to discover whether the self-development through the mediation of HRA could reinforce and strengthen the tendency toward organizational innovation and whether HRA could be an appropriate mediator of the relationship between self-development and the tendency toward organizational innovation among the nonacademic staff of Kharazmi University as one of the most prestigious and celebrated universities in Iran.

This paper aims to investigate whether the interaction between vitamin D receptor (VDR) FokI polymorphism and dietary patterns is associated with metabolic syndrome (MetS) and its components.

In total, 304 Iranians were enrolled in this cross-sectional study. Dietary patterns were identified using factor analysis. Fasting serum glucose and lipid profile were also assessed. FokI polymorphism of the VDR gene was genotyped using the restriction fragment length polymorphism method.

Individuals in third tertile of “Unhealthy Patterns had greater odds for MetS (odds ratio: 2.9; 95 per cent CI: 1.3, 6.1; P for trend = 0.03) compared to those in first tertile. Significant results disappeared after controlling for covariates (p = 0.09). There was no significant relationship between adherence to ‘Healthy Pattern’ and odds of MetS (p = 0.55). There were not any interactions between FokI polymorphism and major dietary patterns associated with MetS.

No evidence found for the interaction between polymorphism FokI and major dietary patterns associated with MetS and its components in Iranian subjects. Genome-wide association techniques are needed to assess the direct effect of this polymorphism on MetS.

The purpose of this paper is to present a method to find a generally accepted employee engagement scale, particularly in the presence of various alternatives and objectives.

To find the measurement scales, seminal works encapsulating organizational engagement, job engagement and work engagement in Cinhal, PsycINFO and ABI/INFORM database have been reviewed. For finding the optimal choice from available scales, multi-criteria decision-making (MCDM) method was used.

An agreed-upon measurement scale is achievable through the knowledge of alternatives and consequences, as well as consistent preference ordering and a decision rule. However, choice of the most effective scale varies according to the preference of decision makers.

This study proposes MCDM method as an intervention for practitioners who aim to assess the level of employee engagement in their organizations. It also provides a decision-making method to scholars to surmount conflicting objectives in their measurement.

While previous studies have developed manifold measurement scales, there is no study to indicate which scale best measures employee engagement. This paper attempts to define how to choose one scale among the various existing gauges of engagement.

The elevated white blood cells (WBCs) count has been reported to be a predictor of cardiovascular diseases, diabetes, hypertension and metabolic syndrome. This study aims to determine the associations between WBCs count and obesity in apparently healthy young adults.

In this cross-sectional study, the authors evaluated the body mass index (BMI) in 392 apparently healthy young adults of both sexes. The WBCs count was measured using standard counter techniques. The inclusion criteria were the agreement to participate in the study, between 18 and 25 years of age, lack of self-reported diseases such as cardiovascular diseases, hypertension, kidney and infectious diseases.

According to the BMI classification, underweight and overweight or obesity were observed in 14.58 and 11.48 per cent of young adults, respectively. The mean WBC was 6.5 ± 1.5 (×10³ cells/µL). Higher values of WBCs were found in women than in men (p = 0.02). The young adults with higher BMI had a higher WBCs count. There was a positive correlation between WBCs count and weight and BMI (r = 0.19 and r = 0.22, p < 0.001, respectively).

This research was a cross-sectional study. Future studies are suggested using longitudinal studies to examine more relationships between obesity and WBCs count in apparently healthy young adults.

The results of this study provide evidence for weight management in this age group to reduce diseases associated with increased WBCs count.

The WBCs count was related to increasing levels of BMI per cent 2 C even in the normal range.

Currently, the health system is a treatment-oriented system focused on service providers. In this system, the main focus is on the health market, with little attention on insured. One way to get out of existing conditions is to empower the insured in order to involve them actively in maintaining and improving health. The paper aims to discuss these issues.

This qualitative study was done using the content analysis method. Based on the purposive sampling method and theoretical saturation criterion, 24 individuals including 12 health insurance experts and 12 insured participated in the study in 2018. The semi-structured interview method was used to collect data. Data were analyzed using MAXQDA10 software.

Having analyzed the interviews, 750 codes were obtained. These codes were categorized into two categories of “insurance experts” and “insured” and ten subcategories of “informing and educating, cost reduction, intersectional activities, expectations from the insured, services package, access to services, inability to pay costs, participation, and expectations from the insurance organization.”

This qualitative study was conducted to assess and determine the effective strategies for empowering the insured under health insurance. The results of this study are helpful to the health insurance organizations and health decision makers to detect the effective ways to develop the quality of insurance services, improve the status of insured, and increase access to health care goods and services.

Does the long-term growth rate of a firm increase by exporting? If yes, how large is that increase in a developing economy? The paper aims to discuss this issue.

The authors incorporate data from the manufacturing plants in Iran as a developing economy for 2003–2011 to address this question. Using fixed effect panel and propensity score matching method, the authors examine whether exportation can affect a firm’s growth rate to test for the learning to grow hypothesis.

The findings document that: not only the exporters are larger and more productive than non-exporters, but they also grow faster in size and productivity measures as well. Additionally, the authors find that the rise in the growth rate is a short-term phenomenon and it disappears in the second year; meaning that exportation does not have a permanent growth effect. The findings are consistent with a spot effect of learning, compared to a permanent growth engine. Results are robust to different analysis tests.

The authors investigate the learning effect of exporting within recently released firm-level data of a developing country.