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Language as a social phenomenon is associated with the construction of social and community values; an interactive and two-way communication, so that either language has an impact on the social construction, and social context and environment have influences on language. In some cases, language differences may lead to differences in perception of the world. The main goal of this paper is Comparative investigating the function of language in justice development (called: Linguistic Justice). The results showed that in lingual justice approach, justice is built based on the language constructs, and it develops and strengthens the linguistic capabilities of every society. Therefore, to achieve a just society, using of just words, and just language as well as understanding the concepts of justice are more emphasized. Use of degrading words for highlighting of humane defects or showing the influence and power are forbidden and enrichment of language by justice words is very important as a main agenda. In other words, stigmatizing language, which is based on detecting of rebuke differences of people and setting a hierarchy of power, will be against the requirements of lingual justice.

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This research answers to three main questions:  what, why, and how to develop evidence-based human resource management. A systematic review (SR) is used in literature review and qualitative interpretative meta-synthesis (QIMS) in synthesis and interpretation of data. 25 original articles were selected during the search, synthesis, and interpretation process, which eventually led to uptake of five dominant views about the concept of evidence-based human resource management (EBHR). Also, using this approach we found that it will improve the organization's outcomes and increase its competitiveness. Finally, by referring and exploring the literature on how to develop this approach in medical and health care field, we provide a framework for developing the model that is consist of thee sectors: process of evidence-based practice in human resources, influential factors or organizational determinants, and external factors or determinants. Each of these sectors will improve and develop evidence based practice approach in human resources management.
 

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Jihadi management is a set of features along with managerial scientific structure and revolutionary and Velayati values to make a very strong driving force for the country to pass crises. Concerning its importance, present paper identifies the traits of Jihadi management in improving managers’ performance.
Current study is a survey for which a questionnaire is used to gather data. To realize research aims, 384 middle and operational managers in companies and organizations in Tehran were considered as sample. Structural equation modeling (SEM) and confirmatory factors analysis (CFA) as well as LISREL and SPSS software packages were used to analyze data and to test research hypotheses and model. Research findings indicate significant impact by Jihadi traits such as “managers’ strong and good associations with employees”, “managers’ accountability and responsibility”, “obligation to commitments” , “authentication in affairs”, “designations” and “meritocracy” on managers’ performance.