Knowledge Retrieval and Semantic Systems

Abstract 1.Introduction
Knowledge management, as a critical organizational asset, plays a vital role in success and competitiveness (Abbas et al., 2021). Organizational success increasingly depends on employees’ behaviors, particularly knowledge sharing (Chopra & Gupta, 2019). Sustaining organizational knowledge is essential for digital transformation and sustainable development (Di Vaio et al., 2021; Steiner, 2018). Consequently, knowledge management has become a strategic priority, offering tools to balance business objectives and competitive advantages (Al-Kurdi et al., 2018). The primary challenge is developing knowledge management strategies, such as intra-organizational knowledge sharing, that address the dynamics of the organizational knowledge base (Nadason et al., 2017). To achieve this, organizations must foster a culture that encourages knowledge-sharing behaviors (Halisah et al., 2021; Fattahian et al., 2022). Knowledge is recognized as a factor of production alongside land, labor, and capital (Sasmita, 2023). Each individual possesses unique knowledge shared through learning and experience (Goswami, 2023). Knowledge sharing is a powerful tool for human development and social progress (Yasir, 2023) and is defined as the exchange of experiences and insights to gain a deeper understanding (Mapionaya, 2005). This process benefits both the sharer and the recipient (Adamseged, 2018). Knowledge management has evolved into a scientific discipline, considered a natural activity in academic institutions, particularly universities (Javaid, 2020; Hasirchi et al., 1399). Knowledge sharing is essential for institutional growth and societal development, enhancing organizations’ ability to respond to business opportunities (Hussain & Nasiura, 2011). In higher education, faculty members play a pivotal role in transferring knowledge to students and society (Adamseged, 2018). Given the constant evolution of knowledge due to technology and innovation, sharing knowledge among faculty is critical for its preservation and dissemination (Javaid, 2020).
Motivating knowledge sharing is a global priority in knowledge management (Salehi & Alanbari, 2023). Organizational culture and work motivation are key to encouraging this behavior (Iman et al., 2023; Bawik et al., 2018).
 
Research Question(s)
This study aims to explore the motivations for intra-organizational knowledge sharing among faculty members of Payame Noor University, focusing on two questions:
What is the process of creating motivation for faculty participation in knowledge sharing?
What are the influencing and influenced conditions (causal, contextual, intervening, strategies, and outcomes) of knowledge-sharing motivation?

2.Literature Review

Attitudes toward knowledge sharing reflect individuals’ positive or negative feelings, which can be instrumental (useful or harmful) or affective (enjoyable or unpleasant) (Wu et al., 2023). Sharing knowledge may reduce individual power within an organization, posing a barrier to participation. Prior studies fall into two categories:
Research addressing knowledge-sharing motivation.
Studies exploring the role of knowledge sharing in universities and among faculty.
Domestic studies, such as Goldasteh et al. (2022), found a significant relationship between organizational climate, attitudes, and knowledge sharing. Fattahian et al. (2022) confirmed a positive relationship between influencing factors and attitudes toward knowledge sharing. Hasirchi et al. (2020) identified components for extracting expert knowledge. International studies, such as Nguyen et al. (2022) and Yu & Meng (2021), emphasize the role of intrinsic motivation in enhancing knowledge sharing. However, no qualitative study has directly explored knowledge-sharing motivation in universities.

3.Methodology

This qualitative study adopted an interpretive approach with a developmental-applied goal, conducted cross-sectionally with an exploratory strategy. Data were collected through library studies and semi-structured interviews. The population consisted of Payam-e Noor University faculty in human resource management and organizational behavior, with associate or assistant professor ranks and over 5 years of experience, from 8 provinces. Purposive sampling continued until theoretical saturation (16 participants). Validity and reliability were ensured using acceptability (participant review) and confirmability (retest with over 80% similarity).
Data analysis followed the grounded theory approach with open, axial, and selective coding (Corbin & Strauss, 2008). Data were categorized and developed into a theoretical model.

4.Results

Demographic Characteristics: 87.5% male, 12.5% female; 62.5% assistant professors, 37.5% associate professors.
Open Coding: 120 conceptual codes were extracted. For example, organizational injustice leads to knowledge hoarding, while recognition and rewards enhance motivation.
Axial Coding: Main categories included:

Causal Conditions: Strategic alignment, managerial factors, individual factors, content creation.
Contextual Conditions: Sharing environment, educational aspects, evaluation, technical issues, infrastructure, information issues.
Intervening Conditions: Faculty personality factors, organizational culture instability.
Strategies: Transformation, growth orientation, organizational context, organizational strategies.
Outcomes: Organizational dynamism, social outcomes, structural development, learning organization.

Paradigm Model: Designed based on Corbin and Strauss (2008).
 
5.Discussion

The findings indicate that strategic alignment, managerial factors, individual factors, and content creation influence knowledge-sharing motivation, aligning with Nguyen et al. (2019) and Gaiodenko (2021). Social networks facilitate knowledge sharing. Contextual conditions, such as the sharing environment, educational aspects, and technical infrastructure, are essential for accelerating knowledge sharing (Alrehbi, 2022; Ade, 2021). Managers should promote activities like knowledge flow, participatory decision-making, and smart systems, though Payam-e Noor University’s geographic dispersion makes this process time-consuming and costly. Intervening conditions, such as faculty personality (e.g., extroversion or introversion) and organizational culture instability, are key barriers. Workplace health, faculty involvement, and bureaucracy impact motivation. Strategies like transformation, growth orientation, and strengthening organizational context (e.g., social education, decision-making involvement, infrastructure) enhance knowledge sharing. Outcomes include organizational dynamism, improved social interactions, structural development, and a learning organization, which elevate the university’s status and student recruitment.

6.Conclusion

Payam-e Noor University can enhance knowledge-sharing motivation through managerial support, rewards, teamwork, and human resource empowerment. Addressing challenges like personality factors and cultural instability removes barriers. Technology use and precise planning are essential to overcome geographic dispersion. Outcomes such as enhanced sharing culture, reduced social tensions, and a learning organization can improve the university’s quality. Recommendations include leveraging technology, providing technical and administrative support, planning for knowledge retention amid retirements, fostering interpersonal relationships, and replicating the study with other disciplines and universities. Knowledge sharing is a prerequisite for successful organizational systems, and by removing barriers and boosting motivation, effective knowledge management and organizational development can be achieved.

Abstract Introduction

The current research is different from these previous works in terms of volume, time period, method and analysis. First, the analysis is based on a meta-combination method, which allows rich data to be combined with fewer subjective or interpretive biases. Unlike the previous studies, concepts and dimensions, antecedents, consequences and strategies are examined. At the same time, a larger volume of articles has been examined. The current research completes the previous researches and provides a more objective report of the evolution of this research topic. Most of the researches have investigated some aspects and factors affecting knowledge hiding in organizations in a scattered manner. But clearly, a complete integration of existing researches in this field has not been done. Also, an integrated model that brings cause and effect relationships in the form of a conceptual model has not been edited. Therefore, taking into account the existing vacuum of research, an attempt has been made to provide coherence to the scattered researches in this field and provide researchers and managers with a summary of the studies conducted in this field. Considering the importance of knowledge concealment in organizations, this research seeks to provide a conceptual model of knowledge concealment in organizations through the metacombination method. Therefore, with all the factors mentioned above, the current study intends to answer the following questions: 1. What are the key components of knowledge concealment in organizations? 2. What is the conceptual model of knowledge concealment in organizations?

Literature Review

Knowledge concealment is defined as "an individual's deliberate attempt to conceal knowledge requested by another". Hiding knowledge is not always deceptive (Bari et al., 2019), employees may avoid sharing knowledge due to confidentiality. Although the reasoning behind such a decision may seem logical, it still limits access to knowledge (Xiong et al., 2021, Yuan, Yang, Cheng, & Wei, 2021). However, most efforts to facilitate knowledge transfer end without success, because employees are unwilling to share their knowledge (Mahmoud & et al., 2021). Researches show that hiding knowledge weakens social relations, creativity and innovation of employees and thus reduces the performance and achievements of the organization (Cerne et al., 2017). Also, it suppresses the absorption capacity and creativity at the team level (Fong et al., 2018). It is obvious that hiding knowledge is likely to reduce the efficiency of knowledge exchange among members, prevent the generation of new ideas/thoughts, or even destroy trust (Connelly & Kelloway, 2012). Hiding knowledge increases the risk of knowledge loss and inhibits the creativity of individuals and teams in the organization (Cern et al., 2014; Bogilovich et al., 2017). The consequences of knowledge concealment are quite alarming. For example, knowledge concealment fosters negative attitudes and behaviors, creates interpersonal mistrust (Arain et al., 2020), damages relationships (Connelly and Zweig, 2015), knowledge concealment reciprocity (Cern et al., 2014), the desire to leave the job (Ofirgilt et al., 2018) and creating deviant behaviors in the workplace (Singh, 2019). Reduction of positive work attitudes and behaviors and reduction of job satisfaction (Ofirgilt et al., 2018), reduction of self-efficacy (Arain et al., 2019), reduction of organizational citizenship behavior (Arain et al., 2020), reduction of creativity and innovative work behavior (Bogilovi´ c et al., 2020), and reduced performance (Singh, 2019). In this regard, it is necessary to solve the problem of insufficient knowledge sharing by eliminating knowledge hiding and facilitating knowledge transformation in organizations.

Methodology

The current research was conducted with a qualitative approach and due to the existence of many new documents in the field of knowledge concealment in organizations and the possibility of their combined analysis, a meta-composite qualitative research method was used. Metasynthesis is the combination of interpretations of the main data of selected studies. Data analysis in the current research was done based on the metacombination method based on the seven-step model of Sandelowski and Barroso (2007). The mentioned method includes the stages of setting research questions, systematic review of texts, searching and selecting suitable texts, extracting information from texts, analyzing and combining qualitative findings, quality control and expression of findings.

Results

The findings showed that 555 concepts, 155 subcategories and 25 main categories were extracted, which include causal conditions (organizational factors, individual factors, occupational factors, group factors and knowledge factors), background conditions (personality characteristics, work factors, technical and environmental factors), political factors and cultural factors), intervening conditions (emotional characteristics, emotional characteristics and social factors), strategies (leadership style, strengthening intelligence, strengthening interpersonal communication, strengthening organizational communication, strengthening performance, strengthening Islamic values, strengthening voluntary behaviors and implementation of knowledge management), consequences (occupational, group, organizational and individual).

Discussion

The present study showed that hiding knowledge is driven by different reasons at multiple levels. Regarding the multi-level nature of the antecedents of knowledge concealment and determining different ways to manage hidden knowledge in organizations, it enhances the understanding in the field of organizational behavior. Since the researches about knowledge concealment were strongly focused on the interdependencies of the perpetrator and the target due to mistrust and mutual behavior until now. Also, the present research showed that not only the antecedents of knowledge concealment are multifaceted, but also the consequences of this behavior. By integrating this insight into the organizational and management literature, the current research is related to the researches (Xiao and Cook (2019), de Garcia et al. (2022), Rezvan and Takahashi, 2021; Chern et al., 2014; Connelly and Clovey, 2003; Connelly and Zweig, 2015; Conley et al., 2013; Webster et al., 2008).

Conclusion

The present study integrates separate pieces of literature to explain why employees engage in knowledge concealment, thereby connecting disparate pieces of the knowledge concealment puzzle to develop a broader understanding of why employees engage in knowledge concealment. The present study provides a systematic review of knowledge hiding. This was done to identify conceptual patterns about knowledge hiding in organizations between 2012 and 2020 AD and 1391 to 1401 AD. This research is not without limitations. Databases such as Iran Doc, Iran Mag, Normagz, Comprehensive Portal of Human Sciences, Joishgar Alam Net, internal magazines, Google Scholar, Science Direct, Emerald were used as databases, and some other databases may not have been reviewed in this matter. As a result, this review may not cover the full spectrum of the scientific literature on knowledge hiding. In the future, to reduce publication bias, it would be interesting to include other databases to search for interesting texts, for example, work published in journals (ESCI). Second, research on knowledge concealment is emerging, and some researchers may argue that it is not yet mature enough to examine the research field.

Abstract Introduction

With the tremendous growth of the Internet from the 1990s to the present, a variety of innovative technologies have emerged that enable users to interact virtually. Metaverse is one of the technologies that has attracted attention. In fact, it is a new technology brought about by augmented and virtual reality, which integrates new technologies such as artificial intelligence, the Internet of Things, blockchain, and virtual reality. In Metaverse, users are able to communicate with each other in virtual space instead of physical communication. Therefore, the aim of the current research is to identify the development barriers of Metaverse in digital libraries.
Research Question(s)

What are the causal conditions for identifying metaverse development obstacles in digital libraries?
What are the background conditions affecting the identification of metaverse development obstacles in digital libraries?
What are the intervening conditions in identifying the development obstacles of metaverse in digital libraries?
What are the strategies to identify the development obstacles of metaverse in digital libraries?
What are the consequences of identifying the development barriers of metaverse in digital libraries?


Literature Review

Metaverse is a combination of two words, Meta+ Universe. Each of these two words has different meanings. The word meta is derived from the Greek root "beyond" and verse is derived from the word "universe" meaning "world". As a result, the word metaverse means a world beyond the real world. Metaverse is a virtual world where users can experience all the activities they have in the real world in the virtual world. Many experts in this field believe that the further development of Metaverse will not affect the daily lives of companies and people, but its impact on culture and society, in general, is undeniable (Yufu. et.al, 2023؛ Mohammad Hasan, 2023(.
 Since 1999, the growth of information technology has transformed the future of information systems (Arshad, Ameen, 2019). Hence, information technology increases the speed of operations and reduces costs and ultimately has made a major difference in how libraries do things (Thimm, 2017). As organizations that store and retrieve information, libraries are voluntarily or involuntarily influenced by new technologies. In recent years, smart libraries have been created with the growth of technology from terms such as digital, virtual, and electronic libraries (Gul and Bano, 2019).
   One of the types of libraries that can be imagined in the field of virtual reality or metaverse is digital libraries. It is a new type of traditional library in which time and place do not matter and users who have the necessary information are given the opportunity to find the resources they need in any situation (Rahmani, 2022(.

Methodology

The current research is qualitative in terms of purpose and implementation method. The approach considered in the present research is based on the basic theory, which is a method utilized in qualitative research according to inductive methods. For this purpose, it starts with sampling, data collection, and at the same time coding and data analysis. Data analysis is done based on open-source, central, and selective sources, which will continue until theoretical saturation. In the present study, the steps of work are as follows. First, sampling was done from among the research population, followed by formulating interview questions, collecting information, coding and analyzing data, open coding, and selective focus, and the conceptual model was formulated based on answers to the research questions. In the present study, the statistical population included 10 university specialists who were selected by purposive sampling. The sample size was calculated based on the theoretical saturation principle. In fact, the researchers did not identify any barriers to the interview after holding the interview, so two other interviews were held. The inclusion criteria of selected specialists were membership in educational and academic institutions, fields of study being related to digital libraries and Metaverse (information science and epistemology, computer, architecture), having books and articles related to the current research field, and interest in participating in interviews. Due to the closure of educational and academic institutions in the summer, most of the interviews were held by phone. The research tool was semi-structured interviews in the field of developing Metaverse libraries in digital domains. Open, central and selective coding method based on grounded theory was used to analyze the data. "user understanding", "heady library", "economic status", "technology literacy level", "cultures and values", "background and experience", "user needs". Intervening conditions include "limited resources", "high speed of change", "uncertainty in the future of the Metaverse", "human factors". Strategies include "education and awareness", "collaboration with technology companies", "development of technology infrastructure", and "research and development" and messages include "access to information", "non-compliance with standards", "security and privacy risks", "non-acceptance by users".

Results

The findings of the research show that there are 53 central themes in the form of causal conditions as follows. "Existence of a problem or issues involved", "individual factors", "organizational, managerial", "technology", "political", "social", "institutional"; terms of the fields include "technology development", "user understanding", "heady library", "economic status", "technology literacy level", "cultures and values", "background and experience", "user needs". Intervening conditions include "limited resources", "high speed of change", "uncertainty in the future of the Metaverse", and "human factors". Strategies include "education and awareness", "collaboration with technology companies", "development of technology infrastructure", "research and development" and messages include "access to information", "non-compliance with standards", "security and privacy risks", and "non-acceptance by users".

Discussion

In explaining the result, it can be said that according to the codes extracted from the interviews, the causal conditions involve individual, organizational, managerial, political, institutional, social and other factors that create a barrier in the formation of Metaverse in digital libraries. In addition to the causal conditions, intervening and contextual factors were also considered and investigated. In the intervening factors, those factors such as limited resources, high speed of technological change, uncertainty in the future of Metaverse, and human factors were identified. Moreover, contextual factors including users' understanding, economic status, technology literacy level, cultures and values, background and experience, and users' needs were identified. Therefore, according to the abovementioned obstacles, the strategies of education and awareness, cooperation with technology companies, development of technology infrastructure, and finally research and development were extracted. The strategies show both positive and negative reactions of the emerging Metaverse phenomenon on digital libraries. Finally, the consequences of Metaverse in digital libraries include lack of access to Metaverse and its development, reducing access to information, non-compliance with standards, security and privacy risks, non-acceptance by users, which result from strategies.

Conclusion

Based on the results, it can be said that there are various obstacles in the development of Metaverse. When these obstacles are identified and the necessary solutions are provided to solve them, it can be said that libraries will have new opportunities to provide services to their users with the development of Metaverse. By thinking creatively about how to use this technology, libraries can become valuable educational and social platforms.

Abstract Introduction
The primary source of knowledge within the organization is its human capital. Throughout an individual's tenure within an organization, the human resources department can accumulate a wealth of skills, experiences, and ideas. This accumulation of knowledge is often referred to as a person's knowledge reserves, and can serve to generate both value and power for both the individual and the organization (Siyadi etal, 2016). The depletion of organizational knowledge is a regrettable reality for the organization (Bammad Sufi etal, 2016). The phenomenon of knowledge leakage within organizations has been The departure of knowledge workers, resulting in the loss of both tangible and intangible knowledge, is considered a critical factor in knowledge outflow from an organization. In the oil industry, expertise holds significant value across various specializations. Unlike several engineering domains, the regulations and principles of engineering that govern this industry are challenging to document and codify (Bagheri, 2004). The utilization of organizational knowledge has become increasingly imperative due to various factors, including heightened competition and innovation within organizations, workforce retirement, and migration, limited time for knowledge acquisition and testing, shifts in organizational strategies, absence of incentive systems, and insufficient recognition of the potency of knowledge and its ability to generate power (Moayedi Khorramabadi etal, 2019).
The oil industry is a highly specialized and experience-driven sector that places significant emphasis on human capital as the most valuable knowledge asset of the organization. According to Rajabpour and Baba Shahi (2020), human resources personnel employed in the oil industry possess significant skills and competencies that can significantly contribute to the attainment of predetermined missions and aims. The oil industry's failure to document, shares, and utilize the knowledge generated from experiences and intellectual and knowledge capital is indicative of unproductive practices and cost inefficiencies.
Research Question
What are the classifications of organizational knowledge that emanate from National Oil Company?

Literature Review
The objective of knowledge retention is to guarantee that members of an organization are able to utilize knowledge again in the future (Lewalt and Chen, 2017). According to Lin et al (2016), the departure of an individual possessing valuable knowledge from an organization results in a diminution of organizational knowledge, thereby adversely impacting organizational memory (Taghizadeh Masan etal, 2017).
The knowledge of the organization ensures its survival and gives it a competitive advantage. The risk of organizational knowledge loss resulting from employee departures has emerged as a noteworthy concern. According to Daghfoos etal (2013). This study aims to identify critical knowledge that contributes to the National Oil Company's organizational objectives and is lost when employees depart. The research methodology involves a comprehensive review of prior studies and exploratory interviews. The National Oil Company operates in a knowledge-based industry. Therefore, by reviewing and analyzing prior research and conducting exploratory interviews, the current study aims to identify the knowledge that is crucial to achieving the organization's goals because, as a knowledge-based industry, the National Oil Company loses this knowledge when employees leave.

Methodology
The research method was data-driven and an inductive approach. This study employed a qualitative data collection method, specifically through conducting interviews, to identify the types of knowledge that are being disseminated from the organization.
To ascertain the type of knowledge disseminated by the organization, a diverse group of individuals possessing expertise in the relevant subject matter, including academic authorities, were interviewed. The interviews were carried out using a semi-structured and in-depth approach. The length of the interview ranged from 20 to 60 minutes. Data collection was carried out until the point of data saturation. To authenticate the researchers, two external review strategies were employed: interviewing individuals beyond those designated for the interview to scrutinize and assess the research process, research output, and its precision, and pluralism, which entailed interviewing individuals at varying levels of the organization with distinct responsibilities.
The study employs a qualitative data collection method, specifically through conducting interviews, to identify the types of knowledge that are being disseminated from the organization.
To ascertain the typology of knowledge emanating from the organization, a diverse group of individuals possessing expertise in the relevant subject matter, including academic authorities, were interviewed. The interviews were carried out using a semi-structured and in-depth approach. Data collection was carried out until the point of data saturation. To authenticate the researchers, two external review strategies were employed: interviewing individuals beyond those designated for the interview to scrutinize and assess the research process, research output, and its precision, and pluralism, which entailed interviewing individuals at varying levels of the organization with distinct responsibilities.
Results
Based on the results obtained from the present research, the departure of employees from the National Iranian Oil Company results in the loss of seven areas of knowledge. The company utilizes all knowledge that has been identified, which is classified into three distinct categories: vital, non-vital, and conditional knowledge. The three types of knowledge that are vital for a company's success are operational knowledge, specialized knowledge, and business knowledge. These types of knowledge are indispensable for the company, and their absence can result in significant costs for the organization. All the existing knowledge is intended to bolster the operational knowledge of the organization. The second classification pertains to non-vital information, which enhances the operational efficiency of the organization, but its absence has a comparatively lesser effect on the overall performance of the company. The aforementioned knowledge encompasses knowledge of learning from failure and success and process knowledge. Conditional knowledge is a type of knowledge that is contingent upon specific conditions and circumstances within the National Oil Company. Its absence does not have any significant impact on the overall performance of the company. The aforementioned knowledge encompasses both knowledge that exists outside of the organization as well as knowledge that is contingent upon certain conditions.

Conclusion
The present study has identified seven distinct forms of knowledge that experience a decline in the event of employee turnover within an organization. Based on the findings obtained from conducted interviews, it has been determined that within the context of Iran's embargo conditions, operational and business knowledge are the most crucial types of knowledge for the oil company, given the unique characteristics of oil extraction and sale. The loss of expertise in this industry can have a significant impact on the oil company's operations.
Additional structures within the organization serve to support both operational and business domains. One of the factors that can be identified is the significance of specialized knowledge, which is heavily reliant on the specialized knowledge of the staff. In the event of the departure of said individuals from the organization, the operational efficacy of the company may be compromised. Therefore, it is imperative to facilitate the transfer of their knowledge and expertise to other personnel, while also enhancing the knowledge is very important for the company. The acquisition of specialized knowledge within an oil company is a crucial determinant of its operational efficacy, and the absence of such knowledge can have a significant impact on its overall performance.

Abstract Examining the services and programs expected by users of public libraries from their own perspective and examining the underlying points and factors affecting the demands of users. The main purpose of this article is to address services and programs provided by public libraries in developing countries based on the views of public libraries users, and not on the basis of recommendations from international forums and institutions. A qualitative approach is implemented and the grounded theory method is used in the case study of Iran as a developing country. Data collection involved the use of semi-structured interviews, the interviews varied between 20-and-60-minute duration. To support the semi structured interviewing process the researcher developed an interview guide with a formal question set. 1. Motivation and user satisfaction services such as all kinds of scientific, artistic and cultural competitions, specialized services for children and teenagers, free internet access and computers, changing library environment, laboratory facilities, and book reading groups, poetry groups, etc., convenience services, creativity enhancements services, up to date resources, cafes and restaurants, rest areas. 2. Education & teaching services such as all kinds of classes and workshops, information literacy training, literacy services, library tours, consulting services, mobile libraries. 3. Recreational and entertainment services: book cafes, workgroups and group programs, and a variety of fun resources (including movies, etc.), book reviews. 4. Reference and information services such as providing selective information, virtual information, in-person information, interlibrary loan and document delivery services, in-person and virtual update services. Therefore, public libraries of Iran can prioritize these services in order to improve the level of satisfaction and attract more and more users' in their planning and policy making.

Abstract Despite the breadth and richness of the subject and the variety of topics in the field of knowledge and information science facing researchers, the field suffers from theoretical poverty. The purpose of this study is to identify the theoretical barriers in information science and knowledge. This is a qualitative research. Semi-structured interviews were used to collect data. Members of the faculty of knowledge and information science at Iranian universities formed the statistical population of this study. Theoretical sampling method was used for sample selection. In total, 18 faculty members of Birjand, Tarbiat Modarres, Tabriz, Shahid Bahona and Shahid Chamran universities interviewed. The data were coded based on the grounded theory in three steps. MAX QDA software was used for data encoding. Finally 10 core categories were obtained. Among the 10 core categories, the categories of "shaky personality" and "belief system failure" were selected as the central classes. According to Glazer’s recommendation, the belief system failure was referred to the shaky personality class. In other words, the shaky personality class was identified as the central class. For the first time in Iran and outside Iran, the barriers of theorizing in knowledge and information science have been examined with a qualitative approach. Therefore, on the one hand, the subject under study and adopting a qualitative approach on the other hand, demonstrate its value and authenticity.

Abstract This study aimed to design and explain the process model of scientific authority in Iran’s higher education. Mixed-Method has been the methodology used in this research in two phases: the first, qualitative using Grounded Theory, and the second, quantitative (descriptive, survey). Research orientation has been basic, descriptive and functional; the research approach has been deductive in the first phase and inductive in the second one. The population, in the first phase, was 15 persons possessing the authority’s conditions in Iran’s scientific past released from purposive sampling method; the population, in the second phase, was the higher education’s professors and experts including all members of the active scientific committees in Ministry Of Science, Research and Technology. These members were 176 persons who were studied through stratified random sampling. In the first phase, the research’s reliability has been observed by the researcher, and in the second one, Cronbach's alpha coefficient was calculated. Qualitative findings including four stages were identified as nascent stage with five dimensions, development stage with six dimensions, interaction stage with four dimensions and evolution stage with five dimensions. Finally, the process and dimension stages were tested by LIZREL software. It was found that the most impact related to education and research area and experiencing scientific environment, and the least related to the political factors.