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In recent decades, the role of human resources in building brand in organization has increased, because they are internal customer of organization. Despite of this viewpoint, reports show that more managers do not know how they can use them to achieve a competitive advantage for their organization. Therefore, present study aimed to identify employee branding and utilize of it in organization. In the present study, employee branding and outcomes of it was used in Mellat Bank. Research statistical population consisted of employees of Mellat Bank in Qom and Arak cities. Sampling method for employees was cluster method. Data collection instrument was questionnaire. Partial Least Square (PLS) was used to analyze the data. The results of Partial Least Square confirmed model fitness in studied population. Likewise, the results from path analysis showed that employee branding had significant influences on customer satisfaction, favorable reputation and employee satisfaction.

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This study aims to examine the role of environmentally induced stimulation in influencing impulse buying. In addition, the authors seek to investigate the impact of two situational factors (availability of time and money) on impulse buying. The present research empirically tests a theoretical model of impulse buying by examining the associations between impulse buying and environment of store, visual merchandising, promotions, impulse buying tendency (IBT), examination goods and availability of time and money. A total of 329 customer surveys were collected and these were analyzed using partial least squares (PLS). Findings show that promotion environment of store and examination of goods have most related with impulse buying behavior. On other hand, results prove that there is not significant relationship between customers' impulse buying behaviors and two situational factors (availability of time and money) and visual merchandising. This study provides insights to retailers about types of environment of store that can influence consumers' impulse buying behaviors.

Nowadays, organizational intelligence (OI) is considered to be an organization