Introduction
The conditions in which organizations are operating today are constantly changing and evolving and are full of various fluctuations and challenges. For example, a variety of events such as natural hazards, political unrest, economic instability and human errors can severely threaten the performance of organizations. The question that comes to mind is why some organizations, despite these incidents, still remain strong and continue their growth path, and some others are unable to face the environmental risks and are condemned in the same conditions. Will they fail? What is the secret of success and the distinguishing feature of such organizations? Since there is a significant competition between various organizations active in a specific industry and field, it is obvious that whatever an organization endeavors to increase the level of adaptability, flexibility and improve the level of tolerance, and tries to overcome difficult situations and various fluctuations that it faces on a daily basis, it will perform better in the field of competition with other organizations. For this reason and due to the necessity of achieving sustainable survival and success, many organizations have revised their business priorities and focused on adapting to business changes and responding appropriately to environmental requirements. In other words; It is very important to improve the level of adaptability of organizations in order to be prepared to face changes and overcome fluctuations and survive in the field of competition. In order to achieve this important goal, a new concept called organizational resilience has entered management science. The aim of this research is to analyse the relationship between organizational transparency and organizational resilience with the mediating role of friendship in the workplace. 
Methodology
This research is applied in terms of purpose and descriptive-survey in terms of nature and follows the positivist paradigm with a quantitative approach in which the organizational transparency component as an independent variable, the organizational resilience is dependent variable, and the workplace friendship acts as a mediating variable. Dimensions of organizational transparency are also mentioned as effective factors on organizational resilience. The statistical population of this research is made up of 300 official employees, direct contract and third parties in Isfahan Gas Company. In this research, the sampling method is Stratified-random proportional that based on the formula 5q≤n≤15q, a sample between 225 and 675 people should be studied. Therefore, according to the size of the statistical population under investigation; 270 questionnaires were distributed among which 250 questionnaires answered and analyzed. The data was collected using a questionnaire containing 45 items, which its reliability has been confirmed through Cronbach's Alpha coefficient, its construct validity through the Confirmatory Factor Analysis technique, and its content validity according to the perspective of experts in the relevant field. The questions consist of three questionnaires of Rawlins' organizational transparency (2008), organizational resilience questionnaire of Prayag et al. (2018) and workplace friendship questionnaire of Kohan et al. (2016). Five-point Likert scale were used to answer the questions.
Results and Discussion
The environment in which organizations are operating today is an unstable environment that always threatens the survival of organizations. In such a situation, organizations should identify factors that encourage their employees to continue working in the organization in critical conditions and seek to make the entire organization more resilient. The phenomenon of organizational transparency helps employees to know everything they need to know, and in this way, it can save people from uncertainty at high levels in critical situations. On the other hand, expanding the fields of creating friendship in the workplace can provide reasons for the growth of employees' psychological capacities and force them to be resilient in adverse conditions and remain loyal to the organization and its goals. Based on the obtained results, there is a positive and meaningful relationship between organizational transparency and organizational resilience. Also, the findings confirmed the mediating role of friendship in the workplace on the relationship between organizational transparency and organizational resilience. 
 
 
Conclusion
Organizational resilience is one of the most important requirements to achieve sustainable survival and success in today's competitive environment. One of the most effective tools to achieve this goal is organizational transparency. The results of this research can help managers in understanding the strategies that help or prevent these behaviours. At the end, it was suggested to the relevant experts in the studied statistical population to help the emergence and strengthening of the phenomenon of organizational resilience, using strategies to increase organizational transparency and friendship in the workplace with the aim of benefiting from its countless advantages.