management
mohammadreza mansourkiaei
Abstract
The aim of this study was to investigate the effect of transformational leadership style of principals on job burnout of high school teachers in Royan. The method of the present study was descriptive-correlation. The statistical population of this study was the principals and teachers of Royan secondary ...
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The aim of this study was to investigate the effect of transformational leadership style of principals on job burnout of high school teachers in Royan. The method of the present study was descriptive-correlation. The statistical population of this study was the principals and teachers of Royan secondary schools. Using Morgan table, the sample size was 86 individuals who were selected using simple random sampling method. Data collection tools were standard questionnaires of transformational leadership of Bass and Olivier (2000) and job burnout of Maslach and Jackson (1981). Data analysis was performed using multivariate regression method. The findings of this study showed that there is a negative relationship between the variables of ideal influence and individual consideration with job burnout (P <0.01) and transformational leadership style is effective on job burnout. Therefore, it is expected that by changing the leadership style to transformational leadership, positive consequences will be achieved and the job burnout of school teachers will be prevented.
management
Sayyid Ali Banihashemi; Zahra Rajaei; Sayyid Hassan Banihashemi
Abstract
Abstract
The core goal of this research was to evaluate the impact of organizational support and perceived organizational justice on innovative work behavior with the mediating role of cultural intelligence in the vice presidency area of the library of Astan Quds Razavi libraries. This was a descriptive-correlation ...
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Abstract
The core goal of this research was to evaluate the impact of organizational support and perceived organizational justice on innovative work behavior with the mediating role of cultural intelligence in the vice presidency area of the library of Astan Quds Razavi libraries. This was a descriptive-correlation study in terms of nature and methodology and an applied one regarding its objective. The research statistical population included 300 employees of the deputy area of Astan Quds Razavi libraries. The statistical sample was determined as 169 subjects using Morgan's table. The content-face validity and construct validity (confirmatory factor analysis) of the research tool were examined and confirmed. The research reliability rate was also obtained higher than 0.832 using Cronbach's alpha coefficient test. The study results demonstrated that perceived organizational support has a positive and significant impact on innovative work behavior and cultural intelligence of employees (t = 3.486, t = 2.456). The perceived organizational justice was also found to have a positive and significant effect on innovative work behavior and cultural (intelligence) quotient (t = 2.910, t = 3.147). Moreover, the cultural (intelligence) quotient showed a positive and significant effect on innovative work behavior (t = 2.704). It was concluded that the cultural (intelligence) quotient mediates the relationship between perceived organizational support and innovative work behavior (t = 2.124). Finally, the cultural (intelligence) quotient was found not to mediate the relationship between perceived organizational justice and innovative work behavior (t = 1.175).
Extended abstract
Introduction
The age of the digital and knowledge economy has made numerous changes in the world of organizations and caused organizations to encounter intense competition in this dynamic environment (Jimenez-Jimenez & Sanz-Valle, 2008). Thus, all enterprises are in immediate need of the ability to stand against the environment, the ability to introduce new ideas and products to achieve a competitive advantage, and even survival (Javed et al., 2017). Therefore, if an organization intends to survive in the new paradigm of competition in such circumstances, it needs to see innovation in the organization as an essential strategy. Innovation has a special and privileged position not only in the personal and individual dimensions but also in the social and organizational dimensions (Eshkor Vakili & Nojabaei, 2022). Various methods have been introduced to get an appropriate rate of innovation according to the life cycle of organizations and other environmental and industrial factors, one of which, is to recognize and value human resources as the highest valuable organizational capital. Creating innovative work behavior in employees is known as one of the best numerous methods of fostering and enhancing the innovation rate (Adibpour et al., 2016). The current conditions have compelled managers to define an intellectual framework to conduct and lead their organizations aimed at making strategic decisions faster and hiring and recruiting more flexible human resources. Thus, innovative work behaviors of employees seem to be capable of generating a basis for innovation and improvement of the organization's performance (Sanders et al., 2010). On the other hand, one may claim that employees have a leading role in achieving organizational success, high efficiency, and performance criteria. Perceived organizational support and organizational justice have become prominently popular over the past years due to their positive impacts on both human resources and capital, and thereby, studies related to these topics have increasingly continued. The conventional view and perception of an ideal workplace is an organization with an atmosphere of justice and a supportive environment (Sen et al., 2022). Human resources nowadays serve as the main factor in creating a competitive advantage for organizations. Today, given the diverse working environments, thinkers have identified a new dimension of intelligence known as “cultural intelligence (quotient)”, which allows individuals to recognize how others think and how they respond to behavioral patterns. Consequently, intercultural communication barriers are reduced, which brings people the power to manage cultural diversity (Fayazi & Jannisar Ahmadi, 2006). This kind of intelligence enhances a person's ability to interact effectively with new cultures. Fostering cultural intelligence in a world where crossing borders has become a normal thing seems like a vital need for all people (Kabuli, 2021).
This research was designed to examine and evaluate the impact of organizational justice and perceived organizational support on innovative work behavior with the mediating role of cultural intelligence among the employees of the deputy area of Astan Quds Razavi libraries to ultimately assess the relationship between these three variables. Since management is associated with the ability to continuously adapt to people from different cultures and organizational justice and support play a crucial role in generating ideas and creativity by employees, thus, organizations may utilize the results of this research to create ideas and innovation among employees according to the components of organizational support and justice with the mediation role of cultural intelligence.
Theoretical framework
Perceived organizational justice
Some of the earliest academic research on organizational justice can be attributed to Adams (1965) who used the previous studies of Homans (1961) to consider individual reactions to the allocation of outcomes (Kramer, 2021). However, organizational justice was first introduced by “Greenberg” in 1987. This subject has been the major topic of research in the area of organization in the last decade of the 20th century (Khorasani & Kanani Neiri, 2012; Jazani & Soltani, 2016).
Organizational justice is extensively accepted as a three-factor structure composed of distributive justice, procedural justice, and interactional justice. The formation of this three-factor structure may be traced back to the mid-1960s when research on justice perceptions took place in organizational behavior and industrial/organizational psychology literature (Kramer, 2021).
Perceived organizational support
The research on perceived organizational support has been expanded due to its clear antecedents and major consequences, including the attitude, performance, and desired welfare of employees. The research has followed an increasing pace with more than 1200 conducted studies so far since the early work on perceived organizational support in the 1980s (Eisenberger et al., 2020).
Perceived organizational support is effective in motivating employees. It also enhances the employees’ expectations, which on the other side obliges the organization to pay more rewards and benefits for doing more work according to the organizational goals (Poursoltani Zarandi & Irji Naqander, 2012).
Innovative work behaviors (IWBs)
The literature on the use of innovative work behavior has grown steadily since the introduction of the concept of “innovative work behavior” in 1994 and 1998 by Scott and Bruce (1994, 1998). Innovative work behavior refers to all behaviors of employees that are related to finding, developing, proposing, and implementing innovative ideas in the organization to improve innovative performance. Innovative work behaviors are a type of voluntary citizenship behavior that employees are not necessarily expected to do in their roles and official job descriptions (Rezaei & Zamani, 2019). Innovative work behavior is defined as the conscious development, introduction, and use of new ideas within a job role, group, or organization to properly improve the role of the group or organizational performance (Akram et al. 2020).
Cultural Intelligence (CI)
Cultural intelligence or cultural quotient is a very old sharpness that was utilized whenever business or intercultural meetings were held (Abi Abdallah, 2020).
Cultural intelligence is defined as the ability to adapt to different cultural environments and contexts and the capability of performing effectively in different cultural environments. Cultural intelligence refers to the ability to effectively adapt to new cultural contexts. Beyond the simple adaptation of behavior, cultural intelligence also encompasses the development of a set of abilities or set of behaviors that facilitate effective intercultural functioning. It should be noted that cultural intelligence is not related to effectiveness in a specific culture. Rather, it is associated with effectiveness in certain situations of cultural pluralism (Sharma & Hussain 2017).
Methodology
The current research is an applied study. It can be classified as a quantitative study regarding the nature of the data used and a descriptive-correlational one in terms of the nature and method of cognition, which is one of the descriptive research methods. It is also known as a field study since the research data was collected by attending the statistical population and sample using the questionnaire tool. The research statistical population included all the employees of the vice-chancellor of Astan Quds Razavi libraries, accounting for 300 people. The statistical sample was determined according to Morgan's table as 169 subjects. The sampling method used was a simple random sampling approach. A closed-type questionnaire tool was used to collect the required data for testing the research hypotheses. The perceived organizational justice questionnaire has 18 items and 3 components of distributive justice (5 items), procedural justice (10 items), and interactional justice (8 items) (Colquitt, 2001). The innovative work behavior questionnaire with 10 items and a single component (De Jong & Den Hartog, 2010), the perceived organizational support questionnaire with 6 items and a single component (one item is reverse scored) (Eisenberger et al., 2001), and finally, the cultural intelligence questionnaire, including 20 items and 4 metacognitive (4 items), cognitive (6 items), motivational (5 items), and behavioral (5 items) components were also used for data collection (Earley & Ang, 2003). The questions were scored in the form of a five-point Likert scale with the options ranging from quite agree to quite disagree.
Findings
According to the demographic results, more than 90% of the research sample had bachelor's and master's degrees. Also, more than 65% of the sample had a range of age between 40 and 50 years with 11 to 20 years of work experience. On the other hand, about 76% of the examined human capital in the statistical sample had a perfect congruence (fit) between their field of study and their job. These factors indicated a proper statistical sample to test the statistical hypotheses of the research.
The factor analysis results revealed that the factor loading of all components is greater than 0.4 and the value of the statistic (t) is higher than 1.96. Therefore, the components had good validity. The significance coefficients (t) were used to examine the fitness of the research structural model, which were higher than 1.96 and their significance was confirmed with a confidence level of 95%. According to the fitted model, the value of the coefficient of determination (R2) demonstrates how many percentages of the dependent variable changes are explained by the independent variable. This value was obtained as 0.420 and 0.388 for the dependent variable of innovative work behavior and the cultural intelligence variable, respectively, indicating a moderate-strong intensity. Also, the Q2 predictive relevance criterion, which determines the model's prediction power, was achieved for the dependent variable of innovative work behavior and the cultural intelligence variable as was 0.191 and 0.261, respectively, indicating a moderate-strong intensity. Finally, the goodness of fit index value of GOF, as a general measure of model fit, was obtained as 0.514 in the fitted model, suggesting a strong fitness model.
Discussion and Conclusion
This research was designed to evaluate the effect of organizational support and perceived organizational justice on innovative work behavior with the mediating role of cultural intelligence. The research findings demonstrated that “perceived organizational support has a significant impact on innovative work behavior with the mediating role of cultural intelligence”. Thus, organizations need managers with a high cultural intelligence given the importance of the cultural intelligence role as a mediator since organizations recognize culturally competent managers as a source of competitive advantage and strategic capability. Hence, organizations increasingly show the need for managers “who can quickly adapt to multiple cultures and work well in multinational teams” (Jyoti & Kour, 2017).
Thus, managers are recommended to increase their knowledge in the field of culture and intelligence and also think about the behaviors of their employees and determine what intellectual and behavioral biases their employees have and what unique behavioral characteristics they have compared to others in the workplace. Having information about such things enables the managers to intelligently foster and cultivate the employees' behavioral and motivational manifestations intellectually and provide the ground for innovation by supporting them and expanding interaction with these individuals. The second main hypothesis was rejected in this research; i.e., according to the results, the “perceived organizational justice with the mediating role of cultural intelligence has no positive and significant effect on innovative work behavior”.
Since this hypothesis was rejected, one can conclude that the components of cultural intelligence, including cultural knowledge, cultural care, and cultural behavior do not positively and optimally exist regarding the employees in the studied organization and such a behavior can be seen in some managers and employees. Creating inappropriate behavior in a cultural environment, failure to employ the capacity of employees as well as employees with high cultural intelligence, and also failure to understand intercultural issues and intercultural differences among employees would reduce positive interaction and communication among employees. In such circumstances, employees may not have the motivation and sense of participation and they will not be able to identify the issues and problems of the organization and provide creative solutions and innovative work behavior to solve these problems intelligently. Thus, it is suggested that the managers of the organization try to create appropriate behaviors in the environment of the organization and identify individuals with higher cultural intelligence based on their knowledge and awareness. They are also recommended to enhance interest, self-confidence, and cultural compatibility in the organization by cultivating the cultural intelligence of their employees.
management
Mitra Nouraldi
Abstract
Extended AbstractAbstractThe aim of this study was to determine the relationship between personality traits and social support, life satisfaction and academic performance of students of Payame Noor University of Yazd. The research method was descriptive-correlative. The statistical population of the ...
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Extended AbstractAbstractThe aim of this study was to determine the relationship between personality traits and social support, life satisfaction and academic performance of students of Payame Noor University of Yazd. The research method was descriptive-correlative. The statistical population of the study included 477 psychology students of Payame Noor University of Yazd in the academic year 2020-2021. The sample size of the study was 213 based on Krejcie and Morgan table which were selected by means of simple random sampling method. Data collection tools were Costa and McCray (1992) Personality Traits Questionnaire, Sherburn & Stewart (1991) Social Support Questionnaire, Diner Life Satisfaction Questionnaire (1985) and Pham and Taylor (1999) Academic Performance Questionnaire. In order to analyze the collected data, Pearson correlation coefficient test and multivariate regression test were used. Findings of this study showed that there is a significant relationship between the variable components of personality traits with social support, life satisfaction and academic performance (P <0.01). It seems that planning to educate children in the early years of education can be useful in order to create and strengthen personality tendencies and academic and psychological outcomes in later years of life.IntroductionRecognizing the personality traits of individuals and using appropriate educational models in order to promote educational goals in the educational program of students is of great importance. Personality means a specific pattern of reactions, cognitions, motivations and feelings that is relatively stable over time and is useful for distinguishing people from each other. Thus, the term personality includes all the characteristics necessary to describe recurring internal states and relatively stable patterns of interpersonal differences in feeling, thinking, trying, and acting and reacting (Sharifi, et al., 2021). In the model of the Big Five Personality Factors, they introduced five strong factors including extroversion-introversion, neuroticism, agreeableness, conscientiousness, and longing for new experiences (Tavakoli & Mansour Lakoorej, 2020). According to psychologists, personality creates boundaries for academic performance that may be adapted to environmental conditions and demands. The most important criterion for measuring learners in the educational process is academic performance and application of what has been learned (Amiri, 2021). Academic performance means the ability to prove success in achieving the outcome for which it is designed and planned (Lester, et al., 2013). Self-efficacy means feeling confident in one's ability to meet the requirements of education and educational activities. Emotional effects are related to a person's reaction to a set of emotions such as anxiety and worry. Planning means the ability to organize lesson activities in a specific and feasible manner and the proper use of time to accomplished educational assignments. Lack of control over outcome means the belief that increasing one's activities does not lead to the desired result. Motivation also refers to the empowerment of behavior for further study and academic motivation to obtain a higher score and obtain a job or to improve skills and general knowledge (Mohamadikarkani, et al., 2019). This study tries to answer the question whether there is a significant relationship between personality traits with social support, life satisfaction and academic performance of students of Payame Noor University of Yazd?Theoretical frameworkStudies have shown that there is a relationship between personality traits and academic performance. In a study over the students, Atash Afrooz and Araban showed that personality traits of openness and conscientiousness enhance academic performance by encouraging students to adopt an in-depth study approach. Compatibility personality traits also improve academic performance in students by adopting a strategic study approach (Atashafrouz & Araban, 2017). Ghasemi in a study on female high school students showed that there is a positive relationship between personality traits and academic performance (Ghasemi, 2016). Another factor related to personality traits is social support. Social support refers to tangible informational, emotional, and instrumental responses that one receives from others (Mahdian & Ghaffari, 2016). Azizi & Shahbazian's study of migraine patients showed that the relationships between all five personality dimensions with irrational beliefs and perceptions of social support were significant (Azizi & shahbaziyan Khonig, 2018). life satisfaction is a factor that can be related to people's personality traits. According to Diner, life satisfaction is the positive perception and pleasant feeling of a person according to his values, needs and desires towards different realms or qualities of life (Diener, et al., 2003). The idea that life satisfaction is hidden in potential growth, self-realization and satisfaction of needs is rooted in the theory of humanism and positive psychology (Kvintova & Sigmund, 2016). People with higher life satisfaction use more effective and appropriate coping styles, experience deeper emotions, have better general health, and have fewer personality problems (Haroonrashidi & Sharifinia, 2021). Life satisfaction has a significant effect on all aspects of personality, the quality of action and reaction toward the life events (Ilanloo, et al., 2020).MethodologyThe present study was descriptive correlative. This research was also applied in terms of purpose. The statistical population of the study included 15,000 students of Payame Noor University of Yazd in the academic year 2020-2021. Due to the large size of the statistical population, the researcher limited his statistical population to 477 psychology students. The sample size was 213 based on Krejcie and Morgan table. Costa and McCray personality traits questionnaire, Sherborne and Stewart social support questionnaire, Diner life satisfaction questionnaire and Pham and Taylor academic performance questionnaire were used to collect information. In order to analyze the collected data, Pearson correlation coefficient test and multivariate (focal) regression test were used by SPSS statistical software.Discussion and ResultsThe highest mean of variable components of personality traits is related to extraversion-introversion component with an average of 35.74 with standard deviation of 8.73, the lowest mean of variable of personality traits is drelated to neurotic component with average of 26.67 with standard deviation of 8.98, the mean of social support variable is 70.99 with a standard deviation of 11.18, the average variable of life satisfaction is 15.97 with a standard deviation of 5.83, the average variable of academic performance is 71.10 with a standard deviation of 11.21.The significance level of Kolmogorov-Smirnov test for all studied variables is more than 0.05. Therefore, the test result is not significant for any of the variables and as a result, the distribution of all variables is normal, so parametric tests can be used to test the research hypotheses. Multivariate (focal) regression statistical test has been used to test the research hypothesis. The value of Wilkes's lambda statistic is 0.831, which is significant at the level of α = 0.01. Therefore, it can be said that there is a significant relationship between the components of personality traits as "predictor variables" with social support, life satisfaction and academic performance as "criterion variable" with a probability of 0.99. The root correlation value of the first root is 0.590, the percentage of common variance between the two combinations of predictor and property variables is 59%. Therefore, it can be said with 99% probability that 59% of variable components of personality traits based on the variables of social support, life satisfaction, and academic performance is predictable. The first focal correlation is significant and in the first focal correlation, respectively, the variables of racism (-0.799), extroversion-introversion (0.724), longing for new experiences (0.716), agreeableness (0.719) Conscientiousness (0.727) show predictability and the greatest effect of these variables on the criterion variables (neuroticism, conscientiousness, extraversion-introversion, agreeableness, eagerness to new experiences) are predictable, respectively. In the first focal correlation, the neuroticism variable was 79.9%, the conscientiousness variable was 72.7%, the extroversion-introversion variable was 72.4%, the agreeableness variable was 71.9%, and the desire for new experiences variable was 71.6%. Predictable components of social support are life satisfaction and academic performance, and in general it can be said that the predictive power of variable components of personality traits (neuroticism, conscientiousness, extraversion-introversion, agreeableness, eagerness to experience Fresh) for social support, life satisfaction and academic performance is (73.70) percent.ConclusionThe aim of this study was to determine the relationship between personality traits with social support, life satisfaction and academic performance of students of Payame Noor University of Yazd. Findings of this study showed that there is a relationship between the variable components of personality traits with social support, life satisfaction and academic performance. Regarding the relationship between personality traits and academic performance, the present finding was consistent with the study of Atashafrouz and Araban (2017), Ghasemi (2016), Moradi (2015) and Tamannaeifar and Mansourinik (2014). Explaining this finding, it can be said that neuroticism is a negative predictor of academic performance, this aspect of personality trait includes sensitivity of having unreal thoughts, weak control over desires, tendency to experience psychological disturbance in the form of agitation, anger, dejection, shame, hate, and a range of negative emotions; Regarding the relationship between personality traits and life satisfaction, the present finding is consistent with the study of Diner et al. (2003), Blunti et al. (2004), Joshanloo and Afshari (2011), Volodina et al. (2019) and Dehghani (2018).. In explaining this finding, it can be said that the extrovert has a strong predetermined goal and desire. These positive traits in extroverted personalities help to solve problems in the educational environment through planning and perseverance and increase life satisfaction. Regarding the relationship between personality traits and social support, the present finding is consistent with the study of Baranzuk (2019), Kokraviz et al. (2008) and Azizi and Shahbazian Khooniq (2018). In explaining this finding, it can be said that people with a high degree of extraversion have a greater desire and interest in their work and try to show their creativity.
Education Management
samira mastali; ali khosravi; kambiz poushneh; abbas khorshidi
Abstract
Abstract
The main purpose of the current research is to design a paradigmatic model for the development of public culture in the primary school curriculum with a data-based approach. The participants of the research included specialists and experts in the field of curriculum studies and social sciences, ...
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Abstract
The main purpose of the current research is to design a paradigmatic model for the development of public culture in the primary school curriculum with a data-based approach. The participants of the research included specialists and experts in the field of curriculum studies and social sciences, whose selection was done in a targeted manner; by snowball type. The research data were collected through studying the theoretical scope of the research and interviewing experts. In addition, semi-structured interviews were conducted with 12 experts and the researcher reached theoretical saturation in the data. The obtained data was analyzed by Strauss-Corbin analysis method. After the open, central and selective coding stage, the aforementioned pattern was paradigmatically divided into 5 dimensions: causal conditions, background conditions, strategies, intervening conditions, consequences; and including 17 components of necessity and needs, goals and objectives of the program, ideology governing the society, basics of curriculum planning, program approach, learning materials and resources, space (place), time, organizational factors, parents' participation, implicit learning (informal program - hidden lesson program), content, learning experiences, teaching-learning methods, teacher's role, evaluation. The results of the program were formed around the core category of the model, i.e. the development of public culture; and were validated by experts in the field of curriculum using the Delphi technique and brainstorming.
Extended abstract
Introduction
Public culture as one of the branches of culture and of course its most important branch is the culture that is common to all members of the society. Public culture is one of the main building blocks of culture and it can be considered as a set of cultural elements that are needed by all the people of a society (Saeedi Kia et al, 2016). The impact of public culture is pervasive because all members of the society need it, and it has an impact on the fate of a nation, and requires macro-cultural policies. Based on this, it is possible to identify the damages of public culture and plan to fix them using the facts.
The government, governmental organizations, and councils in charge of public culture are responsible for guiding, directing and politicizing the field of public culture, and they must make the necessary plans to reform and promote public culture. Meanwhile, as the first official institution that is responsible for education in the society, education should take an important step by culture training, stabilization of cultural components, and a special look at the desired public culture of the society through using a suitable model for the development of public culture in the students' curriculum.
Therefore, the researcher asked the main question: what is the design of the paradigm model of the development of public culture in the curriculum of the elementary school with a data-based approach?
Theoretical Framework
The public culture is a powerful network and effective amalgamation of knowledge, tendencies and general attitudes of the society, while ambiguous and intangible, whose existence and presence is felt in the society, and makes us subordinate with its power in all dimensions of life. Therefore, the awareness of the public culture in the society and the factors influencing it is very important among the people's policy makers and curriculum planners who are in charge of transferring cultural concepts to the content of the curriculum. Curriculum ethnology means studying the impact of school or university culture on the curriculum in order to use deep analysis to show what actually happens in the situation of cultural curriculum implementation and what patterns influence cultural development. (Ayati & Khosh Daman, 2012).
Yarn Tecy (2022) has stated in an article titled "Culture change managers of urban public schools" with a phenomenological study on the effective practices of transformational leaders that leadership in a culture of change, which means creating a culture, is not just changing a structure. He sought to understand the characteristics of a cultural change manager in culture building in a city government school environment and the effective leadership of managers, and he came to the conclusion that a cultural change manager emphasizes the component of relationships as a main component and creates cohesion through collaborative conversations.
Luzmore et al, (2021) have conducted a study titled "Self-interest and altruism and how ethical imperatives in culture are navigated in a high-stakes culture by school leaders" and the experience of educational leadership in UK public schools with an outline of the history of public education and the evaluation of the performance of education as a part of competitive economic-political change has been investigated, and came to the conclusion that school managers in England promote a culture of responsibility and independence and have the ability to regulate and shape their organizational culture and have an influential position in their schools; but the embedded marketing approach to education in England has led to practices that are ethically troubling, and high levels of exclusion for students from vulnerable groups and non-inclusive practices for students with special educational needs should be addressed.
Research Methodology
The governing approach of this research is qualitative, which was conducted using the paradigm data-based theory research method. The theoretical scope of the research, the study of upstream documents, and also semi-structured interviews has been used for collecting information and data. The participants in the interview were specialists and experts in the field of curriculum studies and social sciences, some of whom were selected using targeted sampling, and the researcher reached theoretical saturation by conducting interviews with 12 experts.
Research Findings
To analyze the collected data, according to the goals and questions of the research, the Strauss and Corbin coding method was used; and the information obtained from the interviews with the target people were analyzed, using the content analysis technique in the data-based theory in three stages of open coding, central, and selective, and were formed according to 5 dimensions of causal conditions, background conditions, strategies, intervening conditions, and consequences; and including 17 components of necessity and needs, goals and objectives of the program, ideology governing the society, basics of curriculum planning, program approach, learning materials and resources, space (place), time, organizational factors, parents' participation, implicit learning (informal program - hidden curriculum), content, learning experiences, teaching-learning methods, teacher's role, evaluation. Program results was formed based on the core category of the model, i.e. public culture development, and validated by experts in the field of curriculum using the Delphi technique and brainstorming.
Conclusion
The current research was conducted with the aim of designing a paradigm model for the development of public culture in the primary school curriculum with a data-based approach. The results of this study are in line with the results of Hanteroplus et al, (2021), Araghiye (2021), Khanfer (2021), Shahidi et al, (2012), and Naseri & Armand (2021). The development of public culture is an abstract concept with many inclusions at different levels of the educational system, and includes the expectation of the convergence of all elements; from the Supreme Council of Education as the highest decision-making level to the classroom level even outside the school to achieve the goals of the elementary course curriculum. Designing, compiling, implementing and evaluating are the four basic stages of the curriculum planning system. Each of them has a specific pattern or patterns. The design pattern mainly has a value and general aspect, and the curriculum elements are determined and designed according to the value orientation. The design of curriculum elements is based on value analysis and philosophical implications; in the design of the public culture development model in the primary school curriculum, all the components determined in the form of curriculum model elements are used for the development of public culture and in accordance with the nature of the educational system.
The most important of these suggestions are:
- Revision of the prepared template every five years in order to update it
- Developing a program and creating cultural resources based on virtual training and crisis conditions
- Suggesting the development of a program to the Supreme Council of Cultural Revolution and Education, according to the upstream documents and the combined approaches of education to face cultural harms in the era of Corona.
- Conducting research in the form of a national model for the development of public culture by experienced professors.
- The codes extracted in this study can be a good guide for deeper and more specialized studies about the partial dimensions of this curriculum.
maryam nazarzadeh; Iraj nikpay; abas madandar arani
Abstract
Extended AbstractAbstractGiven the role of it in the production of science and knowledge, the higher education is expected to be a pioneer in the application of up-to-date and efficient knowledge. In this regard, the subject of attention to new management methods and the subject of communication in new ...
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Extended AbstractAbstractGiven the role of it in the production of science and knowledge, the higher education is expected to be a pioneer in the application of up-to-date and efficient knowledge. In this regard, the subject of attention to new management methods and the subject of communication in new organizations in order to increase employee productivity is the aim of this study. In the present study, three management concepts compatible with new universities; quantum management, human resource productivity and organizational empathy have been investigated and it is intended to compare the amount of these three variables in Lorestan Universities and Lorestan Medical Science Universities. The present study is applicable in terms of purpose and has been conducted in terms of data collection method with library studies and a prefabricated questionnaire. The statistical population in this study is the staff of Lorestan Universities and Lorestan University of Medical Sciences in 1396 with 863 people, among which 265 people selected by means of the relative classifying sampling via the Krejcie & morgan table as sample, were determined relatively in each class. To compare the variables in the two universities, the data related to the research hypotheses were analyzed using the analysis of variance test. According to data analysis, there is a difference between quantum management and human resource productivity in Lorestan universities and Lorestan University of Medical Sciences, but there is no difference between the levels of organizational empathy in these two universities.IntroductionRapid and continuous changes in the world, the increasing growth of knowledge and information production has led to the need to change organizations from a state of stability and predictability to coordination with the uncertainty in all world situations, including the management of organizations. The ability of change is one of the most vital capabilities of an organization on which the survival and development of the organization depends (Vaezi, Adnan Raad, & Shahmohammadi., 2015). Quantum management increases the level of empowerment of employees and at the same time provides the ground for consultation and synergy by employees and managers (mirkamali & hajkhozeymh, 2020). Today, the importance of empathy in new organizations is clear to everyone. Organizations as a social phenomenon include a number of people who have the ability to cooperate and create different relationships to achieve a common goal and therefore have a high need for empathy in their organization (Amirkabiri, 2002). Empathy is an incentive force for social behaviors and behaviors that lead to group cohesion (Jolliffe & Farrington, 2006; Reef, et al., 2010). Empathy is one of the effective factors on the development of human relations in the organization and consequently leads to psychological improvement in the organization (Shahrasebi, Mooghali, Ahmadi, & Amirkhani., 2019). Given that the existence of organizational empathy has positive effects on the development of organizations and consequently society (Mohammad Shafi'I,., Haghshenas, & Afrough (2015) and also in interpersonal practices, empathy is a factor of success; The leaders, with appropriate methods, can penetrate the beliefs and values of their employees; and cause the dynamism, effectiveness and increasing success of the organization, because there are always shortcomings and weaknesses in the design of organizations. Management and leadership are strong and reassuring factors in creating coordination between members, activities and also leads them in creating their empathy (Pirooz, khedmati, & Beheshtinejad, 2002). Growth and development of organizations, especially universities, will not be possible without considering the basic element of manpower, because among the factors of production, the manpower factor, unlike other organizational resources, is known as the consciousness and coordinator of other factors. The human source is the most important investment in each organization, and Index of superiority of an organization over other organizations that determines how it operates, performance and ultimately the efficiency of the organization (mardani, shahr, babak & khaki, 2019). Employment of motivated, capable and productive human resources, in addition to providing quality services, can use other resources within the organization in a proper and desirable manner and achieve a variety of productivity aspects And ultimately make the organization productive (Baradaran & Valijani, 2016). Since one of the main goals of higher education is to strive for quality in the set of activities effective in better educational, research and executive performances, The present study seeks to answer the question; whether there is a difference between quantum management, organizational empathy and human resource productivity in Lorestan University and Lorestan University of Medical Sciences?Case study In this study, all employees of Lorestan University and Lorestan University of Medical Sciences, including full-time and part-time employees, contract and formal and pact forces have been working in these universities; has been reviewed as a case study.Theoretical framework Manpower productivity is the maximum appropriate use of manpower in order to achieve the goals of the organization with the minimum time and cost (Azadi, 2014).Quantum management is a fully operational skill for managers, which fits with the characteristics of organizations in the last century. This metaphor for managers' behaviors is derived from quantum theory, which is derived from the field of physics (Golshan, 2003).The existence of a sense of empathy among the members of an organization is called organizational empathy. This empathy must be reflected in the interpersonal relationships between employees, between managers and employees, and between managers. Empathy is one of the factors of internal cohesion of the organization (Davis, 2009).Mirkamali and Haj Khuzimeh (2020) in a study entitled "The relationship between managers 'quantum management skills and staff readiness for organizational change" which was conducted on employees of the University of Tehran showed that there is a positive and significant relationship between managers' quantum management skills and staff readiness for organizational change (mirkamali & hajkhozeymh, 2020).Shahabi Nasab et al. (2021), in their study "The effect of quantum management skills on the formation of innovative work behavior based on the mediating role of psychological empowerment and knowledge management" showed that quantum management skills has a positive and significant effect on innovative work behaviors, knowledge management and psychological empowerment of employees (Shahabi Nasab, Bahrami, Pirzad & Hojjatdoost.2021).MethodologyThe present study is applied in terms of purpose and descriptive-survey in terms of data collection method. The statistical population of this study is all employees of Lorestan University and Lorestan University of Medical Sciences, who have been working in these universities in the academic year 2017-2018. The statistical population of this study is 843 people, which according to Krejcie and Morgan (1970) table, 265 people have been selected as a sample. Using the relative class sampling method, a sample of 126 people from Lorestan University and 139 people from Lorestan University of Medical Sciences were selected. Data collection tool consists of three prefabricated questionnaires.Discussion and ResultsAnalysis of variance was used to analyze the data related to the hypotheses. Since the significance level (0.00) of quantum management in Lorestan Universities and Lorestan University of Medical Sciences is less than the error level of 0.05; therefore this hypothesis is confirmed and there is a difference between the amount of quantum management in Lorestan Universities and Lorestan University of Medical Sciences. Since the significance level (0.09) of organizational empathy between Lorestan Universities and Lorestan University of Medical Sciences is greater than the Error level of 0.05; therefore, this hypothesis is not confirmed and there is no difference between the level of organizational empathy in Lorestan universities and Lorestan University of Medical Sciences. Since the significance level (0.00) of human resource productivity in Lorestan Universities and Lorestan University of Medical Sciences is less than the error level of 0.05; therefore, this hypothesis is confirmed and there is a difference between the productivity of human resources in Lorestan universities and Lorestan University of Medical Sciences.ConclusionThe results of the first hypothesis showed that the staff of these universities has different perceptions of quantum skills implemented by their administrators. Despite the fact that both organizations (Lorestan University and Lorestan University of Medical Sciences) are located in the same geographical area in Iran and have the same environmental, social, political and cultural conditions, there is different platform in each university for implementing quantum management principles and skills based on these basics. According to the research findings, it seems that universities can move in the direction of these goals by reforming management and using new management methods and scientific evaluation and supervision.Hypothesis 2: There is no difference between the levels of organizational empathy in two different universities. According to what has been observed in this research as well as researches (Shariati, &, Sanei.2017; Leilami, &, Soltani.2018) it seems that efforts to improve organizational communication, information activities inside and outside the organization, Ceremonies and visits, exhibitions and publications, and cultural and artistic activities increase organizational empathy in universities.The results of the third hypothesis showed that the difference in the productivity of the staff of the two universities under study and looking at previous research (Mousavi, & Yarmohammadzadeh.2015; Koohkan. &, Rezaian.2000; Deljoo, &, Tabatabai.2018) probability view characteristics, equal job opportunities, training and development of human resources, freedom of action of employees, creating financial and spiritual incentives, creating a suitable environment for developing the spirit of competition and creativity of employees, creating balance between staff volume, developing management and satisfying equally the internal and external needs of staff is more dependent on human resource productivity in organizations with higher human resource productivity; and for universities with lower levels of human resource productivity, using the results of this research as a Practical guidance is suggested. Therefore, it is suggested that managers, officials and experts explain the concept of human resource productivity in the universities where they work and by formulating strategic planning and drawing its theoretical and practical framework, creating a productivity map in human resources with the help of Analyzing the effective methods of productivity and use successful international experiences and finally proceed with the accurate implementation of operational plans.
hoda arabi makiabadi; hossein abbasiane
Abstract
Extended Abstract
Abstract
The purpose of this study was to investigate the effect of integrated education in comparison with traditional teaching, in Persian lessons, on students' creativity. This research was conducted in terms of applied purpose and quasi-experimental method with pre-test-post-test ...
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Extended Abstract
Abstract
The purpose of this study was to investigate the effect of integrated education in comparison with traditional teaching, in Persian lessons, on students' creativity. This research was conducted in terms of applied purpose and quasi-experimental method with pre-test-post-test design with control group. The statistical population includes 1012 female students in the third grade of elementary school who were educating in non-governmental schools in Sirjan in the academic year 2020-2021, and 20 students among whom were selected randomly, divided randomly in two and placed in the test group and control group. The data collection tool was Abedi's creativity questionnaire, the content validity of which was approved by experts, including the tutor and the consultant. Examination of Cronbach's alpha values shows that the reliability is obtained from a minimum of 0.77 for fluidity to a maximum of 0.89 for total creativity. The results showed that the method of integrated education has a significant effect on creativity. The assumed significance level in this study was 0.05 and the significance level of the test was less than 0.05 (p <0.001) and showed the difference between the averages and the effectiveness of the intervention. The level of creativity among students who were trained in the integrated method was higher than students who were trained in the traditional method. Therefore, it is suggested that school teachers use this method to promote the level of creativity of students.
Introduction
Primary school children are often naturally curious and like to learn things creatively rather than learning information prepared in advance by parents and teachers (Sortiji Okrekaii & Rastegaropur, 2012). Children need curricula that provide them with unpredictable and exciting experiences, and the implementation of such curricula requires creative teachers. It is often thought that creativity is not teachable; but in the absence of evidence that it is inherited, teachers must accept that this skill can be developed in the classroom environment and generalized to the living environment (Darras, 2019). Unfortunately, our teachers are not well-familiarized with the creation of the right atmosphere in the classroom to flourish creativity. Furthermore, there are serious weaknesses in the training of creative and thoughtful people by educational institutions, especially the education system. The system with which students and most students around the world engage is perhaps the main reason for their creativity to be destroyed (HUI, A. N, & HE, M. W, 2021). Integrated learning is a combination of traditional face-to-face learning and online learning, so that teaching takes place both in the classroom and online, and the online section is an extension and continuation of traditional classroom learning (Ahmady & Nakhostin-Ruhi, 2014: 21). In today's world, special attention should be paid to learning creativity, so in schools, a special place has been considered for this to develop creative thinking (Esnaashari, FooladChang & Daryapour, 2017: 25). Teaching patterns are actually learning patterns. Teachers use these patterns to teach students how to learn while helping students acquire information, ideas, skills, ways of thinking, and tools of expressing ideas. (Brahuei Moghadam & Kahrazehi, 2020: 45).
Considering the teachability of creativity and the opportunities that integrated education provides for self-learning, exploratory learning, personal independence, application of constructivist and multisensory curriculum (Amiri, 2020: 43), also considering the importance of deep learning in the primary schools, a single teaching model based on the cognitive learning cycle is suggested, which can be used to teach all courses; this cycle is derived from the E5 method. Teaching in the cognitive learning cycle is a stage of integratd description and explanation and developement, so the cognitive learning cycle consists of four steps (Fluid capacity growth, expansion, flexibility and initiative capability). (Ganji, 2005: 134). Assessment as an acquired skill can be perceived as a measure that has become a student's mental habit and has made him an assessor of his behavior. Self-assessment tools, checklists, and workbooks can be used for assessment in part-time school (online, which is the basis of judgment of students (Malmir & et al., 2019: 189). Considering the above issues and the urgent need of the country's educational system for new developments in lesson planning, it seems that the integrated teaching method is a suitable alternative to traditional teaching methods to be effective in cognitive and applied learning of Persian literature. Therefore, in this study, we intend to pay attention to the importance of the theoretical foundations of creativity and innovation and one of the practical solutions to achieve a significant impact of integrated education on creativity and its components (fluidity growth, expansion, flexibility and initiative), to produce many of the socio-cultural contexts tied to it in order to produce knowledge, which is the main strategy for the progress and development of society. Therefore, the researcher tries to address the main goal of investigating the effect of integrated education patterns with traditional education methods on the creativity of female third grade elementary students in non-governmental schools in Sirjan.
Theoretical framework
Integrative education uses new ways of thinking in conjunction with lesson design to adapt traditional values and activities by absorbing technological possibilities and expectations that provide a combination of face-to-face and online components. Nowadays, learning based merely on either online or face-to-face has lost its fans, and the third view, called combined education, believes that this method of teaching carries satisfactory results (Wehlburg, 2010: 23). Curriculum integration is a way of organizing shared learning materials or life skills for all citizens and aims to help students learn how to participate in a democratic life (Mehrmohammadi & Abedi, 2001: 47). The traditional approach to education consideres the learner as passive. In the new educational approach, there is interaction between teacher and student and an opportunity to assess the level of student perception is provided, and appropriate and meaningful issues are suggested in the classroom (Adib, & et al., 2015: 117). The new perspective emphasizes the integration of information and perception. As a facilitator of learning, the teacher tries to strike a logical balance between classroom teaching and work teaching, and between intuitive thinking and analytical thinking. This perspective emphasizes the integration of knowledge through its application in meaningful situations, innovation, creativity and knowledge production. (Brahuei Moghadam, Kahrazehi, 2020: 50).
Methodology
The present study is an applied research in terms of purpose and in terms of method is a quasi-experimental design of pre-test post-test with a control group. The statistical population included 1012 female students in the third grade of non-governmental primary schools in Sirjan in the academic year 2020-2021. The statistical sample of this study includes 20 students from the third grade who were selected randomly and were divided into two groups of 10 people in the experimental and control groups. The integrated training sessions were performed in 10 sessions of 45 minutes for the experimental group and the control group did not receive any training. Total sessions were held during the academic year for 2 months and 15 days (equivalent to 10 weeks) until the first half of Aazar, the productive period carried out for 50 days (Dey 25, the time of descriptive-functional evaluation). In pre-test and post-test, both groups answered the research tool, Creativity Questionnaire (Abedi 1993). Findings collected using paired t-test and analysis of covariance including ANCOVA and MANCOVA Were performed and analyzed in SPSS software.
The educational content of the selected courses was considered in the third grade according to the education decree. In the traditional group, Persian literature courses were taught separately from each other. The integrated curriculum in the experimental group includes teaching patterns of rhetoric, pre-organizers, brainstorming, concept perception, inductive thinking in the content of each lesson of Persian literature by combining the teaching model of distance learning E5 online, and at the end, Abedi's creativity questionnaire was used as the post-test. Descriptive and inferential statistics were used to analyze the data. The descriptive statistics section describes the sample data. In the inferential section, t-test was used for continuous groups to analyze the research hypotheses, and independent groups' t-test was used to test the hypotheses. The effect of pre-test on post-test was investigated by univariate analysis of covariance. SPSS software was used for data analysis.
Discussion and Results
The results of statistical analysis showed that no significant difference was observed in the average of creativity and its components in the traditional teaching group, and the average of the pre-test and post-test stages of the traditional teaching group was almost equal (p <0.05). But in the integrated education group, the average of creativity and all its components in the post-test stage compared to the pre-test has changed significantly (p <0.05). The results showed that in the integrated training group, the average of creativity and all its components in the post-test stage had a significant increase compared to the pre-test. Also, the effectiveness of integrated training on creativity is confirmed (p <0.05) and integrated training has significantly increased the creativity of the subjects.
Wilkes's multivariate Lambda test showed that the intervention was effective in general and integrated training was able to affect the components of creativity (p <0.05). Also, the study of components showed that the effect of integrated training on all four components of creativity including fluidity, expansion, initiative and flexibility has been confirmed (p <0.05).
Conclusion
The purpose of this study was to compare the effect of integrated teaching methods in comparison with traditional education on students' creativity. The results showed a significant effect of integrated teaching, compared to traditional teaching, on creativity and its components. Specifically, research on the integrated curriculum of teaching patterns of rhetoric, pre-organizers, brainstorming, concept perception, and inductive thinking in the content of each lesson of Persian literature by combining the teaching model of distance learning E5 has not been done online, but the results of this study are consistent with the findings of Banihashemi. Et al (2020), Kadkhodaii & soleimani (2015), Kazemi (2016), Emadi.et al (2018), Rahmatzehi.et al (2018), Ahmadi.et al (2014), Chamaro (2006) and Darras (2019), all of which show the impact of e-learning and integration on increasing students' creativity and learning. Explaining the effect of rhetorical method on increasing students' creativity, it can be said that since this teaching model has been developed with the aim of creating innovation; it has features that, directly and indirectly, teaches metaphorical thinking, motivates learners to use a variety of direct, personal and intensive (contrast) analogies, all of which are aimed at strengthening creative thinking and innovation skills.
management
abasalt nooraee
Abstract
The main mission of any organization is to achieve the goals set in the framework of the organization's strategy, hence the accountability is shifting from the traditional forms of accountability to other forms, especially the more efficient and responsive management systems. The purpose of this study ...
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The main mission of any organization is to achieve the goals set in the framework of the organization's strategy, hence the accountability is shifting from the traditional forms of accountability to other forms, especially the more efficient and responsive management systems. The purpose of this study was to determine the relationship between organizational justice and organizational commitment with the accountability of managers and staff of Islamic Azad University of Mazandaran province. The method of this study was descriptive - correlative. The statistical population consisted of 625 staff of all Islamic Azad universities in west of Mazandaran province. The sample consisted of 209 people who were randomly selected and participated in the study. The measuring tools were Allen & Meyer's Organizational Commitment Questionnaire (1990), Niehoff & Moorman's Organizational Justice Questionnaire (1993) and Jensen's General Accountability Questionnaire (2000). The findings of this study showed that there is a relationship between organizational justice and organizational commitment and accountability of managers and staff of Islamic Azad University in west of Mazandaran province. In order to increase organizational accountability, it is advisable to provide appropriate training courses for managers to being familiarized with the principles and bases of justice, as well as to encourage them to effectively use organizational justice in the organization.
management
Mehran Shoorj
Abstract
staff job success is a function of their behavioral and personality factors. The aim of this study was to determine the relationship between narcissism and control source with the job success of the staff of the Azad University, Tehran Central Branch. The applied research method was correlational. The ...
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staff job success is a function of their behavioral and personality factors. The aim of this study was to determine the relationship between narcissism and control source with the job success of the staff of the Azad University, Tehran Central Branch. The applied research method was correlational. The statistical population of this study was the staff of Azad University, Tehran Central Branch, which were selected using the available sampling method, and 274 people were selected as the sample, based on Karajsi and Morgan table (1970). Narcissism Questionnaire of Raskin and Terry's (1988), Rutter's control source (1966), and career success of Grbner et al. (2007) were used to gather information. The results of linear regression analysis showed that there is a relationship between narcissism and control source (internal and external) with job success of the staff of Azad University, Tehran Central Branch. Therefore, continuous psychological assessments of narcissistic employees in the workplace can be identified, and career success can be increased by improving the internal control of employees.
management
ali Eyni
Abstract
Today, skilled and qualified human resources have played a more prominent role, especially due to the importance of technology, the information revolution, and the acceleration of environmental change. The aim of this study is to investigate the effect of meritocracy on organizational innovation in Jihad ...
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Today, skilled and qualified human resources have played a more prominent role, especially due to the importance of technology, the information revolution, and the acceleration of environmental change. The aim of this study is to investigate the effect of meritocracy on organizational innovation in Jihad Daneshgahi Research Complex. The statistical population included 719 employees and experts of Alborz University Jihad Martyrs Complex. The study sample was 255 employees and experts of Alborz University Jihad Martyrs' Complex participated in the study based on simple random sampling. In the present study, Moslehi's standard questionnaire of meritocracy (2012) as well as Huang et al.'s organizational innovation standard questionnaire were used(2011). The quantitative findings of the research hypothesis test showed that according to the correlation coefficient equal to 0.852 between the two above variables, the coefficient of determination was equal to 0.725 and the adjusted coefficient of determination was equal to 0.718, which therefore 72.5% of determination variance explains the relation of the variance of organizational innovation to changes in meritocracy. Observance of meritocracy in appointments and a correct and appropriate work environment is recommended to foster creativity in the management of organizations.
management
Akram Tarviji; Morteza Tarkhan
Abstract
The aim of this study was to determine the relationship between perception of merit, sense of cohesion and responsibility with job creativity of Tonekabon girls' public high school teachers. The research method was descriptive-correlation. The statistical population of this study included the teachers ...
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The aim of this study was to determine the relationship between perception of merit, sense of cohesion and responsibility with job creativity of Tonekabon girls' public high school teachers. The research method was descriptive-correlation. The statistical population of this study included the teachers of Tonekabon girls' high schools. The statistical sample consisted of 182 teachers who were selected by stratified random sampling. Data collection tools included Antonowski (1993) Sense of Cohesion Questionnaire, Carroll Responsibility Questionnaire (1991), Jazni Job Creativity Questionnaire (2003) and Harter Competence Questionnaire (1985). Data analysis using stepwise regression test showed that there is a significant relationship between competency perception, sense of cohesion and responsibility with job creativity of Tonekabon girls' public high school teachers (P <0.05) and the variable responsibility and competency perception is the most predictable predictor. .
Seyed rasool Toudar
Abstract
The aim of this study was to analyze the content of the ninth grade science textbook of the first year of high school based on the Montessori educational model. The method of the present study was descriptive content analysis. The statistical population of this study was the textbooks of the first year ...
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The aim of this study was to analyze the content of the ninth grade science textbook of the first year of high school based on the Montessori educational model. The method of the present study was descriptive content analysis. The statistical population of this study was the textbooks of the first year of high school in the academic year 2018-2019, which were compiled and published by the textbook planning and writing office. The ninth grade science textbook of the first year of high school was selected by means of purposeful sampling method, and all its chapters were examined according to the components of the Montessori educational model. The used instrument was a researcher-made checklist of components of the Montessori educational model. The tables related to the components of the Montessori educational model were presented by means of the descriptive statistics. The findings of this study showed that; in the content of the ninth grade science textbook of the first year of high school, the component of learning environment has received the most attention, while the component of content and organization has received the least. The findings of this study can help planning to provide appropriate content and organizing in experimental science textbooks.
management
kamran nazari; Peyman Akbari
Abstract
Abstract
The present study dealt with the antecedents of knowledge concealment with the aim of meta-analysis. This research, in terms of purpose, is descriptive, and in terms of the type of practical use, and in terms of the type of data, it is quantitative research. The statistical population of this ...
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Abstract
The present study dealt with the antecedents of knowledge concealment with the aim of meta-analysis. This research, in terms of purpose, is descriptive, and in terms of the type of practical use, and in terms of the type of data, it is quantitative research. The statistical population of this research included domestic and foreign related individuals during the years 2016 to 2022, and 25 cases were included in the analysis process using a targeted non-random sampling method. Selected studies were analyzed using MAXQDA 20 software (to find effective factors) and CMA2 software (comprehensive meta-analysis software). Among the antecedents of knowledge hiding, 7 effect sizes are large (more than 0.5), 2 effect sizes are medium (between 0.3 and 0.5). In other words, leadership, organizational structure, knowledge ownership, technical knowledge, knowledge sharing perspective, psychological characteristics of employees, human resource management had the largest effect size. Also, among the antecedents of the relationship between knowledge concealment and competitive work environment, there were 5 large effect sizes, 2 medium effect sizes, and these factors including technology, organizational structure, micro factors, macro factors, and individual factors had the greatest effect. Also, among the antecedents of the relationship between knowledge concealment and organizational justice, there were 6 large effect sizes and 3 medium effect sizes, which include procedural justice, interactive justice, distributive justice, organizational commitment, challenges and diversity, open organizational systems. They had the most effect. In the end, it is suggested that the managers of the organizations provide the possibility of holding activities such as friendly gatherings outside the work environment, which leads to the increase of friendly relations and the reduction of interpersonal distrust.Extended AbstractIntroduction
Today, knowledge is the most important asset and the biggest competitive advantage of many organizations. However, in today's highly variable organizations, the biggest and most complex problem of organizations is collecting and storing, retrieving, searching, distributing and retrieving knowledge. Exploitation of knowledge and intellectual property is a subject that is currently of interest to scientists. In order to achieve its goals, every organization uses a collection of knowledge that has been accumulated by each individual and in their minds. If these knowledges are not used, we can expect the failure of the organization or the high costs caused by the repetition of some decision-making processes and the lack of optimal use of experience and decision-making records. For this reason, leading organizations collect latent knowledge from personnel and work groups, which is called knowledge capital. In recent years, various organizations and companies have started joining the knowledge process, and new concepts such as knowledge work, knowledge work, knowledge management, and knowledge organizations indicate the intensification of this process. A knowledge organization achieves capabilities that can make a great power out of a small force. Such organizations are facing new challenges. Today, the competitive environment of organizations has become more complicated and changing. Continuous changes in knowledge have also created a new imbalance situation for organizations. The endless flow of knowledge has put markets in a constant state of change, which requires organizations to make continuous changes (Rahmi, 2015). Today, the capital of an organization is not only the financial and physical capital, but the knowledge capital of people is more important than the two and has been noticed by managers. In other words, human resource management is a complex aspect of knowledge management. In these organizations, knowledge management is used to optimize communication between employees and between high levels of management. Knowledge management in these organizations helps to create a culture of knowledge sharing among employees. Although knowledge can be acquired by individuals, but for it to be useful, it is necessary for all members of the group to participate in it. Knowledge is a concept beyond data and information. Knowledge refers to the collection of information, the practical solutions related to it, the results of its application in various decisions, the training related to it, the attitude of people in jobs and various responsibilities related to it. Each person's knowledge, even in a specific case, may be different from others. Knowledge is the basis of each person's skill, experience and expertise (Babaei Meybodi and Alirezaei, 2020). In the organization, knowledge is defined as what people know about their customers, products, processes, mistakes and organizational successes. Knowledge can exist in information bases, administrative departments or other internal and external sources of the organization. By all means, organizational knowledge is acquired over time and enables the organization to achieve a deeper understanding and lead its organizational formations with cleverness and intelligence, which are the characteristics of intelligence.
Theoretical foundations
In today's turbulent world, knowledge is the most important competitive advantage of organizations. This makes it necessary for organizations to take action to maintain and continue this competitive advantage. With the development of knowledge management and the increase of knowledge-based organizations, the change in the competitive environment of organizations has intensified and the environment of organizations is moving towards dynamism. Today, managers are eager to manage organizational knowledge so that they can benefit from its useful results. One of the necessary behaviors for knowledge management is the sharing of knowledge among the people of the organization, and this behavior occurs when a person has a desire to help others or learn from others in order to develop new capabilities in the organization. Since the organization cannot force its employees to share their knowledge with other employees and there is no compulsion, knowledge sharing will not happen until the individual wants to. The concept of hiding knowledge is as old as the topic of knowledge management itself. But it is a behavior that has been less researched. Identifying and explaining the effective factors on hiding knowledge is one of the solutions that can help the organization to move towards a knowledge-oriented and learning organization (Oliveira et al, 2018). According to the view of "knowledge is power", people usually hide knowledge so as not to lose their competitive advantage, and despite many researches in the field of knowledge sharing and the efforts of managers, organizations find it very difficult to achieve knowledge sharing. effective among their employees. Researchers have focused more on promoting the desired activities of the organization, especially knowledge sharing, and less attention has been paid to the reasons why people hide knowledge (Hosseinzadeh, and Miri, 2018).
Research Methodology
In terms of purpose, this research is applied, its nature is descriptive-analytical, and its method of implementation is meta-analysis, which is a systematic review and meta-analysis (Systematic Reviews and Meta-Analyses) that examines the meta-analysis of the antecedents of knowledge concealment. pay the statistical population of this research included domestic and foreign related individuals during the years 2016 to 2022, and 25 cases were entered into the analysis process using a non-random purposeful sampling method.
Research findings
The Q test was used to check the homogeneity of the studied studies and it can be claimed with 95% confidence that the null hypothesis that the studies are homogenous is rejected and the hypothesis of heterogeneity among the studies is confirmed. In order to avoid publication bias, the funnel diagram and safe N of error were used. The results showed that as the studies are drawn to the bottom of the funnel, their standard error will increase and their publication bias will increase. The results of linear regression show that at the 95% confidence level, the cut-off value is equal to 1.26935 and the test statistic is 0.58840. Since the value of p is one domain (p=0.42036) and two domains (p=0.81547), it means that the null hypothesis that the funnel plot is symmetrical and that there is no diffusion bias is confirmed. Rosenthal's safe-from-error (N) test shows the number of missing studies (with a mean effect equal to zero), which must be added to the analyzes to obtain statistical insignificance of the overall effect. Based on the results of the above table, it can be seen that 986 more studies need to be conducted and checked so that the p value of the two combined strains does not exceed 0.05, so 986 more studies must be done in order to reach the final results of calculations and analysis. If an error occurs, this indicates the high accuracy and accuracy of the information and results obtained in this research.
Conclusion and Discussion
The results of the meta-analysis of the reviewed studies showed that organizational justice, leadership style, organization design, competitive work environment and human resource management are effective on knowledge concealment in organizations, and this effect size in the reviewed studies is for combined effects. Fixed and random are equal to 0.629 and 0.603 respectively. The results of this research question, with the results of studies such as (Kamalipour et al, 2020), (Valikhani Dehaqani, and Mohammadi, 2022), (Babaei et al, 2020), (Manochehri et al, 2018), (Mehrabi Taleghani and Mohammadian Saravi, 2018), it is both side and straight. In explaining these findings, it can be said that hiding knowledge may be related to employees' fear of losing control and power over their knowledge. In addition, some employees try to protect their competitive advantage among colleagues, and since today knowledge is considered as a valuable asset and a strategic resource and capital, and providing services, quality and economic products without interest. Obtaining and managing this valuable resource is difficult and often impossible. Therefore, organizations need to be more productive from human capital, more efficient and effective learning of employees, satisfaction of customers and employees, prevention of repeating mistakes, reduction of rework, saving time, motivating creativity and innovation, etc. They should put knowledge in the center of their attention and manage it.
Maryam Omidkhoda; Seyed rasool Toudar
Abstract
Abstract
The purpose of the present research is to analyze the benefits of cooperative education planning in the cultural activities of public libraries. Qualitative approach and grounded theory method have been used in this research. Four libraries with many cultural activities were selected from the ...
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Abstract
The purpose of the present research is to analyze the benefits of cooperative education planning in the cultural activities of public libraries. Qualitative approach and grounded theory method have been used in this research. Four libraries with many cultural activities were selected from the public libraries of Tehran city, then 10 members, 3 officials and 6 librarians, and 32 local non-members were selected by theoretical sampling method. The data was collected through semi-structured interviews, and the theoretical coding method was used for analysis. The results showed that public libraries have not been able to play a role in planning cooperative education in cultural activities. Not valuing collective wisdom and society in planning cultural activities, mistrusting people and librarians in planning cultural activities, the absence of volunteer associations and popular organizations to implement cultural activities, and the low quantity and quality of library cultural activities of public libraries have been the cause of the rolelessness of public libraries. The consequences of not using participatory planning are: lack of trust in local participation, lack of use of local capacities and potential, lack of ability to attract audience and members, reduction of interaction with organizations and cultural centers, failure to fulfill the goals of the library; which is the satisfaction of members and patrons and their attraction to reading.. Also, the use of collaborative education planning in cultural activities by public libraries will be possible with interaction with librarians in line with the use of experiences and expertise in the field of cultural activities, efforts to maintain and strengthen trust and communication with potential members and society in the design and carry out cultural and reading activities, communicate more with the society and cultural educational centers and organizations around public libraries.
Extended abstract
Introduction
UNESCO's studies have shown that cultural institutions in a decentralized system can be a reliable means of attracting the participation of local levels, and by using new methods; they will enable people to do many things with participation, including educational activities. (Taleshi, Mustafa & Effti, 2011. On the other hand, in the executive document of Agenda 2030: cultural campaign, in addition to paying attention to "cultural indigenization" and paying attention to culture at the national and local levels, one of the policies to achieve the goals of sustainable development are to strengthen collaborative education planning at the national and international levels, so that with the participation of cultural activists, government officials, civil society organizations and communities, UN member states are also encouraged to this campaign and strengthen the cultural foundations in many fields with the participation and use of the service population (Yildirim, 2019).
With the same credit, public libraries can expand their educational and cultural activities with the participation of people, and provide lifelong education, as well as promote study and intellectual development of people (Larson, 2018)). The researcher is trying to address the main goal of analyzing the benefits of cooperative education planning in the cultural activities of public libraries.
Theoretical framework
Jin Yang (Institute of Lifelong Learning of UNESCO) has put lifelong learning policies and educational planning at the forefront of the future of cultural centers, including libraries, until 2025. Developing a coherent lifelong learning system, educational planning, requires the participation of stakeholders and employees. For example, most of the public libraries in the United States, in order to plan lifelong learning activities for the elderly, have taken into account various programs with subjects of interest to the elderly, such as nutrition / health / stress management and entertainment (Sabo, 2017).
On the other hand, the public libraries of the future in redesigning and resiliency in the future, with their increasing lack of budget, need to strengthen interaction and participation with other organizations, develop cooperative education planning and pay attention to socialization, as well as communication with cultural institutions (Swist, 2022).
In order to face the emerging paradigm in the future, libraries are trying to contain and cope with this category, for example, university libraries have also taken measures in this direction to determine which strategic planning approach can encourage the academic staff of the library to adopt new organizational structures and adapt to the emerging paradigms of the library. In response to this problem; employee participation, in-service training, and the use of organizational ideas are necessary. By using new collaborative and educational methods such as brainstorming, surveys, creating focus groups, or environmental scans, it is possible to strengthen the adaptation to the paradigms of the new era in academic staff (Leebaw, 2019).
In fact, the use of collaborative planning in university libraries, the empowerment of collaborative education, the use of collaborative style for decision-making and planning, as well as library partnerships with other educational centers can also be indicators of organizational innovation (Toudar, at all, 2020).
The public libraries of the world have been able to offer lifelong activities, services and education more powerfully by using planning models such as cooperative education models. One of these activities is the design and planning of interactive library exhibitions (Matthews, Metko and Tomlin, 2018).
In the "Planning Book for the Future of Libraries", there are various discussions about the writer's views and predictions about libraries in the 21st century and the future until 2025 and the opportunities that may arise for libraries in which people have become the key to success for the future of libraries. This book is about planning with the same approach of participation of people's supporters, where the member or sponsor is more suitable than the user. Through close and face-to-face communication with the public and brainstorming between librarians and the public, the library will become a central element of their lives, not just a place to meet information needs or common uses, but a place for lifelong learning and training (Kim, Frierson, 2014).
Research methodology
In this research, qualitative approach and grounded theory method have been used. Four libraries were selected from the public libraries of Tehran city with many cultural activities, then 10 members, 3 officials and 6 librarians, 32 local non-members were selected by theoretical sampling method. The data collection method is a semi-structured interview. All the interviews were recorded and then transcripted and analyzed. Interviews were recorded with their permission, so that in addition to maintaining the confidentiality of the information, the ethical obligations of the research were also observed, and the theoretical coding method was used for the analysis.
Research findings
The results showed that public libraries have not been able to play a role in planning cooperative education in cultural activities. Not valuing collective wisdom and society in planning cultural activities, mistrusting people and librarians in planning cultural activities, the absence of volunteer associations and popular organizations to implement cultural activities, and the low quantity and quality of library cultural activities of public libraries have been the cause of the rolelessness of public libraries. The consequences of not using cooperative education planning are: lack of trust in local participation, lack of use of local capacities and potential, lack of ability to attract audience and members, reduction of interaction with organizations and cultural centers, failure to fulfill the goals of the library, which is the satisfaction of members and clients and attraction them to reading.
Conclusion
The results showed that the use of cooperative education planning in cultural activities by public libraries through interacting with librarians in line with the use of experiences and expertise in the field of cultural activities, efforts to maintain and strengthen trust and communication with potential members and society in the design and implementation of cultural and reading activities, it will be possible to communicate more with the society and cultural and educational centers and organizations around public libraries. Public libraries, as a service-oriented social institution, can successfully design their activities and cultural programs by assessing the needs, analyzing and examining the needs of users and taking advantage of citizen participation, as well as creating local sincere gatherings and voluntary reading associations. The formation of local voluntary reading associations for continuous and sustainable participation in educational and cultural activities is one of the solutions in such a way that the use of maximum and community-oriented participation and interaction in the design of educational and cultural activities will increase the quality of service delivery.
In line with the use of cooperative education planning, in order to enrich the cultural activities of public libraries, it is suggested to strengthen the interaction with librarians in order to use experiences and expertise in the field of cultural activities. Efforts should be made to maintain and strengthen trust and communication with potential members and society in the design; and implementation of cultural activities and book reading; and maximum communication with society and cultural, educational centers and organizations around public libraries. Today, public libraries can plan education and creation of cultural activities based on the three special tasks of its informants, on the one hand as lifelong learning centers and people's universities in order to improve skills and businesses, provide collaborative educational programs with educational and professional centers. The final suggestion is that the planners of cultural activities of public libraries can use cooperative education planning models to design their cultural programs and activities in order to focus on the audience and community members, as well as by paying attention and identifying the factors in order to provide opportunities to interact with users and society, so that they can achieve their superior cultural and educational goals. In fact, by communicating as much as possible with the beneficiaries and cultural centers, they should plan education in such a way that the lifelong learning of the society is improved.
seyyedmohammad seyyedkalan; Adel Zahed babolan; Mahdi Moeinikia; Ali Rezaeisharif
Abstract
Abstract
Based on previous research, quality culture is considered as a dominant and specific organizational culture of the university defined by shared values and university representatives' commitment to quality. The purpose of the current study was to model and evaluate the factors that influence ...
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Abstract
Based on previous research, quality culture is considered as a dominant and specific organizational culture of the university defined by shared values and university representatives' commitment to quality. The purpose of the current study was to model and evaluate the factors that influence the establishment of a quality culture at Farhangian University. The research method was mixed-exploratory and two-stage (qualitative-quantitative). In the qualitative part, 23 academic and professional experts from education and research centers in 2017 were interviewed specifically using the semi-structured interview method. For the quantitative part, 462 faculty and non-academic members were selected by multistage cluster sampling and answered the questionnaires. The formal and content validity of the quality culture questionnaire was confirmed by experts. Also, in terms of reliability, the internal consistency method using Cronbach's alpha was used to calculate the internal consistency, which indicates the high reliability of the dimensions and components based on the number of factors. The values extracted from the factor analysis were confirmed. The results of the first and second confirmatory factor analysis showed that the quality culture consists of the following factors: "Structural / management elements", "Cultural / psychological elements", "Leadership", "communication", "Trust", "Commitment and accountability", "Partnership", "Empowerment", "infrastructure Correction", and "quality culture's consequences". The indigenous model for the establishment of Farhangiyan University has a well-founded structural validity. Therefore, it can be said that the structural model of the study is of good quality and the observed values are well recovered and the model has good predictive power.
Extended Abstract
Introduction
Nearly two decades have passed since the first efforts were made to establish the quality assurance system and make it a dominant discourse in higher education in the country. Nevertheless, few studies have been conducted on the conceptualization of quality culture as a necessity for institutionalizing the quality assurance discourse in higher education in Iran (Salimi & Hosseini, 2016: 1143). Therefore, "quality culture" has always been among the important and significant issues in the higher education system in the country. Meanwhile, Farhangian (Teacher training) University, which is focused on the quality of teacher education, has faced many serious challenges related to quality assurance more than other universities, including quantity orientation in student admissions, academic resources, and facilities, etc.
Given the development of the higher education system in terms of student numbers, which indicates quantitative growth and insufficient attention to quality in universities (Ghoorchian & Shahrakipour, 2010: 2), there seems to be no consensus on the original meaning of quality in higher education, and the main source of disagreement is the difference in philosophical and structural foundations and customer orientation (Ghaffari, Jafari, & Amir Mohammadi, 2011). However, quality assessment in higher education and its culturalization according to the intellectual foundations can be considered as the main prerequisite for establishing a quality assurance system in higher education (Farasatkhah, 2006). Meanwhile, the dissemination of quality culture through the application of internal quality assessment and cultural infrastructures in universities can lead to continuous improvement and consistent assurance of quality culture in the long term. This is because, according to Hayrinen Alestalo & Peltola (2006), the main difficulties in achieving high quality in higher education are due to cultural issues.
Nevertheless, with the emergence of the Total Quality Management movement, the evaluation of the quality of higher education and its necessity; the main problem, according to most experts, is still the cultural background (Yazdkhasti & Rajaipour, 2009). Considering the above movement in the context of culture, it should be said that the concept of quality, like any other concept, can grow and develop rapidly in the shadow of the development of culture. Nevertheless, in recent years, the topic of quality culture has attracted the attention of specialists in academic quality assessment, which should be acknowledged because higher education institutions in Europe (d'Egmont, 2006) introduced quality culture years ago in order to apply a comprehensive and sustainable approach to quality in higher education institutions.
Thus, the study of the literature confirms that the continuum of stages in the establishment of the quality assurance system includes six stages: Contemplating about Quality, Gaining Initial Experience, Modelling and Localizing the Assessment Process, Disseminating the Quality Culture and Creating a Bond, Structuring and Establishing the Quality Assurance System. Considering the efforts in higher education, it is clear that the fourth stage of the above stages is not yet formed in the program of some universities (Bazargan, 2003: 155), but in recent years, regardless of the dissemination of the quality culture, structuring has been carried out in some universities in the country, including Farhangian University of Iran, and it must be said that the dissemination of the quality culture is in the shadow of the establishment of the quality assurance system, which indicates that Farhangian University always suffers from a serious problem in this regard (establishment of the quality assurance system). According to the requirements that apply to the above research area, and in order to understand this missing link in Farhangian University, namely the design and evaluation of the factors that affect the establishment of quality culture in the university, a combined research was conducted for the first time to provide a model for the country's Farhangian University system.
Theoretical foundations
To draw the culture of quality in academic systems, researchers such as Barbulescu (2015) and Adina-Petruţa (2014) talk about the internal quality of education that has led to the association of the culture of quality outside the university, and the categories of the
professorial role of faculty members and the role of students, as well as the environment that evokes the culture of quality in education in the form of university symbols, and researchers such as Vilcea (2014), Chong (2014), Veiga et al. (2014), Cardoso, Rosa & Santos (2013) also studied the categories that evoke a quality attitude towards the university in the shadow of the components; trust, collaborative environment, self-management of staff and professors, attention to continuous quality; not immediate and superficial, systematic planning of the quality process; new knowledge in academic quality assessment; graduality of quality as a criterion for action; responsiveness to students; transparency, comprehensive supportive care, self-leadership, cooperation and teamwork, open communication. It seems that each of them used the same framework for the theoretical development of quality culture.
However, despite the mentioned researches abroad according to the international studies on this topic, the topic and challenge of quality culture in our country is still mentioned as a theoretical assumption in the lectures and annual conferences on university quality assessment by the well-known experts.
The lack of access of researchers to relevant empirical research results is also an aspect of it; because this issue is doubly difficult in the field of research and previous researches (Doctoral dissertation Ameri Shahrabi & Kavoosi (2016) under the title designing a quality culture model in Islamic Azad University, study by Ebrahimi, Adli & Mehran (2015) under the title university culture review, Latifi & Zohurian Aboutorabi (2015) study of general culture indicators of universities, Khoshdaman and Ayati (2013) Comparison of teaching and learning culture in two generations of faculty members, Mohammadi et al, (2013) Prevalence of university culture with its evaluation of the elements and processes of knowledge management of faculty members, and finally Bazargan (2011) Culture quality and its role in achieving the desired performance of universities; Amiri, Zarei Matin & Zolfagharzadeh (2010) the complexities of culture and its typology in higher education) within the country have not still been able to provide a coherent response in this regard. And most importantly, the greatest intellectual concern of the administrators of the university system in this period also demanded indexing the culture of quality in the university system, and the researchers paid attention to the topic by a systematic mode designing and its evaluation in order to establish the quality culture in Farhangian University.
Methodology
The current research is applicable in terms of its purpose, and field type in terms of data collection method (sequential exploratory hybrid model (qualitative-quantitative)). This research collects and analyses data based on the research strategy of grounded theory or theory derived from data, which is based on the systematic design of Strauss and Corbin's data theory. With this in mind, exploratory and semi-structured interviews with key informants, note taking, and document review were used to gather information. In this method, experts were purposively selected based on the research objectives. Depending on the content of the exploratory interviews with the experts, additional informants had to be brought in using the snowballing method.
Sampling and interviewing continued until the process of analysis and discovery reached theoretical saturation. The validation and acceptance criteria of the categories and their relationships were performed and approved by experts in the field of quality assessment and three participants. In the quantitative part of the research, the initial structure of the questionnaire was randomized with multistage sampling of the clusters among the statistical sample, which included 462 people (173 289 were faculty members and 289 were non-academic members) distributed throughout the country, after the evaluation of five experts in monitoring and quality assessment at Farhangian University by removing similarities and overlaps with 120 items in the final questionnaire. The PLS3 Smart software was used to test the research hypotheses and the model extracted from the qualitative part.
Discussion and results
In the study of the primary data, 784 concepts were identified. On this basis, the data set was reduced to a specific and limited number of general categories. At this stage, 120 concepts and 44 main categories were identified. After identifying the main categories of the investigation, axial coding was performed. Finally, in the last stage, to determine the theory by merging the categories, 10 core categories were obtained from the 44 main categories, which were formed around an axis to form a strong network of relationships. All main categories and cores were classified in the form of conditional, interactive/process, and consequent categories, which were drawn into the final model of establishing a quality culture at Farhangian University in the country in Figure 1.
In the quantitative part of the study, the basic criterion for evaluating the endogenous variables in the paths of the model is the coefficient of determination. This index shows that the endogenous variable is among few (one or two) exogenous variables, the average values of the coefficient of determination are also acceptable and all paths (endogenous variables to exogenous variables) are evaluated as average except for the path of strategies from background factors and intervention factors, which is significant. To evaluate the extracted model (Figure 1), the Q2 Aston-Geisser rate for all endogenous variables was also evaluated. Therefore, it can be said that the studied structural model is of good quality and the observed values are well reconstructed, and that the studied model has good predictive ability and can predict the endogenous variable.
Conclusion and Discussion
In order to achieve the objectives of this research, quality culture as a main phenomenon is understandable in terms of a logical (systematic) model and considering its understanding with conditions (causal, mediating and contextual), interactions/actions and consequences and was confirmed in this research. That is, what factors influenced quality culture? And with what factors did they interact? And what variables were the consequences of these interactions?
In examining and explaining the details of the final (validated) model, it should be said that the final model of the research shows that among the causal factors (structural/management elements), university policies and procedures (0.885) play the greatest role, and organizational vitality (0.719) plays the least role as predictors of the establishment of quality culture at Farhangian University in the country.
Among causal factors (cultural/psychological elements), shared values and expectations (0.906) played the most important role and quality discourse played the least role (0.835). As for the influence of causal factors, among the strategies (mechanisms of quality culture), attention to meritocracy (0.991) had the greatest effect and curriculum reform (0.850) the least. For the implementation of establishing the quality culture in the university, which required basic strategies, among the contextual conditions for crystallizing the quality culture, commitment and responsibility (0.939) attracted the highest attention of the respondents and participation (0.902) played the least role.
In addition to the framework conditions, the intervention conditions were also found to be effective in the implementation of the strategies. Among the intervention factors, academic leadership played the greatest role (0.951) and communication the least (0.911). Finally, since quality culture leads to certain outcomes, based on the findings and the final model, among the extracted outcomes and consequences, university image (0.992) was ranked first and quality graduates (0.720) was ranked last by the respondents. Therefore, in accordance with the research results, the following suggestions are recommended: Academic leaders in the central organization and campus and affiliated academic centres should base their work on quality policies and procedures in the university (quality charter) with the existing strategic plan to create a quality culture in the university.
Furthermore, in line with the establishment, dissemination and consistency of the quality culture, university administrators can also establish the foundation and practical context of the quality culture by transforming the old structures of the university to pay attention to the inspiring elements in this research with collective agreement and belief in quality.
management
Ghaem Gheiravani; Mohammad Montazari; Shams Sadat Zahedi
Abstract
AbstractThe current research aims to provide a smart governance model with a focus on the development and training of human resources in the public sector. The research method is applicable according to the purpose, and mixed (qualitative-quantitative) according to the type of data. The statistical population ...
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AbstractThe current research aims to provide a smart governance model with a focus on the development and training of human resources in the public sector. The research method is applicable according to the purpose, and mixed (qualitative-quantitative) according to the type of data. The statistical population in the qualitative part of the research consisted of 15 academic experts and experts in the field of information and communication technology in the Ministry of Interior and managers of the South Khorasan Governorate who were familiar with the subject, which was selected in a non-probabilistic and judgmental way, and the required information was collected from them with the method of content analyzing. The statistical community in the quantitative part of the research includes managers and experts working in the management and planning department of administrative automation planning in the number of 246 people, of which 150 people were selected as a sample using Cochran's formula. Further, in line with the validation of the research model, a research questionnaire was designed and distributed in a stratified random method among 150 managers and experts working in the management and planning department of administrative automation. Smart PLS 2 software was used in order to analyze the data. The results showed that all the components of smart governance in the public sector were identified and their significance was confirmed in the research; and by examining themes, concepts and quantitative and qualitative research; the smart governance model was explained with a focus on the development and training of human resources in the public sector.Extended abstractIntroductionThe speed of developments and changes in communication and information technology has envisioned an unpredictable world even for the near future and has even changed the concept of governance in such a way that "smart governance" is the only way forward for governments and rules (Fuller & Crawford, 2022). The meaning of smart governance is to provide a platform for the integrated management of city affairs. This platform should provide services and interactions between the parts of the city in order to achieve an effective and efficient city (Moreno & Paez, 2022). The most important effective tool in this field is the use of FAVA (including communication infrastructure, hardware and software), the use of intelligent processes and information-based decision-making (Holzer et al, 2022). The interaction and participation of all private, government and city governance factors is one of the requirements to achieve smart governance. The development of the dimension of smart governance, due to its fundamental nature in the building of a smart city, becomes the basis for the development of other dimensions of smartness as well (Azkuna, 2022). Smart government is a platform for proper urban management. All the services provided in a smart city should be offered to the people through the channel of smart governance. In the intelligent governance of democracy, the foundation of a government is ideal and perfect. But the existence of corruption, unfair policies and mismanagement of the government causes people to lose their trust in governments (Alvahdei, 2016). The development and application of information technology in various fields is the result of the capabilities of information technology, which is facing great success today (Karegar.rt.al.2015). One of the most important opportunities that new technologies provide to government men and managers is increasing accessibility, strengthening efficiency and re-engineering the government's architecture and making it more responsive. The use of the re-engineering of government architecture and other mentioned facilities in the governance process has led to the emergence of a reality called the intelligent government, which is the prerequisite of government over information societies. Smart government is the use of information and communication technology to improve public sector management and has gained increasing popularity. Smart government is a powerful tool that provides better public services, reduces waiting time and improves cost-effectiveness, increases productivity and improves transparency and accountability, and improves the government's ability to perform key activities (Moghimi, 2017).Therefore, the main question of the research is, what is the smart governance model with the approach of focusing on the development and training of human resources in the public sector?Theoretical FrameworkLiteratureSmart ruleThe meaning of smart governance is to provide a platform for the integrated management of urban affairs. This platform should provide services and interactions between the parts of the city in order to achieve an effective and efficient city. The most important effective tool in this field is the use of FAVA (including communication infrastructure, hardware and software), the use of intelligent processes and information-based decision making. The interaction and participation of all private, government and city governance factors is one of the requirements for achieving smart governance. The development of smart governance, due to its fundamental nature in building a smart city, also lays the foundation for the development of other dimensions of smartness. Smart governance includes political and active participation, citizen services and smart use of e-government. In addition, smart governance refers to the use of new communication channels, such as electronic government or "electronic democracy" (Ghorbanzadeh, 2015).The main elements of smart governanceSmart governance: means public investment in ICT to promote transparency and accountability among public institutions at the local and national levels and improve their performance. This element is usually related to public management reform programs and government modernization (Ghorbanzadeh, 2015).Providing intelligent services: Public investment in ICT is to improve the efficiency and transparency of public institutions in providing public services in all sectors. This element is related to the reform programs of public management, local governance and access to justice (Ghorbanzadeh, 2015).Smart participation: Public investment in ICT is aimed at promoting interaction between public institutions and citizens in order to improve policy making and provide public services and activities. This element includes three levels of providing information to citizens, consultation with citizens, and dialogue between the government and citizens. This element is usually related to public accountability programs, strengthening of civil society and strengthening of parliamentary system and parliament (Ghorbanzadeh, 2015).There have been numerous articles on the explanation of smart governance models, but the explanation of a comprehensive and complete model with the approach of human resource development and training has been done less.Hosseini et al. (2022) in an article investigated the antecedents and consequences of smart good governance with a fuzzy Delphi approach. The research method is among mixed researches in the deductive-inductive approach. The statistical population of the research consists of all governance activists, 26 of whom were selected based on the principle of theoretical adequacy and using the purposeful sampling method. In the qualitative part, the data obtained from the interview were analyzed using the Atlas.ti software and the identification method was analyzed. The results of the research indicate that among the antecedents, respectively, technology and smart data, electronic and intelligent interaction, governance Law, competent and committed brokers, cyber and smart security had the highest priority (Hoseini.et.al, 2022).Paighan et al. (2022) in an article identified and prioritized factors affecting good governance with a sustainable development approach in the government organizations of Sistan and Baluchistan province. The research method is applicable in terms of purpose, and mixed (qualitative-quantitative) with an exploratory approach according to the type of data; in this way, 54 articles in the field of good governance were analyzed and research indicators were identified using meta-composite method. The identified factors and components were weighed with the opinion of experts and after receiving their corrective opinions, they were analyzed based on relevant statistical methods, and finally the fit of the model, components, and the combination of factors was reached by their consensus. The statistical population in the qualitative part of the research included 11 academic and professional experts familiar with the subject, who were selected in a non-probabilistic and judgmental manner, and the required information was collected from them using the Delphi method. Further, in line with the validation of the research model, a research questionnaire was designed and distributed among 216 sample members, including managers and experts of the governorate, governorate and academic staff members of the university in Sistan and Baluchistan province, which was randomly distributed by stratified method. In order to analyze the data, Smart PLS software was used. Finally, the findings of the research showed that the indicators of commenting and accountability, quality of laws, corruption control, rule of law, transparency, vision and planning, effectiveness and efficiency, ethics, responsibility, trust, justice, poverty alleviation, Economic growth, participation, institutional development, meritocracy, trust-oriented, political stability, and anger are respectively the most important components of good governance with a sustainable development approach (Peghan.et.al.2022).MethodologyThe research method is applicable according to the purpose, and mixed (qualitative-quantitative) according to the type of data. The statistical population in the qualitative part of the research consisted of 15 academic experts and specialists in the field of information and communication technology in the Ministry of Interior and managers of the South Khorasan Governorate who were familiar with the subject, which was selected in a non-probabilistic and judgmental way, and the required information was collected from them with the method of content analyzing. The statistical population in the quantitative part of the research includes managers and experts working in the management and planning department of administrative automation planning in the number of 246 people, 150 of whom were selected as a sample using the Cochran formula. used.Discussion and results:SPSS 26 statistical software is used for descriptive data analysis, and the Kolmogorov-Smirnov test for the normality of the data, and the structural equation test using SMART PLS 2 software to answer the research questions. Factor loadings are calculated by calculating the correlation value of the indicators of a structure with that structure. If this value is equal to or greater than 0.4, it confirms that the variance between the structure and its indicators is greater than the variance of the size measurement error of that structure, and the reliability of that measurement model is acceptable. The results of the factor analysis show the desired components, since the factor loading of all items is greater than 0.4, and the value of the t statistic is greater than 1.96, so the model has good validity.Conclusion:This research was conducted with the aim of investigating the components of smart governance with a focus on the development and training of human resources in the public sector. For this purpose, data was collected through in-depth and semi-structured interviews with 15 experts, including university faculty members and experts in the field of information and communication technology in the Ministry of Interior and managers of South Khorasan Governorate who were selected by theoretical sampling. In the quantitative phase of the research, a researcher-made questionnaire based on the extracted components was prepared and provided to 150 managers and experts working in the management and planning department of administrative automation. Then, using the coding method of qualitative content analysis based on interviews with elites and using thematic analysis method, the components of smart governance with a focus on the development and training of human resources in the public sector were identified and extracted, and the effectiveness weights were obtained using the structural model. SPSS 26 and PLS 2 software were used for statistical analysis of the research. To check the fit of the measurement models, convergent validity was used, and the results showed that the AVE values for all variables are greater than 0.5, so the convergent validity of the constructs is acceptable. Also, the results of the factor analysis of the desired components were confirmed, considering that the factor loading of all items is greater than 0.4, and the value of the t statistic is greater than 1.96, so the final model of the research was determined to have good validity. The results of this research are in agreement with Hoseini.et.al, (2022), Peghan.et.al., (2022), Rostaei.et.al, 2(018), Faraji (2022), Meijer et al., (2018), and Washburn et al., (2018).
Leila Talebi Khansari
Abstract
The aim of this study was to determine the relationship between classroom management practices and communication skills with the academic achievement motivation of elementary school students in Chabaksar. The research method was descriptive-correlation. The statistical population of this study included ...
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The aim of this study was to determine the relationship between classroom management practices and communication skills with the academic achievement motivation of elementary school students in Chabaksar. The research method was descriptive-correlation. The statistical population of this study included teachers and male and female elementary school students in Chabaksar. 80 teachers and 200 students were selected using simple random sampling and cluster random sampling. Teachers answered the questions of the Communication Skills Questionnaire (Quindam, 2004) and teaching style (Gerash, 1996), and students answered the questions of the Academic Achievement Motivation Questionnaire (Walrand, 1992). Data analysis using stepwise regression method showed that the variables of classroom management practices and listening skills are the best predictors for the variable of academic achievement motivation, and there is a relationship between classroom management practices and communication skills with students' academic achievement motivation (P <0.01). As a result, teachers can benefit from effective classrooming styles and communication skills to increase motivation for academic achievement and prevent student burnout.
Beheshteh Fazlail; mojtaba moazzami
Abstract
The current research has been conducted with the aim of investigating the effect of organizational leadership style on human resource management while emphasizing the mediating role of competitive work environment. The research method was descriptive-correlative. The statistical population of this research ...
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The current research has been conducted with the aim of investigating the effect of organizational leadership style on human resource management while emphasizing the mediating role of competitive work environment. The research method was descriptive-correlative. The statistical population of this research is all the employees of Asia Insurance Company in Tehran, which is currently 3922 people, of which 350 people have been selected as a statistical sample using Cochran's sample size determination method and simple random sampling method. In this research, the standard organizational leadership style questionnaire of Bardens and Metzkas (1996), the standard questionnaire of human resource management by Sarmad et al. (2013), and the standard questionnaire of the competitive work environment of Fletcher and Nussbaum (2010) were used to collect data, and the Descriptive and inferential statistics technique have also been used. To analyze data, descriptive statistical methods of gender, education, and age are used, along with separating minimum, maximum, average, standard deviation, skewness and kurtosis test, factor analysis test, structural equation method, and Spss 22 and Smart Pls software. The results of the research show that the organizational leadership style has no significant effect on human resource management and it has been rejected, but the organizational leadership style on the competitive work environment, the competitive work environment on human resource management, and the organizational leadership style on human resource management with the mediating role of the competitive work environment have a significant effect which has been confirmed.
Extended Abstract
Introduction
Along with planning, organizing and controlling, the leadership of the organization is considered one of the essential and important duties of the manager and plays a fundamental role in the management of the organization. Leadership is the process of directing and exerting influence on the activities of the group or members of the organization. The research of Ko (2011) has shown that the leadership style of managers is one of the effective factors in increasing morale, motivation, performance, efficiency and effectiveness and ultimately productivity in organizations. Various classifications of leadership styles have been done by researchers, but in a new classification based on the way of performance in 2015, Setin and Kinnick divided leaders into two groups: exchange and transformational. A relationship-oriented leader pays attention to the needs and motivation of subordinates and improves personal, group and organizational needs and provides new opportunities for the organization to identify effective methods for doing work (Jafari Harandi & Najafi, 2018). Considering the many challenges facing organizations and employees in the 21st century, employees need to update their knowledge, skills and expertise; and organizations should invest more and more effectively in their human resources more than before. Therefore, the correct understanding and identification of the factors affecting employee learning plays an important role in ensuring the managers of the effectiveness of human resources training and development plans (Force & Glory, 2021).
Human resources are the most valuable and important asset of an organization. And the individual and collective efforts of people resulting from knowledge, thinking, creativity and efficiency of the human resource management that brings the organization closer or further away from the set goals. Therefore, considering the importance of human resource management as the most prominent factor of competitive advantage and the importance of managers' skills in the correct leadership, human resource management directly affects the efficiency and effectiveness of human resources (Soleimani & Babadi et al, 2022). On the other hand, the competitive pressures in the global markets are increasing so much that improving quality, low-cost production, timely fulfillment of customer expectations and managerial accountability is not only an option but a strategic necessity. These competitive conditions have made organizational learning and knowledge management to be the focus of organizations' managers, along with issues such as quality management, modeling, re-engineering, downsizing and outsourcing, and strategic planning, organizational learning, and knowledge management (Darban et al, 2020). Gaining competitive capabilities in today's world has become one of the basic challenges of different countries at the international level. The resource-based view allows us to understand well the method of using and combining resources by the organization, the factors of achieving a sustainable competitive advantage, and the nature of the resources used by the organization (Hosseini & Shams, 2014).
In the way of creating a competitive advantage, there are two important points to consider: First, the organization can create a stable competitive advantage through its merits, which is valuable for customers, and is always superior to competitors. Second, due to the increase in environmental complexity and the intensity of competition, competitive advantage is either easily imitated by competitors or fades in the eyes of customers and must be replaced with new advantages (Zarei, 2022). Based on this, organizations should think about finding sustainable competitive advantages for themselves (Alavi Matin & Chavoshipour, 2017).Sustainable competitive advantage refers to those advantages that are valuable for customers due to the use of the organization's competencies, cannot be easily imitated and copied by competitors, and bring the organization decent performance and competitiveness. Today, organizations must have a competitive advantage to improve performance and face competitors, because superior performance, which is the goal of all organizations, comes from their competitive advantage. In recent years, competitive advantage has been at the center of the discussion of competitive strategies (Nemati et al., 2019).
According to the mentioned contents, this research seeks to answer the question that, to what extent does organizational leadership style affect human resource management while emphasizing the role of a mediator of a competitive work environment in Asia Insurance Company in Tehran?
Theoretical framework
Leadership is the ability to influence the group to achieve goals. If the source of influence is personal, the person is considered as a leader (Shabri Abd et al, 2016). Leadership is the ability to attract people and influence and affect them so that people (followers) voluntarily accept individual personality and leadership in a given situation to achieve their goals and needs (Jafari Harandi & Najafi, 2018) A leader is generally in the center of group activities and changes and, in a word: is a manifestation of the groups will, The method by which a leader uses his influence to achieve the goal is calld leadership style, and Organizational leadership style is basically the manager's attitude towards his role and employees' (Khosrovabadi et al., 2021). Some also define the leadership style as fixed characteristics or characteristics of the leader in addition to fixed behavioral patterns (Yongping et al., 2018).
Human resource management is: the process of working with people, so that these people and their organization achieve full potential (Yongping et al., 2018). Therefore, human resources are the most valuable and important assets of an organization, and the individual and collective efforts of people are the result of knowledge, thinking, creativity and efficiency of human resources that bring the organization closer or further away from the set goals. Thus, considering the importance of human resources as the most prominent factor of competitive advantage and the importance of managers' skills in the correct leadership of human resources, leadership directly affects the efficiency and effectiveness of human resources (Fedorova et al., 2019).
Human source is one of the most important inputs of each organizational system, Competitiveness is a process that every organization tries to do better than others and surpass them. In general, it can be said that a sustainable competitive advantage consists of features such as durability, high security capability, appropriate tolerability, high biological capability, high support capability, high acceptability, proper power of justification and persuasion, and considerable negotiation power which, according to the stability and strength of the duration of the competitive advantage, all or some of the above features will exist in it. Global business leaders increasingly believe in the view that knowledge is one of the most important organizational capabilities and competencies, and it can be said that it is the basis and root of all competitive advantages (Arabshahi & Mirzaei, 2021). The possibility of achieving a strategic competitive advantage in the 21st century is for organizations that have understood this importance that their survival depends on the ability to capture intelligence and ingenuity, and transfer it to usable knowledge and quickly disseminate it at organizational levels (Hojatpour, 2021).
Methodology
The research method is descriptive- correlative, and practical in terms of purpose. The statistical population includes all the employees of Asia Insurance Company in Tehran, which currently includes 3922 people. Also, the number of 350 employees of Tehran Asia Insurance Co. was selected as a statistical sample using Cochran's sample size determination method.In order to collect data related to the variable of organizational leadership style, the standard questionnaire by Bardens and Metzkas (1996), and the standard questionnaire by Sarmad et al. (2013) for the variable of the human resource management, and the standard questionnaire by Fletcher and Nussbaum's (2010) for the variable of the competitive work environment were used.
Discussion and Results
In order to investigate the hypothesis of the research, the modeling of structural equations, the method of structural equation modeling with the help of spss software was used to test the hypotheses from inferential statistics. Then PLS software was used to test the hypotheses or the conceptual model of the research, and the results showed that the path coefficient of the relationship between organizational leadership style and human resource management is (-0.068). The P-Value significance coefficient is also (1.650) and its value is less than the significance threshold, i.e. (1.96). Therefore, organizational leadership style does not have a significant effect on human resource management in Asia Insurance Co., Tehran, so the first hypothesis of the research is not confirmed. The path coefficient of the strength of the relationship between organizational leadership style and competitive work environment is (-0.255). The P-Value significance coefficient is also (3.440) and its value is more than the threshold of significance i.e. (1.96). Therefore, the second hypothesis based on the relationship between organizational leadership style and competitive work environment is confirmed. The path coefficient of the strength of the relationship between competitive work environment and human resource management is (0.727). The P-Value significance coefficient is also (21.229) and its value is more than the threshold of significance i.e. (1.96). Therefore, the third hypothesis based on the relationship between competitive work environment and human resource management is confirmed. The result of the Sobel test of the relationship between organizational leadership style and human resource management and competitive work environment is (2.38). The absolute value of the number obtained from the Sobel test is compared with the number 1.96, and if the Z-value is greater than 1.96, the significance of the effect of the mediator variable is confirmed. Therefore, according to the result of the Sobel test, the fourth hypothesis of the research is also confirmed.
Conclusion
The main purpose of this article is to investigate the effect of organizational leadership style on human resource management while emphasizing the mediating role of competitive work environment. Effective organizational leadership should provide a way to direct the efforts of all employees to accomplish the organization's human resource management. Without leadership or direction, the existing link between organizational human resources may be weakened or broken. This issue can lead to a suboptimal situation in which individual work is done only to achieve the individual's goals, and at the same time, the entire organization loses its efficiency and adequacy and is prevented to achieve its goals. Therefore, for an organization to remain successful, the existence of organizational leadership is obligatory and necessary. Also, in today's competitive environment, the key requirement for companies to succeed is to identify how to create, maintain and sustain competitive advantage. In order to develop and exploit their competitive advantage, organizations must have capabilities that can be used to create scarce, valuable and inimitable resources. Properly managing human resources within the organization is a type of competitive advantage that is difficult to imitate and copy for all organizational leaders and should be developed as a part of organizational resources. Human resources are, in fact, the assets of the organization, which does not enable it to design and deploy strategies aimed at increasing productivity and efficiency and ultimately growing the competitiveness of the organization, and a defect in this issue can improve the performance of human resources within the organization. According to the mentioned content, it can be concluded that organizational leadership style on human resources management with the condition of existence of competitive work environment can cause organizational growth and stability. Therefore, it can be said; there is a significant effect between organizational leadership style on human resource management by explaining the mediating role of existence of competitive work environment in Asia Insurance Company of Tehran, and the main hypothesis of the research is confirmed. The results of the main research hypothesis test by Al-Wadiri and Mobini (2018), Jafari Herandi and Najafi (2018) and Nemati et al. (2019), Norouzi and Droudi (2019), Martin Santana et al. are in accordance with each other.
Based on the obtained results, it is suggested: the way the organization's management uses various management methods and leadership styles is an important factor to create the desired organizational performance; Managers should give employees the right to make decisions or comment on various matters within the organization, because the silence of employees towards organizational human resources will reduce job satisfaction in the long run, or produce the worse consequences of job indifference in the work environment. It is suggested that the goals and missions of each organization should be specified and determined for all the management factors of the organization, such as organization, planning, motivation and leadership, human and material resource management, control and monitoring systems, so that the goals and missions of the organization can be better followed in order to achieve the desired performance. It is suggested to hold training courses, scientific and specialized seminars on human resources management in organizations or provide conditions for participation in training courses, scientific and specialized seminars in a competitive work environment outside the organization and create material and non-material incentives for employees in order to try to increase their interest in pursuing training programs for organizational leaders and increasing the quality and quantity of their organizational performance. It is also suggested to improve and grow the organization by creating an understanding and spirit of knowing the leadership within the organization and how to relate human resource management processes and achieve a competitive advantage in organizations.
Education Management
Sahar Oghbaee; Maryam Golbabaee; Mohammadreza Shahabadi
Abstract
Abstract
The purpose of this research is to investigate the effect of mock-based training on the performance of Tehran Municipality employees. The current research is applicable in terms of its purpose, and survey-cross-sectional in terms of the research implementation method. The statistical population ...
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Abstract
The purpose of this research is to investigate the effect of mock-based training on the performance of Tehran Municipality employees. The current research is applicable in terms of its purpose, and survey-cross-sectional in terms of the research implementation method. The statistical population included 70 employees in the Line and Headquarters units of Tehran Municipality, and in total, by Morgan's table, and using stratified random sampling, 60 employees from three units (General Administration of Welfare and Veteran Affairs, Center Administrative renovation and transformation of Tehran Municipality and Tehran City Planning and Studies Center) were identified and selected from the field of Municipal Planning Deputy. The sampling method is stratified-relative. The collection tool in this research is a researcher-made questionnaire and a standard employee performance questionnaire (Stephen, 2005). In order to confirm the final research model, confirmatory factor analysis was performed. SPSS and PLS software were used for data analysis. The constituent components of Mock education model included goals, audience determination, needs assessment, feasibility, title selection, title type, platform selection, content, support, interactive platform, audience involvement, evaluation strategy; and the findings of the research showed that education based on Mock has a positive and significant effect on the performance of municipal employees and showed that the overall fit of the model is appropriate.
Extended abstract
Introduction
The most important and fundamental issue of any organization is the job performance of its human resources. The necessity and increasing role of performance evaluation in the success of organizations and its use in the current environment has become inevitable in the field of professional management. The municipality, as a large and effective organization, is required to respond to the citizens and stakeholders in urban affairs, and therefore, examining the results and evaluating the performance is considered an important strategic process in it, and this process in the form of a two-way relationship will result the increase of quality and effectiveness of management and performance (Sabziyan & Foadchi, 2019).
In order to take advantage of the proper performance of the employees in the municipality, help should be taken from the category of training. In fact, employee training is the most effective tool for managers to deal with environmental changes and guarantees proper service delivery, especially in service and government organizations. If these trainings are compiled and implemented regularly and purposefully for the real needs of employees, it will not only improve the performance of employees and the organization, but also improve the skills of managers and increase the satisfaction of employees and clients (Rahimi Kia et al., 2022).
Research shows that not using mock courses affects the teaching and learning of employees and their performance, job satisfaction and educational justice. This is despite the fact that the use of mock courses can improve the level of technological literacy among employees and make them strong in every way so that they can perform optimally. It can also cause a transformation in the work system and ultimately the job satisfaction of employees (Nong et al, 2022).
Therefore, the researcher is trying to answer the question: what effect does MOCK-based training have on the performance of Tehran Municipality employees?
Literature
Mock is an online course that is offered freely through the web to an unlimited number of participants. These courses are usually similar to university courses. Most of them have a specific start and end time. In addition to common content such as videos, texts, and a collection of these tools, Mocks creates an interactive space for employees and managers to participate in. These courses were able to attract different groups of people from many countries of the world. The qualitative courses that were taught by professors from many prominent universities in the world took an important step to use equal educational opportunities. The only prerequisite for participating in many of these courses is only a computer and an internet connection (Li & Baker, 2017).
Performance has been defined as activities that are usually part of a person's job and activities and must be performed. In another definition, job performance is defined as the organizational value of the employee's job behaviors in different times and job situations. The meaning of organizational value is an estimate that the organization performs on the activities and services of its employees, such as performing a job task or having a suitable working relationship with other employees (Sony et al, 2016).
Abedini Baltork et al, (2022) investigated the construction and validation of the Mock-based curriculum scale in higher education. The result of the confirmatory factor analysis showed that the curriculum based on Mock includes managerial, technological, human resource, goal, content, teaching strategies, learning and evaluation issues. The values of TLI and CFI indices are at the optimal level and more than the cut-off point of 90. Therefore, the model has a good fit with the data.
Ramzani et al, (2021) investigated human resource management and the relationship between in-service training and empowerment with the performance of Bojnord Municipality employees. The results of their research showed that there is a positive and significant relationship between in-service training and employee empowerment components and the employees' performance.
Research methodology
The current research is applicable in terms of its purpose, and survey-cross-sectional in terms of the research implementation method. The statistical population included 70 employees in the Line and Headquarters units of Tehran Municipality, and in total, by Morgan's table and using stratified random sampling, there were 60 employees from three units (General Administration of Welfare and Veteran Affairs, Center Administrative renovation and transformation of Tehran Municipality and Tehran City Planning and Studies Center) were identified and selected from the field of Municipal Planning Deputy. The sampling method is stratified-relative. The collection tool in this research is a researcher-made questionnaire and a standard employee performance questionnaire (Stephen, 2005). In order to confirm the final research model, confirmatory factor analysis was performed.
A researcher-made questionnaire was used to collect data related to Mock-based education. A questionnaire (Stephen, 2005) was used to collect data related to employee performance.
Research findings
SPSS and PLS software were used for data analysis. The constituent components of Mock training model included goals, audience determination, needs assessment, feasibility, title selection, title type, platform selection, content, support, interactive platform, audience involvement, and evaluation strategy; and the findings of the research showed that education based on It has a positive and significant effect on the performance of municipal employees and showed that the overall fit of the model is appropriate.
Conclusion
The present study was conducted with the aim of investigating the effect of Mock-based training on the performance of Tehran Municipality employees. The results of this research corresponds with the results of Abedini Baltork et al, (2022), Ramzani et al, (2021), Meneses et al, (2020), Xing (2019), Farzan et al, (2020), Haron et al, (2019), and Vasudev (2020). In the research of Fathi Hafshejani et al, (2022), three components were obtained based on the findings. The first category is the educational process with 6 sub-components (educational goals of courses, the contents of educational courses, various professional learning methods, professional educational activities, educational resources, performance evaluation courses); the second category is the support part with 5 sub-components (educational coverage of staff, educational support, educational costs, educational motivators, educational method capabilities); and the third category of the operational section with 3 sub-components (educational areas, additional skill training, creating professional soft skills).
Also, the result of this study has shown the possible consequences of MOCK's educational functions in the workplace, that stakeholders including organizations, companies and employees can use it in their educational system with confidence and with more attention to these functions, because it can dare be said that most organizations in Iran are still unaware of its potential educational benefits. In a world where with the rapid development of technology, being online is considered a necessity both personally and professionally in organizations, including our country, and it is expected that today's workforces are highly skilled and continuously improve their skills with the world's current standards, and they can acquire these new skills through lifelong learning, i.e. Mocks, in an advanced digital environment.According to the results of the research, it is suggested that the objectives of the implementation of MOCK be formulated according to the needs of the beneficiaries. Therefore, a working group consisting of educational planners, course instructors, and administrators of Tehran Municipality should be formed and decide on this matter. It is suggested that the target audience of Mock be determined by the educational planners of the municipality so that a curriculum related to them can be developed. For this purpose, supervisors of job units in the municipality should give the required information to training planners during meetings. At first, evaluators from Tehran Municipality will be assigned to evaluate the municipality's need to have a Mock. These evaluators are employees of the educational management department of the municipality. The possibility of implementing Mock in the municipality can be monitored by internal evaluators and managers.
Education Management
samira ali sofi; samaneh salimi
Abstract
Abstract
This study aimed to examine the effect of quantum management skills on readiness for change with the mediating role of organizational agility. The current study was done by descriptive correlatiove research method. The statistical population of the study consisted of all employees of Zahedan ...
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Abstract
This study aimed to examine the effect of quantum management skills on readiness for change with the mediating role of organizational agility. The current study was done by descriptive correlatiove research method. The statistical population of the study consisted of all employees of Zahedan Islamic Azad University (n=294). Using the Cochran formula, the sample size of 200 people was calculated and the applied sampling method was simple random. Azimi sanavi and Razavi Quantum Management Questionnaire (2011)was used for data collection; Sharifi & Young (2000) for Organizational Agility; and Dunham et al, (1989) for Readiness for Change questionnaire. The content validity of the questionnaire was confirmed. The reliability of the questionnaires was estimated based on Cronbach's coefficient as 0.881, 0.887, and 0.753, respectively. The data obtained from the questionnaires were analyzed at two levels of descriptive and inferential statistics, including Pearson's correlation coefficient test and structural equation modeling through Spss23 and Lisrel8.8 software. The findings obtained from the structural equation model showed that the standard coefficient between quantum management on readiness for change (0.19), quantum management on organizational agility (0.58), as well as readiness for change and organizational agility (0.64) and the indirect effect of quantum management on change readiness (0.47) were significant.
Extended abstract
Introduction
Today's organizations, especially educational ons, are trying to surpass their competitors in terms of rapid and increasing developments. Organizations should consider many factors to achieve their goals. Therefore, managers should apply a management method with the highest efficiency for the organization. The thinkers of management science believe that managers in the 21st century should use new management methods to increase the capacity of employees. One of these types of management is quantum management. Quantum management is the empowerment of employees and is also an approach to improve the capabilities, powers, and effectiveness of managers and especially employees. Therefore, quantum management aims to increase the effectiveness and power of managers and employees of the organization. The concept of quantum management is an approach to improve the capabilities, powers, and effectiveness of managers and especially employees in the organization and to increase the effectiveness of managers and employees to prepare for organizational change and agility. The university is one of the most important fundamental elements for any change, transformation, and innovation; therefore, the realization of high goals, independence, and social and economic progress is provided through higher education. As a result, universities must be aware of new management features to have the necessary power to respond to changes.
Theoretical Framework
Quantum management was created based on the quantum paradigm in response to uncertainty in phenomena and the unpredictability of their behavior and environmental complexities, extensive and mutual interactions, and rapid and continuous changes that twenty-first-century organizations face with. Understanding quantum management creates a new perspective for understanding and managing today's organizations with the aforementioned characteristics. Quantum theory completely contradicts traditional management beliefs. This theory states that not only is the world unpredictable, but also there is not enough information to understand the current state.
Readiness for change is the employees' positive views and opinions about the need for change and the positive consequences of change-related efforts for the employees and the organization (Peach et al., 2005). Readiness for change refers to the beliefs, attitudes, and conscious intentions of organizational members regarding the needed changes and the organizational capacity to successfully implement these changes. The dimensions of readiness for change in the organization are 1. Newness tolerance: it refers to the tolerance of the organization's members towards new and unexpected conditions. 2. Complexity tolerance: it refers to little, irrelevant, complex, unorganized, and sometimes conflicting or contradictory information in the organization. 3. Difficult situations tolerance: refers to the tolerance of organization members for situations with unsolvable problems in which answers are not easily obtained.
Agility was introduced to the world by Yakoka Research Institute in 1991 as a strategy for organizations in the 21st century to quickly adapt to changes. Organizational agility is the ability to quickly respond to changes in the environment. Organizational agility is an organizational capability that managers of educational organizations should take it seriously to achieve organizational goals. Organizational agility has also the components of innovation, responsibility, speed in work, low complexity, high quality, flexibility, and readiness to react to changes, and is also very resistant to environmental problems and challenges.
Research Methodology
This research is applicable in terms of purpose, and descriptive correlative of structural equation modeling in terms of method. The statistical population includes all the employees of Zahedan Azad University, including 294 people (124 women and 170 men). Morgan's Table was used to determine the sample size, and 165 people were selected by simple random sampling. Three questionnaires were used to collect information.
Quantum Management Skill Questionnaire: Azimi Sanavi and Razavi's Quantum Management Skill Questionnaire (Azimi Sanavi & Razavi, 2014) were used in seven dimensions; Quantum thinking, quantum trust, quantum action, quantum vision, quantum feeling, quantum knowledge and quantum existence; and 34 items to measure quantum management skills. This questionnaire was based on a Likert scale (from never to completely agree).
Organizational Agility Questionnaire: Sharifi and Yang's Organizational Agility Questionnaire (Sharifi Yang, 2000) has been used in four dimensions of speed, competence, flexibility, and responsiveness; and 28 items with 5 options of the Likert type (from never to completely agree) to measure organizational agility
Readiness for Change Questionnaire: Dunham et al's Readiness for Change Questionnaire (1989) was used in three dimensions of cognition towards change, emotional reaction to change, and behavioral tendency to change; and in 18 items to measure readiness for change.
The questionnaire's validity of the current research is of the content type that was confirmed by the supervisor and the expert professors of educational management at Zahedan universities. To estimate the reliability coefficient of the questionnaires used in this research, 30 copies were first given to the subjects. According to Cronbach's alpha, its results were obtained 0.881 for the quantum management skill questionnaire, 0.811 for the organizational agility questionnaire, and 0.753 for the readiness for change questionnaire. These reliability coefficient values indicate the relatively good reliability of these questionnaires. In addition, Pearson's correlation coefficient and structural equation model were used to analyze the data. Calculations were carried out by spss23 and Lisrel8.8 software.
Results
According to correlation analysis, the relationship between quantum management and organizational agility (0.329), quantum management and readiness for change (0.826), and organizational agility and readiness for change (0.326) are positive and significant at the level of 0.01. The fit indices of the model were first calculated to examine the research model. The values of the model fit indices have a good fit. In addition, the data analysis showed that the significant numbers (t) between quantum management and readiness for change are 6.37, quantum management and organizational agility are 5.07, and readiness for change and organizational agility are 3.30. Since these values are greater than 1.96, the impact of quantum management and readiness for change, quantum management and organizational agility, and readiness for change and organizational agility are significant. In the corresponding figure, the standard coefficient between quantum management and readiness for change is 0.19, quantum management and organizational agility is 0.58, and readiness for change and organizational agility is 0.64. In addition, the indirect effect of quantum management on readiness for change (0.47) is significant. Since this effect impacts readiness for change through organizational agility, the mediating role of this variable in relation to quantum management on readiness for change is confirmed.
Discussion and conclusion
This research was carried out to investigate the effect of quantum management skills on readiness for change with the mediating role of organizational agility of Zahedan Islamic Azad University employees. Quantum skills in management try to use the laws, concepts, and principles of quantum theory in the form of metaphor and guidance to solve management problems and describe and explain organizational phenomena. The environment of today's organizations, especially higher education, values agility, innovation, change, vitality, and quality to succeed and increase employee productivity, which are all signs of quantum management. Therefore, having senior management with the necessary knowledge and skills, effective planning, leadership, and quantum culture is necessary to transfer from classical management to successful quantum management in the organization. The research findings regarding the first research hypothesis showed that the components of quantum management directly and significantly affect the readiness for change employees (0.19). The research findings regarding the second research hypothesis showed that quantum management components directly and significantly affect organizational agility (0.53). The research findings regarding the third research hypothesis showed that readiness for change directly and significantly affects organizational agility (0.64). Finally, the results obtained from the fourth research hypothesis showed that quantum management indirectly and significantly affects (0.47) readiness for change.
According to the findings, the following suggestions are made to improve organizational agility, strengthen quantum management skills, and provide a context for change in university employees. University managers should not be afraid and have a high tolerance for ambiguity to change purposefully to be innovative and face unknown phenomena. University managers can increase employees’ adaptability to changes by creating an atmosphere of optimism and risk-taking among them, which will lead to the acceptance of change and transformation. Managers should also make the most of their knowledge capital and learning ability by using quantum management skills and applying a new and innovative scientific approach in organizations and pave the way to achieve agility by emphasizing efficient and effective policies and programs. According to the changes and developments that have been created in organizational management, faculty members should always be encouraged to learn new and updated skills to achieve an appropriate level of hardware and software technologies in the university. In this regard, they can use new and diverse methods to provide educational and research services with the necessary quality to increase satisfaction and agility. University managers can use innovative and new methods based on the ability of the employees to deal with the turbulent organizational environment and solve problems. The research limitation is limiting the statistical community of the research to the employees of Zahedan Azad University and the inability to generalize the results to other universities.
sara hoseini; Mohammad Mirzaei Khalis
Abstract
Extended AbstractAbstractThe aim of this study was to determine the mediating role of social goals in the relationship between psychological vulnerability and responsibility of female high school students in Sangar. The research method is essentially descriptive-correlative. The statistical population ...
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Extended AbstractAbstractThe aim of this study was to determine the mediating role of social goals in the relationship between psychological vulnerability and responsibility of female high school students in Sangar. The research method is essentially descriptive-correlative. The statistical population of the study consists of 730 female junior high school students. The sample size was obtained by cluster random sampling of 252 people. Gaff Student Responsibility Questionnaire (1957), Social Goals, Elliott McGregor (2001) and Carpentry and David Mental Vulnerability Questionnaire (2001) were used to collect data. The data authenticity was approved by professors of academic expertise and their reliability was also confirmed by Cronbach's alpha coefficient test. In order to analyze the data, the structural equation technique was used by means of Lisrel statistical software and Spss statistical software. Findings showed that there is a positive and significant relationship between students' psychological vulnerability with social goals and their responsibility. There is a positive and significant relationship between students' social goals and their responsibility. The results showed that social goals play a mediating role in the relationship between psychological vulnerability and students' responsibility.IntroductionResponsibility is a conscious, non-coercive choice in determining one's own behavior and how to treat others in social relationships (Escartí, Wright, Pascual, & Gutiérrez, 2015). The results of numerous studies show that responsible behavior in interpersonal relationships will lead to flexibility, social adjustment and ultimately success in life. Irresponsible behavior also leads to selfish behavior and disorder in social relationships. Therefore, having people with a high spirit of responsibility is one of the great social assets. But unfortunately, today we see people escaping responsibility and we see environments that reinforce the grounds for irresponsibility in people. Statistical evidence suggests that today moral weakness is recognized as the most important economic, social and cultural problem and adolescents have a low spirit of responsibility in the field of individual and social (Ahmadizamani, goodarzi, dialameh, 2020). Psychological vulnerability refers to the susceptibility and readiness of individuals to suffer from mental disorders such as anxiety and depression. Mental damage or disorder is a syndrome or behavioral or psychological pattern clinically significant and is found in a person, and is associated with current distress or a significant increase in the risk of death, pain, or handicapping (Springer, 2018). Students are the greatest human assets of any society because by applying the science and knowledge and skills learned, they can take firm steps towards the excellence and development of society, so one of the important goals of the educational system is responsible students education (Gil, 2017). The ultimate goal of school education in schools should be to gradually separate students from dependence on the teacher and to teach them to do whatever necessary to guide and direct their behavior. Hence, one of the most comprehensive goals of education in any society should be to teach students to take responsibility for their actions (Cheng, 2017). This study tries to answer the question whether there is a significant relationship between psychological vulnerability and responsibility of female high school students with the mediating role of social goals.Theoretical frameworkResponsability is related to a concept called the locus of control. The locus of control refers to a person's perception of what is causing his behavior. Students with a high locus of internal control and self-control believe in themselves and their ability to cope with events. In particular, they believe that it is their actions that cause events to occur, not accidental events or people in power; therefore, they are more motivated and usually feel a sense of responsibility hidden in themselves. (Shim, 2018). Shim et al. (2017) conducted a study entitled "Investigating the relationship between social goals and psychological regulation through emotion regulation mediation in students." The results showed that emotion regulation has a mediating role in the relationship between social goals and psychological regulation, and the overall effects of social approach goals were weak; but social goals has had a direct effect on students' psychological regulation by reducing emotional regulation. Also, avoidance goals have a significant effect on psychological regulation by reducing the mediation of emotion regulation (Shim, 2017).MethodologyThe present study is methodologically a descriptive correlation. The statistical population of this study consisted of 730 female high school students in Sangar. Due to the large size of the statistical population, three schools were randomly selected; one class from each school, which includes the seventh, eighth and ninth grade. A total of 9 classrooms were selected with a student population of 252. The sampling method was cluster random. Goff standard questionnaire (1957) for students' responsibility variable, and Elliott and McGregor questionnaire (2001) for social goals variable were used to collect data. Najjarian and Davoodi questionnaire (2001) was used for the psychological vulnerability variable. The test of research hypotheses was used to analyze the collected data, and the structural equation method was used by means of LISREL8 statistical software to investigate the relationship between independent and mediating variables with the dependent variable.Discussion and ResultsStructural equation software has been used to assess the mediating role of social goals in the relationship between psychological vulnerability and responsibility of female high school students. Since the root mean index of the mean squared is approximately 0.037, the model has a good fit. Other goodness-of-fit indicators have also been accepted in the range.According to the results of testing the first hypothesis, it was found that the strength of the relationship between psychological vulnerability and social goals is equal to (-0.60), which shows that the correlation is desirable. The t-test of the test was obtained (-7.67) which is smaller than the critical value of t at the 5% error level (-1.96) and shows that the observed correlation is significant. Therefore, it can be said that there is a negative and significant relationship between students' psychological vulnerability and their social goals.Based on the results of the second hypothesis of the research, it was found that the strength of the relationship between social goals and responsibility is equal to (0.76), which shows that the correlation is desirable. The t-test of the test (8.72) was obtained which is greater than the critical value of t at the level of 5% error (1.96) and shows that the observed correlation is significant. Therefore, it can be said that there is a positive and significant relationship between students' social goals and their responsibility.The third hypothesis examined the relationship between students' psychological vulnerability and their responsibility. Based on the results of examining the third hypothesis of the study, it was found that the strength of the relationship between mental vulnerability and responsibility is equal to (-0.42), which shows that the correlation is favorable. The t-test of the test (-5.40) was obtained which is smaller than the critical value of t at the 5% error level (-1.96) and shows that the observed correlation is significant. Therefore, it can be said that there is a negative and significant relationship between students' psychological vulnerability and their responsibility.ConclusionThe aim of this study was to assess the mediating role of social goals in the relationship between psychological vulnerability and responsibility of female high school students in Sangar. According to the results of the first hypothesis test, it can be said that there is a negative and significant relationship between students' psychological vulnerability and their social goals. The result is that studying is a priority for everyone and it is very difficult for the students to drop out of the school. They never forget school after graduation, and help their friends at the earliest opportunity if they need help.. The test results of the main hypothesis are consistent with and supported by research findings (moazenzadeh, 2017; Mohamadi, 2015; Machadoo & et al, 2017).Based on the results of examining the second hypothesis of the research, it can be said that there is a positive and significant relationship between students' social goals and their responsibility. Therefore, it is concluded that there is a positive and significant relationship between students' social goals and their responsibility. The result is explained that when students simply make friends with others in the school and classroom environment and communicate more easily with others, they are better able to feel relaxed at the classroom and follow the teacher's instructions. They listen well to their friends when they talk about their problems. The first sub-hypothesis is consistent with and supported by research findings (Kholghifar, 2014; Ajilchi, 2014; Ghazanfar, 2016).Based on the results of the third hypothesis of the research, it can be said that there is a negative and significant relationship between students' psychological vulnerability and their responsibility. The result is explained by the fact that students are far from believing that their lives are often controlled by random events. At the same time, they do not accept the view that when they reach their goal, it is usually because of their own good-luck, and they attribute the results of their performance to their own efforts. The results of the second sub-hypothesis test are consistent with and supported by research findings (Torabi Zonouz, Mahmoud Alilou, Pak, 2020; Hamideh Moghadam, Sharifipour Chokami, Abolghasemi, 2021; Darzi Azadboni, fakhri, mirzaeian, 2019).The main hypothesis of the study was to examine the mediating role of social goals in the relationship between psychological vulnerability and student responsibility. The result is explained in such a way that students' sense of responsibility arises when they are given responsibility. If you want the students and future builders of the country to be responsible, they should not be afraid to make mistakes. Students can be better responsible people if they have information in dealing with life issues and learn from their mistakes. The key to success in creating a sense of responsibility in a person is resolution and commitment. At the same time, they should be reminded that in any case they must accept the consequences of his mistakes. Test results of the main hypothesis with research findings (Torabi Zonouz, Mahmoud Alilou, Pak, 2020; Hamideh Moghadam, Sharifipour Chokami, Abolghasemi, 2021; Darzi Azadboni, fakhri, mirzaeian, 2019) is compliant and supported.
Jafar Amiri
Abstract
Extended Abstract Abstract The aim of this study was to investigate the relationship between teachers' professional development and academic performance with emphasis on the mediating role of link with students' school. The research method was descriptive-correlation. The statistical population of the ...
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Extended Abstract Abstract The aim of this study was to investigate the relationship between teachers' professional development and academic performance with emphasis on the mediating role of link with students' school. The research method was descriptive-correlation. The statistical population of the study was teachers and high school male students in Shiraz. 250 teachers were selected based on Krejcie and Morgan table by simple random sampling method and 213 students were selected by cluster random sampling method as a statistical sample. In the present study, the Pham and Taylor (1999) Academic Performance Questionnaire, Ayubi Avaz et al. (2015) and the link with Rezaei Sharif et al. (2014) were used, the validity of which was confirmed by academic experts and their reliability also, through Cronbach's alpha coefficient test, 0.85, 0.89 and 0.79 were obtained and confirmed, respectively. In order to analyze the data, structural equation technique was applied using Lisrel statistical software and Spss26 statistical software. Quantitative findings of the research hypothesis test showed that there is a positive and significant relationship between teachers' professional development and students' academic performance linked with school. There is a positive and significant relationship between students' connection with school and their academic performance and the connection with school has played a mediating role in the relationship between teachers' professional development and students' academic performance. Introduction The progress of any country is inextricably linked with the development of its human resources. Although there is no precise agreement among experts on the word progress and its exact meaning, the development of a country is one of the main goals of politicians, which is not possible without the development of skilled manpower. Training of human resources is also formed in schools at first, so identifying the factors that improve students' academic performance is a priority (Sayadpour and Sayadpour, 2018) .Studies have shown that a weak link with the school is accompanied with low academic achievement, Absenteeism, dropouts, peer conflicts, and behavioral problems. On the other hand, high levels of school affiliation are associated with positive outcomes such as academic achievement, increased academic motivation, self-efficacy and high grades, and academic achievement (sheikholeslami and etal , 2018). Therefore, understanding the process of changes in connection with school, its causes and consequences can help researchers in school-based interventions. In other words, the importance of paying attention to the issue of school connection arises from the student's perception of school has important implications for their behavior in and out of school. It is worth noting, however, that the student's connection to the school is an important issue at all levels of education; this issue is very important in adolescence; so that over the past two decades, educators and school health professionals have increasingly emphasized that attachment to school is an important factor in reducing the risk of adolescents engaging in risky behaviors. Connection with school can be Defined as the level of students' satisfaction with being at school; relationship with the school as students' perception of school support that has a favorable atmosphere and a supportive culture (Waters and Cross, 2010). Considering the importance of professional development and connection with school in improving students' academic performance, recognizing the affective factors of it is one of the main necessities of our country's educational system. To this end, this study examines the question of whether there is a relationship between teachers' professional development and academic performance by emphasizing the mediating role of bonding with the school of high school male students? Case study In this study, all teachers and male high school students in Shiraz were engaged in employment and education; Has been examined as a case study. Theoretical framework Research on the relationship between professional development variables and academic performance has shown that there is a significant relationship between teachers' professional abilities and students' academic performance (Mohajeri and etal, 2012). In a qualitative study, the needs and methods of professional development of school principals were presented. These subjects included educational leadership, management and organizational leadership, ethical leadership, social participation and technology (Hayat and etal, 2015). Pourkarimi and Ramezanpour (1398) in a qualitative study showed that for the professional development of e-learning, faculty members should pay attention to the 5 main dimensions: knowledge development, skill development, ability development, attitude development and feature development (Pourkarimi and Ramezanpour, 2019). In another study, it was shown that there is a relationship between school connection and academic achievement as well as participation in extracurricular activities of students (Howard and Ziomek, 2009). In a meta-analysis, it was shown that there is a significant correlation between school connection and academic achievement and academic performance (Korpershoek and et. al, 2020). Methodology This research is of descriptive-correlation type. The study population includes all teachers (721 people) and male high school students in Shiraz (2726 people). To determine the sample size of the first part of the statistical population (teachers), Krejcie and Morgan table was used and 250 people were selected as a sample size, by simple random sampling. The sample size of students was done by cluster random sampling method. Based on this, three schools were randomly selected and one class was selected from each school, which includes the tenth to twelfth grade classes. A total of nine classrooms were selected with a student body of 213 students. To collect data, standard questionnaires of academic performance of Pham and Taylor (1999), professional development of Ayoubi Avaz et al. (2015) and link with Rezaei Sharif et al. (2014) are used. Discussion and Results After testing the measurement models, it is necessary to provide a structural model that shows the relationship between the latent variables of the research. All the research hypotheses had a good fit. Also, for investigating the mediating effect of the link with the school, the direct effect of the two structures with the indirect effect in the case of involving the variable of the link with the school should be examined in order for the mediator with the school connection to be considered acceptable when the effect incteases. In the present hypothesis, the power of the direct relationship between professional development and academic performance is (0.41). The indirect effect if there is a mediator variable of school connection is: (0.51) = (0.78) * (0.66) Due to the lower effect of direct path compared to indirect paths, therefore, the existence of the mediator variable of school connection increases the strength of the relationship and the mediating role of school link is confirmed in the present hypothesis. Conclusion The results of the first hypothesis of the research showed that there is a positive and significant relationship between teachers 'professional development and the connection with students' school. This hypothesis is explained in such a way that the professional development and increasing of the knowledge and skills of teachers is necessary for the success of efforts in the field of education improvement (Mohamadi and Hasani, 2019). Increasing teachers' ability to communicate with students can stimulate students' willingness to attend at school and prepare them to take lessons in the classroom (Kyndt and etal, 2016). These results are consistent with and supported by the findings of Jafary et al. (2017). Based on this, the first hypothesis of the research is also confirmed. The results of the second hypothesis of the research showed that there is a positive and significant relationship between students' connection with school and their academic performance. This hypothesis is explained in such a way that the performance and applying of the education is the most important criterion in measurement of the learners in the education process.Academic performance includes a set of academic behaviors that can be seen in two dimensions of academic achievement and academic regression in the field of knowledge acquisition (Kamaei and etal, 2020). The results of the third hypothesis of the research showed that there is a positive and significant relationship between teachers' professional development and students' academic performance. This hypothesis is explained by the fact that teachers' professional development is known as the cornerstone of all educational efforts. In order to make organized changes that ultimately lead to the increase of students' academic performance, all teachers must engage in effective, continuous, and appropriate professional development in the process of their working life as a career responsibility (Namdari and etal, 2017). Teachers cooperate and participate in the development of lesson plans, implementation and analysis of its results to improve students' learning and try to apply the necessary expertise in the optimal control of students' educational levels (Bakhtiari, 2016). These results are consistent with and supported by research findings (Mohajeri, et al., 2012; Korpershoek, et al., 2020). Accordingly, the third hypothesis of the research is confirmed. The results of the fourth hypothesis of the research showed that the connection with the school has a mediating role in the relationship between teachers' professional development and students' academic performance. This hypothesis is explained by the fact that teachers, in order to educate and expertise for focusing on their ability development, prepare the physical environment of the classroom according to the program they want to implement and use appropriate assessment strategies for students to improve academic conditions (Erfani and etal, 2016). These results are consistent with and supported by the findings of research (Picado and etal, 2017; Hayat. And etal.2015). Based on this, the fourth hypothesis of the research is confirmed.
Hossein Ashofteh; Elaheh Orangian
Abstract
Extended Abstract
Abstract
The aim of this study is to evaluate the effectiveness and calculate the rate of return on investment of training courses in factories and production workshops. To achieve this, Kirk Patrick's model was used to design the questionnaires and measure effectiveness, and the ...
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Extended Abstract
Abstract
The aim of this study is to evaluate the effectiveness and calculate the rate of return on investment of training courses in factories and production workshops. To achieve this, Kirk Patrick's model was used to design the questionnaires and measure effectiveness, and the Phillips model was used to calculate the return on investment. The research method is descriptive-analytical case study, the statistical population of production factories and the statistical sample is one of the production factories in which the data related to the training course have been examined. The validity and reliability of the data obtained from the questionnaires were monitored by experts' opinions and Cronbach's alpha test, respectively, and the data were analyzed using one-sample t-test, two-sample t-test and skew-elongation normality test (inferential statistics). Descriptive features of the data (descriptive statistics) are also given. The software used in this research is Microsoft Excel,&SPSS, and Shannon entropy method has been used to differentiate the effects of training from other criteria affective on changes in benefits after training courses. Also, in addition to calculating the return on investment, the cost-benefit ratio and net present value have been calculated to reinforce the results and take into account the time value of money. The results of the study indicate a high rate of return on investment higher than 100%, a cost-to-benefit ratio higher than one and, a positive net present value, and finally the financial and economic justification for holding the training course.
Introduction
Nowadays, most management experts believe that it is no longer the production line, technology and massive financial resources of an organization that brings a competitive advantage, but the management of the organization's human resources that creates value (Ziaei et al., 2011). In addition, it is important to note that macroeconomics is closely related to microeconomics (Orangian et al., 2021). Therefore, developing human resources in the organization is vital and training employees and turning them into human capital and key players is very strategic and important. Although human capital has been discussed since the time of classical economists, what has been considered in recent decades is the modeling and presentation of models in which human capital is considered. In other words, while the classical viewpoint belived that production was assumed to be only a function of labor and capital, the qualitative factor of labor or human capital must also be included as a variable in these functions. On the other hand, rapid developments in science and technology require adaptation to these changes. Thus, cultural, social, technological, economic and political pressures have forced organizations to pay special attention to their potential, especially staff training and improvement. Training of employees assumes to be all training programs and activities designed within the framework of the employee training system in order to increase and improve the level of competence and capability of formal, contractual and specific work employees (both employees and managers) to improve productivity and efficiency of executive bodies. It is said to be implemented (Sabzipor et al., 2017). Accordingly, in order to improve the efficiency and effectiveness of the executive departments, the organization is obliged to design the staff training system in such a way that along with matching the knowledge, skills and attitudes of employees with the desired job, provide the necessary incentives for continuous participation of employees in the training process in such a way that a relationship is established between staff promotion and managers and training, and enjoy a minimum per capita training hours according to the relevant regulations each year (Mohamadi et al., 2015). However, it is important to note that what is meant by education is effective, efficient, and productive education in general. In this case, staff training can pave the way for employee improvement, turning them into human capital and organizational excellence. According to the above, evaluating the effectiveness and calculating the rate of return on investment is necessary to hold any training course in the organization. Finally, the main purpose of this study is to achieve the effectiveness and ROI of holding a training course in one of the lines of a manufacturing plant. The course was held with the participation all of the twenty line employees and the economic feasibility of the course was examined through Kirk Patrick and Phillips models.
Theoretical framework
There are several models for evaluating training courses, the most important of which is the Kirk Patrick model. In this model, four levels are proposed for training evaluation. The first level is called the reaction level, which is the level of reaction that learners show to all the factors affecting on the implementation of a training course. The second level is the level of learning, determining the level of skills, techniques and learning facts that are taught to learners in the training course and can be understood through previous training, during and after the course. The third level is the level of behavior, which means the behavior, manner and amount of changes in the behavior of participants that occur as a result of participating in the training course and can be clarified by continuing to evaluate the actual work environment. Finally, the fourth level is the outcome level, which refers to the extent to which goals are directly related to the organization (Kirk Patrick, 1996). Another suitable model for evaluating organizational training courses is the Phillips investment return model. The ROI or Phillips model is the result of the development of the Kirk Patrick model. Investment Return is the fifth level added to Patrick's four-level model (reaction, learning, behavior, and outcomes). In this model, Phillips shows how monetary or financial sums should be included in the value of education and the return on investment in an educational activity calculated. Cost-benefit rate and net present value are also calculated. Cost-benefit rate is the result of dividing benefits by costs, and if this ratio goes above one, the plan is economically justified. Net present value is also a dynamic method of financial evaluation of projects that takes into account the time value of money. It is very clear that the value of one thousand Tomans at the moment is different from one thousand Tomans a year later; because you can get future benefits from one thousand Tomans now until next year. This is true even in the absence of inflation. As a result, the value of the future currency can be converted to the present value with an arbitrary discount rate (in the recent study, 10% due to the minimum bank interest). (Taghinezhad.et al.2020) In a study entitled "Designing a Model" for return on investment in the education system of executive employees, they concluded that the level of education's effect on future income of individuals is greater than that of other variables. There was a positive and significant relationship between the rate of return of training courses and income of individuals. The results also indicate that the rate of return on investment in the educational system of executive employees has a direct and significant relationship with the variables of gender, type of residence and type of marriage (rezaie Siroos. Er al. 2020). In a study entitled presenting the predictive model of the return on investment in training and improvement of the human source based on the organizational culture components and professional competency the concluded that training and improvement of human source and evaluation of the process of expense to benefit and the rate of the return on investment is effective on the training programs (Nouri, et al.2019). In a study entitled Calculating the rate of return on capital of specialized courses of Pars Oil and Gas Company, they concluded that evaluation indicators as well as the way of calculating and identifying the net share of education are among the important and necessary points, and its effective implementation will contribute to the transfer of learning and ultimately lead to an increase in the rate of return on investment.
Methodology
The present study is practical in terms of purpose and descriptive-analytical in term of method. Interviews, documents and questionnaires are designed to collect data. The statistical sample of the research is the production units of a factory and can be generalized to the statistical community of all production units. The purpose of this study is to determine the effectiveness of training courses through the Kirk Patrick model and calculate the rate of return on investment (ROI) through the Phillips model. The validity, reliability and analysis of the data obtained from the questionnaires are monitored by experts’ opinions, Cronbach’s Alpha and one-sample T-test, two-sample T-test and skew-elongation normality test (inferential statisstics), respectively. One of the conditions that allows us to use T-Student tests is that the data studied follow a normal graph. In order to check whether the data extracted from the questionnaires are normal or not, skewness-kurtosis normality test has been used in this research. Therefore, if the skewness and elongation of the data are in the range (-2,+2), the data follow the normal function. Shannon entropy method has been used to separate the effects of training from other factors affecting functional changes, and finally the rate of return on investment, cost-benefit rate and net present value are calculated to reinforce the results. This study used Microsoft Excel for data analysis.
Discussion and Results
In the solved sample, which was performed in the presence of twenty participants, the designed questionnaires were completed at different levels and various statistical tests were performed on the questionnaires. The results of skewness-kurtosis normality test indicate that the data obtained from the questionnaire follow the normal distribution. A one-sample t-test was performed for the data obtained from the questionnaires of reaction levels, learning, application and results, and as well as a survey of the instructor, all of which confirm the significance of the average sample at the statistical population. A 2-sample t-test was also conducted to compare the data extracted from the pre- and post-period satisfaction questionnaires. The results indicate that the increase in the mean sample for post-period satisfaction compared to before the period is significant in the community. Training costs (including direct costs and missed opportunity costs) and benefits gained after training were calculated and the factors affecting them were identified. But it cannot be said that all the benefits gained after training are the result of training; therefore, the factors affecting the benefits were identified and the contribution of education in creating benefits were separated by Shannon entropy method. Finally, the financial evaluation indicators of the training plan, i.e. return on investment (ROI), cost-benefit ratio (BCR), and net present value (NPV) were calculated. A return on investment of more than 100%, a cost-benefit ratio of more than 1, and a positive net present value all indicate the economic rationale for the training.
Conclusion
The financial evaluation indicators of the training plan, namely the rate of return on investment, cost-benefit ratio, and net present value are calculated: The return on investment rate above 100%, cost-benefit ratio above 1, and positive net present value all indicate the economic justification of the training, consistent with previous researches (Ziaei et al., 2011; Mohammadpour Zarandi & Taghavifard, 2014; Sabzipor et al., 2017). The present study uses new methods compared to previous researches in this field, and structured statistical tests, Shannon entropy method, and considering the time value of money (calculation of net present value) in calculating the return on investment of training courses have been added for the first time in the literature. For future research, the use of other methods of determining the share of education and more accurate determination of the discount rate used in calculating the net present value using existing economic methods are suggested.
Sorour Hasanzadeh
Abstract
The purpose of this study was to determine the relationship between circadian rhythms with meta-memory with the mediation of emotional processing styles. This study was a descriptive-correlative one whose statistical population consisted of undergraduate psychology students of Islamshahr Azad University ...
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The purpose of this study was to determine the relationship between circadian rhythms with meta-memory with the mediation of emotional processing styles. This study was a descriptive-correlative one whose statistical population consisted of undergraduate psychology students of Islamshahr Azad University (N = 2300). The method is stratified random sampling. Sample size was determined according to Tapachnik and Fidel (2001) in studies using structural equation modeling (n = 200). The data gathering tools in this study were Horn and Ostberg circadian rhythms scale (1976), Nodeljkowicz and Kaieros (2007) memory trust and cognition scale and Bakker et al. (2007) emotional processing scale. Data analysis was performed using structural equation modeling. The results showed that circadian rhythms with coefficient of 0.421, in other words 42.1%, had effect on metacognition (P <0.05).Considering t-value=7.523, Emotional processing plays a mediating role in the relationship between circadian rhythms and meta-memory.
Sorour Hasanzadeh
Abstract
This study was conducted to determine the role of humor and emotional order in predicting psychological capital in secondary school students in the second district of Mashhad. The research method was descriptive-correlational. The statistical population of this study included all secondary school students ...
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This study was conducted to determine the role of humor and emotional order in predicting psychological capital in secondary school students in the second district of Mashhad. The research method was descriptive-correlational. The statistical population of this study included all secondary school students in the second district of Mashhad, studying in the academic year of 2009-2010. The sampling method was a cluster random sampling based on a table of Karajsi and Morgan (1970), and 300 individuals were selected. The tools used to measure the research variables included the Psychological Capital Questionnaire (PCQ), the Occupational Humor Questionnaire, and the Emotional Regulation Questionnaire (ERQ). Data analysis using multivariate regression test showed that the variables of humor and emotion regulation can predict about 37.6% of the variables of psychological capital variables. The results of this study showed that there is a relationship between humor and emotion regulation and psychological capital.
Zahra Balazadeh
Abstract
The aim of this study was to determine the role of social networks and computer games on the level of aggression and academic anxiety of female high school students in the 8th district of Tehran. The method of the present study was descriptive-correlative. The statistical population of this study included ...
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The aim of this study was to determine the role of social networks and computer games on the level of aggression and academic anxiety of female high school students in the 8th district of Tehran. The method of the present study was descriptive-correlative. The statistical population of this study included female high school students in the second period of District 8 of Tehran in the academic year 2009-2010. The sample size based on Krejcie and Morgan table was included of 347 people who were selected based on random cluster sampling method. The data collection tool was combination and summary of standard and researcher-made questionnaires. Data analysis by means of structural equation method showed that the use of social networks has a negative and significant effect on students' aggressiveness and academic anxiety (p <0.05). The use of computer games has a positive and significant effect on students' academic anxiety (p <0.05). It is suggested that the use of virtual social networks in the service of educational goals at primary schools be considered.
