Volume 6 (2024)
Volume 5 (2023)
Volume 4 (2022)
Volume 3 (2021)
Volume 2 (2020)
Volume 1 (2019)
Number of Articles: 15
Original Article (Quantified)
management
Investigating effective factors in the model of high organizational commitment in government organizations in charge of educational and cultural affairs
Seyed Alireza Mirjafari; Abdul Khaliq Gholami Anarestan; Karam Elah Daneshfard
Volume 6, Issue 1 , June 2024, Pages 1-16
Abstract
Abstract The purpose of this research is to investigate the effective factors in the model of high organizational commitment in government organizations in charge of educational and cultural affairs. The current research is practical in terms of its purpose, and survey-exploratory in terms of the research ... Read More Abstract The purpose of this research is to investigate the effective factors in the model of high organizational commitment in government organizations in charge of educational and cultural affairs. The current research is practical in terms of its purpose, and survey-exploratory in terms of the research implementation method; and it is specifically based on structural equation modeling. The statistical population of the research includes managers and experts of government organizations in charge of educational and cultural affairs. 217 people were selected as a sample using the method of determining the sample size of Cochran's formula. The collection tool in this research is a researcher-made questionnaire. confirmatory factor analysis was performed in order to confirm the final research model. SPSS software was used to analyze data from; and AMOS software was used to design the final research model. The findings of the research showed that the components of selection and recruitment, training, compensation, job conditions, and work conscience were effective in the final constructivism evaluation model and it shows the appropriate fit of the proposed model. Extended abstract Introduction In today's competitive business environment, which is accompanied by a lot of change and turbulence, the problem of many organizations is not only having more experienced and smarter employees, but finding talented employees with motivation and a positive attitude and committed to work is a fundamental issue for the human resources department of any organization. Organizational commitment is one of the basic elements in achieving organizational goals, and having committed employees in any business will lead to significant results in achieving these goals (Riyanto et al, 2021). Therefore, it is very important to study what helps employees to achieve strong organizational commitment and create motivation, and to learn about the factors that involve and sustain organizational commitment in them (Mohseni & Mousavi, 2022). Organizational commitment is an important occupational and organizational attitude that, during the past years, has been of interest to many researchers in the fields of organizational behavior and psychology, especially social psychology. Organizational commitment is defined as accepting the organization's values and being involved in the organization, and its measurement criteria include the motivation and desire to continue working and accepting the organization's values. Commitment is a kind of support and emotional attachment to the goals and values of an organization, for the sake of the organization itself and away from its instrumental values (a means to achieve other goals) (Hassanian et al, 2022). Therefore, the researcher tries to answer the question: what are the factors in the model of high organizational commitment in government organizations in charge of educational and cultural affairs? Theoretical Framework Organizational commitment is a kind of employee's feeling of attachment and loyalty to organizational work, and when his goal is in accordance with the goals of the organization, he is called committed to the organization (Tabli, Moradi Shahrabak, Irannejad Parizi, 2019). Employees who consider themselves incomplete for a job leave the organization and do not spend much time in the organization, and if they feel ethical behavior from the organization, they have less decision to leave the organization (Wong & Laschinger, 2015; Devi & Vijayakumar, 2015). Organizations can increase the organizational commitment of their employees in two ways. First, organizations can increase employees' understanding of organizational membership, and secondly, organizations can show employees that they are considered by managers, and this is important both theoretically and practically (Bakhtazmaybonab, Roshani, 2019). Organizational commitment can lead to an increase in productivity and a reduction in turnover and absenteeism of employees in the organization (Khan & Jan, 2015). Van et al, (2022) investigated performance management and teacher performance: the role of emotional organizational commitment and burnout. The results showed that the perceived strength of a performance management process is negatively related to teacher burnout, while it is positively related to their performance. Furthermore, the relationship between perceived performance management process strength and teacher performance appears to be indirect, operating mainly through affective organizational commitment. Peyman Niya (2022) investigated the effectiveness of the matrix model on job burnout and organizational commitment of the managers of Ahvaz electricity department. The results showed that the matrix model was effective in reducing job burnout and improving the organizational commitment of managers, so it is suggested to use this approach in organizations to reduce the job burnout of employees. Methodology: In terms of purpose, this research is practical, and in terms of research implementation method; survey-exploratory. The statistical population of the research includes managers and experts of government organizations in charge of educational and cultural affairs, which was considered as 396 people from the city of Tehran, and using the method of determining the sample size of Cochran's formula, 217 people were selected as a sample based on the formula Sampling calculated from the limited population, among which, as a sample, was distributed a researcher-made questionnaire prepared from the qualitative part of the research. This research was conducted in two research stages, the first stage is related to exploratory factor analysis and the second stage is questionnaire confirmation. Discussion and Results: SPSS and AMOS software were used for analysis. According to the results obtained in the selection and recruitment component, it shows that all factor loadings are higher than 0.3. According to the output of Imus, the calculated value of df/2x is 2.07; the presence of df/2x smaller than 5 indicates the appropriate fit of the model. According to the results obtained in the education component, all factor loadings are higher than 0.3. According to the output of Imus, the value of df/2x calculated is 1.80; the presence of df/2x smaller than 5 indicates the appropriate fit of the model. According to the results obtained in the service compensation component, all factor loadings are higher than 0.3. According to the output of Imus, the value of df/2x calculated is 1.54; the presence of df/2x smaller than 5 indicates the appropriate fit of the model. According to the results obtained in the job conditions variable, confirmatory factor analysis method was used. The numbers on the paths are factor loadings, all higher than 0.3. The findings related to the fit indices of job conditions indicate that the CFI, GFI, NFI, RMR and RMSEA indices have an acceptable level, and these good fit characteristics show that the data of this research fit the factor structure of this scale. According to the results in the work conscience variable, all factor loadings are higher than 0.3. The findings related to the outcome fit indices indicate that the CFI, GFI, NFI, RMR and RMSEA indices have an acceptable level and these good fit characteristics show that the data of this research has a good fit with the factor structure of this scale. Conclusion: The current research was conducted with the aim of investigating the effective factors in the model of high organizational commitment in government organizations in charge of educational and cultural affairs. The results of this research are consistent with the results of van et al, (2022), Hoseini Goke (2022), Klimchak (2020), Asgari et al, (2018), Salimzadeh (2017), and Ghaid Amini Harouni et al, (2017). In the selection of research, inquiries, tests and interviews with applicants for employment or admission to universities or offices, as a result of these researches and interviews; the moral, religious and political competence of the applicant is examined, and people who do not have legal conditions are eliminated, and the recruitment leads to a contract between an employee and an employer. Training is one of the most important criteria effective on high commitment and improving productivity in government organizations. In fact, training improves and increases the commitment of employees. The administrative and management system plays a fundamental role in developing countries such as Iran due to the limitations caused by the lack of skilled human resources. Scholars and experts who have left the organizations have evaluated the current situation of the service compensation system in the mentioned organizations as lower than average, and in fact, they do not consider the current service compensation system in these organizations included in the minimum service compensation standard. When employees know that the training they received from the organization contributed to their professional success, they will appreciate their organization for having such a process. This kind of feeling of gratitude will increase the level of commitment of employees in the best way. A distinction must be made between work conscience and faith, because someone can be considerd without religious faith, but when a task is assigned to him, he does it well and correctly without needing external and physical control. According to the present research, it is suggested that government organizations in charge of educational and cultural affairs pay more attention to the criteria of the proposed model, especially human resource management, and remind their employees of their importance by providing appropriate training, and consider complying with them by Organizations and their employees necessary, and try to promote them to increase productivity in the organization. It is suggested that managers pay attention to the transformational leadership style and its application in the university in their management. Through applying the transformational leadership style, they can influence the employees and motivate them to adapt to the changes and increase the level of commitment to change in the university.
Original Article (Mixed)
Education Management
Designing an educational model based on identity development with an Iranian-Islamic approach for primary school students.
Ali Oladhamzehzadeh; masoumeh oladiyan; Mahmoud Safari
Volume 6, Issue 1 , June 2024, Pages 17-38
Abstract
Abstract The aim of the current research is to design an educational model based on identity development with an Iranian-Islamic approach for elementary school students in district five of Tehran. According to its purpose, the research method is applicable, and in terms of its implementation, it is ... Read More Abstract The aim of the current research is to design an educational model based on identity development with an Iranian-Islamic approach for elementary school students in district five of Tehran. According to its purpose, the research method is applicable, and in terms of its implementation, it is mixed (qualitative-quantitative). The statistical population in the qualitative section includes 20 experts from the academic community and students' performance evaluation specialists, and in the quantitative section, it includes principals, assistants, teachers and staff of elementary schools in District five of Tehran. Collecting data in the qualitative part carried out by means of semi-structured interviews with members of the statistical population and using a purposeful sampling method through the snowball approach, and collecting data in the quantitative part through a researcher-made questionnaire with 217 members of the statistical population who were selected by random sampling. The open, axial and selective coding and MAXQDA software was used in the data analysis of the qualitative part, and SPSS 16 and Smart PLS software were used in the quantitative part, and the data was analyzed in the inferential analysis using the factor analysis method. The identified factors were extracted in the form of 9 dimensions and 61 components. The dimensions of the educational model based on the identity development of students with the Iranian-Islamic approach include educational goals and content, teaching and learning methods, instructors and teachers, cultural factors, social factors, psychological factors, media, educational factors, and family factors. Based on the results of quantitative analysis, all dimensions and components of the model were valid and the model has a good fit. Extended abstract Introduction The recognition and credibility of each person is due to his identity and includes spiritual and material ties, which play a fundamental role in various national, religious, economic, social and cultural aspects of the people of a country (Akbari, 2020). Acquiring an individual's identity begins at birth and throughout human life and includes an inner feeling that creates integrity and continues in a person in such a way that he can communicate with his past with the help of it. Identification of people starts from adolescence and youth and continues until adulthood (Haghighat, 2018). Islam has made the base of nature as the basis of its identity for humans; in the sense that man defines his identity in harmony with what is naturally entrusted to him; in Islam, according to the principle of nature, a human being is born in the beginning, while he actually has no understanding, no imagination, no recognition, and no human tendency; at the same time, he comes into the world with existential dimensions in addition to animal dimensions, which are the basis of second understanding. These are the dimensions that are gradually a series of abstract ideas and confirmations and in logical and philosophical terms are the main human thinking, and any logical thinking is impossible without them, and a series of Alevi tendencies arise in humans, and these are the dimensions that considers the main basis of identity and personality in human (Ghalamkarian et al, 2022). Based on this, the researcher answers the main question that what the educational model based on the development of identity with the Iranian-Islamic approach for elementary school students in District five of Tehran is. Theoretical Framework Identity means "who to be" and comes from the natural human need to be recognized and introduced to something or somewhere. This sense of belonging has an inherent foundation in human existence. The fulfillment of this need causes individual "self-awareness" in humans, and the satisfaction of the sense of belonging among a human group determines the collective and common self-awareness or the native or national identity of that human group. Therefore, identity can be defined in individual and national terms. The basis of human and national identity means having a common awareness and feeling of belonging to the land of literature, language, religion, past achievements and heritage (Mehrabi Koshki et al, 2016). In building national identity and changing its layers, endogenous political developments such as ideology, culture, thought, crisis and national security play a role in the identity of the Iranian people and the ruling system of the world. Due to its geographical location, the historical land of Iran has been the center of various cultures and civilizations, and this situation has become the basis for identity diversity in our country (Farzbod et al, 2018). Tokoz Goktepe & Kunt (2021) investigated the barriers to creating a teacher's normative identity: a case study in Turkey. This study provides insight into the formation of a new teacher's professional identity when working in a conflict zone. Written narratives, informal interviews, observation notes, university supervisor observations, and a teaching notebook were used to examine developing professional identity. The findings suggest that, under extreme conditions, individuals may adapt and find ways to mitigate the effects of a challenging society and other disadvantages. Imagined identity can play a powerful role in mediating external problems created in identity development. Rashedi et al, (2020) examined the views of experts regarding the factors affecting the formation of the Iranian-Islamic identity of young people based on their lived experience. In the process of text analysis and coding, 5 general concepts and 12 subcategories were counted. The findings of the research showed several concepts and categories, including individual factors (developmental tasks and self-confidence), family factors (family growth-oriented functioning, efficient family characteristics and dysfunctional relationships in the family), cultural factors (opportunities and threats of the educational system, and cultural facilitator factors), social factors (respect for subcultures and identity-building patterns), and political-economic factors (weakness of political trust and macrosystem support). Research Methodology This research is applicable in terms of purpose, and mixed (qualitative-quantitative) in terms of execution method. The statistical population in the qualitative section includes 20 experts from the university scientific community and students' performance evaluation experts. The statistical population in the quantitative section includes all principals, assistants, teachers and staff of elementary schools in district five of Tehran, who are employed in 2019 and their number is 500. In order to estimate the required sample size in the quantitative part of the research, Cochran's formula was used and 217 people were selected as a sample from all the employees and education managers of District five of Tehran and all elementary schools of the district. The sampling method in the qualitative part of the current research is purposeful through the snowball approach. The method of data collection in the qualitative part was carried out using semi-structured interviews with the members of the statistical community. Open, central and selective coding method was used to analyze the interviews and selected documents, and the method of data collection was done in the quantitative section through a researcher-made questionnaire based on the results of the qualitative section. Research Findings Data analysis was done in the qualitative part using MAXQDA software, and the factor analysis method and SPSS 16 and Smart PLS software were used in the quantitative part. The identified factors were extracted in the form of 9 dimensions and 61 components. The dimensions of the educational model based on the identity development of students with the Iranian-Islamic approach include educational goals and content, teaching and learning methods, trainers and teachers, cultural factors, social factors, psychological factors, media, educational factors, and family factors. Based on the results of quantitative analysis, all dimensions and components of the model were valid and the model has a good fit. Conclusion The current research was conducted with the aim of designing an educational model based on identity development with an Iranian-Islamic approach for elementary school students in District five of Tehran. The results of this research are consistent with the results of Jackson et al, (2021), Karimi (2018), Choi et al, (2021), Ismaeili Joshghani (2020), Abbas Hashemi et al, (2019), and Verhoeven et al, (2019). Jackson et al, (2021) stated that grandparents of ethnic minorities play a vital role in the lives of their grandchildren. The important role of ethnic minority grandparents which have been studied but at the same time not assumed is their performance in the racial-racial socialization and identity development of their grandchildren. The results showed that the grandparents of the ethnic minority from a young age and continued living during the multiracial participants have undertaken two focal processes in the process of racial and grandchild socialization of their grandchildren: as beacons of cultural socialization and single center goalkeepers. According to the obtained results, it is suggested that the people involved in the education system and the policy makers in the field of children provide solutions to strengthen the two aspects of Iranianness and Islam in the educational content provided in schools. It is suggested that the participation of families and teachers in the educational processes in schools should be taken care of by the education officials, and cultural incentive programs should be defined and designed in this regard. It is suggested that seminars and conferences be held to inform family members and teachers and school principals about the aspects of Iranian-Islamic identity.
Original Article (Quantified)
management
The effect of intellectual capital and strategic leadership on organizational citizenship behavior with the moderating role of employees' professional ethics
seyed reza mousavifard
Volume 6, Issue 1 , June 2024, Pages 39-64
Abstract
Abstract The aim of the current research is to investigate the effect of intellectual capital and strategic leadership on organizational citizenship behavior with the moderating role of professional ethics of employees in the General Department of Education of Kermanshah province. The research is applicable ... Read More Abstract The aim of the current research is to investigate the effect of intellectual capital and strategic leadership on organizational citizenship behavior with the moderating role of professional ethics of employees in the General Department of Education of Kermanshah province. The research is applicable in terms of purpose and causal in terms of descriptive-survey nature. The statistical population of the research was the employees of the General Department of Education of Kermanshah province, and the sample size was determined using the Cochran formula of 304 people. A simple random sampling method was chosen. The data collection method was field data collection, and the required tools were Bontis's (1998) intellectual capital, Lear's (2012) strategic leadership, Oregon and Kanowski's (1988) organizational citizenship behavior, and researcher-made professional ethics questionnaires. The method of data analysis was descriptive statistics and structural equation modeling using Spss26 and Amos24 software. The findings showed that intellectual capital has a significant and positive effect on organizational citizenship behavior by 66%. Strategic leadership predicted changes in organizational citizenship behavior by 46%, Also, the moderating role of professional ethics of employees between intellectual capital and strategic leadership with organizational citizenship behavior was confirmed, and the moderating rate of this variable was equal to 5% and 3.2%, respectively. The results showed that intellectual capital has a greater effect on organizational citizenship behavior than strategic leadership. Therefore, it is necessary to pay more attention to intellectual capital in order to improve organizational citizenship behavior in the organization. Extended abstract Introduction Organizational citizenship behavior is a unique, voluntary and extra-task behavior that is effective in increasing the efficient performance of the organization and is directly or indirectly organized by the organization's formal reward system (Baharond et al, 2018). Organizational citizenship behavior is an extra-task behavior that exists in the organization among employees, which makes organizational communication stronger in order to solve internal organizational problems. In other words, employees who have good citizenship behavior voluntarily try to solve organizational problems and challenges and reduce the amount of organizational anomalies. Therefore, intellectual capital and strategic leadership can be used to improve and upgrade this important organizational component. Organizations use various resources to grow and improve in the competitive arena and increase their value, because knowledge is considered the most important capital of the organization. As a result, intellectual capital is considered a main and important element in the management of organizations (Peralta et al, 2018). The intellectual capital of a company's employees combines knowledge, experience, intellectual property and information that can be used to create long-term value (Minoja & Romano, 2021). In addition to the many effects of intellectual capital, strategic leadership is of great importance in improving organizational citizenship behavior. Strategic leadership is conceptualized as the process of forming a vision for the future, rendering it to subordinates, stimulating and motivating followers, and participating in strategy-supportive exchanges with peers and subordinates (Malkawi et al, 2017). Despite the high effects of intellectual capital and strategic leadership in organizations, as well as organizational citizenship behavior, it can be said that the professional ethics of employees can be considered a moderating factor. Professional ethics is a set of rules that people must follow voluntarily and based on the call of their conscience and nature in doing professional work; without having an external requirement, or suffer legal punishments in case of violation (Jeong et al, 2017). In line with the stated content, it can be said that the abcense or low level of professional ethics of employees can play a moderating role and reduce the effects of strategic leadership and intellectual capital, and on the other hand, the existence of professional ethics of employees with their clients and colleagues within the organization can improve organizational citizenship behavior. According to the stated contents, this research tries to answer the question: what is the extent of the effects of intellectual capital and strategic leadership on organizational citizenship behavior with the moderating role of professional ethics of employees in the General Department of Education of Kermanshah province? Theoretical Framework The term intellectual capital was first expressed by John Kenneth Galbraith (1969) (Bellucci et al, 2020). He not only mentions intellectual capital as a fixed asset, but also considers it an ideological process and a means to achieve a goal. Since 1982, the Organization for Economic Cooperation and Development has conducted many researches in the field of intellectual capital, and many researches have been conducted in European countries such as the Netherlands, Norway, Sweden, Denmark, Ireland, etc (Hemati & Mehrabi, 2011). Intellectual capital is generally divided into three dimensions: human capital, structural capital, and communication capital. Human capital is the most valuable asset of the organization, and the source of creativity and innovation. Human capital is considered a basic and primary part for the components of intellectual capital activities. Human capital includes knowledge, skills, experience and wisdom of people (Beattie & Smith, 2010). Strategic leadership is the ability to create a strategic vision for the organization and motivate others to accept that vision. Its most important characteristics are: 1) foresight, eloquence and stability; 2) commitment; 3) ability to receive information; 4) willingness to delegate authority and power; 5) political shrewdness" (Jaliliayn, 2021). The main goal of strategic leadership is the long-term survival of the organization in line with the main business goals. However, it also aims to achieve above-average profits at the same time. Therefore, the primary goal of strategic leadership is to gain profit (Tutar et al, 2011). Oregon et al (1988) used the term organizational citizenship behavior for the first time and defined it as follows: conscious and insightful individual behavior that is not directly and explicitly recognized by the formal reward system and generally improves the organization's functions. Researchers found that many factors influence organizational citizenship behavior; factors such as commitment, satisfaction, organizational justice, leadership style, personality traits, job characteristics and organizational characteristics (MohammadKhani et al, 2013). At first, the concept of professional ethics was used to mean work ethics and business ethics. Even today, some writers of professional ethics use the primary meaning of this concept to define it (Abbaspour & Hosseinzadeh, 2019). Professional ethics has many benefits for the organization from the internal aspect in terms of improving relations, improving the atmosphere of understanding and reducing conflicts, increasing the commitment and more employees and reducing costs due to control, and from the point of view of social responsibility, affects moral commitment in Paying attention to the importance of stakeholders, profitability increase, and competitive advantage by increasing the legitimacy of the organization and its actions (Chokprajakchat & Sumretphol, 2017). Methodology The current research is applicable in terms of purpose, and causal type of descriptive-survey in terms of nature. The type of data is quantitative and the required tool is a questionnaire. The method of collecting information is library-type, and the required tool is to scan books, articles and theses. The statistical population of the research is the employees of the General Department of Education of Kermanshah province. The size of the population is 1450 people; from which, by using Cochran's formula, 304 people were selected as a sample. The sampling method is simple due to the lack of access to the entire random statistical population. The data collection method was field data collection, and the required tools are questionnaires of intellectual capital of Bontis (1998), strategic leadership of Lear (2012), organizational citizenship behavior of Organ & Kanoski (1988), and researcher-made professional ethics. The data analysis method is descriptive statistics (mean and standard deviation) and structural equation modeling. The test to check the normality of the data is Kolmogorov-Smirnov. The software used is Spss26 and Amos24. Discussion and Results The results of structural equation modeling and model fitting showed that intellectual capital predicts changes in organizational citizenship behavior by 66%. The results of structural equation modeling and model fitting showed that intellectual capital predicts changes in organizational citizenship behavior by 46%. The significance level of 0.019 and the positive figure of 2.355 (which is more than 1.96) of the t-statistic indicates the significant and incremental effect of professional ethics as a moderating variable. Therefore, the third hypothesis of the research regarding the impact of intellectual capital on organizational citizenship behavior with the moderating role of professional ethics is confirmed. The significance level of 0.019 and the positive figure of 2.365 (which is more than 1.96) of the t-statistic indicates the significant and incremental effect of professional ethics as a moderating variable. Therefore, the third hypothesis of the research regarding the effect of strategic leadership on organizational citizenship behavior with the moderating role of professional ethics is confirmed. Conclusion One of the most important organizational variables is organizational citizenship behavior. Organizational citizenship behavior is defined as the positive and constructive communication and interaction between employees and their managers, which can improve morale and teamwork in the organization. Organizational citizenship behavior requires special attention to satisfaction, job security and etc. in employees so that they can have an acceptable relationship with their colleagues and support each other in dealing with organizational problems. Organizational citizenship behavior is more observed in organizations where conflicts are at their lowest level and organizational knowledge and management knowledge are at a high level. Therefore, it can be said that intellectual capital as an efficient and effective approach can improve organizational citizenship behavior, in the sense that organizations that have sufficient knowledge and experience can solve their internal problems in a peaceful way. Employees with knowledge and experience often do not have many problems with each other, and if a conflict arises, they can easily resolve it. This is where intangible assets such as intellectual capital can help a lot in solving intra-organizational disputes and improving organizational morale and culture, so that employees can belong to the organization and be committed to organizational activities. The existence of organizational citizenship behavior makes employees have extra-duty interactions and communication with each other and help each other in dealing with problems. These factors make employees treat their clients more favorably and consider answering them as a matter of course. Organizational citizenship behavior creates a mutual and peaceful relationship between employees with each other, employees with managers and employees with clients. Therefore, strategic leadership as an efficient approach can improve organizational citizenship behavior to an acceptable level. Strategic leadership envisages a vision for the organization and tries to achieve this vision by motivating employees. Achieving the vision in any organization requires motivation, morale, efficiency, mobilization of resources and facilities, communication and constructive interactions in the organization and so on. Without these factors, it is not possible to achieve the developed vision. Therefore, it can be said that due to the nature of strategic leadership, which has the role of formulating a vision in the organization by creating motivation and working spirit in its employees and tries to improve communication between employees, it can have an effect on organizational citizenship behavior. One of the variables that can moderate the effect of intellectual capital on organizational citizenship behavior is the professional ethics of employees. Although there is a high level of intellectual capital in the organization, the lack of professional ethics of the employees in the organization causes unfavorable behavior of organizational citizenship, and intellectual capital cannot play a significant role in improving the behavior of organizational citizenship. Therefore, the professional ethics of employees is very effective and important and can determine the fluctuation of organizational citizenship behavior. Also, the professional ethics of employees can moderate the effect of strategic leadership on organizational citizenship behavior. The existence of professional ethics of employees in all departments of an organization has a significant impact, and its abcense can create organizational challenges, one of which is the weakening of strategic leadership and organizational citizenship behavior.
Original Article (Mixed)
management
Designing a financial literacy development model for Farhangian University students
Mohsen Molapanah; Yousef Namvar; Azam Rastgoo; Majid Ahmadlu; Toran Soleimani
Volume 6, Issue 1 , June 2024, Pages 65-98
Abstract
AbstractThe aim of the current research was to design a model for the development of financial literacy of Farhangian University students. The research method was mixed (qualitative-quantitative), and the research community in the qualitative part included professors, specialists and experts in the financial ... Read More AbstractThe aim of the current research was to design a model for the development of financial literacy of Farhangian University students. The research method was mixed (qualitative-quantitative), and the research community in the qualitative part included professors, specialists and experts in the financial field; and in the quantitative part, it included all students of Farhangian universities in Ardabil province. In the qualitative section, 21 experts were selected by purposeful selection; and in the quantitative section, 278 students were selected using statistical formulas as a non-random sampling method. Research tools included semi-structured interviews and researcher-made questionnaires. The analysis of the data collected in the qualitative part was done using the grounded theory method using Maxqda 11 software; in the quantitative part using two methods: descriptive and inferential, using Smart PLS and spss22 software. The results showed that based on the three categories of knowledge, behavior and attitude in the discussion of financial knowledge gender, place of residence; the indicators of parents' education and place of residence were effective in the discussion of financial attitude, and in the field of financial behavior; permanent place of residence and student's income were determined as more effective factors in the financial literacy of Farhangian University students. Based on the extracted model, the knowledge component ranks first in terms of the impact on students' financial literacy with a factor load of 0.751, followed by the behavior component with a factor load of 0.730 and attitude with a factor load of 0.667.Extended abstractIntroductionIn this century, just reading and writing and even knowing a second language cannot indicate to be literate. According to the definition of Shirzadi (2018), a literate person is a person who has six types of literacy; educational, emotional, communication, media, computer, and financial; every person should have sufficient knowledge about financial affairs and take steps to strengthen their financial literacy (Rahmani & Mohammadi, 2019).What is certain is that the role of educational and school systems in the creation, growth and development of financial and economic literacy in today's societies becomes more and more important (Taftian, Azdi, & Rejal, 2018). Researches show that those who have received financial training in high school or at work can save businesses (Bernheim & Garrett, 2003). To solve this deficiency, centers have been established to teach financial literacy and financial management styles, all of which are trying to improve the level of financial literacy in the country. The most common of these centers, as all students pass through it, are schools. On the other hand, the educational institution and especially the teachers as one of the pillars and components of the educational institution, along with the family, are among the most influential factors of citizenship education. Therefore, this basic question is raised: how much do future teachers know about financial literacy and do they use it in the process of life? Therefore, in this research, the financial literacy development model of Farhangian University students is examined.methodologyThe current research was a mixed method (qualitative-quantitative), and three stages were passed to achieve the research questions according to the nature of the goals and research questions. In the first stage; the qualitative part, two steps were taken to answer the first question of the research, that is, to determine the components of financial literacy; in the first step, the theoretical foundations and the background of the research were examined using the document analysis method, and then the components of financial literacy were extracted and formulated. In the second step, based on the components identified in the first step, a semi-structured interview was conducted with experts and experienced experts in the financial field, and the data obtained from the semi-structured interview using Maxqda11 software were determined in the form of ground theory method, units Semantic coding, analysis and components of financial literacy.In the second stage of the qualitative part, the Delphi method was used to answer the second research question; therefore, the components determined in the first stage were provided to financial experts to determine the factors related to the financial literacy of Farhangian University students. After the agreement and approval of the experts, the indicators related to the financial literacy of Farhangian University students were selected to prepare the final questionnaire focusing on the components of financial knowledge, financial attitude and financial behavior. The qualitative research community was formed by professors, specialists and experts in the field of finance who had numerous articles and publications. The number of samples in the qualitative section, which were purposefully selected by the snowball method until reaching theoretical saturation, were 21 professors, specialists and experts in the field of finance.In the third stage, i.e. the quantitative part, confirmatory factor analysis and structural equation modeling were used to answer the third question of the research, i.e. the financial literacy model of Farhangian University students. The population of the quantitative part consisted of all the students of Farhangian universities in Ardabil province, and to determine the sample size, the structural equation modeling sampling formula (q ≤ n ≤ 15q5) was used, where q is the number of questions in the questionnaire and n is the desired sample size (Homan, 2013).. Based on the 29 questions of the questionnaire, a minimum of 145 and a maximum of 435 students were determined based on the sample size, and finally 278 questionnaires were collected using Cochran's formula. The research tool was a researcher-made questionnaire that was prepared using the data extracted from the qualitative method. The analysis of the collected data was done in the quantitative part by two descriptive and inferential methods using Smart PLS and spss22 software. In order to collect data, a researcher-made questionnaire with 29 questions based on a five-point Likert spectrum was used. The content validity ratio for the whole has been obtained as 0.892; therefore, according to experts, the questionnaire components and the entire questionnaire have good content and form validity. Confirmatory factor analysis method has been used to check the validity of the measurement model.Discussion and ResultsThe findings of the research regarding the first question of identifying the components of financial literacy revealed that various factors influence people's financial literacy, and other factors are involved and shifted according to the conditions of individuals from different angles. Coherent studies have not been conducted to identify the factors affecting people's financial literacy, and most of the researches have analyzed and investigated a specific axis of employment or positions. After expert review of articles and scientific sources and comparison of opinions and appeals' 13 factors (parents' education, family member's education in financial field, area of residence, family's financial knowledge, social class, individual's income, housing situation, individual's level of education, individual's family background, marital status, number of dependents, age) were identified as the most important factors affecting the financial literacy of Farhangian University students. By examining the theoretical foundations, empirical studies regarding the second question of the research based on the factors that are most related to the financial literacy of student teachers have been taken into consideration. Research shows that the most effective criteria are family financial awareness, individual financial awareness, parents' education, family member's financial education, individual's education level, individual's income, and social class in the field of financial literacy of Farhangian University students, among which, by Delphi method implementation, 7 agents were confirmed. The findings of the research regarding the third research question about the financial literacy model of Farhangian University students showed that in the conceptual model of the research, all three components of knowledge, attitude and behavior were effective on the financial literacy of Farhangian University students and based on the extracted model, the knowledge component in terms of amount influence on students' financial literacy is in the first rank, and the behavior and attitude component are in the next ranks. Confirmatory factor analysis shows that the model has good reliability. The study is based on the observed criterion of the goodness index of the appropriate power of the model in the prediction of the appropriate endogenous variable. According to the coefficient of determination, the structural model under investigation is of appropriate quality. The findings of this research are in agreement with the findings of Ojand & Mahmoudpour (2023), Jana, Sinha, & Gupta (2024), Kazempour Dizji et al., (2020), Moeinfar et al., (2023), Purwidianti et al., (2022), Novitasari et al., (2021), Baker et al., (2018), and Taftian & Tajamlian (2020).ConclusionAccording to the results obtained for improving the level of financial literacy in the society, which definitely has many effects on the level of welfare of the society and increasing production, regarding the knowledge level of the development of public education and providing reasons for increasing the level of financial literacy in the field of basic concepts such as the government's guarantee for deposits in banks, the current value of investments and specific financial knowledge questions such as credit card, interest compounding, time value of money, the effect of inflation on the price level and investment must be provided, which in addition to responding to cultural and social needs, can be the basis for the growth and progress of the society that seeks development. At this level, depending on the necessity of financial literacy education and its impact on the country's economy, it is necessary to develop a curriculum for different educational levels and also design financial literacy education courses for different sections of the society. In this context, the awareness of the society can be increased by holding educational workshops and seminars, holding medium-term and long-term training courses.Using magazines, brochures and books, extensive culture building through the national media is worthy of attention to improve the attitude level of the society. This important issue in Iran and especially in the capital market has been pursued by various institutions, including the stock Exchange Organization, Tehran Stock Exchange, Exchange Information and Services Company and other public and private institutions; but measures should be taken in such a way that the individual's reaction to factors such as inflation, exchange rate, risk and financial planning is reasonable and correct. At the level of financial behavior, by providing the conditions for the use and implementation of the knowledge and mindsets of the people of the society through the transfer of shares and the permission to buy and sell, etc., which will reduce the risk-taking of people, so that before making a decision on investment, all financial products should carefully and thoughtfully evaluated, save instead of borrowing, do his own assessment of the affordability of products and services, and plan for retirement.Curriculum planners, who are the main custodians of curriculum development, using the results of this research and using the issues and general principles of financial literacy education; by developing a curriculum specific to financial literacy, should present the goals, content, method and evaluation in the form of two units of study in Farhangian University.In the current research, some limitations were effective; in the discussion of attitude measurement structure; that definite measurement is not possible. Another case is related to demographic asymmetry in Ardabil cultural universities, where the population of boys is more than girls; therefore, caution should be taken in generalizing the research and it is suggested to conduct a parallel research. The presented model is specific to Farhangian University with its own characteristics; Therefore, it is possible to generalize with other societies.
Original Article (Quantified)
Education Management
Analysis of the focal relationship of level five leadership with school organizational excellence
Hosein Majooni; Siroos Ghanbari
Volume 6, Issue 1 , June 2024, Pages 99-123
Abstract
AbstractThe aim of the present study was to investigate the focal relationship of level five leadership with organizational excellence of schools. The statistical population of the research included all the teachers of primary schools in Fars province in the academic year of 2020-2021, numbering 16,264 ... Read More AbstractThe aim of the present study was to investigate the focal relationship of level five leadership with organizational excellence of schools. The statistical population of the research included all the teachers of primary schools in Fars province in the academic year of 2020-2021, numbering 16,264 people. According to the classes of the research society such as the type of region (rich, semi-rich and deprived), the number of cities/districts (39), and gender (male and female) by proportional stratified random sampling method and based on the Cochran formula, a sample of 375 people was selected. The research method is quantitative, descriptive and correlational. Data collection was done based on five-level leadership questionnaire of Cham Asemani (2007), and Organizational Excellence of Amarloo (2018), whose Cronbach's alpha coefficient was 0.96 and 0.91, respectively. In order to analyze the data, descriptive techniques, Pearson correlation matrix, focal correlation analysis, and multiple linear regression were used through SPSS 25 software. The results showed that: the dimensions of level five leadership have a positive and significant focal correlation in alpha of 0.01 with a value of 0.725 with the organizational excellence of schools and are able to explain 464% of the variance of the variable of organizational excellence of schools. Dimensions of manager's personality traits; choosing competent employees, then setting the goal; disciplinary culture; the use of technology and the force density dimension and jump have a positive and significant effect on the organizational excellence variable of schools at the level of 0.01.Extended abstractIntroductionEducational organizations face rapidly changing conditions, because they are placed in an environment that changes rapidly and require innovative and superior capabilities to be able to respond to the challenges of the dynamic environment. Therefore, these organizations want to establish a cycle of continuous improvement, achieve excellence, continuously improve the quality of service delivery, increase the capability of internal elements and human resources, and finally compare themselves with other organizations with the same outline of the organizational excellence model. In this regard, education and training, in sync with other institutions, taking into account its important duties and to face these changes, has measures on its agenda, among which this organization pays attention to the organizational excellence of schools. Organizational excellence guarantees that all parts of the organization work together harmoniously and coherently, and by strengthening and providing the best criteria and methods of self-evaluation and continuous improvement, it helps the progress of organizations. Therefore, the most important management challenge at present is the balanced movement towards improvement and excellence, as well as identifying the factors affecting the organizational excellence of schools. Leadership styles are one of the factors influencing the organizational excellence of schools. Among the leadership styles, level five leadership, as a new perspective for twenty-first century organizations, can be the newest and at the same time, the most practical model that places organizations in the most prominent position of global capitals and assets. Five-level leadership is one of the organizational leadership models mentioned by Collins as the key to the success of organizations. The level five leader is in the highest hierarchy of executive abilities and has all the conditions of the competency pyramid and creates lasting greatness by combining humility and professional will. It is in the light of this leadership style that the excellence of the organization lasts in the long term and the organization does not fall apart when the leader leaves. Considering the importance and necessity of level five leadership and organizational excellence of schools and considering that no research has investigated the mutual relationship between these two variables so far, in this research we are looking for an answer to the question: What is the mutual relationship between level five leadership and organizational excellence of schools, and how do the dimensions of two variables explain and predict each other?Theoretical foundationsToday, leading large and advanced organizations is a difficult task, and this important task requires the efforts of leaders who can, with the help of personality traits, exceptional attractions along with humility, institutionalize the necessary commitment and passion in employees to arouse thoughts, opinions and inspiration to allow them to their expected behaviors. Collins (2001) called this new type of calm and submissive but determined and committed leader "level five leader". The level five leadership model, which today is one of the newest and at the same time the most influential models in large organizations and the utility of great managers of the world, is the result of Jim Collins' five-year research. Collins considers level five leadership to be the key to the success of organizations in moving from good status to excellence. Excellence in the word means rising and being superior, and is a term that is described as the highest order of evaluation. Organizational excellence is the formulation of programs aligned with the organization and its environment, which leads to the excellence of the organization and ensures the process of implementing programs and evaluations of the organization based on comprehensive quality management tools, continuous improvement and organizational learning. In line with the relationship between leadership styles and organizational excellence of schools, Aljaloudi & Battah (2010) in a research mentioned suggestions to increase the use of level five leadership model by managers in schools, which include: providing systems and programs that strengthen the foundations of level five leadership for current and future managers; preparing detailed and standard guidelines, criteria and methods for selecting and hiring school teachers; conducting analytical and realistic studies about the internal and external environment; and also identifying the problems and obstacles in the education department of schools. In a research, McCoy (2011) showed that five-level leadership behaviors help all teachers and students to become more capable and efficient based on Collins' theory and thus go from good to great.Research MethodologyThe present research is quantitative according to the research philosophy, applicable according to the purpose, and descriptive and correlative in terms of the method of data collection and analysis. The research population included all the teachers of primary schools in Fars province in the academic year of 2020-2021, numbering 16,264 people. Considering the classes of the research community based on the number of cities/districts (39), using proportional stratified random sampling and Cochran's formula (at the alpha level of 0.05; error value of 0.05 and the ratio of p and q equal to 0.5), the statistical sample volume was determined to be 375 teachers. The library study method was used in order to collect the theoretical foundations and also the research records of the research topic. The process of gathering the required data was also done online through two questionnaires of level five leadership of Cham Asemani (2007), consisting of 31 items; and schools' organizational excellence of Ammarloo (2018), consisting of 16 items. To analyze the data, statistical techniques were used through SPSS statistical software. Frequency distribution tables, central indices (mean, median and mean), and dispersion indices (standard deviation and variance) were used in the descriptive analysis of the data, and the statistical techniques of Pearson correlation coefficient, focal correlation coefficient, and multivariate regression were used in testing the research hypotheses. Research findingsThe findings related to the first hypothesis of the research showed that the dimensions of level five leadership have a positive and significant focal correlation in alpha of 0.01 with a value of 0.725 with the organizational excellence of schools. Dimensions of manager's personality traits; Choosing competent employees, then setting the goal; disciplinary culture; the use of technology and the force density dimension has a positive and significant effect on the organizational excellence variable of schools at the level of 0.01. The findings related to the second hypothesis of the research showed that the dimensions of level five leadership are able to explain 464% of the variance of the variable of organizational excellence of schools. The dimension of force concentration and jump has the most effect; while the dimension of technology use has the least significant regression effect on the organizational excellence of schools.Conclusion and DiscussionThe purpose of the research was to investigate the focal relationship of level five leadership with the organizational excellence of schools. The results of the research are in agreement with the results of the studies of Qamar & Soomro (2023), Lasrado & Kassem (2021), Al-Dhaafri & Alosani (2021), Rostami alileh et al (2020), Adams, Mooi & Muniandy (2020), Alhefiti, Ameen & Bhaumik (2019), Aljaloudi & Battah (2019), Caldwell, Ichiho & Anderson (2017), Farahbakhsh & Mohammadi (2017). In explaining the results, it can be said that the education authorities pave the way to improve and improve the level of the school by choosing level five leaders for schools that have personality traits such as: internal control center against failure and external control center against success; determination to achieve the goal; professional being of humility and determination. By identifying qualified teachers and then set goals according to them; being bound by discipline and promoting this culture among teachers; encouraging and persuading school colleagues to use technology in carrying out assigned tasks; as well as pooling the ability and improving the performance of teachers; these leaders cause the continuous progress of the school in all dimensions and its organizational excellence. To reach the success in the course of shocking transformations, our country's schools need level five leaders who, with the help of humble personality traits and exceptional charms along with a professional, organized and hard-working spirit, provide the necessary commitment and enthusiasm to achieve the highest level of school performance and excellence. Finally, the following solutions are suggested to the education officials and school managers for the continuous improvement of the quality in all fields and ultimately the organizational excellence of the school: The officials of the education departments should choose leaders for the schools, who, as well as being organized and specialized in the administrative affairs of the school, should be very humble and respectful towards their school teachers so that they can provide a friendly and sincere atmosphere among themselves and the school teachers. In this positive and friendly atmosphere, it is better for school leaders to consult with qualified teachers with an open mind in many matters and ask them for their opinions and help empower and improve them by delegating authority and participating in decisions; it is appropriate that the school leaders compare the current situation and the desired situation of the school by using evaluation and self-evaluation systems, and in this way get an accurate assessment of the extent of the school being on the path of excellence and balanced growth.
Original Article (Qualitative)
management
Developing and presenting a mathematical model for the purpose of organizational culture architecture based on creating alignment between the strategic reference points of organizational elements.
Elyas hasanzadeh Shweili; Mir Mehrdad peidaie; Ali reza Rezghi Rostami
Volume 6, Issue 1 , June 2024, Pages 124-158
Abstract
Abstract The purpose of this research is to formulate and present a mathematical model for the purpose of organizational culture architecture based on creating alignment between the strategic reference points of organizational elements. The research method is applicable-developmental in terms of its ... Read More Abstract The purpose of this research is to formulate and present a mathematical model for the purpose of organizational culture architecture based on creating alignment between the strategic reference points of organizational elements. The research method is applicable-developmental in terms of its purpose, and exploratory in terms of its nature. The statistical population of the research includes 20 academic and organizational experts, and the sampling was done in a purposeful, judgmental and snowball manner, and the interviews continued until theoretical saturation was reached. Semi-structured interview was used in this research. Delphi and fuzzy neural system were used to collect and analyze data. For data analysis, in order to refine the components and criteria of the conceptual model from the point of view of experts, the fuzzy Delphi technique was used, and in order to present the mathematical model, the adaptive fuzzy inference system and Matlab software were used. The results showed that a total of 4 dimensions, 12 components, and 57 evaluation criteria and several sub-criteria were identified, which include antecedents (business strategy, leadership, organizational structure, technology, human resources strategy), process (organizational culture, change strategy), results (individual, group, organizational performance), consequences (general accountability, increase of social capitals), and the obtained model has been tested in the organizations of the Islamic Revolution Mustazafan Foundation, and finally, the characteristics and suitability of this model has been evaluated in simulating and predicting the desired organizational culture based on the creation of alignment between the strategic reference points of the organizational elements. Extended abstract Introduction Organizations need to have shared values to achieve coherence, coordination and implicit control. Having shared values; it will enable the managers and employees of the organizations to show positive reactions in unpredictable environments. These values are the focus of many organizational phenomena, such as organizational culture; which provides the context of self-control and counter-control and gives it direction (Abedelrahim, 2018). Organizational culture is a type of collective thought planning that has been prominent in recent years as a dominant thought in the field of organizations. This collective thought differentiates members from one species to another. It is necessary to have a common sense and belief among the members of the organization in order to give coherence to the different departments and components. Organizational culture plays a very strategic role in organizational cohesion or decline (Mozidi Sharafabadi & Zarei Mahmoodabadi, 2021). One of the issues that has always been the main challenge and concern of managers of organizations and has an impact on performance is establishing coordination between constantly changing external (environmental) needs and internal (organizational) resources in order to improve the organization's performance, which requires removing the internal shortcomings and the creation of new capabilities over time. Formulation of strategic reference points a method that can guarantee strategic coordination and has the ability to be implemented. The strategic behavior of organizations and as a result their performance is directly affected by the selection of options for strategic reference points (Sherbaf Oliaee et al., 2022). Based on this, the current research is looking for an answer to this question: What is the development and presentation of a mathematical model for the purpose of organizational culture architecture based on creating alignment between the strategic reference points of organizational elements? Theoretical Framework Organizational Culture Organizational culture is considered as the factor of survival of organizations and providing their organizational growth. An organization that is not able to develop its organizational culture will not be able to survive, and organizational learning and learning culture have a fundamental role in the development of organizational culture in the organization. Organizational culture is the common pattern of thinking, feeling and reacting in a group of people. Usually, different units within an organization have different cultures. Managers, with their organizational behavior, with the methods they use to manage crises and solve problems, with ceremonies and symbols, and punishments and encouragements, play an important role in the formation and change and adjustment of cultures. In educational organizations, organizational culture plays an important role in producing teamwork culture and achieving the benefits of the process of participation and collaboration (Mohebbi et al, 2023). Strategic reference points of organizational elements Strategic reference points are points for coordination that, if all elements and systems of the organization coordinate with it, an all-round coordination will occur (Kiyajori & Brimani, 2017). The method of strategic reference points, which is also called alignment, has a key position in organizational studies and strategic management; because a suitable method for acquiring and creating value in the market and increasing the performance of the organization is the interaction and coordination between the elements and components of the organization and the environment (Walian et al, 2017). Research background Bermeh et al, (2023) investigates the dimensions and components of organizational culture based on normative and individual variables in the managers of education headquarters in Tehran province. The results showed that in the normative dimension, there are 10 categories: organizational justice, work maturity, ambiguity avoidance, external supervision, decision-making, job promotion, masculinity or femininity, concentration (power distance), customer orientation, and productivity with 57 indicators, and in the individual dimension also there are 10 categories: sense of belonging, responsibility, individual creativity, communication, participation (teamwork), identity, self-control, motivation, conflict tolerance, and interaction in 61 indicators, and were identified in 6 categories that include causal conditions, communication conditions, background factors, intervene factors, strategies, and consequences. Mohebbi et al, (2023) investigated the role of organizational culture dimensions on the performance of educational organizations. The results of the research show that in educational organizations, organizational culture plays an important role in producing teamwork culture and achieving the benefits of the process of participation and collaboration. Educational systems have a special place according to their goals and mission, the most important of which is training efficient human resources for other institutions of society; and universities are also the most important and key educational organizations that, in addition to training human resources, respond to the social needs of the acquisition and dissemination of knowledge and technology. Today, performance management systems have become one of the most important management tools. Research methodology The research method is applicable-developmental research in terms of purpose, and exploratory in terms of nature. The statistical population of the research includes 20 academic and organizational experts, and the sampling was done in a purposeful, judgmental and snowball manner, and the interviews continued until theoretical saturation was reached. Semi-structured interview was used in this research. Delphi and fuzzy neural system were used to collect and analyze data. Research findings For data analysis, in order to refine the components and criteria of the conceptual model from the viewpoint of experts, the fuzzy Delphi technique was used, and in order to present the mathematical model, the adaptive fuzzy inference system and Matlab software were used. The results showed that a total of 4 dimensions, 12 components and 57 evaluation criteria and several sub-criteria were identified, which include antecedents (business strategy, leadership, organizational structure, technology, human resources strategy), process (organizational culture, change strategy), results (individual, group results, organizational performance), outcome (public accountability, increase in social capital); and the model obtained in the organizations of the Islamic Revolution Foundation of the Underprivileged (Mostazafan Foundation) has been tested and finally the characteristics and applicability of this model in simulation and prediction of the optimal organizational culture based on creating alignment between the strategic reference points of the organizational elements has been evaluated. Conclusion The present research was conducted with the aim of developing and presenting a mathematical model for the purpose of organizational culture architecture based on creating alignment between the strategic reference points of organizational elements. The results of this research are in agreement with the results of Bermeh et al, (2023), Kaveh et al, (2021), Javaheri Zadeh & Fathi (2022), Mohebbi et al, (2023), Turki et al, (2021), Van Dung HA (2020), Zhen Shao (2019), Mozaffari (2022), Ashkbous et al, (2021), Babaei et al, (2022), and Hafizi et al, (2020). Zhen Shao (2019) investigated the mutual influence of strategic leadership behaviors and organizational culture in the strategic alignment of information and business systems and the integration of organizational systems. The results of empirical analysis show that the effects of idealistic behaviors and inspirational motivational behaviors of leadership are a great driver for the strategic coordination of information systems and business, which has the most positive effect on the integration of organizational systems. In addition, the culture of flexibility orientation positively moderates the relationship between strategic leadership behaviors and strategic coordination of business and information systems, while control-oriented culture negatively moderates these relationships. According to the results of the research, the following suggestions are presented: It is recommended that the organizations studied in this research, in line with the strategic orientation of the organization, strengthen the document of their strategic human resources plan and operational plans in the field of establishment, implementation, and development of systems and systems of human resources by using "best experience" models such as PCMM. It is recommended according to the strategic orientation of the studied organizations; by observing the standard principles and designing of the organizational structure of the upstream institution, as well as the results of the analysis of organizational processes using the APQC model, information systems and employee capabilities, to revise and optimize the organizational structure of the studied organization.
Original Article (Qualitative)
management
Presenting the model of recruitment and selection of human resources of the public sector with the approach of the entrepreneurial government
Atieh sarayani; Vahid pourshahabi; Nourmohammad yaghobi; Amin reza kamaliyan
Volume 6, Issue 1 , June 2024, Pages 159-188
Abstract
Abstract The purpose of this research is the model of recruitment and selection of human resources of the public sector with the approach of the entrepreneurial government. This research is applicable in terms of its purpose, qualitative in terms of the data collection method, and a meta-composite approach ... Read More Abstract The purpose of this research is the model of recruitment and selection of human resources of the public sector with the approach of the entrepreneurial government. This research is applicable in terms of its purpose, qualitative in terms of the data collection method, and a meta-composite approach in terms of the research implementation method. The statistical population of the research includes all elites and university professors and relevant experts in the field of human resources and entrepreneurial government in Sistan and Baluchistan province, whose number in 2020 is about 200 people, who were selected non-randomly in a purposeful way. Meta-composition method was used for data analysis. Extraction of components and indicators was obtained from background investigation and theoretical foundations, and then coding was used for analysis. According to the data analysis, 545 final codes were extracted through open coding and then, using axial coding were categorized in the form of 121 concepts and 16 categories; contextual (environmental) factors, structural (organizational) factors, behavioral (content) factors, Recruiting human resources, selecting human resources, identifying entrepreneurial opportunities in the public sector, exploiting entrepreneurial opportunities in the public sector, executive and managerial obstacles, political and legal obstacles, economic obstacles, cultural and social obstacles, combined selection with domination of internal resources in experience-based jobs, combined selection with the domination of external resources in knowledge-based jobs, individual consequences, organizational consequences, social consequences, and finally, in the stage of selective coding, the process and multidimensional model has been presented for the first time at the level of government organizations of Sistan and Baluchistan province. Extended abstract Introduction Human resource management is often considered as an effective approach in managing people, and its function has evolved from being only responsible for keeping records to being a strategic partner. One of the new roles of human resource management is the development of innovation and entrepreneurship. In this regard, many governments around the world believe that entrepreneurship is the key to economic development; therefore, many governments have started to offer entrepreneurship development programs. Since the theories of "entrepreneurial government" or "government entrepreneurship" were proposed by Osborn & Geabler (1992), government organizations have been keenly seeking to make changes in their management patterns, so that they can benefit from hidden advantages within these theories, which are partly derived from the management of the private sector. One of the necessary changes in this field is related to the field of human resources management as one of the internal components of government organizations (Narula & Chaudhary, 2018). Today, organizational entrepreneurship improves productivity at various individual and organizational levels, which requires a suitable foundation in the organization, therefore, flourishing in today's evolving world belongs to the societies and organizations that establish a meaningful relationship between their management capabilities and entrepreneurship of their human resources and organization; in the other word, any society or organization can move forward in the direction of development provided that by creating suitable platforms, manage the valuable human resource management system of other resources of society and organization so as to create value and acquire growth and development. The results of the studies of Hasanzade et al, (2019, 2020) and Hasani Sadrabadi (2017) in Iran's government organizations show that the establishment and use of entrepreneurial initiatives in Iran's government organizations have not been successful, and the improvement of management characteristics and entrepreneurship in these organizations requires structural and sustainable changes in public administration. Unfortunately, the current situation cannot be improved, unless efforts are made to develop human resource management development policies that can cause real and entrepreneurial changes in the state and behavior of managers and employees. Despite the mentioned issues, it seems that the human resource management system can help to promote organizational entrepreneurship in government organizations (Ahmadi et al, 2012). Therefore, according to the issues raised, the current research intends to answer the question; what is the model of recruitment and selection of human resources in the public sector with the entrepreneurial government approach? Theoretical Framework Recruitment and selection of human resources Recruitment and selection includes actions and activities carried out by an organization in order to identify and attract people in the organization who have the ability to help the organization to achieve its strategic goals. Specifically, such activities should create a pool of desirable candidates; increase their interest and attraction to the organization as an employer, and increase the likelihood that they will accept a job offer (Teimouri et al, 2018). Entrepreneurial government According to Morris & Jonse (1999), entrepreneurship in the public or government sector is the process of creating value for citizens by bringing together a unique combination of public or private resources in order to take advantage of social opportunities. In the other word; Government entrepreneurship is an organizational process that includes the improvement and development of current and new services and programs, technological innovation (techniques, procedures and laws and new administrative and selection processes) and organizational innovation (new management processes and new structuring methods) in the public sector, through the application of a new model of resource allocation to create value for citizens (Hasanzade et al, 2019). Gheiravani et al, (2023) investigated the purpose of providing a smart governance model focusing on the development and training of human resources in the public sector. 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. Fazlali & Moazzami (2022) investigated the effect of organizational leadership style on human resource management while emphasizing the mediating role of competitive work environment. The results of the research show that organizational leadership style has no significant effect on human resource management and has been rejected; however, the significant effect of 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 has been confirmed. Research methodology This research is applicable in terms of its purpose, qualitative in terms of the method of data collection, and a meta-composite approach in terms of the research implementation method. The statistical population of the research includes all elites and university professors and relevant experts in the field of human resources and entrepreneurial government in Sistan and Baluchistan province, whose number in 2020 is about 200 people, who were selected non-randomly in a purposeful way. Research findings For data analysis, meta-combination method was used. Extraction of components and indicators was obtained from background investigation and theoretical foundations, and then coding was used for analysis. According to the data analysis, 545 final codes were extracted through open coding and then, using axial coding, were categorized in the form of 121 concepts and 16 categories; contextual (environmental) factors, structural (organizational) factors, behavioral (content) factors, Recruiting human resources, selecting human resources, identifying entrepreneurial opportunities in the public sector, exploiting entrepreneurial opportunities in the public sector, executive and managerial obstacles, political and legal obstacles, economic obstacles, cultural and social obstacles, combined selection with domination of internal resources in experience-based jobs, combined selection with the domination of external resources in knowledge-based jobs, individual consequences, organizational consequences, social consequences, and finally, in the stage of selective coding, the process and multidimensional model has been presented for the first time at the level of government organizations of Sistan and Baluchistan province. Conclusion The current research was conducted with the aim of recruiting and selecting human resources of the public sector with the entrepreneurial government approach. According to the obtained results, the present research is aligned with the results of Gheiravani et al, (2023), Fazlali & Moazzami (2022), Munaty et al, (2022), Fitri et al, (2021), Orakwue & Iguisi (2020), Moustaghfir (2020), Barani et al, (2022), Hasanzade et al, (2020), Noroozian et al, (2020), Tabatabai Mazdabadi et al, (2020), Sajadi Parsa et al, (2020), Narula & Chaudhary (2018). Narula & Chaudhary (2018) showed that entrepreneurship is a commitment in which a certain person goes through favorable opportunities by successfully exploiting available resources. Entrepreneurs cannot run a business alone. An entrepreneur must hire, assign people to various tasks, influence employees and retain and prepare them for the growth and development of the company. Since there are many things that need to be done from the establishment to the growth of a company, the entrepreneurial process facilitates the needs of human resource management practices. This research highlighted the relationship between human resource management methods and context and entrepreneurship. According to the obtained results, the following suggestions are provided: All recruitment processes in government organizations should have scientific and legal processes, so that in addition to reducing administrative corruption, employment justice is also established in the government departments of the province. Double emphasis on the necessity of meritocracy in the appointment of public sector managers of Sistan and Baluchistan province and paying attention to their entrepreneurial personality traits at the time of selection Revision of the job description in the public sector jobs of Sistan and Baluchistan province, emphasizing the entrepreneurial aspects of the jobs.
Original Article (Qualitative)
management
Presenting the Model of the Elites' Desertion Factors in Iran's Continental Plateau Oil Company
Mohammad Shaaf Amal; Ahmad Vedadi; Mehdi Tavakoli; Daryoosh Gholamzadeh
Volume 6, Issue 1 , June 2024, Pages 189-210
Abstract
Abstract The aim of the current research is to provide a model of the factors of leaving the service of the elites in Iran's continental plateau (Fallaat-e Gharreh) oil company. The research method is applicable in terms of purpose, qualitative in terms of implementation, and a descriptive-survey type. ... Read More Abstract The aim of the current research is to provide a model of the factors of leaving the service of the elites in Iran's continental plateau (Fallaat-e Gharreh) oil company. The research method is applicable in terms of purpose, qualitative in terms of implementation, and a descriptive-survey type. This research is also thematic analysis. The statistical population of this research includes 12 managers of Continental Plateau Oil Company and universities, and the purposeful sampling method was used. Also, in order to collect data,, indicators were extracted by means of content analysis of related backgrounds and the library method, and the research model was extracted through three-step coding. According to the analysis that has been carried out using thematic analysis method to determine the factors of leaving the service of the elites in Continental Plateau Oil Company of Iran, 47 indicators (items), 8 components and 3 dimensions have been identified and confirmed. The results showed that the factors of leaving the service of elites include three organizational dimensions (job nature, management, organizational culture), individual (motivation, demographic characteristics, psychological factors), and environmental (laws and regulations, environmental pressures). Extended abstract Introduction Undoubtedly, human resources are the most important asset of the organization; because human resources in the organization are scarce and irreplaceable resources, and they create economic value and competitive advantage for the organization by the knowledge, skills, and abilities they bring to the organization; therefore, the most important task of human resources management is to create competition in attracting talented and worthy people and maintaining the main human resources in the organization, which is considered as a strong competitive strategy (Amiri & Mahmudzadeh, 2015). In fact, human capital is considered the most valuable and complex capital in any organization, which plays the main role in achieving organizational goals. In the meantime, knowledge workers or elites are workers who are in a high level in terms of knowledge skills and expertise. These people have the ability to observe, combine and interpret data and information to make better decisions and provide more suitable solutions for the organization (Gholipor et al, 2013). Nevertheless, some organizations lose a significant part of their knowledge workers for various reasons, including restrictive requirements and laws, not giving employees freedom of action and excessive control over them, burnout, job plateauing, lack of organizational support, lack of attractiveness, the unfair compensation of services, reducing authority and losing decision-making power (Karimi Taher et al, 2021). In this regard, one of the most important issues of organizations in today's world is the issue of leaving the service of employees, especially skilled employees or talents, which has many negative consequences for organizations. Attrition costs for the organization come from different directions (Piraish et al, 2020). Based on this, the main question of this research is; what are the reasons for leaving the service of the elites in Iran's continental plateau oil company? Theoretical Framework leaving service The problem of absenteeism and desire to leave the service of employees is one of the issues that are of particular interest to managers and researchers these days, so organizations should take measures to identify and solve problems in the stage of wanting to leave service before the act of leaving service, because this problem has negative effects on employee motivation and ill attitude towards other employees (Nornezhad et al, 2020). Since the social and economic well-being and the provision of sufficient facilities to satisfy the material and spiritual needs of the people of the society require that, firstly; the people of the society should be educated morally and socially, and secondly; as much as possible, as many people as possible should acquire knowledge, perception and skills; thirdly, elite and talented people should be cultivated according to their capabilities and abilities; and finally, with education, different groups of society can actively participate in their organization and administration (Mirkamali, 2017). Generally, leaving the service is considered a process that occurs when a person leaves a specific job or organization (Kavousi et al, 2021). Ebrahimi Khabir (2023) investigated the degree of tendency and reasons for leaving the service of employees of organizations in the cities of Tehran province. The results of the research showed that the reasons for leaving the organization were significant. F scores were for 1/306. As a result, it can be stated that for the initial stages of employment and before entering the organization, the characteristics of these jobs as well as the limitations and benefits that exist in them should be explained to the candidates in a correct and realistic manner so that the candidates can imagine an accurate picture of this job in their minds before choosing it, and can make an accurate assessment of the existing realities in areas such as salaries and benefits and amenities, how to promote and advance their careers, and this research is effective for people's choices in the future. Dari (2022) investigated the identification of effective strategies to maintain and prevent personnel leaving the service in Kashmar municipality. In their research, they showed that the most important strategies to prevent personnel from leaving the service and to maintain them in the municipality of Kashmar were determined as follows: Safety and health criteria, rights and benefits criteria, organizational criteria, individual criteria, cultural criteria. Research methodology The research method is applicable in terms of purpose, qualitative in terms of implementation, and a descriptive-survey type. This research is also thematic analysis. The statistical population of this research includes 12 managers of Continental Plateau Oil Company and universities, and the purposeful sampling method was used. Also, in order to collect data,, indicators were extracted by means of content analysis of related backgrounds and the library method, and the research model was extracted through three-step coding. Research findings For analysis, thematic analysis method was used, and the extraction of the components and indicators was obtained from the review of related backgrounds and the library method, and then coding was used for analysis. According to the analysis that has been carried out using thematic analysis method to determine the factors of leaving the service of the elites in Continental Plateau Oil Company of Iran, 47 indicators (items), 8 components, and 3 dimensions have been identified and confirmed. The results showed that the factors of leaving the service of elites include three organizational dimensions (job nature, management, organizational culture), individual (motivation, demographic characteristics, psychological factors), and environmental (laws and regulations, environmental pressures). Conclusion The present study was conducted with the aim of providing a model of elites' leaving service in Iran's continental plateau oil company. The results of this research are in agreement with the results of Ebrahimi Khabir (2023), Dari (2022), Piraish et al, (2020), Kavousi et al, (2021), Kelly et al, (2022), Tetık et al, (2021), and Hadavand (2021). Piraish et al, (2020) showed that there is a significant and direct relationship between the supervisor's characteristics, job characteristics, feelings and emotions in the job, job attitude and working conditions with the reduction of employee turnover and transfer, and the most influential factor is feelings and emotions in the job; and also, job attitude has the least effect on the intention to leave the service and transfer of employees and finally on the efficiency of the company. In line with the results obtained, it is suggested that organizations value many benefits such as social security insurance and provision of retirement resources, bonuses, annual vacation allowances and promotion and career growth opportunities; consider the skills of employees more valuable and also ensure the improvement of their personal quality of life. This allows employees to advance to higher positions and enjoy more job benefits, so they will not take leaving the job seriously and will tend to continue their involvement in the organization for a longer period of time.
Original Article (Quantified)
Education Management
Evaluation of Arabic lesson teaching in higher education based on the Kirkpatrick model
Ali Akbar Mollaie; Mohammad Aslam Raiesi
Volume 6, Issue 1 , June 2024, Pages 211-230
Abstract
Abstract The aim of the research was to evaluate the teaching of Arabic in higher education institutions in Tehran based on the Kirkpatrick model. The research method was applicable in terms of its purpose, and descriptive-survey in terms of data collection, using a questionnaire as the tool. The statistical ... Read More Abstract The aim of the research was to evaluate the teaching of Arabic in higher education institutions in Tehran based on the Kirkpatrick model. The research method was applicable in terms of its purpose, and descriptive-survey in terms of data collection, using a questionnaire as the tool. The statistical population of the present study included students of higher education institutions in the city of Tehran, with a total of 291 individuals. The sample size was estimated using the Cochran sample size estimation formula, and 166 students from higher education institutions in Tehran will be selected as the research sample. The sampling method in this research is simple random sampling. The effectiveness evaluation questionnaire of the Arabic course was developed by Abbas Arab; a PhD. Student in educational management of Semnan University, in 2014, and is based on the Kirkpatrick evaluation model, consisting of 29 questions. The findings of the research showed that the evaluation components of training effectiveness, including reaction, learning, and results, are able to predict the effectiveness of teaching Arabic in higher education institutions based on the Kirkpatrick model. According to the research findings, the teaching of Arabic in higher education institutions in Tehran is at a satisfactory level in terms of the reaction, learning, and results components. Extended abstract Introduction The role of higher education in the comprehensive, balanced and sustainable development of countries in the social, cultural, educational and research fields in a complex and continuous manner has made the higher education system as the guardian of responding to the religious, national, revolutionary and field necessity. For the emergence and outbreak of all the capacities and talents of the country, it is necessary to design a model of policy effect evaluation (Mei et al, 2022). This basis of quantitative growth of universities and higher education and research centers alone and without paying attention to the process of scientific developments and the real needs of society and quality standards will definitely not work. Desirable quality, appropriateness between education and research, responding to society's needs, benefiting from up-to-date scientific information and communication, monitoring and evaluation are some of the issues that can guide higher education towards playing the expected development role in harmony with quantitative expansion. Therefore, if we consider the main mission of higher education to be the education and provision of expert human resources needed by the country, this mission is considered one of the qualitative goals that will be directly related to the quality of the higher education system (Al-Abdullatif, A. M., & Alsubaie, 2023). Therefore, evaluating and guaranteeing the quality of the performance of higher education units as an important step to achieve competitiveness is always on the policy agenda, and monitoring global developments in higher education evaluation in order to identify trends and events in this field is an effective step in evaluating higher education in Iran and consequently the country's sustainable development (Gabriela et al, 2022). Higher education is a specialized field and has professional organized literature, and considering the continuous efforts made after the Islamic revolution to improve the country's higher education system, its quantitative growth status is very suitable and impressive with regional and international standards. But regarding the evaluation status of the courses offered, including the Arabic course, in the country's higher education system, the results of some researches indicate that the evaluation of the quality of the university system does not have a clear and consistent framework, and despite the fact that, in parallel with the quantitative growth, qualitative growth in the education of higher education has also taken steps; the country's higher education needs more scientific work for evaluation, and this need is especially important in theoretical foundations and evaluation models as a specialized field. The obvious reason for that is the lack of an evaluation model in universities. On the other hand, how to respond to issues such as understanding the complexities of the modern era, determining future research mechanisms and accurately recognizing the needs of society and creating needs in the country's higher education system begins with examining the existing situation in the form of a coherent program based on valid criteria and standards. In the first stage, in an organized process, the credibility of the country's higher education system (government and non-profit universities) will be evaluated in different dimensions, and the results of this extensive evaluation will be a solid foundation for the next stages, including the ranking of universities. Considering the cultural commonalities with Arab speakers, there are many issues in communication and interaction with native Arab speakers, which make interaction and information exchange difficult during religious ceremonies such as Hajj and Arba'in. In this regard, the textbook is known as the strongest and most important medium of mass communication and processing and transfer of information to students' minds. Because of this privileged position and having the content of the curriculum in shaping learning in the education process, especially in centralized educational systems, it has been given more attention. The main question of this article is: what is the evaluation of Arabic lessons in higher education based on Kirkpatrick's model? Literature The formation of the national identity and, its symbols as a result, is a historical process that includes many simultaneous and temporal issues. Among these issues in time and simultaneity, it can be mentioned historical, social, geographical, cultural (religion, language and customs) events. ), economic, political, scientific and technological and the like; each of which can be among the constituents of national identity. For the above reasons, the nature of each nation's identity changes throughout history and at different times; therefore it should be said that identity is a dynamic and not a static phenomenon. Various factors are involved in the formation of the national identity of a nation, for example, in the cultural dimension, important indicators can be mentioned such as rituals and traditions, celebrations and holidays and public culture, traditional values, clothing and dress, architecture of buildings and places, customs, national and native arts. Of course, it cannot be said that each of them alone is the determining factor of Iranian national identity. These factors collectively form the identity of a nation and are divided into two general categories: The first category is the racial, geographical, historical, script and language elements, which are considered as the form of nationality; and the other category is the intellectual, religious and cultural factors that form the substance and content of nationality (Vatmani, 2023). Donald Kirkpatrick proposed a comprehensive model and implemented it in various organizations including Barclay Bank. This model was described as a simple, comprehensive and scientific model for many training situations. He defines the title as determining effectiveness in an educational program and divides the evaluation process into four levels or steps (Gabriela et al, 2022). Research method In general, the types of research are divided according to three criteria, a) based on the type of data, b) based on the result, and c) based on the goal. Based on the type of data, the current research is classified as a quantitative research. Also, since the results of the present research can be used to evaluate the teaching of Arabic in higher education based on the Kirkpatrick model, it can be considered in the category of applicable research according to the results; because the purpose of applicable research is to develop applicable knowledge in a specific field. Also, the current research based on the objective is in the field of correlative descriptive-survey research, in which the questionnaire tool was used. Questionnaire was used in the field section. The statistical population of this study includes students of higher education institutions in Tehran. The total number of the statistical population of this research is 291 people. In order to estimate the sufficient number of samples in this research, Cochran's sample estimation formula was used. Therefore, 166 students of higher education institutions in Tehran will be selected as the research sample. The sampling method in the present study is simple random sampling. Findings The components of teaching effectiveness evaluation, including reaction, learning and results, are able to predict the effectiveness of teaching Arabic lessons in higher education based on Kirkpatrick's model. The results of the above table show that the t calculated for the variables is greater than the critical t (1.96) at the 99% confidence level, and the significance level (two-sided) is less than 5%. This means that the null hypothesis is rejected and the research variables are in a favorable state. Based on the findings of the research, the T value of the learning component is at a higher level than the rest of the other variables and is in a more favorable condition. Discussion The purpose of the research was to evaluate the teaching of Arabic lessons in higher education based on the Kirkpatrick model in Tehran's higher education institutions. Based on the findings of the research, the teaching of Arabic in Tehran's higher education institutions is at an optimal level in terms of response, learning and results. In line with the findings of the research, it is suggested that the knowledge in the field of evaluation of higher education courses be improved through holding educational workshops and scientific seminars, as well as the evaluation criteria and indicators of Arabic education according to the available resources and using the opinions of Arabic teachers and education experts. It is suggested that local criteria for evaluating Arabic education in the country should be presented and educational centers and sites should be evaluated according to the opinion of the learners.
Original Article (Qualitative)
management
Identification and leveling of factors affecting the acceptance of excellence model in Islamic Azad University
Seyedeh Somayeh Mousavi Siah Deleh; Samad Jabbari Asl; Musa Rezvani Chaman Zamin
Volume 6, Issue 1 , June 2024, Pages 231-258
Abstract
Abstract The purpose of this research is to identify and stratify the factors affecting the acceptance of excellence model in Islamic Azad University with the interpretive structural modeling approach. The research method is applicable in terms of purpose, qualitative in terms of implementation, and ... Read More Abstract The purpose of this research is to identify and stratify the factors affecting the acceptance of excellence model in Islamic Azad University with the interpretive structural modeling approach. The research method is applicable in terms of purpose, qualitative in terms of implementation, and exploratory in nature. The statistical population of the research includes 10 management professors of the Azad Universities of Gilan province. Theoretical sampling method was used. The data collection tool is a semi-structured interview. In order to analyze the data, the theme analysis method was used, and in order to level the identified criteria, the interpretive structural modeling method was used in MACMIC software. The results of the data analysis from the interviews revealed three main factors including: management factors, external factors, and attitudinal-behavioral factors; and 24 sub-indexes which were categorized in the form of the mentioned three factors. The results of the leveling of the identified sub-indicators also showed that factors such as weakness in macro policies, weakness in predicting specific financial resources and low culture of applying the excellence model in universities (related to the category of external factors), formulating and implementing effective strategies in order to implement the model of excellence in university branches, as well as the correct understanding of the current situation and needs (related to the category of managerial factors) and the usefulness of using the model in the career promotion of executives (related to the category of attitudinal-behavioral factors) are among the most important indicators affecting the method of the model of excellence in Islamic Azad University. Extended abstract Introduction At the level of educational institutions, academic excellence is at the forefront of modern trends and approaches for the development of university performance, because excellence of universities helps ensure the expansion of the concept of quality in all university facilities and services, and improving efficiency. The processes at all organizational levels, absorbing new technologies, verifying the competitive position, creating and developing and activating their competitive capabilities and investing its resources in providing better academic services is in accordance with international standards (bin Abdullah Al-Subaie, 2022). Academic excellence as explained in Tasopoulou & Tsiotras (2017) represents the input through which higher education institutions can improve their level of excellence through their ability to self-assess and work to achieve the aspirations of students and faculty beyond normal expectations. The concept of institutional excellence in higher education institutions as mentioned by Kok & McDonald (2017) refers to behavior that leads to excellence in all research, teaching and social service functions through excellence in strategy and shared values, leadership, Organizational culture. By using excellence models, in addition to the fact that an organization will be able to measure its success in implementing and achieving plans at different times, it can also compare its performance with other similar organizations, especially the best ones (Ebrahimi et al, 2017). If the obstacles to the appropriate and effective implementation of comprehensive quality management in higher education institutions are properly removed and the ground is provided for quality flourishing in universities and higher education institutions, countless benefits will be gained from improving the quality of these institutions (Alizadeh Attar & Taghizadeh Herat, 2016). The correct preparation of the organization in accepting the excellence model will reduce the time and cost of implementation and increase the success rate of actions (Miake-Lye et al, 2020). Based on this, the current research is looking for an answer to this question: How is the identification and leveling of factors affecting the acceptance of excellence model in Islamic Azad University with the interpretive structural modeling approach? Theoretical Framework Organizational Excellence The meaning of excellence model is the set of management structure that provides reasons for progress and improvement by relying on basic principles and concepts and paying attention to the main criteria of comprehensive quality management and self-evaluation system. Further explanation that the excellence model can be a tool to measure the degree of establishment of systems in the organization and self-evaluation and a guide to identify and determine the way managers work to develop performance. From this point of view, the message of excellence model is the answer to the following two questions: 1) how this model is identified as a suitable management structure and 2) who should play a central role in this chain of communication and interactions. The first level of the excellence model includes general goals and in the next levels it is divided into quantitative and measurable scales. In a definition from the point of view of the Organizational Excellence Foundation, organizational excellence is referred to the sum of leadership values and transformation strategies and skills (Safari & Ebadi Ziaei, 2019). EFQM organizational excellence model in response to the need to improve the competitiveness of European organizations by fourteen large European companies (Bosch, Renault, Fiat, BT, Bull, Electrolux, KLM, Nestlé, Olivetti, Phillips, Sulzer, Volkswagen, Razalt, Ciba) has been agreed and signed in the European Commission (Akrami, 2018). Antony et al, (2023) in a research investigated organizational readiness factors for the implementation of the 4.0 quality model with an intercontinental study and future research directions. Their findings showed that the five most important reasons for not adopting Quality 4.0 are lack of resources, inability to link Quality 4.0 with the company's strategy and goals, lack of understanding of the benefits, high initial investment, and current quality management strategy. Also, three main readiness factors for the successful adoption of Quality 4.0 were identified as follows: senior management commitment, leadership, and organizational culture. Ezzati Rad et al, (2022) in a research identified the factors of organizational readiness for the commercialization of university knowledge based on the entrepreneurial ecosystem: development of a scale and experimental test. Their research showed that the variables of human resources, knowledge production infrastructure, interactions, strategy, culture, and laws and policies respectively have the greatest impact on organizational readiness for academic knowledge commercialization. Research methodology The research method is applicable in terms of purpose, qualitative in terms of implementation, and exploratory in nature. The statistical population of the research includes 10 management professors of the Azad Universities of Gilan province. Theoretical sampling method was used. The data collection tool is a semi-structured interview. Research findings In order to analyze the data, the theme analysis method was used, and in order to level the identified criteria, the interpretive structural modeling method was used in MACMIC software. The results of the data analysis from the interviews revealed three main factors including: management factors, external factors, and attitudinal-behavioral factors; and 24 sub-indexes which were categorized in the form of the mentioned three factors. The results of the leveling of the identified sub-indicators also showed that factors such as weakness in macro policies, weakness in predicting specific financial resources and low culture of applying the excellence model in universities (related to the category of external factors), formulating and implementing effective strategies in order to implement the model of excellence in university branches, as well as the correct understanding of the current situation and needs (related to the category of managerial factors), and the usefulness of using the model in the career promotion of executives (related to the category of attitudinal-behavioral factors) are among the most important indicators affecting the method of the model of excellence in Islamic Azad University. Conclusion The current research was carried out with the aim of identifying and leveling the factors affecting the acceptance of excellence model in Islamic Azad University with the interpretive structural modeling approach. This result is in line with the researches of Escrig-Tena et al, (2019), Mutula (2010), Machado (2007), Watkins et al, (2004), Black and Porter (1996), Ghodrati et al, (2014). Antony et al, (2023) also mention in their research that in order to implement excellence models, a common culture must emerge in the organization. Azad University has different branches, and consequently, it cannot be expected that its governing culture will be the same in terms of executive standards and implementation of the plan to accept the model of excellence. The results of this research show that as the culture in Azad University is pushed towards supporting the establishment of such models, the university's readiness to accept its correct implementation will also increase. According to the results of the research, the following proposal is presented: 1- The university should prepare and compile a checklist of all the indicators presented in the research and score (for example, from 1 to 10) for each of the indicators in terms of the university's readiness in that field. 2- Specialist experts should give points to each department in terms of the level of preparation of the university. 3- For the indicators that scored below the average or have a lower score compared to other indicators, planning should be done with appropriate timing to develop readiness in that sector with the help of the custodian area. 4- The custodian areas should send their continuous report regarding the improvement of the level of preparation of their subordinate unit to the university president.
Original Article (Mixed)
management
Providing a model of the quality of working life with a strategic approach of human resources in the administrative system
Vahid Mohammadi; Musa Rezvani Chaman Zamin; Badri Abbasi; Morteza Hazraty; Mehran Nasirzad
Volume 6, Issue 1 , June 2024, Pages 259-291
Abstract
Abstract The purpose of this research is to provide a model of the quality of working life with a strategic approach of human resources in the administrative system of Bank Mellat. The research method is applicable in terms of purpose, mixed (qualitative-quantitative) in terms of implementation, and ... Read More Abstract The purpose of this research is to provide a model of the quality of working life with a strategic approach of human resources in the administrative system of Bank Mellat. The research method is applicable in terms of purpose, mixed (qualitative-quantitative) in terms of implementation, and descriptive-survey in terms of nature and method. The statistical population included 20 academic and banking experts in the qualitative section, and 378 employees and experts of Mellat Bank across the country, who were selected as a sample in the quantitative section, and simple stratified sampling was used. Data collection was done by semi-structured interviews in the qualitative part, and by questionnaire in the quantitative part. MAXQDA coding and software were used in qualitative part data analysis, and SPSS and AMOS software were used in quantitative part. The results of the t-test showed that all 5 main components, 20 sub-components, and 118 sub-components identified have an impact on the quality of work life with the strategic approach of human resources in the administrative system of Bank Mellat. The results obtained from the model fit indices also showed that the research model is a good model in terms of fit with the experimental data. The results of the t test in this evaluation showed that the most effective component on the pattern of quality of working life with a strategic approach to human resources in the administrative system of Bank Mellat is the component "Working relationships between colleagues" with a statistical value (t = 31.045), and the least effective component is also the component "decision support systems in managers' decision-making" with a statistical value (t = 13.102). Extended abstract Introduction Human resources is considered as one of the most basic strategies of any organization. Undoubtedly, the success of organizations and work environments depends on the efficient use of human resources based on behavioral science (Rasouli et al, 2022). In organizations, due to the existence of human forces, each of which has its own behavioral and personality complexities, the work of human resource management and organizational behavior management is crucial and somewhat difficult. Also, due to the small issues that exist in the social life of people both in the organization and in the family, obstacles and challenges may arise that reduce the productivity and motivation of the organization's employees and prevent the organization to reach its goals, or at least will cause a delay in achieving those goals and also prevent employees from enjoying their work life or even their personal life (Kotobi et al, 2021). Undoubtedly, work is not just a tool or a simple means of making a living; it is a multi-factor process in which employees are the center of gravity and its driving force (Shabani Beshli, 2021). The socially responsible behavior of organizations, which also affects their economic income, is to provide a safe and high-quality work environment for employees (Ebrahimbay Salami et al, 2022). The quality of work life can be considered an integral part of the overall quality of life (Jin & Lee, 2021). The quality of working life is an important approach in maintaining human values, which has been neglected due to the great attention to technological progress and economic growth (Mousazadeh et al, 2021). Theoretical Framework Quality of working life Ahmad (2013) defines the quality of working life "as a goal and a process". The goal is to create more effective and satisfying jobs and environments for people at all levels of the organization, and the process of realizing this goal is active participation. The term "quality of working life" means differently for different people. Some refer to it as a welfare program, while others, especially employees, refer to it as a subtle incentive for employees or simply another productivity tool (Abebe & Assemie, 2023. Quality of working life with a strategic approach Strategic human resource development can be considered as a proactive and system-wide intervention that is linked to strategic planning and culture change. In the traditional view, education and development were viewed as reactive and partial interventions in response to specific issues. Human resource development will be strategic only when it is linked with the overall strategy of the organization. Strategic management allows the organization to act in a creative and unique way and not to act passively to shape its future. This management style makes the organization take initiative and control the future. The strategic development of human resources deals with issues such as creating a dynamic organization and providing training and learning opportunities for employees in order to improve organizational, group and individual performance (Mataji Nimuri & Niazian, 2021. Abebe & Assemie (2023) investigated the quality of working life and organizational commitment of employees in Ethiopian universities. The results showed that service compensation, reward, and balance between work and life were statistically significant and positively related to the organizational commitment of university employees. In addition, the quality of work life has a statistically significant and positive relationship with the organizational commitment of higher education teachers. Akinwale et al., (2023) investigated the path of brain drain and quality of work life among university professors in Nigeria: Uninterrupted University Union (ASUU) strike. The results showed that there is poor service status among Nigerian lecturers, compensation system is poor, funding of academic research is poor, and lack of autonomy is troublsome for the quality of working life experienced in Nigerian tertiary institutions today. Research methodology The research method is applicable in terms of purpose, mixed (qualitative-quantitative) in terms of implementation, and descriptive-survey in terms of nature and method. The statistical population included 20 academic and banking experts in the qualitative section, and 378 employees and experts of Mellat Bank across the country, who were selected as a sample in the quantitative section, and simple stratified sampling was used. Data collection was done by semi-structured interviews in the qualitative part, and by questionnaire in the quantitative part. Research findings MAXQDA coding and software were used in qualitative part data analysis, and SPSS and AMOS software were used in quantitative part. The results of the t-test showed that all 5 main components, 20 sub-components, and 118 sub-components identified have an impact on the quality of work life with the strategic approach of human resources in the administrative system of Bank Mellat. The results obtained from the model fit indices also showed that the research model is a good model in terms of fit with the experimental data. The results of the t test in this evaluation showed that the most effective component on the pattern of quality of working life with a strategic approach to human resources in the administrative system of Bank Mellat is the component "Working relationships between colleagues" with a statistical value (t = 31.045), and the least effective component is also the component "decision support systems in managers' decision-making" with a statistical value (t = 13.102). Conclusion The present study was conducted with the aim of providing a model of the quality of working life with a strategic approach of human resources in the administrative system of Bank Mellat. The results of this research are aligned with the results of Abebe & Assemie (2023), Akinwale et al., (2023), Di et al, (2023), Akter et al, (2023), Ashourzadeh et al, (2022), Algazlan et al, (2022), Eliyana & Anwar (2022), Rasouli et al, (2022), Ebrahimbay Salami et al, (2022), Safari & Ghasemian Asl (2022), Negahdari & Anuri (2022), Golshahi & Jafarpor Hamedani (2022), Heydarifard et al, (2022), Ramezannia et al, (2021), Latifi & Khalili (2021), Rahnama et al, (2021), Diana et al, (2022), Arief et al, (2021), Asadi Khanouki & Hajizadeh (2021), Mousazadeh et al, (2021), and Abrahams et al, (2021). Abebe & Assemie (2023) showed that service compensation, reward, and balance between work and life were statistically significant and positively related to the organizational commitment of university employees. In addition, the quality of working life has a statistically significant and positive relationship with the organizational commitment of higher education teachers. According to the results of this research, the following suggestions are presented: Managers pay more attention to the well-being and comfort of Bank Mellat personnel and their families; Continuous and planned holding of family and sports events to increase the motivation of Bank Mellat employees; Improving the working conditions of the employees by observing the administrative hierarchy in the bank, managing the needs of the employees, not neglecting the cooperation between the different departments of the bank.
Original Article (Qualitative)
management
Identifying the components of the administrative system employee empowerment model based on organizational intelligence and interpersonal relationships
fatemeh khoshhal; ali reza sargolzaie; zahra vazife
Volume 6, Issue 1 , June 2024, Pages 292-314
Abstract
Abstract The purpose of this research is to identify the components of the model of empowerment of administrative system employees based on organizational intelligence and interpersonal relationships in the electricity industry of Sistan and Baluchistan Province. The statistical population includes ... Read More Abstract The purpose of this research is to identify the components of the model of empowerment of administrative system employees based on organizational intelligence and interpersonal relationships in the electricity industry of Sistan and Baluchistan Province. The statistical population includes 17 scientific experts and senior managers of electricity industry companies, who were selected through the purposeful and accessible sampling method. Semi-structured interviews were used to collect data and continued until reaching the theoretical saturation stage. To increase the scientific credibility of the results in the qualitative part, Merriam's method and percentage agreement coefficient were used. The data analysis was done using the inductive theme analysis method by Max QD software. The results of this stage were presented in the form of a model including antecedents, dimensions, adjusting factors, and consequences. The results of the present research show that the use of the organizational intelligence approach and interpersonal relationships is effective for empowering employees and has caused the conceptual development of this variable and the recognition of new dimensions of this phenomenon. Thus, the presented model can be a pioneer for the electricity industry in the effective implementation of these dimensions. Extended Abstract Introduction In the era of globalization and rapid advancement of technology, the most important asset of any organization is its human power, which plays a role more than other factors in maintaining and expanding the functional level and completing the mission of the organization (Tian et al., 2018). The prerequisite of a developed society is to have developed organizations, and developed organizations gain their strength and success through capable human resources. Empowerment makes employees feel more responsible for better performance in the organization (Greasley et al., 2008). Today, empowerment is considered as one of the useful tools for improving the quality of employees and increasing organizational effectiveness. Since empowerment is a strategy, its prerequisites must be met and the strategies and practical actions must be used for its implementation in the organization; therefore, paying attention to the capabilities of organizational intelligence and interpersonal relationships in the development of employee empowerment is considered vital. Intelligence is one of the undeniable requirements for the survival of organizations and represents the total knowledge that an organization takes from the environment in which it operates. Organizational intelligence is the best response to environmental challenges. Organizational intelligence enables organization employees to adapt to environmental changes and manage environmental complexity (Miidom, et al., 2022). The importance of communication and interpersonal relationships in organizational environments is undeniable; interpersonal relationships in the organization refer to different ways, strategies, and tools that employees use in their communication activities (Arora & Rangnekar, 2016). Interpersonal relationships in the organization help employees to share what they know and feel with each other, and is one of the most important factors affecting the performance of employees, which plays an important role in achieving goals (Kyongo, 2016). That is why in recent years, interpersonal relationships have received serious attention as a basic requirement for successful job performance from managers and organizational researchers (Damghanian et al., 2017). In this context, it is necessary to use its key components for superior performance in carrying out professional responsibilities. Theoretical foundations Empowerment Empowerment means designing a structure in such a way that people can achieve sufficient growth while controlling themselves to accept more responsibilities in the future (Mirmohammadi et al, 2016). Empowerment of human resources is a new motivational in-job approach that causes flourishing of talents and competencies of people by releasing the internal forces of employees (Shahravi, 2021). Organizational intelligence Albrecht considers organizational intelligence to be the capacity of an organization to utilize all its mental forces and concentrate these thoughts to perform tasks (Albrecht, 2003). Interpersonal relationships The importance of interpersonal communication and relationships in organizational environments is undeniable; so that it can be considered one of the vital factors for job performance and success. Interpersonal relationships are a process by which people's information and feelings are shared through verbal and Non-verbal messages and must be done effectively to ensure the achievement of organizational goals (Keyton et al, 2013). Research methodology The current research is applicable in terms of purpose, and qualitative in terms of method, in which semi-structured interviews were used to extract the research components and parameters. The investigation of the background of the current research showed that the nature of this issue has not been well explained. Therefore, the method of inductive theme analysis (theme analysis) has been considered as a qualitative research method. In this research, academic experts and senior electricity managers were interviewed in order to achieve the components of the employee empowerment model based on organizational intelligence and interpersonal relationships. The selection criteria of experts are theoretical mastery, practical experience, willingness to participate, and availability. The number of participating experts was 17. According to the previous agreement with them, their names have been avoided in the text of the article. The participants in the interviews were selected in a purposeful and available manner, and the process of interviews continued until the theoretical saturation was reached. To collect data from the interviews Semi-structured interviews were used. After the interviews were completed and theoretical saturation was reached, the data from 17 interviews were analyzed using MAXQDA software. Research findings In the qualitative part, the data obtained from the interview was analyzed with the help of inductive thematic analysis. The data analysis process was restarted with open coding. Open coding was first implemented in the content of all the interviews; after extracting the initial codes, the conceptually and content-wise shared codes were merged and formed the basic themes. Also, the basic concept shared themes were merged and formed the organizing themes. The results of this stage were presented in the form of a model including antecedents, dimensions, adjusting factors and consequences. Discussion The purpose of this research is to identify the components of the empowerment model of administrative system employees based on organizational intelligence and interpersonal relationships in the electricity industry of Sistan and Baluchistan province. Based on the findings of this study, 9 dimensions were identified for the dimensions of administrative system employee empowerment based on organizational intelligence and interpersonal relationships, including personal empowerment, attitudinal empowerment, cognitive empowerment, communication empowerment, managerial empowerment, organizational empowerment, social empowerment, knowledge/informational empowerment, and spiritual empowerment. This model has the dimension of comprehensiveness and hindrance and it has been able to include all native and specific aspects of organizational intelligence and interpersonal relationships that are effective in empowering employees, and there is no part of the model that is extra or not useful. Also, from the practical aspect, it is the answer to a real business problem. In general, it can be said that the use of the organizational intelligence approach and interpersonal relationships in empowering employees is effective and appropriate, and the model of this research has been able to provide a more realistic and comprehensive view and provide useful practical knowledge for the use of managers.
Original Article (Mixed)
management
Evaluation of the needs assessment process of the training courses for the staff of the general sports and youth departments
Shahin Hayati; Haleh Fazel; Lora Chapari
Volume 6, Issue 1 , June 2024, Pages 315-332
Abstract
Abstract The purpose of this research is to evaluate the needs assessment process of training courses for the staff of the general sports and youth departments. The research method is applicable in terms of its purpose, and qualitative in terms of implementation, based on the inductive approach. The ... Read More Abstract The purpose of this research is to evaluate the needs assessment process of training courses for the staff of the general sports and youth departments. The research method is applicable in terms of its purpose, and qualitative in terms of implementation, based on the inductive approach. The statistical population of the research includes all professors of sports management, managers, deputy general departments of sports and youth; and sampling was done intentionally or judgmentally; and 15 people in this research were interviewed, and based on the selection of this sample method; sampling done by the researcher was based on personal judgment and study objectives and the nature of the research. After conducting the interviews and using the theoretical saturation technique, interviews were conducted with 12 members of the sample. The evaluation of the design and planning component of training courses is based on the ISO 10015 standard. The data collection tool is a semi-structured interview. Open, central, and selective coding was used for data analysis. According to the results obtained regarding the needs assessment components, there are 6 main categories related to the content of the needs assessment courses, the process of implementing the needs assessment, the participation of the organization members in the course, the timing and prioritization of the basic needs of the organization, and finally the applicability of the topics raised in the period was extracted. Extended abstract Introduction Today, the sustainable development of a country largely depends on the effective use of its productive human resources (Imaneh, 2022). An organization can achieve a competitive advantage if it has competent human resources. If there are efficient, competent, skilled, and experienced managers at the head of the organization and fully aware of management principles and techniques, the success of the organization in reaching its goals is guaranteed. Success in performing managerial roles is more than anything related to the ability and effectiveness of employees and supervisors in terms of skill, knowledge, and attitude (Jafari & Ranaei Kordshouli, 2019). Employee training must be practical, so the first step in employee training planning is training needs assessment. Needs assessment is one of the most important topics expressed in the field of human resources and social services, and it is an analysis that identifies two polar situations; Current situation (where we are), and ideal situation (where we should be) (Mustafezian & Lotfi, 2021). Needs assessment, as an organizational action, is a method that prevents the breakdown and disintegration of employees, current affairs, and patterns of work behavior of the organization. A detailed needs assessment plan may take care of the least fragmentation, separation, and disintegration in the organization (Gooldstion, 2019). It is clear to everyone that performance can be improved by teaching certain knowledge, attitudes, and skills. To identify the most important knowledge, attitudes, and skills; education needs assessment is used (Miller, 2015). Sports organizations such as the General Directorate of Sports and Youth and its subordinate sports boards in each province are involved and supervised as government and service organizations in the field of popular and championship sports development. The complexity of these organizations has increased in recent years, and despite the rules and organizational procedures that are frequently changing, the employees of sports organizations must be constantly trained. The general administrations of Sports and Youth, as the guardians of sports in the whole country, are not excluded; because the general administrations of sports and youth need competent and developed employees in line with other sports organizations and in line with the dynamic changes of the environment in order to continuously achieve its goals. Based on this, the present research seeks to answer the question: how is the evaluation of the needs assessment process of training courses for the employees of the general sports and youth departments? Theoretical Framework Needs assessment Educational needs assessment is a triangular term. Training (any activity to acquire knowledge, skills, or attitude change), needs (gap between current and desired or needed), and assessment (process of identifying needs and prioritizing them). Investing in employee training can achieve better performance. Educational needs assessment is a suitable step to design a suitable and cost-effective educational program by determining specific priorities to achieve specific knowledge, skills, and practice (Yousif et al, 2019). Educational needs Looking at educational planning and its direction, we find that a basic principle is always considered, and that is to use education to meet the need. The most basic step in educational planning is determining the educational needs, and if this step is taken correctly, that is, the identified educational needs are based on reality; the educational programs are also adjusted and implemented based on these needs. They will correspond to reality and are effective in solving individual and organizational issues and problems (Moradi Sarvestani & Zarei, 2017). Kim et al, (2020) conducted a research titled prioritizing the educational needs of school health workers. This study investigated the training needs of health workers in a province of Vietnam. Educational priorities of health workers were analyzed using Borich needs assessment and Locus for Focus model. Based on the results of infectious disease control, education was the highest priority, while the implementation of health promotion programs had a relatively low priority. Based on this, high-priority educational needs can be considered mandatory in the continuing education policy of health workers. Awareness of the importance of health promotion, which is emphasized at the global level, should also be promoted through school health policy. Bae & Roh (2020) investigated the educational needs of Korean nurses in a research. Based on the results obtained from this research, the analysis of educational needs is useful for developing programs to increase the qualifications of nurses. Research methodology The research method is applicable in terms of its purpose, and qualitative in terms of implementation, based on the inductive approach. The statistical population of the research includes all professors of sports management, managers, deputy general departments of sports and youth; and sampling was done intentionally or judgmentally; and 15 people in this research were interviewed, and based on the selection of this sample method; sampling done by the researcher was based on personal judgment and study objectives and the nature of the research. After conducting the interviews and using the theoretical saturation technique, interviews were conducted with 12 members of the sample. The evaluation of the design and planning component of training courses is based on the ISO 10015 standard. The data collection tool is a semi-structured interview. Research findings Open, central, and selective coding was used for data analysis. According to the results obtained regarding the needs assessment components, there are 6 main categories related to the content of the needs assessment courses, the process of implementing the needs assessment, the participation of the organization members in the course, the timing and prioritization of the basic needs of the organization, and finally the applicability of the topics raised in the period was extracted. Conclusion The current research was conducted with the aim of evaluating the needs assessment process of training courses for the staff of the general sports and youth departments. The results of this research are aligned with the results of Kim et al, (2020), Bae & Roh (2020), Cigularo & Dilulio (2020), Bayer et al, (2019), Mircholi & dihim (2019), Vatani et al, (2020), Sanaeinasab & Karamali (2020), Bagheri et al, (2020), Mahmud et al, (2019), Arogundade et al, (2019), Azimi (2019), and Huang & Jao (2016). Cigularo & Dilulio (2020) states that factors such as the inappropriateness of the time of holding classes and the inappropriateness of the training place in terms of distance are among the most important problems raised by learners participating in training courses. Therefore, ignoring the limiting factors on the part of educational program designers can reduce the motivation of learners to participate in educational courses. On the other hand, it should be noted that examining the limiting factors is a very important step in the education process, because the results of this section allow the education managers to design a suitable program according to the existing limitations. According to the results of the research, it is suggested: using the ISO 10015 standard as a tool to guarantee the quality of educational programs enables the organization to evaluate its success rate in designing and compiling educational programs at different time points. In the training section, ISO 10015 proposes a clear road map for management guidance so that senior managers can pay attention to the needs of top, middle, and operational managers as well as employees and meet their needs by changing and modifying training programs. Training should be used simultaneously to help solve organizational problems and increase employee performance.
Original Article (Quantified)
management
Presenting the professional thinking model of employees based on the dimensions of ambivalence and psychological empowermen
Abdolmajid Kord; Mansur Garkaz; Alireza Maetoofi; Ali khuzin; Alireza Hasan Maleki
Volume 6, Issue 1 , June 2024, Pages 333-350
Abstract
Abstract The purpose of this research is to present the professional thinking model of employees based on the dimensions of ambivalence and psychological empowerment. The research method is applicable in terms of its purpose, hypothesis-deductive in terms of the approach, and descriptive-exploratory ... Read More Abstract The purpose of this research is to present the professional thinking model of employees based on the dimensions of ambivalence and psychological empowerment. The research method is applicable in terms of its purpose, hypothesis-deductive in terms of the approach, and descriptive-exploratory in terms of the research implementation method. The statistical population of the research includes 1100 people from the public accountant's community of Iran, 297 of whom were selected as a sample using Morgan's table, and the sampling method is available. The research tool is a researcher-made questionnaire. In order to determine the reliability of the questionnaires, Cronbach's alpha method was used using SPSS software, and composite reliability was determined by using SMART PLS software. Also, confirmatory factor analysis was used to show the reliability of the questionnaire. The results showed that there is a relationship between the dimensions and components of professional thinking and ambivalence. There is a relationship between the dimensions and components of professional thinking and empowerment. The obtained value for GOF is 0.51, which confirms the very good fit of the overall model. Extended abstract Introduction Innovations shape and change our lives and we often welcome these innovations. Innovation and efficiency are not necessarily incompatible. A company that pursues high degrees of innovation and efficiency follows a two-pronged strategy. The word ambivalence is composed of two Latin words meaning two-way and skill. Ambivalence is the ability of an organization to address two organizationally incompatible goals equally (Ghorehjili et al, 2019). At the psychological and behavioral level, people who have the ability to use both hands with equal skills are called ambidextrous people (Mercedes et al, 2016). Organizational ambidexterity is used as a metaphor to define organizations that seek to effectively meet current demands by controlling their current activities, while expanding their abilities to anticipate and adapt to future changes (Mohammad F et. et al., 2019). One of the most important concerns of the successful economic enterprises of the world is to collect educated and intelligent human capital who are able to create positive changes and developments in the relevant organizations. Therefore, equipping and preparing the mentioned resources in order to face the changes and create the context for positive changes in organizations is of special importance. Many thinkers have recognized the solution to this problem (preparation of human resources to face the changes and progress of the organization) by empowering the human force, and have tried to provide the necessary background for training capable employees (Kurdi, 2023). Empowerment is from a psychological perspective; it means creating an inner sense in people who can make independent decisions in their work process. In this view, people's attitude and perception of their work duties and their role in the organization is considered. Psychological empowerment means creating the necessary conditions to improve people's motivation in performing tasks, through developing a sense of competence or reducing the feeling of helplessness in them (Sarboland, 2019). Economic enterprises are formed with the aim of earning and profiting and continue their activities. Audit institutions also need income to continue their activity. Therefore, organizations can be considered successful that use their maximum capacity (managers' thinking) to generate income. Therefore, according to the mentioned points, the researcher is trying to answer the main question: what is the professional thinking model of employees based on the dimensions of ambivalence and psychological empowerment? Theoretical Framework Professional thinking Professional thinking is the dimension that shows the individual's movement within the professional framework and principles, that is, the individual's point of view towards regular and logical activities in the profession from which he earns money, and mental activities that are reflective for solving professional tasks. The quality of professional activity or the level of professionalism depends on the type of thinking (Jafari & Safari, 2023). Ambivalence Ambivalence means the organization's ability to achieve radical and gradual innovation at the same time as exploration and exploitation, stability and transition in organizational adaptation, and efficiency and flexibility in organizational design. Ambivalent organizations and in general, attention to organizational ambivalence is inevitable in today's dynamic world (Eskandari et al, 2022). Empowerment Empowerment from a psychological perspective means creating an inner sense in people who can make independent decisions in their work process. In this view, people's attitude and perception of their work duties and their role in the organization is considered. Psychological empowerment means creating the necessary conditions to improve people's motivation in performing tasks, through developing a sense of competence or reducing the feeling of helplessness in them (Sarboland, 2019). Guohong et al, (2022) studied about "creating team ambidexterity and the effects of leader's thinking and employee performance". Their findings showed that a leader's thinking can help facilitate team ambidexterity (a leader's dialectical thinking positively affects team ambidexterity). And team ambidexterity has a positive relationship with employee performance, which in turn improves employee performance, and those teams whose members have a strong team identity and whose leader has high thinking will benefit the most from team ambidexterity. Bagher Pur et al, (2022) investigated the effect of the source of control on the relationship between auditors' psychological empowerment and audit quality. The results of the research showed that the psychological empowerment of auditors has a positive and significant relationship with audit quality. Also, the results showed that by increasing auditors' internal control source, the positive relationship between psychological empowerment and audit quality improves. In other words, employees who have high psychological empowerment and high internal control source perform the audit with the highest quality. Research methodology The research method is applicable in terms of its purpose, hypothesis-deductive in terms of the approach, and descriptive-exploratory in terms of the research implementation method. The statistical population of the research includes 1100 people from the public accountant's community of Iran, 297 of whom were selected as a sample using Morgan's table, and the sampling method is available. The research tool is a researcher-made questionnaire. Research findings In order to determine the reliability of the questionnaires, Cronbach's alpha method was used using SPSS software, and composite reliability was determined by using SMART PLS software. Also, confirmatory factor analysis was used to show the reliability of the questionnaire. The results showed that there is a relationship between the dimensions and components of professional thinking and ambivalence. There is a relationship between the dimensions and components of professional thinking and empowerment. The obtained value for GOF is 0.51, which confirms the very good fit of the overall model. Conclusion The current research was conducted with the aim of providing a professional thinking model of employees based on the dimensions of ambivalence and psychological empowerment. This finding is in agreement with the research findings of Guohong et al, (2022), Bagher Pur et al, (2022), Eskandari et al, (2022), Ilani (2021), Mehr Sabet et al, (2021), Shahabi Nasab et al, (2021), Bahramzadeh (2020), Bani Mahd et al, (2020), Alipur et al, (2020), and Mohammad F et al, (2019). Guohong et al, (2022) showed that a leader's thinking can help facilitate team ambidexterity (a leader's dialectical thinking positively affects team ambidexterity). And team ambidexterity has a positive relationship with employee performance, which in turn improves employee performance, and those teams whose members have a strong team identity and whose leader has high thinking will benefit the most from team ambidexterity. According to the results of the research, the following suggestions were made: It is suggested that managers of organizations by addressing issues such as life conditions, deficiencies, psychological and personality factors, people's ideals and such things that affect people's professional thinking while strengthening people's professional thinking, help the organization extract its existing capabilities and discover new opportunities at the same time; and the ability of the organization to achieve radical and gradual innovation explore and exploit; at the same time, and stability and transfer in organizational adaptation and efficiency and flexibility in organizational design.take place.
Original Article (Quantified)
Education Management
Investigating the mediating role of academic self-sufficiency and basic psychological needs in the relationship of social skills and social intelligence with academic achievement
Fatimeh Sabih Mahdi; Hasan ghalavandi
Volume 6, Issue 1 , June 2024, Pages 351-372