Management and Educational Perspective

Abstract The aim of this study is to develop a conceptual framework for organizational coaching in the education system. In terms of its objective, the study is applied–developmental, and in terms of implementation it was conducted using a qualitative approach through thematic analysis. The research population consisted of ten experts and specialists in the field of educational management who were selected through purposive sampling. Data were collected through semi‑structured interviews and analyzed using thematic analysis. The findings indicate that the conceptual framework of organizational coaching in the education system encompasses three interrelated dimensions. The first dimension concerns infrastructure and enabling foundations, including the definition and positioning of coaching within the organizational culture, needs assessment and prioritization of intervention areas, the development of a localized coaching model, and the commitment of senior leadership. The second dimension relates to the operational process and implementation, which includes strategic alignment, barriers to adoption and organizational resistance, the role and competencies of coaches (both internal and external), the clarification of goals and expectations in coaching sessions, the development of a culture of feedback and mutual trust, the enhancement of coaching competencies among leaders, and the impact of coaching on teacher empowerment. The third dimension focuses on evaluation, sustainability, and knowledge transfer, encompassing the required infrastructures and resources, monitoring and quality assurance mechanisms, key performance indicators (KPIs) for organizational coaching, long‑term professional development pathways, and the requirements for institutionalization and broader implementation.

Abstract The aim of the present study is the effectiveness of teaching based on choice theory in increasing school attachment in students. The method of the present study is experimental (pre-test-post-test design with control group) according to its objectives and hypotheses. The statistical population of the study includes junior high school students in District 1 of Ardabil city in 2024 who were selected by simple random sampling. 300 questionnaires were randomly distributed among the students and students who obtained low scores in this questionnaire and 40 of them were randomly replaced in two groups (20 in the experimental group and 20 in the control group). Data collection was carried out using a questionnaire (Students' School Attachment (SBQ)). SPSS software and multivariate analysis of covariance (MANCOVA) tests were used for data analysis. The results of the study showed that teaching based on choice theory has an effect on the dimensions of school attachment in students (attachment to the teacher, attachment to the school, attachment to school staff, participation in school, belief in school, and commitment to school). Also, from the results of the descriptive statistics of the variables, it can be concluded that teaching based on choice theory increases the dimensions of students' school attachment. As a result, it can be stated that teaching based on choice theory has a significant effect on improving the dimensions of increasing students' school attachment and can be considered as an effective educational program by psychologists and counselors in schools.

Abstract The present study aims to analyze the predictive model of the impact of human resource innovations on organizational performance with a futures research approach. The research method is qualitative and applied. The statistical population of the study includes 20 experts and specialists from the Tax Affairs Department of Mashhad who were selected through purposive sampling. The data collection tool is a semi-structured interview. Qualitative content analysis method and Scenario Wizard software were used to analyze the findings. Based on the results of the qualitative analysis, three main scenarios were developed, including very low human resource innovation, medium human resource innovation, and very high human resource innovation. The findings show that, at low levels of innovation, organizational performance faces challenges such as reduced productivity, resistance to change, and weak employee motivation; while at medium levels, relative performance improvement is observed, but this improvement is not sustainable. In contrast, in the very high innovation scenario, HR innovations are systematically institutionalized and significantly improve organizational performance, increase productivity, improve service quality, and strengthen organizational accountability. The results of this study emphasize the need for managers to pay strategic attention to HR innovations as a key lever in improving the performance of government organizations.

Abstract The purpose of this research is to investigate the effect of thinking styles and social problem solving skills on academic performance with the mediating role of academic enthusiasm. The current research is applied in terms of purpose and descriptive-correlational in terms of nature with path analysis approach. The statistical population of the research includes all 960 students of the 5th academic year of Diyali city, of which 288 were selected by cluster random sampling using Cochran's formula. To collect research data, four thinking styles questionnaires from Sternberg (1991), social problem solving questionnaire from Dzorilla et al. (2002), academic enthusiasm from Fredericks et al. (2004) and academic performance from Pham and Taylor (1999) were used. The face and content validity of the questionnaire was confirmed by experts and confirmed through factor analysis. The reliability of the tool was confirmed using Cronbach's alpha coefficient in a preliminary study for the questionnaire of thinking styles 0.92, social problem solving skills 0.89, academic enthusiasm 0.86 and academic performance 0.90. Data analysis was done using Pearson's correlation coefficient analysis and path analysis in SPSS and Lisrel statistical software. The results showed that the effect of thinking styles, social problem solving skills and academic enthusiasm have a positive and significant effect on the academic performance of students, it was also found that the mediating role of academic enthusiasm in the effect of thinking styles and social problem solving skills on positive academic performance And it is meaningful.

Abstract This study was conducted with the objective of developing a model for job crafting among faculty members at Persian Gulf University. Employing a qualitative methodology grounded in data-driven grounded theory, the data were collected through semi-structured interviews with 17 faculty members. Sampling was carried out using the snowball technique, and data analysis was performed based on Strauss and Corbin’s grounded theory approach, utilizing selective and axial coding. To ensure the rigor and validity of the findings, the data were examined by experts, and coding was independently conducted by two researchers. The results revealed that the proposed model consists of 58 key concepts organized into five primary categories: antecedents, strategies, intervening factors, contextual determinants, and consequences. The model indicates that job crafting facilitates both personal and professional development of faculty members, contributing to increased creativity, motivation, and productivity within the academic environment. The findings of this study have practical implications for university policy-making and administration, aimed at establishing appropriate conditions to promote job crafting and enhance the quality of teaching and research.

Abstract Abstract



The aim of the present study is to validate the digital talent management model using artificial intelligence. The research method is applied in terms of its purpose and mixed (qualitative-quantitative) in terms of its implementation method. The statistical population of the qualitative part of the study includes 14 university professors in the field of public administration and managers and experts of mining companies who were selected by purposive sampling. The statistical population in the quantitative part includes active employees of mining companies, which was considered to be 215 people according to the Cochran formula and the sampling method is random. Data collection in the qualitative part was from semi-structured interviews based on theoretical foundations. The validity of the codes in the qualitative part was confirmed by two independent researchers and its reliability was confirmed by Cohen's Kappa index, and a questionnaire was used in the quantitative part. Content analysis was used to analyze the data in the qualitative part, and SPSS and Lisrel software were used in the quantitative part. As a result of this process, the identified dimensions of process functions included (automatic screening and decision support tools), job matching (accurate job and skills matching, improving qualitative assessments), personality trait assessment (psychological test analysis, personality type identification), educational recommendations (personalized education, smart and dynamic education, triple synergy and educational justice), and job turnover prediction (job turnover analysis system and preventive diagnosis). The results of confirmatory factor analysis also indicate the validity of the final conceptual model of the research.

Abstract The aim of this research is to design a model of internationalization of universities in emerging markets. The present research is applied in terms of its purpose and quantitative in terms of its implementation. The statistical population of the present research includes 125 faculty members of universities (Sulaymaniyah, Soran, Qayvan and Kumar) and university managers and experts who were selected as samples using the convenience sampling method. The collection tool in the present research is a questionnaire. Structural equation modeling and PLS software were used to analyze the data. The results show that the significance of all variables and sub-components of the research is confirmed at the 0.05 level of confidence and the model of internationalization of universities in Iraqi Kurdistan is statistically valid, reliable and has a good fit. The overall fit value or GOF criterion is 0.484, which indicates a strong overall fit of the research model that can be used as a valid framework for analysis and planning in this field. In addition, universities in Iraqi Kurdistan, given their geographical location and cultural similarities with the Iraqi Kurdistan Region, provide a good opportunity to develop scientific cooperation and attract international students.

Abstract The aim of this research is to present a talent management model in the Iranian banking system with an emphasis on Iranian state-owned banks. This research is applied in terms of its purpose, mixed data type (qualitative-quantitative) with an exploratory approach, pragmatic paradigm in terms of its nature, and descriptive-analytical survey-correlational in terms of its qualitative part. The statistical population of the qualitative part includes 20 theoretical experts (university professors) and empirical experts (relevant banking industry officials) and was selected using purposive sampling. The statistical population of the quantitative part includes all banking industry managers who were selected using the minimum sample size calculation method in confirmatory factor analysis and stratified random sampling method. The data collection method in the qualitative part is content analysis of interviews and in the quantitative part is researcher-made questionnaires. The data analysis method in the qualitative part includes thematic analysis with Maxqda-V18 software and in the quantitative part includes descriptive and statistical analysis (confirmatory factor analysis and one-sample t-test) of the data with spss-V27 and SmartPls-V3 software. The results showed that talent management in private and public banks includes recruitment and hiring, training and development, performance and evaluation, retention and motivation, and organizational culture. Also, in the comparative comparison, the results showed that all components of the model in public and private banks are different. Also, the validation results showed that the presented model has sufficient validity and the banking industry can use this model for career promotion and talent development.

Abstract The aim of this study was to model the structural relationships between authentic leadership and teachers' social undermining, with an emphasis on the mediating role of organizational virtue. The present study is applied in terms of purpose and descriptive-correlational in nature, and was conducted using the structural equation modeling method. The population included all elementary school teachers in districts one and four of Tabriz, totaling 1360. Based on the rules of structural equation modeling, the sample size was estimated at 360 people and was selected using the proportional stratified sampling method. Data collection was based on the questionnaires of authentic leadership by Walumwa et al (20108), organizational virtue by Cameron (2008), and social undermining by Duffy et al. (2012). Research data analysis was performed using SPSS26 and SMART PLS3 software. The findings showed that the proposed model had a good fit and the results of structural analysis showed that authentic leadership and organizational virtue were able to significantly and inversely predict teachers' social undermining; also, the relationships between authentic leadership and social undermining were significant and inverse, and at the same time, the relationship between authentic leadership and organizational virtue was significant and positive (p<0.01). The results of the study show that authentic leadership and organizational virtue play a key role in reducing teachers' social undermining and can help improve teachers' social conditions. These findings can pave the way for education administrators to take effective measures to create a positive and supportive work environment.

Abstract This study was conducted with the aim of identifying the dimensions and components of competency-based human resource recruitment at the Islamic Azad University of Bushehr Province. The present research is descriptive-correlational in nature and was carried out as a cross-sectional study in 2025 among all employees of the Islamic Azad University of Bushehr Province, whose total number was 270. From this population, 159 individuals were selected based on simple random sampling using Cochran’s formula.To collect the data, a researcher-made questionnaire on competency-based human resource recruitment was used. The validity and reliability of the questionnaire were measured at 0.91 and 0.93, respectively. Data analysis was performed using SPSS version 26 and SMART PLS version 3 software.The results of the data analysis showed a significant relationship among the dimensions and components of competency-based human resource recruitment, including factors affecting human resource recruitment, the importance of selecting and appointing competent personnel, outcomes of recruiting qualified employees, mechanisms for recruiting competent personnel, indicators of competent human resource recruitment, barriers to recruiting competent human resources in the modern era, and sources of recruiting competent human resources at the Islamic Azad University of Bushehr Province.The findings suggest that human resources are considered the most essential and valuable asset of any organization; therefore, human resource supply and recruitment processes should be aligned with the specific characteristics of each organization and the conditions of today’s competitive market.

Abstract This study aimed to explain the factors contributing to employees’ quiet quitting in public organizations and to propose a conceptual model. Adopting a qualitative approach, this research was designed based on Grounded Theory. Data were collected through 17 semi-structured interviews with employees and managers of public organizations using purposive sampling, continuing until theoretical saturation was reached. Data analysis was conducted using the three-stage coding method (open, axial, and selective) via MAXQDA 10. The findings indicate that quiet quitting is the result of a complex interplay of causal factors, including organizational injustice, inappropriate leadership styles, limited career growth opportunities, and work overload. Contextual factors, such as unfavorable organizational culture and bureaucratic structures, as well as intervening factors, such as employees’ individual traits and the level of social support, also play significant roles. In response to these conditions, employees adopt strategies such as reduced job effort, organizational silence, and a focus on personal interests, leading to outcomes like decreased job satisfaction, burnout, and reduced organizational productivity. These results not only contribute to theory development in organizational behavior and human resource management but also provide a basis for designing managerial policies and strategies to mitigate quiet quitting and enhance employee commitment and motivation in public organizations.

Abstract The aim of this study is to investigate the role of English language skills learning in the job self-efficacy of English language translation students mediated by perceived value. The present study is applied in terms of its purpose, correlational, and survey method. The statistical population of the present study includes all English language translation students, 151 of whom 108 were selected based on the Krejci and Morgan table. The collection tools in the present study include the English Language Skills Questionnaire by Marin et al. (2007), the Student Job Self-Efficacy Questionnaire by Betts and Tyler (1994), and the Perceived Value Questionnaire by Venkatesh and Davis (2000). The face validity of the tools was confirmed by 10 English language experts, and their reliability was obtained by calculating Cronbach's alpha as 0.74, 0.76, and 0.80, respectively, which indicates desirable reliability. SPSS and PLS software were used to analyze the findings. The results showed that English language skills have a positive and significant effect on job self-efficacy and perceived value. Also, perceived value played a significant mediating role in the relationship between English language skills and job self-efficacy. The findings indicate that improving students' English language skills through perceived value can lead to improved job self-efficacy. Therefore, paying attention to the development of students' perceived value and standards-based training plays a key role in improving the career success of language translation students.

Abstract This study aimed to investigate the structural relationship between quality of life and the acceptance of teaching as a profession among student teachers at Farhangian University in East Azerbaijan Province. The research employed a quantitative, applied, and descriptive–correlational design. A sample of 500 student teachers was selected randomly from a population of approximately 5,000 individuals. Data were collected using two standardized questionnaires: The Job Acceptance Questionnaire (Richardson & Watt, 2006), which includes 14 items across four dimensions (teaching ability, intrinsic value of the profession, job satisfaction, and shaping the future of children and adolescents), and the Quality of Life Questionnaire (Ainley & Bourke, 1992), comprising 10 items across three dimensions (overall satisfaction, success, and opportunity). Structural equation modeling using the Partial Least Squares (PLS-SEM) approach was applied via Smart-PLS version 3.
The results indicated a significant and positive relationship between quality of life and job acceptance (β = 0.673, p < 0.001). Specifically, the dimensions of overall satisfaction (β = 0.340) and success (β = 0.423) showed significant positive effects, while the opportunity dimension had a non-significant negative effect (β = –0.051, p = 0.482).
The findings suggest that enhancing student teachers’ quality of life—particularly their sense of satisfaction and success—can significantly increase their motivation and commitment to the teaching profession. It is recommended that educational and welfare programs at teacher training institutions focus on improving students’ psychological well-being and living conditions to foster the development of competent and dedicated future educators.

Abstract The present study was conducted based on the paradigm of pragmatism and followed an inductive–deductive approach. To achieve its objectives, an exploratory mixed-methods design (qualitative–quantitative) was employed. In terms of purpose, the study is applied–developmental, aiming to design and validate a localized model of digital strategic human resource management (DSHRM) in public institutions of Iran—a model tailored to the specific conditions of governmental structures in the country, bridging the gap between global theoretical frameworks and local requirements. From the perspective of data collection, the study was non-experimental (descriptive) and carried out through a cross-sectional survey. In the qualitative phase, data were gathered through semi-structured interviews with 12 senior managers, human resource directors, and IT managers of the Foundation of the Islamic Revolution (Bonyad Mostazafan), using purposive sampling. In the quantitative phase, the statistical population consisted of managers and experts of the Foundation, from which 130 participants were selected via simple random sampling, using Cohen’s power analysis formula and G*Power software. For data analysis, thematic analysis with MAXQDA software was used in the qualitative stage, and partial least squares (PLS) method with SmartPLS software was applied in the quantitative stage. The findings indicated that digital leadership, technical infrastructure, and managerial infrastructure of digital transformation directly affect digital HRM processes and both financial and non-financial performance. Moreover, operational HR dimensions—including digital recruitment and selection, digital development, digital retention, and digital deployment—systematically lead to the realization of DSHRM. The novelty of this research lies in presenting a comprehensive, combined, and validated model for Iran’s public institutions—unlike previous studies that were limited to specific dimensions or industries—and empirically examining the impact of these dimensions on organizational performance

Abstract The aim of the present study is to classify the themes of the employee status model with an interpretive structural approach. The research method is fundamental-applied in terms of its purpose and qualitative in terms of its implementation method. The statistical population of this study includes 10 university professors, experts in the field of human resources, and senior managers of the General Directorate of Prisons who were selected through a purposive sampling method. The interpretive structural modeling (ISM) and MICMAC methods were used to classify the themes. The results showed that at the first level, the themes of “coherence and existence of effective relationships”, “respect and appreciation of employees” and “human resource planning” were included. In other words, the aforementioned themes receive the greatest influence from other research themes. At the second level of the model, five themes of “alignment of individual and organizational goals”, “job independence”, “improvement of social status”, “career advancement path” and “systematic participation of employees in decision-making” were included. The themes located at the second level influence the themes at the first level and are influenced by the themes at the third level. At the third level, the theme of "organizational justice" and at the fourth level, the theme of "individual status of employees" are located, which have the greatest influence on the themes at the lower level.

Abstract The purpose of this research is the role of education and preventive protection of vulnerable groups based on neighborhood-based security governance. The research method is applied in terms of its purpose and qualitative in terms of implementation and data-driven approach (grand theory). The statistical population of the research includes 18 participants, including experts in the field of social security and criminology (university professors, urban security researchers), local activists (members of neighborhood social councils, local trustees, civil activists), and officials of executive and law enforcement institutions related to urban security, who were selected using a purposeful snowball sampling method. The data collection tool is semi-structured interviews with experts in the field of social security, local officials, and citizens living in high-risk areas, which continued until theoretical saturation. Grounded data theory was used to analyze the data. The findings show that neighborhood-based security governance with its three main components of "multi-level participation", "neighborhood data-driven management" and "local institutionalization" can provide the basis for active, rapid and effective protection of vulnerable groups. By utilizing neighborhood-based structures, it is possible to support vulnerable groups before crises occur and take action to enhance neighborhood resilience through proactive policymaking.

Abstract The main objective of the present study is to identify the factors affecting intra-organizational social capital with a grounded theory approach. This study used an interpretive and constructivist approach and grounded theory. The participants of the study included 15 employees, pilots, and flight attendants, whose sampling method was purposefully conducted. The data collection tool was a semi-structured interview, and the researcher reached theoretical saturation in the data. Grounded theory and open, axial, and selective coding were used to analyze the research data. The results of the study showed that the decrease in the organization's social capital was due to low wages and fear of layoffs due to economic crises and the possibility of another war. These problems are due to the structural conditions prevailing in the country, which has involved the airline in numerous problems due to the country's long-term exposure to sanctions and increasing inflation. Finally, the selective code of the concept of "long-term structural instability of the production of social capital of beneficiaries" was obtained. The sources of social capital of the company depend on the individual resources of the employees and their relationships on the one hand, and on the reputation of the company on the other, which has caused people to remain in the company despite the difficulties.

Abstract The present study aims to validate a model for reducing job plateauing among human resources in the Water and Wastewater Company. In terms of purpose, the research is fundamental; in terms of paradigm, it is grounded in positivism; in terms of implementation, it is quantitative; and in terms of data collection, it is descriptive-survey in nature. The statistical population consisted of 800 managers and experts from the Sistan and Baluchestan Province Water and Wastewater Company, from whom the sample was selected using simple random sampling. Cochran’s formula was applied to determine the sample size for the distribution of the final questionnaire, resulting in a sample of 262 respondents. Data were collected through a structured questionnaire whose validity and reliability had been confirmed. Data analysis was conducted using SPSS and PLS software. The results of factor loading analysis indicated that all items related to the environmental-social dimension had factor loadings above 0.7, demonstrating that they measured each component effectively. Moreover, the t-statistic for all dimensions of reducing job plateauing among human resources was greater than 1.96, indicating that all dimensions of job plateau reduction—including individual, organizational, job-related, and environmental-social factors—were in a favorable condition.

Abstract This study examines the impact of coworker incivility on knowledge hiding, mediated by work engagement and turnover intention, as well as the moderating role of employee cynicism, in Vali-e-Asr Hospital in Bafq. The research adopts a causal-correlational, descriptive-survey, and applied approach, conducted through field methods using standardized questionnaires. Data were collected from employees at Vali-e-Asr Hospital in Bafq and analyzed using descriptive and inferential statistics, including structural equation modeling based on the partial least squares method. Analyses were performed using SPSS 27 for preliminary calculations and SmartPLS 4 for structural modeling. The results indicated that, in Vali-e-Asr Hospital in Bafq, coworker incivility significantly reduces work engagement, increases turnover intention, and ultimately reinforces knowledge hiding; notably, work engagement and turnover intention play significant sequential mediating roles. The moderating role of employee cynicism was not confirmed. These findings suggest that, in the small environment with close interpersonal relationships characteristic of this governmental county hospital, coworker incivility has a substantial effect on diminishing motivation for knowledge sharing. Therefore, enhancing job engagement and improving interpersonal relationships at Vali-e-Asr Hospital in Bafq can reduce knowledge hiding and elevate organizational performance.

Abstract The present study was conducted with the aim of designing a paradigmatic model for overcoming organizational bias to improve organizational performance among secondary school principals. Philosophically, this research is grounded in the interpretivist paradigm and was conducted using an inductive approach. It is an applied-developmental study in terms of purpose and a descriptive study in terms of method and data collection timeframe. A nested research design was employed to achieve the research objective. The research participants included educational management professors and secondary school principals. Using theoretical sampling and continuing until theoretical saturation was reached, a total of 21 individuals participated in the study. Data collection tools included semi-structured interviews and a decision matrix-based questionnaire. The validity of the interviews was confirmed based on four criteria: credibility, transferability, confirmability, and dependability. The reliability of the qualitative section was assessed using Holsti’s coefficient (0.754) and Cohen’s kappa coefficient (0.692), indicating satisfactory results. Data analysis was carried out using grounded theory in the qualitative phase and the SWARA method in the quantitative phase. According to the research model, causal conditions (individual bias, social bias, and bias-oriented culture) influence the core phenomenon (organizational bias). This phenomenon, along with contextual conditions (professionalism and empowerment of school principals) and intervening conditions (bureaucratic structure of schools), affects strategies and actions (strategies for overcoming bias). These factors ultimately lead to consequences such as improved individual performance of principals, enhanced school performance, and better student outcomes.

Abstract The purpose of this research is to identify the key drivers of human resource development in the Traffic Police (Rahvar) using a foresight approach. In terms of objective, this study is applied-developmental, and it was conducted qualitatively using thematic analysis. The statistical population consists of 14 Traffic Police managers, selected through purposive sampling based on the criteria of at least 10 years of management experience and comprehensive expertise in the field. Semi-structured interviews were used as the data collection tool, and interviews with participants continued until theoretical saturation was reached. Data analysis was performed using the thematic analysis method (basic, organizing, and global themes). The coding process and textual analysis of the interviews were carried out in MAXQDA 2018 software. The findings of the research indicated that the key drivers of human resource development in the Traffic Police with a foresight approach include: modern traffic police technologies, behavioral and social changes of drivers, economic policies of the traffic police, revision of traffic laws, global convergence in traffic management, demographic challenges and aging, traffic culture development, public demands from the traffic police, emergency management in the traffic police, road traffic safety, and sustainable transformation of traffic management.