مشاوره شغلی و سازمانی (20081626)(45)pp. 137-154
هدف :پژوهش حاضر باهدف طراحی و تبیین الگوی روابط سبک‌های مدیریت کلاس معلمان با ابعاد مهارت‌های اجتماعی و عملکرد تحصیلی دانش‌آموزان مدارس ابتدایی شهر کرمانشاه انجام‌شده است. روش: پژوهش از نوع توصیفی- همبستگی استفاده‌شده است و جامعه آماری شامل دانش‌آموزان نواحی 1، 2 و 3 شهر کرمانشاه به تعداد 11777 نفر و معلمان نواحی 1، 2 و 3 شهر کرمانشاه به تعداد 403 نفر بوده است. حجم نمونه در بخش کمی بر اساس فرمول کوکران و با روش نمونه‌گیری تصادفی طبقه‌ای تعداد 394 نفر دانش‌آموز و تعداد 197 نفر از معلمان به عنوان نمونه انتخاب گردید. برای جمع‌آوری داده‌ها از پرسش‌نامه‌های سبک‌های مدیریت کلاس درس، مهارت‌های اجتماعی و عملکرد تحصیلی دانش‌آموزان استفاده‌شده است. روایی صوری و محتوایی پرسشنامه‌ها به تأیید متخصصین و روایی سازه از طریق تحلیل عاملی تأییدی و پایایی آنها نیز با استفاده از ضریب آلفای کرونباخ به ترتیب 928/.904/؛ و 94/. محاسبه گردید. برای تجزیه و تحلیل داده‌ها از نرم‌افزارهای آماری SPSS24، AMOS23 استفاده‌شده است. یافته‌ها: پژوهش نشان داد، همبستگی بین سبک‌های مدیریت کلاس معلمان و مهارت‌های اجتماعی (37/0= r) و همبستگی بین مهارت‌های اجتماعی با عملکرد تحصیلی دانش‌آموزان (55/0=r) و همبستگی میان سبک‌های مدیریت کلاس معلمان با عملکرد تحصیلی دانش‌آموزان برابر (45/0=r) و از لحاظ آماری در سطح (001/0=p) معنی‌دار است؛ نتیجه گیری: بنابراین متغیر سبک‌های مدیریت کلاس معلمان بر عملکرد تحصیلی و مهارت‌های اجتماعی دانش‌آموزان و عملکرد تحصیلی دانش‌آموزان تأثیرگذار بوده است. لذا، سبک‌های مدیریت کلاس معلمان با تأکید بر مهارت‌های اجتماعی؛ مهارت مکالمه؛ فعالیت‌های گروهی؛ مهارت دوست‌یابی؛ خود تنظیمی و مدیریت بحران و تعارض می‌تواند بر عملکرد تحصیلی دانش‌آموزان تأثیرگذار می‌باشد.
مدیریت و برنامه ریزی در نظام های آموزشی (24235261)(2)pp. 267-294
هدف: پژوهش حاضر با هدف شناسایی و اعتباریابی ابعاد و مؤلفه‌های رهبری اخلاقی مدیران دانشگاهی و بررسی وضعیت رهبری اخلاقی مدیران دانشگاهی در واحدهای جامع دانشگاه آزاد اسلامی کشور، در سال 96-1395 صورت گرفته است.
مواد و روش‌ها: پژوهش با رویکرد ترکیبی (کیفی و کمی) انجام شد. به‌منظور جمع‌آوری اطلاعات در بخش کیفی پس از مطالعه منابع موجود مرتبط با موضوع پژوهش، 25 نفر از مدیران دانشگاهی در واحدهای آموزشی، فرهنگی و دانشجویی با روش شبکه متخصصان و به‌صورت هدفمند انتخاب و از آنان مصاحبه با روش نیمه ساختارمند به عمل آمد. در بخش کمی، با استفاده از نتایج حاصل از مصاحبه‌ها و مطالعه منابع، پرسشنامه رهبری اخلاقی مدیران دانشگاهی، تدوین گردید. پرسشنامه پس از تدوین به‌صورت آزمایشی بین اعضای هیأت علمی اجرا گردید. به‌منظور بررسی اعتبار پرسشنامه از تحلیل عاملی و جهت بررسی پایایی از شاخص‌های ضریب آلفای کرونباخ و قابلیت اعتماد ترکیبی استفاده گردید. برای محاسبه شاخص‌های فوق از رویکرد مدل‌سازی معادله ساختاری واریانس محور و نرم‌افزار Smart PLS استفاده شد. پرسشنامه تدوین‌شده بین400 نفر از اعضای هیأت علمی واحدهای جامع دانشگاه آزاد اسلامی کشور که با روش نمونه‌گیری خوشه‌ای از واحدهای جامع دانشگاهی در نواحی شمالی، جنوبی، شرقی، غربی و مرکزی کشور، انتخاب شدند، توزیع و میزان سبک رهبری اخلاقی ادراک شده مدیران دانشگاهی، اندازه‌گیری شد. نتایج با استفاده از آزمون t تک متغیره مورد تحلیل قرار گرفت.
بحث و نتیجه‌گیری: با تحلیل داده‌های کیفی چهار بعد رهبری اخلاقی و مؤلفه‌های مربوط به آنان برای مدیران دانشگاهی تنظیم گردید و اعتباریابی آنها در بخش کمی انجام شد که آلفای کرونباخ و پایایی ترکیبی چهار بعد بیشتر از 88/. بود و معیار روایی همگرا برای چهار بعد بیشتر از 59/. بود که نشان از همبستگی سازه رهبری اخلاقی مدیران دانشگاهی با ابعاد خود داشت. این ابعاد عبارت‌اند از: بعد سازمانی، بعد بین فردی (مدیریت و اعضای هیأت علمی، مدیریت و دانشجویان و مدیریت و کارکنان)، بعد اجتماعی و بعد فردی. نتایج اجرای آزمون t تک متغیره نشان داد که از نظر اعضای هیأت علمی، میانگین نگرش اعضای هیأت علمی در هر چهار بعد بیشتر از حد متوسط، نمره (3) و نزدیک زیاد، نمره (4) بوده است.
نتایج این پژوهش نشان داد چهار بعد مهم و در ارتباط با هر بعد هم مؤلفه‌هایی برای رهبری اخلاقی مدیران دانشگاهی وجود دارد که برای ارزیابی میزان اعمال سبک رهبری اخلاقی مدیران دانشگاهی از آنها می‌توان بهره گرفت. دانشگاه به‌عنوان یک مرکز پژوهشی و آموزشی در تعامل با دانشجو، استاد، کارکنان و جامعه باید اخلاقی باشد؛ از این‌رو، بیش از هر سازمان دیگری نیازمند اعمال سبک رهبری اخلاقی است. رسالت اصلی مدیران آموزش عالی، کمک به رفع مشکلات جامعه و تربیت شهروندان توانمند، کارآمد و متعهد جهت خدمت به کشور است که این هدف، از طریق اعتقاد و پایبندی آنان به مجموعه‌ای از اصول و قواعد اخلاقی مورد پذیرش جامعه دانشگاهی محقق می‌شود. وظیفه مدیران دانشگاهی تدارک محیطی است که کارکردهای اصلی دانشگاه به‌طور اخلاقی درآن محیط انجام شود؛ لذا، اتخاذ تصمیمات آنان در ارتباط با ابعاد ساختاری و سازمانی دانشگاه نظیر تدوین قوانین و مقررات، عزل و نصب افراد، استفاده از سیاست‌های تشویقی و تنبیهی مناسب، چگونگی استفاده از منابع سازمانی، نحوه سلوک و رفتار آنان با دانشجویان، اعضای هیأت علمی، کارکنان و افراد جامعه الزام‌های اخلاقی و رفتاری فراوانی را ایجاب می‌نماید که مدیران دانشگاهی باید به آن توجه نمایند.
Iranian Journal of Management Studies (20087055)14(4)pp. 699-720
The staff is the most important contributor to the development of an organization. A new approach in modern organizations is personal branding. This study aimed to design a personal branding model for the staff of the Iranian Judiciary with an emphasis on organizational training. Building on a qualitative approach and grounded theory, the study incorporated faculty members and specialists in the field of personal branding and human resource management as its statistical population. Sixteen individuals were recruited via purposive sampling and were subsequently interviewed. Strauss and Corbin's systematic approach was employed to analyze the data. According to the conceptual model, personal branding was the axial phenomenon in the model, while effective communication, professionalism, individual dynamics, creative thinking, ethical behavior, and individual characteristics were the causal conditions, organizational culture and climate and environmental factors were contextual factors, constructive negotiations, service compensation system, perceptual skill, and human resource management system were intervening conditions, knowledge management, preservation of human resources, the strategic plan, personal brand management, performance management, organizational dynamics, staff training system, and resiliency were strategic factors, and the administrative system health, self-improvement, idealism, human resources productivity, and optimization of decisionmaking were the consequences of the research model. © 2021 University of Tehran, College of Farabi. All rights reserved.
Journal Of Higher Education Policy And Leadership Studies (27171426)2(3)pp. 30-56
Today, the Iranian higher education (IHE) exhibits a paradox. Despite the rapid growth of the higher education system and pervasion of the university institution in Iran, and notwithstanding the increasing number of higher education institutions/students/graduates, and research projects, and the improved position of Iranian universities in international ranking systems, there are concerns about the inefficiency of the university system. It seems that the university in Iran has deviated from its institutional functions and has become afflicted with anomie and malfunctioning and, as Merton (1938) puts it, presents a kind of ritualism. Accordingly, this paper reports on a qualitative study of ritualism in Iranian higher education. The central finding is that ritualism is significantly present in IHE, and especially in research. This ritualism is manifested in 3 domains of causes, indicators and consequences. The findings indicate that indicators of ritualism in IHE: such as quantitativism, certificationism, scientific fashion, and symbolism have resulted in false branding, academic corruption, and system inefficiency. These phenomena have taken root in the universities, albeit influenced by the external environment. Overall, a certain group of factors is suggested as leading to academic ritualism: lack of academic independence, commercialization, international norms (language and ranking systems), and institutional norms (reward systems, hierarchy based on nonacademic discourse, and symbolic violence). Such a pattern amounts to a serious malfunctioning of the higher education system. © 2020 Ali Khorsandi Taskoh. All rights reserved.
Radi afsouran, N.,
Charkhabi, M.,
Siadat, S.,
Hoveida, R.,
Oreyzi samani, H.R.,
Thornton iii, G.C. Journal of Management Development (02621711)37(9-10)pp. 711-720
Purpose: The purpose of this paper is to introduce case-method teaching (CMT), its advantages and disadvantages for the process of organizational training within organizations, as well as to compare its advantages and disadvantages with current training methods. Design/methodology/approach: The authors applied a systematic literature review to define, identify and compare CMT with current methods. Findings: In CMT, participants get involved with real-world challenges from an action perspective instead of analyzing them from a distance. Also, different reactions of the participants to the same challenge aid instructors to identify the individual differences of participants toward the challenge. Although CMT is still not considered as a popular organizational training method, the advantages of CMT may encourage organizational instructors to further apply it. Improving the long-term memory, enhancing the quality of decision making and understanding the individual differences of individuals are the advantages of CMT. Research limitations/implications: A lack of sufficient empirical researchers and the high cost of conducting this method may prevent practitioners to apply it. Originality/value: The review suggested that CMT is able to bring dilemmas from the real world into training settings. Also, it helps organizations to identify the individual reactions before they make a decision. © 2018, Emerald Publishing Limited.
Educacao e Pesquisa (15179702)44
Human resource development is an important factor for improving organizations. Universities as educational organizations need high-quality human resources. In this sense, coaching can be introduced as a new approach for professional development in higher education. Faculty members of universities can act as coaches to help the students and colleagues develop and thrive. Coaches with high levels of skills can be very influential. Not all individuals in higher education capacities have the necessary skills to become coaches. Hence, coaching skills should be specified so as to select high-quality leaders. The aim of the present study was to identify and validate coaching skills at universities. The population of the study consisted of students of a medical sciences university in Isfahan and the University of Isfahan. Research methods were both qualitative and quantitative. For the qualitative part, participants who were experts in human resource development and education were chosen. For the quantitative assessment, participants were selected among faculty members at both universities. Results indicated that being a successful coach requires at least eight specific skills. These eight skills should serve as the basis for selecting coaches in higher education. © 2018 Educ. Pesqui., São Paulo.
Foresight and STI Governance (23129972)11(1)pp. 66-74
Higher education and intelligent leadership are considered important parts of every country's education system, which could potentially play a key role in accomplishing the goals of society. In theories of leadership, new patterns attempt to view leadership through the prism of creative and intelligent phenomena. This paper aims to design and develop an intelligent leadership model for public universities. A qualitativequantitative research method was used to design a basic model of intelligent leadership. The opinions of pundits and experts with a purposive sampling method to achieve theoretical saturation was used to design a model in the qualitative phase. During the testing of the model based on confirmatory factor analysis, data indicated that the dimensions of intelligent leadership were placed in the four components: rational leadership, emotional leadership, spiritual leadership and collective leadership and classified in sub-categories. Rational leadership was classified into five sub-categories (strategic thinking, common targeting, planning, decision-making and monitoring and feedback); emotional leadership was classified into four sub-categories (self-awareness, self-management, motivation and social awareness); spiritual leadership was classified into seven sub-categories (vision, confidence in one's ability to achieve a goal, altruism, meaningful work, membership, organisational commitment and feedback); and finally, collective leadership was classified into the three sub-categories (communication, development of a communication network and an exchange of opinions between the leader and team). The results presented in the paper correspond with statistical logic. Finally, the test model and the Delphi technique were applied using the survey approach and the ultimate model was described, including 426 codes, 89 sub-categories and the four main categories (rational leadership, emotional leadership, spiritual leadership and collective leadership).
Eghbal, F.,
Hoveida, R.,
Seyadat, S.S.,
Samavatiyan, H.,
Yarmohammadian, M.H. Foresight and STI Governance (23129972)11(2)pp. 83-91
The research performance of faculty members is one of the main criteria for measuring a university's overall performance, and universities and higher education centers seek to improve research because of their purpose and their commitment to various parts of society. The present research aims at determining the effects of the components of perceived talent management on the research performance of faculty members with the mediating role of perceived organizational justice. The research is a correlationaldescriptive study based on structural equations and its statistical population consists of the faculty members at the University of Isfahan, Isfahan University of Medical Sciences and Isfahan University of Technology. For the sample size, using the SPSS Sample Power software, of 562 individuals 130 were selected using stratified random sampling proportional to sample size. For data collection, faculty members' research performance record, a talent management questionnaire and a perceived organizational justice questionnaire were used. Convergent validity for both questionnaires (AVE) was calculated to be more than 0.5 and the reliability of both questionnaires using Cronbach's alpha coefficient was calculated to be more than 0.75. Data analysis was performed using the Smart PLS 3.2.6 statistical software. Findings indicated that the components of the variables of perceived talent management and perceived organizational justice account for a total of 61% of the variance of the variable of research performance variable and the mediating role of the variable of perceived organizational justice variable was found to be insignificant. As a result, it can be said that the improvement of talent management processes can lead to increased faculty members' increased sense of organizational justice and ultimately improved research performance.
International Business Management (discontinued) (19935250)10(15)pp. 2814-2822
Higher education in a circuit system structure, it can have a key role in the transfer of knowledge. It can be stable according to the national need in order to spread the culture and knowledge of modern management when it created a management system, quality-oriented and customer-centric approach. Implimentation of this system at universities, it needs to consider a variety of factors. The purpose of this research is to identify and rank the factors affecting organizational agility implimentation on Total Quality Management (TQM) at universities. The literature review and based on the model of organizational excellence EFQM, 22 sub-criteria were identified in 9 major factor. These factors and sub-criteria were ranked by a survey of 313 experts, academics and university administrators by AHP fuzzy. The results show that according to experts, the decision to implement organizational agility on TQM, the factors "leadership" and "partnership and resources" shall respectively be considered. © Medwell Journals, 2016.
Journal of Management Development (02621711)31(8)pp. 845-872
Purpose: The purpose of this paper is to provide a theoretical picture of the concept of knowledge creation and then investigate the effects on it of such variables as social capital and organizational culture. Design/methodology/approach: The population of this study includes faculty members of the University of Isfahan (Iran) in 2008 (476 cases). From among these cases, 142 cases were selected based on the Cochran formula. Survey was used as the research method and a questionnaire was used for data collection. Pearson correlation "r" and multi-variable regression were employed, and in the next stage, through drawing the model of structural equations, the direct effects, indirect effects and total effects of independent variables on the dependent variable were investigated, based on path analysis model. SPSS and LISREL were employed for statistical analysis. Findings: The results revealed that social capital and organizational culture had meaningful effect on knowledge creation. The analysis showed that the independent variables mentioned above could determine 36 percent of the effects of the dependent variable. Research limitations/implications: The findings are based, in the main, on an extensive, single university study; therefore it is necessary to be cautious about generalizing the result of this study to other universities in Iran. Originality/value: The paper can contribute to organizations through providing a holistic picture of the role of knowledge creation in organizations (especially universities). © Emerald Group Publishing Limited.
2025 29th International Computer Conference, Computer Society of Iran, CSICC 2025pp. 474-478
2025 29th International Computer Conference, Computer Society of Iran, CSICC 2025pp. 695-702
A wide variety of organizational practices have been proposed to support the creation, storage and transfer of knowledge, yet it is often unclear how these practices relate to one another in their contribution to organizational performance. This study develops a categorization system for knowledge management practices in higher education based on two dimensions: the practices' role in the problem-solving process, and the type of problem they address. Analysis of survey data supports the proposed framework and uncovers two higher order factors that correspond to the concepts of exploration and exploitation. By focusing attention on the importance of problem-solving in transforming knowledge into business value, this research suggests new ways to conceptualize knowledge management practices. © 2008 IEEE.
