Publication Date: 2018
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.
Publication Date: 2017
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. Publication Date: 2017
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.
Publication Date: 2016
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.
Publication Date: 2012
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.
Publication Date: 2008
2025 29th International Computer Conference, Computer Society of Iran, CSICC 2025pp. 474-478
Publication Date: 2008
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.
