سعید صفاریان همدانی

The purpose of this study is to examine and test the model of entrepreneurial education and training at Islamic Azad University. In terms of its objective, this research is applied in nature, and regarding data collection, it follows a descriptive- survey approach. The data were collected using a researcher-made standardized questionnaire. The statistical population consists of educated entrepreneurs who graduated from Islamic Azad Universities in Mazandaran Province, with a total identified number of 1,318 individuals. The sample size was estimated at 302 participants and was selected using a stratified sampling method. Subsequently, the composite reliability and the reliability of each research component were calculated, with results indicating the reliability of the measurement instrument. Additionally, the divergent and convergent validity of the questionnaire demonstrated its adequate construct validity. For data analysis, the structural equation modeling method was employed using Smart PLS4 software. The findings indicate that contextual, causal, and environmental factors significantly affect entrepreneurial education and training. Moreover, entrepreneurial education and training have a significant and positive effect on strategies and outcomes. Given the coefficient of determination values, strong predictive power was estimated for the variables of entrepreneurial education and training, strategies, and outcomes.

Teaching culture is defined as the belief in the teacher's ability to facilitate learners' achievement of high levels of thinking or independent thinking. This research was done with the aim of designing and validating a tool for measuring teaching culture in the higher education system. The current research is of a mixed type, the statistical population of the qualitative part includes expert faculty members, and the quantitative part includes all faculty members of Islamic Azad Universities of Mazandaran. In the qualitative section, 13 samples were selected using a targeted method, and in the quantitative section, 301 samples were selected using a stratified random method. After interviewing 13 people, data saturation was achieved. The categories were identified and coded through interviews, and based on that, a questionnaire with 3dimensions and 54 items was designed. After that, the face, content and structural validity of the questionnaire was checked, Cronbach's alpha and composite reliability tests were used to determine the reliability of the questionnaire with the help of Smartpls4 and spss23 software. First, the form and content validity of the questionnaire was checked and 16 questions were removed and 38 questions remained, after that the structural validity was examined. The results showed that the factor loading of all questions was above 0.6 and the average extracted variance was above 0.5, as well as the reliability of both criteria of all dimensions was above 0.7and finally the questionnaire Confirmed with 38 questions. Universities and higher education institutions can use the tools designed to measure the state of teaching culture dimensions in order to strengthen and improve educational quality.

Lesson study is a collaborative professional development approach in which professors work together to formulate and implement lesson plans, observe the outcomes, and enhance students' learning. This research aims to design and validate research assessment tools specifically for lesson study.

A mixed method was used, involving teaching and research experts in the qualitative part and all academic staff members from the Islamic Azad Universities of Mazandaran in the quantitative part. Thirteen targeted samples were selected for the qualitative section, while 301 samples were chosen through stratified random sampling for the quantitative section. Interviews with the 13 participants led to the identification of categories and the development of a 4-dimensional questionnaire with 77 items. The questionnaire underwent form and content validity checks and construct validity was assessed using confirmatory factor analysis. Reliability was evaluated using Cronbach's alpha and composite reliability tests.

After removing 23 questions, the questionnaire consisted of 54 remaining questions. The construct validity analysis showed that all questions had factor loadings above 0.7, and the average variance extracted exceeded 0.5. Reliability analysis demonstrated that all dimensions had a reliability above 0.9, confirming the questionnaire's soundness.

The designed research assessment tool can be employed by universities and higher education institutions to evaluate the effectiveness of lesson study, identify strengths and weaknesses, and enhance the quality of education.

Leaders can use ethical leadership to affect the organizational performance of employees. Returning to ethical leadership models is required due to the distinct intellectual perspective of Iranian society which can affect the effectiveness of employees in the organization considering their intrinsic motivation. Therefore, this research aimed to provide a model for evaluating the mediating function of intrinsic motivation in the relationship between ethical leadership and creative employee behavior in social security treatment management in Mazandaran Province. The required data were collected through a qualitative review and evaluation of studies on ethical leadership, in-depth interviews with senior managers of social security treatment management in Mazandaran Province, using the analysis method Grounded Theory with Glazer’s approach, as well as dealing with coding, categorization, and presenting a conceptual model. Three selective codes, 15 core codes, and 94 open codes were included in the generated model. Ethical leadership variables included organizational, human, political, cultural, and moral factors. The creative behavior variable included individual, group, and organizational factors. The intrinsic motivation variable comprised components such as working conditions, rules and regulations, management and leadership style, interactions with colleagues, personality traits, empowerment, and job nature. Since Iranian employees are raised in an Islamic-Iranian culture, ethical leadership could have a positive effect on strengthening their performance and behavior.

Knowing the ambivalence elements of entrepreneurship in different organizations, especially the technical and vocational organization plays an important role in improving the state of this educational system. Therefore, the aim of this study was to analyzing the ambivalence elements of entrepreneurship in the technical and vocational organization of the country. 

In a descriptive research from type of correlation were analyzed the ambivalence elements of entrepreneurship. For this purpose, the research population was all the employees of technical and vocational organization of Golestan province with number of 500 people, which the sample size based on Cochran's formula was estimated to be 217 people, which these people were selected by simple random sampling method. The tool of the current research was the questionnaire of the ambivalence elements of entrepreneurship in the technical and vocational organization, which the data were analyzed with the methods of exploratory factor analysis and structural equation modeling in SPSS and Smart PLS software. 

The findings of this study indicated that the ambivalent elements of entrepreneurship in technical and vocational organizations were included 14 elements of market orientation, market analysis, use of creativity, continuous problem solving, knowledge sharing, knowledge absorption capacity, strategic planning, continuous sourcing, flexible organization, continuous learning, managerial expertise, financial support, capable human resources, environment dynamism, ambivalence and the results that the factor load of all of them was higher than 0.50, the average variance extracted of all of them was higher than 0.60, and the Cronbach and combined reliability of all of them was higher than 0.80. Also, the model of analyzing the ambivalence elements of entrepreneurship in the technical and vocational organization of the country had a good fit and the coefficient of all paths was significant (P<0.05). 

According to the results of this study, it is necessary to plan to improve the ambivalence of entrepreneurship in the technical and vocational organization of the country through the identified elements.

According to the increasing process of change and environmental developments, companies need e-entrepreneurship to respond effectively to their environmental needs. Therefore, the general purpose of the research is the model of e-entrepreneurship in small and medium businesses in the qualitative paradigm.

The nature of the current research is exploratory and qualitative data is used in it. The statistical population of the research is the elites and experts of the universities of Mazandaran province. In this field, the researcher used the snowball method, which achieved theoretical saturation after interviewing 10 elites and experts. The data was collected using semi-structured interviews and data analysis was done with the qualitative method of Grounded Theory.

Causal conditions including personality traits, organizational policy, digital plans and policies, organizational culture and structure, mental and social norms and expertise in digital entrepreneurship were identified. And the background conditions including correct and timely use of communication and information technology, research contracts, e-entrepreneurship training, relative advantage of the organization and e-entrepreneurship skills and intervening factors including small and medium business environment, political environment, economic environment and They are a cultural environment. The strategies were categorized in the form of two concepts of e-entrepreneurship development strategies and e-entrepreneurship dynamic capability. And the consequences of four concepts of e-entrepreneurship attitude, business growth of small and medium enterprises, sustainable development of small and medium enterprises and development of market share of small and medium enterprises were identified.

The model of e-entrepreneurship can be suggested to managers of small and medium businesses in Mazandaran province as a practical and comprehensive package for all managers.

The current research was conducted with the aim of designing a logical strategy model of paradox management on the agility of sustainable human resources systems in Azad University of Mazandaran. A qualitative statistical population was obtained from among the professors of the universities of Mazandaran province in the number of 10 people in 2019, and information was collected by purposeful sampling and semi-structured interviews, taking into account the law of saturation. The statistical population consisted of heads of departments, faculties, deputy heads of departments, faculty members, and all administrative, educational, research, financial, and student officials in the number of 341 people. The sample size was 181 people using Cochran's formula and selected from the statistical population by stratified random sampling method. Validity of both researcher-made questionnaires of paradox management strategy and sustainable human resources systems agility were confirmed with 0.91 and 0.96. The findings identified four components: acceptance, organization, separation and identity in the logical dimension of paradox management strategies. The findings of the quantitative section showed: the logical strategy of paradox management has an effect on the agility of sustainable human resource systems in the free universities of Mazandaran province.

The present study aimed to develop and validate a professional development model for high-school principals. This was an applied and cross-sectional research in terms of objective and time, respectively, and had a mixed method (qualitative and quantitative). The participants in the qualitative section included 22 experts related to the research topic in North Khorasan Province, selected by purposive sampling. Data obtained from semi-structured interviews were coded and their validity and reliability were approved based on the experts' and participants’ opinions and the agreement coefficient (CVR=0.87), respectively. The statistical population in the quantitative section included 1957 high-school principals in various academic semesters during 2019-2020, 322 of whom were selected by cluster sampling based on Morgan’s Table. The research tool was a researcher-made questionnaire. The validity of the questionnaire was confirmed based on professors’ opinions and its reliability was approved at a Cronbach’s alpha of 0.88. From the perspective of the experts, the six dimensions of professional development included educational leadership, strategic leadership, communication management, organizational management, and ethical leadership, professional development and 14 components were management on learning and teaching, creating a favorable learning environment, curriculum evaluation, vision drawing, continuous improvement of schools, effective communication, relationship with stakeholders, operations management, resource management, individual and team leadership, professional ethics, principles, and Islamic ethical norms, development of their profession and development of human resources profession

The performance of organizational human resources is established in the form of organizational policy-making. Educational policy-making, along with research policy-making, is a complete individual comprehensiveness in the organization. In today's era, it is not possible to use educational policy-making to achieve the final goals of the organization, so that research policy-making needs to be used along with educational policy. Therefore, the present study aimed to assess the policy-research approach along with the educational policy of educational units. The descriptive review study to simultaneously investigate educational policy-making and research policy-making in university departments. A query was conducted on databases in Persian and English from 2014-2022 using the following keywords: Policy-research, policy-research, educational policy, educational policy-making, education, education system, and university education system. As a result of the search and application of inclusion and exclusion criteria, 98 articles were retrieved, including the searched texts, books, and documents. Finally, 24 papers were included in the present study. The findings demonstrated that studies with an educational policy approach are clearly better than studies with a research approach in the desired policies. Nonetheless, the integration of educational and research policies has been the leading way of scientific synergy. Modern educational services are not possible without research services; moreover, making educational decisions is not feasible and cost-effective without the use of policy-research.

Strategic thinking leads managers to fast learning from the environment and use of creativity to create new values. The main goal of the current research was to design a model for the development of strategic thinking competencies of defense industry managers.

To achieve this goal, the researchers used a mixed sequential exploratory approach, so that in the qualitative phase, using thematic analysis method, the strategic thinking competencies of defense industry managers were determined through semi-structured interviews with 15 experts. It was counted, so in this stage, 65 concepts, 13 sub-categories and 5 main categories were obtained. In the quantitative phase, the classic Delphi method was used to validate the calculated factors, so that a questionnaire based on the calculated factors in the qualitative phase was designed and distributed among 12 university experts, until their consensus about the factors Calculated to be obtained. Quantitative stage data were also analyzed using statistical methods such as Kendall's correlation coefficient and measures of tendency towards the center and away from the center.

The findings from two qualitative and quantitative stages showed that the experts based on the model of development of strategic thinking competencies of defense industry managers including professional knowledge and information , skill training and development (behavioral skills, communication and social skills, perceptual skills, strategic skills and cognitive skills), attitude (organizational mental images, environmental mental images and individual mental images) and insight (objective/visible defaults and mental/invisible defaults) They reached a consensus.

Any model for developing and improving the competencies required by managers requires appropriate dimensions, components and indicators that have been identified and introduced in the final model of this research. The application of this model and its factors will lead to the development of strategic thinking of defense industry managers.

Coaching is one of the new methods in medical science education that plays an important role in meeting the needs of learners. The requirement of professional coaching is the growth and development of faculty members. The issue of coaching education and the growth and development of faculty members and their role in clinical education is felt more than ever before. Therefore, in the current research, a reverse process has been done for the autopsy of this knowledge. Therefore, this study has been done with an overview of the application of the coaching approach in the growth of faculty members and especially its application in higher health education. The present study is a systematic review in which the keywords were determined based on MESH and then searched in Web of Science, Scopus, Cochrane, Google scholar, Pubmed, Iran Medex, SID, Uptodate, and Magiran databases in the period of 2003-2021. Two languages Persian and English were conducted and during 5 stages of review, 34 articles were found, including 17 English articles and 17 Persian articles. There has been very little examination of the results of this in the field of medical sciences; However, using the models of coaching and development of faculty members of other universities can greatly help the process of organizational improvement of higher health education. Based on the results of studies, coaching plays a significant role in the development of faculty members of higher health education and health and treatment approaches. Injecting the concept of coaching and its role in the growth of faculty members is a road map for improving the quality of higher health education and applying their principles in the operational plan of the health system transformation document and a practical goal in providing health and treatment services.

Educational planning is a series of overlapping and irregular stages in which various people and organizations are involved with diverse views, politically and technically. These steps include processes in which content and issues are analyzed, policies are identified and then implemented, re-evaluated, and redesigned. Based on this trend, a complete analysis of the education sector will require an understanding of the flow of educational policy, meaning "how" and "when" educational development will take place. Since the policy-making process is an important element in educational planning, it is important to clarify the concepts of "policy" and "policy-making". Policy is an explicit or implicit group or individual decision that provides a set of guidelines to guide future decisions, initiate or delay an action, or provide executive guidance on previous decisions. Policymaking is the first step in a planning cycle, and planners must conduct a dynamic assessment of how policies are set before they can effectively design the implementation and evaluation of a process. For educational policy-making in university units, the analysis of educational policies is done in several stages, achieving educational opportunities, equality in the distribution of educational services, the structure of the educational system, internal efficiency, and external efficiency of institutional arrangements for department management. Of course, evaluating the existing situation without evaluating the forces against and against change, when policy changes become necessary, is an incomplete analysis. Also, this evaluation should include the chance of success of various policies and strategies that should be used to implement and advance these policies. The fact is that in today's world, where we are witnessing tremendous changes and developments in various fields, the environment is facing a lot of turbulence and uncertainty, and the competition has become very intense. To achieve success in the field of competition, university systems must use a type of planning that is forward-looking and environmentally oriented, so that while identifying environmental factors and developments, in a long-term time horizon, their impact on the university and how to interact Determine it with them. Research policy is the same as strategic planning which, by examining the external and internal environment of the university, identifies environmental opportunities and threats and internal strengths and weaknesses, and sets long-term goals for the university keeping in mind the mission of the organization. To achieve these goals, from among the strategic options, he chooses strategies that rely on the strengths and eliminate the weaknesses, use the opportunitiesworthilyr, and avoid the threats. If it is implemented correctly, it will make the university successful in the field of competition. For educational policy-making, one should resort to different solutions. One of the solutions that has been receiving the attention of passers-by policy for several years is policy research. Policy research is the use of practical and scientific research in policy-making, with the use of this method, social issues are identified, sensitive information is collected, concepts and hypotheses are created, and more importantly, All research is recognized by policymakers. Policy research is closely related to agenda setting and its results are very useful for the development of public policies. Policy studies study the policy-making process. Political research is mainly carried out by political science specialists who are interested in the process of adopting policies and the effects of policies. Political research is effective in policy-making. The process of policy research is made up of four dimensions: identifying problems and identifying issues, understanding the main issues, supporting the program of selective measures, and evaluating the effect and control process. Considering the importance of educational policy-making in today's world and the consequences of this type of policy-making, the present study studied the process of policy research in educational policy-making in the university units of Mazandaran province. The current research aims to provide a model for the qualitative model of educational research policy in universities of medical sciences.

This research was of an exploratory type: thematic analysis in the qualitative part and a descriptive survey in the quantitative part. In the qualitative section, the studied population included academic (faculty members) and organizational (Islamic Azad universities) experts. The quantitative section included all academic faculty members of universities in Mazandaran province. The sample size in the qualitative part was 12 interviewees according to the saturation principle and the purposeful sampling method. In the quantitative part, 242 people were selected based on the calculation of the sample size in structural equations and the stepwise cluster random sampling method. The data collection tool was semi-structured interviews in the qualitative part and a researcher-made questionnaire with 62 items taken from the theoretical foundations, research background, and interviews with experts in the quantitative part. The method of data analysis in the qualitative part was theoretical coding (open, central, and selective) and in the quantitative part, it included structural equation modeling and confirmatory factor analysis.

The results showed that the university research policy variable had 6 dimensions educational, research, social and cultural, financial and administrative, international and environmental policies, and the educational policy variable included the dimensions of education content, education quality, finance, and budget. Monitoring and evaluation were political, social, cultural, and linguistic. The results showed that there is a causal and correlational relationship between the variable of university research policy and educational policy in terms of R2 values ​​with a value of 0.473 and a path coefficient value of 0.560 and about 56% of the components and dimensions of educational policy They are determined by the components and dimensions of university policy research.

In general, according to the results of the study, it can be shown that providing a qualitative model of educational research policy in universities of medical sciences can be of special importance in education. In the interpretation of this topic, it should be mentioned that the formulation and implementation of research policies in universities has a direct effect on educational policy and this relationship can be very useful for improving the quality and efficiency of the educational system. This finding can be an important point for university managers and decision-makers. According to this finding, they can formulate university research policies more carefully so that they can implement the most effective educational policies. In addition, this finding can be useful for increasing interaction and cooperation between faculty members and university administrators in the field of policy formulation and implementation. In general, this finding shows that attention to university research policy and its coordination with educational policy can facilitate and accelerate the improvement of the quality and efficiency of the educational system and ultimately lead to the best teaching and learning methods for students and faculty members. According to these results, it can be concluded that paying attention to research policies and formulating appropriate strategies in this field can facilitate and accelerate the improvement of the quality and efficiency of the educational system. Also, by examining this model and the connections between policy research and educational policy, university managers and decision-makers can make better decisions to improve performance and raise the level of education in universities. Finally, these results can contribute to the development and improvement of university policies to lead to the creation of an effective and efficient environment for teaching and learning that contributes to the progress of society and the social and economic development of the country.

The early theorists of the paradox, using philosophy and psychology, have proven the greatest challenge for managers today is the effect of managing the paradox and understanding the individual's approach to tensions on the development of people's comfort. They know the solution. These people are looking for a temporary solution while the underlying tension is likely to remain and will return. On the other hand, some others accept tensions as normal and even embrace them. And they guide them by taking actions that are successful in the term of paralysis. Because they have to quickly adapt to new technologies and work methods to maintain their efficiency. With the paradox point of view about the sustainability of organizations, the tensions between desirable and at the same time interdependent and sometimes contradictory goals of sustainability such as environmental protection and social welfare are clearly exchanged. And by accepting such tensions, a paradoxical attitude enables decision makers to achieve competitive sustainability through achieving goals simultaneously. So; Applying the appropriate strategy to curb and simultaneously present dualities in the university by injecting dynamism, agility in human resources, capabilities and the normal flow of affairs will bring about vast and radical changes in the system. Therefore, the researcher seeks to find out what is the role of paradox control cognitive strategy on the sustainability of human resource agility?

In terms of descriptive method, the current research was a survey type, which was conducted with a mixed method (qualitative and quantitative). The statistical population of the professors of Azad University of Mazandaran province is 10 people who are experts in the field of research and have a doctorate degree (educational management and higher education, public administration with a focus on human resources management, business management with a focus on strategic management), scientific rank. Associate professors and above, with an educational experience of more than 10 years, and having three articles on the subject of the research were identified and their opinions were used in the qualitative section. In the quantitative part, the statistical population includes all heads and vice-presidents of units, heads of faculties, heads of departments, officials of affairs (administrative, financial, educational, student and research) in 13 units of the Islamic Azad University of Mazandaran province with different academic degrees. In the academic year 2018-2019, there were 341 people whose opinions were used in a small part. Also, after carrying out the qualitative phase of the research and applying the results to the proposed primary model, to determine the components of each of the variables and items in the design of the questionnaire based on the secondary model, from the researches studied and the standard questionnaires based on this researches; It was presented, it was used, and finally, the quantitative part of the questionnaire was presented.

The results confirmed the role of paradox control cognitive strategy on the sustainability of human resource agility and also identified four components of individuality, occupational health, stress and emotional intelligence in the dimension of cognitive strategy.

Finally, one of the major goals of the university, the era of management has come to an end through the logic foreseen in advance. In these conditions, chaos and disorder causes extensive and radical changes in the organization, traditional methods are no longer responsive; Therefore, the higher education system and universities need forms of agility. And one of the characteristics of an agile university is that it is sensitive to environmental changes and has the necessary speed to adapt to changes; Therefore, according to the central role of universities in human development, in strengthening and expanding culture, increasing self-awareness and self-confidence of society, its management system should be sensitive to the paradoxes and tensions caused by it and in line with solving human problems. be accountable; One of the features that can be helpful to managers and employees in responding to changes is the cognitive strategy of controlling the paradox that human resources can achieve productivity, satisfaction, and commitment at the same time as organizational goals.

This study aimed to develop and validate an evaluation tool for the basic education system from the perspective of the infrastructure of entrepreneurship education, using a mixed approach that combined qualitative and quantitative methods. In the qualitative part of the study, a targeted sampling method was used to select 12 experts who were interviewed through semi-structured interviews with theoretical saturation criteria. In the quantitative part, a multistage cluster random sampling method was used to select 385 teachers, principals, and counselors from three elementary, middle, and high school levels. The results of the interviews were analyzed using MAXQDA 2020 software, and all the constituent categories of the evaluation of the basic education system were determined from the perspective of the infrastructure of entrepreneurship education. A questionnaire with 36 questions in three dimensions (fundamental, structural, process) was developed, and the form, the structural validity and content validity of the questionnaire were examined and as result three questions were removed. The results showed that all questions had a factor loading of 0.7 or higher and an average variance extracted of 0.5 or higher, and the reliability of both criteria (alpha Cronbach, composite reliability) of all dimensions was above 0.9. The designed tool has good validity and reliability and can be used to evaluate the basic education system from the perspective of entrepreneurship education infrastructure. These findings provide valuable insights into the evaluation of the basic education system and highlights the importance of entrepreneurship education in this context.

The present study aimed to develop and validate a professional development model for high-school principals.This was an applied and cross-sectional research in terms of objective and time, respectively, and had a mixed method (qualitative and quantitative). The participants in the qualitative section included 22 experts related to the research topic in North Khorasan Province, selected by purposive sampling. Data obtained from semi-structured interviews were coded and their validity and reliability were approved based on the experts' and participants’ opinions and the agreement coefficient (CVR=0.87), respectively. The statistical population in the quantitative section included 1957 high-school principals in various academic semesters during 2019-2020, 340 of whom were selected by cluster sampling based on Morgan’s Table.From the perspective of the experts, the five dimensions of professional development included educational leadership, strategic leadership, communication management, organizational management, and ethical leadership, and 14 components were management on learning and teaching, creating a favorable learning environment, curriculum evaluation, vision drawing, continuous improvement of schools, effective communication, relationship with stakeholders, operations management, resource management, individual and team leadership, professional ethics, principles, and Islamic ethical norms, development of their profession and development of human resources profession.According to the results of structural equations with PLS Smart22 showed that the research variables were able to predict professional development at a 0.69 level. It is notable that the overall goodness of fit of the model was favorable (GOF=0.54).

The purpose of this research is to provide a model to improve the skills of women home producers through micro-entrepreneurship. The current research has a fundamental purpose and a practical approach, and the research method is mixed, and the content analysis model was used to identify the indicators, and the relationships between the research variables and its value were obtained from the structural equation method (SEM). The statistical population of the qualitative section includes all professors and experts who are active in the field of micro-entrepreneurship in Iran, and the sampling method in this research is the snowball sampling method, so that data collection continues until the saturation point is reached. Kurds, whose number is 18, and also the statistical population in the quantitative part includes all female entrepreneurs active in the field of home businesses in Iran, and the sampling method in this research is a simple random type, and the sample size is based on Morgan's table. There are 313 people. The method and tools of data collection in the qualitative part are semi-structured interviews and in the quantitative part are researcher-made questionnaires. In this research, descriptive statistics and inferential statistics were used to analyze the data and achieve the aforementioned goals. One of the statistical methods to break down and analyze the information in the data set is the method of breaking down factors or factor analysis. It was used using Lisrel software, finally the research model was measured and fitted.

Background & Today, the maximum utilization of human capital has become inevitable for organizations due to reasons such as the rapid development of various technologies, increasing competition, demand for increased production, and reduced costs. Coaching is aimed at improving a person's self-motivation for effective work. Coaching is an interactive relationship that helps people identify, guide, and achieve their personal and professional goals faster than they are able to do on their own. The coaching process is a process in which a person, in the role of a coach, helps other people, while also investing in the development of their own competencies. Coaching is a powerful tool for leaders and organizations, thanks to which people can grow and develop in different fields. Coaching is a pragmatic approach that focuses on the client and goals. Organizational coaching provides a valuable platform for individual development. Today's organizations are more aware of competitive pressure, and as a result, successful and dynamic organizations are trying to achieve more efficient results by formulating and applying educational and business strategies such as coaching, so the purpose of this research is to investigate the effect of coaching with The approach of the fourth generation universities was on the growth of the academic staff members of the large universities of medical sciences in the first region.
The current research was conducted in 2022 with a qualitative and quantitative approach. The statistical population of 17 people in the qualitative part was selected using the purposeful sampling method. In the quantitative part, the number of 121 people was selected using the stratified random sampling method. In order to collect data, a questionnaire made by a Kuching researcher with the approach of developing fourth-generation universities and the growth questionnaire of academic staff members by Ghoroneh and colleagues were used. Confirmatory factor analysis and structural equation tests were used to analyze the data.
Because the value of T-statistic (46.624) is outside the range (2.58 and -2.58), it can be concluded that the effect of coaching on the growth of academic staff members in the University of Medical Sciences is one of development productivity. Fourth-generation universities are positive and meaningful. According to graphs 1 and 2 and the results of path analysis in Table 2, between the exogenous dependent variable (coaching) and the endogenous dependent variable (growth of faculty members), based on the path coefficients, there is a factor loading of 0.893. Also, because the t-value (46.624) is outside the range (2.58 and -2.58), the effect of coaching on the growth of faculty members is significant at the level of 0.99. Looking at the t-statistic values of the components of both variables, we find that this relationship is also significant between all the components of the variables. Among the variable components of coaching, the highest value of the t statistic belongs to the "organizational requirements" dimension with a value of 51.743, and the lowest value is related to the "coach's personality trait" dimension with a value of 16.082. Among the variable dimensions of faculty members' growth, it should be said that the highest value of t statistic is related to the dimension of educational growth with a value of 45.324, and the lowest value is related to the dimension of individual growth with a value of 20.263 and the values of all components are outside the range (58.58). 2 and 58/2) are located, therefore, it can be concluded that the effect of coaching on the growth of academic staff members in the University of Medical Sciences in the Greater Region is a positive and meaningful development of the fourth generation universities.
In general, it can be stated that coaching in educational and research processes can help strengthen the capabilities and professional development of faculty members and prepare them to respond to the changing and complex needs of new-generation universities. These findings can be used as a basis for future policies in universities of medical sciences and other higher education centers. Through coaching, faculty members can continue their professional growth continuously and purposefully and play a role as key elements in the evolution and development of fourth-generation universities. Also, fourth-generation universities seek to train individuals with multifaceted skills and abilities that go beyond conventional teaching and research. Coaching can help create a supportive and constructive atmosphere for faculty members in which they can engage in innovative and entrepreneurial activities with more confidence. The conclusion is that the use of coaching in educational and research processes can help strengthen the capabilities and professional development of faculty members and prepare them to respond to the changing and complex needs of new generation universities. These findings can be used as a basis for future policies in universities of medical sciences and other higher education centers. Coaching not only helps identify weaknesses but also encourages members to find practical solutions to overcome them. One of the reasons why coaching is so successful in developing faculty members is that this process addresses each member's individual issues individually, rather than offering one-size-fits-all solutions. Coaching provides an open and safe space where faculty members can talk honestly about their challenges and opportunities and receive targeted feedback and guidance. Also, coaching helps develop soft skills such as time management, leadership, effective communication, and problem-solving abilities. These skills are essential for success in fourth-generation universities, as these universities emphasize innovation and responsiveness to society's needs.

Background &

Quality of working life is a multidimensional structure containing concepts such as welfare measures and medical services, incentive schemes, job suitability, job security, job design, importance to the role and position of the individual in the organization, providing the basis for growth and development, participation in Decision-making, reduction of job conflicts and ambiguities, training and reward systems. It is impossible for universities to provide effective education and research without having faculty members equipped with knowledge and sufficient motivation. Therefore, as the quality of working life of the academic staff members of the university is strengthened, the functions of the university will be developed, and on the contrary, as their life goes down, the university will be exposed to decline. Therefore, paying attention to the quality of working life of academic staff should be among the highest goals of the university. On the other hand, nowadays, programs for the growth and development of academic members are among the new strategies to maintain and improve the knowledge and performance of lecturers, which have been used by most of the countries during the last few decades in order to improve the scientific ability of the members. To perform their job duties in various fields of education, research and executive-management activities, the academic staff should create a suitable platform for transformation in the educational system. Factors such as the introduction of advanced information and communication technologies, the rapid growth of knowledge and the resulting changes, the need for universities to be accountable to society, the financial constraints of higher education systems, universalization and globalization of higher education, the competition of higher education institutions, etc. All of them have caused universities and higher education systems to think about the continuous growth of their faculty members. The growth of faculty members is an essential and vital part of the success of faculty members as well as the university. Because faculty members are considered as the basic pillar of universities and higher education centers and as the executive arm of universities' triple mission (teaching, research and providing services) and paying attention to them means paying attention to human capital in higher education and in line with It is the fulfillment of this mission. In order to keep faculty members, especially in Farhangian University, who are responsible for training student teachers, considering the growth program as one of the most important university programs. According to the introduction, following the tradition of pedagogy and especially the approach of evaluating professional competence, it has been tried to align with global perspectives, a local model for monitoring, evaluating, issuing certificates and verifying the professional competence of professors (across the field) education) should be presented at the level of the system of the Islamic Republic of Iran, and on the other hand, the basis for measuring the validity of the supervisory tests should be provided. Since there is little information about the role of professional qualifications on the quality of work life and growth of employees, the purpose of this study is to investigate the role of professional qualifications on the quality of work life and mental growth of university faculty members.

The purpose of this research is practical, which was carried out with a mixed approach (qualitative and quantitative) with an exploratory design. In the qualitative section, the statistical population included managers and academic staff members of Farhangian University in the 9th region of the country, who had a doctorate degree and more than 10 years of teaching experience, and 20 people were identified and their opinions were used in the qualitative section. In the quantitative section, the statistical population included 263 faculty members of Farhangian University in 9 regions of the country (Semnan, Mazandaran, and Golestan), and according to the Cochran formula, 156 people were selected as a statistical sample. The researcher-made questionnaire of professional qualifications, quality of work life by Walton (1973) and Balandagi Koroneh et al. (2013) was used to collect the required data.

 The results showed that the effect of professional qualifications on the quality of work life and mental development of faculty members of Farhangian University of Region 9 is significant at the level of 0.99.

In general, it can be concluded that the quality of working life and mental development of faculty members refers to a wide range of activities, on which the role of professional qualifications was confirmed. Academic faculty members, as one of the biggest assets of any society and also one of the most important elements of the educational system, play a very sensitive and decisive role in the training of expert human resources, and the result of their efforts is ultimately growth. And it follows the development of every society. They form the main body of any university and are certainly more important than programs, activities and equipment in this system. Therefore, universities need professors who have competence and professional qualifications. Professional competence is actually part and parcel of the performance of university professors and actually reflects the areas of knowledge, attitude and skills of a person and allows him to act more effectively in his profession. The importance of professors' professional qualifications and their tremendous impact on organizational effectiveness has caused universities to try in various ways to improve and provide the necessary conditions for their maximum emergence. In fact, professional competence shows an image of a developed person who has complete preparations in every way to do the job. In this way, competence can be considered as a behavioral dimension that has an effect on the job performance and growth of a person. Based on this, it seems that professional competence is like an umbrella that includes everything that directly or indirectly affects job performance. Researches have shown that professional competence It has a significant impact on the quality of work life of research experts. If the university authorities are not able to attract and maintain competent and motivated human resources, the university will face problems in carrying out serious responsibilities and duties. Since the academic faculty members of the universities play an essential role in the production of science and the expansion of the boundaries of knowledge, therefore, the universities should satisfy their material and spiritual needs and create a suitable working environment for them for educational and research activities.

Background &

Today, human resources are considered the most valuable and important organizational resources that can lead to strengthening the competitive advantage of the organization compared to other organizations. In today's world, which is accompanied by rapid changes and transformations, effective human resources are one of the most important intangible assets in the organization, and the economic growth of the organization depends on empowering them. Managers of organizations want more than anything to gain a competitive advantage over other organizations and it should be known that to achieve this, making the right decision based on what is for the good of the organization and the environment and also creating an environment where mutual relations and effective among employees is one of the duties of management that can only come from a wise manager. On the other hand, in today's competitive world, an organization has a chance to survive if it can continuously adapt to the environmental changes around it. Environmental changes have forced organizations to continuously seek the best solutions and procedures to adapt to their environment and thus achieve a competitive advantage. As business environments become more complex and uncertainty about their future increases, it becomes more difficult to choose strategies that will lead organizations to success; Because gaining competitive advantage requires a commitment to resources and abilities that are in harmony with market conditions and difficult to return and imitate. The fruits of these commitments are borne over time and must be based on beliefs about the future. Working in turbulent business environments requires increasing organizational flexibility.The meaning of strategic flexibility is the ability of a company to respond to uncertainties by adapting goals to changing conditions or taking active action to create change using the organization's knowledge and capabilities. In a stable environment, the concept of traditional management helps organizations achieve success. But this management approach faces limitations in preparing organizations to face environmental uncertainty. For this reason, new management theories have focused on the development of organizational strategic flexibility as a substitute approach for traditional management. Flexibility can be considered as an organizational feature that reduces the organization's vulnerability to unpredictable external changes or puts the organization in a better position to respond successfully to changes. Since organizational success can be examined from various aspects, in this research, considering the importance of the topic of micro leaders in organizations, especially cultural organizations, we aim to identify the factors affecting strategic flexibility in the center of the intellectual development of children and adolescents that It has been active in the cultural field for more than half a century, and as an all-encompassing government body at the national level, it has been in communication and interaction with a wide range of people, especially children, teenagers and parents, and has a recognized position and records at the international level.

The research method was a mixed exploratory (qualitative-quantitative) research design. The statistical population of the research in the qualitative part included (experts and managers of the Center for Intellectual Development of Mazandaran Children and Adolescents in the field of policy-making) in order to reach consensus in the Delphi method, the sample size in the qualitative part was determined to be 17 people considering the law of saturation. And in a small part, the statistical population included the employees of the Center for Intellectual Development of Children and Adolescents in Mazandaran province. In the quantitative section, the sample size was determined to be 153 using Cochran's formula. The sampling method in the quantitative part was a multi-stage cluster design. The method of collecting information is the library method, and the measurement tool in the qualitative part is a semi-structured interview in the quantitative part, it includes a researcher-made questionnaire, the questions of which were taken from the data obtained from the interview. In order to analyze the data, the Delphi technique was used in the qualitative part and the structural equation modeling method was used in the quantitative part. SPSS and LISREL software was used.

The findings showed that the variable "strategic flexibility" has three dimensions: 1. organizational compatibility, 2. organizational value, and 3. organizational competition.

According to the qualitative stages of the research resulting from the answers of research experts in the Delphi technique in four stages. Also, according to the quantitative part of the research, the reliability of the internal consistency method for each dimension, convergent and diagnostic validity (differentiation of extracted structures based on the final model) was confirmed, and also according to the coefficients obtained for the dimensions of the research model, the questionnaire The compiled results of these dimensions had high reliability. Finally, the "strategic flexibility" variable has three dimensions: 1. Organizational compatibility, 2. Organizational value, 3. Organizational competition. It should be mentioned that the Center for Intellectual Education of Children and Adolescents should act step by step and gradually according to a road map and long-term strategic plan, and in order to implement it, it is necessary to develop an operational letter. Of course, these variables are not among linear variables, therefore, in the field of presenting a comprehensive model, this issue has been investigated, and the model presented by experts in the field of management, such categories are distantly related, and the model presented by experts in the field Management and training have a direct relationship with the organization's citizenship, in some cases, it is necessary, in other places it may have an indirect effect on the organization's citizenship behavior due to the variable of leadership. In some cases, in some concepts, these variables may overlap.

The discussion of active learning and active learner has a special place in educational topics today. Learning is a process that ultimately leads to behavior change. Learning means strengthening the ability with the help of experience gained from pursuing things. The importance of paying attention to education and learning is at the top of programs and a factor in the development of countries. In such situations, management, identification and creation of new strategies in teaching and learning are vital. Team learning addresses the issue of collective learning and transforms teams and teaches them to mobilize their energy and strengths to achieve common goals. Team learning brings multiple outcomes and these outcomes occur at multiple levels. The study of organizational learning as a consequence of team learning showed that the direct relationship between individual learning and organizational learning was ambiguous and organizations would acquire it through the integration of individual learning and integrated learning process at team level. On the other hand, critical thinking as a learning tool acquaints students with the art of reasoning and logic and prepares them for extracurricular situations and to live better and understand better. Given the role that students play during their studies and after their studies in the fields of research and education, determining the level of media literacy for this group is a good focal point for starting media literacy training. Students should be able to choose the right tools to search for information and have the right search strategies to quickly access the information needed. To simply put, the goal of team-based learning is to increase students' skills in achieving higher levels of cognitive learning by applying individual knowledge in the form of a collaborative learning team. Team-based learning is an educational method that leads to the acquisition of communication skills, problem solving and practical knowledge. Experts have described team-based learning as an effective method of deep learning in the medical sciences. Since there was no study on the model of the effect of team-based learning in the corona pandemic period on critical psychological thinking in medical universities, so in this study, the model was presented.

This study was conducted with a qualitative and quantitative approach. In the qualitative section, the statistical population included 30 professors of Farhangian University and Babol University of Medical Sciences, 20 of whom were selected by purposive sampling and 4331 students of Farhangian University of Medical Sciences and Babol University of Medical Sciences were in the quantitative section. Subjects were selected using random sampling method based on Cochran's formula. A researcher-made questionnaire from a semi-structured interview was used to collect study data and PLS software was used to analyze the data.

The results showed that there was a factor load of 0.433 between the exogenous latent variable (team-based learning in the corona and post-corona pandemic period) and the endogenous latent variable (critical thinking), based on the path coefficients. The t-value (8.330) is outside the range (2.58 and -2.58), so the effect of team-based learning on the components of critical thinking in the corona and post-corona pandemics at the level of 0.99 was significant. Looking at the t-statistic values ​​of the components of both variables, we found that among all the components of the variables, this relationship was significant. Among the components of the team-based learning variable, the highest t-statistic belonged to the "educational facilities and equipment". It was one of the components of the physical dimension with the value of 83.883 and the lowest value was related to the component of the "axial group" with the value of 25.342. Therefore, it can be concluded that the effect of team-based learning on the components of critical thinking in the corona and post-corona pandemics was positive and significant. The results of data analysis in this section showed that the relationships between the effect of team-based learning and critical thinking components in the corona and post-corona pandemics was confirmed and there was a significant correlation between all variables. Also, after examining the relationship between the effect of team-based learning and the components of critical thinking in the corona and post-corona pandemics, the main hypothesis was confirmed.

In general, it can be said that team-based learning had an impact on the components of critical thinking in the corona and post-corona pandemics that team-based learning can be used as a useful way to increase critical thinking. In the present study, the aim of familiarizing professors with the category of team-based learning and the need to pay attention to it as a context to achieve this goal is to create a role in the realization of good life for the individual and society, according to the process of identity formation and evolution. It is necessary for educators to first acquire a set of necessary competencies. It is hoped that the results of the present study can make the managers and officials of universities aware of the importance of this issue so that they can take effective and practical steps towards the success and implementation of the present study. The limitations of this study included limiting the statistical population to Babol University of Medical Sciences and Farhangian University, as well as the geographical scope of the research as well as the difficulty of communicating with some university professors. In line with the results of the study, it can be suggested that the Ministry of Science, Research and Technology provides successful managerial and strategic experiences of universities and institutions of national and international higher education at home and abroad as a practical example to universities and institutions. Also, university administrators should form critical research teams to anticipate the issues and problems facing the organization in terms of paying attention to team-based learning paradigms and critical thinking. Also, they should develop international science parks and research centers in universities to expand the activities of administrators and professors to move towards this style of participatory learning.

The purpose of this research is to design a model for the development of strategic thinking competence of managers of industrial education and research institutes. This research is functional.in terms of purpose which was conducted in a qualitative method, based on theme analysis, using semi-structured interview tools. The participants in this research were 18 experts and strategic level managers and related academic professors with at least 20 years of service experience and at least 5 years of managerial experience, familiar with the literature on the development of managerial competencies and having at least a master's degree. which were selected purposefully and by snowball method. In order to confirm the reliability criterion, the participants were asked to express their opinion about the acceptability of the results. Also, 4 experts were consulted about the results, and finally, the results were approved by making minor corrections. In order to confirm the reliability, Cohen's kappa reliability coefficient was used, and in this study, its value was 0.76, which indicates the reliability of the results. Based on the analysis results of the semi-structured interview, 4 properties, 13 categories and 65 concepts were obtained for the strategic thinking development model of the managers of the Industrial Research and Education Institute. The results show that the strategic thinking development model of the managers of the Institute of Education and Research of Industries includes four dimensions of professional knowledge and information, skill training and development, attitude and insight.

The purpose of this study is to present the growth pattern of small and medium enterprises (SMEs) in the Iranian poultry industry. For this purpose, with the qualitative research approach and meta-synthesis tools, which include seven steps, the results and findings of the previous research were systematically evaluated and analyzed. In this study, various databases between 2004 and 2019 were examined. Various keywords were used to search for articles in the research and an attempt was made to select a diverse set of keywords to search for maximum retrieval. As a result of searching in different databases, 862 publications were found, of which only 31 were in the field of SMEs growth and were both in terms of title and content in line with the purpose of the present study. By carefully studying the finalizing sources and in accordance with the objectives and questions of the research, relevant findings were extracted from each of the sources, including components and growth indicators of SMEs in the Iranian poultry industry. In total, the concept of SMEs growth in the Iranian poultry industry were identified and classified in 6 dimensions, 19 components and 47 indicators.

The purpose of this study is to determine the effective components and their role and effect in explaining the philosophical foundations of moral values in the formation of organizational behavior and its method in terms of applied purpose, which has been done with an approach mixed with exploratory design. In the qualitative approach, the Delphi method and in the quantitative approach, the current situation has been studied and the descriptive survey method has been used. In the first stage, a "qualitative study" was performed to obtain the dimensions, basic components and items of philosophical, educational, moral values and organizational behavior. In the second stage, the basic dimensions and components obtained in the qualitative stage were exposed to the judgment of the statistical community and its importance was quantified through factor loading. In the third stage, using the obtained information, the model was presented on the content and structural dimensions of education staff. The statistical population in the qualitative part is 14 knowledgeable and specialized employees of the Kerman Education Organization and in the quantitative part includes the heads, educational deputies, managers and education staff of Kerman province, which was selected by purposeful census by 135 people. Were.

Based on the research findings, the proposed model in the present study has a very good fit in every way and it can be said that it has a high degree of appropriateness of this proposed model. Keywords: Philosophical foundations, educational foundations, moral values, organizational behavior

In expressing the relationship between servant leadership and knowledge sharing, it should be said that despite the comprehensiveness of the concept of servant leadership style within the organization, there is little research on its relationship with knowledge sharing and social capital in organizations. It doubles the research in this area. In expressing the relationship between servant leadership and social capital, it should be said that servant leadership style can affect all aspects of social capital; In other words, by creating mutual trust and influence in followers and modeling, empowering followers, creating their competence and merit, increase the social capital of the organization. In other words, one of the factors affecting the level of social capital is the type of leadership style adopted by managers. In fact, leaders can grow people by adopting a service-oriented leadership style and investing in people by building trust between themselves and their followers, serving them, and sacrificing personal interests against them in the organization's decisions and missions. Through spiritual nourishment, involvement of followers in organizational affairs, giving responsibility to the followers with authority and being flexible and steadfast, it helps to promote social capital and in this way, in addition to benefiting from people with high human capital, Benefit from the advantage of expanding social capital in your organization. The present study seeks to design a model on the concepts of servant leadership style and knowledge sharing in relation to each other and social capital as a mediating variable in Mazandaran University of Medical Sciences and thus helps to expand the existing knowledge in this area. N. Given the above, it is clear that "servant leadership style" is associated with the variables "social capital" and "knowledge sharing" and can be a source of positive effects on the organization, so the researcher's preoccupation to answer this question. What is the model of the relationship between servant leadership style and knowledge sharing with the mediating role of social capital in Mazandaran University of Medical Sciences?

This research was method-mixed in terms of method. The study population in the qualitative part included the president of the university, managers of the department, the director and managers of the eight vice-chancellors of the university and the director of the nine affiliated faculties) of Mazandaran University of Medical Sciences with an approximate number of 45 people and in the quantitative part included the staff of Mazandaran health services and sub-faculties were in 2016. In the qualitative part, sampling was done by snowball sampling method and 20 people were selected and in the quantitative part, it was done by sampling multi-stage relative classes with Cochran's formula and 323 people. In this study, considering that the data collection method was a researcher-made questionnaire, which consisted of two parts, including general questions and specialized questions (including 95 items). Delphi technique was used to analyze the data in the qualitative part and the structural equation method (SEM) and AMOS software were used in the quantitative part.

The results showed that the direct standard coefficient of the servant leadership style variable on knowledge sharing was 0.57, t value was 5.220 and P-value was less than 0.05. There is a significant relationship between servant leadership style and knowledge sharing. The direct standard coefficient of the servant leadership style variable on social capital is equal to 0.55, the t value is equal to 4.731 and the P-value is less than 0.05, the result is that the relationship between the servant leadership style variable and social capital is meaning. The coefficient of direct standard of the social capital variable on knowledge sharing is equal to 0.39, the value of t is equal to 3.932 and the value of P-value is less than 0.05, therefore, the relationship between social capital and knowledge sharing, the relationship. The results also showed that the value of chi-square in the model 1450/4503, the degree of freedom of the model is equal to 3208, the result of their ratio is equal to 1.404, which is an acceptable value. On the other hand, the fit indices of the main model such as CFI and IFI are all in an acceptable and appropriate level and the SRMR index is 0.061.

In general, the more widespread the service leadership in an organization, the greater the sharing of knowledge and social capital. Social capital also facilitates people's access to other resources inside and outside the organization, increases people's willingness to engage in two-way interaction, and improves the effectiveness of knowledge creation and sharing. The dimensions of social capital, especially trust, networks, relationships and cooperation, with the effective sharing of information, control of information change and reduction of executive and managerial costs, encourage people to participate and cooperate with each other, as well as create and share new knowledge. This, in turn, facilitates knowledge management processes in the organization. To create and share knowledge, there must be a high level of trust and optimism in the relationships of members of the organization with each other. In some organizations, rewards are set or employees are forced to pass on their knowledge to others in order to encourage employees to share knowledge. The danger that may arise is that employees, in order to be rewarded or to satisfy higher authorities, seem to share knowledge and do not transfer their real knowledge and only share some useless information with others. This is usually due to mistrust and lack of social capital among individuals. Indeed, improving an organization's social capital can enhance the acquisition, coding, and transfer of knowledge; Because by facilitating the combination and exchange of resources, it helps the organization's ability to create innovation.