جستجوی مقالات مرتبط با کلیدواژه « Competency » در نشریات گروه « علوم سیاسی »

Cultural managers play a significant role in fulfilling mission of Ministry of Culture and Islamic Guidance as the main institution responsible for cultural issues in society. Therefore, the purpose of study is to present the competency model of future cultural managers of Ministry of Culture and Islamic Guidance using mixed method.

The population of qualitative section are cultural managers of collections affiliated to Ministry of culture with at least 5 years of experience in related positions. They have a degree in culture and master's degree or higher of management. The selection of samples was done using purposive sampling and semi-structured interviews with 7 general questions were continued until realization of saturation in interview 11. Data analysis in three stages of open, axial and selective coding led to the extraction of 98 concepts, 19 sub-categories and finally 7 main categories from the integration of concepts. In the quantitative stage, based on the extracted components, a questionnaire was prepared and given to 280 culture managers. The data were tested using structural equation modeling and Smart PLS software to confirm the validity of existing relationships among model variables.

Based on the final model, individual motivators on general and specialized competence; organizational contexts, cultural changes, general and specialized competence on competence-oriented strategies and competence-oriented strategies influence on cultural development.

Considering the rapid cultural changes in the society, necessary that the selection and appointment of managers in cultural organizations should be done by observing and establishing forward-looking rules.

The appropriateness of managerial skills of AJA managers in order to run and manage institutions and organizations can play a fundamental role in the success of organizations. The current research was done with the aim of identifying the competencies of AJA managers and providing a model to explain them. In this research, the "Sendelowski and Barroso" seven-step hybridization method was used Based on this, the research community is based on databases (Noor specialized journals (Noor Mags), the country's publications information bank (Magiran), Knowledge Reference (Civilica), Ganj base, and the Persian scientific search engine (Elmnet)) and domestic authoritative journals in this They formed a domain where 140 sources were found. Sampling was done based on meta-combination steps and 46 samples were selected based on pre-determined criteria. In order to analyze the data, open and axial coding was used, and in order to determine the reliability of the research data, the verification strategy of the research colleagues was used. During the process of analyzing and combining the findings, the competency model of AJA managers was formed by extracting 164 concepts, 28 categories and 8 dimensions (knowledge competence, value and moral competence, managerial competence, leadership competence, skill competence, behavioral competence, scholastic competence and insight competence).

The main goal of this study is to construct and analyze the Factor structure of the designed questionnaire to assess the general competency of the professional higher education managers (based on the approval of the Supreme Administrative Council). The statistical population of the study includes all managers in managerial positions at the basic level, . The sample size is estimated according to the studied objectives such as measurement model test and structural model test for 300 test group. To select the samples, several higher education centers in Tehran are randomly selected and then by referring to these centers, random sampling to is carried out. The data is used to describe the parameters and calibrate the questions using descriptive statistics, Spearman correlation, confirmatory factor analysis and various methods of item response theory. The results of confirmatory factor analysis reveal that the data fit well with the hypothesized model (9 competencies). The correlation range between different factors (competencies) is between 0.32 (between responsibility -communication skills) and 0.75 (between commitment and organizational belonging - effort and hard work). In the question theory method, the presumed unidimensionality assumption is established by the parallel analysis method for all questionnaire factors. The likelihood ratio test shows that for all factors, the generalized partial score model fits the data better. Cronbach's alpha coefficient ranged from 0.69 (organizational commitment and affiliation) to 0.82 (goal orientation and performance guidance). The findings demonstrate that this questionnaire can be used to assess the general competence of basic managers in higher education.

Managerial competence is a tool to achieve desired organizational results or outcomes that managers use, and defense organizations as leading and strategic organizations must have a set of competent managers so that the organization can achieve its mission and goals. According to this issue, the current research was conducted with the aim of “designing a competency model for the managers of the Ministry of Defense and Armed Forces Support”, which is an applied research. In the first stage, by library research and interviews with experts and using the opinions of experts and using the theme analysis method, the competence model of the managers of the Ministry of Defense and Armed Forces Support was extracted in 140 basic themes, 13 organizing themes and 4 comprehensive themes. In the second stage, the model presented in the form of a researcher-made questionnaire was given to 20 experts in human resource management and its reliability was calculated as 0.989. Also, Smart-Plus software was used for data analysis and finally the validity and reliability of the model was also proved. Based on the presented model, the competence of the managers of the Ministry of Defense and support of the armed forces including individual competence (personality, moral, attitude, social, knowledge and ability); interpersonal competence (communicative and behavioral); It is organizational competence (skill, managerial and operational) and perceptual-cognitive competence (strategic and cognitive).

Development studies now focus on human resource and human resource development analysis levels. Accordingly, this research is generally concentrated on the individual aspects of HRM. Researches regarding this field are various in terms of concepts, methods and approaches, each of which refers to parts of the individual development model. Therefore, this research aims at developing an integrate review of the present literature and conducting a comprehensive competency-based individual development model through a systematic literature review. The researchers employed open, axial and selective coding method and ATLAS.ti9 for data analysis. 7322 documents were identified. Having subjected them to non-inclusion standards, the researchers presented 37 documents to the software for an in-depth investigation. As a result, 359 narrations were identified and grouped into 177 codes, 21 subcategory and 5 main categories. This research led to the presentation of a new model including the following categories: input, individual development plan (setting goals, prioritizing the goals, goal achievement strategies, time management, revising the individual development plan, participatory implementation, determining evaluation criteria, assessment and monitoring of individuals, feedback, reviewing the individual development plan, output, intervening conditions, and contextual conditions. The proposed model can be employed as a basis of the successful individual human resource development plan by various organizations.

To achieve a new Islamic civilization, the public officials' role in the efficiency of religion and excellence of the Islamic system is exclusive. In this regard, this Article attempted to take steps to establish the Islamic Government in the new chapter of the life of the Islamic Republic of Iran by counting the components of competency of the public officials aligned with The Islamic Republic of Iran and improving those components.In the research process, having used textual Grounded Theory, all Ayatollah Khamenei’s statements were recorded among the public officials, and the data were analyzed by open, selective and theoretical coding.Based on the strategy-oriented and value-oriented approach in specifying the competencies, 22 main categories for public officials' competencies and also 16 main categories for their improvement were identified.Government of the Islamic Republic of Iran can be effective at the horizon of the civilization of Islamic Revolution in the universe, by effectively training and organizing the public officials aligned with The Government of the Islamic Republic of Iran, in line with the transformative, transcendental and civilized competencies, having used ways to strengthen the internal construction, generational cohesion, identifying and guiding talented young human resources and expanding think tanks and shall take firm steps toward civilization through synergy of its public officials in the form of " transformative, transcendental and civilized ambassadors".

In recent decades, as the Internet and cyberspace have increased, a range of governments have redesigned and revised policies to protect their infrastructure and citizens from potential and actual cyber threats. One of the most important of these measures is to identify the capabilities of the required cyber security organizations to fulfill their tasks and missions. Therefore, in this research, we have designed the cyber security organizational capability model as the main goal of the research.

from the objective point of view, the present study is applied-developmental and is also a quantitative research in terms of data collection and analysis. based on the results of exploratory studies and by extracting 45 indicators, 23 components and 7 dimensions, a conceptual model was designed. In the second stage, the face validity and reliability of the model components were examined by consulting 8 experts. In the third stage, based on the opinions of 43 scientific and executive experts in the field of cyber security, the desirability of the model components was evaluated using SPSS and PLS software.

Based on these findings, the model of organizational capabilities in the field of cyber security includes seven dimensions of dynamic human resource, jihad culture, cyber resilience, Organizational Ambidexterity, organizational capital, Transformational leaders and powerful cyber responsive teams.

Focusing on core competencies of human powers will improve the performance of today’s organizations. Now, if focusing on the competencies of the human power is so important that it makes the organization’s performance superior, identifying and focusing on the competencies of managers should be at the top of the priorities; If we add to this prioritization and importance, the important area of the mission and the scope of influence of the counter-intelligence organizations of the armed forces of the Islamic Republic of Iran; It will definitely lead the mind of every fair investigator to the increasing importance of identifying and rating the competencies of managers and commanders. In the meantime, one of the most important factors of the preference of the competency pattern of managers over other patterns in an ideological country with a divine and religious nature is first the difference in values and then specialized knowledge, professional skills, and etc. In the conventional view of social science thinkers and experts in the West, most of the instrumentalist view is towards qualitative concepts and factors, and of course human-centered development is devoid of spiritual and holy values and outside the values of monotheistic and divine system. From this point of view, a better understanding of the security managers’ qualifications according to Islamic teachings seems necessary. This research aims to identify the value competencies of security managers, which is appropriate to that, through the case-contextual method, in addition to collecting information from the library and field method, 13 security experts have been interviewed. The results obtained with a questionnaire based on the Likert scale including 44 indicators were completed by 133 members of the statistical community, whose validity was confirmed through the judgment of experts and its reliability through Cronbach’s alpha, and in the analysis and weighting Its merits have been exploited by the software (SPSS). The indicators of self-confidence and self-belief, insight (political, social and revolutionary), religious and ideological beliefs, and the proud of being an anonymous soldier of Imam Zaman (p.b.u.h.), from the viewpoint of members of the statistical sample play a role as the most important influencing factors in the value competencies of security managers.

As a cultural diplomat overseas, cultural counselors and Attaches have the primary task of introducing, developing and promoting the country's culture in the host country, with the mission of promoting and promoting cultural diplomacy as one of the tools of public diplomacy and soft power. Thus, as the most important human capital of the cultural diplomacy apparatus, these individuals can perform this role effectively when they are competent. The purpose of this paper is to present a model of competency of cultural counselors of the Islamic Republic of Iran abroad. The approach of the present study is qualitative and is based on a systematic review. The statistical population of the study consisted of 858 retrieved works including articles and theses from 8 valid internal and external scientific databases through keyword search and screening process. Finally, 16 works were selected for further analysis. The findings showed that the model of Iranian competencies and cultural Attaches can be divided into three main dimensions: technical competencies, human competence and perceptual competence, and seven categories: knowledge and awareness, technical and professional ability, individual and personality characteristics. intercultural communication competency and ethical and value traits; managerialand leadership skills, and political competence.

Meritocracy is one of the most important factors in managing every society and organization and the competency model is the introduction to this important. This research was conducted to identify, characterize and design a competency model of the commanders of the Army, based on the idea of the Commander in Chief. The method of this research is qualitative, and in terms of purpose is developmental-applied. In order to carry out this research, the statements, decrees and orders of the Supreme Commander in Chief from the years 1368 to1396 were studied and the main and the subordinate categories related to competency; were recognized, extracted and coded from the great statements, The reliability of the research was obtained 0.96 based on the Holsty agreement coefficient. According to the findings of the research, the Competency model of the military commanders of the Army of IRI includes eight main areas: moral and belief qualifications, values and ideals, insight and vision, revolution and jihadism, pivotal, command and leadership, management and behavioral, including 42 sub categories were designed. A comparative study of common model in the research literature suggests that the pattern of thought from the supreme Commander in Chief, based on the genuine Islamic principles, has a comprehensive look at the dimensions of human, organizational, spiritual and material excellence, and the foundations of belief, value, revolution, and jihad point are the strength and exceptional attribute of this model is to distinguish it from existing patterns.

Adequacy and organizational health are among the most important components for promoting accountability. The goals and objectives of each organization are considered seriously; in order to maintain, and enhance the organizational health of its staff and to prevent the occurrence of threats and vulnerabilities the mission of the Special Unit should be taken into account. Probably, the establishment of a culture of meritocratic protection is necessary. The present study was conducted to find out the role of conservative meritocracy in the organizational health of the staff of the special units based in Tehran with emphasis on the processes.

This research is an applied and descriptive survey in nature. The statistical population of the research is the total staff of special units based in Tehran with 6450 people in 2017. The sample size is 364 according to the Morgan sample size chart. The probabilistic multi-stage sampling method was used; the data gathering tool, the researcher-made questionnaire on meritocracy, its credibility or its validity, was confirmed by experts, and its reliability was determined by Cronbach's alpha of 96%; then it was performed on the sample group and based on Statistical test t-test and ranking test Friedman has been analyzed, as well as structural equation modeling was used to complete the work and preparation.
Findings and

The research showed that the four dimensions of protective meritocracy in the organizational health of the staff of special units based in Tehran have a significant and positive effect; among these dimensions, the dimension of protection is the most important. The results of the research indicate that the protection of meritocracy will increase the organizational health of the staff of the special unit and achievement of organizational goals in this platform will be possible with a lower percentage of errors; therefore, special unit managers should apply protective measures in meritocracy to improve the organizational health of the staff and prevent threats and potential vulnerabilities.

Selection of decent and capable individuals for key positions and attention to the principle of merit selection in the distribution of power and division of duties and responsibilities among the elites of society, in addition to contributing to the growth, progress and stability of the country, is a code of the success and survival of the rulers. Choosing the decent individuals in the administrative system is a form of management in which personnel are employed for their individual competence and merits. The purpose of this study is to investigate the job position of employed personnel of the Islamic revolutionary guard corps (IRGC) based on individual characteristics as well as the use of data mining to predict the job position of new employees. For predicting the job position of each employee, after preprocessing steps, personnel's characteristics are supervised based on five machine learning algorithms and after analyzing them, the accuracy of each one of these algorithms is compared to be used in a recommender system. The decision tree algorithm is introduced with 97/90% classification accuracy as the best data mining algorithm in a recommender system for predicting the appropriate post of each employee, and also, on that basis, the Naive Bayes algorithm is the most inappropriate algorithm for this purpose. The value of the present study is that based on personal information, characteristics and competencies, determines the job position of current or new personnel and in this approach, relation is not preferred over specialty, education or other important individual characteristics. Also, utilizing algorithms that are mentioned in this article leads to optimal organization of personnel in a way that each person would be organized in the most appropriate Job position with the least error.

The pattern of proper management of the country has always been a concern for the authorities and executives of the country in the face of a wide cultural influx, unprecedented economic sanctions and various political conspiracies to all-rounder undermining of Islamic Iran. In such a situation, jihad management has been designed in the spiritual system of the Supreme Leader as a desirable managerial model for the Islamic system, a model that has the capabilities necessary to fulfill the goals and ideals of the Islamic Revolution and has the ability to and has the values we expect from an efficient Islamic management system. Accordingly, one of the important issues is what the jihadist executives’ competencies are. The present research seeks to measure the suitability of jihadist executives based on the statements of Imam and the Supreme Leader. The method of qualitative analysis of thematic analysis and MAXQDA software is used to analyze the statements. The result of the study was 363 codes, 84 descriptive themes, 38 organizing themes and 4 general themes. The quadratic themes of the study consisted of religious-belief qualities with 4 organizing themes, individual moral-revolutionary competencies with 8 organizing themes, interpersonal-ethical-revolutionary competencies with 8 organizing themes and management competencies with 18 organizing themes.

Nowadays, competence patterns are one of the affecting issues and the core of all activities of human resource management organizations. Such model creates a new discourse in the literature of management, called competency-based human resource management (CBHRM). It is a new way to integrate various measures in different areas of human resources. In this article, the basic question is:” What is the conceptual pattern of human forces competencies in Nahj al-Balagha? By using the combined method (qualitative content analysis and quantitative ISM), detailed and comprehensive study of Nahj al-Balagha, questionnaire completed by 40 scholars and experts in the field of management and Nahj al-Balagha have been tried to extract the components of competence to develop a conceptual model. Ultimately, according to the study of text and content analysis method, 332 open code, 48 basic content and 6 themes of organizing categories (God-centrism, justice-centrism, knowledge, wisdom, strength and health) were extracted. Based on ISM technique the modeling, rating and eventually human resources competency model in Nahj al-Balaghe were presented and explained.