دانشگاه

The present study was conducted with the aim of creating a picture of the future of Imam Sadiq University and in this regard used the scenario method of the Global Business Network. Based on the findings of this study, 28 key factors influencing the future of Imam Sadiq University were identified in vision 2034 and categorized in 6 dimensions based on the PESTEL analysis model.Based on the opinion of experts, 9 of these factors were more important and uncertain than the average and were counted as important uncertainties; in the next stage, these 9 factors were identified and located based on the impact and influence on the future system of the university using the structural method and the use of MICMAC software, and finally based on the aggregation of content in a news panel, the two factors "financing the University" and "Desire to go to university" were identified and positioned as key uncertainties based on the writing of scenarios; finally, based on this two factors, 4 scenarios included "Magnificent Mansion", "Castle of oblivion", "crowded cottage" and "dark house" were written.

The current research was conducted to identify a model for faculty members’ ostracism in the workplace. This study is an applied study by purpose and exploratory research in nature. It was conducted qualitatively using grounded theory in relation to the method. The participants of the research included faculty memers of Iranian universities, 19 of them were selected through the purposeful and snowball methods and following the rule of theoretical saturation, and the data was collected through semi structured interviews. The results of this research indicate that three categories of causal factors including individual factors, group factors, and organizational factors, as well as contextual factors (factors related to organizational culture, factors related to organizational structure and factors related to organizational processes), and intervening factors also affect the emergence of this phenomenon in universities. Strategies to prevent the ostracism of faculty members and the consequences of this phenomenon in universities have been determined at both the individual and organizational levels. The findings of the research can create a suitable insight about the emergence of the phenomenon of faculty members’ ostracism in the workplace and provide a basis for planners and policy makers of the university system to prevent it.

This article explores the status of the organizational image of the University of Kurdistan from the perspective of stakeholders, and its relationship with the variables of identity, reputation, and organizational commitment. Various factors, such as employee behavior, services, and the organization's name, contribute to shaping organizational identity and creating a general image of the institution in people's minds. The research is descriptive and correlational, with a statistical population of 400 faculty members and 500 employees from Kurdistan University. A total of 289 individuals were selected as the sample. The data collection instruments included four questionnaires with appropriate validity and reliability. The results from the structural equation model indicate that the university's image has a direct and significant effect on reputation (β = 0.623), organizational commitment (β = 0.411), and a sense of identity (β = 0.220). Moreover, the effect of reputation on organizational commitment and sense of identity is also significant. The indirect role of reputation in the relationship between organizational image and sense of identity, as well as between organizational image and organizational commitment, has been confirmed. The findings highlight the importance of evaluating and cultivating organizational image within universities, emphasizing that the variables of reputation and perceived organizational identity can serve as mediators to enhance the organizational commitment of employees and faculty members, even in the presence of an unfavorable organizational image.The indirect role of organizational reputation in the relationship between university organizational image and sense of identity, the indirect role of organizational reputation in the relationship between university organizational image and organizational commitment, and the indirect role of organizational commitment in the relationship between university reputation and sense of identity were confirmed. The research highlights the necessity of evaluating the consequences and creating organizational image in universities.

this research was carried out with the aim of identifying the requirements for the implementation of the mentoring process of faculty members in Ferdowsi University of Mashhad.

This research was written with a qualitative approach and using a theoretical research method based on thematic analysis. The population is all faculty members in all faculties of Ferdowsi University of Mashhad, who are working at the academic levels of assistant professor, associate professor, and professor. Purposive sampling method was used for sampling and semi-structured interviews with 19 faculty members of Ferdowsi University of Mashhad were used to collect the data.

The requirements for mentoring faculty members in Ferdowsi University of Mashhad were identified in 3 main categories of organizational, individual and managerial requirements, and they contain 14 subcategories, which are under the category of Organization 6 is under the category of cultural, institutional, communicative and interactive, social, administrative, occupational and incentive requirements. The individual requirements of the faculty members' mentoring process include 3 sub-categories of personal, professional and specialized requirements and impersonal orientation. Managerial executive duties also include 5 categories of identifying and using opportunities, identifying and using challenges, policy making and decision making, management and leadership, and implementation and execution.

In order to implement the Mentoring, in addition to the importance of the implementation process, attention must be paid to the underlying factors and components that influence this process so that the Mentoring program of the faculty members in the university can be implemented successfully.

The present study was conducted in order to identify strategies and mechanisms for improving the effectiveness of cooperation between universities and industry in Iran and to determine their impact on the six levels of cooperation between the parties. From the point of view of the approach, this research is a mixed and exploratory method, and the seven-step hybrid method of Sandelowski and Barroso and the descriptive-survey method were used.Therefore, 32 articles presenting the model was selected and using the metacombination method of strategies and mechanisms to improve the effectiveness of industry and university cooperation in Iran, statistics and in the quantitative part of the research, prioritization of their impact on the cooperation levels of the parties was done using Friedman's statistical test. Based on the results of this research, it was found that in the first, second and third levels of industry-university cooperation in Iran, individual relationships are the key players, adopting new strategies and facilitating and supporting mechanisms such as identifying key players, identifying main stakeholders, creating research and research centers has the greatest impact on the cooperation of the parties. In the fourth, fifth and sixth levels of cooperation, where organizational relations are the main axis, adopting new strategies and mechanisms for systematizing cooperation, such as promoting the culture of joint cooperation, creating a sustainable financing system, creating a knowledge-based joint cooperation ecosystem, and creating a joint research and research cooperation system have the greatest impact. on the cooperation of the parties.

The knowledge about human capital as a driving force of economic development has increased in recent years (Rashki , 2019). "Industry 0. 4" or "Fourth Industrial Revolution" is changing our lifestyles and customer-bank relations. It inevitably interprets that both existing commercial techniques and monetary management are not excluded from this change (Singh , 2022). Rapid changes in today's world have created great challenges for banks. Pioneer banks took advantage of opportunities with managerial tools and advanced technologies to achieve banking objectives (Najafbeigi et al , 2011). Such measures lead to bank changes, discussion of the bank's problems, solving problems, and preparing the bank for a successful future.

With a decrease in student numbers, heightened competition among universities, and a shift in the student selection paradigm towards a professor-centric approach, the role of distinguished and respected professors in the success of universities and the attraction of talented students is on the rise. This research aims to identify the components influencing the personal brand of academic staff members. The research methodology is mixed exploratory. In the initial phase, employing qualitative thematic analysis, the components of the personal brand of faculty members were discerned through interviews with experts, and the thematic network was delineated. In the second phase of the research, a researcher-developed questionnaire was administered to 54 faculty members, and the impact of the identified components on the personal brand of faculty members was ranked. The research findings suggest that engagement with scientific social networks, intrinsic motivation, interpersonal relationships, scholarly publications, intelligence and talent, academic standing, rhetorical skills, personal knowledge, and teaching methodologies significantly influence the personal brand of university faculty members. In light of these findings, it is recommended that faculty members actively engage in online scientific networks and participate actively in scientific and industrial conferences by fostering interpersonal relationships. Moreover, through the enhancement of individual knowledge and the authorship of credible books and articles, and the development of expressive skills and the utilization of effective teaching strategies, they can elevate their personal brand.

Achieving independence, in all its conceivable dimensions, is one of the main goals of the Islamic Revolution. According to the self-sufficiency policies in defense and security dimensions that announced by the Supreme Commander in chief one of the vital aspects of independence, especially in fields of security and defense, is manifested through the development of knowledge and research; So that in the present era, defense has become more dependent on knowledge and technology and it is expected that this trend will continue in the future. Therefore, make its knowledge needs requires the mobilization of scientific and research capacities in the country. Although some of these needs can be met by defense research and academic centers the range of defense knowledge and technologies required is such that the use of national research capabilities is in. On the other hand, numerous studies on the reports published in the Supreme Council of the Cultural Revolution regarding education and postgraduate studies in the Ministry of Science acknowledge that despite the significant growth of postgraduate capacity in universities in recent years, unfortunately this huge capacity has not been well used. Of course, many studies have been done on the government-industry-university relationship, but the relationship between the defense industry and universities has been less studied or the results have not been published. Finally, the proposed model extracted from the present study, consisting of the 9 mentioned components, was presented as a strategic model for the development of research alliances between defense industries and universities in the horizon of 1414.

This study aimed to identifying the strategies for realizing environmental creativity in universities based on the opinions of academic experts.

In this study, which is based on purpose, applied and based on method, qualitative-phenomenological. Data collection method was semi-structured interviews which was conducted with 25 interviewees using purposeful sampling method ( key experts) and theoretical saturation as a criterion. Also, We employed thematic analysis based on the perspective of Attride-Stirling (2001) in three levels of basic, organizing and Global themes for data analysis.

Finally, strategies for realizing environmental creativity in universities were classified into two organizing themes: intra-institutional strategies (including 8 basic themes) and extra-institutional strategies (including 6 basic themes).

It seems that the application of the identified strategies can contribute to the dynamics of academic environments and the constructive interaction of the university institution with the surrounding environment.

The purpose of the present study was to examine the challenges of Islamic University development. This research was done using the qualitative case study method. The potential participants included managers and expert faculty members, with experience and with ideological/theoretical orientation (20 people) regarding the issue of Islamization of the university, who were selected using the purposeful sampling method of the criterion type (expertise and experience). And they were selected according to the saturation of the findings. In order to identify the development challenges of the Islamic University, based on the model of the dynamic system of the development of the Islamic University(Turkzadeh and Moeini, 2014) and based on the detailed framework compiled by Turkzadeh and Hashemi (2015), the components were based and with The study of theoretical foundations and related research records, as well as interviews with experts, have been analyzed and explained qualitatively. Based on this, the development challenges of the Islamic University, consisting of 16 cases, were identified in three institutional (7 cases), executive (4 cases) and technical (5 cases) levels. In the following, the effective mechanisms of the challenges in the development of the Islamic University and the causes of the solutions to overcome them were identified

In today's modern, complex and dynamic societies, where various institutions provide services in various fields, neglecting to pay attention to the effective role of each institution in the development of the other and the synergy between them, means not having a system thinking that will ultimately make the society Doomed to failure. University and industry, as two effective institutions in advancing the goals of each country, are strongly dependent on each other, and the need to develop relations in the current era is not hidden from any society. The development of university-industry relations has many positive consequences in the improvement and progress of both institutions and the entire society, and one of the most important consequences is the empowerment of human capital in society. The purpose of the current research is to identify the main components of governance for the development of university-industry relations, in order to empower human capital, so that policies for the development of relations can be considered in these components. For this purpose, a preliminary model was extracted by examining library documents, and by designing main questions and conducting semi-structured interviews, the content analysis of the collected data was carried out, and the main components of governance for the development of university-industry relations were extracted. These components were identified in 10 main categories and four dimensions, including formulation of cooperation and coordination policies and strategies, technology transfer, knowledge and skill transfer, and evaluation and feedback.

The current research has been done with the aim of presenting a model of knowledge management in universities. In terms of methodology, this research is of the type of applied studies, and in terms of method, it is among the qualitative and meta-composite researches. For this purpose, it was used through searching in the internal and external scientific databases of the Iran Scientific Information and Documents Center (IranDac), Jihad Academic Database, Islamic World Citation Database, Web of Science, ProQuest, Scopus, Google Scholar and Science Direct. 786 articles were extracted according to the defined search strategy, and at the end of the review process, 41 sources were selected for final analysis. The content validity of these documents was verified by the Critical Assessment Tool (CASP) method. In the analysis stage of the selected documents, the sub-components and open codes of these documents were extracted by the qualitative content analysis method and then categorized and combined under the main components and dimensions of the research. In order to validate the findings, the method of comparing the opinion of researchers with an expert was used, and the Kappa agreement coefficient was 0.783. The results showed that according to the nature of the university, four main categories can be considered for the model of knowledge management in universities. Knowledge vision plan, knowledge flow, knowledge transformation and knowledge evaluation. Also, the results showed that the four factors of culture, technology, environment and stakeholders play an important role in the success of the knowledge management model based on the context of knowledge management in the university. In a general summary, it can be said that knowledge management in universities is not limited to a specific time and program, and with the end of the four stages of this model, knowledge management will enter the stage of a new knowledge plan.

Coaching organization is one of the new paradigms in the field of organizational development that uses coaching to realize talents and organizational knowledge management. The present research was conducted with the aim of analyzing the dimensions and components of the Coaching organization in universities. This research is among the qualitative researches and in the analogical paradigm, which is practical in terms of purpose. The statistical population of this research includes experts in the field of coaching, including professors and managers of universities in Tehran. 25 people of the desired sample have been selected by purposeful method and snowball technique. The data collection tool is interview. The data were analyzed by thematic analysis using ATLAS.TI software. The results of the research identified three dimensions include coaches’ characteristics, coachees’ characteristics and organizational characteristics. According to the results of the present research, it is suggested to address the aforementioned three-dimensional components and indicators in order to effectively establish a coaching organization in universities, so that by teaching the principals and skills of coaching to managers, provide the ground for preparing and accepting the coachees to adapt to the changes; In this regard, it is necessary to change management strategies, use a flexible organizational structure with few hierarchies, institutionalize a culture that supports participation, learning and creativity, and use up-to-date electronic information and communication technologies, provide the platform needed for universities to become coaching organization.

Communication between the university and society is one of the ways to realize knowledge-based production. The introduction and application of academic findings in the field of government administration, industries and small and micro businesses is facing problems and issues. One of the fundamental roots of these problems are issues related to the human factor as a consumer of knowledge produced in the university, which requires cultural measures to solve these problems. One of these measures is the use of behavioral insights to facilitate university-community communication, which costs almost nothing to use. For this purpose, using library studies, the factors influencing the formation of people's choices were identified. In the next step, using a survey of experts and TOPSIS and SAW techniques, these factors were ranked. For this purpose, the opinions of 32 experts were used. The results of the research show that the first three ranks of these factors in terms of importance are: highlighting information in communication, using social norms and using the principle of simplicity in conveying the message.

From mid-2000, in response to environmental change, Lean principles and concepts entered universities and institutions of higher learning. Meanwhile, Malek Ashtar University of Technology, as a special university under the Ministry of Defense and Armed Forces Support and the Ministry of Science, Research and Technology, considers the destruction of the university as a principle in its strategy and vision document and seeks to move towards the destruction of the university. Therefore, the present study was written with the aim of presenting the strategic model of Lean University and seeks to answer the main question, what is the strategic model of Lean University? To answer the main question, the method of qualitative research is data theory and the method of data collection is in the form of in-depth and semi-structured interviews with 20 managers, professors, experts and experts in the field of lean, especially lean university (first-hand data) and extensive studies in In order to collect literature, studies and classification of articles and books in the field of pure and pure university were done (second-hand data). Sampling method In this study, the qualitative research method was performed by combining purposeful, judgmental and snowball sampling methods. In this research, based on the key points coding strategy, 232 basic codes, 105 concepts and 43 categories were obtained, and finally it was summarized that "minimizing costs and losses", "improving efficiency", "continuous value creation", "increasing productivity", "Strengthening competitive advantage" and "university excellence" are among the consequences of the dismantling of Malek Ashtar University of Technology.

Emotions are inside organizations and cannot be separated from the work environment, and it is important to pay attention to the management of emotions. The purpose of this research is to design a model of factors affecting emotion management in Islamic Azad University.

The research method is exploratory in terms of objective and qualitative approach. In order to collect data and identify factors, content analysis method and interviews with 20 experts using theoretical sampling method were used to achieve theoretical saturation. Fuzzy Delphi technique was used to screen the factors, and to model and stratify the identified factors, interpretive structural modeling and Mick Mac analysis.

The findings showed that the factors affecting emotion management include background factors, cognitive-social factors, structural factors, and behavioral factors. In leveling the factors, it was found that the background factors are in the third level and the most influential factor in emotion management

In order to strengthen and improve emotion management in universities, the factors that affect this matter should be taken into consideration by managers. Background factors in the first degree, and structural factors and cognitive-social factors in the second degree have a higher priority.

One of the most powerful tools to improve the performance of human capital is performance appraisal, which is very important for university faculty members because of the impact of this group on various economic, social, political and cultural aspects of the country. Hence, the present study aimed to identify and prioritize the factors affecting the evaluation of faculty members using the fuzzy Delphi method. This study has a mixed methods research design with quantitative and qualitative sections, in an inductive paradigm, which is applied in terms of purpose and exploratory in terms of nature and method. The statistical population of the study consisted of faculty members of Lorestan University, 60 of whom were selected based on the principle of theoretical adequacy using purposive sampling. In the qualitative section, semi-structured interviews were carried out to collect the qualitative data, the validity and reliability of which were confirmed using the CVR coefficient and the Kappa-Cohen test. The data obtained from the interviews were analyzed using Atlas.ti software and coding method in which the factors affecting the evaluation of the faculty members' performance were identified. In the quantitative part, a fuzzy Delphi questionnaire was employed to collect the data, the validity and reliability of which were confirmed by content validity and retest. Additionally, using the fuzzy Delphi method, the identified factors were prioritized and the most important factors were identified. The results show that among the factors affecting the evaluation of faculty members, having original and well-cited research in their fields, observing scientific and professional ethics, being known nationally and internationally, having prominent contribution to the field, having a work in which the applicant proposes an idea and has a high share of its credit, and having scientific credibility and authority.

Despite the expansion of knowledge management in recent years, many educational institutions feel disappointed in its optimal use. These organizations seek to find a suitable way for the organization's employees to comprehensively understand various aspects of the concept of knowledge management and its implementation and application methods in order to improve and achieve the organization's high goals. The aim of the current research is to identify the components of the native model of knowledge management for recognizing and effectively using the facilities and information resources available in Payam Noor University of Iran. The approach of qualitative research and the strategy of research synthesis plan have been used. The research community is all printed and digital documents in the information sources of our country, 16 documents were selected based on the defined criteria and in a targeted manner until reaching data saturation. The analysis of the data collected by the method of basic analysis of the theme, which leads to the extraction of 5 categories and 59 components for the effective use of the knowledge stored and available in Iran's Payam Noor University, based on which it is possible to deal with the challenges of the education process in critical situations and Learning in this university should be used by managers and employees. Also, based on the obtained results, it is possible to evaluate the use of intra-organizational knowledge and existing expertise in an educational institution.

Considering the nascentness of the topic of authentic leadership in the literature of leadership and the existence of ambiguity about its structure and components in the research that has been conducted, as well as there is an increasing trend seen in the last two decades toward authentic behaviors of leadership in the organizations, there is a need to a more and better understanding of the concepts and structure of authentic leadership among researchers in the field of management and leadership has intensified; the current research aims to reduce the structural ambiguity by more comprehensively identifying the concepts and components of authentic leadership, and by providing a systematic and focused study on the field of academic leaders, by providing an integrated model, answer the general question of what is the academic authentic leadership and what dimensions it consists of. This research has been done using a qualitative method of meta-synthesis. The research community includes 61 cases (articles, books/book chapters, and treatises) that were selected from among 2186 reviewed documents. The meta-synthesis findings led to the identification of 305 primary concepts, 59 subcategories, and finally 4 dimensions of authentic academic leadership including becoming oneself, positivity, relational authenticity, and ethical orientation. By describing the process and reasons for calculating the obtained components and comparing authentic leadership with other leadership styles, it has been tried to reduce the structural ambiguities and make it more transparent.

The purpose of the current research is to design a crisis management model for administrators of Farhangian University. The research method is qualitative; and applicable research in terms of its purpose. The statistical population of the research includes 16 university experts, managers and academic staff members who had experience in crisis management, and were individually interviewed and selected by theoretical (non-probability) and purposeful sampling. And semi-structured interviews were used with university experts. The components and quality requirements of crisis management were obtained through theme analysis during three stages of data coding. The results showed that the components of crisis management in Farhangian University include the degree of preparedness to deal with the crisis (individual factors, organizational factors, educational factors, economic factors); preparation of risk management plan (before the crisis, during the crisis); Organizational structure; participation of organizations; organization communication (internal communication plans, external communication plans); Continuous monitoring (crisis maneuver, possible crisis scenario, review and evaluation); organizational leadership (leadership and management, organizational culture); organizational agility; and university infrastructure.