Managers

In today's fast-paced and changing world, all the evidence points to the centrality of the human role in overcoming problems, opening bottlenecks, creating advanced technology and producing various technologies. In this field, managers are the foundation stone of any organization, and the organization can achieve capability and development if it is properly managed and has skilled managers. Therefore, in this article, an attempt has been made to examine the unlearning of managers in skill enhancement in the digital age. The present study is a mixed-method research, in which data were collected through semi-structured interviews with elites of the Tax Affairs Organization who were selected through a purposeful method. The validity of the interview was assessed through a formal and content judgment approach based on the opinions of 7 experts (who had experience working or collaborating with the Tax Affairs Organization and were familiar with academic and organizational issues in the field of tax affairs). And the reliability was calculated and confirmed by the percentage of agreement method between the two coders as 85 and 88 percent, respectively. Thematic analysis was used to analyze the data. Ultimately, 60 basic themes, 10 organizing themes, and 3 super themes were obtained. The validity of the results of the qualitative section was verified by using the Kendall correlation In today's fast-paced and changing world, all the evidence points to the centrality of the human role in overcoming problems, opening bottlenecks, creating advanced technology and producing various technologies. In this field, managers are the foundation stone of any organization, and the organization can achieve capability and development if it is properly managed and has skilled managers. Therefore, in this article, an attempt has been made to examine the unlearning of managers in skill enhancement in the digital age. The present study is a mixed-method research, in which data were collected through semi-structured interviews with elites of the Tax Affairs Organization who were selected through a purposeful method. The validity of the interview was assessed through a formal and content judgment approach based on the opinions of 7 experts (who had experience working or collaborating with the Tax Affairs Organization and were familiar with academic and organizational issues in the field of tax affairs). And the reliability was calculated and confirmed by the percentage of agreement method between the two coders as 85 and 88 percent, respectively. Thematic analysis was used to analyze the data. Ultimately, 60 basic themes, 10 organizing themes, and 3 super themes were obtained. The validity of the results of the qualitative section was verified by using the Kendall correlation

The objective of this study is to validation of the model of improving symbolic capital in managers.

This research employs a quantitative approach using survey instruments and statistical analyses to collect data and test the hypotheses. Data were gathered from managers and leaders of various organizations across different industries, and statistical techniques such as Structural Equation Modeling (SEM) were used to assess the relationships between variables and test the research hypotheses.

The results revealed that symbolic capital acts as a significant source of power and legitimacy within organizations, influencing strategic decisions and resource acquisition. Furthermore, the conversion of cultural, social, and economic capitals into symbolic capital plays a crucial role in creating competitive positions and expanding the influence of managers and organizations. These findings align with previous studies, which emphasize that symbolic capital can serve as a tool for gaining legitimacy and power in various markets.

Symbolic capital plays a fundamental role in individual and collective success within organizations, and managers should actively leverage this form of capital to strengthen their public image and legitimacy. This study highlights the importance of converting social and cultural capitals into symbolic capital for strategic decision-making and marketing.

The present study aims to provide a framework for the development of contextual ambidextrous human resources in Aras Free Trade-Industrial Zone. The research method was qualitative through semi-structured interviews by human resource experts in firms within the Aras Free Industrial Zone. To determine the sample group, 15 experts with, at least, 5 years of managerial experience were selected and participated in the research using snowball sampling method. According to the theme analysis method, 11 characteristics were identified classified into five factors of the development of contextual ambidextrous human resource including empowerment, motivation creation, opportunity generation, adaptability, and human resource management which formed the framework for the ambidextrous development of human resources. Therefore, it is essential to consider some mechanisms to develop human resource ambidexterity. Accordingly, it is recommended to consider education and new skills, creative ideas and talent identification to empower employees. Furthermore, it is possible to motivate employees through succession planning based on their competency, as well as by providing support for employees.

This qualitative study aimed to explore the perceptions of managers of knowledge-based and technology companies in Yazd City, Iran, regarding the causes of bachelor's graduates' unpreparedness for employment. A phenomenological approach was used to examine the experiences of 10 managers from knowledge-based and technology companies located in the Yazd Science and Technology Park. The participants were selected using purposive sampling. Semi-structured in-depth interviews were conducted, and the collected data were analyzed using Smith’s method. To ensure the validity of the findings, triangulation was employed, including (member checking, peer review, collaborative research, and researcher reflexivity). Coding was performed by the researcher in collaboration with another expert in qualitative research, and the results were compared. The analysis identified three main themes: (1) Weakness in acquiring soft, cognitive, and technical skills (with 11 sub-themes); (2) Poor quality of university education (with 5 sub-themes); and (3) Deficiencies in policymaking and planning (with 5 sub-themes). Based on the findings, educational policymakers and planners can address the factors hindering graduates' employability in knowledge-based and technology companies and take necessary actions to better prepare them for employment in these companies.

This study aims to design an integrated competency model for human resources in Iran’s Ministry of Energy, utilizing an architectural approach. In the first phase, to identify the dimensions and components of the integrated competency model, a qualitative method (thematic analysis) was employed. In the subsequent phase, the fuzzy Delphi method was used to reach consensus on the findings from the qualitative analysis, and the fuzzy SWARA technique was applied for prioritizing the dimensions and components. The study involved semi-structured interviews with twelve experts, including specialists from the Ministry of Energy, affiliated companies, and academic faculty, who were purposefully selected. The research findings identified four main constructs that constitute the Ministry's integrated human resource competency model: “Competent Human Resource Managers,” “Competent Systems and Processes,” “Competent Human Resources,” and “Organizational Strategies in Human Resources.” The first construct, “Competent Human Resource Managers,” encompasses “communication skills, team-building skills, and leadership skills.” The second construct, “Competent Systems and Processes,” includes “educational development processes, effective human resource processes, and organizational coordination processes.” The third construct, “Competent Human Resources,” comprises “strategic competencies and operational competencies.” Finally, the fourth construct, “Organizational Strategies in Human Resources,” consists of “paternal and committed strategies.” The paper concludes with recommendations for implementing the designed model within the Ministry of Energy.

employees are known as its most important capital and added value.The heroic and valuable behavior of employees can be the main root of the growth and excellence of the country's real estate registration organization.Therefore, the purpose of the research is to provide a model of heroic behavior of the employees of the country's Property and Deed Registration Organization.In this regard,the current research was conducted with a qualitative approach and in terms of its purpose,it is among applied researches and using thematic analysis method.In this research,by conducting semi-structured interviews with 51 experts,including professors,senior managers,and specialists,information was collected through purposeful sampling.Then,using thematic analysis method,the information extracted from the texts and interviews were categorized and analyzed.Reliability was checked and confirmed using the method of two coders and open reliability of the test.In order to calculate the level of agreement,the Kappa coefficient was used,and its value was0.51,which indicates acceptable reliability.Also,to ensure the validity of the research,in addition to applying the researcher's sensitivity strategy in the research process,the findings were provided to3 academic experts.obtained and confirmed.The results showed that the heroic behavior of the employees of the country's property and documents registration organization should have characteristics such as organizational factors and individual factors.They were classified into53 primary codes,53 basic themes and2 organized themes.The heroic behavior of the employees of this organization shows their commitment and responsibility towards the people and the country.Their valuable services in the field of document and real estate registration play an essential role in the order and security of the society.

Designing service compensation strategies is one of the sensitive, complex and challenging issues in human resource management in recent decades. Its requirement is to achieve strategic reference points and the aim of the research is to identify the dimensions and components that influence on the compensation strategies of managers in the automotive industry. The research method is qualitative in nature and practical in terms of purpose. The number of participants based on saturation The opinion was determined by the managers of automobile companies with more than ten years of work experience in this industry, and the information was collected and analyzed through semi-structured interviews with 14 experts who were selected according to the researcher's judgment. The theme was used to analyze and interpret the data from the interview. The findings of this research include eight organizing themes of basic salary (fixed payment), special salary (variable payment), mixed payments, allowances (income in addition to salary), Short-term and long-term rewards, benefits (special managerial facilities), managerial knowledge and decision-making skills, and the ability to recognize issues and solve problems are effective reference points in compensation strategies for managers in the automobile industry.

In the government organizations of the country, one of the problems  that hinders the progress of the organization is the power-seeking behavior of managers in organizational communication, and experts consider this type of behavior that managers, as the first person in the organization, consciously or unconsciously use to achieve power and order in organizations, is a kind of organizational pest. they know Considering that managers' power-seeking behaviors are one of the important issues that have different effects in organizational communication, this research was conducted with the aim of providing a model of power-seeking behaviors in organizational communication among managers of government organizations in the country. The research method is applied in terms of purpose and a mixed approach in terms of data type. The statistical population of the qualitative department of management and communication professors of Tehran province universities who had managerial experience in government organizations of Tehran province, the snowball method was used to select the sample size, and 15 people were interviewed. The statistical population was a quantitative part of managers of government organizations in Tehran province, 380 people were selected as the sample size using Cochran's formula and stratified random sampling method. Data analysis was done in the qualitative part with the help of the foundation's data strategy and in the quantitative part using SPSS 22 and Lisrel 8.54 software. The findings show that the model of power-seeking behaviors in organizational communication among the government organization of the country includes the central category of power-seeking behaviors in organizational communication; Causal conditions with four components of personality characteristics, communication, sociability and management; contexts with three components of political behavior, situational adaptation and job position; Strategy with three components of organizational climate, organizational patterns, organizational rules and regulations; The intervention is with two components of dynamic and complex environment and organizational ethics, and the consequences are with two components of organizational indifference and reduced participation. The results show that the presented model can help to better understand the power-seeking behaviors of government managers in organizational communication.

In the era of technological explosion and complexity of social relations in organizations, educational systems have the highest number of social interactions and require the development of social capital, especially in their management department. Developed and competent managers with social capital index standards are more successful in fulfilling their role. Therefore, the current research aims to investigate the structural role of social capital in the professional development model of managers using thematic analysis, interviews and document studies as data collection tools, with a statistical population of elementary school managers in Alborz province and a targeted sample of twelve people. The results of the research indicate the existence of the following components: individual competencies, interpersonal competencies, personality and motivational competencies, creative competencies, social competencies, and managerial competencies, which, in the field of social and managerial competencies, witness the greatest role of social capital, especially in the communication dimension.

command and management in the management of organizations is a complex task, while there are reasons for this, but we can confidently consider the human existence as an integral part and management as the most important factor in the difficulty of the work of managers, because it should be in human beings that no two are the same. they are not, penetrated, created interest and desire to use what leads to the effectiveness of the processes and corrects it is developed human resources, that is, through the cultivation of human resources in terms of job, behavior, standardization, self-education, etc. Ability to access the efficiency and effectiveness of processes.

This research was conducted with the aim of investigating the effect of the skills of commanders and managers in the development of human resources. The current applied research, descriptive research method, population and statistical sample were (84) commanders and managers of Amin University. The data collection tool is a researcher-made questionnaire, which contains demographic questions and (35) main questions, which in It was adjusted from the Likert scale.. to analyze the data at the descriptive level of frequency, percentage, mean, standard deviation and graphs and at the inferential level from the Kolmogorov-Smirnov test and factor analysis to check the fit of the conceptual model, path analysis and The test of research hypotheses has been used.

The results of the research show the direct effect of the skills of commanders and managers on the development of human resources.

The main hypothesis was accepted. And of the 6 hypotheses identified, all 6 hypotheses were accepted as factors affecting the skills of commanders and managers on the development of human resources.

A harmful factor in the organization is a lot of tension and stress between employees. Stress in the workplace has various causes, but one of the most important ones is the leadership style and knowledge management method in the organization. The current research seeks to determine the level of job stress in the Nazaja headquarters and analyze its relationship with leadership and knowledge management.In terms of the purpose of this study, it is practical and in terms of method, descriptive-correlation type. This research is based on simple random sampling method. To measure the research questions, one-sample T-tests, linear regression and one-way analysis of variance were used by SPSS 27 software.The findings show that the knowledge management of managers in the headquarters is not in a good condition and is below the average. Also, the linear regression test shows that knowledge management predicts a high level of leadership style changes and job stress and has a direct relationship with these two variables. On the other hand, there is no significant difference in the knowledge management of managers with their different levels of education, age and experience.The result of the study shows that in order to reduce the level of stress in the headquarters of Nezaja, the method of knowledge management and the leadership style of managers must be changed. So, by determining the indicators of these three variables, managers can easily make an accurate assessment of the implementation process and organization according to the indicators.

In recent years, the financial management landscape has endured substantial changes, particularly in the field of Small and Midsize Business (SMB). This advancement is mostly attributed to the growth and spread of financial technology (FinTech) and the global push towards financial inclusion. The achievement and sustainability of small and midsize businesses depend on the financial behavior of their managers. In line with small and midsize businesses, financial inclusion can act as this driver and potentially change management behaviors, particularly in areas such as financing and investment decisions. FinTech speeds up financial inclusion by offering easier access to financial services for small and midsize businesses. Preceding studies have distinctly examined the effects of FinTech or financial inclusion on financial behaviors. Alternatively, small and midsize businesses play an important role in Iran's economy and account for a significant share of employment and GDP. The financial behavior of the managers of these businesses is very important in their success and sustainability. On the other hand, financial inclusion and financial technology can influence managers' financial behavior. Nevertheless, few studies in Iran have examined the effect of financial inclusion and financial technology on the financial behavior of small and midsize business managers. Consequently, conducting such research seems necessary.

This research was conducted with the aim of investigating the effect of patriarchy on organizational trauma with the mediating role of ambition of female managers in government organizations of Ilam province. Methodology In terms of the purpose, the research method is a part of applied research, and in terms of implementation and the method of data collection, it is descriptive and correlational. The statistical population includes all the female managers of government organizations in Ilam province in 1402, numbering 127 people, based on Morgan's table, 95 people were selected for this study by simple random sampling method. The data collection tool in this research was Cheng et al.'s patriarchy questionnaire (2000), Steinkamp's organizational trauma questionnaire (2014) and Zohragin Schmidt's leadership questionnaire (2008). The validity and reliability of these questionnaires were confirmed through face validity and Cronbach's alpha. Findings The results of this research showed that the relationship between organizational ambition and organizational trauma (-0.639) is negative and significant, the relationship between organizational patriarchy and organizational trauma (0.351) is positive and significant, and the relationship between organizational patriarchy and organizational ambition (976) -0/) was negative and significant. Also, the research results showed that the relationship between organizational patriarchy and organizational trauma with the mediating role of organizational ambition (0.624) was positive and significant. The results of this research showed that patriarchal management causes organizational problems, and in this regard, organizational ambition can act as an effective factor in improving performance and reducing trauma in organizations. Therefore, it is suggested that managers act by creating motivation, healthy competition and promoting a positive work environment in order to achieve growth and progress in the organization and prevent organizational trauma.

Today, every organization needs processes according to its long-term and short-term goals so that it can be on the right path of goals and excellence. Organizational excellence models provide appropriate frameworks for identifying areas that can be improved and identifying weak and strong points, and organizational pathology using excellence models is a way to gain a sustainable competitive advantage. be paid Using organizational excellence models to evaluate the current situation, planning for any fundamental changes, innovation, organizational learning, raising the level of service quality, using information technology and customer satisfaction will be effective. Therefore, the question arises, what is the status of service quality in the path of excellence based on the organizational excellence model in the studied statistical population? And how can one take an effective step in improving the quality and efficiency of Farhangian University by presenting the organizational excellence promotion model and achieve the excellence and excellence of the university? This research was conducted with the aim of identifying the lived experience of Farhangian University managers of organizational excellence in Farhangian University of Kermanshah, Kurdistan and Hamedan. This research, using a combined exploratory method, seeks to answer the question of what are the components of organizational excellence in Farhangian University and what model is the organizational excellence in this university basically affected by.

The data collection of this research is done in the qualitative part using in-depth semi-structured interviews and this research is done in a qualitative way. The statistical community of this research includes the managers of Farhangian University of Kermanshah, Kurdistan and Hamedan, which according to the statistics of these universities are about 177 people. are selected as statistical population. The method of this qualitative research is exploratory type, which was done with grounded theory technique. The statistical population of the research includes the directors of Farhangian University, 15 people were purposefully selected as the study sample and in-depth interviews were taken from them.

The method of interview analysis was three stages of coding, and after a more detailed examination and the link between sub-category concepts, 11 core categories were obtained, which are: knowledge orientation, succession planning, stabilization of desirable results, networks and communication skills, organizational efficiency. , human resources, joint creation of value, competitiveness of the organization, empowerment, elite leaders and the identification of points that can be improved. The means of elite and excellent managers, together with the identification of points that can be improved and efficient, leads to the joint creation of sustainable values and the development of succession." It appeared that it can cover all other categories. Therefore, considering the fact that universities, especially Farhangian University and higher education institutions, are among the most important scientific institutions in the production of knowledge and technology and the education of students, they should always be on the path of excellence and be among the top organizations, moving in advance of the competitive environment.

The results of the modeling of this research show the fact that the effect of all variables on the dependent variable of organizational excellence in Farhangian University of Kermanshah, Kurdistan and Hamedan was significant. In a general conclusion, it can be said that all the results in structural equation modeling overlap with the results of hypothesis testing in Spss software. Therefore, the locally developed model for the basis of organizational excellence in Farhangian University of Kermanshah, Kurdistan and Hamadan has high credibility and is acceptable for implementation in other universities and scientific centers of the country. The advantages and consequences of this model include creating loyal and satisfied customers, successful leaders, creating a clear understanding of the organizational goal, managing changes, creating more motivation in the organization's stakeholders, effective and better use of organizational information, making organizational operations more efficient, creating He pointed out the opportunities for improvement in the organization, minimizing redundancies, and innovation and creativity and added value in the organization. By using the research excellence model, the university can evaluate its success in implementing improvement programs at different times and will have the possibility to compare its performance with other universities, especially with the best ones. Considering the fact that universities, especially Farhangian University and higher education institutions, are among the major scientific institutions responsible for the training of committed human resources and experts in the education system, as leaders of the country's human resources cycle, it should always be on the path of excellence and among the organizations Sarmad, the competitive environment of scientific universities should be on the move. Therefore, the continuous improvement of quality resulting from the implementation of the organizational excellence model is the basis for improving the competitive advantage of educational institutions and higher education institutions. Therefore, Farhangian University, as a mission-oriented university in the education of the country's education system specialists, can achieve excellence and improve quality among the country's universities and institutions of higher education. And as a qualitative university, it should play a role in the dynamism and effectiveness of human resources of society and increase the quality of social services, excellence and excellence of society.

This research was conducted with the aim of "designing a comparative model of the antecedents and consequences of organizational silence in the Court of Accounts of the country under study: six regions". For this purpose, the method of this research is mixed in terms of practical purpose and in terms of data collection, in the first qualitative part of the phenomenological method and in the second part of the descriptive-surveying quantitative method. In the qualitative phase, to identify the antecedents and consequences of organizational silence in the country's Accounts Court, a semi-structured in-depth interview technique was used with key informants and experts in this field. At this stage, the upstream documents and existing written documents were analyzed and classified, and the background was extensively examined. Then, using the semi-structured interview technique with a number of knowledgeable and opinionated people, the required data regarding the components and indicators were collected. In this way, the analysis and extraction of concepts from the interviews continued until reaching theoretical saturation, and then the concepts were extracted and categorized, and the relationship between the categories was determined. In this stage of the research, according to the indicators obtained from the previous stage, a researcher-made questionnaire was prepared and tested in the target statistical sample. The statistical population in the qualitative part, including two parts, the first part, included managers and deputy heads of departments of six regions, 40 people were selected purposefully and after interviewing 31 people, theoretical saturation in data collection in the Court of Accounts It was achieved and the second part was scientific documents, books, reports and scientific articles at the national and international level. The statistical population in the quantitative section was 1000 employees of the six district offices of the State Accounts Court, and 278 people were randomly selected as a sample using Cochran's formula. In the qualitative section, 110 key codes were identified in the antecedents section, and then by merging similar items and removing repeated items, 32 formulated meanings were obtained. Then the extracted expressions were conceptualized in the form of two clusters (organizational factors, management factors). In the part of determining the suffixes of organizational silence, 92 codes were identified, and by merging similar cases and removing repeated cases, 34 formulated meanings were obtained, which were conceptualized in the form of two clusters (individual factors and social factors). In the quantitative part, the results of the one-way analysis of variance test showed that there is no significant difference between the groups in terms of organizational silence. The results of the factor analysis which was done by PLS software also showed that the measurement scale in all factor analysis indicators is at a desirable and acceptable level; Therefore, it can be concluded that the measurement tool is of suitable quality and the factors and components of the questionnaire were well capable of measuring organizational silence.

This research was conducted with the aim of identifying the concept of principal of managers from the point of view of school teachers in Maragheh city.

The nature and general characteristic is a qualitative research. Among the qualitative research methods, conventional content analysis method was used in an exploratory way. The statistical population of this research included male and female teachers of Maragheh schools. The sample size was determined based on the principle of theoretical saturation of 20 people. The sample people were selected based on the purposeful criterion-based sampling method. One of the most important criteria considered for sample selection was having at least 5 years of teaching experience in educational centers for teachers. Then, data was collected with the data collection tool, which in this research was a semi-structured in-depth interview. After that, the text of the interviews were extracted and 91 sub-themes were identified by coding the concepts and 21 main themes were obtained by classifying these themes in similar categories.

Based on the obtained thematic map, it was found that the theme of providing organizational infrastructure and the theme of knowing the laws and regulations of education are placed at the first level and affect the themes of communication skills, environmental relations and crisis management.

The results showed that the mentioned themes lead to moral competence, technological competence, personality competence, scientific and specialized competence and management in schools.

The appearance of unworthy and yes sacrificial office holders who, like marionettes with flattery and flattery, are trying to obey the orders of their superiors and have seen the key to their growth in flattery and yes sacrificialism and not in expertise, commitment and sincere service. It will have unfortunate consequences in organizations. Therefore, the purpose of this study is to analyze the phenomenon of marquee dolls in managers. The present research has been exploratory and using a qualitative approach with content analysis method. In the present study, in-depth interview method was used to collect information. The statistical population of this research is all experts and specialists in the field of organization, management theories, organizational behavior, human resources and organizational management. The sampling method of the research is purposeful sampling method. In this study, 13 interviews were conducted to reach the saturation point. Findings were counted in the form of 368 open source, 94 basic themes, 45 organizing themes. According to the organizing themes and also the mentality formed during the research, 4 comprehensive themes were identified. Thematic analysis led to the identification of 4 comprehensive themes of contextual conditions, individual factors, intervention conditions and consequences

Communication skills have long been recognized as an important part of services, and the weakness of communication skills reduces the chance of success and gives the possibility of being hit with dissatisfaction. This study aimed to explain the experiences and views Of managers and staff of Zanjan University of Medical Sciences, on interpersonal communication skills and was conducted with a conventional content analysis approach. The participants (n=10) were selected from the educational managers and staff of Zanjan University of Medical Sciences using the purposive sampling method and taking into account the maximum diversity in demographic characteristics, such as age, gender, education level, and job position. Data were collected using semi-structured interviews until reaching saturation and analyzed simultaneously. Qualitative data analysis was performed manually. The reliability of the data was obtained by the method of Lincoln and Goba.Based on the participants' experiences, the inhibitors factors preventing interpersonal communication were including the personal characteristics, quality of work life, organizational structures, deviant and abnormal organizational behaviors, weak communication skills and channels, which were classified in 21 subcategories and six categories.The results of the study showed that from the point of view of managers and employees in medical education, inhibiting factors are considered important factors in interpersonal communication. And paying attention to them, strengthening effective interpersonal communication, and improving interactions between employees will lead to increased satisfaction and improved work quality.

This research was conducted with the aim of modeling the mediating role of knowledge management in the relationship between in-service training and empowering the ground force managers of the Islamic Republic of Iran Army. It was applied in terms of purpose and descriptive and correlational in terms of method. The statistical population included 560 managers of the ground forces of the Islamic Republic of Iran Army. Random-stratified sampling method for 62 questionnaire questions, 5 people for each question, a total of 310 people were selected as the final sample. The research tools were the mobile in-service training questionnaire (2013), the knowledge management questionnaire of Newman and Konrad (1999) and the manager empowerment questionnaire of Spritzer (1995), which were set on a Likert scale. Data analysis was done through linear regression, path analysis and partial least squares method using spss and Smart Pls 4 software. The results of the research indicated that the relationship between in-service training and empowering managers was positive and significant, and also the mediating role of knowledge management on the relationship between in-service training and empowering managers was also direct and meaningful in such a way that with increasing knowledge management, the impact of in-service training on The empowerment of managers increases and with the decrease of knowledge management, the amount of this effect decreases.

The purpose of this research was to identify the factors, components and indicators of the management model to improve the performance of managers of educational groups of Azad University of Tehran.

The current research was applied in terms of purpose and qualitative in nature and type using thematic analysis method. The statistical sample of this research was made up of 15 experts in the fields of management, education and educational sciences, as well as managers of educational departments of Tehran Azad University. The sampling method in this research was non-probability of purposeful and snowball type. In this research, information was collected by two methods documentary studies and in-depth interviews and content analysis of the interviews. To analyze the data, different tools of theme analysis were used, such as theme format analysis, theme network, theme matrix, and comparative analysis, as well as MAXQDA12 theme analysis software.

The findings of the research showed that by examining the list of basic themes and their detailed analysis, 228 basic themes (indicators), 35 organizing themes (components) and 6 overarching themes (factors) were obtained.

The results showed that the factors of the management model for improving the performance of managers of educational departments of Tehran Azad University include continuous monitoring and evaluation, knowledge management, professional development, empowerment, professional ethics and managerial role.