Designing a model of value-based cultural transformation with an emphasis on organizational learning in Islamic Azad University, Tehran South Branch

In the field of organizational change, there are many models, each of which examines the organization with emphasis on different assumptions, and one of the most important tools in this field is the tool of cultural change. In order to benefit and implement cultural change based on value, the decision was made to provide a practical and efficient model of this important category, with an emphasis on organizational learning. Therefore, the ultimate goal of this study was to present a model of cultural transformation based on value with emphasis on organizational learning in the Islamic Azad University. This research is qualitative in terms of methodology and the data collection tool is a semi-structured interview with 15 professors of the South Tehran Branch. Sampling continued until the interviews reached saturation. Data analysis was performed using the three-step coding method of Strauss and Corbin (1990). Findings are presented in the form of a paradigm model for the use of managers and officials of the cultural field of Islamic Azad University, South Tehran Branch. The results show that the six dimensions of the paradigm model include causal conditions (four categories), main phenomenon (one category), strategy (Four categories), contextual conditions (three categories), Interfering conditions (three categories) and outcome (five categories), formed the pattern of cultural change based on value with emphasis on organizational learning.