فصلنامه نوآوری های مدیریت آموزشی
سال یازدهم شماره 3 (پیاپی 43، تابستان 1395)

This study aims to explain the relationship between professional ethics and organizational health and effectiveness of employers of department of education of Fars province which has been performed by correlation method. The statistical society of this study contains 300 employers, both men and women of department of education of Fars province in 2014-2015 years (93-94) which from them, the statistical sample consisted of 169 employees were selected with random classification method. The tool study involves three standard questionnaire which are effectiveness of Serjivani et al, organizational health questionnaire of Hoy et al., and professional ethics questionnaire of Kadozir. For analyzing data used from the test, Pearson correlation, multiple regression methods. The results based on basic theory of study, show that there is a significant relationship between professional ethics and organizational health and effectiveness of employers. Research findings present a positive and significant relationship between professional ethics and effectiveness of employees, as well as positive and significant relationship between organizational health and effectiveness of employees. Also, the results of study show that professional ethics is significantly able to predict the effectiveness of employee and organizational health is significantly able to predict the effectiveness of employees. In prediction of the effectiveness of employees from organizational health and professional ethics, the more strong predictor for effectiveness are aspects of academic emphasis, observance, influence of manager Institutional unity from organizational health variable and sense of responsibility, competition and excellency, sympathy, respect, observance of the norms from professional ethics variable.

The purpose of persent research was to study relationship between quantum leadership with job engagement and Job adjustment among employees at university of Isfahan. This research is descriptive-Correlative and statistical population included all employees at university of Isfahan in academic year 1393-1394 totaled 1654 people.Statistical sample was 311 based on Morgan (1970) table and 295 completed questionnaires were returned. Research instruements consisted of: a self-made questionnaire of quantum leadevship with 21 items, schaufeli and bakker (2008) job engagement questionnaire with 17 items and dacis & logqist (1990) job adjustment questionnaice with 20 items. Collected date was analyzed using regression analysis, correlation coefficient, and manova. Findings showed that observed "r" at p

The purpose of this research was comparison between relationship between pure leadership and organizational climate in Herat and Isfahan University. Present research is practical and the method was descriptive correlative. Statistical population of the research included all personal at Isfahan and Herat University in year 1394 that based on Krejcie and Morgan table, 530 persons from personal in Isfahan and Herat universities selected as sample. With regard to the main purpose of this research stratified sampling was used.To collect information two questionnaire were used, (pure leadership, Olive, 2007), and organizational climate, Halpen and Craft (1963). Collected data were analyzed using, statistical inferences and descriptive statistics (average, correlation Peterson, one T test, independent T test, regression and regression step by stepby using software SPSS 13. Findings showed:1- purebred leadership and organizational climate(consideration ,influence and dynamism ) in both universities is in medial .2- the average of pure leadership and organizational climate (consideration ,influence and dynamism ) in Isfahan is higher than Herat university .3- relationship between pure leadership and organizational climate(consideration ,influence and dynamism )is positive and significant.4- in both universities two elements of organizational climate most correlated with pure leadership elements. 5- Pure leadership is able to predict the changing the consideration, influence and dynamic. 6- Among pure leadership elements, morality, act of balance and self- knowledge have the most ability to predict change about two elements of organizational climate (consideration, influence and dynamism).

the aim of this study was to investigate the relationship between manager's attitudes to innovation and organizational learning in the school area was a Rey. The research method was descriptive and statistical population included all school principals Rey were in the 95-94 school year (138). Census method was used to determine the sample size of 138 people was chosen. Data collection based on the scale of attitude towards change and organizational learning that they Cronbach's alpha coefficients were obtained 0.86 & 0.83 respectively. The validity of the questionnaire, the content validity was used. Data analysis was performed using spss software version 22. The results showed that attitudes to innovation management and organizational learning in school districts is an above average Rey And the attitude of managers to innovate with organizational learning and positive relationships are significant at the 0.01 level. The results also showed that among the three dimensions of innovation management, organizational learning innovation explain the behavioral attitudes But two dimensions of cognitive, affective attitude is not a bad predictor for organizational learning schools.

The aim of this study is to determine the career adaptability of new students at Tehran University in 2014.The subjects were 1057 students who selected randomly. The subjects answer to Savykas career adaptability questionnaire and four dimensions of career adaptability, concern, control, curiosity and confidence and related factors were studied. Using statistical methods like means, standard deviation and variance analysis to evaluate the difference between the dimensions of career adaptability with its related factors were examined, significant difference was found between the dimensions of career adaptability and related factors. The results describe the dimensions of career adaptability of students showed that about 49 percent of the students have a high concern and About 43/3 percent of students have high control and Approximately 53/3 percent of students have a high curiosity and About 47/4 percent of the students have high confidence in their career path And in total about 50/2 percent of students had high career adaptability.
study The difference in career adaptability dimensions with gender (male and female) showed that girls has more concerned than boys And the difference between them was significant, study The dimensions of career adaptability with age, showed no significant difference, These results can be used in the development and promotion of career adaptability of students.

The aim of this study was to investigate the relationship between conflict management styles (compromise,avoidance,competitive) with resilience in educational administrators. The method of the study was implicational and its type was correlational. The study sample consisted of 179 first year high school educational managers of Kermanshah (in three districts), who have worked from 2015-2016. The samples of the study were 118 participants who selected through stratified random sampling.In order to collect data, demographic questionnaire, and Connor-Davidson Resilience Scale (2003) and Stephen P.Rabinse Conflict Management Style Questionnaire (1991) were used. Data were analysed by SPSS22 software and descriptive and inferential statistics (Pearson correlation and multivariate regression coefficient and independent T-test). The results showed that there was a negative relation between avoidance style of conflict management and resilience of educational managers. On the other hand, there was a positive relationship between compromise and conflict management styles and resilience of educational managers.

The aim of this research was to investigate the talent management statues in the faculty members of Mohaghegh Ardabili University. Therefore, in the first quantitative phase, case study was used and the qualitative data was basic on this result collected. The research population was 253 faculty members of Mohaghegh Ardabili University which 121 members of them were selected via cluster sampling method and 9 members of them were studied through purposeful sampling in the qualitative phase. Tools for collecting quantitative data was a researcher- designed questionnaire which its reliability was 92%. For collecting qualitative data, unstructured interview was conducted which validated based on triangulation and participant feedback. Due to analyzing quantitative data, T test was used for Inductive content analysis through open coding and applied for analyzing qualitative data. The results showed that attract, selection and evaluation of talent is desirable but talent retention and development of the faculty members is undesirable. Also the findings showed that the lack of necessary facilities and the traditional structure of the system leads to undesirable situation of talent develop and retain of faculty members.