فصلنامه نوآوری های مدیریت آموزشی
سال دوازدهم شماره 3 (پیاپی 47، تابستان 1396)

Attention to the staff as the biggest and most important assets, a phenomenon that has enormous growth in the last two decades. The main objective of this study was to investigate the relationship between quality of work life political behavior mediate the retention of staff and structural model. Study the purpose and terms of performance, cross-correlation in which questionnaire was used to collect data. The study consisted of 1,100 managers and staff of Education District 4 Karaj. Which according to Morgan and stratified random sampling, 285 samples were selected. The reliability and validity study, Cronbach's alpha, and the average variance explained Stability and validity of the questionnaire was evaluated and endorsed by professors and experts in the was observed. Conceptual Model test study was conducted using software AMOS18. The Results indicated that quality of working life on the retention direct impact and significant, the retention on the incidence of political behavior opposite effect significant and the quality of working life on the incidence of political behavior managers and employees of the District 4 Karaj opposite effect and significant .

The main purpose of this research was examination quality of work life with organization commitment with job satisfaction intermedation in Neyriz township primary school teachers. The research method was explanation-corelation and its aim type is applied research. The statiscal community of this research was all Neyriz township primary school teachers, About 304 people. The sample volume was assigned according to Kerjcie and Morgan, about 170 people. The sample was chosen by using cluster-random sampling method. In this research we used Richard Valtone quality of work life questionnaire (1973), Alen and Meyer organization commitment questionnaire (1990) and, Smith, Kendall, & Hulin job satisfaction questionnaire (1969). The reliability of the research equipments also was confirmed by cronbath alpha coefficient. In data inter pretation we used explanation statistical (average, standard deviation and so on) and deduction statistical (correlation test, regression and phat analysis) by using of Amous and SPSS soft wares.The results showed that there is a meaningful relation among quality of work life and its dimentions with organizational commitment and its dimentions, quality of work life and its dimentions with job satisfaction and its dimentions and job satisfaction and its dimentions with organizational commitment and its dimentions. The quality of work life is the positive predictor of and organizational commitment. And also, The job satisfaction is the positive predictor of organizational commitment. The research finding showd that the job satisfaction intecmedition role was contirmed between quality of work life and organizational commitment. There fore, Quality of Work Lif development in the organizations can be a very important step in increasing the organizational commitment and job satisfaction.

In recent decades, the paradigm of development of managers has become an indispensable footing for the sustainable development of organizations, and the strategic development path for managers is education and learning. With such a philosophy of thought, the purpose of the present research is to provide a conceptual framework for designing a managerial training program in the banking industry with a professionalism approach in management. To achieve this goal, the qualitative research approach and semi-structured interview method have been used.
To formulate the research framework, literature and the history of managerial development were studied and emphasized on managerial competencies. Literature review and subject background, framework and interview questions were developed. In the second step, the interviews were executed in the statistical society of the managers of the development co-operation bank by a targeted sampling method. In other words, the study population was bank executives and the sample was 15 of them. The data collection tools were interview forms and analytical method, content analysis.Findings of the research include identifying the elements and design elements of the training program for managers including five groups of managerial factors, namely: 1. Identifying and strengthening intellectual-value competencies, 2. Developing and improving abilities, 3. Improving and developing managerial skills,4- Development of know-how-specialized and 5. Strengthening and promoting interactions and communication capabilities of managers. The results of this study indicate that for training and professional improvement of managers in the field of money and banking, a training program based on five groups of factors should be emphasized on improving and improving knowledge, insight, skills, behavior, experience and characteristics of managers Has been compiled.

Higher education to have a better quality, more efficient structures and more features in order to extend learning, promote knowledge, research development and effective communication with community requires continuous staff development programs. This study aimed to Compare current and desired status dimensions and components of staff development in higher educational system of Iran (case of study: Islamic Azad University). This study is a applied research(considering the nature and objectives), quantitative and qualitative (In terms of data), descriptive (In terms of collection data), survey (In terms of method),The population included all staff of Islamic Azad University in Tehran Province in 2016 (5997 individuals) .The sample size were 361 individuals base on Cochran formula by using random multiple cluster sampling approach with respect to the proportion of employees in different areas and units affiliated to universities and colleges. Data was collected via researcher-made questionnaire. Expert panel was used to determine content validity. Cronbach’s alpha coefficient was used to determine reliability (0.96). Data analysis to identify the dimensions and components as well as frequencies and percentages were used in the description of the indicators. Results showed the average of all sizes improve staff (including knowledge, skills and attitudes) in the current and desired status there are significant differences and, in general, the current situation of staff development at the University District 8 is undesirable.

The study consisted of all employees Vocational School in Tehran Shariati doctor 95-1394 that their number is (291) persons. According to Morgan sample size table and then simple random sampling (165) people were identified. its reliability through Cronbach's alpha, respectively, 0/879, 0/938 and0/907, respectively, the data collected using indicators and multiple regression analysis and correlation analysis were ANOVA table. The results show that: 1) the employee creativity and organizational maturity and there is a significant positive correlation with intellectual capital. 2) between employee creativity and its dimensions and there is a significant positive correlation with intellectual capital, and the correlation dimension greater flexibility. 3) between the dimensions of organizational maturity and intellectual capital there is a significant positive relationship, and this correlation is greater in the individual maturity.

The present study was conducted to detect and investigate the status of the substructures of effective application of knowledge management at Islamic Azad University. To this end, at first a review of the related literature was studied and notes of databases were taken to define basic concepts. Then, five factors, namely organizational culture, organizational structure, leadership and strategy, human resources and information technology were detected as the basic substructures of the application of knowledge management in the considered population. The statistical population of the study includes all the employees of Islamic Azad University- Robat-Karim branch, equal to 67 participants. Because of the limited number of the participants, the substructures of knowledge were evaluated using census and a researcher-made questionnaire. To analyze the data, descriptive and inferential tests (t-test and Friedman test) were used. Results of the study indicates that in the population, two of the factors, namely organizational culture and human resource were in the average level and three factors,
namely leadership and strategy, organizational structure and information technology were lower than average. Also, ranking of the studied substructures, using Friedman test indicates that there is a significant difference between the factors and the most influential and important factor is organizational structure and the less important one is organizational structure.

The present study aimed to investigate the effect of organizational agility on spiritual intelligence and empowerment of employees of executive organizations in Zahedan. Using survey method and using questionnaire technique, research data was collected from 371 employees of Zahedan city which were selected using Morgan and Kerji sampling table (1975) and proportional stratified sampling method. In order to validate the questionnaire, the qualitative content validity method was used and the internal consistency method was used to measure the reliability of the questionnaire using Cronbach's alpha method. Cronbach's alpha for organizational agility equaled 0.93, for the spiritual intelligence of employees was equal to 0.92 and for staff empowerment equal to 0.89. The findings of the research in bivariate analysis show that there is a significant effect between the variable and organizational agility components, namely, speed, competence, responsiveness and flexibility with two variables of employee's spiritual intelligence and employee empowerment at the error level of 0.01. Moreover, in the multivariate analysis section and in the regression analysis section, it has been shown that the two variables of organizational agility and spiritual intelligence of the employees were 53% (based on multiple correlation coefficient) and 30% (based on the actual determination coefficient) of variance and dispersion the dependent variables explain the empowerment of employees. In this regard, the organizational agility variable with a beta of 0/53 was more than the spiritual intelligence variable with a beta of 0/12 on the dependent variable. In the path analysis section, it has also been shown that the organizational agility variable of 0.35 per employee's empowerment has been directly influenced. Finally, the spiritual intelligence variable of the employees had a significant effect of 0.19 on empowerment of the employees, which was 0.12 directly and 0/07 was indirect.

This The present study examines the relationship between human capital of facluty members and students achievement in Technical College of Tehran University. The research metod was descriptive in type of survey, which was carried out by a field method. The statistical population was consisting of 285 faculty members, the statistical sample with Cochran formula and the alpha level of a=0.05, 164 person selected. The research instrument was the (Naderi human capital questionnaire). by content validity method, validity of questionnaire confirmed by human capital experts and its reliability with Cronbach's alpha (0.941) obtained. for data analysis, descriptive statistics and inferential statistics (Kolmogorov-Smirnov test, one-sample t-test, ANOVA test, and partial correlation coefficient) was used. The results showed: (1) the human capital of faculty members of technical College of Tehran University was at the appropriate level and above the theoretical mean. (2) there was no significant difference between human capital of faculty members in schools of Technical College of Tehran University, (a=0.05). (3) the mean of students achievement in shools of Mechanical engineering, Mining engineering and Industries engineering was in the average level, but the meane of students achievement in shools of Electrical and Computer engineering, Civil engineering, Chemistry engineering and Metallurgy and Materials was higher than average. (4) there was no significant difference between the educational achievement of MSc students in schools of Technical College . (5) there was significant and positive correlation between the total index of human capital of faculty members and students achievement (r=0.334). So we can conclude that whatever human capital components (cognitive competences, meta cognitive, communicational-emotional) of faculty members be more we can see better achievement in students.