نشریه تحقیقات مدیریت آموزشی
سال دوازدهم شماره 1 (پیاپی 45، پاییز 1399)

The aim of this study was to identify the dimensions, components and indicators of promoting organizational commitment of employees of the Central Organization of the Islamic Azad University in the form of model presentation. The research method is descriptive in terms of application, in terms of data collection method, which was done with a cross-sectional survey approach. The statistical population included experts, specialists and individuals aware of organizational commitment. By targeted non-random sampling, 30 people were selected as a sample. Data collection methods were field and field documenting and data collection tools included semi-organized interviews and Delphi data collection questionnaires with fuzzy logic. The validity of the Goba method and its reliability link is also determined by the agreement method between the coders. To "analyze" qualitative data, content analysis, fuzzy delphi, and MAXQDA software were used. Finally, 3 dimensions, 16 components and 100 indicators were finalized. Results Indicates that the dimensions of promoting organizational commitment (individual, organizational and environmental) and its components (positive sense of job, work experience, flexibility, trust, autonomy, organizational climate, organizational culture, organizational justice, job motivation, job security, management support, work communication, leadership skills, alternative job opportunities, social environment and economic environment). According to the dimensions and components, a model was presented that had a favorable fit.

Today, human capital is the most valuable asset of the organization and the success of organizations depends more on intangible assets than the financial and physical indicators such as the thoughts and ideas of employees, especially managers. Employees and managers are efficient and experienced in terms of performance compared to other employees and managers. With their vast experiences and capabilities, these individuals will be potentials for future generations of organizational leaders. The aim of this study was to identify the elements and components of the pattern of factors affecting the voluntary resignation of senior managers of Iran's automotive industry. This research was of qualitative type that content analysis method was used. The statistical population of the present study included senior managers of the automotive industry who were selected by purposive sampling method and 18 people were selected for interview until reaching the data saturation point. Semi-structured interview collection tool based on research findings, 5 factors as comprehensive or core themes including (government institutions, senior managers, organizational status, financial factors, performance factors), and 16 factors as organizational themes and 52 The factor was identified as the basic themes.

The present study has been conducted with the aim of investigating the educational implications of positive thinking in the teachings of Imam Ali (as) and its validation. This research is among the qualitative researches that have been done using qualitative content analysis method with deductive categorization system. The field of research included texts related to the teachings of Imam Ali (as) using a purposeful approach. Data collection tools included taking notes related to the analysis of positive educational implications in the teachings of Imam Ali (as). The coding and paragraph method was used as a unit of analysis to analyze the texts. To assess the content validity, the CVR coefficient was used and was approved at the level of 59%. Findings in the educational implications of positive thinking in the teachings of Imam Ali (AS) included 13 main concepts and 77 educational reasons, the most significant of which are: strengthening the sense of foresight, gaining victory with foresight, good thinking about God and others, simplifying matters Life, peace of mind and health of religion, goodwill towards others, strengthening solidarity and connection with others, strengthening relationships with others, companionship with good and well-known people, expecting a positive future, and so on.

Transparency has a long history as a fundamental principle for public administration and governance, and governments today need to strengthen the rule of law, regulatory quality, and corruption control in order to achieve a glass government. The aim of present study is determining the imaging pattern of the glass government in order to increase the transparency of governmental organizasions. The mix method is used and the research design is exploratory mixed research(qualitative-quantitative) with the method of theme analysis and structural equation modeling (quantitative). In the qualitative section, using the "snowball" sampling method, in-depth interviews were conducted with 22 managers and senior executive experts, academic experts, IT section and regulatory agencies. In the quantitative part, to measure the model, a researcher made questionnaire with multi-stage relative stratified sampling method was distributed among 384 employees of the executive organs of Mazandaran province and the data were analyzed by exploratory and confirmatory factor analysis with SPSS and Smart PLS software. The results of the qualitative part indicate that the glass government imaging model in order to increase transparency, has 11 main themes and 35 sub-themes as follows: Organizational culture, Rules and regulations, Allocation of resources, Accountability, Formation of public oversight, Fight against financial-administrative corruption, Public accountability, Financial-Administrative Health, Satisfaction, Organizational transparency And Organizational progress. The results of the quantitative section showed that the structural relationships between the main themes of the glass government imaging model were confirmed.

In view of technological advances, in order to fulfill the will of society and government organizations, they must transform and modernize their structure in accordance with these advances. The purpose of this study is human resource management model based on a new government management approach. In the present study, a mixed method (qualitative and quantitative) was used to collect data. In the qualitative part, using in-depth, semi-structured interviews and using the opinions of 12 experts, and in the quantitative part, information was collected. The interviews were analyzed using three-step coding method (open coding, axial coding and selective coding). In the qualitative part, the interviews continued until the theoretical saturation was reached, and in the quantitative part, 391 clients of the Housing Bank formed the sample size and completed the questionnaires. Finally, the components of human resource management were formulated and proposed based on the modern government management approach (principle of privatization, principle of decentralization, principle of downsizing, principle of management, decentralization). Also, the present research and identification and development of components and design of human resource management model, our view on human resource management and sustainable development, is a systematic view to promote human capital, which is the main factor in differentiating organizations. Therefore, it is necessary to try to design a human resources model in the housing bank in such a way that by creating a dynamic organization.

The aim of this study was to determine the strategies of human resources in implementing the strategy in the field of health through qualitative-quantitative method. The statistical population in the qualitative section was a group of deans of medical universities and senior managers of the Ministry of Health and Medical Education, and in the quantitative section were senior and middle managers of the staff of medical universities. In the qualitative part of the snowball sampling method, 20 people and in the quantitative part with the available sampling method, 20 people were selected as a statistical sample. Data in the qualitative part were extracted by performing Delphi technique with a semi-structured questionnaire in the first round and structured in the next rounds and in a quantitative part by performing a matrix questionnaire on a statistical sample and analyzed using SPSS and EXPERT CHOICE software. And analyzed. Qualitative findings showed that "human resource strategies" have six dimensions: and "strategy implementation" have three dimensions and nine components: There were structural dimensions, environmental dimension and behavioral dimension. The results of the quantitative section showed that in the strategies of supply and training of human resources, the component of macro environment, in the strategies of evaluating the performance of human resources and development and improvement, the component of the structure of the executive organization, in the strategy of compensation, the component of behavior In the employee participation strategy, the specific environment component has been of the highest importance.

The aim of this study was to model the relationships between brand components, student behavior, value and credibility of the university brand in the Iranian educational system through the exploratory mixed research method model. Its statistical population in the qualitative section was a group of professors of business and educational management and senior managers of Azad universities and in the quantitative section was the faculty members of the Islamic Azad University in 14 universities in Mazandaran province with 1487 people (328 women and 1159 Men). In the qualitative part, from the method of snowball sampling, 20 people and in the quantitative part, by relative stratified random sampling method based on Cochran's formula, 305 people were selected as a statistical sample. Data in the qualitative part were extracted through the implementation of Delphi technique with a semi-structured questionnaire and in the quantitative part gathered through the implementation of researcher-made questionnaires of 65 items on a statistical sample and analyzed using SPSS and AMOS software. The validity of the questionnaires was confirmed in terms of content and structure. Reliability and combined reliability were estimated and confirmed by Cronbach's alpha coefficient with 84%. descriptive statistics and inferential statistics were used to analyze the data. Findings showed that participatory behavior, citizenship behavior and students 'perceptual quality have an effect on the components of the brand and these components in terms of knowledge, identity, reputation and competitive position significantly affected students' behavior in terms of satisfaction, loyalty and word of mouth.

The aim of this study was to identify the indicators and components affecting the adoption of open innovation policy in selected sports federations. Participants in the present study were all university experts, faculty members, experts, secretaries and presidents of federations. Sampling was done by purposive and theoretical methods. Theoretical saturation of the samples was obtained after interviewing 14 people. The number of samples was not determined before the research was conducted and the sampling process continued until some kind of information saturation was obtained; this means that no new information was extracted from the data during the interview. The tools of the present study were semi-structured interviews. The intra-subject agreement method was used to confirm the reliability. Three coding steps were used to analyze the data. Using open coding, model categories were identified; then, in the axial coding stage, the link between these categories was determined in the form of a coding paradigm. The coding process in the form of six dimensions of the paradigm model that includes effective causal indicators including organizational structure, managerial support and readiness for change, contextual factors including staff, infrastructure, motivation, strategy and innovative culture. Barriers include manpower, structural barriers, cultural barriers and knowledge barriers. In this regard, the proposed strategies include knowledge and training, participation, competitive environment and organizational dynamics. Finally, the use of the model will lead to the consequences of productivity, creativity and social functioning.

The aim of this study was to investigate the relationship between transformational leadership and innovative performance with the mediating role of resilience in a descriptive correlational method. The statistical population included all the staff of the Islamic Azad University, Isfahan Branch (Khorasgan) in the number of 400 people, of which 196 people were selected by non-randomly available methods. The research instruments included Bass and Olivier (2000) Transformational Leadership Questionnaire, Eskandarzadeh Innovative Performance (2014) and Connor Davidson (2003) Resilience Questionnaire. The reliability of the questionnaires using Cronbach's alpha for all three questionnaires of transformational leadership, innovative performance and resilience were 0.92, 0.91 and 0.93, respectively. The results of the analysis of the findings showed that the direct effect of transformational leadership on innovative performance is not significant, but indirectly and through resilience has an indirect and significant effect on innovative performance and therefore resilience is the relationship between transformational leadership and Fully mediates innovative performance.

The purpose of this study is to design a comprehensive system of organizational performance management based on a process-based approach in three layers (individual, group and organizational) in government organizations. This research has been done in the framework of a qualitative approach and using the data research method of the foundation. The statistical population of the research is academic and executive experts, as well as in the implementation of the model of all experts, heads and managers of West Azerbaijan province. Statistical sample was interviewed using purposeful sampling including 12 university experts and 8 organizational experts familiar with performance appraisal. The research was designed. The results of this section have led to the identification of 27 components in the organizational section, 8 components in the individual section and 5 components in the group section. The research results showed that individual dimensions included (motivation, communication, growth and learning, ability development, achievement of individual goals, creativity and innovation), group dimensions including (group participation, achievement of group goals, team creativity) and The organizational dimension includes (human resource management, internal processes, customers and stakeholders, financial performance, achievement of organizational goals, quality of service delivery, flexibility)

The aim of this study was to design a sustainable supply chain management (SSCM) model of educational systems for the establishment of a sustainable university based on the sustainable development paradigm through the exploratory mixed exploration model research method. Its statistical population in the qualitative section, a group of professors of environmental engineering, public administration and educational management of free universities and senior managers of environmental departments and in the quantitative section of logistics experts, senior, middle and operational managers and faculty members of engineering Industries, government management and education in the free universities of Mazandaran province in 14 university units with an approximate number of 660 people. In the qualitative part of the snowball sampling method, 20 people and in the quantitative part with the relative stratified random sampling method based on Cochran's formula, 243 people were selected as a statistical sample. Data in the qualitative part were extracted through the implementation of Delphi technique with a semi-structured questionnaire and in the quantitative part through the implementation of researcher-made 80-item questionnaires on a statistical sample and analyzed using SPSS and Smart PLS software. Took. The validity of the questionnaires was confirmed in terms of content and structure. Reliability and combined reliability were estimated and confirmed by Cronbach's alpha coefficient with 85%. Findings showed that sustainable supply chain management includes eleven dimensions. A sustainable university including seven dimensions has a significant impact.

This research is conducted to provide a model for institutionalizing innovation management in education for universities and higher education institutions of the country. For this purpose, based on the research literature, a list of dimensions and components of innovation management in the field of education of Islamic Azad University, Science and Research Branch, has been prepared. The present study has been quantitative and qualitative in terms of data type and in terms of collecting data has been descriptive survey. In the quantitative section, a sample of 285 faculty members was selected through random-stratified sampling method from the faculty members of Islamic Azad University, Tehran Research and Science Branch. According to the official statistics of Islamic Azad University, 1100 students were in the academic year 2018-2019. A researcher-made questionnaire was used to collect data. The formal validity of the questionnaires was investigated and confirmed by the experimental implementation and judgment of experts, and the construct validity through factor analysis. The reliability of the questionnaire was also calculated by Cronbach's alpha coefficient (89.0). To analyze the data, SPSS and AMOS software was used and to provide the final model of the research, modeling of measuring was used and for fitting model in the structural equation modeling technique, statistical tests including exploratory factor analysis and confirmatory factor analysis and Kendall's tau test were used. The following results were obtained and 9 dimensions, 40 components and 50 indicators were extracted.

Due to the important role of ethics in the success of Farhangban University professors in the educational program and establishing a favorable relationship with students, identifying and improving the ethical components of Farhangian University faculty members is necessary to improve and strengthen these dimensions. Therefore, the purpose of the present study was to providing a model of professional ethics for faculty members at Farhangian University. The present study was a mixed (qualitative-quantitative) exploratory study. The statistical population of the research in the qualitative section was 23 academic experts and officials of Farhangian University Which were selected by targeted sampling method. Also, the quantitative part of the study included all faculty members of Farhangian University throughout the country who 267 of them were selected using cluster random sampling method. The research tool in the qualitative section was interview and in the quantitative section, a researcher-made questionnaire was used. The data analysis was done through content analysis in the qualitative part of the research, and in the quantitative section, descriptive and inferential (structural equation modeling) was done using SPSS-V22 and Lisrel-V8/8 software. The results showed that the components of honesty, justice, respect, responsibility, Orbital law, loyalty, and human dignity were identified as components the professional ethics of faculty members at Farhangian University. The findings of the research showed that all of identified components were desirable among faculty members of Farhangian University were in the best position for all of the identified components.

Responsibility is one of the factors that, while meeting individual needs and improving people's psychological health, also plays an important role in organizational success. Therefore, identifying the factors affecting employee responsibility can be a useful guide for adopting intervention strategies to increase this important individual and organizational category. The aim of this study was to identify the factors affecting the responsibility of faculty members of Farhangian University. The present study was of qualitative type using Grand Theory method. The statistical population of the study was the experts of the academic scientific community who had executive records at the decision-making level, which Using the targeted sampling method and the saturation principle, 23 people were selected as the sample size. In this study, semi-structured interviews were used to collect data. Also, Content analysis using MAXQDA software was used to analyze the research data. The results showed that affecting factors on the responsibility of Faculty members of Farhangian University, including; Organizational Culture, Emotional Intelligence, Moral Intelligence, Leadership, Organizational Commitment, Work engagement and Evaluation. Based on the identified components, it can be said that by increasing and strengthening each of these effective components identified with strategies specific to each of them, it is possible to help improve the responsibility of university staff.