فصلنامه آموزش و توسعه منابع انسانی
پیاپی 34 (پاییز 1401)

The present study aimed to provide a structural model of professional self-development of faculty members. The research method was descriptive-correlation and structural equations. The study population consisted of all faculty members of Tehran, Shahid Beheshti and Allameh Tabatabai universities, 3460 people, which was determined using random sampling method and with the help of Morgan table, 346 people. To collect the data, a researcher-made professional self-development questionnaire with reliability (α = 0.97) was used, which examines 5 dimensions of professional self-development. The results of analysis with the help of LISREL software and structural equation modeling analysis showed that the professional self-development structural model of faculty members has five key dimensions including professional self-development competencies, professional self-development action and implementation, professional self-development planning, professional self-development tendency and professional self-development effective factors. Which has a good fit with the data. The results showed that the effective factors with path coefficient (γ = 0.52) affected the tendency to professional self-development. Also, inclination with path coefficient (γ = 0.92) has affected professional self-development planning. In addition, path coefficient planning (γ = 0.95) has influenced professional self-development action and practice. Finally, action and practice have affected the professional self-development competencies with path coefficient (γ = 0.83).

Ambiguity Tolerance is mentioned as one of the strategic leaders’ competencies that plays a significant role in the effectiveness of their decisions in ambiguous situations.The aim of this study was to identify the individual factors affecting the leaders' ambiguity tolerance, design a comprehensive model of these factors and provide solutions to develop this competency on identified factors. In order to obtain more evidence to understand the phenomenon, a qualitative approach was taken and data were collected through interviews with nineteen experts. The statistical population of study includes academic experts and executive experts of the Ministry of Petroleum who have experience in management and decision making in ambiguous situations. Sampling of research has been done purposefully. Attride stirling method was used for coding and Themes network analysis method for data analysis. After analyzing the data, the individual factors affecting the leaders' ambiguity tolerance were categorized into six comprehensive themes : demographic characteristics, personality traits, competencies, motivations and needs, perceptions and emotions. Findings showed that demographic characteristics including general and occupational characteristics, personality traits including extraversion, conscientiousness, agreeableness, openness to experience, emotional stability, being intuitive, locus of control, risk-taking and patience, competencies including knowledge, skills, abilities and experience, motivations and needs including respect and self-fulfillment, perceptions including perceptions of ambiguity, job, organization and life and emotions including emotions in the face of ambiguity and general emotions as individual factors interacting with each other are effective at the level of leaders' ambiguity tolerance and can use them to develop this leadership competency.

Abstract The present research aims at investigating the feasibility of establishing the workplace curriculum in Iranian universities. This research seeks to answer the following question: Is it possible to establish the workplace curriculum field at the Iranian universities to train specialists in this field? The present study is qualitative research in terms of the purpose, nature, and implementation facilities. Semi-structured interviews with ten workplace curriculum specialists were used to conduct the research. Since this research focuses on the workplace curriculum, the critical case sampling method was used in this research. The information of the interviews was analyzed using the content analysis method. Based on the findings, the opinions of workplace curriculum specialists were categorized into three groups of proponents, conditional proponents, and opponents of establishing this field. Then, the roles and capabilities of the workplace curriculum graduates and their expected competencies were identified. Based on the finding of the research,the opinion of the education specialists in response to the necessity of establishing a field at university are divided into three thematic categories as "factors related to the field of curriculum studies", "factors related to similar fields and university majors" and "factors related to the workplace".Then, by analyzing the content of the experts' opinion in response to the topic of "preconditions necessary for the establishment of university field", two thematic categories of "executive conditions", "scientific conditions" and sub-themes were introduced. At the end, the roles , abilities and competencies of the graduates were examined.

The success of organizations in achieving strategic goals is highly dependent on how the managers of that organization perform, and this success is more directly related to the selection and appointment of competent and knowledgeable managers at the top of the organizational pyramid. Competency-based management is a strong approach to developing and maintaining the organization's human capital in the long run, and competency models are a useful tool for identifying and developing the knowledge, skills and abilities needed by managers. In general, competency is a set of knowledge, skills, attitudes, abilities, interests and personality traits that enable employees to perform job-related activities effectively and perform job performance as expected or beyond expectations. Do." In accordance with the competencies defined in the evaluation center of the managers of the National Iranian Gas Company and according to the nature of trainable competencies, three categories of communication competencies, managerial and leadership competencies, cognitive and one category of untrained personality competencies have been defined. In this article, we have tried to achieve a set of core competencies in the field of competencies of gas industry managers, which has been achieved based on the performance of managers in organizational excellence. These core competencies are the beacon of the organization in achieving strategic goals and can be purposefully effective in the shortest time and with the least cost in the development process of the managers of the organization.

In virtual in-service teacher training, instructional support or scaffolding is an essential component of effective training that can be provided in the form of computer-based scaffolding. Personalization of computer-based scaffolding is achieved with dynamic computer-based scaffolding. The purpose of this study is to design and validate a model of dynamic computer-based scaffolding in virtual in-service teacher training. The research method used in this research was mixed method with sequential exploratory design. In qualitative research, the synthesis research method was used and the components of the model were extracted and a concept and process model was designed. Quantitative research was used to validate the model and survey research method and questionnaire were used and the internal validity of the proposed model was confirmed. Dynamic computer-based scaffolding model in virtual in-service teacher training has 8 main components and 47 sub-components. Key components include analysis with 11 subcomponents, design with 16 subcomponents, development with 3 subcomponents, implementation with 3 subcomponents, evaluation with 8 subcomponents, dissermination with 3 subcomponents, process evaluation and revision, and review and revision with 3 subcomponents. Internal validaty findings from experts showed that concept and process model have a high internal validity. Dynamic computer-based scaffolding model in online in-service teacher training can be used to design dynamic and computer-based instructional support and lead to learning and independent performance in the future.

The purpose of this research is introducing mentoring model by improving Human Resources Practices approach in National Iranian South Oilfields Company. This research is done according to qualitative and quantitative approach (Mixed method). In qualitative step finding necessary factors and bases for model were done by use of interview with 11 people of experts that were chosen by use of snowball sampling method and theme analysis was used and this research is an exploratory research. To survey the validation of the research qualitative data gathering tool expert`s opinions were used and to survey the reliability of the theme analysis findings Kappa Index was used and 96 initial codes in the form of 12 themes and in fact necessary bases for designing model were found that consists of: organizational relationships, mentoring assessment, organizational education, organizational commitment, personnel empowerment, organizational chart, organizational factors, knowledge management, career path management, human resources management, organizational performance results and mentor`s individual characteristics. In quantitative step for model validation Structural Equations were used. In this research by use of stratified random sampling and according to Cochran formula, out of 105 people in the statistical population, the number of sample should be 83 people that 100 questionnaires were distributed for precaution. Research model according to qualitative analysis findings and results of Structural Equations and according to finding necessary bases for implementation of mentoring and by use of Partial Minimum Square Technique was examined and finally mentoring model by improving Haman Resource Practices Approach and suggestions for creating the necessary conditions and context for the implementation of mentoring were introduced.

The purpose of this study is “to design a model for evaluating the performance of educational centers of one of the government organizations in the country using artificial neural network”. This is an evaluation study to evaluate the performance of public organizational educational centers. The information required for this research was collected through parallel information channels such as using the documents of educational centers under the organization and referring to their documents while maintaining the classification level. The statistical population of this study was five educational centers, one of the government organizations that hold educational courses for about 10 thousand personnel between 2013 and 2020; Based on the opinion of experts and the results of related studies, the inputs and outputs of the research were selected and determined. In order to reduce the input and output variables, the structural equation modeling method - partial least squares were used. In order to train the MLP bilayer neural network, the training method was used. After the teaching of neural network. The performance of neural network was examined through test patterns. The value (mean square error) of the MSE corresponds to 13 equal test patterns and 74/7413, which indicated the high accuracy of the trained network. Finally, the performance of the educational centers was ranked based on the analyzed data.

The purpose of the current research is to investigate the pattern of establishing knowledge management in the education organization. The approach of the present research is qualitative and its method is a systematic review based on the model of Wright et al. (2007). The research community consists of 218 articles about knowledge management in educational organizations, which were presented in reputable scientific journals between 2016 and 2022 and 2013 and 2014. The research sample includes 32 articles that were collected purposefully and selected based on thematic data monitoring. The research data were collected from the qualitative analysis of the studied documents. Based on the data analysis, the competences of the consultants were classified in 4 dimensions and 17 factors. These dimensions include the behavioral dimension (including the characteristics of perceptive skills, media literacy, knowledge management, motivation and commitment), the organizational dimension (including factors; organizational knowledge management strategy, human resource management approach, career path, knowledge management strategies pedagogical, organizational management approach, mentoring and organizational culture), cultural-social dimension (including characteristics such as cultural-social attitude and social capital) and contextual dimension (including factors; providing infrastructure and support) . According to the results, in order to establish knowledge management in the organization, all individual, organizational, and social fields should be considered, and this requires extra-organizational attention.

The selection of mathematics professors is an important issue for universities, since professors are the main pillars of the universities and improving the quality of their performance leads to the improvement of the universities’ educational quality.The aim of this study is to Prioritization of Professional Competencies of Mathematics lecturers of Farhangian University in Iran ,through topsis fuzzy. The present study is an applied research in terms of purpose and is a combination of documentary content analysis and descriptive-analytical research in terms of nature and method. At first, the statistical population including all available domestic and foreign theoretical and research texts were selected and studied. In the second stage, to rank the selected competencies, five mathematics professors were purposefully selected from Farhangian University branches of Hormozgan province, who determined the importance of each of the indicators in a designed questionnaire that were assigned to them. The data were then analyzed, using TOPSIS fuzzy method.Based on the findings, knowledge competence, abilities competence, characteristics competence and skills competence were the most important competencies.According to the mentioned results, it can be understood that Farhangian universities can use the findings of this study to select the professional competencies of their mathematics professors.

The purpose of this study is to provide a model for identifying and developing the growth of government employees (Case study: Ministry of Labor Welfare and Social Affairs). The research has been done in terms of applied purpose and exploratory methods. The data collection method was quantitative and the data collection tool was a questionnaire. The sample size is 237 employees of the Ministry of Labor Welfare and Social Affairs of Tehran living in Tehran (villages and cities), who have answered the above-mentioned distribution questionnaire in this study. In this study, to collect information, two methods of library studies were used to review books and articles and related and dissertations, and documents in libraries related to the subject and content in cyberspace, as well as field studies using a questionnaire. The researcher-made questionnaire is based on semi-structured interviews (individual or group) that include components that were administered after confirmation of reliability and validity. Data analysis was performed by descriptive and inferential methods using SPSS 16 and Smart PLS software. In the model of factor analysis between components because organizational growth dimension (one component) and ethical growth dimension (four components); they had a factor load of less than 0.3, were removed from the factor analysis process, and were considered "very desirable" given that the remaining 14 items were greater than 0.6. Finally, all 14 remaining components and their indicators were accepted under the heading of dimensions and components of the growth pattern of the Ministry of Welfare and Social Affairs. The results indicate that the main components of staff growth in the Ministry of Labor Welfare and Social Affairs are process maturity, individual maturity, organizational maturity, professional maturity, and moral maturity. To check the fit of the model, check the X2, R, and RS; It was discussed that the presence of low X2 and the ratio of chi-square to the degree of freedom less than three, as well as the coefficient of determination and the adjusted coefficient of determination, were calculated; Indicates the proper fit of the model. Findings showed that in the studied companies, there is a positive and strong relationship between intelligence and organizational performance. Also, the relationship between intelligence and organizational growth principles is positive and significant, but there is no significant relationship between organizational growth principles and performance.The results showed that the components of improving the quality of education and growth of municipal managers are individual, educational and organizational. The results of organizational maturity research align individual and organizational goals in order to create cohesive and efficient groups in the workplace, in accordance with the mission and interests of the organization, and this is important through responsibility and voluntary participation in continuous improvement activities. Reduces negative behaviors in the organization In general, organizational maturity is a very complex theory of behavior that refers to behavior change at the organizational level.

The aim of this study was to identify and explain the competencies of entrepreneurial university managers in the framework of qualitative approach and content analysis. The statistical population consisted of 20experts in the field of entrepreneurship education or active members in entrepreneurship centers. Delphi questionnaire, dimensions and components were compiled based on the consensus of experts. The questionnaire was distributed among the statistical community. Entrepreneurial University and the number of 11 dimensions and 11 components for the organizational learning variable were obtained. Finally, after the end of the third year, the conceptual model of the research included 22 dimensions and 34 components for the entrepreneurial university variable and 6 dimensions and 6components for the organizational learning variable that formed the final questionnaire.Managers of entrepreneurial universities in the behavioral dimension of entrepreneurial university and in the components of managers with teamwork skills, manager There are creative and innovative, managers with the spirit of adaptation to the environment, managers with the spirit of risk-taking and innovative and creative faculty members. Behavioral dimension in entrepreneurial university from the point of view of experts: 1. Managers with the spirit of extraversion and adaptation to the environment 2.Kartimi encouragement in the university 3. Managers with a spirit of risk-taking 4. Managers with teamwork skills 5. Managers with a spirit of creativity and innovation 6. Managers with the characteristics of innovative people. In terms of prioritizing the components of the behavioral dimension in organizational learning according to experts: 1. Encourage members to work in a team.

The purpose of this research is to provide an e-learning pattern for Tejarat Bank managers. This research is qualitative and quantitative (exploratory mix) in terms of applied purpose, in terms of how to collect data. The sample size in the qualitative to theoretical saturation section was 21 people and in the quantitative section according to Morgan table from the 300 managers of Tejarat Bank headquarters in the five districts of Tehran, 169 people were selected and distributed by stratified random sampling questionnaire. The researcher-made questionnaire in the form of 6 dimensions of paradigm model consisted of 19 components and 147 indicators. In order to identify and confirm the measurement factors, the validity of the questionnaire was tested separately for each dimension by first-order confirmation factor analysis (dimensions consisting of two components) and second-order (dimensions consisting of more than two components). The results show that confirmatory factor analysis confirmed the quantitative results of the Strauss and Corbin Foundation data model to a large extent and the e-learning model of Tejarat Bank managers with 6 dimensions, 19 components and 134 indicators was obtained. Including cultural readiness, technical readiness, educational readiness, environmental readiness; Causal factors include human factors, educational structure and policies, management; Interfering factors include individual approaches, managerial approaches; Strategies included educational approaches, pedagogical and andragogical approaches, educational assessment and evaluation, ease of access, targeted educational quality, innovation and creativity, integrated management and finally the consequences included educational success and meritocracy, foresight, increasing effectiveness and improving organizational performance.