فصلنامه آموزش و توسعه منابع انسانی
پیاپی 38 (پاییز 1402)

The purpose of this study was to identify the factors which affect the self-empowerment of employees in private hospitals in Iran and it was conducted by combining qualitative (data base) and quantitative (survey) methods. The statistical population were selected for both qualitative and quantitative parts. In the qualitative phase 40 individuals were selected. From this sample, 20 individuals were managers and employees of private hospitals and 20 individuals were university professors and experts in the field of management. The data in this part was collected through interviews which continued until theoretical saturation was reached. In the quantitative phase, using Cochran's formula, 293 individuals were selected randomly. The data collected from the interviews were analyzed through the grounded theory and the data from the questionnaire were analyzed using SPSS statistical software. The findings revealed that self-empowerment could be considered as a psychological phenomenon based on individual activism. This refers to a process where a set of causal factors (individual and organizational factors or, in other words, internal and external factors), contextual factors (including cultural-social and organizational factors), intervening organizational factors (including organizational justice and organizational transformation and modernization) involve in its formation. Among the mentioned factors, the respondents offered a better evaluation of individual factors compared to organizational factors regarding the casual factors, of organizational nature compared to cultural and social factors in terms of the contextual factors, and of organization change and update compared to organizational justice in terms of intervening factors.

Investigating factors and solutions that affect development and improvement programs for faculty members could influence the effectiveness of these programs and improve the quality of higher education services. Therefore, the aim of this research is to identify the effective factors and solutions that play an important role in development and improvement programs of faculty members. The present research was conducted with the qualitative content analysis method. The research participants included faculty members of universities and higher education institutions in Tehran and 15 individuals were selected as the study sample and semi-structured interviews were conducted. The participants were selected by purposeful and criterion sampling and the data were analyzed with Thematic analysis method. According to the findings of the research, 6 effective factors and 20 solutions were identified, including: background factor (including: providing facilities, creating and strengthening growth centers, persuading managers and attracting professors' participation), planning factor (including: adjusting the workload of professors, revitalizing and strengthening all kinds of methods, using all kinds of teaching delivery methods and scheduling), the content factor (including: providing practical content, the communication of educational topics and the regulation of all-round promotion and development) the communication factor and cooperation (including: creating learning styles, creating opportunities for cooperation and participation, and improving communication between planners and professors), motivational factor for development (including: salaries and wages, providing training and development incentives and persuading professors), support factor and follow-up (including: supporting training in practice, continuity of development and evaluation programs). Attending to the factors which determine the level of success for these programs and using the solutions presented in the current research could lead to higher effectiveness and improvement of the programs.

Gamification has emerged as one of the novel educational methods that aims to improve education by creating a happy, exciting, dynamic and active platform. In fact, this method strengthens different learning channels of learners. Gamification of educational content offers the concepts and contents in a more convenient way. In this regard, this research was conducted with the aim of exploring the elements and advantages of the gamification method using the meta-analysis approach. The study corpus included national and international studies conducted in the field of gamification, initially 79 national studies and 301 international studies were identified and downloaded, and among them the most relevant sources were selected as the statistical sample, including 30 national studies and 65 international studies (total 95 studies). These sources (articles, dissertations and treatises) were searched in national scientific data bases such as magiran, sid, noormagz, irandoc, ricest as well as comprehensive humanities portal and international scientific data bases such as Proquest, Springer, Sciencedirect, Mdpi, Researchgate, Ieee, Acm, and Google scholars. Next the corpus was analyzed with the aim of identifying the most significant and widely applied elements of the gamification approach and the advantages of this approach. It should be mentioned that the articles presented in the conference were excluded from the study corpus. According to the findings of the research, score, reward, challenge, feedback, leveling, story, interaction and competition with the highest percentage of frequency were the most important and practical elements of gamification in education. Also, creating and promoting interaction and participation, creating motivation, providing a platform for deep learning, improving performance, creating attractiveness and increasing it, developing cognitive growth, creating excitement and vitality, increasing the effectiveness of education, creating a platform for the use of educational technologies, developing social growth, development of soft skills and reduction of disorder were among the benefits of gamification in researches, among these things, creating and promoting interaction and participation, providing a platform for deep learning, creating motivation, improving performance, developing cognitive development, creating excitement and vitality, increasing Effectiveness of education, creation of a platform for the use of educational technologies had the highest frequency percentage.

Designing the competency model is one of the approaches that have been suggested for improving the adaptability of modern organizations with ongoing changes in the work environment. A defined model could offer an ideal ground for those seeking higher positions and more convenient performance management goals. Also, it could serve as a reliable infrastructure and framework for the integration of human resources processes. In this line, the aim of the study was to design competence development model for Tehran municipality managers with a combined approach. This study could be considered as interpretative-affirmative in terms of philosophical foundations, and qualitative-quantitative type, developmental and applied, and inductive-comparative. The statistical population of the research included academic and executive experts in the field of urban management. In the qualitative part, the competences of Tehran municipality managers were identified in two general and specific parts through content analysis. The general competences included: professional ethics, change management, cognitive skills, and data management. The specific competences included: problem solving skills, leadership of people, individual ability, specialized knowledge and skills, communication skills and performance management. In the quantitative phase, through AHP technique, perceptive skill and data management and among specific skills, problem solving skill and leadership of people were proposed as the most important competencies of Tehran municipality managers from the viewpoint of experts. Finally, the development solutions and strategies for each competency were classified by the experts through the identified matrix for managers' development methods. New and reliable approaches such as the recent research could lead to improvement of human resources and serve as a strategic partner, and in this way human resources could be promoted as one of the strategic units of organizations.

The high capacities of the educational system in developing the potential abilities of the employees could bring about greater credit and value at both individual and social levels which reinforces the mental powers of human beings. This study mainly seeks to identify the dimensions and components of the effective education system for the managers of the elementary school in Tehran. The present study was of a qualitative type based on the grounded theory (self-emergence). The statistical population included experts in the field of educational sciences and educational management, who were selected purposefully through snowball sampling method. Next, 30 experts and practitioners in the field of education were interviewed through semi-structured interviews until reaching the point of theoretical saturation and maximum information. In order to analyze the data, the open, axial and selective coding method was used using MAXQDA software. The resulting data were proposed in the form of a conceptual model as follows: causal conditions (leadership and policy making, management structure), main category (effective training), contextual conditions (executive management), intervening conditions (executive requirements), strategies (educational design, educational planning) and outcome (evaluation and monitoring), which as dimensions of effective education play an important role in fulfilling the mission of school administrators. Finally, based on the findings and results, guidelines for the implementation of the program are recommended.

Organizational training could play a significant role in keeping the knowledge, skills and attitudes of employees updated, if it is conducted based on scientific principles and methods and considered as an empowering factor. In this regard, the present study seeks to evaluate and identify the limitations of the organizational training of engineers in the water and electricity industry. To this aim a mixed method was used including survey method in the quantitative phase and phenomenology in the qualitative phase. The research tool in the quantitative part was a researcher-made questionnaire and in the qualitative part it was a semi-structured interview. The participants in the quantitative part included trained engineers, 900 individuals in the year 2021, and in the qualitative part there were teachers and employers in the water and electricity industry. In the quantitative section, 269 individuals were selected by simple random sampling using Morgan's table, and in the qualitative section, 20 individuals were interviewed based on the theoretical saturation level. For analyzing the quantitative data, SPSS software was used and for qualitative data analysis, thematic analysis method was used. According to the findings of the quantitative part of the research, the current state of organizational training of engineers in the water and electricity industry in all 5 dimensions of education is at the average and below average levels. On the other hand, based on the findings of the qualitative part, the main limitations of the organizational occupational training system include process limitations, motivational, cultural and administrative structure. The results revealed that the organizational training of the water and electricity industry does not meet the desired quality levels; cultural problems and inattention to the academic degrees, lack of motivational incentives, structural-administrative problems and process problems and non-compliance of organizational trainings with scientific and logical approaches could be mentioned as some of the factors leading to the current situation.

The purpose of the current research was to investigate the effects of training and human resource development on employee's productivity, emphasizing the mediating role of motivational and psychological empowerment in Kashan Amir Kabir Steel Company. This study also sought to propose conceptual model accordingly. This research was applied in terms of purpose and descriptive and survey in terms of collecting and analyzing data. The statistical population included 380 employees of Kashan Amir Kabir Steel Company from whom 191 individuals were selected using Cochran's formula and available sampling methods. To collect the research data, a researcher-made questionnaire was used, the validity of which was confirmed after applying the supervisor's comments, and its reliability was obtained with Cronbach's alpha coefficient (0.82). Next, structural equations method and Lisrel software were used to analyze the collected data. The findings of this research showed that training and human resource development could lead to employee's productivity and also enhance the motivational and psychological empowerment of employees. Consequently, motivational and psychological empowerment has an impact on employee's productivity.