فصلنامه آموزش و توسعه منابع انسانی
پیاپی 4 (بهار 1394)

The current study aimed at effectiveness evaluation of the MBA training courses in Iranian National Gas Company, with descriptive–Survey methods. The study population consists of all participants in the courses. The data collection tools were semi-constructed interviews and researcher-made questionnaires which their reliability and validity were confirmed. In order to analyze the data, one-sample t-test, chi-square test and Friedman test (for quantitative data) and content analysis method (for qualitative data) have been applied. Findings show that a high proportion of respondents satisfied with the design, content, teacher and organization training courses and learning through "informal discussions" are almost used in the workplace. Also Findings show a correlation between the results of the holding period, with results expected from predetermined exists. Therefore it can be concluded that MBA course has been effective.

The current research seeks to study effective factors on banks’ attitudes towards holding blended learning courses. After developing the e-learning, the new form of learning environments has been formed that organizations are leading to maintain these environments to blend the traditional and e-learning capacities in order to blend techniques and abilities of learning and e-learning. Statistical population included 27 private and public banks in which two public (Meli and Tejarat Banks) and two private banks (Parsian and Pasargad Banks) have been chosen by cluster sampling. Then among staff of four banks, 285 respondents have been chosen. The research tool was a researcher-made questionnaire and its validity was confirmed by ten e- learning scholars and academicians and also its reliability was estimated 0.82 after performing among 55 samples. Factor analysis shows that five following factors explain 40.427 percent of all variations of factors respectively: the structural and organizational factors, the difficulties in producing the e-material, the inability in reaching the qualified e- content, the special advantages of blended learning environments and lack of enough knowledge and skills. In addition, for determining the amount of the fitting of the recognized coefficient AMOS program was used which shows the propriety of the recognized factors for the determined criteria.

This research aims to investigate the relationship and role of spiritual leadership in enabling staff members. A descriptive-analytical survey is used. Statistical population consisted of all the official and educational staff of University of Gilan in 2012-13 except its faculty. They were 650 persons from whom 100 people were chosen as sample by random Stratified sampling. In order to gather data, two kinds of questionnaires were used: Fry spiritual questionnaire with 25 questions and Spritzer enabling questionnaire with16 questions. "Face validity" and "Cronbach’s method" were used to approve the validity and reliability of the questionnaire respectively. According to this, alpha coefficient of the spiritual and enabling questionnaires were acquired 0.85 and 0.89 respectively, and it shows the good validity of the instrument. Analysis of gathered data by the use of SPSS statistical software, and also testing hypothesizes by exploiting Pearson's correlation coefficient methods -to relate different variables- were used. The main hypothesis's results showed that according to (r=0.539) there is a meaningful and positive relationship between spiritual leadership and enabling staff members. The results from extraneous hypotheses also showed that there's a meaningful and positive causal relationship between enabling staff members and other factors as follows: dimensions of spiritual leadership (instructional landscape) (r=0.365), altruism (r=0.402), belief in the job (r=0.558), being meaningful in job (r=0.341), membership in the organization (r=0.377), institutional commitment (r=0.628), and function feedback (r=0.315). Also the amount of enabling has a relation with variables such as sex, age, educational degree, and the employment condition. Today’s organizations, in order to their survival in today’s competitive world, need to care a great deal about the role of spiritual leadership in the process of enabling staff members.

This research aims to evaluate the effectiveness of MBA programs that were held in National Iranian Oil Company from 1392 to 1393. In order to achieve the aim, first three levels of the Kirk Patrick’s Model (Reaction, Learning, and Behavior) have been selected as the evaluation basis of this study. The mixed method approach with triangulation research design has been used; this design consisted of two simultaneous processes, described here as collecting qualitative and quantitative data at the same time by use of different research tools. Research Participants were 30 high-ranked managers of NIOC who attended in oil mini MBA Programs. Research data gathered by different tools: quantitative data was derived from three questionnaires of Attitude Scale, Learning Self-evaluation, and Behavior Rating Scale; qualitative data was gained through a protocol which designed for doing semi structured interviews. The collected data have been analyzed through quantitative/qualitative Quantitative data has been examined by Effectiveness Rate and Pearson’s Correlation Coefficient; and qualitative information has been explored and interpreted through the procedure of Thematic Analysis. It is worth noting that the results validation has been done by Peer Review Audit (member checking). The overall findings show that the MBA programs of NIOC were not been effective and successful: effectiveness rate of level 1 (Reaction) is below desired point; for level 2 (Learning) it is a little above the desired point; and in level 3 (Behavior), like level 2, is below desired point. We definitely conclude that the MBA programs have not been successfully adapted to company context and needs, so not been accepted among top-level managers for whom the courses been developed. Therefore, transformation of learning (level 2) to behavior (level 3) was not occurred. It is also true that the participants’ dissatisfaction (level 1) with curricular aspects of programs led to insignificant learning.

The purpose of current research is to investigate the effect of human resource management practices on organizational innovation with mediatory role of organizational learning in Shiraz University. The research method was descriptive – correlation and the statistical population consisted of the whole staff of Shiraz University that among them 201 employees were selected by using Cluster sampling method. Three following questionnaires were used as research tools; human resource management practices (Raj & Srivastava, 2013), organizational innovation (Shoham, 2012) and organizational learning (Ju, 2006). After estimating the reliability and validity, questionnaires were distributed. Results indicated that human resource management practices werent a significant predictor of organizational innovation directly but it affected organizational innovation by mediatory role of organizational learning. Finally, the current paper offers guidelines to HR managers in regard to organizational learning and its importance to achieve organizational innovation.

The goal of this study was to seek the basic components of professional ethics among faculty members in current status and comparing with the ideal status. In order to get data for the qualitative part of research a sample of higher education experts and Ph.D. students with the purposive sampling method was selected. Also with the studying documents and interviewing with the experts and faculty members, the components of professional ethics were known and extracted and finally an 81-item questionnaire was produced and administered among 600 Azad university faculty members. The results of factor analysis showed that personal subscale included components that explain about 78.53% of its variances, organization subscale included 3 components that explain about 68.96% of its variances and environmental subscale included 1 component that explains about 86.82% of its variances. Also the differential results showed that there are significant differences between personal with the environmental subscales, and between organizational and environmental subscales. And the highest and lowest means was for environmental and organizational subscales, respectively.

The primary aim of this study was to identify the impact of vocational training on human development index in Alborz Province free institutions. The study was quasi- experimental, single-group using pre-test and post-test and population of this study formed on 30 frees vocational Institute with 3,800 students in these schools that have registered in the last course of 1391. According to Morgan’s table of selecting sample, 246 samples (numbers of males and females are equal) were selected by a cluster random sampling technique. The research tool is a researcher-made questionnaire. The reliability of questionnaire was examined using the Cronbach's alpha coefficient test. (0.85). the results showed that vocational training has an impact on reducing unemployment and poverty. It also increases hope to the life and improves enabling and mental health of individuals who have been trained. This study shows that, there is a significant difference between the average impacts of vocational training on components of the human development index with different gender. The results obtained in this study indicate that the vocational trainings have impact on components of the Human Development Index as follows: reduce the unemployment and poverty, increase hope to the life and living conditions, also increase enabling and psychological health. Thus all research hypothesis were approved with 99% confidence level using appropriate statistical significance 0.001 (T-dependent) and analysis of variance.