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No 13
Vol. 13 No. 4
2017
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The most important sustainable development strategies in pioneer and top universities in the field of knowledge production is contriving for optimal activity of newly-hired faculty members. For this purpose, the present research attempted to study the challenges and barriers of growth and empowerment of newly-hired faculty members. A qualitative approach with phenomenological method was applied to conduct this research and state universities of Tehran were considered as the research environment. There was an attempt to interview the subjects who have necessary experience and understanding of the concept of the phenomenon under study and have necessary awareness of shortcomings and challenges of the research topics. Thus, sampling was conducted purposively of ccriterion type that after the eleventh interview theoretical saturation was achieved, however, for accreditation to the findings, interviews were continued until the fifteenth person. Interviews were carried out through forms of "in person", "by telephone" and "Letter”. Data were collected through semi-structured interviews technique and were analyzed with open and axial coding method. The results identified two factors of growth, empowerment, and mental health in faculty members. The challenges of growth and empowerment were categorized as: Lack of transparency and notification for promotion; absence of kindergartens and nursery care for masters and staffs’ children; not providing appropriate services; space problems and improper management of space and poor support management; high-volume work with indecent benefits and advantages. On the subject of mental health, three categories were recognized: burnout due to high volume of presented modules; concern of contracting for research projects with organizations and being under pressure to publish an ISI article for 2-year contract extension.
- keyvan salehi
Keywords : Growth and Empowerment, ، Mental Health, ، Faculty Members, Newly-hired, ، phenomenology
This study aimed at investigating the pathology and effectiveness of the transfer of raining to workplace. Research method was applied and developmental in terms of purpose, and was mixed (quantitative and qualitative) one in terms of data collection. The review documents and semi-structured interviews were used as data collection tools. In order to analyze the data, the content analysis for classifying method was used. 13 documents were investigated and interviews were conducted with 23 counselors, teachers and principals, who were selected purposefully. The results showed that there were 36 damages in the Individual, Educational and Organizational Areas of the Transfer of Training to Workplace. Then, evaluated the effectiveness of the transfer of training to workplace, through a questionnaire with 0.93 reliability administered on counselors, teachers and principals. To do so, 297 counselors, teachers and principals in Field of Humanities of Tehran secondary schools were selected through stratified random sampling technique. To evaluate the effectiveness of the Transfer of Training to Workplace, one-sample t test, t independent groups and ANOVA were applied. Finally, it was found that secondary factors, motivational elements, environmental factors and the ability factors of the transfer of training to workplace among teachers of Field of Humanities in Tehran secondary schools in Tehran were desirable.
- hamed abbasi kasani
Keywords : Pathology, ، Effectiveness, ، Transfer of Training, ، Workplace
This study aims at designing necessary bodies of knowledge to develop professional training evaluators at Iranian Ministry of Petroleum. Hence, six seasoned training experts with a notable background in energy industry and seven assessment and evaluation experts were selected purposefully by criterion sampling strategy. To gather required data, semi-structured interviews were used and the data were analyzed thematically. The data were organized systematically into Bodies of Knowledge for developing training evaluators at three levels, namely beginner, middle and expert. To establish credibility of findings, member check and peer debriefing strategies were used and data were modified and reanalyzed continuously. Based on the findings, training staff master the following bodies of knowledge to turn into professional evaluators; beginner: inferential statistics, descriptive statistics, assessment and measurement (test making, attitude scales, behavior rating scales), narrative data analysis, DACUM needs analysis, evaluating reaction, learning, and behavior, performance appraisal; middle: return of investment, return of expectation, fault tree technique analysis; expert; balanced scorecards, virtual training monitoring, benchmarking, futuristic.
saeed safaei movahhed - hosein falahinia
Keywords : Training Evaluation, ، Evaluator, ، Developing Professional Evaluators
The purpose of this study is to recognize the dimensions affecting the management development in SAPCO. This study is an applied research, and was carried out through a survey. The data used in this survey is a combination of qualitative and quantitative data gathered from the managers and the top-level supervisors in this company. Qualitative analysis was performed using content analysis and for quantitative analysis t-test was used. Sample group at the first stage (qualitative phase) consisted of 10 managers at supervisor level in SAPCO (saturation level) and at the second stage (qualitative phase) consisted of 53 participants who were asked to fill out a questionnaire. The results indicated that training, performance appraisal, succession planning, top manager’s support, and strategic orientation is recognized as the effective factors on the management development.
mahshid firouzabadi - marjan fayyazi - Mehrdad stiri
Keywords : Management, ، Development, ، Management Development, S ، APCO
Nowadays, the performance of organizations cannot be judged solely on the basis of financial criteria, because research has shown that the market value of companies and financial institutions is mainly non-financial assets to which assets intangible or intellectual capital. This study is tended to identify the dimensions of intellectual capital and knowledge management and their impact on organizational performance in IOTC. This research has been done by using a descriptive analyzing method. The population sample in this study was the managerial members of the company (managers and supervisors) which included 214 individuals at the time, and was conducted by a census method, the structural equation modeling is utilized for data analyzing. The results of data analysis indicate that the proposed model has a suitable fitness. In this model, human capital (HC), structural capital (SC) and relational capital (RC) had positive effect on organization performance, and also these components have indirect positive effect as a mediating role of knowledge management on organization performance, which the impact of each factor has been specified and ranked; then some suggestions have been made accordingly.
Elham Nowrouzi cheshmeh ali - SeyedAligholi Rowshan - Milad Vafadar
Keywords : Human capital, ، Structural capital, ، Relational capital, ، Knowledge Management, ، Organizational performance

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