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    • Open Access Article

      1 - Presenting a conceptual model of a comprehensive system of training for specific jobs of the supervisory organization Based on data theory
      Masoomeh Bagheri Fardin Batmani Fardin Abdollahi
      Issue 30 , Volume 8 , Autumn 2021
      The aim of this study was to provide a conceptual model of a comprehensive education system for the specific jobs of the regulatory organization. In terms of the type of qualitative research and research method, it was systematically derived from Strauss and Corben data Full Text
      The aim of this study was to provide a conceptual model of a comprehensive education system for the specific jobs of the regulatory organization. In terms of the type of qualitative research and research method, it was systematically derived from Strauss and Corben data. Potential research participants were all experts, elites and professors working in the specific jobs of the regulatory body. Theoretical purposive sampling was used. The number of participants was 33 people with whom a semi-structured interview was conducted and the individuals who provided the most information and data to answer the questions were selected and the interviews continued until reaching the saturation point and maximum information. Open, axial and selective coding methods, as well as MAXQDA software were used to analyze the information. The results showed: The obtained conceptual model has 673 concepts, 126 components and 18 categories and its categories include: causal conditions with categories: identification of effective factors in poor education, review of the current situation, quantitative status and qualitative factors of training, review In the job description, background conditions with categories: necessity of education, economic, social and legal factors, intervention conditions with categories: policy-making and review of job descriptions and categories of strategies, including: monitoring and evaluation, realistic needs assessment, review of training content and targeting, Implications are also with the categories: developing a comprehensive training system, motivating employees and purposeful planning. Manuscript Document

    • Open Access Article

      2 - Managers' coaching success; challenges and barriers
      Akbar Hassanpoor Yusuf Vakili سعید جعفری نیا raha farhadi
      Issue 30 , Volume 8 , Autumn 2021
      Present study aims at identifying managers' coaching success in petrochemical industry. To this end, to identify challenges and barriers of managers' coaching success, a combined methodology is utilized. In qualitative section and by using content analysis through liter Full Text
      Present study aims at identifying managers' coaching success in petrochemical industry. To this end, to identify challenges and barriers of managers' coaching success, a combined methodology is utilized. In qualitative section and by using content analysis through literature review and theories, a 40-item questionnaire was extracted and to test it, the third order factor analysis method with Partial Least Squares (PLS) approach was used. Research population consists of 167 managers, deputies and heads of petrochemical industry of whom 116 were selected by using Cochran formula and simple random sampling technique while SMARTPLS software was used to analyze data. The third order factor analysis findings indicate that weakness of communication skills and problem solution, weakness in feedback representing skill, improper managerial style, not devising realistic goals and obligation to them, coach's improper behavior and attitude, coachee's tendency to commanding style, distrust to coaches, lack of coachee's motivation, improper organizational culture and lack of awareness, structural weakness and lack of senior managers' support, HR management improper supportive systems and lack of supports by national culture can be considered as barriers of managers' coaching success in petrochemical industries. Additionally, the findings indicate that coach related barriers (0.91), intra-organizational barriers (0.81), inter-organizational barriers (0.68) and coachee's related barrier (0.55) have the highest and lowest impacts on manager's coaching success respectively. The final result is that tested model for manager's coaching success enjoys proper validity and reliability and can be used in petrochemical industry. Manuscript Document

    • Open Access Article

      3 - Designing a hybrid model based on Fuzzy MICMAC approaches and network analysis process to evaluate the indicators of coaching competencies in Tejarat Bank
      Seyedeh Zobeideh Falaki Kolori Sirous Tadbiri Ali Reza Afsharnejad maryam majidi
      Issue 30 , Volume 8 , Autumn 2021
      The interest in applying coaching styles is growing among managers of organizations. Organizations are looking for this management method to commit their workforce using coaching skills and achieve individual and organizational performance. However, no research or liter Full Text
      The interest in applying coaching styles is growing among managers of organizations. Organizations are looking for this management method to commit their workforce using coaching skills and achieve individual and organizational performance. However, no research or literature has been conducted on coaching competencies that provide the most significant improvement in individual and organizational performance for these organizations, especially banks. In the present study, all the effective indicators in coaching competencies were identified through a documentary study to meet this challenge, comprehensively and systematically using the fuzzy Delphi method and the opinion of 10 experts. Interpretive structural modeling/Fuzzy MICMAC approach was used to regulate and direct the complexity of relationships between indicators. The network analysis process method was used to identify the indicators that bring the most performance improvement in the field of coaching competencies to Tejarat Bank. The results showed that the "coaching mindset" cluster and "long-term performance enthusiasm" index is more important and influential in the coaching competency indicators in Tejarat Bank compared to the other clusters. Manuscript Document

    • Open Access Article

      4 - Choosing the most desirable manager development learning methods using TOPSIS technique (Case study: National Iranian Oil Refining & Distribution Company (NIORDC)
      Yasamin Javadi hamidreza yazdani Mahdieh Asadi
      Issue 30 , Volume 8 , Autumn 2021
      The present research was conducted to select desirable learning methods for managerial development based on effective criteria and dimensions using TOPSIS technique. Given the purpose, an applied method of research is used. To collect data, a survey descri Full Text
      The present research was conducted to select desirable learning methods for managerial development based on effective criteria and dimensions using TOPSIS technique. Given the purpose, an applied method of research is used. To collect data, a survey descriptive method of research is used. The National Iranian Petroleum Refining and Distribution Company (NIORDC) was selected as the statistical population and 15 managers and experts in the field of related to managers' learning and development were selected for interviews using with purposive sampling. Data collection is performed using both library or documentary method to review literature and filed study includes structured interviews, distribution and collection of questioner. The validity of the questioner has been assessed and also approved by the experts due to its consistency with the literature. The reliability of the questioner has been approved by repeat testing. Best Worst method (BWM) as well as Expert choice software have been used for analyzing data and determining the coefficiency of influencing criteria of needs assessment methods and identification of their priorities. TOPSIS technique and Excel have been also used to determine Closeness Coefficient and the priority of each learning methods. Research Findings indicate that the game and simulation method is the most desirable learning method to implement the development programs of managers in the company. Manuscript Document

    • Open Access Article

      5 - Applying a qualitative meta synthesis approach to provide a model of unlearnin outcomes in the organization
      roya shakeri
      Issue 30 , Volume 8 , Autumn 2021
      Organizational unlearning has attracted the attention of many researchers and this has become an important element of innovation and processes of sustainable individual and organizational change. The aim of this study was to identify the consequences of organizational l Full Text
      Organizational unlearning has attracted the attention of many researchers and this has become an important element of innovation and processes of sustainable individual and organizational change. The aim of this study was to identify the consequences of organizational learning and de-learning using the meta-combination method. In line with this method, after filtering the articles, finally, 40 researches that directly dealt with the implications of organizational de-learning were entered into the analysis phase in MaxQuoda software. After the integration stage, 28 distinct codes were identified, and among the identified codes, codes; Innovation outputs with 6 references, re-learning and organizational flexibility with 4 references, and radical innovation and overall performance with 3 references had the highest number of references in research texts, respectively. At higher levels of abstraction, codes were categorized into 11 concepts and finally into 6 categories (innovative capabilities, competitive value chain promotion, organizational entrepreneurship, organizational agility and transformation, participatory knowledge management, and human resource empowerment). Manuscript Document

    • Open Access Article

      6 - Analysis and identification of general and specialized competencies of financial expert (with development approach) (Case Study: Day Bank)
      Mansoureh Chahardoli Zahra Lebady Fatemeh Parasteh-Ghombavani Mojgan Abdollahi
      Issue 30 , Volume 8 , Autumn 2021
      Financial experts have a key role in the informed decision-making of managers in the strategic plans of banks, therefore, the performance of this group of experts is particularly sensitive. With this in mind, this article identifies the competencies of financial experts Full Text
      Financial experts have a key role in the informed decision-making of managers in the strategic plans of banks, therefore, the performance of this group of experts is particularly sensitive. With this in mind, this article identifies the competencies of financial experts in the field of banking. According to the nature and purpose of this research, its approach is qualitative and has been done with the method of Grounded Theory and Charms structuralist design. The statistical population of the research includes all financial experts working in the financial department of Bank Day Total: liquidity management and management accounting). Research tools include semi-structured interviews, notebooks and tape recorders. The data of this study are the result of interviews with 30 financial experts who were selected by snowball sampling method (sampling was continued until the theoretical saturation stage in the collected information). The text of the interviews, which included 33 hours of individual interviews with the research sample, Implemented and analyzed by theme analysis method. A total of 79 competencies were identified as required competencies for Bank Day financial experts in the form of 12 sub-categories and 4 main categories with individual, interpersonal, basic and general knowledge titles. Job, technical and key job knowledge and finally in two dimensions of specialized and general competencies were determined and defined. Manuscript Document

    • Open Access Article

      7 - Providing a framework for the professional development of primary school principals
      عصمت الزامی abbas abbaspour Ali Khorsandi Taskoh Javad Pourkarimi hamid rahimian
      Issue 30 , Volume 8 , Autumn 2021
      The present study is a qualitative research with a phenomenological approach that has been conducted to identify the dimensions and components of professional development of primary school principals and to develop its framework. The statistical population of the study Full Text
      The present study is a qualitative research with a phenomenological approach that has been conducted to identify the dimensions and components of professional development of primary school principals and to develop its framework. The statistical population of the study was the principals of public primary schools in Tehran in the academic year of 2019-2020. In two stages of sampling, samples were selected by quota and then purposive sampling methods. Semi-structured interviews were used to collect data. The interview continued until the data exploration and data collection process reached a theoretical saturation point after interviewing 14 people. Data were analyzed by open and axial coding steps. Two methods of verifying the interviewees and verifying an external expert were used to control the validity. Two methods of verifying the interviewees and verifying an external expert were used to control the validity. To determine the reliability, two methods of reviewing the writings and also the method of recoding were used. The agreement was calculated in the coding homogeneity and the agreement coefficient was 86%. Findings showed that the professional development framework for primary school principals has 3 dimensions, 14 components with 117 indicators Which includes : the content dimension of professional development (with components of general management knowledge, specialized management knowledge, interactive skills, resource management skills, professional skills, personal inclinations, managerial attitude, physical and mental ability and intellectual ability), the dimension of professional development process (with the components of self-development actions and developer relations) and the dimension of organizational requirements (with the components of knowledge acquisition and acquisition of skills, modification of selection and appointment methods of managers, improvement of organizational structure and processes). Manuscript Document

    • Open Access Article

      8 - Designing and validating a strategic training model with the aim of developing human resources in the automotive industry (Case study: Saipa Automotive Group)
      Mohamad ali Borjikhani avanaki Esmat Masoudy Nadoshan Zahara Taleb Naiereh Shahmohammady
      Issue 30 , Volume 8 , Autumn 2021
      The present study was conducted with the aim of designing a strategic training model and explaining its role in human resource development. This research is an applied research that has used the mixed exploratory method as the research method. The statistical population Full Text
      The present study was conducted with the aim of designing a strategic training model and explaining its role in human resource development. This research is an applied research that has used the mixed exploratory method as the research method. The statistical population in the qualitative section is 27 people and a small number of 400 experts in the field of training and development of human resources and strategy of Saipa Automotive Group have been used as participants. Purposeful sampling method was used in the qualitative and stratified random sections in the quantitative section. Data collection tools in the qualitative part included semi-structured interviews and in the quantitative part included a researcher-made questionnaire. For data analysis in the qualitative part, excel software and quantitative AMOS and SPSS software, version 19 were used. Data analysis method In the qualitative part, including the basic data method (open, axial and selective coding) in the quantitative part, the method of path analysis, Pearson correlation and factor analysis have been used. The results of this research in the qualitative part led to the formation of a strategic training model with the aim of developing human resources in Saipa Automotive Group. It was a strategy for human resource development. The findings of this study can provide practical and operational tools for the development of human resources in Saipa Automotive Group. Manuscript Document

    • Open Access Article

      9 - Providing a model of managers' competencies in complex organizations
      Seyed Reza Razavi Saeedi
      Issue 30 , Volume 8 , Autumn 2021
      Today organizations are more complex than in the past, and managers need to acquire new and important competencies to help organizations achieve their goals. The purpose of this study is to provide a model of managers' competencies in complex organizations, which is app Full Text
      Today organizations are more complex than in the past, and managers need to acquire new and important competencies to help organizations achieve their goals. The purpose of this study is to provide a model of managers' competencies in complex organizations, which is applied research. In the first stage of the first phase, types of complexities were identified and three types of structural, technological, and environmental complexities were considered as the basis for evaluating the complexity of the organization. In the stage of identifying the complex organization, a 21-item questionnaire was distributed in the municipality, which was selected by performing a one-sample t-test of the complex organization. Then, 18 semi-structured interviews were conducted with experts, and the initial model of managers' competencies suitable for any complexity was obtained. In the next step, based on the initial model, a questionnaire was designed and distributed among 5 experts by the Delphi method and the modified model was obtained. In the second phase of the study, which aimed to validate the modified model, a questionnaire was designed and distributed among 15 experts, and by calculating the relative content validity coefficient, the final model of managers' competence was developed for each type of complexity. Manuscript Document

    • Open Access Article

      10 - The relationship between stress managenent training and employees self_efficacy
      Nasrin Asadi Amineh  Ahmadi اسداله عباسی
      Issue 30 , Volume 8 , Autumn 2021
      This also affects health (physical and mental) of individuals and impacts the type of relations between personnel and their job and organization. Aim of this research is to present the stress management training model and its relationship with self-efficacy of employees Full Text
      This also affects health (physical and mental) of individuals and impacts the type of relations between personnel and their job and organization. Aim of this research is to present the stress management training model and its relationship with self-efficacy of employees. Population of the research includes managers and employees of governmental organizations in 2020. In this research, purposeful sampling of 220 subjects as the sample size was used. For qualitative study, purposeful sampling method was used and the inclusion criteria included the specialists and experts with minimum 5 years of experience who have passed the stress management training course. Measurement instruments in this study were two standard and normalized questionnaires i.e. Coping Inventory for Stressful Situations (CISS) developed by Endler & Parker(1990) and Generalized self-efficacy scale of Schwarzer, & Jerusalem(1992). After collecting the research data, the obtained information and results were analyzed using the descriptive data (mean and standard deviation) and inferential statistics (regression analysis). The results show that the coping strategies for stressful conditions have different effect on self-efficacy of individuals so that there is a significant positive association between problem- focused coping strategy and self efficacy and effect of the problem- focused coping strategy on self-efficacy is incremental(p<0.05). In other words, the more emphasis on the problem- focused coping strategy, the more the self-efficacy of individuals. On the contrary, there is negative and decreasing association between emotion –focused coping and avoidance coping strategies and self-efficacy (p<0.05). In other words, the more emphasis on the emotion- focused and avoidance coping strategies, the less the self-efficacy of individuals. Manuscript Document

    • Open Access Article

      11 - Workplace learning as an enculturation process
      Saeed Safaei Movahed Mohammad Hajizad
      Issue 30 , Volume 8 , Autumn 2021
      This study aimed at identifying learning cultures in various workplaces thorough an emergent grounded theory study. To gather data, in-depth interviews were conducted on 98 employees of small to large companies to reach a vast breadth and depth of data. For purpose of i Full Text
      This study aimed at identifying learning cultures in various workplaces thorough an emergent grounded theory study. To gather data, in-depth interviews were conducted on 98 employees of small to large companies to reach a vast breadth and depth of data. For purpose of inclusiveness, a maximum variation strategy was adopted for sampling to select participants purposively from manufacturing, business and service companies. The data were thematically analyzed at two levels, namely initial and secondary coding. To establish credibility, two dominant strategies were continuously used as member check and peer debriefing and external auditing. Consequently, a tripartite typology emerged to represent learning culture in various enterprises based on three criteria: management approach, peers' reaction, promotion expectancy. To sum up, in malignant learning culture, bad working habits are learnt and shared by staff and commitment to work is gradually minimized to its lowest possible point. In deterministic learning culture, a neutral learning climate dominates the workplace as staffs perceive no link between self-development and job promotion. Finally, in demanding learning culture people may clearly view sensible link between competency development and job promotion, so they try their utmost to keep up with the latest developments in their field to avert the risk of demotion or job loss. The study suggests that if enterprises plan to achieve and keep a competitive edge, they should focus firmly on creating a demanding workplace learning culture. Manuscript Document

    • Open Access Article

      12 - Presenting the competency model of financial managers in the National Iranian Oil Company
      Ali Reza Afsharnejad marziyeh shabani Zeinolabedin Amini Sabegh Ehsan Sadeh
      Issue 30 , Volume 8 , Autumn 2021
      In this study, a model for the competence of financial managers in the National Iranian Oil Company was designed. Therefore, this study is applied in terms of purpose, qualitative in terms of approach and exploratory and descriptive-survey in terms of method. Data analy Full Text
      In this study, a model for the competence of financial managers in the National Iranian Oil Company was designed. Therefore, this study is applied in terms of purpose, qualitative in terms of approach and exploratory and descriptive-survey in terms of method. Data analysis was performed in two parts. In the first part, the pattern dimensions were identified using the theme analysis method, then in the second part, the Delphi method was used to confirm the proposed model. Therefore, in the present study, two groups of society were studied. 1. The statistical population of the theme analysis method, which included senior managers, deputies, heads and financial experts in the National Oil Company. The sampling method in this section was purposeful and performed by snowball method. 2. The statistical population of the Delphi method included 20 experts, heads and specialists in the field of financial management of the oil company. The sampling method in this section was based on the selection of individuals based on expertise and experience. The information of the first part was collected through interviews and the second part was collected through a questionnaire. Based on the research findings, 26 components were identified and approved in the form of 4 dimensions for the competence of the financial managers of the oil company. The four dimensions include technical skills, leadership skills, individual skills, and business skills. It seems that the model and the results of the research can be effective in the proper selection of financial managers and their growth and development. Manuscript Document

    • Open Access Article

      13 - Designing a Model for Developing the Competencies of Iranian-Islamic Managers in Governmental Organizations with an Emphasis on Islamic Management: A Qualitative Research in Education
      Hossein Khanifar Salahedin Ebrahimi faeze mohammadesmaeely Bahman Gholami
      Issue 30 , Volume 8 , Autumn 2021
      Managers need to have the capabilities and abilities that lead to their successful performance that not only meet internal needs but also be able to direct external needs. And in any society, the educational system is an important and significant part. This institution Full Text
      Managers need to have the capabilities and abilities that lead to their successful performance that not only meet internal needs but also be able to direct external needs. And in any society, the educational system is an important and significant part. This institution is the basis for intellectual growth and development and the basis for maturity and realization of human capacities. Therefore, education managers must have the necessary competencies to do this successfully. Therefore, the present study was designed with the aim of developing a model for developing the competencies of Iranian Islamic managers in government organizations with an emphasis on Islamic management in education. To conduct the research, a qualitative approach of phenomenological type and grand theory method was used to conduct the research. The study population was all experts, professors and senior managers in the field of human resources and Islamic management in education, and 19 people were interviewed using purposive sampling. The research tool was a semi-structured interview. Coding method was used to analyze the qualitative findings. The results showed that "development of Islamic competencies and development of leadership and managerial competencies" as a central category, "succession, continuous evaluation, continuous training and learning and talent management" as causal conditions, "learner-centeredness" Organization (learning organization), justice in selection, appointment and promotion, planning and program-oriented and career development "as strategies, categories of" organizational culture and staff group "as a platform," Islamic attitude to Management, human resources, and organizational structure were introduced as intervening conditions, and the development of the competencies of Iranian-Islamic managers in government organizations can have positive individual and organizational consequences in education. If the managers of education are developed by using the competencies and according to the appropriate Iranian Islamic model, and have sufficient knowledge and skills, the organization will be able to achieve the goals of the organization by raising the morale of the employees and motivating them to work and work. Spend less resources and better quality and increase the productivity of the organization. Manuscript Document

    • Open Access Article

      14 - : Designing an educational and developmental model for school principals based on competency-based approach
      Mojgan Farhadfar ابوالقاسم  دلخوش کسمایی mahmoud safari
      Issue 30 , Volume 8 , Autumn 2021

    • Open Access Article

      15 - Examining teachers' perceptions of virtual in-service training
      peyman yarmohamadzadeh Behbood Yarigholi مرجان دوستی الوانق
      Issue 30 , Volume 8 , Autumn 2021
      The purpose of this study is to examine the perceptions of teachers about virtual in-service training. This study was conducted using descriptive phenomenological method. For this purpose, semi-structured interviews were conducted from the targeted target-oriented sampl Full Text
      The purpose of this study is to examine the perceptions of teachers about virtual in-service training. This study was conducted using descriptive phenomenological method. For this purpose, semi-structured interviews were conducted from the targeted target-oriented samples up to the level of information with 18 teachers from primary, secondary and secondary schools. During interviews, teachers expressed their experiences in virtual service teaching, which were analyzed using the seven-step methodology. The 9 main themes were: timely availability of time and space, optimality , Adaptability to educational methods and new technologies, organizational support, content problems, executive problems, evaluation problems, human resource problems; rare infrastructure required. These topics include the accumulation and tabling of topics such as: (Increasing the time of training, comfort, flexibility in training, managing time and place of training, and staffing responsiveness to the client, reducing the cost of executive courses for the organization, reducing travel expenses for teachers, , Technical and computer skills training, learner-centered learning, the ability to combine with other virtual spaces, up-to-date teaching and testing methods, score points in an organization, assessment, organizational enhancement, application and emphasis on cumbersome content, content tuneup, based on Not being in need of measurement, lack of proper supervision, certification rather than emphasis on learning, Discrediting results, creating opportunities for profitability, lack of interaction during training, lack of academic motivation, teacher pressure and problems, lack of literacy). Findings of the research show that the use of a management education system in management education courses can address some of the educational difficulties and intersections in the face-to-face understanding of teachers, including synchronizing education with changes in textbooks, limiting time, place And educational resources and ways to develop new ways of educating teachers such as electronic and virtual methods. Manuscript Document
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    • Open Access Article

      1 -
           
      Issue 8 , Volume 3 , Spring 2016

    • Open Access Article

      2 - Studying Pathology of In-service Training Courses for OTC Group Employees according to the CIPP Model
      Bahareh Mansouri Kasvaei Mehdi Shariatmadari
      Issue 11 , Volume 3 , Winter 2017
      This research has been done with the aim of studying pathology of in-service training courses for OTC group employees, according to the “CIPP” model. It is an applied research and in terms of data collection, it’s among the survey research. For studying pathology of in- Full Text
      This research has been done with the aim of studying pathology of in-service training courses for OTC group employees, according to the “CIPP” model. It is an applied research and in terms of data collection, it’s among the survey research. For studying pathology of in-service training courses according “CIPP” model, various studies have examined and components that experts had expected a greater emphasis on, have been chosen. Thus, four aspects are measured using a researcher-made questionnaire: context, input, process and output. The study population included all OTC group employees who have participated in 1393 in-service training courses, that their total number are 1770 persons and the sample is 317 persons, using Morgan (sampling) method. To analyze the data, descriptive statistics, including frequency percent, the mean and standard deviation and inferential statistics including Chi-Squared Test, Umann Whitney, Kruskal-Wallis were used. Research results suggest that the quality of in-service training courses in four dimensions of CIPP evaluation model in context, input, process and output may have caused the participants to provide satisfaction. Manuscript Document

    • Open Access Article

      3 - Studying the Effect of in Service Training on the Level of Human Resource Empowerment: Case Study of Institutions in the Defense Industry
           
      Issue 9 , Volume 3 , Summer 2016
      The purpose of this study is to identify the impact of staff training on empowerment of human resources. The study is applicable in terms of goal and descriptive-survey in terms of data gathering. The population are included all employees who have a high school degree a Full Text
      The purpose of this study is to identify the impact of staff training on empowerment of human resources. The study is applicable in terms of goal and descriptive-survey in terms of data gathering. The population are included all employees who have a high school degree and Considered to have participated in the training period, which are based on data obtained from 200 according to Morgan table, 76 people studied for sampling. Then the questionnaires were randomly distributed among the selected samples. The data-gathering tool is validated questionnaire, which has acceptable validity and reliability. For data analysis, descriptive and inferential statistical methods were used. The data were analyzed through independent T test, one sample T test, ANOVA, and Fridman test. Findings showed that employee training has a positive and significant impact on empowerment of human resources and staff training on empowerment dimensions (clear objectives ,ethical behavior, enhancing mood ,promoting team work and creating a healthy work environment) has a significant effect. However, it is unaffected on constructive communication and the spirit of participation. In addition, some factors such as age, education, work experience and organizational capacity will affect the attitude of workers but type of educational course has no effect on employees' attitude towards education effect on empowerment of human resources. Finally, prioritizing the impact of staff training on empowerment show that promoting the moral has the highest degree, and the lowest one is dedicated to communication. Manuscript Document

    • Open Access Article

      4 - A Pathology and Effectiveness of the Transfer of Training to Workplace
        hamed abbasi kasani
      Issue 13 , Volume 4 , Summer 2017
      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 documen Full Text
      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. Manuscript Document

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      5 - Studying the Effective Factors on Transfer of Training through In-Service Trainings of University of Tehran’s Non-faculty Staff: Based on Holton’s Model
      مهدی وفایی‌زاده abbas abbaspour
      Issue 5 , Volume 2 , Summer 2015
      The current research has been done to investigate the effective factors on transfer of training among non-faculty staff of Tehran University. The population of this study was all employees of Tehran University who have been attended through in-service trainings in the s Full Text
      The current research has been done to investigate the effective factors on transfer of training among non-faculty staff of Tehran University. The population of this study was all employees of Tehran University who have been attended through in-service trainings in the summer of 2013. A sample of 291 employees has been chosen for this research. In order to gather the data, the Holton’s questionnaire (LTSI) was used. The validity of this instrument has been estimated by confirmatory factor analysis (CFA) and its reliability has been achieved using the Cronbach's alpha test. The courses were evaluated using Kirkpatrick model, and after implementing the third level of this model and detecting the low level of change in behavior (training transfer), Holton’s instrument has been implemented to realize the main causes. In order to analyze the data of LTSI the following tests were used: descriptive and analytic statistics, t-test, Pearson Correlation. The results showed that Individual factors (2.68), organizational factors (3.47), and program factors (3.07) which affecting transfer of training were its barriers in Tehran University. Manuscript Document

    • Open Access Article

      6 -
        دکتر محمد عموزاد azam molamohamadi
      Issue 8 , Volume 3 , Spring 2016

    • Open Access Article

      7 - The Challenges of Training Outsourcing to Companies Providing Training from the Viewpoints of Managers and Training Experts
      خالد میر احمدی
      Issue 1 , Volume 1 , Summer 2014
      The current research aimed at studying the challenges of training outsourcing to companies providing training from the viewpoints of managers and experts. This is an applied research in which descriptive survey was used as the data collecting method. Population included Full Text
      The current research aimed at studying the challenges of training outsourcing to companies providing training from the viewpoints of managers and experts. This is an applied research in which descriptive survey was used as the data collecting method. Population included all managers and training experts in charge of organizations in the top100 companies in Tehran, among which 83 persons were randomly selected. A researcher-made questionnaire with 55 multiple-choice tests was used for data collection. The validity and reliability of questionnaire were confirmed by academicians and the Cronbach’s Alpha, respectively. The data were analyzed through descriptive statistics and inferential statistics.The findings illustrate that experts and managers supported the quality of training services in selected companies. In addition, they had a positive view about the outsourcing of training and there was no significant relationship between their views on outsourcing of training in regard to demographic variables. The most salient strengths in outsourcing of training in companies can be named as enhancing facilities, improving performance, reducing expenses and concentrating on main purposes whereas the most important weaknesses can be listed as follow: not accessing to appropriate information about companies, missing competitive advantages, facing the difficulties in working with new contractors and increasing required resources for communication management. Finally, the major solutions have been presented in order to improve outsourcing in the companies. Manuscript Document

    • Open Access Article

      8 - Designing a Performance Management Model with a Human Resources Development Approach in the Public Sector
      mohammad mohammadi  
      Issue 15 , Volume 4 , Winter 2018
      Over the past few decades, the implementation and application of performance management methods to improve service provision and the acquisition of key impacts have been key elements in the development of human resources development in governments. Considering the state Full Text
      Over the past few decades, the implementation and application of performance management methods to improve service provision and the acquisition of key impacts have been key elements in the development of human resources development in governments. Considering the state of the country's administrative system regarding performance management for the development of human resources and considering that the model being implemented today does not have the ability to properly assess employees, the main objective of this research is to design a model of performance management with the approach of HR development in the administrative sector was considered. This research has been implemented with qualitative content analysis method in the field of model extraction and based on a field survey to evaluate it, which led to the design of performance management model for human resource development in government agencies. The main dimensions of this model include the impact of human capital strategy on organizational strategy and reference laws; the coordination of accountability process; the relationship of responsibility and authority with employee performance appraisal; the impact of evaluation strategies on the process of employee performance evaluation; the existence of a significant relationship between the individual characteristics of employees and their evaluation process; Finally, the effect of the relationship of labor relations on employee performance management. Manuscript Document

    • Open Access Article

      9 - The Role of Knowledge Management in Human Resource Development in Tehran Municipality, Region 4
      Shahram Khalil Nezhad  
      Issue 9 , Volume 3 , Summer 2016
      This study investigated the effect of knowledge management on human resource development in Tehran Municipality Region 4 to provide practical suggestions for increasing the capabilities of human capital in the organization through knowledge management. The literature re Full Text
      This study investigated the effect of knowledge management on human resource development in Tehran Municipality Region 4 to provide practical suggestions for increasing the capabilities of human capital in the organization through knowledge management. The literature review identified four components consisting of identifying, acquiring, developing and sharing for knowledge management concept and four components consisting of attitude, knowledge, behavior and skill for human resource development concept. Following the positivism philosophy, deductive (quantitative) approach, and the survey method, a questionnaire (consisting of 45 questions) was used to collect field data. Face and content validity of the questionnaire were confirmed through selecting a standard questionnaire and submitting it to the experts, construct validity through confirmatory factor analysis and reliability through Cronbach's alpha coefficient (0.91). The number of population including undergraduate, graduate and managers of the organization, was 1,100 and the sample volume of 285 randomly selected. Data normality through the Kolmogorov-Smirnov test and relationships between variables and conceptual models through Pearson correlation and structural equation model approved. It turned out that knowledge management plays a significant role in the development of human resources (The correlation coefficient: 0.875; load factor: 0.81). It also became clear that identifying, acquiring, developing and sharing knowledge have impact on the development of knowledge, attitudes, behaviors and skills of human capital. As a result, one of the expected outcomes of knowledge management system can be development of human capital in all dimensions. Also, it can be concluded that one of the tools of human resource development is the establishment of a knowledge management system. Manuscript Document

    • Open Access Article

      10 - A Diagnostic Approach to Organizational Training: Using a Trichotomy Model
      علی اصغر محمودی کوچکسرایی مهدی فراهانی آرش  رسته‌مقدم
      Issue 5 , Volume 2 , Summer 2015
      The influential factors of organizational training in a holding company affiliated to the ministry of energy examined by a diagnostic trichotomy model. Using a descriptive research inquiry a content analysis of organizational characteristics was applied. The sample was Full Text
      The influential factors of organizational training in a holding company affiliated to the ministry of energy examined by a diagnostic trichotomy model. Using a descriptive research inquiry a content analysis of organizational characteristics was applied. The sample was included all managers and experts that worked at the training and development department of all 90 affiliated companies which are under the holding company's directions. The means of gathering data was a series of structured, semi-structured, and unstructured/open questions and interviews. In order to content analysis, after extracting relevant concepts, themes, and contents, each items classified into one of the three (structural, behavioral, environmental/context) dimensions of the model. The results show that structural component has a more influential effect on explanation of strength and weakness of training and development activities than the other two components. In this regard, the article concluded that structural/process aspect of organizational training met with more difficulties than behavioral and context so need to pay more attention. Finally, it seems that the trichotomy model of analysis is a useful diagnostic approach to the organizational pathology and could lead to appropriate applied results. Manuscript Document
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