Effectiveness

Open Access Article

1 - Impact of Learner’s Characteristics, Training Design and Work Environment on the Transfer of Learning in Banking Industry

The aim of this study was conducted to determine the impact of trainee characteristics, training design and working environment on the transfer of learning in banking industry. The research method was descriptive, non-experimental causal study. The population was includ More

The aim of this study was conducted to determine the impact of trainee characteristics, training design and working environment on the transfer of learning in banking industry. The research method was descriptive, non-experimental causal study. The population was included 74 employees who have participated in the Banking 1 training courses for 80 hours in 1391 at Fereshtegan Finance & Credit Institute. To this aim, a random sample of 55 employees who participated in the course, were selected. To measure trainee characteristics, training design and work environment, a researcher-made questionnaire was applied. The Validity of the questionnaire was approved by scholars in the field of Management and also Educational Sciences. Its reliability was found to be 0.85. To measure the transfer of learning a researcher-made questionnaire used and its validity was verified by organization’s experts and was finally confirmed by academicians of educational sciences and its reliability was 0.75. Analyzing data was performed by using single-sample t-test, Pearson correlation coefficient and simple and multiple regressions. Results showed that behavior change in Fereshtegan Finance & Credit Institute is undesirable and has a gap with the ideal mean. Main findings showed that there is not a significant relationship between the transfer of learning and trainee characteristics with components such as individual conditions, motivation, self-efficacy and the perception of training productivity and so cannot predict the transfer of learning. Regarding sub-hypotheses, there is a significant relationship between training design and the transfer of learning and as a result it can be predicted. No significant relationship was found between the transfer of learning and working environment with components of “supports for working environment” and “environmental incentives” and so cannot predict the transfer of learning. Manuscript profile

Open Access Article

2 - Designing an Operating Training Model: A Study Based on Grounded Theory
Morteza Taheri

This study aims to present an executive model for effective training of employees and managers in the Customs. To this end, the researcher developed an operating model for effective training in the Customs through conducting extensive interviews with the staff, managers More

This study aims to present an executive model for effective training of employees and managers in the Customs. To this end, the researcher developed an operating model for effective training in the Customs through conducting extensive interviews with the staff, managers and directors and the participants in the training courses and reviewing theoretical foundations and experience in training at the Customs and World Customs Organization. An analysis of the data in three steps of open coding, axial coding and selective coding suggests that the personnel are involved based on organizational factors such as the nature of organizational task, social responsibility of the organization, and organizational dynamics; job factors including task sensitivity, task specialty level, and task fluidity; personal factors such as internal and external motivation in training and professional development. Their involvement in learning through thorough preparation, motivation for transfer, individual capacity for transfer, and effective performance. How to allocate budget, management support, management restrictions, meritocracy, and educational rules and manner of executing rules and laws provide a special ground for training strategies. Moreover, structural strategies including matching the structure with the process of training, creating an training complex, developing human capacity, needs assessment strategies; design strategies including content suitability, motivational mechanisms, instructional calendar, and transfer design; execution strategies including education timing, interpersonal methods, international and online training; and assessment strategies including testing, exercise, attitude analysis, assignments, and effective performance are affected by the organizational factors such as organizational position, structural factors and personnel issues. Research findings indicate that effective strategies for training in the Customs are in positive and constructive interaction with fundamental and environmental factors and will lead to positive effects and consequences such as improved quality of service, increased financial interests and ultimately, formation of a learning customs. Manuscript profile

Open Access Article

3 - Evaluating the Effectiveness of Training Program: Case study, Ferdowsi University of Mashhad
Kolsumeh Shojaa Morteza Karami Mohammad Reza Ahanchian Mojtaba Nadi

The present study investigated on the effectiveness of training programs held in the first eight months of 2011 in Ferdowsi University of Mashhad. Research method was evaluation. Evaluation and goal-oriented approach of Kirkpatrick's model was used to do this study. The More

The present study investigated on the effectiveness of training programs held in the first eight months of 2011 in Ferdowsi University of Mashhad. Research method was evaluation. Evaluation and goal-oriented approach of Kirkpatrick's model was used to do this study. The population study included all 421 of employees in Ferdowsi University of Mashhad. In order to evaluate the reaction level Karami (1386) Questionnaire was used, and to evaluate the learning, pre-test and post- test was applied, and also to evaluate the behavior, a researcher-made questionnaire was used. Findings indicated that the learners were satisfied with the training programs. Also learning in all training programs was in a desirable status. But, in the third level (behavior) result showed that the effectiveness of training courses was doubted. Manuscript profile

Open Access Article

4 - Assessing the Current Situation of Training Courses and Providing a Qualitative Model for Improving the Effectiveness of training courses (case study: State Tax Organization)
Mitra Ezati Alireza Youzbashi Karim Shateri

This research tried to assess the situation of training courses and provide a qualitative model for improving the effectiveness of State Tax Organization, using a mixed method approach. First, the current situation of training was investigated and training courses were More

This research tried to assess the situation of training courses and provide a qualitative model for improving the effectiveness of State Tax Organization, using a mixed method approach. First, the current situation of training was investigated and training courses were assessed. In quantitative part, statistical population included all state audit assistants, assistants, and lead auditors who were selected by cluster sampling method in the some provinces as research samples. Regarding intended training courses, it was specified to assess tax-training courses which were held for experts in the last two years. To collect data, a researcher-made questionnaire was used. The validity of questionnaire was confirmed by educational experts and by using Cronbach’s alpha, reliability was reported equal to 0.96. Data analysis indicated that current situation of training courses need-assessment, goals of training courses, content of training course; instructors of training courses, organizing training courses, assessment of training courses, motivation were moderate. Given the above results and interview with tax experts, the results indicated the major training system damages of State Tax Organization included need-assessment (systematic, non-scientific, non-comprehensive, non-functional, and lack of cooperation of staff in need-assessment), goals of courses (lack of information, general, inappropriate content), content damages (the extent of topics, lack of specified team to formulate content, and theoretical content), instructors (incompetence, improper payment, poor teaching method, and faulty system of selecting instructors), environment and condition of holding courses (poor facilities and equipment, and inconvenient time of holding courses), damages of implementing courses (lack of trainees’ separation i.e. co-educational system, lack of managers’ support, time of courses, and non-executive courses), training evaluation (not caring about training effectiveness, unreal assessment scores, and lack of supervisors’ cooperation regarding assessment), motivation (lack of mechanism to encourage and punish trainees, trainees’ insufficient incentive, instructors’ insufficient motivation), cultural problems (supervisors do not believe in training and inappropriate attitude of senior managers to training), manpower(lack of manpower and incorrect use of expertise in training). Manuscript profile

Open Access Article

5 - A Pathology and Effectiveness of the Transfer of Training to Workplace
Gholamreza Shams Morkani Hamed Abbasi kasani

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 More

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 profile

Open Access Article

6 - identifying the critical success factors for coaching in organizations with a meta-synthesis approach: providing a model
Sajad Gharloghi Abasalt Khorasani Gholamreza Shams Moorkani Behrooz Ghelichlee

The purpose of this study is to identify the key factors of coaching success in the organization. This study also provides a comprehensive model for coaching success factors.This study was conducted in the framework of a qualitative approach meta-synthesis methode with More

The purpose of this study is to identify the key factors of coaching success in the organization. This study also provides a comprehensive model for coaching success factors.This study was conducted in the framework of a qualitative approach meta-synthesis methode with the seven-step approach of Sandolowski and Barso (2009). The study population of the present study includes all Persian and English researches and studies published in the field of coaching between 2000 and 2020. In this regard, keywords related to the purpose of the research were searched. Then, the obtained articles and documents were examined using purposive sampling method, according to the acceptance criteria. Finally, 25 articles that met the inclusion criteria were studied. They were analyzed using three-step coding method (open, axial, selective). The reliability of the codings was confirmed using the kappa agreement coefficient in SPSS software with a value of 0.75 and to evaluate the validity of the study, the findings were provided to two qualitative research experts. Based on the results of data analysis, 129 open codes were identified, which were classified into 6 categories and 23 sub-categories, which include professional coaching competency (perceptual skills, communication skills, technical skills, knowledge And experience, personality and moral characteristics, professional credibility), cochee conditions and characteristics (desire and motivation, personal characteristics, commitment and responsibility, cognitive skills, knowledge and competency, organizational position), Coaching process (planning and organizing, evaluation methods), relationship quality (relationship level, cooperation and agreement, mutual respect and trust, professional learning), organizational context (support of top managers, organizational culture, structural And strategic factors) and external context (cultural factors, environmental factors). Manuscript profile

Open Access Article

7 - Rate of TOL: a new look into measuring the quality of work-based training programs
Saeed Safaei Movahed keyvan salehi Mohammad Hajizad

20.1001.1.24233277.1399.7.27.4.3

Training officials are often unable to prove how effective they are in meeting the business goals. We clearly admit that top managers need reliable and valid data to trust training functions, but training officials often lack justifiable indices to back up their claims More

Training officials are often unable to prove how effective they are in meeting the business goals. We clearly admit that top managers need reliable and valid data to trust training functions, but training officials often lack justifiable indices to back up their claims about improving staff's performance in real work. Although ROI was a rigorous index to report on effectiveness of work-based training programs, but it did not turn into popular trend it is hard and costly to estimate. Hence, we here put forward a new index for reporting on effectiveness of work-based training programs, entitled Rate of TOL. This index aims at measuring how much of what participants learn during training programs transfers into performance in real workplaces. To do so, two strategies are suggested: firstly, Simple Linear Strategy (SLS) which is based on calculating coefficient of determination between scores of final course tests and performance appraisals; and secondly, Cluster Linear Strategy (CLS) which is based on calculating multiple regression between scores of final course tests plus other influencing predictor variables (such as work climate, personal motivation, etc.) and performance appraisals. It is finally argued that the proposed index just improves when training programs are designed and implemented in the best possible manner to meet quality measures like learners' satisfaction, relevance, importance, instructors' competency, and etc. Consequently, Rate of TOL as a quality index helps training and development officials to report more exactly and justifiably on how effective they are in improving people in real workplace. Manuscript profile

Open Access Article

8 - The effect of Un-learning context on organizational innovation with the mediating role of human capital effectiveness in Razi University
SHahin Behvar nader naderi

20.1001.1.24233277.1401.9.32.1.4

Purpose: Discarding outdated knowledge in the organization is very important to replace new knowledge and make changes in the organization and adapt the organization to the conditions of the day. For this purpose, in the present study, the effect of the Un-learning cont More

Purpose: Discarding outdated knowledge in the organization is very important to replace new knowledge and make changes in the organization and adapt the organization to the conditions of the day. For this purpose, in the present study, the effect of the Un-learning context of organizational innovation with the mediating role of human capital in Razi University was investigated. Methodology: In this study, standard questionnaires Un-learning, context desegregation, and human capital of Sagara-Navarro (2017) and Young and Ahmed Organizational Innovation Questionnaire (2004) were used. The study population of Razi University staff was 585 people and 230 people were selected as a sample using the Morgan table. In order to analyze the collected data by structural equation method and path analysis by partial least squares method in a software environment (PLS). Findings: show that the Un-learning context has a positive and significant effect on organizational innovation. Shows an organization with the role of human capital. Conclusion: In order to provide innovative services, university managers and staff should put aside their old knowledge and use new and updated knowledge. Therefore, adopting an innovative approach in universities leads to improving the competencies of human resources, science, and technology. This effect will eventually lead to an improvement in the economic situation and a step towards changing the university's approach towards a third-generation university and an entrepreneur. Manuscript profile

Open Access Article

9 - Identifying and Ranking Effectiveness Factors of E-Learning System
Hamidreza Nematollahi ندا محمداسمعیلی Arian Gholipour saeed پاکدل

20.1001.1.24233277.1402.10.37.3.3

Electronic education and learning is one of the subjects which has recently received great attention in the educational system. Hence it is important to investigate the factors that have a significant impact on the success of the electronic education process and lead to More

Electronic education and learning is one of the subjects which has recently received great attention in the educational system. Hence it is important to investigate the factors that have a significant impact on the success of the electronic education process and lead to the improvement or reduction of the quality of this educational system. In this regard, the present study ought to provide a comprehensive classification of effective factors in the e-learning system by using the mixed method. First, this study by using the mixed method (theme analysis) method, tried to provide a comprehensive classification of effective factors in the e-learning system, and then by using TOPSIS method the factors were ranked. With regard to the goal, this was an applied research and in terms of time it is a cross-sectional. The participants in the research were employees, professors and students in different fields of Tehran University. 15 individuals were selected after theoretical saturation and the data was collected through semi-structured interviews. By analyzing the obtained data, 43 organizing themes were extracted from the codes, and with further consideration the researchers reached 6 main and comprehensive themes. As the result of ranking revealed, the factors including standardization of e-learning, content interaction, documentation and monitoring of education, and the factors of pedagogy and educational design have the greatest impact, and the factors including increase in perceived usefulness, personal and skill improvement, and network learning have the least impact. Manuscript profile

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