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Open Access Article

1 - Effectiveness for Psychological Needs of Workplace through In-Service Training, Test for Role of Mediator in Employees' Socialization
رقیه بهشتی‌راد

The purpose of this study is to seek Effectiveness for psychological needs of workplace through In-service training, test for role of mediator in employees' socialization. The current research method is descriptive and the research project used was based on Structural e More

The purpose of this study is to seek Effectiveness for psychological needs of workplace through In-service training, test for role of mediator in employees' socialization. The current research method is descriptive and the research project used was based on Structural equations model. The statistical population is all employees of Urmia University in which 260 were selected by stratified random sampling method. Data were gathered through three questionnaires, In-service training, organizational socialization and needs of workplace. Results of structural equation modeling showed that: The relationship between in-service training with psychological needs of workplace and organizational socialization is positive and significant. Relationships between organizational socialization and psychological needs of workplace are positive and significant. Also the relationship between in-service training and psychological needs of workplace with role of mediator in organizational socialization is positive and significant. Manuscript profile

Open Access Article

2 - The Phenomenology of Organizational Training: the lived Experience of Staff in Ferdowsi University of Mashhad
رقیه فاضل

The purpose of this Phenomenological study was to understand the lived experience of staff in Ferdowsi University of Mashhad from training organization. Qualitative findings through deep interview with 9-target participation Showed that they comprehend the education as More

The purpose of this Phenomenological study was to understand the lived experience of staff in Ferdowsi University of Mashhad from training organization. Qualitative findings through deep interview with 9-target participation Showed that they comprehend the education as a human right and the phenomenon intertwined with other aspects of human resources management. In addition to professional training, moral and personal training make them satisfied finally, in this research an exploratory model was extracted from organizational education in University of Mashhad. Manuscript profile

Open Access Article

3 - Presenting the Quality Improvement Model of Virtual Education for Human Resource Development: Farhangian University (Qualitative Study)
mozhgan esmaeilnia Hosseinali Kouhestani Ali Maghool Hassan nodehi

The purpose of this research was to present the Quality Improvement Model of virtual education for Human Resource Development at Farhangian University. This research has been carried out in the framework of a qualitative approach based on the Grounded theory method. In More

The purpose of this research was to present the Quality Improvement Model of virtual education for Human Resource Development at Farhangian University. This research has been carried out in the framework of a qualitative approach based on the Grounded theory method. In this regard, semi-structured interviews were conducted using purposeful approach and application of theoretical saturation criterion with 18 experts and professors and students of Farhangian University of North, South and Razavi Khorasan. To evaluate the validity and reliability of data, two methods are implemented; the members' matching methods as well as peer review. Open and axial coding method was used to analyze the data. Finally, the categories are categorized into 14 main categories in the six dimensions of the paradigm model as causal (teaching and learning activities, human actors, management), phenomenon: quality improvement in virtual education of Farhangian University, strategies (micro level, intermediate level, macro level), contextual conditions (nature of virtual education of Farhangian University), intervening conditions (1. internet, 2. hardware facilities, 3.web) and consequences (individual, organizational and transactional outcomes). Manuscript profile

Open Access Article

4 - Studying the Challenges of Faculty Development Programs at Shahid Beheshti University
Bahar Bandali Mahmood Abolghasemi MohammadHassan Pardakhtchi Morteza Rezaeizadeh

Paying attention to faculty development programs is one of the strategies to enhance the quality of universities. For this reason, universities try to offer various faculty development programs. Faculty members, however, have not welcomed such programs, as expected. Thu More

Paying attention to faculty development programs is one of the strategies to enhance the quality of universities. For this reason, universities try to offer various faculty development programs. Faculty members, however, have not welcomed such programs, as expected. Thus, finding the reasons needs researches and studies. Therefore, the current study seeks to identify the weaknesses of faculty development programs from academic staffs’ viewpoints. Using a phenomenological and qualitative design, semi-structured interviews were conducted with 29 lecturers at Shahid Beheshti University. The transcribed interviews were coded in 3 stages using the Strauss and Corbin framework. As a result of this study, 14 weaknesses in the current FD programs were identified, as follows: “negligence in different dimensions of faculty development”, “lack of needs assessment”, “negligence in intrinsic motivators”, “negligence in individual differences”, “low frequency and quantity of programs”, “inflexible schedules”, “weak promotion and dissemination of programs”, “disorganized programs”, “irrelevant subjects”, “irrelevant content”, “ineffective teaching-learning methods”, “low interaction and participation of faculty members”, “lack of effectiveness for evaluation mechanisms”, and “weaknesses in feedback channels”. In order to get a comprehensive view of faculty development programs, the identified weaknesses were categorized and discussed in accordance with the different curriculum components. In General, based on the findings, it can be said that faculty development programs at this university call for a major revision in the four following components: Goal, Content, Teaching-Learning method, and Assessment methods. Manuscript profile

Open Access Article

5 - Investigating the Role and Importance of Chief Knowledge Officers in Knowledge Management Development from the Point of View of Faculty Members (Case Study: Shahid Beheshti University)
Mahmoud Haghani Mahmoud Abolghasemi Elaheh Seyedmirza

The present study was conducted to investigate the role and importance of chief knowledge officers in knowledge management development at Shahid Beheshti University. Of a total of 831 academic staff a random sample of 135 was selected by Stratified Random Sampling metho More

The present study was conducted to investigate the role and importance of chief knowledge officers in knowledge management development at Shahid Beheshti University. Of a total of 831 academic staff a random sample of 135 was selected by Stratified Random Sampling method. To collect data, a researcher-made questionnaire was developed and validated by experts. Using quantitative approach, a descriptive correlational research was conducted. The 21 items of this questionnaire addressed the components of knowledge management (maintenance, acquisition, transfer, and application of knowledge) whereas other 19 items explored the impact of the chief knowledge officer. Research data were analyzed through Structural Equation Modeling (SEM). The results showed a significant relationship between the role of chief knowledge officer and the components of knowledge management. In the light of chief knowledge officers’ position, the most important factor was the application of knowledge then the knowledge acquisition variable، knowledge transfer، and knowledge preservation were influenced by the role of chief knowledge officers in knowledge management development. Manuscript profile

Open Access Article

6 - Leadership self-development structural model of managers at universities and higher education centers (Case: University of Tehran)
Khodayar Abili Ebrahim Mazari Javad Pourkarimi

The purpose of this study was to providing SEM of leadership self-development for University of Tehran managers. Accordingly, the present study has focused on the self-development of academic leadership. For this purpose, descriptive-correlation method was used. Structu More

The purpose of this study was to providing SEM of leadership self-development for University of Tehran managers. Accordingly, the present study has focused on the self-development of academic leadership. For this purpose, descriptive-correlation method was used. Structural equation modeling and LISREL software were used to analyzed. The statistical population of the study included 524 university managers of Tehran University. In order to collect the research sample by using proportional stratified sampling method, 217 university managers were selected using Morgan table. The purpose of this study was to study the managers of departments, deputies and heads of faculties, general, deputies and president of universities. A researcher-made questionnaire with reliability (α = 0.97) was used to collect data, which evaluated 56 components in 112 questions. The results of SEM showed that individual contextual factors (γ = 0.97) influenced the self-development process of academic leaders. The self-development process (β = 0.92) also influenced the self-development strategies. Strategies also influenced self-development achievements (β = 0.91). However, in the present study, organizational context factors (γ = 0.09) did not influence the process of academic leaders' self-development, although in many studies the role of organizational contextual factors as an organizational readiness for self-development has been effective. Manuscript profile

Open Access Article

7 - Conceptual Model of Corporate University evolution and development
Akram Talebi Saeed Ghiasi Nodooshan abbas abbaspour Ali khorsandi Taskooh

Organizational university is the link between an organization and specialized knowledge; and is known as one of the most efficient mechanisms for global competition. Regarding the closing or merging announcements of some of the above universities into some public univer More

Organizational university is the link between an organization and specialized knowledge; and is known as one of the most efficient mechanisms for global competition. Regarding the closing or merging announcements of some of the above universities into some public universities, as well as other issues the universities are involved, the purpose of the present research is to extract effective factors of the universities evolution and development in Iran. Therefore, research data were collected and coded through interviewing with 12 experts of organizational university area and university administrators using Grounded Theory Method. Research findings show that several organizational and academic factors may influence university performance including clarifying the purpose of university, organization and university CEOs, finance, and level of participation, learners, structure flexibility, educational programs, and knowledge management. University independence and privatization are also university external effective factors. It is recommended that private sector is enabled for effective and economic operation through clarifying and proper implementing of Article 44 of Constitution; then, the organizational university would shed light to the individual and organizational growth and development. Manuscript profile

Open Access Article

8 - Analysis of human resource management performance in identifying and meeting the needs of professional development of faculty members (case study: Shahid Beheshti University)
Farnoush Aalami Abasalt Khorasani Hamed Kamali Armita Shiroodi

by adopting a quantitative approach and using the survey method, the present study sought to analyze the performance of human resources management in identifying and addressing the needs of faculty members' professional development. finally, out of 850 faculty members More

by adopting a quantitative approach and using the survey method, the present study sought to analyze the performance of human resources management in identifying and addressing the needs of faculty members' professional development. finally, out of 850 faculty members of the Shahid Beheshti University, 270 members were selected as sample size and were sampled in a relative sampling process. A researcher-made questionnaire was used to collect data. Validity of the questionnaire was confirmed by the experts and its reliability was calculated using Alpha coefficient of Kornbach .89. The data were analyzed in two levels of descriptive and inferential statistics. The findings of the research indicated that the faculty members' knowledge of the needs for research, educational, personal, organizational and ethical development was reported to be high. However, HRM has only been reported to meet the needs of the training professional development and has been reported at a disadvantage in addressing other needs. Therefore, the fundamental gap between the needs of faculty members' professional development and the HRM function is evident in meeting these needs. Such a gap reflects the need to modify and modify HRM procedures in the needs assessment and planning of professional development of Such a gap reflects the need to modify and modify HRM procedures in the needs assessment and planning of professional development of faculty members.faculty members. Manuscript profile

Open Access Article

9 - Presenting a Model of Factors Influencing the Leadership Competency of Islamic Azad University Managers
سیده فاطمه حبیبی Mojghan Amirianzadeh reza zarei Ebadalah Ahmadi

Background and Purpose The purpose of this study was to present a model of factors affecting the leadership competency of Islamic Azad University managers. Method This research is a mixed method research in qualitative and quantitative in descriptive-survey method. P More

Background and Purpose The purpose of this study was to present a model of factors affecting the leadership competency of Islamic Azad University managers. Method This research is a mixed method research in qualitative and quantitative in descriptive-survey method. Participants in the qualitative section consisted of 21 academic experts selected by purposeful method using key experts and theoretical saturation method. In the quantitative section, all faculty and staff of Islamic Azad University of Fars province numbered 1800. Morgan table was used to determine the sample size. Based on this table, 187 faculty members and staff of Islamic Azad University of Fars were selected. The research tools were used in qualitative, exploratory and semi-structured interviews and in a small part by a researcher-made questionnaire; factors influencing managers' leadership competency were designed based on the themes obtained in the qualitative stage. Results Results in qualitative section revealed the factors influencing leadership competence in the form of 21 basic attributes, 4 organizer attributes (ethical, motivational, managerial, structural) and two pervasive factors (individual and organizational) that based on these findings the effective factors model Leadership competency was designed and quantitative results showed that the structural factor in universities had a great impact on the competencies of leaders and managers, and the model obtained had a good fit. Conclusion According to the results of the research, four factors affecting leadership competency are identified: ethical, motivational, managerial, structural, which require macro and micro strategies that lead to emergence and emergence of leadership competencies in Azad university managers. To be adopted. Manuscript profile

Open Access Article

10 - Designing a strategic model of succession planning with emphasis on organizational learning in the country's universities (Case study: Islamic Azad University of Khorasan Razavi)
Mohammad Ghasem Aghel hamdolah manzari tavakoli Masoud Pouekiani saeid sayadi

10.52547/istd.31175.8.29.1

20.1001.1.24233277.1400.8.29.1.1

The purpose of the current study is to present a strategic model of succession emphasizing on organizational learning in Iran universities particularly the Islamic Azad University of Khorasan Razavi. Mixed-methods, exploratory deign was used in this study in which qua More

The purpose of the current study is to present a strategic model of succession emphasizing on organizational learning in Iran universities particularly the Islamic Azad University of Khorasan Razavi. Mixed-methods, exploratory deign was used in this study in which qualitative approach was initially utilized and subsequently the quantitative approach was used based on the results obtained from the qualitative phase of the study. The researcher proposed the initial conceptual framework and model, based on the results of interviews analyzed with the Delphi method. Then, the model was evaluated using the Field information and survey results. Data were collected through interviews with 25 academic experts who had scientific publications. The data collection tool was a researcher-made questionnaire and interviews with university experts. The findings of this study revealed that the conceptual model of the study indicates that succession is influenced by 7 variables that were considered in designing the questionnaire and measuring the pattern of these variables. The results also confirmed the dimensions and factors affecting succession planning and identified the importance of each variable, which are: a) system of education, b) evaluation and measurement of policy performance and c) talent identification d) strategy and the formation of a talent treasury e) human resources. Manuscript profile

Open Access Article

11 - Designing and explaining the professional development model of the departments chairs of the University of Tehran based on a Lean approach
mojtaba hajkhozeymh Khodayar Abili javad pourkarimi

10.52547/istd.31242.8.28.91

20.1001.1.24233277.1400.8.28.5.3

Purpose: The main purpose of this study is to design and explain the professional development model of the departments chairs of the University of Tehran based on a Lean approach. Method: This research was carried out in two qualitative and quantitative stages, using More

Purpose: The main purpose of this study is to design and explain the professional development model of the departments chairs of the University of Tehran based on a Lean approach. Method: This research was carried out in two qualitative and quantitative stages, using the mixed exploratory research method. The qualitative part of the research was done in two stages. In the first stage of the qualitative section, the existing research background related to the components of professional development of department heads based on a lean approach in Persian and English between 2000 and 2020 was reviewed. After searching, screening and qualitative evaluation of the studies, the final synthesis was performed on 72 studies. In the second stage of the qualitative section, semi-structured interviews were conducted with 20 experts and experts in the field of higher education who were purposefully selected to identify the appropriate pattern of the context of the University of Tehran. Qualitative data analysis was performed using open and axial coding (theme analysis) and its reliability and validity were evaluated. In the quantitative stage, the descriptive-analytical research method and the statistical population included all the managers of the departments of the University of Tehran with 252 people who using Cochran's sampling formula, 152 people were selected as the sample. Sampling method in this study was stratified random sampling method. In the quantitative part, the required data were collected using a researcher-made questionnaire. To evaluate the validity of the quantitative research instrument, content validity and construct validity were used and to evaluate the reliability of the instrument, Cronbach's alpha was used, which confirmed the appropriate reliability and validity of the research instrument. Results: The results showed that the professional development of the managers of the departments of the University of Tehran based on a lean approach has five main components (1. Lean leadership / management skills, 2. Lean student skills, 3. Lean research skills, 4. Lean behavioral skills and 5. Skills Lean individual) and 19 indicators. The results of the second-order confirmatory factor analysis showed that the five identified components have a sufficient factor load to predict the professional development of department heads of the University of Tehran based on a lean approach. The results of one-sample t-test showed that the managers of the departments of the University of Tehran evaluated the general situation of their professional development based on a lean approach at a moderate level. Conclusion:The five main components of this research can be an effective model for the professional development of department heads in university of Tehran and have beneficial results in promoting quality, efficiency, effectiveness and waste reduction in university of Tehran. Manuscript profile

Open Access Article

12 - 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

13 - Identifying and Explaining the Competencies of the Managers of Entrepreneurial Universities with an Organizational Learning Approach (Case Study: Azad Universities of Khorasan Razavi)
Fatemeh Toosi Elham Fariborzi Mahmood Ghorbani

20.1001.1.24233277.1401.9.34.1.8

The aim of this study was to identify and explain the competencies of entrepreneurial university managers in the framework of qualitative approach and content analysis. The statistical population consisted of 20experts in the field of entrepreneurship education or activ More

The aim of this study was to identify and explain the competencies of entrepreneurial university managers in the framework of qualitative approach and content analysis. The statistical population consisted of 20experts in the field of entrepreneurship education or active members in entrepreneurship centers. Delphi questionnaire, dimensions and components were compiled based on the consensus of experts. The questionnaire was distributed among the statistical community. Entrepreneurial University and the number of 11 dimensions and 11 components for the organizational learning variable were obtained. Finally, after the end of the third year, the conceptual model of the research included 22 dimensions and 34 components for the entrepreneurial university variable and 6 dimensions and 6components for the organizational learning variable that formed the final questionnaire.Managers of entrepreneurial universities in the behavioral dimension of entrepreneurial university and in the components of managers with teamwork skills, manager There are creative and innovative, managers with the spirit of adaptation to the environment, managers with the spirit of risk-taking and innovative and creative faculty members. Behavioral dimension in entrepreneurial university from the point of view of experts: 1. Managers with the spirit of extraversion and adaptation to the environment 2.Kartimi encouragement in the university 3. Managers with a spirit of risk-taking 4. Managers with teamwork skills 5. Managers with a spirit of creativity and innovation 6. Managers with the characteristics of innovative people. In terms of prioritizing the components of the behavioral dimension in organizational learning according to experts: 1. Encourage members to work in a team. Manuscript profile

Open Access Article

14 - Features of peer mentoring program elements for university professors: Synthesis based on Roberts model
nasrin ozaei alireza assareh mahmood mehrmohamadi mohamadreza emamjomeh gholamali ahmadi

20.1001.1.24233277.1401.9.35.4.3

Abstract Peer mentoring is one of the new approaches in the professional development of employees, especially university professors. The purpose of this study is to investigate the elements of peer mentoring program for university professors, qualitative research appro More

Abstract Peer mentoring is one of the new approaches in the professional development of employees, especially university professors. The purpose of this study is to investigate the elements of peer mentoring program for university professors, qualitative research approach and its method of synthesis research based on Roberts (2007) model. The research population consists of 347 articles on the features and models of peer mentoring for teaching professors and instructors that have been presented in prestigious scientific journals from 2005 to 2021. The research sample includes 58 scientific research articles that have been purposefully collected. Research data were collected from qualitative analysis of the studied documents. Based on the data analysis, peer mentoring components were classified into 5 dimensions and 29 factors. These dimensions include individual dimension (including factors; job skills, leadership skills, balance, decision-making skills, problem-solving skills, perceptual skills, accessibility, personality dimensions, motivation), organizational dimension (including On factors: professional development, support and encouragement, infrastructure, attention to professional components, organizational and managerial structure), cultural dimension (including factors; attention to cultural requirements) and dimension of requirements and musts (including On factors: dignity, pedagogical knowledge management, clear strategy, process personalization, cost-effectiveness, security, based on the principles of the workplace curriculum, based on hiatology, program requirements and role-paying) and communications (including component Such as, positive communication, social communication, communication in relationships and usefulness). Therefore, in order to better implement peer mentoring patterns, it is better to pay attention to all these 5 dimensions. Manuscript profile

Open Access Article

15 - Exploring the dimensions of organizational culture in Farhangian university From the lens of the teacher competencies
زهره عباباف

20.1001.1.24233277.1401.9.35.11.0

The purpose of this paper is to explore and describe the teacher competencies and organizational culture in the viewpoint of activists in the fields of higher education and teacher education. The research based on qualitative research with a phenomenological approach. D More

The purpose of this paper is to explore and describe the teacher competencies and organizational culture in the viewpoint of activists in the fields of higher education and teacher education. The research based on qualitative research with a phenomenological approach. Data of the research were collected with the deep semi-structured interviews. Participants in the research were based on a targeted sampling method and with respect to the diversity of the groups. The participants included 44 activists in the four groups: faculty of Farhangian university, representative of the leadership institution, experts, and students of Farhangian university, as well as faculty of other universities in the field of education and higher education. By analysis of the data were inferred six teacher competency domains: theoretical knowledge, practical knowledge, monotheistic and aesthetic perspective, professional beliefs, personality, and meta competencies with 15 components. Analysis of data showed that faculty, the board of Directors, and experts of Farhangian university have a mutual opinion about the six competency domains, but students of Farhangian university and faculty of other universities have a different opinion about the personal competencies. In part of organizational culture, were inferred six domains including educational philosophy, trust, organizational interactions, organizational relationships, teacher education, organizational evaluations with 17 components. Manuscript profile

Open Access Article

16 - A Peer Mentoring Model for Professors at Teacher Training University: A Grounded Theory Approach
nasrin ozaei alireza assareh Mahmoud Mehrmohammadi mohamadreza emamjomeh gholamali ahmadi

20.1001.1.24233277.1402.10.37.1.1

Peer mentoring could be mentioned as one of the novel approaches for professional development of university professors. The present study sought to propose a model for the peer mentoring program which could be employed by the professors of Teacher Training University. T More

Peer mentoring could be mentioned as one of the novel approaches for professional development of university professors. The present study sought to propose a model for the peer mentoring program which could be employed by the professors of Teacher Training University. The statistical population included all the professors at the Teacher Training Universities and the sample were selected through criterion sampling which is considered as a variation of purposive sampling. The study data were collected through semi-structured interviews with 15 professors from Teacher Training Universities of Alborz and Tehran provinces. In the next step, open, axial and selective coding methods were used in order to analyze the data. Lincoln and Cuban criteria were used to ensure validity and reliability. The results of the research revealed thirty-five core concepts and eleven selected categories, which were organized and presented in the form of a paradigm model including planning and formulation of macro strategy, needs assessment, attitude, organizational structure redesign, revision and refinement of laws and designing a new performance evaluation system as the core subject and causal conditions (individual and organizational factors), contextual factors (environmental and organizational factors), facilitating intervention conditions (information and media literacy, professional ethics, support, mentoring relationship and job turnover, realism and revision in recruitment policy), limiting intervening conditions (politicization, materialism, weak human resource management, traditional view toward human resources, structural weakness, formalization and temporary view) and outcome (professional growth and development of Teacher Training University professors). Manuscript profile

Open Access Article

17 - Factors and Solutions Affecting Success of Development and Improvement Programs for Faculty Members
Mohammad taghi Roodi

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 effe More

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. Manuscript profile

Open Access Article

18 - Succession by attracting and developing academic talent in an engineering firm: A meta- synthesis study
Abbas abbas pour Vadood Ghasem Talebi Morteza Taheri Hamid Rahimian Saeed Ghiasi Nodooshan

Abstract: The succession planning is an effective strategic approach to maintain and develop human resources within organizations. Although succession is an effective strategy to focus on creating a regular structure for organizations, many companies lack regular succe More

Abstract: The succession planning is an effective strategic approach to maintain and develop human resources within organizations. Although succession is an effective strategy to focus on creating a regular structure for organizations, many companies lack regular succession planning, so that people with the necessary skills and expertise cannot be placed in specific positions. Based on this, the aim of this article is to find the effective components on succession with the approach of attracting and developing academic talents in engineering companies. In this research, a qualitative meta- synthesis method has been used. After conducting a keyword search in reputable national and international databases from 1997 to 2023, a total of 2,181 studies are identified, and 91 studies are selected for the purpose of analysis and information extraction. After conducting analysis, succession planning with a focus on attracting and developing university talents at engineering companies is categorized into 5 dimensions Including: creating commitment, determining policy, attracting and developing academic talent, leadership improvement program and program evaluation and 11factors and 30 sub-factors. Based on the finding, it is worthwhile mentioning that the components of succession planning are determined with a focus on attracting and developing university talents, due to which this research can assist companies to formulate and implement succession planning programs having employed university talents. Manuscript profile

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