List of Articles اساتید

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  1 - 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
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  2 - 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
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  3 - Prioritization of Professional Competencies of Mathematics lecturers of Farhangian University through topsis fuzzy
  marjan moayeri parvaneh amiripour
  20.1001.1.24233277.1401.9.34.3.0
  The selection of mathematics professors is an important issue for universities, since professors are the main pillars of the universities and improving the quality of their performance leads to the improvement of the universities’ educational quality.The aim of this stu More

  The selection of mathematics professors is an important issue for universities, since professors are the main pillars of the universities and improving the quality of their performance leads to the improvement of the universities’ educational quality.The aim of this study is to Prioritization of Professional Competencies of Mathematics lecturers of Farhangian University in Iran ,through topsis fuzzy. The present study is an applied research in terms of purpose and is a combination of documentary content analysis and descriptive-analytical research in terms of nature and method. At first, the statistical population including all available domestic and foreign theoretical and research texts were selected and studied. In the second stage, to rank the selected competencies, five mathematics professors were purposefully selected from Farhangian University branches of Hormozgan province, who determined the importance of each of the indicators in a designed questionnaire that were assigned to them. The data were then analyzed, using TOPSIS fuzzy method.Based on the findings, knowledge competence, abilities competence, characteristics competence and skills competence were the most important competencies.According to the mentioned results, it can be understood that Farhangian universities can use the findings of this study to select the professional competencies of their mathematics professors. Manuscript profile
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  4 - 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