List of Articles ایران

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  1 - Evaluating the Effectiveness of MBA Training Course in Iranian National Gas Compony Based on Kirk Patrick Model
  gholamreza shams mourkani مهسا  سیفی حسین‌آبادی
  The current study aimed at effectiveness evaluation of the MBA training courses in Iranian National Gas Company, with descriptive–Survey methods. The study population consists of all participants in the courses. The data collection tools were semi-constructed interview More

  The current study aimed at effectiveness evaluation of the MBA training courses in Iranian National Gas Company, with descriptive–Survey methods. The study population consists of all participants in the courses. The data collection tools were semi-constructed interviews and researcher-made questionnaires which their reliability and validity were confirmed. In order to analyze the data, one-sample t-test, chi-square test and Friedman test (for quantitative data) and content analysis method (for qualitative data) have been applied. Findings show that a high proportion of respondents satisfied with the design, content, teacher and organization training courses and learning through "informal discussions" are almost used in the workplace. Also Findings show a correlation between the results of the holding period, with results expected from predetermined exists. Therefore it can be concluded that MBA course has been effective. Manuscript profile
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  2 - Evaluating the Effectiveness of MBA Training Course in Iranian National Gas Compony Based on Kirk Patrick Model
  gholamreza shams mourkani مهسا  سیفی حسین‌آبادی
  The current study aimed at effectiveness evaluation of the MBA training courses in Iranian National Gas Company, with descriptive–Survey methods. The study population consists of all participants in the courses. The data collection tools were semi-constructed interview More

  The current study aimed at effectiveness evaluation of the MBA training courses in Iranian National Gas Company, with descriptive–Survey methods. The study population consists of all participants in the courses. The data collection tools were semi-constructed interviews and researcher-made questionnaires which their reliability and validity were confirmed. In order to analyze the data, one-sample t-test, chi-square test and Friedman test (for quantitative data) and content analysis method (for qualitative data) have been applied. Findings show that a high proportion of respondents satisfied with the design, content, teacher and organization training courses and learning through "informal discussions" are almost used in the workplace. Also Findings show a correlation between the results of the holding period, with results expected from predetermined exists. Therefore it can be concluded that MBA course has been effective. Manuscript profile
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  3 - Identifying Talent Development Mechanisms in Iranian Electric Industry
   
  The current study aimed to identify talent development mechanisms in Iranian electric industry applying a mixed method approach. In qualitative phase, statistical population included academic informants and electric industry’s human resource managers and talents from wh More

  The current study aimed to identify talent development mechanisms in Iranian electric industry applying a mixed method approach. In qualitative phase, statistical population included academic informants and electric industry’s human resource managers and talents from whom 19 people were purposefully selected and profoundly interviewed. The collected qualitative data were analyzed using thematic analysis technique and its validity was confirmed applying member checking, data source triangulation and peer debriefing techniques. In quantitative phase, statistical population consisted of 279 talents from which 134 people were selected randomly as a sample using levy and lemeshaw (1981) formula. Data was collected applying researched- administered questionnaire which contain 56 questions. Structural equation modeling with partial least squares (PLS) approach was used to analyses the collected data. So, in order to do second order confirmatory factor analysis, Smart-PLS3 was utilized. Finally, findings obtained from thematic analysis showed that the main talent development mechanisms in Iranian electric industry were categorized into Internal/external organizational sessions, vertical career path, horizontal career path, self- development, coaching, succession planning, training, performance management, job design techniques, team working, learning by doing, knowledge sharing, and networking. Results of one sample t- test indicated that all identified mechanisms were evaluated adequately by electric industry’s talents. Furthermore, confirmatory factor analysis’ results showed that all observable and latent variables’ factor loading were above 0.70 and were confirmed at 0.01 levels. In other words, the 13 mechanisms identified in qualitative phase can be considered as the fundamental factors of talent development and it can be predicted applying them Manuscript profile
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  4 - Identifying Talent Development Mechanisms in Iranian Electric Industry
    Khodayar Abili  
  The current study aimed to identify talent development mechanisms in Iranian electric industry applying a mixed method approach. In qualitative phase, statistical population included academic informants and electric industry’s human resource managers and talents from wh More

  The current study aimed to identify talent development mechanisms in Iranian electric industry applying a mixed method approach. In qualitative phase, statistical population included academic informants and electric industry’s human resource managers and talents from whom 19 people were purposefully selected and profoundly interviewed. The collected qualitative data were analyzed using thematic analysis technique and its validity was confirmed applying member checking, data source triangulation and peer debriefing techniques. In quantitative phase, statistical population consisted of 279 talents from which 134 people were selected randomly as a sample using levy and lemeshaw (1981) formula. Data was collected applying researched- administered questionnaire which contain 56 questions. Structural equation modeling with partial least squares (PLS) approach was used to analyses the collected data. So, in order to do second order confirmatory factor analysis, Smart-PLS3 was utilized. Finally, findings obtained from thematic analysis showed that the main talent development mechanisms in Iranian electric industry were categorized into Internal/external organizational sessions, vertical career path, horizontal career path, self- development, coaching, succession planning, training, performance management, job design techniques, team working, learning by doing, knowledge sharing, and networking. Results of one sample t- test indicated that all identified mechanisms were evaluated adequately by electric industry’s talents. Furthermore, confirmatory factor analysis’ results showed that all observable and latent variables’ factor loading were above 0.70 and were confirmed at 0.01 levels. In other words, the 13 mechanisms identified in qualitative phase can be considered as the fundamental factors of talent development and it can be predicted applying them Manuscript profile
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  5 - Identifying Talent Development Mechanisms in Iranian Electric Industry
    Khodayar Abili   Aryan gholipour
  The current study aimed to identify talent development mechanisms in Iranian electric industry applying a mixed method approach. In qualitative phase, statistical population included academic informants and electric industry’s human resource managers and talents from wh More

  The current study aimed to identify talent development mechanisms in Iranian electric industry applying a mixed method approach. In qualitative phase, statistical population included academic informants and electric industry’s human resource managers and talents from whom 19 people were purposefully selected and profoundly interviewed. The collected qualitative data were analyzed using thematic analysis technique and its validity was confirmed applying member checking, data source triangulation and peer debriefing techniques. In quantitative phase, statistical population consisted of 279 talents from which 134 people were selected randomly as a sample using levy and lemeshaw (1981) formula. Data was collected applying researched- administered questionnaire which contain 56 questions. Structural equation modeling with partial least squares (PLS) approach was used to analyses the collected data. So, in order to do second order confirmatory factor analysis, Smart-PLS3 was utilized. Finally, findings obtained from thematic analysis showed that the main talent development mechanisms in Iranian electric industry were categorized into Internal/external organizational sessions, vertical career path, horizontal career path, self- development, coaching, succession planning, training, performance management, job design techniques, team working, learning by doing, knowledge sharing, and networking. Results of one sample t- test indicated that all identified mechanisms were evaluated adequately by electric industry’s talents. Furthermore, confirmatory factor analysis’ results showed that all observable and latent variables’ factor loading were above 0.70 and were confirmed at 0.01 levels. In other words, the 13 mechanisms identified in qualitative phase can be considered as the fundamental factors of talent development and it can be predicted applying them Manuscript profile
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  6 - تدوین برنامه توسعه حرفه‌ای کارشناسان و مدیران آموزش در شرکت ملی نفت ایران: یک پژوهش کیفی
  Saeed Safaei Movahed hosein falahinia
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  7 - The Role of Knowledge Management in Human Resource Development in Tehran Municipality, Region 4
  Shahram Khalil Nezhad  
  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 More

  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 profile
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  8 - Application of Knowledge Management Concepts in Non-Teaching Systems (Studied Case: Iran Printing and Publishing Society)
  Ali Khalkhali Reza Mansouri
  20.1001.1.24233277.1397.5.17.6.1
  The purpose of this study is to examine the fundamental question with regard to extensive changes in technology, which aspects of the concepts and processes of knowledge management in the Printing and publishing industry are more applicable and need to be prioritized in More

  The purpose of this study is to examine the fundamental question with regard to extensive changes in technology, which aspects of the concepts and processes of knowledge management in the Printing and publishing industry are more applicable and need to be prioritized in order to establish an effective teaching system in this industry? The study was a qualitative type with phenomenon approach, in particular survival analysis. The participants of this study were selected through targeted snowball sampling to theoretical saturation boundary, from eight experts, well-known publishers and practitioners. The dependability, credibility and patriotism validity has been utilized to strengthen the reliability of the research. The data from interviews were analyzed using a seven-step Colaizzi method. The results of the coding of 37 components were precipitated and could be clustered in 13 inferential issues. Finally, 6 structures consisting of the following themes were driven, which were recognized in the Iranian printing and publishing industry as part of the concepts of the Knowledge management monastery: Standardization of curriculum packages, Diversification of training supply systems, Aesthetic expansion of the training, Marketing and branding, Comprehensive and effective logistics, Continuous monitoring based on return on capital. The analysis presented in this study shows that the application of the mentioned concepts will enhance the productivity of the printing and publication industry in the face of the wide variations in the internal and external dimensions of this industry. Manuscript profile
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  9 - Designing and explaining the professional development model of senior managers of Iran's telecommunications industry Case study: companies MCI, Irancell, Rightel
  Saeed Hadavand Afsaneh Zamanimoghadam Ali Taghipoorzahir
  10.52547/istd.31250.8.28.194
  20.1001.1.24233277.1400.8.28.6.4
  The aim of this study was to design and explain the model of promoting the professional development of senior managers in the Iranian telecommunications industry. For this purpose, the exploratory mixed research method was used. In the qualitative section, in order t More

  The aim of this study was to design and explain the model of promoting the professional development of senior managers in the Iranian telecommunications industry. For this purpose, the exploratory mixed research method was used. In the qualitative section, in order to be aware of the main components of the research, semi-structured interviews with 17 senior managers of the telecommunications industry and faculty members of the university who potentially had more information about the professional development of managers. By analyzing the information through systematic coding method, the findings were identified as 5 main components including "individual maturity, organizational maturity, educational maturity, research maturity and professional maturity" and 25 sub-factors. In the quantitative part of the research and based on qualitative findings, a researcher-made questionnaire was designed and administered on a sample of 172 senior managers who were selected using the non-probability sampling method. The validity of the questionnaire was confirmed by four experts and its reliability was calculated by Chronbach’s alpha with a coefficient of / 876. Indicates the coherence of the questions and the significant lack of dispersion between them. Data were analyzed by confirmatory factor analysis using AMOS software. The results confirmed the dimensions of the extracted model. Finally, the current situation of professional development of senior managers in each of the dimensions of the model was studied, which according to the results, it was found that there is a significant difference between all calculated means and the hypothetical average. Calculating the difference between the means also showed that research maturity and professional maturity have a negative difference and senior managers of Iran's telecommunications industry have a significantly lower-than average level of growth that should be in the program. Educational considerations to be considered. Manuscript profile
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  10 - Structural model of individual development of managers of Iran Telecommunication Company
  Hassan Saddoghi Mahmood Abolghasemi Seyfollah Fazlollahi ghomshi
  10.52547/istd.31367.8.29.175
  20.1001.1.24233277.1400.8.29.5.5
  This research is prepared to present a structural model for personal development in TCI. Personal development is an effective procedure in developing and empowering managers in a systematic way. Methods: The descriptive research method is correlational in which the co More

  This research is prepared to present a structural model for personal development in TCI. Personal development is an effective procedure in developing and empowering managers in a systematic way. Methods: The descriptive research method is correlational in which the correlations between the components are examined. The research community consists of 220 TCI managers selected using random sampling and another 140 selected from Morgan Table. We collected the relevant data using a personal development questionnaire for managers with reliability of 0.96. Of the components, 16 in three dimensions of development is reviewed including “the effective factors in personal development” and “actions performed in personal development” and “managers’ individual competencies”. Conclusion: Results extracted from LISREL and “structural equations modeling analysis” demonstrated that structural model for development of managers consists of “three dimensions in personal development”, “the processes and actions in personal development” and “the managers’ individual competencies” in TCI. Each dimension has its set of components and the model has suitable fitness. Consequently, managers’ personal development was examined with a systematic structure. Additionally, the effective individual factors have an influence on process and actions with a path coefficient of 0.37. Process and actions have an influence on individual competencies with a path coefficient of 0.17. The relationship between the components is indicative of a clear process and a correlation so that factors effective in the process and actions will have an influence on individual competencies. The validity of model will be approved using structural equations and quantitative relationships between dimensions of model. Manuscript profile
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  11 - Designing a model for human resource empowerment in the National Standard Organization of Iran
  Ali Abazari Sivandi
  20.1001.1.24233277.1401.9.32.10.3
  Today, human resources empowerment is considered as an essential and important process in leading organizations. One of the basic needs of the third millennium organizations, considering the difference and variety of definitions and interpretations in the field of human More

  Today, human resources empowerment is considered as an essential and important process in leading organizations. One of the basic needs of the third millennium organizations, considering the difference and variety of definitions and interpretations in the field of human resources empowerment, is developing a valid and executable model. Therefore, the present study aimed to design a human resource empowerment model in the National Iranian Standards Organization. For this purpose, a qualitative and quantitative mixed approach has been used to design and develop a comprehensive model. Also, the present study is an exploratory, survey, causal, applied and fundamental research in terms of the purpose and method. The research statistical population consists of the staff of the Iranian National Standards Organization (400 persons) as well as experts and academics in the field of human resources empowerment and human resources managers of the Iranian National Standards Organization. In the first step, the categories were extracted by interviewing human resources and human resources empowerment Managers of the Iranian National Standards Organization to design the model; then, the research questionnaire was distributed among the staff of the organization that 302 questionnaires (75.5% rate of return) were returned and analyzed. The results, obtained from the analysis, showed the importance of relationships and components of the proposed model. Manuscript profile