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Open Access Article

1 - 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

2 - Recognizing the Effective Factors Affecting Human Resource Development (Case study: A Single Provincial Agency SID)

With the emergence of the knowledge economy, human capabilities known as the Attitude change and variety of insight may enhance or reduce development of human resource in organization. Thus it needs rethinking how to provide human resource development. The aim of curren More

With the emergence of the knowledge economy, human capabilities known as the Attitude change and variety of insight may enhance or reduce development of human resource in organization. Thus it needs rethinking how to provide human resource development. The aim of current paper is to reorganize effective mental factors and patterns or to explain the dominant mental paradigm for human resource development. The statistical society is experts of SID Organization in a province of Iran. According to the aim of study Q methodology was used and its performance of steps presented 7 effective factors. Based on the results of factor analysis, statistical or new roles for community research unit or experts are provided. Weaknesses that leads to a decrease in human resource development, has also been explained. Manuscript profile

Open Access Article

3 - Structural Modeling of the Impact of Organizational Factors on the Human Resource Development with the Mediating Role of Knowledge Management Process and Transfer of Training
Kolsoom Nami mir mohmmad seyed abbaszadeh Mohammad Hassani Abbas Bazargan

The aim of the present study determines the relationship between organizational factors and human resources development with the mediating role of knowledge management process and transfer of training in the Islamic Azad Universities of Hormozgan. This study was a corre More

The aim of the present study determines the relationship between organizational factors and human resources development with the mediating role of knowledge management process and transfer of training in the Islamic Azad Universities of Hormozgan. This study was a correlational research using methods of structural equation modeling. The statistical population included all employees of Islamic Azad University of Hormozgan province, which includes 560 employees that 228 people were selected as statistical sample of the research. To collect data from questionnaires of Shekarzade knowledge management process (2012), Halton, Bates & Rona Transfer of Training (2002), Manus Organizational Factors (2004), Najafi human resource development (2012) were used, Structural validity through confirmatory factor analysis confirmed. Reliability of questionnaires was reported using Cronbach's alpha coefficient as 0.93, 0.89, 0.89 and 0.91, respectively. The results showed that organizational factors have a direct impact on the knowledge management process. Transfer of Training has a direct impact on the development of human resources. knowledge management process has a direct impact on the human resource development. The process of knowledge management has an indirect impact on the human resource development of employees through transfer of training. organizational factors have an indirect and significant impact on the human resource development through the process of knowledge management and the transfer of training. Manuscript profile

Open Access Article

4 - Designing a Competency-Based Training Program for Managers at the Ferdowsi University of Mashhad
Razvan Hosseingholizadeh Aliye Matagi akbar amrahi

The main purpose of this study was to design a Competency-Based Training Program for managers at the Ferdowsi University of Mashhad (FUM). To achieve this goal, mixed research method was used. Document analysis, interview, and questionnaire were used to collect data. Th More

The main purpose of this study was to design a Competency-Based Training Program for managers at the Ferdowsi University of Mashhad (FUM). To achieve this goal, mixed research method was used. Document analysis, interview, and questionnaire were used to collect data. The population was comprised of all the managers at the different organizational levels. Adaptation-design approach was used to design. For this, a list of expected competencies of managers in academic and non-academic environments was identified and extracted based on research literature review. In addition, interview with experts was done and documents related to the position of managers at the university were analyzed. According to results, 71 competencies were identified and then categorized into five categories including organizational, conceptual, change and innovation, individual and interpersonal competencies. They include 22 organizational competencies, 12 interpersonal competencies, 6 competencies of change and innovation, 7 conceptual competences, and 24 individual competencies. Also, the findings showed that the competencies of the managers at FUM vary according to their type of responsibility and management level. Therefore, competencies were ranked in the competency questionnaire according to these two characteristics. In general, results indicated that the highest rank has been attributed to organizational, interpersonal, and then conceptual, and change-innovation. Subsequently, based on the proposed model of competency, 34 topics were identified for designing curriculum. Finally, components of the curriculum were developed based on the recommended framework. Manuscript profile

Open Access Article

5 - 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

6 - 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

7 - The Study of Effective Development Factors on Establishment of Organizational Quality Management System in Universities (with Emphasizing the Development of Human Resources)
azam molamohamadi koroush fathi vajargah maghsood farasatkhah

This research aimed at the study of effective developmental factors on establishment of organizational quality management system in universities with emphasizing the development of human resources using grounded theory (GT) as a qualitative approach. Accordingly, to col More

This research aimed at the study of effective developmental factors on establishment of organizational quality management system in universities with emphasizing the development of human resources using grounded theory (GT) as a qualitative approach. Accordingly, to collect data 27 experts from this field were interviewed with purposive sampling method using in depth – semi- structured in three groups: professors, decision makers and key informants in the field of academic quality. Data analysis was performed during open coding stages, orientation and selection by MAXQUDA 12 software. In order to validate the data, collaborative research technique, member checking, and researcher review and reliability index between two coders (Inter-rater reliability) were used. According to the findings of the research, the effective factors on the establishment of the quality management system of the university can be described in the form of 9 main categories and 35 sub categories, as follows:(1) Expected outcomes from higher education (3 sub categories), (2) University education (3 sub categories), (3) Resources and facilities (3 sub categories), (4) University Assessment System (3 sub categories), (5) University management ( 4 sub categories), (6) Great Leadership in higher education (5 sub categories), (7) Internationalization of university (6 sub categories), (8) Conditions governing society (4 sub categories), (9) Interrelation between industry and university (4 sub categories). Manuscript profile

Open Access Article

8 - Human Resources Training and Development as an Academic Discipline: Experiences and Perspectives
Davood Ghorooneh Fateme Sanaeipour Kobra Emami

Human resource training and development (HRD) has become an interdisciplinary field of study as an important academic discipline. But the literature review shows that there is no consensus on components of this field. This research was conducted with the aim of studying More

Human resource training and development (HRD) has become an interdisciplinary field of study as an important academic discipline. But the literature review shows that there is no consensus on components of this field. This research was conducted with the aim of studying the existing situation and determining the scope of HRD, using qualitative research approach and case study method. The population in this study was all resources related to the subject, curriculum of the top universities in this field, as well as specialists of HRD. Therefore, after studying theoretical fundamentals, the curriculum of the top 10 universities was studied. Also, with seven experienced professors interviewed, and four group interviews with employers and proctors of HRD were conducted through the focus group. The interviewees were selected in a purposeful way and systematic coding was used to analyze the data. The results of these three stages of research have shown that the most important areas of study in HRD are: training design, HRD strategies, application of modern learning technologies in HRD, managing learning programs, evaluating learning effectiveness, talent management, coaching and mentoring, knowledge management, change and innovation management, and performance improvement management. Also, competencies such as leadership development, strategic human resource management, business intelligence, organizational behavior analysis, communication skills, and benchmarking of HRD have been identified as core topics in this field. Manuscript profile

Open Access Article

9 - 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

10 - Developing and validating of talent Identification Model of Faculty Members at Comprehensive Universities with regional performance level (Case: university of Lorestan)
Khodayar abili unes romiani javad porkarimi saeid frahbakhsh

20.1001.1.24233277.1402.10.36.1.9

The main purpose of this research is to develop a talent Identification Model of Faculty Members at Comprehensive Universities with regional performance level with using a mixed research method. In the qualitative section, the statistical population consisted of academi More

The main purpose of this research is to develop a talent Identification Model of Faculty Members at Comprehensive Universities with regional performance level with using a mixed research method. In the qualitative section, the statistical population consisted of academic and executive experts that 19 of whom were purposefully selected and interviewed in a semi-structured manner. Also, in the quantitative section, the statistical population consisted of all faculty members of University of Lorestan (307) that 110 individuals were selected Using stratified random sampling method as sample. In the qualitative section, to collect data Semi-structured interviews and in quantitative section tow questionnaire were used. The results showed talent Identification Model consist of three Component: educational dimension (Scientific mastery, effective teaching, and learning), research dimension (Applying knowledge, research capability, writing and scientific publication, analysis) and consultation dimension (consultation to business environments, consultation to students and consultation to the community). It was also found that all observable and latent variables have a factor loading above .70. Manuscript profile

Open Access Article

11 - 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

12 - 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

13 - The effect of Succession Planning on the Transfer of Knowledge in Higher Education with the Mediating Role of Transformational Leadership (Case Study: Kharazmi University)
Ayat Saadat Talab

The aim of the present study was to investigate the effect of succession planning on the knowledge transfer in higher education with the mediating role of transformational leadership. The research method was descriptive correlational. The statistical population of this More

The aim of the present study was to investigate the effect of succession planning on the knowledge transfer in higher education with the mediating role of transformational leadership. The research method was descriptive correlational. The statistical population of this study included all administrators (200 people) of Kharazmi University were selected by convenience sampling method. For data collection were used the three Questionnaire of succession planning (Kim, 2006), Bass & Avolio (2004) transformational leadership, and knowledge transfer (Nonaka & Takeuchi, 1995). Data analysis was done by using structural equation modeling in AMOS And Spss-22 software. The results of structural equation modeling showed that the conceptual model of research with experimental data fits well and transformational leadership plays the role of a complete mediator in the relationship between succession planning and knowledge transfer. Accordingly, the variable relationship between succession planning and knowledge transfer through transformational leadership was confirmed in the form of path analysis. Thus, the variable of transformational leadership showed a facilitating role in the relationship between and succession planning and knowledge transfer. Also, the leading variable of succession planning had a direct and positive effect on the knowledge transfer. Based on the results of the research, it can be concluded that university administrators can provide a good platform By establishing a succession planning system in universities and higher education institutions, for institutionalizing knowledge transfer inside and outside the university. In the current competitive environment, university administrators will achieve the lofty goals and missions of the university by cultivating knowledgeable managers, and thus ensure the growth, development and competitive advantage of the university Manuscript profile

Open Access Article

14 - 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

15 - 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

16 - Designing a Specialized Competency Model and proposing Training Courses for Deans of University of Tehran
Ali Bozorgi Amiri Zahra احتشام Iman Shokr

10.52547/istd.31327.8.31.209

20.1001.1.24233277.1400.8.31.1.5

The purpose of this research is to develop specialized competencies for dean of faculties of University of Tehran. Also, their counterpart training courses and that of details are provided by which the university is able to empower dean effectively. The methodology is q More

The purpose of this research is to develop specialized competencies for dean of faculties of University of Tehran. Also, their counterpart training courses and that of details are provided by which the university is able to empower dean effectively. The methodology is qualitative by which content analysis and systematic review are adapted. Job descriptions of the deans are coded qualitatively through which competencies are extracted. Afterwards, extracted competencies are modified by systematic review and Meta-synthesis methods. Finally, the results are validated by expert opinions. The proposed model categorized as 9 competencies including 17 sub categories. Competencies are presented in the form of communication and support, education and research, and human resource management. The communication and support competency includes factors such as ability to effectively represent and defend the faculty and ability to interact effectively. Educational and research competency consists of leadership and scientific credibility, ability to provide services to the society, ability to improve teaching-learning processes in the faculty, and ability to enhance faculty research processes and mindfulness of faculty policies, rules and programs. Moreover, human resource management competency includes ability to promote programs related to staff and students, and ability to recruit and develop faculty members effectively. Finally, to improve deans performances based on the competency model, training courses are provided. Notably, results are compatible with other universities and they may utilizes the results well enough. Manuscript profile

Open Access Article

17 - 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

18 - Designing the competency model of training managers of higher education centers with a professional skills approach (Case study: Islamic Azad University, Mashhad Branch)
Atefe Razavi elham fariborzi Mahmood Ghorbani

20.1001.1.24233277.1401.9.35.1.0

Introduction: Since higher education centers and universities are among the large and complex organizations that are more specialized and efficient than the other human resources organizations in providing and manpower training, they have a special sensitivity. Also, c More

Introduction: Since higher education centers and universities are among the large and complex organizations that are more specialized and efficient than the other human resources organizations in providing and manpower training, they have a special sensitivity. Also, considering that human development in line with coordination and harmony with the great changes of society, is the main task of the higher education system, this requires universities to have the necessary qualifications of educational administrators (Ismaili et al., 1397). The purpose of this study was to design a competency model for training managers of higher education centers to apply professional skills Methods: This study was conducted in an applied type and in a combined method of exploratory mixed type (qualitative-quantitative). Expert concurrence was used to determine the dimensions of competency components and professional skills based on theoretical foundations. Findings: Six dimensions for professional skills, which include: 1. Technical, human, 3. Perceptual, 4. Communication, 5. Cartesian skills, 6. Innovative skills. Managerial skills 3. Organizational factors 4. Entrepreneurial competence 5. Business competence 6. Leadership 7. Decision making 8. Collaboration. Explain and predict. Professionals are 75% effective in training competitors. Conclusion: The results showed that higher education centers in order to achieve these categories step by step and gradually according to a roadmap and long-term strategic plan and in order to implement it, it is necessary to formulate an action plan. It helps. Manuscript profile

Open Access Article

19 - 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

20 - Providing a structural model of professional self-development for faculty members
Mitra Sadeghi Tabar nadergholi ghorchian parivash jafari Amir Hossein Mohammad Davoudi

20.1001.1.24233277.1401.9.34.11.8

The present study aimed to provide a structural model of professional self-development of faculty members. The research method was descriptive-correlation and structural equations. The study population consisted of all faculty members of Tehran, Shahid Beheshti and Alla More

The present study aimed to provide a structural model of professional self-development of faculty members. The research method was descriptive-correlation and structural equations. The study population consisted of all faculty members of Tehran, Shahid Beheshti and Allameh Tabatabai universities, 3460 people, which was determined using random sampling method and with the help of Morgan table, 346 people. To collect the data, a researcher-made professional self-development questionnaire with reliability (α = 0.97) was used, which examines 5 dimensions of professional self-development. The results of analysis with the help of LISREL software and structural equation modeling analysis showed that the professional self-development structural model of faculty members has five key dimensions including professional self-development competencies, professional self-development action and implementation, professional self-development planning, professional self-development tendency and professional self-development effective factors. Which has a good fit with the data. The results showed that the effective factors with path coefficient (γ = 0.52) affected the tendency to professional self-development. Also, inclination with path coefficient (γ = 0.92) has affected professional self-development planning. In addition, path coefficient planning (γ = 0.95) has influenced professional self-development action and practice. Finally, action and practice have affected the professional self-development competencies with path coefficient (γ = 0.83). Manuscript profile

Open Access Article

21 - 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

22 - 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

Open Access Article

23 - 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

24 - 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

25 - Human Resource Development Strategies in Scientific and Technological Organizations (Case of study: JDEVS)
saeideh samadzad javid ghahremani nahr Faramarz Nouri Akbar Ghasemi

Since the purpose of the current research is to formulate development strategies and improve the productivity of human resources in the organization of JDEVS, this study first identifies and calculates the strengths, weaknesses, opportunities and threats of human resou More

Since the purpose of the current research is to formulate development strategies and improve the productivity of human resources in the organization of JDEVS, this study first identifies and calculates the strengths, weaknesses, opportunities and threats of human resources and then presents development strategies and formulates programs Operations and measures in accordance with the strategies in the organization have been discussed. In this regard, people have been gradually selected from among managers, experts and specialists of the Organization of Academic Jihad of Science and Industry. The technique used to analyze the results is also the approach of strategic reference points. The results of the findings show that the main and general strategy of the organization is an aggressive strategy. Also, after examining the evaluation matrix of internal and external factors in the functional areas of human resources and the opinions of experts in the field of analyzing the internal and external factors of the organization's human resources, with the investigations carried out and also considering the direction of the policy. Identified in this field, human resource strategies were formulated in the SWOT matrix. The obtained results indicate that the strategy is suitable for the main and specialized jobs in the queue, the specialized staff and general staff jobs in the organization, the committed strategy, the suitable strategy for public service jobs, the secondary strategy and the suitable strategy for certain work contract jobs, the strategy It is contractual. Manuscript profile

Open Access Article

26 - 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

27 - 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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