List of Articles ی مدیران

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  1 - Designing a Business Management Competency Model for Managerial Jobs of Ansar Bank
  حسین زاهدی
  This study aims to design a causal business management competency model for managerial jobs of Ansar Bank. This study uses a descriptive-survey method in which 150 Ansar Bank managers were sampled by purposive sampling and then studied in 2012. Data collection was made More

  This study aims to design a causal business management competency model for managerial jobs of Ansar Bank. This study uses a descriptive-survey method in which 150 Ansar Bank managers were sampled by purposive sampling and then studied in 2012. Data collection was made by a researcher-made questionnaire. The instrument validity was assessed and verified based on the comments of university professors who were dealing with the subject of this study, while taking advantage of principal component analysis method and latent variables measurement fitting using confirmatory factor analysis. The reliability was measured by Cronbach’s alpha which revealed a reliability of (R=864%), and as it can be claimed the instrument enjoys a good reliability. To test the hypotheses of this research, structural equation modeling was used. The results verify all primary and secondary hypotheses of this study and reveal the effectiveness of competencies included in Business Management Competency Model for Managerial Jobs of Ansar Bank.The variable of customer-orientation enjoys the highest level of effectiveness. In other words, it enjoys the most significant relationship with business management and afterwards the variables of communications, modifications, resource management come respectively. Manuscript profile
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  2 - Higher Education Managers: Identifying the competencies and capabilities required and providing a competency assessment model
  Hossein Khanifar Salahedin Ebrahimi Bahman Gholami Marjan Fayyazi
  Education is a very complex and sensitive issue, and the sustainability of a society depends largely on the efficiency and effectiveness of the education system. If the education system can properly fulfill its mission of individual and social development, it will also More

  Education is a very complex and sensitive issue, and the sustainability of a society depends largely on the efficiency and effectiveness of the education system. If the education system can properly fulfill its mission of individual and social development, it will also provide a favorable environment for cultural, economic, political and social development in society. It goes without saying that a great deal of the complexity and sensitivity of the education system goes back to the competencies of senior education managers. One of the challenges of HRM in organizations, especially in education, is how to select and promote managers. In this regard, the evaluation process process is used as a guideline for evaluating and effectively developing competencies in workplace-like conditions. Therefore, the present study was designed to identify the competencies of higher education managers and to present managers' competency models for use in evaluation centers. Mixed research approach was used to conduct the study. The research population in the qualitative section was all experts, professors and senior managers in the field of education, who were interviewed with 17 experts using snowball based sampling and the statistical population was all of the education managers in Tehran. 462 individuals were selected using cluster sampling method. The research instrument was a researcher-made questionnaire in the quantitative phase. Its validity was confirmed by experts and its reliability was confirmed by Cronbach's alpha test. Semi-structured interviews were used in the qualitative part. In the second step, quantitative method was used in descriptive-analytical method. Based on this, competencies of education managers for use in evaluation center were identified and then the model of competency of higher education managers for use in evaluation center was presented. To estimate the validity of the proposed model, second-order confirmatory factor analysis and structural equation modeling with partial least squares method were used. The results showed that the components of the model of education managers competency for use in the evaluation center are: knowledge competence, professional competence, personality competence, executive performance competence, leadership and guidance competence, communication competence and perceptual competence. Manuscript profile
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  3 - Designing a competency model for middle managers in Tehran Municipality and validating it with a Structural Equation Model
  Seyed Reza Razavi Saeedi
  The type of management in municipalities, which are typically service organizations, is different from other organizations. Therefore, the competencies of the managers of such organizations will be different from other organizations. The purpose of this study is to ide More

  The type of management in municipalities, which are typically service organizations, is different from other organizations. Therefore, the competencies of the managers of such organizations will be different from other organizations. The purpose of this study is to identify and validate the competency model of middle managers of the municipality, which has been done in twenty-two districts of Tehran Municipality. In this study, 20 organizational experts in 8 different departments were interviewed. And the initial model of competencies of middle managers of the municipality was obtained. By performing three stages of Delphi panel among 7 experts, a modified model of competencies was obtained. In the second phase, the Structural Equation Model was used to validate the model. A questionnaire was developed and distributed among 274 middle managers of the municipality. Finally, the competency model of municipal middle managers was presented with 3 dimensions, 6 components and 45 indicators. Manuscript profile
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  4 - Identifying and explaining the dimensions, components and indicators of managers' competencies and comparing them with the current situation of the tax affairs organization
  Ahmad Ali Sadeghi Mohamad Ali  Hosseni kamran mohammad khani
  10.52547/istd.31201.8.28.115
  20.1001.1.24233277.1400.8.28.3.1
  Nowadays, organizations and companies demand employee competence in a wide range of essential knowledge, skills and attitudes because competencies are considered as important predictors of employee performance and success. The purpose of this study is to present the man More

  Nowadays, organizations and companies demand employee competence in a wide range of essential knowledge, skills and attitudes because competencies are considered as important predictors of employee performance and success. The purpose of this study is to present the managerial competencies of managers in the Tax Affairs Organization and compare it with the current situation of these competencies. For this purpose, in the quantitative part, using Morgan table, 356 managers of the country's tax affairs organization were selected by simple random method, and in the qualitative part, 30 people were selected as a sample by purposeful method. The data of this research were collected using library studies, interviews and questionnaires. In the qualitative part, MAXQDA software has been used and in quantitative part, SPSS software have been used. Due to the normality of data distribution, one-sample t-test was used to analyze the data of the questionnaire. According to the research findings, the dimensions of mental health, perfectionism, communication, commitment, individual ability, mental and social health in the field of general competencies, dimensions of managerial personality, managerial communication, managerial skills and leadership in the field of managerial competencies, Dimensions of tax intelligence and tax knowledge in the field of specialized skills were counted. Of the total components, 48% were undesirable and 52% were favorable. In other words, 42% are related to general competencies, 41% are related to managerial competencies and 17% are related to specialized competencies. Manuscript profile
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  5 - 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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  6 - Designing a Model for Developing the Competencies of Iranian Managers in Governmental Organizations with Emphasis on Islamic Management: A Qualitative Research in Education
  Hossein Khanifar Salahedin Ebrahimi Faeze Mohammadesmaeely Bahman Gholami
  10.52547/istd.31331.8.30.47
  20.1001.1.24233277.1400.8.30.4.6
  Managers need to have the capabilities and abilities to lead them to a successful performance that not only meets internal needs but also be able to direct external needs. And in any society, the educational system is an important and significant part. This institution More

  Managers need to have the capabilities and abilities to lead them to a successful performance that not only meets internal needs but also be able to direct external needs. And in any society, the educational system is an important and significant part. This institution is the basis for intellectual growth and development and the basis for maturity and realization of human capacities. Therefore, education managers must have the necessary competencies to do this successfully. Therefore, the present study was designed to develop a model for developing the competencies of Iranian Islamic managers in government organizations with an emphasis on Islamic management in education. To conduct the research, a qualitative approach of phenomenological type and grand theory method was used to conduct the research. The study population was all experts, professors and senior managers in the field of human resources and Islamic management in education, and 19 people were interviewed using purposive sampling. The research tool was a semi-structured interview. Coding method was used to analyze the qualitative findings. The results showed that "development of Islamic competencies and development of leadership and managerial competencies" as a central category, "succession, continuous evaluation, continuous training and learning and talent management" as causal conditions, "learner-centeredness" Organization (learning organization), justice in the selection, appointment and promotion, planning and program-oriented and career development "as strategies, categories of" organizational culture and staff group "as a platform," Islamic attitude to Management, human resources, and organizational structure were introduced as intervening conditions, and the development of the competencies of Iranian-Islamic managers in government organizations can have positive individual and organizational consequences in education. If the managers of education are developed by using the competencies and according to the appropriate Iranian Islamic model, and have sufficient knowledge and skills, the organization will be able to achieve the goals of the organization by raising the morale of the employees and motivating them to work and work. Spend fewer resources and better quality and increase the productivity of the organization. Manuscript profile
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  7 - recognition and rankings of the competencies of the strategic managers of khorasan behzisti (shannon entropy analysis)
  kazem Nasirpour Moslem  Cherabin Ahmad Akbari Davoud  Kaveh
  10.52547/istd.31358.8.28.218
  20.1001.1.24233277.1400.8.28.7.5
  Because there is no standard list of competencies, various organizations, companies and institutions, ministries and government agencies around the world all define a framework for their expected competencies, depending on their circumstances and needs. The aim of this More

  Because there is no standard list of competencies, various organizations, companies and institutions, ministries and government agencies around the world all define a framework for their expected competencies, depending on their circumstances and needs. The aim of this study was to identify and rank the competencies of strategic managers of Khorasan Razavi Welfare Organization. The research method is mixed exploration (qualitative-quantitative) which in the qualitative part is content analysis and in the quantitative part is a survey. Statistical sample In the qualitative section, 15 faculty members in the field of management were selected by theoretical sampling method and in the quantitative section, 12 professors working in Khorasan Razavi universities were selected by random sampling method. The method of analyzing the interview data has been selected in the qualitative part, the network of topics and in the quantitative part of Shannon entropy analysis. Findings of the research in the qualitative section include 25 organizational themes in the form of 4 comprehensive themes (individual, strategic, organizational and leadership) and the results of the quantitative section showed that strategic competence was identified as the most important and individual competence as the least important indicator. According to the research findings, it can be said that the identified components can be considered to assess the competence of strategic welfare managers Manuscript profile
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  8 - Choosing the Most Desirable Manager Development Learning Methods Using TOPSIS Technique(Case study: National Iranian Oil Refining & Distribution Company (NIORDC)
  Yasamin Javadi Mahdieh Asadi Hamidreza Yazdani
  10.52547/istd.31359.8.30.359
  20.1001.1.24233277.1400.8.30.7.9
  The present research was conducted to select desirable learning methods for managerial development based on effective criteria and dimensions using TOPSIS technique. Given the purpose, an applied method of research is used. To collect data, a survey descrip More

  The present research was conducted to select desirable learning methods for managerial development based on effective criteria and dimensions using TOPSIS technique. Given the purpose, an applied method of research is used. To collect data, a survey descriptive method of research is used. The National Iranian Petroleum Refining and Distribution Company (NIORDC) was selected as the statistical population and 15 managers and experts in the field related to managers' learning and development were selected for interviews using purposive sampling. Data collection is performed using both library or documentary methods to review the literature and field study includes structured interviews, distribution and collection of the questioner. The validity of the questioner has been assessed and also approved by the experts due to its consistency with the literature. The reliability of the questioner has been approved by repeat testing. Best Worst method (BWM) as well as Expert choice software have been used for analyzing data and determining the coefficiency of influencing criteria of needs assessment methods and identification of their priorities. TOPSIS technique and Excel have been also used to determine Closeness Coefficient and the priority of each learning methods. Research Findings indicate that the game and simulation method is the most desirable learning method to implement the development programs of managers in the company. Manuscript profile
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  9 - Presenting a Model of managers' Competencies in Complex Organizations
  Seyed Reza Razavi Saeedi
  10.52547/istd.31418.8.30.199
  20.1001.1.24233277.1400.8.30.11.3
  Today organizations are more complex than in the past, and managers need to acquire new and important competencies to help organizations achieve their goals. The purpose of this study is to provide a model of managers' competencies in complex organizations, which is app More

  Today organizations are more complex than in the past, and managers need to acquire new and important competencies to help organizations achieve their goals. The purpose of this study is to provide a model of managers' competencies in complex organizations, which is applied research. This research has been done in two phases, in the first phase, the model is designed and in the second phase, its validation is done. In the first stage of the first phase, based on the frequency of complexities observed in the research literature and by systematically studying the theoretical foundations and also based on interviews with experts, three types of structural, technological, and environmental complexity were considered as the basis for evaluating organizational complexity. In the second stage, which had a quantitative approach and the goal was to identify and select a complex organization, a 21-item questionnaire was designed and its validity was confirmed by experts, and its reliability was confirmed by calculating Cronbach's alpha and distributed among 291 middle managers of the municipality. A one-sample, complex organization t-test was selected. In the next stage, which had a qualitative approach, a semi-structured interview was conducted with 18 experts who were selected by the snowball method, and the initial model of managers' competencies appropriate to any complexity was obtained. In the fourth stage, which had a quantitative approach, a questionnaire was designed based on the initial model and distributed among 5 experts by the Delphi method and after performing three round trip steps, the modified model was obtained. In the second phase of the research, which aimed to validate the modified model and had a quantitative approach, a questionnaire was designed based on the modified model. and distributed among 15 organizational experts, including municipal managers with at least a master's degree and a history of more than twenty-five years, and by calculating the relative content validity coefficient, the final model of managers' competence was developed for any complexity. Manuscript profile
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  10 - Identifying factors affecting the professional development of school principals based on futures study approach
  هادي براتي
  20.1001.1.24233277.1401.9.32.2.5
  The purpose of this study was identifying factors affecting the professional development of school principal’s futures study approach. This research, based on the purpose, following the applied research and based on the nature of the research, is an explanation that has More

  The purpose of this study was identifying factors affecting the professional development of school principal’s futures study approach. This research, based on the purpose, following the applied research and based on the nature of the research, is an explanation that has done by the combined method and sequential explanatory design. In this study using purposive sampling method (18 people) and were studied The views and perspectives of the managers of the education staff of South Khorasan province in relation to the factors affecting the future professional development of school managers. Then, for the confirmation of the dimensions specified in the research, a researcher-made questionnaire was distributed among 201 principals and deputies of secondary schools in South Khorasan province. The validity of the measurement tool has confirmed in the qualitative part using the coders' agreement method and in the quantitative part through convergent and divergent validity. In addition, the reliability of the researcher-made questionnaire has evaluated based on three criteria: factor load coefficients, Cronbach's alpha (0.81) and combined reliability (0.87) using PLS software. To test the research questions, MAXQDA10 software and PLS3 software were used. The results of the qualitative part of the research showed 39 basic themes, 6 organizing themes and 3 comprehensive themes. The results of the quantitative part of the research showed that the factors affecting the professional development of schools in the future could be classified form of three dimensions (individual, organizational and environmental) and 6 components (managerial, communication, behavioral, psychological, religious, environmental and contextual factors) and 39 indicators. The most important dimension came out to be organizational, which has a more effective role in explaining the professional development of secondary education managers in South Khorasan province. Therefore; based on the findings of this study, in order to planning for improving professional development of managers in the future, the first step; must consider the organizational components Manuscript profile
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  11 - Clustering Iranian Gas Industry Managers and Ranking Their Competencies via the EFQM Excellence Model-based Evaluation with an Artificial Intelligence Approach
  Ali reza Zamanian Majid Jahangirfard Farshad Hajalian
  10.52547/istd.31542.8.31.51
  20.1001.1.24233277.1400.8.31.10.4
  This study attempted to lay the ground for linking human resources data based on the results of the organizational excellence model for about 51 parent and subsidiary companies of the National Iranian Gas Company using artificial intelligence (AI) and machine learning m More

  This study attempted to lay the ground for linking human resources data based on the results of the organizational excellence model for about 51 parent and subsidiary companies of the National Iranian Gas Company using artificial intelligence (AI) and machine learning methods. The goal was to present a model for clustering chief organizational managers based on the companies’ evaluation using the European Foundation for Quality Management (EFQM)-based excellence model. The unique characteristic of this method is that it is formed based on the actual performance and output of successful organizations, headed by successful managers and leaders. Accordingly, a performance-based excellence model can be achieved in the future. The outcomes of model evaluation for 2017, 2018, and 2019 for 51 companies affiliated with the National Iranian Gas Company were first clustered. Clustering was performed for 3776 pieces of data via AI-based methods, and coding was done in Python. This applied study aimed to design and develop a novel method for discovering the experts and scientifically classifying the organization’s human resources based on credible data. It also aimed to integrate novel scientific domains of AI, including clustering, to pave the ground for human resources research. In the applied dimension, the results were used in organizational planning and decision-making to generate a tool whereby the future managerial performance of the organization and staff can be predicted based on appropriate human resources data. Finally, a ranking is presented based on the competency gap by using Fisher discriminant ratio (FDR). Manuscript profile
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  12 - 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
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  13 - Designing and explaining the competency model of managers with the aim of creating a competitive advantage in the organization
  esmaeil abdolali ozhan karimi سعید  عبدالمنافی Berouz Lari Semnani
  20.1001.1.24233277.1401.9.32.6.9
  The main purpose of this study is to present a model of managers' competencies to create a competitive advantage in the organization and this research is a combination and the qualitative part is exploratory and the quantitative part is descriptive-survey and the qualit More

  The main purpose of this study is to present a model of managers' competencies to create a competitive advantage in the organization and this research is a combination and the qualitative part is exploratory and the quantitative part is descriptive-survey and the qualitative data is collected through semi-structured interviews of 20 managers, experts and faculty members by purposeful and judgmental sampling method until theoretical saturation and To check the reliability of qualitative data, a sample of texts was given to another expert for coding and his coding results were compared with the researcher's coding. There was about 86% agreement between the two codings. In the quantitative part, research data were collected through a researcher-made questionnaire from 322 samples based on the Cochran method determined from the statistical population of the research, which included managers of industrial and manufacturing companies in Qazvin province. The results of the reliability of the questionnaire show that the calculated Cronbach's alpha coefficients in all cases is greater than 0.7. The research model is based on qualitative findings including the categories of individual competence with 30 concepts, interpersonal competence with 15 concepts, managerial competence with 18 concepts, professional competence of managers with 18 concepts, and the category of competitive advantage with 15 concepts identified and determined using Structural equations have been fitted and tested. Based on the results of the research, managers' competencies in the categories of individual and interpersonal, managerial and professional competencies of managers with specific concepts and sub-categories of each category are identified and their effects on the competitive advantage category are examined separately. The results show that they have a significant effect on competitive advantage in the organization. Manuscript profile
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  14 - Designing a professional development model for managers with a data-based approach: Qualitative research in education
  younes sahranavard nashtifan Salahedin ebrahimi Bahman Gholami سیامند مولودی
  The educational system is the basis for intellectual growth and development and the basis for the maturity and realization of human capacities, and education managers must be professionally developed to carry out this mission successfully, because a large part of the co More

  The educational system is the basis for intellectual growth and development and the basis for the maturity and realization of human capacities, and education managers must be professionally developed to carry out this mission successfully, because a large part of the complexity and sensitivity of the educational system. It refers to the behavior of managers and the success of the organization in achieving organizational goals and missions depends on the existence of competent and competent managers; Therefore, the present study was designed to develop a model for the professional development of education managers. To conduct the research, a qualitative approach with grand theory method was used. The study population was all experts, professors and senior managers in the field of human resources in education who were interviewed using purposive sampling with 21 experts. The research tool was a semi-structured interview. Open, axial and selective coding methods were used to analyze the qualitative findings. The results showed that "Development of cognitive-leadership-management skills and development of professional ethics" as key categories, "Professional development planning, organizational talent, educational and learning opportunities and self-development "As causal conditions", "networking, guidance, facilities and resources and career path management" as strategies, categories of "organizational values and culture, group of managers and working conditions" as a platform, "organizational factors, Learning-Improvement-Development Atmosphere and Barriers and Involvement of Managers were introduced as intervening conditions and succession can have consequences for individual and organizational development in education and positive extra-organizational effects for society. Manuscript profile
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  15 - The Role of Critical Success Factors in Empowering Managers (Case Study: Isfahan Municipality Contracting Companies)
  reihanehalsadat hashemi ahmadreza shekarchizadeh Mohammad shekarchian khouzestani
  20.1001.1.24233277.1401.9.35.5.4
  Capable human source is one of the important components of organizations entering the complex areas.On the other hand, capable employees are the result of the presence of skilled management. Although several factors play role in managers' empowerment. Examining the comm More

  Capable human source is one of the important components of organizations entering the complex areas.On the other hand, capable employees are the result of the presence of skilled management. Although several factors play role in managers' empowerment. Examining the common ground of these factors identifies and reveals the vital factors of success in empowering managers. Empowerment is considered as one of the useful tools to improve the quality of employees and increase organizational effectiveness.Therefore, considering the importance of managers' empowerment, the present study was conducted to identify the critical success factors in empowering managers of Isfahan Municipality contracting companies. The present study is an applied research which has been done by descriptive (survey) method. Its statistical population included the managers of Isfahan Municipality contracting companies and the sample size was estimated to be 120 people using Cochran's formula. The data collection tool in this study was a researcher made Delphi questionnaire. To analyze the data, SPSS software and descriptive statistics indicators as well as one sample t-test were used. The critical success factors have an effect on empowering the managers of Isfahan Municipality contracting companies and play a role above the average (4.179). The results of this study showed that six factors: Motivation, education, managerial skills, focus on human resource development, awareness raising and analytical thinking, play a vital role in the success of empowering managers.The role of these factors was confirmed at a higher than average level in empowering the managers of these companies.the managers of these companies Manuscript profile
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  16 - Provide a model for nurturing and developing the competencies of international marketing managers in free trade zones
  Farzaneh  Zare Mehrjerdi
  20.1001.1.24233277.1401.9.33.5.0
  Given the central role of international marketing in the development and success of free trade zones, international marketing managers must have special skills and competencies. The present study aimed to provide a design model and accreditation model for international More

  Given the central role of international marketing in the development and success of free trade zones, international marketing managers must have special skills and competencies. The present study aimed to provide a design model and accreditation model for international marketing managers in free trade zones. The present study is an applied-developmental research that has been done by heuristic mixed method. It is also a cross-sectional survey in terms of data collection method and time period. The statistical population of the quality sector includes 23 managers of free trade zones. In a small part, the views of 186 international marketing managers of free trade zones have been used. Data collection tools are semi-structured interview and researcher-made questionnaire. The content analysis method and partial least squares were used to analyze the data. The results show that the competencies of international marketing managers include knowledge, skills, personal characteristics, ability and credibility. Skills competencies include professional skills and interpersonal skills. Knowledge competence includes specialized knowledge, general knowledge and international knowledge. Creditworthiness is divided into two categories: public credit and professional credit. Ability competence includes managerial, marketing and emotional ability. Finally, personal competencies also include moral, personality, and professional characteristics. moral, personality, and and professional characteristics. Manuscript profile
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  17 - Designing a core competency model for Iranian gas industry managers based on the results of EFQM by artificial intelligence method
  Ali reza Zamanian Majid Jahangirfard Farshad Haj alian
  20.1001.1.24233277.1401.9.34.5.2
  The success of organizations in achieving strategic goals is highly dependent on how the managers of that organization perform, and this success is more directly related to the selection and appointment of competent and knowledgeable managers at the top of the organizat More

  The success of organizations in achieving strategic goals is highly dependent on how the managers of that organization perform, and this success is more directly related to the selection and appointment of competent and knowledgeable managers at the top of the organizational pyramid. Competency-based management is a strong approach to developing and maintaining the organization's human capital in the long run, and competency models are a useful tool for identifying and developing the knowledge, skills and abilities needed by managers. In general, competency is a set of knowledge, skills, attitudes, abilities, interests and personality traits that enable employees to perform job-related activities effectively and perform job performance as expected or beyond expectations. Do." In accordance with the competencies defined in the evaluation center of the managers of the National Iranian Gas Company and according to the nature of trainable competencies, three categories of communication competencies, managerial and leadership competencies, cognitive and one category of untrained personality competencies have been defined. In this article, we have tried to achieve a set of core competencies in the field of competencies of gas industry managers, which has been achieved based on the performance of managers in organizational excellence. These core competencies are the beacon of the organization in achieving strategic goals and can be purposefully effective in the shortest time and with the least cost in the development process of the managers of the organization. Manuscript profile
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  18 - Presenting a model for developing the coaching competencies of the education managers of the 22 districts of the mayor of Tehran
  nasim madahi afsaneh zamani moghadam Parivash Jaafari
  20.1001.1.24233277.1401.9.35.9.8
  The purpose of this study is to provide a model for developing the coaching competencies of education managers in 22 districts of Tehran Municipality. Due to the nature of the subject, this research is descriptive and survey type. The tools used in this study are open i More

  The purpose of this study is to provide a model for developing the coaching competencies of education managers in 22 districts of Tehran Municipality. Due to the nature of the subject, this research is descriptive and survey type. The tools used in this study are open interviews and a structured questionnaire. In order to collect information, Delphi interview was conducted with 30 national coaching experts using purposive sampling method. Then, the final model was distributed among 210 managers and education officials of Tehran Municipality using a questionnaire and was evaluated more extensively using structural equations in Amos24 software and validation factor analysis. Based on the results, the variables of coaching action competencies, behavioral-coaching competence, coach-executive competence and coach-monitoring competence were identified as variable dimensions of coaching competency development in Tehran Municipality education managers. The dimensions of the competitor's competencies are: individual and strategic analysis, setting strategic goals and developing operational plans. Transformational leadership, trust, active listening and strong questioning as components of the coach's behavioral competence, empowerment, development and encouragement and guidance in the performance as components of the coach's executive competence, as well as positive monitoring, negative monitoring and feedback as components The coach's ability to monitor was recognized. Manuscript profile