فهرست مطالب بیژن عبدالهی

Coaching organization is one of the new paradigms in the field of organizational development that uses coaching to realize talents and organizational knowledge management. The present research was conducted with the aim of analyzing the dimensions and components of the Coaching organization in universities. This research is among the qualitative researches and in the analogical paradigm, which is practical in terms of purpose. The statistical population of this research includes experts in the field of coaching, including professors and managers of universities in Tehran. 25 people of the desired sample have been selected by purposeful method and snowball technique. The data collection tool is interview. The data were analyzed by thematic analysis using ATLAS.TI software. The results of the research identified three dimensions include coaches’ characteristics, coachees’ characteristics and organizational characteristics. According to the results of the present research, it is suggested to address the aforementioned three-dimensional components and indicators in order to effectively establish a coaching organization in universities, so that by teaching the principals and skills of coaching to managers, provide the ground for preparing and accepting the coachees to adapt to the changes; In this regard, it is necessary to change management strategies, use a flexible organizational structure with few hierarchies, institutionalize a culture that supports participation, learning and creativity, and use up-to-date electronic information and communication technologies, provide the platform needed for universities to become coaching organization.

The purpose of the research was to design and validate the model of educational interventions effective on educational effectiveness. Therefore, in terms of the purpose of this research, apart from developmental research, and in terms of the method of gathering findings, it was done with the synthesis research method based on Roberts' six-stage model. The statistical population of the research includes all the valid scientific articles related to the subject in the period (2000-2023) that have been registered in specialized and scientific databases inside and outside the country. Among them, 34 sources were purposefully selected after several stages of screening with the indicators of title, abstract, research content and quality and critical assessment skills (CASP) criteria. The data were coded and analyzed through the researcher-made checklist form and thematic analysis method in the MAXQDA software environment. Validation of the research findings was evaluated through the four criteria of Lincoln and Guba (1985), researcher self-review, agreement between two coders, and the obtained pattern was calculated through structural equation modeling using SmartPLS software to the extent of 0.970. Based on the findings of the research, 190 basic themes as indicators and 8 main themes (interventions before training, educational needs assessment, educational environment, educational methods, performance and behavior of the trainer, educational content, educational goals and educational evaluation) as educational interventions effective on The effectiveness of training courses was identified. According to the findings of the research, it is suggested that the trustees of the education unit pay attention to the main themes in order to plan and hold training courses.

Today, dissent occurs easily in modern organizations, as a result, organizations where there is dissent are healthier. The purpose of this research is to present a model for managing organizational dissent in public universities of East Azerbaijan province. The present research method is qualitative and based on the basic theory of Corbin and Strauss. The data collection tool is a semi-structured interview. The statistical population of the present study included 17 university professors and journalists who were selected by purposeful snowball sampling. Based on the findings of the present research, the central phenomenon in two main constructive dimensions with codes such as: disagreement, questioning policies or organizational practices in a principled way, spirit of helping, correction and rationality of the opinions presented. and...; In the non-constructive dimension with codes like: disagreement, questioning policies or organizational practices in an irrational way, providing negative and biased feedback, etc. Causal conditions affecting organizational dissent are divided into three categories: individual, managerial, and organizational-communicative factors. The identified intervening factors are divided into two general categories: intra-organizational attitudinal pressures, extra-organizational pressures. Identified background factors are: psychological and knowledge conditions, demographic background, religious background, communication/organizational conditions, managers' behavioral and attitudinal patterns, and the prevailing organizational culture and atmosphere. The consequences identified in this research are: individual and group, organizational and extra-organizational consequences.

This qualitative study aimed to identify teachers' career plateau indicators, components, and dimensions to provide a conceptual framework and develop theoretical foundations. It was a qualitative research with the phenomenological design. Data was collected by semi-structured interview with 25 teachers, principals and heads of education, who were selected through purposive sampling. Data collection was continued with the snowball method up to the theoretical saturation. They were analyzed by inductive content analysis at three open, axial, and selective levels. Validity of the findings was confirmed by the member check method and its reliability was calculated by the agreement between two coders (81.92%). Three dimensions were identified for indicators of career plateau among teachers, including the weakness in the psycho-physical, job skills, and organizational behavior. Weakness in the psycho-physical dimension included the components of low desire and motivation towards the work activities, negative attitude towards the job and job-organizational conditions, projection, and weakness in the mental and physical health. Weakness in the dimension of job skills including the components of less attention to the job growth and development, weakness in the teaching planning and design, negative impact on the students' academic performance, reduction in the work efficiency and quality, lack of creativity in the work, and inappropriate interaction with the parents, teachers and students. Finally, the weakness in the organizational dimension of behavior included the components of less flexibility in facing the organizational job changes, developing a negative atmosphere in the work environment and encouraging the anti-organizational behaviors, passive presence in the work environment, anti-organizational citizenship behaviors, isolationist behaviors, and reducing the occupational and organizational commitment.

The current research was conducted with the aim of identifying the necessary components and prerequisites for the professional development of school administrators. And with the method of document analysis, theoretical and research projects related to the professional development of school administrators were first examined, and then foreign studies from 2013-2020 and domestic studies from 2014 to 2014 were carefully examined and the most relevant studies were selected. became The findings of 24 foreign studies and 25 domestic studies were analyzed. After the descriptive and interpretative analysis of research results, professional development indicators were presented in 5 scientific, skill, organizational, personal and cultural-social sectors. According to the findings obtained in most of the researches, the current state of professional development has been investigated and related issues have not been paid attention to with a future-oriented approach.

The present research was conducted with the aim of identifying the role of school principals in the formation of teachers' professional learning communities. This research was conducted using a qualitative method through a semi-structured interview. The participants of the research were 20 principals and expert teachers who had experience working in educational groups and were known for success in their professional performance. The data obtained from the interview were classified and analyzed using the checklist tool. Data synthesis has been done in three levels: open coding, central coding and selective coding. According to the findings of the research, 18 indicators were identified in the selected code "principals' strategies in forming professional learning community". These open codes were categorized into 6 components. Also, 11 indicators were identified in the selected code "principals' beliefs in the formation of professional learning community" and categorized into 4 components. The results of this research show that "program-oriented", "supportiveness", "integration", "seeking cooperation", "empowermenting" and "continuous monitoring" are principals' strategical components for the formation and development of professional learning community; and "belief in long-term comprehensive, local and result-oriented approach", "adherence to participatory leadership", "belief in the ability to create change and continuous improvement" and "knowing the necessity of commitment, creativity, expertise and experience as managerial prerequisites" are the components of principals' beliefs in the formation of professional learning community.

Discipleship and scientific education as a tradition derived from the lives of the Imams (peace be upon them), with the lofty goals of dynamic student-teacher relationships in the higher education system, which is the most important pillar and axis in the development and scientific and human excellence of the higher education system. , is congruent and it is necessary to identify and present this matter by examining different dimensions of the subject. Therefore, the current research aims to answer the question, what are the dimensions, components and indicators of student upbringing of faculty members in universities? It was done and presented in the form of research findings.

The research has been compiled using metacomposite method. The research sample included 17 works of 17 Iranian religious thinkers that were related to the study and became the basis for extracting the findings.

After reviewing and analyzing the works, 22 indicators were identified and classified under 8 dimensions in the form of 19 components. In this, the spiritual dimension and the behavioral dimension are especially important.

The special attention and attention of policy makers and higher education planners to the dimensions, components and indicators resulting from this research will improve the performance of university faculty members, who play the biggest role in improving the quality of education, research and social services, and it requires an effective flow of remembering and learning and educating students in the form of discipleship in all dimensions in higher education.

Human resource management is one of the main pillars of any organization and plays a significant role in the success of organizations. Unfortunately, it has not been considered with a sustainable development approach. The ability to implement existing models in the field of sustainable human resource management, due to the generality of the concepts do not have any orientation, so that they are not sufficiently desirable for industrial organizations. The main purpose of this research is to design a SHRM model in Solico Kalleh food industries group, which is implemented qualitatively using the grounded theory. The semi-structured interviews are used for information gathering, information analysis was performed by systematic GT method and paradigm model. The research’s statistical population includes academic and practitioners experts in the HR field . Sampling is conducted by using theoretical sampling method with targeted technique and snowball and finally 15 people, as statistical sample, were selected that information analysis has been done based of those. The results of the data extracted from the interviews by the open coding, axial coding and selective coding process that led to the grounded theory and SHRM model in Solico Kalleh . This model encompass effective dimensions and components, obstacles and, causal, contextual and intervening conditions that show the central phenomena, strategies and consequences. Solico Kalleh will achieve significant results in business sustainability by implementing the strategies in this model including: development of employer branding, development of HR skills, fair compensation system, best place to work and talent management process.

The aim of this study is to Design a model of coaching organization with a human capital development approach for universities.

Design/ methodology/ approach:

 The present research is among the mixed researches in the deductive-inductive and qualitative-quantitative paradigm which is applied in terms of purpose. the statistical population in qualitative and quantitative section of this research includes specialists and experts in the field of coaching including professors and administrators of universities. The sample was selected through targeted method and snowball technique. The data collection tool is in the qualitative part of the interview and in the quantitative part of the questionnaire. In the qualitative part, the data were analyzed using Atlas.ti software and quantitative data were analyzed by interpretive structural modeling method.

In this research, the model was developed at four levels and twelve main components including: environmental changes and transformations, the need for human capital development and organizational development, coach personality traits, coach knowledge and skills, coachee personality traits, coachee specific attitudes, management and leadership strategies, organizational structure, organizational culture, Infrastructure and technology, individual benefits and organizational benefits.

Limitations & Consequences: 

The dimensions and components of coaching organization with a human capital development approach, has been overlooked by many researchers. Therefore, this research has moved in direction of this research gap.

Practical Consequences: 

the establishment of coaching organization empowers managers and employees, which in turn provides the readiness and flexibility of personnel to facilitate positive organizational changes.

Innovation or value of the Article:

 The present study considered one of the less attention topics related to the establishment of coaching organization in universities and provided a model for it.

This research study is intended to design a model of indicators and dimensions of leadership for teachers' informal learning. This research study applied a descriptive-exploratory methodology based on qualitative approach. The researchers used content analysis for investigating the targeted variable (leadership of informal learning). The participants of the study for the interview were university lecturers and experienced educational experts who were acquainted with the research topic. The selected respondents had useful experimental and practical knowledge about the research topic. They were selected via the non-probability judgmental sampling. Data was gathered based on interview sessions which were conducted on 25 educational experts. The interview data was coded in such a way that aggregate codes were obtained from the initial extracted codes. The aggregate codes were investigated and integrated; then, the related variables and dimensions were developed from them. After that, a model was proposed based on the developed and extracted variables and dimensions. The obtained results indicated that the leadership model for teachers’ informal learning included the following 3 dimensions: opinions, strategies and behaviors. In the proposed model, the opinion factor had the following four layers or components: belief in teamwork, belief in the status and role of informal learning, knowledge of non-formal learning of strategies, belief in the role of values in informal learning.  The strategy factor had the following five variables: providing an appropriate atmosphere in school for promoting learning, paying attention to different methods and education, organization and coordination, evaluation of learning findings, paying attention to management style and approach. The behavior factor had the following eight variables: supporting the exchange and sharing of information and experiences in school environment, supporting communication and negotiation atmosphere at school, creating a sense of competition in school environment, the extent to which the school principal supports using informal learning, supporting the use of experts' experiences, using motivational incentives, focusing on teachers and learners’ psychological characteristics.

The heterogeneity of the graduate student population, the diversity of their motivations and the variety of courses offered by universities increase the need to understand the reason for the existence of graduate education to ensure the quality and success of these courses. Thus, the overall purpose of this study was to identifying and analyzing the missions of the graduate sector. In this research, systematic review research method and qualitative content analysis approach were used to analyze the data. The statistical population is documents related to the field of higher education and graduate studies that are available using purposive sampling. By referring to books, articles and university websites, textual evidence related to the research question was collected until theoretical saturation was achieved. The process of qualitative data analysis was performed in three stages. Findings showed that in the graduate sector, educational missions include fostering critical thinkers, empowering people, offering distinctive disciplines and specializations that are compatible with growing diversity, leading the way in promoting, applying and maintaining knowledge and the formation of a dynamic and diverse community of students and faculty. Research missions include innovation and development of knowledge frontiers, the link between theory and practice, and providing the main engine for innovation. And social service missions included strengthening and enriching the academic environment, improving the quality of life, providing quality postgraduate education, Active participation in society and identifying and attracting prospective students. Considering that the mission statement identifies the main reason for the existence of the organization and sets the main and unique purpose for it, the findings of this study can be used as a basis for some policies in higher education. Therefore, if policy makers, planners and administrators of universities and higher education institutions are interested in improving and enhancing their graduate courses, it is necessary to pay proper attention to these factors.

The present study seeks to provide a pattern for group dynamics of departments of Kurdistan University. The research method was qualitative and grounded theory approach (systematic approach) was applied. Purposive sampling method and grounded theory systematic approach were used in this research. Participants were selected based on the rule and principle of theoretical saturation and included 28 faculty members and heads of departments of Kurdistan University. Data collection tool was a semi-structured interview. The data were analyzed using MAXQDA 12 software in three stages of open coding, axial coding and selective coding. Data validation was performed through verification method done by participants.The data coding results consisted of 33 general categories, which were compiled and presented at the university in the form of a paradigm model including the following: causal conditions , central phenomenon ,contextual conditions (governing context), mediating or intervening conditions and group dynamics consequences ers; organizational agility and higher education system.

The purpose of this research was to compare the degree of convergence of Iranian comprehensive universities with the competency model of WCU faculty members. To achieve the main goal of the research, the researcher used a quantitative survey method. The statistical population of the research, including all faculty members of first-level comprehensive universities in Tehran, was equal to 4211 people in the academic year of 2021-2022, of which 352 people were studied using the multi-stage stratified sampling method. In order to collect data, the questionnaire of competencies of WCU faculty members was used, which was designed by Farzaneh et al. (2022). The validity of the research tool was confirmed using face and content validity methods and its reliability was confirmed using Cronbach's alpha coefficient (a= 0.98). For data analysis, one-sample t-test, Friedman and one-way analysis of variance were used. The findings showed that the competence status of faculty members is generally higher than average and there is a significant difference among level one comprehensive universities in Tehran in terms of the competence status of WCU faculty members. In addition, the results of the analyzes regarding each of the components of the competency model of the faculty members of the WCU were also conducted, which indicated the difference between the universities in some components. All in all, the results show that even the country's first-level universities have a significant distance from the ideal situation in terms of some of the basic components of a WCU.

Informal learning is regarded as one of the most common and, at the same time, the most efficient learning methods at the level of modern organizations. It is assumed to be one of the most typical and usual learning types in the work environment which results in knowledge and skills. The present study is aimed at designing and validating teachers’ informal learning leadership model at three dimensions and levels. 

exploratory sequential approach was applied as a mixed-method design in the present study. Hence, content analysis was used in the first stage of the research design. Then, in the second stage, a quantitative research was carried out on 269 participants who were elementary school teachers in the context of Tabriz city. Cluster sampling was used via model testing model. SPSS and Smart PLS 3 were used for analyzing quantitative data. 

the results of the study indicate that teachers’ informal learning leadership model is implemented efficiently at three levels: opinions (3 variables), strategy (5 variables0 and behavior (8 variables). According to the results of the study, strategies had the highest effect on teachers’ informal learning. Also, due to the lack of organization and discipline in informal learning, school management’s opinions and attitudes have key significance in teachers’ informal learning. Furthermore, for integrating and consolidating all the abilities in line with enhancing teachers’ informal learning level, the behavioristic dimension in school management should be taken into consideration as a facilitator. 

According to the findings of the study, thanks to applying teachers’ informal learning leadership, teachers’ mental health in the classroom context are enhanced and promoted. Consequently, teachers’ role and contribution to students’ learning become more evident and highlighted.

This study aimed to identify antecedents of, consequences of and the most important barriers to visionary educational leadership in elementary schools with mixed approach. Qualitative data were analyzed using coding method and quantitative data were analyzed using confirmatory factor analysis. Based on the results, the following antecedents were identified: decentralization, selection on merit, social culture building, human resource empowerment, knowledge of religious values, and foundations of education. Furthermore, consequences included guiding learning environment, organizational satisfaction, pure life, and operationalizing document of the fundamental transformation. As for barriers, centralized system, high volume of instructions and circulars, and unpreparedness of the infrastructure to implement long-term plans in schools earned the highest rankings, respectively.

The current research was conducted with the aim of designing and validating a model for creating an entrepreneur school. In terms of the nature of the data, the method of this research is mixed with an exploratory design, and practical in terms of purpose. In the qualitative part, the qualitative content analysis method was used to design the model, and in the quantitative part, the survey method was used to validate the model. In the qualitative part, the data was collected through semi-structured interviews with 17 experts who were selected by the purposeful snowball sampling method, and the inductive coding method was used to analyze the data. In the quantitative part; confirmatory factor analysis, mean descriptive indices, and standard deviation were used. After obtaining the proposed model,, 43 experts were selected through a researcher-made questionnaire, and by purposeful sampling method to validate the model. The findings of the qualitative part of the research were 95 core codes related to the characteristics of the entrepreneur school, which in the quantitative stage, after the confirmatory factor analysis of the questionnaire by PLS software, two items were removed from the initial model due to having a factor load of less than 0.4, and the modified model with 93 features and with good fit, validated and presented.

The aim of this research was to designing and compiling an appropriate model of blended education in Payame Noor University. Accordingly, the research was qualitative type by qualitative content analysis method and conventional type has been used. For this purpose, to review the research background and collect data appropriate to the purpose of the research, the resources available in dissertations, libraries, research projects and articles in databases in the country and abroad were used. The keywords used for the search included blended education, a curriculum based on of blended education, combined education in higher education and blended education at Payame Noor University. The process of reviewing articles and documents, respectively, the total number of studies related to keywords, 89 cases, the removal of irrelevant articles after reviewing 35 titles, so in this study, 54 cases were examined. In the other part, interviews with specialists were used. For this purpose, 25 experts and specialists related to the subject were used inside and outside the university. After collecting data, findings and research results were extracted and analyzed separately. The results indicate that the optimal model of combined education in Payame Noor University includes 6 components and 37 indicators, which include elements for 5 indicators, features 7 indicators, quality 6 indicators, strengths of 6 indicators, obstacles and The challenge of 7 indicators was the operating conditions of 6 indicators.

The purpose of this study was to identify the missions and goals, content, tools, and functions of faculty development centers in world-class universities.

This study was conducted using qualitative approach and comparative comparison method and content analysis. Data were collected using the Times 2020 ranking site and sites of centers at world-class universities rated below 100. In this study, 40 faculty development centers in world-class universities were purposefully selected. Data from this study were coded and analyzed using NVIVO 12pro software.

The major themes were categorized into 4 axes of missions and goals, content, tools and functions, and two dimensions of university development and faculty development. The results of this research in the mentioned categories about creating networks of collaboration with faculty and related academic centers and using new teaching and assessment methods with interactive approaches and tools to enhance teaching and learning, along with related subcategories, can be used by strategic managers in universities.

 Accountability is regarded as one of the necessities performance measurement, evaluation, and providing an effective and serving democratic system. Universities were accused of being ineffective in responding to the labor market after the 1990s unemployment wave, particularly among highly-educated individuals. Various dimensions of this issue should be investigated in order to identify and define the problem. This research aimed to offer a conceptual framework for universities' responses to the market.

 This study is a qualitative investigation built on an interpretative paradigm that employs thematic research to evaluate information. The data were collected through a semi-structured interview with 15 higher education experts, and sampling was performed according to the chain sampling and criteria-based method.

 There are four dimensions consisting of 17 components, which include: 1) policy-making, structural, and managerial dimension (8 components); 2) educational, skill, and research aspects (5 components); 3) cultural dimension (2 components); and 4) laws and regulations dimension (2 components).

 Policymakers, particularly higher education planners, should pay special attention to the components of this research to reduce the gap between current and desired situation. The status should be improved in terms of responding to the labor market needs, mainly by reducing unemployment and increasing satisfaction of graduates, building trust between university and the labor market, and increasing university popularity in this regard. The main components are as follows: interaction of universities with the labor market, providing curriculums and offering practical and skill training based on the labor market conditions, paying more attention to designation of university managers who are responsive to the labor market, providing demand-oriented courses and student admission, providing statistics on the state of the labor market, the number of students, and graduates, confronting credentialism and educational inflation, amending the labor market laws and regulations for the recruitment and promotion of faculty members.

The aim of this study was to investigate the structural relationship between knowledge management and student entrepreneurship with the mediating role of organizational culture. The research method is applied in terms of purpose and quantitative in terms of data collection and is descriptive and correlational, which was conducted in the field. The statistical population of this study included all students of Kurdistan University, which was considered as a sample size of 250 people using simple non-random random sampling method. Data collection tools included three questionnaires: Denison's Organizational Culture (2007), Sharon Lawson (2003) Knowledge Management, and Margaret Hill (2003). Data analysis was performed using structural equation modeling method and 22SPSS and Smart-PLS software to measure the technical characteristics of the questionnaire and test the research hypothesis using structural coefficients. The results showed that the relationship between knowledge management and organizational culture was significant and the mediating variable of organizational culture has a significant effect on the relationship between knowledge management and student entrepreneurship. In fact, it can be said that knowledge management in the final research model has a significant effect on students' entrepreneurship through organizational culture.

The current study aimed to determine the characteristics of teachers with career plateau. This study used a qualitative research design and a systematic review approach. Several components of career plateauing have been identified by reviewing the scientific documents and resources in the field of teachers' career plateau. A total of 26 sources were selected and analyzed. Inductive content analysis at three coding phases (i.e., open, axial, selective) was used to analyze the scientific data resources. The current study identified 15 components about the career Plateau characteristics of the teachers, including 1- Reluctance and low work motivation; 2- Negative attitude towards job and job-organizational conditions; 3- Weakness of mental-physical health; 4- Low job satisfaction; 5- Lack of attention to career development; 6- Decreased performance; 7- Lack of creativity and diversity at work; 8- Passive presence in the workplace; 9- Irregular attendance in the workplace; 10- Creating a negative work environment and encouraging disruptive organizational behaviors; 11- Difficulty in adjusting to work environment; 12- Conscious laziness; 13- Intention to leave the job; 14- Low sense of loyalty and commitment to the job and organization; and 15- Poor communication with students. The identified components and indices represent the negative effect of the career plateau on the mental-physical and functional dimensions of the teachers.

The purpose of this study was to design a model of  professional development od faculty members at Farhangian university. The philosophical basis of the research was pragmatism approach and mixed exploratory method was used. Grounded theory method was the basis of research. In this study, qualitative data were given more value and these data were ahead of quantitative data in terms of time. The method of data collection was knowledgeable in the qualitative part of semi-organized interviews with experts and was analyzed by open, centralized and selective coding methods. Qualitative samples were selected by theoretical, opportunistic and focal groups. In the quantitative section, the sample was selected by multi-stage cluster sampling and census of faculty members (178 people) and students (216). For validation, reflective, composite and structural measurement models were used by the third version of smart pls3 software. In the findings section: educational, research, professional, organizational and extra-organizational skills with 17 components and 76 indicators in the field of teacher training were identified. Academic and structural strategies were presented and individual, organizational and extra-organizational consequences were identified. The results confirmed all major and minor hypotheses except the impact of globalization and socialization components on strategies as well as the impact of professional development on extra-organizational consequences. As a result of the present study, the need for professional development to achieve a successful university was confirmed, and at the end, suggestions were made at three levels: individual, departmental, educational and organizational. ‌‌

The purpose of this study is to present a model of citizenship rights in Iranian government organizations. The research was a developmental study that was conducted qualitatively and quantitatively using a combined method. The statistical population of the research was in the qualitative stage of active civil rights experts. 12 people were selected by purposive sampling method. At a small stage, the community of managers and employees of Chaharmahal and Bakhtiari governorate are 200 people. The sample size of 132 people was determined by Cochran's formula. Qualitative part of the foundation data method was used with the help of interview and quantitative part of the questionnaire was used to collect information. The validity of the questionnaire was confirmed by formality, convergence and content and the reliability of the questionnaire was confirmed by Cronbach's alpha coefficient. Structural equation modeling was used to analyze the quantitative data. Based on the results of open and centralized coding, causal factors include quality of work life of employees, freedom of expression, accountability, organizational culture, upstream documents and laws, and underlying factors including training and development, team building, socio-cultural requirements, legal requirements, ability Executive, technology infrastructure. The intervening factors were managerial challenges, organizational challenges, legal barriers, and policy-governance. Strategies included talent discovery, thinking, self-confidence, new media, networking, consequences including responsibility, cohesiveness, long-term, dignity, self-esteem, and human values. Dimensions of citizenship rights included health, freedom of thought, justice, the right to education, and the elimination of discrimination. The model was confirmed based on the structural equation test.

Accountibility is one of necessities of an efficient and serving system. Due to unemployment wave especially in higher educated graduates in Iran, universities are accused of insufficiency in responding to labor market, which should be identified and presented by studying different dimesions of this subject. Accordingly.

To investigate dimensions of accountability of universities to labor market by using metasynthesis method, with applicable goal and metasynthesis data collection. Primary literature review consisted of 343 related studies. After initial screening, 201 articles and documents are selected to extract findings.

The researsh implies 19 elements through 3dimensions: educational, skill and research  dimension (8 elemants), curriculum dimension (7 elements), management and structural dimension (4elements).

Special attention of higher education policy makers and planners to the 19 components resulting from this research, including: providing skills training based on the labor market, formulating practical curricula according to the needs of the labor market, more attention of the heads and board of trustees of the university for accountability in the labor market, stakeholder participation in curriculum design, motivation and capacity building of faculty members in training graduates suitable for the labor market in each field and moving towards applied and demand-oriented education and research; can reduce the gap between the current situation and the favorable situation of universities and provide an important step towards responding to the labor market, especially reducing unemployment and increasing the satisfaction of graduates and business owners and the labor market.