نشریه مدیریت و برنامه ریزی در نظام های آموزشی
پیاپی 14 (بهار و تابستان 1394)

Family is one of the most important social units that could have powerful and profound effects on the children's spiritual and religious education. In this research we study different parenting styles and their effects on the fulfillment of religious duties among third-year junior high school girls who are at grade eighth. The type of this research is descriptive-hermeneutic. The methodology of this research is qualitative and quantitative (mixed method).Statistical population of this research includes third-year junior high school girls and their mothers. The sample set was collected using random sampling for the quantitative method and purposive sampling for the qualitative method. The sample size was seventy girls for the quantitative method and eighteen girls and their mothers (36 participants) for the qualitative methods. In quantitative methods, teenagers were asked to fill in Baumrinds standardized questionnaire. The results suggested three different educational styles used by students’ parents; authoritative, authoritarian and permissive. For the qualitative method in-depth interviews were conducted. The findings of the research were analyzed and compared and conclusions were drawn. The results showed that the numbers of teenagers who had permissive parents were more than teenagers with authoritative and authoritarian parents. In addition, it was found out that the teenagers with authoritative parents were in a more ideal situation than the teenagers with authoritarian and permissive parents in terms of fulfilling their worship. It means that the correct behavior of authoritative parents; they have been able to be a good model for the children. Among the worships all the teenagers paid attention firstly to fasting in Ramadan month, secondly, saying their prayers, and lastly, reading the holy Quran. In addition to the effects of parents, they also mentioned religious studies teachers, religious programs at school, friends, relatives, and reading books as effective factors.

The purpose of this study was to analyze the existing status and identifying the facing challenges to accomplish an ideal status for training managers in automobile industry companies in Mashhad. The study was based on case study and with regard to its goal, it was an applied research. The population consisted of 10 grand companies related to the automotive industry in Mashhad. The researcher obtained the data for the study from a sample of 5 companies which were selected by purposeful sampling method. The results indicated that, most companies did not use need assessment as a specific method for training managers. Managers had very limited participation in need assessment and it was not frequent in all the companies, in most companies, there was no particular planning for training; course content was not controlled by specialist staff; and just it was the trainer who decided about the course content. Typically, managers had a very low presence in training programs. Most companies used a conference-based training program. Dominant training method for training managers was lecture and Q-A technique. The results also indicated that the trainer had not adequate capability and usually he/she was not much familiar with the industry. The results indicated that, half of companies used specific methods to evaluate managers while in the other half of the companies, the experiences and qualifications were used to evaluate CEOs. Also, results of the final research question indicated challenges to actualize the ideal situation for training managers. These challenges were shown in two categories for general challenges and technical ones.

The purpose of this study is to analyze the relationship between dimensions of organizational learning and psychological empowerment with job satisfaction. Concerning its purpose, the study is practical and considering thedata collection procedure, it is a descriptive correlation study. The population of the study includes all Kurdistan University employees (198 people). Based on the Morgan table and taking into account various units of university, a sample of 116 employees was chosen through classified random sampling procedure. The instruments used were the Organizational Learning Questionnaire (Neefe, 2001), Psychological Empowerment Questionnaire (Whetten & Cameron, 1998) and the Job Satisfaction Questionnaire (Minnesota, 1967). Data analysis was carried out through path analysis. The results revealed that all components organizational learning (except for development of employee's competencies and common vision), and all components of psychological empowerment were significantly associated with job satisfaction. Results also showed that three components (sense of autonomy, sense of influence and sense of trust) played mediating role in the relationship between organizational learning mechanisms and job satisfaction.

This study investigates the relationship between psychology empowerment and job satisfaction and mediating role of self-efficacy and self-regulation. Psychological empowerment, selfefficacy, self-regulation and job satisfaction questionnaires were executed on 310 experts of staff domain of Kharazmi University in 2013. This research used correlation method and the performance in questionnaires was done with full count method. The structural equation model contained one exogenous construct–psychologicalempowerment; and 3 endogenous constructs –selfefficacy, self-regulation and job satisfaction. Thestudy demonstrated that psychological empowerment had significant and direct effect on self-efficacy (γ = 0/37), self-regulation (γ = 0/55), and job satisfaction (γ = 0/86); direct and significant effect of selfefficacy on self-regulation (β = 0/34) and on job satisfaction (β = 0/37); and indirect and significant effect of self-regulation on job satisfaction (β = - 0/54). Results showed psychological empowerment that is self-determination, risk-taking, personal growth and high responsibility in decision-making has direct effect on self-efficacy i.e. people’s judgments of their capabilities to organize, execute courses of actions and also both of two constructs have direct effects on self-regulation and job satisfaction and success of organization subsequently; whereas self-regulation that is regular effort to obtain personal and organizational goals has indirect effect on job satisfaction.

The purpose of this study was to investigate the knowledge, attitude and performance of training experts in Shahid Beheshti University of Medical Sciences on Human Resources Development Indicators.The present research was a descriptive study. The population in this research consisted of all training experts working in Shahid Beheshti University of Medical Sciences. 120 participants were selected through systematic random sampling. The measurement tool was Human Resources Empowerment Indicators Questionnaire that had good face validity and its reliability coefficients was above 0.070, too. The statistical models of present research were a single-group t- test and an independent two-group t-test. Research findings indicated that experts’ knowledge was below average. Also, their attitude to human development indicators was positive and their performance in human resources’ indicators was moderate. According to the results, it is proposed that in order to increase the knowledge and performance of training experts, appropriate measures should be taken into account by the organizers and officials, selection and placement of individuals be done with regard to occupational adaptation and classes and workshops have to be held for them.

This study examined the causal relationships between organizational justice, teamwork, and organizational loyalty among workers at Shahid Beheshti University in Tehran. In this study, organizational justice as the independent variable, organizational loyalty as the dependent variable and teamwork was considered as a mediator variable. Statistical population was staff of Shahid Beheshti University, Tehran (824 people) that, 250 subjects were selected using random sampling. To investigate factors related to variables and for measuring the validity of the study, Confirmatory Factor Analysis was used. Structural equation modeling was also used to test hypotheses. The results of Confirmatory Factor Analysis showed that the components could be the appropriate description of the variables.Results of structural equation modelingshowed that organizational justice directly and with the mediating role of teamwork, impacts organizational loyalty.