فهرست مطالب امین هماینی دمیرچی

In the 21st century, knowledge production institutions, especially universities, have a heavy responsibility and to achieve the missions and functions that society expects from institutions, especially the university, they must be able to use their maximum power and capacity. One of the most important capacities that can be used in the university, which somehow overcomes others, is its managerial and governing capacity and competencies, and the president or governor of the university with the highest executive and scientific responsibility should by playing an excellent governing and managerial role, provided the ground for the realization of the missions and goals of the university. In the present study, to achieve this goal, the qualitative research method was used to provide a model of university good governor competencies. For this purpose, 23 professors and higher education experts who were aware of the subject and with a purposeful sampling strategy were selected and interviewed in a semi-structured manner. Thematic analysis technique (theme) was used to analyze the data. In order to evaluate the quality of the data, the validity (reliability) and reliability (reliability) of the findings were provided. After implementing the content of the interviews and analyzing them, seven main competencies (leadership-managerial competence, organizational competence, professional-technical competence, functional competence, individual-personality competence, spiritual-moral competence and value-creating competence) were identified and discovered for the model of university good governor competencies. The seven main competencies of this qualitative study can be used as one of the appropriate models in the selection and appointment of university governors.

The problems and challenges of the country's universities have accelerated compared to before. Globalization of university goals, widespread competition, inappropriate curricula, parallel work and re-employment at the university, lack of attention to participatory management, excessive attention to evidence-based and quantitative, lack of independence, meritocracy, transparency and accountability in the university, existence External interferences and pressures in the university, rent-seeking and political work in the university and other issues are among these challenges. In such a spatial, the management system and governance of universities must be equipped with new management models and approaches to face the issues ahead. In order to fulfill this great mission, it is necessary for universities to have the necessary capability, independence, dynamism, flexibility and adaptability to the environment, responsibility, rule of law, transparency, accountability and legitimacy by using the model of good university governance. It is not possible to have a good university governor at the university.considering that after the researches and researches, there was no evidence of a comprehensive and appropriate model in the field of competencies of a good university governor, the present study seeks to answer the question: what is the appropriate model of competencies of a good university governor?

Since universities and institutes of higher education in Iran have weaknesses and harms in the field of university administration and governance. Therefore, in the present study, an attempt has been made to provide a favorable model for the competencies of a university good governor.Theoretical frameworkThe term "good governance" was first used in 1979 by economist Williamson in the economic literature and later in other scientific studies. Good governance is synonymous with transparency, accountability, justice, participation and the promotion of equality before the law.Researchers examine good governance from different perspectives. In this research, it has been addressed from a managerial perspective. In the managerial approach, management in the university is of special importance. Because most people who take over the presidency of the university are not ready to govern and have a clear understanding of what the profession of university management and governance requires. In the US National Survey, conducted between 1990 and 2000, only 3% of the 2,000 university leaders were trained and educated to hold a university management position. Therefore, it must be said that the traditional model of management can not meet today's conditions, so paying attention to the development of competencies and skills of a good university governor in the field of higher education is an undeniable necessity.

The present research is applied research in terms of purpose and qualitative research in terms of data collection. The statistical population of this study included all higher education experts in Iran who were interviewed in depth using 23 non-probabilistic and purposeful sampling methods. In order to identify the competencies of a university good governor, semi-structured interviews were used and for the analysis of qualitative data (interview texts), the thematic analysis technique (theme) was used. Also, in order to evaluate the quality of the data, the validity (reliability) and reliability (reliability) of the findings were provided.

Findings showed that the model of good university governor competencies has 7 dimensions and 24 components including: leadership/managerial competencies dimension (scientific and skill management competencies, partnership and consensus-oriented, self-organization and organization), organizational competencies dimension (goal setting and mission orientation, Legislation and legislature, decentralization and delegation, being a native of the university), specialized/technical competencies dimension (specialized and empirical authority and acceptance, technical and executive competencies), functional competencies dimension (efficient and effective, teamwork, model and coach Academics), individual/personality competencies dimension (creative and entrepreneurial, cognitive ability, desire for agility/dynamism and progress, risk-taking and competitive, communication and social skills, brave and independent), spiritual/moral competencies dimension (believer and committed to performance) Governance is religious and moral, responsible and accountable, healthy and anti-corruption) and then value-creating competencies (meritocracy, professionalism).

In this study, an attempt was made to identify and examine the competencies of a good university governor from the perspective of Iranian higher education experts. Given that designing a model of a good university governor is the first step in designing and explaining the system of selection and appointment of university governors and administrators. Therefore, it is suggested that managers and officials of the higher education system consider the process of its implementation in universities and higher education institutions of the country.

Practicing good governance requires the attention and survey of various institutions across the country. University as an educational institution at high level, requires to identify and evaluate the dimensions and components of university good governance in order to implement it in order to promote the development of universities. The purpose of this study was to investigate the studies to identify the dimensions and components of university good governance. The method of this study was qualitative and the type of meta-synthesis. The research population consisted of all sources related to university good governance from 2000 to 2020, with 892 sources being selected at first 96 based on abstracts. Subsequently, 64 sources were selected based on the content, and finally, the 42 sources as related resources were analyzed by theme analysis method. To verify data quality, reliability and reliability of the findings have been provided. Based on coding and composition of articles, university good governance was classified into 7 dimensions and 19 components, which are: managerial dimension with Components (comprehensive management, stakeholder participation, consensus orientation, monitoring and control, independence and autonomous); moral dimension with components (justice and fairness, ethics and honesty, responsiveness, accountability); legal dimension with components (transparency, rule of law); operational dimension with components (effectiveness and efficiency, university mobility and dynamism, quality); organizational dimension with components (mission and goals, structure); resources dimension with components (human capital, financial resources); culture dimension with component (Appropriate organizational culture).

This research is intended to investigate the mediating effect of organizational creativity on the relationship between transformational leadership and organizational innovation. The research follows a descriptive-correlation method with emphasis on structural equation model. The statistical population of the study includes all employees of the Ministry of Science, Research and Technology (800 people). Cochran's formula has been used to decide on the sample size, thrugh which 260 people are selected as the sample designated by stratified sampling method fitting the size of the population. Data are collected through three questionnaires of transformational leadership, organizational creativity and organizational innovation, whose Cronbach's alpha coefficient were 0.92, 0.78 and 0.82, respectively. The content validity of the questionnaires was confirmed by experts’ views. Data analysis was conducted through SPSS and LISREL software. The results revealed that the current situation of all three variables are above the hypothetical average. The interrelationships among all three variables, transformational leadership, organizational creativity and organizational innovation were positive and significant. The mediating role of organizational creativity in the relationship between transformational leadership and organizational innovation was confirmed.

This research was an attempt to determine the role of reengineering on staff development through a descriptive-correlational method. The statistical population of this study included all staff of Faculties of Social and Behavioral Sciences of University of Tehran (N=303). Cochran Formula was used to determine the sample size (N=162) who were selected using proportional stratified sampling method. The data were collected through two questionnaires of Researcher-made Reengineering Questionnaire and Staff Development Questionnaire (Athari et al., 2012). The validity of the forenamed questionnaires was confirmed by experts’ opinions. Besides, their Cronbach’s Alpha Coefficients were calculated as 0.91 and 0.88, respectively. The data were analyzed using One Sample T-test, Pearson Correlation Coefficient and Structural Equation Modeling methods. Research findings showed that: a) the status of reengineering and staff development across Faculties of Social and Behavioral Sciences of University of Tehran were above the hypothetical mean value, b) there was a significant relationship between reengineering status and staff development across Social and Behavioral Sciences of University of Tehran, c) reengineering variable was capable to determine staff development variable across Social and Behavioral Sciences of University of Tehran.

The aim of this study was to determine the effect of Re-engineering on organizational performance with the role of mediator of organizational learning. Research method was descriptive- correlation With an emphasis on structural equations. statistical population of the research consists of all staff of Tehran University (N=3237). Cochran formula was used to determine the sample size And 343 individuals were selected as the sample that Thier selection was done by proportional stratified method. Data collection based on the three questionnaire Re-engineering, organizational learning and organizational performance was performed which their Cronbach's alpha coefficient was Obtain respectively 0.87, 0.92 & 0.887 and face and content validity of the questionnaire was confirmed by experts. Data analysis was performed using the SPSS and LISREL. The method results showed that Re-engineering on organizational learning and organizational performance has a positive and significant impact and Organizational learning has a positive and significant impact on organizational performance. As well as the role of mediator of organizational learning was confirmed in the relationship between the Re-engineering and organizational performance.

The aim of this study was to examining relationship between Transformational leadership and job involvement employee with intermediation job enthusiasm. Research method was descriptive-correlation with an emphasis on structural equations model. statistical population of the research consists of all staff Social and Behavioral Sciences Faculties of Tehran University (N=350). Cochran formula was used to determine the sample size and 183 individuals were selected as the sample that Their selection was done by proportional stratified method. Data collection based on the three questionnaires of standard Transformational leadership, job involvement and job enthusiasm was performed which their Cronbach's alpha coefficient was Obtain respectively 0.88, 0.87 & 0.76 and content validity of the questionnaire was confirmed by Supervisor. Data analysis was performed using the SPSS and LISREL. The results showed that status of all three variables is higher level than the hypothetical average. The interrelationship between all three variables, transformational leadership and job enthusiasm and job involvement with each other were positive and significant. As well as the role of mediator of job enthusiasm was confirmed in the relationship between the Transformational leadership and job involvement

The present study was done with survey aim mediating effect of professional commitment on the relationship between professional competency and job performance. Research method was descriptive- correlation with an emphasis on structural equations. Statistical population of the research consists of all education expert of Tehran University (N=340). Cochran formula was used to determine the sample size And 180 individuals were selected as the sample that their selection was done by proportional stratified method. Data collection based on the three questionnaire of Researcher made professional competency, Meyer, Allen and Smith’ s Professional commitment (1993) and Hersey and Goldsmith’ s job performance (1981) was performed which their Cronbach's alpha coefficient was Obtain respectively 0.92, 0.91 & 0.95 and face and content validity of the questionnaire was confirmed by experts. The method results showed that professional competency on professional commitment and job performance has a positive and significant impact and professional commitment has a positive and significant impact on job performance. As well as the role of mediator of professional commitment was confirmed in the relationship between professional competency and job performance.

This research Aim is study of Predictability level of teachers Job stress based on organizational health and communication skills components. Research method is correlation. Statistical Population is all of teachers at Tabriz public primary schools. Statistical sample include 120 teachers that selected by cluster method in district1 and 2 at Tabriz city. Data was gathered with three standard questionnaires, communication skills, Organization health and job stress. Content validity and Cronbach's alpha was used to determine the validity and reliability of the questionnaires. To analyze the data, descriptive statistics (mean, standard deviation) and inferential statistics (Pearson correlation and regression analysis) were used. Results show that relationship between communication skills, organizational health and its aspects with teacher's job stress is positive. Also the different dimensions of communication skills and organizational health cannot predict job stress

This study was an attempt to evaluate the academic development of faculty members of university and is also aimed to propose suitable strategies for its enhancement. Faculty members are identified as crucial human resources of higher education centers; therefore, the academic performances of universities are all deeply affected by their academic development. Faculty members are also identified as the most important human capital of every university and society and their academic enhancement is of crucial significance for universities and is also taken as an incontrovertible fact. Modern military education is an absolute necessity due to the rapid changes in military sciences in recent decades and the necessity for empowering the faculty members as a developmental approach and fundamental plan is sharply emphasized at universities. As an applied and descriptive field study, this study was conducted through engaging sample population of 94 faculty members of military universities who were selected based on stratified random sampling method. The findings revealed that the academic development of faculty members and its components including organizational, educational and individual development enjoys 0.05 rates of effectiveness and putting it at the top of the average level. The findings also revealed that in terms of academic development of faculty members, there is a significant difference among three faculties of Imam Ali military university at the level of 0.05. Moreover, in terms of mean score of faculty members, faculty of military management stood at the top of ranking among three faculties including military management, foreign languages and the faculty of flight and engineering. Additionally, the academic development of faculty members is confirmed by the factor analysis and its development is appropriately evaluated by its components. Finally, in a bid to enhance the academic development of faculty members, some practical suggestions are made according to the viewpoint of faculty members.

Aim: Electronic test is a result of the influence of technology in the domain of education that its use is increasing in Iran. This involves difficulties and obstacles that the main objective of this study was to evaluate pathological electronic tests in Iran.
Research method is descriptive-survey. The population of the research includes all staff and volunteers of English TOEFL test in 2014. Samples were selected by census method. 102 volunteers and 25 employees were related to the conduct of electronic tests were selected. Data collection tools included two researcher-made questionnaires including statements about various aspects of electronic tests. Data were analyzed by SPSS software and one-sample t-test and Friedman test.
Results show that problems from volunteers point of view sequentially are included: "Attitudes to electronic test", "test content", " fast, accurate and useful Feedback ", " volunteers training and preparing ", " officials staff accountability ", "safety test", " physical space of the test ", " software and hardware technical issues ". also problems from the perspective of official staff sequentially are included: "Running costs", " volunteers digital literacy ", "attitude", "employee motivation", "legal issues", "feedback", "supervision", "people familiar with the test," "planning, coordination and implementation "" security, "" space of implementation the test "," test technical issues. "
electronic tests have many and different advantages but many injuries at their implementation have been identified that need to be modified over time.

The aim of the present research is to study the relationship between quality of work life and productivity of staff. Research methods were made by descriptive- correlation and statistical population consists of all staff of Tehran University (N=2025). The sample size of 323 subjects were selected randomly according to Cochran formula were selected using a stratified selection.In order to collect the data, Walton’s quality of work life and heresy & goldsmith productivity scale were used which their reliability were calculated through Cronbach's alpha coefficient & were roundabout 0.87 & 0.84 respectively. Moreover face and content validity of the questionnaire was confirmed by experts. And construct validity confirmed by Confirmatory Factor Analysis. The results showed that there are significant positive correlation between the quality of work life and all its components withe employee productivity. The results of stepwise regression showed that Among components of quality of life components Safe and healthy working environment, Social dependence of work life and Integration and social cohesion in the organization of work The ability to predict the productivity of employees.

In this research the relationship between perception of the classroom environment and students academic adjustment was studied in the faculty of Social and Behavioral Sciences in University of Tehran. The research method was descriptive-correlational and study population consisted of all of the students in the faculty (N=6728). Cochran formula was used to determine the sample size. The number of 363 people were selected as the selection method was stratified. Tow questionnaires was used; perception of the classroom environment and the academic adjustment. Content validity of the questionnaires was confirmed by the experts’ opinions and their reliability was approved by Cronbach's alpha coefficient. In this article the results showed that there is a considerable positive relation (with the P

This study is aimed to investigate the relationship between organizational health and occupational commitment of education staff in different areas of Kohgilouye-va-Booyer-Ahmad province. The research method was descriptive and of correlation type. The statistical population consisted of 220 employers 140 members were selected through from whom stratified random sampling method. Moreover, Hoy-and-Feldman’s organizational health questionnaire (OHI) and the reseacher-made-occupational-commitment questionnaire were distributed among them. Face and content validity of the instruments were confirmed and their reliability was colluded in pilot study through Cronbach’s Alpha Coefficient as 0.87 and 0.71 for the organizational health questionnaire and occupational commitment questionnaire respectively. Results of the present study were analyzed using descriptive statistics (calculating frequency, percentage, table editor, standard deviation) and inferential statistics (Pearson correlation coefficient, multivariate regression and analysis of variance) through SPSS (19). Findings show that there is a significant relationship between organizational health and occupational commitment at confidence region of and .