فهرست مطالب alireza mohammadinejad ganji

Today, policymaking has a great value and importance to improve the relationship between university and industry, and university education should be based on the industry and society needs. Therefore, the aim of this study was designing a university education pattern based on industry needs in the university.

This study in terms of purpose was applied and in terms of implementation method was qualitative. The research population consisted of 15 university and industry experts who were selected by purposive sampling method. The research tool was an in-depth interview, which its validity was confirmed by the triangulation method and its reliability was calculated by the agreement coefficient method between two coders at 0.86. Data were analyzed by open, axial and selective coding method in MAXQDA software.

The findings showed that the university education pattern based on industry needs in the university had 30 open codes (or indicators), 7 axial codes (or components) and 3 selective codes (or categories). In this study, the selected codes were included the contextual category (with three axial codes including structural component of university, structural component of industry and psychological component), the causal category (with two axial codes including legal and lawful component and cultural and social component) and the strategic category (with two axial codes including policy and government support component and managerial component). Finally, the university education pattern based on industry needs in the university was designed.

According to the results of this study about the university education pattern based on industry needs in the university, can be taken an effective step to improve the current state of university education in the three categories of contextual, causal and strategic through their components and indicators.

Organizational resilience in the crisis conditions is one of the important and effective concepts in crisis management for facing natural hazards. Therefore, the present study was conducted with the aim of designing an organizational resilience education model of crisis management of universal centers to facing with natural hazards and prevention from psychological and social interventions.

The current research was descriptive from type of correlation. The statistical population of this study was all employees of the universities of Karaj city in the 2022-23 academic years with number of 850 people, which according to Cochran's formula the sample size was determined to be 264 people. The samples of this study were selected with the random cluster sampling method and responded the researcher-made questionnaire of organizational resilience of crisis management (125 items) and the data obtained from its implementation were analyzed with the methods of exploratory factor analysis and structural equation modeling in SPSS-27 and Smart PLS-3 software.Fidnings: The findings of the present research showed that the organizational resilience education of crisis management of universal centers to facing with natural hazards and prevention from psychological and social interventions had 125 items, 12 components and 3 dimensions. The dimensions were include individual (with two components of psychological factors of resilience and creativity and innovation), structural (with six components of resilience planning, adaptive factors, commitment and management, crisis culture, learning culture and leadership and decision-making) and operational (with four components of knowledge use, communications, effective public participation and operational knowledge of resources and equipment). The factor load and average variance extracted of all components were higher than 0.50 and the combined reliability of all of them was higher than 0.80. Also, the organizational resilience education model of crisis management of universal centers to facing with natural hazards and prevention from psychological and social interventions had a good fit and this model on all three individual, structural and operational dimensions and each dimension on its components had a direct and significant effect (P<0.001).

The results of this study about the designed organizational resilience education model of crisis management of universal centers to facing with natural hazards and prevention from psychological and social interventions can help to crisis management specialists and planners to face hazards in order to increase organizational resilience.

To face with natural hazards needed to crisis management and organizational resilience in this field. Therefore, the aim of this study was to identifying the dimensions and components of organizational resilience of crisis management in the university centers to face with natural hazards.

This study in terms of purpose was applied and in terms of implementation method was exploratory from type of qualitative. The population of this study were all faculty members of university centers of Karaj city, which according to the principle of theoretical saturation number of 12 people of them were selected as a sample with using the purposive sampling method. The research tool was a semi-structured interview, which its validity was confirmed by the triangulation method and its reliability was obtained by the agreement coefficient method between two coders 0.89. Data were analyzed by thematic analysis method in MAXQDA software.

The findings showed that for the organizational resilience of crisis management in the university centers to face with natural hazards were identified 12 minor categories, 12 sub categories and 3 main categories. In this study, the main categories were include the individual dimension (with 2 sub categories of the psychological component of resilience and creativity and innovation), the structural dimension (with 6 sub categories of the resilience planning component, adaptive component, commitment and management, crisis culture, learning culture and leadership and decision-making), and the operational dimension (with 4 sub categories of knowledge use, communication, public effective participation and operational cognition of resources and equipment). In the end, the pattern of dimensions and components of organizational resilience of crisis management in the university centers to face with natural hazards were drawn.

According to the results of the present research about the dimensions and components of organizational resilience of crisis management in the university, centers to face with natural hazards can prepare the ground for the realization of the identified categories to improve the organizational resilience of crisis management to face with natural hazards.

Today's organizations because of fierce competition and to maintain and promote competitive advantage must seek their improvement and development. Therefore, the purpose of this study was designing a pattern of organizational structure based on educational improvement and development indicators in the Farhangian University.

The present study in terms of purpose was practical and in terms of implementation method was mixed. The research population in the qualitative part was the experts of Farhangian University, which number of 20 people accordance with the principle of theoretical saturation were selected by non-random purposive sampling method. The research population in the quantitative part was the directors, deputies, professors and students of Farhangian University, which number of 821 people selected accordance with the Cochran formula were selected by cluster sampling method. The research tools were semi-structural interviews and researcher -made questionnaire, which confirmed the psychometric indicators including validity and reliability. Data from the implementation of semi-structural interview were analyzed by open, axial and selective coding method in MAXQDA-12 software and data from the implementation of researcher-made questionnaire were analyzed by exploratory factor analysis method in SPSS-22 and Smart PLS-2 software.

The findings of the qualitative part showed that the organizational structure based on educational improvement and development indicators in the Farhangian University had 21 components, 7 dimensions and 3 categories. Its categories were including organizational structure based on educational improvement and development in the Farhangian University (with 3 dimensions of knowledge, attitude and skill), promotion mechanisms in the Farhangian University (with 2 dimensions of organizational and social) and barriers to promotion in the Farhangian University (with 2 dimensions of economic and organizational). The findings of the quantitative part showed that the organizational structure in the Farhangian University had 32 questions in 8 dimensions and 3 categories. Its categories were including complexity (with 3 dimensions of vertical, horizontal and geographical), formality (with 3 dimensions of flexibility, freedom of action and control) and concentration (with 2 dimensions of concentration and decentralization) which all questions had a factor load of higher than 0.60. The educational improvement and development in the Farhangian University had 34 questions

"Identification of the dimensions and components of the organizational structure based on indicators of educational improvement and development in Farhangian University" was done.
In terms of the fundamental-applicative purpose and in terms of implementation, the mentioned research was the foundation data method (interview with experts). The statistical community of the research included experts from Farhangian University; To determine the sample, a targeted non-random sampling method was used, and 20 people were considered as the sample size using the principle of saturation. The data collection tool was semi-structured interviews, which were used to ensure the validity of the tool and to ensure the accuracy of the findings from the researcher's point of view, from the valuable opinions of professor’s familiar with this field and university experts who are experts in this field. They were informed that it was used. Also, retest reliability and intra-subject agreement method were used to calculate the reliability of the conducted interviews.
The results of the analysis showed that among the 32 indicators (items) available, 8 main components can be identified. Based on this, the structural dimensions of Farhangian University including complexity (with vertical, horizontal and geographic components), formality (with flexibility, freedom of action and control) and concentration (with centralization and decentralization components) were introduced.
Also, regarding the concept of educational improvement and development in Farhangian University, knowledge dimensions (with components of cognitive knowledge, subject knowledge and practical knowledge), attitudinal dimensions (with components of entrepreneurial attitude, growth attitude, moral attitude), skills (with components of individual skill, technical skill, professional skill) were introduced.
Identifying the components of the organizational structure based on indicators of educational improvement and development in Farhangian University (Qualitative Study)
Since the production of science is one of the undeniable duties of the scientific and academic part of a society, one must emphasize the role of the university and students in the production of science in society. The culture and community of the university, and consequently, the cultural and social structure are the most important and influential factors on the efficiency and effectiveness of universities, followed by society.
On the other hand, in today's changing world, organizations and educational institutions must engage in their continuous and continuous process in order not to stand up to the complex and problems of their complex and variable environment in order not to get rid of world competitions. Use to reduce defects. "Identifying the dimensions and components of organizational structure based on educational improvement and development indicators at Farhangian University."
The study was fundamental-applied purpose and in terms of implementation was the Foundation's data method (interview with experts). The statistical community of the research included experts at the University of Farhangian, which requires their choice of data collection, a doctoral degree and a doctorate degree. Having an executive and educational job in the development and improvement of the university, which are involved in the decision -making levels of the University of Culture, both currently and in the past. Of course, four of them were also selected by a master's degree. The group is called informed experts who participated in the interview process. Targeted non -random sampling method was used to determine the samples. 20 people were considered using saturation principle as the sample size. The interviewees' profile included 7 administrators of the University of Farhangian, 8 educational assistants of the University of Farhangian University and 5 members of the Farhangian University, which presented the demographic specifications of the interviewees in Table 1. It is worth noting that the interview process was carried out in late spring 1399.
Semi -deep interviews were used to collect data. In individual interviews with the interviewers, 5 main questions were used in the interview. Given that after 20 interviews, the main and sub -factors were repeated in previous interviews and the researcher was saturated, that is, new data were not different from previously collected data, and saturation, interviews Stopped. The interview period was between 30 and 90 minutes.
Findings and The results of the analysis showed that out of the 32 existing indicators, 8 of the main components are identifiable. Accordingly, the structural dimensions of the University of Farhangian were introduced including complexity (with vertical, horizontal and geographical components), formality (with flexibility, freedom of action and control) and concentration (with concentration and decentralization components).
Given the importance of educational development in the university, it is necessary to examine the factors related to it. The organizational structure at the university is one of the factors that can properly improve educational development and improvement. The first and most important task of the structure is that it must be fulfilled by the goals of the organization. Second, the structure is planned to plan for the power of different individuals in the specific organization and procedures. The purpose of the organization's structure is to understand the persons who must comply with the regulations of the organization. The third and last task of the organization determines the scope or scope of power (determined by the amount of power that each post or organization has). It is also implemented in organizational structure, tasks and activities. In general, the structure of the organization is the operation of the organization (Richards, 1996).
With these interpretations, the university's organizational structure is very important. But this structure must be based on educational development indicators in order to expect the situation to be improved. Educational development, especially for the intellectual elite of Third World countries, is of great priority. Because in these countries, underdevelopment is the main challenge of society and all political, social and economic events and developments are affected. Due to the impact of educational development on countries' development, it is necessary to investigate the low and effective bag of education at different levels of development. Given the rapid trend of countries in developing and its relation to educational policies at the general level, it is important to strengthen human capital along with physical and material capital. Also, about the concept of educational improvement and development at the University of Farhangian, the dimensions of knowledge (with cognitive components, subject knowledge and practical knowledge), attitudes (have attitudinal attitudes, attitudes, moral attitudes), skill (having Individual skill components, technical skills, professional skills were introduced.

Investigating and evaluating the capability of employees can play an effective role in improving the position of the organization and creating a competitive advantage for it. Therefore, the aim of this study was to presenting a model of the impact of professional capability on the evaluation of the capability of nonfaculty employees of Islamic Azad Universities of Tehran province.

This study in terms of purpose was applied and in terms of implementation method was cross-sectional from type of correlation. The research population was all nonfaculty employees of Islamic Azad Universities of Tehran province in 2022 year (3069 people). The sample size was estimated to be 345 people based on the Krejci and Morgan table, who were selected by multi-stage cluster random sampling method. The research tools were researcher-made questionnaires of professional capability of employees (19 items) and evaluation of the capability of employees (16 items), which their validity was confirmed by experts and their reliability with Cronbach's alpha method was obtained above 0.70. Data were analyzed with exploratory factor analysis and structural equation modeling methods in SPSS-V23 and Lisrel-V8 software.

The findings showed that the professional capability of employees has five components of job meaningful feeling, job competence feeling, having the right to choose, effective feeling and participating with others and evaluation of the capability of employees has four components of knowledge and quality of work, initiative, cooperation and leadership; So that the factor loading of all components was higher than 0.80, the average variance extracted of all them was higher than 0.60 and the Cronbach's reliability of all them was higher than 0.70. Also, the model of the impact of professional capability on the evaluation of the capability of nonfaculty employees of Islamic Azad Universities had a good fit, and the professional capability of employees had a direct and significant effect on the their evaluation capability (P<0.05).

Considering the positive effect of the professional capability of employees on their evaluation of the capability, specialists and planners of the Islamic Azad University to promote the professional capability of employees can improve their professional capability through educational workshops.

Today's organizations are characterized by dynamism and complexity, ambiguity and tradition avoidance, which are always influenced by their surroundings, and have accepted these changes as an inevitable necessity. Predicting changes with relatively reasonable accuracy will be difficult. With the understanding that change has become an integral part and the essence of organizations of the third millennium, the power of adaptation and adaptation to recent developments in various economic and social fields increases. In order to overcome uncertain, complex and dynamic conditions, the only way facing managers is to empower the organization and employees through knowledge and skills that quickly become obsolete. In this study, we have shown what are the obstacles facing the empowerment of human resources of the university and what effect they have on the provision of services in the university. Today, universities have complex and interconnected social, cultural, educational and research roles. Due to the continuous changes and complications that the world is constantly facing; Political and social systems, and especially the higher education system, have been exposed to the criticism of the strong-minded society more than other systems.Universities, as the most important institutions of education and weak will, are responsible for providing necessary training to science applicants, training the specialized human resources needed by the country, creating and producing new knowledge, and advancing the frontiers of science and knowledge. Today, at the international level, the duties and missions of universities have increased. Therefore, the purpose of this research is to provide a model to evaluate the professional capabilities of non-academic members of free universities in Tehran province.

The research method is a combination of qualitative and quantitative. The studied population includes all non-academic employees of Tehran province (3069 people) who were employed in university units in 1401. According to Morgan's table, 345 people were selected from the mentioned society. To prevent the possible drop in the sample size, 450 people were considered. A random sampling method was used to select the sample. For this purpose, 6 universities in the province were selected. The research tool includes a researcher-made questionnaire that includes 9 components. These components and their subsets were made in the form of a questionnaire; After collecting data using factor analysis and regression, Cronbach's alpha coefficient was calculated as 0.834 for its reliability.

The findings from the first sub-question of the research show that 55 indicators for human resource empowerment in Islamic Azad University were identified through exploratory factor analysis, factor extraction method, principal component analysis and all indicators that have values Their extracted commonality was greater than 0.5, they were identified, also 9 components, after explaining the total variance remained in the analysis, and these factors explain almost 72 percent of the variance of the indicators of non-faculty human resource empowerment components in Islamic Azad University. they do.The findings of the second sub-question of the research: showed that according to the t calculated for each of the dimensions of empowerment including meaningfulness (9.525), sense of competence (8.408), right to choose (5.016), Effectiveness (3.209), participation (7.649), at the confidence level of 0.95, the null hypothesis that H0:M=3 and the counter hypothesis H1:M≠3 have a significant effect. According to the obtained findings, according to the positivity of the average difference (indicating that the average is more than 3), it can be concluded that the state of the identified dimensions of human resources empowerment in the Islamic Azad University is in a satisfactory state.The findings of the third sub-question of the research show that according to the t calculated for the employee evaluation variable (39/542), at the confidence level of 0.95 the null hypothesis that H0:M=3 and the counter hypothesis H1:M≠ 3 has a significant effect. Therefore, according to the current situation, all variables are at a favorable level due to the positive average difference. It is worth mentioning that in the variable of employee evaluation, only the component of significance with calculated t is 44.093 with calculated t (2.601) at the confidence level of 95/95. 0 has significant values more than 5 hundredths, which can be concluded, the average for this component is not much different from the number 3 (test value) and for this case, the null hypothesis is confirmed and the status of this component in the studied society is not at a favorable level.The findings of the fourth sub-question of the research: It showed that based on the confirmatory factor analysis, there is a significant effect between each component and each variable. Because based on the calculations, the factor loading of all components is more than 0.4 and is within acceptable limits. Also, considering that all values of the t statistic of the routes are greater than 2.58. Therefore, the evaluation variable is calculated with t (15.79) and the path coefficient is (0.91). have a significant effect on the employee empowerment variable in Islamic Azad University.The findings of the fifth sub-question of the research: based on the obtained model fit indices (chi-square divided by the degree of freedom) with a value of (2.34), the mean root of the estimation error with a value of (0.045), adjusted fit with a value of (98.98) 0) and... it can be said that the model of this research has a good fit and the model estimated in the sample based on the observations corresponds to the expected model in the society. Undoubtedly, in order to realize the output of the model, which is to create the necessary opportunities to achieve the empowerment of employees, it is necessary to emphasize the dimensions, components and indicators of the model.Therefore, the findings of the research show that out of 53 sub-components related to the main components, 36 indicators have a significant correlation with all 9 components in question.

The path analysis showed that the proposed model of 3 important factors including the stages of implementing the framework is meaningful (0.90), having the right to choose (0.92), being effective (0.92), and the competence component in the job (0.83) in increasing the abilities of speech Non-faculty human resources play a negative role.