فهرست مطالب dariush gholamzade

AbstractThe purpose of this research is to identify the competencies of the members of corporate governance committees in public companies, rank the committees and create an optimal combination of competencies in them in order to implement corporate governance.The statistical population, the members of the mentioned committees and the research method are mixed. In the qualitative part, while studying the background and theoretical foundations, with judgmental sampling, twelve members of the corporate governance committees of state-owned companies and university professors were selected and interviewed, and using thematic analysis method, competencies in three dimensions, eleven components and 55 Indexes were identified.In the quantitative part, with judgmental sampling, fifteen members of the board of directors of state-owned companies implementing corporate governance were selected to complete the pairwise comparison questionnaire, and multi-criteria decision-making methods were used for analysis. The findings showed that risk, audit, service compensation, appointments and strategic committees are ranked as the most effective committees with importance coefficients of 0.976, 0.910, 0.904, 0.872 and 0.846 respectively. The most important components of competence are governance knowledge, management skills and governance skills with weights of 0.125, 0.110 and 0.099. In the end, the optimal combination of competencies in each committee was presented for the optimal implementation of corporate governance.

Nursing research education is a vital component in enhancing the research competencies of clinical nurses and, consequently, improving the quality of patient care. Despite the importance of this issue, the scarcity of effective educational programs in this field is a significant challenge in the healthcare system. Therefore, the accurate development of nursing research educational programs is an undeniable necessity. In this study, to fill this gap, the research team is looking for the precise development of a combined educational program to improve the research skills of clinical nurses based on the theoretical framework of the combined learning model of talent development. By combining theoretical and practical educational approaches, this model provides the necessary background for deep and sustainable learning of research concepts and skills. The objectives of this study are: 1) Accurate development of a combined training program for clinical nurses based on the combined learning model of talent development, and 2) Description and discussion of the applications and benefits of the obtained model. The findings of this study can play a significant role in improving the quality of nursing research educational programs and consequently improving the quality of patient care.

This is a descriptive design study. The first part involved developing a talent development blended learning program for clinical nurses based on the talent development blended learning model. The second part of the study involved validating the program through a focus group.

Following the combined learning model of talent development, a combined educational program was created for clinical nurses to develop their talent. It was created based on their needs in "nursing research ability" and the theoretical framework of combined education.

This study revealed that the nominal group technique is an effective method for identifying learners' needs and priorities, and the talent development blended learning model is a valuable process model for guiding a blended educational program. Blended learning is a promising approach for talent development and improving educational outcomes. However, more experimental studies are needed to further evaluate talent development blended learning and related performances in nursing education.

Researches have shown that the training of human resources in banks based on integrated learning is considered a key factor for the success of banks. On the other hand, it is a way to improve the development of organizational effectiveness in order to elevate the future of such organizations. Considering the importance of the research topic, the purpose of this research is to investigate the effective factors of human resource training in banks. In the qualitative part, by reviewing literature and backgrounds, interviews with experts were identified based on theme analysis. In this regard, the components of the human resources training model in state banking based on integrated learning (understanding, planning and goal setting, training methods, optimal training design, training interactions, learning indicators for determining training goals, training applications, development of training models for human resources , optimization of training process, organizational agility and learning organization) were identified. The statistical population of 120 people includes managers of the banking industry. The number of samples was estimated to be 86 people. With the first and second order confirmatory factor analysis, Also, the coefficient of determination for the educational goals variable was calculated to be 0.906, which shows that 90.6% of the changes in the educational goals variable can be explained by human resource training. Finally, the results of the research showed that human resource training and integrated learning in state banks is a multifaceted and complex phenomenon, and a set of internal and external factors are effective in its emergence.

This study was conducted with the aim of developing a success model for Iranian Fintech startups with a data-based approach.

The research method of the present study was exploratory mixed in terms of development goal. The statistical population of this research in the qualitative part included theoretical experts (university professors) and experimental experts (founders, managers, investors and consultants of Fintech startups) who were purposefully selected. Sampling was continued until theoretical saturation was achieved and 10 eligible individuals participated in this study. In the quantitative part, the statistical population included the founders, managers, investors and consultants of Fintech startups and sampling was done by simple random sampling, 124 complete questionnaires were obtained from this sample. Data collection tools were semi-structured in the qualitative part of the interview and in the part. The researcher-made questionnaire (2020) with a Likert scale was 5 options. Analysis of research data was performed in qualitative phase with MaxQDA software and in quantitative phase with partial least squares method with Smart PLS software.

The results of the qualitative section show that the causal factors affecting the success of FinTech Iran startups are strategic thinking, development of intra-organizational communications and external interactions, focus on design and proper implementation of marketing mix elements and characteristics of founders and team members. In the quantitative part, the proposed conceptual model is tested and 13 hypotheses are approved and 4 hypotheses are rejected.

The approaches in FinTech startups are in line with global changes and the internal environment, and in addition to leading start-ups to gain a competitive advantage, can lead to value creation for the community and small and start-up businesses.

Today’s organizations in order to survive in the competitive scene require more modern approaches to maintain and develop their human resources as the most important capitals of the organization.  Therefore, the purpose of this study is to design a coaching character pattern for managers in the gas industry. The research method in terms of data nature is qualitative and in terms of purpose fundamental. The participants of the research consisted of managers and experts of the gas industry, 12 of whom were selected after theoretical saturation and by criterion purposeful sampling. Data collection was semi-structured, and data analysis was conducted using content technique. The findings indicated the recognition of the indexes including justice, humanity, accountability, knowledge and wisdom, serving, modesty, moderation, excellence, transcendence, courage and daring as coaching character of gas industry managers. Therefore, identified indicators can be useful for managers as instructors, guides and guides in achieving organizational goals.