فهرست مطالب darush mehri

The main goal of this research is to analyze the Megatrends in the field of Education and learning that affect the future of defense universities and explain their consequences.The type of research is applied in terms of its purpose and in terms of its nature, it is part of exploratory research, which was conducted in two phases using the environmental monitoring method and the cycle model. Research sources for the first phase include; scientific texts related to the subject of research, interviews and reports published in publications and media are about megatrends and the method of selecting sources was necessary and available. The statistical population for the second phase was 10 experts in the field of study who were selected in a targeted way.The results of the research indicate that the megatrends affecting the future of defense higher education institutions are: expansion of informal education, change of approach from education to learning, interdisciplinary science, predominance of combined education over traditional and electronic education, continuous education and learning. Internationalization of universities, increasing the social responsibility of universities, reducing the ration of universities from government budgets, expanding skill-oriented and reducing the value of academic degrees. Conclusion The results of this research enable the policy makers of defense higher education to better predict the future changes by analyzing the megatrends identified and in this way create a long-term strategy in the field of academic functions that is not reactive but actively and consciously planned.

The present research has been conducted to identify the effective factors on enhancing the well-being and happiness of military students in a defense organizational university. This applied research has been done with a qualitative-quantitative sequential mixed method. The qualitative stage is done with the aim of identifying the antecedents of well-being and happiness. The participants of this stage were selected students of the studied university. The information of this stage was collected by semi-structured interview and analyzed by thematic analysis method. In the quantitative stage, this model was validated and the identified antecedents were ranked. The statistical population of this stage was the students of the same university.The data of this stage were collected through a questionnaire and analyzed by factor analysis method through PLS software. Findings shoewd that the identified antecedents of well-being and happiness were categorized into three main categories: individual factors, group factors and organizational factors. Quantitative findings also showed that the classification done can be confirmed. The ranking of the influence of these factors is also organizational, individual and group antecedents respectively. Accordingly, improving the current situation of these factors among military students can help enhance their level of well-being and happiness. Furthermore, paying attention to this issue in these universities will improve the mental health of students, promote dynamism and vitality in these environments and reduce the harms caused by the conditions of living in such day and night environments.

The excellence models of training and development of human resources are used as a strong tool to evaluate the effectiveness of the deployment of training systems in different organizations and to improve them. In this regard, the aim of this research was to Designing the excellence model of education and development in the fourth-generation universities of Islamic Republic of Iran Armed Forces.

This applied research has been done with a qualitative-quantitative sequential mixed method. For this purpose, after reviewing the theoretical research literature and extracting the primary components of the education and development excellence model, the content validity of these indicators was evaluated and confirmed by a number of experts in the field of human resources in the universities of the armed forces of the Islamic Republic of Iran. Then, using the Delphi method based on a survey of experts, a panel of experts was selected and the final native model was extracted after four consecutive rounds of the Delphi method. In the quantitative stage, this model was validated. The data of this stage were collected through a questionnaire and analyzed by factor analysis method through PLS software

Based on the Delphi method, 50 sub-criteria in the form of 11 criteria in 3 main categories "military enablers", "military training and researching processes" and "functional and key results" formed the components of the model.

The research has presented a comprehensive model for training and development of human resources in the universities

Today, Talents is recognized as an important factor in gaining sustainable competitive advantages and maximizing organizational performance. Regarding the scientific and technological goals in development documents, Iran has emphasized on the education and development of job talents in order to meet the needs of the society and achieve the level of knowledge and skills of the workforce in accordance with international standards. Thus, the present study aimed to identify the factors affecting the development of the talent of aerospace engineering personnel of an organizational university in the workplace with a qualitative approach. The research sample Consisted of 15 experts and were selected by snowball sampling method. Semi-structured interviews were used to collect data which were later analyzed using the Thematic Analysis Strategy and MAXQDA software version 11. The validity and reliability of the data obtained from the interviews were re-coded and received feedback from the participants. Based on research findings, the factors influencing the development of Organizations talents were identified and categorized in three main component, including organizational, management and individual and 16 sub-components. The results of this research can be utilized as an effective model for the development of talent in organizations

In today's changing world, training and development of staff is a key strategy for organizations to gain competitive advantage. But the advantage is not achieving only with training courses, Effectiveness of learning is attained if the staff imparts apprentices, knowledge, skills and attitudes which are learnt to improve their performance. The aim of the present study is applied research and it is descriptive and survey methods of data collection. In terms of the relationship between variables and specific correlation is based on structural equation modeling. Statistical population research is 460 persons of a military units, that 210 persons were selected based on Morgan table. A researcher-made questionnaire according to Baldwin, et al. (2009) was used to collect data and to test hypotheses with 20 questions about some indexes such as climate for imparting, support of managers, peer support, and action after the training. Data analysis showed that recognized indicators have positive and significant relationship with facilitating the imparting training to the workplace.

Through the last couple of decades, the transfer of learning has been an important subject for researchers and training and human resource development practitioners. The main reason for focusing on transfer of training and learning is their significance in the effectiveness of training courses. Therefore, until we haven’t found a way to optimize the process involved in transfer of training, we cannot hope for significant return from capitalizing in training. This study seeks to investigate the factors affecting transfer of training to the workplace using Halton transfer model. To this end, using descriptive- correlative method, 103 employees of ShahidSattari University of Science and Technology have been selected randomly and the researcher-designed questionnaire has been distributed among them. The content of this questionnaire has been validated by the experts of this domain and as for its reliability, using cronbach’s alpha test, the questionnaire proved to be 89% reliable. To analys the collected data, the single sample T-student test has been used. The results of this study indicate that individual and organizational factors have the most impacts on transfer of training. Between individual and organizational factors, trainee’s potential and theexpected performance from the effort for transferhad the most impacts on transfer of training to workplace respectively.

The objective of this study was to identify barriers of development of ICT in the University of Tehran. A revision of similar researches was carried out and opinions of experts were sought. The problems encountered with the development of ICT were categorized in five factors: technological، educational، financial، legal، attitudinal and behavioral barriers. The study used mixed methodology to collect data. A researcher self generated questionnaire، interview، and observation methods were applied. The population of the study was ICT technicians، present in the second semester of the academic year 2008/2009. A simple random sampling was carried out، and by the use of Cochran''s formula، 95 persons were selected. To obtain the reliability of the questionnaires، a Cronbach''s alpha was performed. Khi square was used to analyze the research questions. The study findings revealed that: lack of ICT education، poor ICT infrastructure، lack of financial support، and legal problems are the major barriers to ICT development at university of Tehran. Attitudinal and behavioral factors have not identified as ICT barriers at University of Tehran. At the end suggestions are provided.