فهرست مطالب parisa asghari

Today's world is the world of organizations and human power, as the most valuable organization-oriented resource, has been the focus of organizational approaches and activities. Human resources can act for the organization as an efficient and continuous force in a competitive advantage. To realize organizational goals, efficient people should be in control. Additionally, organizational agility is the ability of the organization to survive and progress in an environment with continuous and unpredictable changes. Therefore, in order to achieve organizational agility, organizations, including universities, need people who have the necessary ability, knowledge and management skills. Therefore, the present study was conducted with the aim of structural analysis of competence management on organizational agility in educational systems. It is a review study that is done through searching in databases of Google Scholar, Science Direct, PubMed, Scopus, Elsevier and Eric between 2000 and 2022. The articles have been searched based on keywords of review, competence management and organizational agility. The results showed that competency management can influence organizational agility. Therefore, by using the competency management approach, educational systems can be directed towards agility. The findings suggest that authorities of educational systems prioritize competence management in all matters so that they can improve their organizations.

In this study, black box artificial intelligence models (AI) including feed-forward neural network (FFNN), support vector regression (SVR), and adaptive neuro-fuzzy inference system (ANFIS) were used to predict effluent biological oxygen demand (BODeff) and chemical oxygen demand (CODeff) of Tabriz wastewater treatment plant (WWTP) using the daily data collected from 2016 to 2018. In addition, the autoregressive integrated moving average (ARIMA) linear model was used to predict BODeff and CODeff parameters to compare the linear and non-linear models' abilities in complex processes prediction. To improve the prediction of BODeff and CODeff parameters, the data post-processing ensemble method was also used. The input data set included daily influent BOD, COD, total suspended solids (TSS), pH at the current time (t), and BODeff and CODeff at the previous time (t-1) and the output data included BODeff and CODeff at t. The results of the single models indicated that the SVR model provides better results than the other single models. In ensemble modeling, simple and weighted linear averaging, and neural network ensemble methods were applied to enhance the performance of the single AI models. The results indicated that using ensemble models could increase the prediction accuracy up to 15% at the verification phase.

Competence of managers in the higher education system is effective in increasing the efficiency, effectiveness and increasing internal and external satisfaction of the organization. This research is applied in terms of purpose and descriptive in terms of survey type. The statistical population included vice presidents and managers of departments, vice presidents and managers of faculties, department managers and academic staff members of Islamic Azad University of Tehran in the number of 4134 people, of which 352 people were selected based on cokran's formula and stratified random sampling as a sample. To collect data, a researcher-made questionnaire of competence management with 97 questions and three dimensions "individual, organizational and social" was used. Content and construct validity were used to determine validity and Cronbach's alpha was used to determine reliability, which was confirmed. Kolmogorov-Smirnov tests and factor analysis were used to analyze the data. The results showed that: competency management has three dimensions (individual, organizational and social), among the dimensions of competency management, the organizational dimension with a factor load of 0.894 has the most influence and in the first place, followed by the individual dimension with a factor load. 0.820 is in the second rank and the social dimension with a factor load of 0.706 has the least influence in the third rank.

Most colorectal cancers (CRCs) arise from adenomatous polyps, and clinical management of this type of polyp is highly dependent on the reliability and validity of the pathological diagnosis. The aim of this study was to examine the interobserver agreement of five pathologists in assessing dysplasia in adenomatous polyps.

In this study, a total of 146 adenomatous polyps of patients undergoing colonoscopy were selected from hospitals of Shahid Beheshti University of Medical Sciences, Tehran, Iran between 2017 and 2018. Five pathologists independently classified adenomatous polyps according to histologic type, nuclear pseudostratification, mitotic activity, nuclear polarity, nuclear pleomorphism, nuclear shape, nucleolus, chromatin pattern, cytology grade, architectural features, dysplasia, and final diagnosis. The overall kappa statistic (k) was used to assess agreement among pathologists.

The mean age of the patients was 62.06 ± 13.06 (mean ± SD) with a male-to-female ratio of 2.2:1. The most common site of resection was the sigmoid colon (28.1%). The highest agreement was found for dysplasia grade (k=0.415) and histologic type (k=0.401), whereas the lowest agreement was found for mitotic activity (k=0.185), nuclear shape (k=0.187), and nucleolus (k=0.196).

Our findings indicate that agreement among pathologists in assessing dysplasia in adenomatous polyps is within fair to moderate levels of agreement. Therefore, there is a vital need to better clarify the current diagnostic criteria.

The purpose of this study was to present a model of competency management for organizational agility in Islamic Azad University of Tehran. The statistical population in the qualitative section, the professors of Islamic Azad University of Tehran, number 20 and in the small department, directors and deputies of units, directors and deputies of faculties, faculty members and faculty members of Islamic Azad University in Tehran, 4134 people were selected. In the qualitative section, the purposeful sampling method, considering the saturation law, was 10, and in the quantitative section, using stratified random sampling method, and based on the Cochran formula, 352 Selected as samples. To collect data three dimensions of "individual, organizational and social" and organizational agility questionnaire with 48 questions and 16 components were used.
Findings: The results showed that competency management has three dimensions (individual, organizational and social). A person's dimension has seven components (decision making, knowledge and information, personality traits, service, accountability, beliefs and ethical values, and attitude and insight), an organizational dimension with eight components (leadership competence , Planning, monitoring and control, setting goals and strategies, technology, customer orientation, change management, crisis management) and social dimension has five components (workgroup, networking, behavior in relationships, inter-organizational, external).Among dimensions of competency management, organizational dimension with factor load of 0/894 has the most impact and in the first rank and social dimension with factor load of 0 706 has the least effect and in the last rank. The results of structural equation test showed that there is a positive and significant relationship between competency management with organizational agility.