جستجوی مقالات مرتبط با کلیدواژه « تحلیل عاملی تائیدی » در نشریات گروه « علوم انسانی »

As to the changing responsibilities, scope of activities and role of the audit committee, as one of the key elements of the corporate governance structure, has become increasingly important following the financial crises of corporations in the early 21st century. In Iran, the implementation of Article 10 of the Internal Controls Directive and the emphasis of Article 15 of the Corporate Governance Directive indicate the importance of the issue. The research is aimed to investigate the importance of the components & quot; Pattern of factors affecting the quality of the audit committee & quot; It was conducted quantitatively and in the form of collecting the necessary data to test the model through a questionnaire from corporate governance activists, especially the audit committee, and by simple random sampling of 221 people. Confirmatory factor analysis was applied to analyze the data. Based on the findings, in the first-order confirmatory factor analysis of continuing education indicators, annual review of the committee performance, evaluation of internal control system and monitoring the proper implementation of the charter with the highest factor load, in the second-order factor analysis of effective training factors of professional institutions, authority the audit committee and having the resources have the highest amount of factor load and finally in the third-order factor analysis, the dimensions within the audit committee, outside the organization and within the company have the highest amount of factor load, respectively. Due to the comprehensiveness of the dimensions, the results of the research are not comparable with other researches in this field, however, they are in line with the views of legal and professional associations at the international level.

This study has been conducted with the aim of presenting the model of political intelligence of human resources with the approach of social accountability. The method of this quantitative research is correlational and descriptive, and quantitative method was used to present the model of political intelligence of human resources, which are 488 people, And after sampling through Cochran's formula, 216 sample items were selected and this number of questionnaires were distributed and completed and collected by . The validity of the tool was confirmed through the advice and guidance of the supervisors, and the reliability of the tool was also confirmed through the calculation of Cronbach's alpha coefficient above 0.7. and inferential statistics were used to quantitatively analyze the model from confirmatory factor analysis in the form of SPSS25 and Lisrel 8.8 software. Statistical analysis was conducted on 31 categories and 103 subcategories (causal category including 4 themes, contextual category 5 themes, interventional category 5 themes, main core 6 themes, strategies 6 themes and consequences 5 themes) that formed the conceptual framework of the research. the findings, it can be said that the current proposed model can increase the political intelligence of public sector managers by emphasizing accountability. And the significant T-value test, which was observed to be greater than 1.96, shows the fit of the structural model and the confirmation , And the results of the structural model also showed that research variables have a positive effect on each other with path coefficient and T-value. and finally,

 This study aims to present a quantitative model of organizational accountability based on public trust in Iran's government organizations. The method of this research is quantitative and in terms of its purpose, it is among descriptive-correlational studies. The statistical population of this research includes 250 managers and officials of government organizations in Ardabil province, and the sampling in this research was done as a whole. The research tool is a researcher-made questionnaire of organizational accountability with a public trust approach. Therefore, this questionnaire was prepared and distributed among the managers of government organizations, and then after collecting it, it was found that about 234 supplementary questionnaires were collected. For the analysis, descriptive statistics were used to describe the demographic characteristics and categories, and inferential statistics were used for the quantitative analysis of the model. Statistical analysis on 31 categories and 96 subcategories in the form of six dimensions of causal conditions (5 themes), intervening factors (5 themes), governing platforms or background conditions (5 themes), core or main phenomenon (6 themes), strategies and strategies (6 themes) and consequences and results (4 themes) which form the components of the conceptual framework were examined, the results of confirmatory factor analysis showed that the observed factor loadings for all factors were greater than 0.3 which are within the acceptable range and also the test A significant T-value was also observed, which was greater than 1.96, and this indicates the fit of the structural model and the confirmation of the qualitative model.

Performance-based measures have shown some limitations in the assessment of executive functions (EF) and rating scales have been proposed as an alternative. This study examined the psychometric properties of the Persian version of the Behavior Rating Inventory of Executive Function, Second Edition, BRIEF-2 parent - form in students aged 13 to 18 years. Participants were 300 students, 148-girl (49.3%) and 152-boy (51.7%) between 13 and 18 years old (M = 9.15; SD = 1.92). Samples were selected from regions (north, south, east, west and center) in Tehran city. The analysis of the internal structure using confirmatory factor analysis reveals that the model with three indexes (Behavioral, Emotional and Cognitive) and nine scales (Inhibit, Shift, Self-Monitor, Emotional Control, Initiate, Working Memory, Plan/Organize, Organization of Materials and Task-Monitor) showed good fit to the sample. The Cronbach's alpha values for the index scores ranged from.91 to.93, with alpha for the individual scales ranging from.87 to.92. Results showed that Persian version of the BRIEF-2 parent Form demonstrated high internal consistency and test–retest reliability. Convergent validity was obtained for BRI (AVE = 0.52), ERI (AVE = 0.54) and CRI (AVE = 0.58). In addition, composite reliability (CR) was reported for BRI (CR = 0.85), ERI (CR = 0.87) and CRI (CR = 0.83). According to the findings, it can be said that the Persian version of the BRIEF2 scale has the necessary convergent validity and composite reliability. The findings support the factorial validity of the BRIEF-2 scores, suggesting that it is an adequate instrument to evaluate executive functioning reported by parents and caregivers. According to the findings, it can be said that the Iranian version of the BRIEF-2 has good psychometric properties and can be a good tool for use in clinical and research situations.

Management structure in military systems, featuring the form of a command hierarchy, is typically a closed system in which providing the subordinates with a structure for giving feedbacks and declaring their criticisms has not been much taken into consideration. The present study is aimed to investigate the effects of organizational justice on commitment and work motivation of the personnel in a military organization. Using the survey method, 180 questionnaires were distributed among the statistical population in all provinces across the country. The analysis of the results is causal and for this purpose the structural equation modeling (SEM) method was performed in order to analyze the relationships and assess model fit that analysis was executed using AMOS software. The results showed that organizational justice has a direct effect on work motivation with a standard β coefficient of 0.32 and an indirect effect with a coefficient of 0.278 and a total effect of 0.598. Also, organizational justice had a significant effect on organizational commitment and the standard β coefficient of 0.41 was obtained. The effect of organizational commitment on work motivation was significant and a standard β coefficient of 0.68 was obtained in the output of the analysis. Finally, based on the approved relationships, based on the logic model, the model of performance improvement in the human capital of the organization is proposed

The purpose of this article is to determine and rank the dimensions and indicators affecting the strategic human resources development and provide a model for the effective implementation of the strategic development of human resources in the government research organizations. In terms of purpose and method, this study is developmental and a combination of qualitative and quantitative methods, respectively. We first collected information from the electronic resources of strategic human resource development by a content analysis method and then, using Delphi technique and the opinion of elites, calculated the dimensions and indicators of strategic human. In the next step, the dimensions and indicators obtained in the form of a model were analyzed using a second-order confirmatory factor analysis in the Lisrel software and the structure of the model was confirmed according to the analyzes. The results also show that the factors affecting the strategic development of human resources are divided into four general categories: structural, policy-making, cultural, and environmental factors, among which the policy-making one has the greatest impact on the strategic development of human resources.

The main purpose of this research is Model designing of value-based management in training management system Islamic republicof iran broadcasting organization.The methodof this studyis a combination of correlation and quantitative composition (qualitative-quantitative).Thestatistical population of the study was121 experts, experts and senior managers of education and training, and 275 individuals were selected as the appropriate volume using a cluster sampling method. The research tool for values and system performance indicates, The researcher-made questionnaire was in 69 and 57 items, respectively, that their validity was confirmed by experts and a confirmatory factor analysis. And their reliability was analyzed using Cronbach's alpha for the values of 0.94 and for functional indicates of 0/088 with the help of existing software that.Using Pearson Chi-square statistical tests, t-student and for prioritizing and extracting coefficients The weights of the values were from the simple ranking method and the scale factor of the interval measurement and for the performance indicates of the pair comparison method and the fan (AHP) teqniqne, and for achieving to research model were used of linear planning.The results of this study showed that the design of the value management model has promoted the performance indicators of the training management administration of Islamic republicof iran broadcasting (need assessment, design and educational planning, implementation and educational evaluation), and has a meaningful effect on them.

The main purpose of this research is to propose a fraud detection model using an integrated approach based on the factor analysis model and the artificial neural network method. The network used to predict corporate financial fraud has 17 neurons (selected financial ratios) in the input layer and 1 neuron (corporate fraud status) in the output layer. The conversion function used in the output layer is linear and for the middle layer a non-linear sigmoid function is selected. The neural network used in this research is a feed forward neural network with back propagation algorithm. The statistical population of this study is comprised of the companies listed in Tehran Stock Exchange in the time interval from1392 to 1393. Out of these companies, 140 have been selected as the research sample. The Beneish M-Score model has been used in order to classify the companies with the likelihood of fraudulent and non-fraudulent reporting. According to the Beneish M-Score Model, 78 companies were fraudulent in terms of their reports and 62 were non-fraudulent. For the final selection of the input variables (financial ratios) in the artificial neural network, the confirmatory factor analysis model and the principal component analysis model have been used. The results obtained from the aforementioned models have shown that the reported structure of the neural network model has 7 hidden layer neurons and the momentum learning algorithm has been used for training the network. This algorithm was more precise and functioned better than other reviewed structures. Therefore, it was selected as the final adjustment of the neural network.. The obtained results indicated that the artificial neural network method had a higher performance in this regard; in that the precision of classification of fraudulent and non-fraudulent firms and the overall performance of the artificial neural network method was57and 69%,72,73%,61,62% respectively.

The purpose of this study was to provide a model for improvement and improvement of the administrative system in the National Gas Company using the mixed method (qualitative and quantitative).

In the qualitative section, the data model of the foundation was used. In this section, the data model of the research foundation was conducted by interviewing 15 staff experts in the National Gas Company with Delphi method, axial and selective coding. In the quantitative part, using the modeling of structural equations in the male environment, Liserl and Amos, examine the proposed model and the hypotheses presented in the qualitative stage. The statistical population of the research in the small part consists of all administrators in 31 provincial gas companies along with the central headquarters. In this section, Morgan table was used to determine the sample.

The results show that the causal factors (structural and organizational domain, productivity area, human capital area, managerial field and legal and political system) affect the policy of improving and improving the administrative system in the National Iranian Gas Company. Also, the underlying factors (social and cultural flows, economic and technological flows.

Since one of the important concerns of management and organization experts in recent decades is the identification of factors affecting the performance of organizations, and spirituality in the workplace and organizational justice are considered as important and influential aspects, The purpose of this paper is to present the model of spirituality and organizational justice influence on organizational performance by descriptive-survey method and correlation to the field of writing. The aim of this paper is to examine the effect of four dimensions of work with meaning, sense of belonging and correlation in organization, alignment with organizational values And religiosity and 4 dimensions of distributive justice, procedural justice, interactive justice and information justice on organizational performance. . For this test, a researcher-made questionnaire consisting of 52 questions was used which Cronbach's alpha coefficient was calculated using SPSS software (967/0). The statistical sample was 130 people using Morgan table. According to the results of the Kolmogorov-Smirnov test and the normalization of the research data and the theoretical adequacy, a sample of the research from the KMO and Bartlett test was used for confirmatory factor analysis using the LISREL software, which is the result of this study. Spirituality in the work environment is 55.7% on effective organizational performance and organizational justice 35.3% affects organizational performance. These numbers indicate that spirituality in the work of the armed forces, one of which has been studied, plays an important role in organizational performance.

Risk behaviors are the potentially harmful behaviors that can have adverse and irremediable consequences for individuals. This study also aims to construct and validate a high-risk behaviors scale.
A survey research method was used for the conduct of this study. The 15-34-year-old youths of Tabriz constituted the statistical population of this study. The results of this study indicated that the construct validity of risk behaviors has been confirmed in 98 items and 12 factors, including violence and aggression, dangerous driving, arbitrary use of drugs, suicide, online diversions, poor nutrition, lack of exercise, addiction to virtual networks, cigarette & tobacco smoking, alcohol drinking & drug use, unsafe sex, and gambling. The average variance extracted for all the dimensions was higher than 0.4, which demonstrates the appropriate internal validity of the measurement model. In addition, the reliability values of all the dimensions were obtained higher than 0.6, which is acceptable.
The positive values of the shared index of all dimensions represents the quality and overall fit of the reflective measurement model of risky behaviors.

In today's competitive world where change is one of the most important features is necessary for the preservation and conservation organizations exist Looking agility to be able in the shortest time and at minimal cost to improve the quality and innovation in their products and services. This paper aims to examine the impact of organizational culture on organizational agility capabilities of the armed forces organizations with descriptive - correlation to the written survey And tries to correlate the five hypothesis "group decision-making culture", "culture of learning", "Culture power sharing", "culture of participation" and "risk tolerance" on "organizational agility" to the test. To test these hypotheses, a researcher-made questionnaire consisting of 48 questions using the Cronbach's alpha coefficient using the software SPSS, 0/994, respectively. A survey by Morgan estimated 140 people who responded to the questionnaire. The results of structural equation is as follows.
Between the "culture of group decision-making", "learning culture", "culture of power sharing", "culture of participation", "risk tolerance" and "organizational agility" There is a significant positive relationship.

Because of limited resources and unlimited human demands، it is important for marketers that use resources efficiently and perfectly for receiving to organizational goals. In this regard، the green marketing، as a marketing strategy، is helped to marketers and supported from environment by the environmental visible benefits what the customer expects. In this regard، due to automotive is the mirrored of economic and industrial development of a country and its expanded operations، from production to distribution and consumption، has Significant role to move the wheel in the economy of any country، this article aim to investigate and identified the effective factors for green marketing in automotive industry of Iran. The statistical population of this study is two groups، the first group، for identifying of effective factors، is 8 experts of green marketing and the second group، in order to performance evaluation، is experts of automotive industry. For collecting data، identifying of effective factors and performance evaluation questioners are used. For surveying of study questions، confirmatory factor analysis and Topsis and GRY decision making technique are employed. For presenting obvious and practical results of effective factors that are confirmed in model، this factors are situated in importance- performance matrix and divided to four sections. The most important factors are those which located in second Quarter and، for successful green marketing، automotive industry.

The purpose of the present study was to further assess the underlying factor structure of the Connectedness to school, teachers, and family (Waters & Cross, 2010) using Confirmatory Factor Analysis (CFA). Sample in this study consists of 346 school student (192 female and 154 male). The results of our analysis support the theoretical suppositions of Waters and Cross (2010) three composite scales of Connectedness to school, teachers, and family. Confirmatory Factor analyses for Connectedness to school and teacher's scales confirmed one factor. Confirmatory Factor analyses for Connectedness to family scale revealed three factors: closeness, presence and listens. Internal consistency and test-re test reliability coefficients were 0/91 and 0/84. Respectively the subscale reliabilities were acceptable. Convergent and divergent validity coefficients were appropriate.

Empowering rural women is one of the third millennium goals. To this end it was proposed to allot micro credits to rural women in order to provide the required capital to launch productive careers. Now after a decade from the establishment of micro credit funds in Iran، only few researches have been done to give a rank to them. The present research is conducted through survey method to rank micro credit funds based on empowering rural women of Kermanshah using Bartlett table and systematic random sampling for which 183 women members of this fund were selected. The ranking results show that from economic aspect: Fash (Kangavar)، Tamarg، Pariveh (Mersin) have achieved the places first to third، in terms of empowering women goals. From social aspect: Fash، Pariveh and Gheitas Abad were placed first to third. From family aspect: members of Fash Fund، Pariveh، and Kooseh vand were ranked first to third. According to the results، since the authorities of the funds can play a key role in the success of funds it is recommended to the Office for Rural Women’s Affairs that the authorities of funds are selected based on the votes of the members and criteria like: education، age، etc.