جستجوی مقالات مرتبط با کلیدواژه « mentoring » در نشریات گروه « علوم انسانی »

Today, many advanced organizations are looking for ways to strengthen and improve the state of organizational training, and many emerging approaches have been proposed in this regard. The present study was conducted to Investigate the role of mentoring on the effectiveness of employee training through the mediation of being seen at work in Kashan Electricity Distribution Company.

The research method was a correlational description. 103 employees of Kashan Electricity Distribution Company were selected as the sample of this research. To analyze the data, partial least squares method and Smart PLS-2 software were used. Convergent validity was used to measure validity, and Cronbach's alpha was used to measure reliability, and its coefficient is greater than 0.7 for all research constructs.

The obtained results indicate that mentoring has a positive and significant relationship with the path coefficient (0.409) and t value (4.08) on the effectiveness of employee training in Kashan Electricity Distribution Company. Also, the positive and significant relationship of mentoring on employee visibility was confirmed with a path coefficient (0.583) and t value (3.47). On the other hand, visibility at work has a positive and significant relationship with the path coefficient (0.628) and t value (5.31) on the effectiveness of employee training. Finally, the results of this research showed that being seen at work plays a mediating role in the relationship between mentoring and the effectiveness of employee training.

Based on the results of the research, it can be stated that company managers should try to solve the problems of the educational system by using the optimal mentoring system in the work environment and making the training of the organization more effective.

The primary focus of this research is to delve into the rich tapestry of mentors’ experiences at Iran Khordo Diesel Company to uncover common themes that illuminate the nature of effective feedback in mentoring relationships. This exploration aims to provide a deeper understanding of the dynamics and nuances inherent in the feedback process within a corporate setting, thereby contributing to the broader discourse on mentorship effectiveness.

Grounded in Van Menen's hermeneutic phenomenological approach, this study employs semi-structured interviews as its primary research tool. The participants comprise a group of 15 mentors, identified for their expertise and proficiency in providing effective feedback within the mentoring relationships at Iran-Khodro Company. These mentors were chosen through a purposeful sampling method that is criterion-oriented, ensuring that each participant's experiences significantly contribute to the comprehensive understanding of effective feedback in mentorship.

The study involved conducting in-depth interviews with mentors acknowledged for their effective feedback capabilities in mentoring relationships. A thorough analysis of the interview texts revealed a rich array of concepts, main themes, and sub-themes that align with the research's fundamental questions: "what" constitutes effective feedback and "how" it is experienced by mentors in mentoring relationships. The findings are categorized into 8 general clusters: core categories, facilitators, requirements, moderators, context, limitations, strategies, and consequences. Each cluster encapsulates specific main themes—18 in total—including Core Category: Knowledge sharing; Facilitators: Mentor competencies, mentee competencies, and interpersonal sensitivities; Requirements: Mentor's individual and technical competencies; Moderators: Mentee characteristics and feedback content; Context: Organizational support and culture; Limitations: Mentee characteristics, mentor characteristics, and methods of feedback provision; Strategies: Technical feedback method, developmental feedback method, and social feedback method; and Consequences: Individual and organizational impacts. Additionally, 84 sub-themes were identified, providing a granular understanding of the mentors' lived experiences regarding effective feedback.

Given the pivotal role of mentoring programs in cultivating human capital, the insights gleaned from mentors’ experiences in providing effective feedback are invaluable for organizational leaders and practitioners. These findings offer practical guidelines for enhancing performance and achieving desired outcomes in the context of mentorship. The results serve as a robust framework for evaluating feedback effectiveness, facilitating task completion, and overall mentorship success. The research model developed in this study advocates for integrating effective feedback processes into the cultural fabric of organizational mentoring programs at a macro level. This integration not only simplifies operationalization at the organizational level but also contributes to theoretical advancements at an international scale. The added value of this study lies in its capacity to raise awareness and streamline the effective feedback process in mentoring relationships within organizational contexts, guided by the detailed modeling of the concepts and themes presented. Furthermore, the establishment of a specialized working group to monitor the efficiency and effectiveness of feedback in mentoring relationships is paramount. Considering the research topic's significance, further investigations in specific geographical regions are suggested to provide comprehensive policy guidelines for educators and mentors. These additional studies aim for a deeper exploration and richer empirical findings, thereby enriching the global understanding of effective mentorship practices.

Danbal Tarahi is present in a session on electronic mentoring, with a view to the work of Karkanan, the company of Tehran's Palaesh Neft Company. Here is an investigation into the semi-automatic method based on the question of what is required - but it is necessary to use it. Universit of Pakistan, Karkanan Bakhsh University College, Tehran denied that it had a population of 80 people, and it was not possible to read it with the benefit of the government’s election system, and the number of 64 people was coincidentally recorded in the Azmaysh region. And control the decision of the company. For the purpose of making a response, please use a Likert scale and use it as a practical tool. By reading the chains of transmission, the concepts and the accompanying words, this is my specialty, so here is the list of 31. My question is specifically about the effect of electronic menturing. Please tell me what you have done. Here is a procedural protocol that you have taken to start the electronic device repair cyclethis is amazing because there is such a thing as electronic mentoring in different dimensions, innovation, surroundings and the honor of its meaningI have the presence of the numbers of mentoring in the presence of a battery and a tuner. This is interesting and interesting. And Bazkhord, Names of Grooh Mentoring, His presence has a meaning-dari phase. Balatar bod and turn after your sleeve they are disparity between du guroh and deedah nashad

The 21st century is the era of human capital and proper exploitation of these value-creating resources. In this regard, it is necessary to emphasize the positive characteristics of human resources and avoid negative characteristics such as career plateaus and job burnout. Therefore, the main goal of the current research is to investigate the impact of mentoring and work engagement on the career plateau of state bank employees in Bushehr city. In this regard, the role of work engagement is investigated as an independent variable as well as a mediating variable. The current research is applied in terms of purpose and descriptive-survey in terms of data collection method. The statistical population of the research was made up of 550 employees of state banks in Bushehr, and the statistical sample of the research was estimated to be 220 people. The data collection tool was a five-point Likert scale questionnaire. The validity of the questionnaire was examined in terms of content and structure, and the reliability was calculated based on Cronbach's alpha coefficient for the variables of mentoring, work engagement and career plateau, respectively 89, 91, 74%. The collected data were analyzed using SPSS and LISREL statistical software. The results of data analysis showed that mentoring has a positive and significant effect on work engagement. Mentoring has a negative effect on the career plateau; But this effect is not significant.

The purpose of the present study is to investigate the components of peer mentoring for teachers. The approach of the present research is qualitative and its method is a systematic review based on the model of Wright et al. (2007). The research community consists of 623 articles about the components of peer mentoring for teachers that were presented in reputable scientific journals between 2014 and 2023. The research sample includes 30 articles that were purposefully collected and selected based on thematic data monitoring. The research data were collected from the qualitative analysis of the studied documents. Based on the data analysis, the components of peer mentoring for teachers were classified into 6 dimensions and 18 factors. These dimensions include the dimension of individual-personality components (including factors; personalization, process management, motivation and interest and cognitive characteristics), socio-cultural dimension (including factors; attention to learning culture, creating professional communities and effective interaction), organizational dimension (including factors; support) and consulting components dimension (including factors; communication skills, ethics and clinical supervision), educational components (including factors such as expertise) core, collaborative learning, authentic education and educational technology) and research components (including factors such as research skills and the integration of theory and practice).

The main purpose of this paper is to identify the methods of informal induction for new teachers worldwide. In this qualitative research with the emergence design, the technique of thematic analysis (Attride-Stirling) was used to analyze the themes of English papers on the Induction published from 2010 to 2020,and selected from three data-bases by using a systematic text review model.  After using the MAXQDA software, the data were analyzed in the form of two comprehensive, six organizing, and twenty-nine basic themes. The results show that the informal Induction for new teachers includes two components of "out-school support" and "in-school support" that complement each other. The informal Induction have made teachers more resilient and efficient. Accordingly, it is suggested that our new teachers and educational system use this global experience And to increase the efficiency and sustainability of new teachers, to use the capacities that exist in the communication networks of their living and working environment.

Startups are usually built around innovative ideas, and mentors serve as watchdogs and entrepreneurs in the creation and growth of startups. The purpose of this research was to design a mentoring model for the development of startups in food industry. The research method was mixed employing sequential-exploratory design, grand-theoretical method and applied-developmental goal. Through purposeful theoretical sampling, in the qualitative section, 15 academic experts in the field of entrepreneurship management and food industry were selected. In the quantitative section, using stratified random sampling, 384 entrepreneurs, mentors and students active in food industry startups were recruited who answered a researcher-made questionnaire. The qualitative analysis was performed with five rounds of interviews to reach saturation and theoretical consensus for open, axial and selective coding of mentoring model categories in food industry startups, the quantitative analysis of which was performed with Smart pls (2) statistical software. The paradigm pattern of research was established in 4 axes, 29 categories, 193 items and 6 constructs including: causal conditions, central phenomena, strategies, contextual conditions, intervening conditions and consequences. The relationship between causal condition structures and central phenomenon, central phenomenon and strategies, contextual conditions and strategies, intervening conditions and strategies and strategies and consequencies of mentoring development was found to be positive and significant (T ≤ 2.58), and research model fit was assessed as strong (GOF = 0.682). Therefore, it can be concluded that the managers and policymakers of the country's food industry can benefit from the consequences of mentoring development in the startups of the country's food industry by implementing the antecedents of the research model and implementing its strategies.

The aim of the present study is to investigate the mediating role of organizational commitment in the relationship between mentoring and job satisfaction and to answer the question of whether organizational commitment plays a mediating role in the relationship between mentoring and job satisfaction approach: In terms of purpose, this research is applied, and according to the nature of the subject and its goals, it is of a descriptive-correlation type.

Mentern is a strategy that can help organizations in the field of generational differences. Therefore, for this purpose, the end of this study is to design a model of Mentern in public organizations.

This research was conducted using the Glacerian Grounded theory. Semi-structured interview was used to collect data, and after interviewing 19 experts, theoretical saturation was obtained. The data using actual coding (open and selective coding) and theoretical coding were analyzed.

The findings showed that mentoring as a core category, supportive management system, empowering human resource management, dynamic organizational structure, learning culture, suitable individual characteristics and personality of mentoring, interpersonal skills, supportive culture of society as a context and the formation of a positive attitude towards the organization, development of professional and leadership abilities, improvement of job performance, formation of cooperative climate and improvement of organizational performance were identified as outcomes.

Originality/ Value: 

The present research has been able to provide a comprehensive model for the implementation of the mentern in public organizations by examining the characteristics of different working generations and the concepts of coaching and mentoring.

Recommendations:

 According to the proposed model, managers are advised to distance themselves from hierarchical structures, and to use suitable people and train them to provide opportunities for the implementation of mentern in order to reduce the generation gap in public organizations.

Peer mentoring is one of the new approaches in the professional development of employees, especially university professors. The purpose of this study is to investigate the elements of peer mentoring program for university professors, qualitative research approach and its method of synthesis research based on Roberts (2007) model. The research population consists of 347 articles on the features and models of peer mentoring for teaching professors and instructors that have been presented in prestigious scientific journals from 2005 to 2021. The research sample includes 58 scientific research articles that have been purposefully collected. Research data were collected from qualitative analysis of the studied documents. Based on the data analysis, peer mentoring components were classified into 5 dimensions and 29 factors. These dimensions include individual dimension (including factors; job skills, leadership skills, balance, decision-making skills, problem-solving skills, perceptual skills, accessibility, personality dimensions, motivation), organizational dimension (including On factors: professional development, support and encouragement, infrastructure, attention to professional components, organizational and managerial structure), cultural dimension (including factors; attention to cultural requirements) and dimension of requirements and musts (including On factors: dignity, pedagogical knowledge management, clear strategy, process personalization, cost-effectiveness, security, based on the principles of the workplace curriculum, based on hiatology, program requirements and role-paying) and communications (including component Such as, positive communication, social communication, communication in relationships and usefulness). Therefore, in order to better implement peer mentoring patterns, it is better to pay attention to all these 5 dimensions.

Nowadays, the integration of family and professional roles has led many spouses to have problems establishing and maintaining a friendly and loving relationship with each other. The aim of the current research was to study the components of metallization in the communication pattern of Iranian dissatisfied married couples.

Methode: 

The present study is included in the framework of qualitative studies of the content analysis type. Data were collected from unsatisfied married students of Tarbiat Modares University, whose level of dissatisfaction was determined by the Enrich Marital Satisfaction Questionnaire and was collected using open and in-depth (semi-structured) interviews. Sampling was done in a purposeful way until the data saturation stage (15 participants).                                       

From the participants' experiences, 2 main themes of curiosity and emotion regulation and 15 subcategories of spouse's mind exploration, different perspectives despite shared experience, devaluation of spouse's mind, reaction to definite presuppositions in mind, Involvement of mental assumptions when listening to the spouse, forcing the spouse to perform the desired reaction, projecting fears, activating the fear system, lack of understanding of emotions, aggression, stubbornness, emotional contagion, rumination, catastrophizing And ignorance was extracted.                                                                                          

According to the experiences of the participants, it is possible to suggest training and treatment of metallization according to the main theme of curiosity and emotion regulation to reduce the rate of marital conflict.

The purpose of this research is introducing mentoring model by improving Human Resources Practices approach in National Iranian South Oilfields Company. This research is done according to qualitative and quantitative approach (Mixed method). In qualitative step finding necessary factors and bases for model were done by use of interview with 11 people of experts that were chosen by use of snowball sampling method and theme analysis was used and this research is an exploratory research. To survey the validation of the research qualitative data gathering tool expert`s opinions were used and to survey the reliability of the theme analysis findings Kappa Index was used and 96 initial codes in the form of 12 themes and in fact necessary bases for designing model were found that consists of: organizational relationships, mentoring assessment, organizational education, organizational commitment, personnel empowerment, organizational chart, organizational factors, knowledge management, career path management, human resources management, organizational performance results and mentor`s individual characteristics. In quantitative step for model validation Structural Equations were used. In this research by use of stratified random sampling and according to Cochran formula, out of 105 people in the statistical population, the number of sample should be 83 people that 100 questionnaires were distributed for precaution. Research model according to qualitative analysis findings and results of Structural Equations and according to finding necessary bases for implementation of mentoring and by use of Partial Minimum Square Technique was examined and finally mentoring model by improving Haman Resource Practices Approach and suggestions for creating the necessary conditions and context for the implementation of mentoring were introduced.

The purpose of this study is to identify mentoring benefits and ranking the benefits in the ‎Mobile Telecommunication Company of Iran. The research method is mixed (qualitative-‎quantitative) and in terms of strategy is case study. To achieve this, after reviewing the ‎mentoring literature community, interview questions were designed and after confirming ‎the validity of the questions, ‎‏15‏‎ people with expertise in the field of human resource ‎development, especially mentoring, were interviewed by purposive sampling. Then, the ‎results of the interviews were analyzed by theme analysis method using Brown and Clark ‎approach and the factors affecting the implementation of the mentoring process in ‎‏9‏‎ sub-‎categories and ‎‏3‏‎ main categories; Benefits for Mentee, Benefits for Mentor and Benefits ‎for Organization were provided. Then, in the quantitative stage of the research, these main ‎and sub-categories were measured using fuzzy hierarchical analysis technique. The results ‎of the research in the second step of the research showed that the category of "Benefits ‎for Mentee" was the most important among the three main categories of benefits of the ‎mentoring process in the Mobile Telecommunication Company of Iran. After that, the ‎categories of "Benefits for Organization" and "Benefits for Mentor" are in the second and ‎third ranks. ‎

There are different types of employee training, all of which are done to improve the level of knowledge, awareness, technical, professional and job skills, as well as to create desirable behavior in the employees of an organization. The aim of this study was to provide a suitable model for mentoring new teachers in the country's educational system in the form of a systematic model and using the data theory of the foundation. In this study, a combined method was used to collect data. The statistical population consisted of a number of specialists in the field of educational management, experienced teachers and specialists in the field of education, and in the quantitative part, new teachers. Sampling was performed in a targeted manner. The main tool for data collection was a researcher-made quantitative part of the questionnaire. In the qualitative part of the research, semi-structured interviews with theoretical saturation were used and the findings were analyzed by MAX-QDA software (18) and finally a paradigm model of mentoring new teachers was designed. Based on the findings, mentoring has individual, organizational and extra-organizational dimensions. According to the obtained results, causal conditions, central categories, context, strategies, intervention conditions and consequences of mentoring new teachers were extracted using the data theory theory of the foundation.Conflict of interest: According to the authors, the article did not have any conflict of interest.