جستجوی مقالات مرتبط با کلیدواژه « staff » در نشریات گروه « علوم تربیتی »

The Present study aimed to identifying the Facilitating and inhibiting factors, Criteria and indicators related to the evaluation of the quality of interpersonal relations between the employees of primary schools. The study in terms of purpose is practical and applied with a qualitative approach and phenomenological method. The study setting was the primary schools in Bojnourd. Participants included teachers, Principals and assistants who were selected from the criterion sampling. The data are collected via semi-structured interviews and were analyzed using the Colaizzi strategy. In order to increase the credibility, transferability, dependability and conformability of the data, peer debriefing, explaining the exact details of the data collection and analysis process, and long-term immersion were utilized. A sequential review of the interviews led to the identification and classification of three social, individual and educational factors, 20 criteria and 48 indicators. The social factor was set up with 9 criteria,, Individual factor with 7 criteria,, and the educational factor was created with 4 criteria. The use of identified factors, criteria and indicators facilitates the development of measuring tools and improving the quality of interpersonal relationships in schools.

Training employees increases the sense of job growth, acquires new skills, and ultimately increases job satisfaction and self-confidence. Training is a tool that helps managers in managing organizations through various techniques and methods. The purpose of this study was to explain the factors affecting the quality of education of health care network staff.
research In this study, qualitative paradigm and content analysis method in 2019-2020 were used in the health and medical education network of Fars province. Semi-structured interviews with 12 health experts were used to identify the components of improving the quality of education. Purposeful sampling method was selected. Thematic analysis method was used to analyze the data.
8 categories including environmental-cultural factors, social factors, individual factors, technological factors, motivational factors, international factors, educational factors and intra-organizational factors and 28 sub-categories were obtained.
Understanding the factors affecting the quality of staff training provides a better understanding of their work environment for training planners. Providing quality training to health network employees helps to better understand the goals and strategies of the organization and the service path is in the right direction. Improving the training of health network staff provides quality services for patients.

The aim of this study was predicting the emergence of immoral behaviors in schools based on job insecurity and burnout of teachers and staff. The method of the present study is descriptive-correlational. The statistical population included all primary school teachers and staff in Zanjan, from among whom, based on Morgan table, 200 people were selected using random sampling procedure. In order to collect data, The Job Insecurity (2005), Burnout (1985) and Peterson’s (2002) Immoral Behaviors Questionnaires were used. Pearson correlation, multiple linear regression and one-way analysis of variance were used to analyze the data using SPSS software version 26. Findings from the test of the hypotheses showed that there was a significant relationship between job insecurity and burnout with immoral behaviors. Also, based on the correlation coefficient and the coefficient of determination, there was a strong and positive relationship between burnout and immoral behaviors. Based on the findings, it can be concluded that the emergence of insecurity and burnout leads to the prevalence of unethical behavior among teachers and staff.

 The present study aims to identify the strategies and outcomes of the fulfillment of organizational health in the Education Office of Fars province.

 The research approach is the mixed method (qualitative and quantitative) and the exploratory method has been used. In this regard, in the first stage and in the qualitative section, interviews with experts and in the second stage, the quantitative method (descriptive survey) was used to collect data. Interviews were used to construct a questionnaire. The experts in the field of education and the Fars province Education Office staff in the academic year 2020-2021 comprise the statistical population of this study.  For the qualitative section, purposeful sampling, and for the quantitative section cluster sampling have been deployed. Data collecting method includes semi-structured interviews and a questionnaire designed by the researcher. 

 The findings of the interviews’ qualitative content analysis demonstrate that the most significant strategies to fulfill organizational health of the Education Office staff include evaluation and control, strategic planning, financial resources, and senior documents and resources instructions. Moreover, the most noteworthy outcomes include organizational purposefulness, social capital growth, fulfillment of social justice, and organizational dynamism. The results of the analysis of the quantitative section demonstrate that the strategies and outcomes can be effective in the explanation of organizational health of the Education Office staff.

The overall goal of the study was to provide a structural model of the relationship between spiritual intelligence and organizational performance based on the Chiu model. The research method of the present study was descriptive-correlational. The statistical population included all employees of universities and educational institutions in Kermanshah province, and the research sample included 374 people were selected using random sampling method. The research instruments included the Hershey and Gold Smith Organizational Organizational Performance Standard Questionnaire (2009), and the Kink Spiritual Intelligence Questionnaire (2009). Were. The results of the main research hypothesis showed that spiritual intelligence has a positive and significant relationship with organizational performance (T-value = 16.35). Also, the dimension of critical existential thinking of spiritual intelligence with organizational performance (r = 0.755, P <0.01), the dimension of producing personal meaning of spiritual intelligence with organizational performance (r = 0.832, P <0.01), the sublime dimension of spiritual intelligence with organizational performance (r = 0.802, P <0.01) and finally the expansion of the state of consciousness of spiritual intelligence with organizational performance (r = 0.679, P <0.01) has a positive and significant relationship. Therefore, it is suggested that managers of different departments of universities and educational institutions in Kermanshah province have a special view on spiritual intelligence in order to improve organizational performance. 

The purpose of this study is to investigate the mediating role of social intelligence in the relationship between knowledge management and organizational wisdom in the staff of Payame Noor universities in Fars province. The research method is descriptive-correlational. The statistical population includes Payame Noor universities of Fars province, the total number of which is 620 people and the statistical sample is 240 people. The method of random sampling is simple. 1389) and Ardlet Organizational Micro (2003) are used. Path analysis method has been used to analyze the data and test the hypotheses. Research findings indicate that knowledge management has a direct effect on social intelligence, social information processing, social skills and social awareness. Organizational wisdom also has a direct effect on social intelligence. Social information processing has a direct effect on organizational wisdom. Social skills also have a direct effect on organizational wisdom and social awareness has a direct effect on time wisdom. The indirect effects of knowledge management on organizational wisdom mediated by social intelligence subscales are statistically significant at a significance level of less than 0.05.

The purpose of this study was to design and validate the quality of educational services based on student satisfaction based on Khan model. The research method was qualitative and quantitative and the statistical population for the qualitative section was 20 faculty members and experts of the Islamic Azad University and in the quantitative section all the students of the Islamic Azad University of Mashhad were 32,000. According to Cochran's formula, 384 people were selected as a statistical sample by simple random sampling. Data collection tools included interviews and a 57-item researcher-made questionnaire tailored to Khan. After confirmation of validity (judgment of experts and professors) and reliability (Cronbach's alpha calculation 0.92) was distributed among students of Islamic Azad University, Mashhad Branch. Descriptive and inferential statistical methods were used to analyze the data. In descriptive statistics, the central index and dispersion such as mean, standard deviation and in the inferential part of exploratory and confirmatory factor analysis at 95% confidence level with SPSS software. S18 and PLS version 3 were performed. Based on the analysis of qualitative data obtained from in-depth and exploratory interviews and coding and analyzing the content of the interview text and at the same time their compliance with theoretical foundations, the results showed that the organizational dimension with a factor load of 0.589 in the direction of identified factors. Effective in student satisfaction is the most important and after technology with a factor load of 0.511 is the least important.

The purpose of this study was to investigate the relationship between transformational leadership and creativity with self-regulatory learning of Islamic Azad University, Science and Research Branch of Tehran. Research This study, as objective, was an applied research with quantitative approach. Also, due to the fact that the relationship between variables was studied, it was considered as a correlation research. The statistical population of this study was all employees of Islamic Azad University, Science and Research Branch of Tehran (N=801). The statistical sample was selected from the statistical community randomly and used to determine the sample size from Morgan's Krejcych table. Sample size includes 260 employees of Islamic Azad University, Science and Research Branch of Tehran. The instrument for this study was Personal Information Questionnaire, a questionnaire transformational leadership Bass and Avolio (2000) and transformational leadership Bernard Bass (1965), Torrance Creativity Questionnaire (1952) and Self-Regulation Learning Strategies Questionnaire (MSLQ), Pntryj and De Groot (1992). Validity of the questionnaire was confirmed by experts. The reliability of the questionnaire using Cronbach's alpha in all variables of the questionnaire was more than 0/8. Therefore, it can be said that the questionnaire has a good reliability. In this research, descriptive statistical methods were used to analyze the data and to test the research hypotheses, inferential statistics were used by Kolmogorof Smirnov test, Pearson correlation coefficient and regression with using SPSS software. The results of the research showed that there was a significant relationship between transformational leadership, creativity and self-regulatory learning. Also, the coefficient of determination (r2 = 468) obtained from structural equation modeling shows that 46% of self-regulation learning variance was explained by transformational leadership and creativity. Discussion and According to the findings of the research, it can be concluded that using the transformational leadership style and using educational programs at the university can play a significant role in promoting self-efficacy of the university staff and as a result it created a good atmosphere for academic, scientific and cultural purposes.

Man and his behaviors in the organization have always been one of the most important issues in organizational behavior. Organization managers have well perceived that the most important factor in gaining competitive advantage is human resources in organizations. The present study seeks to investigate the perception of organizational structure and its role in predicting organizational silence and job burnout. This research is a descriptive and correlational one. The statistical population of the study were all the staff of the University of Birjand during the academic year of 2017. A sample of 196 people was selected based on the Morgan table and examined by relative class method. Three questionnaires were used to collect information, perceiving the organizational structure of Turkzadeh and Mohtaram (2011), Organizational Silence of Vakula and Boradas (2005), and Maslach Burnout Questionnaire (1981). The results of the research indicated that the dominant dimension of the organizational structure at the University of Birjand is deterrent. Organizational silence and burnout of university staff are lower than average. The results also showed that the organizational structure has a direct and significant relationship with organizational silence and job burnout (P<0.01). And has an inverse relationship with the empowering organizational structure. (P<0.01). The results showed that organizational silence is a predictor of occupational burnout.

The purpose of the present study was to determine the relationship between organizational support, self-esteem and job satisfaction in Zabol University staff. The covariate method was used to determine 3 samples from the Zabul University staff, and 217 individuals were selected using simple random sampling method. Were. Data were collected from standard organizational support programs of Alan et al. (2008), Cooper Smith Self-esteem (1990) and Minnesota Job Satisfaction (2009), which assess the relevance of job placement and validity. Also by using the combined Mr Cronbach's equation 0.96, 0.77 and 0.95 were calculated respectively. For both data, SpSS23 and SmartPLS3 statistical software was developed. There was a significant relationship (P <0.05) between organizational support and employees 'self-esteem and job satisfaction, and job characteristics and organizational activity had a positive and significant relationship and job stress had a negative and significant relationship with employees' self-esteem. And it's their job satisfaction. 

The purpose of this study was to identify the professional competencies of the staff of Ferdowsi University of Mashhad using an exploratory mixed research approach. The research method used in the qualitative part of the case study and in the quantitative part was descriptive-analytical. In the qualitative part of the study, the expected competencies of staff were identified by analyzing the content of university approved documents (including university job classification and evaluation booklet as well as the university strategic document). Then the list of identified competencies was completed and modified by referring to the staff supervisors. In the quantitative part of the research, the importance of the competencies identified in the career path of the staff was assessed by means of a questionnaire. The results of the qualitative part of the study showed that the competencies identified for the university staff can be classified into five categories of self-centered competencies: personal, interpersonal, perceptual, organizational and technical. The results of the quantitative part of the research also showed that from the perspective of employees, personal competencies are most important in their career path and in the next level are organizational, perceptual, technical and interpersonal competencies.

The purpose of this study was to determine the relationship between organizational commitment and organizational citizenship behavior with motivation in work among the employees of Khuzestan Islamic Azad University (case study) by descriptive-analytical method. The statistical population of the study was 2428 non-faculty members. 332 people were selected based on Cochran's relationship and stratified random sampling method. The instruments used in the study were Alan & Miyer (1990), Organizational Citizenship Behavior Questionnaire (Oregon and Fareh, 1997) and a researcher-made questionnaire on motivation. The kmo method was used to determine the validity of the organizational commitment questionnaire, which was 78%. For reliability, Cronbach's alpha method was used and its value was 0.97. The kmo method was used to determine the validity of Organizational Citizenship Behavior Questionnaire. Its reliability was 0.89. Cronbach's alpha method was used for its reliability and its value was 90%. The first question was related to the description and explanation of variable components of organizational commitment that were confirmed by descriptive statistics and factor analysis, components of commitment commitment, continuous commitment and normative commitment with high value and factor load. The second question was related to describing and explaining the components of organizational citizenship behavior that was confirmed by descriptive statistics and factor analysis, components of altruism, conscientiousness, civic behavior, protection of resources of the organization and high value social benefits.

Efficient and knowledgeable staffing is one of the critical factors for the survival of any organization so that they can play a role in promoting the efficiency, effectiveness and creativity and initiative of employees in organizations. The result of the usual efforts and energies spent should be aimed at improving the level of productivity in the organization. Therefore, the present study was designed to explain the approaches of evaluating in-service training programs in modern organizations. Therefore, as the research design was mixed, so the research method was in two stages, in two stages; qualitatively, in terms of content analysis for designing the model; And staff of Khuzestan University of Medical Sciences. The sample size was 380. The results showed that improving job satisfaction and improving the quality of work life of the workforce at Root Organization were factors such as the development of potential talents and opportunities for creativity and innovation that enabled in-service training mechanisms. The results also showed that evaluation of training performance can serve as a transparent mirror to managers' real understanding of weaknesses, failures and potential talents in staff training programs. Feedback from evaluation, how developmental, elitization, refinement, and developmental skills programs are of the knowledge-based, science-based, systematic and reasonably-oriented type of strategic orientation of organizations and institutions can be addressed. As a radar system, identifying threatening phenomena and providing enlightened information to the managers of the organization so that they can bring opportunity, growth, productivity, and sustainability to the complex modern competitive arena.

The present study aims to investigate The Relationship between Quality of Work Life and Organizational Citizenship Behavior. The research population is all the staff of Imam Khomeini University of Nowshahr. From this population, a sample of 149 people was selected through simple random sampling method. Research methods are qualitative, descriptive correlative. The study used questionnaires to collect required information. In order to analyze the Social capital, a 27-item questionnaire was designed by the In order to analyze the quality of work life, a 30-item questionnaire was designed by the researcher based on Walton (1973) Model and in order to analyze organizational citizenship behaviors, a 30-item questionnaire was designed by the researcher based on Organ (1988) Model. To determine the reliability and validity of the instruments, Cronbach's alpha and confirmatory factor analysis techniques were used. The results showed the excellent validity and reliability of the instruments utilized in this study. To analyze the data, descriptive techniques (measures of central tendency and dispersion) and Analytical techniques (Pearson correlation coefficient and multivariate linear regression) were used using SPSS software. The results show that: The relationship between Quality of Work Life and dimensions of Organizational Citizenship Behavior is positive and significant at level 0.05. The relationship between dimensions of Quality of Work Life and Organizational Citizenship Behavior is positive and significant at level 0.05.

The main purpose of this research isto explain the evaluation approaches of training programs while serving human forces in modern organizations in this research using secondary data available in treatises,books, consultants, consultants,lectures and collections of documentary articles. the results showed that improving job satisfaction and improving the quality of working life of working forces in the organization are based on factors such as the blossoming of potential talent and opportunity for creativity and innovation that makes the mechanisms and training works during their service.the results showed that the evaluation of training performance can be seen as a clear mirror in the enlightenment of managers to the real understanding of weaknesses, deficiencies and potential in personnel training programs.feedback received from the assessment, how skill programs, elite, improvement and development programs will be based on the kind of knowledge - centered,science - centered, fuzzy - based knowledge and institutions that can be seen as a radar system to identify threatening phenomena and provide insightful information for organization managers to provide opportunity, development, development, and sustainability in complex fields of modern competition. Examples of national and international contacts between industrial and service companies of Iran's national airline, the consulting engineers of first, Boeing, Airbus, Lloyd's of London, Toshiba, Toyota, Merced’s Benz, Rolls - Royce and Siemens.

In today's competitive world, the only sustainable competitive advantage of any organization, its human resources and the role of all of them in the success of the organization is through empowerment, innovative behavior and creativity of the staff. Thus, the purpose of this study was to examine the role of mediating the empowerment of employees in the relationship between innovative behavior and creativity in Tehran's education organization.

This research is a descriptive-correlational one. The statistical population of this research is the staff of the Tehran Education Directorate. The statistical sample of this study was Morgan table and 132 subjects were selected randomly. In this study, Springer Empowerment Inventory, Innovative Counter Behavior, and Randsip's Organizational Creativity were used for data collection. In order to analyze the data, structural equation modeling has been used.

Findings showed that empowerment of employees in the relationship between innovative behavior and their creativity is not mediated. Innovative behavior affects employees' creativity. Innovative behavior does not affect employee empowerment. Employee empowerment affects their creativity.

According to research findings, it can be said that if the conditions of innovative behaviors and innovations in the organization are not provided for the employees, although the employees are capable or capable of being built, creativity and creative behaviors can not be promoted.

The purpose of this study was to investigate the relationship between organizational climate and self-esteem among employees of sport and youth departments of Tehran province. The present research is a descriptive-correlative study and is applicable to the target. The population of this study included all male and female experts working in Tehran province's sport and youth department, which according to the number of communities and based on Morgan sample size table, 123 individuals were selected as a simple random sample. The data gathering tool was a personal information questionnaire, a standard organizational climate questionnaire (SUSMAN & DEP) (1989) and Cooper Smith Self-esteem Questionnaire (1967). The content validity of the questionnaire was approved by the experts and the reliability coefficients of the questionnaires were 0.83 and 0.79, respectively, in the Cronbach's alpha method, respectively. Descriptive statistics as well as Kolmogorov-Smirnov tests, Pearson correlation coefficient, linear regression and independent t-test were used to analyze the data. The results of this study showed that there is a positive and significant relationship between the organizational climate of employees of Tehran Sports and Youth Department and their self-esteem. The results of regression test in this study confirmed the linear relationship between variables. Also, in this research, there is a direct and significant correlation between all five components of organizational climate including goal, role, procedure, communication and reward with self-esteem. Finally, there was no significant difference between the level of self-esteem and the organizational climate of women and men.

The purpose of this research was study the relationship between organizational structure and organizational learning capabilities in Isfahan university. Present research is practical and the method was descriptive correlative. Statistical population of the research included all Isfahan university staff in four Vice Chancellor: Financial and Administrative, Educational, Research, Socio-cultural and student affairs university, 344 persons in year 2015/2016. That based on Krejcie and Morgan table,182 persons selected as sample. With regard to the main purpose of this research stratified sampling was used. To collect information researcher has used two questionnaire, one organizational structure designed based on Robbins organizational structure (1987) and Cheng and Howang (2007), and the other Chiva et. Al (2007). collected data were analyzed using ,statistical inferences and descriptive statistics using software SPSS 23. Findings showed: the organizational structure has a and negative relation with organizational learning capability and its dimensions (P). furthermore Variance Analysis Results Showed organizational structure and its dimensions can predict organizational learning capability. Also t-Test and variance analysis showed that there is no significant difference among employees understanding from organizational structure based on demographic features except for years of service (p≥0.05); and significant difference among organizational learning capability based on demographic features except for sex (p≤0.05).

The purpose of this study was to predict organizational agility through job motivation and self-efficacy of the staff of the Education Office. The statistical population of this study included all employees of the Bardaskan Education Office in the academic year 2015-2016, of which 300 were reported. 170 Subjects were selected through voluntary sampling method and responded to job motivation questionnaire of Hackman & Oldham with Cronbach’s alpha=0/88, General Self-Efficacy with Cronbach’s alpha=0/85 and Organizational Agility questionnaire with Cronbach's alpha=0/85. Pearson correlation and multiple regressions were used simultaneously in version 20 of SPSS software for data analysis. The results showed that there is a direct and significant relationship between job motivation and organizational agility (P < 0.0001, r = 0.637), as well as between self-efficacy and organizational agility (P = 0.0001, r = 0.752). The results of regression analysis revealed significant beta coefficients for prediction of organizational agility on job motivation (P <0.001, β = 0.453) and self-efficacy (P <0.0001, β =0.445) was significant and these two predictors can explain 77% of the variance in organizational agility scores (P <0.0001, F = 230.37). The higher levels of job motivation help organizational agility by effectively orienting employees into organizational goals and self-efficacy by creating a sense of the effectiveness of employee behavior. The findings of this research are discussed in the context of the organization.