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

The increasing complexity of organizations and the increase in global competition have turned the attention of managers and researchers to soft skills. This attention to the issue of soft skills led to a lot of research on the factors affecting soft skills in the organization. The present research was conducted with a quantitative approach and Meta-analysis method. The statistical population of the research includes all valid scientific articles published in the years 2010 to 2019 on the subject of soft skills. Finally, 36 researches were selected and analyzed with CAM software. The results of the research showed that a total of 34 variables have been investigated with soft skills in different researches. Among these variables, the three variables of lifelong learning, long-term perspective, and critical thinking have had the greatest impact on soft skills. The results of the meta-analysis showed that the effect size between lifelong learning and soft skills is high with 0.55 and the combined effect size of long-term perspective and soft skills is in the middle with 0.49. The relationship between critical thinking and soft skills in the reviewed researches is equal to 0.38 and in the average level.Lifelong learning, long-term perspective and critical thinking have a great impact on soft skills compared to other variables, which is predicted in the theories of the intra-organizational level.

This paper was compiled with the purpose of identifying and prioritizing criteria and sub-criteria effective on productivity with the approach of empowering human resources in technical and Professional education organization-golestan province. The research method was descriptive-exploratory in terms of applied purpose and data collection method.The instrument for collecting was a questionnaire whose validity was confirmed by experts' opinion and reliability by Cronbach's alpha coefficient (0.86).In the first step, in order to identify the effective components on productivity, the systematic review method of the articles of international and national citation databases during the years 2010 to 2020 was used, and effective criteria and sub-criteria were identified. In the next step, the theoretical framework was evaluated and reviewed by 10 experts, including 5 academics and 5 executives in the field of productivity and human resources, and a questionnaire was developed. Fuzzy hierarchical analysis (F.AHP) and Expert choice software were used for data analysis and prioritization. The findings showed that the factors affecting employee productivity with the empowerment approach are: organizational culture, job satisfaction, leadership style, compensation, organizational commitment, organizational learning, knowledge management, employee participation, employee motivation, and employee adaptability. Finally, 10 criteria and 28 sub-criteria were identified.

The current research was conducted with the aim of determining the effectiveness of training courses held for teachers based on the Kirkpatrick model. The research population is all the people who participated in the mentioned training courses and finally, 123 people who participated in the courses during 2013-2014 were selected as a sample through simple random sampling method. This research is descriptive in terms of data collection, practical in terms of purpose, and evaluation in terms of function. To collect information in the first level, the reaction level evaluation form was used, and in the second and third levels, a questionnaire was used to evaluate learning and behavior. One-sample t-test was used to analyze the obtained data. The findings of the research indicated that there was no optimal effectiveness in all four levels of reaction, learning, behavior and results, and the main reasons for this were the failure to conduct a needs assessment for the mentioned courses, and the lack of mastery of the professors of the courses. The content and method of teaching, lack of attention and correct criteria to attract the professors of the courses, lack of motivation in the teachers to participate effectively in the courses and attend only to receive certificates and degrees, and lack of attention to useful and practical content in the courses.

Organizational diagnosis plays a critical role in organizational change initiatives in terms of both choosing appropriate interventions and contributing to readiness-to-change within an organization.The present research has been prepared based on the Process model with the aim of survey the pathology to the body of staff training management in government organizations and institutions of South Khorasan province. On the basis of the purpose this study follows applied research, that has been done by qualitative method. The participants study included all Managers and directors of government organizations and institutions in South Khorasan Province in the year of 2021. For this purpose, using purposive sampling method, 18 people were selected as participants. Then, in-depth and semi-structured interviews were conducted with them to reach the finding and continue data collection until to saturation. The validity of the measurement tool has confirmed through Coders agreement. A systematic and analytical approach of Strauss and Corbin was used. Based on the analyses, in open, axial and selective coding and Maxqda12 software. The results of the research showed that organizational injuries staff training management in government organizations and institutions, could be classified form of 28 open code, 13 axial code (organizational, job, individual, manager-centered, content, educational, human, staff, legal, financial, auantitative, evaluation method and evaluation ineffectiveness) and 4 selective code (Needs assessment, design, implementation and evaluation. According to the results of this study, based the training process model, There are several problems in the field of staff training management and improving the staff training process requires the implementation of a systematic approach to training. Based on the findings of this study we should be doing groundbreaking training and we need to better align our training culture with the demands of 21st century research. This will require a focus on realigning incentives such that what is good for staff to be considered in the training process.

The current research was carried out with the aim of designing a model of academic independence-oriented organization with a qualitative approach. The statistical population of the study was the qualitative stage of scientific and organizational experts of the universities of West Azerbaijan province, which was interviewed using a targeted method and snowballs with 16 people. Data collection tools were semi-structured interviews. The statistical data from the interview were analyzed using content analysis method with the help of Maxqda10 software and Demetel technique was used to communicate between the basic criteria and the internal components of these criteria. Content and face validity were used to determine the validity of data and two-coder reliability method was used to check the reliability. Then, these criteria were distributed among the members of the expert panel using a Delphi questionnaire. According to the obtained findings, a total of 4 dimensions and 8 components of academic independence-oriented organization were identified. , Financing, financial management, organizational communications and sustainable thinking, were confirmed.

This study aimed at identifying the most important factors affecting succession planning in organizations and categorize these factors by measuring their effect size based on previous research. It was a descriptive applied study. The measurement tool of this research was a meta-analysis checklist. The data obtained from the study were analyzed using the effect size method using meta-analysis software (CMA2). In this regard, the articles of the last ten years were searched in reputable domestic and foreign scientific databases in this field according to the relevant keywords, and based on specific internal criteria, 27 domestic and foreign articles were selected for review and analysis. The results led to the identification of 53 factors affecting succession management in organizations, of which 41 were significant factors. Finally, 23 factors with high impact on succession management were identified. These included: change management and process management, preparation and planning, career path management, intergenerational succession, managers' competence, justice, rational decision-making style and motivational factor. Therefore, it is recommended that organizations consider the most important factors for providing purposeful decision making to implement the succession plan and optimal growth and development.

Organizational virtue is taken from positive psychology. The purpose of this study is to identify the factors affecting organizational virtue as a religious-moral component. This research has been applied by documentary and meta-combined methods. Sandlowski and Barroso (2007) seven-step method was used to analyze the data. For data collection, 35 sources out of 173 sources were selected for final meta-composition. A total of 104 codes, 11 concepts in 3 general components were extracted and analyzed using maxqda 2020 software. The results showed three general components of individual, internal and organizational factors. And externalities affect organizational virtue. Individual factors of organizational virtue in this study include components such as individual characteristics of employees and individual characteristics of managers. Internal organizational factors also include components such as organizational structure and processes, internal organizational culture, philosophy and policy of the organization and management and leadership style. Finally, external factors include components such as social, economic, legal, political and cultural. Researchers of organizational behavior in order to increase virtue in the organization can identify these factors, programs and strategies to increase the transcendent behaviors in the organization can be considered. The above results can help employees to identify the factors affecting organizational virtue and increase it in the organization. Organizational behavior researchers in order to increase the virtue in the organization can identify appropriate factors and programs to increase superior behaviors in the organization. The above results can help employees to identify the factors affecting organizational virtue and increase it in the organization.

The aim of present study is to identify the current process of Iran National Archives in the field of organizing and informing documents, and recognizing the current situation and its challenges in terms of designing ideal processes in this field according to existing requirements and rules.Mixed method (qualitative and quantitative) was applied for this research. The qualitative part uses content analysis strategy, and in quantitative part survey strategy is used. In the qualitative phase, the current situation is identified and the design of the ideal processes are prepared through interview tools with archival national elites and in quantitative phase, the questionnaire is applied to inquire the experts whether the ideal designed processes cover the current situation in this field or not.According to the response of experts, it was found that the ideal situation designed in the field of organizing, digitizing and informing documents for launching a comprehensive document management system, designed according to the same processes, covers the current situation and is not significantly different. Therefore, while confirming the designed ideal processes, the implementation of an integrated document management system in this organization is very necessary.

One of the methods of empowering employees is appropriate training and education for them. Exploratory studies indicate the existence of dysfunction in the proper functioning of the education system in public organizations in the country, which has been less studied. The present article has been prepared based on the RCA method with the aim of survey the dimensions and pathology of the education system and finding the root causes of these injuries. The article is taken from a research that is descriptive in terms of "qualitative" approach, applied in terms of purpose and development, and descriptive in terms of research strategy. In-depth interview, semi-structured interview and Delphi technique have been used in the research. The selected sample consisted of experts human resources experts who were involved in the human resources process and were selected using purposive sampling. A questionnaire that was validated by its validity experts was used to collect data. Reliability calculation was performed by Holstie method Questionnaire data were analyzed using Kendall coefficient and the results were obtained separately for each injury. In summary, the findings of this study showed that the weakness of the countrychr('39')s administrative system in the field of education has led to the inefficiency of human capital management. Lack of documentation of processes and lack of preservation of organizational experiences, failure to measure the effectiveness of training courses and superficial evaluation of programs and failure to provide post-training feedback, weakness in staff training needs assessment system and finally lack of mechanism for succession in organizations as harms The Root Causes of training employees of organizations was obtained.

The purpose of this study was to identify and analyze the factors affecting the development of new leaders in high schools in Ardabil by mixed research method.The statistical population of the present study was the principals and teachers of secondary schools in Ardabil who were interviewed by 15 people in the qualitative section using purposive sampling. Were. Inductive analysis method was used to analyze the data and the validity of the research findings was ensured by the members' review methods, peer review, and research participation. Also, in order to measure the reliability of the codings performed, the methods of retest reliability and intra-subject agreement were used. In order to analyze the quantitative data, the structural equation model with PLS software was used. Findings showed that the factors affecting the development of new leaders in the organization include organizational factors (organizational culture, manager satisfaction, organizational dynamics, work environment conditions, colleagues, reputation and brand of the organization, growth opportunity, valuing talents, job and employee suitability ) And effective job factors (including job-employment appropriateness, job challenge, job importance, job stress). Also, another finding of the study showed that all factors except job stress, job importance and job challenge have had a significant impact on the development of new leaders in the organization. Therefore, it can be concluded that planning for the recruitment, retention and development of leaders in schools is essential.

The purpose of this study was to investigate the effect of organizational influence skills on decision-making strategies in Mazandaran Province Educational Organization in order to provide a model. This research is applied in terms of applied and survey approach. The statistical population consisted of directors and deputies of education departments and managers of high schools in Mazandaran province in 1397 with official decrees and their number is 1412. Using Morgan table and cluster sampling method On the basis of the position, 306 people were selected as the sample size. Their statistics are divided into 58 managers, 58 deputies and 132 high school administrators. The data collection method was a standard library and standard questionnaire. In order to calculate the reliability through Cronbach's alpha coefficient (organizational influence equal 0.76 and for decision-making strategies equal to 0.87), the reliability of the research was confirmed. To analyze the data, descriptive and inferential statistics were used to analyze the data using Excel, Spss and Amos software. The results showed that using exploratory factor analysis, three main dimensions of organizational penetration skills including networking ability, interpersonal influence, social consciousness, and two main dimensions of decision making, rationality and emotionality were identified. Also, the dimensions of organizational influence skills on decision making strategies have a significant effect, and an important part of decision making strategies in Mazandaran province's education organization is related to the dimensions of organizational penetration skills.

The main aim of this study is the surveying of the relationship between organizational structure (complexity, formalization, and centralization) and job motivation of Bid Boland Gas Company employees'. Statistical population of this research is consist of 291 Bid Boland Gas Company employees' in 1392 that among them 165 employee were selected through cluster random sampling. The tools of this research included Robbins complexity questionnaire (1987), Haig and Icon Formalization questionnaire (1969), Robbins centralization questionnaire (1987) and Robinson job motivation questionnaire (2004). In order to analyze the data, descriptive and inferential statistical methods were used. At the descriptive level, parameters such as frequency, percentage, mean and graph and at the level of inferential statistics, Pearson correlation coefficient and Ata coefficient were used. Results showed that there is significant relation between organizational structure, formalization and centralization with job motivation. Results also showed that there is significant relation between marital statuses with job motivation, but there is no significant relation between gender, age, experience and education with job motivation.

The purpose of this study was to investigate the relationship between teachers’ job satisfaction and organizational health of schools .The population consisted of  365 primary school teachers  in BABOLSAR city,  The subjects were selected based on a sample size of 181  using Morgan table by stratified random sampling method. Data obtained  from both job satisfaction and organizational health questionnaire were analyzed by multivariate analysis of correlation coefficients. The results showed a positive relationship between job satisfaction and organizational aspects of health Vmnadary there. The significant difference was found between public and private schools in terms of the dimensions of organizational health. Also, there was a significant difference in job satisfaction among public and private school teachers  as well as urban and rural school teachers in  terms of their gender, but this difference was not significant. In addition,  the results indicate that there was no significant difference between boys schools and job satisfaction The post hoc test for comparison between groups shows that male teachers have the highest rates of job satisfaction and female  teachers in mixed-gender  schools have high job satisfaction

This study examines the role of Institutions، Organizations and Individuals on stop of Non – Governmental Schools’ activities. Qualitative findings through deep- interview with three target groups including active founder، non- active founder and experts on non-government schools office in four geographic regions of the country were collected. Analysis of results provides a Semantic Model for explanation of stop factors of non-government schools. Based on the model، interventional factors developed the phenomenon of «competitor schools». Then to deal with this situation، the interviewees admitted three different strategies of acceptance، resistance، and submission. The final stage was shown that each of these strategies have different outputs. Findings of study have been provided a semantic reconstruction of non-government schools through original core namely «relative instability».

Although The concept of value chain has been developed first for accounting and financial subjects. But In 1985, Michael Porter introduced this concept as competitive advantage. The value chain concept is very compatible with the nature of industrial activities. Therefore, it is necessary to consider new dimensions for service organizations. The present study has been done with descriptive method and analyticalcritical approach. In this research, different models of value chain as well as their applications and challenges for educational institutions are introduced. In authors belief that methodological ambiguity, conceptual complexity, not considering the educational and learning theories in the model design, the lack of empirical studies, are the main challenges of the different models. This is the first comprehensive study in Iran introducing all the previous models of value chain and their challenges.

Spirituality is the widespread term that from the earliest times have been present in the world. Attention to spirituality that encompass the immaterial human beings and includes all actions, speeches and thoughts, nowadays, in some branches of science, such as psychology and management has increased considerably. Spiritual-oriented approaches in organizations has grown substantially in recent decades. In this way, the research intended to explore the relationship between spirituality and organizational effectiveness at three levels: individual, group, organization. For this purpose, various areas of spirituality, religion and psychology, as well as the effectiveness and efficiency indicators and the relationship between the two variables and spirituality are explored. This study is a correlation study and the questionnaire is a instrument of data collecting. To evaluate the organizational effectiveness as well as in the level of individuals, groups and organizations, has been used from two separate questionnaires; And were distributed among the target population. After collecting data using descriptive and inferential statistics (Chi-square test, Spearman and Friedman) all data were analyzed. The results of all this research suggest that a significant relationship between spirituality and its three levels of organizational effectiveness. This study shows that the spirituality is a very important factor that can be effective in organizations and institutions.

Either organizations or the structures dominating them are locations where personnel spend one third of their shelf life, and the issue provides the managers and decision-makers of organizations with a unique opportunity to make plentiful efforts to materialize training objectives and consequently pave the road for organizational growth and improvement, and mental elevation of their personnel. This important issue is not possible unless challenges and impediments ahead of training issues in organizations are identified and proper and desirable ground is provided for revelation of moral and notional habits in the framework of revelatory and divine lessons. Therefore, precise identification of the deleterious factors in organizations is the important and fatal duty of the officials of organizations, and they should not ignore those duties. Of course, the issue of training in organizations does not merely belong to a certain department or division, but educational messages andlessons flow inside vessels of organizations like oxygen. Undoubtedly, the issue of training NAJA personnel proportionate with the extent of organization, importance of the existence of organization, variety and nature of missions, penetration range and effectiveness of activities on addressees, atypical operational atmosphere, the organization’s various addressees becomes more important than ever. The present article, while explaining and reviewing the organizational deleterious factors in religious trainings of NAJA personnel deals with the following: weakness of training strategy in the organization, weakness of justice, weakness of encouragement and punishment system in the organization, weakness of organizational culture and weakness of rules and regulations and the deleterious nature of NAJA missions. Finally, the article provides some effective recommendations and solutions for the above-mentioned problems.

This survey addressed the relationship between organizational entrepreneurship and creativity in Vocational Training Organization of Gachsaran. The sample of the study comprised all the employees of the organization. The research instruments included a 121-item questionnaire on organizational entrepreneurship and a 28-item questionnaire on creativity. Data analyses involved both descriptive (mean, standard deviation, and frequency) and inferential statistics (Pearson correlation and multiple regression). The results of the study revealed that there was a significantly positive relationship between organizational entrepreneurship and creativity (p<0.05).