جستجوی مقالات مرتبط با کلیدواژه "روایی سازه" در نشریات گروه "مدیریت"

The purpose of this research is to investigate the effectiveness of general competencies model of professional managers included in the “Guidelines on how to evaluate and develop general competencies of professional managers” announced by the Administrative and Recruitment Affairs Organization of Iran. For this purpose, by designing and implementing the assessment center for 1616 qualified government employees in three public organizations and analyzing the scores of eight competencies based on the assessment center scores, competency scores, and job performance scores based on the evaluation of direct managers, the required data was collected. The results of internal construct validity, external construct validity, criterion validity of competencies, and the fit of the competency model were analyzed. The results indicate that the current competency model does not have sufficient validity and effectiveness. The competencies of “responsibility” and “organizational commitment and belonging” had the lowest levels of construct validity and criterion validity. “Supervision and control” competence had the highest external construct validity and “analytical thinking and problem solving” competence had the highest criterion validity. At the end, practical, policy and research proposals were presented.

Due to the changing the type of competencies required by the organizations and on the other hand, the necessity of controlling human resource costs, proper employment of people and then their development and maintenance have become one of the most important concerns of the global organizations. Process of assessment center as a means with multiple approaches, has been assisting organizations in this regards. In this study , the factors affecting the construct validity of the assessment centers have been studied . Despite of many researches, there are still controversial issues in this field, for instance, one of them is the topic of construct-related validity. This study has been done with the aim of developing knowledge in the field of construct validity of assessment centers. In spite of the fact that predictive validity of assessment centers was reported in many studies at the appropriate level, construct validity was weak. Therefore this study is focused on factors which can influence the construct validity. By utilizing meta-synthesis approach and thematic analysis method.78 related papers have been studied and 5 factors including dimensions, assessors, methods of observing and evaluating, methods of integrating information and situational exercises have been identified as effective factors on the construct validity of assessment centers.

Considering role and importance of organizational structure as one of the most important components and determinant of Efficiency in any organization to improve performance need to address it is important, understanding this important, the present study aimed to investigate the Factor Structure of the organizational DNA questionnaire. The research method is a descriptive survey. statistical population of the study included all managers and teachers Secondary school districts 1 of Kermanshah city, 316 form them were selected by using random cluster sampling. The research data collection tool was a researcher-made questionnaire. After study the content validity of the questionnaire, to check the construct validity of exploratory factor analysis and reliability analysis of Cronbach's alpha SPSS22 software was used. The results of exploratory factor analysis showed that organizational DNA questionnaire consists of four factors: decision making rights (7 items), information (7 items), organizational structure (7 items), and incentives (7 items). The reliability of the questionnaire was calculated using Cronbach's alpha coefficient for decision making rights (0.81), information (0.82), organizational structure (0.86) and stimuli (0.83). The results of this study showed that 28-items questionnaire is suitable scale for measuring organizational DNA.

The purpose of this study was to examine the construct validity of the Assessment and Development Center for Managers of NIOC. The method of research was applied and the data collection was descriptive – analytical. The statistical sample included which have been selected by simple random sampling (Cochranchr('39')s sample size formula) 1022 managers from the competent managers’ database of the organization. The data were analyzed based on multitrait-multi method (MTMM) correlation and confirmatory factor analysis (CFA). The results suggested that the mean of correlation between the scores for a single dimension with different methods (exercises) was 0.32, which was lower than the mean total correlation between different dimensional scales in the same exercises, which was .60. Therefore, although the rating of dimensions possessed relatively moderate convergent validity, it did not show satisfactory discriminant validity. On the other hand, the result of factor analysis showed that the share of dimensions (competencies) in describing the change of the rating performed was significantly more than methods and based on that, it can be claimed that discriminant validity among the studied dimensions is the main determinant.

Organizational leadership is the main thrust of development, transformation and the emergence of the dynamic capabilities in all communities. To put in other words, leadership is the magical element of any organization. Moral leadership is an emerging aspect of this concept to which our society today feels thirsty. So far, various tools have been designed for the assessment of moral leadership most of which are mainly based on conceptual models developed in the Western societies appropriate to their norms. This research is intended to design tools for measuring local moral leadership in accordance with the ethical, religious and cultural norms of leadership, to be validated for Iranian governmental organizations. Hence, the statistical population includes governmental organizations from which a samples of 234 people are selected from six ministries by cluster sampling method. The ultimately designed measurement tool includes 40 items and eight dimensions including: genuineness and dignity, moral leadership, empowerment of followers, moral relationships, professional behavior, moral decision making, inspiration and generalization of ethics. The results indicated that the identified measurement model enjoys fitting indicators and reliable tools. As a result all Iranian administrative organizations are recommended to employ this measurement tool for measuring the situation of ethical leadership in their organizations.

The aim of this study is to validate calling and vocation questionnaire.
The questionnaire is derived from the study by Dick et al (2012) and is conducted on 643 bachelorstudents in faculties of literature and humanities, and engineering in Shahid Bahonar University of Kerman selected using cluster sampling.
In this research, Cronbach's alpha was used to determine the reliability of the latent variables of the questionnaire. The reliability for six components of the questionnaire was 0.93 to 0.94 which proved the tool as reliable. Confirmatory factor analysis was also applied to determine the validity. The results of confirmatory factor analysis indicated that six-factor structure was appropriate regarding its compatibility with theoretical principles and separation of questions. Therefore, the six-factor model of calling and vocation questionnaire was acceptable and proved the validity of questionnaire based on different indicators.
The author of the survey concluded that this questionnaire can be used to determine the calling and vocation of students and staff in various positions.