جستجوی مقالات مرتبط با کلیدواژه "صلاحیت" در نشریات گروه "مدیریت"

Research indicates that the sustainability of contemporary organizations is contingent not only upon enhancing productivity but also on undertaking digital transformation initiatives. This study aims to identify the components of digital competencies based on employees' experiences within the banking sector.

The methodology employed in this research involves content analysis, supplemented by in-depth interviews conducted with 14 subject matter experts selected through purposive sampling. This sampling process continued until theoretical saturation was achieved. Data analysis was performed using Atlas TI 8 software, executed in multiple stages encompassing open coding, axial coding, and theoretical coding.

The results indicate that the components of digital competencies derived from employees' experiences encompass technological cognitive competencies, technical competencies, and operational competencies. These components were prioritized with technological cognitive competencies ranked first, followed by technical competencies in second place, and operational competencies ranked third.

To enhance the digital competencies within banking institutions, management should prioritize the various components associated with these skills in a systematic order.

Social media in companies helps facilitate the flow of information, share knowledge within the company, strengthen the company's interaction with customers, and improve the company's internal and external cooperation. Therefore, relying on the development of media and social media, businesses and companies have gained unique opportunities to communicate easily with their customers in a dynamic manner. Considering the developments in the field of digital technology and the development of social media, the competences and capabilities of marketers in order to optimally use these tools and keep pace with these developments in the insurance industry are vague and unclear. In the last two decades, Iran's insurance industry has faced major structural changes such as privatization, liberalization and changes in regulatory frameworks. Despite such developments, the country's insurance industry is still facing a low penetration rate and inappropriate development indicators compared to global and regional statistics. The low level of these indicators can be attributed to the weak performance of companies in formulating and implementing strategies suitable for the insurance industry and market in Iran. The emergence of insurance technology has provided an opportunity to increase the sales position of insurance services by gaining the trust of people and industries, and by relying on these services, individuals, businesses and entrepreneurs can increase the security of business and economic activities. Therefore, the main purpose of the research is Identifying the factors affecting the competencyies of future marketing specialists for the development of the insurance industry.

In terms of purpose, this research is in the category of applied-developmental research. This study has two statistical populations. The first statistical population includes previous researches related to the subject of the present study and the second statistical population includes managers, sales representatives and marketers active in different insurance companies who have at least 5 years of work experience in sectors related to the insurance industry. The selection of samples was done with the purposeful sampling method and out of 36 articles, only 28 articles related to concepts such as competencies and skills of the future of marketing were selected. Also, semi-structured interviews with 6 questions were continued until theoretical saturation was achieved in the 12th interview. Using the qualitative method of theme analysis, the dimensions, components and indicators of the competence model of the future marketing specialists in the insurance industry will be identified. After identifying the themes, three-stage open, central and selective coding was done manually and it was shown in the theme grid. The statistical population of the research consists of managers and active marketers in different insurance companies of the country. Non-probability methods are often used in qualitative research to select samples. With this attitude, the selection of experts in the qualitative stage is done according to two criteria: having at least 5 years of work experience in the sectors related to the insurance industry and having a master's degree or higher (business management and insurance) and the number of will be determined based on reaching theoretical saturation in the interviews. Therefore, the interviews and data collection will continue until the interviewees mention new things about the factors affecting the competences of future marketing specialists for the development of the insurance industry. Otherwise, the interviews will be stopped and theoretical saturation will be achieved.

Based on the findings, 7 organizing themes and 68 basic themes have been identified, which are: the emergence of dynamic business models with 2 sub-organizing themes and 6 basic themes, entering the era of artificial intelligence with 2 themes Sub-organizer and 6 basic themes, environmental factors with 2 sub-organizer themes and 5 basic themes, development of insurance marketers' capabilities with 4 sub-organizer themes and 12 basic themes, insurance industry development with 2 sub-organizer themes and 6 basic topics that were included under new general and specialized competencies comprehensive topics and were shown in the topic network. Then, the conceptual model was presented. Then, according to the basic themes and the identified organizing themes, a model in the form of a theme network was presented to show the competencies of future marketing specialists.

This research responded to the previous deficiencies and gaps in studies related to the competences of insurance marketers by examining various factors and emphasizing the changes in the business environment. Therefore, strengthening the dimensions and components of the model through planning and using it in attracting and training insurance marketers, evaluating their competences, and creating a database of competencies marketers as a part of the administrative system's memory. It can be a facilitator for the better implementation of the research model framework and the realization of transformation and development of the insurance industry in the country.

Development of professional competence to perform key tasks and economic and social development of the organization is of particular importance. Hence, in the present research, the design of the model of professional competence of key managers in Iran's Marine Engineering and Construction Company has been discussed.

This study is an applied research that was conducted qualitatively using the qualitative content analysis method. For this purpose, sixteen documents were studied in order to identify the professional qualifications of key managers, and 14 academic and executive experts of the Oil Industry Research Institute and Marine Facilities Company were interviewed. Semi-structured interviews were conducted by combining purposeful judgmental sampling and snowball methods.

The pattern of professional qualifications of key managers includes four dimensions of capacity-building qualifications (foresight, system attitude, analysis skills, formation of work teams, motivation development, negotiation skills, technological skills, collaborative decision-making), balance competencies (leadership competencies, technical competencies, supervision and control, time management, communication competencies, executive competencies), Individual competencies (self-management, ethical competencies, professional experience, positive personality traits, behavioral competencies, professional knowledge, general knowledge) and development competencies (attracting and employing expert staff, training, and human resource development, organizational growth and development, business intelligence, creativity, and innovation).

Organizational managers need different characteristics to be successful. These characteristics allow a manager to act correctly in the organization and motivate other employees of the organization to move towards organizational goals.

The current research is designing a model to improve the professional qualification of human resources managers of the National Bank of Iran. The method of this research is practical in terms of purpose and it was done by mixed-exploratory (qualitative-quantitative) method. The statistical population in the qualitative section included senior managers of human resources and professional academic experts. Data collection was done through semi-structured interviews with 15 people from the statistical population who were selected by purposive sampling. The research data were analyzed based on the qualitative analysis process during open, central and selective triple coding through MaxQuda 2020 software. The statistical population in the quantitative part includes the managers, employees and experts of the Human Resources Unit of the National Bank of Iran. Data collection was done through a researcher-made questionnaire from among 291 members of the statistical population who were selected by random sampling. The analysis of the collected data was done in two descriptive and inferential ways through SPSS 16 and Smart PLS software.so results of the qualitative analysis of the professional qualification improvement model of human resource managers with two macro-level dimensions (banking field) including organizational infrastructure components, knowledge management system, development programs in the bank, stakeholders' participation in the design of professional qualifications, organizational attitude in the bank, banking educational strategies It included the components of managers' personality factors, managers' leadership skills, managers' technological knowledge, educational-research skills. Priority and personality factors of managers (with a factor load of 0.775) had the lowest priorityand the micro level)

Due to the developments in the field of digital technology and the expansion of social media, the competences and capabilities of marketers in order to use these tools and keep pace with these developments in the insurance industry are vague and unclear. Therefore, the main objective of this research is to provide a model for the competences of marketing specialists in the country’s insurance industry.

This research, relying on qualitative data, has been collected and seeks to provide an acceptable framework in relation to the indicators for determining the competences of marketing professionals in the insurance industry, and finally to fill the current gap in the insurance marketing literature . This research in terms of its goal is a developmental research. The implementation method of this research is to apply foundation grounded theory using a systematic approach. The statistical population of this research includes managers and marketers active in different insurance companies in Iran and they were selected using the purposive sampling method. With this attitude, the selection of experts was done based on two criteria: having at least five years of work experience in the sectors related to the insurance industry and having a master’s degree or higher in the fields of business management and insurance. The semi-structured interviews continued by phone and face-to-face, with six general questions, until theoretical saturation was realized in the ninth interview.

In this research, the systematic data approach of the grounded theory was used. In the systematic approach, theorizing was done in three main steps: open coding, axial coding, and selective coding. In this way, in order to identify the constituent factors of the competency model of marketing specialists in the insurance industry, data analysis in the open coding stage led to the extraction of 77 primary open codes, 17 sub-themes and finally 7 main fields.In the phase of axial coding, 7 main topics in the form of core phenomena (general and specialized competence); causal conditions (including individual capabilities); strategies (including the development of the capabilities of insurance marketers); intervening conditions (including environmental factors); contextual conditions (including policies of the insurance company); and the consequences (including the development of the insurance industry) were identified and then a paradigm model was drawn. Finally, in selective coding, the previous findings were refined and through this process, a theoretical framework was obtained. According to the obtained model, the general and specialized competence of marketers in the country’s insurance industry are influenced by factors related to individual capabilities. In addition, the development of the capabilities of insurance marketers with the aim of strengthening their competences are influenced by environmental factors and the policies of the insurance company. In the end, it was found that the development of the capabilities of insurance marketers could lead to the expansion of the country’s insurance industry.

Based on the investigation of various factors and by emphasizing the necessary developments in the business environment, this research will be able to respond to the deficiencies and gaps in the past-related studies to the competence of insurance marketers. Therefore, strengthening and developing all dimensions and components of this model through planning and using it in attracting and cultivating insurance marketers, evaluating their competences and creating a database of qualified marketers will be able to act as a facilitator for Realization of transformation and development of the insurance industry in the country

The purpose of this study is to identify the key factors of coaching success in the organization. This study also provides a comprehensive model for coaching success factors.This study was conducted in the framework of a qualitative approach meta-synthesis methode with the seven-step approach of Sandolowski and Barso (2009). The study population of the present study includes all Persian and English researches and studies published in the field of coaching between 2000 and 2020. In this regard, keywords related to the purpose of the research were searched. Then, the obtained articles and documents were examined using purposive sampling method, according to the acceptance criteria. Finally, 25 articles that met the inclusion criteria were studied. They were analyzed using three-step coding method (open, axial, selective). The reliability of the codings was confirmed using the kappa agreement coefficient in SPSS software with a value of 0.75 and to evaluate the validity of the study, the findings were provided to two qualitative research experts. Based on the results of data analysis, 129 open codes were identified, which were classified into 6 categories and 23 sub-categories, which include professional coaching competency (perceptual skills, communication skills, technical skills, knowledge And experience, personality and moral characteristics, professional credibility), cochee conditions and characteristics (desire and motivation, personal characteristics, commitment and responsibility, cognitive skills, knowledge and competency, organizational position), Coaching process (planning and organizing, evaluation methods), relationship quality (relationship level, cooperation and agreement, mutual respect and trust, professional learning), organizational context (support of top managers, organizational culture, structural And strategic factors) and external context (cultural factors, environmental factors).

The present study was done with survey aim mediating effect of professional commitment on the relationship between professional competency and job performance. Research method was descriptive- correlation with an emphasis on structural equations. Statistical population of the research consists of all education expert of Tehran University (N=340). Cochran formula was used to determine the sample size And 180 individuals were selected as the sample that their selection was done by proportional stratified method. Data collection based on the three questionnaire of Researcher made professional competency, Meyer, Allen and Smith’ s Professional commitment (1993) and Hersey and Goldsmith’ s job performance (1981) was performed which their Cronbach's alpha coefficient was Obtain respectively 0.92, 0.91 & 0.95 and face and content validity of the questionnaire was confirmed by experts. The method results showed that professional competency on professional commitment and job performance has a positive and significant impact and professional commitment has a positive and significant impact on job performance. As well as the role of mediator of professional commitment was confirmed in the relationship between professional competency and job performance.

Management principles and methods are among the important issues. Every nation can achieve true happiness in light of an efficient and effective management. The traditional and new research works on management are based on the paradigm of profit and increase in production. Despite the success which the western world has achieved in this regard, management still suffers from numerous and acute problems, such as the one-dimensional approach it adopts and inattention to spirituality. Therefore, the present paper seeks to study the merits and Competencies for holding managerial positions in Islamic system by emphasizing on Quranic verses and traditions. Using a descriptive-analytical method, the paper makes use of library sources to collect and examine the data. Islamic teachings and reliable sources and texts constitute the theoretical basis of this study. The findings of the present research show that, according to reliable texts and invaluable sources, such as the Quran and Nahj al-Balagha, the requisites for holding managerial positions in Islamic system include: faith in the Almighty, moral and religious education, tolerance, accountability, seeking guidance from others to achieve happiness, affection, law abidingness, keeping away from egocentrism and lawlessness, justice-centeredness and fighting against injustice, fine reputation, foresight, expertise, moderation and maintenance of economic discipline.

This paper examined the relationship between the two basic criteria "virtue" and "competence" in Islamic Management. Studies showed that from the perspective of management scholars in the West virtues and technical competencies have been taken identical and primarily in Western management paradigm no distinction has been drawn between these two measuresin most cases (MC Cowli and Lawtan, 2006). Regarding the fact that virtuesdefinedsomewhatdifferentlyin Islam fromwhat has been inthe West by the dominant view, in this paper by using semi-structured questionnaires and interviews it is tried to answer this question that does virtues have the same value as technical merits and competencies or is there significant difference between them in Islamic management which its basic valueshave differed somewhatfrom thevalues ofWesternmanagement? The statistical population for this study was as follows: a group of faculty members anddoctoral students of management at University of Tehran, University of Tarbiat Modarres and University of Allameh Tabatabaei, well-knowledgeable in principles of Islamic management and also number of Hawzah scholars, typically experts in the field of Islamic management. Findings from the data analysis showed thatrespondents, besides making distinction between virtues and competencies, in most cases have not taken these two criteria necessarily identical from the perspective of Islamic managementand contrary to popular opinion in the West and subsequently in Western management paradigm, virtue and competence criteria are two separate and somewhat different criteria from each other.