جستجوی مقالات مرتبط با کلیدواژه "individual competencies" در نشریات گروه "مدیریت"

The importance and necessity of the present research can be examined in both theoretical and practical dimensions. Theoretically, considering that no research has been done in the field of designing and explaining the competency model of managers in different companies in Tehran Municipality, this research can identify the concept of competence, dimensions as much as possible to fill the theoretical gap in the field of competence in Tehran Municipality. , Indicators and how to expand and improve and improve it more accurately and operationally and lead to an integrated and coherent model. From a practical point of view, this research can also play an effective role in improving their performance and ultimately improving the performance of the organization by determining the current status of managers in different companies of the organization Also, not studying the subject causes the managers in different companies to have an incomplete and incorrect view of the subject based on their different tastes and personal perceptions.

The type of research is applied in terms of purpose, expansion and improvement, and in terms of how it is collected, and it is combined in terms of data type. The statistical population of the study in the qualitative part consisted of 15 experts who were selected by non-probabilistic judgmental and purposeful sampling method and in the quantitative part included all managers in different companies of Tehran Municipality and the sample size was 384 people by method Simple random sampling was selected.

The basic concept of a personal brand is based on strategy promotion, and promotion of development concepts towards the advancement of people to strengthen the competence of people to enter the market. The current research has investigated the influence of the strategic role of individual competencies on the strengthening of the personal brand about the part of employment quality.

The research method in the present research, since research aims to determine the empirical relationships in the field of relationships between the factors influencing the development of the personal brand and the competencies related to the creation and development of a personal brand, in terms of the purpose applied, and in terms of the way of collecting descriptive information, it is correlational. The statistical population includes post-graduate university graduates. The random sample size was 356 people using Cochran's formula and the data collection tool was a researcher-made questionnaire. The face validity was confirmed based on the opinion of professors and experts, and the overall reliability was in the acceptable range. Through Cronbach's alpha test, the total reliability of the questions was 876. / is 0. Statistical analysis, normality test with the Kolmogorov-Smirnov test method, confirmatory factor analysis, path analysis and fitting of the research model were done with the help of SPSS software and Smart pls software.

Examining the data obtained from standard coefficients, t-statistics, as well as the graph of standard coefficients and significance of the personal brand model showed that all dimensions of the specialized component have a direct and significant effect on the unique brand model at a confidence level of 99%.

The results of the research have shown that the main hypotheses are accepted and the components of individual competence based on the components of employment quality have a significant positive effect on the components of personal brand.

The aims’ study is to present a model of personal branding based on individual competencies and the employment. In this qualitative research, the grounded theory approach has been adopted for data collection. The aim is to develop a model; this study is categorized as exploratory and fundamental research. The study population consisted of experts and university professors in the Business Management, the Organizational Behavior Management, Human Resources, and Entrepreneurship departments, who know the concept of personal branding and extensively explored its various dimensions. A personal brand helps individuals emerge from obscurity and manifest by their abilities. Personal branding allows people to establish their position as a professional in their field of work and build a reputation for themselves. To develop a personal brand, it is essential to acquire and reinforce individual competencies. Researchers divide competence into two general categories: technical and behavioral. Technical competencies or technical knowledge is associated with the execution of a task, whereas behavioral competencies are concerned with how it is conducted, which embraces knowledge, skills, and attitudes. Research shows that if an individual possesses the knowledge and skills in a particular field, but their behavior and performance do not reflect that distinction and merit, they cannot be called competent in that field.Previous research has primarily explored specific elements and variables of personal branding, and the role of individual competence and employment factors has largely been disregarded. Informed by the importance of personal branding research on the employment and the role of individual competencies in personal branding, this study investigates how a personal branding model could be developed within the framework of individual competencies by considering employment factors. In fact, this model aims to fill a gap in the personal branding processes by accounting for the role of employment the variables of individual competencies in developing and shaping this type of branding.Case study: The development of individual competencies presents an effective strategy to reduce the unemployment rate. Hence, the main subject raised in this study is to develop a personal branding model based on individual competencies and employment.Theoretical Framework: To build a personal brand, it is essential to acquire and improve individual competencies. Researchers split competence into two categories: technical and behavioral. Technical competencies or technical knowledge related to the execution of a task, and behavioral competencies are concerned with how the work is performed, which includes knowledge, skills, and attitudes. According to studies, if one possesses the necessary knowledge and skills in a particular field, but his behavior and performance fails to reflect that distinction and merits, he/she cannot be called competent in that field. In addition, competence is inherently associated with value creation and innovation. Even with a command of knowledge and skills and a well-adjusted attitude, entrapment in the stagnation of everyday life would suppress one’s competence, which has a direct impact on employment.

Based on its purpose and nature, this is qualitative research. It is also exploratory in its attempt to present a model. Drawing on the grounded theory approach, this paper investigates a population of university professors, managers and consultants. Sampling conducted using the purposive sampling method. To do so, the snowball sampling technique adopted at this stage of the study. Data collected through interviews. All steps grounded theory did by using MAXQDA software also utilized for data analysis. Data encryption carried out using the following three steps: open coding, axial coding and selective coding.

The current study undertaken to present a personal branding model based on individual competencies and the employment within the framework of qualitative research. To extract dimensions and indicators and to formulate the model, the grounded theory approach used in three coding steps. The personal branding model based on individual competencies for someone’s employment developed after 20 interviews in three coding steps (open, axial, selective) using the grounded theory approach. The proposed model consists of three main components (personal branding, individual competencies, and employment). The paradigm model of this research inspired from Corbin and Strauss’s paradigm model. Despite these factors and conditions, the evaluation model and the process of developing a personal branding model designed based on individual competencies of someone’s for employment. Explaining factors linked to this subject was also one of the primary concerns of this research.The adoption of the grounded theory approach to extract indicators of the above variables is another innovation of this research. Accordingly, some of the main findings of the research, which considered as its contribution to the body of knowledge in this field, are:Presenting a local model of personal branding based on individual competencies and employment of someone, the gap of which strongly felt in the literature.Identifying the indicators and dimensions associated with personal branding, derived from the grounded theory approachProviding a new path and model for personal brand development

According to this study, individual competencies are linked to dimensions of personality traits and adaptability; employment is associated with the dimensions of job specifications, family, society, reward and income, and personal branding is related to the dimensions of cultural characteristics, lifestyle and skills. Hence, by focusing on developing individual competencies and employment, people can promote their personal brand in an attempt to foster their credibility in the working community, to build reputation, and to establish their social status and prestige.

Sustainable productivity and excellence of today's pioneer organizations depend on having competent managers. The organization's efforts to improve the competencies of its managers need a local model that fits its mission and strategies. Accordingly, the present study was conducted with the aim of presenting a competency model for Tehran municipal managers.

This research is applied in terms of purpose and consecutive combined (qualitative and quantitative) in terms of data type. The statistical population in this study in the qualitative part includes 15 scientific experts and experts in the field of human resource management of executive experts working in Tehran Municipality who were selected by non-probabilistic judgmental and purposeful sampling method.  The data of this stage were collected with the help of semi-structured interview and analyzed by content analysis method. The statistical population of the quantitative section also included the managers of Tehran Municipality, from which 384 people were selected by simple random sampling. The data of this stage were collected using a questionnaire tool and analyzed using structural equation modeling.

The 82 sub-categories extracted from the interviews are classified into 12 categories and 4 main categories, which are: 1. Intellectual competencies (problem-solving skills, decision-making, critical thinking, and creation and conceptualization); 2. Social and communication intelligence competencies (extra-organizational interaction and intra-organizational interaction); 3. Individual competencies (knowledge and awareness, personality traits and values); 4. Executive competencies (consequentialism and executive power, staff performance management and leadership). Findings from two-factor confirmatory factor analysis also confirmed the significance of the relationship between indicators, components and dimensions of the model.

Developing the competencies required by managers to effectively perform their roles and tasks is a strategic step by the organization's human resource management that can simultaneously pave the way for the development of human capital and improve professional and organizational performance. Paying attention to the importance of these competencies can also help improve the effectiveness of these development programs.

Effective decision making has a very determinative role in promotion of organization productivity. Achieving this target requires suitable prerequisites and enablers. Therefore in this article, the role of effective organizational and individual facilitators in military commanders decision making are recognized and ranked which finally will result in promotion of organization productivity. Present research is applicatory and the data is quantitative and data collection is metric- descriptive. Statistic population of this research is consisted of high and middle commanders and managers of police commanding staff. Method of comparative classification is used for sampling. For validity checking of indexes and factors of each of variants, confirmatory factor analysis and for the relation among variants, structural equation modeling were used. Therefore the mediatory role of effective decision making in organizational and individual enablers influence on promotion productivity of subsidiaries affiliated to Iran police have been meaningful and significant. Promotion of individual competencies of military commanders and betterment of status quo of competent organization factors ,resources ,equipment ,structures ,process ,strategies and planning of subsidiaries affiliated to Iran police can pay the way for improving effectiveness of commanders decision and as such the promotion of productivity would be possible. Suggestions are offered to managers and researchers accordingly.

the study is an applied research, uses descriptive methods, and is cross-sectional because it is done in a particular time. The population consisted of managers and commanders in Amin University of Policing. A total of 450 people were chosen. 207 samples were selected through stratified sampling method by using the Cochran’s formula. A questionnaire was used as a data collection instrument which included two parts, demographic questions and the main part which contains 45 questions (30 items for learning organization and 15 questions for empowerment). The questionnaire is based on Singh pattern and also Spreitzer’s psychological empowerment on a five points Likert scale. Their validity was confirmed by experts and management experts and its reliability was confirmed by Cronbach’s alpha test with a 0.89 value. The results of this study showed a significant relationship between individual competencies, mental models, team learning, system thinking and common aspirations with employees’ empowerment.

Attributing the Personal characteristics and their expertise to business brand is a way in which can have a major role in the competitive business environment as brands. On the other words, branding your competencies is a smart way to present and brand yourself and can secure your future in the work world as well.. The present research work aimed to study the impact of effective components on obtaining personal brand based on individual competencies by considering cultural, social and professional components. The collected data was obtained from 94 qualified persons having professional personal brand. The reliability of the researcher made questionnaires was calculated by applying Cronbach’s alpha method, which was 0.85. The structural validity was used to check the reliability of it, and the results validated the research tool. The data was analyzed through Structural Equation Modeling (SEM), Smart PLS software and Multiple Regression (MP), and the final model was presented in this paper. The results of the present research demonstrated the proper fit of the model based on the effect of the dimensions of cultural, social and professional components and their subdirectories on personal brands based on individual competencies in the fields of knowledge, skill and attitude.

The present investigation aimed to investigate the impacts of effective components on personal brands based on individual competencies in the framework of cultural, social and professional components. The collected data was obtained from 94 persons who owned brands in Iran in 2013 by using researcher made questionnaire. The reliability of the questionnaire was calculated by employing Cronbach’s alpha method, which was 0.85. The structural validity was used to check the reliability of it, and the results validated the research tool. The data was analyzed through Structural Equation Modelling (SEM), Smart PLS software and Multiple Regression (MP), and the final model was presented in this paper. The results of the present research demonstrated the proper fit of the model based on the effect of the dimensions of cultural, social and professional components and their subdirectories on personal brands based onindividual competencies in the fields of knowledge, skill and attitude.

In the recent years, the widespread interest in the relationship between emotional intelligence and performance has led to the development of a substantial body of literature. In spite of this ongoing attention, the subject of emotional intelligence and performance is still in a contradictory and controversial phase. Thus, a need remains for the development and testing of hypotheses relating the different dimensions of the emotional intelligence to performance. The goal of this research was to extend prior work on individual competencies and performance and investigate the possible relationship between academic staff members’ competencies (self awareness and self management) and their educational performance and to determine the role of their working life quality as an intervening variable. The results based on 930 questionnaire responses collected from 72 universities in a field study indicate that the extent of educational performance is positively and significantly associated with their self awareness and self management. Besides, the quality of the university working life interferes with the relationship between these variables.