جستجوی مقالات مرتبط با کلیدواژه « learning » در نشریات گروه « مدیریت »

Human capital is the most important and valuable capital of any society. In this regard, the use of knowledge by organizational individuals, in addition to the development of human resources, will lead to the comprehensive promotion of organizations, especially the police organization. An important part of human resource knowledge development is related to human resource training. Therefore, the main purpose of this study was qualitative modeling of human resource knowledge development based on modern education (teaching and learning).

The present study was applied in terms of purpose and was performed by qualitative method. Research participants included police university professors with at least 5 years of teaching experience. Purposeful sampling continued until the stage of theoretical saturation of 15 people. Data were collected using semi-structured interviews. The obtained data were analyzed by thematic analysis method and their main and secondary themes were extracted. The validity and reliability of the study was also confirmed based on the opinion of Guba and Lincoln.

The findings showed that in order to improve the knowledge of police human resources based on modern learning and teaching, it is sometimes necessary to change the current patterns, including learning patterns; Teaching; Instructions, policies, etc.

The model obtained by qualitative method showed that the development of police human resource knowledge has two dimensions of management and process and seventeen components. These components include: executive scheduling, condition building, focus group, emphasis on learning processes, concept building, holism, modeling, etc.

The summary:

In the present century ,recovering function, an activity in organizations requires wealthy staffs. The existence of succession planning programs ,will ensure the existence of human capitals.. Effective learning has an important role of succession planning.In this research, as a matter of learning is about giving a study model based on organizational learning (Educational organization of Qazvin province).

this study is a practical study, performed in a mixed method (quality &quantity). It was used partly built to collect data ,based on the semi -structured interview. Interviews with ten experts,based on non-accidental target-baed untill,it reached to theoretical saturation and analyzing data performed in three stages,extracting basic concepts,organizers and learner.

The research model includs four aspects , Cultural (making correct learning,the cultural of sharing knowledge between colleagues, trust and,confidence atmosphere,learning and teaching culture and empathy atmosphere in organization) Education( system preparation for teaching,presenting training employee and individual growing,setting up research area in organizations ,efficiency and effectiveness teaching ,investing for staff professional development,learning efficient tools and having active teaching groups) Management(feeling permanent management,evaluation performing effective and efficient system,deconcentration,codifying view and strategic planning,sufficiency,succession management in organization,learning management in organization and dominating systematic ideain organization) Innovative(readiness for accepting changes,redesigning processes and procedures,accepting new ideas in organization ,monitoring environmental changes and smarten up teaching and learning).

learning in educational organization needs comprehensive planning all aspects of research model.

Due to the existing competitive environment that makes the presence of talented human resources in organizations an inevitable necessity, organizations need to use human resource development strategies for organizational development. the effective approaches in the field of human resource development is coaching. the present research; With the aim of investigating the impact of coaching on employee performance with the intermediary role of reward and appreciation, commitment and learning of employees in Golestan Gas Company, it has been done. it is of applied type and in terms of method, it is descriptive-survey type of research. The population of this research; All the official employees of Golestan Gas Company are 184 people, and according to Kerchesi and Morgan's table, 124 were selected as a sample by simple random sampling method. A questionnaire was used to collect data, confirming its validity and reliability. structural equation modeling method and SPSS and Smart PLS software were used. The current research had nine hypotheses that the findings of this research show the relationship between coaching and reward and appreciation, coaching and commitment, coaching and employee learning; It is positive and meaningful. Also reward and appreciation and performance, commitment and performance and learning and performance of employees; They have a positive and meaningful relationship with each other., reward and appreciation, commitment and learning; They significantly mediate the relationship between coaching and employee performance, and their mediating role was confirmed.

The emergence of the 4th generation industry has brought many advantages to supply chains, but it also has disadvantages. If the human resources competencies are not suitable for this transformation, organizations will face many challenges. This issue is very important in the machine-made carpet industry, which has a significant share of Iran's non-oil exports and has seen its competitive position in the international arena shaken in recent years. In this research, the competencies of human resources for the 4th generation industry were investigated. The statistical population of this research is the experts of Iran's machine-made carpet industry. The data collection tool is in-depth interviews. To analyze the data, thematic analysis method was used. The results show 30 competencies that were categorized into 5 categories that are: methodological, social, specialized, general and personal. In order to improve the readiness of human resources, it is suggested to strengthening the multisensory ability, training the rules related to new technologies, focusing on challenging working conditions and strengthening the learning consequential drivers.

The tourism industry is one of the sectors affecting the GDP of many countries and has a direct impact on economic development. However, traditional city tours have faced challenges due to time constraints, different levels of tourist interest, and communication issues. Meanwhile, Augmented Reality (AR) technology has been able to provide real-time multimedia content tailored to the characteristics and preferences of tourists and should not be overlooked in the tourism industry. This research presents findings from a systematic review of research on the use of augmented reality technology in tourism. A systematic search was performed using Web of Science and Google Scholar databases. First, 574 articles were obtained. Then, based on research criteria reduced to 66 articles. Strauss and Corbin three-step coding was used for data analysis. The effects of AR in tourism were classified into seven dimensions, which include: visiting experience, tourism culture, tourist interaction, aesthetic dimension of tourism, tourist educational value, marketing models of tourism and museums, quality of tourism for visitors with disabilities. Also, in response to the second question, the results showed that the image-based augmented reality system was the most used. These findings can be used as a guide for future researchers and developers of AR software in the field of tourism.

Today, e-learning is known as an efficient method in personal development and organizational training. However, it is very important to pay attention to the aspects of self-actualization and individual choice in electronic learning. Therefore, the aim of this research was to achieve the components of electronic learning based on self-following. For this purpose, qualitative approach and research synthesis method were used. The research community included all the articles published in the last decade (2012-2022), of which 28 titles were selected as samples based on thematic content monitoring. The research data were collected by qualitative analysis of the studied documents. By analyzing the data, key factors in 4 dimensions, 13 factors and 53 categories including self-management of e-learning (including recognition of individual potentials, control of learning flow, self-regulation in e-learning); Educational self-management (including cognitive and meta-cognitive skills, identifying and searching for resources and databases, collaborative and cooperative learning, central research in e-learning); Self-motivation in e-learning (including attraction to the learning environment, intrinsic motivation, extrinsic motivation); E-learning self-evaluation (personalized evaluation, comprehensiveness in evaluation, self-reflection) were classified. According to the research findings, it is suggested that in the design related to electronic learning and education, individual abilities and individual learning capacities should be taken into account and special attention should be paid to the personalization of learning and its evaluation.

Gamification has emerged as one of the novel educational methods that aims to improve education by creating a happy, exciting, dynamic and active platform. In fact, this method strengthens different learning channels of learners. Gamification of educational content offers the concepts and contents in a more convenient way. In this regard, this research was conducted with the aim of exploring the elements and advantages of the gamification method using the meta-analysis approach. The study corpus included national and international studies conducted in the field of gamification, initially 79 national studies and 301 international studies were identified and downloaded, and among them the most relevant sources were selected as the statistical sample, including 30 national studies and 65 international studies (total 95 studies). These sources (articles, dissertations and treatises) were searched in national scientific data bases such as magiran, sid, noormagz, irandoc, ricest as well as comprehensive humanities portal and international scientific data bases such as Proquest, Springer, Sciencedirect, Mdpi, Researchgate, Ieee, Acm, and Google scholars. Next the corpus was analyzed with the aim of identifying the most significant and widely applied elements of the gamification approach and the advantages of this approach. It should be mentioned that the articles presented in the conference were excluded from the study corpus. According to the findings of the research, score, reward, challenge, feedback, leveling, story, interaction and competition with the highest percentage of frequency were the most important and practical elements of gamification in education. Also, creating and promoting interaction and participation, creating motivation, providing a platform for deep learning, improving performance, creating attractiveness and increasing it, developing cognitive growth, creating excitement and vitality, increasing the effectiveness of education, creating a platform for the use of educational technologies, developing social growth, development of soft skills and reduction of disorder were among the benefits of gamification in researches, among these things, creating and promoting interaction and participation, providing a platform for deep learning, creating motivation, improving performance, developing cognitive development, creating excitement and vitality, increasing Effectiveness of education, creation of a platform for the use of educational technologies had the highest frequency percentage.

The current research was conducted with the aim of presenting a model for designing learning centers for faculty members of Allameh Tabatabai University in order to empower them. A mixed method and an exploratory design were used to conduct this research. The statistical population in the qualitative section was all related research documents from 2000 to today and university professors, specialists and informants familiar with the learning center and faculty members. This research also used a semi-structured interview. Sampling in the qualitative part was done purposefully and data analysis in this part was done in the form of foundation data with thematic analysis approach in three stages of open, central and selective coding. The statistical population of the research in the quantitative part of the research included the faculty members of the university, 250 of whom were randomly selected. Spss and Amose software were used for data analysis in this part. In the qualitative section, 5 main codes representing the dimensions of empowerment and 9 central codes representing the components of the dimensions were identified. Also, the number of 50 open codes was determined, which was reduced to 28 after the merger. Based on the dimensions, the skills needed by the faculty members of Allameh Tabatabai University in the direction of empowerment are: social factors, economic factors and educational factors. The results of the factor analysis which was done by Emus software also showed that the measurement scale in all factor analysis indicators is at a desirable and acceptable level.

Electronic education and learning is one of the subjects which has recently received great attention in the educational system. Hence it is important to investigate the factors that have a significant impact on the success of the electronic education process and lead to the improvement or reduction of the quality of this educational system. In this regard, the present study ought to provide a comprehensive classification of effective factors in the e-learning system by using the mixed method. First, this study by using the mixed method (theme analysis) method, tried to provide a comprehensive classification of effective factors in the e-learning system, and then by using TOPSIS method the factors were ranked. With regard to the goal, this was an applied research and in terms of time it is a cross-sectional. The participants in the research were employees, professors and students in different fields of Tehran University. 15 individuals were selected after theoretical saturation and the data was collected through semi-structured interviews. By analyzing the obtained data, 43 organizing themes were extracted from the codes, and with further consideration the researchers reached 6 main and comprehensive themes. As the result of ranking revealed, the factors including standardization of e-learning, content interaction, documentation and monitoring of education, and the factors of pedagogy and educational design have the greatest impact, and the factors including increase in perceived usefulness, personal and skill improvement, and network learning have the least impact.

Public Schools in Iran are far from the principles of the learning organization due to their structural and managerial characteristics which are affected by the centralized management structure. Therefore, the purpose of this research is to design a qualitative model for the development of learning public schools.

The research approach is qualitative and a semi-structured interview was conducted through targeted sampling with 22 experts from the Ministry of Education and schools in Tehran until reaching theoretical saturation. In order to explore the development model of learning schools, data analysis was done using the foundational data theory and through MAXQDA software.

After conducting qualitative interviews and coding, general categories and subcategories and identification concepts and causal factors, background factors, intervention factors, strategies and consequences of development of learning schools were determined and finally the development model of learning schools with 6 main dimensions and 17 subcategories. And 221 indicators were designed.

The managers of the Ministry of Education and all the stakeholders of the schools, taking into account the causal factors and background and intervening conditions and adopting strategies in the field of human resource empowerment, development of knowledge and learning management, team and collaborative learning, learning communication network and self-assessing school, responsible and Respondents can benefit from the benefits of developing learning schools.

In recent years, the importance of "soft skills" has been recognized alongside hard skills for human resources. These skills have a significant contribution for improving individual performance and organizational productivity, unfortunately - despite the substantial differences between soft and hard skills-  public organizations often fail to distinguish between soft and hard skills in terms of how to learn and develop. Therefore, learning programs and development of soft skills are not fruitful and the output does not include an increase in the costs of the organization. Based on this, the present research focuses on developing a learning model and developing soft skills of human resources in government organizations. To address this issue, a semi-structured interview was conducted with 23 experts in human resources in the field of training and development in public organizations and was also performed thematic analysis. In the following, by using the two-stage Delphi technique and descriptive statistics, the validity of the model has been investigated. Finally, the research model has been approved along with five main themes "needs assessment", "designing and planning", "implementation", "evaluation" and "organizational support" ,and with 17 sub-themes and 51 codes.

The purpose of this study is to present a learning organization model for the environment organization with a qualitative approach. in terms of the purpose. it is based on applied research in terms of nature.it is descriptive and descriptive. the data collection tool is the theoretical foundations of the subject and in - depth semi - structured interviews. the statistical population of the study consisted of 15 experts with PHD degrees and in direct relation with education, training and improvement of human resources in the environment organization. the research method is qualitative and the research analysis technique is the content analysis) coding, axial and selective coding ( the findings led to the identification of eight themes, creating a system and modifying the structure of human resources, organizational behavior, mental model, personal capability, collective learning, using the capacities of creating and producing idea, goal and common vision, system thinking, internal and external considerations of learning organization model for environment organization. to investigate the validity of the research from the coefficient of Lwosheh, , Reliability was used to determine the reliability of the reliability method 0.93.

Since organizations are always facing various environmental and technical changes, they need to learn and apply new knowledge and technology. The purpose of the research is the effect of delearning on the learning of skill courses in law enforcement discipline at Amin University of Law Sciences. .

The current research is applied in terms of purpose and correlational in terms of nature and method. The population studied in this research is the students of Amin University of Police Sciences, 90 people. The sampling method was also full number. The tool for collecting information in the current research is a researcher-made questionnaire on delearning and learning skills courses, whose validity was checked by experts and their reliability was checked by Cronbach's alpha test, and its value was 89% and 84% for both questionnaires, respectively. PLS software was used to analyze the data due to the non-normality of the data.

The findings have shown that all the components of delearning have a positive and significant effect on the learning of skill courses, and also among the components of delearning, encouraging the use of new knowledge with a coefficient of 71% is the most effective and isolating outdated knowledge with a coefficient of 64% is the least effective He has skills in learning lessons..

show that the problem of de-learning in the University of Law Enforcement Sciences is very sensitive and its proper implementation has a positive effect on the learning of skill courses

The present research sought to extract a model from the knowledge dimension of the innovation system by examining the models and scientific literature about the role of knowledge in the innovation system to be presented in a defense organization and to discover the interactions between the components of the model. This research has been formed in the framework of the interpretative paradigm, with an applied and developmental approach, with a deductive-inductive strategy and a mixed method. The research data was collected in library and field and the sampling method was theoretical. The statistical population of this research was the scientific articles available in the research databases and were reviewed in full. In the quantitative part, the statistical population included experts in the field of innovation and university graduates. In this research, data collection tools, including the review of documents and documents, as well as the input matrix of the DEMATEL method were used in the form of a questionnaire. The research community was reviewed in the qualitative section, including specific scientific documents, using the theoretical sampling method. Also, in the quantitative part of the research community, the experts in this field were considered with the purposeful sampling method. In this research, using the meta-composite approach based on Barroso and Sandlovsky's approach, which includes seven basic steps, and the exploration of past researches, which according to the input criteria include scientific articles with a certain grade and after the year 2000, concepts are extracted and finally The components of the knowledge dimension of the innovation system were identified. These components, which were collected from 48 sources after screening the sources, were extracted in the form of 84 codes, which were placed in ten basic themes. These themes formed the knowledge dimension of the innovation system in the form of three categories of research, learning and knowledge management. In the following, by using the Dimetal method, the method of connecting the components and the interaction between them was investigated among the experts of a military organization. The validity of the research was confirmed in the qualitative part with the critical method and Cohen's kappa, and in the quantitative part by referring to experts. The results showed that the two variables "Preliminaries of learning" and "Protection of knowledge" are known as important players in the set of factors as factors that have the highest total effect and effectiveness (with values of 2.0841 and 1.5240, respectively). Also, two variables "Learning Introduction" and "Training" had the highest net impact value (deduction of impact from effectiveness) in the set of these factors, with values of 0.9726 and 0.2763, respectively. Therefore, these two factors are considered as the most stimulating factors and they need to be taken into consideration in the plans.

Value creating through technology learning in corporation level, has been very remarkable in recent years, because three important reasons of paying attention to wealth making subject, development of technological abilities and creating competitive advantage has been converted to the strategic topics of corporation. The aim of this research is to define and prioritize the factors affecting on technology learning levels in Isfahan state corporations level.

Statistical population, are 104 corporations which are active in industrial context that examine the quintet assumptions by accumulating needed data by the use of a questionnaire with standard components and reliability coefficient of 0.845.

Regarding the results, it is demonstrated that four studied level in a structural equations model, have been truly explained technological learning levels in Isfahan state corporations level, and each one has been affective straightly on mentioned process. Accordingly, the straightest effectiveness related to average level (0.78), basic level (0.67) and global level (0.65) are respectively in next degrees of importance and also each of these affective factors on these levels have been discussed.

Originality/Value:

 According to the results, there are recommendations for managers to improve the levels of technology learning at the enterprise level, and how to pay attention to the identified factors to learn.

Identification of Effective Factors on Self-directed Learning can help improve the effectiveness of learning. The aim of this research was to investigate the effective factors on self-directed learning of employees in the police command of West Azerbaijan province using a hybrid approach of fuzzy DEMATEL and network analysis. In this descriptive-analytical study, the influential factors were selected by the opinions of experts using the Fuzzy Delphi method in 10 factors. Then, the DEMATEL fuzzy method was used to determine the relationships, intensity of influence, and dependence of the factors, and the network process analysis method was used to weigh and prioritize the factors. The statistical population of the study consisted of 12 experts in the police command of West Azerbaijan province who were selected using a non-random, purposive and targeted sampling method. The data collection method was through library and field studies, and in the field method, an interview tool was used to collect data from the experts. According to the results of the research, Conscientiousness has the highest impact, followed by time control, self-efficacy, individual creativity, use of technology, motivation for growth and progress, critical thinking, goal setting, self-management skills, and metacognitive strategies. Also, individual creativity has the highest susceptibility, and conscientiousness, self-efficacy, metacognitive strategies, self-management skills, time control, goal setting, use of technology, motivation for growth and progress, and critical thinking are susceptible in the next levels. The results also showed that time control, self-efficacy, motivation for growth and progress, critical thinking, goal setting, and self-management skills are causal, while conscientiousness, individual creativity, use of technology, and metacognitive strategies are affected. Finally, using the DNAP method, it was determined that self-management skills have the highest influential weight (0.12).

Supply chains must be resilient to deal with disruptions. Previous researches have mainly examined resilience in 3 stages, and researches that have examined resilience in 5 stages have not specified the sequence of its stages and have not specified the critical success factors in terms of the 5 stages of resilience. This research was done to determine the sequence of 5 stages of resilience, identify the critical success factors in each stage and model the factors in each stage. The statistical population of this research is the supply chain experts of Iran's machine-made carpet industry; judgmental and snowball sampling method is used, and the sample size was determined in the first stage based on theoretical saturation equal to 18 people and in the second stage equal to 10 people. To analyze the data, the method of thematic analysis and fuzzy total interpretative structural modelling approach has been used. The results showed that there are 27 critical success factors for supply chain resiliency, that are 20, 19, 20, 6 and 6 critical success factors in each of the five stages, respectively. Also, the factors of commitment, leadership, financial strength, trust, visibility and blockchain programming are of great importance in supply chain resiliency. For this purpose, it is recommended to choose suitable business partners, use supply chain management teams and use blockchain technology.

Spiritual intelligence refers to a special intelligence that refers to different human capacities and experiences that can be used to climb upwards. Spiritual intelligence is one of the types of multiple intelligences that can grow and develop independently. For this purpose, this research tries to investigate the effect of spiritual intelligence on organizational learning. The present research is descriptive-survey type and the scope of the study population is the master's degree students of Amin University of Police Sciences. The standard questionnaire of Chiva et al. was used to collect organizational learning data, and the researcher-made questionnaire was used for spiritual intelligence. The random sampling method is simple and the statistical sample number is estimated to be 87 people, and 100 questionnaires were distributed to increase the generalizability. To determine the validity of the questionnaires, the content validity was used, which was given to several expert professors. Then, to measure the reliability of the questionnaires, Cronbach's alpha coefficient was calculated by SPSS software, which was found to be 0.915, which was a suitable value. Also, in order to analyze the data, the structural equation model was used using AMOS software. The obtained results show that by changing the components of spiritual intelligence, it is possible to measure the change in the components of organizational learning, in other words, it can be said that strengthening spiritual intelligence can be effective and helpful in the learning of students of Police University.

The current study aims to present a typology of alignment of the employee mistakes types’ and learning from them with the internal marketing approach. The authors review the literature and in-depth overview of the theoretical foundations in the area of employees' mistakes and how to learn from them with an internal marketing approach in organizations. And then, based on the mutual orientation of the internal marketing matrix and combining it with employee mistakes typologies have achieved an analytical framework. Finally, the Delphi method has been used to inform the opinions of the experts to measure the correctness of the framework. Experts who were human resource experts and scholars were selected by the Purposive sampling method. The findings showed that stretch and sloppy mistakes are in line with transactional marketing methods, in such a way that stretch mistakes with energising and sloppy mistakes are associated with code-breaking. On the other side, the aha-moment and high-stakes mistakes are in line with relational marketing methods, in such a way that there are aha-moment of diffusing and the high-stakes mistakes with authorising. Considering the findings of the consensus of the experts, it can be concluded that there is an alignment between different types of employee mistakes and internal marketing approaches.Introduction Employee mistakes should not be observed as events to be disregarded or unseen but as chances for creative learning. Such a direction is viewed to positively affect learning and act of and inside organizations (Harteis et al., 2008). According to the review of existing literature on people's mistakes and their role in the domestic market, it has been determined. Therefore, in this research, we try to strengthen the literature in this field. The aim of the current research is a typology of mistakes by examining internal issues. In the following, the theoretical literature of the research was carefully described, and the background of the research was made by examining the most up-to-date research and internal research related to the current research topic from reliable databases. Then, the current research methodology is discussed, and the findings and conclusions are presented. The research's main question is: Is there alignment between the types of mistakes of employees and internal stakeholders?  Literature ReviewEmployee mistakes Palmer et al. (2010) describe a mistake as "actions of oversight or commission by individuals or groups of individuals, performance in their organization functions, that create surprising harmful consequences with an included social cost." Like this, employee mistakes can damage organizational performance (Naveh et al., 2015; Palmer et al., 2010).  2.1.1. Learning from MistakesMistakes are frequently recognized as an annoying side effect of human learning, though they can be a valuable experience resource empowering learning if acknowledged. We cannot learn from mistakes if we do not agree to take them (Kucharska, 2021). 2.1.1.1. Mistake ToleranceWhile organizations take success as confirmation of current organizational knowl-edge, defeats, and errors call it into question (Weinzimmer & Esken, 2017). Internal MarketingTo et al. (2015) described internal marketing as "observing employees as internal clients, seeing jobs as internal goods that satisfy the needs and wants of these clients while dealing with the organization's purposes."  MethodologyThe current research method is one of the survey methods, the Delphi. Delphi is a systematic method or approach in research to collect opinions from a group of experts on a topic or a question.ResultsAccording to the results obtained from the literature review and the consensus of the experts, it was found that stretching and sloppy mistakes are aligned with transactional marketing methods; in this way, stretching mistakes are aligned with energetic learning and sloppy mistakes with decoding learning. On the other hand, it was found that momentary and risky mistakes are aligned with relational marketing methods; In this way, momentary mistakes are aligned with distributed learning, and high-risk mistakes with empowerment-based learning. These cases are summarized in the table below . Discussion A learning-centric culture of mistakes tolerance might not rise in those organizations which induce staff to shirk or even hide errors. In order to finally start a learning procedure, the acting individual has to experience concern for the event. Many events are considered errors (Harteis et al., 2008). Alsinnovativeart learning from errors is one of the important belongings of innovative organizations (Khorakian & Jahangir, 2018). In the present research, the Delphi working group was held in two rounds to reach a consensus. In the first round, the respondents scored the items based on their agreement or disagreement with them, and in the second round, they revised their opinion based on the average of the opinions of the first round. The results of the experts' consensus at the end of the second round are reported below.Conclusion According to the consensus of experts, there is an alignment between different types of employee mistakes and internal marketing. Based on the results, it is suggested that organizations use the internal marketing approach to allow their employees to make mistakes and welcome their mistakes by creating a culture of acceptance of mistakes and by using relational and transactional internal marketing methods (according to the type of mistake) Creating a space to facilitate learning from mistakes.Discussion and Resultswe identified and prioritized the consequences of BD in 7 major Category including: 1-process 2-people 3-product 4-physical evidence 5-promotion 6-place 7-price. And Challenges of BD in 4 Category including: 1- Ethical and privacy issues 2- Management and financial issues 3- Technological, human and organizational challenges 4- Data reliability and data accessConclusionsOn the demand side, there has been a massive transformation in consumer behaviour. Consumers have become more experienced, independent and irrational due to changes in their values, lifestyles and demographic patterns. This has forced the supply side to shift from mass marketing to personalized marketing through the rules of market segmentation. The production process has also become more consumer centric. Furthermore, as a sign of a new era in ICTs, concepts such as big data, IoT and AI have recently gained significant importance in many sectors because the developments in ICTs have accelerated worldwide. Tourism is one of the important fields that use these concepts and will also be influenced to a great extent. Such changes will occur in the “P”s of tourism and hospitality marketing on the supply side and consumer behaviour on the demand side. As for the retransformation of tourism and hospitality marketing, new forms of “P”s can be explained as below: First, tourism products and services will be redesigned with the help of ICTs. Products and services will become more destination-oriented and smart destinations will be the core of tourism products and services. Second, the ability to use information technology and develop more technology-oriented products and services will be an indicator of pricing and value. Third, the place where all purchasing and transactions to be handled will become much more virtual. Finally, the promotion will also be more virtual-centric, where consumer decision-making can be influenced by the experience of other consumer peers and more personalized communication channels will be part of online or virtual marketing.

The current research was conducted with the aim of investigating the use of artificial intelligence in teaching and learning based on a systematic literature review. This research was fundamental in terms of its purpose, and qualitative in terms of the type of data, and the research method was meta-composite in nature. The studied community was all the documents, theoretical foundations and background related to the application of artificial intelligence in education and learning in domestic (2011-2023) and foreign (2003-2023) databases. The purposeful non-random sampling method and the sample size was based on systematic elimination based on the flow diagram of the prism model. The data collection tool was the systematic review of documents and literature. In order to calculate validity, a 27-item checklist based on the prism model was used, and in order to calculate reliability, Cohen's kappa coefficient was used, and the results indicated the validity and reliability of the tool. The method of data analysis was thematic analysis including basic, organizing and comprehensive themes with Maxqda-V12 software. Based on the findings of the research, it can be said that based on the systematic review of the literature on the application of artificial intelligence in education and learning, factors such as: personalization (components: analysis of individual interests and needs, prediction of individual behavior and performance, adjustment of content and difficulty level of education Based on individual needs, interaction (components: interactive systems, virtual reality, immediate feedback and interaction with content and educational environment), data analysis (components: collection of educational data, analysis of learning patterns and trends, prediction of results and improvement of system efficiency Educational), recommending (components: recommender systems based on individual interests and needs, recommending suitable educational resources and providing personalized guidance), evaluation and feedback (components: providing accurate and immediate feedback to the learning process, evaluating individual performance and offering suggestions Improvements needed to improve learning) were identified. Finally, based on the investigations, a model was designed and it was highly reliable.