رسول داوودی

Purpose: The aim of this study was to design a talent management model for primary school principals in Zanjan. Methodology: The method of the present study was a combination (qualitative and quantitative) and in terms of purpose it was an applied research. The statistical population of the qualitative section was experts who were theoretically familiar with the concept of talent management and based on purposive sampling, 17 of them were interviewed until theoretical saturation. The statistical population in the quantitative part was all primary school principals in Zanjan province (1079 people) in the academic year 2018-19 that according to Krejcie and Morgan table, 283 people were selected by stratified random sampling method. Qualitative research tools were interviews and in the quantitative part, a researcher-made questionnaire was developed based on qualitative results. The validity of qualitative results was obtained by reviewing the codings and using the agreement coefficient between the coders and for the questionnaire with face validity and reliability by Cronbach's alpha test (0.88). For the analysis of qualitative data, the method of basic theory and open, axial and selective coding were used, and for a small part of the structural equations in Amos software version 24. Findings: Qualitative data analysis identified 63 concepts and 10 central themes (environmental, cultural, motivational, educational, human resource management, personal characteristics, regulatory, communication, organizational, managerial and structural factors) that the theme Selective research also obtained effective factors on talent management. The results of structural equations also showed that organizational factors with factor load (0.85), educational (0.83) and cultural (0.80) were more important and in general, the proposed model had a good fit. Conclusion: Improving talent management requires attention to various factors that the education system by investing in organizational, educational and cultural factors can help improve the talent management of managers.

Background: The aim of this study was to identify the components and factors affecting teacherschr('39') professional ethics and provide a model. Method: The method of the present study was mixed (qualitative-quantitative) and in terms of purpose it was applicable research. The statistical population in the qualitative section included faculty member (disciplines of philosophy, sociology and education) and teachers who were theoretically familiar with the concept of professional ethics and therefore their selection was purposeful by sampling method. 20 people were interviewed until they reached theoretical saturation. Data was analyzed at three levels of open, central and selective coding. Validity of data assessed by ideas of experts and for reliability, the coefficient of agreement between the coders was used, which was 0.81. In the quantitative part, the statistical population was all primary school teachers in Tehran (7515) in the academic year 2018-2019, which according to Krejcie and Morgan table, 367 people were selected as the sample size by multi-stage cluster sampling method. The research tool was a researcher-made questionnaire. Reliability of which was obtained by Cronbachchr('39')s alpha test of 0.85 Data were analyzed by SPSS, Lisrel and Amos softwares. Results: The findings showed that the components of professional ethics included "psychological characteristics", "communication-social characteristics", "technical-specialized characteristics" and "belief characteristics" and the effective factors included four factors: economic, social, organizational and individual. Quantitative results also showed that the professional ethics model can be predicted up to about 0.70 by the identified factors and the overall fit of the model was also confirmed (GOF = 0.44). Conclusion: Considering the predictive power of the identified factors for professional ethics, it can be concluded that the proposed model can be a good framework for improving the professional ethics of teachers.

Purpose: The aim of this study was to identify the dimensions and components of human capital in the Iranian education system in order to provide a model for it. Methodology: The present study was applied research in terms of purpose and mixed (qualitative/quantitative) research in terms of implementation method. In the qualitative section, the participants included 15 university experts from Zanjan in the academic year 2019-20, selected by purposive sampling. In the next part of the study, the statistical population consisted of 1029 high school principals in Zanjan in the academic year 2019-20. The sample size was determined 292 principals based on Morgan table and was selected by simple random sampling. Data were collected through a questionnaire obtained based on qualitative findings, the validity of which was confirmed by professors and the reliability of which was calculated to be 0.81 through Cronbach's alpha test. To analyze the data in the qualitative part, the researchers used the thematic analysis method, the validity of which was confirmed by experts and the reliability of which was obtained as the coding agreement coefficient (0.86). To analyze the quantitative part, the researchers used content analysis method and confirmatory factor analysis and structural modeling with Amos24 for the quantitative part analysis. Findings: The results demonstrated that HC had 5 dimensions and 20 components, namely skill (5 components), knowledge (4 components), ethics (4 components), mental health (4 components) and sociocultural (3 components), as well as 70 indicators (P <0/05). The results of confirmatory factor analysis showed that the measurement models have a good fit. The RMSEA value was less than 0/08, the GFI, AGFI and NFI values were greater than 0.9 and the indices (PNFI and PCFI) were greater than 0/5 The results of structural equations also showed that all dimensions had a direct and positive effect on human capital (P <0/05). Conclusion: Planners and practitioners of the education system can use the results of this research at two levels of study time of human resources in universities, especially Farhangian University for the growth and excellence of human capital and during service to maintain them in the education system.

این پژوهش با هدف ارائه الگوی رهبری اصیل در مدارس متوسطه انجام شد. روش پژوهش حاضر، آمیخته اکتشافی بود. در گام اول پژوهش کیفی مشارکت کنندگان 19 نفر شامل اساتید و مدیران مدارس آموزش وپرورش استان مرکزی بودند که با نمونه گیری هدفمند انتخاب شدند. تحلیل داده ها بر اساس کدگذاری نظری سه مرحله ای باز، محوری و انتخابی صورت گرفت و برای پایایی نیز از ضریب توافق بین کدگذاران استفاده شد. در بخش کمّی، جامعه آماری مدیران مدارس متوسطه 1128 نفر بودند که با روش نمونه گیری تصادفی ساده و بر مبنای جدول مورگان و کرجسی 330 نفر از آنان انتخاب شدند. ابزار گردآوری داده ها پرسشنامه محقق ساخته و بر مبنای نتایج کیفی بود که روایی محتوایی آن پس از دریافت نظرات خبرگان مورد تأیید قرار گرفت و پایایی ابزار با استفاده از ضریب آلفای کرونباخ به میزان 84/0 برآورد گردید. تجزیه وتحلیل داده ها از طریق روش معادلات ساختاری و با استفاده از نرم افزارهایSPSS  و Amos انجام شد. یافته ها نشان داد خط مشی سازمانی، انتصابات سازمانی و... پیامدهای رهبری اصیل بودند. تحلیل داده ها با نرم افزار Amos نیز نشان داد الگوی پیشنهادی از سطح برازش مناسبی برخوردار است. یافته ها نشانگر آن بود که لازمه زیربنایی رهبری اصیل، بهبود خط مشی کلان نظام آموزش وپرورش است.

Purpose: the aim of this study was to provide a model for sharing knowledge among the faculty members of Islamic Azad University, due to the increasing need for organizations to share the knowledge at all organizational levels. Methodology: In terms of purpose and data type, this is a mixed study. The statistical population in the qualitative section consisted of 23 specialists and experts, and in a small section, 1803 faculty members were selected in the cluster sampling method using Krejcie-Morgan table. A questionnaire was developed to determine the knowledge sharing indices using the previous studies and interviewing with the experts. Findings: Validity of the questionnaire was confirmed through face validity, content and construct, and its reliability was obtained greater than 0.70 for all components, using Cronbach's alpha and the mixed reliability coefficient. Based on the obtained structural equation, the organizational factors (0.89) and individual factors (0.38) explain the variance of knowledge sharing among the faculty members. The value of fitting goodness index is greater than 0.9 and the value of the mean square error estimate was obtained 0.051. Conclusion: For the successful implementation and deployment of knowledge sharing at all levels among the faculty members, the organizational factors must be strongly considered and the probable barriers eliminated; as well as the individual and personality factors to be taken into account.

INTRODUCTION: Nowadays, manager maturity is one of the concerns of officials of most government organizations, especially the Red Crescent Society. One of the ways to manager maturity is to identify the appropriate maturity pattern of the managers of the Red Crescent Society. Therefore, this study aimed to design a maturity model of the managers of the Red Crescent Society using the Grounded theory. METHODS: This qualitative study was conducted based on an applied research method using the Grounded theory. The statistical population of the study consisted of experts and specialists in the maturity field of the managers of the Red Crescent Society. The sampling was performed using the purposive method, and 20 individuals were selected based on theoretical saturation. The data were then collected using semi-structured interviews, and data analysis was performed at three stages of open, axial, and selective coding. The validity and reliability of the research were evaluated using a triangulation approach. FINDINGS: According to the obtained results, seven important factors, including managerial, structural, organizational culture, organizational education, organizational justice, organizational socialization of managers, and psychological contracts of managers with the organization, were recognized as the requirements for designing the maturity model of the managers of the Red Crescent Society in Tehran, as the causal conditions of the axial coding. CONCLUSION: Based on the results, the outcomes of the manager maturity were classified into five components, including employee participation, employee commitment, organizational productivity, organizational performance, and manager self-efficacy. Moreover, internal changes were selected as strategies along with three components of psychological characteristics and motivators, individual skills, as well as knowledge and attitude.

INTRODUCTION: This study aimed to investigate the influential factors and the consequences of managers’ growth in the Red Crescent Society of Tehran, Iran. METHODS: This is a practical quantitative and qualitative study. The statistical population in the qualitative part of the study included experts and specialists (n=20) working in the Red Crescent Society of Tehran, Iran, who were selected using a non-random sampling method and interviews. The quantitative part of the study included 257 employees working in the Red Crescent Society of Tehran, of whom 152 were selected using a random cluster sampling method. FINDINGS: According to the results, seven factors were recognized as the requirements for designing the maturity model of the managers of the Red Crescent Society in Tehran. CONCLUSION: Based on the obtained results in this study, organizational factors were considered causal conditions, which consisted of seven components (managerial, structural, organizational culture, organizational training, organizational justice, organizational sociability of managers, and psychological contracts of managers with the organization). Moreover, five effective dimensions of managers’ growth led to employees’ participation, employees’ commitment, the organization’s productivity, the organization’s performance, and the manager’s self-efficacy.

INTRODUCTION: The present study aimed to identify the factors affecting the effective In-Service training of employees at the Red Crescent Society of Zanjan province. METHODS: This mixed methods research was conducted in two stages. Firstly, the factors affecting the effectiveness of in-service training of employees at the Red Crescent of Zanjan Province were determined through semi-structured interviews with 15 experts in this field (experts and managers of the Red Crescent Society of Zanjan Province). Thereafter, the opinions of 234 Red Crescent employees about these factors were assessed via a Likert scale questionnaire. FINDINGS: Based on the results, the factors affecting the effectiveness of In-Service training among the employees at Red Crescent Society of Zanjan Province included support and supervision, organizational climate and learning organization, change of attitude and thinking, rules and regulations, processes, technical equipment and technology, as well as professional knowledge and skills. CONCLUSION: The results pointed out that, in general, all the factors affecting the effectiveness of training were identified and explained in three categories: structural, behavioral, and environmental.