نقی کمالی

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: 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.