محمدنقی ایمانی

Purpose : This aim of present research was designing an effective professional ethics model in training from the perspective of heads and deputies of education of Tehran province. Methods : This study in terms of purpose was applied and in terms of implementation method was mixed (qualitative and quantitative). The research population in both qualitative and quantitative sections was the heads and deputies of education in 2019-20 academic years. The research sample in the qualitative section according to the theoretical saturation principle was 40 people who were selected by purposive sampling method and in the quantitative section according to Cochran's formula were 230 people who were selected by multi-stage cluster sampling method. The research instruments were the semi-structured interview and a researcher-made questionnaire whose psychometric indicators were confirmed. Data were analyzed with using methods of open, axial and selective coding, exploratory factor analysis and structural equation modeling in SPSS and LISREL software. Finding : The results of both qualitative and quantitative sections showed that effective professional ethics in training had 40 indicators and 9 components including self-efficacy, scientific responsibility, individual ethics, managerial factors, organizational factors, job ethics, extra-organizational factors, social responsibility and belonging to scientific society. Also, the effective professional ethics model in training had a good fit and all 9 components had a significant effect on the mentioned model (P <0.05). Conclusion : According to the results, planning to improve the effective professions ethics in education is necessary by experts and planners. As a result, they can enhance the components of self-efficacy, scientific responsibility, individual ethics, managerial factors, organizational factors, job ethics, extra-organizational factors, social responsibility and belonging to scientific society

Purpose: Considering the role and importance of professional ethics in all organizations, including educational organizations, the purpose of this study was designing a pattern of extra-organizational professional ethics of deputies and heads of education districts. Methodology: The present study in terms of purpose was applied and in terms of implementation method was combined (qualitative and quantitative). The research population in both qualitative and quantitative sections were deputies and heads of education districts of Tehran city in 2018-19 academic years, which The sample size in the qualitative section according to the principle of theoretical saturation was estimated 20 people who were selected by purposive sampling method and the sample size in the quantitative section according to Cochran's formula was estimated 113 people who were selected by cluster random sampling method. The research instruments were semi-structured interview and researcher-made questionnaire whose psychometric properties were confirmed. Data were analyzed by methods of coding and exploratory factor analysis. Findings: The results of the qualitative section showed that extra-organizational professional ethics included 71 indicators in 14 categories of professional, ethical or normative, ethical knowledge, organizational strategies, education, managerial factors, resources, institutionalization, evaluation, staff, organizational culture, structure factors, organizational procedures or regulations and development of individual and organizational professional ethics. Also, the results of the quantitative section showed that extra-organizational professional ethics included 40 items in 9 factors of self-efficacy, scientific responsibility, individual ethics, managerial factors, organizational factors, job ethics, extra-organizational factors, social responsibility and belonging to scientific social, which two factors of self-efficacy and belonging to scientific social were removed from the pattern due to a factor load of less than 0.40. Finally, the pattern of extra-organizational professional ethics of deputies and heads of education districts was designed. Conclusion: According to the designed pattern of extra-organizational professional ethics of the deputies and heads of education districts, to promote the extra-organizational professional ethics in them can be improved the identified categories.

Purpose: The aim of this study was to develop an educational leadership model based on the teachings of Islam. Methodology: The present study was fundamentally-applied and in terms of data collection method, it was a mixed (qualitative-quantitative) exploratory research. The statistical population in the qualitative part of the research was Islamic experts who using purposive sampling method, 12 people were selected as the sample size. In the quantitative part, the statistical population included all principals and deputies of non-governmental schools in Tehran, of which 281 were selected using stepwise cluster random sampling and Cochran’s formula. Data were collected by two methods: information was collected by referring to the Quran, Nahj al-Balaghah, Imam Sajjad’s treatise on law and sufficient principles) and field (researcher-made questionnaire). The validity and reliability of the instrument were evaluated and confirmed in two parts: quantitative and qualitative. The collected data were analyzed in the qualitative part by meta-combined method using MAXQDA coding software and in the quantitative part by confirmatory factor analysis using Lisrel-V8.8 software. Findings: The results showed that among 112 indicators, three dimensions and twelve components are involved in developing a model of educational leadership based on the teachings of Islam, which are: the dimension of religiosity with the components of religiosity and divine help; The dimension of self-balance: the components of self-discipline, wonder-breaking and dignity-enhancing; The dimension of labor relations: components of organizational leadership, responsibility, trust building, heart writing, tolerance, participation, and central justice. Conclusion: The findings also showed that the model had a good fit.

Purpose: The purpose of this study was to identify the dimensions and components of organizational agility based on human resource development to provide a model of organizational agility in the Islamic Azad University of Tehran. Methodology: The present study was a mixed type (quantitative and qualitative) and at the same time it was an applied research. In this regard, the statistical population of the study includes all employees of the Islamic Azad University of Tehran in 2015- 17, which was about 6735, and using Morgan table and Cochran's formula and multi-stage cluster sampling method and relative 386 employees of the university as The sample size was considered. Data collection method was based on a researcher-made questionnaire, research literature and semi-structured interviews. And Cronbach's alpha coefficient of research tool was calculated 0.919. After distributing and collecting the questionnaires, reviewing the information and testing the hypotheses was done using structural equation modeling and SPSS, LISREL software. Findings: Finally, the research findings confirmed the five dimensions, strategic, information technology, human, organizational and cultural, as dimensions affecting organizational agility based on human resource development. The results showed that the strategic dimension of the highest average and dimensions of information technology and human, organizational and cultural are in the next ranks. Finally, confirmatory factor analysis showed that the dimensions of organizational agility based on human resource development up to 71.282%, the variance of existing indicators of organizational agility based on human resource development explains. Conclusion: From the perspective of the studied sample, respectively, dimensions: strategic, information technology, human, organizational and cultural in the scale of measurement (1 to 4) have been important to a large extent and very much in organizational agility based on human resource development.

Abstract Purpose: The purpose of the present study is presenting a model to provide the succession for the managers of Education & Training organization. The research method in terms of the purpose was practical/ fundamental one, in terms of collecting the data, it was descriptive- surveying and in terms of data type, it was mixed (qualitative & quantitative) exploratory one. Methodology: The population of the study in qualitative part includes academic experts and Tehran Education & Training top managers. Among them, the sample was selected according to purposive sampling and 10 person’s saturation method. The second group of the study population includes all heads and deputies (2400) of the Education Department in the provincial centers of the country. The sample size of 331 was selected by multilevel cluster sampling method. Data collection was done by library, semi-structured interviews (qualitative part) and research made questionnaire with 84 questions (quantitative part) was used. Interviews with experts indicate that the interview was valid and for measuring the reliability, theoretical coding based on fundamental data theory was used. For measuring the questionnaires’ validity, the face, content and construct validity were measured and for measuring the questionnaires’ reliability, Cronbach's alpha reliability coefficient and retest were used. According to the study research questions, descriptive statistics and inferential statistics (Verifiable and exploratory factor analysis and one sample t-test) were used in quantitative part using SPSS and Lisrel soft wares. Findings: The results of the study indicated that the models input that was the factors influenced on succession included, individual, organizational and procedural. The model output, that is the effective factors included, job satisfaction (job nature, development opportunities and organizational climate). Conclusion: According to mentioned components, the presented model had good fit. Also the results showed that the situation of succession, job satisfaction, coaching tasks and talent management was undesirable, but the situation of the leadership roles and human capital was desirable.

Purpose: The present study aims at offering an appropriate pattern for strategic human resources management (SHRM) based on intellectual, cultural and psychological capitals in Islamic Azad Universities from Mazandaran Province. The current study is a descriptive-analytical research in terms of the objectives it is in pursue of and it is generally enumerated among the applied research. Method: The study population included all the faculty members from Islamic Azad Universities in Mazandaran Province who were studied in the curriculum year of 2015-2016. 320 individuals from faculty members’ population in various Islamic Azad University branches in Mazandaran Province were selected as the study sample volume based on Morgan’s table and through taking advantage of a simple randomized sampling method. The data were collected by the use of intellectual capital questionnaire designed by Bontis in 1998, the cultural capital questionnaire made by Gerami in 2012) and the psychological capital questionnaire constructed by Luthans et al (2005) and finally through administering the strategic human resources management questionnaire made by Boyle et al (2015). Finding: To analyze the data, structural equations model was used. The study findings are suggestive of the idea that human capital, structural capital, cultural capital, relational capital and psychological capital exert positive and significant effects on the strategic human resources management. Conclusion: Furthermore, structural capital, cultural capital, relational capital and psychological capital were not found having a significant effect on the structural capital and it is through investing on intellectual, cultural and psychological grounds that a competitive advantage can be obtained through improving the strategic human resources management.