درخت حوزه‌های تخصصی

Purpose: This study aimed to investigate the pattern design and validation of the organizational effectiveness of Islamic Azad University in Tehran province. Methodology: The research method was applied and qualitative in terms of data type. The statistical population of the study consisted of the experts in the field of educational management and higher education management. 30 individuals were selected as the sample size using the purposeful sampling and saturation principle methods. In this study, the Interview with the experts was valid & Reliable. Findings: The content analysis method (open, axial, and selective coding) was used to analyze the research data. The findings indicated that the components of organizational effectiveness in Islamic Azad universities of Tehran province include organizational commitment, organizational health, organizational innovation, and job satisfaction. According to the identified components, a model was presented with a proper fit. Conclusion: Human resource strategies should be bound to the organization's overall strategy and get to the point fruition.

Purpose: The aim of this study was to predict the effective variables of empowerment on human resource efficiency of the Sports and Youth Organization of West Azerbaijan Province using the TOPSIS technique. Methodology: The method of the present study was descriptive-analytical, applied. The statistical population of the study, in the first part included the experts of the sports and youth departments of West Azerbaijan province in the winter and spring of 1397-1397 and in the second part all the employees of the sports and youth departments of West Azerbaijan province. In the first part of the research, the researcher ranked the research options with a survey of 15 experts and in the second part, using Morgan table, 150 people were estimated as a research sample, which was done by random sampling among the staff of the Sports and Youth Department of Azerbaijan province. It was western. In the first part, with the exploratory approach and extraction of components, 8 indicators and 39 items were extracted, which were used for design in the model design stage, and in this part, according to the sample size, which was less than 200. In this study, in order to describe the data from descriptive and inferential statistics and from TOPSIS statistical software for the best and worst desired situation in evaluating the options, SPS24 and the partial least squares technique with the help of Smart Cup software. S2 was used. Findings: The results showed that 8 extracted indicators (organizational culture, 0.79, organizational support 0.76, technical factors 0.74, individual factors 0.653, job-related factors 0.646, educational factors 0.60, Systemic factors (0.495 and environmental factors (0.367, respectively) indicated empowerment and productivity of human resources from the perspective of respondents. Conclusion: Empowering employees on organizational performance of employees significantly increases organizational performance.

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: A teaching organization is one whose members are all teaching and learning. This study investigated the model of teaching organization for Farhangian University. Materials and Method: To this end, 35 experts and clear sighted individuals working in this university and are aware of this university function were interviewed and data were elicited. The method was the systematic plan of data-based theory. Measuring validity of data using interviewees and experts' comments and estimating reliability through experimental interviews were done. Findings: The results during 3 steps of open, axial and selective coding indicated 54 components, which were in a paradigm model including: hardware infrastructures (educational equipment, physical space and new technologies); software infrastructures (proper curriculum programming, organizational and media relations, organizational atmosphere, organizational value internalization, ideas and organizational subjective patterns, financial resources management, paving the way for mutual learning, members cooperation in mutual learning, organizational culture of teaching and scientific-social networks); thought ware infrastructures (human capitals, inter-members mutual trust, management subjective pattern, edge, members empowering, members attitude and mentality, members energy and motivation and teachable points of view); social factors, informational and technical factors, political factors, value factors, economic factors, environmental-biological factors, and team learning, common perspective, systemic thought, personal dominance, subjective models, producing knowledge and conveying knowledge. Discussion: They are reflected the model of a teaching organization for Farhangian University.