ابراهیم گیوکی

Abstract Purpose: The aim of this study was to predict the job satisfaction in managers and staff of the university units in District 5. Methodology: Among the statistical population of the study, 130 people (55 females and 75 males) were selected by cluster sampling method. Data were collected using job satisfaction, emotional intelligence of Schutt, and job motivation questionnaires. Finding: For data analysis, Pearson correlation coefficient and multi-variable regression analysis were used simultaneously. So, the two predictor variables are a significant predictor of the criterion variable, that is, the variable of job satisfaction. The share of job motivation variable is higher than emotional intelligence. In other words, job motivation 57% and emotional intelligence 31% explain the variable of job satisfaction variance. Discussion: The results showed that there is a significant correlation between job satisfaction, job motivation and emotional intelligence, and on the other hand, emotional intelligence and job motivation are a significant predictor of job satisfaction.

The aim of this research the Normalization Social Intelligence Scale in Iranian Males and Females. 843 Males and Females (428 males &415 femals) were chosen through random cluster method. The social questionnaire (Tet 2008) were answered by participation. checking the internal consistency showed that all of dialects, except dialects1- 2- 6- 7- 8- 9- 10- 16- 18- 19- 24- 26- 29- 37- 38- and 41 have a high correlation with the total score, therefore 16items from 45 items were omitted. Factor analysis revealed that the inventory consisted of four factors. These four factors explained 26. 85% of the variance. Internal reliability using Cronbach’s alpha in sample of students (n =843) was. 61. Then, a sample of 50 Participants out of the 843 was randomly selected to examine test- retest reliability 2 weeks later, obtaining a reliability coefficient of. 61. As items were deleted, alpha, the scale mean, a scale variance, and item- total correlation were calculated main conclusions emerged from the results of this study: The Persian/Farsi version of the social intelligence Inventory had satisfactory levels of internal consistency among undergraduate Participants Iranian.

The purpose of this study was to design and formulate strategic liquidity management strategies in the banking industry. In this research, in order to combine qualitative and quantitative data, a sequential integrated exploratory method will be used, according to the classification model with emphasis on qualitative data. Therefore, according to its objectives, the present study is part of applied research and in terms of the research process is part of descriptive and exploratory research that was conducted in two parts: qualitative and quantitative. The statistical population of the present study was the qualitative part of the managers of the Welfare Bank. The sampling method was to achieve theoretical saturation and 25 people were selected as the sample size. Therefore, a survey was used to collect information and according to the data collection, two types of tools were used to review documents, interviews, and questionnaires, and the evaluation method of the questionnaire was performed with a 5-point Likert scale. The Cronbach's alpha questionnaire was used. SWOT analysis was used to analyze the data. The results showed that the Welfare Bank has many opportunities to develop appropriate liquidity management strategies. As it was observed, the chart stretches towards the opportunities and strengths of the offensive situation, which requires strategic planning to use the strengths and opportunities, and 11 strategies were developed for this purpose.

Purpose: Talent management helps to identify the talented forces of the organization for their purposive development. Therefore, the purpose of this study was to investigating the validity amount of the talent management model based on the teachings of Nahjolbalagha. Methodology: This study was a part of mixed research (qualitative and quantitative). The population of the qualitative part was management experts and proficient in sermons, wisdom and letters of Nahjolbalagha, which according to the principle of theoretical saturation 10 people were selected as a sample with the purposive sampling method. The population of the quantitative part was the employees of the General Department of Social Security of Isfahan province, which according to the Cohen's table 136 people were selected as a sample with the simple random sampling method. In this study, qualitative part data was collected by semi-structured interview method and analyzed by thematic analysis method and quantitative part data was collected by 101-item researcher-made questionnaire method and analyzed by exploratory factor analysis and structural equation modeling methods. Findings: The findings of the qualitative part showed that the talent management model based on the teachings of Nahjolbalagha had 101 concepts, 23 basic themes and 7 organizing themes including talent acquisition and employment, training and development, preservation and maintenance, influence of talents, mission and value, socialization of talents and dismissal and appointment. Also, the findings of the quantitative part showed that the factor load of all 101 items was confirmed because it was more than 0.50, the average variance extracted of all 7 organizing themes was more than 0.50 indicating appropriate convergent validity, the influence coefficient of all 7 themes because more than 0.15 indicates a medium and higher effect size, the Heterotrait-Monotrait ratio of all 7 themes because less than 0.90 indicates appropriate divergent validity and Cronbach's reliability and combination of all 7 themes because more than 0.60 indicates appropriate reliability. In addition, the effect of the talent management model based on the teachings of Nahjolbalagha on all 7 themes was significant (P<0.001). Conclusion: Based on the results of this study, the talent management model based on the teachings of Nahjolbalagha was valid and experts and planners, especially religious experts and planners can exploit the mentioned model.