کیومرث نیازآذری

Purpose: The aim of this study was the role of political actors in the process of brain rotation in the educational system and model presentation. Methodology: In terms of nature and purpose, the present study was in the field of applied research, which was the role of political actors in the process of brain rotation in the educational system and model presentation. In this research, a quantitative research method was used. The statistical population includes all experts who have researched in the field of education, politics and sociology during the years 2019-2020 in North Khorasan province, including 522 people. Sampling method was selected through stratified proportional sampling in terms of region and using trained questionnaires, data were collected in person and the sampling volume using Krejcie and Morgan (1977) table was 192 people were selected. Data collection methods in this study were divided into two categories: library and field. In this study, an expert questionnaire was used to collect research data. In order to estimate the validity of the questionnaire, after calculating the CVR, the number 0.62 was obtained, so it was found that all the questions of the questionnaire had the necessary validity. Findings: In the model obtained in the present study, priority consists of 3 dimensions, 13 components and 52 indicators, respectively. Dimensions of research Developing a model of human resource training based on the rotation of brains in the educational system and presenting a model that is considered and deals with the main structure of the research to achieve the desired result and what was the motive and causes and effects of the components of this elite movement process. . These dimensions are: 1- Effects of pattern on elite migration 2- Factors of elite migration 3- Motivation of model providers to intervene in elite migration. Conclusion: The fact that the departure of elites from the cycle of service to society is a universal issue, in other words, this issue is not specific to a country or a group of countries. Today, developed and developing countries are grappling with this issue, but studies have shown important developments in this regard, in other words, traditionally selected people and the emergence of developing countries to the country. Developed countries migrated, but today, we are witnessing a wave of migration from developed countries to developing countries.

Purpose: The purpose of the present study was to present a model of the effect of social intelligence on teachers' quality of life by explaining the role of risk management. The research method was mixed and implemented with two types of qualitative and quantitative approaches. Methodology: The present study was a mixed (qualitative-quantitative) analysis. The statistical population of the present study included all teachers of North Khorasan province in the academic year of 2018-19. Based on this, 10 of them were selected with the criteria of over 15 years’ experience in educational management and doctorate level and were selected as the sample of the study. The statistical population was 13,800 in the North Khorasan Province Education Department. The statistical sample of the study was 400 people using quantitative Morgan table. In the qualitative part of the study, interview questions were formulated and 10 in-depth expert interviews were conducted with educational experts in the field of educational management. Then, using qualitative theme analysis, the main concepts of index extraction and coding were performed. In the quantitative part of the research, the effect of social intelligence on teacher quality of life was explained by explaining the role of risk management by using interpretive structural modeling method. Findings: The findings of the present study showed that "social intelligence" had an impact on "quality of life" and also social health mediated the relationship between social intelligence and quality of life. Conclusion: Teachers with high social intelligence establish very good social relationships with influential and important people, and this is precisely why their risk-taking on different subject’s increases.

Purpose: The general aim of this study was to present a knowledge commercialization model based on teaching-learning in Mazandaran Islamic Azad universities. Methodology: The present study was applied in terms of purpose and descriptive-survey type in terms of method. The statistical population of this study included all faculty members of Mazandaran Islamic Azad Universities, which comprised 1537 individual. Using stratified random sampling, 308 individuals were selected as sample. To collect the data, a researcher-made knowledge commercialization questionnaire with 84 items and a researcher-made learning-learning questionnaire with 30 items were used. The face and content validity of the tools were confirmed by the experts and their reliability was calculated using the Cronbach's alpha coefficient for the knowledge commercialization questionnaire (0.89) and the teaching / learning questionnaire (0.85). Structural equations were used to analyze the data. Findings: The results showed that learning-learning has a positive and significant effect on knowledge commercialization, and the knowledge commercialization from learning-learning receives a direct and significant effect with a coefficient of 0.785. The fit of the proposed model was also suitable. Conclusion: knowledge commercialization is a process of transferring and transforming knowledge generated in research centers into a variety of business activities.

Purpose: The aim of this study was to present a model of personal self-efficacy of secondary school teachers Methodology: The method of this research was qualitative and the data theory theory paradigm model was used. The statistical population included experts, specialists, officials and experts on education and faculty members in the fields of educational management and psychology, Using purposive sampling method with maximum diversity to achieve theoretical saturation, 21 people were interviewed as semi-structured interviews. For validity and validity of the data, two methods of reviewing participants and reviewing non-participating experts in the research were used. The collected data were analyzed using MAXQDA software during three stages of open coding, axial coding and selective coding. Findings: The findings showed that 27 general categories within the framework of the paradigm model, in three categories of effective planning and evaluation, environmental conditions and respect and motivational and social characteristics of the job (causal conditions), in seven categories of constructive interaction and ethics Teaching skills and teaching competence, decision-making and problem-solving skills, teacher morale and perseverance, classroom management, student involvement and application of teaching methods (central phenomenon of personal self-efficacy of secondary school teachers), in four categories of management style and facilities, Students’ motivation and skills, competitive environment and successful models and characteristics of teachers (background conditions), in four categories: system inadequacy, economic and cultural problems, educational and attitude challenges, and processes and standards (intervening conditions), in five Creating dynamic self-efficacy structures and centers, encouraging and increasing teachers’ skills, improving teachers’ motivation and commitment, and establishing professional systems in education (strategies), in four categories: improving teacher satisfaction and relationships between teachers and students, improving the quality of education and Teaching, reducing burnout and improving mental health, modeling self-efficacy and improving performance (PIA) Mods) has been extracted. Conclusion: Teachers’ personal self-efficacy includes three components: self-efficacy for student engagement, self-efficacy for classroom management, and self-efficacy for teaching strategies

Purpose : The aim of this research was identifying the components of the fourth generation university to improve the quality of education and research in Islamic Azad universities. Methodology : This study in terms of purpose was applied and in terms of implementation method was mixed (qualitative and quantitative). The research population in the qualitative section was expert professors of educational sciences in Mazandaran province in 2019 year which according to the principle of theoretical saturation, 15 of them was selected by snowball sampling method. The research population in the quantitative section was faculty members of Islamic Azad universities of Mazandaran province in 2019 year with number of 1487 people which according to Cochran's formula, 305 people were selected by cluster sampling method by observing the ratio of the number of faculty members in university units. For data collection in the qualitative section were used from text review and semi-structured interview and in the quantitative section were used from 83 items researcher-made questionnaire that their psychometric indices were confirmed. Data were analyzed by methods of open, axial and selective coding and exploratory factor analysis in Maxqda2018 and SPSS-22 software. Finding : The findings of the qualitative section showed that the fourth generation university to improve the quality of education and research had 83 open codes, 16 axial codes or component and six selected codes or categories, which were included categories and components of causal conditions (with three components of scientific-social responsibility, environmental dynamics and organizational mission), contextual conditions (with three components of organizational values and structure, facilities and equipment and motivation), axial phenomenon (with one component of the role play of fourth generation university), interventions conditions (with three components of relationship with industry, organizing educational content and library empowerment), strategies (with four components of inclusive quality management, development of fields and mutual cooperation, faculty members participation in decision-making and interaction and teamwork) and outcomes (with two components of quality of educational and quality of research). The findings of the quantitative section showed that the fourth generation university to improve the quality of education and research had 16 components were included of scientific-social responsibility, environmental dynamics, organizational mission, organizational values and structure, facilities and equipment, motivation, role play of fourth generation university, relationship with industry, organizing educational content, library empowerment, inclusive quality management, development of fields and mutual cooperation, faculty members participation in decision-making, interaction and teamwork, quality of educational and quality of research which all of them had a good factor load and they together could explain 85.37% of the total variance. Conclusion : According to the results, higher education specialists and planners can design and implement programs to improve the quality of education and research in Islamic Azad universities by promoting the components of the fourth generation university.

Background : One of the new topics in organizational behavior management is dealing with moral-emotional acting and the factors affecting it. The aim of the current research is to identify and rank the antecedents affecting ethical-emotional acting in education. Method: This research is applicable in terms of purpose, which was done with a mixed approach (qualitative and quantitative) with an exploratory design. In the qualitative part, the qualitative content analysis method was used with inductive approach, and in the quantitative part, the descriptive-survey method was used. The participants in the qualitative part were the high-level education managers of Golestan province, and the statistical population in the quantitative part included the education managers of Golestan province. The sampling method in the qualitative part was purposive sampling method (N=20) and in the quantitative part it was stratified random sampling in which 270 people were selected as a statistical sample for investigation. The research data collection tool was a semi-structured interview in the qualitative part and a researcher-made questionnaire in the quantitative part. Data analysis was done in the qualitative part through coding and in the quantitative part through exploratory and confirmatory factor analysis in SPSS 22 software. Results: The results showed that the antecedents affecting ethical-emotional acting have 2 dimensions; "individual antecedents and organizational antecedents". Individual antecedents have 3 components; "knowledge and information, personality traits and motivation" and organizational antecedents have 4 components; "organizational culture, ethical atmosphere of the organization, organizational structure and leadership and management". Conclusion: According to the results of the research, paying attention to the factors affecting moral-emotional acting will lead to the growth of positive organizational behaviors and the institutionalization of ethics in the organization. Article number: 7

Purpose: The present study aims to investigate the relationship between smart talent management and meritocracy in order to provide the expressive characteristics of the selection, appointment and maintenance of managers. Methodology: The research method is descriptive survey and the required information has been collected using a researcher-made questionnaire that its validity has been determined from the available resources and through expert opinion and its reliability has been determined by calculating the Cronbach's alpha coefficient (.882). The statistical population of the present study includes the associate professor faculty members and higher rankings and staffs having MA and higher degrees, i.e. a total of 1,200 people. Sampling method is stratified random sampling through which 291 people are selected as the statistical sample. Findings: Findings of exploratory factor analysis show that strategy, attraction, evaluation and discovery of talents are the main components of talent management, and organizational learning, knowledge expansion and sharing are the main components of knowledge management. Among the 13 dimensions of talent management, the development of talent with a standard coefficient (.90) and preservation of talent with a standard coefficient (.88) are the most effective ones, respectively. Discussion: Among the 13 dimensions of knowledge management, expansion and sharing with a standard coefficient (.95) and organizational learning with a standard coefficient (.88) are the most effective ones, respectively. Also, confirmatory factor analysis confirms the relationship between smart talent and meritocracy with a standard coefficient (1.06), and test statistics has evaluated the severity (correlation coefficient) of this relationship (.299).