درخت حوزه‌های تخصصی

Purpose: The objective of this study was to rank municipality efficiency by stimulating job performance of employees and managers of municipalities of north Khuzestan Province through cultural intelligence based on data envelopment analysis (DEA) linear programming model. Methodology: The present study was applied in terms of objective and descriptive survey in terms of data collection method. The statistical population of this study included experts and managers of municipalities of north Khuzestan Province. The statistical sample was selected by convenience sampling. Data collection tools were cultural intelligence questionnaire by Ang et al. (2004), occupational performance questionnaire by Alirezaei et al. (2012). Findings: Finally, it was concluded that, in order of priority, Dezful, Lali, Shush, Izeh, and Masjed Soleiman were the most efficient municipalities. Conclusion: According to the present study, it was found that the cultural intelligence of employees and managers has a positive effect on their job performance

Purpose: Covid-19 pandemic increased the use of e-learning and the ensuing academic stress. This research aims to study the relationship between e-learning induced academic stress and academic self-efficacy in the Yazd branch of Payame Noor University in Iran. Methodology: This is a descriptive-correlational study. The study population was the Yazd branch of Payme Noore University students in the 2020-21 academic year. Cochran’s formula gave us a sample size of 319 people. Due to the Covid-19 pandemic and the unavailability of some of the sample members, we used voluntary sampling. Our research tools were the academic stress scale (Pooladi Reyshahri, 1995) and the academic self-efficacy scale (Owen and Froman, 1988). We sent the scale to the subjects electronically. The scales’ alpha Cronbach reliabilities were 0.90 and 0.84, respectively. We analyzed the data using the T-test, correlation, and regression in SPSS version 21. Findings: Our findings showed that e-learning induced academic stress, and its subscales (academic conditions and economic environment stresses) were significantly below average in the students. Students’ academic stress and academic self-efficacy were significantly and inversely related. Academic stress could significantly explain self-efficacy (P < .001). Conclusion: Our results showed the negative role of academic stress in explaining students’ academic self-efficacy. Reducing students' academic stressors through academic workshops can significantly increase academic self-efficacy.

Purpose: Examining the factors affecting the social role of the higher education system can help in its improvement. Thus, this research aimed to identify and rate the factors affecting the social role of the academic system based on interpretive structural equations. Methodology: Regarding aim, this study was of applied type and considering method of implementation, it was cross-sectional. The research population consisted of the qualitative section of documents and texts related to the research and experts of this field. Fifty documents and texts were chosen via purposive sampling method, and 10 experts were selected via purposive sampling method as the sample. The data were collected through taking notes from the documents and texts as well as surveying experts about a researcher-made questionnaire, and analyzed further via interpretive structural equations method in PLS software. Findings: The results indicated that the factors affecting the social role of the higher education system include 11 factors including making the academic curricula challenging, promoting social participation forms, preparing students for public jobs, active civic curriculum, training and learning social responsibility, research-orientedness, social projects, training qualified individuals, attention to the views of social beneficiaries in the academic system, and training social sensitivity. The results of interpretive structural equations indicated that the factor of promoting social participation problem claimed the first rank, followed by research-orientedness and training qualified individuals at the second level, training and learning social responsibility at the third level, factors of making academic curricula challenging and preparing students for public jobs at the fourth level, factors of active civic curriculum factors, attention to the views of social beneficiaries in the academic system and training social sensitivity at the fifth level, factor of developing eligible citizens at the sixth level, and factor of social projects at the seventh level. Based on that, the interpretive structural model of factors affecting the social role of the academic system was designed. Conclusion: Based on the present study results, planners and experts of higher education can benefit from the present study results, and use the identified factors affecting the social role of the academic system for improving the status of university and acquiring competitive advantage.

Purpose: Today, with the transition from the industrial economy to a knowledge-based economy, the economic value of the human resource in the organization is more evident than ever. Human resource accounting is a relatively new approach to calculating the value of human resources as a part of the organization's capital and assets. This study aimed to identify the components of human resources valuation and design the employee valuation pattern in the country's banking network based on the human resources accounting approach. Methodology: The study was conducted using a mixed method (qualitative and quantitative) in three consecutive phases. In the first phase, the components affecting the human resources valuation process were extracted through the content analysis of related studies. After extracting the general components, initial interview questions were formulated using them. In the second phase, additional components and indicators were identified through semi-structured interviews with elites and informants in human resource accounting. In the third phase, using quantitative methods, the validation and ranking of the components were done. Finally, the valuation pattern of the country's banking network employees was formed. Findings: The final pattern included a total of 36 components in four categories: individual and personality characteristics (11 components), professional qualifications (9 components), social capabilities (7 components), and organizational costs (9 components). Conclusion: The proposed pattern in this study can provide the possibility of a multi-faceted valuation of the banking network employees in Iran due to the coverage of a wide range of components affecting the valuation.