درخت حوزه‌های تخصصی

Purpose: The purpose of this study was to evaluate the effectiveness of acceptance and commitment therapy education on students' responsibility. Methodology: The research method was quasi-experimental with pre-test and post-test with control group. The statistical population of this study was all female students of Shahid صادقیSecondary School (District 6) in Tehran during the school year of 2018-2019. The sample consisted of 30 students (15 experimental group, 15 control group) from those who had a lower than average deviation from the responsibility scale and were randomly selected and divided into two groups of 15 experimental and control groups. Were. The experimental group received 8 sessions of acceptance and commitment therapy training while the control group did not receive any intervention. To measure the variables, Kordlow Liability Questionnaire (2008) was administered to both groups and data obtained from pre-test and post-test using multivariate analysis of covariance. And univariate analysis was performed. Findings: The results of multivariate and univariate analysis of covariance showed that acceptance and commitment therapy education increased the students' responsibility in comparison with the control group in the post-test. (P <0.05). conclusion: Therefore, it can be concluded that acceptance and commitment based training can be used to promote accountability and its components. Acceptance and commitment based therapy can be part of intervention programs in counseling centers. Schools should be targeted to increase accountability of target groups.

Purpose: The purpose of this study is to compare and investigate the differences existing in the attitudes of one of the most influential philosophical schools, Rorty's new-pragmatic, and the associated Western pragmatism, especially the educational system of the United States, with the Islamic educational philosophy. Methodology: This is a qualitative research study in which the internet and library resources have been used. The finding of this study indicated that the tenet of new-pragmatic is to propose factual issues beyond time and ignoring objectivity. Findings: Given that, new-pragmatism made use of some principles based on which it could bridging the gap of relativism. However, it is unable to explain the identity of an individual in a comprehensive educational philosophy. Consequently, new- pragmatism proposes the design of modern language which is an idealistic one and since it is a futuristic model, it cannot be the basis for educational philosophy which needs a practical model. Sequentially, it should be noted that in the studies which are conducted on the current educational philosophy practiced in Iran, many of the new alternatives are provided are not without failures. Discussion: That said, no new educational philosophy should be used in Iranian context without doing research and comparing it with the Islamic philosophy which pays the utmost attention to the human spirituality for many years even if the founders of such schools of philosophy have global reputation and be among the most influential philosophers.

Purpose: The purpose of this study was to determine the impact of leadership style on innovation according to the mediating role of commitment and organizational climate. Methodology: The research method was applied in terms of purpose and descriptive-survey in terms of data collection method. The statistical population of the study consisted of all employees of the Tax Administration of Iran. Using Cochran formula and stepwise cluster random sampling, 752 individuals were considered as the sample size. Data were collected using standardized and transformational leadership questionnaires by Bass & Avilio (2000); organizational commitment by Meyer & Allen (1997); Holpin & Croft (2000); After collecting the questionnaires, the data were analyzed by mean, standard deviation, percent, frequency and table using SPSS software and statistical inference was made by structural equation modeling using lisrel software. Path coefficients and software significant coefficients were used to investigate the research hypotheses. Findings: The results showed that the degree of fit of the proposed model was appropriate according to the research components; transformational leadership on innovation with mediator role of organizational commitment was 0.90, transformational leadership on innovation with mediator role of organizational commitment. 0.82, pragmatic leadership influenced innovation with mediator role of organizational commitment 0.99, also pragmatic leadership influenced innovation with mediator role 0.71. Conclusion: Managers can increase employees' organizational commitment by adopting transformational leadership style or a combination of transformational and pragmatic leadership style rather than pragmatic style.