درخت حوزه‌های تخصصی

Purpose: The aim of this study was to Presenting Human Resource Selection Model in Education with Tricycle Model. Methodology: This study was applied in terms of purpose and exploratory in terms of data type. The statistical population of the qualitative part of the research included university experts and senior managers of education and training of the whole country in the academic year of 2018-2019. Using the principle of theoretical saturation, 23 experts were selected based on purposeful sampling method. And the deputies of the Education Organization in the whole country were 900 people in 1397-98, and using the Cochran's formula, 270 people were selected based on the relative class sampling method. In order to collect the data, two interview tools and a researcher-made questionnaire including 87 items were used. Its validity was examined in three formal, content and structural methods and its reliability (Cronbach's alpha and hybrid reliability) was above 0.7. The data analysis method in the qualitative part of the theoretical coding was based on the method of basic data processing theory and in the quantitative part the methods of confirmatory factor analysis and modeling of structural equations were used using Lisrel-v8 software. Findings: According to the findings, the factors influencing the selection of human resources, including the behavior of the professional citizen, job performance and innovation, and the constituent components of human resource selection included, contextual, structural and behavioral components. Also, all the components identified in the current situation were evaluated as desirable. In addition, in this study, the mechanisms, contexts and barriers to human resource selection were identified. Conclusion: Strategies for developing an operational plan to improve human resource development in the education organization; Paying attention to meritocracy in delegating work responsibilities; Continuous evaluation of employee performance; The removal of infrastructure and credit barriers to staff access to Internet and scientific networks. Finally, it is possible to improve the choice of human resources according to the amount of components of the behavior of a professional citizen, job performance and innovation.

Purpose: The purpose of this study was to investigate the status of organizational structure in Farhangian University according to the integration approach. Methodology: The present study was a survey research approach in terms of applied purpose and in terms of data collection approach. The statistical population of this study included managers and staff of Farhangian University. According to the latest statistics and information available in the Vice Chancellor for Planning and Information Technology of Farhangian University in the academic year 2017-18, a total of 890 staff and managers of Farhangian University in Tehran (all campuses with Headquarters) were working. In order to determine the sample size, Morgan table was used. According to Morgan table, 270 samples had to be selected. Also, due to the presence of the researcher in Kermanshah, Kermanshah city campuses were used and a total of 328 people were selected. The instrument used in this study was Robbins (1989) Organizational Structure Questionnaire which examines three dimensions of complexity, formality and focus in the organization, the reliability of which was calculated using Cronbach’s alpha of 0.85. Data analysis was used at two descriptive levels (mean and standard deviation) and at the inferential level; one-sample t-test was used. Findings: The results showed that the organizational structure of Farhangian University was moderate in complexity, low in formality and high in concentration. In other words, the sub-component of complexity (3.04) is moderate, the sub-component of formality (2.44) is lower and the sub-component of concentration (3.10) is higher than the average. All these results are calculated according to t And were statistically significant at the level of 0.05. Conclusion: Organizations are known through their manpower and structure, so an organization that has a proper structure and decent manpower is ready for its effectiveness

Perpose: The aim of this study was to design a model of professional competence of principals based on the development of creativity and innovation in primary schools. Methodology: The method of the present study was a combination of exploratory type in which the qualitative method was performed using the underlying theory and the quantitative method was performed using the structural equation model. The statistical population of the study was in the quantitative part of all primary school principals in Tehran in the academic year 2019-20 and in the qualitative part of all experts in the field of education in Tehran. Sampling in the quantitative part using stratified stratified sampling method 196 managers of 22 districts of Tehran were selected and in the qualitative part 17 people were selected using purposive sampling with emphasis on the principle of theoretical saturation. The research tools in the qualitative part were in-depth semi-structured interviews with 5 questions and in the quantitative part of the researcher-made questionnaire to assess the components of manager’s professional competence. Since the content of the questionnaire shows the components that have the highest coefficient of importance, according to the approval of the questions by experts, the validity of the content of the questionnaire has been confirmed. The total alpha coefficient of the design questionnaire identifying the pattern of professional competence of principals based on the development of creativity and innovation in primary schools is 0.937 or 94% that the tool used has a good reliability. Data were collected in the qualitative section by grounded theory method and then analyzed by testing structural equation modeling using Smart PLS software. Findings: The results of exploratory and confirmatory factor analysis showed that the components of motivation, management, technology, attitude-behavioral, cognitive-skill components and indicators of professional competence of principals are based on the development of creativity and innovation in primary schools. Also, the model fit indices that were performed using the structural equation model showed that the research data had a suitable fit with the model of professional competence of principals based on the development of creativity and innovation in primary schools. Conclusion: Based on the results of the research, attracting and employing competent managers, especially in the critical elementary school, requires the creation of a human resources system in which meritocracy prevails.