درخت حوزه‌های تخصصی

Purpose: The aim of this study was to identify the dimensions and components of competency of managerial skills of cultural women in education in Mazandaran province. Methodology: This research was applied and in terms of method, it was mixed (qualitative and quantitative). In the qualitative part, the statistical population consisted of experts, professors and senior managers of education and in a small stage, it consisted of all school principals, principals and experts of education departments of Mazandaran province with a number of 1800 people who 317 people were selected by cluster sampling method. The measurement tool was a researcher-made questionnaire whose construct validity was calculated using factor analysis method and the reliability value through Cronbach's alpha coefficient was 0.94. Findings: at 95% confidence level (= 0.05); Findings showed that the four components of spiritual competence, communication competence, competence to work in a masculine environment and personality competence constitute the indigenous model of managerial competencies of cultural women in Mazandaran province. The dimension of spiritual competence is one of the components of spiritual attitude and spirituality in the work process; The dimension of communication competence of the components of interpersonal communication at the sub-level levels and interpersonal communication at the upper levels; The dimension of work competencies in the male environment consists of components of professional and interpersonal solidarity and showing the scope of communication, and the dimension of personality competencies consists of the components of extraversion and self-construction and coaching (<0.05). Conclusion: Paying attention to the competencies of women cultural management skills in education is one of the most important and necessary issues in the development of advanced and growing societies that if we pay attention to spiritual competencies, communication, working in a masculine environment and personality, can be improved and upgraded.

Purpose: The aim of this study was to identify the factors affecting justice-oriented in attracting, retaining and promoting human resources and provide a favorable model. Methodology: This study was applied in terms of purpose and qualitative in terms of implementation. The study population was all articles related to the role of justice-oriented in attracting, retaining and promoting human resources in the scientific databases of Magiran, Scopus from 1991-1992 (227 articles) and managers and human resources experts in government organizations in Tehran in 2018-19. The research sample consisted of 40 articles and 15 experts who were selected according to the principle of theoretical saturation and purposive sampling. Data were collected by filing methods and interviews with specialists and their psychometric indices. Content analysis method was used to analyze the data. Findings: The results showed that the effective factors in justice-oriented in all three processes of recruitment, retention and promotion of human resources included both external and internal factors. For the external factor in all three processes of recruitment, retention and promotion of manpower, four dimensions including cultural (5 common indicators for all three processes of recruitment, retention and promotion of human resources), economic (5 common indicators for all three processes), social (4 indicators Common to all three processes) and political (1 common indicator for all three processes) and for the internal factor three dimensions including management of ethics, values ​​and culture (6 common indicators for all three processes), individual (indicators were different and 4 indicators to attract , 3 indicators for maintenance and 6 indicators for upgrade) and internal indicators (indicators were different and 5 indicators for absorption, 5 indicators for maintenance and 5 indicators for upgrade) were identified. In total, 2 factors, 7 dimensions and 48 indicators were identified and based on that, an appropriate model of factors affecting justice-oriented in attracting, retaining and promoting human resources was designed. Conclusion: According to the research findings, the effective factors in justice-oriented in all three processes of recruitment, retention and promotion of human resources included both external and internal factors

Purpose: The purpose of this study was to present a model of organizational empowerment based on knowledge management among employees of Sepah Bank branches in Tehran. Methodology: The present study was applied in terms of purpose, and in terms of data collection, it was a mixed research (qualitative and quantitative). The statistical population consisted of academic and organizational experts including senior managers of Sepah Bank in Tehran and the quantitative department included all employees of Sepah Bank in Tehran. Sample size was estimated in theoretical saturation (20) in qualitative section and 343 in quantitative section. Purposeful sampling and stratified random sampling were used for quantitative sampling. Data were collected through qualitative interviews and quantitative researcher-made questionnaires based on 5-point scale. The face and content validity of the questionnaire was confirmed by several experts, validity was calculated by means of variance mean and divergent validity was calculated by AVE. The reliability of the questionnaire was 0.968 through Cronbach's alpha. Data were analyzed using Cronbach's alpha, AVE, AVE root matrix, Kolmogorov-Smirnov test, confirmatory factor analysis, and one-sample t-test. Findings: The results resulted in the identification of 17 components and 66 indicators, including 14 affective components including trust, motivation, commitment, emotional intelligence, participation, communication, structure, education, culture, leadership, technology and reward and 3 affective learning components. Organizational, organizational entrepreneurship and performance, a moderating variable (personality traits) and knowledge management as independent variables affect organizational empowerment based on knowledge management. Other results showed that the status of identified components in organizational empowerment based on knowledge management is desirable. In addition, mechanisms, facilitators, and barriers to organizational empowerment based on knowledge management were also presented. Finally, a research model consisting of influencing factors, content phenomena (constituents, facilitators, barriers, and effective mechanisms for organizational empowerment based on KM) was presented and the degree of fit was confirmed by experts with 95% confidence. Conclusion: Choosing important and effective knowledge and capabilities in the organizational field and enhancing organizational skills is a very effective way of empowering organizational personnel that can lead to enhancing organizational efficiency and organizational integrity of an organization's personnel.

Purpose: The purpose of this study was to compare the personality characteristics of single-child, two-child and multiple-child students in Sari. Methodology: This study was a descriptive-comparative study. The statistical population of this study included all male and female students of first, second and third grade high schools of public and private schools in Sari in the academic year of 2018-19. The sample of the study population was 370 people using random sampling method based on Morgan table. In order to predict the decrease of subjects, the tests were performed on 500 people, but finally 324 questionnaires were completed. Demographic and personality questionnaires were completed by the 5-item Neo. Data was analyzed by SPSS software using descriptive statistics and multivariate analysis of variance at the significant level of 0.05. Findings: The results showed that there was a significant difference between the characteristics of neuroticism, extraversion, openness, agreeableness, and conscientiousness of students belonging to single-parent, two-parent and multi-child families (p <0.05). Also, no significant gender differences were found among the five personality traits of male and female students of single, two and multiple children (p <0.05). Conclusion: Student personality traits of single-child, two-child and multiple-child families. Happiness, life satisfaction and hope for the future are higher in single-parent families than single-parent families. In the present study, the agreement and extraversion of single children were higher than two children and multi children. Extraversion also includes traits such as positive thinking, happiness, life satisfaction and hope for the future. To illustrate this incongruity, it can be stated that single children in their families do not have conflicts with their peers and always remain in the strong position of the first child who has no successor and who has not been affected by the birth of the next child. Cause higher extravasation of this stratum.

Purpose: This research was conducted with the aim of presenting a model of self-handicapping based on time perspective and intelligence beliefs mediated by academic self-efficacy in students. Methodology: Present study was cross-sectional from type of correlation. The research population was all secondary high school students of Tehran city in 2019-20 academic years. The sample size was considered 400 people who were selected by multi-stage cluster sampling method. The research tools were the revised self-handicapping scale (Jones & Rhodewalt, 1982), time perspective questionnaire (Zimbardo & Boyd, 1992), intelligence beliefs scale (Abd-El-Fattah & Yates, 2006) and academic self-efficacy scale (Jinks & Morgan, 1999). Data were analyzed by structural equation modeling method in SPSS-25 and Amos-23 software. Findings: The findings showed that the model of self-handicapping based on time perspective and intelligence beliefs mediated by academic self-efficacy in students had a good fit. Also, time perspective and intelligence beliefs had a direct and positive effect on academic self-efficacy and time perspective, intelligence beliefs and academic self-efficacy had a direct and negative effect on self-handicapping. In addition, time perspective and intelligence beliefs with mediated by academic self-efficacy had an indirect and negative effect on self-handicapping (P<0.05). Conclusion: According to the results of this study, planning is necessary to reduce students’ self-disability which for this purpose, school counselors and psychologists can improve their time perspective, intelligence beliefs and academic self-efficacy through workshops