درخت حوزه‌های تخصصی

Given that social institutions are the basis of any society, they must ideally operate in unison with functional necessities for any society to function and then flourish. The plethora of issues confronting Nigeria as a country may be traced back to weak, incompetent, and dysfunctional social institutions that have failed to alter the status quo. According to Talcott Parsons, society is analogous to the human body, and in order for the body to thrive, all of its elements must collaborate. For Nigeria to advance, all social institutions, including family, school, religion, politics, and the economy, must work together to create repeatable results. It is against this background that this paper sought to examine the role of family structure in Nigeria and their pro-activeness in propelling national development. Literature was extensively reviewed from relevant publications and journals and it revealed that the family structure in Nigeria is gradually becoming weak and dysfunctional. This is attributed to a lot of changes that are taking place in the institution of family which quite often poses a threat to the very survival of family system universally. It was then concluded that there is need for every family to hold with uttermost importance the place or morals, socialization and regulation of individual member of the family’s behaviour.

Purpose: This study aimed at investigating the effect of competency-based approach on enhancing complexity, accuracy, and fluency of writing of pre-service teachers. Methodology: To this end, an Oxford Quick Placement Test (OQPT) was administered to 100 Iranian pre-service teachers studying at Farhangian University, of whom 40 upper-intermediate learners were selected and assigned to an experimental group (n = 20) and a control group (n = 20). The selected participants were both male and female and aged from 19 to 22. Both selected groups were then given a writing test as the pre-test. Subsequently, the experimental group received the competency-based treatment and were proposed to some real-world issues and there was no time limit. However, the traditional styles used for improving the writing skill of the subjects in the control group and a specific time limit was considered for the subjects to do the job. After that, a writing post-test and an attitude questionnaire were delivered to the participants. The obtained data was analyzed using one-way between group analysis of covariance (ANCOVA) and one-sample t-test. Findings: The results indicated no significant difference between pre-test and post-test scores of the control group, whereas, the post-test scores of the participants in experimental group were significantly better than their pre-test scores especially regarding complexity. Conclusion: The findings suggest that the teachers should take competency-based approach into consideration in their target language classes to have a more fruitful educational process.

Purpose: The present study was conducted to model the problems of the system of recruitment, retention and training of human resources by the mixed exploratory research method. Methodology: The statistical population of the qualitative part included a number of experts including the senior managers of National Iranian Oil Refining and Distribution Company (NIORDC) and human resource management professors in higher education centers; and employees of the NIORDC (Sari) and Iranian Oil Pipelines and Telecommunication Company (IOPTC) (North) in the quantitative part, n= 835 (789 men and 46 women). In the qualitative part, by the snowball sampling method, 20 people, and in the quantitative part, by relative stratified sampling method based on Cochran's formula, 263 people were selected as the statistical sample. In the qualitative part, the data were extracted by the Delphi technique and semi-structured and structured questionnaires; and the 120-item researcher-made questionnaires in the quantitative part and analyzed using SPSS and AMOS. The content and construct validity of the questionnaires was confirmed. Reliability and composite reliability (CR) were also confirmed by Cronbach's alpha coefficient 84%. Descriptive statistics (mean, variance, and standard deviation) and inferential statistics (exploratory factor analysis (EFA) and confirmatory factor analysis (CFA) and Friedman test) were used for data analysis. Findings: The results showed that the model of problems of the system of recruitment, retention and training of human resources has 6 organizational (internal), environmental (external), occupational, individual (personal), governmental (political) and cultural-social dimensions and 30 components. Conclusion: The results of the quantitative part showed that all dimensions of the research model were confirmed.

Purpose: The ability to manage conflict plays an important role in the teaching profession. Therefore, the purpose of the current research was to design a conflict management model based on the professional experiences of secondary school teachers in North Khorasan schools. Methodology: This was an applied study in terms of its purpose and qualitative in terms of its method. The research population included secondary school teachers of North Khorasan province in the academic year of 2018-2019. A total of 17 people were selected by purposive sampling method and according to the theoretical saturation, and were subjected to semi-structured interviews. Content validity and reliability was 0.86 based on the expert's opinion and 0.93 using inter-rater agreement coefficient. Open, axial and selective coding methods were used for data analysis. Findings: Data analysis led to the emergence of 209 primary concepts and 18 secondary concepts in 5 categories for the conflict management model based on the professional experiences of secondary school teachers in North Khorasan schools. The categories include active coping (with 5 secondary concepts of problem solving, information acquisition, seeking social support, negotiating and technology management), passive coping (with 5 secondary concepts of acceptance, emotional adjustment, keep work and home life separate, reframing and avoidance), reinforcement and management of relationships (with 4 secondary concepts of strengthening interpersonal communication, meeting expectations, paying attention to emotional needs and creating fun and entertainment), strengthening religious beliefs (with 2 secondary concepts of resorting to spirituality and developing morals and values) and developing personal growth (with two secondary concepts of self-analysis and going beyond personal needs). Finally, the conflict management model was designed based on the professional experiences of secondary school teachers in North Khorasan. Conclusion: According to the concepts and categories identified for the conflict management model based on the professional experiences of secondary school teachers, they can be used to improve conflict management and improve the position of the organization.

Purpose: Friendship-oriented leadership is one of the relatively new methods of leadership to gain a competitive advantage. Therefore, the purpose of this study was to design and formulate a friendship-oriented leadership model. Methodology: This study was applied in terms of purpose and qualitative in terms of execution method. The research community was experts and experts in the field of broadcasting leadership in 1400. The sample size was determined based on the principle of theoretical saturation of 20 people, and this number was selected by purposive sampling. The data was collected with a semi-structured interview, the validity of which was confirmed by the triangulation method and the reliability was calculated with the Cohen's kappa coefficient of 0.66. The data were analyzed by open, central and selective coding method based on database theory in MAXQDA software. Findings: The findings showed that 108 indicators were identified in 11 sub-categories and 6 main categories for the friendship-oriented leadership model; So that the friendship-oriented leadership model in the category of causal conditions includes individual abilities and capabilities and follower conditions, in the category of contextual conditions including organizational characteristics, demographic factors and human resources mechanism, in the category of intervening conditions including the organizational environment and extra-organizational factors, in the category of central phenomenon including leadership Friendship-oriented, in the category of strategies included leadership strategies, and in the category of consequences, it included positive consequences and negative consequences. Finally, the paradigm model of friendship-oriented leadership was designed. Conclusion: Specialists and organizational planners can use the categories and indicators identified for the friendship-oriented leadership model to improve their organization and create a competitive advantage and improve them in their organization.