درخت حوزه‌های تخصصی

Purpose: The quality of education and research is one of the concerns that academic systems always strive to achieve. Undoubtedly, the existence of leading professors with appropriate scientific and ethical competencies is one of the effective fundamental factors in the quality of higher education systems. Methodology: The general purpose of the present study is to examine the dimensions of leading professors and determine the importance and priority of these goals. In terms of purpose, this research is an application that was done with a mixed approach (qualitative and quantitative) with an exploratory design. In the qualitative approach, the content analysis method was used and in the quantitative approach, the descriptive survey method was used. The statistical population consisted of 20 professors of Babol University of Medical Sciences in the qualitative department and 348 faculty members of Babol University of Medical Sciences in the quantitative department. Taking the saturation law, 10 people and in the quantitative part, based on Cochran's formula, 183 people were selected as a statistical sample using stratified random sampling method based on scientific rank. By analyzing the qualitative data, a researcher-made questionnaire designed by leading professors with 80 questions was designed. Data were analyzed by structural equation modeling in SPSS-23 and PLS-2 software. Findings: The results showed that; Leading professors have three dimensions: "educational, research and individual". Conclusion: Educational dimension with five components (teaching skills, educational technology, education management, evaluation skills and observance of educational rules), research dimension with two components (scholarship and research ethics) and individual dimension with five components (characteristics Appearance is professional ethics, honesty, creativity and discipline) which has a greater impact on the educational dimension with a factor load of 0.963 and a research dimension with a factor load of 0.894.

Purpose: Evaluation of employee performance plays an effective role in organizational productivity and effectiveness. As a result, the purpose of this study was identification the components of evaluation of employee performance smart pattern. Methodology: This study in terms of purpose was applied and in terms of implementation method was qualitative. The research population was specialist managers and experts evaluation of employee performance of the bank of industry and mine in 2020 year, which according to the principle of theoretical saturation number of 16 people was selected by purposeful sampling method. The research tool was a semi-structured interview, which whose validity was confirmed by the triangulation method and its reliability was calculated by the agreement coefficient method between the two coders 0.82. Finally, data were analyzed based on open, axial and selective coding methods. Findings: The findings showed that components of evaluation of employee performance smart pattern had 50 open codes in 12 axial codes and 3 selective codes. The selective codes included the factors of functional (with 4 axial codes of optimal function, quality of work, active and effective participation in meetings and planning, forearm and follow-up), job behavior (with 7 axial codes of observing administrative regulations and discipline, proper behavior and encounter with clients and colleagues, cooperation and accountability, analysis of issues and providing appropriate solutions, self-propulsion and innovation, increased job information and skills and information transfer) and ethical behavior (with 1 axial code of observing ethics and Islamic behavior). Finally, according to the identified components, the evaluation of employee performance smart pattern was painted. Conclusion: The results of this research have practical implications for the specialists and officials of the Bank of Industry and Mine, and they with the help of identified components for evaluation of employee performance smart pattern can provide the ground for improving the performance of the organization.

Purpose: In this study, the sociological model of the conflict between political Islam, jurisprudence and modernity in contemporary Iran (with emphasis on the Pahlavi era) has been studied. Methodology: The present research method is based on discourse methodology. Findings: We find that based on the main hypothesis, which seems to be the incomplete understanding of traditional political jurisprudence of the logic of modernity on the one hand and the concern for the rule of modernity values on the other hand has caused a confrontation between the two currents. Findings indicate that due to the passage of time and the need for more tendency of the traditional world to the world of modernity and society is facing modernization and scientific changes; Technical; Conclusion: The new world requires the adaptation of both traditional and modern tendencies to harmonize and create a new culture, so it is very important to advance the modern or traditional goals of culture and adaptation in society

Purpose: Considering the importance of human resource planning for organizational citizenship behavior, the purpose of this study was identify, explain and prioritize human resource planning factors in order to occurrence organizational citizenship behavior by employees. Methodology: The present research was descriptive from type of qualitative-quantitative. The research population in the qualitative part was documents and texts related to the research and experts were familiar with the subject who tried to identify and explain the factors of human resource planning in order to occurrence organizational citizenship behavior and in the quantitative part were the experts who prioritized these factors. The research sample consisted of 20 research-related documents and 15 experts who were selected by purposive non-random sampling method. Data collection tools included taking notes of documents and texts and surveying about new effective factors and expressing the rate of importance of existing factors in Delphi. Data were analyzed by coding and factor analysis methods. Findings: Findings showed that for the human resource planning pattern in order to occurrence organizational citizenship behavior by employees in the human resource planning part were identified 67 indicators in 19 components and in the organizational citizenship behavior part were identified 28 indicators in 6 components. In human resource planning the 19 components respectively were include performance management, labor adjustment, organizational culture, strategic goals, organizational structure, human resource planning, recruitment, training and development, maintenance, external environment, supply, demand, human resource strategy, strategic planning, management style, flexibility, reward system, job analysis and individual factors and in organizational citizenship behavior the 6 components respectively were include altruism, work conscience, personal development, organizational loyalty, organizational obedience and citizenship virtue. Conclusion: According to the reported results, to develop the occurrence of organizational citizenship behavior by employees can be action through its effective human resource planning factors that was identified in the present research.