درخت حوزه‌های تخصصی

Purpose: The main purpose of this article was to identify the dimensions and components of promoting professional ethics in the education system for school principals. Methodology: The research method was mixed (qualitative-quantitative). In order to conduct this research, in addition to the documentary study, the content analysis technique with MAXQDA12 software was used to identify the factors and components. The statistical population in this study was all experts in the field of professional ethics. After the interview, 25 theoretical saturations were conducted and all interviews lasted between 90 and 120 minutes. In addition, semi-structured interviews with university experts in 2019 were conducted in the form of open and pivotal and selective codes, and to determine the validity and reliability of these components and indicators, the content validity method and Cronbach’s alpha (0.824) were used. Findings: According to the semi-structured interviews, 202 open codes with 2651 referrals, 19 core codes and 5 selective codes (educational, organizational, individual, socio-cultural and behavioral) were extracted to promote professional ethics. Then, according to the researcher-made questionnaire, exploratory factor analysis was used to confirm the indicators and components. All components were approved with a factor load above 0.6 and Butler coefficient with 0.9 indicated a high correlation between experts. Conclusion: Professional ethics is one of the basic and serious needs in various sectors of education in the country and can provide the grounds for overcoming this situation of recession and lack of trust and confidence and cultural confusion.

Purpose: The present study aimed to provide a structural model of creative problem solving in the managers of the Islamic Azad University of Tehran based on the decision: evaluation of the mediating role of organizational culture. Methodology: This research was an applied, descriptive-correlational study. The statistical population of this study included all managers of the Islamic Azad University of Tehran in the academic year 1398-1397 that from the mentioned population with a volume of 1300 people, using Krejcie and Morgan table, 297 people were selected by cluster random sampling. The data were collected using the Creative Problem Solving Questionnaire of Basader Managers (1995), Scott and Bruce Decision Making (1995) and Edgarschin (2004) Organizational Culture. Structural equation modeling was used to analyze the data. Findings: The results showed that decision making and organizational culture significantly predict creative problem solving in the managers of Islamic Azad University of Tehran and organizational culture mediates the relationship between decision making and creative problem solving in the managers of Islamic Azad University of Tehran. he does. Conclusion: Decision making and creativity is one of the most central processes in organizations, especially in educational environments and is considered as the main task of managers at all levels.

Purpose: The main purpose of the present study was to gain a deeper insight into the common psychological consequences and experiences of girls with free marital relationships. Method: The nature of the present issue was "qualitative" in terms of research time, measured in "quantities" research, and in terms of type, "descriptive phenomenology." Participants in the study included 12 girls with free marital relationships in Tehran who were selected by purposeful snowball sampling method. In this study, data collection was done through semi structured Interview (in-depth phenomenological interview). Data analysis was performed according to the Colaizzi approach (seven steps). Then, the main themes were extracted. The research findings were presented in two parts: descriptive and analytical findings. Findings: The results of the research by employing grounded theory and content analysis showed that the common psychological areas led to the formation of free relationships among the girls, consisting of three main categories include psychological, conscious, and non-conscious factors. Their shared psychological experiences consisted of three main categories of emotional, affective, emotional, emotional and emotional experiences. Conclusion: the common psychological consequences of the associations included the three main categories of short-, medium-, and long-term outcomes.

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