درخت حوزه‌های تخصصی

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 purpose of this study was to provide a talent management model for staff of Shahed University. Methodology: The methodology of the present study was applied in terms of purpose, qualitative in terms of data, and foundation data in terms of the nature and type of study. The statistical population of the study consisted of academic specialists. Thirty specialists in the field of management were selected using the targeted snowball sampling. The research tool was a semi-structured interview form were set up. Models, findings, studies and theories were first examined, then, the indices were counted by open coding; after the categorization of the central coding, the final form of the interview was sent to 30 field specialists to make selective coding. Findings: The results of the findings showed that the most important category of effective index on the promotion of talent management model is the "excellence" category which includes the indices: career path management, succession and organizational commitment. Subsequently, “recruit" category consists of indices: identification, selection and employment. Finally, the model of indices influencing the talent management model was drafted which included 13 indices in five main categories; "recruit ", " retaining ", "training and development", "performance management" and "excellence." in this model, the mean of each category and order of importance of indices in each category was presented. Conclusion: Applying this template, its dimensions, its components and indicators, enables universities to manage their human resources and, as a compass, change their scientific movement from day to day planning and improve the quality of the university. Provided.