competence

Purpose: Nowadays personal branding is considered a very important issue for specialists like the university professors, as one of the important classes of experts in the society, and the success criteria of personal branding activities is their perceived brand equity by the students. The purpose of present study is to investigate the effective factors involved in personal brand equity of university professors. Methodology: This is an applied study in terms of purpose and it is a survey-analytical study in terms of method. The statistical population consists of the students at Azad University Central Tehran Branch in Iran, Faculty of Management and the data were collected from 275 students using probability convenience sampling method. Structural equation modeling and SMART PLC has been used to test the hypotheses. Findings: The results show that competence of professors, the students' awareness of them and the instruction perceived quality by the students affect the professor brand equity through affecting the extent of attachment between the students and professors and the effect on the communicative variables such as commitment, trust and loyalty. Discussion: Today being good in what we are doing as an expert doesn’t pay off enough and we can’t expect others to know our competencies and respect that while we are not communicating those thing properly through personal branding. Findings show that university professors must take a good care of their awareness, competencies and perceived instructional qualities which all let them have higher brand equity through communicative variables and benefit a lot from that.

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.

Despite the significant role of emotions in any aspect of language learning, including its pragmatic aspect, there have been few research studies on this topic. As a stride toward narrowing this research niche, the objectives of this research were threefold. Firstly, it aimed to examine the two face-threatening speech acts of request and apology as indicators of learners’‎ interlanguage pragmatic competence (ILP) and its relationships with learners’ Emotional Quotient (EQ). Secondly, it sought to investigate ‎whether gender as an intervening variable would have any significant relationship with ILP and EQ, and thirdly whether EQ could predict ILP ‎development. To this end, 72 (50 females and 22 males) Iranian lower-intermediate level learners ranging ‎in age from 17 to 25 from two universities took part in this research. A multiple-choice discourse completion test ‎‎(MDCT) (Liu, 2004) and Bar-Onʼs ‎(1997) EQ scale were used and correlation analysis was done to search for any linkage between ILP and EQ. The Pearson product-moment correlation outcomes ‎revealed no significant relationship between EQ and ILP. However, a significant relation was found between Independence as a component of EQ and ‎EFL learners’ ILP competence. The independent samples t-test outcomes indicated ‎that female participants had a higher level of (ILP) competence than male participants; however, male and female participants did not differ significantly regarding their EQ level. The findings indicate that ‎EQ, in general, is not influential in EFL learners’ ILP competence. The paper concludes by providing pedagogical implications for EFL learners and instructors.

INTRODUCTION: Nowadays, manager maturity is one of the concerns of officials of most government organizations, especially the Red Crescent Society. One of the ways to manager maturity is to identify the appropriate maturity pattern of the managers of the Red Crescent Society. Therefore, this study aimed to design a maturity model of the managers of the Red Crescent Society using the Grounded theory. METHODS: This qualitative study was conducted based on an applied research method using the Grounded theory. The statistical population of the study consisted of experts and specialists in the maturity field of the managers of the Red Crescent Society. The sampling was performed using the purposive method, and 20 individuals were selected based on theoretical saturation. The data were then collected using semi-structured interviews, and data analysis was performed at three stages of open, axial, and selective coding. The validity and reliability of the research were evaluated using a triangulation approach. FINDINGS: According to the obtained results, seven important factors, including managerial, structural, organizational culture, organizational education, organizational justice, organizational socialization of managers, and psychological contracts of managers with the organization, were recognized as the requirements for designing the maturity model of the managers of the Red Crescent Society in Tehran, as the causal conditions of the axial coding. CONCLUSION: Based on the results, the outcomes of the manager maturity were classified into five components, including employee participation, employee commitment, organizational productivity, organizational performance, and manager self-efficacy. Moreover, internal changes were selected as strategies along with three components of psychological characteristics and motivators, individual skills, as well as knowledge and attitude.

INTRODUCTION: The Red Crescent Society of the Islamic Republic of Iran is a human-centered organization. Therefore, the competencies of its employees must be improved to make it possible for them to have their best performances. In this regard, the present study aimed to investigate and identify the factors that affect the development of key human resource competencies in the Iranian Red Crescent Society and design an appropriate model for its evaluation. METHODS: The present applied qualitative research used an exploratory approach. The statistical population of this study consisted of managers and experts in the field of human resources of the Red Crescent Society who were selected using the snowball sampling method. Moreover, the required data were collected through semi-structured in-depth interviews and we reached saturation after 26 interviews. The collected data were analyzed using the Straussian version of grounded theory. Finally, the collected data were analyzed in the MAXQDA software (version 10). In total, 72 concepts, 568 sub-concepts, and 19 categories were identified in this research. FINDINGS: Five out of the seven fundamental principles of the Red Crescent Society and the International Committee of the Red Cross, including the principle of humanity, voluntary service, neutrality, impartiality, and independence are among the foundational factors and necessities of the development of human resources competencies and were axially coded in causal conditions. Improvement and development of individual, organizational, social, and professional competencies were the four main categories of this research that were selected as the main strategies for the development of human resource competencies. CONCLUSION: According to the results of data analysis, employing appropriate strategies for the evaluation and development of key human resources competencies can have beneficial consequences. More specifically, these categories include human resource efficiency, provision of desirable social services, enhancement of the community health, improvement of human values, increase of public trust and participation, and improvement of the financial position of the organization.

INTRODUCTION: In recent years, competency has emerged as a major issue which plays a significant role in responding to challenges facing organizational management in a rapidly changing environment. In this regard, the competency-based approach puts emphasis on individuals and highlights the importance of human resources to achieve organizational goals. The Red Crescent Society of the Islamic Republic of Iran is a human-centered organization; that is to say, most of the services provided to the target communities rely on the capabilities of human resources. Therefore, the current study aimed to design a model for the development of key human resource competencies in the Red Crescent Society of the Islamic Republic of Iran. METHODS: This applied qualitative study was conducted based on an exploratory approach and used mixed-type data. Data collection was performed in two qualitative and quantitative phases. The first phase was conducted based on grounded theory, while a quantitative research method was used in the next phase. The statistical population of the study in the qualitative section included managers and human resource experts of the Red Crescent Society, as well as university professors and experts, who were selected using purposive sampling and were interviewed until saturation data (25 interviews). The statistical population of the quantitative section included 8,451 managers and employees of the Red Crescent Society of all provinces of Iran. The sample size was calculated at 361 cases using Krejcie and Morgan sample size determination table. FINDINGS: In the present study, among the seven principles of the Red Cross and Red Crescent Movement, the five principles of humanity, impartiality, neutrality, independence, and voluntary service were regarded as infrastructure requirements for the development of human resource competencies and were axially coded in causal conditions. Thereafter, the relationship between these principles and human resources competencies in the Red Crescent Society was determined using PLS software. CONCLUSION: As evidenced by the obtained results, the employment of appropriate strategies for evaluating and developing key human resource competencies resulted in the following consequences: human resource efficiency, provision of desirable social services, community health improvement, enhancement of human values, reinforcement of trust and public participation, and improvement of the financial capacity of the Red Crescent Society. The results indicated that competency development among Red Crescent staff is positively and significantly correlated with the principles of humanity, neutrality, impartiality, and independence.

INTRODUCTION: This study aimed to investigate the influential factors and the consequences of managers’ growth in the Red Crescent Society of Tehran, Iran. METHODS: This is a practical quantitative and qualitative study. The statistical population in the qualitative part of the study included experts and specialists (n=20) working in the Red Crescent Society of Tehran, Iran, who were selected using a non-random sampling method and interviews. The quantitative part of the study included 257 employees working in the Red Crescent Society of Tehran, of whom 152 were selected using a random cluster sampling method. FINDINGS: According to the results, seven factors were recognized as the requirements for designing the maturity model of the managers of the Red Crescent Society in Tehran. CONCLUSION: Based on the obtained results in this study, organizational factors were considered causal conditions, which consisted of seven components (managerial, structural, organizational culture, organizational training, organizational justice, organizational sociability of managers, and psychological contracts of managers with the organization). Moreover, five effective dimensions of managers’ growth led to employees’ participation, employees’ commitment, the organization’s productivity, the organization’s performance, and the manager’s self-efficacy.

Compétence peu connue de professeurs et d’apprenants, la production orale en continu, qui consiste à s’exprimer d’une manière continue et ininterrompue, est la cinquième compétence de la langue qu’a présentée CECRL, il y a vingt ans. Dans la présente recherche, notre problématique est donc de savoir comment nous pouvons aider les apprenants des instituts en Iran à avoir une meilleure production orale en continu en s’aidant par différentes stratégies surtout les stratégies métacognitives. Notre objectif dans cette recherche est de confirmer la performance effective de l'enseignant de langue comme médiateur dans le transfert pédagogique des stratégies d'apprentissage. Pour ce faire et sachant l’importance de cette compétence dans la communication et surtout son rôle positif et quasi unique dans la création du sens de la confiance en soi chez les apprenants, nous avons effectué notre recherche en trois étapes de pré-test, de séquence d’enseignement des stratégies métacognitives et de post-test et à cet égard, nous avons élaboré un questionnaire contenant 10 questions portant sur les stratégies métacognitives ; les questions ont été formulées par les auteurs de cet article et selon les critères stratégiques du CECRL en production orale en continu ainsi qu’en tenant compte du contexte de l’enseignement de la production orale en continu dans les instituts du FLE en Iran à Téhéran. Le questionnaire, a été d’abord rempli par un groupe d’apprenants de 40 personnes de niveau A2 + à B1, âgés de 25 à 40 ans ; après avoir obtenu les réponses du pré-test, une séquence d’enseignement des stratégies métacognitives a été organisée pour ces 40 apprenants afin de faire appliquer les stratégies métacognitives dans leur production orale en continu. L’analyse des réponses du post-test et les graphiques comparatifs ont confirmé qu’il faut mettre en valeur le rôle de l’apprenant dans le processus de l’apprentissage de la production orale en continu parce que c’est lui qui apprend et personne ne peut le faire à sa place mais on peut l’orienter vers le choix des stratégies métacognitives efficaces pour lui permettre de mieux apprendre à apprendre cette fameuse compétence.

The purpose of this study is to develop proposals and recommendations for the implementation of a process model for the development of leadership qualities of public servants and justification of the conditions for ensuring its effectiveness in terms of digital transformation. The relevance of this study is due to the need to ensure development of the process of professionalization of the senior civil service personnel on the basis of development of leadership qualities that will contribute to the effective operation of the civil service of Ukraine, change management and successful implementation of reforms in Ukraine, taking into account the best world practices. The methodology for assessing the level of managerial competencies of public servants according to the degree of implementation of strategic (key) competencies has been developed. The assessment of managerial competencies according to the degree of their significance for civil servants, the expert group identified the most important management competencies. An approach to understanding has proposed interaction of leadership competencies with managerial competencies, a diagnostic model for assessing the leadership of public servants has been developed. To implement the model, a system of indicators has been developed - single, complex and integrated indicators of civil servants' leadership, using tools: a tree of civil servants' leadership indicators, matrices for the calculated civil servants' leadership indicator, measurement scales for the corresponding level of indicators.

Competency of managers plays a critical role in the success of the organizations. The aim of this study was to investigate the competency of managers of Sports and Youth Offices in Alborz, Iran. 134 managers and staff of Sport and youth offices completed the researcher-developed questionnaire. Two questionnaires with 50 questions were used to get the research data, one questionnaire completed by managers and the other completed by staff. For validity, the questionnaires content were approved by 10 sports management experts, and their reliability were confirmed by Cronbachs alpha, respectively, 0.83 for the managers questionnaire and 0.90 for the staff questionnaire. Friedman, Kolmogorov-Smirnov, and t-test were conducted to test the research hypotheses. Result of the study shows that there is a significant difference between managers and Staff concerning communication skills, decision-making, encouragement, business communication, leadership, team development, and deployment of positive feature of the managers.

This study intends to propose a modern model in the field of human resources (HR) strategic management through designing human resources&rsquo competence framework. Based on this strategic orientation of organization on human resources management system has been investigated considering the mediating role of competence approach in Central Bank of the Islamic Republic of Iran. In order to implement and test assumed model, researcher has proposed clear and measurable indicators for each one of research&rsquos concepts and in order to determine the best indices of research through Delphi method and expertise inventory, 30 professors and experts of management and central bank managers were asked about items. Data collection was done based on an inventory with 109 questions and distributing it among random sample of 330 managers and central bank staffs. Analyzing data was accomplished through structural equation modeling and Lisrel software in two sections of measurement and structure. In section of measurement model, technical feature of inventory was investigated and necessary reforms were applied and in structural section, model&rsquos structural coefficients were used for investigating research hypotheses. The results of research show significant and positive effect of mediating variable of competence approach on relationship between organization&rsquos strategic orientation and human resource management. Based on research results by using efficiency strategy in organization and the mediating role of job-oriented competence approach, traditional human resources management is recommended. Effectiveness strategy has a significant relationship in the effect of future-orientation approach mediating role with strategic human resources management and with selecting creativity strategy and the mediating role of individual-orientation approach competence-oriented human resources management is suggested.

Investigating learners' motivational factors from Basic Psychological Needs (BPN) has been prevalent in a foreign/second language domain, but there is a dearth of well-documented research on ESP instruction. This study addressed the void by scrutinizing ESP learners' BPN of relatedness, competence, and autonomy using a validated and reliable BPN instrument to assess online ESP practices and challenges within unideal EFL situations. A total of 617 ESP students and 94 ESP lecturers from 14 universities across provincial areas of Indonesia participated in the study. A mixed-method design administering questionnaire and interview was applied to draw ESP students' BPN from the perspective of lecturers and students. The results revealed significant differences between lecturers' and learners' perceptions regarding several indicators of relatedness, competence, and autonomy categories. While the lecturers' questionnaire and interviews reported that the ESP students had an acceptable level of engagement with wider ESP communities, the students mentioned their low engagement with content lecturers, stakeholders/experts, and communities. These differences are then utilized as a stepping stone to design a more 'ideal' ESP program using a specific BPN framework to enhance ESP lecturers' and students' specific English and content knowledge under the online learning platforms. The study implies that to help ESP students learn English, online ESP programs should be collaboratively designed by involving English lecturers, content lecturers, ESP stakeholders from relevant fields, and technology-related materials that meet English and specific content knowledge needs.