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Open Access Article
1 - Study the role of emotional intelligence and cultural intelligence in the fields of organizational transformation tends
mohsen tabatabaeimozabadiThe aim of this study was to evaluate the role of emotional intelligence and cultural intelligence in organizational transformation tends of Tehran municipality managers. The research is across Correlation/ Descriptive which survey tend to organizational transformation, MoreThe aim of this study was to evaluate the role of emotional intelligence and cultural intelligence in organizational transformation tends of Tehran municipality managers. The research is across Correlation/ Descriptive which survey tend to organizational transformation, based on two variables: emotional intelligence and cultural intelligence. The target population is 144 Tehran municipality managers in 1393 in which 105 people were selected by simple random sampling. For data gathering was used Goleman emotional intelligence test with 33 questions, Ang et, al cultural intelligence questionnaire with 20 items and Multifactor transformational leadership questionnaire for Bass and Avolio with 20 questions. EI reliability Cronbach's alpha coefficient scale 0.88, cultural intelligence 0.86 and multifactor leadership questionnaire was confirmed 0.78. Describe and analyze data using Pearson correlation and stepwise regression analysis was conducted. The results showed that between the dimensions of emotional intelligence (self-awareness, self-regulation, motivation, empathy and social skills) and organizational transformation, there is a significant and positive correlation and between the dimensions of emotional intelligence, self-regulation and self-motivation can forecasting trends to their organizational transformation. Also the results showed that between cultural intelligence and its dimensions (Metacognitive, cognitive, motivational and behavioral) and organizational transformation there is a significant positive correlation and between the dimensions of cultural intelligence, cognitive and behavioral cultural intelligence can anticipate trends to organizational transformation. Manuscript profile -
Open Access Article
2 - Design and validation of knowledge-based university Evaluation model Based on mixed approach
sayed jalal musaviThe main purpose of the present research is to design a model knowledge-based for university through a mixed research method. In the first stage, the knowledge-based components of the university have been identified by analyzing the content of the data derived from the MoreThe main purpose of the present research is to design a model knowledge-based for university through a mixed research method. In the first stage, the knowledge-based components of the university have been identified by analyzing the content of the data derived from the semi-structured exploratory interview with 16 experts in the field of knowledge. Then these components were validated by the focal group method. In the second stage, the proposed model was tested quantitatively in the qualitative stage.The statistical population of this research was 208 managers of Tehran University. By simple random sampling, 134 of them were selected as samples. Structural equations and PLS software were used to fit the pattern. The findings of the qualitative section of the research show that knowledge of the university has 8 main components and 28 sub-components. The main components of knowledge at the University include: Knowledge Management Process, knowledge-based Support Strategy, Knowledge Based Support Structure, knowledge-based Support Environment, knowledge-based Support Culture, knowledge-based Support Management, Knowledge-Based Support Management, Knowledge-Based Support Information Technology and Communication. A quantitative analysis in order to fit the proposed model f Conclusion: The results of the research show that for knowledge-based of the university, should be considered all eight components of knowledge-based.The results also show that the component of knowledge-based management support is more influential on other university students than other components. Manuscript profile -
Open Access Article
3 - Investigate the relationship between busy managers and earnings management with emphasis on the role of corporate governance at listed companies in Tehran Stock Exchange
Ameneh Bazrafshan Aynaz KhorasanianThere are controversial views about the implications of the use of busy managers on the board. Therefore, the purpose of this research is to investigate the relationship between busy managers and earnings management with an emphasis on the role of corporate governance. MoreThere are controversial views about the implications of the use of busy managers on the board. Therefore, the purpose of this research is to investigate the relationship between busy managers and earnings management with an emphasis on the role of corporate governance. The data required for this study included 90 companies that were accepted in Tehran Stock Exchange during the years 2011-2017. Results based on regression models show that busy managers have a negative and significant effect on real earnings management. In this way, employing busy managers on the board reduces the real earnings management and, consequently, increases the quality of earnings. However, there is not a meaningful relationship between the number of busy managers and accrual earnings management. In addition, the findings suggest that corporate governance does not have a significant effect on the relationship between busy managers with earnings management. In sum, the findings provide empirical evidence on overall employment policies Manuscript profile -
Open Access Article
4 - Pathology of Selection and Appointment Primary School Principals in District 5 of Isfahan
Elham Ghaderi Zefreh asghar zamani Mahtab PouratashiThe purpose of this study was to investigate the pathology of the system of selection and appointment of primary school principals in the academic year of 2019-2020 in District 5 of Isfahan in an applied method with a combined approach. In the qualitative section, semi- MoreThe purpose of this study was to investigate the pathology of the system of selection and appointment of primary school principals in the academic year of 2019-2020 in District 5 of Isfahan in an applied method with a combined approach. In the qualitative section, semi-structured interviews with snow experts were performed by sampling snowballs with 10 experts in the field of education in Isfahan, and their analysis was performed through content analysis. In a small part of 215 primary schools in Isfahan District 5, 138 schools were selected based on Krejcie and Morgan table as a sample size and data were collected through a researcher-made questionnaire and the results were analyzed at both descriptive and inferential levels. Statistics were analyzed using SPSS software. The results showed that the current situation of the system of selection and appointment of primary school principals in Isfahan District 5 is unfavorable and the main challenges include the lack of specialized fields for training principals in Farhangian University, lack of capable manpower, lack of database. , Lack of knowledge and mastery of managers with specialized courses and required for the elementary course, which can be solved with tools such as placing an internship for new managers, using experienced managers as support, creating a training center for future managers Manuscript profile -
Open Access Article
5 - Behavioral and ethical prerequisites Managers’ Adherence to Organization Justice Rules: An Investigation into the Central Role of Managerial Motives and Discretion
Nahid Radmanesh Abolhassan Faghihi Karamallah DaneshfardThough substantial research has been carried out on employees’ reactions to organizational justice rules, far less research has examined the ethical and ethical causes of managers to adhere to the rules of justice. Taking a proactive approach to organizational justice, MoreThough substantial research has been carried out on employees’ reactions to organizational justice rules, far less research has examined the ethical and ethical causes of managers to adhere to the rules of justice. Taking a proactive approach to organizational justice, the present study the causes of managers’ adherence to distributive, procedural, informational, and interpersonal rules of justice. The statistical population of this research was the managers at the different levels of employed management practices selected from 34 government organizations. The sample under study included 356 people selected through cluster sampling. The data collection was conducted using standardized questionnaires. Data analysis was performed through confirmatory factor analysis and parametric statistics using Smart PLS and SPSS software. The results of the research revealed that both cognitive (i.e. effective compliance with subordinates, desirable social identity maintenance, and justice) and affective (i.e. high positive affect and low negative affect) motives were associated with managerial adherence to justice rules. Moreover, cognitive motives were more strongly associated with justice rules adherence for justice dimensions over which managers perceived less discretion, while affective motives were more strongly associated with justice rule adherence for justice dimensions over which managers perceived much more discretion. Manuscript profile -
Open Access Article
6 - An Investigation of Effective Individual and Behavioral Characteristics of New Technology-Based Firms' Managers
Gholamreza Malekzadeh Azadeh Kiyani nejadIn the paper effective individual and behavioral characteristics of the new technology based firms' managers in a supportive environment such as Science and Technology Parkas and Technology Incubators are investigated and based on the results of the research, effective MoreIn the paper effective individual and behavioral characteristics of the new technology based firms' managers in a supportive environment such as Science and Technology Parkas and Technology Incubators are investigated and based on the results of the research, effective individual and behavioral characteristics for success of these managers and also their companies are presented. Also, in this study, researchers have tried to determine effective characteristics and indicators which are used in selecting and appointing the managers of such firms, and therefore improve the process of managers' selection. Sample firms are located in Khorasan Science and Technology Park (KSTP) which is one of the new supportive environments in the country. For this study, among the multiple personality characteristics and features, six individual and behavioral indicators were selected and highlighted which include: 1) confidence, 2) leadership abilities, 3) creativity and innovation, 4) participation and devolution, 5) human relationship skills and 6) internal control. Selection of these individual and behavioral indicators and characteristics are based on the results of the other researches and studies. After determining these characteristics through the review of literature, an evaluation questionnaire was designed and distributed to sample firms' managers and necessary information was obtained. By analyzing these results, the effective indicators and characteristics for success of managers were identified. The results shows that the first and sixth hypotheses of the research hypotheses are correct, i.e. confidence and internal controls are most effective indicators for success of these firms' managers. This research has not considered Employees' satisfaction. Manuscript profile -
Open Access Article
7 - Analysis of Effect of Technology in Industries Efficiency by DEA Approach
Ezatollah Abbasiyan Mohammad reza Dehghanpour Babak Deo mobedTrend of increasing competition leads to promotion of technical economy. Cost reduction and quality improvement has been introduced as bases for survival in global markets. What make this easier and accelerate it, are technical changes and improving efficiency and produ MoreTrend of increasing competition leads to promotion of technical economy. Cost reduction and quality improvement has been introduced as bases for survival in global markets. What make this easier and accelerate it, are technical changes and improving efficiency and productivity. On the one hand, technology has a special position in theories of economic growth and in regard to constraints in economy and optimal use of available resources has an important role. Technology is divided into different levels with different features and effects. One of these effects is the differences of efficiency between the different levels of technology that this paper intends to compare the efficiency of industries with different technologies. For this purpose, data from firms with 10 employees or more from Iran Statistical Center has been used. In this study, the efficiency of industries with various technology levels (high tech industries, medium tech industries and low tech industries) using data envelopment analysis (DEA) has been measured. Industries with different technologies have different production functions, so in order to estimate production functions of these industries, econometric panel data method has been used. Results of the research indicate that managerial efficiency of low technology industries, in comparison with other industries, is lower and technical efficiency of high technology industries is lower than other industries. However, industries with medium level of technology have appropriate level of technical efficiency, technological efficiency, and managerial efficiency and also scale efficiency. Manuscript profile -
Open Access Article
8 - Reviewing Challenges of New Product Development Process in Small-Medium Enterprises Case study:Select Food and Drink Industries of Fars province
Reza Talei Far Seyed Hosein Hatami nasabSuccess in new product development (NPD) projects is a crucial challenge for the past and present managers. Actually researchers have still problems finding the reason for the high rate of failure in such projects. Failure of these projects in small and medium enterpris MoreSuccess in new product development (NPD) projects is a crucial challenge for the past and present managers. Actually researchers have still problems finding the reason for the high rate of failure in such projects. Failure of these projects in small and medium enterprises is a bigger problem compared to large companies. So some of these failures may endanger life of these units and result in the closure of these units. Therefore, in this research the challenges of product development in these companies have been surveyed in particular. For this purpose, opinions of experts and managers of firms in small and medium-size food industries of Fars province have been surveyed and then practical solutions and suggestions have been mentioned. In this study after extensive reviewing of research literature, a series of identified effective challenges and with considering the opinions of managers, significant challenges with degree of their importance within the firms have been mentioned. The results explain that from view of managers of under study, the units in connection with the effective challenges on new product development between the current status and the ideal situation there are significant gaps such as: estimating incorrect suitable market, lack of adequate research and development issues, lack of appropriate and sufficient distribution channels and lack of appropriate advertising for offering new products to the market have been discussed as the challenges. Manuscript profile -
Open Access Article
9 - An Approach to Engage Knowledge-Team in Creative Problem-Solving by a Senior Knowledge Manager
Behrooz Arbab Shirani Mohsen Fathollah BayatiOrganizations always pay meticulous attention to solve their wide ranged problems which include all small to large scopes. The way of solving these problems for the purpose of continuation of fruitful attempts with the help of knowledge workers of organization is of gre MoreOrganizations always pay meticulous attention to solve their wide ranged problems which include all small to large scopes. The way of solving these problems for the purpose of continuation of fruitful attempts with the help of knowledge workers of organization is of great importance. The essence of some of them sometimes affects and threatens the existence of the organizations. Solving some of the problems is not possible just by using present methods. Hence, utilizing creative methods and creativity in organizations is considerably important. So it seems necessary for managers to come up with schemes to accompany employees to a problem solving procedure that needs particular level of human knowledge. The role of CKO is vital, crucially important and effective; the same goes for knowledge team engagement. In the full paper the role of a senior knowledge manager, which is defined as engaging knowledge team and utilizing them efficiently in creativity process, is investigated based on previous executive experiments and researches. Manuscript profile -
Open Access Article
10 - Identifying and Prioritizing Managers’ Competencies in Technology R&D Centers
peyman mahdiloo torkamani Mostafa Safdari Ranjbar Asghar Moshabaki Esfahani amir abass ShojaeiNowadays the role of technology as a key factor in creating wealth and permanent competitive advantages in various levels has been proven. With due attention to the role of R&D centers in promoting firms’ technological capabilities, the management of these centers are MoreNowadays the role of technology as a key factor in creating wealth and permanent competitive advantages in various levels has been proven. With due attention to the role of R&D centers in promoting firms’ technological capabilities, the management of these centers are extremely important. So, it is essential to present a framework in order to selecting new managers or extending the capabilities of current managers of these centers. In current study the concept of manager competencies and some previous frameworks in this area have been studied. Then, through holding a panel with 12 academic and industrial experts, the identified competencies were confirmed. Afterwards, 32 competencies were categorized in 3 categories: 1. Individual and personality competencies, 2. Managerial and leadership competencies, and 3. Technical and professional competencies. Finally, through inviting 62 executive managers who work in these centers, and introducing and explaining about identified competencies, a questionnaire was given to them. Via analyzing the questionnaires with Friedman test, each of the competencies and categories were prioritized. The results show, three competencies including: 1. Team work, communication and knowledge sharing, 2. Organizing and conducting research teams, and 3. Motivating and empowering experts and knowledge workers have higher priority than other identified competencies. Also, in terms of categorized competencies, individual and personal competencies have higher priority than other categories. Manuscript profile -
Open Access Article
11 - Investigating the Role of Internal Managers; Global Financial Crisis and Financial Constraints on the Relationship Between Financial Loss and the Intensity of Investment in Research and Development Spending in Information Technology Companies
Mohsen Hassani Ali lal barThe purpose of this study was to investigate the impact of internal managers, the global financial crisis and financial constraints on the relationship between financial loss and the intensity of investment in research and development spending in information technology MoreThe purpose of this study was to investigate the impact of internal managers, the global financial crisis and financial constraints on the relationship between financial loss and the intensity of investment in research and development spending in information technology (IT) companies. The realm of research is the IT companies admitted to the Tehran Stock Exchange from 2006 to 2018. The present research is applied in applied research. The present research method in terms of nature, is a descriptive study and this method is considered as a correlation in the research category. In the research data section, data was collected from sample companies by referring to financial statements and explanatory notes. Based on the systematic elimination method, 20 companies in the field of information technology were selected as a statistical sample. In order to analyze the data, the pre-test variance analysis, F lemmer test, Hausman test and J-B test were used. Then, multivariate regression test was used to confirm and reject the research hypotheses. The results showed that there is a positive relationship between the financial loss and the intensity of investment in R&D expenditures in the IT companies, additionally, internal managers, the global financial crisis and financial constraints affect on the relationship between the financial loss and the intensity of investment in research expenditures, and the development of IT companies; the results obtained in this study are consistent with the documentation referenced in the theoretical framework of financial research and literature. Manuscript profile -
Open Access Article
12 - Analysis the elements and components of managers competency managers in the banking system
فريبرز رحيم نيا وجیهه هوشیارToday’s in the changing environment, we need new skills for people in the organizations. Competency models provide useful instrument for organizations. Competencies result in productivity and reduce costs. The aim of this research is to analysis the elements and compone MoreToday’s in the changing environment, we need new skills for people in the organizations. Competency models provide useful instrument for organizations. Competencies result in productivity and reduce costs. The aim of this research is to analysis the elements and components of managers competency models in the banking system. In this research competency include knowledge, skills, abilities and personal attributes. Sample of this paper is managers of the public bank. So we conduct semi-structured interviews with managers. Interviews were analyzed with content analysis and managers competency models was produced. Competency model has three levels. First level includes four domains: technical domain, environmental domain, managerial domain, personal domain. Second level have eight element: general knowledge, specialized knowledge, marketing, awareness of environment, correct management of the bank, human resource management, interpersonal, intrapersonal. Finally, third level include 42 competency component in the banking system. Manuscript profile -
Open Access Article
13 - vestigating the Effective Factors on Cultural Intelligence of Urban Managers in Cultural Interactions with Citizens
مجتبی امیری منیر عزیزی غلامرضا طالقانیThis research aims to investigate cultural intelligence in Tehran that includes many different cultures. With increasing number of immigrants having varying norms and cultural values, urban managers, who are planers and handlers of a city, need to recognize and boost cu MoreThis research aims to investigate cultural intelligence in Tehran that includes many different cultures. With increasing number of immigrants having varying norms and cultural values, urban managers, who are planers and handlers of a city, need to recognize and boost cultural intelligence in order to have a better interact with citizens and even their staff having different cultures. being and environment that deals with different cultures makes urban managers obtain the skills of cultural intelligence .by expansion of cities and an increase in immigrations, societies are changed to a mixture of religious and racial cultures and sub cultures. In a metropolis like Tehran, due to different cultures of citizens urban managers must be able to interact effectively in this multi-cultural city to satisfy people. in this research for the analysis of the gathered data from questionnaires, descriptive and deductive statistics methods are used, and the survey of relation s ships between research variables is done by employing structural equation modeling. Regarding the statistical results from R software, the most effective dimensions on cultural intelligence consequently are: cognitive, behavioral, metacognitive and motivational. The most powerful index is motivational dimension and the weakest index is cognitive dimension. Behavioral and cognitive dimension have a similar performance in relation to cultural intelligence. Manuscript profile -
Open Access Article
14 - The effect of good character of managers on organizational commitment of employees (Case study: Islamic Republic of Iran’s Customs Administration)
Abstract This study aims to review related literature about good character and organizational commitment to design a structural model to investigate the effect of good character of managers on organizational commitment of employees. The research model has been develope MoreAbstract This study aims to review related literature about good character and organizational commitment to design a structural model to investigate the effect of good character of managers on organizational commitment of employees. The research model has been developed based on relationships among research variables and previous studies and has been tested by using regression analysis. The population was all personnel of Iran’s Customs Administration. To collect data, a field survey was performed on 106 people. Data was analyzed using SPSS software. Results indicated that dimensions of good character of manger (passion, humor, compassion, humility, courage, integrity, and wisdom) have positive and significant impact on organizational commitment. Finally, it was indicated that passion, compassion, humility, humor, integrity, courage, and wisdom, respectively, had the higher effects. Manuscript profile -
Open Access Article
15 - The Effects of Cultural Intelligence and Transformational Leadership Style of Managers on Employee Resistance to Change
Fakhriyeh Hamidianpour Majid Esmaeilpour razie zareiAbstract Background: One of the most important challenges faced by organizations is the environmental factors’ change and increasing global competitions. In response to this challenge, it should be noted that change management is a difficult task. Most of organizationa MoreAbstract Background: One of the most important challenges faced by organizations is the environmental factors’ change and increasing global competitions. In response to this challenge, it should be noted that change management is a difficult task. Most of organizational changes fail. Lack of personnel’s agreement with the change and their resistance are among the most important factors that cause the failure of organizational change. Objective: The objective of this study was to evaluate the effect of two factors of cultural intelligence of managers and transformational leadership style on employees' resistance to change. Methodology: The population of this research includes managers and employees of Jam Petrochemical Company (Iran). The sample consisted of 260 employees and 60 managers of various units of the company. Data were collected using the tool of questionnaire. To analyze the data SMART PLS structural equation modeling software was used. Results: The findings of this study show that cultural intelligence of managers both directly and through transformational leadership style has a positive and significant impact on the resistance to change and also the transformational leadership style has a positive and significant impact on the resistance to change. Manuscript profile -
Open Access Article
16 - Stuyding the relationship between assertiveness and empathy of faculty members who have managerial positions (case study:Valiasr university of Rafsanjan)
marzieh kahnoojiObjective: the main goal of the present research is to study the relationship between assertiveness and empathy of faculty members who have managerial positions. Method: this is a correlative-applied research. statistical population of the research includes all faculty MoreObjective: the main goal of the present research is to study the relationship between assertiveness and empathy of faculty members who have managerial positions. Method: this is a correlative-applied research. statistical population of the research includes all faculty members with managerial positions in academic year 2015-2016 in Valiasr University of Rafsanjan. The number of them is 61 persons. The statistical population has been studied as the sample. Data were gathered by standard questionnaires of assertiveness (Gambrel & Richy) and empathy (Davis). Data were analyzed by descriptive and infrential statistics.Findings: results of data analysis suggest that there is no significant relationship between managers’ assertiveness and viewpoint and between amount of imagination and empathetic attention and there is relationship between managers’ assertiveness and personal distress.Conclusion: results of the research suggest that there is no relationship between assertiveness of faculty members with managerial positions and dimensions of empathy. Therefore, it is necessary to pay attention strictly to these dimensions in behaviors of managers. It is recommended that managers are chosen more accurately by holding educational periods, related workshops and more scientific selections. Manuscript profile -
Open Access Article
17 - Managerial Dynamic Capabilities and international technological entrepreneurship: International Opportunity recognition and Exploitation by Information technology Start-Ups
Mohammad Hasan Mobaraki Jahangir Yadollahi Farsi Yadollahi Farsi Ali Mobini DehkordiThe recognition and exploitation of international technological opportunities is the fundamental process is in the international technological entrepreneurship. Because of the radical changes in the high and advanced technologies related to the information technology , MoreThe recognition and exploitation of international technological opportunities is the fundamental process is in the international technological entrepreneurship. Because of the radical changes in the high and advanced technologies related to the information technology , Dynamic capability is one of the important factors for IT based start-ups in the successful international value creation .this concept is under researched . For this purpose this study investigated managerial dynamic capability role in the international opportunities exploitation by IT based start-ups. By using multiple case study methodology and conducting 12 semi structured interviews with Iranian IT sector start-ups who participated in the international markets and analysing the qualitative data, the study show that managerial dynamic capability have the important role to foster international Technological entrepreneurship. Manuscript profile -
Open Access Article
18 - The study of the relationship between, metacognitive believes variables with decision making styles of the managers of Malek Ashtar industrial university.
The aim of the present research was examine of relationship between, metacognitive believes variables with decision making styles of the managers of malek Ashtar industrial university. The statistics population includes all the manager of Malek Ashtar industrial univers MoreThe aim of the present research was examine of relationship between, metacognitive believes variables with decision making styles of the managers of malek Ashtar industrial university. The statistics population includes all the manager of Malek Ashtar industrial university, that according to simple random sampling method 88 managers were selected. The instruments of research were: General decision making styles questionary (Scott, Bruce), and metacegnitive believes of Wells. The methods of analysis were: pearson correlation, T test, Anova, regression. The results indicated that: - Demographic variables such as age-education – work experience didn't have any effect on decision making styles except orgazinational degree. The regression analysis showed.: - Spontanious style is predictable on the subtests of negative belief about worry and negative belief about thoughts (the subtests of metacegnitive believes). - Avoidance style is predictable on the subtest of negative belief about worry (The subtest of metacegnitive believes). Manuscript profile -
Open Access Article
19 - Investigation of the relationship between the managers narcissism with monitoring costs
ameneh bazrafshan ashraf rezaei nasabThe present study investigates the relationship between board of directors, CEO and financial non-executive member of the board narcissism with performance monitoring costs. Theoretically, firms with narcissistic manager have a higher risk of inherent risk and control r MoreThe present study investigates the relationship between board of directors, CEO and financial non-executive member of the board narcissism with performance monitoring costs. Theoretically, firms with narcissistic manager have a higher risk of inherent risk and control risk Compared to other firms. Therefore, auditors must do additional work to maintain an acceptable level of audit risk when faced with such managers, and ultimately will demand more fees. To measure narcissism is used of the area of managers’ signatures. In this regard, 101 companies listed in Tehran Stock Exchange have been investigated in the period of 8 years during the years 2009-2017. The present research is an applied research in terms of purpose, and in terms of research method, descriptive-correlation is considered. The results of the research show that there is significant relationship between board of directors' narcissism (based on signature size) and audit fees. However, no significant relationship was found between the CEO and the financial non-executive member of the board narcissism with audit fees. Manuscript profile -
Open Access Article
20 - presentation of a Structural Model for Entrepreneurial Personality traits of employees Based on the managers' power sources (Case Study of the government departments in West Azarbaijan Province)
yusef beighzadeh farhad mahbobkhahThe present study is an attempt to provide a structural model for Entrepreneurial Personality traits of employees based on the managers' power sources in government departments of West Azarbaijan province. The present study is applied in terms of objective and descript MoreThe present study is an attempt to provide a structural model for Entrepreneurial Personality traits of employees based on the managers' power sources in government departments of West Azarbaijan province. The present study is applied in terms of objective and descriptive-correlational in terms of data collection and analysis methods. The population of the study includes all managers and employees of government departments in West Azarbaijan province. Due to the unlimited number of statistical population, the researcher selected a sample above the last level of the Morgan table through stratified random sampling. Hinkin and Shirykhm Power scale (1989) and an Entrepreneurial Personality trait Questionnaire derived from the standard questionnaires of Darham Center for Entrepreneurship were used for data collection purposes. Validity and reliability of the questionnaires were verified using relevant tests. Structural equations modeling based on partial least squares was used to analyze the data and reach the structural model. The results of the structural model showed that the authorities’ power sources and expertise of managers have a direct and significant effect on prediction of the employees’ Entrepreneurial Personality traits and the proposed model is well fitted. Manuscript profile -
Open Access Article
21 - Determining the Consistency in Competencies of Human Resource Managers Based on Ulrich Competencies Model: A Case Study (Mobarake Steel Co.)
iraj soltaniThe current research was performed in Mobarake Steel Co. in order to determine the required competencies in human resources entitled “competencies of human resource managers in companies based on Ulrich competency model”. The statistical society of the study comprises o MoreThe current research was performed in Mobarake Steel Co. in order to determine the required competencies in human resources entitled “competencies of human resource managers in companies based on Ulrich competency model”. The statistical society of the study comprises of 16 human resource managers among 32 and also 90 operational managers among 120 that were randomly selected using the Morgan table. Then two kinds of questionnaires were designed in order to compare the viewpoints of human resource managers about their own performance and also operational managers’ viewpoints about human resource managers’ performance using Ulrich competencies model. The data were analyzed through SPSS software, ANOVA, normality test, one sample T test, two independent sample T test, simple regression, multivariate regression and Pearson correlation. Finally the following results were estimated: Credible Activist 3.12 ,Culture & Change Steward 2.98, Talent manager/organization designer 3.04, Strategy architect 2.89, Operational executor 2.98, Business ally 2.96, and the mean was 3.00. Manuscript profile -
Open Access Article
22 - Educational Need Assessment and Investigating the Needed Skills of Independent Auditors, Financial Managers and Financial Analysts in Iran Based on Katz Model
Saber Sheri Anaghiz Nezam Aldin Rahimeian Jamshid Salehi Sadaghiyani Abotaleb KhorasaniThe present study was conducted to investigate the needed skills of independent auditors, financial managers and financial analysts in Tehran Stock Exchange. In this research, a "Katz skills model", which includes technical, human, and conceptual skills, is used to asse MoreThe present study was conducted to investigate the needed skills of independent auditors, financial managers and financial analysts in Tehran Stock Exchange. In this research, a "Katz skills model", which includes technical, human, and conceptual skills, is used to assess the required skills. This research is a descriptive-survey method. The statistical population consists of all independent auditors, financial managers and financial analysts employed in the accepted companies of Tehran Stock Exchange between 1382 and 1392. The sample size was 456 people. The research instrument was a questionnaire whose reliability was calculated by SPSS software and Cronbach's alpha coefficient was 92%.The results of the research showed that in first question, the need for the population of research in technical is more than other needs. In the second question, there was no relationship observed between education and the skills of people. The results of the third question showed that there was no relationship between the years of service and the skills of people. Also, the results of question 4 indicated that there was no relationship between the field of professional activity domain and the skills of people. Manuscript profile -
Open Access Article
23 - Injuries, Solutions and a Model for Employees Training System of Islamic Republic of Iran Customs
Morteza Yarahmadi Reza Najafbagy Karamollah Daneshfard Akbar AlamtabrizThe purpose of this research is to identify of Instructional Competency Evaluation Indicators in Tehran Municipality Managers. The method of this research is descriptive as survey type and in terms of purpose it is considered as an applied research. The statistical popu MoreThe purpose of this research is to identify of Instructional Competency Evaluation Indicators in Tehran Municipality Managers. The method of this research is descriptive as survey type and in terms of purpose it is considered as an applied research. The statistical population are the managers of Tehran municipality. Sample selection was done by random sampling method that included 15 senior managers, 45 middle managers, and 62 executive managers. To collect the research data, we used a questionnaire based on Robert-El-Katz's theory that made by researchers. The questionnaire had 66 questions and was in accordance with Likert scale. Validity of the questionnaire was confirmed by the professors and experts of the field and its reliability coefficient was estimated using Cronbach's alpha (0/964). In order to analyze the collected data, One Sample T-Test and Friedman Test were used. The results of the analysis of data indicate identification of criteria and indicators of each of the instructional competencies of managers as well as the conceptual model of instructional competencies of municipality managers. In addition, the results showed that all indicators of perceived, human and technical competence evaluation at all levels of managers including senior managers, middle and executives are optimal, Except for the perceived competency of mid-level managers who have been moderately evaluated. Manuscript profile -
Open Access Article
24 - Identification of Instructional Competency Evaluation Indicators in Tehran Municipality Managers
Maryam Hafezy fatemeh moradiThe purpose of this research is to identify of Instructional Competency Evaluation Indicators in Tehran Municipality Managers. The method of this research is descriptive as survey type and in terms of purpose it is considered as an applied research. The statistical popu MoreThe purpose of this research is to identify of Instructional Competency Evaluation Indicators in Tehran Municipality Managers. The method of this research is descriptive as survey type and in terms of purpose it is considered as an applied research. The statistical population are the managers of Tehran municipality. Sample selection was done by random sampling method that included 15 senior managers, 45 middle managers, and 62 executive managers. To collect the research data, we used a questionnaire based on Robert-El-Katz's theory that made by researchers. The questionnaire had 66 questions and was in accordance with Likert scale. Validity of the questionnaire was confirmed by the professors and experts of the field and its reliability coefficient was estimated using Cronbach's alpha (0/964). In order to analyze the collected data, One Sample T-Test and Friedman Test were used. The results of the analysis of data indicate identification of criteria and indicators of each of the instructional competencies of managers as well as the conceptual model of instructional competencies of municipality managers. In addition, the results showed that all indicators of perceived, human and technical competence evaluation at all levels of managers including senior managers, middle and executives are optimal, Except for the perceived competency of mid-level managers who have been moderately evaluated. Manuscript profile -
Open Access Article
25 - Designing a Competency-Based Training Program for Managers at the Ferdowsi University of Mashhad
Razvan Hosseingholizadeh Aliye Matagi akbar amrahiThe main purpose of this study was to design a Competency-Based Training Program for managers at the Ferdowsi University of Mashhad (FUM). To achieve this goal, mixed research method was used. Document analysis, interview, and questionnaire were used to collect data. Th MoreThe main purpose of this study was to design a Competency-Based Training Program for managers at the Ferdowsi University of Mashhad (FUM). To achieve this goal, mixed research method was used. Document analysis, interview, and questionnaire were used to collect data. The population was comprised of all the managers at the different organizational levels. Adaptation-design approach was used to design. For this, a list of expected competencies of managers in academic and non-academic environments was identified and extracted based on research literature review. In addition, interview with experts was done and documents related to the position of managers at the university were analyzed. According to results, 71 competencies were identified and then categorized into five categories including organizational, conceptual, change and innovation, individual and interpersonal competencies. They include 22 organizational competencies, 12 interpersonal competencies, 6 competencies of change and innovation, 7 conceptual competences, and 24 individual competencies. Also, the findings showed that the competencies of the managers at FUM vary according to their type of responsibility and management level. Therefore, competencies were ranked in the competency questionnaire according to these two characteristics. In general, results indicated that the highest rank has been attributed to organizational, interpersonal, and then conceptual, and change-innovation. Subsequently, based on the proposed model of competency, 34 topics were identified for designing curriculum. Finally, components of the curriculum were developed based on the recommended framework. Manuscript profile -
Open Access Article
26 - Designing the Competency Model of Public Relations Managers (Case study: National Iranian Gas Company and its Subsidiaries)
Hamidreza Arasteh Akbar Hassanpoor Ahmad Izady Tahmoores Bostani AmlashiThe general purpose of this research was to design a competency model for Public Relations managers. The statistical population of this research included all managers and directors of the National Iranian Gas Company and its Subsidiaries. The sampling method was carried MoreThe general purpose of this research was to design a competency model for Public Relations managers. The statistical population of this research included all managers and directors of the National Iranian Gas Company and its Subsidiaries. The sampling method was carried out in two parts of qualitative (10 specialists) and quantitative (324 persons). Data were gathered through interview and questionnaire. For data analysis, exploratory factor analysis, confirmatory factor analysis, ANOVA, correlation matrix, variance-covariance matrix was used. The results of this study showed that the seven competencies of personality credibility, skill, ability, general validity, attitude and insight, knowledge, professional credentials constitute the most important competency of managers working in public relations unit. According to the achieved results, Managers of the National Iranian Gas Company must consider these competencies in order to select, appoint and promote managers who has the most efficiency and effectiveness in the field of public relations. Manuscript profile -
Open Access Article
27 - Leadership self-development structural model of managers at universities and higher education centers (Case: University of Tehran)
Khodayar Abili Ebrahim Mazari Javad PourkarimiThe purpose of this study was to providing SEM of leadership self-development for University of Tehran managers. Accordingly, the present study has focused on the self-development of academic leadership. For this purpose, descriptive-correlation method was used. Structu MoreThe purpose of this study was to providing SEM of leadership self-development for University of Tehran managers. Accordingly, the present study has focused on the self-development of academic leadership. For this purpose, descriptive-correlation method was used. Structural equation modeling and LISREL software were used to analyzed. The statistical population of the study included 524 university managers of Tehran University. In order to collect the research sample by using proportional stratified sampling method, 217 university managers were selected using Morgan table. The purpose of this study was to study the managers of departments, deputies and heads of faculties, general, deputies and president of universities. A researcher-made questionnaire with reliability (α = 0.97) was used to collect data, which evaluated 56 components in 112 questions. The results of SEM showed that individual contextual factors (γ = 0.97) influenced the self-development process of academic leaders. The self-development process (β = 0.92) also influenced the self-development strategies. Strategies also influenced self-development achievements (β = 0.91). However, in the present study, organizational context factors (γ = 0.09) did not influence the process of academic leaders' self-development, although in many studies the role of organizational contextual factors as an organizational readiness for self-development has been effective. Manuscript profile -
Open Access Article
28 - Higher Education Managers: Identifying the competencies and capabilities required and providing a competency assessment model
Hossein Khanifar Salahedin Ebrahimi Bahman Gholami Marjan FayyaziEducation is a very complex and sensitive issue, and the sustainability of a society depends largely on the efficiency and effectiveness of the education system. If the education system can properly fulfill its mission of individual and social development, it will also MoreEducation is a very complex and sensitive issue, and the sustainability of a society depends largely on the efficiency and effectiveness of the education system. If the education system can properly fulfill its mission of individual and social development, it will also provide a favorable environment for cultural, economic, political and social development in society. It goes without saying that a great deal of the complexity and sensitivity of the education system goes back to the competencies of senior education managers. One of the challenges of HRM in organizations, especially in education, is how to select and promote managers. In this regard, the evaluation process process is used as a guideline for evaluating and effectively developing competencies in workplace-like conditions. Therefore, the present study was designed to identify the competencies of higher education managers and to present managers' competency models for use in evaluation centers. Mixed research approach was used to conduct the study. The research population in the qualitative section was all experts, professors and senior managers in the field of education, who were interviewed with 17 experts using snowball based sampling and the statistical population was all of the education managers in Tehran. 462 individuals were selected using cluster sampling method. The research instrument was a researcher-made questionnaire in the quantitative phase. Its validity was confirmed by experts and its reliability was confirmed by Cronbach's alpha test. Semi-structured interviews were used in the qualitative part. In the second step, quantitative method was used in descriptive-analytical method. Based on this, competencies of education managers for use in evaluation center were identified and then the model of competency of higher education managers for use in evaluation center was presented. To estimate the validity of the proposed model, second-order confirmatory factor analysis and structural equation modeling with partial least squares method were used. The results showed that the components of the model of education managers competency for use in the evaluation center are: knowledge competence, professional competence, personality competence, executive performance competence, leadership and guidance competence, communication competence and perceptual competence. Manuscript profile -
Open Access Article
29 - Analysing the competency criteria of the staff managers of the education headquarter in the level of leadership and management subsystem: a qualitative study report
عباس محمدی Rashid Zolfaghari zaferani Heidar Tourani Mehdi NavidadehmStaff managers of education have a key role in policy-making, macro-planning, and monitoring the performance of the education system, which is why the selection of this category of managers is particularly sensitive. Considering the emphasis of the Fundamental Evolution MoreStaff managers of education have a key role in policy-making, macro-planning, and monitoring the performance of the education system, which is why the selection of this category of managers is particularly sensitive. Considering the emphasis of the Fundamental Evolution Document on the selection of managers at different levels based on meritocracy in the 6-22 strategy of "Leadership and Management Subsystem", this article identifies the competency criteria of education staff managers at the level of this document, from the perspective of the authors of Fundamental Evolution Document, and attitudes of specialists in this field. Due to the nature of the question and the purpose of this research, its approach is qualitative and has been with data-based theory and Charlmers constructivism design. The data required for the study were collected through semi-structured interviews with 22 experts, including nine compilers of Fundamental Evolution Document, seven experts and executives of the leadership and management subsystem, and six educational management faculty members. The text of the interviews was implemented and analysed using thematic analysis. A total of 63 competencies were identified as competencies required for education staff managers in the form of 17 sub-categories and 6 main factors including; values and attitudes, managerial skills and abilities, personality traits, personal knowledge and skills, organizational knowledge and skills, and monitoring and control, and finally two specialized and general dimensions were determined and defined Manuscript profile -
Open Access Article
30 - Designing a competency model for middle managers in Tehran Municipality and validating it with a Structural Equation Model
Seyed Reza Razavi SaeediThe type of management in municipalities, which are typically service organizations, is different from other organizations. Therefore, the competencies of the managers of such organizations will be different from other organizations. The purpose of this study is to ide MoreThe type of management in municipalities, which are typically service organizations, is different from other organizations. Therefore, the competencies of the managers of such organizations will be different from other organizations. The purpose of this study is to identify and validate the competency model of middle managers of the municipality, which has been done in twenty-two districts of Tehran Municipality. In this study, 20 organizational experts in 8 different departments were interviewed. And the initial model of competencies of middle managers of the municipality was obtained. By performing three stages of Delphi panel among 7 experts, a modified model of competencies was obtained. In the second phase, the Structural Equation Model was used to validate the model. A questionnaire was developed and distributed among 274 middle managers of the municipality. Finally, the competency model of municipal middle managers was presented with 3 dimensions, 6 components and 45 indicators. Manuscript profile -
Open Access Article
31 - Identify Mechanisms and Barriers to Employing Coaching for Managers' Succession (Case Study: Khorasan Razavi Relief Committee)
Farzad Mashhadi Davood GhoroonehThe present study examines the process of employing coaching to replace managers in the General Office of the Khorasan Razavi Relief Committee. The research approach has been qualitative and the case study method has been used for this purpose. Data collection tools inc MoreThe present study examines the process of employing coaching to replace managers in the General Office of the Khorasan Razavi Relief Committee. The research approach has been qualitative and the case study method has been used for this purpose. Data collection tools included semi-structured interviews with twelve managers and heads of the organization as well as analysis of organizational documents. In order to analyze the data, the coding method was used in two stages of open and axial coding. The results of data analysis indicate that coaching can provide a substitute for managers through mechanisms. The main mechanisms are: on-the-job learning, improving problem-solving skills, providing growth opportunities, foresight, delegation, rotation and career advancement, and risk-taking opportunities. The results of this study also show that the process of applying coaching in the organization has faced structural, legal, financial, cultural and individual challenges. Manuscript profile -
Open Access Article
32 - Identifying and explaining the dimensions, components and indicators of managers' competencies and comparing them with the current situation of the tax affairs organization
Ahmad Ali Sadeghi Mohamad Ali Hosseni kamran mohammad khaniNowadays, organizations and companies demand employee competence in a wide range of essential knowledge, skills and attitudes because competencies are considered as important predictors of employee performance and success. The purpose of this study is to present the man MoreNowadays, organizations and companies demand employee competence in a wide range of essential knowledge, skills and attitudes because competencies are considered as important predictors of employee performance and success. The purpose of this study is to present the managerial competencies of managers in the Tax Affairs Organization and compare it with the current situation of these competencies. For this purpose, in the quantitative part, using Morgan table, 356 managers of the country's tax affairs organization were selected by simple random method, and in the qualitative part, 30 people were selected as a sample by purposeful method. The data of this research were collected using library studies, interviews and questionnaires. In the qualitative part, MAXQDA software has been used and in quantitative part, SPSS software have been used. Due to the normality of data distribution, one-sample t-test was used to analyze the data of the questionnaire. According to the research findings, the dimensions of mental health, perfectionism, communication, commitment, individual ability, mental and social health in the field of general competencies, dimensions of managerial personality, managerial communication, managerial skills and leadership in the field of managerial competencies, Dimensions of tax intelligence and tax knowledge in the field of specialized skills were counted. Of the total components, 48% were undesirable and 52% were favorable. In other words, 42% are related to general competencies, 41% are related to managerial competencies and 17% are related to specialized competencies. Manuscript profile -
Open Access Article
33 - Designing and explaining the professional development model of senior managers of Iran's telecommunications industry Case study: companies MCI, Irancell, Rightel
Saeed Hadavand Afsaneh Zamanimoghadam Ali TaghipoorzahirThe aim of this study was to design and explain the model of promoting the professional development of senior managers in the Iranian telecommunications industry. For this purpose, the exploratory mixed research method was used. In the qualitative section, in order t MoreThe aim of this study was to design and explain the model of promoting the professional development of senior managers in the Iranian telecommunications industry. For this purpose, the exploratory mixed research method was used. In the qualitative section, in order to be aware of the main components of the research, semi-structured interviews with 17 senior managers of the telecommunications industry and faculty members of the university who potentially had more information about the professional development of managers. By analyzing the information through systematic coding method, the findings were identified as 5 main components including "individual maturity, organizational maturity, educational maturity, research maturity and professional maturity" and 25 sub-factors. In the quantitative part of the research and based on qualitative findings, a researcher-made questionnaire was designed and administered on a sample of 172 senior managers who were selected using the non-probability sampling method. The validity of the questionnaire was confirmed by four experts and its reliability was calculated by Chronbach’s alpha with a coefficient of / 876. Indicates the coherence of the questions and the significant lack of dispersion between them. Data were analyzed by confirmatory factor analysis using AMOS software. The results confirmed the dimensions of the extracted model. Finally, the current situation of professional development of senior managers in each of the dimensions of the model was studied, which according to the results, it was found that there is a significant difference between all calculated means and the hypothetical average. Calculating the difference between the means also showed that research maturity and professional maturity have a negative difference and senior managers of Iran's telecommunications industry have a significantly lower-than average level of growth that should be in the program. Educational considerations to be considered. Manuscript profile -
Open Access Article
34 - Designing a Model for Developing the Competencies of Iranian Managers in Governmental Organizations with Emphasis on Islamic Management: A Qualitative Research in Education
Hossein Khanifar Salahedin Ebrahimi Faeze Mohammadesmaeely Bahman GholamiManagers need to have the capabilities and abilities to lead them to a successful performance that not only meets internal needs but also be able to direct external needs. And in any society, the educational system is an important and significant part. This institution MoreManagers need to have the capabilities and abilities to lead them to a successful performance that not only meets internal needs but also be able to direct external needs. And in any society, the educational system is an important and significant part. This institution is the basis for intellectual growth and development and the basis for maturity and realization of human capacities. Therefore, education managers must have the necessary competencies to do this successfully. Therefore, the present study was designed to develop a model for developing the competencies of Iranian Islamic managers in government organizations with an emphasis on Islamic management in education. To conduct the research, a qualitative approach of phenomenological type and grand theory method was used to conduct the research. The study population was all experts, professors and senior managers in the field of human resources and Islamic management in education, and 19 people were interviewed using purposive sampling. The research tool was a semi-structured interview. Coding method was used to analyze the qualitative findings. The results showed that "development of Islamic competencies and development of leadership and managerial competencies" as a central category, "succession, continuous evaluation, continuous training and learning and talent management" as causal conditions, "learner-centeredness" Organization (learning organization), justice in the selection, appointment and promotion, planning and program-oriented and career development "as strategies, categories of" organizational culture and staff group "as a platform," Islamic attitude to Management, human resources, and organizational structure were introduced as intervening conditions, and the development of the competencies of Iranian-Islamic managers in government organizations can have positive individual and organizational consequences in education. If the managers of education are developed by using the competencies and according to the appropriate Iranian Islamic model, and have sufficient knowledge and skills, the organization will be able to achieve the goals of the organization by raising the morale of the employees and motivating them to work and work. Spend fewer resources and better quality and increase the productivity of the organization. Manuscript profile -
Open Access Article
35 - Barriers and Challenges of Managers Coaching Success in the Petrochemical Industry
Akbar Hassanpoor Yusuf Vakili Saeed Jaafari Nia Raha FarhadiThe purpose of the current study is to identify barriers and challenges of managers coaching success in the petrochemical industry for which mixed methodology is utilized. In the qualitative section, Clarke and Braun’s (2006) thematic analysis was used to extract the in MoreThe purpose of the current study is to identify barriers and challenges of managers coaching success in the petrochemical industry for which mixed methodology is utilized. In the qualitative section, Clarke and Braun’s (2006) thematic analysis was used to extract the indicators of such barriers; it means that by studying current studies in this regard, basic, organizing and pervasive barriers were coded. Ultimately, a 40 – item questionnaire was obtained by using thematic analysis while the third-order factor analysis with partial lease squares approach was utilized to test the questionnaire. The research population consists of 167 petrochemical managers, deputies, and heads of whom 116 were selected by using the Cochran formula and simple random sampling method while the SMART PLS software package was used to analyze data. The third-order factor analysis findings indicated weakness in communicative and problem-solving skills. Weakness in feedback providing skills, improper managerial style, lack of setting pragmatic goals and obliging to them, improper coach’s behavior and vision, coachee’s propensity to commanding style, lack of trust to coaches, lack of coachee’s motivation, improper organizational culture and unawareness, structural weakness and lack of senior managers’ support, improper HR supportive systems and lack of supports by natural culture can be seen as the barriers on managers coaching success in the petrochemical industry. Additionally, findings indicate that barriers related to coach (0.91), intra-organizational barriers (0.81), inter-organizational barriers (0.68) and barriers related to coachee (0.55) have the highest and lowest impact on managers coaching success respectively. The final result is that the barriers to managers coaching success-tested model enjoys proper validity and reliability and can be used in the petrochemical industry. Manuscript profile -
Open Access Article
36 - recognition and rankings of the competencies of the strategic managers of khorasan behzisti (shannon entropy analysis)
kazem Nasirpour Moslem Cherabin Ahmad Akbari Davoud KavehBecause there is no standard list of competencies, various organizations, companies and institutions, ministries and government agencies around the world all define a framework for their expected competencies, depending on their circumstances and needs. The aim of this MoreBecause there is no standard list of competencies, various organizations, companies and institutions, ministries and government agencies around the world all define a framework for their expected competencies, depending on their circumstances and needs. The aim of this study was to identify and rank the competencies of strategic managers of Khorasan Razavi Welfare Organization. The research method is mixed exploration (qualitative-quantitative) which in the qualitative part is content analysis and in the quantitative part is a survey. Statistical sample In the qualitative section, 15 faculty members in the field of management were selected by theoretical sampling method and in the quantitative section, 12 professors working in Khorasan Razavi universities were selected by random sampling method. The method of analyzing the interview data has been selected in the qualitative part, the network of topics and in the quantitative part of Shannon entropy analysis. Findings of the research in the qualitative section include 25 organizational themes in the form of 4 comprehensive themes (individual, strategic, organizational and leadership) and the results of the quantitative section showed that strategic competence was identified as the most important and individual competence as the least important indicator. According to the research findings, it can be said that the identified components can be considered to assess the competence of strategic welfare managers Manuscript profile -
Open Access Article
37 - Choosing the Most Desirable Manager Development Learning Methods Using TOPSIS Technique(Case study: National Iranian Oil Refining & Distribution Company (NIORDC)
Yasamin Javadi Mahdieh Asadi Hamidreza YazdaniThe present research was conducted to select desirable learning methods for managerial development based on effective criteria and dimensions using TOPSIS technique. Given the purpose, an applied method of research is used. To collect data, a survey descrip MoreThe present research was conducted to select desirable learning methods for managerial development based on effective criteria and dimensions using TOPSIS technique. Given the purpose, an applied method of research is used. To collect data, a survey descriptive method of research is used. The National Iranian Petroleum Refining and Distribution Company (NIORDC) was selected as the statistical population and 15 managers and experts in the field related to managers' learning and development were selected for interviews using purposive sampling. Data collection is performed using both library or documentary methods to review the literature and field study includes structured interviews, distribution and collection of the questioner. The validity of the questioner has been assessed and also approved by the experts due to its consistency with the literature. The reliability of the questioner has been approved by repeat testing. Best Worst method (BWM) as well as Expert choice software have been used for analyzing data and determining the coefficiency of influencing criteria of needs assessment methods and identification of their priorities. TOPSIS technique and Excel have been also used to determine Closeness Coefficient and the priority of each learning methods. Research Findings indicate that the game and simulation method is the most desirable learning method to implement the development programs of managers in the company. Manuscript profile -
Open Access Article
38 - Presenting a Model of managers' Competencies in Complex Organizations
Seyed Reza Razavi SaeediToday organizations are more complex than in the past, and managers need to acquire new and important competencies to help organizations achieve their goals. The purpose of this study is to provide a model of managers' competencies in complex organizations, which is app MoreToday organizations are more complex than in the past, and managers need to acquire new and important competencies to help organizations achieve their goals. The purpose of this study is to provide a model of managers' competencies in complex organizations, which is applied research. This research has been done in two phases, in the first phase, the model is designed and in the second phase, its validation is done. In the first stage of the first phase, based on the frequency of complexities observed in the research literature and by systematically studying the theoretical foundations and also based on interviews with experts, three types of structural, technological, and environmental complexity were considered as the basis for evaluating organizational complexity. In the second stage, which had a quantitative approach and the goal was to identify and select a complex organization, a 21-item questionnaire was designed and its validity was confirmed by experts, and its reliability was confirmed by calculating Cronbach's alpha and distributed among 291 middle managers of the municipality. A one-sample, complex organization t-test was selected. In the next stage, which had a qualitative approach, a semi-structured interview was conducted with 18 experts who were selected by the snowball method, and the initial model of managers' competencies appropriate to any complexity was obtained. In the fourth stage, which had a quantitative approach, a questionnaire was designed based on the initial model and distributed among 5 experts by the Delphi method and after performing three round trip steps, the modified model was obtained. In the second phase of the research, which aimed to validate the modified model and had a quantitative approach, a questionnaire was designed based on the modified model. and distributed among 15 organizational experts, including municipal managers with at least a master's degree and a history of more than twenty-five years, and by calculating the relative content validity coefficient, the final model of managers' competence was developed for any complexity. Manuscript profile -
Open Access Article
39 - Designing a Model of Training Managers for Future
Hoda Jajarmi Ali Asghar Pourezzat Kamal DorraniThis research focuses on the need to develop meaningful training programs as a part of the reform of the secondary education system. Given that preparing the future managers is a responsibility we all share today, this study aims at designing a model for training future MoreThis research focuses on the need to develop meaningful training programs as a part of the reform of the secondary education system. Given that preparing the future managers is a responsibility we all share today, this study aims at designing a model for training future managers. This study adopted a qualitative exploratory approach. Accordingly, subsequent to reviewing the related literature, the semi-structured interviews with 15 selected senior managers in the Ministry of Education as well as experts and elites of the field were done. Participants were selected based on the snowball method. The interviews continued until the saturation level was achieved. Then, interviews were analyzed using the thematic analysis method. After analyzing the data and extracting the codes, they were classified into three major categories: 47 basic concepts, 18 organizers, and 5 inclusive themes, as the components of the model. The five inclusive themes were named as self-management, social factors, management of others, planning and the education system policy, and educational skills. Then, the model was designed based on the relationships among the themes. Finally, the research findings suggested that teaching management skills to adolescents, based on the recommended model of secondary school education system transformation, would lead to changes in the educational policy and development of such management skills as communication skills, critical thinking, leadership, and teamwork. At the end, recommendations are made based on the sub-themes obtained in each area and the key points raised by the experts of the field. Manuscript profile -
Open Access Article
40 - Designing the competency model of training managers of higher education centers with a professional skills approach (Case study: Islamic Azad University, Mashhad Branch)
Atefe Razavi elham fariborzi Mahmood GhorbaniIntroduction: Since higher education centers and universities are among the large and complex organizations that are more specialized and efficient than the other human resources organizations in providing and manpower training, they have a special sensitivity. Also, c MoreIntroduction: Since higher education centers and universities are among the large and complex organizations that are more specialized and efficient than the other human resources organizations in providing and manpower training, they have a special sensitivity. Also, considering that human development in line with coordination and harmony with the great changes of society, is the main task of the higher education system, this requires universities to have the necessary qualifications of educational administrators (Ismaili et al., 1397). The purpose of this study was to design a competency model for training managers of higher education centers to apply professional skills Methods: This study was conducted in an applied type and in a combined method of exploratory mixed type (qualitative-quantitative). Expert concurrence was used to determine the dimensions of competency components and professional skills based on theoretical foundations. Findings: Six dimensions for professional skills, which include: 1. Technical, human, 3. Perceptual, 4. Communication, 5. Cartesian skills, 6. Innovative skills. Managerial skills 3. Organizational factors 4. Entrepreneurial competence 5. Business competence 6. Leadership 7. Decision making 8. Collaboration. Explain and predict. Professionals are 75% effective in training competitors. Conclusion: The results showed that higher education centers in order to achieve these categories step by step and gradually according to a roadmap and long-term strategic plan and in order to implement it, it is necessary to formulate an action plan. It helps. Manuscript profile -
Open Access Article
41 - Identifying and Explaining the Competencies of the Managers of Entrepreneurial Universities with an Organizational Learning Approach (Case Study: Azad Universities of Khorasan Razavi)
Fatemeh Toosi Elham Fariborzi Mahmood GhorbaniThe aim of this study was to identify and explain the competencies of entrepreneurial university managers in the framework of qualitative approach and content analysis. The statistical population consisted of 20experts in the field of entrepreneurship education or activ MoreThe aim of this study was to identify and explain the competencies of entrepreneurial university managers in the framework of qualitative approach and content analysis. The statistical population consisted of 20experts in the field of entrepreneurship education or active members in entrepreneurship centers. Delphi questionnaire, dimensions and components were compiled based on the consensus of experts. The questionnaire was distributed among the statistical community. Entrepreneurial University and the number of 11 dimensions and 11 components for the organizational learning variable were obtained. Finally, after the end of the third year, the conceptual model of the research included 22 dimensions and 34 components for the entrepreneurial university variable and 6 dimensions and 6components for the organizational learning variable that formed the final questionnaire.Managers of entrepreneurial universities in the behavioral dimension of entrepreneurial university and in the components of managers with teamwork skills, manager There are creative and innovative, managers with the spirit of adaptation to the environment, managers with the spirit of risk-taking and innovative and creative faculty members. Behavioral dimension in entrepreneurial university from the point of view of experts: 1. Managers with the spirit of extraversion and adaptation to the environment 2.Kartimi encouragement in the university 3. Managers with a spirit of risk-taking 4. Managers with teamwork skills 5. Managers with a spirit of creativity and innovation 6. Managers with the characteristics of innovative people. In terms of prioritizing the components of the behavioral dimension in organizational learning according to experts: 1. Encourage members to work in a team. Manuscript profile -
Open Access Article
42 - Metaheuristic Optimization of Competencies of Strategic Managers in State Organizations
Gholamreza Abbaspasha davood kia kojoree Mohammad javad Taghipourian GilaniThe aim of the present research was to optimize the competencies of strategic managers in state organizations. This applied research was conducted quantitatively to collect the data. A researcher-made questionnaire was used to determine the level of consensus among res MoreThe aim of the present research was to optimize the competencies of strategic managers in state organizations. This applied research was conducted quantitatively to collect the data. A researcher-made questionnaire was used to determine the level of consensus among respondents on the priority of the proposed indicators for the competency of strategic managers. The relationship between the components of the metaheuristic model was determined by 122 senior and middle managers who were selected by random stratified sampling from the studied organizations: Tehran Governor's Office, Administrative and Recruitment Affairs Organization, Supreme Audit Court, Welfare Organization, Iran Health Insurance Organization (IHIO). Data were analyzed using the metaheuristic approach method based on genetic algorithm and decision tree, using the WEKA and RAPIDMINER software programs. Based on the results of the Shannon’s method, ethics earned the highest priority. Furthermore, 11 out of the 16 extracted factors affecting competency were selected as the optimal characteristics of strategic managers in state organizations using metaheuristic algorithms. These were knowledge competencies, skill competencies, basic competencies, psychological competencies, ethics, general competencies, interactions and communications, resource management, strategic thinking, transformism, and leadership. The findings also show that the most effective factors must be examined to identify and evaluate the competencies of strategic managers in state organizations. Manuscript profile -
Open Access Article
43 - Designing and explaining the competency model of managers with the aim of creating a competitive advantage in the organization
esmaeil abdolali ozhan karimi سعید عبدالمنافی Berouz Lari SemnaniThe main purpose of this study is to present a model of managers' competencies to create a competitive advantage in the organization and this research is a combination and the qualitative part is exploratory and the quantitative part is descriptive-survey and the qualit MoreThe main purpose of this study is to present a model of managers' competencies to create a competitive advantage in the organization and this research is a combination and the qualitative part is exploratory and the quantitative part is descriptive-survey and the qualitative data is collected through semi-structured interviews of 20 managers, experts and faculty members by purposeful and judgmental sampling method until theoretical saturation and To check the reliability of qualitative data, a sample of texts was given to another expert for coding and his coding results were compared with the researcher's coding. There was about 86% agreement between the two codings. In the quantitative part, research data were collected through a researcher-made questionnaire from 322 samples based on the Cochran method determined from the statistical population of the research, which included managers of industrial and manufacturing companies in Qazvin province. The results of the reliability of the questionnaire show that the calculated Cronbach's alpha coefficients in all cases is greater than 0.7. The research model is based on qualitative findings including the categories of individual competence with 30 concepts, interpersonal competence with 15 concepts, managerial competence with 18 concepts, professional competence of managers with 18 concepts, and the category of competitive advantage with 15 concepts identified and determined using Structural equations have been fitted and tested. Based on the results of the research, managers' competencies in the categories of individual and interpersonal, managerial and professional competencies of managers with specific concepts and sub-categories of each category are identified and their effects on the competitive advantage category are examined separately. The results show that they have a significant effect on competitive advantage in the organization. Manuscript profile -
Open Access Article
44 - Provide a value chain model of competencies of human resource managers of government organizations based on professional competencies
Fatemeh Akbari Pasham Mohammad hakkak Hojjat Vahdati Amir Houshang NazaripourThe present research is applied based on purpose and is a type of non-experimental research. In this research, in the first stage, in order to deeply study and design the value chain model of the professional competencies of human resource managers, among the qualitativ MoreThe present research is applied based on purpose and is a type of non-experimental research. In this research, in the first stage, in order to deeply study and design the value chain model of the professional competencies of human resource managers, among the qualitative research strategies, the content analysis method (theme analysis) was selected. The statistical population of this study includes all senior managers and human resources in government organizations in Khorramabad city who have been working in government organizations in Khorramabad city during the research period and have at least 10 years of experience in this position. اند. In this study, first, judgmental (purposive) sampling method was used. In this study, qualitative data were collected by conducting interviews with senior managers and human resources of government organizations and academic experts. After the interviews, qualitative data were analyzed based on theoretical coding, and then the categories related to the phenomenon under study and a paradigm model based on Strauss and Corbin were extracted. The results of the previous steps, including resource search, initial review, verification of verified sources, data extraction, coding and categorization, finally show the main variables of the research, including individual competence (6 categories); Social competence (3 categories); Organizational competence (6 categories); Managerial competence (5 categories); Specialized competency (5 categories); There are functional competencies (8 categories) and communication competencies (4 categories). Manuscript profile -
Open Access Article
45 - Designing a professional development model for managers with a data-based approach: Qualitative research in education
younes sahranavard nashtifan Salahedin ebrahimi Bahman Gholami سیامند مولودیThe educational system is the basis for intellectual growth and development and the basis for the maturity and realization of human capacities, and education managers must be professionally developed to carry out this mission successfully, because a large part of the co MoreThe educational system is the basis for intellectual growth and development and the basis for the maturity and realization of human capacities, and education managers must be professionally developed to carry out this mission successfully, because a large part of the complexity and sensitivity of the educational system. It refers to the behavior of managers and the success of the organization in achieving organizational goals and missions depends on the existence of competent and competent managers; Therefore, the present study was designed to develop a model for the professional development of education managers. To conduct the research, a qualitative approach with grand theory method was used. The study population was all experts, professors and senior managers in the field of human resources in education who were interviewed using purposive sampling with 21 experts. The research tool was a semi-structured interview. Open, axial and selective coding methods were used to analyze the qualitative findings. The results showed that "Development of cognitive-leadership-management skills and development of professional ethics" as key categories, "Professional development planning, organizational talent, educational and learning opportunities and self-development "As causal conditions", "networking, guidance, facilities and resources and career path management" as strategies, categories of "organizational values and culture, group of managers and working conditions" as a platform, "organizational factors, Learning-Improvement-Development Atmosphere and Barriers and Involvement of Managers were introduced as intervening conditions and succession can have consequences for individual and organizational development in education and positive extra-organizational effects for society. Manuscript profile -
Open Access Article
46 - Identifying the causal factors affecting the training of entrepreneur-oriented human resources from the perspective of managers and educational policy makers
hadi barati hamideh jaliliEntrepreneurship and enterprising behavior as subject fields and frames of understanding can only happen concurrent with a transformation of the universities from ivory tower into entrepreneurial university. Therefore; the institutions of higher education and the univer MoreEntrepreneurship and enterprising behavior as subject fields and frames of understanding can only happen concurrent with a transformation of the universities from ivory tower into entrepreneurial university. Therefore; the institutions of higher education and the universities in particular play a highly central part in the innovative and entrepreneurial process. Identifying the causal factors affecting the training of entrepreneur-oriented human resources from the perspective of managers and educational policy makers. This research, based on the purpose, following the applied research that has done by the qualitative method. The participants study included all experts and activists in the field of entrepreneurship and policy-making in the field of human resources at Farhangian University in the academic year of 2019-2020, that by using purposive sampling method, 19 people were selected as participants. To collect the data, a semi-structured interview used.The validity of the measurement tool has confirmed through Coders agreement. The results of the research showed that the causal factors affecting the training of entrepreneur-oriented human resources from the perspective of managers and educational policy makers could be classified form of 3 components (Management, tangible and intangible resources, and strategies) and 56 indicators. The most important factors affecting the training of entrepreneur-oriented human resources are: institutionalization of the entrepreneurship debate; Improving the career path system and succession planning; Strengthen teamwork spirit; Strengthen strategic vision and transformational leadership; tangible and intangible support and Use of new generations of education. Manuscript profile -
Open Access Article
47 - A dairy Products Green Supply Chain model with Emphasis on Customer Satisfaction: Combining Interpretive Structural Modeling Approach and Analytical Network Process
heydar Safari rashid Zolfaghari Zafarani Mohsen Mohammadian SaraviChanging the energy-based economy to a knowledge-based economy, increasing the level of education of the society, raising the standard of living standards, increasing the international complexities have led to many changes in the management of the organization. To overc MoreChanging the energy-based economy to a knowledge-based economy, increasing the level of education of the society, raising the standard of living standards, increasing the international complexities have led to many changes in the management of the organization. To overcome these challenges, future organizations must be able to harness and develop the potential of their talents. Talents are the rarest resource in the current knowledge-based market. In the wake of the globalization of the economy, the downsizing of most public and private organizations, rapid environmental developments and global challenges, the need for organizations to have capable and experienced leaders. Despite the global need and attention to talent, the principles of talent management in all organizations follow the same rules. Talent management includes a set of plans that, in general, make effective use of these individuals to achieve the goals of business and achievement. In this research, with the aim of identifying the variables affecting talent management with the approach of managers' capabilities, Delphi method has been performed by 50 experts. After collecting data and conducting interviews and Delphi method in 2 replications and confirmation of validity and reliability tests using CVR, reflectivity and Cronbach's alpha, the final model is calculated in 3 main components, 14 dimensions and 59 indicators. Among these, management support, engaging talented people, increasing learning capacity, self-centered learning, continuing education, setting criteria for promotion, appreciation and creating internal motivation with an average of 4.9 have been identified as the most effective factors. Finally, the structural model with the partial least squares method was approved by PLS software with a GOF fit coefficient of 0.58. Manuscript profile -
Open Access Article
48 - Organizational readiness to accept the model of excellence in Islamic Azad University: A Mixed Approach
seyedeh somayeh mosavi siyahdele Samad jabbariasl Musa Rezvani ChamanzaminThe readiness of organizations to establish management systems is an important issue. The purpose of this study is to provide a model for organizational readiness to accept the model of excellence in the Azad University. In this study, a combined (qualitative and quanti MoreThe readiness of organizations to establish management systems is an important issue. The purpose of this study is to provide a model for organizational readiness to accept the model of excellence in the Azad University. In this study, a combined (qualitative and quantitative) sequential exploratory method was used. The method used in the qualitative part of the research is foundation data theory. In the present study, in order to collect data in the qualitative part, the interview tool was used and in the quantitative part, a questionnaire was used. The statistical population of the study includes professors of management in the free universities of Guilan province. In the qualitative section, in order to conduct interviews, the opinions of 10 professors related to the research topic and in the quantitative section, in order to complete the questionnaires, the opinions of 150 people were used. In order to analyze the data obtained from the interviews, the coding method was used in MAXQDA software and in order to discover the relationship between the identified factors, the interpretive structural modeling method was used in MICMAC software. Data analysis from semi-structured interviews consisted of 180 open source code in the form of nine classification concepts and in four main categories including managerial and attitudinal-behavioral factors (as link variables), external factors (as independent variables), and the establishment of the excellence model. (As dependent variables) were divided. Data analysis of the quantitative part of the research was also performed using the partial least squares method in smartPLS software. The results of the quantitative part of the research also showed that all three factors include managerial factors (creating an atmosphere conducive to change, planning and organizing, learning, commitment), attitude-behavioral factors (perceived usefulness and perceived ease) and external factors (policies and rules). Upstream, credits, and culture) have a significant role on the readiness of the free university in implementing the model of excellence, and among these, managerial factors have played the most effective role. Also, the attitude-behavioral factors of the performers have an effective role on the readiness of the university to establish a model of excellence. On the other hand, external factors, both directly and indirectly and through managerial factors and attitudinal-behavioral factors have an effective role in the readiness of the Azad University to establish a model of excellence, so that this factor is the main motivator of Azad University affiliates to establish a model of excellence. . Findings show that the readiness of universities to establish models of excellence depends to a large extent on the performance of its managers. Highly committed managers can create a positive atmosphere in the university for the acceptance and implementation of those models with proper planning, control and supervision, and thus address many internal problems such as attitudes and behavioral factors of members of the organization, which mainly manifest themselves in the face of change. Data and even overcome external problems Manuscript profile -
Open Access Article
49 - The Role of Critical Success Factors in Empowering Managers (Case Study: Isfahan Municipality Contracting Companies)
reihanehalsadat hashemi ahmadreza shekarchizadeh Mohammad shekarchian khouzestaniCapable human source is one of the important components of organizations entering the complex areas.On the other hand, capable employees are the result of the presence of skilled management. Although several factors play role in managers' empowerment. Examining the comm MoreCapable human source is one of the important components of organizations entering the complex areas.On the other hand, capable employees are the result of the presence of skilled management. Although several factors play role in managers' empowerment. Examining the common ground of these factors identifies and reveals the vital factors of success in empowering managers. Empowerment is considered as one of the useful tools to improve the quality of employees and increase organizational effectiveness.Therefore, considering the importance of managers' empowerment, the present study was conducted to identify the critical success factors in empowering managers of Isfahan Municipality contracting companies. The present study is an applied research which has been done by descriptive (survey) method. Its statistical population included the managers of Isfahan Municipality contracting companies and the sample size was estimated to be 120 people using Cochran's formula. The data collection tool in this study was a researcher made Delphi questionnaire. To analyze the data, SPSS software and descriptive statistics indicators as well as one sample t-test were used. The critical success factors have an effect on empowering the managers of Isfahan Municipality contracting companies and play a role above the average (4.179). The results of this study showed that six factors: Motivation, education, managerial skills, focus on human resource development, awareness raising and analytical thinking, play a vital role in the success of empowering managers.The role of these factors was confirmed at a higher than average level in empowering the managers of these companies.the managers of these companies Manuscript profile -
Open Access Article
50 - Provide a model for nurturing and developing the competencies of international marketing managers in free trade zones
Farzaneh Zare MehrjerdiGiven the central role of international marketing in the development and success of free trade zones, international marketing managers must have special skills and competencies. The present study aimed to provide a design model and accreditation model for international MoreGiven the central role of international marketing in the development and success of free trade zones, international marketing managers must have special skills and competencies. The present study aimed to provide a design model and accreditation model for international marketing managers in free trade zones. The present study is an applied-developmental research that has been done by heuristic mixed method. It is also a cross-sectional survey in terms of data collection method and time period. The statistical population of the quality sector includes 23 managers of free trade zones. In a small part, the views of 186 international marketing managers of free trade zones have been used. Data collection tools are semi-structured interview and researcher-made questionnaire. The content analysis method and partial least squares were used to analyze the data. The results show that the competencies of international marketing managers include knowledge, skills, personal characteristics, ability and credibility. Skills competencies include professional skills and interpersonal skills. Knowledge competence includes specialized knowledge, general knowledge and international knowledge. Creditworthiness is divided into two categories: public credit and professional credit. Ability competence includes managerial, marketing and emotional ability. Finally, personal competencies also include moral, personality, and professional characteristics. moral, personality, and and professional characteristics. Manuscript profile -
Open Access Article
51 - Providing a World Class Model for National Iranian Oil Company Manager's Development
Sogol Ranvar Mohammad Ghahramani Abasalt Khorasani shahrokh ghasemiGiven (considering) the importance of human resource development, especially the development of managers as the key to the development of the country, the present study aims to provide a model for the development of managers of the National Iranian Oil Company. In the r MoreGiven (considering) the importance of human resource development, especially the development of managers as the key to the development of the country, the present study aims to provide a model for the development of managers of the National Iranian Oil Company. In the research, the mixed method has been used. In the qualitative section, using Delphi method and purposeful sampling, a semi-structured interview was conducted with 15 senior managers of national Iranian oil company in order make a questionnaire, which was thematically analyzed and coded in MAXQDA software. In the quantitative section after collecting information about 156 questionnaires from the spatial territory of all training and development units in the national Iranian Oil Company, to confirm and test the conceptional model, confirmatory factor analysis of the SPSS and LISREL software has been used. The results showed that among the dimensions of development of world-class managers, the individual dimension has the highest correlation with the latest variable and we do not see a significant difference with the desire level. After that, the group dimension is less different from the desired level, but in the organizational dimension with a global level, we see a significant difference. Given (considering) the importance of human resource development, especially the development of managers as the key to the development of the country, the present study aims to provide a model for the development of managers of the National Iranian Oil Company Manuscript profile -
Open Access Article
52 - Investigating the Influence of Human Resources Management Activities on Customer Loyalty in the Hoteling Industry Using a Multilevel Approach
zahra Nikkhah-Farkhani Mohammad shaykhzadeConsidering the fact that customer loyalty is regarded as one of the most important concerns of hotel managers, this study sought to investigate the influence of human resources management activities on customer loyalty using a multi-level approach. The statistical popu MoreConsidering the fact that customer loyalty is regarded as one of the most important concerns of hotel managers, this study sought to investigate the influence of human resources management activities on customer loyalty using a multi-level approach. The statistical population of the study comprised of managers, staff, and customers of four-star and five-star hotels in Mashhad. Moreover, the statistical sample size of the research at the organization level consisted of thirty-four, one-hundred and forty, two-hundred and forty managers, staff, and customers at organizational, staff, and customer levels, respectively. On the other hand, Sam’s 12-item questionnaire (2008) and the 17-item questionnaire developed by Al-Rafiei et al. (2013) were used to measure the human resources management activities and the staff’s satisfaction and loyalty, respectively, whose validity and reliability was tested using the Content validity method and Cronbach's alpha, respectively. Finally, HLM 7.02 and the SPSS software were used to analyse the collected data. The results proved the positive influence of human resources management activities on the staff’s satisfaction and loyalty, and in turn, on the satisfaction and loyalty of the customers. Therefore, it could be argued that hotel managers can increase the loyalty of their customers by emphasizing human resource management activities and improving their staff’s satisfaction and loyalty, which would increase the profitability of hotels in the long term by reducing marketing costs. Manuscript profile -
Open Access Article
53 - Providing an e-learning pattern for Tejarat Bank managers
Seyede zahra sadat Kiyaei fatemeh hamidi far baharak shirzad kebriaThe purpose of this research is to provide an e-learning pattern for Tejarat Bank managers. This research is qualitative and quantitative (exploratory mix) in terms of applied purpose, in terms of how to collect data. The sample size in the qualitative to theoretical sa MoreThe purpose of this research is to provide an e-learning pattern for Tejarat Bank managers. This research is qualitative and quantitative (exploratory mix) in terms of applied purpose, in terms of how to collect data. The sample size in the qualitative to theoretical saturation section was 21 people and in the quantitative section according to Morgan table from the 300 managers of Tejarat Bank headquarters in the five districts of Tehran, 169 people were selected and distributed by stratified random sampling questionnaire. The researcher-made questionnaire in the form of 6 dimensions of paradigm model consisted of 19 components and 147 indicators. In order to identify and confirm the measurement factors, the validity of the questionnaire was tested separately for each dimension by first-order confirmation factor analysis (dimensions consisting of two components) and second-order (dimensions consisting of more than two components). The results show that confirmatory factor analysis confirmed the quantitative results of the Strauss and Corbin Foundation data model to a large extent and the e-learning model of Tejarat Bank managers with 6 dimensions, 19 components and 134 indicators was obtained. Including cultural readiness, technical readiness, educational readiness, environmental readiness; Causal factors include human factors, educational structure and policies, management; Interfering factors include individual approaches, managerial approaches; Strategies included educational approaches, pedagogical and andragogical approaches, educational assessment and evaluation, ease of access, targeted educational quality, innovation and creativity, integrated management and finally the consequences included educational success and meritocracy, foresight, increasing effectiveness and improving organizational performance. Manuscript profile -
Open Access Article
54 - Study of socio-economic factors affecting the work conscience of managers of government offices in Yasuj
SeyyedAilabbas Mohaddes asghar mohammadi Moslem mortezapourThe purpose of this study was to investigate the socio-economic factors affecting the work conscience of government managers in Yasuj. The method of this research is survey and descriptive and the data collection tool is a questionnaire, the statistical population is 65 MoreThe purpose of this study was to investigate the socio-economic factors affecting the work conscience of government managers in Yasuj. The method of this research is survey and descriptive and the data collection tool is a questionnaire, the statistical population is 6500 managers of government departments, the sample size is 400 managers of government departments in Yasuj, which is available by sampling method. The results of the questionnaire were analyzed using multiple correlation coefficient (regression). In this research, the following variables were studied and these results were obtained: Managers' ignorance of the organization's goals R = 764% and R2 = 584%, how to select managers R = 892% and R2 = 795%, involvement of political factions R = 8.899 and R2 = 808%, ethnic differences and Tribal R = 8.28% and R2 = 675., lack of scientific information of experts R = 909% and R2 = 826, expansion of organizational information R = 893% and R2 = 798% Manuscript profile -
Open Access Article
55 - A comparative study between management from Quran’s perspective and from Western-based theories of managment
بهاره شهریاریObjective(s): To present a desirable model for management from Quarn’s perspective. Methods: Two methods were used to collect data: literature search and collecting data from a sample of 25 informants using a purposed questionnaire. Results: The analysis showed that t MoreObjective(s): To present a desirable model for management from Quarn’s perspective. Methods: Two methods were used to collect data: literature search and collecting data from a sample of 25 informants using a purposed questionnaire. Results: The analysis showed that there were significant correlation between fundemental management principles and mangement from Quran’s perspective. In addtion it was found that compared to western style of management more attention have been paid to these principles in mangement from Quran’s perspective. Conclusion: The findings from this study indicate that there are associations between the specifications of a desirable Islamic management and management duties that can be extracted from Holy Quran. Manuscript profile -
Open Access Article
56 - Presenting a model for developing the coaching competencies of the education managers of the 22 districts of the mayor of Tehran
nasim madahi afsaneh zamani moghadam Parivash Jaafari<p>The purpose of this study is to provide a model for developing the coaching competencies of education managers in 22 districts of Tehran Municipality. Due to the nature of the subject, this research is descriptive and survey type. The tools used in this study are ope More<p>The purpose of this study is to provide a model for developing the coaching competencies of education managers in 22 districts of Tehran Municipality. Due to the nature of the subject, this research is descriptive and survey type. The tools used in this study are open interviews and a structured questionnaire. In order to collect information, Delphi interview was conducted with 30 national coaching experts using purposive sampling method. Then, the final model was distributed among 210 managers and education officials of Tehran Municipality using a questionnaire and was evaluated more extensively using structural equations in Amos24 software and validation factor analysis. Based on the results, the variables of coaching action competencies, behavioral-coaching competence, coach-executive competence and coach-monitoring competence were identified as variable dimensions of coaching competency development in Tehran Municipality education managers. The dimensions of the competitor's competencies are: individual and strategic analysis, setting strategic goals and developing operational plans. Transformational leadership, trust, active listening and strong questioning as components of the coach's behavioral competence, empowerment, development and encouragement and guidance in the performance as components of the coach's executive competence, as well as positive monitoring, negative monitoring and feedback as components The coach's ability to monitor was recognized.</p> Manuscript profile -
Open Access Article
57 - Investigating the impact of ethical leadership dimensions on organizational commitment in the General Post Office of Kohgiluyeh and Boyer Ahmad provinces
Mohsen Abcher Mahmoud AbidpourThis research has been conducted with the aim of investigating the impact of ethical leadership dimensions on the organizational commitment of employees in the General Post Office of Kohgiluyeh and Boyer Ahmad provinces and the post office of Yasuj city. The research me MoreThis research has been conducted with the aim of investigating the impact of ethical leadership dimensions on the organizational commitment of employees in the General Post Office of Kohgiluyeh and Boyer Ahmad provinces and the post office of Yasuj city. The research method is descriptive and correlational, and the library method was used to develop the theoretical framework of the research. The statistical population of this research is the employees of the General Post Office of Kohgiluyeh and Boyer Ahmad provinces and the postal districts of Yasuja, which number 430 people. The sample size of 203 people was determined, and 191 questionnaires were analyzed among the distributed questionnaires. In this research, Allen and Mayer's standard organizational commitment questionnaire and researcher-made moral leadership questionnaire were used. The reliability of the ethical leadership questionnaire was calculated as 0.811 and its content validity was also confirmed. The results of the descriptive analysis of the data state that the organizational commitment index and its dimensions, as well as the ethical leadership index and its dimensions among the employees of the General Post Office of Kohgiluyeh and Boyer Ahmad provinces and the 4 post districts of Yasuj city are above average. The results of the inferential analysis and the test of research hypotheses state that there is a direct and meaningful relationship between ethical leadership (ethical person dimension, ethical manager dimension) and organizational commitment (emotional and normative). Although the mentioned correlations are not strong, the results of the regression models predict well the amount of organizational commitment changes (emotional and normative) by the ethical leadership variable (ethical person dimension, ethical manager dimension). Although there was no relationship between ethical leadership (the ethical person dimension, the ethical manager dimension) and organizational commitment (continuous), the results of the present research have a good overlap with the results of other researches in the field of ethical leadership and the effectiveness of organizational commitment. The effect of contextual variables including gender, education, age, history of activity and field of activity on the attitude towards ethical leadership and organizational commitment indicators was not confirmed. Manuscript profile -
Open Access Article
58 - Investigating and identifying the organizational commitment to ethical leadership in the General Department of Education of Dana region
Behnam AzadehThis research was conducted with the aim of investigating and identifying the organizational commitment to ethical leadership in the General Department of Education of Dana region. The research method is descriptive and correlational, and the library method was used to MoreThis research was conducted with the aim of investigating and identifying the organizational commitment to ethical leadership in the General Department of Education of Dana region. The research method is descriptive and correlational, and the library method was used to develop the theoretical framework of the research. The statistical population of this research is the employees of the General Department of Education of Dana region, whose number is 430. The sample size of 203 people was determined, and 191 questionnaires were analyzed among the distributed questionnaires. In this research, Allen and Mayer's standard organizational commitment questionnaire and researcher-made ethical leadership questionnaire were used. The reliability of the ethical leadership questionnaire was calculated as 0.811 and its content validity was also confirmed. The results of the descriptive analysis of the data state that the organizational commitment index and its dimensions, as well as the moral leadership index and its dimensions among the employees of the General Department of Education of Dana region are above average. The results of the inferential analysis and the test of research hypotheses state that there is a direct and meaningful relationship between organizational commitment (emotional and normative) and ethical leadership (ethical person dimension, ethical manager dimension). Although the mentioned correlations are not strong, the results of the regression models predict well the amount of changes in organizational commitment (emotional and normative) by the ethical leadership variable (ethical person dimension, ethical manager dimension). Manuscript profile -
Open Access Article
59 - Principles and Standards of Professional Ethics of Educational Managers: A Mixed-Method Study
hamid falahi rasoul saediThis study seeks to investigate and discover the principles and standards of professional ethics for educational managers along with the related challenges. The research approach was quantitative-qualitative (mixed method). The statistical population in the qualitative MoreThis study seeks to investigate and discover the principles and standards of professional ethics for educational managers along with the related challenges. The research approach was quantitative-qualitative (mixed method). The statistical population in the qualitative phase included the principals of boys' high schools in one district of Sanandaj (Iran). Consequently, 8 individuals were selected as the study sample using the purposeful sampling method and phenomenological strategy. The study data were collected through conducting interviews including open-ended questions. The findings revealed: a) the concepts of professional ethics that educational managers adhere to with regard to the specific regulations of a profession, religious principles and values, and social norms; b) principles such as self-management, having a vision, professional capabilities, respect, commitment, and responsibility in the job; c) challenges such as structural challenges (lack of comprehensive standard, contradiction between administrative regulations, centralized management, ambiguity of goals) and individual challenges (passivity, limited visions). In order to collect the data, interviews were conducted with managers to obtain their views toward principles and standards of professional ethics, and they were asked if they adhere to these principles. Next, the data obtained from interviews were compiled and implemented in the form of a researcher-made questionnaire which was divided into two aspects: occupational principles and the other pedagogical principles. In the quantitative phase, the community (n=283) included all the teachers, assistants, and principals of boys' high schools in one district of Sanandaj. Using convenience sampling method, 163 individuals were selected as the study sample. Confirmatory factor analysis, one-sample t-test, and Friedman's test were used for data analysis. Finally, according to the results of the one-sample t-test, higher than average level of commitment was reported for managers. Also, the researcher-made questionnaire. Additionally, the results obtained through the questionnaire confirmed the results of the interviews. Manuscript profile -
Open Access Article
60 - A Competency Development Model for Managers of Tehran Municipality: A Mixed Approach
Vahid Alamdari Mohammadnaghi Imani Jalil Younesi Borujeni Asghar SharifiDesigning the competency model is one of the approaches that have been suggested for improving the adaptability of modern organizations with ongoing changes in the work environment. A defined model could offer an ideal ground for those seeking higher positions and more MoreDesigning the competency model is one of the approaches that have been suggested for improving the adaptability of modern organizations with ongoing changes in the work environment. A defined model could offer an ideal ground for those seeking higher positions and more convenient performance management goals. Also, it could serve as a reliable infrastructure and framework for the integration of human resources processes. In this line, the aim of the study was to design competence development model for Tehran municipality managers with a combined approach. This study could be considered as interpretative-affirmative in terms of philosophical foundations, and qualitative-quantitative type, developmental and applied, and inductive-comparative. The statistical population of the research included academic and executive experts in the field of urban management. In the qualitative part, the competences of Tehran municipality managers were identified in two general and specific parts through content analysis. The general competences included: professional ethics, change management, cognitive skills, and data management. The specific competences included: problem solving skills, leadership of people, individual ability, specialized knowledge and skills, communication skills and performance management. In the quantitative phase, through AHP technique, perceptive skill and data management and among specific skills, problem solving skill and leadership of people were proposed as the most important competencies of Tehran municipality managers from the viewpoint of experts. Finally, the development solutions and strategies for each competency were classified by the experts through the identified matrix for managers' development methods. New and reliable approaches such as the recent research could lead to improvement of human resources and serve as a strategic partner, and in this way human resources could be promoted as one of the strategic units of organizations. Manuscript profile -
Open Access Article
61 - Presenting a model in order to improve the professional qualification of human resources managers of National Bank of Iran
Abbasali Samadianbarzaki mahmoud safari Masome OladianThe current research is designing a model to improve the professional qualification of human resources managers of the National Bank of Iran. The method of this research is practical in terms of purpose and it was done by mixed-exploratory (qualitative-quantitative) met MoreThe current research is designing a model to improve the professional qualification of human resources managers of the National Bank of Iran. The method of this research is practical in terms of purpose and it was done by mixed-exploratory (qualitative-quantitative) method. The statistical population in the qualitative section included senior managers of human resources and professional academic experts. Data collection was done through semi-structured interviews with 15 people from the statistical population who were selected by purposive sampling. The research data were analyzed based on the qualitative analysis process during open, central and selective triple coding through MaxQuda 2020 software. The statistical population in the quantitative part includes the managers, employees and experts of the Human Resources Unit of the National Bank of Iran. Data collection was done through a researcher-made questionnaire from among 291 members of the statistical population who were selected by random sampling. The analysis of the collected data was done in two descriptive and inferential ways through SPSS 16 and Smart PLS software.so results of the qualitative analysis of the professional qualification improvement model of human resource managers with two macro-level dimensions (banking field) including organizational infrastructure components, knowledge management system, development programs in the bank, stakeholders' participation in the design of professional qualifications, organizational attitude in the bank, banking educational strategies It included the components of managers' personality factors, managers' leadership skills, managers' technological knowledge, educational-research skills. Priority and personality factors of managers (with a factor load of 0.775) had the lowest priorityand the micro level) Manuscript profile -
Open Access Article
62 - The effect of emotional intelligence of project managers on the effectiveness of team communication in Iranian research institutes (Case study: Research Institute of Communication and Information Technology)
Mansoureh Mohammadnezhad Fadard Ehram SafariGenerally, in performing technical projects, especially in the field of information and communication technology, the most important criterion for handing over the project is having technical capabilities, and less attention is paid to the communication skills of projec MoreGenerally, in performing technical projects, especially in the field of information and communication technology, the most important criterion for handing over the project is having technical capabilities, and less attention is paid to the communication skills of project managers, such as having emotional intelligence. Lack of attention to this issue seems to reduce the effectiveness of team communication and thus lead to project failure. The aim of this study was to measure the effect of emotional intelligence of project managers on the effectiveness of team communication in the projects of the Institute of Communication and Information Technology. The method of the present research is descriptive-analytical of correlation type, the statistical population of which consists of project managers and members of the project teams of the Research Institute of Communication and Information Technology. The statistical population includes 19 project teams that have been selected by census method. Data collection tools are Bar-On Emotional Intelligence Questionnaire and Senior Questionnaire to evaluate the effectiveness of project team communication. Pearson correlation coefficient, multivariate regression and imaginary variable regression and dependent t-test were used to analyze the data. The results show that the emotional intelligence of project managers affects effective communication in the project team. However, only interpersonal skills, interpersonal skills, and adaptability can predict effective communication within the project team, and the dimensions of general mood and stress management do not affect these relationships Manuscript profile -
Open Access Article
63 - Investigating the moderating effect of managers' ethical characteristics on the relationship between debt volume and profit quality
seyyed javad mirabbasi Azita Jahanshad<p>The primary goal of financial reporting in capital markets is to support certain judgments and decisions, so the quality of profit is primarily concerned because of the view that high quality information leads to better judgments and decisions. Meanwhile, the ethical More<p>The primary goal of financial reporting in capital markets is to support certain judgments and decisions, so the quality of profit is primarily concerned because of the view that high quality information leads to better judgments and decisions. Meanwhile, the ethical characteristics of managers are effective and neglected factors in this field, therefore, the present study examines the moderating effect of ethical characteristics of managers on the relationship between the amount of debts and the quality of profits. This research has been carried out in the framework of inductive-inductive arguments. In this research, library and field methods were used to collect information. The theoretical foundations and researches carried out were used as a library basis. The statistical population of this research includes all the companies accepted in the Tehran Stock Exchange during the financial periods of 1392-1401. According to the systematic elimination method, 217 final samples were selected. According to the findings of the research, the ability of managers has a moderating effect on the non-linear relationship between debt volume and profit quality. Also, managers' short-sightedness has a moderating effect on the non-linear relationship between debt volume and profit quality, which research literature predicts a positive relationship between debt and profit management through accruals, and finally, managers' representative behavior has a moderating effect on the non-linear relationship between debt volume and profit quality. has it.</p> Manuscript profile -
Open Access Article
64 - The effect of ethical characteristics of managers on the relationship between conservatism and cost of equity
Saied AhmadVand Azita Jahanshad<p>One of the tools and mechanisms of drafting accounting standards is conservatism. Conservatism has been proposed as a useful tool for the board of directors in order to fully implement key tasks such as determining strategies, comprehensive supervision of the company More<p>One of the tools and mechanisms of drafting accounting standards is conservatism. Conservatism has been proposed as a useful tool for the board of directors in order to fully implement key tasks such as determining strategies, comprehensive supervision of the company's executive directors, and ensuring accountability to shareholders and stakeholders in recent years. Conservatism is placed as a criterion of pessimism in front of the manager's optimism to increase the quality of profit. Studies show that managers do not always behave in a completely rational way, and under the influence of characteristics such as optimism, overconfidence, etc., they may make irrational decisions that have an important impact on the company's financial and operational activities. On the other hand, one of the basic elements in making investment decisions is the cost of equity, which decreases the economic added value of companies. In order to maintain the value of the economic unit, the management should try to bring the expected return to at least the level of the cost of equity. In this, the key to success is reducing the cost of equity. Therefore, this research seeks to answer the question of whether the moral characteristics of managers have an effect on the non-linear relationship between accounting conservatism and the cost of equity? This research has been carried out in the framework of inductive-inductive arguments. In this research, library and field methods were used to collect information. The theoretical bases and researches carried out were used as a library basis. The statistical population of this research includes all the companies accepted in the Tehran Stock Exchange during the financial periods of 1392-1401. According to Cochran's formula, the number of samples used in this research has been obtained for an error of 0.085 (about 8.5%). According to the findings of the research, with the increase of managers' overconfidence, the relationship between managers' conservatism and the cost of equity will weaken, and there is an inverse relationship between the independent and dependent variables. Also, with the increase in managers' optimism, the relationship between the conservatism of managers and the cost of equity is strengthened, and there is a direct relationship between the independent and dependent variables. Also, with the increase of overconfidence, the cost of equity will decrease and there is an inverse relationship between the independent and dependent variables. Also, with the increase of the company size variable, the relationship between managers' conservatism and the cost of equity weakens, and there is an inverse relationship between the independent and dependent variable. This variable supports the linear relationship between managers' conservatism and the cost of equity.</p> Manuscript profile
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