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No 2
Vol. 2 No. 2
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Abstract Objective: The present study was conducted to investigate the relationship between the transfer of management skills to subordinates and successor parenting according to the mediating role of coaching in Mobarakeh Steel Company of Isfahan. Method: This study was descriptive-correlation in 1398 and its statistical population included 432 managers, deputies, heads and supervisors of Mobarakeh Steel Company. The sample size was obtained through Morgan table of 205 people and the samples were randomized. Simple were selected. The data collection tool was a researcher-made questionnaire with 76 questions that hypothesized after content, formal and structural validity (confirmatory factor analysis method) and reliability (Cronbach's alpha method 0.88) with partial least squares method and SPSS software and SmartPLS 2.0.M3 was analyzed. Results: There was a significant relationship between the transfer of managerial skills (technical, perceptual, human and professional) and succession based on the results obtained. Also, there was a significant relationship between the transfer of managerial and coaching skills and between succession and coaching
- Navid Izadi - Elham Ehsanifarid
Keywords : Professional skill ، Conceptual skill ، Human skill ، Technical skills ، Coaching ،
Introduction: In spite of the attention, sensitivity and concern of the custodians of learning and development to identify and cooperate with the professors and also to spend a lot of expenses on conducting training courses, the rate of participation in class-based training programs is low, hence The purpose of this study was to investigate the causes of student absenteeism in courses and outline strategies. Method: The research method in this study is a mixed type of exploration (a design tool for collecting data). Explain that in the data collection sequence, qualitative data and then quantitative data were collected. In the qualitative section, the deep interview method and the focused group were used and in the quantitative section, researcher-made questionnaire was used. The content validity of the questionnaire was confirmed with the help of five experts and professors in the field of education and its reliability was calculated 0.84 using Cronbach's alpha. The study population consisted of all employees of one of the industrial companies of Isfahan province, based on the Morgan table, 196 were calculated. Results: The results of the present study showed that the impact of all three groups of individual, educational and organizational factors in the absence of learners was more than average. Also, the results of the interview showed that lack of incentive, non-payment of mission and work overtime due to training, lack of calculation of educational privilege, lack of relevance of education records in other human resources systems, high work volume, lack of knowledge transfer mechanisms, limited support of knowledge transfer due to the type of managerial thinking, personal and familial problems are other factors affecting the increase in absenteeism rates and thus reducing the rate of participation in training courses. Conclusion: According to the participants in the research, organizational factors have had the greatest impact on the absenteeism, which is necessary to correct this problem in salary systems. Also, in the educational dimension, it is necessary to improve the design and planning of courses, which it is suggested to use modern teaching methods, classes with less number and relatively strict policies against absenteeism in the classroom. Also, at the individual level, it is suggested that the sense of belonging to the courses in the learners be strengthened through peer mentoring.
- hooman doosti - Milad Javanmardi
Keywords : absence, ، willingness to absent, ، participation rate, ، courses, ، learners
Training is a employee developmental tool. Due to the expansion of e-learning in organizations, the learner engagement is a very important issue that through learning interaction, it is possible. Learning interaction concept is a crucial component in any learning environment and also in e-learning the importance of interaction had been accepted. Despite numerous studies on the types of interactions and the effects of each of them on different variables, a small share of research is devoted to identifying methods of creating interactions especially learner-content interactions. The purpose of this study is identifying methods of creating Learner-content interactions in online learning environments because the lack of interactions in online learning environment is one of the most important problems. The methods of this research are phenomenological focus group, semi-structured interview and qualitative content analysis which have been used in order to provide a systematic review of the previous research from the website of web of science from 2009 to 2019. For validity of data we used triangulation in research methods. The results showed nine way for creating interactions between learner and content.
hamed hosseini zarrabi - Abasalt Khorasani - morteza rezaei zadeh
Keywords : : Learning Interactions, Content, Creating Interactions, e-learning
Choosing the right career path because of its importance in work and personal life, satisfaction, motivation, progress and development, individual and organizational productivity, is always one of the most important concerns of employees and managers of organizations. According to this article, the aim of the present study is to investigate the effect of future-oriented talent management on career path discovery by considering the mediating role of organizational knowledge architecture. The present study is applied in terms of purpose and descriptive-correlation in terms of research method. The statistical population of the study was all medical students of Kermanshah University of Medical Sciences. The sample size was estimated to be 278 using Morgan's table, which was selected by stratified random sampling. The data collection tool was a questionnaire whose reliability was confirmed by Cronbach's alpha test. In order to investigate and test the research hypotheses, the structural equation model has been used through the laser software. The results of data analysis showed that future-oriented talent management affects the two variables of organizational knowledge architecture and career path discovery in a positive and significant way. In addition, organizational knowledge architecture has a positive and significant effect on career path discovery. Finally, the mediating role of organizational knowledge architecture in the impact of future-oriented talent management on career path discovery was confirmed.
Reza sepahvand - mohammad amin aeiny
Keywords : Talent Management, Organizational Knowledge Architecture, Career Path
The purpose of this paper is to validate the Return on Expectations Evaluation Model (ROE). The study population was the stakeholders of training program at IRIB which 465 of them were selected by proportional stratified random sampling. The content validity of the measurement tool was based on the expert's view, and CVI and CVR forms, and its reliability was based on the Cronbach's alpha coefficient of 0.975. Collected data were analyzed using the structural equation modeling and LIZREL software. The results of the first-order confirmatory factor analysis indicated that path coefficients between all variables were significant at P<0.01 level. The results of the second-order factor analysis and path analysis, while fitting the model, showed that 17 path coefficients of the hypothesized between the different variables of the model were significant at p<0.05 level. The ROE model adapt to the latest developments in the field of training evaluation. It is result and process-oriented model, provides a new definition of the training effectiveness concept based on stakeholder expectations for training programs, and can evaluate the effectiveness of IRIB training programs based on that organization stakeholders' expectations.
Alireza Dehghani - Bijan Abdollahi - hossein Abbasian - Mohammad Reza Behrangi
Keywords : Training Evaluation ، (Return on Expectations (ROE ، Training Stakeholders ، Return on Expectations Training Evaluating Model

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