درخت حوزه‌های تخصصی

Purpose: The purpose of this study was to investigate the status of organizational structure in Farhangian University according to the integration approach. Methodology: The present study was a survey research approach in terms of applied purpose and in terms of data collection approach. The statistical population of this study included managers and staff of Farhangian University. According to the latest statistics and information available in the Vice Chancellor for Planning and Information Technology of Farhangian University in the academic year 2017-18, a total of 890 staff and managers of Farhangian University in Tehran (all campuses with Headquarters) were working. In order to determine the sample size, Morgan table was used. According to Morgan table, 270 samples had to be selected. Also, due to the presence of the researcher in Kermanshah, Kermanshah city campuses were used and a total of 328 people were selected. The instrument used in this study was Robbins (1989) Organizational Structure Questionnaire which examines three dimensions of complexity, formality and focus in the organization, the reliability of which was calculated using Cronbach’s alpha of 0.85. Data analysis was used at two descriptive levels (mean and standard deviation) and at the inferential level; one-sample t-test was used. Findings: The results showed that the organizational structure of Farhangian University was moderate in complexity, low in formality and high in concentration. In other words, the sub-component of complexity (3.04) is moderate, the sub-component of formality (2.44) is lower and the sub-component of concentration (3.10) is higher than the average. All these results are calculated according to t And were statistically significant at the level of 0.05. Conclusion: Organizations are known through their manpower and structure, so an organization that has a proper structure and decent manpower is ready for its effectiveness

Purpose: The aim of this study was to Presenting Human Resource Selection Model in Education with Tricycle Model. Methodology: This study was applied in terms of purpose and exploratory in terms of data type. The statistical population of the qualitative part of the research included university experts and senior managers of education and training of the whole country in the academic year of 2018-2019. Using the principle of theoretical saturation, 23 experts were selected based on purposeful sampling method. And the deputies of the Education Organization in the whole country were 900 people in 1397-98, and using the Cochran's formula, 270 people were selected based on the relative class sampling method. In order to collect the data, two interview tools and a researcher-made questionnaire including 87 items were used. Its validity was examined in three formal, content and structural methods and its reliability (Cronbach's alpha and hybrid reliability) was above 0.7. The data analysis method in the qualitative part of the theoretical coding was based on the method of basic data processing theory and in the quantitative part the methods of confirmatory factor analysis and modeling of structural equations were used using Lisrel-v8 software. Findings: According to the findings, the factors influencing the selection of human resources, including the behavior of the professional citizen, job performance and innovation, and the constituent components of human resource selection included, contextual, structural and behavioral components. Also, all the components identified in the current situation were evaluated as desirable. In addition, in this study, the mechanisms, contexts and barriers to human resource selection were identified. Conclusion: Strategies for developing an operational plan to improve human resource development in the education organization; Paying attention to meritocracy in delegating work responsibilities; Continuous evaluation of employee performance; The removal of infrastructure and credit barriers to staff access to Internet and scientific networks. Finally, it is possible to improve the choice of human resources according to the amount of components of the behavior of a professional citizen, job performance and innovation.

Purpose: The aim of this research was predicting social skills in single child adolescents based on attachment styles and creativity with mediating role of moral intelligence. Methodology: This was a cross-sectional study from type of correlation. The research population was 3957 single child adolescent students in areas one to three of Tehran city in 2019-2020 academic years. Based on Cochran's formula, the sample size was estimated 350 people who were selected by multi-stage cluster sampling method. To collect data used from the questionnaires of social skills (Inderbitzen & Foster, 1992), attachment styles (Hazan & Shaver, 1987), creativity (Torrance, 1992) and moral intelligence (Lennick & Kiel, 2005). Data were analyzed by structural equation modeling method from type of path analysis in LISREL software version 8.8. Findings: The findings showed that secure attachment and creativity had a direct and significant effect on moral intelligence and social skills, avoidant and ambivalent insecure attachments had a direct and significant effect on moral intelligence and social skills and moral intelligence had a direct and significant effect on social skills. Also, secure, insecure avoidant and insecure ambivalent attachments, avoidant and ambivalent insecure attachments and creativity with mediating role of moral intelligence had an indirect and significant effect on social skills (P<0.05). The model had a good fit and moral intelligence was a good mediator between attachment styles and creativity with social skills. Conclusion: According to the results, to improve social skills can be increased the rate of secure attachment style, creativity and moral intelligence and decreased the rate of avoidant and ambivalent insecure attachment styles.

Purpose: This study aimed to investigate the mediating role of human resource management in the relationship Alavi meritocracy and organizational knowledge. Methodoloy: This descriptive-correlational study was applied in terms of purpose. The statistical population consisted of 1050 employees of public, Payam-e-Noor and Islamic Azad universities in eastern Iran in academic year 2018-2019, of whom 275 were selected as a sample size by a multi-stage (cluster) sampling according to Krejcie and Morgan's table. Research instruments included Naghipurfar's (2013) Meritocracy Questionnaire and Knowledge Management Questionnaire, and Martin's (2011) Human Resource Management Questionnaire. The validity of the questionnaire was assessed by formal validity and its reliability was measured by Cronbach's alpha as 0.81. Also, Data were analyzed by correlation tests and structural equations using the SPSS 22 and Amos 20. Findings: Data analysis showed that there was a significant relationship between organizational knowledge and human resource management with the Alavi meritocracy of the staff (r = 0.61 and r = 0.5, respectively; P <0.01). The results of structural equations also revealed that the effect of organizational knowledge of the staff on Alavi meritocracy was indirectly significant. On the other hand, there was a positive and significant relationship between organizational knowledge and the mediating variable (human resource management) (r = 0.58, P <0.01). Moreover, human resource management directly affected Alavi meritocracy (r = 0.57, P <0.01). Conclusion: Organizational knowledge and human resource management of the staff affect Alavi meritocracy and Alavi meritocracy can be improved by promoting organizational knowledge and human resource management.