Maryam Cاobakhloo; Narges Hassan Moradi; Gholamali Ahmadi
Abstract
Purpose: Succession plays an important role in the future performance of the organization. Therefore, the purpose of this study was identifying the components of succession with emphasis on education and examining their status in Tejarat Bank. Today, more than ever, maintaining efficient and valuable ...
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Purpose: Succession plays an important role in the future performance of the organization. Therefore, the purpose of this study was identifying the components of succession with emphasis on education and examining their status in Tejarat Bank. Today, more than ever, maintaining efficient and valuable organizational forces is doubly important for organizations, and therefore, attention to career planning and human resource management is becoming more important every day (Czarnowski & Pszczolkowski, 2020). Human resources, and especially the talents and abilities of employees, are the main factor in increasing organizational performance, which, while creating a competitive advantage, increases core productivity (Mills, Weary & Von Keyserlingk, 2021). Human resource management is an emotion-based discipline in the business and economic environment that relies on accurate evidence and quantitative and tangible information (Markoulli, Lee, Byington & Felps, 2017). With the increasing growth and development of global markets, identifying people who have the necessary skills and characteristics needed to lead the organization in the future, puts a lot of pressure on organizations, and many senior executives have stated that to recognize a successful organization must recognize its ability. , The development and utilization of effective leadership talentsMethodology: This study was applied in terms of purpose and quantitative in terms of cross-sectional execution method. The study population of managers and experts in charge of human resources in the field of human resources of Tejarat Bank of Tehran province in 2021 was 400 people who estimated the sample size according to Cochran's formula of 196 people who were selected by available sampling method. Criteria for selecting these individuals included willingness to participate in the research and signing the informed consent form for participation in the research, age over 30 years, higher education and the absence of stressful events such as divorce and death of loved ones in the past three months. To conduct this research, first, based on theoretical foundations, with the help of professors, a researcher-made questionnaire was developed, with an emphasis on education. For the samples, the importance and necessity of the research were stated and they were assured about the observance of ethical points and they were asked to answer the questionnaire completely. After completing the samples, they were appreciated for participating in the research and completing the researcher-made questionnaire, and the data were prepared to enter the computer and entered into the SPSS-24 software.Findings: The results of the present study indicate the existence of five factors of job conditions (with the components of delegating factors and levels of decision making, work commitment and professional ethics, dynamism, job security, analytical and macro thinking, leadership style and job satisfaction), human resources (with components of organizational culture, job analysis, employee performance evaluation and human resource management information systems), organizational policies (with components of organizational trust, training and learning, creativity, stakeholders, policies and rules and competitive advantage), organizational climate (with components of atmosphere of organization, richness of knowledge, experience and service history and foresight and risk-taking) and communication and empowerment (with components of internal organizational conflict, communication style and empowerment), that all factor load of them was appropriated. Other results showed that all factors and components of each factor were higher than the population average (P<0.001).Conclusion: According to the results of the present study, the questionnaire of succession with emphasis on education is a valid and reliable tool and professionals and officials can use it to plan for succession.
Samira Ashkbous; Mehri Darayi; Ebrahim Pourhosseini
Abstract
purpose: this study aimed to design and validate the organizational culture model in Lorestan university of medical sciences.Methodology: the exploratory mixed (qualitative-quantitative) method was used in this applied study. In the qualitative part, the Delphi panel technique was used, where 15 experts ...
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purpose: this study aimed to design and validate the organizational culture model in Lorestan university of medical sciences.Methodology: the exploratory mixed (qualitative-quantitative) method was used in this applied study. In the qualitative part, the Delphi panel technique was used, where 15 experts participated in three rounds in completing the questionnaire and determining the components and indicators of organizational culture. In the quantitative part, the statistical population consisted of managers and a variety of employees of Lorestan University of Medical Sciences (8023 people) in 2020, among whom 367 people were selected as the sample size by simple random sampling and based on Cochran's formula. The research tool was a questionnaire obtained by the experts in the Delphi panel, the reliability of which was obtained 0.82 using the Cronbach's alpha test. The data were analyzed through descriptive statistics (mean, frequency and percentage) in Spss24 software and inferential statistics of structural equations in Smart plsV3.2.8.Findings: The findings of the Delphi technique showed that organizational culture had 8 components and 54 indicators. The results of structural equations also showed that the factor loads of organizational culture components were as follows Respectively: result orientation (0.81), teamwork orientation (0.61), governance and leadership (0.58), optimal communication pattern (0.47), emphasis on details (0.49), idea generation and joint responsibility (0.41) and adaptability (0.38).Conclusion: It can be concluded that organizational culture has several components according to which planners and university administrators can take effective steps to promote organizational culture in medical universities by giving importance to each of these components.
Parvin Bonyadi; Reza Saki; Seifollah Fazlalahi ghomshi
Abstract
Purpose: Considering to the role of human resource excellence in improving the performance and effectiveness of the organization, the present study was conducted with the aim of identifying the effective factors on human resources excellence in education.Methodology: This study in terms of purpose was ...
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Purpose: Considering to the role of human resource excellence in improving the performance and effectiveness of the organization, the present study was conducted with the aim of identifying the effective factors on human resources excellence in education.Methodology: This study in terms of purpose was applied and in terms of implementation method was qualitative, the research population including the documents of human resources excellence and education experts of Alborz province in the 2019-20 academic years. The sample was considered according to the theoretical saturation principle 15 people who were selected by targeted and snowball sampling methods. Data were collected through semi-structured interviews whose validity was confirmed by the triangulation method and its reliability was calculated through the agreement coefficient between the two coders 0.84. Finally, the data were analyzed by open, axial and selective coding method.Findings: The findings showed that the effective factors on human resources in elementary school teachers had 79 open codes, 41 axial codes and 19 selective codes. The selective codes were included of support management and leadership, providing facilities and needs of elementary school, effective communication and human relations of teacher, growing school culture, job motivation, belief and view of the teacher role, job satisfaction, salary and welfare, technological knowledge and skill, personal characteristics, cyber space, specialized knowledge and individual skills of elementary school, educational and developmental strategies, role of stakeholders (students and parents), attracting and training the qualified people, improving the quality of evaluation, facilitating organizational policies, teacher job competencies and teacher research skill.Conclusion: Based on the research findings, the identified effective factors of human resource excellence in primary school teachers have practical implications for education specialists and they can improve the identified factors to improve the performance and effectiveness of the organization.
