Ebrahim Mazari; Narges Nasiri
Abstract
The aim of this study was to investigate the effect of self-development on job performance of University of Science and Culture employees. The research was an applied research based on goal and in terms of study type was quantitative and from the methodological view, was descriptive-correlational. The ...
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The aim of this study was to investigate the effect of self-development on job performance of University of Science and Culture employees. The research was an applied research based on goal and in terms of study type was quantitative and from the methodological view, was descriptive-correlational. The statistical population included 110 formal and contract staff of the University of Science and Culture at 2020-2021 that using stratified sampling method with proportional allocation, 86 of them were selected as the sample. To collect data from the two self-developed questionnaires of Abili and Mazari (2014) with a reliability of 0.92 and job performance with a reliability of 0.90, used, which is a combination of two questionnaires of Byrne et al (2005) and Conway (1999) is obtained. Examination of the research model showed that it fits well with the data. The results showed that self-development with a coefficient of 0.41 had an effect on employees' job performance. Also, self-development has had an effect on task performance with a coefficient of 0.30 and on field performance with a coefficient of 0.15. Also, the effect of four components of self-development on job performance was evaluated, which self-regulation and self-leadership with a coefficient of 0.17 and 0.28, respectively, had an effect on job performance. The hypothesis of the effect of self-management and self-directed learning components on job performance was rejected in this study.
seyedeh shima mirshojaeiyan hosseini; nazya sadat nasseri; elham fariborzi
Abstract
Abstract The aim of the current study was to investigate the relationship between thinking styles as well as self development with managers' merit among primary schoolprincipals of Tabadkan district. The statistical population of the current research includes all primary schools principals of Tabadkan ...
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Abstract The aim of the current study was to investigate the relationship between thinking styles as well as self development with managers' merit among primary schoolprincipals of Tabadkan district. The statistical population of the current research includes all primary schools principals of Tabadkan district which consists of 320 principals. The sampling procedure was implemented for 170 randomly selected principals based on Morgan and krejcey's table. , In terms of purpose such study is applied,in terms of nature is descriptive and in terms of method is a correlational research. The questionnaires which were used include: Managers' merit by Moslehi(2011), Thinking styles by Strenberg and wagner(1992) and Self esteem by Padler et(2011). The data analysis was done for both descriptive and inferential sections. In descriptive analysis, mean, standard deviation and charts were applied but in inferential statistics, Pearson's regression and multiple variables regression was used. The results showed that there is a negative meaningful relation between principals' merit and different thinking styles such as: legal, executive, judicial, partial, conservative,hierarchical, royal, anarchist, insider thinking styles. On the other hand there is a positive meaningful relation between principals' merit and thinking styles such as: general, liberal, oligarchs and external thinking styles. In addition there is a positive meaningful relation. between self esteem and general merit among principals. Keywords: Thinking styles, self development, principals' merit
