Educational Leadership Research

Abstract Transgression refers to a nonnormative attitude, behavior, or condition. One type of transgression is sexual harassment in the workplace, which is a form of gender discrimination. Since Iranian research has rarely dealt with the issue of sexual transgression by faculty members, studying the global literature can help raise awareness among university leaders, professors, and students. This article, adopting a "gendered power dynamics" approach, and employing a "thematic synthesis" methodology on 14 primary studies, sought to answer the following questions: What are the characteristics and motivations of faculty members who commit sexual transgressions? What are the characteristics of their victims and the consequences of victimization? In the context of gendered power dynamics, the current research has identified the characteristics and motivations of transgressors, as well as the characteristics of victims and their post-victimization behaviors. Policymakers, legislators, and academic leaders can gain a better and broader understanding of the phenomenon of sexual transgressions by faculty members by using these findings. This will help them identify areas that require immediate action or reform.
In the context of gendered power dynamics, the current research has identified the characteristics and motivations of transgressors, as well as the characteristics of victims and their post-victimization behaviors. Policymakers, legislators, and academic leaders can gain a better and broader understanding of the phenomenon of sexual transgressions by faculty members by using these findings. This will help them identify areas that require immediate action or reform.

Abstract The aim of this study was to evaluate the effectiveness of psychological capital training on organizational socialization and job burnout of Khorramabad education staff. The research method was quasi-experimental and its design was pre-test-post-test and follow-up with a control group. The statistical population of the study was all education staff in Khorramabad, whose number at the time of the study was about 1534. The statistical sample of the study was 30 people (due to the semi-experimental nature of the study) was selected by purposive sampling and randomly assigned to the experimental and control groups. Data collection tools included Taormina (1994) Organizational Socialization Questionnaire and Maslash et al. (1996). Data analysis was performed by analysis of covariance. The results of analysis of covariance showed that the adjusted means of socialization scores and burnout in the experimental and control groups were significantly different. Sociability (4.391) F = and (0.04) P =; Burnout: F = (29.339) and P = (0.001) which was significant at the level of 0.05. The use of psychological capital training will increase organizational socialization and reduce employee burnout; therefore, psychological capital training can be used to strengthen the organizational sociability behavior of education staff and reduce their burnout.

Abstract Objective: This study has been performed to investigate the relationship of organizational justice and organizational citizenship behavior staff Allameh Tabatabai University Methods: The sample consisted of 200 employees of Allameh Tabatabai University who were selected by random sampling method. Data collected by using two questionnaires of organizational justice and organizational citizenship behavior Toure Niehoff. For data analysis using Pearson correlation, multiple regression, structural equation, ANOVA and independent t-test. Data analyzed by SPSS-20 and LISREL-8/7 softwares. Results: results indicated that there is a significant relationship between organizational justice and organizational citizenship behavior, loyalty, cooperation and sportsmanship (p≤0/001) and conscientiousness (p≤0/05). indicators fit proposed model were good and Standardized regression coefficient of organizational justice on organizational citizenship behavior was 0/30. Of the dimensions of organizational justice, distributive justice and procedural were able to predict the organizational citizenship behavior (p≤0/05). By comparing the variables of organizational justice and organizational citizenship behavior at different levels of demographic variables, there was no significant difference. Conclusion: The present study confirms the impact of organizational justice on OCB employees. Therefore, by adopting strategies to increase organizational justice, can be taken effective steps in order to achieve the noble objectives of the organization.

Abstract Studies on the topic of managing employee performance evaluation, assessing competencies of job analysis and job evaluation as a source of data collection used. The results of this research can be used when the reliability of the data is acceptable. Researchers to estimate the reliability of these data are the means of inter-rater reliability of Cronbach's alpha is used. The formula for errors in the data are considered as random error, while systematic errors exist in many of the conditions that must be considered when estimating their reliability. For this reason, these formulas can not properly estimate the reliability assessment. This article attempts to application generalizability theory to predict the reliability of the assessment will be presented. The weaknesses of classical test theory and the ability to estimate the reliability generalizability theory described. Then explained the steps to applying generalizibility theory with crossed and nested measurement models with an example that researchers using them can make job analysis, reliability of data more accurately to estimate.