Farnaz Einkhah; Ibrahim Salehi Omran
Abstract
ABSTRACT
The purpose of this research is to compare the organizational structure of Iranian and non-Iranian universities, the number of administrative employees, the number of faculties and defined groups. The steps of the research included data collection by document study and qualitative data analysis ...
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ABSTRACT
The purpose of this research is to compare the organizational structure of Iranian and non-Iranian universities, the number of administrative employees, the number of faculties and defined groups. The steps of the research included data collection by document study and qualitative data analysis by qualitative content analysis and mapping accumulation through document mining and statistical analysis of quantitative data in the quantitative section. The number of majors and departments, management positions and administrative staff and faculty members of 23 faculties from 3 selected non-Iranian universities and 95 Iranian faculties were investigated. Based on the results of the research, the number of managerial positions in Iranian universities is more and the number of administrative employees is less compared to non-Iranian universities. Ferdowsi has the best situation both in the number of administrative employees and in the number of management positions compared to other Iranian universities. University of Tehran has the lowest number of administrative employees and the most managerial positions and has a hierarchical and evaluation organizational structure compared to other studied universities. In the organizational structure of Mazandaran University, after Tehran University, the largest numbers of management positions are defined. The number of faculty members in departments and faculties in non-Iranian universities is also much higher than in Iranian universities. The number of courses in all non-Iranian universities is less than in Iranian universities. Oxford ranks highest among prestigious universities in terms of the number of administrative staff and the number of management positions.
Ebrahim Aryani ghizghapan; Fatemeh Ghanbari Cheshmehkamareh; sahar shahbazi
Abstract
The purpose of present study was investigating psychometric properties of the Organizational Cynicism Questionnaire. The statistical population of this study included all staff of Universities affiliated with the Ministry of Science at four levels of international, national, regional and local levels ...
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The purpose of present study was investigating psychometric properties of the Organizational Cynicism Questionnaire. The statistical population of this study included all staff of Universities affiliated with the Ministry of Science at four levels of international, national, regional and local levels of performance across the country. The research data were collected from 430 staff members who were selected by multi-stage cluster sampling method using Organizational Cynicism Questionnaire. The results of the validation of the method showed that the internal consistency and stability reliability of the Organizational Cynicism Questionnaire by using Cronbach's alpha was 0/93 and by test-retest method was 0/95. Evaluate the content validity, discriminant, and construct of Organizational Cynicism Questionnaire confirms the validity of the questionnaire. Exploratory and confirmatory factor analyses as the main form revealed three correlated but separable dimensions that were "emotional cynicism","cognitive cynicism", and "behavioural cynicism". The results of this study showed that the Organizational Cynicism Questionnaire (OCQ) is a reliable and valid tool for measuring and screening the Organizational Cynicism of academic staff.
masomeh Tajari; fariba damirchili
Abstract
The main purpose of research was to design and validate the open innovation model in the university. To achieve this goal, a sequential combined exploratory method was used. The mixed method was used a methodology. In the qualitative stage, using the data theory of the foundation and through semi-structured ...
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The main purpose of research was to design and validate the open innovation model in the university. To achieve this goal, a sequential combined exploratory method was used. The mixed method was used a methodology. In the qualitative stage, using the data theory of the foundation and through semi-structured interviews and interviews with ten experts and researchers of open innovation who were selected theoretically. Data were collected and using the Strauss and Corbin systematic design of open innovation components in the form of a conceptual data model of the foundation. A questionnaire and a preliminary model were designed based on the findings of the qualitative stage. After assessing the validity (Lavache) and Cronbach's alpha reliability of 0.85, a questionnaire was designed to 364 professors of mother universities using the proportional stratified sampling method. Findings show that the components of open innovation presented in the systematic design using Amos24 software. The first and second order confirmatory factor analysis methods were validated Factor loads of all components are greater than 0.4 and t values are greater than 1.96 The results indicate an acceptable fit for all components presented in the systematic design. The components of open innovation presented in the systematic design were validated using Amos24 software and first and second order confirmatory factor analysis. Factor loads of all components are greater than 0.4 and t values are greater than 96.1. These results indicate an acceptable fit for all components presented in the systematic design.
Susan Bahrami; Reza Jafariharandi
Abstract
Today, human resources is the strategic source of the organization and an organization has a value system and each of the human resources of the organization also has its own unique value system, organizational proportions refer to people's mental beliefs about the degree of coordination of personal ...
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Today, human resources is the strategic source of the organization and an organization has a value system and each of the human resources of the organization also has its own unique value system, organizational proportions refer to people's mental beliefs about the degree of coordination of personal values with organizational culture. The aim of this paper is to determine the multiple relationship between individual values and person–organization fit, faculty members and staff of college faculties. The present study was a descriptive research, multivariate correlation. The statistical population of the research was the total faculty members and staff of the Qom University and stratified random sampling method. The research instruments were standard questionnaires that their validity and reliability were calculated. The results showed that the mean scores of individual values among faculty members were higher than average and in the staff was moderate, the score of person-organization fit between faculty members was moderate and in the staff was lower than average.There is a positive and significant relationship between components of individual values (power, success, benevolence, independence, universalism, conformity, pleasure, arousal, tradition and security) and person–organization fit, there is significant multiple relationship between 4 value styles and person–organization fit.
mohammad mojtabazadeh
Abstract
This study aimed to identify factors affecting the model of accreditation and quality assurance of higher education in Iran. the study was conducted using qualitative research through grounded theory. the study population had higher education experts, which 36 persons by purposive sampling for semi-structured ...
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This study aimed to identify factors affecting the model of accreditation and quality assurance of higher education in Iran. the study was conducted using qualitative research through grounded theory. the study population had higher education experts, which 36 persons by purposive sampling for semi-structured interview were selected. in addition to interview, 3 other sources were used to collect data, which are, observing, taking notes and documents. for this purpose, data obtained from interviews, observations, notes and documents were converted into text data. after that, we act the first to open coding, then, to have axial and selective action. in axial coding stage, 25 core categories were determined. in selective coding stage, all major categories and core categories in terms of condition, interactive / process and outcome characteristics was classified. in the end, category of quality discourse, fear and hope, as the most original and the most ultimate core category select and according to its features were developed. then, related made other categories in the form of a paradigm model with the this category.
fariba fakhradkhani; Hadi Rezghi Shairsavar
Abstract
The purpose of this study was to investigate the effect of managers' decision making styles on success management strategies at Allameh Tabataba'i University. This research is descriptive-correlative in terms of the type of applied target and data gathering method. The statistical population of this ...
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The purpose of this study was to investigate the effect of managers' decision making styles on success management strategies at Allameh Tabataba'i University. This research is descriptive-correlative in terms of the type of applied target and data gathering method. The statistical population of this study was all managers (high, middle and executive) of Allameh Tabataba'i University who were employed in the academic year of 1997-96. The sample size was Morgan table to select the sample size and 118 persons were selected based on Morgan's table. In order to collect the views of staff and managers, two questionnaires: Kim's successor (2006), the reliability of which was 0.88 and Bruce & Scott's general decision-making questionnaire, which had a reliability of 0.91 in this research; also for data analysis In order to test the hypotheses, inferential statistics of path analysis and regression analysis were used. The results of the analysis showed that decision-making styles affect successor strategies. The results showed that rational decision making style has a positive and significant relationship with success strategies, as well as intuitive decision making style and lack of meaningfulness with replacement strategies have a non-significant relationship and finally, there is a reverse and meaningful relationship between immediate and avoidant styles
Masoomeh Yeganerad; Morteza Tahery
Abstract
Senior leadership has been identified as a critical factor in fostering Enterprise Resource Planning systems success. Although, previous studies have investigated the impact of transformational leadership on Enterprise ...
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Senior leadership has been identified as a critical factor in fostering Enterprise Resource Planning systems success. Although, previous studies have investigated the impact of transformational leadership on Enterprise Resource Planning from various angles, however, the role of transformational leadership on Enterprise Resource Planning systems success at the University has not been studied. The purpose of this study was determine the role of transformational leadership on Enterprise Resource Planning systems success at the University. The research model was tested through a survey in Allameh Tabataba'i University, University of Economic Sciences, and Ministry of Science, Research and Technology. Correlation analysis of multivariate data was done on the completed questionnaires by 200 employees. The results of the Structural Equation Modeling showed that Transformational leadership is positively related with Enterprise Resource Planning systems success. Organizational culture mediates the relationship between transformational leadership and Enterprise Resource Planning systems success. However, transformational leadership is not positively related with ERP explicit knowledge sharing. Also, the results showed that organizational culture and ERP explicit knowledge sharing is positively related with enterprise resource planning systems success and ERP explicit knowledge sharing mediates the relationship between transformational leadership and enterprise resource planning systems success. The research findings can provide guidelines for the top executives to facilitate appropriate organizational culture, so as to foster ERP knowledge sharing and achieve business benefits with the assimilation of ERP systems.
