mohsen hajhoseini; Ramezan Jahanian; parisa irannezhad
Volume 14, Issue 49 , July 2020, , Pages 141-161
Abstract
Avalidation of the performance management model of faculty members based on the components of intellectual capital. From the viewpoint of information gathering, it is a survey descriptive. Survey research community, All faculty members of Karaj Islamic Azad University. . Data gathering tool, two researcher- ...
Read More
Avalidation of the performance management model of faculty members based on the components of intellectual capital. From the viewpoint of information gathering, it is a survey descriptive. Survey research community, All faculty members of Karaj Islamic Azad University. . Data gathering tool, two researcher- made questionnaires design a performance management model for faculty embers based on the components of intellectual capital, one functional executive management, and a questionnaire on the appropriateness of the model from specialists and a standard capital questionnaire The Idea of Benati (2004) and the acquired data, Bastat In order to investigate the dimensions of performance management” intellectual capital and also to evaluate the appropriateness of the model with the opinion of experts, one- sample T- test was used. The results of this study showed that all variables were considered to be relevant. In other words , Performance management in the 27lh and 1,Z7th components an dimensions of intellectual capital in 3 dimensions of human capital , structural capital and customer (communication), and 42 components were identified.The Cronbach’s alpha coefficient of the performance management questionnaire (98%) and the questionnaire of the model’s appropriateness are obtained by experts (81%) . Also , the Cronbach’s alpha coefficient is the standard questionnaire of Intellectual Capital Benati (2004) of 87% . The confficients for the three questionnaires are indicative of the reliability of the instrument of measurements.The results of this research indicate that the model is highly specialized by experts
mahshid darabeigi; parisa irannezhad; ramezan jahanain; mozhgan abdolahi
Volume 14, Special Issue , July 2020, , Pages 137-158
Abstract
The purpose of this study was to design a genuine leadership model for professors with a humanistic approach in higher education organizations. The research method used in this study was purposeful, practical and fundamental. The research method was descriptive-survey in terms of data collection method ...
Read More
The purpose of this study was to design a genuine leadership model for professors with a humanistic approach in higher education organizations. The research method used in this study was purposeful, practical and fundamental. The research method was descriptive-survey in terms of data collection method and in terms of data type, the research method was exploratory. The statistical population in the qualitative part of the study was academic community experts and university officials who were selected for this section using theoretical saturation principle and purposeful sampling. The statistical population of the quantitative part of this study was the faculty members of Iran University of Medical Sciences (951). Using Cochran's formula, 275 individuals were selected as sample. It should be noted that the subjects in the quantitative section were selected using stratified random sampling method. Data collection was done through review of theoretical foundations, in-depth interviews and researcher-made questionnaires. The validity and reliability of the instrument were all confirmed. The method of data analysis in the qualitative part of the theoretical coding was based on the data theorization method. In the quantitative part, Pearson correlation tests, confirmatory factor analysis, and exploratory factor analysis were used. The results of the present study showed that the components of genuine leadership with humanistic approach in higher education organizations include, components of self-awareness, balanced information processing, transparency in relationships, inter-organizational justice, organizational culture, organizational support, organizational citizenship behavior, Inter-organizational trust was a management strategy and empowerment of self-efficacy, positive self-concept, interpersonal relationships, reasoning and rationality.
