MANAGING EDUCATION IN ORGANIZATION
Year:2019 | Volume:7 | Issue:2|Papers Count:7

The study aimed to develop a model for effective school in the junior high school. The research has a descriptive-survey method. The statistical population included faculty members of the Education Department, heads and deputies of education organization, principals and educational assistants of schools, teachers and parents of high school students with a degree in education science in the northwest of Iran, that A sample of 217 people were selected purposefully. A researcher-made questionnaire was developed to collect the data using theoretical foundations and After confirmation of its face and content validity in quantitative, the questionnaire reliability was obtained (α = 0. 970). Data were analyzed using SPSS and AMOS. The results showed that the factor analysis model of 16 effective school components based on components and in prioritizing the components based on confirmatory factor analysis, decision making with the estimated standard coefficient of 0. 931 was the most effective and the component of monitoring, evaluation and providing feedback with an estimated standard coefficient of 0. 603 was the least effective. In the second step, the weight of each of the components and Sub-components were calculated by analyzing the hierarchy using Excel, and the incompatibility coefficient was calculated using MATLAB and The linear model of effective schools was obtained based on the impact factor and the significance coefficient. The results showed that the prioritization of components changed by applying their significance and in the final prioritization, the effective teacher (0. 148) had the first rank and the latency (0. 126) the last rank.

The purpose of this study was to predict organizational agility through job motivation and self-efficacy of the staff of the Education Office. The statistical population of this study included all employees of the Bardaskan Education Office in the academic year 2015-2016, of which 300 were reported. 170 Subjects were selected through voluntary sampling method and responded to job motivation questionnaire of Hackman & Oldham with Cronbach’ s alpha=0/88, General Self-Efficacy with Cronbach’ s alpha=0/85 and Organizational Agility questionnaire with Cronbach's alpha=0/85. Pearson correlation and multiple regressions were used simultaneously in version 20 of SPSS software for data analysis. The results showed that there is a direct and significant relationship between job motivation and organizational agility (P < 0. 0001, r = 0. 637), as well as between self-efficacy and organizational agility (P = 0. 0001, r = 0. 752). The results of regression analysis revealed significant beta coefficients for prediction of organizational agility on job motivation (P <0. 001, β = 0. 453) and self-efficacy (P <0. 0001, β =0. 445) was significant and these two predictors can explain 77% of the variance in organizational agility scores (P <0. 0001, F = 230. 37). The higher levels of job motivation help organizational agility by effectively orienting employees into organizational goals and self-efficacy by creating a sense of the effectiveness of employee behavior. The findings of this research are discussed in the context of the organization.

The present study aims to design and implement training outcome evaluation program using ROE logic in Tehran Regional Electric Company. The study is applieddevelopmental in nature and a mixed-method (qualitative and quantitative) approach was used with regard to data collection procedure. The study adopted an evaluative approach based on the Kirkpatrick Four-Level Training Evaluation Model (2016) using ROE logic. In order to analyze the organizational results of selected training courses (namely principle of maneuvering in electricity grid, counterpoise (ground system), power station equipments, and Sheykh Bahaee power station), the researchers conducted group and individual interviews with participants and supervisors of the courses besides assessing the course syllabuses. After drawing assessment indicators pertaining to the expected organizational outcomes, the researchers asked supervisors to comment on and assess the efficiency of the courses. Therefore, effectiveness of courses was premised on the opinions of the supervisors. The results of the study (organizational results obtained from training courses using ROE) indicated that the training courses had a positive effect on improving organizational results. Accordingly, Training courses held at Tehran Regional Electric Company improved organizational results in terms of indicators of creativity and innovation (0/42), working atmosphere(0/38), attitudes and emotions (0/46), work habits(0/43), as soft indicators, and reducing work duplication(0/38), detecting vulnerable points(0/46), declining error rates of employees (0/47), enhancing time management skills (0/46), decreasing reports of delays in carrying out assigned tasks(0/37), reducing the idle time of employees and machineries and (0/39)averting power outage in the electricity grid (0/47) as hard indicators.

The purpose of this research was to assess the view of physics teachers on the scenario made for replenishing of CS stages into MEMP for instructing 31 pages of chapter 2 on energy academic subject on LAR. The research method was applied, descriptive and quasi-experimental. The data gathering tool was researchers’ made 100-item Likert 5 scale matrix questionnaire replenishing ten CL stages into MEMP. During the 5 continues weeks 10 sessions of 90 minutes instruction occurred based on collaborative work of one university professor (teaching academic subject “ Supervision, a Guide to Practice” who played the role of student teacher director), the student playing the role of teachers supervisor, seven teachers (in semi-experimental group) who had been familiar with the scenario during a year before, and 7 teachers no-familiar (all available in the Department of Physics, District 3) were collaborating member of research’ s team. Inquiring supervisors’ authenticity agreement, the studentteacher and the opinion of 7 teachers’ familiar with the model in which reliability with the Cronbach's alpha coefficient of 0. 82 obtained verified validity of the questionnaire. In data analyzing descriptive statistics (M and SD) and inferential static (independent t and Cova) were employed. Based on the influence coefficient 0/373 in both groups, finding confirmed the implementation of the prepared scenario would decrease student ALR and increase their academic achievement. On this researched-based document the generic implementation of the replenishing stages of Clinical Supervision (CS) into stages of Management Education Model in Physics (MEMP) for (LAR) was recommended.

The purpose of this study was Structural model of Effect of Reflective Leadersship on Working Conscience with mediating of Organizational Trust of Employees. The method of this study is correlational descriptive and The statistical population was composed of all of Employees of University of urmia (N=550). Through Cochran formula, 225 samples were determined and were selected via random sampling method. Gathering tool is standardized questionnaire data Reflective Leadersship (Castelli et al, 2013), Working Conscience (Barrick and Mount, 1991) and Organizational Trust (Ellonen & et al, 2008). Reliability of the scales was confirmed by Cronbach’ s alfa and validity of the scales was confirmed by experts. For analyzing data, Structural Equation Modeling was employed. The results revealed that the Reflective Leadership has direct effect on Working Conscience (0/41). The Organizational Trust have a direct effect on Working Conscience (0/27) The direct effect of the Reflective Leadership on the Organizational Trust (0/53) is also positive and significant. and the indirect effect of Reflective Leadership on Working Conscience (0/14) is positive and significant with mediation organizational Trust. Finally, the whole effect of the Reflective Leadership on the Working Conscience (0/55) was also positive and significant. Therefore, Reflective Leadership as a new approach and explicitly positive attitude of the leadership of higher education institutions by providing Trust in the organization, it can Provides a platform for improving employee Working conscience at the university.

The overall purpose of this research was to analyze the Families and Community’ s involvement in the educational and managerial processes of schools using The “ Overlapping Spheres of Influence” Theoretical Model. The research method was an explanatory (quantitative-qualitative) combination. The statistical population consisted of all teachers, administrators and parents of elementary school students in Kermanshah. 311 teachers and managers and 381 parents of students were selected as the sample of the study. The tool used in the quantitative section was two questionnaires, and in the qualitative section of the interview protocol. Data analysis showed that Selected schools interfered parental involvement in parenting, voluntary support, home-based learning, decision-making, and communication. But in the area of community-based collaboration, intervention was low. The results of the analysis of the second questionnaire showed that parents have high interfered in six types involvement, but are less interfered in types voluntary support and participation in decision-making. data from the qualitative section in relation to the effect of learning intervention, categories such as institutionalizing social, educational, and religious values by local communities and parents, reinforced learning behaviors. In connection with the barriers to involvement, categories such as conditions and characteristics of parents, conditions and characteristics of students, lack of Flexible teacher's, economic problems, and lack of involvement culture were recorded

Purpose of this study was to investigate the effect of exchange leadership on organizational innovation by mediating of knowledge sharing and organizational learning in central organization of Islamic Azad University. The research method is descriptive-survey. Statistical universe of this research is the managers and experts of the central organization of Islamic Azad University. This community consists of 860 people who were selected randomly by stratified random sampling method using Cochran formula. 266 people were selected as sample size. The research instrument consisted of four standard questionnaires including Bass Exchanging Leadership Questionnaire (1985), Jimens etal (2008) Organizational Innovation Questionnaire, Dixon(2001) Knowledge Sharing Questionnaire, and Watkins and Marcik (2003)Learning Questionnaire. Validity of questionnaires were approved through formal and content validity, and reliability through Cronbach's alpha, which were 0. 74, 0. 77, 0. 79 and 0. 78 respectively. To analysis the data and testing of hypotheses, the klomogrof sinomorph test and structural modeling equations of “ amos” , have been used. Findings of the study showed that exchange leadership with the presence of the mediating variable of knowledge sharing and organizational learning influences on organizational innovation. Also, exchange leadership has an effect on organizational innovation, knowledge sharing and organizational learning, and finally knowledge sharing on organizational innovation and organizational learning as well as organizational learning on organizational innovation.