This study explores the motivational components within teacher rating systems and their impact on professional growth motivation. Employing a systematic review approach, it investigates texts pertaining to teacher rating systems, motivation, and professional development literature. By examining various texts and research findings on teacher motivation, factors influencing teacher ratings based on general, specialized, and professional competencies, as well as experience, are identified. Drawing parallels with Herzberg's motivational theory, this study provides recommendations to bolster teacher motivation and job satisfaction through improvements in the rating system.

The main objective of this research was to compare teacher recruitment, retention, and teacher education policies from the perspective of school principals, specifically focusing on the performance of graduates from continuous bachelor's degree programs at Farhangian University and graduates from other universities, known as "Maharat Amuzan" under Article 28. A mixed-methods approach with a simultaneous explanatory design strategy was employed, utilizing a survey method for the quantitative phase and thematic analysis for the qualitative phase. The quantitative phase involved a comprehensive sample of all school principals, totaling 320 participants, selected through multi-stage cluster sampling. Data was collected using a researcher-made 24-item questionnaire adapted from the Public Schools teacher Performance Evaluation Guide (2015), in Chesterfield County, Virginia. The quantitative data was analyzed using descriptive statistics, independent t-tests, and one-way ANOVA tests. In the qualitative phase, 32 school principals participated. Thematic analysis was utilized to analyze the qualitative data. The research findings indicated that school principals' satisfaction with the "Knowledge and Skills," "Behavior and Conduct," and "Ethics and Morality" dimensions of teachers' performance from Bachelor's degree graduates were at a highly satisfactory level. While, their satisfaction with the performance of "Maharat Amuzan" under Article 28 was at a satisfactory level. The observed difference in satisfaction levels between these two groups was statistically significant and school principals were more satisfied with the performance of continuous bachelor's degree teachers compared to teachers of other universities known as "Maharat Amoz" Article 28". Additionally, female school principals reported greater satisfaction with the performance of both groups of teachers compared to their male counterparts, and this difference was statistically significant in the domains of knowledge, skills, and overall satisfaction. However, the observed differences based on age and managerial experience were not statistically significant. Moreover, the qualitative findings not only confirmed the quantitative results but also provided insights into the reasons behind the preferences and criticisms to each of the teacher acceptance policies. Based on the results of this study, some suggestions were made to policy and decision makers to improve the quality of teacher training and recruitment.

teacher factors encompass the teachers’ cognitive and affective characteristics that are likely to affect their instructional efficacy. Language teacher immunity is one of the affective factors that determines the teachers’ psychological well-being in their settings. The present study strived to itemize the factors in novice and experienced EFL instructors’ teacher immunity philosophy. To this end, first, the researchers used convenience sampling for selecting 62 EFL teachers including 38 novice and 24 experienced teachers at ten prominent language institutes in Tabriz (Iran) as the participants. Second, they conducted 30-minute interviews with the participants for determining the factors that influenced their TI philosophy using a researcher-developed semi-structured interview protocol. Lastly, they used thematic analysis in order to particularize the main factors in their teacher immunity philosophy. The findings of the study indicated that while the novice teachers considered external support as the main factor in their philosophy, the experienced teachers regarded their internal strength as the decisive factor that influenced their teacher immunity philosophy. The findings may have practical implications for teacher education courses in foreign language contexts.

The most important capital of any organization to achieve their goals is human resource. Educational System as the most important organization in any country needs efficient and professional staff to reach its optimal performance. As teachers are the main human capital in the educational system, their knowledge, skill and expertise is very important. That is why education of teachers and teacher education Planning are of great importance. teacher education is a multiple-step process, starting from recruitment of competent people and continuing to in-service training which makes their knowledge up to date. In this process, two things are important and should be considered: first, teacher training should lead to having scientist, thinker and artist teachers that have content knowledge, the ability of problem solving and the skill to adapt to the situation. Secondly, it's important that teaching methods used for teacher training consider their culture. In this way, the teachers will be culturally bound to their local setting.

The research method is quantitative and descriptive using structural equation model. Causal-comparative method was used to compare variables between the two groups. Statistical population of the research includes new teachers in Khorasan Razavi province. To test the model, a sample of 347 subjects was selected from 3339 new teachers in Khorasan Razavi province using convenience sampling and quota sampling methods. The research population includes 2426 new teachers who graduated from Farhangian University of Khorasan Razavi (Mashhad) in the years 2017 and 2018 and 913 new teachers who were hired to Farhangian University according to the Article 28 in the years 2017 and 2018. Sample size for each variable was selected up to 30 subjects using Cochran's formula. teacher motivation, teacher self-efficacy and occupational commitment questionnaires were developed and validated by the researcher. To analyze the data, Pearson correlation coefficient, confirmatory and exploratory factor analysis, t-test and structural equation modeling were used. The results showed that there was a significant positive relationship between teacher self-efficacy and occupational commitment of new teachers. Occupational commitment of new teachers graduated from Farhangian University was significantly higher than that of new teachers recruited by Article 28, and the teacher motivation of new teachers graduated from Farhangian University was significantly higher than that of new teachers recruited by Article 28. There was a significant positive relationship between teacher intrinsic motivation and occupational commitment of new teachers.

The focus of this article was comparing the previous types of recruitment of teachers in primary education. Three problems were studied, including comparing the students' math achievement based on the difference in various types of recruitment, type of majors, and the integrated variable of teacher education and majors of teachers. Statistical controlling was applied by two variables in each analysis. The data of TIMSS 2015 were used in the research, however, the information of teachers were validated by personal contacts with them. Then, data were analyzed using multiple regressions with categorical predictors. The results showed that grade 4 students’ mathematics achievement was independent from the ways in which their teachers were recruited. Also, there was no difference in the mathematics achievement of students whose teachers had different majors; however, comparison based on the teachers' education level showed that the diploma teachers' performance was significantly lower than other teachers with higher education levels. The integration of the teachers' preparation method and their major indicated that the students whose teachers were educated just for primary education did not outperform the students whose teachers were not educated for primary education, in the tests. Instead, the students of the teachers prepared for majors other than the primary school education outperformed the other groups of students. Findings have raised a number of questions about the effectiveness of teacher preparation programs in Iran, with emphasis on their qualitative improvement.

The aim of this study was to develop a favorable model for admission of applicants to Farhangiā, n University. Phenomenographic research method was used and the necessary data was collected through semi-structured interview. The research population consisted of all professors and specia lists in the field of educational sciences and psychology of Farhangiā, n Unive rsity of Mashhad and Ferdowsi University of Mashhad, all students, teachers and graduates of Farhangiā, n University of Mashhad and all interviewees were selected by the Khor ā, sā, n Razavi Education Organization. The research sample consisted of 35 people who were selected through purposeful sampling method. After recording, implementing, analyzing, and coding the interview scripts, the categories identified in 4 steps, i. e., before entering the university, upon entering the university, during the university, and after the university, were developed in the form of a suitable model for selection and admission of student teachers at Farhangiā, n Univers ity. Finally, based on this model, resear ch and practical suggestions were made for the use of officials and those in charge of candidates' admission to the teaching profession.

Purpose: The present study was developed scenarios for recruitment and training teachers in Iran for next 15 years.Mehtods: Recent study placed among applied and qualitative research methods and done with combination of two futures research methods; content analysis and scenario making. First, a list of driving factors was prepared from content analysis and semi-structured interviews with experts provided to be weighed according to the importance and degree of uncertainty by expert panel, Second, Selected factors placed in cross impact balanced analysis (CIB) method and global business network (GBN) scenario making so until scenarios were obtained. Participants in this study were 15 professors and principals of Farhangian University, professors of educational sciences, experts of Ministry and Council of Education, and school principals.Findings: In order to scenario making, 9 driving factors from content analysis and interview extraction were weighted by the panel in terms of importance and uncertainty, and three factors were type of approach (national, international or integrated), ideology (quarantine or Society ideology) and technology (continuation of the current trend and rapid growth of technology) received the highest scores. Among 12 possible scenarios, four scenarios and their characteristics were extracted; aquarium environment, lake environment, river environment and ocean environment and their characteristics were extracted. Conclusion: The results of the present article shows that need to get out from the existing closed and quarantined space and pay more attention to using all the capacities of education and higher education and make more use of international achievements to improve the teacher education system. At the same time, due to the process of building a national version of teacher training, interaction and tolerance of tensions is inevitable.

Today, human power is considered the most key element of the success of organizations and the only sustainable competitive advantage for them. The first pillar of the proper performance and efficiency of human resources is the recruitment of quality human resources, that is why the recruitment and selection system has a special importance and position in the human resources management system. The purpose of this research is to identify and prioritize the strategies of recruitment, selection and recruitment of human resources in the officer universities of the J.A. Army. The type of research is practical in terms of its purpose, and in terms of its method and nature, it is a descriptive survey. The statistical population of this research is made up of all employees (experts and above) of the field of selection and recruitment of the four forces of Aja in Tehran, and due to the limitation of the census method, all the statistical population participated in the research.The data collection tool was a questionnaire whose validity was checked and confirmed through CVR and CVI indices and its reliability was confirmed by Cronbach's alpha test Descriptive and inferential statistical methods (Molmogorov Smirnov test, t test and Friedman test) were used to analyze the data.The results of the research indicated the identification and approval of 8 strategies for recruitment and recruitment in Aja officer universities. "Increasing organizational attractiveness"; "Development of recruitment and membership offices in the country"; "Advertising in places such as schools and universities and mass and social media"; "Diversification of employment practices"; "Development of coordination between recruitment managements in order to maximize recruitment"; "Flexibility and facilitation of employment conditions"; "recruitment from among duty employees".