درخت حوزه‌های تخصصی

Purpose: The objective of the present study was to validate a model for a multicultural curriculum based on Foucault's view at the 2nd stage of secondary school. Methodology: This study was applied, descriptive survey. The statistical population of this study included 11,024 teachers (5,692 men and 5,332 women) at the 2nd stage of secondary schools in Semnan Province. The research sample included 360 second stage of secondary schools teachers who were selected by multi-stage relative cluster sampling and Cochran's formula. The data collection tool is a researcher-made questionnaire of a multicultural curriculum based on Foucault's view with 70 questions and 4 dimensions of "goal, content, teaching-learning strategies and evaluation" and each dimension has three components of "knowledge, attitude and skill" on a five-point Likert scale. In order to confirm the validity of the questionnaires, content validity was used and composite reliability (CR) was used for the reliability of the questionnaires, which was suitable and acceptable. Exploratory factor analysis (EFA), confirmatory factor analysis (CFA) and structural equations modeling were used for data analysis by SPSS21 and PLS. Findings: The study results showed that the components of goal, content, teaching method and evaluation affected explaining a model for a multicultural curriculum based on Foucault's view. Conclusion: According to the study results, the model had a good fit.

Purpose: Evaluation of employee performance plays an effective role in organizational productivity and effectiveness. As a result, the purpose of this study was identification the components of evaluation of employee performance smart pattern. Methodology: This study in terms of purpose was applied and in terms of implementation method was qualitative. The research population was specialist managers and experts evaluation of employee performance of the bank of industry and mine in 2020 year, which according to the principle of theoretical saturation number of 16 people was selected by purposeful sampling method. The research tool was a semi-structured interview, which whose validity was confirmed by the triangulation method and its reliability was calculated by the agreement coefficient method between the two coders 0.82. Finally, data were analyzed based on open, axial and selective coding methods. Findings: The findings showed that components of evaluation of employee performance smart pattern had 50 open codes in 12 axial codes and 3 selective codes. The selective codes included the factors of functional (with 4 axial codes of optimal function, quality of work, active and effective participation in meetings and planning, forearm and follow-up), job behavior (with 7 axial codes of observing administrative regulations and discipline, proper behavior and encounter with clients and colleagues, cooperation and accountability, analysis of issues and providing appropriate solutions, self-propulsion and innovation, increased job information and skills and information transfer) and ethical behavior (with 1 axial code of observing ethics and Islamic behavior). Finally, according to the identified components, the evaluation of employee performance smart pattern was painted. Conclusion: The results of this research have practical implications for the specialists and officials of the Bank of Industry and Mine, and they with the help of identified components for evaluation of employee performance smart pattern can provide the ground for improving the performance of the organization.