درخت حوزه‌های تخصصی

Purpose: The human resource studies seek to investigate the effective factors on education and its impact on the development of human learning in organizations. As a result, considering the importance of human resources training in all organizations, the present research was conducted with the aim of designing human resources training model with blended learning approach in government banking. Methodology: This study in terms of purpose was applied and in terms of implementation method was qualitative. The statistical populations were included documents related to the field of human resources training with the blended learning approach in the last 15 years, which 35 documents were selected as a sample with using the purposive sampling method. To collect the findings were usedfrom notes taking method from the documents, which whose validity was confirmed by the triangulation method and their reliability was obtained by the Cohen's kappa coefficient method 86.9 percent. The data were analyzed by thematic analysis and under three types of open, axial and selective coding. Findings: The findings showed that for the human resources training model with blended learning approach in government banking were identified 118 basic themes, 24 organizing themes and 9 comprehensive themes including educational leadership based on understanding and recognition, educational planning and targeting, optimization of educational processes, educational interactions, dynamic learning indicators, features of learning organization, explanation of educational goals, organizational agility and development of human resources training models. In the end, the human resources training model with blended learning approach in government banking was drawn. Conclusion: The results of this study can have practical implications for the officials and planners of the government banking, and they based on the themes of the present research can take an effective step towards improving human resources training according to the blended learning approach.

Purpose: Scientific-applied education as higher education needs coherent and structured planning. So, this study was conducted with the aim of explaining the challenges and obstacles of the application of land use planning in the development of scientific-applied higher education. Methodology: The present study was of applied in terms of purpose and qualitative in terms of implementation method. The research community of land development planning documents in 2001-2020 and experts, including faculty members, managers and experts of scientific-applied higher educations in 2021, based on the principle of theoretical saturation, 35 cases of land development planning documents and 23 experts with targeted sampling method were selected as samples. The research tools were note-taking of documents and semi-structured interviews with experts, whose validity was confirmed by the opinion of experts along with triangulation method, and the reliability was obtained by the method of agreement coefficient between multiple coders of 0.85. Finally, the data were analyzed by thematic analysis method in Maxquda-12 software. Findings: The findings showed that 50 basic themes, 8 organizing themes and 5 comprehensive themes were identified for the challenges and obstacles of land use planning in the development of scientific-applied higher education; So that comprehensive themes includhng assessment of skill training needs (with two themes organizing labor market information bank, products and products with local and regional participation and curriculum design and revision), ecosystem, ecology and regional population (with two themes organizing economic activities and commercializing scientific-applied and training, empowering and scientific-applied professional qualifications), organizing and polarizing optimally in terms of space and time (with an organizing theme of the geographical arrangement of polarization and mission-oriented scientific-applied education centers), provincial and regional governance (with an organizing theme of local partnership management) and scientific-applied higher education preparation (with two themes organizing the training, superior laws and documents, challenges and obstacles in the use and application of the preparation of the land). Conclusion: According to the findings of this study, it is possible to use the basic, organizing and comprehensive themes identified to reduce the challenges and obstacles in the application of land use planning in the development of scientific-applied higher education.

Purpose: Alienation has a great impact on the performance of people. Therefore, the current research was conducted with the aim of identifying the dimensions and components of alienation. Methodology: This study was applied in terms of purpose and qualitative in terms of implementation method. The research community included the experts on the alienation of Isfahan city in 2021, and according to the principle of theoretical saturation, 20 of them (employees of government organizations) were selected as a sample using targeted and snowball sampling methods. The research tools consisted of a demographic information form and semi-structured interviews, which the validity of the interviews was obtained by the verification methodology and the reliability of the collected codes was 0.88 obtained through the two-week retest method. Data were analyzed with open, interactive and selective coding methods in MAXQDA software. Findings: Data analysis showed that alienation had 205 indicators, 29 components and 7 dimensions. The dimensions included extra-organizational alienation (with 5 components of dehumanization at work, cultural and social anomie, effects and values of industrial society, social alienation and cultural beliefs), organizational alienation (with 13 components of weakness in talent management, weakness of organizational socialization, unprofessional and weak managers, Organizational alienation, weak interpersonal communication, tension and conflict in the organization, weak rules and regulations, inefficient monitoring and control system, organizational disorder, organizational culture based on construction, corruption and rentier-seeking, autocratic management style and powerlessness at work), job alienation ( with 4 components of sense of meaninglessness at work, lack of job motivation, ambiguity in roles, duties, job and organizational frustration), individual alienation (with 4 components of inability to work, low self-esteem, psychological disorders and lack of employees ethics), unfavorable behavioral and organizational attitudes (with 1 component), job fatigue (with 1 component) and aversion to work (with 1 component). Conclusion: The identified dimensions and components for alienation can have many practical implications for specialists and organizational planners who can design and implement programs based on the identified dimensions and components to reduce employee alienation.