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Showing 2 results for Chitsazian
Volume 12, Issue 4 (3-2023)
Abstract
The purpose of this research is identifying competencies of Imam Sadiq University (PBUH) faculty members and prioritizing indicators of identified competencies. In order to do this research, the Mixed method (Qualitative → Quantitative) was used. At first, to identify competencies, semi structured interview was conducted with 23 best-performance faculty members of different faculties who were among top ten faculty members in 10 semesters sequentially and competencies were identified by using Thematic Analysis method. Then, extracted indicators from these interviews in the form of questionnaire were given to faculty members that 23 of them completed it. By conducting IPA, the priority of these indicators was revealed. By doing this research, the competencies of Imam Sadiq (PBUH) University faculty members were classified in three levels. These competencies consist of five dimensions, 16 components and 60 indicators. The dimensions of these identified competencies are research, training, educating, operating and personal dimensions. At the end, IPA method was conducted on these identified competencies and priority of competency indicators was identified.
Volume 14, Issue 1 (6-2024)
Abstract
Employee turnover is one of the most important challenges of organizations, which neglecting it can bring a lot of costs to the organization. An important part of the factors that influence the act of leaving the service of employees are known as factors that form the intention or intent to leave the service in employees, which can be called as antecedent factors. The aim of this study is to systematically conceptualize employee turnover with an emphasis on antecedent factors using metacomposite method. In this study, 175 studies that investigated the factors of employees leaving the service were identified and analyzed. The findings of this study showed that the antecedent factors of employees leaving the service can be placed in three general categories: a) Individual factors: including demographic factors of employees; mental and psychological capital; Career Success; b) job factors: including job satisfaction; Organizational Commitment; Quality of working life; c) organizational factors (internal and external): including macroeconomic factors; work experience in the organization; work-family relations; Organizational support; Organizational justice and finally communication with the manager. These factors can directly (such as the quality of work life) or indirectly (such as lack of job satisfaction) affect the act of leaving the service of employees. This study emphasizes the importance of paying attention to the antecedent factors of employees leaving the service. Managers and organizations can prevent the actual leaving of employees by identifying and eliminating the factors that lead to leaving the service and save themselves from serious challenges in the future.
