Nahid Soleymani; Ahmad Shabani; Saeed Rajaee Pour
Volume 10, Issue 1 , May 2014, , Pages 58-66
Abstract
Introduction: The emergence of postmodern management components such as persuading, selfcontrolling,servant leadership, proactive organizing, innovation and co-creating, have raised doubts abouttraditional management models. The present study aimed to review the application rate of postmodernmanagement ...
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Introduction: The emergence of postmodern management components such as persuading, selfcontrolling,servant leadership, proactive organizing, innovation and co-creating, have raised doubts abouttraditional management models. The present study aimed to review the application rate of postmodernmanagement components in the libraries of Isfahan University of Medical Sciences, Iran.Methods: In this descriptive survey, the study population consisted of all the staff of libraries in IsfahanUniversity of Medical Sciences (n = 78). The sample size was estimated as 55 subjects that were recruitedusing the stratified random sampling method in 2010-2011. To collect the data, a researcher-madequestionnaire was used for the existing and the ideal situations. Its validity was confirmed by the facevalidity and using Cronbach’s alpha the reliability of the questionnaire was estimated as 0.97 for theexisting situation and 0.96 for the ideal situation. Data analysis was done using descriptive and inferentialstatistics i.e. one-sample t-test, independent t-test, chi-square, Hotelling, analysis of variance (ANOVA)and Fisher’s least significant difference (LSD) test by the SPSS software.Results: The mean scores of postmodern management components in the existing situation were lowerthan the average and in ideal situation were higher than the average. There was also a significantdifference between mean scores of postmodern management components in the existing situation based ondemographic factor of gender in components of self-controlling, servant leadership, and innovation; and inideal situation based on demographic factor of type of work in co-creating (P < 0.05).Conclusion: With the advent of the postmodern era and considering the importance of management as anessential pillar of development and progress, managers of academic libraries should be acquainted withpostmodern management and should apply its components for appropriate management of libraries.
Susan Bahrami; Saeed Rajaeepour; Mohammad Hossein Yarmohammadian
Volume 8, Issue 7 , January and February 2012, , Pages 976-983
Abstract
Introduction: During the past two decades, higher education has played an important role as one of the most important elements of advanced societies in development of science, information technology and internet communications. In the knowledge-based world of 21st century, the need for ...
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Introduction: During the past two decades, higher education has played an important role as one of the most important elements of advanced societies in development of science, information technology and internet communications. In the knowledge-based world of 21st century, the need for professionals and managers is growing which in turn increases the importance of higher education in the society and the international community. This article sought to review intellectual capital components in public higher education medical and non-medical systems in Isfahan, Iran. Methods: In an analytical study, stratified random sampling was used to select 480 subjects from all faculty members (n = 1830) of Isfahan University, Isfahan University of Technology, Kashan University, and Isfahan and Kashan Universities of Medical Sciences. A questionnaire was designed according to Torres (2006). The validity and reliability of the questionnaire were confirmed by face and content validity and Cronbach's alpha (r = 0.97), respectively. Using SPSS18, data was analyzed at two levels of descriptive and inferential statistics. Results: Intellectual capital and its components, including human capital, structural capital and relational capital, in public universities of the province were lower than the average level. A significant positive relation was observed between human capital, structural capital and relational capital. Moreover, a significant difference was found between mean values of intellectual capital components of universities in terms of location and duration of experience. In fact, structural capital in universities of Isfahan was higher than other public universities in the province. Likewise, faculty members with a work experience of 1-10 years had higher structural capital than those with 11-20 years of experience. On the other hand, human capital and relational capital were higher in faculty members with more than 21 years of experience. However, differences based on other demographic characteristics were not significant. Conclusion: Using intellectual capital framework as a heuristic tool would enable universities to solve the new management problems, to disseminate intangible resources, and to cooperate with multiple stakeholders.
Farahnaz Jabbari; Saeed Rajaeipour; Seyed Ebrahim Jafari
Volume 1, Issue 1 , March 2004, , Pages 15-20
Abstract
The main objective of this article is to measure and compare faculty member’s job motivation in Esfahan University and Esfahan University of Medical Sciences based on Fredrick Herzberg`s Motivation-Hygiene Theory. A descriptive-survey research method was employed. A sample of 150 faculty members ...
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The main objective of this article is to measure and compare faculty member’s job motivation in Esfahan University and Esfahan University of Medical Sciences based on Fredrick Herzberg`s Motivation-Hygiene Theory. A descriptive-survey research method was employed. A sample of 150 faculty members was selected through a proportionate classified sampling method. The data-gathering instrument included a 60- item researcher-made questionnaire. The instrument coefficient reliability was estimated 0.97 and its content and internal validities were also determined. The results indicate that the hygienic factors contributed more than motivation factors to job motivation of the faculty members in both universities. However, Esfahan University faculty members were more satisfied with their salaries and nature of their jobs than their colleagues in Esfahan University of Medical Sciences. Meanwhile, job responsibilities and facilities played a more positive role in job motivation of the faculty members in Esfahan University of Medical Sciences. Moreover, some significant differences were observed in regard with demographic variables such as sex, age, educational credentials, academic ranking, and the country in which the faculty members obtained their educational credentials. Key words: Motivation, job motivation, hygienic factors, motivation factors, motivation factors, faculty members, university
