چكيده فارسي :
هدف پژوهش حاضر، بررسي ميزان اثربخشي آموزش مديريت بر تغيير ارزش هاي رقابتي مديران جديدالانتصاب واحدهاي دانشگاه آزاد اسلامي بوده است. ارزش هاي رقابتي مديران از طريق مدل رابينز به صورت چهار ارزش رقابتي (سيستم باز، فرايندهاي داخلي، هدف منطقي و روابط انساني) عملياتي گرديد. اين پژوهش در قالب طرح پژوهش شبه تجربي به صورت پيش آزمون–پس آزمون با يك گروه انجام گرفت. جامعه آماري كليه مديران واحدهاي دانشگاه آزاد اسلامي را شامل مي شود. براي انتخاب نمونه، از بين افرادي كه در كارگاه آموزشي (مديريت آموزش عالي) به صورت كتبي دعوت به شركت در كارگاه شده اند، به صورت نمونه در دسترس، تعداد 56 نفر انتخاب گرديد كه با توجيه كافي در پيش آزمون و پس آزمون شركت كردند. ابزار جمع آوري اطلاعات، پرسش نامه بود. يافته هاي حاصل نشان داد كه اين برنامه آموزشي، عامل مهمي در تغيير ارزش هاي رقابتي مديران جديدالانتصاب بوده است و بيشترين تاثير را بر ارزش رقابتي، ابزار و اهداف منطقي داشته است. هم چنين نتايج بررسي نشان داد، سطح تحصيلات و پست سازماني تاثيري در نتيجه تاثير آموزش بر تغيير ارزش هاي رقابتي نداشته است.
چكيده لاتين :
The present study investigated the effect of management training on effectiveness approaches due to having positive changes in newly appointed deans of Islamic Azad University. Management training is a training program of higher education management which was performed as an independent variable (on deans , Vice deans, and supervisors of Islamic Azad University) in order to promote the capability of perspectives, proficiencies, and behavioral abilities. Different methods of training were used in this program. The participants were controlled and observed entirely for full days. The effectiveness approacges which were adapted from robbins ,s model, have four comparative values(open system, internal process, rational goal, and human relationships) and eight effetivenes Approaches(flexible approaches, developing and providing resources, stability and balance, information and communication, efficiency, planning and goal-setting, skillful employees, and unity and adherence).The present investigation is pre-experimental design research which was carried out for one group pre test- post test design Levin test.
The statistic population was deans of faculties of Islamic Azad University. Among the participants who were invited through written-type exam to the training workshop (higher education management),.just 56 participants were chosen as available sample population for taking pre-and post test. The instrument in this study was a questionnaire (37 questions)which was adapted from robbins s questionnaire and operational attributes of Daft, campel, Quin , and rohr baygh. The reliability of quwetionnaire was confirmed by experts view and the validity was checked by chronbach Alpha.(a= 82%).the desxriptive Statistics such as mean, standard deviation, Levin test, Tand ANOVA were utilized for data ana lyzing. The results showed that the present training program(p=0.05) is significant factor in chanhing compatative values of newly appointed deans and open system was highly affected one among comparative values, Moreover, It is revealed that there id positive correlati0n (p=0.00) among training, deans effectiveness approaches and its subcategories (individual and flexible approaches, developing and providing resources, stability and balance , information and communication, efficiency, planning and goal-setting , skillful employees, and unity and adherence). However , efficiency was highiy and stability and balance were slightly effected approaches, furthermore, the training program made the deans and vice deans closer in their perspectives and it is shown that there is no significant difference in their test results .Also , the present research investigated the effects of educational degree (s) in training while the means showed no significant difference between training and participants with different educational degrees.
