Designing a Model of Organizational Excellence in Northeast Iran

• Published in: پژوهش در نظام‌های آموزشی Vol. 14; no. 48; pp. 59 - 74
• Main Authors: salime golabgir, ali maghol, naziya sadat naseri, moslem cherabin
• Format: Journal Article
• Language: Persian
• Published: Iranian Educational Research Association 01.03.2020
• Subjects: enablers; farhangian university; organizational excellence; outcome criterion
• ISSN: 2383-1324; 2783-2341

The purpose of this study was to develop and design a model of organizational excellence in Northeast Iran University of Culture in 1398 which was conducted using a mixed (quantitative, qualitative) and exploratory approach. The study population consisted of two groups. Qualitative department, scientific community experts, Quantity of all invited faculty members, managers and deputies of Farhangian University based on Statistics Management Planning Organization of Khorasan Razavi, North and South provinces 732 persons. 302 people Nor were selected based on Morgan table to complete the questionnaire. To gather data in a quantitative section, a researcher-made questionnaire of organizational excellence was used, consisting of two main dimensions and two sub-dimensions of five empowerment criteria (leadership, policy and strategy, human resources, other resources and partnerships, processes) and four outcome measures (customer outcomes). , Staff results, performance results, community outcomes) were extracted from the results of qualitative interviews. To analyze the qualitative data, Grounded Theory method and t-test were used for significance of the relationship between variables. In this study, the value of t-dimensions of organizational excellence is estimated from 0.5 to 0.5 which is calculated more than the assumed t value (0.5). Therefore, considering the significance and positive of this coefficient, it can be stated that all the above dimensions have a positive and direct effect on it. The highest value for t is related to the principles of management and deployment, and the least to the satisfaction and motivation of employees.