Agricultural education
zahra korani
Abstract
the present descriptive-correlation research was conducted with the aim of investigating the relationship between information and communication technology and the job performance of teachers in conservatories and agricultural training centers in Kermanshah province through the mediating role of organizational ...
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the present descriptive-correlation research was conducted with the aim of investigating the relationship between information and communication technology and the job performance of teachers in conservatories and agricultural training centers in Kermanshah province through the mediating role of organizational agility. The participants in this research were 267 teachers of conservatories and agricultural education Centers in Kermanshah province (N=267), who were counted according to their number. To collect data from three standard information and communication technology questionnaires of Mahmoudi (2012); Patterson's job performance questionnaire (1990) and Sharifi and Zhang's organizational agility questionnaire (2002) were used.The convergent validity of the questionnaire was also calculated through AVE, which was obtained as 0.78.The research tool was checked through the ordinal theta coefficient (0.83-0.87) using R software, and the ordinal theta rate was 0.83 for information and communication technology, 0.86 for job performance, and 0.86 for organizational agility. 0.85 And overall 0.87 was obtained.SPSSwin22 and Smart PLSwin3 software were used for data analysis.Based on the results of the Pearson correlation coefficient, there was a positive and significant relationship between the development of information and communication technology and organizational agility, as well as between organizational agility and the job performance of agricultural educators.. Information and communication technology as an independent variable had a significant effect on two dependent variables, i.e. job performance and organizational agility. So that information and communication technology accounted for 57% of the total variance of job performance and 34% of the total variance of organizational agility explains.
karim azarnejad
Abstract
Given the vital importance of job performance and the key role of educators as one of the main foundations of education, recognizing the effective variables on improving the job performance of the educators is essential particularly professional competencies. Therefore, the main purpose of this research ...
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Given the vital importance of job performance and the key role of educators as one of the main foundations of education, recognizing the effective variables on improving the job performance of the educators is essential particularly professional competencies. Therefore, the main purpose of this research was to study the effect of professional competence components on agriculture high schools educators' job performance in the north west provincces. The statistical population consisted of all educators of agriculture high schools in the four provincces of Iran, including West Azerbaijan, East Azerbaijan, Ardebil and Zanjan (N=295), of which a sample size of 210 person was selected using stratified random sampling method. Data were collected using the research-made questionnaire. Content validity of the questionnaire was confirmed by a panel of experts. Furthermore, based on the values of Average Variance Extracted (0.525<AVE<0.807) and Composite Reliability (0.802<CR<0.948), the questionnaire had appropriate convergent validity and reliability. Similarly, Considering being greater the AVE values than Average Shared Squared Variance and Maximum Shared Squared Variance, the questionnaire had suitable divergent validity. The Structural Equation Modeling (SEM) multivariate technique (Partial Least Squares) was used to analyze data and for this purpose, Smart PLS software was applied. The results showed that three main components of professional competency namely basic competencies (β=0.208, ρ= 0.01), personal competencies (β=0.297, ρ= 0.01) and educational competencies (β=0.434, ρ= 0.01) had a positive and significant effect on agriculture high schools educators' job performance, explaining about 53 percent of its variances.
Aliakbar Abbasirustami; mehdi Alikhani dadukulaee; mehdi charmchian
Abstract
Organizations need to continuously improve their performance for their survival and development among which the crucial factor is improving their experts’ and agents’ job performance. Accordingly, the current study aimed at evaluating the relationship between agricultural extension agents’ ...
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Organizations need to continuously improve their performance for their survival and development among which the crucial factor is improving their experts’ and agents’ job performance. Accordingly, the current study aimed at evaluating the relationship between agricultural extension agents’ job performance with environmental, motivational, educational, organizational and managerial factors and professional characteristics, the nature of work and job satisfaction using structural equation modeling. The study adopted a causal- correlational approach. The statistical population of this research consisted of 46 tobacco extension agents in Mazandaran and Golestan Provinces being selected through census. The data collection tool was a questionnaire whose validity was confirmed by a panel of experts, and its reliability was measured through Composite reliability ranging from 0.83 to 0.94. in order to analyze the data for both descriptive ad inferential statistics the SPSSWin21 and Smart PLS were used. The findings results showed that 13% of the agricultural extension agents’ job performance was excellent, 43.5% was good, 30.5% ranked average and 13.5% was weak and the most effective factor on extension agents ‘job performance was job satisfaction with path coefficient of 0.638 explaining 0.604 % of changes related to extension agents’ job performance. Therefore, to increase the tobacco extension agents’ job performance, it is necessary that the organization in charge improve their job satisfaction through appointing a suitable supervisor in the office, granting appropriate incentive and establishing the promotion system.
