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Background & Aims: Educational planning is a series of overlapping and irregular stages in which various people and organizations are involved with diverse views, politically and technically. These steps include processes in which content and issues are analyzed, policies are identified and then implemented, re-evaluated, and redesigned. Based on this trend, a complete analysis of the education sector will require an understanding of the flow of educational policy, meaning "how" and "when" educational development will take place. Since the policy-making process is an important element in educational planning, it is important to clarify the concepts of "policy" and "policy-making". Policy is an explicit or implicit group or individual decision that provides a set of guidelines to guide future decisions, initiate or delay an action, or provide executive guidance on previous decisions. Policymaking is the first step in a planning cycle, and planners must conduct a dynamic assessment of how policies are set before they can effectively design the implementation and evaluation of a process. For educational policy-making in university units, the analysis of educational policies is done in several stages, achieving educational opportunities, equality in the distribution of educational services, the structure of the educational system, internal efficiency, and external efficiency of institutional arrangements for department management. Of course, evaluating the existing situation without evaluating the forces against and against change, when policy changes become necessary, is an incomplete analysis. Also, this evaluation should include the chance of success of various policies and strategies that should be used to implement and advance these policies. The fact is that in today's world, where we are witnessing tremendous changes and developments in various fields, the environment is facing a lot of turbulence and uncertainty, and the competition has become very intense. To achieve success in the field of competition, university systems must use a type of planning that is forward-looking and environmentally oriented, so that while identifying environmental factors and developments, in a long-term time horizon, their impact on the university and how to interact Determine it with them. Research policy is the same as strategic planning which, by examining the external and internal environment of the university, identifies environmental opportunities and threats and internal strengths and weaknesses, and sets long-term goals for the university keeping in mind the mission of the organization. To achieve these goals, from among the strategic options, he chooses strategies that rely on the strengths and eliminate the weaknesses, use the opportunities worthilyr, and avoid the threats. If it is implemented correctly, it will make the university successful in the field of competition. For educational policy-making, one should resort to different solutions. One of the solutions that has been receiving the attention of passers-by policy for several years is policy research. Policy research is the use of practical and scientific research in policy-making, with the use of this method, social issues are identified, sensitive information is collected, concepts and hypotheses are created, and more importantly, All research is recognized by policymakers. Policy research is closely related to agenda setting and its results are very useful for the development of public policies. Policy studies study the policy-making process. Political research is mainly carried out by political science specialists who are interested in the process of adopting policies and the effects of policies. Political research is effective in policy-making. The process of policy research is made up of four dimensions: identifying problems and identifying issues, understanding the main issues, supporting the program of selective measures, and evaluating the effect and control process. Considering the importance of educational policy-making in today's world and the consequences of this type of policy-making, the present study studied the process of policy research in educational policy-making in the university units of Mazandaran province. The current research aims to provide a model for the qualitative model of educational research policy in universities of medical sciences . Methods: This research was of an exploratory type: thematic analysis in the qualitative part and a descriptive survey in the quantitative part. In the qualitative section, the studied population included academic (faculty members) and organizational (Islamic Azad universities) experts. The quantitative section included all academic faculty members of universities in Mazandaran province. The sample size in the qualitative part was 12 interviewees according to the saturation principle and the purposeful sampling method. In the quantitative part, 242 people were selected based on the calculation of the sample size in structural equations and the stepwise cluster random sampling method. The data collection tool was semi-structured interviews in the qualitative part and a researcher-made questionnaire with 62 items taken from the theoretical foundations, research background, and interviews with experts in the quantitative part. The method of data analysis in the qualitative part was theoretical coding (open, central, and selective) and in the quantitative part, it included structural equation modeling and confirmatory factor analysis. Results: The results showed that the university research policy variable had 6 dimensions educational, research, social and cultural, financial and administrative, international and environmental policies, and the educational policy variable included the dimensions of education content, education quality, finance, and budget. Monitoring and evaluation were political, social, cultural, and linguistic. The results showed that there is a causal and correlational relationship between the variable of university research policy and educational policy in terms of R2 values with a value of 0.473 and a path coefficient value of 0.560 and about 56% of the components and dimensions of educational policy They are determined by the components and dimensions of university policy research. Conclusion: In general, according to the results of the study, it can be shown that providing a qualitative model of educational research policy in universities of medical sciences can be of special importance in education. In the interpretation of this topic, it should be mentioned that the formulation and implementation of research policies in universities has a direct effect on educational policy and this relationship can be very useful for improving the quality and efficiency of the educational system. This finding can be an important point for university managers and decision-makers. According to this finding, they can formulate university research policies more carefully so that they can implement the most effective educational policies. In addition, this finding can be useful for increasing interaction and cooperation between faculty members and university administrators in the field of policy formulation and implementation. In general, this finding shows that attention to university research policy and its coordination with educational policy can facilitate and accelerate the improvement of the quality and efficiency of the educational system and ultimately lead to the best teaching and learning methods for students and faculty members. According to these results, it can be concluded that paying attention to research policies and formulating appropriate strategies in this field can facilitate and accelerate the improvement of the quality and efficiency of the educational system. Also, by examining this model and the connections between policy research and educational policy, university managers and decision-makers can make better decisions to improve performance and raise the level of education in universities. Finally, these results can contribute to the development and improvement of university policies to lead to the creation of an effective and efficient environment for teaching and learning that contributes to the progress of society and the social and economic development of the country. [ABSTRACT FROM AUTHOR]

Background & Aims: Today, human resources are considered the most valuable and important organizational resources that can lead to strengthening the competitive advantage of the organization compared to other organizations. In today's world, which is accompanied by rapid changes and transformations, effective human resources are one of the most important intangible assets in the organization, and the economic growth of the organization depends on empowering them. Managers of organizations want more than anything to gain a competitive advantage over other organizations and it should be known that to achieve this, making the right decision based on what is for the good of the organization and the environment and also creating an environment where mutual relations and effective among employees is one of the duties of management that can only come from a wise manager. On the other hand, in today's competitive world, an organization has a chance to survive if it can continuously adapt to the environmental changes around it. Environmental changes have forced organizations to continuously seek the best solutions and procedures to adapt to their environment and thus achieve a competitive advantage. As business environments become more complex and uncertainty about their future increases, it becomes more difficult to choose strategies that will lead organizations to success; Because gaining competitive advantage requires a commitment to resources and abilities that are in harmony with market conditions and difficult to return and imitate. The fruits of these commitments are borne over time and must be based on beliefs about the future. Working in turbulent business environments requires increasing organizational flexibility.The meaning of strategic flexibility is the ability of a company to respond to uncertainties by adapting goals to changing conditions or taking active action to create change using the organization's knowledge and capabilities. In a stable environment, the concept of traditional management helps organizations achieve success. But this management approach faces limitations in preparing organizations to face environmental uncertainty. For this reason, new management theories have focused on the development of organizational strategic flexibility as a substitute approach for traditional management. Flexibility can be considered as an organizational feature that reduces the organization's vulnerability to unpredictable external changes or puts the organization in a better position to respond successfully to changes. Since organizational success can be examined from various aspects, in this research, considering the importance of the topic of micro leaders in organizations, especially cultural organizations, we aim to identify the factors affecting strategic flexibility in the center of the intellectual development of children and adolescents that It has been active in the cultural field for more than half a century, and as an allencompassing government body at the national level, it has been in communication and interaction with a wide range of people, especially children, teenagers and parents, and has a recognized position and records at the international level. Methods: The research method was a mixed exploratory (qualitative-quantitative) research design. The statistical population of the research in the qualitative part included (experts and managers of the Center for Intellectual Development of Mazandaran Children and Adolescents in the field of policy-making) in order to reach consensus in the Delphi method, the sample size in the qualitative part was determined to be 17 people considering the law of saturation. And in a small part, the statistical population included the employees of the Center for Intellectual Development of Children and Adolescents in Mazandaran province. In the quantitative section, the sample size was determined to be 153 using Cochran's formula. The sampling method in the quantitative part was a multi-stage cluster design. The method of collecting information is the library method, and the measurement tool in the qualitative part is a semi-structured interview in the quantitative part, it includes a researcher-made questionnaire, the questions of which were taken from the data obtained from the interview. In order to analyze the data, the Delphi technique was used in the qualitative part and the structural equation modeling method was used in the quantitative part. SPSS and LISREL software was used. Results: The findings showed that the variable "strategic flexibility" has three dimensions: 1. organizational compatibility, 2. organizational value, and 3. organizational competition. Conclusion: According to the qualitative stages of the research resulting from the answers of research experts in the Delphi technique in four stages. Also, according to the quantitative part of the research, the reliability of the internal consistency method for each dimension, convergent and diagnostic validity (differentiation of extracted structures based on the final model) was confirmed, and also according to the coefficients obtained for the dimensions of the research model, the questionnaire The compiled results of these dimensions had high reliability. Finally, the "strategic flexibility" variable has three dimensions: 1. Organizational compatibility, 2. Organizational value, 3. Organizational competition. It should be mentioned that the Center for Intellectual Education of Children and Adolescents should act step by step and gradually according to a road map and long-term strategic plan, and in order to implement it, it is necessary to develop an operational letter. Of course, these variables are not among linear variables, therefore, in the field of presenting a comprehensive model, this issue has been investigated, and the model presented by experts in the field of management, such categories are distantly related, and the model presented by experts in the field Management and training have a direct relationship with the organization's citizenship, in some cases, it is necessary, in other places it may have an indirect effect on the organization's citizenship behavior due to the variable of leadership. In some cases, in some concepts, these variables may overlap. [ABSTRACT FROM AUTHOR]

Background & Aims: In expressing the relationship between servant leadership and knowledge sharing, it should be said that despite the comprehensiveness of the concept of servant leadership style within the organization, there is little research on its relationship with knowledge sharing and social capital in organizations. It doubles the research in this area. In expressing the relationship between servant leadership and social capital, it should be said that servant leadership style can affect all aspects of social capital; In other words, by creating mutual trust and influence in followers and modeling, empowering followers, creating their competence and merit, increase the social capital of the organization. In other words, one of the factors affecting the level of social capital is the type of leadership style adopted by managers. In fact, leaders can grow people by adopting a service-oriented leadership style and investing in people by building trust between themselves and their followers, serving them, and sacrificing personal interests against them in the organization's decisions and missions. Through spiritual nourishment, involvement of followers in organizational affairs, giving responsibility to the followers with authority and being flexible and steadfast, it helps to promote social capital and in this way, in addition to benefiting from people with high human capital, Benefit from the advantage of expanding social capital in your organization. The present study seeks to design a model on the concepts of servant leadership style and knowledge sharing in relation to each other and social capital as a mediating variable in Mazandaran University of Medical Sciences and thus helps to expand the existing knowledge in this area. N. Given the above, it is clear that "servant leadership style" is associated with the variables "social capital" and "knowledge sharing" and can be a source of positive effects on the organization, so the researcher's preoccupation to answer this question. What is the model of the relationship between servant leadership style and knowledge sharing with the mediating role of social capital in Mazandaran University of Medical Sciences? Methods: This research was method-mixed in terms of method. The study population in the qualitative part included the president of the university, managers of the department, the director and managers of the eight vice-chancellors of the university and the director of the nine affiliated faculties) of Mazandaran University of Medical Sciences with an approximate number of 45 people and in the quantitative part included the staff of Mazandaran health services and sub-faculties were in 2016. In the qualitative part, sampling was done by snowball sampling method and 20 people were selected and in the quantitative part, it was done by sampling multi-stage relative classes with Cochran's formula and 323 people. In this study, considering that the data collection method was a researcher-made questionnaire, which consisted of two parts, including general questions and specialized questions (including 95 items). Delphi technique was used to analyze the data in the qualitative part and the structural equation method (SEM) and AMOS software were used in the quantitative part. Results: The results showed that the direct standard coefficient of the servant leadership style variable on knowledge sharing was 0.57, t value was 5.220 and P-value was less than 0.05. There is a significant relationship between servant leadership style and knowledge sharing. The direct standard coefficient of the servant leadership style variable on social capital is equal to 0.55, the t value is equal to 4.731 and the P-value is less than 0.05, the result is that the relationship between the servant leadership style variable and social capital is meaning. The coefficient of direct standard of the social capital variable on knowledge sharing is equal to 0.39, the value of t is equal to 3.932 and the value of P-value is less than 0.05, therefore, the relationship between social capital and knowledge sharing, the relationship. The results also showed that the value of chi-square in the model 1450/4503, the degree of freedom of the model is equal to 3208, the result of their ratio is equal to 1.404, which is an acceptable value. On the other hand, the fit indices of the main model such as CFI and IFI are all in an acceptable and appropriate level and the SRMR index is 0.061. Conclusion: In general, the more widespread the service leadership in an organization, the greater the sharing of knowledge and social capital. Social capital also facilitates people's access to other resources inside and outside the organization, increases people's willingness to engage in two-way interaction, and improves the effectiveness of knowledge creation and sharing. The dimensions of social capital, especially trust, networks, relationships and cooperation, with the effective sharing of information, control of information change and reduction of executive and managerial costs, encourage people to participate and cooperate with each other, as well as create and share new knowledge. This, in turn, facilitates knowledge management processes in the organization. To create and share knowledge, there must be a high level of trust and optimism in the relationships of members of the organization with each other. In some organizations, rewards are set or employees are forced to pass on their knowledge to others in order to encourage employees to share knowledge. The danger that may arise is that employees, in order to be rewarded or to satisfy higher authorities, seem to share knowledge and do not transfer their real knowledge and only share some useless information with others. This is usually due to mistrust and lack of social capital among individuals. Indeed, improving an organization's social capital can enhance the acquisition, coding, and transfer of knowledge; Because by facilitating the combination and exchange of resources, it helps the organization's ability to create innovation. [ABSTRACT FROM AUTHOR]

Background & Aims: The early theorists of the paradox, using philosophy and psychology, have proven the greatest challenge for managers today is the effect of managing the paradox and understanding the individual's approach to tensions on the development of people's comfort. They know the solution. These people are looking for a temporary solution while the underlying tension is likely to remain and will return. On the other hand, some others accept tensions as normal and even embrace them. And they guide them by taking actions that are successful in the term of paralysis. Because they have to quickly adapt to new technologies and work methods to maintain their efficiency. With the paradox point of view about the sustainability of organizations, the tensions between desirable and at the same time interdependent and sometimes contradictory goals of sustainability such as environmental protection and social welfare are clearly exchanged. And by accepting such tensions, a paradoxical attitude enables decision makers to achieve competitive sustainability through achieving goals simultaneously. So; Applying the appropriate strategy to curb and simultaneously present dualities in the university by injecting dynamism, agility in human resources, capabilities and the normal flow of affairs will bring about vast and radical changes in the system. Therefore, the researcher seeks to find out what is the role of paradox control cognitive strategy on the sustainability of human resource agility? Methods: In terms of descriptive method, the current research was a survey type, which was conducted with a mixed method (qualitative and quantitative). The statistical population of the professors of Azad University of Mazandaran province is 10 people who are experts in the field of research and have a doctorate degree (educational management and higher education, public administration with a focus on human resources management, business management with a focus on strategic management), scientific rank. Associate professors and above, with an educational experience of more than 10 years, and having three articles on the subject of the research were identified and their opinions were used in the qualitative section. In the quantitative part, the statistical population includes all heads and vice-presidents of units, heads of faculties, heads of departments, officials of affairs (administrative, financial, educational, student and research) in 13 units of the Islamic Azad University of Mazandaran province with different academic degrees. In the academic year 2018-2019, there were 341 people whose opinions were used in a small part. Also, after carrying out the qualitative phase of the research and applying the results to the proposed primary model, to determine the components of each of the variables and items in the design of the questionnaire based on the secondary model, from the researches studied and the standard questionnaires based on this researches; It was presented, it was used, and finally, the quantitative part of the questionnaire was presented. Results: The results confirmed the role of paradox control cognitive strategy on the sustainability of human resource agility and also identified four components of individuality, occupational health, stress and emotional intelligence in the dimension of cognitive strategy. Conclusion: Finally, one of the major goals of the university, the era of management has come to an end through the logic foreseen in advance. In these conditions, chaos and disorder causes extensive and radical changes in the organization, traditional methods are no longer responsive; Therefore, the higher education system and universities need forms of agility. And one of the characteristics of an agile university is that it is sensitive to environmental changes and has the necessary speed to adapt to changes; Therefore, according to the central role of universities in human development, in strengthening and expanding culture, increasing self-awareness and self-confidence of society, its management system should be sensitive to the paradoxes and tensions caused by it and in line with solving human problems. be accountable; One of the features that can be helpful to managers and employees in responding to changes is the cognitive strategy of controlling the paradox that human resources can achieve productivity, satisfaction, and commitment at the same time as organizational goals. [ABSTRACT FROM AUTHOR]

Coaching is one of the new methods in medical science education that plays an important role in meeting the needs of learners. The requirement of professional coaching is the growth and development of faculty members. The issue of coaching education and the growth and development of faculty members and their role in clinical education is felt more than ever before. Therefore, in the current research, a reverse process has been done for the autopsy of this knowledge. Therefore, this study has been done with an overview of the application of the coaching approach in the growth of faculty members and especially its application in higher health education. The present study is a systematic review in which the keywords were determined based on MESH and then searched in Web of Science, Scopus, Cochrane, Google scholar, Pubmed, Iran Medex, SID, Uptodate, and Magiran databases in the period of 2003-2021. Two languages Persian and English were conducted and during 5 stages of review, 34 articles were found, including 17 English articles and 17 Persian articles. There has been very little examination of the results of this in the field of medical sciences; However, using the models of coaching and development of faculty members of other universities can greatly help the process of organizational improvement of higher health education. Based on the results of studies, coaching plays a significant role in the development of faculty members of higher health education and health and treatment approaches. Injecting the concept of coaching and its role in the growth of faculty members is a road map for improving the quality of higher health education and applying their principles in the operational plan of the health system transformation document and a practical goal in providing health and treatment services. [ABSTRACT FROM AUTHOR]

Background & Aims: Quality of working life is a multidimensional structure containing concepts such as welfare measures and medical services, incentive schemes, job suitability, job security, job design, importance to the role and position of the individual in the organization, providing the basis for growth and development, participation in Decisionmaking, reduction of job conflicts and ambiguities, training and reward systems. It is impossible for universities to provide effective education and research without having faculty members equipped with knowledge and sufficient motivation. Therefore, as the quality of working life of the academic staff members of the university is strengthened, the functions of the university will be developed, and on the contrary, as their life goes down, the university will be exposed to decline. Therefore, paying attention to the quality of working life of academic staff should be among the highest goals of the university. On the other hand, nowadays, programs for the growth and development of academic members are among the new strategies to maintain and improve the knowledge and performance of lecturers, which have been used by most of the countries during the last few decades in order to improve the scientific ability of the members. To perform their job duties in various fields of education, research and executive-management activities, the academic staff should create a suitable platform for transformation in the educational system. Factors such as the introduction of advanced information and communication technologies, the rapid growth of knowledge and the resulting changes, the need for universities to be accountable to society, the financial constraints of higher education systems, universalization and globalization of higher education, the competition of higher education institutions, etc. All of them have caused universities and higher education systems to think about the continuous growth of their faculty members. The growth of faculty members is an essential and vital part of the success of faculty members as well as the university. Because faculty members are considered as the basic pillar of universities and higher education centers and as the executive arm of universities' triple mission (teaching, research and providing services) and paying attention to them means paying attention to human capital in higher education and in line with It is the fulfillment of this mission. In order to keep faculty members, especially in Farhangian University, who are responsible for training student teachers, considering the growth program as one of the most important university programs. According to the introduction, following the tradition of pedagogy and especially the approach of evaluating professional competence, it has been tried to align with global perspectives, a local model for monitoring, evaluating, issuing certificates and verifying the professional competence of professors (across the field) education) should be presented at the level of the system of the Islamic Republic of Iran, and on the other hand, the basis for measuring the validity of the supervisory tests should be provided. Since there is little information about the role of professional qualifications on the quality of work life and growth of employees, the purpose of this study is to investigate the role of professional qualifications on the quality of work life and mental growth of university faculty members. Methods: The purpose of this research is practical, which was carried out with a mixed approach (qualitative and quantitative) with an exploratory design. In the qualitative section, the statistical population included managers and academic staff members of Farhangian University in the 9th region of the country, who had a doctorate degree and more than 10 years of teaching experience, and 20 people were identified and their opinions were used in the qualitative section. In the quantitative section, the statistical population included 263 faculty members of Farhangian University in 9 regions of the country (Semnan, Mazandaran, and Golestan), and according to the Cochran formula, 156 people were selected as a statistical sample. The researcher-made questionnaire of professional qualifications, quality of work life by Walton (1973) and Balandagi Koroneh et al. (2013) was used to collect the required data. Results: The results showed that the effect of professional qualifications on the quality of work life and mental development of faculty members of Farhangian University of Region 9 is significant at the level of 0.99. Conclusion: In general, it can be concluded that the quality of working life and mental development of faculty members refers to a wide range of activities, on which the role of professional qualifications was confirmed. Academic faculty members, as one of the biggest assets of any society and also one of the most important elements of the educational system, play a very sensitive and decisive role in the training of expert human resources, and the result of their efforts is ultimately growth. And it follows the development of every society. They form the main body of any university and are certainly more important than programs, activities and equipment in this system. Therefore, universities need professors who have competence and professional qualifications. Professional competence is actually part and parcel of the performance of university professors and actually reflects the areas of knowledge, attitude and skills of a person and allows him to act more effectively in his profession. The importance of professors' professional qualifications and their tremendous impact on organizational effectiveness has caused universities to try in various ways to improve and provide the necessary conditions for their maximum emergence. In fact, professional competence shows an image of a developed person who has complete preparations in every way to do the job. In this way, competence can be considered as a behavioral dimension that has an effect on the job performance and growth of a person. Based on this, it seems that professional competence is like an umbrella that includes everything that directly or indirectly affects job performance. Researches have shown that professional competence It has a significant impact on the quality of work life of research experts. If the university authorities are not able to attract and maintain competent and motivated human resources, the university will face problems in carrying out serious responsibilities and duties. Since the academic faculty members of the universities play an essential role in the production of science and the expansion of the boundaries of knowledge, therefore, the universities should satisfy their material and spiritual needs and create a suitable working environment for them for educational and research activities. [ABSTRACT FROM AUTHOR]

Background & Aims: Today, the spread of the Corona virus has created significant changes in the nature and function of higher education, especially universities, which the digital university, the evolutionary path approach of the university and higher education centers are facing. It starts with the Corona crisis and after that. The emergence of the Covid-19 virus and its epidemic at the beginning of 2020 and in the last months of 2018 led to fundamental changes in the higher education programs of the world and Iran. According to the statistics of the International Union of Universities, since the global spread of the Corona virus, 146 countries have closed their education in all academic levels (59 percent), and in some areas, education has been active in a limited way (30 percent), and 10 percent are in difficult conditions. Burundi has continued its normal activities, among them 67% of universities in the world have used electronic education, 24% did not have proper infrastructure and the rest of the universities were also closed. Based on this, today and in the digital era, it is essential that the maturity of universities and higher education centers aligns itself with these developments and can make the most of the technological capacities of the new era to realize the goals of higher education. It has been discussed, but the digital university has not been examined in the form of a coherent model, and the existing researches have mostly focused on the learning aspect and few components of the digital university. A digital university is an organization that needs to pay attention to its key dimensions so that it can take advantage of the capacities of the present era and bring itself to a principled and planned adaptation. Therefore, the general goal of the current research was to identify the factors affecting the provision of digital universities during the corona pandemic and post-corona in medical sciences universities. Methods: The purpose of this research is practical, which was carried out with a mixed approach (qualitative and quantitative) with an exploratory design. In the qualitative approach, the Delphi method was used in two rounds, and in the quantitative approach, as it examined the existing situation, a descriptive survey method was used. In the qualitative part, the statistical population was 25 professors of the major medical sciences universities of the first region who had a doctorate degree, more than 10 years of teaching experience and the scientific rank of associate professor and above, and in the quantitative part, the directors and assistant professors (senior experts) of the faculties., department managers and faculty members of Shahid Beheshti University of Medical Sciences numbering 1851, in the qualitative part using the purposeful sampling method and considering the saturation law, 14 people were selected as a statistical sample, and in the quantitative part based on the formula Cochran at 95% confidence level and α=5% measurement error, 320 people were selected as a statistical sample by stratified random sampling method. In order to collect data, a researcher's questionnaire made by Digital University was used. Results: The results showed that among the different dimensions of the Debjebatal University questionnaire, it should be mentioned that the "university culture" dimension has the highest rank with an average rating of 4.56. Comparing the average ratings shows that the most important features or dimensions in the second and third place are "educational content and curriculum" and the average rating of these dimensions is 50.4 and 2.4, respectively. Teaching and learning methods are in the fourth place with a value of 19.4, human resources and educational infrastructure are in the fifth place with a value of 65.3, and university policy is in the sixth place with a value of 24.3. Conclusion: Based on the findings of the research, in order to improve the main components of research in higher health education centers and to help the officials and managers of higher education in the country's health sector, to formulate long-term strategies for the effect of competence on scientific authority, in higher health education centers, it is one of the practical consequences of this research. . In this study, the aim of the professors of the University of Medical Sciences is to familiarize the professors with the category of digital university and the need to pay attention to it as a platform to achieve this goal, to play a role in the realization of a good life for the individual and the society, in an appropriate way, according to the process of development and evolution. Identity, it is necessary for students to acquire a set of necessary skills first. It is hoped that the results of the present research can make university administrators and officials aware of the importance of this issue so that they can take effective and practical steps towards the success and implementation of the present research. The limitations of the research in this study are: limiting the statistical population to the University of Medical Sciences, the geographical scope of the research, and unfortunately, in the case of a number of articles, access to the full text of the articles was not possible. The problem of communicating with some professors of the university and determining the time needed to conduct the interview was one of the problems and limitations of the study. According to the results, it is suggested that the Ministry of Science, Research and Technology presents successful management and strategic experiences of national and international universities and institutions of higher education inside and outside the country as practical examples to universities and institutions. By forming future research teams, the university administrators should predict the issues and problems facing the organization in terms of paying attention to digitalization paradigms. Develop scientific parks and international research centers in universities in order to expand the activities of managers and professors in the direction of moving towards digitalization. [ABSTRACT FROM AUTHOR]

Background & Aims: Educational organizations are one of the main pillars in human society and the development and survival of societies depends on the good performance of these organizations. Universities are among the social systems. In which real power arises from recognizing patterns of change, measuring and seizing opportunities. In this type of environment, human resources need many competencies for survival, because they operate in an atmosphere of confusion, uncertainty and instability due to the complexities of the environment. What is defined as situations of multiplicity and contradiction is pressure, anxiety, unhappiness, or responding to difficult situations and ultimately responding appropriately to difficult choices in order for the organization to grow and prosper. In these circumstances, identifying cognitive strategies leads to increased organizational performance. And while reducing the emotions caused by dealing with paradoxical phenomena, tensions and ambiguities arising from thinking and expressing organizational experiences, manpower agility by creating a balance between influential factors such as Cognitive abilities, an emotion that reinforces a positive attitude in employees to confront the organization with a turbulent environment to increase productivity and consequently a competitive advantage. Therefore, the aim of this study was to investigate the effect of paradoxical cognitive strategy on human resource agility. Methods: In this mixed research (qualitative-quantitative), in the qualitative section, the statistical population was selected from among the professors of universities in Mazandaran province in 2020 and the information was obtained through purposeful sampling and interviews. Semi-structured items were collected considering the theoretical saturation law. In a small part of the statistical population consisting of heads of units, faculties, deputy heads of units, faculty members and all administrative, educational, research, financial and student officials, 341 people using stratified random sampling method and based on Cochran's formula 181 people were selected as a statistical sample. Also, the validity of the researcher-made questionnaire in this section was confirmed by the content and structure and the reliability of the questionnaires was estimated and confirmed by Cronbach's alpha 0.91 and 0.94, respectively. Data were analyzed using SPSS and lisrel 8.8 software. Results: The results showed that paradoxical cognitive strategies have a positive and significant effect on human resource agility. The results also showed that the elements and components of the paradoxical cognitive strategy are effective in manpower agility of 38% in the free universities of Mazandaran. Conclusion: In general, it can be acknowledged that the human resources in the university should accept the paradoxes, understand and avoid the potential for anxiety in order to strengthen the defensive responses that prevent the rapid and adaptable agility of the human resources. Slowly Educational organizations are one of the main pillars in human society and the development and survival of societies depends on the good performance of these organizations. Universities are among the social systems. In which real power arises from recognizing patterns of change, measuring and seizing opportunities. In this type of environment, human resources need many competencies for survival, because they operate in an atmosphere of confusion, uncertainty and instability due to the complexities of the environment. Organizational complexity shows the degree of differentiation within the different elements of the organization, and in the current situation, unprecedented, dynamic and nonlinear changes in the environment of organizations have increased. Changes that have led to unexpected, unforeseen and surprising issues. Organizations have to increase their internal complexities to cope with these complexities. Increasing internal complexities create the ground for the emergence of puzzles, multiplicities and contradictions in the organization that can not be eliminated due to external and internal dynamics of organizations. In addition, organizations pursue contradictory results in order to survive and maintain themselves in the competitive arena. What is defined as situations of multiplicity and contradiction is pressure, anxiety, unhappiness, or responding to difficult situations and ultimately responding appropriately to difficult choices in order for the organization to grow and prosper. Paradoxes are paradoxical yet interconnected elements that exist simultaneously and persist over time; These elements are logical when considered individually, but seem irrational, inconsistent, and tolerable when put together. Theorists have turned their attention to how to withstand the stresses hidden in paradoxes, because it is very difficult to constantly balance or create the desired level that relieves stress. Practical perspectives on conflicting stresses show that stresses are created at the micro level where individuals face stresses over identity, conflicting roles, and performance expectations. What is defined as stressful situations is the stress caused by physical, emotional, and psychological conditions resulting from prolonged engagement with difficult emotional conditions that gradually accumulate over time and, as a combination of unstable emotions, the inability to cope. Relaxation, feelings of discomfort, loneliness, sleep problems, excessive smoking, high blood pressure and gastrointestinal disorders are experienced. In these situations, identifying cognitive strategies with the ability to understand and express emotions as much as possible, self-regulation, self-awareness, spontaneity and social ability all lead to increased organizational performance. And while reducing the emotions caused by dealing with paradoxical phenomena, tensions and ambiguities created by thinking and expressing organizational experiences, manpower agility by creating a balance between influential factors such as capabilities Cognitive, the emotion that strengthens the positive attitude of employees to confront the organization with the turbulent environment to increase productivity and consequently provides a competitive advantage. In other words, the role of psychological beliefs allows people with high levels of perception of emotional abilities to be able to deal with paradoxical stress, report less perceived stress, and job satisfaction, feelings. They should be more successful and motivated. So, the cognitive strategy of paradox can be considered from social, psychological and medical dimensions, because in recent years in the country, there are moves to pay attention to the effect of psychological therapies in reducing stress. And a number of occupational counselors, psychologists, psychotherapists and psychiatrists in counseling clinics use coping techniques. [ABSTRACT FROM AUTHOR]

The concept of education is defined by tangible material spaces such as school, classroom and teacher. But the new knowledge space is based on the networked world and the information society, in which the highways and information flows in the virtual world are the determining factors and components. Digital University is a university based on transformational technologies, providing desirable experience for its diverse stakeholders, especially its students, faculty and staff. Digital University is a university based on transformational technologies, providing desirable experience for its diverse stakeholders, especially its students, faculty and staff. Digital University Approaches the evolutionary path of the university and the lessons learned in the wake of the Corona crisis and beyond that. Therefore, the present study aimed to investigate the digital university in the corona and post-corona pandemics. To reach the objectives, the present study was conducted by searching for the keywords of digital university, e-learning, virtual education, student, professor, university, pandemic, Covid-19 epidemic, in databases in the period from 2019 to 2021. The result of the primary articles included 36 articles, upon which after a step-by-step review and three-phase screening and search application of exclusion criteria, we obtained 28 articles. The results showed that the emergence of the coronavirus, along with all its related difficulties, was an opportunity to test the strength and ability of countries to use strategic tools of identity management and exercise governance and control the disease. Creating, strengthening and developing digital identity infrastructures at the national level has received more and more attention from countries. Therefore, the use and enjoyment of digital phenomenon is more necessary than ever because the future belongs to universities that have more to do with digital world. [ABSTRACT FROM AUTHOR]