The aim of this study was to determine the predictive role of parenting style and sense of competence in behavioral disorders in adolescents aged 14 to 18 years. This research was descriptive and correlational. The study population includes all boys and girls students in the education schools of District 3 of Isfahan city who were studying in the academic year 2020-2021. Using Cochran's formula in an approximate volume of 1000 people at 95% confidence level and considering P = 0. 5 and error level 0. 1, the sample size was estimated to be 88 people, which is a number among male and female language learners. 44 people were selected. The measurement instruments used in the research were Diana Bamrind (1973) Parenting Style Questionnaire, Eternal Competence Feeling Questionnaire (2015) and Emotional Behavioral Disorders Questionnaire (Woodworth, 1920). In this research project, SPSS23 software was used. The data obtained from this study were analyzed at two levels of descriptive and inferential statistics. The results showed that there is a significant relationship between parenting style and behavioral disorders (P <0. 05), there is a significant relationship between parental liberation pattern and behavioral disorders (p <0. 01). There is a significant relationship between parents 'authoritarian model and behavioral disorders (p <0. 01), there is no significant relationship between parents' logical authority model and behavioral disorders (p> 0. 05), there is no relationship between competence and behavioral disorders (p <0. 05).

Introduction: Nursing managers play a key role in healthcare organizations. The effective execution of nursing managers' roles is influenced by various factors, including managerial competence. In today's complex organizations, determining the level of competence of head nurses is essential for improving their performance. Methods: This research was a descriptive cross-sectional study. A total of 150 head nurses working in hospitals affiliated with Iran University of Medical Sciences participated in the study in 2024, utilizing a census sampling method. The data collection tools included a demographic information form and the nursing managerial competence assessment questionnaire developed by Moghadam et al. (2019). Data were analyzed using SPSS version 26, applying both descriptive and inferential statistics. Results: The mean and standard deviation of the age of the participants in the research was )42.53±5.24( years. The average managerial competence of head nurses was reported at a high level (330.05±37.04) through self-evaluation. Among them, the organizational domain had the highest average (4.36) and the problem-solving domain (4.11) had the lowest average. There was a statistically significant relationship between the managerial competence of supervisors and passing the management course (p=0.042). Conclusion: Head nurses in the hospitals of Iran University of Medical Sciences exhibit a high level of managerial competencies. The results indicate that participation in managerial training programs positively impacts the enhancement of managerial competencies among head nurses, particularly in the organizing domain. The role of managers is significantly important among the various factors contributing to organizational success. To develop an effective and efficient management system, it is essential to have competent and capable managers. Understanding the strengths and weaknesses in each dimension of managerial competence can empower head nurses to strengthen their capabilities, address weaknesses, and ultimately improve the quality of nursing services.

Background: Understanding the way nurses' informatics competencies affect their mastery of professional competencies can help with providing high quality care and design contents for continuing nursing education. This study aimed to determine the association between nurses' informatics and their clinical competencies. Materials & Methods: A total of 150 nurses who met the inclusion criteria were enrolled in this descriptive study from three general public hospitals in Rafsanjan, Iran, using stratified random sampling method. Self-reporting data collection was performed applying three questionnaires of (1) personal and job characteristics, (2) the Self-Assessment of Nursing Informatics Competencies Scale (SANIC), and (3) the Competency Inventory for Registered Nurses (CIRN). Data were analyzed using SPSS 22. 0 and Kolmogorov-Smirnov, Chi-square, Pearson's correlation coefficient, and linear regression statistical tests. Results: Female nurses had higher CIRN scores than male ones (p = 0. 027). The results of the Pearson's correlation coefficient showed a moderate significant positive association between SANIC and CIRN scores (r = 0. 341, p = 0. 001). Furthermore, results of the linear regression analysis showed that about 11% of the CIRN score was associated to the SANIC score (P = 0. 001). After adjustment based on gender (p = 0. 060) and education (p = 0. 064), the correlation was not significant. Conclusion: Given the effect of gender and level of education, there was no significant association between Nursing Informatics Competencies and nurses’,competency. The level of application of informatics in nursing should be reviewed contextually.

Today, thinkers and policymakers envision new roles for human resource management, one of the most important one is "competency-basing" in all functions of human resource management from planning and selection as input processes to the development and maintenance and output processes of human resources. The purpose of this article is to review the “, Competency-Based Human Resource Management”,book by David Dubios et al. The book is reviewed and criticized based on two methods of formalist critique that focuses on form-elements such as structure and writing-and research critique that gives originality to the content, and also based on the criteria of the Iranian Council for Reviewing Books and Text on Human Sciences. Findings showed that the main strengths of the book are having a theoretical and practical perspective, paying attention to the organizational context in the application of competencies and confronting and comparing traditional with competency-based human resource processes. This work also has points for improvement, the most important of which are the lack of up-to-date references despite the reprint of the book, issues unrelated to or less related to the main concept of the book, and the need to explain new methods of human resource management processes in the competency-based approach. In the end, based on the findings, suggestions were made in two headings of form and content.

Introduction: Nowadays, intense competition and technology changes make an increasing pressure to organizations and their various ways for increasing manpower productivity. Human resources are expected at this time to have greater impact on their products and services. This is the exact thing that caused competency to become an important factor in competitive environment. Competency term is used for describing the complex of behaviors that reflect the single composition of knowledge, skills, abilities and motives that are related to organizational role. The goal of this review article was a comprehensive introduction of competency and its application in designing training programs.Conclusion: The advantage of using competency for designing training programs in one aspect is the exact diagnosis of educational needs and increasing the efficiency of education and on the other aspect is applicability of learning and avoiding from just knowledge transferring.

Insurance salesmen have an important role in the profitability and competitiveness of the insurance industry at micro and macro levels. A coherent approach to the selection and development of the practitioners in the field and the determination of competencies required of them is important. This study is meant to identify the competencies required in insurance by using the Delphi technique and white resource based theory and pragmaticm approach. Then, the competences has been recognized and ranked, using the network analysis. To measure the validity of the methodology, the LISREL software and confirmatory factor analysis were used. The results indicated that the competencies of problem solving, communication, insurance knowledge, occupational ethics, the ability to take advantage of information technology, creativity, risk management, emotional intelligence, familiarity with various financial services and familiarity with internet marketing techniques are the most important competencies required for the insurance sellers, respectively. The results of this study will guide the insurance industry managers in human resource planning area. In addition, the above mentioned results can help managers in the fields of staffing, recruitment, training and performance evaluation of sales network.