نوع مقاله : مقاله پژوهشی

Touraj Soleymanzadeh*: PhD Student in Educational Management, Urmia Islamic Azad University.

 Javad Keyhan: Associate Professor and Faculty Member, Urmia Islamic Azad University.

 Morteza Rostami Borajalu: Expert at the Department of Education of West Azerbaijan Province

Introduction: The aim of the Recognizing and explaining the concept of resilience by using the Arafah prayer of Imam Hossein (AS). Resilience is the capacity and capital and personal response to stressful events that are influenced by the ways a person understands his situation and with the relative knowledge of himself and his conditions and the stressful events he faces in life; has been found, the person tries with the power of his thinking and reasoning and asks for forgiveness and return from the mistake and sin that has put himself and his life in danger and tries to know himself, his abilities and characteristics by thinking about the phenomena of existence. able to overcome the adverse conditions and difficulties that he encounters along the way, and then using the power of his thinking and thought, find a way to overcome the adversities of life and communicate with others through self-knowledge by using the journey And thinking in the horizons of existence and asking for forgiveness and return, which is a prelude to knowing the creator of existence.

Materials and methods: The method of this research was applied and carried out using a mixed approach. In the current study, theoretical saturation was achieved with 11 interviews. Finally, challenges and obstacles were identified. To answer the questions in the questionnaire, a five-point Likert scale (from very high = 4 to very low = 1) was scored and used. Its validity was confirmed by experts and its reliability was calculated using the Cronbach's alpha method with a coefficient of 0.7 (0.75). The hierarchical analysis questionnaire was distributed among 25 education experts in Urmia city. The statistical population in this study in the qualitative part was 11 education experts in Urmia city who were identified based on theoretical saturation, and in the quantitative part, 25 education experts in Urmia city who were randomly selected for evaluation.

Results and discussion: This research aimed to identify and rank the challenges and obstacles to the selection and appointment of public school principals in West Azerbaijan province in the academic year 1402 in District 1 of Urmia city. For this purpose, semi-structured interviews were conducted with education experts in Urmia city with the aforementioned objective. The results showed that the challenges and obstacles to the selection and appointment of public school principals included 5 main concepts in the form of 32 categories and, based on hierarchical analysis, were: 1- Intra-organizational obstacles, 2- Structural obstacles, 3- Instrumental obstacles, 4- Individual obstacles, and 5- Environmental. The following is a discussion regarding each of the identified obstacles and challenges and a comparison of the results obtained with similar research:

Individual obstacles: Intra-personal obstacles in the process of selecting and appointing public school principals refer to issues and challenges that are challenges and obstacles within the personality of the people involved in this management process. One of these obstacles could be a lack of self-confidence. Lack of self-confidence can have negative effects on one’s decisions and cause hesitation in selecting and appointing executive management (Balyer, 2016). Also, lack of experience and skills can become another intrapersonal barrier. Lack of sufficient experience and skills may cause failure in school management and leadership and, as a result, the selection of a successful principal is possible (Khanal & Regmi, 2023). These barriers arising from the characteristics and personality of the individual may help analyze and improve the skills and self-confidence of the people participating in this management process. Bayler (2016) and Khanal and Regmi emphasized similar results.

Intra-organizational barriers: Intra-organizational barriers in the selection and appointment of public school principals refer to issues and challenges that arise within the organization and from within it. One of these barriers may be the lack of a transparent and fair selection. This means not providing a selection process with transparent and fair criteria and criteria that all members of the organization can adhere to (Sezer & Engin, 2021). Lack of transparency can lead to an inability to build trust and motivation among organizational members and challenge the fairness of the selection process for public administrators. Improving transparency and creating a transparent selection process can help strengthen trust and stability within the organization (Riyadi, Bafadal, Burhanuddin, & Timan, 2023). Rut (2021) also reached similar results (Rut, 2021).

Instrumental barriers: Instrumental barriers in the selection and appointment of public school administrators refer to problems and shortcomings in the assessment tools and methods associated with this process. One of the important challenges may be the lack of flaws in the assessment tools and methods that are not implemented consistently and comprehensively. This can lead to less flexibility in the selection process and a mismatch of criteria with needs and environmental variables. Also, the lack of ICT resources can lead to inefficiency and updating of the tools used in the selection of managers (Tukaev, 2022). These instrumental barriers can directly negatively affect the transparency and reliability of the manager selection process and raise the need to improve and update the tools. In this regard, similar results have been reported by Rahimi et al. (1400) and Rafza et al. (2023) in the selection of managers.

Environmental barriers: Environmental barriers in the selection and appointment of public school managers refer to issues that persist as challenges around the organization and in its external environment. One of these barriers can be unstable changes in government policies and regulations. Mutual developments in government policies and decisions may lead to the inability to establish a standard and sustainable process for selecting managers (Torhani, Abdollahi, Zeinabadi, & Abbasian, 2019). Inconsistency in government policies and regulations may cause discontinuity in government-managed selection strategies and processes. These environmental conditions may have a negative impact on transparency and fairness in the selection process of managers and are recognized as one of the important challenges in the path of development and reform in public educational organizations (Abili, Pourkarimi, Mazari, Khabareh, & Badeban, 2014).

Structural Barriers: One of the structural barriers to the selection and appointment of public school principals is the lack of organizational rules and regulations or deficiencies in the formulation and implementation of criteria and requirements for selecting principals. This situation may lead to a lack of transparency and unfairness in the selection process (Khanal & Regmi, 2023). The absence or lack of appropriate rules and regulations can create ambiguities in the criteria, the lack of specific tasks, and the lack of a standard process for selecting principals (Makondi, 2019). These issues can challenge the positive impact and efficiency of the selection and appointment process of principals and ultimately lead to the inability to create an appropriate and fair structure for selecting public school principals (Alijani, Amin Bidakhti, & Makond-Hosseini, 2019). In confirmation of the results obtained, similar research has been conducted. In this regard, Tirgir et al. (1401) have emphasized individuals' adherence to religious and belief values, personal characteristics, reputation, professional skills and experiences, scientific and research abilities, human and social skills, intellectual and perceptual competencies, leadership and participation abilities, and interest, satisfaction, motivation, and job and organizational commitment (Rahimi et al., 1400). Also, the issue of the lack of a specialized field for training managers in universities has been raised as one of the challenges, and these weaknesses have caused a shortage of capable human resources in this field. The results of this research show that redefining the duties of managers, special training to improve management effectiveness, and meritocracy in selecting managers are effective measures to improve the process of selecting secondary school managers.

Conclusion: The overall conclusion of the research showed that the selection and appointment of managers in various organizations and institutions is one of the critical decisions that has a direct impact on productivity, organizational culture, and achievement of goals. The process of selecting managers, although it should be based on meritocracy and capabilities, often faces challenges and obstacles that can divert this process from its main goal.

Keywords: Selection and Appointment of Managers, Managerial Positions, School Management, Public Schools.