List of Articles Knowledge work

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  1 - working conditions and working practices policy affecting the productivity of knowledge workers in Birjand University
  zahra rajaei fatemeh banaei
  The main goal of this research is to identify working conditions and working practices (work practices, especially self-management behavior) affecting the productivity of knowledge workers in Birjand University. The results of this research identify ways to improve the More

  The main goal of this research is to identify working conditions and working practices (work practices, especially self-management behavior) affecting the productivity of knowledge workers in Birjand University. The results of this research identify ways to improve the productivity of knowledge workers and determine The purpose of the present study is applied and in terms of the method used is a descriptive survey . To measure the working conditions and its components, by the theoretical model of Palvalin et al. (2017) and Model 3 S Moladkova (2015), in five dimensions (physical working conditions, workplace social conditions, self-management, self-control, self-organizing) and for variable The affiliate (productivity) is based on the model used by Achieve Hersey and Gold Smith , which has been designed in seven dimensions, such as (ability, clarity, help, incentive, validity, evaluation,environment). It can be concluded that these two variables have a direct and significant effect on the efficiency of faculty members Of course, by comparing the standard coefficient of two variables, it is concluded that the working conditions variable has more effect on the productivity of the faculty members than the variable of working practices. Manuscript profile
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  2 - Designing the human resource Retention Model in knowledge-based organizations: A Review of Experts` views
  Nodeh Farahani Majid Mir Ali Seyed Naghavi Javad Mehrabi
  10.30495/ijpa.2023.71113.11036
  این مقاله با هدف شناسایی مولفه ها و طراحی مدل نگهداشت منابع انسانی در سازمان های دانش بنیان بر اساس نظریات اندیشمندان مختلف صورت گرفته است. پژوهش از نظر هدف کاربردی و به لحاظ شیوه گردآوری و تجزیه داده ها از نوع پیمایشی است، که بر این اساس ضمن بررسی مفاهیم و ادبیات موضوع More

  این مقاله با هدف شناسایی مولفه ها و طراحی مدل نگهداشت منابع انسانی در سازمان های دانش بنیان بر اساس نظریات اندیشمندان مختلف صورت گرفته است. پژوهش از نظر هدف کاربردی و به لحاظ شیوه گردآوری و تجزیه داده ها از نوع پیمایشی است، که بر این اساس ضمن بررسی مفاهیم و ادبیات موضوع، مولفه ها استخراج و در چهارچوب مراحل مطالعه دلفی انجام شده است. به روش نمونه گیری هدفمند، اعضای پانل دلفی به تعداد 15 نفر از میان متخصصان مرتبط با موضوع انتخاب شد. پیمایش دلفی طی دو دور تکرار (پرسشنامه دور اول خبره با 162 گزاره و پرسشنامه دور دوم خبره با 99 گزاره) و پس از رسیدن به اجماع قابل قبول میان اعضای پانل، متوقف شد. آزمونهای توصیفی شامل میانگین برای تجزیه و تحلیل نتایج نظرسنجی دلفی و همچنین ضریب توافقی کندال برای بررسی سطح اجماع میان مشارکت کنندگان به کار گرفته شد. مدل پیشنهادی خبره پژوهش پس از اجرای دو راند دلفی با 83 مولفه شامل مربی یا الهام بخش، فرهنگ گشودگی و یادگیری چگونه آموختن و ... ارائه شده است. Manuscript profile
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  3 - Determining the effective location factors on attracting knowledge workers in the public sector of Iran
  Raheleh Chamanifard Masoud Porkiani
  Background and Objective: In this age that is the age of knowledge, attracting knowledge workers among the issues is that ignoring it destroy the organization, also slowly bring growth and development of the country. The objective of resent research is to identify the e More

  Background and Objective: In this age that is the age of knowledge, attracting knowledge workers among the issues is that ignoring it destroy the organization, also slowly bring growth and development of the country. The objective of resent research is to identify the effective location factors on attracting knowledge workers in the public sector of Iran. Methods: This study is a descriptive- correlation research that has been conducted through a survey. Also, this study is in terms of the aim the development- applied research. The study population consisted of all staffs in ministry of science, research and technology that their number is 417 persons, and all of them were selected as volume of sample. The data gathering tool was the questionnaires of the assessment of condition knowledge-axial, effective location factors on attracting knowledge workers and attracting knowledge workersthat the validity and reliability of the questionnaires have been approved, and descriptive and inferential statistics have been used to analyze the data. Findings: The results of enter multiple regression confirmed the suggested model of research, also indicated that technical infrastructure, amenities and entertainment,social and economic security,social services,social equality,population diversity, civil liberties, quality of urban architecture and environmental, cost of living index, housing, and conditions of labour market are including effective location factors on attracting knowledge workers in the public sector of Iran, and among the factors, social equality have had the most impact on attracting knowledge workers. Conclusion:Given that the effective location factors on attracting knowledge workers in the public sector of Iran include technical infrastructure, amenities and entertainment, social and economic security, social services, social equality, population diversity, civil liberties, quality of urban architecture and environmental, cost of living index, housing, and conditions of labour market, thereforeexecutive officers should realiz each of effective location factors on attracting knowledge workers via the development and implementation of appropriate policies and programs. Manuscript profile
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  4 - Evolution Performance of Knowledge Workers in The Health System
  abbasali asgari Amir Ashkan Nasiripour Leila Nazarimanesh Leila Riahi
  Introduction: Organizations to develop and succeed need the knowledge, capabilities, and experience of human resources in a highly competitive global market. In knowledge organizations such as health organizations, is essential existence of performance evaluation system More

  Introduction: Organizations to develop and succeed need the knowledge, capabilities, and experience of human resources in a highly competitive global market. In knowledge organizations such as health organizations, is essential existence of performance evaluation system to maintain and grow tacit knowledge. The purpose of this study is to identify the most important dimensions and appropriate indicators for evaluation the performance of knowledge workers. Methods: This study was a narrative review articles and reports on the knowledge workers health system between 2010 and 2020. In order to access related scientific documents, electronic search in both Persian and English using the keywords performance evaluation, performance evaluation system of knowledge workers, Scientific (SID), Iran Medical Sciences Articles Database (Magiran), Iran Medex article database (Iran Medex), PubMed, Science Direct, Inter Science, Ovid, Pro Quest. Results: The search results in different sites, including 7 articles in Persian in the field of evaluating the performance of knowledge workers, have been paid a survey variable such as independence, creativity and self-control by considering the results-based management and educational and research activities.  Conclusion: In the health system as a knowledge-based organization, managers must plan to implementation an optimal knowledge performance evaluation system. Thus fit model should be design to evaluation performance of knowledge workers, so that in addition an effective management of service delivery processes better health care quality outcomes.can be achieved. Manuscript profile
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  5 - An Investigation on the Impact of the Financial Ratios and Growth Rates on Future Abnormal Stock Returns (Case Study: Iran Khodro Co.)
  Alireza Koushkie Jahromie Seyed Hassan Abtahie Hassan Bodleaie Mehrdad Gholami
  Human capitals are the key to success in the knowledge-based economies where competitive advantages are the only distinction between the organizations. In fact, among all the three prominent elements of knowledge management (i.e. Human, Process, Technology), knowledge-b More

  Human capitals are the key to success in the knowledge-based economies where competitive advantages are the only distinction between the organizations. In fact, among all the three prominent elements of knowledge management (i.e. Human, Process, Technology), knowledge-based human resources are invaluable in any organization. Hence, human resources, knowledge, and experience should be handled appropriately in a way to have a competitive economy and industry. The present study is aimed at the identification of different prospects of knowledge-based human resources in the Iran Khodro company. Using the Estovart elements including creativity, self-confidence, need for achievement, learning, thinking, self-motivating, flexibility, job mobility and independence, conceptual models were extracted to study the Iran Khodro company systematically. Collecting all the data via questionnaires, the implemented method was based on a survey research. Expert staff in a unit of Iran Khodro Company called Gataat Peresi Production were selected and considered as the statistical set. The entire major and minor hypothesizes were confirmed except independence. In the end, some suggestions for identification, recruitment, maintenance, and actuation of the efficient knowledge-based human capitals were presented to the authorities of the company.     Manuscript profile
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  6 - Modeling the Propulsion of Organizational Happiness of knowledge Workers by Thematic Analysis method
  Faranak Masouminezhad Behzad Farrokhseresht Seyyed Mehdi Alvani Mohammad Javad Taghi Pourian Gilani
  Objective: The aim of this study is to provide a model for the organizational happiness of knowledge workers in the private banking industry. Methodology: This research is essential; Descriptive and purpose-based, typologically applied in the category of qualitative res More

  Objective: The aim of this study is to provide a model for the organizational happiness of knowledge workers in the private banking industry. Methodology: This research is essential; Descriptive and purpose-based, typologically applied in the category of qualitative research with inductive approach. The statistical population of the research is the experts of the banking industry and the research sample; It has been selected by purposive sampling from the mentioned community. Semi-structured interview tools were used to collect qualitative data and thematic analysis technique was used to analyze the interview data. Results: It included 92 opensource codes in the form of 20 concepts, 8 sub-themes and 3 main themes. Conclusion: The results showed that in the dimension of individual happiness of themes (personal lifestyle, personal development), in the dimension of social vitality of themes (communication factors, environmental factors) and in the dimension of organizational happiness of themes (performance management, workplace improvement, skills Humanities, Management and Leadership Characteristics) The well-being of knowledgeable employees in the banking industry has been effective Manuscript profile
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  7 - Comparison of the knowledge workers professional competencies in the separation of knowledge-based organizations duties
  Hajar Abedini Farajollah Rahnavard Aliakbar Gahremani
  In the world full of changes, having competent human resources and awareness of their competencies can guarantee the long-term organizations success. Knowledge-based organizations need knowledge workers with special professional competencies. The aim of this study was t More

  In the world full of changes, having competent human resources and awareness of their competencies can guarantee the long-term organizations success. Knowledge-based organizations need knowledge workers with special professional competencies. The aim of this study was to comparison of the knowledge workers professional competencies in separation of knowledge-based organizations duties, which in terms of purpose, is applied and in terms of data type, is quantitative. The nature of research, is descriptive and has been done by using survey technique. The statistical population of study was the 328 knowledge workers of the knowledge-based organizations of selected provinces (Tehran, Qazvin, Qom and Alborz), and 177 people were determined by using Morgan table with simple random sampling. The data collection tool was a researcher-made questionnaire whose content validity was evaluated by CVR index and reliability was confirmed by Cronbach's alpha coefficient. Data analysis was performed using SPSS software in two sections of descriptive and inferential statistics and emphasized one-way ANOVA and post hoc test. The results show that the organizational knowledge updating, professional knowledge acquisition, social, managerial, negotiation and marketing skills, intellectual and modeling ability, business counseling, research spirit and entrepreneurship spirit are the most important competencies of knowledge workers. The organizational knowledge updating for each knowledge-based organizations duties has a significant difference. Also, to provide entrepreneurship consultants and providing innovative goods, having marketing skills, entrepreneurship spirit and research spirit are great importance. Manuscript profile
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  8 - Identifying and Ranking the Components of Human Resource Retention in knowledge-based Organizations based on Shannon Entropy
  Majid Nodeh Farahani Mir Ali Seyed Naghavi Javad Mehrabi
  The purpose of this paper is to identify and rank the components of human resource retention in knowledge-based organizations based on Shannon entropy technique. Applied research method is used and statistical population are 14 experts. The research tool is a researcher More

  The purpose of this paper is to identify and rank the components of human resource retention in knowledge-based organizations based on Shannon entropy technique. Applied research method is used and statistical population are 14 experts. The research tool is a researcher-made questionnaire consisting of 83 components based on theoretical literature, two rounds of Delphi survey and obtaining experts' opinions. Content validity was used to test the validity of the questionnaire. The reliability of the questionnaire was 97.9% using Cronbach's alpha. The results of Shannon entropy technique show that the components of "selecting top managers from among the elite", "smart behavior", "precise recruitment process", "knowledge work", "easy traffic", "creating consensus among the company's knowledge forces in Knowledge-based organizations to transfer experiences", "Persistent and eager to promote individual competencies in line with job responsibilities", "Implement motivational plans to motivate employees", "Establish management stability in knowledge-based organizations" and "Provide Opportunity for group research" are the most important components of human resource maintenance in knowledge-based organizations.With respect to the ranking, it is necessary for the managers to target the retention of human resources in knowledge-based organizations according to the specified priorities & the obtained ranks. Manuscript profile
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  9 - Identification and Priority Estimation of Motivational Factors Influencing Knowledge Sharing among Knowledge Workers by Fuzzy Multiple Criteria Decision Making Approach (F-MCDM)
  Mahmoud Modiri Masoumeh Shakibaei Sabet Hassan Rangriz
  The present research aims to identify and prioritize the motivational factors influencing knowledge sharing among an organization’s knowledge workers, to provide managers with a framework for personnel’s knowledge sharing, and to increase personnel’s w More

  The present research aims to identify and prioritize the motivational factors influencing knowledge sharing among an organization’s knowledge workers, to provide managers with a framework for personnel’s knowledge sharing, and to increase personnel’s willingness to share knowledge in order to overcome organization’s current problems. In knowledge economy, knowledge-based organizations specifically count on their personnel. Knowledge sharing is important for organizations because it enables them to improve their skills and provides them with value, credibility, and competitive advantage. When an organization’s personnel share their knowledge and personal experience, innovation occurs. In order to answer the research questions, credible techniques of Fuzzy-multiple Criteria Decision Making (F-MCDM) were used. Fuzzy-Analytical Hierarchy Process (F-AHP) technique was used to rank the criteria and to determine their relative importance. Finally, Fuzzy-Technique for Order-Preference by Similarity to Ideal Solution (F-TOPSIS) was used to prioritize the options of hierarchical model (four stages of knowledge sharing process). According to the ranking results, “trust in management” is ranked first. Moreover, after reviewing the effect of every 21 indicator on four stages of knowledge sharing process in the studied context, “internalization” was found to be of more importance compared to other stages of knowledge sharing process. Manuscript profile
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  10 - Assessment Talent Management Strategy on Job Satisfaction and Organizational Commitment Knowledge Worker
  Ebrahim Rajabpour Jahanshah Chartab Moghadam
  The aim of this research was to investigate the relationship between talent management strategy, job satisfaction and organizational commitment of employees. The research based on objective is implicated and based on Data collection methods is survey and based on struct More

  The aim of this research was to investigate the relationship between talent management strategy, job satisfaction and organizational commitment of employees. The research based on objective is implicated and based on Data collection methods is survey and based on structural equation modeling. Research population knowledge worker at Research Institute of Petroleum Industry included 700 people, among whom 202 subjects were randomly selected. Research To collect data, Researcher made questionnaire talent management strategy Minnesota's job satisfaction questionnaire and Allen & Meyer questionnaire for organizational commitment were used، based on five point scales (from very high to very little). Face and content validity was used to evaluate questionnaires Validity. Also, Cronbach's alpha was used to establish the reliability of instruments، 0.88، 0.84 and 0.96 for each questionnaire respectively. Data was analyzed by using the statistical software SPSS and LISREL. Results showed that there are strong positive causal relationships between talent management strategy and job satisfaction and also between talent management strategy and organizational commitment. Furthermore the results indicated that relationship between job satisfaction and organizational commitment is not significant. Manuscript profile
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  11 - The Effect of Experienced Fun on Knowledge Workers’ Organizational Attachment across Attitudes Toward Fun
  mahboobeh arab Mahmood Yahyazadehfar mahsa moazeni
  10.30495/qjopm.2021.569218.2108
  Emerging research findings underscore the competitive nature of attracting and maintaining knowledge workers in information technology industry and the knowledge workers’ propensity to find an appropriate workplace with fun as a distinctive feature attributed to i More

  Emerging research findings underscore the competitive nature of attracting and maintaining knowledge workers in information technology industry and the knowledge workers’ propensity to find an appropriate workplace with fun as a distinctive feature attributed to it. This study investigated knowledge workers’ feeling of organizational attachment in relation to the fun they experienced in their workplace and with regard to the attitude they held toward workplace fun. The research population comprised 437 employees in the information technology industrial companies in Mazandaran Province, Iran. The data collection instruments included three standardized questionnaires measuring the amount of experienced fun, organizational attachment and attitude toward fun that were administered to a stratified sample of 212 participants. The collected data were analyzed statistically and revealed that the fun knowledge workers experienced in their workplace, with an impact factor of 0.441, was significantly correlated with their organizational attachment. In addition, the moderating role of attitude toward workplace fun, with an impact factor of 0.262, was approved. Scrutiny of fun activities indicated that celebration of work achievement and success was of paramount importance for knowledge workers. Manuscript profile
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  12 - Motivational, Health and Comprehensive Factors Affecting the Retention of Knowledge Workers in Knowledge-Based Manufacturing Companies
  Bahman Moeinian Mahdi Elyasi Mir Ali Seyed Naghavi Jahanyar Bamdadsoofi
  10.30495/qjopm.2022.1953039.3321
  Knowledge workers are the main asset of knowledge-based companies and companies that make little use of such workers are likely to undergo bankruptcy and liquidation. This study was conducted to explore the factors affecting the retention of knowledge workers and design More

  Knowledge workers are the main asset of knowledge-based companies and companies that make little use of such workers are likely to undergo bankruptcy and liquidation. This study was conducted to explore the factors affecting the retention of knowledge workers and design a three-factor hygiene, motivation and comprehensive model by reviewing and criticizing Herzberg’s two-factor model in knowledge-based manufacturing companies. This is a descriptive study conducted using the survey method. The sample members were selected through the relative cluster sampling method. A 34-item questionnaire was designed based on the theoretical background and through interviews with experts and managers of companies. The data were analyzed using Cronbach’s alpha, Pearson correlation, and confirmatory factor analysis using SPSS-20 and LISREL-72.8 software. To identify the three hygiene, motivation and comprehensive factors, a questionnaire was presented to the academic experts, and the Delphi method was utilized. According to the results of correlation coefficients, Cronbach's alpha of this questionnaire was 0.927, which is indicative of the very good internal consistency of the items. The results of the fit indices confirm the proposed model. The results indicate good reliability and validity of the model designed to retain knowledge workers in knowledge-based manufacturing companies in the areas of ICT and biotechnology with the three-factor motivation, hygiene, and comprehensive model. Manuscript profile
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  13 - Identifying the Effective Factors Contributing to Talent Management in Knowledge-Based Companies with a Focus on Knowledge Worker Retention
  Bibi Esmat Sarfarazi noormohammad yaghoubi Mohammad Mohammadi Jalil Jarrahi
  10.30495/qjopm.2022.1916962.3018
  Knowledge workers are the most valuable assets of knowledge-based companies, which necessitates to take measures in order to encourage knowledge worker retention. Definitely, talent management activities constitute an important part of these measures. Accordingly, the c More

  Knowledge workers are the most valuable assets of knowledge-based companies, which necessitates to take measures in order to encourage knowledge worker retention. Definitely, talent management activities constitute an important part of these measures. Accordingly, the current study set out to identify the factors affecting talent management in knowledge-based companies with a focus on the retention of knowledge workers. To this end, after defining the research topic and conducting preliminary exploratory and library studies, the researchers consulted a panel of experts about the factors and components which were identified through Delphi method and a researcher- made questionnaire. Having received qualitative and quantitative feedback from the experts, the related analyses were conducted and ultimately, the model, components and the combination of factors were agreed upon. The study population at this point included 33 academic experts and professionals, familiar with the subject who were recruited through non-probability judgmental sampling. Then, in order to test the researcher-made questionnaire, it was distributed among 295 managers and experts of knowledge-based companies, located in the southeastern provinces of the country who were selected through random cluster sampling. The collected data were analyzed conducting confirmative factor analyses using Smart PLS 3 software. The results revealed that four factors of environmental, organizational, personal and occupational are effective in talent management in knowledge-based companies contributing to the retention of knowledge workers. Among these factors, organizational factors with the effect size of 68.7 were found to have the highest impact on talent management in knowledge-based companies in order to encourage the retention of knowledge workers. Manuscript profile
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  14 - Recognition and explanation the effective factors on knowledge productivity (A case study in Bank-Melli branches in Qom province)
  Mehdi Yazdanshenas Mohammad Hosein Shojaee
  Nowadays, knowledge is considered as the main source of obtaining the competitive advantage. Therefore, knowing the formation and promotion of knowledge productivity and distinguishing the effective factors on the organizations especially financial institutions and bank More

  Nowadays, knowledge is considered as the main source of obtaining the competitive advantage. Therefore, knowing the formation and promotion of knowledge productivity and distinguishing the effective factors on the organizations especially financial institutions and bank, where the issue of knowledge and using it in order to obtain competitive advantage is also very important and necessary. The research method is descriptive-survey. The Statistical population included all the employees who are working in all Bank- melli branches in Qom province. The Findings showed that the professional and work expertise, problem solving skill, thinking, and communication skills, self-regulated motivation, continuity and perseverance, and creative disorder Factors can explain knowledge productivity in organizations. Among these factors, the role of self-regulated motivation and thinking skill were greater than the other factors. Manuscript profile
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  15 - Effect of professional competencies on professional performance of knowledge workers by analyzing the moderating role of innovative climate
  Hajar Abedini Farajollah Rahnavard Ali Akbar Ghahremani Gelozan
  Today, Professional performance upgrade is one of the challenges for human resource managers, and development of professional competencies is accepted strategy to improve individual and organizational performance. Given the nature of the knowledge based organizations an More

  Today, Professional performance upgrade is one of the challenges for human resource managers, and development of professional competencies is accepted strategy to improve individual and organizational performance. Given the nature of the knowledge based organizations and creating creative and innovative environments, development of professional competencies for knowledge workers is more important. This research aims to the effect of professional competencies dimensions of knowledge workers on professional performance by moderating role of innovative climate in knowledge based organizations of public sector. Research in terms of purpose is applied and type of data is quantitative and nature, is descriptive and correlation. Statistical population consisted of 328 knowledge workers of knowledge based organizations selected provinces (Tehran, Qazvin, Qom and Alborz), 177 people were selected in stratified random sampling. To measure the professional performance used Koopmans et al. (2014) questionnaire and for measure innovative climate used Bibi et al. (2020) questionnaire. Also, Professional competencies are measured with four subscales of knowledge, skills, ability and attitudes by use of Poorkarimi et al. (2017) questionnaire. Data analysis performed by using SmartPLS software and emphasized path analysis test. Results show that professional competencies dimensions include professional knowledge; professional skills, professional ability and professional attitude have a direct impact on professional performance. On the other hand, innovative climate moderates the effect of professional competencies dimensions on professional performance. Therefore, innovative climate by promoting and encouraging innovative culture of knowledge-based organizations provides the basis for development of professional competencies for individual excellence and the realization of organizational goals. Manuscript profile
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  16 - Qualitative Study of Factors Affecting the retention of knowledge workers in the university
  leila hosseinitabaghdehi
  Human resource maintenance is one of the measures and measures of human resource management.The aim of this study was to identify the factors affecting the retention of knowledge workers in IslamicAzad universities of Mazandaran province. This research was a qualitative More

  Human resource maintenance is one of the measures and measures of human resource management.The aim of this study was to identify the factors affecting the retention of knowledge workers in IslamicAzad universities of Mazandaran province. This research was a qualitative study of inductive contentanalysis with an applied purpose. Its data were collected in 1398 Year using purposive sampling methodfrom snowball to saturation stage and semi-structured interviews with 28 academic experts andspecialists in the field of human resource management. Data analysis was using semantic unit analysisand Delphi technique. After analyzing the data, 22 codes (indicators) were identified in the form of 5concepts or factors including participation, reward system, job design, job significance andindependence of action for retaining knowledge staff in Islamic Azad universities of Mazandaranprovince. The results of this research can help managers in creating a suitable and attractive workenvironment in order to gain opportunities for growth and development and increase the participationof knowledge employees in value creation and creating a competitive advantage. Manuscript profile
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  17 - Designing a Model of Mediating Factors in Transmitting Entrepreneurial Beliefs to Students of Vocational Schools in Guilan Province
  Ezat Moradi Asghar Nokhostin Sadraddin Sattari
  This study aims to investigate the contextual factors in transmitting entrepreneurial beliefs to students at vocational schools in Guilan province. The research method was exploratory mixed-methods and examined the desired components qualitatively and quantitatively. Th More

  This study aims to investigate the contextual factors in transmitting entrepreneurial beliefs to students at vocational schools in Guilan province. The research method was exploratory mixed-methods and examined the desired components qualitatively and quantitatively. The statistical population of the study in the qualitative section included 34 experts from the Bureau of Education 20 of whom were purposefully selected. The data were collected using semi-structured interviews. In the quantitative section, from the population of 251 principals and craftsmen, 148 were selected following Morgan’s Table and based on simple random sampling and responded to a questionnaire. To analyze the data in the qualitative section MaxQDA Software was used. In the quantitative section, structural equation modeling was employed through Smart PLS2.0. The findings of the study showed that mediating factors such as gender, age, social and entrepreneurial content, and field of study can be very effective in transmitting the entrepreneurial belief patterns to students. The results indicate that in entrepreneurial communities, the social content of the subject is important for individuals. Creating and strengthening entrepreneurial values, attitudes and behaviors, generally understood as business culture, is one of the main components of governments' approach to entrepreneurship development. Manuscript profile