طراحی الگوی عوامل مؤثر بر اجرای جانشین پروری در دانشگاهها با رویکرد آمیخته

نوع مقاله : مقاله پژوهشی

نویسندگان

1 دانشجوی دکتری مدیریت دولتی، واحد سمنان، دانشگاه آزاد اسلامی، سمنان، ایران

2 دانشیار، گروه مدیریت صنعتی، واحد سمنان، دانشگاه آزاد اسلامی، سمنان، ایران

3 استادیار گروه مدیریت صنعتی، واحد سمنان، دانشگاه آزاد اسلامی ، سمنان ، ایران

10.22080/shrm.2023.4163

چکیده

مطالعات فراوانی لزوم توجه به جانشین پروری را در مدیریت سرمایه های انسانی سازمان ها مورد تاکید قرارداده و به نقش حیاتی و مهم آن در توسعه مسیر شغلی کارمندان اشاره کرده و از آن به عنوان الگویی برای بقای سازمانی یاد کرده اند. این پژوهش با هدف طراحی الگوی عوامل مؤثر بر اجرای جانشین پروری در دانشگاه ها انجام شده است. پژوهش حاضر از نظر ماهیت و روش از نوع توصیفی و اکتشافی و روش جمع آوری داده‌ها از نوع آمیخته (کیفی و کمی) می باشد. جامعه آماری پژوهش شامل خبرگان، مدیران و کارشناسان متخصص و دارای تجربه در زمینه مدیریت منابع انسانی بوده و داده های مورد نیاز در بخش کیفی طی مصاحبه با 14 نفر از مدیران دانشگاه های کشور بر مبنای مصاحبه های نیمه ساختاریافته و هدفمند و به روش گلوله برفی و در بخش کمی نیز با توزیع پرسشنامه محقق ساخته بین 145 نفربدست آمده است. تجزیه و تحلیل داده ها در بخش کمی با استفاده از نرم افزار spss و دربخش کیفی، نرم افزار Atlas.ti در سه مرحله کدگذاری باز، کدگذاری محوری و کدگذاری انتخابی با الهام از مدل پارادایمی سیستماتیک استراوس و کوربین ترسیم و پدیده محوری پژوهش " جانشین پروری عامل توسعه کارمندان" تعیین گردیده است. روایی و پایایی مصاحبه ها با استفاده از معیارهای گوبا و لینکلن (1980) و روش بازآزمون به دست آمده و روایی پرسشنامه ها از روش روایی محتوا و روایی همگرا بر اساس جدول لاوشه و پایایی آن بر مبنای آلفای کرونباخ محاسبه و تایید شده است.

کلیدواژه‌ها


عنوان مقاله [English]

Designing a model of effective factors on the implementation of succession planning in universities with a mixed approach

نویسندگان [English]

  • Hadi keykhoshravi 1
  • Farshad faezi 2
  • Seyyed Abdollah Heydarieh 3
1 PhD student of Department of governmental Management, Semnan Branch, Islamic Azad University, Semnan, Iran (Corresponding Author)
2 Associate Professor, Department of Industrial Management, Semnan Branch, Islamic Azad University, Semnan, Iran (Corresponding Author)
3 Assistant Professor, Department of Industrial Management, Semnan Branch, Islamic Azad University, Semnan, Iran
چکیده [English]

Numerous studies have emphasized the need to pay attention to succession management in the human capital management of organizations and have pointed to its vital and important role in the development of employees' careers and have mentioned it as a model for organizational survival. The purpose of this study is to "design a model of factors affecting the implementation of succession planning in universities." The present research is descriptive and exploratory in terms of nature and method and mixed (qualitative and quantitative) data collection method. The statistical population of the study includes experts, managers and experts with experience in the field of human resource management and the required data in the qualitative section during interviews with 14 university administrators based on semi-structured and targeted interviews and snowball method. In a small part, it was obtained by distributing a researcher-made questionnaire among 145 people. Quantitative data analysis using SPSS software and in the qualitative section, Atlas.ti software in three stages of open coding, axial coding and selective coding inspired by the systematic paradigm model of Strauss and Corbin, drawing and the central phenomenon of research. Employee development factor succession "Determination, validity and reliability of interviews using Goba and Lincoln (1980) criteria and retest method, validity of questionnaires from content validity method and convergent validity based on Lavache table and its reliability based on Cronbach's alpha And approved Succession human resource development,mixed methods, universities

کلیدواژه‌ها [English]

  • Succession human resource development
  • mixed methods
  • universities
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