تدوین و ارائه الگوی نظام جانشین پروری مبتنی بر شایستگی مدیران دانشگاه آزاد اسلامی پژوهش مبتنی بر رویکرد کیفی داده بنیاد
محورهای موضوعی : مدیریت استراتژیکعلی رئیس پور 1 * , سیروس تدبیری 2 , احسان ساده 3 , علیرضا افشارنژاد 4
1 - علوم انسانی
2 - دانشگاه ازاد اسلامی واحد ساوه
3 - دانشگاه ازاد اسلامی واحد ساوه
4 - دانشگاه ازاد اسلامی واحد ساوه
کلید واژه: جانشین پروری, رویکرد کیفی, نظریه داده بنیاد, شایسته گرایی,
چکیده مقاله :
مديريت جانشين پروري يك تلاش منظم و پيش بيني شده بوسيله سازمان است كه تداوم رهبري را در منصب هاي كليدي حفظ نموده و توسعه سرمايه هاي دانش را براي آينده اطمينان می بخشد. بررسی ها نشان داده است که حتی در کشور های توسعه یافته جانشین پروری در سطح دانشگاهی مشاهده می شود. این پژوهش به منظور تبیین و ارائه الگوی نظام جانشین پروري مدیران دانشگاه آزاد اسلامی با استفاده از رویکرد کیفی نظریۀ داده بنیاد صورت گرفته است . برای انجام این پژوهش از 22 نفر از صاحبنظران دانشگاهی، مدیران دانشگاه در حوزة منابع انسانی و کمیته انتصابات در زمینۀ پژوهش مصاحبه به عمل آمد و داده ها از مصاحبه ها استخراج شد. تحقیق حاضر از حیث هدف یک تحقیق کاربردی با رویکرد توسعه ای و از حیث گردآوری داده ها و ماهیت تحلیل داده ها از نوع تحقیق کیفی و از نظر مطالعات محیطی از نوع پیمایشی می باشد. در پژوهش حاضر نیز به منظور گردآوری داده ها ازمصاحبه عمیق استفاده شد.نمونه گیری به روش نمونه گیری هدفمند انتخاب شد. نتایج تحلیل داده ها طی سه مرحله کدگذاري باز، کدگذاری محوري و کدگذاری انتخابی حاکی از ن9 مقوله کلی بود که در قالب مدل پارادایمی شامل: شرایط علّی، مقوله محوری شایسته گرایی، راهبردهاي استقرار ، عوامل زمینه ای و شرایط مداخله گر و شرایط تسهیل گر و پیامدهای فرایند نظام جانشین پروري مدیران در دانشگاه و روابط بین ابعاد مختلف آن را منعکس میکنند.
چکیده انگلیسی:
Succession management is an forecasting an organized effort by the organization to maintain the continuity of leadership in key positions and ensures capital development knowledge for the future.Studies have shown that even in developed countries can be seen succession at the low level of university . This study aims to explain and modeling for succession management system, Islamic Azad University, using a qualitative approach has been grounded theory.In the present study is to collect data on in-depth interviews among 22 qualified experts, former and current executives and faculty members in research then sampling was chosen. The present study in terms of goal is applied research with a developmental approach and In terms of data collection and data analysis nature is qualitative research and environmental survey. The results of data analysis in three stages open coding, axial coding and selective coding showed nine categories of the model paradigm including causal conditions, pivotal concept meritocracy, strategy deployment, underlying factors and confounding conditions and conditions facilitator and the consequences of the process of succession planning and management at the University of relations between different dimensions reflect it.
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استراس ،انسلم وکوپین ، جولیت .(1385) اصول روش تحقیق کیفی ؛نظریه مبنایی؛رویه های وشیوه ها ،ترجمه بیوک محمدی تهران؛ پژوهشگاه علوم انسانی و مطالعات فرهنگی .
• اشرفی، بزرگ ورجبی ، علی اکبر (1383) مدیریت دانشگاه ها در شرایط بی ثبات؛ چاشی اساسی در آموزش عالی نوین، مجموعه مقالات همایش آموزش عالی و توسعه پایدار ،موسسه پژوهش و برنامه ریزی آموزش عالی و انجمن آموزش عالی صفحات 471 تا 487.
• بازرگان ، عباس ،(1387) مقدمای بر روش های تحقیق کیفی وآمیخته رویکرد های متداول در علوم رفتاری .تهران؛ دیدار.
• بلدی ، منوچهر ؛مشیکی ؛ اصغر ؛ هادی وینچه ،عبدالله (1389) طراحی و تحلیل الگوی عملیاتی جانشین پروری با استفاده از فنون تصمیم گیری چند معیاری (مطالعه موردی ؛در سازمان بانک ملی استان اصفهان )،ماهنامه کنترل کیفیت ،شماره 43 ، آذر ودی .
• راث ول ، ویلیام جی (1384) برنامه ریزی جانشینی موثر ، حصول اطمینان از تداوام رهبری و پرورش استعداد از درون سازمان ،ترجمه احمد رضا حراف ، تهران ، انتشارات شرکت ملی صنایع پتروشیمی.
• رضایت، غلام حسین (1390) . تدوین الگوی شایستگی های روسای دانشگاه های دولتی ایران ، پایان نامه جهت اخذ درجه دکتری در رشته مدیریت آموزشی ، دانشگاه شهید بهشتی .
• زین الدینی (1390) ، مقایسه و ضعیت موجود برنامه ریزی جانشین پروری و مدیریت استعداد با وضعیت مطلوب آن در دانشگاه های دولتی شهر تهران ،پایان نامه جهت اخذ درجه کارشناسی ارشد در رشته مدیریت آموزشی ، دانشگاه الزهرا(س).
• شجاعی ،سید عمادالدین و دری ، بهروز (1387) . طراحی و تبیین الگو تفضیلی نظام جانشینی و جایگزینی( تجربه پالایش و پخش) چهارمین کنفرانس توسعه منابع انسانی ،تهران، موسسه مطالعات بهره وری منابع انسانی .
•
• طباطبائی مقدم (1389) ، در پژوهشی با عنوان بررسی کز کارکرهای جانشین پروری در سطح مدیریت ارشد در شهر تهران ، پایان نامه جهت اخذ درجه کارشناسی ارشد در رشته مدیریت ، دانشگاه تهران.
• طرقی بید آبادی ، جعفر و یار محمدیان ،محمد حسین(1383) . پرورش مدیران دانشگاهی برای دانشگاه های آینده ، مجموعه مقالات همایش آموزش عالی و توسعه پایدار، موسسه پژوهش وبرنامه ریزی آموزش عالی و انجمن آموزش عالی صفحات 507تا 523.
• عیدی ، اکبر دیانتی ، محمد (1387) ،مراکز ارزیابی روش نوین جانشین پروری ، تدبیر ، شماره 195 صفحه 26.
• غٌرر الحکم .
• قالمر، رابرت وجی کانگر (1387) ترجمعه ابو العلایی ، بهزاد ، استعداد یابی و جانشین پروری ، انجمن مدیریت منابع انسانی .
• کریمی (1391) . بررسی رابطه بین مدیر جانشین پرور و تعهد سازمانی با یاد گیری سازمانی دانشگاه های دولتی شهر تهران ، پایان نامه جهت اخذ درجه کارشناسی ارشد در رشته مدیریت آموزشی ،دانشگاه سمنان .
• محمودی ، سید محمد و همکاران (1391). شناسایی تبیین شایستگی های مدیران دانشگاه ، فصلنامه مدیریت در دانشگاه اسلامی ، سال اول شماره 1.
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• نور شاهی ف نسرین (1388) .معیارهای انتخاب و انتصاب روسای دانشگاه ها؛ مقایسه تجارب برخی دانشگاه های جهان، مجموعه مقالات رویکرد ها و چشم اندازهای نو در آموزش عالی به کوشش دکترمحمد یمنی دوزی سرخابی ، تهران، پژوهشکده مطالعات فرهنگی و اجتماعی وزارت علوم .
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