ارائۀ الگوی رشد حرفه‌ای کارکنان در سازمان‌های دولتی ایران در راستای سیاست‌های کلی نظام اداری

نوع مقاله : علمی - پژوهشی

نویسندگان

1 دانشجوی دکتری، رشتۀ مدیریت دولتی، دانشکدۀ علوم انسانی، دانشگاه آزاد اسلامی واحد سنندج، سنندج، ایران

2 استادیار، گروه مدیریت، دانشکدۀ علوم انسانی، دانشگاه آزاد اسلامی واحد سنندج، سنندج، ایران

3 استادیار، گروه مدیریت، دانشکدۀ علوم انسانی، دانشگاه آزاد اسلامی واحد بروجرد، بروجرد، ایران

10.30507/jmsp.2022.329842.2378

چکیده

ایجاد فرصت‌هایی برای رشد حرفه‌ای کارکنان ابزاری راهبردی برای موفقیت در عصری است که سرمایۀ انسانی عامل اصلی دستیابی به اهداف متعالی سازمان‌ها محسوب می‌شود. در این پژوهش، الگوی رشد حرفه‌ای کارکنان در سازمان‌های دولتی کشور ارائه شده است. مطالعۀ حاضر از نظر هدف، کاربردی ـ توسعه‌ای، از منظر روش و بازۀ زمانی گردآوری داده‌ها، پیمایشی ـ مقطعی و از نظر شیوۀ گردآوری داده‏‌ها نیز،‏ آمیخته (کیفی ـ کمّی) است. جامعۀ آماری پژوهش در بخش کیفی شامل استادان مدیریت منابع انسانی و مدیران باتجربۀ وزارت کشور به تعداد 18 نفر است. نمونه‌گیری بخش کیفی با روش هدفمند و تا رسیدن به اشباع نظری ادامه یافت. جامعۀ آماری در بخش کمّی نیز شامل کارکنان وزارت کشور بود که تعداد 296 نفر براساس جدول مورگان و در راستای انتخاب نمونه با روش نمونه‌گیری تصادفی تعیین گردید. برای گردآوری داده‌ها از مصاحبۀ نیمه‌ساختاریافته و پرسش‌نامه با مقیاس طیف لیکرت استفاده شد. پایایی پرسش‌نامه مبتنی بر دو روش آلفای کرونباخ و پایایی ترکیبی بررسی و تأیید شد. همچنین برای اعتبارسنجی پرسش‌نامه از روایی هم‌گرا و واگرا بهره گرفته شد. جهت تحلیل داده‌ها در بخش کیفی، از روش نظریۀ داده‌بنیاد و برای اعتبارسنجی و ارائۀ الگوی نهایی از روش حداقل مربعات جزئی استفاده شد. براساس الگوی پارادایمی پژوهش، ابعاد اصلی رشد حرفه‌ای کارکنان در سازمان‌های دولتی کشور عبارت است از: شرایط علّی (نیاز به آموزش و یادگیری مداوم، مدیریت ارتباط با ذی‌نفعان سازمانی، تغییر و تحولات محیطی، برنامه‌‌ریزی مسیر پیشرفت شغلی، شرایط و الزامات محیط کار)، شرایط زمینه‌ای (ویژگی‌‌های شخصی کارکنان، زیرساخت فناوری اطلاعات، راهبرد‌‌های کلی سازمانی، فرهنگ سازمانی، ساختار سازمانی، جوّ اعتماد)، شرایط مداخله‌گر (وظیفه‌‌شناسی یا وجدان کاری، حمایت درک‌شدۀ سازمانی، مدیریت استعدادها، سیستم پاداش‌‌های سازمانی)، پدیده‌محوری (رشد حرفه‌‌ای شناختی، رشد حرفه‌‌ای عاطفی، رشد حرفه‌‌ای رفتاری، رشد حرفه‌‌ای مهارتی)، راهبردها (راهبردهای مهارت‌محور، راهبردهای انگیزه‌محور، راهبردهای فرصت‌محور) و پیامدها (بهبود عملکرد، دیدگاه راهبردی و آینده‌نگرانه، تحقق اهداف سازمانی، ماندگاری منابع انسانی).

کلیدواژه‌ها

موضوعات


عنوان مقاله [English]

A Model for the Professional Growth of Employees in the Iranian Government: Organizations in Line with the General Policies of the Administrative System

نویسندگان [English]

  • Hamid Motasemi 1
  • Kumars Ahmadi 2
  • Adel Salavati 2
  • Hojjat Taheri Goodarzi 3
1 PhD Candidate of Public Administration, Faculty of Humanities, Islamic Azad University, Sanandaj Branch, Sanandaj, Iran
2 Assistant Professor, Department of Management, Faculty of Humanities, Islamic Azad University, Sanandaj Branch, Sanandaj, Iran
3 Assistant Professor, Department of Management, Faculty of Humanities, Islamic Azad University, Borujerd Branch, Borujerd, Iran
چکیده [English]

In the modern era when human resources are the key elements to achieve the goals of an organization, it is imperative to provide opportunities for the growth of the employees. This study suggested a model for the growth of the employees at the governmental organizations. The aim was practical-developmental, and the method was survey-cross sectional. The data used were mixed (quantitative-qualitative). The population included professors of human resources management and experienced managers of the ministry, all in all 18 individuals. Purposeful sampling was employed at this qualitative level. At the quantitative level, the population included the employees at the ministry, 296 individuals, selected based on Morgan's table and random sampling. The instrument used were semi-structured interview and likert questionnaire. The reliability of the questionnaire was confirmed using Cronbach's alpha. The validity was confirmed through homogeneous and heterogeneous reliability. The data analysis of the qualitative data was done through grounded theory, and the validity of the model was confirmed through partial least squares regression method. Based on the paradigmatic method of the study, the employees' growth at the governmental organization concerned: causal conditions (the need for constant learning, contact management with the beneficiaries, environmental changes, occupational development planning, and working conditions and requirements), contextual conditions (personal characteristics of the employees, IT infrastructure, general strategies of the organization, organizational culture, organizational structurer, and trust environment), interventional conditions (responsibility, organizational support, talent management, organizational rewarding system), mental (cognitive development, emotional development, behavioral development, and skill development), strategies (skill-based strategies, motivation-based strategies, and opportunity-based strategies), and consequences (performance improvement, strategic and future visions, organizational goal achievement, and sustainability of the human resources).

کلیدواژه‌ها [English]

  • Employee professional development
  • administrative system policies, human resources management, hybrid approach
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