واکاوی و اعتباریابی الگوی مدیریت استعداد در ظرفیت سازمانی دانشگاهی: یک رویکرد ترکیبی
محورهای موضوعی : الگوهای مدیریت استعداد سرمایه های انسانی
دکتر جعفر ترک زاده
1
(دانشگاه شیراز)
فاطمه زینعلی
2
(دانشگاه شیراز)
مهدی محمدی
3
(دانشگاه شیراز)
قاسم سلیمی
4
(دانشگاه شیراز)
کلید واژه: مدیریت استعداد ظرفیت سازمانی آموزش عالی دانشگاه,
چکیده مقاله :
هدف از انجام این پژوهش، واکاوی و اعتباریابی الگوی مدیریت استعداد در ظرفیت سازمانی دانشگاهی بود. طرح پژوهش، ترکیبی اکتشافی متوالی از نوع طبقه بندی و روش پژوهش در بخش کیفی فراترکیب بود. داده ها بر اساس 63 پژوهش کیفی که از میان 120 پژوهش از پایگاه های معتبر علمی داخلی و خارجی جستجو و معیارهای شمول مقالات مشخص شده بود استخراج گردید. پس از تجزیه و تحلیل داده ها، 16 مضمون پایه ی مرتبط با مدیریت استعداد احصاء شد. سپس، 16 مضمون پایه در 4 مضمون سازمان دهنده ی سطح اول شامل مدیریت منابع انسانی؛ شایستگی های منابع انسانی؛ مدیریت دانشجویان و مسئولیت های شغلی اعضای هیأت علمی قرار گرفتند و بر آن اساس، شبکه مضامین، ترسیم شد. در بخش کمّی روش پژوهش توصیفی از نوع پیمایشی و متغیرهای پژوهش شامل ابعاد مدیریت استعداد بود. جامعه ی آماری در این بخش شامل مدیران و رؤسای بخش های گوناگون دانشگاه های سراسر کشور بودندکه با استفاده از رویکرد نمونه گیری هدفمند و روش نمونه گیری آگاهی دهندگان کلیدی، 60 نفر به عنوان مشارکت کنندگان پژوهش انتخاب گردیدند. ابزار پژوهش، مقیاس محقق ساخته ی الگوی مدیریت استعداد است که از یافته های مرحله ی کیفی پژوهش بر گرفته شده است. برای تحلیل سؤال آماری نیز از تحلیل عامل تأییدی، همبستگی هر گویه با نمره ی کل و آلفای کرونباخ استفاده شد. نتایج نشان داد که بر مبنای دیدگاه پاسخ دهندگان، مسئولیت های شغلی اعضای هیأت علمی مدیریت منابع انسانی و شایستگیهای منابع انسانی، به ترتیب بیشترین تا کمترین قدرت تبیین را داشته اند. لازم به ذکر است که مدیریت دانشجویان تبیین کننده ی مدیریت استعداد نمی باشد.
The purpose of this study was Explorating and Validating the Talent Management’ Model in Academic Organizational Capacity. The research design was a sequential exploratory mixed method and research method in the qualitative sector Meta-synthesis. Data were extracted from 63 qualitative studies, which included 120 validated internal and external scientific databases and criteria for inclusion. After analyzing the data, 16 basic themes related to talent management were identified. Then, 16 basic themes were grouped into 4 first level organizing themes including human resource management, human resource competencies, student management, and job responsibilities of faculty members, and accordingly the themes network was drawn up. In the quantitative part, the research method was descriptive survey and the research variables included the dimensions of talent management. The statistical population in this section consisted of managers and heads of different departments of universities across the country who were selected as the research participants using purposeful sampling approach and key informants sampling method, 60 people were selected as research participants. The research instrument is a researcher-made scale of talent management model that is derived from the qualitative stages of the research. Confirmatory factor analysis, correlation of each item with total score and Cronbach's alpha were used for statistical analysis. The results showed that according to the respondents' viewpoints, the job responsibilities of the faculty members of Human Resources Management and Human Resources Competencies had the highest to the least explanatory power, respectively. It should be noted that student management does not explain talent management.
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