تدوین و ارائه الگوی نظام جانشین پروری مبتنی بر شایستگی مدیران دانشگاه آزاد اسلامی پژوهش مبتنی بر رویکرد کیفی داده بنیاد
الموضوعات :علی 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
الکلمات المفتاحية: جانشین پروری, رویکرد کیفی, نظریه داده بنیاد, شایسته گرایی,
ملخص المقالة :
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.
المصادر:
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.
• مومن زاده (1383) طراحی و تبیین الگوی نظام جانشین سازی مدیران با رویکرد تصمیم گیری چند معیاره موسسه مالی و اعتباری بنیاد ، پایان نامه جهت اخذ درجه کارشناسی ارشد ، دانشگاه شهید بهشتی .
• 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 .
• Ackerman, R., & Wolverton, M (2006). Cultivating possibilities: Prospective department chair professional development and why it matters. Planning for Higher education, 34 (4), 14-23.
• American Association of Community Colleges. (2005). Competencies for community college leaders Washington DC: Author
• Amey, M. J. & vanderlinden, K. E. (2002). Career Paths and Career Issues of Community College Leaders. (Research Brief. Leadership Series, No. 2.) American Association of Community Colleges.
• Angela Kaysen Luzebetak (2010), community College Succession Planning: Preparing the Next Generation of women for Leadership Roles a dissertation submitted in partial fulfillment of the requirements for the degree of. Doctor of Education in community Collage leadership, Chicago, Illinois.
• Barden, D. M. (2006). The Internal Heir Apparent. Chronicle of Higher Education, 52 (28), C2-C3.
• Barden, D. M. (2008, may 5).the internal -candidate syndrome: All the parties involved in an open, national search are vulnerable when the applicant pool includes an insider. [Electronic version]. The Chronicle of Higher Education. Retrieved November 7, 2008, from www.chronicle.com.
• Berker, D. (2005, January) Succession planning and management: A guide to organizational, systems and practices. Retrieved from Business Source Complete database.
• Betts, K., Urea's, D., Chavez, J., & Betts, K. (2009). Higher education and shifting U.S. demographics: Need for visible administrative career paths, professional development, succession planning & commitment to diversity. Academic Leadership, 7(2). Retrieved from http:www.academicleadearship.org
• Binard Carlson, K. S. (2007). Succession planning: Identifying and preparing future leaders in the Colorado community college system. Doctoral dissertation, University of Colorado at Denver, United States - Colorado. Retrieved from Dissertation & Theses: A&I database. (Publication No. AAT 3293507).
• Birnbaum, R. (1988). How colleges work: The cybernetics of academic organization and leadership. San Francisco: Jossey -Bass.
• Birnbaum, R., & Eckel, P. D. (2005). The dilemma of presidential leadership. In P. G. Altbach, R. O. Bedrail, & P. J. Gum port (Eds.), American higher education in the twenty-first century : social, Political and economic challenges (2nd ed., pp. 340- 365). Baltimore: The Johns Hopkins University Press.
• Bisbee, D. C. & Miller, M. T. (2006). A survey of the literature related to executive succession in Land Grant Universities Retrieved April 6, 2007, from.
• Boettcher, S. and Craven, A. (2008). Succession planning for higher education CIOS What Why How, UT Health since Center San Antonio.
• Bornstein, R. (2005). The nature and nurture of presidents. The Chronicle of Higher Education, 52(11), p. B10.
• Bourghul J., CHARIH M., Malta is D, Rouillard L. (2003), Les. roles et les competences des questionnaires superiors du. government du Quebec, pour I
• Bowen, W. (2008, March 28). The successful succession: How to manage the process of picking a president.[ Electronic Version]: : the chon ide of higher education retrieved September 7,2008,from www.chronile.com
• Bowman, S. (2008). Board succession planning and skills analysis. Retrieved September 28,
• Boyarzis, R. E, (1982), The emptiest manager a model for effective performance, London: John Willey & Sons.
• Bragg, D. (2002). Doing their best: Exemplary graduate leadership programs. Community College Journal, 73(1), 49-53.
• Brown, J. N., & Burke, K. P. (2007). New rules for business in a dal world: A trustees' call to action. Comtitehity College Journal of Research and Pradikr,31, 441 -449.
• Brown, T. A. (2006). Conlarnahay factor anahuit for applied research. New York Guilford Press.
• Campbell III, R. N., &Eggers, W.D. (2006). States of transition_ Delloite Darlopment L L C Retrieved from http://www.deloirte.com/us/talenrpov .
• Cannel II, M_ (2006). Succession planning Retrieved August 9, from http://www.cipd.co.uk/ subjects /hrpract /general /successplan.htm
• Canella .A A , Jr., & Shen, W. (2002). Revisiting the performance consequences of CEO succession: The impacts of successor type, post succession senior executive turnover, and departing CEO tenure. Academy of Management Journal, 45, 717-734.
• Carey ,D.C Ogden, D., & Roland, J.A. (2000)_ CEO Succession. New York: Oxford University Press.
• Carroll, C. (2004, February). Leadership Abstracts. In Succession Planning: Drooping leaders for the future of the Organizations. Retrieved February 9, 2004, from League for Innovation Web Site:
• Cembrowski, B. J. (1997). Succession planning fir management Staff at a western Canadian postsecondary technical instille (Doctoral dissertation, university of Alberta - Canada, 1997). ProQuest Digital discretions, A AT MQ2270.
• Rirtibaurn, R., & Ecrkel, P. D. (2005). The dikmma, of presidential leadership In P. G. Altbach, R, O. Bedrail &, P .j . Gum port (E.Ds.), American higher education in the twenty-first century: ocial, political and economic challenges (2nd ed, pp. 340-165). Biltmore The Johns Hopkins University Press.
• Bisbce ,D .C & Miller, M. T. (2006). A Sundry of the I iterator Related to Exerstar Succession in I and Grant Universal Retrieved April 6, 2007, fromhttp://scarch.cbscohost.com/ login.asps xdirect = teue&dberar & A N =ED491.5658&site= ethos-live
• Boettcher. S. and Craven, A. (2008). Succession planning for Higher edmeauon CIOS What Why How, UT Health Scince Center San Antonio.
• Borristrin, R. (2005). the nature and nurture of presidents. Chronick of Higher Education 52(11), B10.
• Bourg'ault , J Clunk M. Malcom, D Rouillatd, L. (2003). les roles at compuences des questionnaires superiors goomoremert el _en pour Tamar Qroupe de recherche SW les profits et habitats des cadres supeneurs du gouvernement du Quebec. Centre d expertise en gestion des resources humaines.
• Quebec Secret-ow du canoed du tresor.
• Bowen W. (2008, March 28). The successful succession: How to manage the process of picking a president [Electronic version]. The chronic of higher Education. Retrieved September 7, 2008, from www.chroncle.com
• Bowman. S. (2008). Board succession planning and skills analysis. Retrieved September 28, 2009, from constion http://www.consciousRovernance.com /succession-planning.html Boyatzis, R E., (1982), The competent manager a model for effective performance, London: John Willey & sons.
• Bragg, D. (2002). Doing their best: Exemplary graduate leadership programs. Community, College Journal, 73(1), 49-53.
• Brown, J. N., & Burke, K. P'. (2007). new rules for business in a flat world: A trustees' call to action. Community college journal of researeb Prattke,31, 441-449.
• Brown.T.A (2006). Confirmatory factor analysis for applid resebrch. New York: Guilford Press.
• Campbell III, R. N., & Eggers, W.D. (2006). States of transition. Delloite Development LLC Retrieved from http://www.delonte.corn /us/taletnpov.
• Cannell,M.(2006) succession planning Retrieved August 9, frormhttp://www.cipd.co.uk/ subjects /hrpract general /successplan.htm
• Cannella., A. A., Jr., & Shen, W. (2002). Revisiting the performance consequences of CEO succession: the impacts of successor type, post succession senior executive turnover, and departing CEO femur, Academy of management journal, 45, 717-734.
• rev, D.C., Ogden, D, & Roland, J. A. (2000), CEO Secession. New York: Oxford University Press.
• Charmaz, K. (2003) Qualitative interviewing and grounded theory analysis. in J. A Holestein&J F, Gubrium (Eds.), Inside interviewing: New lenses, new concerns (pp. 311-330). Thousand Oaks, CA: Sage.
• Chartreand F,(2005) Workforce in Transition Succession Planning: A Tool for Integrating Emerging .
• Christie, D (2005). Learning M gat our own: a lively of Nation planning at Dough: (allege. Unpublished Dissertation, Royal Roads University, Victoria, BC,
• Cheryl .I. Richards(2009).A . New Paradigm for succession planning higber rad(one Sind*" Iron Soarsiion Awing In Iti"per hiltiamian,- -a Dissertation Presented in Partial Fulfillment Of the Requirements for the )twee Ikxtor of Philosophy Capella University.
• Christie, D. (2005). Leering to glow or Owen "a study of succession" College. Unpublished Dissertation, Royal Roads University, Victoria, BC.
• Christopher B_ Mercer (2009). A multi-site study of informal/ leadership .Venesection naming in .1 hire! Ober idirianien Institutions, Dissertation Submitted to the Faculty of the graduate studies in partial fulfillment of the requirements of the degree of doctor of education,
• Clunies, J. P. (2007). Benchtnarking Succession Planning and Executive Development in Ilig,her Education: Is the academy ready now to employ these corporate paradigms. Academic Leadership, 2(4), _ Retrieved May 14, 2007, from Academic Leadership Web Site http.// www.academickaikrship.Org/
• Clunies, J. P., Taylor, M. S., & Shriane, M. (2003). A fienshmark Su* on treats: an Planning & Execution Detehiarneat. Pittsburgh, PA: University of Pittsburgh.
• Conger, J. A. & Nadler, D. A. (2004). When CEOs step up to fail MIT Roan Management Retiew, 45(3),
• Conger, J. A., & Pulitzer, R. M. (2003). Developing your leadership pipeline. Hamad Banitteu Renew, 81(12), 76-84.
• Conte, C, & Karr, A. it (2001). Outline of the U.S. economy. Retrieved November 23, 2007, from http://usinfixstate.gov/products/pubskecon/chap3.htm
• Coxhead, P. (2007). University of Birmingham Academic Manager Job Description Computer science taken from http://wwwabhamaauk/-pxc/pers/jobspechtml 9 August 2002 retrieved on 4 July 2008.
• Coyle, A. (2008). Qualitative methods and 'the (partly) ineffable' in psychological research on religion and spirituality. Qstalliathe Roseann in Phycology, 5(1), 56-67.
• Creswell, J. W (2002). Educational Research Planning, evading, and evirating qtranritathe and qualities research. Upper Saddle River, NJ: Pearson Education
• Creswell.J.W& Miller D. L .. (2000). Determining validity in qualitative inquiry. Theory info practice, 39(3), 124-130.
• Creswell.J.W& Plano Clark, ,V,L (2007). Deigning and conducting Mixed Methods Research. Thousand Oaks, Sage Publication.
• reswell, 1.W., Plano Clark, VL Guttmann, Aft., & Hanson, W.E. (2003). Advances in mixed methods research designs. In A. Tashakkori & C. Teddlic (E.Ds.) Handbook of' mixed methods in social and behavioral research (pp. 2(19-240).Thousand Oaks, CA: Sage.
• swell C & Martin, A. (2007). 10 trends: A senior executives on the future. Retrieved from http://wwww.cd.org/leadership/
• Creswell,J. W , & Mikker D. L...(2000). ungeniality in inequity theory inlet 39(3), 124-130. creswell, J .W & Plano Clack V.L-(2007) Dusting and Coughing Mede Methods Reserve Thousand Oaks Sage Publication.
• Creswell, J.W., Plano Clark ,Guttmann M.L, & hansom, W.E. (2003). Advances in mired methods research designs. In A. Tadukkocr & C Toddled (E.ds)Handbook of mixed methods in metal and Wash smeamb (pp. 209-240).Thousand Oaks, CA: Sage.
• Criswell C. & Martin, A. (2007). 10 & A senior exea news on the Miner Retrieved from http://wwww.celorg/leadership/
• Deem, R. (2007). "Managing Contempotary UK Universities - Manager-Academics and New Managenalism" Aeademer I imitnhip - The Online f anal Vol. 1 No.3.
• Diane Osterhaus Neefe(2009). Suresties Mooting in a 7.44-Year Thbstieal College .System Roles a Dissertation Submitted to the Faculty of the graduate school of the University of tvluincsota, rn partial fulfillivent of the requirements of the degree of doctor of education Douglas IL Fenner(2005).1 inking Snayssion l'latating To Flaphyee Training: A SOItly of Federal Employees, A Dissertation Submitted in Partial Fulfillment of the Requirements for the Degree, Doctor of Education, University of San Diego.
• Draves, W. A., & Coates .J. (2007). Niw thee Work, life and nircatim in the PI' renhery. River Falls, WA: Learning Resources Network (1..F-RN).
• Drucker,P.F.(2002). Managing in next socity . New York. St. Martin's Press.
• E. Maceso(2010). Understanding Succession Planning and management Efforts at Midwestern University. A Dissertation. Submitted to the Graduate College of Bowling Green State University in partial fulfillment of the requirements of the degree of Doctor of Education. Eagly, A. H., & Carli L L. (2004). Women and men as leaders. In J. Anton akas, R. J. Sternberg, & A. T. Cianciolo (Eds.), The man, of kadership (pp. 279-301). Thousand Oaks, CA: Sage.
• Eastman, L J. (1995), Succession planning. An annotated bibliography and summary of commonly, reported organizational ratites. Greensboro, NC: Center for Creative Leadership. Fegley, S. (2006, June). 2006 succession planning survey report. Soapy for Haman Resource Management Retrieved March 7, 2009, from http://www.hemorg/surveys.
• Fink, D., & Bray-mart, C. (2006). Succession earkrsbrp Sedation and tix Challenges of Lanao. Educational Administration Quarterly, 42(1), 62-89.
• Fish, S. (2007). Shared governance Democracy is not an educational idea. Change, 39(2). Retrieved February 3, 2008, from ProQuest.
• Friedman, S. D. (1990). Sarandon systems in the public sector. Lessons from the Oklahoma department of corrections. Public Personnel Management, 19 291-303.
• Fulmer, R. (2005, January). Keys to best practice in surression management II:km-ode tersiony Retrieved October 31, from www.humanresourcemagazine.com.
• Fulmer, R. M., & Conga, J. A. (2004). rkiraping Laden nth .7020 Vitus. Financial Execunve,20(5),38-41.
• Fulton-Calkins, P., & Milling, C (2005, March). Comaturuty college leadership: an art to be practiced: 2010 and beyond. Community C allege journal of He (:orb and Prance, 29(3), 233-750.
• Gandossy, R. P., & Verme, N. (2006). Passing the tont of leadership. Leader to Leader (40), 37-44.
• Gay, M., & Sims, D. (2006). Building tomorrow A tomorrow talent: A practitioner's guide to talent management and succession planning. Bloomington, IN: Author House.
• Gayle, D J., Tiwari, B, & White, A. Q. (2003). Governance in the Twenty-First-Century University: Approaches to effective leadership and strategic management. ASIIV-ERIC Higher Escalation Report, 1(30). Hoboken NJ: Wiley.
• Geller, D. F. (2004). Billing Talent Pools in, Evident A//airs. A Profession/ Generation of Sarcessihn Planning. Human Resource Planning, 19(3), 16-29.
• Giambatista, R. C., Rowe, W. G., Riaz, S., & MacPherson, P. (2005). Noting succession like occasion: A critical review of leader succession literature since 1994. The Leadership Quarterly, 16, 963-991.
• Greer, C.,& Virile, M.(2008). Diverse Succession Planning: Lessons from the Industry Leaders. Haman Resource Management 47(2), 351-367.
• G roves, K.(2007). Integrating leadership development and succession planning best practices. Journal of Management Deployment, 26(3), 239-252.
• Grisky, O. (1960). Administrative Succession in Formal Organizations. Social Fortes, 39(2), 105-115.
• Hargreaves, A. (2005). Leadership succession. The Ethicalional Forum, 69(2), 163 -173.
• Haris ,S (2007),Spring ).Motivates and inbibitons for Women supermet endenis . advancing Woman in Leadership Jownal .23 form http://www.advancingwonmen .com/awl / pring 2007/harnis .htm
• Harrison ,H , D & Hargrove ,M ,J(2006).Aging Factually Workforce Challenges and lssuse Facing Higher Education. Business Perspectives 18(2):20-25.
• Heure, J.J.(21103). Successtion Planning for Key Admission at plus University. Doctoral Dissertation, University of Pennsylvania. Vented States, Received from Dissertation & Theses. A8I Database.
• Hockaday, J, & Puycar,D,E (2000) Communtiy leader ship New Milkhairet. New Expeditions Charting the Second Century of Community Colleges American Assocunon of Commonny Colleges.
• Hopps ,S.0.(2003). Identifying and Nutruniig Potation Academic: LedesNew Direction for Higher Education, 124, 3-12
• H. Maceso(2010). linderstamit1g Stant:am Planing and Alanaflment tiorts at Midwestern Ilniiasoy. A Dissertation. Submitted to the Graduate College of Bowling Green State University in partial fulfillment of the requirements of the degree of Doctor of Education. Eagly,
• Eastman, L J. (1995), Succession planning. An annotated bibliography and summary of rommom, reported otganizational ratites. Greensboro, NC: Center for Creative Leadership.
• Fegley, S. (2006, June). 2006 succession planning survey report. Soapy for Haman Resource Managanent Retrieved March 7, 2009, from http://www.hemorg/surve
• Fink, D., & Bray-mart, C. (2006). School 1..earkrsbrp Smeattion and tlx Challenges of LhanAe. Educational Administration Quarterly, 42(1), 62-89. Fish, S. (2007). Shared governance Democracy is not an educational idea.
• February 3, 2008, from ProQuest Friedman, S. D. (1990). Satre:don systems in the public sector. Lessons from the Oklahoma department of corrections. Public Personnel Management, 19 291-303
• Fulmer, R. (2005, January). Keys to best practice in surression management II:km-ode tersiony Retrieved October 31, from www.humanresourcemagazine.com.
• Fulmer, R. M., & Conga, J. A. (2004). rkiraping Laden nth .7020 Vitus. Financial Execunve,20(5),38-41.
• Fulton-Calkins, P., & Milling, C (2005, March). Comaturuty college leadership: an art to be practiced: 2010 and beyond. Communily C allege journal of He (:orb and Prance, 29(3), 233-750.
• Gandossy, R. P., & Verma, N. (2016). Passing the tont of leadership. Leader to Leader (40), 37-44.
• Gay, M., & Sims, D. (2006). 8;14kt:A tomorrow talent: A practitioner's guide to talent management and succession planning. Bloomington, EN: Author] louse.
• Gayle, a J., Tewarie, B., & White, A. Q. (2003). Gam-name in the Twenty-First-Century university: Approaches to effective leadership and strategic management. ASIIV-ERIC Higher Etkaation Report, 1(30).
• floboken, NJ: Wiley. Geller, D. F. (2004). Bmikling Talent Pools in ,Vmdent A//airs. A Profession/ Generation of Sarcessihn Planning. Human Resource Planning, 19(3), 16-29.
• Giambatista, R. C., Rowe, W. G., Riaz, S., & MacPherson, P. (2005). NotLii sweat like occasion: A critical review of leader succession literature since 1994. The Leadership Quarterly, 16, 963-991.
• Greer, C.,& Virile, M.(2008). Diverse Succession Planning: Lessons from the Industry Leaders. Haman Resource Management 47(2), 351-367. ;roves, K. pow). Integrating leadership development and succession planning best practices. Journal of Management Demlopment, 26(3), 239-252. ;
• rusky,. (1960). Administrative Succession in Formal Organizations. Social Fortes, 39(2), 105-115. fargreaves, A. (2005). Leadership succession. The Ethicalional Forum, 69(2), 163 -173.
• Ms.rse Doe*saw. Ma). n9.2s2. (;ntsky, 0. (1960). Atbrontstvanwe Succession so 1.Cnnstl Orsouneation .1•610/ Pau, S9(2), 105.113.
• Puycar, (2000) Clemethety (ear 1 mem* in the New Milkhairet. New lisped:Mons Charting the Second Century of Con nsarnty Collry•ee American A ssocunon of tommonny Colleges. lloppe,S.0.(2005). Idenufras and Nut-aunts l'omottal Academia: I caticrt Not natrrasuot fur On Edema:on, 124, 3-12
• Rog, 1:- (2008) Talent allatLagetT1C111- A toratcRy for trIMIrOVIrtg erttpletyer ternotThent, retentwin and engagerilettt within hrolotahor OnCialLICIOCIS. INOInafieltalofilearigeary lolpitakar Alamagenremt. 20(7). 743.757.
• Jackofsky, E. F. (1989). Aligning Managers with Strategies: Management Development versus Selection. Srixtre*: Manage/nen Joirrnai, IO(Surrutier), 157-170. Kesler, G. C. (2002). Why the leadership bench never gets deeper. Ten insights about executive talent development. Raman Ftealine Panning, 25(1), 32:44 Kesner, 1. F., &
• Pdand, W. E., & Wolf, D. B. (2003). In-house Leadership development placing the Colleges Squarely in the Middle. New Dimmers for Community college ,123(Fall), 93-99.
• Poland, B. D. (2003). Tans option quality. In J. A. Holstein & J. F. Galerium (Eds.), Inside innerving New tuna, new convenes (pp. 267- 287). 'Thousand Oaks, CA: Sage.
• Ramsden, P. (2003). Lanrirtg to lead in Higher Edition. New York: Rutledge. Flamer.
• Robb, D. (2005). Succeeding with Succession: Tools for succession management get more sophisticated. HR Mgazine, vv(u), 89-92.
• Robinson k.(2009). Education of succession planning to Import Court Employees' Caner Development Opportunities, An Applied Dissertation Submitted to the Fischer School of Education and Human
• Services in Partial Filament of the Requirements for the Degree of Doctor of Education, Nova Southeastern University.
• Rosse, J G., & Levitt, It A. (2003). the Josscy-Bass Adminarsator's Guide to Hiring (1st ed). San Francisco, CA: Josscy-Bass.
• Rothwell, W. J. (2005). Effective Stetson leadership Continently, Continua and tank from Withal (3rd ed.). New York: American Management Association.
• Bothwell, W. J. (2007). Ten key steps to effective succession planning [White Paper]. Rothwell and Associates. Retrieved August 1, 2008, from www.halogensoftware.corn
• Rothwell, W. J.(2002). Higher Education May be Losing its Top officials Sooner than Expected HR on Camus, 5(8)1-4
• Rothwell,W.J.(2004).What s Special about CEO Succession ? Global CEO,4(3), 15-20.
• Rowley. D J., & Sherman, H. (2003). hit special challenges of academic leadership. Management Decision, 41(10), 1058-1063.
• Sauer, J. H & Cicero, D. (2007). AARP Arizona poll of employers: Perceptions of an aging workforce trend. Washington, D .C AARP /konweldig management. Retrieved from http://www.aarp.org/ research/work/research/aging_workforce_2007.html.
• Schmahzricd, H.. & Fallon, I. F. (2007). Succession planning for local health department top executives: Reducing risk to communities Journal of community health 32(3), 169-180.
• Selingo. J. (2007). Trustees: more Willing than ready . Chronic of Higher Education : 53(36). A 11.
• Selingo. .J.. & Carlson. S. (2006, 21). The campus of thc .future: Financially sound and well-designed. with potato-starch cutlery. The chronkk of Higher Education. Retrieved February 10, 2008, from www.chronicle.com .
• Steven J. Riccio (2010). Talent Management in Higher Edueatilion: Identifying and Developing Emerging Leaders within the Administration at Private f: fledges and Universities, A Dissertation In Partial Fulfillment of Requirements For the Degree of Doctor of Education in University of Nebraska .
• Stewart,V.(2007). Becoming Citizens of the World Educational Land ship 64(7), 8-14
• Tague, N. R. (2004). The QualityTool Boxx (2nd ed.). Milmvikee, W I.. A.SQ.Qmako, Pass.
• Tucker, E., Kao, T & Verma N. (2005, July). Next generation talent management Insights or how workforce trends are changing the face of talent management. Business Credit, 107(7), 20-27.
• Vaughan, G. B., & Weisman, 1. M. (2003). Leadership Development: The Role of the President-Board Team. New Dilutions for Commodity college 123(FaII), 51- 61.
• Verheul, I., (2003). Human resource management practices in female and male-led businesses. Small Business Economics, pp. 1-13
• Vincent, E. (2004)- A qualities analysis of community colleges leadership from the Leading forward summits. Final report prepared for the American Association of Community Colleges. Washington, DC: CT. Retrieved May 29, 2008, from http://www.ccleadership.org/pdfs/ACT-report.pdf
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.
• مومن زاده (1383) طراحی و تبیین الگوی نظام جانشین سازی مدیران با رویکرد تصمیم گیری چند معیاره موسسه مالی و اعتباری بنیاد ، پایان نامه جهت اخذ درجه کارشناسی ارشد ، دانشگاه شهید بهشتی .
• 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 .
• Ackerman, R., & Wolverton, M (2006). Cultivating possibilities: Prospective department chair professional development and why it matters. Planning for Higher education, 34 (4), 14-23.
• American Association of Community Colleges. (2005). Competencies for community college leaders Washington DC: Author
• Amey, M. J. & vanderlinden, K. E. (2002). Career Paths and Career Issues of Community College Leaders. (Research Brief. Leadership Series, No. 2.) American Association of Community Colleges.
• Angela Kaysen Luzebetak (2010), community College Succession Planning: Preparing the Next Generation of women for Leadership Roles a dissertation submitted in partial fulfillment of the requirements for the degree of. Doctor of Education in community Collage leadership, Chicago, Illinois.
• Barden, D. M. (2006). The Internal Heir Apparent. Chronicle of Higher Education, 52 (28), C2-C3.
• Barden, D. M. (2008, may 5).the internal -candidate syndrome: All the parties involved in an open, national search are vulnerable when the applicant pool includes an insider. [Electronic version]. The Chronicle of Higher Education. Retrieved November 7, 2008, from www.chronicle.com.
• Berker, D. (2005, January) Succession planning and management: A guide to organizational, systems and practices. Retrieved from Business Source Complete database.
• Betts, K., Urea's, D., Chavez, J., & Betts, K. (2009). Higher education and shifting U.S. demographics: Need for visible administrative career paths, professional development, succession planning & commitment to diversity. Academic Leadership, 7(2). Retrieved from http:www.academicleadearship.org
• Binard Carlson, K. S. (2007). Succession planning: Identifying and preparing future leaders in the Colorado community college system. Doctoral dissertation, University of Colorado at Denver, United States - Colorado. Retrieved from Dissertation & Theses: A&I database. (Publication No. AAT 3293507).
• Birnbaum, R. (1988). How colleges work: The cybernetics of academic organization and leadership. San Francisco: Jossey -Bass.
• Birnbaum, R., & Eckel, P. D. (2005). The dilemma of presidential leadership. In P. G. Altbach, R. O. Bedrail, & P. J. Gum port (Eds.), American higher education in the twenty-first century : social, Political and economic challenges (2nd ed., pp. 340- 365). Baltimore: The Johns Hopkins University Press.
• Bisbee, D. C. & Miller, M. T. (2006). A survey of the literature related to executive succession in Land Grant Universities Retrieved April 6, 2007, from.
• Boettcher, S. and Craven, A. (2008). Succession planning for higher education CIOS What Why How, UT Health since Center San Antonio.
• Bornstein, R. (2005). The nature and nurture of presidents. The Chronicle of Higher Education, 52(11), p. B10.
• Bourghul J., CHARIH M., Malta is D, Rouillard L. (2003), Les. roles et les competences des questionnaires superiors du. government du Quebec, pour I
• Bowen, W. (2008, March 28). The successful succession: How to manage the process of picking a president.[ Electronic Version]: : the chon ide of higher education retrieved September 7,2008,from www.chronile.com
• Bowman, S. (2008). Board succession planning and skills analysis. Retrieved September 28,
• Boyarzis, R. E, (1982), The emptiest manager a model for effective performance, London: John Willey & Sons.
• Bragg, D. (2002). Doing their best: Exemplary graduate leadership programs. Community College Journal, 73(1), 49-53.
• Brown, J. N., & Burke, K. P. (2007). New rules for business in a dal world: A trustees' call to action. Comtitehity College Journal of Research and Pradikr,31, 441 -449.
• Brown, T. A. (2006). Conlarnahay factor anahuit for applied research. New York Guilford Press.
• Campbell III, R. N., &Eggers, W.D. (2006). States of transition_ Delloite Darlopment L L C Retrieved from http://www.deloirte.com/us/talenrpov .
• Cannel II, M_ (2006). Succession planning Retrieved August 9, from http://www.cipd.co.uk/ subjects /hrpract /general /successplan.htm
• Canella .A A , Jr., & Shen, W. (2002). Revisiting the performance consequences of CEO succession: The impacts of successor type, post succession senior executive turnover, and departing CEO tenure. Academy of Management Journal, 45, 717-734.
• Carey ,D.C Ogden, D., & Roland, J.A. (2000)_ CEO Succession. New York: Oxford University Press.
• Carroll, C. (2004, February). Leadership Abstracts. In Succession Planning: Drooping leaders for the future of the Organizations. Retrieved February 9, 2004, from League for Innovation Web Site:
• Cembrowski, B. J. (1997). Succession planning fir management Staff at a western Canadian postsecondary technical instille (Doctoral dissertation, university of Alberta - Canada, 1997). ProQuest Digital discretions, A AT MQ2270.
• Rirtibaurn, R., & Ecrkel, P. D. (2005). The dikmma, of presidential leadership In P. G. Altbach, R, O. Bedrail &, P .j . Gum port (E.Ds.), American higher education in the twenty-first century: ocial, political and economic challenges (2nd ed, pp. 340-165). Biltmore The Johns Hopkins University Press.
• Bisbce ,D .C & Miller, M. T. (2006). A Sundry of the I iterator Related to Exerstar Succession in I and Grant Universal Retrieved April 6, 2007, fromhttp://scarch.cbscohost.com/ login.asps xdirect = teue&dberar & A N =ED491.5658&site= ethos-live
• Boettcher. S. and Craven, A. (2008). Succession planning for Higher edmeauon CIOS What Why How, UT Health Scince Center San Antonio.
• Borristrin, R. (2005). the nature and nurture of presidents. Chronick of Higher Education 52(11), B10.
• Bourg'ault , J Clunk M. Malcom, D Rouillatd, L. (2003). les roles at compuences des questionnaires superiors goomoremert el _en pour Tamar Qroupe de recherche SW les profits et habitats des cadres supeneurs du gouvernement du Quebec. Centre d expertise en gestion des resources humaines.
• Quebec Secret-ow du canoed du tresor.
• Bowen W. (2008, March 28). The successful succession: How to manage the process of picking a president [Electronic version]. The chronic of higher Education. Retrieved September 7, 2008, from www.chroncle.com
• Bowman. S. (2008). Board succession planning and skills analysis. Retrieved September 28, 2009, from constion http://www.consciousRovernance.com /succession-planning.html Boyatzis, R E., (1982), The competent manager a model for effective performance, London: John Willey & sons.
• Bragg, D. (2002). Doing their best: Exemplary graduate leadership programs. Community, College Journal, 73(1), 49-53.
• Brown, J. N., & Burke, K. P'. (2007). new rules for business in a flat world: A trustees' call to action. Community college journal of researeb Prattke,31, 441-449.
• Brown.T.A (2006). Confirmatory factor analysis for applid resebrch. New York: Guilford Press.
• Campbell III, R. N., & Eggers, W.D. (2006). States of transition. Delloite Development LLC Retrieved from http://www.delonte.corn /us/taletnpov.
• Cannell,M.(2006) succession planning Retrieved August 9, frormhttp://www.cipd.co.uk/ subjects /hrpract general /successplan.htm
• Cannella., A. A., Jr., & Shen, W. (2002). Revisiting the performance consequences of CEO succession: the impacts of successor type, post succession senior executive turnover, and departing CEO femur, Academy of management journal, 45, 717-734.
• rev, D.C., Ogden, D, & Roland, J. A. (2000), CEO Secession. New York: Oxford University Press.
• Charmaz, K. (2003) Qualitative interviewing and grounded theory analysis. in J. A Holestein&J F, Gubrium (Eds.), Inside interviewing: New lenses, new concerns (pp. 311-330). Thousand Oaks, CA: Sage.
• Chartreand F,(2005) Workforce in Transition Succession Planning: A Tool for Integrating Emerging .
• Christie, D (2005). Learning M gat our own: a lively of Nation planning at Dough: (allege. Unpublished Dissertation, Royal Roads University, Victoria, BC,
• Cheryl .I. Richards(2009).A . New Paradigm for succession planning higber rad(one Sind*" Iron Soarsiion Awing In Iti"per hiltiamian,- -a Dissertation Presented in Partial Fulfillment Of the Requirements for the )twee Ikxtor of Philosophy Capella University.
• Christie, D. (2005). Leering to glow or Owen "a study of succession" College. Unpublished Dissertation, Royal Roads University, Victoria, BC.
• Christopher B_ Mercer (2009). A multi-site study of informal/ leadership .Venesection naming in .1 hire! Ober idirianien Institutions, Dissertation Submitted to the Faculty of the graduate studies in partial fulfillment of the requirements of the degree of doctor of education,
• Clunies, J. P. (2007). Benchtnarking Succession Planning and Executive Development in Ilig,her Education: Is the academy ready now to employ these corporate paradigms. Academic Leadership, 2(4), _ Retrieved May 14, 2007, from Academic Leadership Web Site http.// www.academickaikrship.Org/
• Clunies, J. P., Taylor, M. S., & Shriane, M. (2003). A fienshmark Su* on treats: an Planning & Execution Detehiarneat. Pittsburgh, PA: University of Pittsburgh.
• Conger, J. A. & Nadler, D. A. (2004). When CEOs step up to fail MIT Roan Management Retiew, 45(3),
• Conger, J. A., & Pulitzer, R. M. (2003). Developing your leadership pipeline. Hamad Banitteu Renew, 81(12), 76-84.
• Conte, C, & Karr, A. it (2001). Outline of the U.S. economy. Retrieved November 23, 2007, from http://usinfixstate.gov/products/pubskecon/chap3.htm
• Coxhead, P. (2007). University of Birmingham Academic Manager Job Description Computer science taken from http://wwwabhamaauk/-pxc/pers/jobspechtml 9 August 2002 retrieved on 4 July 2008.
• Coyle, A. (2008). Qualitative methods and 'the (partly) ineffable' in psychological research on religion and spirituality. Qstalliathe Roseann in Phycology, 5(1), 56-67.
• Creswell, J. W (2002). Educational Research Planning, evading, and evirating qtranritathe and qualities research. Upper Saddle River, NJ: Pearson Education
• Creswell.J.W& Miller D. L .. (2000). Determining validity in qualitative inquiry. Theory info practice, 39(3), 124-130.
• Creswell.J.W& Plano Clark, ,V,L (2007). Deigning and conducting Mixed Methods Research. Thousand Oaks, Sage Publication.
• reswell, 1.W., Plano Clark, VL Guttmann, Aft., & Hanson, W.E. (2003). Advances in mixed methods research designs. In A. Tashakkori & C. Teddlic (E.Ds.) Handbook of' mixed methods in social and behavioral research (pp. 2(19-240).Thousand Oaks, CA: Sage.
• swell C & Martin, A. (2007). 10 trends: A senior executives on the future. Retrieved from http://wwww.cd.org/leadership/
• Creswell,J. W , & Mikker D. L...(2000). ungeniality in inequity theory inlet 39(3), 124-130. creswell, J .W & Plano Clack V.L-(2007) Dusting and Coughing Mede Methods Reserve Thousand Oaks Sage Publication.
• Creswell, J.W., Plano Clark ,Guttmann M.L, & hansom, W.E. (2003). Advances in mired methods research designs. In A. Tadukkocr & C Toddled (E.ds)Handbook of mixed methods in metal and Wash smeamb (pp. 209-240).Thousand Oaks, CA: Sage.
• Criswell C. & Martin, A. (2007). 10 & A senior exea news on the Miner Retrieved from http://wwww.celorg/leadership/
• Deem, R. (2007). "Managing Contempotary UK Universities - Manager-Academics and New Managenalism" Aeademer I imitnhip - The Online f anal Vol. 1 No.3.
• Diane Osterhaus Neefe(2009). Suresties Mooting in a 7.44-Year Thbstieal College .System Roles a Dissertation Submitted to the Faculty of the graduate school of the University of tvluincsota, rn partial fulfillivent of the requirements of the degree of doctor of education Douglas IL Fenner(2005).1 inking Snayssion l'latating To Flaphyee Training: A SOItly of Federal Employees, A Dissertation Submitted in Partial Fulfillment of the Requirements for the Degree, Doctor of Education, University of San Diego.
• Draves, W. A., & Coates .J. (2007). Niw thee Work, life and nircatim in the PI' renhery. River Falls, WA: Learning Resources Network (1..F-RN).
• Drucker,P.F.(2002). Managing in next socity . New York. St. Martin's Press.
• E. Maceso(2010). Understanding Succession Planning and management Efforts at Midwestern University. A Dissertation. Submitted to the Graduate College of Bowling Green State University in partial fulfillment of the requirements of the degree of Doctor of Education. Eagly, A. H., & Carli L L. (2004). Women and men as leaders. In J. Anton akas, R. J. Sternberg, & A. T. Cianciolo (Eds.), The man, of kadership (pp. 279-301). Thousand Oaks, CA: Sage.
• Eastman, L J. (1995), Succession planning. An annotated bibliography and summary of commonly, reported organizational ratites. Greensboro, NC: Center for Creative Leadership. Fegley, S. (2006, June). 2006 succession planning survey report. Soapy for Haman Resource Management Retrieved March 7, 2009, from http://www.hemorg/surveys.
• Fink, D., & Bray-mart, C. (2006). Succession earkrsbrp Sedation and tix Challenges of Lanao. Educational Administration Quarterly, 42(1), 62-89.
• Fish, S. (2007). Shared governance Democracy is not an educational idea. Change, 39(2). Retrieved February 3, 2008, from ProQuest.
• Friedman, S. D. (1990). Sarandon systems in the public sector. Lessons from the Oklahoma department of corrections. Public Personnel Management, 19 291-303.
• Fulmer, R. (2005, January). Keys to best practice in surression management II:km-ode tersiony Retrieved October 31, from www.humanresourcemagazine.com.
• Fulmer, R. M., & Conga, J. A. (2004). rkiraping Laden nth .7020 Vitus. Financial Execunve,20(5),38-41.
• Fulton-Calkins, P., & Milling, C (2005, March). Comaturuty college leadership: an art to be practiced: 2010 and beyond. Community C allege journal of He (:orb and Prance, 29(3), 233-750.
• Gandossy, R. P., & Verme, N. (2006). Passing the tont of leadership. Leader to Leader (40), 37-44.
• Gay, M., & Sims, D. (2006). Building tomorrow A tomorrow talent: A practitioner's guide to talent management and succession planning. Bloomington, IN: Author House.
• Gayle, D J., Tiwari, B, & White, A. Q. (2003). Governance in the Twenty-First-Century University: Approaches to effective leadership and strategic management. ASIIV-ERIC Higher Escalation Report, 1(30). Hoboken NJ: Wiley.
• Geller, D. F. (2004). Billing Talent Pools in, Evident A//airs. A Profession/ Generation of Sarcessihn Planning. Human Resource Planning, 19(3), 16-29.
• Giambatista, R. C., Rowe, W. G., Riaz, S., & MacPherson, P. (2005). Noting succession like occasion: A critical review of leader succession literature since 1994. The Leadership Quarterly, 16, 963-991.
• Greer, C.,& Virile, M.(2008). Diverse Succession Planning: Lessons from the Industry Leaders. Haman Resource Management 47(2), 351-367.
• G roves, K.(2007). Integrating leadership development and succession planning best practices. Journal of Management Deployment, 26(3), 239-252.
• Grisky, O. (1960). Administrative Succession in Formal Organizations. Social Fortes, 39(2), 105-115.
• Hargreaves, A. (2005). Leadership succession. The Ethicalional Forum, 69(2), 163 -173.
• Haris ,S (2007),Spring ).Motivates and inbibitons for Women supermet endenis . advancing Woman in Leadership Jownal .23 form http://www.advancingwonmen .com/awl / pring 2007/harnis .htm
• Harrison ,H , D & Hargrove ,M ,J(2006).Aging Factually Workforce Challenges and lssuse Facing Higher Education. Business Perspectives 18(2):20-25.
• Heure, J.J.(21103). Successtion Planning for Key Admission at plus University. Doctoral Dissertation, University of Pennsylvania. Vented States, Received from Dissertation & Theses. A8I Database.
• Hockaday, J, & Puycar,D,E (2000) Communtiy leader ship New Milkhairet. New Expeditions Charting the Second Century of Community Colleges American Assocunon of Commonny Colleges.
• Hopps ,S.0.(2003). Identifying and Nutruniig Potation Academic: LedesNew Direction for Higher Education, 124, 3-12
• H. Maceso(2010). linderstamit1g Stant:am Planing and Alanaflment tiorts at Midwestern Ilniiasoy. A Dissertation. Submitted to the Graduate College of Bowling Green State University in partial fulfillment of the requirements of the degree of Doctor of Education. Eagly,
• Eastman, L J. (1995), Succession planning. An annotated bibliography and summary of rommom, reported otganizational ratites. Greensboro, NC: Center for Creative Leadership.
• Fegley, S. (2006, June). 2006 succession planning survey report. Soapy for Haman Resource Managanent Retrieved March 7, 2009, from http://www.hemorg/surve
• Fink, D., & Bray-mart, C. (2006). School 1..earkrsbrp Smeattion and tlx Challenges of LhanAe. Educational Administration Quarterly, 42(1), 62-89. Fish, S. (2007). Shared governance Democracy is not an educational idea.
• February 3, 2008, from ProQuest Friedman, S. D. (1990). Satre:don systems in the public sector. Lessons from the Oklahoma department of corrections. Public Personnel Management, 19 291-303
• Fulmer, R. (2005, January). Keys to best practice in surression management II:km-ode tersiony Retrieved October 31, from www.humanresourcemagazine.com.
• Fulmer, R. M., & Conga, J. A. (2004). rkiraping Laden nth .7020 Vitus. Financial Execunve,20(5),38-41.
• Fulton-Calkins, P., & Milling, C (2005, March). Comaturuty college leadership: an art to be practiced: 2010 and beyond. Communily C allege journal of He (:orb and Prance, 29(3), 233-750.
• Gandossy, R. P., & Verma, N. (2016). Passing the tont of leadership. Leader to Leader (40), 37-44.
• Gay, M., & Sims, D. (2006). 8;14kt:A tomorrow talent: A practitioner's guide to talent management and succession planning. Bloomington, EN: Author] louse.
• Gayle, a J., Tewarie, B., & White, A. Q. (2003). Gam-name in the Twenty-First-Century university: Approaches to effective leadership and strategic management. ASIIV-ERIC Higher Etkaation Report, 1(30).
• floboken, NJ: Wiley. Geller, D. F. (2004). Bmikling Talent Pools in ,Vmdent A//airs. A Profession/ Generation of Sarcessihn Planning. Human Resource Planning, 19(3), 16-29.
• Giambatista, R. C., Rowe, W. G., Riaz, S., & MacPherson, P. (2005). NotLii sweat like occasion: A critical review of leader succession literature since 1994. The Leadership Quarterly, 16, 963-991.
• Greer, C.,& Virile, M.(2008). Diverse Succession Planning: Lessons from the Industry Leaders. Haman Resource Management 47(2), 351-367. ;roves, K. pow). Integrating leadership development and succession planning best practices. Journal of Management Demlopment, 26(3), 239-252. ;
• rusky,. (1960). Administrative Succession in Formal Organizations. Social Fortes, 39(2), 105-115. fargreaves, A. (2005). Leadership succession. The Ethicalional Forum, 69(2), 163 -173.
• Ms.rse Doe*saw. Ma). n9.2s2. (;ntsky, 0. (1960). Atbrontstvanwe Succession so 1.Cnnstl Orsouneation .1•610/ Pau, S9(2), 105.113.
• Puycar, (2000) Clemethety (ear 1 mem* in the New Milkhairet. New lisped:Mons Charting the Second Century of Con nsarnty Collry•ee American A ssocunon of tommonny Colleges. lloppe,S.0.(2005). Idenufras and Nut-aunts l'omottal Academia: I caticrt Not natrrasuot fur On Edema:on, 124, 3-12
• Rog, 1:- (2008) Talent allatLagetT1C111- A toratcRy for trIMIrOVIrtg erttpletyer ternotThent, retentwin and engagerilettt within hrolotahor OnCialLICIOCIS. INOInafieltalofilearigeary lolpitakar Alamagenremt. 20(7). 743.757.
• Jackofsky, E. F. (1989). Aligning Managers with Strategies: Management Development versus Selection. Srixtre*: Manage/nen Joirrnai, IO(Surrutier), 157-170. Kesler, G. C. (2002). Why the leadership bench never gets deeper. Ten insights about executive talent development. Raman Ftealine Panning, 25(1), 32:44 Kesner, 1. F., &
• Pdand, W. E., & Wolf, D. B. (2003). In-house Leadership development placing the Colleges Squarely in the Middle. New Dimmers for Community college ,123(Fall), 93-99.
• Poland, B. D. (2003). Tans option quality. In J. A. Holstein & J. F. Galerium (Eds.), Inside innerving New tuna, new convenes (pp. 267- 287). 'Thousand Oaks, CA: Sage.
• Ramsden, P. (2003). Lanrirtg to lead in Higher Edition. New York: Rutledge. Flamer.
• Robb, D. (2005). Succeeding with Succession: Tools for succession management get more sophisticated. HR Mgazine, vv(u), 89-92.
• Robinson k.(2009). Education of succession planning to Import Court Employees' Caner Development Opportunities, An Applied Dissertation Submitted to the Fischer School of Education and Human
• Services in Partial Filament of the Requirements for the Degree of Doctor of Education, Nova Southeastern University.
• Rosse, J G., & Levitt, It A. (2003). the Josscy-Bass Adminarsator's Guide to Hiring (1st ed). San Francisco, CA: Josscy-Bass.
• Rothwell, W. J. (2005). Effective Stetson leadership Continently, Continua and tank from Withal (3rd ed.). New York: American Management Association.
• Bothwell, W. J. (2007). Ten key steps to effective succession planning [White Paper]. Rothwell and Associates. Retrieved August 1, 2008, from www.halogensoftware.corn
• Rothwell, W. J.(2002). Higher Education May be Losing its Top officials Sooner than Expected HR on Camus, 5(8)1-4
• Rothwell,W.J.(2004).What s Special about CEO Succession ? Global CEO,4(3), 15-20.
• Rowley. D J., & Sherman, H. (2003). hit special challenges of academic leadership. Management Decision, 41(10), 1058-1063.
• Sauer, J. H & Cicero, D. (2007). AARP Arizona poll of employers: Perceptions of an aging workforce trend. Washington, D .C AARP /konweldig management. Retrieved from http://www.aarp.org/ research/work/research/aging_workforce_2007.html.
• Schmahzricd, H.. & Fallon, I. F. (2007). Succession planning for local health department top executives: Reducing risk to communities Journal of community health 32(3), 169-180.
• Selingo. J. (2007). Trustees: more Willing than ready . Chronic of Higher Education : 53(36). A 11.
• Selingo. .J.. & Carlson. S. (2006, 21). The campus of thc .future: Financially sound and well-designed. with potato-starch cutlery. The chronkk of Higher Education. Retrieved February 10, 2008, from www.chronicle.com .
• Steven J. Riccio (2010). Talent Management in Higher Edueatilion: Identifying and Developing Emerging Leaders within the Administration at Private f: fledges and Universities, A Dissertation In Partial Fulfillment of Requirements For the Degree of Doctor of Education in University of Nebraska .
• Stewart,V.(2007). Becoming Citizens of the World Educational Land ship 64(7), 8-14
• Tague, N. R. (2004). The QualityTool Boxx (2nd ed.). Milmvikee, W I.. A.SQ.Qmako, Pass.
• Tucker, E., Kao, T & Verma N. (2005, July). Next generation talent management Insights or how workforce trends are changing the face of talent management. Business Credit, 107(7), 20-27.
• Vaughan, G. B., & Weisman, 1. M. (2003). Leadership Development: The Role of the President-Board Team. New Dilutions for Commodity college 123(FaII), 51- 61.
• Verheul, I., (2003). Human resource management practices in female and male-led businesses. Small Business Economics, pp. 1-13
• Vincent, E. (2004)- A qualities analysis of community colleges leadership from the Leading forward summits. Final report prepared for the American Association of Community Colleges. Washington, DC: CT. Retrieved May 29, 2008, from http://www.ccleadership.org/pdfs/ACT-report.pdf
