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لبه تاریک جانشین‌پروری در دستگاه‌های اجرایی استان آذربایجان شرق با رهیافت نظریه داده‌بنیاد | ||
| مدیریت سازمان‌های دولتی | ||
| مقاله 4، دوره 12، شماره 3 (پیاپی 47)، تیر 1403، صفحه 51-66 اصل مقاله (1.01 M) | ||
| نوع مقاله: اکتشافی | ||
| شناسه دیجیتال (DOI): 10.30473/ipom.2024.70184.4943 | ||
| نویسندگان | ||
| ناهیده نجفی امامی1؛ علیرضا بافنده زنده* 2؛ مرتضی محمودزاده3 | ||
| 1دانشجوی دکتری، گروه مدیریت دولتی، واحد تبریز، دانشگاه آزاد اسلامی، تبریز، ایران. | ||
| 2دانشیار، گروه مدیریت دولتی، واحد تبریز، دانشگاه آزاد اسلامی، تبریز، ایران. | ||
| 3استادیار، گروه مدیریت، واحد تبریز، دانشگاه آزاد اسلامی، تبریز، ایران. | ||
| چکیده | ||
| مدیران سازمان‌ها می‌دانند که پرورش جانشین با هدف شکوفایی سازمان برای مهروموم‌های آینده ضروری است. یکی از نقاط ضعف کلیدی در جانشین‌پروری، فرآیند آماده‌سازی کارکنان برای به عهده گرفتن نقش‌های جدید در سازمان برای زمانی است که به آن نقش‌ها نیاز دارند. در این راستا، پژوهش با هدف توصیف لبه تاریک جانشین‌پروری در سازمان‌های اجرایی استان انجام‌گرفته است. روش پژوهش حاضر از نظر اهداف، توسعه‌ای، از نظر داده، کیفی و از نظر نوع مطالعه داده بنیاد است. داده‌های موردنیاز به کمک مصاحبه با 21 خبره گردآوری شد. خبرگان پژوهش هم مشتمل بر خبرگان دانشگاهی دارای رتبه علمی دانشیار و بالاتر و خبرگان سازمانی، مدیران ارشد سازمان‌های اجرایی استان دارای مدرک تحصیلی کارشناسی ارشد و بالاتر و سابقه مدیریت 15 سال و بالاتر بودند. در این پژوهش، منبع اصلی داده‌ها مصاحبه نیمه ساختاریافته بوده است. از طریق کدگذاری باز و سپس از طریق کدگذاری محوری، مقوله‌ها و زیرمقوله‌ها با توجه به ابعاد و مشخصات آن‌ها با یکدیگر مرتبط کردیم. پس از تحلیل داده‌های حاصل از مصاحبه ابتدا 216 کد اولیه و سپس 119 کد ثانویه استخراج شد و نهایتاً 24 مفهوم حاصل شد. یافته پژوهش، توصیف جانشین‌پروری ضعیف در سازمان‌های اجرایی بر اساس نظریه داده‌بنیاد بود و نتایج آن نشان داد که غفلت از جانشین‌پروری در دستگاه‌های اجرایی استان آذربایجان شرقی منجر به ضعف رهبری استراتژیک، جانشین‌پروری نامطمئن و ترس از عواقب جانشین‌پروری می‌شود و در صورت استقرار نظام مناسب جانشین‌پروری، بقای بلندمدت سازمان و انتقال تجارب به نسل‌های بعدی مدیران تضمین و برای مواجهه با خلأ ناشی از خالی شدن پست‌های حساس آمادگی لازم ایجاد خواهد شد.. | ||
| کلیدواژه‌ها | ||
| جانشین‌پروری؛ مدیران اجرایی؛ دستگاه‌های اجرایی | ||
| عنوان مقاله [English] | ||
| The Dark Edge of Succession in the Executive Organizations of East Azarbaijan Province with the Approach of Foundation Data Theory | ||
| نویسندگان [English] | ||
| Nahideh Najafi emami1؛ Alireza Bafandeh Zende2؛ Morteza Mahmoodzadeh3 | ||
| 1Ph.D Candidate, Department of Public Administration, Tabriz Branch, Islamic Azad University, Tabriz, Iran. | ||
| 2Associate Professor, Department of Management, Tabriz Branch, Islamic Azad University, Tabriz, Iran. | ||
| 3Assistant Professor. Department of Management, Tabriz Branch, Islamic Azad University, Tabriz, Iran. | ||
| چکیده [English] | ||
| Organizational leaders know that developing successors is essential to the organization's prosperity in the future. One of the main weaknesses in succession planning is preparing employees to take on new roles in the organization when they need those roles. In this regard, this research was carried out to describe the dark side of succession in the executive organizations of the province. The research method is developmental in terms of objectives, qualitative in data collection, and foundation study in terms of type. The research data were collected with the help of interviews with 21 experts. The participants included academic experts with the academic rank of associate professor and above and organizational experts, senior managers of the executive organizations of the province with a master's degree and above and management experience of 15 years and above. In this research, the source of data was semi-structured interviews. Through open and axial coding, categories and subcategories were shown to relate to each other according to their dimensions and characteristics. After analyzing the data from interviews, first 216 primary codes and then 119 secondary codes were extracted, and finally, 24 concepts were obtained. The results show weak succession in executive organizations based on foundation data theory. Establishing a proper succession system could ensure the long-term survival of the organization and the transfer of experience to the next generation of leaders, as well as provide the necessary preparation for the vacuum created by vacancies in sensitive positions. | ||
| کلیدواژه‌ها [English] | ||
| Succession, Executive Managers, Executive Organizations | ||
| مراجع | ||
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