نوع مقاله : مقاله پژوهشی
نویسندگان
1 دانشگاه صنعتی شاهرود- سمنان-ایران
2 دانشگاه صنعتی شاهرود
3 گروه تربیت بدنی، دانشکده تربیت بدنی و علوم ورزشی، دانشگاه صنعتی شاهرود، شاهرود، ایران
چکیده
چکیده
پژوهش حاضر با هدف طراحی مدل ساختاری‌تفسیری جانشین‌پروری در ادارات ورزش و جوانان انجام پذیرفت. روش پژوهش آمیخته اکتشافی بود. در بخش کیفی پژوهش، از مطالعه ادبیات پژوهش مرتبط، مصاحبه‌های نیمه‌ساختاریافته با 8 نفر از خبرگان حوزه منابع انسانی در ورزش و تحلیل محتوای جهت‌دار، 70 کد مفهومی استخراج شد، سپس کدها در قالب 15 مقوله و 4 درون‌مایه اصلی (شامل عوامل سازمانی، فردی، فرآیندی و فراسازمانی) دسته‌بندی و پرسشنامه تدوین گردید. در بخش کمی، پرسشنامه محقق‌ساخته در بین 17 نفر از مدیران و کارمندان ادارات ورزش و جوانان توزیع و 15 پرسشنامه کامل جمع‌آوری شد و به کمک روش مدل‌سازی ساختاری-تفسیری تحلیل گردید. نتایج نشان داد شاخص‌های "الزامات وظیفه‌ای و مشوق‌های سازمان برای جانشین‌پروری" و "نظام استعدادیابی و بانک اطلاعاتی افراد مستعد در سازمان" به‌عنوان عوامل مهم و تأثیرگذار بر جانشین‌پروری در سازمان‌های ورزشی‌اند که بیشترین تأثیر را بر شاخص‌های دیگر دارند و عوامل "عدالت سازمانی"، "نظام ارزیابی عملکرد" و "تعهد و حمایت مدیران ارشد" دارای بیشترین وابستگی بودند. برنامه‌های جانشین‌پروری باید با توجه به نیازهای هر سازمان طراحی گردد و ازآن‌جا که طراحی و اجرای نظام جانشین‌پروری در هر سازمان یک وظیفه پیچیده و زمان‌بر است و نیاز به توجه مداوم و منابع کافی دارد بنابراین سازمان‌ها باید منابع و زمان قابل توجهی را صرف این امر مهم کنند.
کلیدواژه‌ها
موضوعات
عنوان مقاله [English]
Designing Interpretive Structural model for Succession in Sports and Youth Department
نویسندگان [English]
- hanieh sabzevari yousef abad 1
- Hassan Bahrololoum 2
- seyed Reza Hosseini Nia 3
1 shahrood university of technology
2 shahrood university of technology
3 department of physical education, physical education and sport science, Shahrood University of Technology, Shahrood, Iran
چکیده [English]
Abstract
The present study was conducted with the purpose of designing an interpretive structural model of Succession in sports and youth departments. The research method was exploratory mixed. In the qualitative part of the research, from the study of related research literature, semi-structured interviews with 8 experts in the field of sports human resources in sports and oriented content analysis 70 conceptual codes were extracted; then the codes were classified into 15 categories and 4 main themes (including organizational, individual, process and extra-organizational factors) and a questionnaire was developed. In the quantitative part, the researcher-made questionnaire was distributed among 17 managers and employees of the sport and youth departments and 15 complete questionnaires were collected and analyzed using interpretive structural modeling method. The results showed that the indicators of "task requirements and organizational incentives for succession" and "talent identification system and database of talented individuals in the organization" as important and influential factors on succession in sports organizations are the ones that have the greatest impact on other indicators, and the factors of "organizational justice", "performance evaluation system" and " Commitment and support of senior managers" had the most dependence. Succession plans should be designed to the needs of each organization and since designing and implementing a succession system in any organization is a complex and time-consuming task and requires constant attention and sufficient resources, so organizations should be to spend considerable resources and time on this important matter.
کلیدواژه‌ها [English]
- Human resource management
- Meritocracy
- Sports and Youth Departments
- Succession
- talent identification
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