طراحی مدل جامع مدیریت استعداد با رویکرد جانشین پروری در راستای توسعه بهره وری سازمانی با استفاده از روش معادلات ساختاری (مورد مطالعه: سازمان های دولتی)

مدیریت بهره‌وری

مقاله 9، دوره 13، 1(48)بهار، خرداد 1398، صفحه 249-275   

نوع مقاله: علمی پژوهشی

شناسه دیجیتال (DOI): 10.30495/qjopm.2019.665042

نویسندگان

علی محفوظی^{* 1}؛ داود لفظ فروشان²؛ محمود قربانی³

¹گروه مدیریت، واحد مشهد، دانشگاه آزاد اسلامی، مشهد، ایران

²دانشجوی دکتری گروه مدیریت دولتی، واحد زنجان، دانشگاه آزاد اسلامی، زنجان، ایران

³دانشیارگروه مدیریت، واحد مشهد، دانشگاه آزاد اسلامی، مشهد،ایران

چکیده

مدیریت استعدادها مهم­ترین مزیت رقابتی در سازمان‌های امروزی است. در این پژوهش سعی شده تا به روش تحقیق آمیخته به شناسایی و تبیین مؤلفه­های تشکیل دهندۀ مدل مدیریت استعداد با رویکرد جانشین­پروری در سازمان­های دولتی پرداخته شود. بدین صورت که در بخش کیفی از تکنیک دلفی استفاده گردید و از روش معادلات ساختاری در بخش کمی با نمونه آماری 357 نفری بهره‌گیری شد. نمونه­های این مطالعه از بین کارکنان سازمان‌های دولتی شهرستان مشهد به روش نمونه­گیری طبقه‌ای دو مرحله‌ای (با تخصیص متناسب) انتخاب شدند. برمبنای تئوری پژوهش، مدل اولیه دارای سه بُعد مدیریت استعداد، شامل دو مؤلفۀ استراتژی استعداد و طرز تفکر استعداد، بُعد استراتژی مدیریت استعداد، شامل پنج مؤلفه ارتباطات، پرورش کارکنان، فرهنگ، مدیریت عملکرد و پاداش و قدردانی، و بُعد جانشین­پروری، شامل سه مؤلفه ساختار، زمینه و محتوا، فرض شد. در ادامه، داده­های گردآوری شده در بخش ارزیابی و سنجش مدل به­وسیله تحلیل­های عاملی تأییدی مورد تجزیه و تحلیل قرار گرفت. یافته­های این پژوهش حاکی از آن است که مدل مفروض برای مدیریت استعداد با رویکرد جانشین­پروری در سازمان­های دولتی معنی‌دار و گویای این مهم بود که از دیدگاه کارکنان سازمان­های دولتی، بُعد استراتژی مدیریت استعداد به­ترتیب به میزان 82% و 99% در تبیین واریانس جانشین­پروری و مدیریت استعداد نقش دارد.

کلیدواژه‌ها

مدیریت استعداد؛ جانشین پروری؛ استراتژی مدیریت استعداد؛ سازمان های دولتی

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