طراحی و تبیین مدل شایستگی مدیران شهرداری تهران

نوع مقاله : مقاله پژوهشی

نویسندگان

1 دانشجوی دکتری، گروه مدیریت دولتی، دانشکده مدیریت، واحد تهران مرکزی، دانشگاه آزاد، تهران، ایران.

2 استادیار، گروه مدیریت دولتی، دانشکده مدیریت، واحد تهران مرکزی، دانشگاه آزاد، تهران، ایران

3 استادیار، گروه مدیریت دولتی، دانشکده مدیریت، واحد تهران مرکزی، دانشگاه آزاد، تهران، ایران.

10.22034/jhrs.2021.130507

چکیده

زمینه و هدف: بهره‌وری پایدار و تعالی سازمان‌های پیشرو امروزین، در گرو برخورداری از مدیرانی شایسته است. تلاش سازمان برای ارتقای شایستگی‌های مدیران خود، به الگویی بومی و متناسب با مأموریت و راهبردهای آن نیاز دارد. بر این اساس، پژوهش حاضر با هدف ارائه مدل شایستگی مدیران شهرداری تهران اجرا شده است.
روش: اینپژوهش از نظر هدف، کاربردی و از لحاظ نوع داده‌ها، آمیخته متوالی (کیفی و کمّی) است. مشارکت‌کنندگان بخش کیفی آن را 15 نفر از خبرگان علمی و صاحب‌نظران حوزه مدیریت منابع انسانی و خبرگان اجرایی شاغل در شهرداری تهران تشکیل داده‌اند که با روش نمونه‌گیری غیراحتمالی قضاوتی و هدفمند انتخاب شده‌اند. داده‌های این مرحله، با کمک مصاحبه نیمه‌ساختاریافته گردآوری و به‌روش تحلیل مضمون تجزیه‌وتحلیل شده است. جامعه آماری بخش کمّی نیز، مدیران شهرداری شهر تهران بوده‌اند که از میان آنها 384 نفر به‌روش نمونه‌گیری تصادفی ساده انتخاب شده‌اند. داده‌های این مرحله با کمک ابزار پرسش‌نامه گردآوری و با استفاده از مدل‌یابی معادلات ساختاری تجزیه‌وتحلیل شده‌اند.
یافته‌ها: 82 زیرمقوله استخراج شده از مصاحبه‌ها، در قالب 12 مقوله و 4 مقوله اصلی دسته‌بندی شدند که عبارت‌اند از: 1. شـایستگی‌های فکـری (مهارت حل مسئله، تصمیم‌گیری، تفکر انتقادی و خلق و مفهـوم‌سـازی)؛ 2. شایستگی‌های هوش اجتماعی و ارتباطی (تعامل برون‌سازمانی و تعامل درون‌سازمانی)؛ 3. شایستگی‌های فردی (دانش و آگاهی، ویژگی‌های شخصیتی و ارزش‌ها)؛ 4. شایستگی‌های اجرایی (نتیجه‌گرایی و توان اجرایی، مدیریت عملکرد کارکنان و هدایت و رهبری). یافته‌های حاصل از تحلیل عاملی تأییدی دو مرتبه‌ای نیز، معنادار بودن ارتباط میان شاخص‌ها، مؤلفه‌ها و ابعاد تشکیل‌دهنده مدل را تأیید کرده است.
نتیجه‌گیری: یکی از اقدام‌های راهبردی مدیریت منابع انسانی، پرورش شایستگی‌های بایسته مدیران، برای ایفای مؤثر نقش‌ها و وظیفه‌های‎ آنهاست که می‌تواند هم‌زمان زمینه‌ساز توسعه سرمایه‌های انسانی و ارتقای عملکرد شغلی و سازمانی شود. اهمیت این شایستگی‌ها و در اولویت قراردادن آنها، به ارتقای اثربخشی این برنامه‌های توسعه‌ای یاری می‌رساند.

کلیدواژه‌ها


عنوان مقاله [English]

Desining And Explaning Competency Model of Tehran Municipal Managers

نویسندگان [English]

  • Fatemeh Javadifard 1
  • Alireza Amirkabiri 2
  • Mahmood Dehgan 3
1 PhD Candidate, Department of Public Administration, Faculty of Management, Central Tehran Branch, Azad University, Tehran, Iran.
2 Assistant Prof., Department of Public Administration, Faculty of Management, Central Tehran Branch, Azad University, Tehran, Iran.
3 Assistance Prof., Department of Public Administration, Faculty of Management, Central Tehran Branch, Azad University, Tehran
چکیده [English]

Background & Purpose: Sustainable productivity and excellence of today's pioneer organizations depend on having competent managers. The organization's efforts to improve the competencies of its managers need a local model that fits its mission and strategies. Accordingly, the present study was conducted with the aim of presenting a competency model for Tehran municipal managers.
Methodology: This research is applied in terms of purpose and consecutive combined (qualitative and quantitative) in terms of data type. The statistical population in this study in the qualitative part includes 15 scientific experts and experts in the field of human resource management of executive experts working in Tehran Municipality who were selected by non-probabilistic judgmental and purposeful sampling method.  The data of this stage were collected with the help of semi-structured interview and analyzed by content analysis method. The statistical population of the quantitative section also included the managers of Tehran Municipality, from which 384 people were selected by simple random sampling. The data of this stage were collected using a questionnaire tool and analyzed using structural equation modeling.
Findings: The 82 sub-categories extracted from the interviews are classified into 12 categories and 4 main categories, which are: 1. Intellectual competencies (problem-solving skills, decision-making, critical thinking, and creation and conceptualization); 2. Social and communication intelligence competencies (extra-organizational interaction and intra-organizational interaction); 3. Individual competencies (knowledge and awareness, personality traits and values); 4. Executive competencies (consequentialism and executive power, staff performance management and leadership). Findings from two-factor confirmatory factor analysis also confirmed the significance of the relationship between indicators, components and dimensions of the model.
Conclusion: Developing the competencies required by managers to effectively perform their roles and tasks is a strategic step by the organization's human resource management that can simultaneously pave the way for the development of human capital and improve professional and organizational performance. Paying attention to the importance of these competencies can also help improve the effectiveness of these development programs.

کلیدواژه‌ها [English]

  • Keywords: Managerial Competency Model
  • Intellectual competencies
  • Social and communication intelligence competencies
  • Individual competencies and executive competencies
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