مطالعات منابع انسانی

مطالعات منابع انسانی

طراحی مدل ارزیابی موفقیت مسیر شغلی کارکنان دولتی: با رویکرد فراترکیب

نوع مقاله : مقاله پژوهشی

نویسندگان
1 دانشجوی دکتری، گروه مدیریت دولتی، واحد بین‌الملل قشم، دانشگاه آزاد اسلامی، قشم، ایران.
2 استاد، گروه مدیریت دولتی، دانشکده مدیریت و اقتصاد، واحد علوم تحقیقات، دانشگاه آزاد اسلامی، تهران، ایران.
3 دانشیار، گروه مدیریت، دانشکده مدیریت، واحد تهران جنوب، دانشگاه آزاد اسلامی، تهران، ایران
10.22034/jhrs.2024.195966
چکیده
زمینه و هدف: موفقیت مسیر شغلی، طی سال‌های اخیر، یکی از مفاهیم پُرتوجه در مطالعات منابع انسانی بوده است. سازمان‌ها برای اینکه بتوانند نیروهای انسانی خود را حفظ کنند و ضریب ترک مشاغل را در کمترین سطح نگاه دارند، ناگزیرند تا بسترهای لازم را برای توسعه و پیشرفت منابع انسانی، به‌ویژه برای نیروهای کارآمد و متخصص فراهم آورند؛ از این رو درصدد برآمدند تا درک و بینش خود را در زمینۀ موفقیت مسیر شغلی توسعه دهند و مدل پویا و منعطفی را برای آن طراحی کنند. هدف این پژوهش، طراحی مدل ارزیابی موفقیت مسیر شغلی کارکنان دولتی است.
روش: این مطالعه به‌لحاظ هدف کاربردی، از نظر گردآوری اطلاعات توصیفی و مبتنی بر روش‌شناسی کیفی است که با استفاده از روش فراترکیب به اجرا درآمده است. بدین منظور، مقاله‌های منتشرشده در زمینۀ موفقیت مسیر شغلی در پایگاه‌های نشریه‌های جهانی، در بازۀ زمانی تعیین‌شده بررسی شد. برمبنای اصول روش فراترکیب و معیارهای مطرح‌شده در آن، مقاله‌ها وارد فرایند تحلیل فراترکیب شدند. برای تحلیل مقاله‌های منتخب نیز از روش تحلیل محتوای کیفی بهره گرفته شد.
یافته‌ها: این پژوهش با تکیه بر روش فراترکیب و بررسی ۷۱ مقاله منتخب، یک الگوی پارادایمی در زمینه موفقیت مسیر شغلی ارائه داده است. نتیجه این بررسی، شامل ۵۳ مقوله فرعی، ۱۷ مقوله اصلی و ۴ مقوله کلی بود که در قالب یک الگوی نظری ارائه شد. مقوله‌های کلی به‌دست‌آمده عبارت‌اند از: بهبود مستمر موقعیت‌های عینی؛ نهادینه‌سازی موفقیت‌پذیری ذهنی؛ سیاست‌گذاری یکپارچه در ساخت مسیر شغلی؛ ارزیابی موفقیت مسیر شغلی. یافته‌ها بیانگر این جهت‌گیری مدیریتی است که می‌بایست موفقیت مسیر شغلی گام‌به‌گام باشد و همچنین لازم است که ارزیابی موفقیت مسیر شغلی، از دو جنبۀ کارکنان و مدیران به‌طورمشترک و ارزیابی موفقیت مسیر شغلی عینی و ذهنی، از سوی کارکنان و ارزیابی عوامل مؤثر بر موفقیت مسیر شغلی از سوی مدیران صورت گیرد.
نتیجه‌گیری: می‌توان گفت که در طراحی مدل‌های موفقیت مسیر شغلی، بایستی به هم‌سویی درونی و اجرایی با واقعیت‌های شغلی سازمان و خواست نیروها توجه کرد. سازمان‌های دولتی می‌بایست در تدوین برنامه‌های مسیر شغلی کارکنان از رویکرد کارمندمحوری بهره جویند.
کلیدواژه‌ها

عنوان مقاله English

Designing A Model to Evaluate the Success of the Governmental Employees’ Career Using Meta-Synthesis Approach

نویسندگان English

Mahnaz Naghian 1
karamollah Daneshfard 2
Parvaneh Gelard 3
1 PhD Candidate, Department of Public Administration, Qeshm International Branch, Islamic Azad University, Qeshm, Iran.
2 Prof., Department of Public Administration, Faculty of Management and Economics, Research Sciences Branch, Islamic Azad University, Tehran, Iran.
3 Associate Prof., Department of Management, Faculty of Management, South Tehran Branch, Islamic Azad University, Tehran, Iran.
چکیده English

Background & Purpose: Career success has been one of the most important concepts in human resource studies in recent years. In order to maintain their human resources and reduce the rate of staff burnout, organizations have to provide the necessary platforms for the development and progress of human resources, especially efficient and specialized forces. The purpose of this study to design a model to evaluate the success of the government employees’ career.
Methodology: This study is an applied research in terms of its purpose, and meta- synthesis approach was used to collect descriptive information based on qualitative methodology. For this purpose, the articles published in the field of career paths in the databases of international publications in the specified period were used. The articles were entered into the process of meta- synthesis analysis based on the principles of the meta- synthesis method and its criteria. Qualitative content analysis method was also used to analyze these articles.
Findings: This research, based on meta-synthesis method and review of 71 selected articles, has presented a paradigm model in relation to career success. The result of this study includes 53 sub-categories, 17 main categories, and four general categories (sustainable development of objective job positions; institutionalization of mental success; integrated organizational policy in the career building and the measurement of the mentioned success of career) that is presented in the form of a theoretical model. The findings showed this managerial orientation that the model of evaluating the success of the career should be a step-by-step model, and its path should be done jointly from both perspectives of employees and managers. Also, the success of the objective and subjective career path should be evaluated by the employees, and factors affecting the success of the career path should be evaluated by managers.
Conclusion: It can be claimed that in designing career path success models, the internal and executive alignment with the organization's job realities and the demands of the forces must be taken into consideration. Governmental organizations should adopt an employee-centered approach in designing and developing employee oriented career plans.

کلیدواژه‌ها English

Job success
Career success
Objective career success
Subjective career success
Career success evaluation
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دوره 14، شماره 1
بهار 1403
صفحه 141-167

  • تاریخ دریافت 11 آذر 1402
  • تاریخ بازنگری 01 اسفند 1402
  • تاریخ پذیرش 03 اسفند 1402