طراحی الگوی شایسته گزینی در قوه قضائیه
محورهای موضوعی : مدیریت دولتی
Hashem Shahriari
1
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علیرضا روستا
2
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محمد رضا کاشفی نیشابوری
3
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فرزاد آسایش
4
1 - دانشجوی دکتری، گروه مدیریت دولتی، واحد بین الملل کیش، دانشگاه آزاد اسلامی، جزیره کیش، ایران
2 - دانشیار، گروه مدیریت بازرگانی، واحد شهرقدس، دانشگاه آزاد اسلامی، تهران، ایران
3 - استادیار، گروه مدیریت مالی، واحد تهران مرکز، دانشگاه آزاد اسلامی، تهران، ایران
4 - استادیار، گروه مدیریت بازرگانی، واحد شهرقدس، دانشگاه آزاد اسلامی، تهران، ایران
کلید واژه: شایسته گزینی, منابع انسانی, شایستگی های کارکنان, سازمان های دولتی, قوه قضائیه.,
چکیده مقاله :
هدف پژوهش حاضر، ارائه الگوی شایسته‌گزینی در قوه قضائیه است. این پژوهش به روش آمیخته و در دو بخش کمی و کیفی انجام شده است. در بخش کیفی، جامعه آماری شامل 17 نفر از اساتید دانشگاهی، مدیران و متخصصان مدیریت منابع انسانی بود که با استفاده از روش نمونه‌گیری گلوله‌برفی انتخاب شدند. در بخش کمی، جامعه آماری شامل کلیه کارکنان قوه قضائیه در شهر تهران بود و حجم نمونه با استفاده از فرمول کوکران، 366 نفر تعیین شد. ابزار جمع‌آوری اطلاعات در بخش کیفی، مصاحبه نیمه‌ساختار یافته بود که بر اساس مبانی نظری طراحی شده بود. در بخش کمی نیز از پرسشنامه استفاده شد که به روش تصادفی ساده توزیع و جمع‌آوری گردید. روایی کدگذاری مصاحبه‌ها و پرسشنامه توسط خبرگان تأیید شد. همچنین، برای بررسی پایایی پرسشنامه در بخش کمی از آلفای کرونباخ استفاده شد. داده‌ها در بخش کمی با استفاده از روش فراترکیب و تحلیل مضمون تحلیل شدند و در این بخش نیز از آمار توصیفی و تحلیل عاملی تأییدی بهره‌گیری شد. نتایج نشان داد که الگوی شایسته‌گزینی شامل سه مضمون فراگیر است: مهارت‌های فردی (رفتار نوآورانه، ویژگی‌های شخصیتی، برند شخصی و خودمدیریتی)، مهارت‌های سازمانی (مدیریت دانش، اخلاق سازمانی، تاب‌آوری شغلی و مهارت‌های دانشی) و مهارت‌های محوری (مهارت‌های ارتباطی، مهارت آینده‌نگری، بین فردی، مسئولیت‌پذیری و هوشمندی سازمانی). همچنین، نتایج تحلیل عاملی تأییدی نیز تأییدکننده الگوی استخراج‌شده از ادبیات تحقیق بود.
The aim of the current research is to present a merit selection model in the judiciary. In the qualitative section, the statistical community included 17 university professors, managers and human resource management specialists who were selected using the snowball sampling method. In the quantitative part, the statistical population included all employees of the judiciary in Tehran, and the sample size was determined by using Cochran's formula to be 366 people. The data collection tool in the qualitative part of the interview was semi-structured, which was designed based on theoretical principles. In the quantitative section, a questionnaire was used, which was distributed and collected by a simple random method. The validity of the coding of the interviews and the questionnaire was confirmed by experts, and Cronbach's alpha was used to check the reliability of the questionnaire in the quantitative part. The data were analyzed in the quantitative section using the method of meta-composition and thematic analysis, and descriptive statistics and confirmatory factor analysis were also used in this section. The results showed that the merit selection model includes three overarching themes: Individual skills (innovative behavior, personality traits, personal brand and self-management), Organizational skills (knowledge management, organizational ethics, job resilience and knowledge skills), and core skills (communication skills, foresight, interpersonal skills, responsibility and organizational intelligence). Also, the results of the confirmatory factor analysis confirmed the pattern extracted from the research literature.
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