ارائه الگوی مطلوب برای انتخاب اعضای هیأت‌علمی در دانشگاه‌های ایران (در راستای بهره وری منابع انسانی)
محورهای موضوعی : مدیریت بازرگانی
نبی اله محمدی
1
(دانش آموخته دکترای مدیریت دولتی، واحد علوم و تحقیقات، دانشگاه آزاد اسلامی، تهران، ایران)
رضا نجف بیگی
2
(استاد گروه مدیریت دولتی، واحد علوم و تحقیقات، دانشگاه آزاد اسلامی، تهران، ایران)
مرتضی موسی خانی
3
(دانشیار گروه مدیریت دولتی، واحد علوم و تحقیقات، دانشگاه آزاد اسلامی، تهران، ایران)
اکبر عالم تبریز
4
(استاد گروه مدیریت صنعتی، دانشگاه شهید بهشتی، تهران، ایران)
کلید واژه: تحلیل عاملی تأییدی, ANP, دانشگاه, معیارهای انتخاب, هیأت‌علمی, داده‌بنیاد,
چکیده مقاله :
پژوهش حاضر باهدف ارائه مدل مطلوب برای معیارهای انتخاب اعضای هیأت‌علمی در دانشگاه‌های ایران اجرا شده است. در این پژوهش از دو رویکرد کیفی و کمی و در سه مرحله متوالی به‌صورت تلفیقی استفاده گردید. از بعد هدف یک پژوهش اکتشافی به شیوه استقرایی، از بعد زمان، مقطعی و از بعد مخاطب استفاده از پژوهش، توسعه‌ای محسوب می‌شود. در این پژوهش برای گردآوری داده‌ها از روش غیرتعاملی و پیمایشی استفاده شده است که در روش غیرتعاملی از شیوه‌های کتابخانه‌ای و تحلیل محتوا و در روش پیمایشی از سه نوع پرسشنامه (پرسشنامه باز، پرسشنامه نیمه‌باز و پرسشنامه بسته) به‌عنوان ابزار گردآوری داده‌ها، بهره گرفته شده است. جامعه آماری پژوهش اعضای هیأت‌علمی دانشگاه‌های ایران (به استثنای دانشگاه‌های علوم پزشکی و خدمات بهداشتی درمانی) بوده‌اند. برای انجام تحلیل محتوا، انتخاب متون بر مبنای نمونه برداری تئوریک که در استراتژی تئوری داده بنیاد معمول می باشد، صورت گرفته است. تعداد 21 نفر از خبرگان به روش گلوله برفی در مصاحبه نیمه ساختارمند مشارکت داشتند و حجم نمونه آماری در مرحله تحلیل عاملی تأییدی 360 نفر و تعداد خبرگان مشارکت‌کننده برای تکمیل پرسشنامه ANP، 20 نفر بودند. در بخش اول، داده‌های کیفی در فرایند اجرای نظریه داده بنیادی تحلیل شد و منجر به طراحی مدل اولیه پژوهش گردید. سپس با رویکرد کمّی، بااستفاده ازتحلیل عاملی تأییدی به کمک نرم‌افزار SPSS، نسبت به اعتبارسنجی مدل مفهومی و تعیین معیارهای نهایی برای انتخاب اعضای هیأت‌علمی اقدام شد. در ادامه با استفاده از فرایند تحلیل شبکه‌ای خوشه‌ای، با استفاده از نرم‌افزار Super decision، اهمیت هریک از ابعاد، ملاک‌ها و شاخص‌های مدل تعیین گردید؛بعنوان الگوی نهایی پژوهش ارائه شد؛که الگوی ارائه شده می‌تواند در دانشگاه‌های ایران برای انتخاب اعضای هیأت‌علمی ونیز برای آسیب‌شناسی آن،مورداستفاده قرارگیرد.
This study aimed at providing a desirable model for selection the faculty members for universities in Iran. Both qualitative and quantitative approaches were used in three successive stages. The method of this study was inductive exploratory, cross-sectional, and developmental study. The data were collected by using non-interactive method (library and content analysis) and survey method (open, structured and Semi-structured questionnaires). The Statistical population included all the faculty members in universities in Iran (with the exception of Universities of Medical Sciences and Health Services). For content analysis, the texts were selected based on theoretical sampling which is commonly used method in grounded theory strategy. Using snowball method, 21 experts participated in semi-structured interviews. In confirmatory factor analysis stage, the sample size was determined to be 360 participants; also, 20 experts completed the ANP questionnaire. In the first stage, the qualitative data were analyzed in the process of conducting grounded theory; this led to design of initial model. Then, using a quantitative approach, the conceptual model was validated and the final criteria for selecting faculty members were determined by using confirmatory factor analysis in software SPSS. The cluster network analysis process in software Super decision was used to determine the importance of each of the dimensions, criteria, and indicators of model. Then, the final model was provided. This model may be used for selection of faculty members and also for its pathology in universities in Iran.
- Ghoran Majid
- Alvani, M., Danayi Fard, H., Azar, A. (2011), “Methodology of Qualitative Research in Management: A Comprehensive Approach, Tehran, Safar publication, Eshraghi, V 4.
- Abtahi, H. (2010), Human resources management, Tehran, Shive publication, V 7.
- Armistrang, M. (2005), “Strategic Management of Human Resources”, Translated by Seyyed Mohammad Arabi and Davoud Izadi, Tehran, Publication of the Office of Cultural Research.
- Amadi, A. (2008), “Gorrarolhekam”, Translated by Mohammad Ali Ansari Qomi, Tehran: Imam Emam Asr Publication.
- Regulations for the Promotion of Academic Membership of Educational and Research Institutions, Supreme Council of the Cultural Revolution, Approved session 679.
- The Rules of Recruitment of Faculty Members of Universities and Higher Education Institutions, Research and Technology, Announcement on 27/12/1390.
- - Bambergger, P., Mosholm, I. (2010), “Human Resource Strategy - Compilation, Implementation and Works”, Translation by Ali Parsaeean and Seyyed Mohammad Arabi. Third edition. Tehran: Office of Cultural Research.
- Berman, I. (2009), “Human Resources Management in the Public Sector-Disputes, Processes and Challenges” Translation by Mir Ali Seyed Naghavi and Hassan Abbas Zadeh. Tehran: Mahkame Publications.
- Pendarpur fard, S. (2013), “Meritocracy in choosing a superior faculty member with a multi-criteria decision-making technique approach - Case study of Shahroud University”, Master's Thesis, Islamic Azad University, Shahrood Branch.
- The document of the Islamic Republic of Iran on the horizon of 1404 Hijri Shamsi, the announcement of 1382.
- General policy of the administrative system in 26 clauses, communicated by the Supreme Leader to the heads of the three powers and the head of the Expediency Council and the Chief of Staff of the Armed Forces, 2010.
- Alam Tabriz, A., Hajir, A. (2011), “Applied statistics in management, economics and accounting. Tehran Pouran Research Co.
- Faghihi, A., Bamdad sofi, J. (1999), “The plurality of research method in organizational research”, Journal of Management Studies, Allameh Tabatabai University, Spring and Summer, N 21, 22.
- Constitution of the Islamic Republic of Iran, adopted (1358), amendments and amendments to the constitution adopted in 1368
- Law on the Goals, Duties and Organizations of the Ministry of Science, Research and Technology, adopted on 18/5/2004
- Mir Sepasi, N. (2012), “Strategic Human Resource Management and Work Relationships with an Attitude to the Globalization Process”, Tehran, Mir Publication.
- Mir Sepasi, N. (2003), “Strategic Human Resource Management and Work Relationships with an Attitude to the Globalization Process”, Tehran, Mir Publication.
- Najaf Beyghi, R. (2009), “Change Management-Look at Iran's Administrative System”, Tehran, Islamic Azad University, Science and Research Branch.
- - The comprehensive scientific plan of the country, the Supreme Council of Cultural Revolution, approved in 2010.
- - Nahj al-Balagha (1992), written by Seyyed Razi by Fayyasol-Islam.
- - Newman, W. L. (2011), “Research Methods in Social Sciences-Qualitative and Quantitative Approach”, Translation of Abolhassan Faghih. Tehran: Terme Publishing..
- - Walton, J. (2013), “Strategic human resource development”, Translation by Nasser Mir Sepazi and Dariush Gholamzadeh, Tehran, Mir Publishing.
- Bamberger, P., & Meshoulam, I. (2000), Human Resource Strategy: Formulation, Implementation and Impact. London: Sage Publications, Inc.
- Dagderivin, M., Eraslan, E., Kurt, M., & Dizdar, E. N. (2005), An Alternative Approach for Supplier Selection Problem with Analytical Network Process.Technology Journal. VoL. 8, No. 2, PP. 115-122.
- DeCenzo, D.A. & Robbins, S.P. (2005), Fundamentals of Human Resource Management, (8th ed). Hoboken, (N.J.): Wiley.
- Garuti, C., Sandoval, M., (2005), Comparing AHP and ANP Shiftwork Models: Hierarchy Simplicity v/s Network Connectivity. USA, Hawaii, 8th international Symposium of the AHP.
- Grahart, B. (2009), Does National Culture Constrain Organization Culture and Human Resource Strategy? The Role of Individual Mechanisms and Implications for Employee Selection. Research inPesonal and Human Resource Management, 28,32-41.
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- Hampton, David R. (2011), Contemporary Management, Sec Ed., McGraw Hill
- Hugo, B. (2003), Attracting the Best & Keeping Them Loyal. Annual conference of H. R. M, 35th, venis.
- Lado, A.A., & Wilson, C.M. (1994), Human resource system and sustained competitive advantage: A competency – based perspective. Academy of Management Review, 19, 699-727.
- McDanil. M. A. (2009), gerrymandering in personal selection :a review of common strategies. Human Resource Management Review,19,263-270
- Meade, L.M., Presley , A. (2002), R&D Project Selection Using the Analytic Network Process. IEEE Transactions on Engineering Management, VoL. 49, No. 1, PP. 37-54.
- Saaty, T. L. (1999), Fundamentals of the Analytic Network Process. University of Pittsburgh USA.
- Thornton,G.C.,and Gibbons ,A.M. (2009), Validity of assessment centers for personnel selection. Human Resource Management Review, 19 (3) ,169-187
- Ulrich, D., & Lake, D. (1991), Organizational Capability: creating competitive advantage. Academy of Management Executive, 5, 77-92.
_||_
- Ghoran Majid
- Alvani, M., Danayi Fard, H., Azar, A. (2011), “Methodology of Qualitative Research in Management: A Comprehensive Approach, Tehran, Safar publication, Eshraghi, V 4.
- Abtahi, H. (2010), Human resources management, Tehran, Shive publication, V 7.
- Armistrang, M. (2005), “Strategic Management of Human Resources”, Translated by Seyyed Mohammad Arabi and Davoud Izadi, Tehran, Publication of the Office of Cultural Research.
- Amadi, A. (2008), “Gorrarolhekam”, Translated by Mohammad Ali Ansari Qomi, Tehran: Imam Emam Asr Publication.
- Regulations for the Promotion of Academic Membership of Educational and Research Institutions, Supreme Council of the Cultural Revolution, Approved session 679.
- The Rules of Recruitment of Faculty Members of Universities and Higher Education Institutions, Research and Technology, Announcement on 27/12/1390.
- - Bambergger, P., Mosholm, I. (2010), “Human Resource Strategy - Compilation, Implementation and Works”, Translation by Ali Parsaeean and Seyyed Mohammad Arabi. Third edition. Tehran: Office of Cultural Research.
- Berman, I. (2009), “Human Resources Management in the Public Sector-Disputes, Processes and Challenges” Translation by Mir Ali Seyed Naghavi and Hassan Abbas Zadeh. Tehran: Mahkame Publications.
- Pendarpur fard, S. (2013), “Meritocracy in choosing a superior faculty member with a multi-criteria decision-making technique approach - Case study of Shahroud University”, Master's Thesis, Islamic Azad University, Shahrood Branch.
- The document of the Islamic Republic of Iran on the horizon of 1404 Hijri Shamsi, the announcement of 1382.
- General policy of the administrative system in 26 clauses, communicated by the Supreme Leader to the heads of the three powers and the head of the Expediency Council and the Chief of Staff of the Armed Forces, 2010.
- Alam Tabriz, A., Hajir, A. (2011), “Applied statistics in management, economics and accounting. Tehran Pouran Research Co.
- Faghihi, A., Bamdad sofi, J. (1999), “The plurality of research method in organizational research”, Journal of Management Studies, Allameh Tabatabai University, Spring and Summer, N 21, 22.
- Constitution of the Islamic Republic of Iran, adopted (1358), amendments and amendments to the constitution adopted in 1368
- Law on the Goals, Duties and Organizations of the Ministry of Science, Research and Technology, adopted on 18/5/2004
- Mir Sepasi, N. (2012), “Strategic Human Resource Management and Work Relationships with an Attitude to the Globalization Process”, Tehran, Mir Publication.
- Mir Sepasi, N. (2003), “Strategic Human Resource Management and Work Relationships with an Attitude to the Globalization Process”, Tehran, Mir Publication.
- Najaf Beyghi, R. (2009), “Change Management-Look at Iran's Administrative System”, Tehran, Islamic Azad University, Science and Research Branch.
- - The comprehensive scientific plan of the country, the Supreme Council of Cultural Revolution, approved in 2010.
- - Nahj al-Balagha (1992), written by Seyyed Razi by Fayyasol-Islam.
- - Newman, W. L. (2011), “Research Methods in Social Sciences-Qualitative and Quantitative Approach”, Translation of Abolhassan Faghih. Tehran: Terme Publishing..
- - Walton, J. (2013), “Strategic human resource development”, Translation by Nasser Mir Sepazi and Dariush Gholamzadeh, Tehran, Mir Publishing.
- Bamberger, P., & Meshoulam, I. (2000), Human Resource Strategy: Formulation, Implementation and Impact. London: Sage Publications, Inc.
- Dagderivin, M., Eraslan, E., Kurt, M., & Dizdar, E. N. (2005), An Alternative Approach for Supplier Selection Problem with Analytical Network Process.Technology Journal. VoL. 8, No. 2, PP. 115-122.
- DeCenzo, D.A. & Robbins, S.P. (2005), Fundamentals of Human Resource Management, (8th ed). Hoboken, (N.J.): Wiley.
- Garuti, C., Sandoval, M., (2005), Comparing AHP and ANP Shiftwork Models: Hierarchy Simplicity v/s Network Connectivity. USA, Hawaii, 8th international Symposium of the AHP.
- Grahart, B. (2009), Does National Culture Constrain Organization Culture and Human Resource Strategy? The Role of Individual Mechanisms and Implications for Employee Selection. Research inPesonal and Human Resource Management, 28,32-41.
- Gratton,L and Truss ,C. (2007), Strategic human resource management :a conceptual approach. The International Journal of Human Resource Management, Vol 5,No 3,pp:663-686.
- Hampton, David R. (2011), Contemporary Management, Sec Ed., McGraw Hill
- Hugo, B. (2003), Attracting the Best & Keeping Them Loyal. Annual conference of H. R. M, 35th, venis.
- Lado, A.A., & Wilson, C.M. (1994), Human resource system and sustained competitive advantage: A competency – based perspective. Academy of Management Review, 19, 699-727.
- McDanil. M. A. (2009), gerrymandering in personal selection :a review of common strategies. Human Resource Management Review,19,263-270
- Meade, L.M., Presley , A. (2002), R&D Project Selection Using the Analytic Network Process. IEEE Transactions on Engineering Management, VoL. 49, No. 1, PP. 37-54.
- Saaty, T. L. (1999), Fundamentals of the Analytic Network Process. University of Pittsburgh USA.
- Thornton,G.C.,and Gibbons ,A.M. (2009), Validity of assessment centers for personnel selection. Human Resource Management Review, 19 (3) ,169-187
- Ulrich, D., & Lake, D. (1991), Organizational Capability: creating competitive advantage. Academy of Management Executive, 5, 77-92.