بررسی الزامات اجرای جانشین پروری در سازمان های فرهنگی کشور: یک مرور سیستماتیک
الموضوعات : فصلنامه منابع انسانی تحول آفرین
علی رضا صامت
1
(استادیار ، گروه مدیریت فرهنگی ، دانشگاه آزاد اسلامی، واحد تهران شمال)
ریحانه سیری
2
(دانشجوی دکتری سیاستگذاری فرهنگی ، دانشگاه آزاد اسلامی، واحد تهران شمال)
بابک رضایی
3
(استادیار ، گروه مدیریت صنعتی ، دانشگاه آزاد اسلامی، واحد تهران شمال)
عباسعلی قیومی
4
(دانشیار گروه مدیریت فرهنگی دانشگاه آزاد اسلامی، واحد تهران شمال)
الکلمات المفتاحية: الزامات, جانشین پروری, اجرای جانشین پروری, سازمان های فرهنگی ,
ملخص المقالة :
زمینه و هدف: با توجه به اهمیت اجرای جانشین پروری در سازمان ها، به الزامات آن توجه نمی شود و بسیاری از سازمان ها در اجرای این فرایند با شکست مواجه می شوند. از این رو، هدف این پژوهش بررسی الزامات اجرای جانشین پروری در سازمان های فرهنگي کشور می باشد. روش بررسی: پژوهش حاضر به روش مرور سیستماتیک انجام شد. از 62 مقاله مورد بررسی، 8 مطالعه مرتبط با هدف انتخاب شدند. بعد از شناسایی مفاهیم و کدهای الزامات اجرای جانشین پروری و ارزیابی روایی و پایایی آن، مدل مفهومی پژوهش طراحی شد. یافته ها: یافته ها نشان داد الزامات و پیش شرط های شناسایی شده برای اجرای موفق جانشین پروری در سازمان های فرهنگي شامل الزامات بسترسازی فرهنگی، وجود ساختار سازمانی مناسب، آمادگی ذهنی و روانی کارکنان، حمایت همه جانبه مدیران، تمرکز بر مهارت های فردی، رهبری تحول گرا، و آموزش و بهسازی مستمر و بروز می باشد. نتیجه گیری: اجرای جانشین پروری در سازمان های فرهنگی مستلزم توجه به الزاماتی می باشد که بدون توجه به آنها نمی توان انتظار اجرای فرایندی موفق را داشت. از این رو مدیران سازمان های فرهنگی قبل از برنامه ریزی در این خصوص، باید به نهادینه کردن این الزامات در محیط کار اهتمام ورزند.
1. Abolalaei, B. & Ghafari, A. (2006). Future managers: theoretical foundations and practical experiences of talent search and succession programs for managers. Industrial Management Organization publications, third edition [In Persian].
2. Ahmad, R.B., Bin Mohamed, A.M. & Manaf, H.B.A. (2017). The relationship between transformational leadership characteristic and succession planning program in the Malaysian public sector. International Journal of Asian Social Science. 7(1): 19-30.
3. Ahmad, A.R., Keerio, N., Jameel, A.S. & Karem, M.A. (2020). The Relationship between National Culture and Succession Planning in Malaysian Public Universities. Journal of Education and e-Learning Research. 7(3): 242-249.
4. Akbar Hidayat, W.G.P., Annas, M. & Dewi, C.S. (2023). Succession planning and succesor competencies in the port boarding and unloading family business. Jurnal Ekonomi. 12(4): 1738-1747.
5. Akpan, O.O, Brownson, C. & Uwa, K. (2023). Succession Planning and Organizational Sustainability among Banks in Eket Local Govt., Akwa Ibom State. International Journal of Advanced Academic Research. 9(6): 209- 234.
6. Awadhi, T.H.A. & Sakinah, B.M. (2023). Reviewing the Relation between Human Resources Practices, Talent Management and Succession Planning in UAE Public Sector. Information Sciences Letters. 12(4): 1-14.
7. Beheshtifar, M., Pourkiani, M. & Nekoi Moghadam, M. (2010). Fostering Succession: Creating a Treasury of Talents. Kerman University of Medical Sciences Publications. First edition. 1-190 [In Persian].
8. Brooks, v. & Henderson, T.L. (2005). Georgia’s Flexible Succession Planning Model, Growing Tomorrow’s Leaders Today. Georgia Merit System. 10(8): 12-25.
9. Brown, A. (2023). Effective Succession Planning and Organizational Development for Behavioral Health Leadership. Doctoral Study Submitted in Partial Fulfillment of the Requirements for the Degree of Doctor of Psychology in Behavioral Health Leadership. Walden University. 1-116.
10. Caudron, S. (1999). The Looming Leadership Crisis. Workforce Journal. 78: 72-89.
11. Daniali Dehoz, M., Allameh, M. & Safari, A. (2017). Designing a succession management model with foundation data approach. Change Management Quarterly. 10(19): 105-140 [In Persian].
12. Dapaa, A.B. (2019). Succession Planning Practices among Nurse Managers at Korle Bu Teaching Hospital; University of Ghana: Accra, Ghana.
13. DeMay, D. (2008). 21st Century Succession Planning. Consulting firm of Transformation Solutions. White Paper, February 4.
14. Ebnali, M., Hulme, K., Ebnali-Heidari, A. & Mazloumi, A. (2019). How does training effect users’ attitudes and skills needed for highly automated driving? Transportation research part F: traffic psychology and behavior. 66: 184-195.
15. Eshtrefi, L. (2021). Entrepreneurship in the United Arab Emirates. World Scientific Book Papers. 7: 147-166.
16. Faqihi, A. & Zakari, M. (2014), Pathology of establishing succession of managers in Iran's government organizations. Public Administration Mission. 5 (15 and 16): 15-24 [In Persian].
17. Glynn, L. (2006). A critical appraisal tool for library and information research. Library Hi Tech. 24(3): 387-99.
18. Groves, K.S. (2007). Integrating Leadership Development and Succession Planning Best Practices. Journal of Management Development. 26(3): 244- 253.
19. Hadizadeh Moghadam, A. & Soltani, F. (2011). Explaining the components of implementing succession management in the organization; Case study: the headquarters areas of the National Iranian Oil Company and its subsidiaries based in Tehran. Management and Human Resources Quarterly in the Oil Industry. 3(10): 39-82 [In Persian].
20. Hart, A.S. (2011). An in-depth evaluation of succession planning and management in health care organizations. Dissertation, University of Minnesota.
21. Henry, K. (2017). Effect of succession planning on performance of selected livestock products based corporate firms in Kenya.
22. Hosseini, H., Shaemi Barzoki, A. & Nasr Esfahani, A. (2017). Designing a Model for Succession Management System Based on Native Organizational Indicators. Human Resource Management Research Quarterly of Imam Hossein University (AS). 10(1): 25-40 [In Persian].
23. Huang, T. (2001). Succession Management Systems and Human Resource
Management Outcomes. International Journal of Manpower. 22(8): 736-747.
24. Ibrahim, A.B., Soufani, K., Poutziouris, P. & Lam, J. (2004). Qualities of an effective successor: the role of education and training. Education & Training. 46(8/9): 477-488.
25. Iroulor, N.V. & Umoh, G.I. (2017). Organizational structure on succession planning and organizational resilience of manufacturing firms in Nigeria. Scholarly Journal of Science Research and Essay. 6(6): 136–141.
26. Janahmadigol, M., Rezaiefar, H. & Hakimpur, H. (2023). A Meta-Analysis on Factors Affecting Succession Management in Public Organizations. Public Management Researches. 16 (60): 191-218 [In Persian].
27. kozegaran bajestani, S. (2023). Dimensions and components of succession planning: a review study. Transformative Human Resources Quarterly. 1(3): 78-91 [In Persian].
28. Latifi, M., Abdolhosseinzadeh, M. & Azarfar (2013). Design of Succession Planning Model in Public Sector Organizations with Interpretive Structural Modelling (ISM). Quarterly Journal of Public Administration. 4(4): 33-50 [In Persian].
29. Maseke, B.F. & Muadinohamba, J.L. (2023). The Interplay of Factors Driving Succession Planning in Namibian Commercial Public Enterprises. Organization and Human Capital Development (ORCADEV). 2(2): 44-57.
30. Massalu, H.D., Onyancha, H. & Lamu Am, A.A. (2022). Factors Influencing Successor Selection During Succession Planning on Growth of Family Businesses within Moshi Municipality Tanzania. International Journal of Contemporary Applied Researche. 9(9): 67-78.
31. McLaggan, E., Bezuidenhout, A. & Botha, C.T. (2013). Leadership style and organizational commitment in the mining industry in Mpumalanga, SA Journal of Human Resource Management. 11(1): 1-9.
32. Mehreen, A. & Ali, Z. (2022). The interplay between employee development factors and succession planning in predicting employee performance: evidence from retail banks. Industrial and Commercial Training. 54(1): 1-17.
33. Montlha Pila, M., Schultz, C. & Paul Dachapalli, L.A. (2016). Factors related to succession planning in a government department in Gauteng. Problems and Perspectives in Management. 14(3): 145-153.
34. Mruttu, C. & Makokha, E.N. (2022). Selected Factors Influencing Effective Succession Planning in Deposit Taking Savings and Credit Cooperatives in TransNzoia County, Kenya. International Journal of Recent Research in Social Sciences and Humaniti. 9(3): 165-178.
35. Murray, A. (2007). Growing Your Own: Developing Leaders through Succession Planning. Liber Quarterly. 17(¾): 1-6.
36. Nikfardesti, M. (2017). Identifying effective factors in the succession system and future managers, the 4th International Conference on Management and Humanities in Iran. 23 March, University of Tehran. 1-18 [In Persian].
37. Oderinde, M.A, Olanipekun, L.O & Omosanya, O.K (2023). Succession Planning and Organisational Performance among Selected Painting Firms in Lagos State. TJMCS. 1(1): 12–33.
38. Porkiani, M., Beheshtifar, M. & Nekoie-Moghadam, M. (2010). Succession planning in Iranian governmental agencies. Journal of American Science. 6(12):736-741.
39. Quatt, C. (2007). Organizational Succession Planning Board Discussion Framework. Quatt Associates Inc., Washington.
40. Ritchie, M. (2020). Succession planning for successful leadership: Why we need to talk about succession planning!. Management in Education. 34(1): 33-37.
41. Rothwell, W.J. (2005). Effective Succession Planning: Ensuring Leadership Continuity and Building Talent from Within. New York, NY: American Management Association.
42. Rothwell, W. (2010). Effective succession planning: Ensuring leadership continuity and building talent from within fourth Edition. American Management Association, New York, NY.
43. Rothwell, W.J. (2006). Ten Key Steps to Effective Succession Planning. Rothwell & Associates Inc. http://www.halogensoftware.com
44. Sandelowski, M. & Barroso, J. (2006). Handbook for synthesizing qualitative research: Springer publishing company. 1-79.
45. Sayyadi, M. & Provitera, M.J. (2023). The Magic Spark Model: The Future of Transformational Leadership Succession Planning. Muma Bussiness Review. 7(3): 53-59.
46. Siambi, J.K. (2022). Leadership Succession Planning and Organization Transition: A Review of Literature. International Journal of Managerial Studies and Research. 10(3): 16-30.
47. Sohu, J.M., Mirani, M.A., Dakhan, S.A. & Junejo, I. (2020). A Study of Factors Influencing on Succession Planning: Evidence from Service Sector of Pakistan. International Journal of Management. 11(12): 2629-2636.
48. Stanley Chukwuebuka, U., Monica Clarkson, G. & Emeka Johnpaul, O. (2023). Succession Planning, Management Development and Business Longevity of Small & Medium Enterprises (SMEs) in Plateau State. Research Journal of Management Practice. 3(10): 1-10.
49. Steeves, R. & Ross, B. (2003). Using succession planning to transform organizations. The Centre for Exceptional Leadership Inc.
50. Stevens, P. (1998). Bottom Up Succession Planning Works Better. Worklife Asia Pte Ltd. http://www.9to5.com.sg/resources/magmine/succpln.asp
51. Tropiano, M.J. (2004). Effective Succession Planning. Defense AT&L: May-June.
52. Umans, I., Lybaert, N., Steijvers, T. & Voordeckers, W. (2019). The influence of transgenerational succession intentions on the succession planning proccess: The moderating role of high-quality relationships. Journal of Family Business Strategy. 12(2): 1-14.
53. Wilson, V. (2018). Succession planning models, conceptual maps: Ethical considerations and best practices. Succession planning: Promoting organizational sustainability. 199-211.
