فراتحلیل موانع استقرار جانشین‌پروری
فراتحلیل موانع استقرار جانشین‌پروری
الموضوعات :
مرضیه عبدالرضایی
1
,
حمید رضائی فر
2
,
محمد محمدی
3
,
حسین حکیم پور
4
1 - دانشجوی دکتری گروه مدیریت دولتی ، واحد بیرجند، دانشگاه آزاد اسلامی، بیرجند، ایران.
2 - استادیار گروه مدیریت دولتی، واحد بیرجند، دانشگاه آزاد اسلامی، بیرجند، ایران
3 - استادیار گروه مدیریت دولتی، واحد بیرجند، دانشگاه آزاد اسلامی، بیرجند، ایران.
4 - استادیار گروه مدیریت دولتی ، واحد بیرجند، دانشگاه آزاد اسلامی، بیرجند، ایران
الکلمات المفتاحية: جانشین‌پروری, مدیریت استعداد, موانع جانشین‌پروری,
ملخص المقالة :
امروزه مدیریت در سازمان‌های مختلف طی فرآیند جانشین‌پروری موفق به شناسایی استعدادها، توانایی‌ها و علاقه‌مندی‌های کارکنان درون سازمان و یا افراد خارج از سازمان می شوند؛ این امر موجب افزایش بهره‌وری سازمان می‌شود. لذا این تحقیق با هدف فراتحلیل موانع استقرار جانشین‌پروری انجام شده است. روش پژوهش، مرورسیستماتیک کمی یا فراتحلیل می باشد. در اين پژوهش، از روش هفت مرحله اي سندلوسكي و باروسو (2007) استفاده شده است. منابع مورد جستجو، اطلاعات علمی جهاد دانشگاهی و پایگاه نشریات کشور، اسکوپوس، امرالد، ساینس دایرکت و اسپرینگر بوده است. مقاله های مرتبط با کلیدواژه های تحقیق 124 مقاله منظور گردیده است که پس از بررسی عنوان تحقیق 74 مقاله برای چکیده مورد بررسی قرار گرفت که از این تعداد، 22 مقاله حذف شد و تعداد 52 مقاله برای بررسی متن کامل آنها وارد مرحله بعد شد که در نهایت با حذف 22 مقاله نامرتبط با متن، تعداد 30 مقاله در این مرحله انتخاب گردید. یافته‌های تحقیق شامل 84 شاخص یا متغیر به دست آمده است که طبق دسته بندی شامل موانع فردی، موانع سازمانی، موانع مدیریتی، موانع ماهیت شغلی، موانع منابع انسانی، موانع پیاده‌سازی جانشین‌پروری می باشند. یافته‌های تحقیق نشان داده است که کمترین میزان در اندازۀ اثر مربوط به موانع سبک تصمیم‌گیری آنی و اجتنابی و بیشترین میزان مربوط به تلاش برای حفظ وضعیت موجود می باشد.
Abbasi, S., Shiri, A., Taban, M. (2016). Identifying the challenges of succession in the academic environment (case study: employees of universities in Ilam province). Management in Islamic University 14,6(2). 218-236. [In Persian] https://sid.ir/paper/242318/fa.
Abdollah, Z. (2009). Succession planning in Malaysian institution of higher education. International Education Studies, 2(1),129-132. doi:10.5539/ies.v2n1p129.
Ahmad, R. B., 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. doi:10.18488/journal.1/2017.7.1/1.1.19.30.
Akani,V. C.(2015). Management Succession Planning and Corporate Survival in Nigeria: A Study of Banks In Portharcourt. European Journal of Business and Management ,7(27),153-176. https://core.ac.uk/download/pdf/234626825.pdf
Almasi, L. , Labadi, Z.(2013). Glass ceiling in succession of women in managerial positions. Educational leadership and management research. First Year Quarterly, 1(3), 117-91. [In Persian] doi:10.22054/jrlat.2017.631.1016.
Amin bidakhti, A.A., Nemati, M.A., & Karimi, F. (2013). Investigating the relationship between organizational learning and succession management [O&R1] with the moderating role of organizational commitment. Journal ofExecutive Management. 5(10): 58-35. [In Persian] dor:20.1001.1.20086237.1392.5.10.2.3
Angzai Quds, A., Rahmani, M., Mohammadzadeh, R., Mehralizadeh, Q.(2023). Identifying and explaining the dimensions and components of the Marine Ranger succession model, a case study (Navy of the Islamic Republic of Iran, Marine Science Training),2(1),1-33. [In Persian] https://jdhcm.iamu.ac.ir/ article_696967.html
Arunmozhi, G. Natarajan, P (2017).Employee Retention Strategies in IT Industry, Puducherry . Indian Journal Of Research ,6(5),79-96, https://ssrn.com/abstract=3810564
Baladhi, M., Salehi, M.(2014). succession and its relationship with the leadership style of commanders and managers. Supervision and inspection quarterly. 10(35). 101-72 [In Persian] https://ensani.ir/file/download/article/6593ef8f4faa9-10723-1401-233.pdf
Cameron, C. (2017). Bridging Executive Succession Gaps: Factors that Most Accelerate Executive Development [Doctoral dissertation, Case Western Reserve University].
Capuano T, MacKenzie R. (2013).Achieving succession planning and implementation: one healthcare network's story. Healthc Manage Forum, 26(3),136-144. doi:10.1016/j.hcmf.2013.06.003
Chaterchi, N. A., Tabari, M. (2017). Designing succession management system in social security organization. Social Security Quarterly.13(4),157-185[In Persian] http://ensani.ir/file/download/article/1568463035-10185-49-8.pdf
Church, A. H. (2014). Succession planning 2.0: Building bench through better execution. Strategic HR Review, 13(6),233-242. doi:10.1108/SHR-08-2014-0045
Collings, D. G., & Mellahi, K. (2009). Strategic talent management: A review and research agenda. Human resource management review, 19(4), 304-313.doi:10.1016/j.hrmr.2009.04.001
Davodi, S. A., Yaqoubi, N. M., Imani, A. M. (2016). A comprehensive model of talent search and succession in the higher education system of Sistan and Baluchistan province. Public Management Research, 10(38), 251-276. [In Persian] doi:10.22111/JMR.2018.3725
Denker AL, Sherman RO, Hutton-Woodland M, Brunell ML, Medina P.(2015). Florida nurse leader survey findings: Key leadership competencies, barriers to leadership, and succession planning needs. Journal of Nursing Administration; 45(7-8):404-10. doi:10.1097/NNA.0000000000000222
Elbad, E. (2019). Presenting a model for succession in higher education (case study of Tehran Islamic Azad University). Human Capital Empowerment Magazine.3(3), 241-217 [In Persian] https://sanad.iau.ir/fa/Article/1038334
Etemadian M, Mosadeghrad A M, Soleimani M J, Hedayati S P. (2020). Succession planning success factors in a hospital: A case study. Payesh,19(1),41-61
[In Persian] http://payeshjournal.ir/article-1-1280-fa.html .
Faizi Razi, F., Ki Khosravi, H., Haydaria, S. A. (2023). Designing a model of effective factors on the implementation of succession in universities with a mixed approach. Sustainable Human Resource Management, 5(8), 145-171. [In Persian] doi:10.22080/shrm.2023.4163
Fakhradkhani, F., & Rezghi Shairsavar, H. (2017). the effect of managers' decision making styles on success management strategies at Allameh Tabataba'i University. Research on Educational Leadership and Management, 4(13), 57-83. [In Persian] doi:10.22054/jrlat.2019.30086.1358.
Faqihi, A., Zakari, M. (2013). Pathology of establishing succession of managers in Iran's government organizations. Government Management Mission Quarterly. fifth year No. 15 and 16. 15-24[In Persian] https://sid.ir/paper/199142/fa
Gersib, J. A., & Mason, S. (2023). A meta-analysis of behavior interventions for students with emotional-behavioral disorders in self-contained settings. Behavioral Disorders, 48(4), 269-283. doi:10.1177/01987429231160285
Gharibpour M, Aref M, Latifi M. (2014).Investigation of Relationship between Succession Planning, Organizational Maturity of Employees and Managers Leadership Style in Family Businesses. ORMR,4(3),131-149.[In Persian] dor:20.1001.1.22286977.1393. 4.3.3.1
Hardie. R.(2011). Principals’ Perceptions of the Essential Components of Sustainable Leadership and Implications for Succession Planning at the Elementary School Level: A Mixed Methods Research Study. Dissertation submitted to the College of Graduate Studies and Research in Partial Fulfillment of the Requirements for the Degree of Doctor of Philosophy in the Department of Educational Administration University of Saskatchewan Saskatoon, 1-399. https://www.collectionscanada.gc.ca/obj/thesescanada/vol2/003/NR92252.pdf
Jalilian, A., Sufi, A.(2012). Succession of Naja managers and commanders, dimensions and validation based on exploratory and confirmatory factor analysis. Supervision and Inspection Quarterly,7(23). 32-57 [In Persian].https://ensani.ir/file/download/article/6593e40f720ab-10723-1401-155.pdf
Kasmai, A. Q.(2016). Investigating the key factors of success in the succession of principals of education schools in the 4th district of Tehran. Bi-monthly magazine of applied studies in management and development sciences, 2(1), 113-123 [In Persian] magiran.com/ p1711660
Knapp, K. M., Wright, C., Clarke, H., McAnulla, S. J., & Nightingale, J. M. (2017). The academic radiography workforce: age profile, succession planning and academic development. Radiography, 23(1), S48-S52.doi:10.1016/j.radi.2017.05.012
Mahmoudi, F.(2018). Presenting the process model of succession based on the foundation's data theory method (case study: Imam Khomeini Relief Committee). Educational Management Research Quarterly, 11(42), 82-102. [In Persian]. https://sanad.iau.ir/Journal/earq/ Article/1113356.
McKee, G., Froelich, K. (2016). Executive succession planning: Barriers and substitutes in nonprofit organizations. Annals of Public and Cooperative Economics, 87(4), 587-601.doi:10.1111/apce.12129
Mehrtak, M., Habibzadeh, Sh., Watankhah, S., Jafari Auri, M., Delgoshai, B., Azari, A. (2015). Analysis of the gap between the current and desired situation of surrogate parenting: a case study in the Ministry of Health and Medical Education. Health Management, 19(63), 91-100. https://sid.ir/paper/130076/fa
Mirmohammadi, M, Hasanpour, A. (2011). Iran's administrative system: an analysis of problems and challenges. Public administration perspective, 2(4), 9-22. [In Persian] https://jpap.sbu.ac.ir/ article_94515.html
Mohammadi, J., Gholamzadeh, D., Mirabi, V., Vedadi, V. (2019). Testing the multi-criteria decision model in designing the success model of succession programs in Iranian banks. Financial Engineering and Securities Management Quarterly, 11(45), 612-638. [In Persian] https://journals.iau.ir/article_679107.html
Momeni, S. (2019). Identifying and prioritizing factors affecting succession in the fire department with an interpretive structural modeling approach. Quarterly journal of new research approaches in management and accounting,4(47), 46-72. [In Persian] https://majournal.ir/index.php/ma/article/view/595
Montazer Ataei, M., Karimi Monghi, H., Qhavidel, M. Grivani, A. (2021). Meta-analysis of factors affecting nurses' workload. Journal of the Faculty of Medicine of Mashhad University of Medical Sciences, 64(4), 3684-3698. doi:10.22038/mjms.2021.19568
Moreno, J. V., & Girard, A. S. (2019). Capitalizing on an Existing Shared Governance Structure in Developing Leadership Succession Planning. JONA: The Journal of Nursing Administration, 49(4), 193-200. doi:10.1097/NNA.0000000000000737
Naderian, M. (2017). Applying the force field model in the planning of clubs to plan the succession of football players. Contemporary researches in sports management, 7(13), 13-22 [In Persian] https://sid.ir/paper/267387/fa
Nasr A, Ghasemizad A. (2019).Identification and prioritizing Succession Management Barriers in Shiraz Petrochemical Company by mixed method . Strategic studies in the oil and energy industry ,10 (40) :147-166 [In Persian] http://iieshrm.ir/article-1-722-fa.html
O'Donohue, M. (2016) Using a Knowledge Management Approach to Support Effective Succession Planning in the Civil Service,Masters Dissertation, Dublin Institute of Technology, 1-159. https://arrow.tudublin.ie/scschcomdis/83.
Pandey, S. & Sharma, D. (2014). Succession Planning Practices and Challenges: Study of Indian Organisations. Procedia Economics and Finance 11, 152 – 165.doi:10.1016/S2212-5671(14)00185-3
Perrenoud, A. J., & Sullivan, K. T. (2016). Analysis of Executive Succession Planning in 12 Construction Companies. International Journal of Construction Education and Research, 13(1), 64–80. doi:10.1080/15578771.2016.1143892
Qolipour, A., Pourezzat, A.A. , Sabek Ro, M. (2013). The application of the force model in succession planning, Human Resource Management Research Quarterly. Imam Hossein Comprehensive University. 3(1),119-139 [In Persian] https://www.sid.ir/paper/163156/fa
Qolipour, Arin, Pourezzat, Ali Asghar, Sabek Ro, Mehdi. (2011). The application of the force model in succession planning, Human Resource Management Research Quarterly. Imam Hossein Comprehensive University,3(1), 119-139. [In Persian] https://www.sid.ir/paper/163156/fa
Raisipour, A., Tadberi, S., Sadeh, E., Afsharnjad, A.(2023). Compilation and presentation of the competency-based succession system model for managers of the Islamic Azad University, a research based on the qualitative approach of foundation data, Farda Management Journal, 16(53),33-54 [In Persian] http://modiriyatfarda.ir/Article/ 13960327439406555
Rajaipour, Saeed .(2019). Identifying the challenges facing succession in education with a grounded theory approach. Scientific journal of applied educational leadership, 1(2). 29-44 [In Persian] https://ael.uma.ac.ir/article_1052.html
Sandelowski, M., & Barroso, J. (2002). Finding the findings in qualitative studies. Journal of nursing scholarship, 34(3), 213-219. doi:10.1111/j.1547-5069.2002.00213.x
Schepker, D. J., Kim, Y., Patel, P. C., Thatcher, S. M., & Campion, M. C. (2017). CEO succession, strategic change, and post-succession performance: A meta-analysis. The Leadership Quarterly, 28(6), 701-720.doi:10.1016/j.leaqua.2017.03.001
Sithole, Z. N. (2018). Black Executive Business Leaders’ Strategies and Tactics for Accelerated Development: Implications for Coaching. University of Johannesburg (South Africa) https://hdl.handle.net/ 10210/283692
Taleghani, M., Alizadeh, E., Pickrangar, A. H., Mehdizadeh, M. (2023). Designing a comprehensive succession model in the management system of the country with a hybrid approach. Human Capital Empowerment Journal, 6(1),73-91. [In Persian] https://sanad.iau.ir/journal/jhce/Article/698953?jid=698953
Thunholm, Peter. (2008). Decision–Making Style: habit, style or both?, Journal of Personality and Individual Differences, 36(4), 931-944. .doi:10.1016/S0191-8869(03)00162-4
Torabi, N., Karimi, F., Nadi, M. A. (2023). Establishing the management succession system in the university: based on the data base theory approach. Sustainable Human Resource Management, 5(8), 41-64 [In Persian] https://sid.ir/paper/518774/fa
Tutian Esfahani, S., Mehrara, E., Kalantari, R. (2018). Examining the obstacles affecting the establishment of succession system. Human Resource Management Research, 11 (1), 168-187 [In Persian] https://www.sid.ir/paper/518774/fa
Zafar, A., & Zaki, A. R. (2022). Effect Of Succession Planning On Employee Retention (A Case Study Of Customer Service Industry In Karachi). Global Journal For Management And Administrative Sciences, 3(3), 45–63. doi:10.46568/Gjmas.V3i3.81
