Effective strategies for the establishment of integration model for succession planning and career progression path of iranian azad universities administrators (Qualitative Research Based Grounded Theory Approach)
الموضوعات :
Ali Raeespoor
1
(
Department of management, college of human science,Saveh Branch,Islamic Azad University,Saveh,Iran
)
Siros Tadbiri
2
(
Department of Management, College of Human Science,Saveh Branch, Islamic Azad University, Saveh, Iran
)
Alireza Afshar Nejad
3
(
Department of Management, College of Human Science,Saveh Branch, Islamic Azad University, Saveh, Iran
)
الکلمات المفتاحية: Integration model, Effective strategies, Career progression path planning, Keywords: Succession planning,
ملخص المقالة :
• AbstractThis research was done to provide effective strategies for the establishment of integration model for succession planning and career progression path of azad universities administrators from the perspective of higher education administrators and professionals based on the systematic theoretical design of Strauss and Corbin grounded theory. Accordingly, using a targeted sampling method, semi-structured interviews were made with 22 middle and executive managers of universities, authors in the field of succession planning and career progression path, and key scholars on human resource management and higher education, and the data were extracted from the interviews.The approach used in this study is a mix approach and hence, for developing the comprehensive research model, qualitative and quantitative approaches (in combination with one another) were used.. For selecting sample volume, snow ball method was used and finally, the research model was developed based on the opinions of 22 experts. In the second stage, the presented research model was tested by using SPSS 20, Lisrel8.8 and results indicated that the relationships and components of the proposed model are significant. During a three-step coding process (open, axial and selective), the data analysis revealed seven main categories as the effective strategies for the establishment of integration model for succession planning and career progression path of governmental universities administrators, which included acquaintance, participation of university administrators, organizational learning, trust-making, futurism, academic independence and systemic insight
[1] A. Strauss, J. Corbin, Principles of qualitative research method: Basic theory of procedures and methods, Translation by Mohammadi, B., Tehran, Institute of Humanities and Cultural Studies, 2006.
[2] A. Strauss, Anselm, J. Corbin, Foundations of qualitative research, techniques and stages of the production of background theory, Translated by Afshar, E., Tehran, Nashre Nye Publication, 2011.
[3] Z. Bidmeshki, Comparison of the current status of succession planning and talent management with its optimal status in higher education system, Quarterly Journal of Research and Planning in Higher Education, 2015, 72, P.51-72.
[4] S. Rad, F., Ghasemi, Z., Research accountability of the faculty members of Qazvin University of Medical Sciences, Journal of Development of Education in Medical Sciences, 2015, 7(14), P.54-65
[5] F. Maghsood, University and Higher Education, Tehran, Nashre Nye Publication, 2010.
[6] R. Abbaspour, Qualitative research on the accountability strategies of public universities from the point of view of higher education experts, Leadership Research and Educational Management Quarterly, 2016, 3, P.34-57.
[7] Ghiasi Nadoshan, A reflection on the establishment of management succession planning system at the university, A model derived from the grounded theory, Quarterly Journal of Research in Educational Systems, 2012, 19, P.57-88.
[8] A. Yamani Dozi M. Sorkhabi, Quality in higher education, Tehran: SAMT Publication, 2013.
[9] A. Yamani Dozi, M. Sorkhabi, An introduction on the study of the functioning of academic systems, Tehran: Shahid Beheshti University Press, 2002.
[10] D. C. Bisbee, Current Practices of Land-Grant Universities for Identifying and Training Academic Leaders, Unpublished Doctoral Dissertation, University of Arkansas, 2005.
[11] B. J. Cembrowski, Succession Planning for Management Staff at a Western Canadian Postsecondary Technical Institute, (Doctoral dissertation, University of Alberta-Canada,1997). ProQuest Digital Dissertations, AAT MQ2270, 1997.
[12] J. W. Creswell, D. L. Miller, Determining Validity in Qualitative Inquiry, Theory into Practice, 2012, 39, P.124-130
[13] D. F. Geller, Building Talent Pools in Student Affairs: A Professional Development Model for Succession Planning (Doctoral dissertation, University of California, Los Angeles. ProQuest Digital Dissertations, AAT 3142543, 2004.
[14] K. Groves, Integrating Leadership Development and Succession Planning Best Practices. Journal of Management Development, 2007, 26(3), P.239-252.
[15] J. J. Heuer, Succession Planning for Key Administrators at Ivy Plus Universities, (Doctoral Dissertation, University of Pennsylvania, 2003). ProQuest Digital Dissertations, AAT 3084871, 2003.
[16] P. Ramsden, Learning to Lead in Higher Education. New York: Rutledge Flamer, 2003
[17] W. J. Rothwell, Effective Succession Planning Ensuring Leadership Continuity and Building Talent from within (First Ed), New York: American Management Association, 2003.
[18] W. J. Rothwell, Effective Succession Planning Ensuring Leadership Continuity and Building Talent from within (Third Ed), New York: American Management Association, 2005.
[19] W. J. Rothwell, Career Planning and Succession Management, Developing Your Organization’s Talent- for Today and Tomorrow, 1st Edition, USA. Prager, 2010.
[20] W. J. Rothwell, Career Planning and Succession Management, Developing Your Organization’s Talent- for Today and Tomorrow, 2nd Edition, United States, Prager, 2015.
