بررسی میزان اجرای نظام جانشینپروری و تعیین رابطه آن با رضایت شغلی کارکنان در سازمان امور اقتصادی و دارایی استان کرمان
الموضوعات :حمید تابلی 1 , سمیه نوبری 2 , امین نیک پور 3 , راحله چمنی فرد 4
1 - استادیار، دانشگاه پیام نور
2 - دانشجوی کارشناسی ارشد مدیریت بازرگانی، دانشگاه آزاد اسلامی، واحدعلوم و تحقیقات آذربایجان شرقی، باشگاه پژوهشگران جوان و نخبگان، تبریز، ایران
3 - دانشجوی دکتری گروه مدیریت،واحد علوم و تحقیقات کرمان ،دانشگاه آزاداسلامی،کرمان، ایران
4 - دانشجوی دکتری، دانشگاه آزاداسلامی، واحد علوم و تحقیقات کرمان،گروه مدیریت، کرمان، ایران
الکلمات المفتاحية: رضایت شغلی, جذب و به کارگیری افراد مستعد, ارزیابی منابع موجود, آموزش و بهسازی, بهره‌وری سازمانی,
ملخص المقالة :
هدف پژوهش حاضر بررسی میزان اجرای نظام جانشین پروری و تعیین رابطه آن با رضایت شغلی کارکنان در سازمان امور اقتصاد و دارایی استان کرمان می باشد. پژوهش حاضر از نوع پژوهش های توصیفی و همبستگی است که به روش پیمایشی انجام شده است. جامعه آماری پژوهش شامل کلیه کارکنان سازمان امور اقتصادی و دارایی استان کرمان می باشد و تعداد 240 نفر مطابق با جدول مورگان به عنوان نمونه پژوهش انتخاب گردید. به منظور تجزیه و تحلیل داده ها از روش آمار توصیفی و استنباطی استفاده شده و ابزار گردآوری اطلاعات پرسشنامه های اجرای نظام جانشینپروری و رضایت شغلی می باشد. یافته های پژوهش نشان می دهد که بین اجرای نظام جانشینپروری و زیرمتغیرهای آن یعنی جذب و به کارگیری افراد مستعد، ارزیابی منابع موجود، آموزش و بهسازی افراد مستعد و رضایت شغلی رابطه معنادار گزارش شده است (P<0.01).
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_||_Abu al-Ali, B. (2004). Centers for Assessment and Management of Successor Affairs. Tadbir Monthly, 145, 4-13, (In Persian).
Abolayali, B., & Ghaffari, A. (2006). Human Capital, Competitive Advantage of Organizations in the Field of Globalization. Tehran: Ahar Publishing, (In Persian).
Ansari, M. (2011). The Effect of Financial and Non-Financial Measures on Performance Evaluation on Job Satisfaction from the Point of View of the Employees of the Companies Accepted in the Exchange. Quarterly Journal Accounting and Auditing, 63, 1-20, (In Persian).
Beheshtifar, M. (2010). Exploring and Clarifying Executive Requirements of the System of Succession in the Body of the Government of the Islamic Republic of Iran and Providing a Desirable Model Based on the Goals of 1404. PhD Thesis, A Kerman: Islamic Azad University, (In Persian).
Carroll, C. (2004), “Succession planning: developing leaders for the future of the organization”, Leadership Abstracts, Vol. 17, No. 2, pp. 1-2.
Collins, S. K. and Collins, K. S. (2007), “Succession planning and leadership development: critical business strategies for healthcare organizations”, Radiology Management, Vol. 29, No. 1, pp. 16-21.
Hafez Nia, M. R. (2009). Introduction to Research Methods in the Humanities. Tehran: Samt Puplishing, (In Persian).
Hills, A. (2009), “Succession planning-or smart talent management”?, Industrial and Commercial Training, Vol. 41, No. 1, pp. 3-8.
Huang, T. C. (2001), “Succession management systems and human resource outcomes”, International Journal of Manpower, Vol. 22, No. 8, pp. 736-747.
Jamshidian, M., & Rezaei, A. (1998). In-service Training and Its Effects on Increasing the Efficiency of Manpower in the Public Sector. Human Sciences Quarterly, 9, 75-84, (In Persian).
McConnell, T. (2002), Succession Planning, Mc Connell HR Consulting Inc, In Canada: Ottawa, Tim@McConnellHRC.com
Ndambakuwa, Y. and Mufunda, J. (2006), “Performance appraisal system impact on university academic staff job satisfaction and productivity”, Performance Improvement Quarterly, Vol. 19, No. 1, pp. 117-126.
Nuttall, I., Falkner, T. and Roberts, V. (2007), Succession Planning: Whatever You Call It, Do It, AACRAO, Boston, Massachusetts, University of Minnesota.
Spector, P. (2008). Industrial and Organizational Psychology. Translate by: Sh. Mohammadi, Tehran: Arasbaran Publication, (In Persian).
Tajd al-Din, M., & Ma'ali-Tafty, M. (2008). Talent War. Tadbir's Monthly, 192,72-73, (In Persian).
Tropiano, M. (2004), Effective succession planning, Defense AT and L: May - June.
Yap, M., Holmes, M. R., Hannan, C. and Cukier, W. (2010), “The relationship between diversity training, organizational commitment, and career satisfaction”, Journal of European Industrial Training, Vol. 34, No. 6, pp. 519-538.
