Designing a Merit Selection Model in the Judiciary
Subject Areas : Public Administration
Hashem Shahriari
1
,
علیرضا روستا
2
,
Kashefy Neishabouri
3
,
farzad asayesh
4
1 - PhD student, Department of Governmental Management, Kish International Unit, Islamic Azad University, Kish Island, Iran.
2 - Associate Professor, Department of Business Management, Shahr-e-Qods Branch, Islamic Azad University, Tehran, Iran
3 - Assistant Professor, Department of Industrial Management, Central Tehran Branch, Islamic Azad University, Tehran, Iran
4 - Department of Business Management, Humanities, Islamic Azad University, Shahre-e Qods Branch, Tehran, Iran.
Keywords: Merit Selection, Human Resources, Employee Qualifications, Government Organizations, Judiciary.,
Abstract :
The aim of the current research is to present a merit selection model in the judiciary. In the qualitative section, the statistical community included 17 university professors, managers and human resource management specialists who were selected using the snowball sampling method. In the quantitative part, the statistical population included all employees of the judiciary in Tehran, and the sample size was determined by using Cochran's formula to be 366 people. The data collection tool in the qualitative part of the interview was semi-structured, which was designed based on theoretical principles. In the quantitative section, a questionnaire was used, which was distributed and collected by a simple random method. The validity of the coding of the interviews and the questionnaire was confirmed by experts, and Cronbach's alpha was used to check the reliability of the questionnaire in the quantitative part. The data were analyzed in the quantitative section using the method of meta-composition and thematic analysis, and descriptive statistics and confirmatory factor analysis were also used in this section. The results showed that the merit selection model includes three overarching themes: Individual skills (innovative behavior, personality traits, personal brand and self-management), Organizational skills (knowledge management, organizational ethics, job resilience and knowledge skills), and core skills (communication skills, foresight, interpersonal skills, responsibility and organizational intelligence). Also, the results of the confirmatory factor analysis confirmed the pattern extracted from the research literature.
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