Manuscript ID : GEOGRAPHY-1912-1658 (R6)
Visit : 211
Page: 798 - 821
20.1001.1.66972251.1400.13.3.37.0
Article Type:
Original Research
Subject Areas :
احسان فرخی
1
,
محمد رضا باقرزاده
2
,
مجتبی طبری
3
,
اسدالله مهرآرا
4
1 - دانشجوی دکتری تخصصی مدیریت دولتی، واحد قائمشهر، دانشگاه آزاد اسلامی، مازندران، ایران
2 - عضو هیئت علمی گروه مدیریت دولتی، واحد قائمشهر، دانشگاه آزاد اسلامی، مازندران، ایران
3 - عضو هیئت علمی گروه مدیریت دولتی، واحد قائمشهر، دانشگاه آزاد اسلامی، مازندران، ایران
4 - عضو هیئت علمی گروه مدیریت، واحد قائمشهر،دانشگاه آزاد اسلامی، ایران، قائمشهر
Received: 2019-12-11
Accepted : 2021-05-10
Published : 2021-06-22
Keywords:
References:
- References
Abtahi, S.H. And Montazeri, M., (1386). Competency-based management and its role in human resource management, Quarterly Journal of Management Studies, Vol. 57, pp. 16-1.
Abol Alaei, B and Ghaffari, AS (1386). Future Managers (Theoretical foundations and practical experiences of talent identification and succession management programs), Tehran: Industrial Management Organization Publishing, Second Edition.
Armstrong, M., (1390). Strategic Human Resources Management, translated by Seyed Mohammad Aarabi, Omid Mahdieh, Cultural Research Office.
Afzalabadi, M.; Zare, H., Afzalabadi, M., A. and Aghabagheri, F. (1389). Successful Educational Needs Assessment Using Organizational Competencies Model (Case Study: Jihad Nasr Company, Yazd), 2nd International Conference of Education Managers, October, Iran: Tehran.
Ekrami, M., Rajabzadeh, S., (1390). Development of Components of Managers' Competency Assessment Scale, Management and Development Process, No. 77, Fall.
Amin Beidakhti, A., Nemati, M., Karimi, F. (2013). The Modifying Role of Organizational Commitment in the Relationship between Organizational Learning and Succession Management (Case Study: Selected Universities of Tehran), Journal of Executive Management, Year 5, Issue 10, Second Half.
Bordbar, Gh, Karimi, A, Zare, N, and Kanjakavmanfard, Um, (2012). Identifying Components of Selection for Optimizing the Succession Model, Bi-Quarterly Journal of Human Resource Management Research, Fourth Year, No. 1, Serial No. 11, Spring and Summer, pp. 114-87.
Haji Karimi, A., Hosseini, A., (1389). The Impact of Underlying Strategic Factors on Talent Management, Journal of Strategic Management Studies, No. 2, Summer, pp. 71-51.
Umbrella, N, Tabari, M, (1397). Designing a succession management system in the Social Security Organization, Social Security Quarterly, Year 13, Number 4, pp. 157-185.
Hadizadeh M, Soltani, F, (1390). Explain the components of implementing succession management in the organization. Journal of Management and Human Resources in the Oil Industry, 10 (3 :) 39 to 82.
Latifi, M., Abdolhosseinzadeh, M., Azarfar, A., (2015). Designing a model of succession in government organizations through the use of structural-interpretive modeling. Journal of Governmental Organizations Management 4, (No. 4 (16 consecutive), 33-50.
Khalatbari, J, (1389). Basic Topics in Descriptive and Inferential Statistics, Tehran: Sad Publications.
Dargahi, H., Alipour Fallah Pasand, M. h. And Heidari Qarabolagh, H., (1389). Presenting a competency model in human resource development, Yas Strategy, Vol. 23, pp. 113-91.
Rath Well, and. J (2005), Effective Succession Planning (Translation: Ahmad Reza Haraf), Tehran: National Petrochemical Company Publications, First Edition.
Zaranejad, M, Zargani, Sh, (1386). Investigating Succession and Its Relationship with Organizational Commitment (Case Study: Employees of South Pars Gas Complex Company), from the collection of papers presented in the Second Conference on Sustainable Gas Production, Article Code 328-30-4, Coordination Management and Production Supervision of Gas Refining Company.
Style Ro, M, Gholipour, A, Pour Ezzat, AS, (2012). Niroo field analysis in planning for succession breeding of Itok Company, Scientific-Research Journal of Organizational Culture Management, Volume 10, Number 2, pp. 155-180.
Selajgeh, S., Khosropour, M., and Nikpour, A., (2012). Substitution management of the needs of today's organizations, Forough Tadbir Magazine, No. 20, Winter, pp. 7-1.
Shojaei, S, Dori, B, (1387). Designing and explaining the detailed model of the replacement and replacement system (refining and distribution experience), from the collection of papers presented at the 4th Human Resources Development Conference, Tehran, July.
Abdi, A., Dianti, M., (1388). Succession breeding method (centers for evaluating the new method of succession breeding, Tadbir Monthly, 19th year, No. 195.
Gholamzadeh, D, (1386). Designing a competency model for public sector managers (study sample: middle managers of the industrial sector) PhD thesis in Tehran Science and Research.
Gholipour, A., Pourezat, A., Sabkoroo, M. Application of force field model in planning for succession breeding, Bi-Quarterly Journal of Human Resource Management Research, Imam Hossein University, Third Year, No. 1, Spring and Summer, pp. 139-119.
Karbasi, N, Alavi, B, (1390). Considerations of Designing and Implementing Effective Substitution System in a Company with Low Formality and Knowledge-Based Employees, Iranov Journal of Management Sciences, Volume 6, Number 22, Summer, pp. 59-27.
Kial, A., (1388). Human resources; Creation Portfolio of the Organization, Roundtable Section of Tadbir Magazine, No. 205, June, pp. 15-5.
Mottaqi, M, Beheshtifar, M, (1388). Leadership channel model in the succession process, Tadbir Magazine, No. 211, December, pp. 28-24.
Asian Classification Rules Research and Development Center (2011). Succession Management in the Asian Classification (ACS); Competency Model, Behgham Journal, No. 8, Spring, pp. 53-48.
Nasehifar, and, Dehghanpour Farashah, AS, Sanjari, A, (1390). Construction and validation of the index for measuring the extent of succession management based on the classification of best practices, Quarterly Journal of Management Research in Iran (Teacher of Humanities), Volume 15, Number 3, Fall, pp. 209-191.
Vadadi, A, Zarefard, M, (1390). Designing a competency model for talent identification and succession of managers, from the collection of articles of the first conference of holding organizations (functions and challenges) available at http: .www.civilica.com / Paper-IRANHOLDING01-IRANHOLDING01_029.html
Hadizadeh Moghadam, A, Soltani, F, (1390). Explaining the components of implementing succession management in the organization (Case study: Oil Company headquarters and subsidiaries based in Tehran), Quarterly Journal of Management and Human Resources in the Oil Industry, Third Year, No. 10, Winter, pp. 82-40.
Alaghehband, A., (2011), Principles of Educational Management, Publisher: Payame Noor University.
Balaro, J, M., & Polk, L., (2017), Developing an Organization for Future Growth Using Succession Planning, Organization and Development Journal, 35 (4), 41-60.
Barner, R. (2006), “Bench Strenght”, San Francisco, American Management Association.
Barnett, R. & Davis, S., (2008), Creating Greater Success in Succession Planning, Advances in Developing Human Resources, 10 (5) : 721-739.
Barton, K. V.&Rouse, J., M., (2007), Leadership and Succession Planning in Caribbean Libraries, Workshop on Trends and Development in Caribbean Librates, June 25-29.
Baulcomb, J. S. (2003), Management of change through force field analysis, Journal of Nursing Management, Vol. 11, 275–80.
Bills, K. L., Lisic, L. L., & Seidel, T. A. Do CEO Succession and Succession Planning Affect Audit Risk? Implications of Promoting from Within. (2142). Implications of Promoting from Within (April 2142).
Byham, W. C., (2002), A New Look at Succession Management, Ivey Business Journal, 66 (5), 23-41.
Chlebikova, D., Misankova, M., & Kramarova, K. (2015). Planning of personal development and succession. Procedia Economics and Finance, 26 (2), 249-253.
Christie, D. (2005), Learning to grow our own: A study of succession planning at Douglas college, Dissertation submitted to Royal Roads University (Canada), 1-110.
Cronshaw, S. F. & Ashley N. A. M. (2008), Reinstating the Lewinian vision: From force field analysis to organization field assessment, Organization Development Journal, Vol. 26, No. 4, 89-103.
Crumpacker, M., & Crumpacker, J. M. Succession planning and generational stereotypes: should HR consider age-based values and attitudes a relevant factor or a passing fad? (2117). Public Personnel Management, 22 (1), 213-223
Duta, A. C., (2008), Leadership Succession: A Discourse Analysis of Governance Dialectics In Two Nonprofit Organizations, Doctoral dissertation, Submitted to the Office of Graduate Studies of Texas A&M University in partial fulfillment of the requirements for the degree of DOCTOR OF PHILOSOPHY, from Dissertations & Thesis.
Friedman, S. D., (1986), Succession Planning in Large Corporations: Characteristics and Correlates of Performance, Human Resource Management, 25 (2), 191.
Fulmer, R. M. & Conger, J. A. (2004), Growing your company’s leaders: How great organizations use succession management to sustain competitive advantage, New York: AMACOM
Gomez-Mejia, L. R., Balkin, D. B. &Cardy, R. L. (1995), Managing Human Resources, Prentice Hall. NewYork.
Helton, K. A. & Jackson, R. D. (2007), Navigating Pennsylvania's Dynamic Workforce: Succession Planning in a Complex Environment, Public Personnel Management, Vol. 36, No. 4, 335-47.
Hills, A., (2009), Succession Planning – or Smart Talent management, Journal of Industrial and Commercial Training, Vol.41 No.1P.4.
Hirsh, W., (2008), Succession Planning: Preparing for the Future, Presentation to Derby City Council, January.
Huang, T., (2001), Succession Management Systems and Human Resource Management Outcomes, International Journal of Manpower, Vol. 22, No.8, 736-747.
Johnson, J. E. et al (1994), Succession Management: A Model for Developing Nursing Leaders, Nursing Management, 25 (6), 5-50.
Kim, Y. (2006), Measuring the value of succession planning and management: A qualitative study of U. S. affiliates of foreign multinational companies, Dissertation Submitted in The Pennsylvania State University.
Klein, M.F., & Salk, R.J. (2013), Presidential Succession Planning: A Qualitative Study in Private Higher Education, Leadership & Organizational Studies, 20 (3), 335–345.
Krauss, J. A., (2007), Succession Planning and Talent Management Recommendation to reduce workforce attrition and prepare for an aging population, Doctoral dissertation, Wilmington, University, Delaware United States.
Leadership Needs in a Changing American Workforce, Ph.D. dissertation, Dep. Education, Spalding Univ., Louisvilk, Kentucky, USA.
Leibman, M., Bruer, R., & Maki, B., (1996), Succession Management: The Next Generation of Succession Planning, Human Resource Planning, 19 (3), 16-29.
Lewin, K. (1951), Field Theory in Social Science, Harper & Row, New York.
Mackey, J. A. (2008). Community college leadership succession: Perceptions and plans of community college leaders, (Doctoral dissertation, Northern Arizona University, Arizona).
Mader, S. (2006), Succession planning, the Microsoft Way, Business Week Online.
Mandi, A. R. (2008), A case study exploring succession planning: supported by quantitative analysis of governmental organizations in the Kingdom of Bahrain, Dissertation submitted to The George Washington University.
Minichilli, A., Nordqvist, M., Corbetta, G., & Amore, M. D. CEO succession mechanisms, organizational context, and performance: A socio‐emotional wealth perspective on family‐controlled firms. (2141). Journal of Management Studies, 24 (7), 4422-447.
Pecotich, A., Tshung, H. C., & Carroll, B. (1998). The effects of management succession in retail service banking. Journal of Retailing and Consumer Services, 5 (4), 199-208.
Pomeroy, A. (2007). C-suite worries over succession planning. HR Magazine, 52 (12), 22
Roddy., N, Leadership capacity building model: developing tomorrow’s leadership in science and technology: an example in succession planning and management, public pers. manages. 33: 487 –505.2004
Rothwell, W. J. (2005), Effective Succession Planning: Ensuring Leadership Continuity and Building Talent from Within, American Management Association (AMACOM), New York, 3rd Edition.
Rothwell, W. J. (2006), Ten key steps to effective succession planning, From http: // www. halogensoftware. com/ blog/ halogen_03140704.php
Rothwell, W.J. (2010), “Effective succession planning: Ensuring Leadership Continuity and Building Talent from Within”, 4th edition, New York, American Management Association
Rothwell, W.J.; Kazanas, H.C. (2003), “The strategic development of talent”, Amherst, MA, HRD Press.
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.
Singer, P., Goodrich, J. & Goldberg, L. (2004), Your library’s future, Library Journal, 129 (17) : 38-40.
Swallow, D. (2007), Talent management and succession planning, Employment Review, 833, 1-6.
Tanabe, M., Felisoni, Claudio. & Alexander, N., (2004), The effectiveness of strategic planning: Competitiveness in the Brazilian supermarket sector, Journal of Retailing and Consumer services, 11 (2) : 51-59.
Taylor, T. & McGraw, P., (2004), Succession Planning Practices in Australian Organizations, International Journal of Manpower, 25, 8, 741-758.
Wilcox, J. R., (2002), Creatinuy of Leadership, The Executive Consulting Family of Interim Management and Transition Services Companies Long Beach California, www.interimexecutive.org
Wolfe, R.L. (1996), “Systematic succession planning: Building leadership from within”, Menlo park, Crisp publitions Ltd.
Zeiss, T., (2004), A new wake up call for community colleges, Leadership Abstracts, Vol. 17. No.9.