Designing the development model of surrogate parenting with a qualitative approach (case study: managers of Mashhad University of Medical Sciences)
Subject Areas : Public AdministrationAsadolah Hassanzadeh Deloi 1 , Amir Hossein Mohammad Davoudi 2 , محمد علی حسینی 3 , Akhtar Jamali 4
1 - Department of Educational Management, Science and Research Unit, Islamic Azad University, Tehran, Iran
2 - Department of Educational Management, Saveh Branch, Islamic Azad University, Saveh, Iran
3 - دانشگاه علوم بهزیستی و توانبخشی
4 - استادیاردانشگاه علوم پزشکی ایران
Keywords: Substitute parenting, development, qualitative approach, managers, medical sciences.,
Abstract :
Succession planning includes identifying future leaders, changing ownership, transferring control and management, and developing leaders in alignment with the organizational vision. In a way, succession planning provides continuity and long-term sustainability for an organization. The aim of the current research was to present a model for the development of succession in managers of Mashhad University of Medical Sciences. This research is practical in terms of its purpose, and in terms of the field-library data collection method and the nature of the data is qualitative. The research method was qualitative content analysis, the participants of the statistical population were 13 experts from Mashhad University of Medical Sciences, who were selected by purposeful and judgmental sampling, and the sampling continued until the theoretical saturation was reached. The data collection tool in this section is a semi-structured interview. The method of data collection was triangulation and the data was analyzed using conventional content analysis method. Based on the results, 55 indicators and 11 components were extracted for the development of surrogacy. These 11 components included: organizational factors, organizational behavior, negative organizational consequences, positive consequences of succession, organization employees, extra-organizational environment, organization managers, human resource management, succession barriers, job characteristics, talent management strategy. .
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