ارائه الگویی جهت جذب دانشجو معلمان در دانشگاه فرهنگیان استان آذربایجان غربی
محورهای موضوعی : مدیریت آموزشی
امیرعلی موسی زاده
1
,
رقیه وحدت
2
,
مریم سامری
3
1 - مشاور مدرسه - آموزش و پرورش
2 - گروه علوم تربیتی، واحد ارومیه، دانشگاه آزاد اسلامی، ارومیه ، ایران
3 - عضو هیئت علمی گروه علوم تربیتی دانشگاه آزاد واحد ارومیه.
کلید واژه: الگوی جذب, دانشجو معلمان, فرهنگیان,
چکیده مقاله :
هدف این پژوهش تأیید عوامل جذب همچون؛ سلامت جسمانی، استعداد وهوش، علاقه و شخصیت ، شایستگی، مصاحبه و گزینش، با وزن دهی و سنجش شایستگیهای حرفه‌ای مورد نیاز برای جذب دانشجومعلمان، ازدیدگاه اساتید وخبرگان دانشگاه فرهنگیان و معلمان مقطع متوسطه و ارائه الگوی جذب براساس همین عاملها است. روش پژوهش ترکیبی است. دربخش کیفی با انجام مصاحبه از اساتید دانشگاه فرهنگیان استان آذربایجان غربی، عاملهای الگوی پژوهشی شناسایی شدند و در بخش کمی، براساس نتایج تحلیل عاملهای کیفی، به کدگذاری باز وکدگذاری محوری عاملها پرداخته شد و سپس پرسشنامه ای با 24 گویه از این عاملها ساخته شد. با اجرای پرسشنامه در بین دبیران دوره متوسطه شهرستان ارومیه با استفاده از جدول کرجسی و مورگان تعداد306 نفر،نمونه تعیین شد و داده های پژوهشی از این تعداد جمع آوری شدند. یافته های حاصل ازتحلیل عامل تأییدی داده های بدست آمده از اجرای پرسشنامه نشان داد: عامل استعداد با بار عاملی 74/0، سلامت جسمانی با بار عاملی 38/0، رغبت با بار عاملی 33/0، گزینش با بار عاملی 20/0، مصاحبه با بار عاملی 33/0 و عامل شایستگی با بارعاملی 78/0 بر عوامل جذب دانشجو معلمان در سطح 001/0 مثبت و معنی دار می باشند. نتایج یافته ها نشان داد؛ بین جذب دانشجو معلمان در دانشگاه فرهنگیان با همه عامل های ششگانه در این پژوهش رابطه علی مثبت و معنی دار وجود دارد. به عبارت دیگر رعایت این عاملها در جذب دانشجومعلمان ضرورت دارد.
Abstract
The purpose of this research is to verify the attraction factors such as; Physical health, talent and intelligence, interest, competence, interview and selection, with weighting and measurement of professional competencies needed to recruit student teachers, from the point of view of professors and experts of Farhangian University and secondary level teachers and presenting the model of recruitment based on these factors. The research method is mixed. In the qualitative part, by interviewing the professors of Farhangian University of West Azarbaijan Province, the factors of the research model were identified, and in the quantitative part, based on the results of the analysis of qualitative factors, open coding and axial coding of the factors were done and a questionnaire with 24 items was created. By implementing a questionnaire among middle school teachers in Urmia city, the number of samples was determined and research data was collected using Karjesi and Morgan tables. The findings of the confirmatory factor analysis of the data obtained from the implementation of the questionnaire showed: talent factor with a factor load of 0.74, physical health with a factor load of 0.38, willingness with a factor load of 0.33, selection with a factor load of 0.20, Interview with a factor load of 0.33 and competence factor with a factor load of 0.78 are positive and significant at the level of 0.001. The results of the findings showed; There is a positive and significant causal relationship between the recruitment of student teachers in Farhangian University and all six factors in this research.
References:
- Abtahi, Hossein (1388). Human resource management, 16th edition. Tehran: Payam Noor University Press.
- Bahrami, Hadi. (1392). Psychological tests: theoretical foundations and practical techniques, Tehran: Allameh Tabatabai University Press.
- Ganji, Hamzah. (2010). Psychology of Individual Differences, Tehran: Baath Publications.
- Patty Chance- Edward Chance. Educational leadership and organizational behavior theory in practice, translators: Mohammad Hasni, Mir Mohammad Seyed Abbaszadeh, Maryam Samri (2015). Second edition. Urmia: Urmia University Press.
- Professor S. S. Khanka Organizational behavior, translated by Gholamreza, Shams Murkani (2015) Tehran: Aizh.
- Robert J. Owens and Thomas C. Valkyrie Organizational behavior in education and training. Translated by Dr. Mohammad Hasni, Dr. Maryam Samri, Dr. Hossein Mohebi, and Leila Judet (2017). Urmia: Urmia University.
- Shafiabadi, Abdullah. (2016). Career and professional guidance and counseling and job selection theories, Tehran: Rushd Publications.
- Theoretical foundations of the fundamental transformation in the public official education system of the Islamic Republic of Iran. December 1390.
- Yadullah Tawakli, Izadi Ali Asghar and Jashrani Zahra. (2006). Getting to know Raven and Desire Tests (theoretical and practical basics), Tehran: Varai Danesh.
- Nasr, Ahmadreza et al. (2016). Quantitative and qualitative research methods in educational sciences and psychology (Volume 1), Tehran: Samt Publications.
- Ardalan Omid and Alwani, Seyed Mehdi. (2017). Designing and explaining the appropriate model of meritocracy in the recruitment and selection systems of human capital in the officer universities of the J.A. Iran army. Defense Strategy Quarterly. Year 16, number 62, summer.
- Amani, Farzaneh (2014). Dimensions of reflection and its importance in the training of teachers of thinking. Training of teachers of thinking, 8(8), 25-91.
- Bagheri Kerachi, A., Abbaspour, A., Aghazade, A., Rahimian, H. &Mehregan, MR. (2014). Applicatiion Level of Organizational Agility Indices at Universities.Bimonthly of Education Strategies in MedicalSciences. Vol 7, No 1, pp 25- 31.
- Boyatzis, R. E. (1982). The Competent Manager: A Model for Effective Performance. New York: John Wiley & Sons.
- Boyatzis, R. E. (2008). Competencies in the 21 century.Journal of Management Development , 27(1), 5-12 .
- Byars, L.L. and Rue, L.W., 2011. Human resource management (10 ed.), New York, Mc Graw-Hill: PP. 246-97.
- Spencer, E.M., & Spencer, S.M. (2021). “Competence at Work.” New York: John Wiley & Sons, Inc.
- Dries, N. (2019). The psychology of talent management: A review and research agenda.Human Resource Management Review, 23(4), 272-285.
- Hosseini, S., Abolghasemi, M., Yadollahi, J., & Rezaei Zadeh, M. (2018).Identification of entrepreneurial competencies of faculty members ofuniversities Government of Iran (Case).
- Jacobs, R. M. (2018). Developing Ethical Competence: Some Considerations Regarding Virtue, Deliberation, Intention, and Guilt. Public Integrity, 1-13.
- Javidan, Lida. Ismaili Abdullah, Ali and Shojaei, Ali Asghar (2017). Compilation of the model of teacher characteristics and competencies based on the upstream documents of education. Research in educational systems. Special issue, spring.
- Jamali, Ehsan, and Baqi Yazdel, Ruqiyeh 2015. Local challenges of student selection in Iran's national exam. Iran's higher education.
- Hasni, Mohammad (2013). Presenting a structural model for evaluating the core competencies of faculty members of Urmia University: the application of hierarchical analysis process. Career and organizational consulting quarterly. Sixth period, number 18, spring. Page 55-75.
- Hosseini, Mirzahasan. Rahmani, Zainul Abdin and Habibi, Fataneh (2008). Identifying and prioritizing job and worker suitability indicators in attracting specialized human resources. Journal of development and transformation management.
- Kumar,Alok,2014 Competency-based Human Resource Management for the Indian Civil Service, 2014,Training Division Department of Personnel & Training Old JNU Campus New Delhi-001122 India.
- Krishnan, T. N., & Scullion, H. (2019). Talent management and dynamic view of talent in small and medium enterprises. Human Resource Management Review, 27(3), 431-441.
- Loewenberg Ball, D.; Forzani, F. M. (2009): The Work of Teaching and the Challenge for Teacher Education, Journal of Teacher Education, 60 (5): 497-511.
- Mohsen Dibai, Saber et al. (2015). Explanation of the components of teachers' professional competence and analysis of its position in the upstream documents of Iran's education. Two scientific-research quarterly. Teaching and learning researches (knowledge and behavior), period 31, number 2, consecutive 22, autumn and winter.
- Motahhari-Nejad, H., Ghourchian, N. G., Jafari, P., & Yaghoubi, M. (2012). Global approach for reforming engineering education in Iran. International Journal of Engineering Education, 28(53), 1243-1252.
- Nouri Naini, Raha. Maammarzadeh, Tehran, Gholamreza and Albarzi, Mahmoud (1401). Determining the effective indicators on attracting human resources in order to increase productivity in government organizations. Development strategy manual. Eighteenth year, number three (71 consecutive), fall. 214-181.
- Nusrati, Tahera. Gholamzadeh, Dariush and Momani, Mandana (1400). Providing a competency model for coaching managers. Scientific Journal of Human Resource Management Research, 13th year, 2nd issue, (serial number 44) summer.
- Özçelik, G., & Murat, M. (2006). Competency approach human resources management: outcomes and contributions. Human Resource Development Review, 5(1), 72-91.
- Sangri, Mahmoud, and Akash, Salman 2016. A comparative study of how to recruit and prepare students in teacher training centers in Japan, Australia and Iran. Higher Education Letter, 1-95, 8191.
- Schmidt, M. (2010). “Development and Validation of a Competency Model for Pre- Service Teachers”, Paper Presented at the Secon Meeting of the EARLI SIG18 Educational Effectiveness, Leuven: 25- 27.
- Spencer, E.M., & Spencer, S.M. (2021). “Competence at Work.” New York: John Wiley & Sons, Inc. Yanzhang. Content analsis (qualitative, thematic) in: http://www.ils.unc. edu/yanz/content 041 analysis. Pdf, 411.
- TalAyi, Ebrahim, and Gandami, Fahima 2018. The model of teacher training internship in Oxford University and providing implications for Iran's teacher training system. education 58, 91-8.
- Tabatabaei Mazdabadi, Seyed Mohsen, Seyed Urdobad, Seyed Alireza and Qamari, Azadeh (2019). Providing solutions for recruiting human resources talents in Tehran municipality. Iranian Journal of Social Development Studies. 12th year, number 4, autumn.
