اعتبار مدل شایستگی های مدیران وزارت نیرو با رویکرد رهبری اخلاقی
محورهای موضوعی : مدیریت منابع انسانی
حسین محمدی
1
,
صدیقه طوطیان اصفهانی
2
,
حسن درویش
3
,
حسن رنگریز
4
1 - گروه مدیریت دولتی، دانشگاه آزاد اسلامی واحد علوم و تحقیقات، تهران، ایران
2 - گروه مدیریت دولتی، دانشگاه آزاد اسلامی تهران غرب ، تهران ، ایران
3 - گروه مدیریت دولتی ، دانشگاه پیام نور، تهران، ایران
4 - گروه مدیریت کسب و کار ، دانشکده مدیریت، دانشگاه خوارزمی تهران ، ایران
کلید واژه: شایستگی مدیران , رهبری اخلاقی, توسعه منابع انسانی,
چکیده مقاله :
زمینه و هدف: شناسایی و توسعه شایستگی های مدیران باعث ارتقای سطح بهره وری و بهبود ابعاد مختلف مدیریت منابع انسانی در سازمان ها می گردد. هدف این پژوهش شناسایی اعتبار مدل شایستگی های مدیران وزارت نیرو با رویکرد رهبری اخلاقی است.
روش تحقیق: این پژوهش از حیث روش تحقیق توصیفی-پیمایشی بود و از روش نمونه‌گیری هدفمند، تعداد 11 نفر از مدیران وزارت نیرو و نخبگان دانشگاهی بر اساس اشباع نظری انتخاب شدند. در بخش کمّی، نمونه‌گیری از نوع تصادفی ساده و جامعه آماری کلیه مدیران در وزارت نیرو بود. برای بررسی نرمال بودن داده ها از آزمون کلموگروف – اسمیرنوف و برای اطمینان از مناسب بودن داده ها از شاخص KMO وآزمون بارتلت استفاده شد.
یافتهها: یافته ها نشان داد که مدل پژوهش شامل شش محور توسعه استراتژیك منابع انسانی، اسناد بالادستی، راهبردهای توسعه مدیران، توسعه کلان منابع انسانی، عملكرد شغلی و الگوی قابلیت کارکنان می باشد. قابلیت های شناسایی شده مورد تایید خبرگان قرار گرفت.
نتیجه گیری: تمرکز بر مولفههای شایستگی مدیران با رویکرد رهبری اخلاقی باعث همگرایی راهبردهای کلان سازمانی با راهبردهای بخشی حوزه منابع انسانی و بهبود تعاملات و ارتباطات بین کارکنان وزارت نیرو می گردد.
Background and purpose: The identification and development of managerial competencies are essential for enhancing productivity and improving various facets of human resource management within organizations. This research aims to assess the validity of the competency model for managers in the ministry of energy with a focus on ethical leadership.
Research method: This study employed a descriptive-survey research design, involving the selection of 11 managers from the Ministry of Energy and academic experts based on the principle of theoretical saturation. In the quantitative component, simple random sampling was utilized, with the statistical population comprising all managers within the Ministry of Energy. The Kolmogorov-Smirnov test was applied to assess the normality of the data, while the Kaiser-Meyer-Olkin (KMO) index and Bartlett's test were employed to evaluate the suitability of the data for factor analysis.
Findings: The research identified a model comprising six dimensions of strategic human resource development: upstream documentation, managerial development strategies, macro-level human resource development, job performance, and employee capability assessment. The delineated competency received validation from organizational experts.
Conclusion: Emphasizing the competency dimensions of managerial personnel through the lens of ethical leadership facilitates the alignment of macro-organizational strategies with sector-specific human resource strategies, thereby enhancing interactions and communication among employees within the Ministry of Energy.
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