طراحی و اعتباریابی الگوی ارزیابی عملکرد مدیران سازمانی در سازمان بازرسی کل کشور

محورهای موضوعی : آموزش و پرورش

طیبه جعفری ¹ , عبدالله شفیع آبادی ² , کیومرث; فرح بخش ³ , عباس عباسپور ⁴ , جلیل یونسی ⁵

1 - دانشجوی دکتری
2 - استاد دانشگاه علامه طباطبایی
3 - استادیار رشته مشاوره شغلی- دانشگاه علامه طباطبایی تهران
4 - استاد دانشگاه علامه طباطبایی
5 - استاد دانشگاه علامه طباطبایی

تاریخ دریافت : 1398/04/18 تاریخ پذیرش : 1400/02/06 تاریخ انتشار : 1399/12/01

کلید واژه: مدیران, اعتباریابی, الگو, ارزیابی عملکرد, سازمان بازرسی کل کشور,

چکیده مقاله :

این پژوهش با هدف طراحی و اعتباریابی الگوی ارزیابی عملکرد مدیران سازمانی در سازمان بازرسی کل کشور در سال 1397 انجام شد. روش پژوهش بر حسب هدف کاربردی و از نظر روش گردآوری داده­ها آمیخته اکتشافی بود. جامعۀ آماری در بخش کیفی شامل 15 نفر از صاحب­نظران و خبرگان سازمانی (مطلعین کلیدی و گروه کانونی) بودند که با روش نمونه­گیری غیراحتمالی هدفمند به شیوه زنجیره­ای انتخاب شدند. در بخش کمّی از 240 نفر مدیر در سطوح مختلف (عالی، میانی و پایه) سازمان بازرسی کل کشور در مرکز (تهران) با استفاده از روش نمونه­گیری طبقه­ای 170 نفر به صورت تناسبی انتخاب شدند. ابزار گردآوری داده­ها در بخش کیفی مصاحبه­های نیمه ساختاریافته اکتشافی بود. برای حصول اطمینان از روایی بخش کیفی و به­منظور اطمینان خاطر از دقیق بودن یافته­ها از دیدگاه متخصصان، صاحب­نظران و خبرگان حوزه مدیریت استفاده شد. در بخش کمّی نیز به­منظور گردآوری داده­ها از پرسشنامه محقق ساخته استفاده شد. برای تحلیل داده­ها، در بخش کیفی از روش کدگذاری سیستماتیک و در بخش کمی از آمار توصیفی (میانگین و انحراف معیار) و آمار استنباطی (تحلیل عاملی تاییدی و مدل­یابی معادلات ساختاری به روش PLS) استفاده شد. برای محاسبه‌ی معنی­داری ضرایب مسیر و رتبه بندی شاخص ها و مولفه ها از آزمون­های «بوت استراب»[1] و «فریدمن» استفاده گردید. برای تحلیل داده­ها از نرم افزارهایSPSS22  و smart – PLS 3 بهره گرفته شد. از تحلیل مصاحبه­ها، شاخص­های ارزیابی عملکرد مدیران در سه مؤلفه اصلی مهارت­های فردی، تحلیلی و تخصصی مورد شناسایی قرار گرفت که الگوی تدوین شده دارای 3 مؤلفه اصلی و 17 زیرمؤلفه بود. بر اساس ابعاد و مؤلفه­های شناسایی­شده، مدل پژوهش، ضمن توسعه مفهوم نظری در این خصوص، الگویی بومی را برای ارزیابی مدیران سازمان مذکور به ارمغان داشت که اثربخشی الگوی ارزیابی عملکرد مدیران طراحی­ شده، بر بهبود عملکرد مؤثر خواهد بود.



[1]. Bootstrap

چکیده انگلیسی:

The purpose of this study was to design and validate a model for evaluating the performance of organizational managers in the general Inspection Organization in 2018. The research method was applied in terms of purpose and in terms of the method of data collection, it was exploratory. The statistical population in the qualitative section consisted of 15 organizational experts and pundits (key informants and focus group) who were selected by purposive non-probability sampling method. In the quantitative part of 240 managers at different levels (high, middle and basic) of the General Inspection Organization in central (Tehran), 170 persons were selected proportionally using stratified sampling method. Data collection tools were exploratory semi-structured interviews. Experts, pundits, and management experts were used to ensure the validity of the qualitative section and to ensure that the findings were accurate. In the quantitative part, a researcher-made questionnaire was used for data collection. In the quantitative part, a researcher-made questionnaire was used for data collection. For data analysis, systematic coding method was used in qualitative part and descriptive statistics (average and standard deviation) and inferential statistics (confirmatory factor analysis and structural equation modeling by PLS) in quantitative part. Bootstrap and Friedman tests were used to calculate significance of path coefficients and rankings of indices and components. SPSS22 and smart - PLS 3 were used for data analysis. From the analysis of interviews, performance evaluation indices of managers were identified in three main components of personal, analytical and specialized skills. Based on the identified dimensions and components, the research model, while developing a theoretical concept in this regard, provided an indigenous model for evaluating the managers which effectiveness of the performance evaluation model of the designed managers will be effective on improving performance.

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