اعتبارسنجی مدل جانشین‌پروری برای بیمارستان‌های خصوصی و دولتی
آناهیتا حسینی نسب
1
(
دانشجوی دکتری، گروه مدیریت دولتی، دانشگاه آزاد اسلامی واحد کرمان، کرمان، ایران
)
عباس بابایی
2
(
استادیار، گروه مدیریت دولتی، دانشگاه آزاد اسلامی واحد کرمان، کرمان، ایران
)
مسعود پورکیانی
3
(
استادیار، گروه مدیریت دولتی، دانشگاه آزاد اسلامی واحد کرمان، کرمان، ایران
)
سعید صیادی
4
(
دانشیار، گروه مدیریت دولتی، دانشگاه آزاد اسلامی واحد کرمان، کرمان، ایران
)
کلید واژه: جانشین‌پروری, اعتبارسنجی, بیمارستان‌های خصوصی و دولتی.,
چکیده مقاله :
این پژوهش با هدف اعتبارسنجی مدل جانشین پروری در بیمارستان‌های خصوصی و دولتی انجام شده است. لذا، قلمرو موضوعی این تحقیق، طراحی مدل جانشین‌پروری در حوزه درمان با رویکرد تطبیقی است. همچنین، قلمرو مکانی این تحقیق دانشگاه‌های مدیریت و علوم پزشکی و همچنین مدیران ارشد بیمارستان‌های خصوصی کرمان می‌باشد. جامعه آماری این پژوهش شامل پرسنل بیمارستان های خصوصی و دولتی شهر کرمان است. از فرمول کوکران برای تعیین حجم نمونه استفاده شد که براساس نتایج آن تعداد نمونه آماری این پژوهش 384 نفر می‌باشد. برای گردآوری داده‌های این پژوهش از پرسشنامه محقق ساخته استفاده شده است. جهت سنجش روایی ابزار این تحقیق از روایی محتوا استفاده شده است. برای سنجش سازگاری درونی از ضریب آلفای کرونباخ استفاده شده و عدد ۷۴۹/۰ حاصل شد که بیانگر قابلیت اعتماد بالای پرسشنامه است. جهت تجزیه و تحلیل داده‌ها از نرم افزار اسمارت پی‌ال‌اس استفاده شده است. در این پژوهش از روش مدل‌سازی معادلات ساختاری و نرم‌افزار Smart PLS 3 در جهت راستی‌آزمایی مدل و نتیجه ارتباط بین متغیرها با مفهوم جانشین‌پروری در هر دو قلمرو مکانی یعنی بیمارستان‌های خصوصی و دولتی استفاده شده است. با توجه به نتایج تحقیق، خلاقیت، تصمیم‌گیری، کنترل، ارتباطات، انگیزش، و هدایت بر جانشین‌پروری تأثیر معناداری دارند و همچنین نتایج پژوهش نشان از اعتبار مدل مورد ارزیابی دارد.
چکیده انگلیسی :
This study validated the succession model in private and public hospitals. Therefore, the subject area of this study is designing a succession model in the field of treatment with a comparative approach. Also, the spatial location of this study is the universities of management and medical sciences as well as senior managers of private hospitals in Kerman. The statistical population of this study includes personnel of private and public hospitals in Kerman. The Cochran formula was used to determine the sample size, and based on its results, the number of statistical samples for this study is 384 people. A researcher-made questionnaire was used to collect data for this study. Content validity was used to measure the validity of the research tool. Cronbach's alpha coefficient was used to measure internal consistency and the number was 0.749, indicating the questionnaire's high reliability. SmartPLS software was used to analyze the data. In this study, structural equation modeling and Smart PLS 3 software were used to verify the model and the relationship between variables and the concept of succession planning in both spatial domains, namely private and public hospitals. According to the research results, creativity, decision-making, control, communication, motivation, and leadership have a significant effect on succession planning, and the research results also indicate the validity of the model being evaluated.
Al Hajri, A. K. (2024). Succession Planning and Leadership Development in Nursing: A Bibliometric Analysis (2000-2023) Nurs Res Pract. https://doi.org/10.1155/2024/6191008
Armstrong, M., & Taylor, S. (2020). Armstrong's handbook of human resource management practice.Kogan Page Publishers.
Burke, R. J. (2017). Supporting women’s career development. In Handbook of research on gender and leadership 409-422.
Calareso, J. P. (2013). Succession planning: the key to ensuring leadership: the key is that the process of leadership formation is not random and serendipitous, but rather intentional and well planned. Planning for Higher Education, 41(3), 27-34.
Calinao-De Guzman, T. M. (2024). Management's Perception of Succession Planning Towards Crafting a Succession Plan: The Case of a Higher Education Institution in Batangas Archives of Business Research, 12(9), 1-15. https://doi.org/10.14738/abr.129.17520
Charan, R., Drotter, S., & Noel, J. (2001). The Leadership Pipeline: How to Build the Leadership-Powered Company. John Wiley & Sons.
Cragun, O. R., & Ulrich, M. D. (2024). Dynamic Succession Planning Theory: A Dynamic Capabilities Perspective of Succession Planning. SSRN. https://doi.org/10.2139/ssrn.4754278
Dahmardeh, M. R., Pourshahabi, V., Kamalian, A. R., & Salaerzehi, H. (2024). Presenting a model for the establishment and maintenance of expert human resources in the government organizations of Sistan and Baluchestan province. Management and Educational Perspective, 6(3), 267-281. https://doi.org/10.22034/jmep.2024.472390.1401 [In Persian]
Diya, V., & Mansor, M. (2019). Review of History Succession Planning: Replacement Planning, Talent Management, and Workforce Planning. International Journal of Academic Research in Business and Social Sciences, 9(9), 1298-1303.
Eskandari, M., & Khosravi, M. (2024). Succession Planning in the Armed Forces of the Islamic Republic of Iran from the Perspective of the Commander-in-Chief of the Armed Forces, Imam Khamenei (may Allah have mercy on him). Strategic Management Perspective Quarterly, 1(4), 84-113.
Fadeyi, O., Oladele, K., Imhonopi, D., & Nwachukwu, C. (2019). Analyzing succession management practise in the context of organizational survival: A qualitative approach. International Journal for Quality Research, 13(2), 413.
Goldsmith, M., & Carter, L. (2009). Best Practices in Talent Management: How the World's Leading Corporations Manage, Develop, and Retain Top Talent.John Wiley & Sons.
Grossman, C. S. (2014). Succession planning and knowledge transfer in higher education Northcentral University].
Hassanzadeh Deloi, A., Mohammad Davoudi, A. H., Hosseini, M. A., & Jamali, A. (2023). Designing the development model of surrogate parenting with a qualitative approach (case study: managers of Mashhad University of Medical Sciences). journal of development studies and resource management, 3(1), 1-14.
Jafarpour, M. S., Najafbeigi, R., & Aghighi, A. (2021). Succession Development Model (Case Study: Workers Welfare Bank). Quarterly Journal of Human Resources Education and Development, 27(7), 63-93.
Kaykha, M. A., & Kaykha, H. (2014). Study of the model and challenges of succession planning in offices, Third International Conference on Political Science Management, Economics and Accounting, Hamadan.
Luna, G. (2012). Planning for an American higher education leadership crisis: The succession issue for administrators. International leadership journal, 4(1), 56-79.
Menaldo, V. (2016). The Institutions Curse: Natural Resources, Politics, and Development.Cambridge University Press.
Michaels, E., Handfield-Jones, H., & Axelrod, B. (2001). The War for Talent.Harvard Business Press.
Mohammadi, J., Gholamzadeh, D., Mirabi, V., & Vedadi, A. (2019). Testing the multi-criteria decision-making model in designing the success model of succession planning programs in Iranian banks. Quarterly Journal of Financial Engineering and Securities Management, 11(45), 612-638.
Patidar, N., Gupta, S., Azbik, G., & Weech-Maldonado, R. (2016). Succession planning and financial performance: Does competition matter? Journal of healthcare management, 61(3), 215-227.
Ployhart, R. E. (2021). Resources for what? Understanding performance in the resource-based view and strategic human capital resource literatures. Journal of Management, 47(7), 1771-1786.
Richards, L. (2024). Strengths & Weaknesses of Succession Planning for Organizations. https://smallbusiness.chron.com/strengths-weaknesses-succession-planning-organizations-4592.html
Salarnejad, A. A., & Mohammadi Fateh, A. (2011). Identifying and prioritizing the dimensions and components of the succession planning program in the Islamic Republic of Iran Army. Quarterly Journal of Military Management, 21(81), 1-38.
Salehi, S., Mostahfezian, M., Naderian Jahromi, M., Arufzad, S., & Nasr Esfahani, D. (2019). Developing a model of succession planning with a grounded theory approach in the country's general sports and youth departments. Human Resources Management in Sports, 8(1), 163-181.
Salvato, C., & Corbetta, G. (2013). Transitional Leadership of Advisors as a Facilitator of successors' Leadership construction. Family Business Review, 26(3), 235–255. https://doi.org/10.1177/0894486513490796
Sarayani, A., Pourshahabi, V., Yaghobi, N., & Kamaliyan, A. R. (2024). Presenting the model of recruitment and selection of human resources of the public sector with the approach of the entrepreneurial government. Management and Educational Perspective, 6(1), 159-188. [In Persian]
Sarlak, M. A., Sadegh Pour, A. J., & Gholizadeh, M. (2024). Designing a Succession Model with Emphasis on Talent Management. Public Management Research 16(61), 37-64.
Siri, R., Samet, A., Rezaei, B., & Qayumi, A. (2024). Investigating the requirements for implementing succession planning in cultural organizations in the country: A systematic review. Transformative Human Resources, 2(4), 88-103.
Walsh, G. (2011). Family Business Succession Managing the All-Important Family Component KPMG Enterprise.
Wilkes, L., Cross, W., Jackson, D., & Daly, J. (2015). A repertoire of leadership attributes: An international study of deans of nursing. Journal of Nursing Management, 23(3), 279-286.
Yasmeen, B., Omar, S. S., & Ismail, F. (2022). Succession Planning Best Practices for Organizations: A Systematic Literature Review Approach. International Journal of Global Optimization and Its Application, 1, 39-48. https://doi.org/10.56225/ijgoia.v1i1.12
YasmeenSiti, B., Omar, S. S., & Ismail, F. (2024). The Theoretical Foundation for the Development of a Conceptual Model on the Relationship between Succession Planning Practices, Employee Retention and Knowledge Management in HEIs. Mediterranean Journal of Social Sciences, 15(1). https://doi.org/10.36941/mjss-2024-0003
