بررسی میزان اجرای نظام جانشینپروری و تعیین رابطه آن با رضایت شغلی کارکنان در سازمان امور اقتصادی و دارایی استان کرمان
محورهای موضوعی : مدیریت بازرگانی
حمید تابلی
1
(
استادیار، دانشگاه پیام نور
)
سمیه نوبری
2
(
دانشجوی کارشناسی ارشد مدیریت بازرگانی، دانشگاه آزاد اسلامی، واحدعلوم و تحقیقات آذربایجان شرقی، باشگاه پژوهشگران جوان و نخبگان، تبریز، ایران
)
امین نیک پور
3
(
دانشجوی دکتری گروه مدیریت،واحد علوم و تحقیقات کرمان ،دانشگاه آزاداسلامی،کرمان، ایران
)
راحله چمنی فرد
4
(
دانشجوی دکتری، دانشگاه آزاداسلامی، واحد علوم و تحقیقات کرمان،گروه مدیریت، کرمان، ایران
)
کلید واژه: رضایت شغلی, جذب و به کارگیری افراد مستعد, ارزیابی منابع موجود, آموزش و بهسازی, بهره‌وری سازمانی,
چکیده مقاله :
هدف پژوهش حاضر بررسی میزان اجرای نظام جانشین پروری و تعیین رابطه آن با رضایت شغلی کارکنان در سازمان امور اقتصاد و دارایی استان کرمان می باشد. پژوهش حاضر از نوع پژوهش های توصیفی و همبستگی است که به روش پیمایشی انجام شده است. جامعه آماری پژوهش شامل کلیه کارکنان سازمان امور اقتصادی و دارایی استان کرمان می باشد و تعداد 240 نفر مطابق با جدول مورگان به عنوان نمونه پژوهش انتخاب گردید. به منظور تجزیه و تحلیل داده ها از روش آمار توصیفی و استنباطی استفاده شده و ابزار گردآوری اطلاعات پرسشنامه های اجرای نظام جانشینپروری و رضایت شغلی می باشد. یافته های پژوهش نشان می دهد که بین اجرای نظام جانشینپروری و زیرمتغیرهای آن یعنی جذب و به کارگیری افراد مستعد، ارزیابی منابع موجود، آموزش و بهسازی افراد مستعد و رضایت شغلی رابطه معنادار گزارش شده است (P<0.01).
The purpose of the present study is studying the implementation rate of succession planning system and determining its relationship with employees’ job satisfaction in Economic and Financial Affairs Organization of Kerman. The research is of correlation and descriptive type that has been done by survey method. The statistical population included all the employees of the Economic and Financial Affairs Organization of Kerman and according to Morgan table, a sample of 240 persons has been chosen. The inferential and descriptive statistics method (correlation test of Pearson) has been used in order to analyze the data and the data collection instruments were the questionnaires of the implementation of succession planning system and job satisfaction. The findings of the research show that there is a meaningful relationship between the implementation of succession planning system and its components (employing talented people, existing resource assessment, training and promoting talented people) and job satisfaction.
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Abolayali, B., & Ghaffari, A. (2006). Human Capital, Competitive Advantage of Organizations in the Field of Globalization. Tehran: Ahar Publishing, (In Persian).
Ansari, M. (2011). The Effect of Financial and Non-Financial Measures on Performance Evaluation on Job Satisfaction from the Point of View of the Employees of the Companies Accepted in the Exchange. Quarterly Journal Accounting and Auditing, 63, 1-20, (In Persian).
Beheshtifar, M. (2010). Exploring and Clarifying Executive Requirements of the System of Succession in the Body of the Government of the Islamic Republic of Iran and Providing a Desirable Model Based on the Goals of 1404. PhD Thesis, A Kerman: Islamic Azad University, (In Persian).
Carroll, C. (2004), “Succession planning: developing leaders for the future of the organization”, Leadership Abstracts, Vol. 17, No. 2, pp. 1-2.
Collins, S. K. and Collins, K. S. (2007), “Succession planning and leadership development: critical business strategies for healthcare organizations”, Radiology Management, Vol. 29, No. 1, pp. 16-21.
Hafez Nia, M. R. (2009). Introduction to Research Methods in the Humanities. Tehran: Samt Puplishing, (In Persian).
Hills, A. (2009), “Succession planning-or smart talent management”?, Industrial and Commercial Training, Vol. 41, No. 1, pp. 3-8.
Huang, T. C. (2001), “Succession management systems and human resource outcomes”, International Journal of Manpower, Vol. 22, No. 8, pp. 736-747.
Jamshidian, M., & Rezaei, A. (1998). In-service Training and Its Effects on Increasing the Efficiency of Manpower in the Public Sector. Human Sciences Quarterly, 9, 75-84, (In Persian).
McConnell, T. (2002), Succession Planning, Mc Connell HR Consulting Inc, In Canada: Ottawa, Tim@McConnellHRC.com
Ndambakuwa, Y. and Mufunda, J. (2006), “Performance appraisal system impact on university academic staff job satisfaction and productivity”, Performance Improvement Quarterly, Vol. 19, No. 1, pp. 117-126.
Nuttall, I., Falkner, T. and Roberts, V. (2007), Succession Planning: Whatever You Call It, Do It, AACRAO, Boston, Massachusetts, University of Minnesota.
Spector, P. (2008). Industrial and Organizational Psychology. Translate by: Sh. Mohammadi, Tehran: Arasbaran Publication, (In Persian).
Tajd al-Din, M., & Ma'ali-Tafty, M. (2008). Talent War. Tadbir's Monthly, 192,72-73, (In Persian).
Tropiano, M. (2004), Effective succession planning, Defense AT and L: May - June.
Yap, M., Holmes, M. R., Hannan, C. and Cukier, W. (2010), “The relationship between diversity training, organizational commitment, and career satisfaction”, Journal of European Industrial Training, Vol. 34, No. 6, pp. 519-538.
_||_Abu al-Ali, B. (2004). Centers for Assessment and Management of Successor Affairs. Tadbir Monthly, 145, 4-13, (In Persian).
Abolayali, B., & Ghaffari, A. (2006). Human Capital, Competitive Advantage of Organizations in the Field of Globalization. Tehran: Ahar Publishing, (In Persian).
Ansari, M. (2011). The Effect of Financial and Non-Financial Measures on Performance Evaluation on Job Satisfaction from the Point of View of the Employees of the Companies Accepted in the Exchange. Quarterly Journal Accounting and Auditing, 63, 1-20, (In Persian).
Beheshtifar, M. (2010). Exploring and Clarifying Executive Requirements of the System of Succession in the Body of the Government of the Islamic Republic of Iran and Providing a Desirable Model Based on the Goals of 1404. PhD Thesis, A Kerman: Islamic Azad University, (In Persian).
Carroll, C. (2004), “Succession planning: developing leaders for the future of the organization”, Leadership Abstracts, Vol. 17, No. 2, pp. 1-2.
Collins, S. K. and Collins, K. S. (2007), “Succession planning and leadership development: critical business strategies for healthcare organizations”, Radiology Management, Vol. 29, No. 1, pp. 16-21.
Hafez Nia, M. R. (2009). Introduction to Research Methods in the Humanities. Tehran: Samt Puplishing, (In Persian).
Hills, A. (2009), “Succession planning-or smart talent management”?, Industrial and Commercial Training, Vol. 41, No. 1, pp. 3-8.
Huang, T. C. (2001), “Succession management systems and human resource outcomes”, International Journal of Manpower, Vol. 22, No. 8, pp. 736-747.
Jamshidian, M., & Rezaei, A. (1998). In-service Training and Its Effects on Increasing the Efficiency of Manpower in the Public Sector. Human Sciences Quarterly, 9, 75-84, (In Persian).
McConnell, T. (2002), Succession Planning, Mc Connell HR Consulting Inc, In Canada: Ottawa, Tim@McConnellHRC.com
Ndambakuwa, Y. and Mufunda, J. (2006), “Performance appraisal system impact on university academic staff job satisfaction and productivity”, Performance Improvement Quarterly, Vol. 19, No. 1, pp. 117-126.
Nuttall, I., Falkner, T. and Roberts, V. (2007), Succession Planning: Whatever You Call It, Do It, AACRAO, Boston, Massachusetts, University of Minnesota.
Spector, P. (2008). Industrial and Organizational Psychology. Translate by: Sh. Mohammadi, Tehran: Arasbaran Publication, (In Persian).
Tajd al-Din, M., & Ma'ali-Tafty, M. (2008). Talent War. Tadbir's Monthly, 192,72-73, (In Persian).
Tropiano, M. (2004), Effective succession planning, Defense AT and L: May - June.
Yap, M., Holmes, M. R., Hannan, C. and Cukier, W. (2010), “The relationship between diversity training, organizational commitment, and career satisfaction”, Journal of European Industrial Training, Vol. 34, No. 6, pp. 519-538.
