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خشکاب, شهربانو. (1401). طراحی و ارزیابی الگوی توسعه سرمایه انسانی نقش‌های گروهی و سازمانی اعضای هیأت علمی (رویکرد آمیخته). پژوهشنامه مدیریت اجرایی, 11(22), 183-198. doi: 10.22080/eps.2023.23868.2129
شهربانو خشکاب. "طراحی و ارزیابی الگوی توسعه سرمایه انسانی نقش‌های گروهی و سازمانی اعضای هیأت علمی (رویکرد آمیخته)". پژوهشنامه مدیریت اجرایی, 11, 22, 1401, 183-198. doi: 10.22080/eps.2023.23868.2129
خشکاب, شهربانو. (1401). 'طراحی و ارزیابی الگوی توسعه سرمایه انسانی نقش‌های گروهی و سازمانی اعضای هیأت علمی (رویکرد آمیخته)', پژوهشنامه مدیریت اجرایی, 11(22), pp. 183-198. doi: 10.22080/eps.2023.23868.2129
خشکاب, شهربانو. طراحی و ارزیابی الگوی توسعه سرمایه انسانی نقش‌های گروهی و سازمانی اعضای هیأت علمی (رویکرد آمیخته). پژوهشنامه مدیریت اجرایی, 1401; 11(22): 183-198. doi: 10.22080/eps.2023.23868.2129

طراحی و ارزیابی الگوی توسعه سرمایه انسانی نقش‌های گروهی و سازمانی اعضای هیأت علمی (رویکرد آمیخته)

مطالعات برنامه ریزی آموزشی
دوره 11، شماره 22، اسفند 1401، صفحه 183-198    اصل مقاله (885.39 K)
نوع مقاله: مقاله پژوهشی
شناسه دیجیتال (DOI): 10.22080/eps.2023.23868.2129
نویسنده
شهربانو خشکاب*
دکتری اقتصاد و مدیریت مالی آموزش عالی. دانشگاه تهران. تهران. ایران.
تاریخ دریافت: 13 تیر 1401،  تاریخ بازنگری: 14 اسفند 1401،  تاریخ پذیرش: 14 اسفند 1401 
چکیده
هدف: هدف پژوهش حاضر شناسایی و اعتبارسنجی صلاحیت­های گروهی و سازمانی اعضای هیأت علمی دانشگاه­ها بود.
روش­شناسی: در بخش کیفی از روش پدیدارشناسی توصیفی و به منظور تحلیل داده­ها از روش تحلیل مضمون استفاده شد. ابزار جمع­آوری داده­های کیفی مصاحبه نیمه­ ساختار یافته و مشارکت­کنندگان در این بخش 13 عضو هیأت علمی دارای تجارب علمی در زمینه موضوع پژوهش از دانشگاه­ها و پژوهشکده­های شهر تهران بودند که به روش نمونه­گیری هدفمند از نوع موارد مطلوب  انتخاب شدند. در بخش کمی، روش پژوهش از منظر هدف کاربردی و از منظر روش­شناختی توصیفی – پیمایشی بود. به منظور تجزیه و تحلیل داده­ها برای تعیین اعتبار و اولویت­ مضامین از روش مدل­سازی معادلات ساختاری و آنتروپی شانون استفاده شد. جامعه آماری پژوهش شامل تمام اعضای هیأت علمی دارای حداقل 5 سال سابقه با مرتبه علمی استادیاری و بالاتر بودند که از بین آنها 208 نفر به روش تصادفی طبقه­ای نسبی انتخاب شدند. ابزار گردآوری داده­های کمی، پرسشنامه توسعه صلاحیت­های نقش­های گروهی و سازمانی اعضای هیأت علمی محقق­ساخته بود که روایی آن به روش صوری و محتوایی و پایایی آن از طریق ضریب آلفای کرونباخ تأیید شد.
یافته­ها: در بخش کیفی، 9 مضمون سازمان­دهنده؛ پیشاهنگی علمی و اجتماعی، هدایت مراودات چندوجهی، ادراک ساختار و فرهنگ سازمانی، دانش سازمان و مدیریت اداره واحد آموزشی، دانش تحلیل خط­ مشی آموزشی، برنامه­ریزی و توسعه آموزشی، مدیریت امور اداری و منابع انسانی، پیشبرد امور مالی و اداره امور اجتماعی" شناسایی و ارائه شد. در بخش کمی، اعتبار یافته­های پژوهش با استفاده از ضرایب آزمون تحلیل عاملی تأیید شد. بر اساس ضرایب آزمون آنتروپی شانون نیز، مضمون ادراک ساختار و فرهنگ واحد آموزشی و مضمون ارتقای مهارت خط مشی آموزشی به ترتیب از بیشترین و کمترین اولویت در توسعه صلاحیت­های اعضای هیأت علمی برخوردار بودند.
نتیجه­ گیری و پیشنهادات: توسعه صلاحیت­های گروهی و سازمانی اعضای هیأت علمی موضوع مهمی است که تمام خبرگان بر آن تأکید داشتند. بر این اساس، یافته­های پژوهش حاضر  ابزار علمی – فنی مناسبی را برای برنامه­ریزی­های راهبردی توسعه صلاحیت­های مدیریتی اعضای هیأت علمی در اختیار برنامه­ریزان، تصمیم­سازان و کنشگران نهادهای آموزش عالی قرار می­دهد. 
نوآوری و اصالت: شناسایی مضامین توسعه صلاحیت­های نقش­های گروهی و سازمانی اعضای هیأت علمی و اعتبارسنجی و اولویت­بندی آنها.
کلیدواژه‌ها
توسعه سرمایه انسانی؛ صلاحیت‌های مدیریتی؛ صلاحیت‌های رهبری؛ صلاحیت‌های راهبری؛ اعضای هیأت علمی
عنوان مقاله [English]
Design and evaluation of human capital development model of group and organizational roles of faculty members (Mixed Method)
نویسندگان [English]
shahrbanoo khoshkab
PhD in economics and financial management of higher education. University of Tehran. Tehran. Iran.
چکیده [English]
Aim: The aim of the current research was to identifying and validating the themes of development of group and organizational Qualifications in faculty members.
. Methodology: In the qualitative part, the phenomenological method and semi-structured interviews were used with 13 faculty members of universities and research institutes in Tehran, who were selected by the method of purposive chain sampling. The data obtained from the interview were also evaluated by thematic analysis method. In the quantitative part, using a descriptive-survey method, the data was collected using a researcher-made questionnaire taken from the qualitative part of the research from the number of 150 faculty members selected by the stratified random sampling method from 26 faculties and four campuses of the University of Tehran, and then they were analyzed using structural equation method and Shannon entropy algebraic method.
Results: The achievement of the qualitative part of the research is the identification of the comprehensive theme of improvement in the level and appropriateness of management-leadership competencies with the dimensions of "enhancement of scientific and social scouting ability, improvement of the ability to lead multifaceted relations, improvement of understanding of organizational structure and culture, improvement of organizational knowledge and administrative management. educational unit", and the overarching theme of improvement in the level and appropriateness of leadership qualifications with the dimensions of "improving the knowledge of educational policy analysis, improving the ability to plan and develop education, improving the skill of managing administrative affairs and human resources, improving the skill of advancing financial affairs , improving the ability to administer social affairs. In the quantitative part, the achievement of the first and second order factor analysis confirmed the validity of the research model. Also, the dimension of improving the ability to guide multifaceted relations, improving the skill of understanding organizational structure and culture, and the dimension of improving the skill of promoting administrative affairs and human resources, respectively, with Shannon's entropy coefficient equal to 0.27 and 0.23, are the most important in the development of group human capital and The organization had faculty members.
Conclusions and suggestions: development of group and organizational Qualifications in faculty members is a different paradigm and approach to human resources before it is a stream for developing the competencies of faculty members. Academic institutions, as a symbol of learning and knowledge-oriented organizations, should have leaders and role models with scientific and ethical origins at the domestic and foreign levels, in order to fulfill their role of scientific leadership, an approach that requires universities.
Innovation and originalityThey can achieve it by improving the platform for empowering and developing of group and organizational Qualifications in faculty members and creating motivation in the field of scientific exchanges with a focus on professional ethics, responsibility and accountability.
کلیدواژه‌ها [English]
Human capital development, management Qualifications, leadership Qualifications, steering Qualifications, faculty members
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