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شناسایی پسایندهای منتورینگ و رتبهبندی آنها: رویکردی آمیخته | ||
مدیریت منابع انسانی پایدار | ||
دوره 4، شماره 6، تیر 1401، صفحه 27-7 اصل مقاله (1.04 M) | ||
نوع مقاله: مقاله پژوهشی | ||
شناسه دیجیتال (DOI): 10.22080/shrm.2022.3770 | ||
نویسندگان | ||
آرین قلی پور1؛ مهناز اکبری2؛ ابراهیم رجب پور* 3 | ||
1استاد گروه مدیریت، دانشکده مدیریت دانشگاه تهران، تهران، ایران. | ||
2دکتری، مدیریت رفتار سازمانی، مدیر منابع انسانی هلدینگ برق و انرژی صبا، تهران، ایران. | ||
3‏استادیار، گروه مدیریت بازرگانی، دانشگاه خلیج فارس، بوشهر، ایران ‏ | ||
تاریخ دریافت: 19 تیر 1401، تاریخ پذیرش: 19 تیر 1401 | ||
چکیده | ||
هدف اصلی پژوهش حاضر شناسایی پسایندهای پیادهسازی فرآیند منتورینگ و تحلیل این دستاوردها در شرکت همراه اول میباشد. روش پژوهش از نوع آمیخته (کیفی- کمی) و از نظر استراتژی از نوع مطالعه موردی است. برای رسیدن به این منظور، پس از بررسی جامعه ادبیات منتورینگ، سوالهای مصاحبه طراحی شد و بعد از مورد تأیید قرار گرفتن روایی سؤالات، به روش نمونهگیری هدفمند با تعداد 15 نفر از خبرگان حوزه توسعه منابع انسانی و بهویژه منتورینگ مصاحبه انجام شد. سپس، نتایج مصاحبهها به روش تحلیل تم و با استفاده از رویکرد براون و کلارک مورد تحلیل قرار گرفت و دستاوردهای حاصل از پیادهسازی فرآیند منتورینگ در 9 مقوله فرعی و 3 مقوله اصلی؛ مزایا برای منتی، مزایا برای منتور و مزایا برای سازمان قرار گرفت. سپس در مرحله کمی پژوهش این مقولههای اصلی و فرعی با استفاده از تکنیک تحلیل سلسلهمراتبی فازی مورد سنجش و تحلیل قرار گرفتند. نتایج پژوهش در گام دوم پژوهش نشان داد که مقوله اصلی "مزایا برای منتی" بیشترین اهمیت را در بین سه مقوله اصلی دستاوردهای اجرای فرآیند منتورینگ در شرکت همراه اول داشته و بعد از آن مقولههای "مزایا برای سازمان" و "مزایا برای منتور" در رتبههای دوم و سوم قرار دارند. | ||
کلیدواژهها | ||
آموزش و توسعه؛ منتورینگ؛ پسایندهای منتورینگ؛ منتور؛ منتی | ||
عنوان مقاله [English] | ||
Identify Mentoring Consequences and Ranking of Them: A mixed Method | ||
نویسندگان [English] | ||
Arian Gholipour1؛ Mahnaz ‏‏ Akbari2؛ ebrahim rajabpour3 | ||
1Professor of Management group, faculty of management, Tehran University, Tehran, Iran. | ||
2Ph.D., Organizational Behavior Management, Human Resources Manager, ‎Saba Power and Electricity Group, Tehran, Iran&lrm. | ||
3‎Assistant Professor, Department of Business Administration, Persian Gulf ‎University, Bushehr, Iran | ||
چکیده [English] | ||
The purpose of this study is to identify mentoring benefits and ranking the benefits in the Mobile Telecommunication Company of Iran. The research method is mixed (qualitative-quantitative) and in terms of strategy is case study. To achieve this, after reviewing the mentoring literature community, interview questions were designed and after confirming the validity of the questions, 15 people with expertise in the field of human resource development, especially mentoring, were interviewed by purposive sampling. Then, the results of the interviews were analyzed by theme analysis method using Brown and Clark approach and the factors affecting the implementation of the mentoring process in 9 sub-categories and 3 main categories; Benefits for Mentee, Benefits for Mentor and Benefits for Organization were provided. Then, in the quantitative stage of the research, these main and sub-categories were measured using fuzzy hierarchical analysis technique. The results of the research in the second step of the research showed that the category of "Benefits for Mentee" was the most important among the three main categories of benefits of the mentoring process in the Mobile Telecommunication Company of Iran. After that, the categories of "Benefits for Organization" and "Benefits for Mentor" are in the second and third ranks. | ||
کلیدواژهها [English] | ||
Training and Development, Mentoring, Mentoring Benefits, Mentor, Mentee | ||
مراجع | ||
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