کوثری, سحر, نظرزاده, محسن. (1401). طراحی الگوی جذب، ارتقاء و جبران خدمت اعضای هیئت‌علمی مؤسسات پژوهشی کشور بر اساس مأموریت گرایی با رویکرد سناریویی. پژوهشنامه مدیریت اجرایی, 11(21), 95-127. doi: 10.22080/eps.2023.24564.2151
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کوثری, سحر, نظرزاده, محسن. طراحی الگوی جذب، ارتقاء و جبران خدمت اعضای هیئت‌علمی مؤسسات پژوهشی کشور بر اساس مأموریت گرایی با رویکرد سناریویی. پژوهشنامه مدیریت اجرایی, 1401; 11(21): 95-127. doi: 10.22080/eps.2023.24564.2151
1استادیار گروه سیاست فناوری و نوآوری، مرکز تحقیقات سیاست علمی کشور، تهران، ایران، Kosari@nrisp.ac.ir
2استادیار گروه علوم تربیتی، دانشکده ادبیات و علوم انسانی، دانشگاه ملایر، ملایر، ایرانNazarzadezare@malayeru.ac.ir
تاریخ دریافت: 28 آبان 1401،
تاریخ بازنگری: 20 دی 1401،
تاریخ پذیرش: 27 دی 1401
چکیده
مأموریت و کارکردهای هریک از مؤسسات پژوهشی متفاوت است و یکی از چالش‌هایی که مؤسسات پژوهشی با آن مواجه هستند، یکسان بودن فرایند جذب، ارتقا و جبران خدمات اعضای هیئت‌علمی آن‌ها بدون توجه به مأموریت هریک از مراکز است؛ بنابراین وجود یک استاندارد مشترک برای ارزیابی همه اعضای هیئت‌علمی دور از واقعیت است و می‌تواند باعث کاهش کیفیت دستاوردهای مؤسسات شود. براین اساس، هدف پژوهش حاضر تدوین الگویی برای جذب، ارتقا و جبران خدمت اعضای هیئت علمی متناسب با چارچوب مأموریت گرایی هر یک از مؤسسات پژوهشی بود. برای دستیابی به این هدف، از روش پژوهش پیمایش کیفی از نوع قیاسی استفاده شد. جامعه پژوهش شامل همۀ اعضای هیئت علمی شاغل در مؤسسات پژوهشی کشور بودند که از میان آن‌ها تعداد 50 نفر به عنوان نمونه انتخاب شد. ابزار مورد استفاده در این پژوهش پرسشنامه باز پاسخ بود و برای تجزیه و تحلیل داده‌ها نیز از روش تحلیل محتوای قیاسی استفاده شد. برای اعتباریابی الگوهای بدست آمده از روش گروه کانونی استفاده شد. تعداد 11 نفر از خبرگان و متخصصین حوزه‌های جذب و ارتقاء در هریک از مؤسسات پنچگانه به‌عنوان مشارکت‌کننده در گروه کانونی انتخاب شدند.یافته‌های پژوهش نشان داد که برخی از شاخص‌ها و مؤلفه‌های احصاء شده در هریک از الگوهای پنجگانه مشترک هستند و براین اساس، الگوی مفهومی مشترکی برای همه مؤسسات بدست آمد، علاوه بر این، برای هریک از مراکز پنچگانه نیز الگویی متناسب با ویژگی‌ها و مأموریت آن مرکز بدست آمد. براساس یافته‌ها نیز چهار سناریو برای تحقق مأموریت گرایی در مؤسسات پژوهشی ارائه شد.
Designing a Pattern for Recruiting, Promoting, and Service Compensation of Faculty Members of Research Institutes in Iran based on Mission Orientation with a Scenario Approach
نویسندگان [English]
sahar kousari1؛ mohsen nazarzadeh2
1Assistant Professor, Department of Technology and Innovation Policy, National Research Institute for Science Policy, Tehran, Iran.Kosari@nrisp.ac.ir
2Assistant Professor, Department of Educational Sciences, Faculty of Literature and Humanities, Malayer University, Malayer, Iran,
Nazarzadezare@malayeru.ac.ir
چکیده [English]
Aim: The mission and functions of each research institute are different. One of the challenges that research institutes face is the same process of recruiting, promoting, and services compensating their faculty members regardless of the mission of each institute. Therefore, the existence of a common standard for evaluating all faculty members is far from reality and can reduce the quality of the institutions' achievements. Thus, the aim of the study was to design a pattern for attracting, promoting, and services compensating for faculty members according to the mission-oriented framework of each research institution. Methodology: To achieve this aim, a qualitative survey research method of deductive type was used. The study population included all the faculty members working in Iran's research institutions, from which 50 people were selected as a sample. The tool used in the study was an open-ended questionnaire, Results: deductive content analysis was used to analyze the data. To accredit the patterns obtained, we used a focus group method. Hence, 11 specialists in the fields of recruitment and promotion in each of the five institutions were selected as participants in the focus group. Conclusions and suggestions:The findings of the study showed that some of the extracted indicators and components are common in each of the five patterns. Therefore, a common conceptual model was obtained for all institutions, in addition, five patterns based on the characteristics and mission of each of the institutions were obtained. Finally, based on the findings, four scenarios were presented to achieve mission orientation in research institutions. Innovation and originality: Accreditation and development of a model the orientation of research institutions
1. Introduction: The difference in the typology of knowledge and subsequent research traditions has led to the division of research centers based on their mission traditions. Therefore, the framework for dividing the country's research centers and institutions based on their mission was formed into five classes, which include: a) scientific-fundamental institutions (research institutions whose activities are focused on the pure development of science), b) technological and industrial research institutions research institutes that are established with the aim of developing a particular technology or development of a particular industry), c) problem-oriented research institutes (research institutes that are established with the aim of solving a macro-technical social problem), d) research and technology institutes (these research institutes are generally They play the role of facilitation in order to make the efforts of technology companies towards innovation fruitful and their main focus is on development research in cooperation with small and large industries) and e) policy research centers and think tanks (research institutions that work on various topics such as politics environmental, military, social, technology and culture are involved in research and research policy and are generally formed around policy issues due to the government's need. The purpose of the research is that based on the aforementioned 5 classifications in research institutions, the patterns of recruitment, promotion, and compensation of Research faculty members The object to be examined.
2. Study method(Method: In the first step, an open-ended questionnaire with three questions was used regarding faculty members' recruitment, promotion, and compensation s. The method of implementing the research tool was that first the questionnaire was provided in the Google form design and then it was provided to each of the participants in the research online. They used the comparative content analysis method to analyze the data. The researchers placed the obtained codes in classes or sub-categories and then placed the sub-categories under the main classes or categories specified in advance. Based on this, 3 main categories were obtained, which were presented in the form of six models of recruitment, promotion, and compensation of services and a common conceptual model. In the second step, the focus group method was used to check the validity of the obtained models. Based on this, the number 11 experts and specialists who had specialized and managerial records in the field of recruiting and changing the status of faculty members in each of the five classes of research institutions were selected; These people validated the patterns obtained in the first step of the research during two 4-hour sessions.
Results: The results of this article show that the important factors in retaining faculty members are the promotion and payment system, and one of the important challenges is the isomorphism and uniformity of the evaluation criteria for faculty members of various research institutions. In this article, efforts have been made to attract and promote faculty members. Faculty should be provided with models according to the mission of research institutions, and in these models, different criteria for recruitment and promotion should be considered. Also, in this article, we have shown that a part of service compensation is tied to rank and research performance (such as merit base, incentive base, and research fee) and another part, which is general welfare, is almost the same for faculty members of all institutions. On the other hand, the field investigations showed that the system of recruiting, promoting the rank of faculty members, and compensating them for their services per the mission-oriented approach has suffered damages and functional distortions that have caused problems in the higher education system and even beyond. Based on the findings and results of the study and presentation of the models, policy recommendations and operational suggestions are presented to modify the relevant documents and regulations regarding their compatibility with the mission of the institutions and the implementation of the models
. 4. Conclusion Based on the findings, four scenarios were presented for the realization of mission orientation in research institutions. Scenario one: using the capacity of current regulations to realize the mission orientation of research institutions Scenario Two: Amending existing regulations to realize mission orientation in research institutions Scenario three: Establishing separate regulations for each of the research institutes Scenario four (surprising): change in the existential philosophy of research institutes and the governance of the higher education system
Funding: This research has been done with the support of the country's science policy research center.
Authors' contribution: The contribution of the authors can be calculated following the executive policy of the regulation on the promotion of faculty members of universities and higher education institutions.
7- Conflict of interest: Authors declared no conflict of interest
Acknowledgments: We would like to thank the research deputy of the research institutions who accompanied us in this research
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