طراحی الگوی کارراهه شغلی درونی اعضای هیئت علمی دانشگاه: یک مطالعه کیفی

نوع مقاله : علمی - پژوهشی

نویسندگان

1 دانشجوی دکتری مدیریت آموزش عالی، گروه علوم تربیتی، دانشکده ادبیات و علوم انسانی، دانشگاه ارومیه، ارومیه، ایران

2 دانشیار مدیریت آموزشی، گروه علوم تربیتی، دانشکده ادبیات و علوم انسانی، دانشگاه ارومیه، ارومیه، ایران

3 استاد مدیریت آموزشی، گروه علوم تربیتی، دانشکده ادبیات و علوم انسانی، دانشگاه ارومیه، ارومیه، ایران

چکیده

هدف: کارراهه شغلی یکی از بخش‌های فعالیت مدیران منابع انسانی است که با یافتن مسیر ترقی هر فرد در زندگی کاری‌اش او را به سوی کمال رهنمون می‌سازد. این مهم، رضایت‌مندی شغلی و تصدی حرفه‌ای و اثربخشی بالاتری را سبب می‌شود. هدف اصلی پژوهش حاضر، طراحی الگوی کارراهه شغلی درونی در میان اعضای هیئت علمی دانشگاه ارومیه بود.
مواد و روش‌ها: به‌منظور نیل به این هدف، از رویکرد کیفی و از روش تحلیل مضمون استفاده شد، جامعه پژوهش اساتید دانشگاه ارومیه در سال 1398 که دارای سوابق علمی و اجرایی و هم‌چنین آشنایی به حوزه علوم رفتاری و مدیریت بودند انتخاب و براساس اشباع نظری داده‌ها، تعداد 23 نفر از آن‌ها به صورت روردرو مطالعه شدند. برای گردآوری داده‌ها از مصاحبه نیمه‌ساختاریافته استفاده شد، داده‌های بدست آمده از مصاحبه‌ها به کمک نرم‌افزار کیفی (Maxquda18) و در قالب کدهای باز، محوری و گزینشی تحلیل شد. در نتیجه‌ی تحلیل کیفی داده‌ها، 80 کد باز، 10 کد محوری و 4 کد گزینشی به‌عنوان ابعاد و مؤلفه‌های اصلی کارراهه شغلی درونی اعضای هیئت علمی شکل گرفت و مدل مطلوب کارراهه شغلی درونی اعضای هیئت علمی ارائه گردید.
بحث و نتیجه‌گیری: از این منظر، کارراهه شغلی درونی اعضای هیئت علمی دارای 4 بعد و 10 مؤلفه شامل توانمندی‌های حرفه‌ای (توانمندی آموزشی، توانمندی پژوهشی، شایستگی‌های مدیریتی)، شایستگی کار تیمی (تعامل و همکاری)، دانش (دانش حرفه‌ای رشته، دانش سازمانی، تقویت دانش تخصصی) و ویژگی‌های شخصیتی (توانمندی‌های فردی، نگرش مثبت، نوآوری بودن) است. براساس یافته‌های این پژوهش می‌توان به این نتیجه رسید که داشتن کارراهه شغلی زمینه‌ساز موفقیت خواهد بود و در این زمینه می‌تواند آثار زیادی در زندگی فردی و سازمانی اعضای هیئت علمی داشته باشد. ابعاد کارراهه شغلی درونی و توجه کردن به آن‌ها می‌تواند تنظیم برنامه‌های رشد حرفه‌ای بلندمدت برای اعضای هیئت علمی را به دنبال داشته باشد، هم‌چنین ارتقا و پیشرفت عالی‌تری را به همراه خواهد داشت و مسیر شغلی را برای اعضای هیئت علمی هموارتر خواهد کرد.

کلیدواژه‌ها

عنوان مقاله [English]

Designing the Internal Career Path Pattern of University Faculty Members: A Qualitative Study

نویسندگان [English]

  • Mohamad Fattahi 1
  • Hasan Galavandi 2
  • Mohamad Hasani 3
1 Corresponding Author: Ph.D Student of Higher Educational Management, Department of Educational Sciences, Faculty of Literature and Human Sciences, University of Uromieh, Uromieh, Iran
2 Associate Professor of Educational Management, Department of Educational Sciences, Faculty of Literature and Human Sciences, University of Uromieh, Uromieh, Iran.
3 Professor of Educational Management, Department of Educational Sciences, Faculty of Literature and Human Sciences, University of Uromieh, Uromieh, Iran
چکیده [English]

Objective: Career path is one of the activities of human resource managers that by finding the path of progress of each person in his work life leads him to perfection. This, in turn, leads to higher job satisfaction, professionalism, and effectiveness. The main purpose of this study was to design a model of an internal career path among faculty members of Urmia University.
Materials and Methods: To achieve this goal, a qualitative approach and content analysis methods were used. The research population of professors of Urmia University was selected in 1398 which had scientific and executive records, as well as familiarity with the field of behavioral sciences and management. Based on the theoretical saturation of data, 23 of them were studied face to face. To collect the data, a semi-structured interview method was used. The data obtained from the interviews were analyzed using qualitative software (Maxquda18) in the form of open, axial, and selective codes. Open codes included 80, axial codes included 10, and selective codes included 4 formed as the main dimensions and components of the internal career path of faculty members; finally, the desired model of the internal career path of faculty members was presented.
Result and discussion: From this perspective, the internal career path of faculty members has 4 dimensions and 10 components including professional abilities (educational ability, research ability, and managerial competencies), teamwork competence (interaction and cooperation), knowledge (professional knowledge of the field, organizational knowledge, knowledge specialization strengthening), and personality traits (individual abilities, positive attitude, innovation). Based on the findings of the study, it can be concluded that having a career path will be a ground for success and it can have many effects on the individual and organizational life of faculty members. The dimensions of the internal career path and paying attention to them will lead to the development of long-term professional development programs for faculty members, which will lead to higher promotion and pave the way for faculty members.

کلیدواژه‌ها [English]

  • Faculty Members
  • University
  • Career Path
  • Internal Career Path

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