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

Document Type : Scientific - Research

Authors

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

Abstract

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.

Keywords

References

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