ارائه مدل مدیریت عملکرد برای دانشگاه‌ها و مؤسسات آموزشی عالی دولتی کشور با تأکید بر ابعاد فردی، شغلی و سازمانی

نوع مقاله : علمی - پژوهشی

نویسندگان

1 دانشجوی دکتری مدیریت آموزش عالی، گروه علوم تربیتی، دانشکده علوم تربیتی و روانشناسی، دانشگاه شهید بهشتی، تهران، ایران

2 دانشیار، گروه علوم تربیتی، دانشکده علوم تربیتی و روانشناسی، دانشگاه شهید بهشتی، تهران، ایران

3 استادیار،مدیریت منابع انسانی، دانشگاه شهید بهشتی، تهران، ایران

چکیده

هدف: این پژوهش با هدف ارائه مدل مطلوب مدیریت عملکرد برای دانشگاه‌ها و مؤسسات آموزش عالی دولتی کشور انجام شد.
مواد و روش‌ها: روش انجام پژوهش حاضر، از نوع اکتشافی و از حیث رویکرد، یک پژوهش آمیخته (کیفی–کمی) به شمار می‌رود. در بخش کیفی مبتنی بر اجرای مصاحبه اکتشافی نیمه‌ساختاریافته با خبرگان، ابعاد و مؤلفه‌ها شناسایی و بخش کمی با بهره‌گیری از پرسشنامه، نسبت به جمع‌آوری داده‌ها اقدام شده است. مشارکت‌کنندگان در بخش کیفی 15 خبره حوزه مدیریت دانشگاهی و اعضای هیئت علمی را شامل می‌گردید که با استفاده از شیوه نمونه‌گیری غیراحتمالی هدفمند انتخاب شدند. در بخش کمی جامعه آماری شامل مدیران و هیئت علمی دانشگاه‌های آموزش عالی وابسته به وزارت علوم، تحقیفات و فناوری شامل 141 دانشگاه بود که با استفاده از روش نمونه‌گیری خوشه‌ای چند مرحله‌ای، نمونه‌گیری انجام و برای مشخص شدن حجم نمونه از جدول مورگان استفاده شد که 338 نفر به دست آمد. با توجه به دو بخشی بودن تحقیق (کیفی و کمی) لذا روایی و پایایی ابزارهای تحقیق نیز در دو بخش مطرح شد به گونه‌ای که در بخش کیفی برای سنجش روایی داده‌های کیفی از معیارهای قابلیت (گوبا و لینکلن، 2000) استفاده شد و از منظر اعتبار، انتقال‌پذیری، اطمینان‌پذیری و تأییدپذیری، مورد تأیید قرار گرفت. هم‌چنین برای محاسبه پایایی در این بخش، 5 مصاحبه به‌طور نمونه انتخاب و سپس هر کدام از آن‌ها در فاصله زمانی مشخص دوباره انجام و کدگذاری شدند، سپس کدهای مشخص شده در فواصل زمانی با هم مقایسه شدند. پایایی بازآزمایی مصاحبه‌های انجام شده 0.86 محاسبه گردید که نشان از پایا بودن کدگذاری‌هاست. در بخش کمی برای سنجش روایی از روش‌های روایی محتوا، آزمون روایی همگرا و روایی واگرا و برای سنجش پایایی از ضریب الفای کرونباخ استفاده گردید. هم‌چنین روش تحلیل داده‌ها در بخش کیفی، استفاده از روش تحلیل تم و در بخش کمی، اطلاعات موجود در پرسشنامه‌ها کدگذاری و با استفاده از نرم‌افزار آماری Spss و Smart PLS، در دو بخش توصیفی و استنباطی مورد تحلیل قرار گرفت. ضمناً سطح معناداری در تمامی فرضیه‌ها تحقیق )0.5) در نظر گرفته شده است. 
بحث و نتیجه‌گیری: یافته‌های به دست آمده از تحلیل داده‌های کیفی نشان داد که مدل مدیریت عملکرد دانشگاه‌ها و مؤسسات آموزش عالی در بعد فردی دارای (3 بعد اصلی و 6 بعد فرعی) در بعد شغلی دارای (2 بعد اصلی و 5 بعد فرعی) و بعد سازمانی دارای (2 بعد اصلی و 8 بعد فرعی) می‌تواند ابعاد مدیریت عملکرد در دانشگاه‌ها و مؤسسات آموزش عالی را به خوبی تببین نمایند. ضمن اینکه براساس نتایج کمی در میان 3 مضمون پایه (متغییرمستقل) مدل پژوهش، تأثیر بعد سازمانی بر عملکرد فردی دارای بیشترین واریانس به مقدار 0.729 و پس از آن بعد شغل بر فرد با واریانس 0.571 قرار دارند.

کلیدواژه‌ها

عنوان مقاله [English]

Providing a Performance Management Model for Iran’s Universities and State Higher Educational Institutions with an Emphasis on the Individual, Job, and Organizational dimensions

نویسندگان [English]

  • Maryam Bakhtiar 1
  • Abasalt Khorasani 2
  • Esmail Jafari 3
1 Ph.D. Student in Higher Education Management, Department of Educational Sciences, Faculty of Educational Sciences and Psychology, Shahid Beheshti University, Tehran, Iran
2 Associate Professor, Department of Educational Sciences, Faculty of Educational Sciences and Psychology, Shahid Beheshti University, Tehran, Iran
3 Assistant Professor, Human Resource Management, Shahid Beheshti University, Tehran, Iran
چکیده [English]

Objectives: This study aimed to identify and present the performance management model in Iran’s universities and higher education institutions.
Materials and Methods: The method of conducting the current research is descriptive and exploratory; in terms of approach, it is considered mixed research (quantitative-qualitative). In the qualitative part based on conducting semi-structured exploratory interviews with experts, dimensions and components were identified, and in the quantitative part, data was collected using a questionnaire. The participants in the qualitative part included 15 experts in academic management and faculty members who were selected using a non-probability sampling method. In the quantitative part, the statistical population included managers and faculty members of higher education universities affiliated with the Ministry of Science, Research and Technology, including 141 universities, which were sampled by using the multi-stage cluster sampling method; to determine the sample size, the table Morgan was used and 338 people were obtained. Due to the two parts of the research (qualitative and quantitative), the validity and reliability of the research tools were also discussed in two parts, so in the qualitative part, capability criteria (Guba and Lincoln, 2000) were used to measure the validity of qualitative data. From the point of view of validity, transferability, reliability and verifiability, it was approved. Also, to calculate the reliability in this section, 5 interviews were selected as a sample and then each of them was re-conducted and coded at a specific time interval, then the specified codes were compared with each other at the time intervals. The test-retest reliability of the conducted interviews was calculated to be 0.86 which shows the reliability of coding. In the quantitative part, content validity methods, convergent validity, and divergent validity tests were used to measure validity; also, Cronbach's alpha coefficient was used to measure the reliability. The method of data analysis in the qualitative part was the theme analysis method; in the quantitative part, the information in the questionnaires was coded and analyzed using statistical software SPSS and Smart PLS, in two descriptive and inferential parts. In addition, the level of significance in all research hypotheses (0.5) has been considered.
Discussion and Conclusions: The findings obtained from qualitative data analysis showed that the performance management model of universities and higher education institutions in the individual dimension has 3 main dimensions and 6 sub-dimensions; in the job dimension, it has 2 main dimensions and 5 sub-dimensions; in the organizational dimension, it has 2 main dimensions and 8 sub-dimensions. These dimensions can explain performance management dimensions in universities and higher education institutions well. Besides, based on the quantitative results, among the 3 basic themes (independent variable) of the research model, the impact of the organizational dimension on individual performance has the highest variance of 0.729, followed by the job dimension on the individual with a variance of 0.571.

کلیدواژه‌ها [English]

  • Designing the Model
  • Performance Management
  • University and Public Higher Institutions
  • Theme Analysis

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