چشم انداز مدیریت دولتی

فراتحلیل پیشایندها و پیامدهای مدیریت استعداد در سازمان های دولتی و عمومی

نوع مقاله : پژوهشی ( با رویکردهای کمی)

نویسندگان

دانشگاه خوارزمی

چکیده

هدف: مدیریت استعداد نشان­‌دهنده تغییر پارادایمی از مدیریت منابع انسانی سنتی به مدیریت منابع ­انسانی نوین است که در برگیرنده توجه به نخبگان سازمانی است. امروزه اهمیت مدیریت استعداد در دنیای سازمانی به اندازه­‌ای است که از آن به عنوان نوعی سلاح پنهان در شکار استعدادها نام برده می­‌شود. بر این اساس هدف این پژوهش شناسایی پیشایندها و پیامدهای مدیریت استعداد در سازمان‎­های دولتی و عمومی با استفاده از رویکرد فراتحلیل است.
طراحی/ روش‌­شناسی/ رویکرد: تحقیق حاضر از نظر هدف، توصیفی و از نظر نوع استفاده کاربردی و از نظر نوع داده‌­ها، کمی است. جامعه مورد بررسی پژوهش، شامل مقالات علمی و پایان‌­نامه­‌های کارشناسی­ارشد در زمینه مدیریت استعداد از سال 1389 تا تابستان سال 1398 بود که 39 مورد با استفاده از روش نمونه‌­گیری غیرتصادفی هدفمند به عنوان نمونه وارد فرایند فراتحلیل شدند.
یافته­‌های پژوهش: براساس نتایج فراتحلیل از بین پیشایندهای مدیریت استعداد، به ترتیب متغیرهای یادگیری سازمانی (0.741)، سرمایه انسانی (0.699)، مدیریت منابع انسانی راهبردی (0.666) و قوانین و مقررات (0.621) دارای بیشترین اندازه اثر بودند. همچنین از بین پیامدهای مدیریت استعداد، به ترتیب متغیرهای کاهش ترک شغل (0.794)، امنیت شغلی (0.780)، بهره­وری منابع انسانی (0.728) و  اعتماد سازمانی (0.690) دارای بیشترین اندازه اثر بودند.
محدودیت­‌ها و پیامدها: از محدودیت­‌های پژوهش حاضر احتمال سوگیری انتشار می­‌باشد، اگرچه بررسی­‌های دقیق و عمیقی جهت شناسایی مطالعات مربوطه صورت پذیرفته است، اما امکان دارد پژوهشی نادیده گرفته شده باشد.
پیامدهای عملی و ارزش مقاله: رویکرد فراتحلیل و ترکیب کمی نتایج مختلف به شناخت منسجم‌­تر و منظم‌­تر پیشایندها و پیامدهای مدیریت استعداد در سازمان­‌های دولتی و عمومی کمک می­‌نماید. فراتحلیل، برنامه‌­ریزی را برای ارتقای مدیریت استعداد دقیق‌­تر و عملیاتی­‌تر می‌نماید؛ زیرا به جای برنامه‌­ریزی برای طیف وسیعی از پیشایندها و پیامدها، بر متغیرهایی تمرکز دارد که دارای اهمیت بیشتری هستند.
نوع مقاله: مقاله پژوهشی

کلیدواژه‌ها

عنوان مقاله [English]

A Meta- Analysis of the Antecedents and Consequences of Talent Management in Government and Public Organizations

نویسندگان [English]

  • Hamed Khamehchi
  • Saeed Jafarinia

Kharazmi University

چکیده [English]

Purpose: Human resources today is the most important factor in the success of their organizations. In this context, one way to achieve competitive advantage is talent and abilities of employees. Talent management in the organization is a very essential factor for optimum use of human resources. The purpose of this study was to identify the antecedents and consequences of talent management using a meta- analysis approach.Design/Methodology/Approach: The present study is descriptive in terms of purpose, practical in terms of usage and quantitative in terms of type of data. The study population consists of scientific articles and master`s thesis in the field of talent management from 2010 to 2019, that 40 cases were entered through meta-analysis process with a non- random purposive sampling method.Research Findings: Findings showed that among the talent management antecedents, respectively, the variables of Organizational Learning (0.741), human capital (0.699), strategic human resource management (0.666), rules and regulations (0.621), organizational social responsibility (0.617) and ethical leadership (0.597) had the high effect size (above 0.5). Also, among the consequences of talent management, respectively, reduce intention to quit (0.794), job security (0.780), human resource productivity (0.728), organizational trust (0.690), knowledge creation (0.676), job attachment (0.640), Replacement (0.629), organizational performance (0.564) and employee empowerment (0.550) had the high effect size (above 0.5).Limitations & Consequences: One of the limitations of the present study was the probability of publication bias, although detailed and in- depth investigations have been undertaken to identify relevant studies, but may have been overlooked.Practical Implications and Value of the Article: Meta- Analysis with combining different results quantitatively, helps to identify the antecedents and consequences of talent management more coherently and systematically. Also, Meta- analysis had made planning for improving talent management in the organizations more accurately and operationally, because it focus on variables that are more important instead of planning for a range of antecedents and consequences.

کلیدواژه‌ها [English]

  • Talent management
  • Meta- analysis
  • Antecedents and Consequences
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چشم انداز مدیریت دولتی
دوره 11، شماره 4 - شماره پیاپی 44
1399
صفحه 39-57