چشم انداز مدیریت دولتی

تأملی بر نگرش‌ها، استراتژی‌ها و رفتارهای رهبران انتقال آموزش(یافته‌های یک مطالعه کیفی)

نوع مقاله : پژوهشی (با رویکردهای کیفی)

نویسندگان

1 دانشجوی دکتری مدیریت دانشگاه خوارزمی، دانشکده مدیریت، تهران، ایران

2 دانشیار دانشگاه خوارزمی، دانشکده مدیریت، تهران، ایران

3 استادیار دانشگاه خوارزمی، دانشکده مدیریت، تهران، ایران

چکیده

هدف: امروزه منابع انسانی به‌عنوان تنها مزیت رقابتی پایدار برای سازمان‌ها، شناخته می‌شود و سازمان‌ها به‌علت رقابت شدیدی که با هم دارند، سرمایه‌گذاری‌های قابل توجهی در حوزه آموزش انجام می‌دهند. با این وجود، اثربخشی آموزش به این بستگی دارد که آیا مهارت‌های آموخته شده کارکنان، به محیط کار واقعی منتقل می‌گردد یا خیر. از بین عوامل مختلفی که به‌طور مستقیم یا غیرمستقیم بر انتقال آموزش تأثیر می‌گذارند، حمایت سرپرست (مدیر مستقیم) به‌عنوان یک متغیر محیط کار دارای روابط متنوعی با انتقال است. اگر کارکنان از سرپرست خود حمایت دریافت کنند، انگیزه بیشتری برای یادگیری و تسلط بر محتوای یادگیری خواهند داشت و می‌توانند انتقال آموزش مناسبی ایجاد کنند.
طراحی/ روش‌شناسی/ رویکرد: در این تحقیق ۱۶ مصاحبه نیمه‌ساختاریافته با مدیران شرکت‌های کارگزاری به روش نمونه‌گیری هدفمند انجام شد. روش مورد استفاده در این پژوهش از جمله روش‌های کیفی، روش تحلیل محتوای جهت‌دار بود.
یافته‌­های پژوهش: مرور متوالی مصاحبه‌ها و مقایسه مستمر داده‌ها، منجر به شناسایی و دسته‌بندی سه مضمون نگرش، استراتژی و رفتار، هشت زیر مضمون و ۴۱ نشانگان شد. نتایج حاکی از آن بود که نگرش‌ها، استراتژی‌ها و رفتارهایی که مدیران در قبال کارمندانشان به کار می‌گیرند در انتقال آموزش بسیار مهم هستند و اجرایی شدن آن در سازمان، از هدر رفت منابع مالی و غیرمالی عظیمی جلوگیری به عمل می‌آورد.
محدودیت‌­ها و پیامدها: نمونه مورد بررسی در این پژوهش متعلق به صنعت کارگزاری می‌باشد، نتایج به‌دست آمده بدون شک باید نمایانگر شرکت‌های واسطه‌گری مالی در ایران باشد، اما تحقیقات بین جمعیتی این سؤال را مطرح می‌کند که آیا اتخاذ تدابیر یکسان در زمینه‌های مختلف امکان‌پذیر است و آیا می‌توان از نتایج به‌دست آمده در کشورها و صنایع دیگر نیز استفاده نمود؟
پیامدهای عملی: این پژوهش پیکربندی جدیدی از حمایت­های مدیران میانی (سرپرستان مستقیم) و یا همان رهبران انتقال آموزش جهت تسهیل آموخته‌­ها به محیط کار ارائه می­دهد. مدیران بر اساس نگرش­‌هایی که به آموزش­های ضمن خدمت دارند، استراتژی­‌هایی را به کار می­‌گیرند و در نهایت بر اساس استراتژی­‌های کلی، که یا به کمک مدیران ارشد سازمان قابلیت اجرا دارند و یا در سطح خود مدیر (سرپرست مستقیم) اجرایی می‌­گردند، رفتارهایی را در ۴ بعد ابزاری، اطلاعاتی، ارزیابی و عاطفی جهت بهبود فضای انتقال در مورد کارمندانشان به کار می­‌گیرند.
ابتکار یا ارزش مقاله: پژوهش‌­های انجام شده در زمینه انتقال آموزش موضوع حمایت مدیر را به عنوان بخشی از حمایت­‌های سازمانی مطرح کرده‌­اند و هیچ‌یک به تفصیل به ابعاد نگرش‌­ها، رفتارها و استراتژی‌­های مدیران نپرداخته‌­اند.
 نوع مقاله: مقاله پژوهشی

کلیدواژه‌ها

عنوان مقاله [English]

A Reflection on the Attitudes, Strategies and Behaviors of Educational Transfer Leaders (Findings of a Qualitative Study)

نویسندگان [English]

  • somayeh Talebi Gerkani 1
  • Hassan Reza Zeinabadi 2
  • Saeed Jafariniya 3
  • Akbar Hassanpoor 3

1 PhD Student of management, Kharazmi University, Faculty of Management, Tehran, Iran

2 Associate Professor Kharazmi University, Faculty of Management, Tehran, Iran

3 Assistant Professor Kharazmi University, Faculty of Management, Tehran, Iran

چکیده [English]

Purpose: Today, human resources are known as the only sustainable competitive advantage for organizations, and organizations make significant investments in the field of education due to the intense competition they have with each other. However, the effectiveness of training depends on whether the skills learned by employees are transferred to the real work environment or not. Among the various factors that directly or indirectly affect the transfer of education, the support of the supervisor (direct manager) as a work environment variable has various relationships with the transfer. If employees receive support from their supervisor, they will be more motivated to learn and master the learning content and can create a proper transfer of training.
Design/ methodology/ approach:  In this research, 16 semi-structured interviews were conducted with managers of brokerage companies using a targeted sampling method. The method used in this research, among the qualitative methods, was directed content analysis.
Research Findings: The sequential review of interviews and continuous comparison of data led to the identification and classification of three themes of attitude, strategy and behavior, eight sub-themes and 41 symptoms of the guideline. The results indicated that the attitudes, strategies and behaviors used by managers towards their employees are very important in the transfer of training and its implementation in the organization and prevents the wastage of huge financial and non-financial resources.
Limitations & Consequences: The sample examined in this research belongs to the brokerage industry, the obtained results should undoubtedly represent the financial intermediation companies in Iran, but cross-population research raises the question of whether it is possible to adopt the same measures in different fields and can the results obtained in other countries and industries be used?
Practical Consequences: This research presents a new configuration of support for middle managers (direct supervisors) or the leaders of training transfer to facilitate learning in the workplace. Managers use strategies based on their attitudes towards in-service training and finally based on general strategies, which can be implemented either with the help of senior managers of the organization or at the level of the manager himself (direct supervisor). They are implemented, behaviors are used in 4 instrumental, informational, evaluation and emotional dimensions to improve the transfer environment for their employees.
Innovation or value of the Article: The researches carried out in the field of education transfer have raised the issue of manager's support as a part of organizational support, and none of them have addressed in detail the dimensions of managers' attitudes, behaviors and strategies.
Paper Type: Research Article

کلیدواژه‌ها [English]

  • Strategy
  • Transfer of Training
  • Behavior
  • Support of Managers
  • Attitude
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چشم انداز مدیریت دولتی
دوره 14، شماره 1 - شماره پیاپی 53
1402
صفحه 99-122