چشم انداز مدیریت دولتی

طراحی الگوی کوتوله‌پروری در سازمان‌های دولتی ایران

نوع مقاله : پژوهشی (با رویکردهای کیفی)

نویسندگان

1 مدیریت دولتی، دانشکده علوم انسانی، دانشگاه آزاد اسلامی ,واحد بناب، بناب، ایران

2 مدیریت دولتی، دانشکده علوم انسانی، دانشگاه آزاد اسلامی واحد بناب، بناب، ایران

3 مدیریت دولتی، دانشکده علوم انسانی، دانشگاه آزاد اسلامی واحد بناب، بناب، ایران.

چکیده

هدف: یکی از چالش‌های مهم سازمان‌های دولتی در حوزة منابع انسانی، کوتوله‌پروری است که در بلندمدت سازمان را با مشکل فقدان استعدادهای مورد نیاز و عدم وجود برنامه‌های نظام‌مند جهت تأمین تداوم رهبری برای منصب‌های کلیدی مواجه می‌سازد. بر این اساس، هدف پژوهش حاضر طراحی الگوی کوتوله‌پروری در سازمان‌های دولتی ایران می‌باشد.
طراحی/ روش‌شناسی/ رویکرد: استراتژی این پژوهش، کیفی و مبتنی بر نظریه داده‌بنیاد است. جامعه آماری پژوهش، مدیران اجرایی و اساتید متخصص مدیریت دولتی می‌باشد. در این پژوهش برای انتخاب نمونه، از نمونه‌گیری هدف‌مند و گلوله‌برفی استفاده شد که بر اساس قاعده اشباع با انجام 17 مصاحبه این مهم حاصل شد. داده‌ها با استفاده از روش کدگذاری اشتراوس و کوربین (1990) و با نرم افزار MAXQDA 2020 تحلیل شدند.
یافته‌های پژوهش: در این پژوهش مجموعاً 88 مفهوم در قالب 20 مقوله فرعی نهایی و 6 مقوله اصلی، مشتمل بر سیاست‌زدگی نظام مدیریت منابع انسانی، مدیریت ویترینی، بی‌ثباتی در جو سازمان و ماقبل‌ستیزی مدیران (شرایط علّی)، شایسته‌هراسی، ناکارآمدی حرفه‌ای، طرد جانشین‌پروری و سوداگری اداری (پدیده محوری)، ناکارآمدی نظام جذب منابع انسانی، بی‌انگیزگی منابع انسانی مستعد و بی‌توجهی به رشد و بالندگی منابع انسانی (راهبردها/کُنش‌ها)، کوتاه‌نگری مدیران و تعاملات محدود و مبهم (شرایط مداخله‌گر)، زمینه‌های فرهنگی، فردی و اجتماعی (شرایط زمینه‌ای) و بی‌حسی سازمانی، کندذهنی سازمانی، کاهش کارایی و اثربخشی منابع انسانی و نخبه‌ستیزی در سازمان (پیامدها) به‌دست آمده است.
محدودیت‌ها و پیامدها: عدم دسترسی راحت به خبرگان به علت شیوع ویروس کرونا از جمله محدودیت‌های این پژوهش بوده است.
پیامدهای عملی: با عنایت به شناسایی ابعاد و مؤلفه‌های پدیده کوتوله‌پروری در پژوهش حاضر، تصمیم‌گیران ارشد، سیاست‌گذاران و مدیران عالی سازمان‌های دولتی بایستی، راهکارهای عملی لازم را برای اجرایی شدن نتایج پژوهش به‌کار گیرند.
ابتکار یا ارزش مقاله: پژوهش حاضر به یکی از موضوعات کمتر توجه شده در حوزه رفتار سازمانی و مدیریت منابع انسانی پرداخته و الگویی در خصوص آن ارائه نموده است.
نوع مقاله: پژوهشی

کلیدواژه‌ها

عنوان مقاله [English]

Designing a Dwarfism Pattern in Iranian Government Organizations

نویسندگان [English]

  • Maryam Razmjou 1
  • Jafar Beikzad 2
  • Farhad Nejad Haji Ali Irani 3
  • Yahya Dadash Karimi 3

1 Public Administration. Faculty of Humanities, Islamic Azad University of Bonab Branch, ,Bonab, Iran

2 Public Administration. Faculty of Humanities, Islamic Azad University of Bonab Branch, ,Bonab, Iran

3 Public Administration, Faculty of Humanities, Islamic Azad University of Bonab Branch, Bonab, Iran.

چکیده [English]

Purpose: One of the most important challenges of governmental organizations in the field of human resources is dwarfism, which in the long run causes the organization to face the problem of lack of required talents and the lack of systematic plans to ensure the continuity of leadership. Based on this, the aim of the current research is to design a dwarfism pattern in Iranian governmental organizations.
Design/ Methodology/ Approach: The strategy of this research is qualitative based on grounded theory. The statistical population of the research is executive managers and professors specializing in public administration. In this research, purposeful and snowball sampling was used to select the sample, which was achieved based on the saturation rule by conducting 17 interviews. Data were analyzed using Strauss and Corbin (1990) three-step coding method and MAXQDA 2020 software.
Research Findings: In this study, a total of 88 concepts in the form of 20 final sub-categories and 6 main categories, were found and they were: the politicization of the human resources management system, showcase management, Instability in the atmosphere of the organization and The antagonism of managers (causal conditions), merit phobia, Professional inefficiency, rejection of succession and administrative mercantilism (central category), ineffectiveness of the human resources recruitment system, lack of motivation of talented human resources and disregard for the growth and development of human resources (strategies/actions), short-sightedness of managers and interactions. limited and vague (intervening conditions), cultural, individual and social contexts (contextual conditions) and organizational numbness, organizational slowness, reduced efficiency and effectiveness of human resources and anti-elitism in the organization (consequences).
Limitations & consequences: The lack of easy access to experts due to the spread of the Corona virus was one of the limitations of this research.
Practical Consequences: In order to identify the dimensions and components of the dwarfism phenomenon in the present study, senior decision makers, policy makers and senior managers of governmental organizations should apply the necessary practical strategies to implement the research results.
Innovation or value of the Article: The present study is one of the less attention topics in the field of organizational behavior and human resource management and provides a model for it.
Paper type: Research Article

کلیدواژه‌ها [English]

  • Dwarfism
  • Government Agencies
  • Grounded Theorizing
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چشم انداز مدیریت دولتی
دوره 14، شماره 1 - شماره پیاپی 53
1402
صفحه 77-98