هدف: پژوهش حاضر با هدف ارائه الگوی مفهومی جانشینپروری مدیران نواحی چهارگانه آموزش و پرورش شهر کرج انجام شد. پژوهش کاربردی است و به روش آمیخته اکتشافی (کیفی-کمی) انجام گرفت.
روش کار: جامعه آماری پژوهش حاضر شامل دو بخش کیفی و کمی بود. جامعه آماری در بخش کیفی پژوهش حاضر شامل کلیه خبرگان حوزه منابع انسانی بود. در بخش کمی کلیه مدیران آموزش و پرورش نواحی چهارگانه شهر کرج به تعداد 850 نفر مشارکت داشتند. نمونهگیری در بخش کیفی از نوع هدفمند گلوله برفی بود. تعداد 15 نفر خبره حجم نمونه پژوهش فوق را شامل شد. در بخش کمی با استفاده از جدول کرجسی و مورگان، تعداد 265 نفر نمونه تعیین شد.
نتایج: پس از کدگذاری باز و محوری ابزار سنجش حاصل شده، در قالب یک فرم تنظیم و برای خبرگان جهت کدگذاری انتخابی ارسال گردید. در بعد کمی فرم اشباع شده توسط خبرگان از طریق دادن وزن به شاخص ها بر اساس معیارهای استخراج شده از مرحله کیفی، پرسشنامه پنج پیوستاری تبدیل و بر روی گروه نمونه که بصورت تصادفی انتخاب شده بودند اجراگردید. روایی ابزار سنجش از طریق ( (CVRو اعتبار آن بوسیله آلفای کرونباخ مورد سنجش قرارگرفت و تایید شد. تجزیه و تحلیل داده ها در بخش کمی در بخش آمار توصیفی و آمار استنباطی استفاده شد. نتایج حاصل از پژوهش در بخش کیفی شامل 13 مولفه و 75 شاخص می باشد.
نتیجه گیری: بر این اساس پژوهش حاضر در صدد ارائه الگوی مناسب برای جانشین پروری مدیران نواحی چهارگانه آموزش و پرورش شهر کرج است و به این ترتیب این الگو می توان بعنوان راهنمای عمل برای استقرار برنامه جانشین پروری در این وزارتخانه و سایر وزارتخانه های دولتی و سازمان های آموزشی مشابه مورد استفاده قرار گیرد.
عنوان مقاله [English]
Providing a Model for Replacing the Managers of Four Educational Districts of Karaj (mixed fertilization)
Introduction: The aim of this study was to provide a conceptual model of succession of managers in the four districts of education in Karaj.
Method: The present study was an exploratory mix (qualitative-quantitative) in terms of data, and in terms of objectives was applied research. The statistical population of the present study consisted of two parts; A- Qualitative section in which the statistical population in the qualitative section of the present study contained all experts in the field of human resources. Whereas, in the quantitative part including all educational directors in four educational districts in Karaj, 850 people participated. Next, the sampling method was done in two following parts: a) Qualitative part: it was based on the purposeful method of conscious snowball 15 experts were included as the sample size of this part. B) Quantitative part: At this stage, with the help of the Morgan sample size determination table, 265 people were formed participants. After open and axial coding, the measurement tool was obtained in the form of an adjustment form and sent to experts for selective coding. It should be noted that during this process, interviews, the Delphi technique, and intellectual rain were used.
Findings: By giving weight to the indicators based on the criteria extracted from the qualitative stage, the Weber five-point conversion questionnaire was administered to the randomly selected sample group. The validity of the measurement tool was assessed by CVR, and its validity was validated by Cronbach's alpha. Quantitative data analysis in descriptive statistics and inferential statistics (confirmatory factor analysis, T-test, analysis) One-way variance, as well as the KS test, were used to ensure the normality of the research community).
Conclusion: The results of the research in the qualitative part showed that the model consisting of three dimensions in order of priority was finalized in terms of talent management, 13 components, and 75 indicators.
Presenting a Brand -Creation Model to Develop Smart Tourism Education
Introduction: The present study was conducted with the aim of providing a conceptual model of the succession of managers of the four education districts of Karaj.
Materials and methods: The method of the present research is in terms of practical purpose, in terms of data, it is a mixed exploratory type (qualitative and quantitative), and in terms of the nature and type of study, in the qualitative dimension of the data, it is a self-emerging foundation, and in the quantitative dimension, it is a cross-sectional survey. The statistical population in the qualitative part of the present study includes all experts in the field of human resources. The quantitative part, includes all the education managers of the four districts of Karaj city, in the number of 850 people (500 men and 350 women). The tool of the qualitative part is a semi-structured interview form, which was obtained with the help of open, central, and selective coding. In the quantitative part, after the theoretical saturation of the experts regarding the interview form of the qualitative part, the said form was converted into a questionnaire by attaching the indicators and implemented on the sample group that was randomly selected. The reliability and validity of the measurement tool were done in two parts: A- Qualitative part: The reliability and validity of the measurement tool in the qualitative part was obtained with the help of three-way consensus (consensus of data, consensus of researchers, and community of theories and methodology). B- Quantitative part: In the quantitative part, reliability is calculated with Cronbach's alpha, and its total value is equal to 0.98. Data collection methods - Qualitative part: It includes the following steps: 1- First, the researcher has studied all the theories, patterns, models, and research findings, both national and global. 2- He calculated the indicators of step 1 with the help of open coding. 3- Then he categorized the calculated indicators with the help of axial coding in the form of dimensions, components, and indicators. 4- At this stage, the categorized indicators were prepared in the form of a semi-structured interview form and provided to Delphi and brainstorming experts, and this process continued until theoretical saturation was reached. 5- Dimensions, components, and final indicators were prioritized, and drawn in the form of a pattern and finally validated by experts. The quantitative part: This part includes the following steps: 1- A saturated interview form was developed for experts by weighting the indicators. 2- The aforementioned questionnaire was implemented in the sample group that was randomly selected. 3- The answers of the subjects were manually calculated and then analyzed in the Lisrel software package with the help of the confirmatory factor analysis test. 4- In this way, first, the components and indicators were measured by the sample group. 5- Then the quantitative and qualitative stage was compared. The method of data analysis was carried out in two parts: A- In the qualitative part, the data was analyzed with the help of open, central, and selective coding (interview, Delphi, and brainstorming with experts). B- Quantitative part: It consists of the following two methods: 1- Data description: In this part, conventional methods of descriptive statistics such as drawing descriptive tables, drawing statistical characteristics, and drawing diagrams were used. 2- Data analysis: In this section, so-called confirmatory factor analysis tests were used. The data analysis of the current research was done in two parts, in the qualitative part, this part was done in four stages: A: Open coding: In this stage, 50 indicators were counted by the researcher with the help of global national studies and interviews with informants. B: Axial coding: At this stage, 69 indicators were counted by the researcher in the form of 11 components and 3 dimensions with the help of interviewing the informants. It should be noted that to avoid the confusion of the text of the article, the mention of the open and axial coding table has been avoided. C: Selective coding: In this stage, which was done by the experts, in total for the succession model of the managers of the four education districts of Karaj, in order of priority, 3 dimensions, 13 components, and 75 indicators which are given in table (2) for the succession model of the managers of the four education districts of Karaj city It was finalized.
Results and discussion: As a result, the research findings in the quantitative part confirm the results of the qualitative part. In this way, all the sample people confirmed the findings obtained in the qualitative section. It should be noted that during this process, interviews, Delphi technique, and brainstorming were used. In the quantitative dimension, the saturated form was applied by the experts by giving weight to the indicators based on the criteria extracted from the qualitative stage, the Weber-transformed five continuum questionnaire on the sample group. were randomly selected and implemented. The validity of the measurement tool was measured and confirmed by CVR (CVR) and its validity by Cronbach's alpha. Data analysis was used in the quantitative section in descriptive statistics (drawing tables, statistical characteristics, and graphs) and inferential statistics (confirmatory factor analysis, T-test, one-way analysis of variance, and also K-S test to ensure the normality of the research population). The research in the qualitative part showed that the mentioned model consists of three dimensions in the order of priority: 1- the dimension of individual competencies 2- the dimension of managerial skills - the dimension of talent management, 13 components and 75 indicators were finalized. In the quantitative part, the indicators of AGFA, GFI, RMSEA, and two all indicate that the dimensions identified in a homogeneous structure support the structures of a concept model under the title of a conceptual model of a succession of managers of the four educational districts of Karaj city.
Conclusion: Based on this, the current research aims to provide a suitable model for the succession of directors of the four education districts of Karaj City, and in this way, this model can be used as a practical guide for the establishment of the succession program in this ministry and other government ministries and educational organizations. Be used similarly.