بررسی رابطه بین انتقال مهارت های مدیریتی و جانشین پروری با نقش میانجی مربیگری در شرکت فولاد مبارکه اصفهان
محورهای موضوعی : الگوهای مدیریت استعداد سرمایه های انسانی
دکتر ایرج سلطانی
1
(مدیریت)
نويد ايزدي
2
(دانشگاه آزاد اسلامي واحد اصفهان)
الهام احساني فريد
3
(دانشگاه ازاد اسلامي واحد اصفهان)
کلید واژه: مهارت فنی مهارت ادراکی مهارت حرفه‌ای مهارت انسانی جانشین پروری مربیگری ,
چکیده مقاله :
هدف: تحقیق حاضر به منظور بررسی رابطه بین انتقال مهارت‌های مدیریتی به زیردستان و جانشین پروری با توجه به نقش میانجی مربیگری در شرکت فولاد مبارکه اصفهان انجام شد. روش: این مطالعه به صورت توصیفی-همبستگی در سال 1398 انجام شد و جامعه آماري آن شامل 432 نفر از مدیران، معاونین، روسا و سرپرستان شرکت فولاد مبارکه بودند كه حجم نمونه از طریق جدول مورگان 205 نفر به دست آمد و نمونه‌ها به روش تصادفی ساده انتخاب شدند. ابزار جمع‌آوری اطلاعات، پرسشنامه محقق ساخته با تعداد 76 سؤال بود که فرضیه ها پس از روایی محتوایی، صوری و سازه (به روش تحلیل عامل تاییدی) و پایایی (به روش آلفای کرونباخ88/0) با روش حداقل مربعات جزئی و نرم افزارهای SPSS و SmartPLS 2.0.M3 تحلیل شد. یافته ها: بر اساس نتايج به دست آمده بین انتقال مهارت‌های مدیریتی (فنی، ادراکی، انسانی و حرفه‌ای) و جانشین پروری رابطه معناداری دیده شد همچنین بین انتقال مهارت‌های مدیریتی و مربیگری و بین جانشین پروری و مربیگری رابطه معناداری وجود داشت.
Abstract Objective: The present study was conducted to investigate the relationship between the transfer of management skills to subordinates and successor parenting according to the mediating role of coaching in Mobarakeh Steel Company of Isfahan. Method: This study was descriptive-correlation in 1398 and its statistical population included 432 managers, deputies, heads and supervisors of Mobarakeh Steel Company. The sample size was obtained through Morgan table of 205 people and the samples were randomized. Simple were selected. The data collection tool was a researcher-made questionnaire with 76 questions that hypothesized after content, formal and structural validity (confirmatory factor analysis method) and reliability (Cronbach's alpha method 0.88) with partial least squares method and SPSS software and SmartPLS 2.0.M3 was analyzed. Results: There was a significant relationship between the transfer of managerial skills (technical, perceptual, human and professional) and succession based on the results obtained. Also, there was a significant relationship between the transfer of managerial and coaching skills and between succession and coaching
References 1-
Barker, J. Coaching and coach training in the workplace. Industrial and Commercial Training.2009; 36(3):96-98 2-
Sambruk, M.N. Investigating succession plans and talent, Procedia Earth and Planetary Science. 2015;1(1): 1764-1771 3-Taylor, T,. McGraw, P."Succession management practices in Australian organizations", International Journal of Manpower.2004; 25(8):741 –
758 4-
Seyed Javadin,Seyed Reza. Human resource planning.negahe danesh.2007. 5- Shariatmadari,Mahdi. Investigating the relationship between organizational health and the effectiveness of school principals in Tehran Education
Department. Educational Science.2009. 6-
Soltani.Iraj. Cultivating human resources with a standard-oriented approach. Third edition. Arkan Publications.2014. 7-
Naderian Masod., Soltani, Hosein . Technical skils and abilities of sport executives . management of sport and movement sciences . 2012; 9(2):11-18 8-
Bennett, John L. Bush, Mary Wayne . Coaching for change. New York: Routledge.2013; ISBN 9780415897815. OCLC 758394652 9-Abolalaei,Behzad.GHafari,Abas. Future Managers, Theoretical Foundations, and Practical Expaeriences.Tehran. Industrial Management Organization
Publications.2005. 10- GolVerdi,Mahdi.Zareimatin,Hasan.Jandaghi,Gh. Identifying the factors influencing the occurrence of succession behavior with a qualitative
approach.2016;8(2):15-24 11-Hoseinidolatabadi,Fateme.Sadeghi,Abas.Saadat,Sajad.KHodayari,Hanie.The relationship between self-efficacy and self-actualization with students' coping strategies. Research in Medical Education.2014;6(1)
12- Green, N.A., Vorhies, D.W . Mason, C.H. Market orientation, marketing capabilities and firm performance, Strategic Management Journal .2009; 30(8):
909–920 13-
Irannejad parizi,Mahdi.Sasangohar,Parviz. Organization and management: from theory to practice.Tehran. Iran Banking Publishing.2009. 14- Anderson, Garl A.Management: Skills Function Organization Performance, 2nd edition.Mc Graw Hill.1998;2(3).
5-
Jasbi,Abdilah. Fundamentals and Principles of Management.Tehran. Islamic Azad university.1997. 16-Martínez, A.B,. Palacios, T.M. B,. o Jiménez,J. L. T. "Family growth versus family firm growth: professional management and succession
process", Management Research: Journal of the Iberoamerican Academy of Management. 2013; 11(1): 58 – 76 17- Mohammadi, Gholamreza. A study of the managerial skills of the managers of Central Insurance of Iran and its impact on the productivity of that
organization. Master's thesis. School of Management. Department of Public Administration, University of Tehran. 2001. 18-
Soltani, Iraj. Coaching in Management, First Edition, Yadevareh Kitab Publications. 2010. 19- Sarmad, Gholam Ali, Haj Aghaei, Tahereh. Investigating how to transfer managerial skills to subordinates, Quarterly Journal of Leadership and Educational
Management.2016 20- Raeisi, Saadi, Delvi, Mohammad Reza. Determining the relationship between how management skills are transferred to subordinates in order to replace successive case studies: Agha Jari Oil and Gas Exploitation Company, National Conference on Management Ocean, Shiraz, Iran New Educational Development
Development Center (Metana).2016 21- Nakhaei, Shahram, Maktabi, Hassan. Investigating the Relationship between Management Skills Transfer to Subordinates and Substitutation in Pars
Energy Special Economic Zone Organization of Bushehr Province, Qeshm Islamic Azad University. 22-
Seymour, S. Boost Your Business Value with Succession Planning, Human Resource Management International Digest.2008 ;16. 23-Gholipor,Rahmatolah.Hashemi,Mohamad. Explaining the effect of mentoring on succession: by focusing on the individual development plan. Quarterly Journal of Human Resource Management Research.2015;2(3).
24-Hills,A."Succession planning – or smart talent management? Industrial and Commercial Training.2009 41(1) :.3 – 8 25- Dingman,F.B. Principles of supportive leadership and succession process, Procedia Manufacturing.2016 ;3: 681-687 26- Terblance, N.H.D., Albertyn, R.M., & Van Coller-Peter, S. Designing A Coaching Intervention To Support Leaders Promoted Into Penior Positions. SA journal 2017.resource management. ISSN: 2071-078x.
27- Burrell, D, N. Exploring Leadership Coaching as a Tool t o Improve the People Management Skills of Information Technology and Cybrsecurity Project
Mamagers.2018; Holitica 9(2):107-126 28- Simeon A. Oladipo, Azeez B. Adebakin. Mentoring And Succession Of Adminisrators: Critical Issues In Public And Private Secondary Schools In Lagos State, Nigeria, Bulgarian Journal Of Science and Education Policy(BJSEP).2016;10(1)