ارائه چارچوب ادراکی برای نهادینه کردن شایسته گزینی مدیران در بانک ملی ایران

نوع مقاله : مقاله پژوهشی

نویسندگان

1 دانشجوی دکتری گروه مدیریت آموزشی، واحد رودهن، دانشگاه آزاد اسلامی، رودهن، ایران

2 استادیارگروه علوم تربیتی، واحد رودهن، دانشگاه آزاد اسلامی، رودهن، ایران

چکیده

هدف این پژوهش ارائه چارچوب ادراکی برای نهادینه کردن شایسته گزینی مدیران در بانک ملی ایران بود. روش پژوهش از نظر هدف کاربردی و از نظر نوع داده آمیخته (کیفی و کمی) از نوع اکتشافی؛ برحسب روش گرداوری داده‌ها، توصیفی از نوع همبستگی بود. جامعه آماری بخش کیفی پژوهش شامل نخبگان و متخصصان مرتبط با امور بانکی بودند که با استفاده از روش نمونه‌گیری هدفمند و اصل اشباع 10 نفر به‌عنوان حجم نمونه انتخاب شد. گروه دوم از جامعۀ آماری این پژوهش، شامل کلیه مدیران بانک ملی ایران در کشور به تعداد 3766 نفر بود که با استفاده از روش نمونه‌گیری تصادفی طبقه‌ای و انتخاب حجم نمونه در مدلسازی معادلات ساختاری 384 نفر به‌عنوان حجم نمونه انتخاب شد. در این پژوهش به‌منظور گردآوری داده‌ها از روش کتابخانه‌ای، مصاحبه نیمه ساختار یافته (بخش کیفی) و پرسشنامه محقق ساخته (بخش کمی) استفاده شد. به‌منظور بررسی روایی پرسشنامه نیز از روایی صوری، محتوا و سازه استفاده شد و به‌منظور محاسبه پایایی آن نیز از ضریب آلفای کرونباخ (دانش (0.862)، مهارت (812)، عامل فردی و ادراکی (858) و عامل سازمانی (0.812)) و پایایی ترکیبی استفاده شد که نتایج بیانگر روا و پایا بودن پرسشنامه محقق ساخته بود. برای تحلیل داده‌های کیفی پژوهش از روش تحلیل محتوا (کد گذاری) استفاده شد. در بخش کمّی نیز از روش‌های آمار توصیفی و استنباطی (مدل‌سازی معادلات ساختاری و تحلیل عاملی اکتشافی) و با استفاده از نرم‌افزارهای Spss-V22، Lisrel-V8.8 و Smart PLS-2 استفاده شد. نتایج نشان داد که مؤلفه‌های مؤثر بر شایسته گزینی مدیران بانک ملی عبارت‌اند از دانش، مهارت، عوامل فردی و ادراکی و عوامل سازمانی؛ با توجه به مؤلفه‌های پژوهش مدلی ارائه شد که برازش مطلوبی داشتند؛ اولویت بندی عوامل مؤثر بر شایسته گزینی مدیران بانک ملی نشان داد به ترتیب دانش مدیران (0.498)، عوامل فردی و ادراکی (شخصیتی) (0.332)؛ عوامل سازمانی (0.253) و مهارت مدیران بانک ملی (0.169) اولویت اول تا چهارم را به خود اختصاص دادند.

کلیدواژه‌ها

عنوان مقاله [English]

Presenting a Conceptual Framework for instituting a manager merit selection of Bank Melli Iran

نویسندگان [English]

  • Majid ghobadi 1
  • Rashid Zolfaghari Zaafarani 2
  • Mahdi Kalantari 2
1 PhD Student in Department of Educational Management, Roudehen Branch, Islamic Azad University, Roudehen, Iran
2 Assistant Professor in Department of Educational Management, Roudehen Branch, Islamic Azad University, Roudehen, Iran
چکیده [English]

The purpose of the present study is presenting a Conceptual Framework for instituting a manager merit selection of Bank Melli Iran. Research method based on aim was practical and based on data type was mixed (Qualitative and Quantitative(. The population of the study in qualitative part includes Elites and Banking Specialists. Among them, the sample was selected according to purposive sampling and 10 person’s saturation method. The second group of the study population includes all (3766) all the managers of the National Bank of Iran in the country. The sample size of 400 was selected by Stratified random sampeling method. Data collection was done by library method. Semi structured interviews (qualitative part) and questionnaire (quantitative part) was used. For measuring the questionnaires’ validity, the face, content and construct validity were measured and for measuring the questionnaires’ reliability, Cronbach's alpha reliability coefficient and combination reliability were used. The results indicated that the researched made questionnaire was valid and reliable (knowledge (0.862), skills (0.812), individual factors (0.858), organizational factors (0.812). Data analysis was done thrugh content analysis. descriptive and inferential statistics (structural equation modeling, exploratory factor analysis) were used in quantitative part using SPSS and SmartPLS soft wares. The results of the study indicated that the components of internationalization of universities are knowledge, skills, individual factors and organizational factors. According to the components, a model was presented which was in good fit. It means all components in good condition.

کلیدواژه‌ها [English]

  • merit selection
  • Knowledge
  • skills
  • individual factors
  • organizational factors

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سابقه مقاله

  • تاریخ دریافت: 10 آبان 1396
  • تاریخ بازنگری: 28 اردیبهشت 1398
  • تاریخ پذیرش: 26 اسفند 1397

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