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ارائۀ الگوی فرهنگ مربیگری در پارک های علم و فناوری کشور | ||
| مجله علمی "مدیریت فرهنگ سازمانی" | ||
| مقاله 3، دوره 18، شماره 2، تیر 1399، صفحه 249-272 اصل مقاله (715.03 K) | ||
| نوع مقاله: مقاله کاربردی | ||
| شناسه دیجیتال (DOI): 10.22059/jomc.2019.275206.1007720 | ||
| نویسندگان | ||
| معصومه داستانی1؛ مهربان هادی پیکانی* 2؛ داریوش غلام زاده3؛ آذر قلی زاده4 | ||
| 1دانش‌آموختة دکترا، دانشکدة مدیریت، دانشگاه آزاد اسلامی، واحد اصفهان (خوراسگان)، اصفهان، ایران | ||
| 2استادیار، دانشکدة مدیریت، دانشگاه آزاد اسلامی، واحد اصفهان (خوراسگان)، اصفهان، ایران | ||
| 3استادیار، دانشکدة مدیریت، دانشگاه آزاد اسلامی، واحد تهران مرکزی، تهران، ایران | ||
| 4دانشیار، دانشکدة مدیریت، دانشگاه آزاد اسلامی، واحد اصفهان (خوراسگان)، اصفهان، ایران | ||
| چکیده | ||
| هدف از این پژوهش تدوین الگوی به‌کارگیری فرهنگ مُربیگری در پارک‌های علم و فناوری کشور بود. این پژوهش از نوع پژوهش‌های کیفی است که با استفاده از نظریة داده‌بنیاد و مدل پارادایمی سیستماتیک استراوس و کوربین انجام شد. در این زمینه، مصاحبه‌های عمیق با استفاده از نمونهگیری نظری با تکنیک گلوله‌برفی با مدیران برخی از پارک‌های علم و فناوری و خبرگان و صاحب‌نظران مسلط بر حوزة مربیگری صورت گرفت. تعداد نمونه‌ها تا زمانی ادامه پیدا کرد که پاسخ‌ها به مرحلة اشباع رسید (با تعداد 23 مصاحبه). تجزیه‌وتحلیل داده‌ها طی سه مرحلة کدگذاری باز، کدگذاری محوری، و کدگذاری انتخابی انجام و سپس بر اساس مدل پارادایمی نظریة داده‌بنیاد الگوی مورد نظر تبیین شد. «تشکیلات و رویه‌ها، نظام جذب، انتخاب و استخدام، فرایند مدیریت عملکرد، فرایند آموزش و یادگیری، شناسایی مسیر پیشرفت شغلی، شرایط نظام نگه‌داشت» به منزلة شرایط علّی فرهنگ مربیگری، «فرهنگ مربیگری» به منزلة پدیدة اصلی پژوهش، «بوروکراسی و سیاست‌های بالادستی، سیاست‌بازی، و فرهنگ ملی» به منزلة عوامل مداخله‌گر، و «ساختار سازمانی، فرهنگ سازمانی، بلوغ کارکنان، شیوه‌های رهبری، و فضای سازمانی» به منزلة عوامل زمینه‌ای از دیدگاه مشارکت‌کنندگان پژوهش شناسایی شدند. راهبردها در هفت بعد شامل توسعة سازمانی، جذب و استخدام مبتنی بر شایستگی، مربیگری و مدیریت عملکرد، آموزش یادگیری‌محور، نگه‌داشت مبتنی بر مربیگری، رهبری، و توسعة ارتباطات سازمانی و پیامدهای حاصل شامل سه محور سازمانی و فردی و فراسازمانی است. | ||
| کلیدواژه‌ها | ||
| پارک علم و فناوری؛ فرهنگ مربیگری؛ نظریة داده‌بنیاد | ||
| عنوان مقاله [English] | ||
| The Application of the Coaching Culture Model in the Science and Technology Parks of Iran | ||
| نویسندگان [English] | ||
| Masoumeh Dastani1؛ Mehraban Hadi Paykani2؛ Dariush Gholamzadeh3؛ Azar Gholizadeh4 | ||
| 1PhD holder, Faculty of Management, Islamic Azad University, Isfahan Branch (Khorasgan), Isfahan, Iran | ||
| 2Assistant Professor, Faculty of Management, Islamic Azad University, Isfahan Branch (Khorasgan), Isfahan, Iran | ||
| 3Assistant Professor, Faculty of Management, Islamic Azad University, Central Tehran Branch, Tehran, Iran | ||
| 4Associate Professor, Faculty of Management, Islamic Azad University, Isfahan Branch (Khorasgan), Isfahan, Iran | ||
| چکیده [English] | ||
| The purpose of this study was to develop a model for the application of coaching culture in the Iranian science and technology parks. This study is qualitative in terms of approach and has been done using Strauss and Corbin’s systematic paradigmatic model of Grounded Theory Method (GTM).In this regard, in-depth interviews were conducted using theoretical snowball sampling with the managers of some science and technology parks as well as the, experts of the coaching domain. The interviews continued to a point where responses reached saturation (23 interviews).The data analysis was performed in three stages of open coding, axial coding, and selective coding. Then the model was explained based on the paradigmatic model of grounded theory. The following conditions were identified by the participants of study: "Organization and procedures, the selection and recruitment system, the performance management process, the process of education and learning, the identification of career progression path, and the conditions of the maintenance system" as the causal conditions of the coaching culture , "the coaching culture" as the main phenomenon of research, "bureaucracy and high-end policies, politicization, and national culture "as intervening conditions, and "organizational structure, organizational culture, staff maturity, leadership practices, and organizational environment" as the contextual conditions. Strategies were identified in seven dimensions, including "Organizational development, competency-based recruitment, coaching and performance management, education-based learning, maintenance based on coaching, leadership, and organizational communication development," while outcomes involved “organizational, individual, and trans-organization” directions. | ||
| کلیدواژه‌ها [English] | ||
| Coaching culture, Grounded theory, Science and technology park | ||
| مراجع | ||
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