مطالعه پدیدار شناختی از تجارب معلمان برخوردار از تحصیلات دکتری تخصصی از مواجه آنان با خدمات مبتنی بر نگهداری منابع انسانی

دوماهنامه علمی - پژوهشی رهیافتی نو در مدیریت آموزشی

مقاله 7، دوره 10، شماره 37 - شماره پیاپی 1، خرداد 1398، صفحه 133-160   

نوع مقاله: مقاله پژوهشی

نویسندگان

داود طهماسب زاده شیخلار^{* 1}؛ مجید عبادی شرف آباد²

¹استادیار برنامه ریزی درسی، دانشکده روان‌شناسی و علوم تربیتی، دانشگاه تبریز، تبریز، ایران

²دانشجوی دکتری برنامه ریزی درسی ، دانشکده علوم انسانی، دانشگاه آزاد اسلامی واحد مرند، مرند، ایران

تاریخ دریافت: 12 اسفند 1395،  تاریخ بازنگری: 30 آبان 1396،  تاریخ پذیرش: 26 اسفند 1397 

چکیده

هدف اصلی این پژوهش، بررسی تجارب معلمان با شرایط تحصیلات آکادمیک بالا درخصوص خدمات مبتنی بر نگهداری نیروی انسانی است. روش پژوهش، کیفی و از نوع پدیدارشناختی می باشد. شرکت کنندگان در این پژوهش معلمان با تحصیلات دکتری تخصصی شاغل در مدیریت آموزش و پرورش شهرستان مرند بودند که با روش نمونه گیری هدفمند انتخاب شدند و حجم آن با توجه به ماهیت پژوهش کیفی تا اشباع نظری داده ها (8 نفر) ادامه یافت. داده ها از طریق مصاحبه عمیق نیمه سازمان یافته گردآوری شد. روش تجزیه و تحلیل اطلاعات روش کدگذاری موضوعی و استفاده از روش هفت مرحله ای کلایزی بود. روایی پژوهش حاضر از نوع روایی درونی بود که بدین منظور آنالیز داده ها توسط هر دو نویسنده مقاله به منظور بازسازی واقعیت انجام گردید. سپس داده ها و تفسیر از آن ها در اختیار خود معلمان که به عنوان شرکت کننده در پژوهش بودند قرار گرفت تا صحت داده ها و تفسیر از آن را تایید بکنند. برای افزایش پایایی پژوهش، مصاحبه ها با یک برنامه قبلی در یک فضای مناسب و رعایت شرایط مصاحبه با راهنمایی های لازم و به دور از سوگیری و اعمال نظر شخصی انجام می گرفت. از تحلیل داده ها، تعداد 16 زیر درون مایه استخراج شد و این زیردرون مایه ها به ترتیب در 4 درون مایه اصلی (رضایت شغلی، شایسته سالاری، ارتقای شغلی، تعهد سازمانی) طبقه بندی شدند. یافته های پژوهش نشان داد عدم توجه به بهبود ارتقای شغلی، عدم شایسته سالاری و عدم رضایت شغلی نقش مثبتی در خروج این معلمان به رغم داشتن تعهد سازمانی و علاقه به شغل معلمی از سیستم آموزش و پرورش داشت. بنابراین می توان گفت بایستی تحولی در ساختار و تشکیلات و مقررات فعلی آموزش و پرورش متناسب با نظام شایسته سالاری و کاهش بوروکراسی و تقویت مدیریت مشارکتی صورت گیرد.

کلیدواژه‌ها

مطالعه پدیدارشناختی؛ نگهداری نیروی انسانی؛ تجارب معلمان؛ آموزش وپرورش

عنوان مقاله [English]

A phenomenological study of the experiences of PhD educated teachers from their encounter with human resource-based services

نویسندگان [English]

d t¹؛ majid ebadi sharaf abad²

¹استادیار برنامه ریزی درسی، دانشکده روان‌شناسی و علوم تربیتی، دانشگاه تبریز، تبریز، ایران

²phd student

چکیده [English]

The main objective of this paper is to investigate the teachers' experiences getting high academic studies over the maintenance services based on human power. The research method is qualitative and phenomenological. Participants in this study were teachers with PhD degree in Marand education office who were selected by purposeful sampling and its number continued with respect to the nature of the qualitative research to theoretical saturation of data (8 people). The data were collected through a semi-structured, deep interview. The method of data analysis was the method of coding the subject with using the seven-step method. The validity of the present study was an internal type of validity, so that the data were analyzed by both authors of the article in order to rebuild the reality. Then, the data and interpretation of them were made available to the teachers themselves who participated in the study to confirm the accuracy of the data and the interpretation. In order to increase the research's reliability, the interviews were conducted with an earlier program in an appropriate atmosphere and observing the interviewing conditions with necessary guidance and away from bias and personal conduct. . About 16 sub-themes were extracted through partial concepts maintaining respectively within the main theme (job satisfaction, meritocracy, job promotion and organizational commitment). Based on our findings, lack of job promotion considerations, lack of meritocracy and job satisfaction are correlated with the teachers' resignation despite their organizational commitment and job concern. So, we can say that there needs to be a change in the current structure and organization of education in line with the system of meritocracy and the reduction of bureaucracy and the strengthening of participatory governance.

کلیدواژه‌ها [English]

phenomenological study, human power maintenance, teacher experiences, education

مراجع

• Abtahi, H (2010)."meritocracy "Tehran: azad mehr Publication (in Persian)
• Afjeie, H (2008)."analyzing the factors and social justice, M.A thesis, azad Tehran university.(in Persian)
• Alnaqbi W (2011) The Relationship between Human Resource Practices and Employee Retention. Degree of Doctor. Edith Cowan University
• Amichai, Y. H. Katelyn, Y. A. M. Samuel, A. (2008). Assessment of Organizational Involvement in Implementing Empowerment, Journal of computers in human behavior, Vol.14: 34-49.
• Aminbidokhti, A. A. Salehpoor, M (2007) The relationship between job satisfaction and organizational commitment in education staff, Two-Monthly Journal of Daneshvar Behavioral Sciences, 14 (36)
• Amiri, G. Mahmoodzadeh, S. M (2015) Investigating the Factors Affecting the Reduction of Staff Abandonment Governmental Organizations of Iran (Case Study: Headquarters of the Ministry of Roads and Urban Development). Journal of Organizational Culture Management. Vol. 31 (2). 559-579. (in Persian).
• Atafar, A. Azarbaijani, K (2003)."Evaluating meritocracy in choosing government and private executives", management knowledge magazine, No.54, P. 17. (In Persian).
• Batmani, F. Sattari, S (2006) infrastructure necessary for the establishment of meritocracy in the organization, proceedings of the first conference on the development of meritocracy in organizations, faculty of educational sciences and psychology, university of Tehran.
• Brauham, F (2000),"six truths about employee turnover",www.ama.com
• Burbach, R.  Royle, T (2010) Talent on demand? Talent management in the German and Irish subsidiaries of a US multinational corporation, Personnel Review, 39(4), 414-431.
• Chamani cheragh tappe, R. Mahmoodi, A. H, Babamahmoodi, A. R (2012) Factors Affecting the Shelf Life of Nurses in Hospitals, Nursing Management Course, vol. 1 (1). NO 3. (In Persian).
• Christian, J.S. & Ellis, A.P.J (2014). The Crucial Role of Turnover Intentions in Transforming Moral Disengagement into Deviant Behavior at Work, Journal of Business Ethics, 119(2), 193–208.
• Creswell, J.W (1998) qualitative inquiry and research design: chossing among tradition, thousand oask, CA: sage publication.
• Creswell, J.W & Clark, V. L (2007) designing and conducting mixed methods research. First edition, thousand oask, sage publication.
• Davoudi, S. M. M. & Fartash, K. (2013). Turnover Intentions: Iranian Employees. Journal of Indian Management, 10(1): 89-99.
• Deconinck, J. Stiwell, C (2014) incorporation organizational justice role, states, pay satisfaction in model of turnover intentions, journal of business research. 57. pp.225-231.
• Dimitriades, Z. S (2005) Employee Empowerment in the Greek Context, International journal of manpower, Vol.26, No.1, pp. 80-92.
• Doaei, H. Borjalilo, Sh (2010) investigating the relationship between perceived organizational support and organizational commitment and intention to leave, State Management Outlook, Vol. 3. 63-77. (In Persian).
• Dominguez, A.A. (2011). The Impact of Human Resource Disclosure on Corporate Image, Journal of Human Resource Costing & Accounting, Vol. 15, No.4:279 - 298.
• Doper, K. Day, A (2013) The effects of supportive management and job quality  
• Eskandari, M, Abedi, A. N (2009) Investigating the factors related to personnel maintenance Armed Forces of the Islamic Republic of Iran, journal of research in human resources, vol 1 (2): 107-125. (in Persian).
• Farrehi, A. Sanjaghi, M. E. Bagheri, M. Talaei, M. H (2013) Designing the Interactive Model of Human Capital Empowerment Based on Information and Communication Technology in the Armed Forces (Case Study: Revolutionary Guard Corps) Defense Strategy Quarterly. 11 (44). 1-44. (in Persian).
• Filerman, G. L (2003) closing the management competence gap. Human resource health,1(7):15-30.
• Fisher, C & Shaw. J (2005) human resource management, edition 6, Houghton Mifflin, hardcover.
• Francis A. Adzei and Roger A. Atinga (2012) Motivation and retention of health workers in Ghana’s district hospitals. Journal of Health Organization and Management, Vol. 26 No. 4,pp. 467-485
• Gholipour, R. Amiri, A. N. mehdizadeh, Z (2013) Identification of Factors Affecting the Knowledge Employees' Sustainability in Iranian Oil Refining and Distribution Company, Journal of Organizational Culture Management. Vol. 11 (2). 133-161. (In Persian).
• Ghorbani, Gh. Rezaei rad, M (2011) the role of the head of the headquarters in keeping the police officers. Journal of Police Management Studies. Vol. 6(1), NO 6. 117-132. (In Persian).
• Golkar, T (1995)" review the views of senior and pediatric experts about inclination to quit traning for education professionals ", M. A thesis Tehran university. (In Persian).
• Govindarajulu N, Daily B.F. (2004) Motivating Employees for Environmental Improvement. Industrial Management & Data Systems; 104(4): 364-72.
• Harbinson, F (1973) human resource as the wealth of nations, London: oxford university press
• Hong E. N. Hao. L. Z., Kumar R. Ramendran C. Kadiresan V. (2012). An Effectiveness of Human Resource Management Practices on Employee Retention in Institute of Higher learning: - Regression Analysis. International Journal of Business Research and Management, 3(2): 47-61.
• Hytter, A (2007) Retention strategies in France and Sweden. The Irish Journal of Management, Vol. 28 No. 1, pp. 59-79
• Kerr, V O (2005) influence of perceived organizational commitment and professional  commitmen on turnover intentions of healthcare professional in Jamaica, published doctoral dissertation, nova southe as teru university
• Lepak P. D (2006). A Conceptual Review of Human Resource Management System in Strategic Human Resource Management Research, Research in Personnel and Human Resources Management, Vol. 25: 217–271.
• Luthans, F (1992) organizational behavior, fifth edition, Singapore, Mac graw Hill book company.
• Mamizadeh, J (2012) leave service at our company, study of its causes and consequences, management development monthly.44, 23-37. (In Persian).
• Martin M. J. (2011) Influence of Human Resource Practices on Employee Intention to Quit. Degree of Doctor of Philosophy. State University
• Mirkamali, M (2004) fundamentals of human resources management, Tehran: saitron (in Persian).
• Mirsepasi, N (2014) Strategic human resource management and labor relations, Tehran. Mir publishment. (In Persian).
• Mobley, W (2007) intermediate linkages in the relationship between job satisfaction and employee turnover. Journal of Health Organization and Management, Vol. 16 No. 4, 467-485
• Moghimi, m (1998) "organization and management of research approach", Tehran: termeh (in Persian).
• Nadi, M. A. Eslami harandi, F (2016) Organizational Justice Structure, Job Satisfaction and Organizational Commitment with Deviant Behaviors of Isfahan City Secretaries. Journal maagment system. Vol 7 (4) NO 28. 59-83 (in Persian).
• Nahas, T, Abd-El-Salam, E.M. & Shawky, A.Y. (2013). The impact of leadership behavior and organisational culture on job satisfaction and its relationship among organizational commitment and turnover intentions: A case study on an Egyptian company. Journal of Business and Retail Management Research, 7(2), 13-43
• Parasurman, S (2007) predicating turnover intentions and turnover behavior, a multivariate analysis, journal of vocational behavior, l21,13-22
• Pashazadeh, H (1999) the causes of the departure of educators in the literacy movement, M. A thesis, Tehran university.(in Persian)
• Patriota D (2009) Employee retention: An integrative view of Supportive Human Resource Practices and Perceived Organizational Support. Master Thesis. Management. Uppsala University.
• Rahman, W, Nas, Z (2013). Employee development and turnover intention: theory validation. European Journal of Training and Development, 37 (6), 564-579.
• Rasooli. R. Rashidi, M. (2015) Designing and explaining the model of maintenance and maintenance of knowledge base staff, journal of human resource management research. Vol 7 (1). 39-55. (in Persian)
• Rasooli, R. Shahaei, B. Safaei, M (2012) Factors Affecting Staff Leave of Payame Noor University. Public Management Publication, vol. 4 (9). 27-32. (in Persian)
• Sajadi, S. J. Baraeinejad, S. Noor Amin, A. Nazari abkenar, Sh (2011) Investigating the effects of the work environment on the occupancy of seafarers: a comparison between tanker ships, bulk carriers and container ships, Oceanography, Vol 2. 1-10. (in Persian)
• Shirazi, A (2013) Hiring and retaining the best employees; Tehran. Industrial Management Organization Publishing. .(in Persian)
• Taghizadeh, H. Rasooli, R and babaei, G (2015) determine the priority of power generation methods in order to formulate empowerment strategies for employees. Journal of Strategic Management Research. Vol. 5 (5). 57-69.(in Persian)
• Vroom, H (1994) work and motivation, M:lojoha of wiely the turnover intentions and health of military personal, recourse management.46(2),185-201