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طراحی و تبیین الگوی صلاحیتهای حرفه‌ای مربیگری اجرایی برای آموزش و توسعه مدیران و رهبران سازمان‌ها | ||
| اندیشه مدیریت راهبردی (اندیشه مدیریت) | ||
| مقاله 9، دوره 15، شماره 2 - شماره پیاپی 30، مهر 1400، صفحه 271-308 اصل مقاله (675.34 K) | ||
| نوع مقاله: مقاله علمی-پژوهشی | ||
| شناسه دیجیتال (DOI): 10.30497/smt.2022.241533.3281 | ||
| نویسندگان | ||
| سجاد قارلقی1؛ اباصلت خراسانی* 2؛ غلامرضا شمس3؛ بهروز قلیچ‌لی4 | ||
| 1دانشجوی دکترای مدیریت آموزشی، دانشگاه شهید بهشتی، تهران، ایران. | ||
| 2دانشیار گروه آموزش عالی، دانشکده علوم تربیتی و روانشناسی دانشگاه شهید بهشتی، تهران، ایران (نویسنده مسئول). | ||
| 3دانشیار گروه رهبری و توسعه آموزشی، دانشکده علوم تربیتی و روانشناسی، دانشگاه شهید بهشتی، تهران. ایران. | ||
| 4استادیار گروه مدیریت دولتی، دانشکده مدیریت و حسابداری، دانشگاه شهید بهشتی، تهران، ایران. | ||
| چکیده | ||
| پژوهش حاضر با هدف طراحی الگوی صلاحیتهای حرفه‌ای مربیگری اجرایی انجام شده است. روش پژوهش کیفی بوده و با استفاده از روش فراترکیب با رویکرد هفت مرحلهای سندولوسکی و بارسو (2009) اجرا و برای تأیید مدل از مصاحبه نیمه ساختاریافته استفاده شد. جامعه مورد مطالعه پژوهش در بخش تحلیل اسناد، 857 سند بود که 22 عدد از آنها با استفاده از روش نمونه‌گیری هدفمند و با توجه به معیارهای پذیرش به‌عنوان نمونه انتخاب شدند. جامعه مورد مطالعه در بخش مصاحبه نیز خبرگان دانشگاهی در حوزه مربیگری بودند که تعداد 6 نفر از روش نمونه‌گیری هدفمند گلوله برفی به‌عنوان نمونه انتخاب شدند. داده‌های به‌دست‌آمده از تحلیل اسناد و مصاحبه‌ها با استفاده از روش کدگذاری سه مرحلهای (باز، محوری و انتخابی) تجزیه و تحلیل شد. پایایی کدگذاری‌ها از طریق ضریب توافق کاپا در نرم‌افزار SPSS و با مقدار 0.77 تأیید شد. درخصوص بررسی روایی پژوهش ضمن توجه به استراتژی‌های ممیزی پژوهش و کثرتگرایی دادهها، یافته‌ها در اختیار 3 تن از خبرگان تحقیق کیفی قرار گرفت و پس از بازنگری فرآیند مطالعه، نتایج کیفی را تأیید نمودند. بر اساس نتایج فراترکیب 150 کد باز به دست آمد که در 6 مقوله کلی مهارت‌ها، صلاحیتهای بین فرهنگی و اخلاقی، اعتبار، توانایی‌های فکری، دانش و معلومات و نگرش و انگیزه و 22 زیرمقوله (کدهای محوری) دسته‌بندی شدند. همچنین طبق نتایج حاصل از مصاحبه، نتایج فراترکیب تأیید و 34 کد باز به آن افزوده شد و درنهایت مدل صلاحیتهای حرفه‌ای مربیگری اجرایی طراحی گردید. | ||
| کلیدواژه‌ها | ||
| آموزش و بهسازی؛ اثربخشی مربیگری؛ ویژگی‌های مربی اجرایی؛ شایستگی‌های مربیگری؛ مربیگری اجرایی | ||
| عنوان مقاله [English] | ||
| Designing and explanation of executive coaching competencies model for training and development of managers and leaders of organizations | ||
| نویسندگان [English] | ||
| sajad gharloghi1؛ abasalt khorasani2؛ gholamreza shams3؛ behrooz ghelich lee4 | ||
| 1PhD student in educational management, Shahid Beheshti University, Tehran, Iran. | ||
| 2Associate Professor, Department of Higher Education, Faculty of Educational Sciences and Psychology, Shahid Beheshti University, Tehran, Iran (corresponding author). | ||
| 3Associate Professor, Educational Leadership and Development Department, Faculty of Educational Sciences and Psychology, Shahid Beheshti University, Tehran. Iran. | ||
| 4Assistant Professor, Department of Public Administration, Faculty of Management and Accounting, Shahid Beheshti University, Tehran, Iran. | ||
| چکیده [English] | ||
| The aim of this study was to design and explanation a model of executive coaching competencies. The research method was qualitative and was performed using the meta-synthesis method with a seven-step approach by Sandolowski and Barso (2009) and a semi-structured interview was used to confirm the model. The study population was 857 documents in the document analysis section, 22 of which were selected as a sample using purposive sampling method according to the acceptance criteria. The study population in the interview section were academic experts in the field of coaching who Six people were selected as the sample using targeted snowball sampling method. Data obtained from document analysis and interviews were analyzed using a three-step coding method (open, axial, selective). The reliability of the codings was confirmed using the kappa agreement coefficient in SPSS software with a value of 0.77. Regarding the study of research validity, while paying attention to the audit strategies of research and pluralism of data, the findings were provided to 3 qualitative research experts and after reviewing the study process, they confirmed the qualitative results. Based on the combined results, 150 open codes were obtained in 6 general categories (including skills, intercultural and ethical competencies, credibility, intellectual abilities, knowledge and information, attitude and motivation) and 22 subcategories (core codes) Were categorized. Based on the results of the interview, the results were confirmed and 34 open codes were added to it, and finally, the model of professional coaching professional competencies was designed. | ||
| کلیدواژه‌ها [English] | ||
| training and development, coaching effectiveness, executive coaching characteristics, coaching competencies, executive coaching | ||
| مراجع | ||
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آمار تعداد مشاهده مقاله: 83 تعداد دریافت فایل اصل مقاله: 100 |
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