استراتژي‌ها و پيامدهاي به كارگيري فرهنگ مربي‌گري با رويكرد نظريه داده بنياد (مطالعه موردي پارك‌هاي علم و فنّاوري كشور)

Strategies and Outcomes of Using Coaching Culture with the Approach of Grounded Theory Method (a case study of the science and technology parks of the country)

ﻫﺪف از اﻧﺠﺎم اﯾﻦ ﭘﮋوﻫﺶ، اراﺋﻪ اﺳﺘﺮاﺗﮋيﻫﺎ و ﭘﯿﺎﻣﺪﻫﺎي ﺑﻪ ﮐﺎرﮔﯿﺮي ﻓﺮﻫﻨﮓ ﻣﺮﺑﯽﮔﺮي در ﭘﺎركﻫﺎي ﻋﻠﻢ و ﻓﻨّﺎوري ﮐﺸﻮر ﻣﯽﺑﺎﺷﺪ. اﯾﻦ ﭘﮋوﻫﺶ از ﻧﻮع ﭘﮋوﻫﺶﻫﺎي ﮐﯿﻔﯽ ﺑﻮده ﮐﻪ ﺑﺎ اﺳﺘﻔﺎده از ﻧﻈﺮﯾﻪ داده ﺑﻨﯿﺎد و ﻣﺪل ﭘﺎراداﯾﻤﯽ ﺳﯿﺴﺘﻤﺎﺗﯿﮏ اﺳﺘﺮاوس و ﮐﻮرﺑﯿﻦ اﻧﺠﺎم ﺷﺪه اﺳﺖ. در اﯾﻦ راﺳﺘﺎ، ﻣﺼﺎﺣﺒﻪﻫﺎي ﻋﻤﯿﻖ ﺑﺎ اﺳﺘﻔﺎده از ﻧﻤﻮﻧﻪﮔﯿﺮي ﻧﻈﺮي ﺑﺎ ﺗﮑﻨﯿﮏ ﮔﻠﻮﻟﻪ ﺑﺮﻓﯽ ﺑﺎ ﻣﺪﯾﺮان ﺑﺮﺧﯽ از ﭘﺎركﻫﺎي ﻋﻠﻢ و ﻓﻨّﺎوري، ﺧﺒﺮﮔﺎن و ﺻﺎﺣﺐﻧﻈﺮان ﻣﺴﻠﻂ ﺑﻪ ﺣﻮزه ﻣﺮﺑﯽﮔﺮي ﺻﻮرت ﮔﺮﻓﺖ. ﺗﻌﺪاد ﻧﻤﻮﻧﻪﻫﺎ ﺗﺎ زﻣﺎﻧﯽ اداﻣﻪ ﭘﯿﺪا ﮐﺮد ﮐﻪ ﭘﺎﺳﺦ ﻫﺎ ﺑﻪ ﻣﺮﺣﻠﻪ اﺷﺒﺎع رﺳﯿﺪ )ﺑﺎ ﺗﻌﺪاد 23 ﻣﺼﺎﺣﺒﻪ(. ﺗﺠﺰﯾﻪ و ﺗﺤﻠﯿﻞ دادهﻫﺎ، ﻃﯽ ﻣﺮاﺣﻞ ﮐﺪﮔﺬاري ﺑﺎز وﮐﺪﮔﺬاري ﻣﺤﻮري اﻧﺠﺎم ﺷﺪ. اﺳﺘﺮاﺗﮋيﻫﺎي ﺑﻪ ﮐﺎرﮔﯿﺮي ﻓﺮﻫﻨﮓ ﻣﺮﺑﯽﮔﺮي در ﻫﻔﺖ ﺑﻌﺪ ﺷﺎﻣﻞ ﺗﻮﺳﻌﻪ ﺳﺎزﻣﺎﻧﯽ، ﺟﺬب و اﺳﺘﺨﺪام ﻣﺒﺘﻨﯽ ﺑﺮ ﺷﺎﯾﺴﺘﮕﯽ، ﻣﺮﺑﯽﮔﺮي و ﻣﺪﯾﺮﯾﺖ ﻋﻤﻠﮑﺮد، آﻣﻮزش ﯾﺎدﮔﯿﺮي ﻣﺤﻮر، ﻧﮕﻬﺪاﺷﺖ ﻣﺒﺘﻨﯽ ﺑﺮ ﻣﺮﺑﯽﮔﺮي، رﻫﺒﺮي و ﺗﻮﺳﻌﻪ ارﺗﺒﺎﻃﺎت ﺳﺎزﻣﺎﻧﯽ" و ﭘﯿﺎﻣﺪﻫﺎي ﺣﺎﺻﻞ، ﺷﺎﻣﻞ ﺳﻪ ﻣﺤﻮر ﺳﺎزﻣﺎﻧﯽ، ﻓﺮدي و ﻓﺮاﺳﺎزﻣﺎﻧﯽ" ﻣﯽﺑﺎﺷﺪ. ﻧﺘﺎﯾﺞ ﻣﺜﺒﺖ ﺣﺎﺻﻞ ﺷﺪه از ﻧﻬﺎدﯾﻨﻪﺷﺪن ﻓﺮﻫﻨﮓ ﻣﺮﺑﯽﮔﺮي ﺑﺎﻋﺚ اﯾﺠﺎد ﺗﻐﯿﯿﺮات دروﻧﯽ اﺛﺮﺑﺨﺶ و اﻓﺰاﯾﺶ ﮐﺎراﺋﯽ در ﺗﻤﺎﻣﯽ ﺳﻄﻮح ﺳﺎزﻣﺎﻧﯽ ﻣﯽﮔﺮدد.

The purpose of this research is to present the strategies and outcomes of using coaching culture in the country's science and technology parks. This research is a kind of qualitative methodology that has been done using the "Grounded Theory Method" (GTM) and the systematic paradigmatic model of Strauss and Corbin. In this regard, deep interviews were conducted using theoretical sampling and snowball technique with the managers of some science and technology parks, experts and experts who dominated the coaching area. The number of samples continued until responses reached saturation (with 23 interviews). The data analysis was performed over stages of open coding and axial coding. Strategies for applying coaching culture were identified in seven dimensions including "Organizational development, competency-based placement, coaching and performance management, education-based learning, maintenance based on coaching, leadership and organizational communication development", The resulting outcomes include three axes: "organizational, individual, and trans-organization". Positive results from the institutionalization of coaching culture will result in intrinsic changes and increased efficiency at all levels of the organization.