اراﺋﻪ اﻟﮕﻮي ﺷﻨﺎﺳﺎﯾﯽ و ﺟﺬب ﻣﺪﯾﺮان ﻣﺪارس دوره اﺑﺘﺪاﯾﯽ ﺷﻬﺮ ﺗﻬﺮان

Providing a model for identifying and attracting primary school principals in Tehran

ﭘﮋوﻫﺶ ﺣﺎﺿﺮ، ﺑﺎ ﻫﺪف اراﺋﻪ اﻟﮕﻮي ﺷﻨﺎﺳﺎﯾﯽ و ﺟﺬب ﻣﺪﯾﺮان ﻣﺪارس اﺑﺘﺪاﯾﯽ آﻣﻮزش و ﭘﺮورش ﺷﻬﺮ ﺗﻬﺮان ﺻﻮرت ﮔﺮﻓﺘﻪ اﺳﺖ. اﮔﺮ ﺳﺎزﻣﺎﻧﯽ ﻓﺎﻗﺪ ﺑﺮﻧﺎﻣﻪ ﺟﺬب و ﺑﻪﮐﺎرﮔﯿﺮي ﻣﻨﺎﺑﻊ اﻧﺴﺎﻧﯽ ﭘﺮورش ﯾﺎﻓﺘﻪ ﻣﺘﻨﺎﺳﺐ ﺑﺎ اﻟﺰاﻣﺎت ﮐﺴﺐ و ﮐﺎر ﮐﻨﻮﻧﯽ را ﻧﺪاﺷﺘﻪ ﺑﺎﺷﺪ، اﺛﺮﺑﺨﺸﯽ و ﮐﺎرآﯾﯽ ﺑﺮﻧﺎﻣﻪﻫﺎ و ﺳﯿﺎﺳﺖﻫﺎي ﻣﻨﺎﺑﻊ اﻧﺴﺎﻧﯽ ﺳﺎزﻣﺎن ﻟﻄﻤﺎت ﺟﺒﺮان ﻧﺎﭘﺬﯾﺮي ﺧﻮاﻫﻨﺪ دﯾﺪ. ﭘﮋوﻫﺸﮕﺮ ﺑﺮاي دﺳﺘﯿﺎﺑﯽ ﺑﻪ دو ﻫﺪف اول، از روش ﮐﯿﻔﯽ و ﺑﺮاي ﺗﺤﻘﻖ ﻫﺪف ﺳﻮم، از روش ﮐﻤﯽ ﭘﯿﻤﺎﯾﺸﯽ اﺳﺘﻔﺎده ﮐﺮده اﺳﺖ. از ﻫﻤﯿﻦ-رو، اﯾﻦ ﺗﺤﻘﯿﻖ در زﻣﺮه ﭘﮋوﻫﺶﻫﺎي آﻣﯿﺨﺘﻪ ﻗﺮار ﻣﯽﮔﯿﺮد. ﻧﻤﻮﻧﻪ ﺑﺨﺶ ﮐﯿﻔﯽ ﺷﺎﻣﻞ 30 ﻧﻔﺮ از ﻣﺘﺨﺼﺼﺎن، ﺻﺎﺣﺐ ﻧﻈﺮان آﻣﻮزش و ﭘﺮورش و اﺳﺘﺎدان ﺷﻬﺮ ﺗﻬﺮان ﺑﻮدﻧﺪ ﮐﻪ ﺑﻪ روش ﻧﻤﻮﻧﻪﮔﯿﺮي ﻫﺪﻓﻤﻨﺪ اﻧﺘﺨﺎب ﺷﺪﻧﺪ. در ﺑﺨﺶ ﮐﻤﯽ، ﻧﻤﻮﻧﻪ ﺑﺎ اﺳﺘﻔﺎده از ﺟﺪول ﻣﻮرﮔﺎن و ﮐﺮﺟﺴﯽ، 134 ﻧﻔﺮ ﺑﺮآورد ﮔﺮدﯾﺪ ﮐﻪ ﺑﺎ روش ﺗﺼﺎدﻓﯽ اﻧﺘﺨﺎب ﺷﺪﻧﺪ و ﺑﺎ اﺳﺘﻔﺎده از ﭘﺮﺳﺸﻨﺎﻣﻪ ﻣﺤﻘﻖﺳﺎﺧﺘﻪ ﻣﻮرد ارزﯾﺎﺑﯽ ﻗﺮار ﮔﺮﻓﺘﻨﺪ. ﻧﺘﺎﯾﺞ ﺑﺨﺶ ﮐﯿﻔﯽ ﺑﺎ اﺳﺘﻔﺎده از ﻓﺮآﯾﻨﺪ ﮐﺪﮔﺬاري ﺗﺤﻠﯿﻞ ﺷﺪﻧﺪ. در ﻧﻬﺎﯾﺖ 200 ﺷﺎﺧﺺ، 17 ﻣﻮﻟﻔﻪ و 4 ﺑﻌﺪ ﺷﺎﯾﺴﺘﮕﯽ ﻣﺪﯾﺮﯾﺘﯽ، ﺷﺎﯾﺴﺘﮕﯽ اﺟﺘﻤﺎﻋﯽ، ﺷﺎﯾﺴﺘﮕﯽ ﻓﺮدي و ﺟﺬب ﻧﻬﺎﯾﯽ اﻧﺘﺨﺎب ﺷﺪﻧﺪ. ﯾﺎﻓﺘﻪﻫﺎي ﺑﺨﺶ ﮐﻤﯽ ﻧﺸﺎن داد ﮐﻪ ﻧﺘﺎﯾﺞ، ﻋﯿﻨﺎً ﻣﻮﯾﺪ ﺑﺨﺶ ﮐﯿﻔﯽ اﺳﺖ.

The Purpose of this study was to provide a model for identifying and attracting primary school principals in Tehran. If an organization does not have a program for attracting and employing trained human resources in line with the current business requirements, the effectiveness and efficiency of the organization's human resources programs and policies will suffer irreparable damage. In order to achieve the first two goals, the researcher has used the qualitative method and to achieve the third goal, he has used the quantitative survey method. Therefore, this research is in the category of mixed research. The sample of the qualitative section included 30 specialists, education experts and university professors in Tehran who were selected via purposive sampling. In the quantitative part of the sample using Morgan and Krejcie’s Table, 134 individuals were estimated who were randomly selected and evaluated using a researcher-made questionnaire. The results of the qualitative part were analyzed using the coding process, which finally included 200 indicators, 17 components and four dimensions of managerial competence, social competence, individual competence and final absorption. The findings of the quantitative section confirmed the qualitative findings.