Pathology
Nahideh Najafi emami; Alireza Bafandeh Zende; Morteza Mahmoodzadeh
Abstract
Organizational leaders know that developing successors is essential to the organization's prosperity in the future. One of the main weaknesses in succession planning is preparing employees to take on new roles in the organization when they need those roles. In this regard, this research was carried out ...
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Organizational leaders know that developing successors is essential to the organization's prosperity in the future. One of the main weaknesses in succession planning is preparing employees to take on new roles in the organization when they need those roles. In this regard, this research was carried out to describe the dark side of succession in the executive organizations of the province. The research method is developmental in terms of objectives, qualitative in data collection, and foundation study in terms of type. The research data were collected with the help of interviews with 21 experts. The participants included academic experts with the academic rank of associate professor and above and organizational experts, senior managers of the executive organizations of the province with a master's degree and above and management experience of 15 years and above. In this research, the source of data was semi-structured interviews. Through open and axial coding, categories and subcategories were shown to relate to each other according to their dimensions and characteristics. After analyzing the data from interviews, first 216 primary codes and then 119 secondary codes were extracted, and finally, 24 concepts were obtained. The results show weak succession in executive organizations based on foundation data theory. Establishing a proper succession system could ensure the long-term survival of the organization and the transfer of experience to the next generation of leaders, as well as provide the necessary preparation for the vacuum created by vacancies in sensitive positions.
amir behboudi gol khatmi; Houshang Taghizadeh; Alireza Bafandeh Zendeh
Abstract
Today, the resignation of employees, especially skilled and skilled personnel, is one of the problems of organizations that has focused on a large part of the measures and attention of human resources management. The purpose of this research is to identify and rank employee resignation factors. The method ...
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Today, the resignation of employees, especially skilled and skilled personnel, is one of the problems of organizations that has focused on a large part of the measures and attention of human resources management. The purpose of this research is to identify and rank employee resignation factors. The method of research is a combination of qualitative and quantitative factors that were identified in the qualitative section of the factors affecting resignation through interviewing ten of the bankers and academics, and in the small part of the resignation factors, the questionnaires were interviewed by the staff, then the factors were ranked by Fuzzy AHP. The statistical population consists of 6000 employees of Mehr Eghtesad bank. The sample size was determined by using two-stage sampling method and cluster sampling methods proportional to the sample size using 384 people and Krejcie and Morgan tables. In order to analyze the data, one-sample t-test, exploratory factor analysis and Fuzzy AHP were used. The results show that financial requirements, individual factors, job factors and organizational factors are the first to fourth factors of factors affecting employee resignation, respectively. It is also important from the perspective of employees that earnings from employment are more important than other indicators.
