نوع مقاله : مستخرج از رساله
نویسندگان
1 دانشجوی دکتری مدیریت آموزش عالی، گروه علوم تربیتی، دانشکده ادبیات و علوم انسانی، دانشگاه ارومیه، ارومیه، ایران
2 استاد، گروه علوم تربیتی، دانشگاه ارومیه، ارومیه، ایران
3 دانشیار گروه علوم تربیتی، دانشگاه ارومیه، ارومیه، ایران
چکیده
کلیدواژه‌ها
عنوان مقاله [English]
نویسندگان [English]
The present article seeks to provide a model based on which the attraction and effectiveness of higher education management graduates in the higher education governance system in Iran can be explained. The present research is applied in terms of purpose and in terms of descriptive-survey nature and has been done within the framework of a qualitative approach and using the data research method of the foundation. Targeted interviews were conducted with 18 experts, managers and higher education experts. After open, axial and selective triple coding, the conceptual model of the research was designed based on a paradigm model. The research findings indicate that this model is in the form of 25 main categories and 82 variables, including the recruitment and use of graduates as the core or main category of the model; Causal variables (organizational factors, extra-organizational factors, readiness to absorb and apply, intrapersonal competencies, personal competencies and entrepreneurial competencies); Background variables (work context, upstream documents); Interventional conditions (culture of job creation, sustainability of existing systems, talent discovery, accountability); Strategic categories (institutionalization of entrepreneurial talent management system, design of multiple entrepreneurial talent management process and design of resource allocation system) and finally consequential categories (job creation, value creation and multiple competitive advantage, creating quality assurance in higher education system) were included.
The present article seeks to provide a model based on which the attraction and effectiveness of higher education management graduates in the higher education governance system in Iran can be explained. The present research is applied in terms of purpose and in terms of descriptive-survey nature and has been done within the framework of a qualitative approach and using the data research method of the foundation. Targeted interviews were conducted with 18 experts, managers and higher education experts. After open, axial and selective triple coding, the conceptual model of the research was designed based on a paradigm model. The research findings indicate that this model is in the form of 25 main categories and 82 variables, including the recruitment and use of graduates as the core or main category of the model; Causal variables (organizational factors, extra-organizational factors, readiness to absorb and apply, intrapersonal competencies, personal competencies and entrepreneurial competencies); Background variables (work context, upstream documents); Interventional conditions (culture of job creation, sustainability of existing systems, talent discovery, accountability); Strategic categories (institutionalization of entrepreneurial talent management system, design of multiple entrepreneurial talent management process and design of resource allocation system) and finally consequential categories (job creation, value creation and multiple competitive advantage, creating quality assurance in higher education system) were included. The present article seeks to provide a model based on which the attraction and effectiveness of higher education management graduates in the higher education governance system in Iran can be explained. The present research is applied in terms of purpose and in terms of descriptive-survey nature and has been done within the framework of a qualitative approach and using the data research method of the foundation. Targeted interviews were conducted with 18 experts, managers and higher education experts. After open, axial and selective triple coding, the conceptual model of the research was designed based on a paradigm model. The research findings indicate that this model is in the form of 25 main categories and 82 variables, including the recruitment and use of graduates as the core or main category of the model; Causal variables (organizational factors, extra-organizational factors, readiness to absorb and apply, intrapersonal competencies, personal competencies and entrepreneurial competencies); Background variables (work context, upstream documents); Interventional conditions (culture of job creation, sustainability of existing systems, talent discovery, accountability); Strategic categories (institutionalization of entrepreneurial talent management system, design of multiple entrepreneurial talent management process and design of resource allocation system) and finally consequential categories (job creation, value creation and multiple competitive advantage, creating quality assurance in higher education system) were included.
کلیدواژه‌ها [English]
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