چکیده:
مقاله حاصر درصدد ارائه الگویی است که بر اساس آن بتوان جذب و اثرگذاری دانش آموختگان مدیریت آموزش عالی در نظام حکمرانی آموزش عالی در ایران را تبیین نمود. پژوهش حاضر از نظر هدف کاربردی و از لحاظ ماهیت توصیفی -پیمایشی میباشد و درچارچوب رویکردکیفی و با بکارگیری روش تحقیق داده بنیاد انجام گرفته است. ابزار جمع آوری دادهها، مصاحبههای عمیق و غیرساختار یافته و به منظور گردآوری اطلاعات با بکارگیری روش نمونهگیری نظری 18نفر از خبرگان، مدیران و صاحب نظران آموزش عالی مصاحبه انجام شد. پس ازطی کدگذاریهای سه گانه باز، محوری و انتخابی، مدل مفهومی تحقیق براساس مدل پارادایمی طراحی شد. یافتههای تحقیق بیانگر آنست که این مدل درقالب 25مقوله اصلی و 82 متغیر شامل جذب و بکارگیری دانش آموختگان به عنوان هسته یا مقوله اصلی مدل؛ متغیرهای علّی (عوامل سازمانی، عوامل فراسازمانی، آمادگی برای جذب و بکارگیری، شایستگیهای درون فردی، شایستگیهای شخصی و شایستگیهای کارآفرینی)؛ متغیرهای زمینهای (زمینه کاری، اسناد بالادستی)؛ شرایط مداخله گر (فرهنگ اشتغال زایی، پایداری سیستمهای موجود کشف استعدادها، مسولیت پذیری)؛ مقولات راهبردی (نهادینه سازی سیستم مدیریت استعداد کارآفرینانه، طراحی فرایند مدیریت استعداد کارآفرینانه چندگانه و طراحی نظام تخصیص منابع) و نهایتا مقولات پیامدی (اشتغال زایی، ارزش آفرینی و مزیت رقابتی چندگانه، ایجاد تضمین کیفیت در نظام آموزش عالی) قرار گرفت.
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.