چکیده:
The aim of this research was to identify the components of institutionalizing the meritocratic selection of managers. The research method in terms of purpose was applied and in terms of data type was mixed (qualitative and quantitative). The statistical population for the qualitative part of the research included elites and experts related to banking affairs, where ten people were selected as the sample size using the purposive sampling method and the principle of saturation. The second group of the statistical population of this research included all 3,766 managers of Bank Melli Iran in the country, from which 400 people were selected as the sample size using stratified random sampling and sample size determination in structural equation modeling. In this research, to collect data, library methods, semi-structured interviews (qualitative part), and a researcher-made questionnaire (quantitative part) were used. To calculate reliability, the inter-coder reliability method was used, and the results indicated that the interviews were reliable and valid. To examine the validity of the questionnaire, face, content, and construct validity were used, and to calculate its reliability, Cronbach's alpha coefficient (knowledge (0.862), skill (0.812), individual and perceptual factor (0.858), and organizational factor (0.812)) and composite reliability were used, which indicated that the researcher-made questionnaire was valid and reliable. For analyzing the qualitative data of the research, the content analysis (coding) method was used. In the quantitative part, according to the research questions, descriptive statistical methods (mean, standard deviation, frequency distribution tables, and charts) and inferential methods (structural equation modeling and exploratory factor analysis) were used with the help of Spss-V22, Smart PLS, and Lisrel-V8.8 software. The results showed that the components effective on the meritocratic selection of managers are knowledge, skill, individual and perceptual factors, and organizational factors; based on the research components, a model was presented that had an appropriate fit.
خلاصه ماشینی:
The results showed that the components effective on the meritocratic selection of managers are knowledge, skill, individual and perceptual factors, and organizational factors; based on the research components, a model was presented that had an acceptable fit.
Competency models help in linking individual behavior with organizational strategies, goals, and values, and are also used at the organizational level to guide decision-making (Hay Group 3, 2012); also, competency modeling, as a central point for planning, organizing, integrating, and improving all aspects of the human resource management system, has wide applications in the fields of assessment and selection, promotion, training and development of individuals, performance management, recruitment, and career path development and planning (Artuc, Docquier, Ozden & Parsons 4, 2015: 19).
(2016), in a study titled "Designing and formulating a suitable pattern of competencies for managers and commanders in the Army Organization of the Islamic Republic of Iran using the perspective of Imam Khamenei," found that the coefficient of influence of individual competencies and then organizational competencies accounted for the highest amount; therefore, considering these competencies in the selection and evaluation of commanders and managers is essential, and the ranking resulting from the integration of the results of the Friedman test and taxonomy also confirms this; furthermore, the ranking of competencies (concepts) based on the integration of the results of the Friedman test and the mean showed that among the four main competencies included in the final pattern, individual competencies are in the first rank in the desirable state, and organizational competencies are in the second rank, whereas in the current situation, these two are swapped; therefore, while prioritizing individual competencies in appointments, organizational competencies must also be improved.
In the present research as well, individual competencies and organizational competencies have been introduced as the main factors and components affecting the selection of Bank Melli managers.
(
, 
, 
)
