1- گروه مدیریت دولتی، دانشکده مدیریت و حسابداری، واحد قزوین، دانشگاه آزاد اسلامی، قزوین، ایران.
2- گروه مدیریت دولتی، دانشکده مدیریت و حسابداری، واحد قزوین، دانشگاه آزاد اسلامی، قزوین، ایران. ،G.memar@iau.ac.ir
2- گروه مدیریت دولتی، دانشکده مدیریت و حسابداری، واحد قزوین، دانشگاه آزاد اسلامی، قزوین، ایران. ،
چکیده: (1150 مشاهده)
هدف: ارزیابی مدیران، همواره به‌عنوان یکی از فرایندهای کلیدی در سازمان‌ها مطرح بوده است. با این حال، این فرایند، با چالش‌ها و محدودیت‌هایی همراه است که می‌تواند بر میزان دقت و اثربخشی آن، تأثیر بگذارد. در بسیاری از موارد، ارزیابی‌ها، صرفا رویکرد خاصی از عملکرد مدیران را مورد توجه قرار می‌دهد و بعضی دیگر از رویکردها، کمتر مطرح می‌شود. در حالی که برخی از رویکردهایی که کمتر مورد توجه قرار گرفته است، می‌توانند نقش تعیین‌کننده‌ای در ارزیابی جامع و دقیق داشته باشند. بنابراین هدف این پژوهش، ارائه مدل ارزیابی شایستگی مدیران بر پایه ابزارهای شناختی است.
روش‌شناسی: این پژوهش از نظر هدف کاربردی و از نظر جمع‌آوری داده‌ها، آمیخته می‌باشد. این پژوهش، داده‌های خود از رویکرد کیفی را فراترکیب گردآوری، و برای تحلیل داده‌ها، از روش هفت مرحله‌ای سندلوسکی و بارسو (2007) استفاده کرده است. و مطالعات نیز، با روش تحلیل محتوا، در نرم‌افزار 24MAXQDA کدگذاری شده است. در ادامه برای غربال و بومی‌سازی مدل از روش دلفی فازی بر پایه مثلث فازی با مشارکت خبرگان نظری و تجربی، به صورت هدفمند و با انتخاب 16 نفر در مجموع، استفاده گردید.
یافته‌ها: یافته‌های پژوهشگر شامل 6 بعد، 20 مؤلفه، و 115 شاخص است. نتایج در شش بعد تصمیم‌گیری، توانایی‌های شناختی، فرآیندهای شناختی، حل مسئله، تعاملی و شناختی رفتاری دسته‌بندی شد.
ارزش / اصالت پژوهش: در زمینه بهره‌گیری از ابزارهای شناختی، عواملی همچون، تفکر تحلیلی و تواناییِ حل مسئله، مورد توجه قرار گرفته بود، اما از ویژگی‌های دیگر شناختی، مانند فراشناخت، شناخت اجتماعی، توانایی یادگیری، به‌خاطر سپردن، حفظ توجه، تصمیم‌گیری و... چشم پوشی شده بود. در این پژوهش، پژوهشگر تلاش نمود تا ابزارهای موجود را توسعه و گسترش دهد.
پیشنهادهای اجرایی / پژوهشی: سازمان‌ها، با ادغام ابزارهای شناختی در مراکز ارزیابی، ارزیابی‌هایی جامع‌تر از عملکرد مدیران را مطابق با نیازهای فرهنگی و زمینه‌ای خاص خود، انجام دهند.
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