بررسی عوامل موثر بر رضایت منتی‌ها از جلسات منتورینگ؛ نادیده‌انگاری نقش خود
محورهای موضوعی : روش های نوین آموزش وتوسعه منابع انسانی
حامد حسینی ضرابی
1
*
,
مرتضی رضائی‌زاده
2
,
علی محمد رازقی
3
1 - استادیار گروه توسعه کارآفرینی، دانشکده کارآفرینی، دانشگاه تهران، تهران، ایران
2 - استادیار گروه علوم تربیتی، دانشکده علوم تربیتی و روانشناسی، دانشگاه شهید بهشتی، تهران، ایران.
3 - دانشجوی دکترای رفتار سازمانی، دانشکده مدیریت، دانشگاه خوارزمی، تهران، ایران.
کلید واژه: منتورینگ, ارزیابی اثربخشی, منتور, مسئولیت پذیری,
چکیده مقاله :
ارزیابی اثربخشی منتورینگ در سازمان‌ها به عنوان یک روش نیمه رسمی، شخصی‌سازی شده و گران قیمت همواره به عنوان یک چالش مطرح است. هدف پژوهش حاضر، شناسایی معیارها و عوامل موثر بر موفقیت جلسات منتورینگ سازمانی است. به همین منظور با مدیرانی که تجربه حضور در جلسات منتورینگ به عنوان منتی داشته‌اند مصاحبه شد. این مدیران از طریق نمونه‌گیری هدفمند گلوله‌برفی به عنوان نمونه پژوهش انتخاب شدند. ابزار پژوهش نیز مصاحبه نیمه‌ساختارمند و پدیدارشناسانه بود. برای مقبولیت و اعتبار پژوهش حاضر از روش خودبازبینی محققان و روش توافق درون‌موضوعی استفاده شد. پس از پیاده‌سازی مصاحبه‌ها، با روش تحلیل مضمون، کدگذاری صورت پذیرفت. بر اساس یافته‌‌های این پژوهش، هشت معیار شامل: تجربه حرفه‌ای منتور، تسلط موضوعی و تخصصی منتور، پرسشگری موثر، همدل بودن منتور، توجه به ویژگی‌های منتی، شفافیت در ارتباط بین منتور و منتی، قابل اعتماد بودن منتور، و کاربردی بودن راهکارهای منتور به عنوان عوامل موثر بر موفقیت منتورینگ سازمانی شناسایی و مورد بحث قرار گرفتند. از این معیارها می‌توان برای ارزیابی و ارتقای اثربخشی جلسات منتورینگ استفاده کرد. اما نکته مهم در این میان این بود که همه این عوامل مربوط به منتورها بودند و منتی‌ها هیچ عاملی مرتبط با خود برای اثربخشی فرایند منتورینگ در نظر نگرفتند.
Examination of mentoring effectiveness in organizations as a semi-formal, personalized, and costly has been constantly mention as a challenge. This study seeks to identify the criteria and factors affecting the success of organizational mentoring sessions. To this aim, the managers who had experience attending mentoring sessions as mentees were interviewed. These managers were selected through purposeful snowball sampling as the research sample and the research instrument included a semi-structured and phenomenological interview. In addition, researchers’ self-review and intercoder agreement were applied to confirm the acceptability and validity of the research. After conducting the interviews, coding was carried out using thematic analysis. According to the findings of this research, eight criteria including mentor's professional experience, the mentor's subject matter and expertise, effective questioning, the mentor's empathy, attention to the mentee's characteristics, transparency in the relationship between the mentor and mentee, the mentor's reliability, and the applicability of the mentor's solutions were identified and discussed as factors affecting the success of organizational mentoring. These criteria could ne applied for evaluating and enhancing the effectiveness of organizational mentoring sessions. However, the significant point was that all of these factors were related to the mentors, and the mentees did not consider any factors related to themselves for the effectiveness of the mentoring process.
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