طراحی الگوی استقرار و توسعه کوچینگ سازمانی در سازمان‌های دولتی با استفاده از نظریه داده بنیاد

زمینه و هدف: یکی از رویکردهای جدید توسعه منابع انسانی، الگوی کوچینگ سازمانی است که از رهگذر نقش‌های منابع انسانی و جایگاه سازمانی که تحت عنوان توسعه کوچینگ سازمانی نامیده می‌شود که می‌توان به آن دست یافت. با توجه به گستردگی ادبیات و فقدان مدلی کامل و جامع برای کوچینگ سازمانی در سازمان‌های دولتی، مطالعه حاضر با هدف، طراحی الگوی استقرار و توسعه کوچینگ سازمانی در سازمان‌های دولتی بر اساس نظریه داده بنیاد انجام‌شده است.روش شناسی: این پژوهش ازلحاظ ماهیت آمیخته (کیفی کمی) و از حیث هدف کاربردی می‌باشد. جامعه آماری تحقیق با توجه به اشباع نظری داده‌ها، شامل 13 نفر از استادان حوزه منابع انسانی و کوچ‌های بین‌المللی icf با سابقه پنج سال کوچینگ می‌باشد. برای پایایی مصاحبه روش توافق درون موضوعی دو کدگذار با محاسبه درصد توافق، استفاده‌شده و جهت ارزیابی اعتبار یافته‌ها و نتایج، روش دلفی بکار گرفته شد.یافته ها: بر اساس یافته‌های پژوهش، 154 کد اولیه، 32 مفهوم، 13 مقوله فرعی استخراج گردید که شامل طراحی و تدوین کوچینگ سازمانی به‌عنوان پدیده محوری، شرایط علی (ویژگی‌ها و شرایط افراد و سازمان)، عوامل مداخله‌گر (مدل‌های کوچینگ، ویژگی‌های افراد)، عوامل زمینه‌ای (فرهنگ‌سازی کوچینگ، محیط و جو سازمان)، راهبردها (یادگیری و تغییر سازمانی، اعتماد سازمانی و خودآگاهی) و پیامدها (توسعه‌سازمانی و فردی) می‌باشد.نتایج: بر اساس یافته‌های پژوهش الگوی پیشنهادی در سه مرحله بررسی و شناسایی الزامات، استقرار و توسعه کوچینگ سازمانی ارائه‌شده و این مدل می‌تواند الگوی مناسبی برای استقرار و توسعه کوچینگ سازمانی در سازمان‌های دولتی ایران باشد.

designing a deployment and development pattern for organizational coaching in government organizations using grounded theory

a b s t r a c tbackground and aim: one of the new approaches to human resources development is the organizational coaching model, which can be achieved through the roles of human resources and the organizational position, which is called the development of organizational coaching. considering the vastness of the literature and the lack of a complete and comprehensive model for organizational coaching in government organizations, the present study was conducted to design a model for the establishment and development of organizational coaching in government organizations based on the data theory of the foundation.methodology: this research is of mixed nature (qualitative-quantitative) and practical in terms of purpose. according to the theoretical saturation of the data, the statistical population of the research includes 13 human resources professors and international icf coaches with five years of coaching experience. for the reliability of the interview, the within-subject agreement method of two coders was used by calculating the percentage of agreement, and the delphi method was used to evaluate the validity of the findings and results.findings: based on the research findings, 154 primary codes, 32 concepts, and 13 subcategories were extracted, which include the design and development of organizational coaching as a central phenomenon, causal conditions (characteristics and conditions of individuals and organizations), intervening factors (coaching models, characteristics of individuals). , contextual factors (coaching culture, organizational environment and atmosphere), strategies (organizational learning and change, organizational trust and self-awareness) and consequences (organizational and individual development)..results: based on the findings of the research, the proposed model is presented in three stages checking and identifying the requirements, establishment and development of organizational coaching, and this model can be a suitable model for the establishment and development of organizational coaching in iran's government organizations.conclusion: based on the findings of the research, the proposed model is presented in three stages checking and identifying the requirements, establishment and development of organizational coaching, and this model can be a suitable model for the establishment and development of organizational coaching in iran's government organizations.extended abstractintroduction organizational coaching has been introduced as a strategy for human resource development, leading to enhanced employee performance and optimized efficiency. it provides a platform for employees to solve their problems. according to research, coaching plays a significant role as a developmental tool in the success of modern organizations. however, evidence shows that many managers do not have the opportunity to effectively utilize coaching due to time constraints, resulting in their underutilization of it. furthermore, despite their good managerial skills and abilities, many managers are unfamiliar with coaching or lack the necessary skills to implement it. this leads to a decrease in motivation and a shift in employees' job attitudes, resulting in turnover or decreased performance within the organization. moreover, this issue increases the costs associated with selection, recruitment, and training, posing a threat to service quality. on the other hand, research on coaching in organizations is increasing; however, researchers admit that studies in this field are still limited, and they claim that the research foundation in this area is underdeveloped. considering the numerous benefits of coaching development in organizations and the lack of sufficient past research on the implementation and development of organizational coaching, this study presents a model for the implementation and development of organizational coaching in government organizations. additionally, coaching does not hold a desirable position in human resource management of organizations, and currently, it is an unfamiliar concept for managers in government organizations. therefore, considering the aforementioned points, this research aims to design a comprehensive and contextually appropriate model for the implementation and development of organizational coaching in the country.   methodologythe present research is a mixed (qualitative-quantitative) study that is practical in terms of its objective. in the qualitative section of this research, the systematic approach of strauss and corbin (1998) in grounded theory has been used. the statistical population of this research includes ten international coaches with five years of work experience in government organizations and three experts in the field of human resources. the sampling in this study was conducted theoretically and continued until theoretical saturation was reached. in-depth interviews were conducted with 13 individuals. in this study, the obtained information was repeated after the eleventh interview, but to ensure the accuracy of the data, the interviews continued until the thirteenth interview. additionally, in the quantitative section of this research, the delphi method was used to validate the obtained model. in this method, the creation of an expert panel and the selection of its members are considered the first step.