Mehrtak Mohammad, Farzaneh Esmaeil, Habibzadeh Shahram, Kamran Aziz, Zandian Hamed, Mahdavi Abdollah
Ph.D. Assistant Professor, Department of Health Information Management, Faculty of Paramedical Sciences, Ardabil University of Medical Sciences, Ardabil, Iran.
M.D. Associate Professor, Department of Forensic Medicine and Toxicology, Faculty of Medicine, Ardabil University of Medical Sciences, Ardabil, Iran.
Electron Physician. 2017 Nov 25;9(11):5806-5813. doi: 10.19082/5806. eCollection 2017 Nov.
Developing and guiding new knowledge are futile unless the organizational culture can also be transformed. Future leaders cannot emerge out of an organizational environment that is not conducive to the accumulation of experiences.
The aim of this study was to explore the role of organizational culture in creating a succession-planning system at the Ministry of Health and Medical Education in 2014.
The present qualitative framework analysis held interviews with 23 director generals, administrative directors and deputies from the headquarters of the Iranian Ministry of Health and Medical Education in 2014 who were selected through snowball sampling. The data obtained were analyzed in MAXQDA-10. Codes were extracted using inductive techniques.
The cultural factors affecting succession-planning at the Ministry of Health and Medical Education were identified and classified under three main areas, including the cultural factors related to the directors with four themes (Directors' job security, Constructive competition, Transparency and trust development, Creating opportunities), to the personnel with four themes (Organizational identity and loyalty, Trust in the organization, Talent and merit, Peer envy) and to the system with two themes (Values and beliefs, Politicization).
Findings of the study show that establishment and institutionalization of the succession planning to the Ministry of Health and Medical Education is deeply affected by the components of organizational culture. Accordingly, unprofessional organization culture can deprive the organization of numerous advantages in multiple-succession planning.
除非组织文化也能得到转变，否则发展和引导新知识将是徒劳的。未来的领导者无法在不利于经验积累的组织环境中涌现。
本研究旨在探讨2014年组织文化在伊朗卫生和医学教育部建立继任计划系统中的作用。
2014年，本定性框架分析通过滚雪球抽样法，对伊朗卫生和医学教育部总部的23位总干事、行政主任和副部长进行了访谈。所得数据在MAXQDA-10中进行分析。使用归纳技术提取代码。
确定了影响卫生和医学教育部继任计划的文化因素，并将其归类为三个主要领域，包括与主任相关的文化因素，有四个主题（主任的工作保障、建设性竞争、透明度和信任发展、创造机会）；与人员相关的文化因素，有四个主题（组织认同和忠诚、对组织的信任、才能和功绩、同事嫉妒）；与系统相关的文化因素，有两个主题（价值观和信念、政治化）。
研究结果表明，卫生和医学教育部继任计划的建立和制度化深受组织文化要素的影响。因此，不专业的组织文化会使该组织在多重继任计划中丧失诸多优势。
