Leadership Talent Management and Its Relationship to Strategic Entrepreneurship: A Mixed Study on a Sample of Academic Leaders and Faculty Members at Umm Al-Qura University

نوع المستند : المقالة الأصلية

المؤلف

أستاذ القيادة التربوية في التعليم العالي المشارك- كلية التربية- جامعة الباحة – المملكة العربية السعودية.

المستخلص

                    هدفت الدراسة إلى الكشف عن العلاقة بين إدارة المواهب القيادية والريادة الإستراتيجية بجامعة أم القرى. استخدمت الدراسة المنهج المختلط بتصميمة التفسيري المتتابع .The Mixed-method approach Sequential Explanatory Design كما تم استخدام الاستبانة كأداة لجمع البيانات الكمية والتي وزعت على عينة عشوائية بلغت ( 327) من القيادات الأكاديمية وأعضاء هيئة التدريس، في حين تم جمع البيانات النوعية من خلال المقابلة التي تمت مع تسعة مشاركين من العينة الأساسية والذين أبدوا موافقتهم على المشاركة في المقابلة. كشفت نتائج الدراسة الكمية عن ممارسة إدارة المواهب القيادية بدرجة عالية من وجهة نظر القيادات الأكاديمية وأعضاء هيئة التدريس؛ حيث حصل بعد استقطاب المواهب وبعد تطوير المواهب على درجة عالية في حين جاء بعد الاحتفاظ بالمواهب بدرجة متوسطة. وبشكل عام فسر المشاركون في الدراسة النوعية الدرجة العالية لممارسة إدارة المواهب القيادية في جامعة أم القرى باهتمام الجامعة وتركيزها على استقطاب المواهب القيادية وتطويرها والاحتفاظ بها. وفيما يتعلق بنتائج الدراسة الكمية حول ممارسة الريادة الإستراتيجية، فقد حققت درجة ممارسة عالية بالنسبة للمتغير ككل ولجميع أبعاده. كما فسر المشاركون هذه النتيجة بانتشار الثقافة الريادية في الجامعة، وسعيها إلى تطبيق أسلوب القيادة الريادية في أغلب أنشطتها، إضافة إلى امتلاك الجامعة لعقليات ريادية. وكشفت نتائج الدراسة -أيضًا- عن وجود فروق ذات دلالة إحصائية حول درجة ممارسة إدارة المواهب القيادية تعزى لمتغير الجنس ولصالح العنصر النسائي، وبالمثل لمتغير طبيعة العمل ولصالح أعضاء هيئة التدريس الذين يشغلون منصبًا قياديًا. وفي المقابل لم تظهر النتائج أية فروق ذات دلالة إحصائية يمكن أن تعزى لمتغير الرتبة الأكاديمية. وفيما يتعلق بممارسة الريادة الإستراتيجية لم تكشف النتائج عن أية فروق ذات دلالة إحصائية يمكن أن تعزى لجميع المتغيرات. كما أظهرت نتائج الدراسة وجود علاقة ارتباطية طردية قوية ودالة إحصائيًا (R = 0.731) بين ممارسة إدارة المواهب القيادية والريادة الإستراتيجية. وفي ضوء هذه النتيجة توصي الدراسة بضرورة إدارة المواهب القيادية وإتباع إستراتيجيات متقدمة للاحتفاظ بها وتنميتها وتطويرها كمدخل لتحقيق الريادة الإستراتيجية.

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