继任规避的概念:组织中的一个看不见的行为
Tahmine Salehi1, Mansoureh Ashghali-Farahani1, Mohammadsaeed Mirzaee1
1School of Nursing and Midwifery, Iran University of Medical Sciences, Tehran, Iran.
Journal of education and health promotion
|September 13, 2024
概括
继承规避,与继承规划相反,涉及恐惧,人才抑制和阻碍他人在护理管理中的成长. 了解这一概念对于改善员工培训和组织行为至关重要.
科学领域:
- 护理管理 护理管理
- 组织行为 组织行为
- 人力资源发展 人力资源发展
背景情况:
- 介绍"逃避继承"作为护理管理中的新概念,将其与继承计划对比.
- 强调了解逃避继任对于有效的员工培训和发展的重要性.
- 职位继任规避作为管理层中组织行为经常被忽视的一个方面.
研究的目的:
- 在护理管理的背景下阐明继任逃避的概念.
- 识别和描述继承规避的关键组成部分和表现.
- 探索继任规避作为组织行为的一个看不见的元素.
主要方法:
- 采用了使用传统内容分析的定性方法.
- 与有目的地选择的护理经理进行了半结构化采访.
- 使用格兰海姆和隆德曼的方法分析了采访数据,确保严格遵守古巴和林肯的标准.
主要成果:
- 确定了四个主要的逃避继承的子类别:"对继承计划的恐惧"",人才抑制"",相信职位的持久性"",阻碍他人的成长".
- 这些类别代表了阻碍专业发展的不良组织行为.
结论:
- 逃避继承的特点是恐惧,人才抑制,对地位稳定的信念,以及阻碍他人的成长.
- 建议进行进一步的研究,以充分定义继承规避作为继承规划的对立面.
- 建议应用继任规避的概念,以告知护理管理策略和培训计划.
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