نوع مقاله : مقاله پژوهشی
نویسندگان
1 دانشجوی دکتری، گروه مدیریت دولتی، واحد تهران مرکزی، دانشگاه آزاد اسلامی، تهران، ایران
2 دانشیار گروه مدیریت دولتی، واحد علوم و تحقیقات، دانشگاه آزاد اسلامی، تهران، ایران
3 استادیار گروه مدیریت استراتژیک، دانشگاه عالی دفاع ملی، تهران، ایران
چکیده
کلیدواژهها
عنوان مقاله [English]
نویسندگان [English]
Abstract
Prison managers require specific competencies to perform their duties optimally. The purpose of this research is to design a model of specific competencies for prison managers. This research is developmental-applied in terms of purpose and is a mixed-method (qualitative-quantitative) research with a modeling approach. The qualitative part was conducted using the Delphi and Fuzzy Delphi methods to identify and reach consensus on indicators, and the quantitative part used multi-criteria decision-making methods (fuzzy AHP) and interpretive-structural modeling (ISM) to classify and determine causal relationships between indicators. In the research process, competencies were identified and consensus was reached using the Delphi form, and content validity questionnaires (CVI) and (CVR) were used to validate the indicators. Also, a fuzzy pairwise comparisons (AHP) questionnaire was distributed among the experts to weight and prioritize the indicators. The statistical population of the research was university professors and experts from the Prisons Organization headquarters who were familiar with prison management issues. The statistical sample of 25 people was selected using purposive sampling and snowball method. Data analysis was performed using the Fuzzy Delphi (AHP) method and the interpretive structural equation model. The research findings indicate that the specific competencies of prison managers include two categories: innate and acquired, which are either acquired as a result of work experience in prison or through training by specialists, and are divided into five main dimensions: organizational, managerial, personality, correctional and educational, and security competencies. Each dimension also has indicators such as; responsibility, use of information technology, strategic thinking, human resource management, performance evaluation, organizational knowledge, self-confidence, litigation management, ability to create a safe environment, skills in dealing with difficult prisoners, security awareness, and diverse population management.
Introduction
In the definition of competency, we can say: It is a set of skills, knowledge and behavior that characterizes a person's better performance in any specific aspect. Competence exists to perform tasks with quality and create excellent work. Competencies are not just knowledge and skills. They are related to the ability to perform complex tasks in specific conditions (in a specific context). (Salleh, Khalid, Sulaiman, Mohamad, Sern, 2015). competencies recognition is the starting point for implementing multiple human resource systems such as talent management and succession planning in the organization, that paying attention to it leads to better performance and productivity of the organization (Farahani, Ghorbanizadeh, Taghavifard, Rangriz, 2020). Competencies are placed in a framework and model called a competency model to be assessed in a standardized manner. Competency models are frameworks that define the skills, knowledge, and behaviors required for specific job roles in an organization. They help in personnel assessment, hiring, and performance appraisal. And from ensure coordination with internal and external factors impressive the company achieve )Skorobogatova,2024(.The goal of the competency model for public managers is to enhance organizational achievements and prevent corrupt practices by promote ethical behavior (Castano & Zuazua, 2023). A prison administrator must demonstrate strong managerial competence to perform a different of tasks, supervise multiple personnel, and make sure of effective policy implementation within the prison context (Kriel & Neser, 1991). Designing Dedicated competencies model prisons managers plays an important role in improving the performance and efficiency of these managers. Because the goal of this process is to guarantee that the personnel involved have the skills, knowledge and attitudes necessary to effectively manage operations in the corrective environment. This competency model, with a systematic approach, helps managers to provide better services to the prisoners population and act more efficient in managing and monitoring processes.
Case study
The members of the Delphi working group of this study include university professors and experts from the Prisons Organization and security and educational measures of the country with characteristics including: a- Security and educational knowledge (specialization in developing, implementing, and evaluating correctional, educational, and security programs in the prison system) b- Experience (employment at the expert and management levels of the Prisons Organization).
Materials and Methods
The purpose of this research is to design a model of specific competencies for prison managers. This research is developmental-applied in terms of purpose and is a mixed-method (qualitative-quantitative) research with a modeling approach. The qualitative part was conducted using the Delphi and Fuzzy Delphi methods to identify and reach consensus on indicators, and the quantitative part used multi-criteria decision-making methods (fuzzy AHP) and interpretive-structural modeling (ISM) to classify and determine causal relationships between indicators. In the research process, competencies were identified and consensus was reached using the Delphi form, and content validity questionnaires (CVI) and (CVR) were used to validate the indicators. Also, a fuzzy pairwise comparisons (AHP) questionnaire was distributed among the experts to weight and prioritize the indicators. A statistical sample of 25 people was selected using purposive sampling and snowball method. Data analysis was performed using the Fuzzy Delphi method (AHP) and the interpretive structural model of equations.
Discussion and Results
prison system, as one of the main pillars of criminal justice, plays a significant role in the reform, education, and resocialization of criminals. In the meantime, prison administrators, as the highest executive authority in this institution, play a key role in achieving reform and education goals. The research findings showed that the proprietary competencies of prisons managers are divided into five dimensions: organizational, managerial, personality, correctional and educational and security. that each of the dimensions Also has indicators such as: Responsibility, use of information technology, strategic thinking, human resource management, performance evaluation, organizational knowledge, self-confidence, case management, ability to create a safe environment, skills in dealing with hard prisoners, security awareness, and population management are diverse.
Conclusion
The complex and multidimensional nature of the prison environment presents administrators with challenges that require a set of scientific, professional, ethical, and managerial competencies to overcome. The competencies required for prison management are wide-ranging, some of which are innate and others are acquired, meaning that these competencies are acquired through work experience in prison or through training by specialists in this field. Therefore, through employee training, the prison organization can create a pool of expert prison managers so that, through its capable managers, it can successfully achieve the organizational goals of reforming and rehabilitating prisoners.
کلیدواژهها [English]
منابع فارسی
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