Determining the Observable Behaviors of Succession Planning Culture in the Iranian Insurance Industry

This study aims to determine the Observable Behaviors of supportive cultural succession planning (SCSP) in the Iran insurance industry

This study was conducted based on the mixed method research along with the descriptive-exploratory approach. Regarding the qualitative and quantitative stages, population of interest contain academic staff and insurance experts and employees of the insurers' central branches respectively. Furthermore, for the qualitative part, the sample of size 13 is taken based on the purposive judgmental sampling method and according to the stratified random sampling method the sample of size 284 is selected for the quantitative part. Interviews and questionnaire surveys of 33 questions were two main methods employed to gather data in the first and second stages respectively. Concerning the questionnaire, validity was tested through face validity, and we assessed the reliability with the help of Cronbach's alpha (0.893). Content analysis was conducted to analyze qualitative data and by implementing confirmatory factor analysis in the Amos 21 we analyzed the quantitative one.

According to the results, the Observable Behaviors of SCSP are consist of Content & Structural Observable Behaviors. Moreover, among Observable Behaviors, Establishment Succession Planning ( i.e. loading factor of 0.649), Change & Development Management ( i.e. loading factor of 0.595) and Competency Management ( i.e. loading factor of 0.585)   demonstrated the most  support level for the model.

Based on the research findings, one of the Observable Behaviors of SCSP is Content Observable Behaviors consist of Motivational Behaviors, Integrated and committed organizational communications, Transformational leadership based on participation, Change & Development Management. The other Observable Behaviors of SCSP is, Structural Observable Behaviors consist of Facilitator rules and regulations, Agile organizational structure, Competency management, Strategic human capital management, Establishment of Succession Planning, Empowerment based on education and knowledge management, and Performance management based on succession .