A Model of Succession Success Factors for Academic Managers

Background &

The increasing need of organizations for managers and employees who are more capable, capable, skilled and competent than today's managers has made their education and training inevitable. Based on this, in the present research, the factors of succession success in managers of Mashhad University of Medical Sciences have been identified.

In the current research, a mixed exploratory method was used. Content analysis strategy and interview tool were used in the qualitative part and survey method and questionnaire tool were used in the quantitative part. Data analysis was done in the qualitative part with the help of coding and in the quantitative part of structural equation modeling with the help of SmartPLS software.

Based on qualitative data analysis, 59 indicators were identified in the form of 10 subcategories (leadership management, human resource management, talent management, strategic planning, organizational structure, organizational culture, process management, information technology, financial resources and political factors) The main categories of structural factors, contextual factors and behavioral factors were categorized. The results of the structural equations have also shown the validity and appropriateness of the research model.

The success and survival of organizations depends on having the right employees at the right time. Succession planning is a systematic and targeted effort in an organization to ensure the continued effectiveness of employees in key positions, maintain and develop intellectual capital for the future, and encourage individual development. Paying attention to the success factors of succession programs and investing based on their priority can reduce costs and maximize achievements.