نوع مقاله : مقاله پژوهشی
نویسنده
دکتری مدیریت، گروه مدیریت بازرگانی، واحد تهران شمال، دانشگاه آزاد اسلامی، تهران، ایران.
چکیده
کلیدواژهها
عنوان مقاله [English]
نویسنده [English]
The issue of women and development in countries has become one of the most important planning issues for development. The aim of the present research is to investigate the effect of women's meritocracy on urban development with a case study in Isfahan Municipality. The present research method is applied in terms of purpose and descriptive survey in terms of execution method. The statistical population of this research was the heads and female employees of the mentioned organization. The data collection tool was a questionnaire that was initially planned based on the standards set in the Moghimi and Ramadan management research paper (2014). In order to validate the questionnaire, it was given to professors and some women of the organization, and after confirmation, the reliability of the questionnaire was measured with Cronbach's alpha coefficient. The total alpha coefficient with a value of 0.99, which was higher than 0.7, showed that the questionnaire has good reliability. To analyze the information at the level of descriptive statistics for the questions raised about mean, standard deviation and frequency, and at the level of inferential statistics, Kolmogorov Smirnov tests, Spearman correlation test, Kruskal-Wallis test, multiple linear regression and Friedman test were used. Also, in a part of the research, the comparison of the number of female personnel and managers of Isfahan municipality between 2010 and 2019 was done. In this time frame, the change in the per capita level of urban programs was also investigated. Its impact on urban development was investigated. The research findings showed that women's high level of education (r=0.59) and their high work position (r=0.72) had a greater impact on urban development, women's participation, training and their employment in significant organizational positions. Zero (Pvalue=0.00) has a direct, positive and significant effect on the urban development of Ronshan Dado. Finally, women's meritocracy with an intensity of influence above 3 (F=3.50) had a positive and significant effect on urban development. Also, there was a strong relationship between women's participation and urban development (r=0.95) more than other variables. Comparing the number of municipal personnel and managers, it was found that the numberof female personnel..
Introduction
Considering the significant role of human resources in the development process, and knowing that both women and men together constitute the human resources of organizations, it is clear that women play a fundamental role in increasing productivity and fostering development. Although more women have entered the workforce and their numbers have grown quantitatively in recent years, qualitative inequalities remain, especially in reaching managerial levels and merit-based positions. Women have had a minimal share in being selected for top management roles and positions of competency. Nowadays, women show a greater inclination towards taking on management positions and demonstrating their competence in all areas, be they private or public. The role and performance of women in development largely depend on the economic and social development goals of societies. However, they can also become a crucial factor in the cultural transformation of human communities. The development process impacts both women and men in various ways. Fundamentally, culture is one of the most important factors in achieving development, making cultural development both a fundamental prerequisite and an essential goal of development itself. Consequently, many development experts, including officials from the United Nations, emphasize culture as one of the key factors in achieving development. In this context, urban development stands out as a foundation for sustainable economic growth. By creating and promoting a supportive culture, the path to development can be smoothed. Culture represents the way of life for people, and to advance and improve desirable living and working methods, cultural reform is essential. To achieve this objective, government and non-government organizations need to shift their perspectives, which requires management levels to adapt and elevate the competence of employees within organizations. The approach of meritocracy emerged in the 1990s within human resource management literature and quickly gained traction. Today, this approach is not only considered by businesses in developed countries but is also utilized by governmental organizations and companies. Meritocracy is a common and recognized concept in organizational affairs, where competence denotes having the ability, skill, knowledge, worthiness, and qualification.
Methodology
The research method used in this study is descriptive-survey based on its nature and approach. Therefore, overall, this research is considered applied in terms of its objective and descriptive-survey in terms of its method. The statistical population consists of 450 female managers and staff working in the Isfahan Municipality. In another part of the study, the same statistical population was evaluated during the period from 2011 to 2019 (according to the Iranian calendar). The sample size in this study was determined using Cochran's formula, and based on the calculations, 207 managers and working staff were selected. The sampling method was random among the employees.
Results and Discussion
Due to the non-normal distribution of data, the Friedman test was used to examine the impact intensity of women's meritocracy. This test indicated that participation had a greater impact (F=3.53) compared to other variables on the meritocracy of women in urban development. Notably, the impact intensity of meritocracy itself was also above 3 (F=3.50), demonstrating a positive and significant impact (p-value=0.00<0.05) on urban development. Prioritization of the considered indicators was done through the Friedman test, revealing that, within the women's meritocracy component, the indicators of awareness and understanding of organizational goals and policies and proficiency in relevant technologies and tools (μ=5.73) scored highest. In the women's participation component, teamwork presence in the organization (μ=4.56) was most significant; within women's training, the use of women as educational trainers and inviting them to various seminars (μ=4.12) were key. For appointing women to organizational positions, improved job performance due to a woman's experience and skills and promoting women to managerial roles based on their abilities (μ=7.16) were crucial. Lastly, within urban development, the commitment to fairness and integrity stood out as critical in interactions with colleagues (μ=11.43), significantly boosting urban advancement. The Spearman correlation test then assessed the relationship between meritocracy and urban development. According to this test, with a significance level of zero (Pvalue=0.00<0.05), all variables had a direct and positive relationship with urban development. Among these, female meritocracy (r=0.91) strongly correlated with a significance level of zero. Additionally, the relationship between women's participation and urban development (r=0.95) was stronger than other variables. Therefore, women's meritocracy contributes to urban development. This conclusion aligns closely with Abdolsabour's 2016 research findings, which determined that effective meritocracy influences organizational culture. The current study also highlighted that meritocracy has a positive and significant effect on urban development.
Conclusion
Due to the non-normal distribution of data, the Friedman test was used to examine the impact intensity of women's meritocracy. This test indicated that participation had a greater impact (F=3.53) compared to other variables on the meritocracy of women in urban development. Notably, the impact intensity of meritocracy itself was also above 3 (F=3.50), demonstrating a positive and significant impact (p-value=0.00<0.05) on urban development. Prioritization of the considered indicators was done through the Friedman test, revealing that, within the women's meritocracy component, the indicators of awareness and understanding of organizational goals and policies and proficiency in relevant technologies and tools (μ=5.73) scored highest. In the women's participation component, teamwork presence in the organization (μ=4.56) was most significant; within women's training, the use of women as educational trainers and inviting them to various seminars (μ=4.12) were key. For appointing women to organizational positions, improved job performance due to a woman's experience and skills and promoting women to managerial roles based on their abilities (μ=7.16) were crucial. Lastly, within urban development, the commitment to fairness and integrity stood out as critical in interactions with colleagues (μ=11.43), significantly boosting urban advancement. The Spearman correlation test then assessed the relationship between meritocracy and urban development. According to this test, with a significance level of zero (Pvalue=0.00<0.05), all variables had a direct and positive relationship with urban development. Among these, female meritocracy (r=0.91) strongly correlated with a significance level of zero. Additionally, the relationship between women's participation and urban development (r=0.95) was stronger than other variables. Therefore, women's meritocracy contributes to urban development. This conclusion aligns closely with Abdolsabour's 2016 research findings, which determined that effective meritocracy influences organizational culture. The current study also highlighted that meritocracy has a positive and significant effect on urban development.
کلیدواژهها [English]
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