Mohammad Hakkak, ,
Volume 23, Issue 89 (6-2024)
Abstract
Aim: The purpose of this study is to identify and determine the level of factors affecting career networking behavior. Methods: This research is mixed research with a qualitative-quantitative approach. Library search was used to examine the theoretical foundations, semi-structured interviews were used to collect data, and questionnaires were used to collect the ideas of academic experts. Theme analysis was used to identify factors. In the qualitative part, 15 people were selected from the managers of government organizations in Qom province with the purposeful sampling method in order to identify the factors. In the qualitative part, 14 people were selected from the professors of Farabi Campus and Qom University with the snowball sampling method in order to validate the factors and also compare the factors two by two. Results: Based on the findings of the present research, 31 codes were categorized into 8 factors. The validity of all the factors was confirmed with the Lawshe’s coefficient and the interpretive structural modeling method was used in order to level 8 factors. Finally, 8 factors were prioritized in 5 levels; Customized appointments and mendacious personal branding on the first level, creating toxic communication networks on the second level, distrust of employees to mechanisms on the third level, decision-making by advocacy groups on the fourth level, inefficient supervision, unclear rules and regulations and senior management style were placed at the fifth level. Conclusion: Based on the findings of the research, each of the factors related to career networking can lead to the success of employees in career promotion. Therefore, it is necessary for the managers of the organization to maintain effective human resources by using appropriate mechanisms in order to improve the growth and development of competent employees.
