دور التعيينات الحكومية المدنية في تعزيز تحقيق أهداف التنمية المستدامة في دولة فلسطين
Date
2024-05-28
Authors
محمود "احمد جمعة" محمود قاسم
Mahmoud "Ahmad Jumah" Mahmoud Qasem
Journal Title
Journal ISSN
Volume Title
Publisher
Al-Quds University
Abstract
هدفت الدراسة إلى معرفة دور التعيينات الحكومية المدنية في تعزيز تحقيق أهداف التنمية المستدامة في دولة فلسطين، ولتحقيق أهداف الدراسة استخدم الباحث المنهج الوصفي التحليلي لأنه يناسب واقع الدراسة، وقام بتصميم استبانه موزعة على محورين، تضمن المحور الأول نظام التعيينات الحكومية، وتضمن أربعة أبعاد وهي: (الاعلان واستقبال الطلبات، فرز الطلبات، الامتحانات الالكترونية، المقابلات الشفهية)، أما المحور الثاني فتعلق بأهداف التنمية المستدامة، وتضمن خمسة أبعاد وهي: (المعرفة بأهداف التنمية المستدامة، الالتزام بتحقيق أهداف التنمية المستدامة، النزاهة، الشفافية، تكافؤ الفرص)، وتكون مجتمع الدراسة من جميع العاملين في الإدارة العليا والوسطى والدنيا في دوائر إدارة الموارد البشرية في الدوائر الحكومية/ المحافظات الشمالية في دولة فلسطين والبالغ عددهم (1600) موظف، وبلغت العينة النهائية للدراسة (357) موظف أجريت عليهم هذه الدراسة، واستخدم الباحث أسلوب العينة القصدية.
توصلت الدراسة إلى أن الدرجة الكلية لواقع نظام التعينات الحكومية المدنية من وجهة نظر العاملين في دوائر إدارة الموارد البشرية قطاع الخدمة المدنية كانت كبيرة، كذلك كانت الدرجة الكلية لواقع تطبيق أهداف التنمية المستدامة في قطاع الخدمة المدنية الفلسطيني من وجهة نظر العاملين في دوائر الموارد البشرية كانت كبيرة، كما أظهرت نتائج الدراسة انه توجد علاقة معنوية عند مستوى الدلالة الإحصائية (0.05a≤) بين مستوى تقييم نظام التعيينات الحكومية في الخدمة المدنية وبين تعزيز تحقيق اهداف التنمية المستدامة، كما تبين عدم وجود فروق ذات دلالة معنوية عند مستوى الدلالة الاحصائية (0.05a≤) في مستوى تقييم نظام التعيينات في الخدمة المدنية ودورها في تعزيز اهداف التنمية المستدامة في دولة فلسطين تعزى لمتغير الجنس تبعا لمحور تعزيز اهداف التنمية المستدامة، كذلك في متغير المستوى الوظيفي تبعاً لمحور تقييم نظام التعيينات، كذلك في متغير المؤهل العلمي تبعاً لمحور تعزيز أهداف التنمية المستدامة، وتبين عدم وجود فروق في متغير مكان السكن وسنوات الخبرة تبعاً لمحوري الدراسة، كذلك تبين وجود فروق ذات دلالة معنوية عند مستوى الدلالة الاحصائية (0.05a≤) في مستوى تقييم نظام التعيينات في الخدمة المدنية ودورها في تعزيز اهداف التنمية المستدامة في دولة فلسطين تعزى لمتغير الجنس تبعاً لمحور تقييم نظام التعيينات وكانت الفروق لصالح الذكور، ووجود فروق في متغير المستوى الوظيفي تبعاً لمحور تعزيز أهداف التنمية المستدامة، وكانت الفروق لصالح العاملين في الادارة العليا، ووجود فروق في متغير المؤهل العلمي تبعاً لمحور تقييم نظام التعيينات، وكانت الفروق لصالح حملة درجة البكالوريوس، وتبين وجود فروق تبعاً لمتغير نوع الدائرة الحكومية في بعدي الدراسة.
وبناء على النتائج اعلاه خرجت الدراسة بمجموعة من التوصيات أبرزها الاستمرار في تطوير منظومة التوظيف الالكتروني المعتمدة في ديوان الموظفين العام، والاستفادة من التجارب الدولية في هذا المجال، وربط عمل الدوائر الحكومية في قطاع الخدمة المدنية بشكل مباشر بأهداف التنمية المستدامة، وزيادة معرفة العاملين في إدارة الموارد البشرية بأهداف التنمية المستدامة، وتعزيز نفاذية القوانين والتسريعات التي تضمن تحقيق النزاهة والشفافية وتكافؤ الفرص في عملية التعيين والترقية، وعقد الامتحانات الالكترونية في مختلف المحافظات وليس فقط في محافظة رام الله والبيرة، وبما يسهم في تعزيز تكافؤ الفرص لجميع المتقدمين لشغل الوظائف العامة.
The study aimed to know the role of civil government appointments in promoting the achievement of sustainable development goals in the State of Palestine. To achieve the objectives of the study, the researcher used the descriptive approach because it suits the reality of the study, and he designed a questionnaire divided into two axes. The first axis included the government appointments system, and included four dimensions: (Announcing and receiving applications, sorting applications, electronic examinations, and oral interviews). As for the second axis, it relates to the sustainable development goals and includes five dimensions: (knowledge of the sustainable development goals, commitment to achieving the sustainable development goals, integrity, transparency, equal opportunities), and the study population is formed. Of all employees in senior, middle, and lower management in human resources management departments in government departments/northern governorates in the State of Palestine, who numbered (1,600) employees, the final sample for the study reached (357) employees on whom this study was conducted, and the researcher used the purposive sampling method. The study found that the overall degree of the reality of the civil government appointments system from the point of view of those working in human resources management departments in the civil service sector was large. Likewise, the overall degree of the reality of implementing the sustainable development goals in the Palestinian civil service sector from the point of view of those working in human resources departments was large. The results of the study also showed that there is a significant relationship at the level of statistical significance (a≤0.05) between the level of evaluation of the government appointments system in the civil service and promoting the achievement of sustainable development goals. It also showed that there are no significant differences at the level of statistical significance (a≤0.05) At the level of evaluation of the appointments system in the civil service and its role in promoting sustainable development goals in the State of Palestine, it is attributed to the gender variable according to the axis of promoting sustainable development goals, as well as to the job level variable according to the axis of evaluating the appointments system, as well as to the academic qualification variable according to the axis of promoting sustainable development goals. It was found that there were no differences in the variable of place of residence and years of experience according to the two axes of the study. It was also found that there were significant differences at the level of statistical significance (a≤0.05) in the level of evaluation of the system of appointments in the civil service and its role in promoting the goals of sustainable development in the State of Palestine due to the variable Gender according to the axis of evaluating the appointments system, and the differences were in favor of males. There were differences in the job level variable according to the axis of promoting sustainable development goals. The differences were in favor of workers in senior management. There were differences in the academic qualification variable according to the axis of evaluating the appointments system. The differences were in favor of bachelor’s degree holders. It was found that there were differences depending on the variable type of government department in the two dimensions of the study. Based on the above results, the study came out with a set of recommendations, the most prominent of which is continuing to develop the electronic recruitment system approved by the General Personnel Council, benefiting from international experiences in this field, linking the work of government offices in the civil service sector directly to the goals of sustainable development, and increasing the knowledge of workers in resource management. Humanity is committed to sustainable development goals, enhancing the enforceability of laws and accelerations that ensure the achievement of integrity, transparency and equal opportunities in the appointment and promotion process, and holding electronic examinations in various governorates, not just in Ramallah and Al-Bireh Governorate, in a way that contributes to enhancing equal opportunities for all applicants for public positions.
The study aimed to know the role of civil government appointments in promoting the achievement of sustainable development goals in the State of Palestine. To achieve the objectives of the study, the researcher used the descriptive approach because it suits the reality of the study, and he designed a questionnaire divided into two axes. The first axis included the government appointments system, and included four dimensions: (Announcing and receiving applications, sorting applications, electronic examinations, and oral interviews). As for the second axis, it relates to the sustainable development goals and includes five dimensions: (knowledge of the sustainable development goals, commitment to achieving the sustainable development goals, integrity, transparency, equal opportunities), and the study population is formed. Of all employees in senior, middle, and lower management in human resources management departments in government departments/northern governorates in the State of Palestine, who numbered (1,600) employees, the final sample for the study reached (357) employees on whom this study was conducted, and the researcher used the purposive sampling method. The study found that the overall degree of the reality of the civil government appointments system from the point of view of those working in human resources management departments in the civil service sector was large. Likewise, the overall degree of the reality of implementing the sustainable development goals in the Palestinian civil service sector from the point of view of those working in human resources departments was large. The results of the study also showed that there is a significant relationship at the level of statistical significance (a≤0.05) between the level of evaluation of the government appointments system in the civil service and promoting the achievement of sustainable development goals. It also showed that there are no significant differences at the level of statistical significance (a≤0.05) At the level of evaluation of the appointments system in the civil service and its role in promoting sustainable development goals in the State of Palestine, it is attributed to the gender variable according to the axis of promoting sustainable development goals, as well as to the job level variable according to the axis of evaluating the appointments system, as well as to the academic qualification variable according to the axis of promoting sustainable development goals. It was found that there were no differences in the variable of place of residence and years of experience according to the two axes of the study. It was also found that there were significant differences at the level of statistical significance (a≤0.05) in the level of evaluation of the system of appointments in the civil service and its role in promoting the goals of sustainable development in the State of Palestine due to the variable Gender according to the axis of evaluating the appointments system, and the differences were in favor of males. There were differences in the job level variable according to the axis of promoting sustainable development goals. The differences were in favor of workers in senior management. There were differences in the academic qualification variable according to the axis of evaluating the appointments system. The differences were in favor of bachelor’s degree holders. It was found that there were differences depending on the variable type of government department in the two dimensions of the study. Based on the above results, the study came out with a set of recommendations, the most prominent of which is continuing to develop the electronic recruitment system approved by the General Personnel Council, benefiting from international experiences in this field, linking the work of government offices in the civil service sector directly to the goals of sustainable development, and increasing the knowledge of workers in resource management. Humanity is committed to sustainable development goals, enhancing the enforceability of laws and accelerations that ensure the achievement of integrity, transparency and equal opportunities in the appointment and promotion process, and holding electronic examinations in various governorates, not just in Ramallah and Al-Bireh Governorate, in a way that contributes to enhancing equal opportunities for all applicants for public positions.
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Keywords
Citation
قاسم، محمود "احمد جمعة". (2024). دور التعيينات الحكومية المدنية في تعزيز تحقيق أهداف التنمية المستدامة في دولة فلسطين [رسالة ماجستير منشورة، جامعة القدس، فلسطين]. المستودع الرقمي لجامعة القدس.