‫ﻤﻠﺨﺹ ﺍﻟﺩﺭﺍﺴﺔ‬

‫ﻫﺩﻓﺕ ﺍﻟﺩﺭﺍﺴﺔ ﺇﻟﻰ ﺍﻟﺘﻌﺭﻑ ﺩﺭﺠﺔ ﻤﻤﺎﺭﺴﺔ ﺍﻟﺠﺎﻤﻌﺔ ﺍﻹﺴﻼﻤﻴﺔ ﺒﻐﺯﺓ ﻻﺩﺍﺭﺓ ﺍﻟﻤﻭﺍﻫﺏ ﺍﻟﻤﺅﺴﺴﻴﺔ‬
‫ﻭﻋﻼﻗﺘﻬﺎ ﺒﺠﻭﺩﺓ ﺍﻟﻤﺨﺭﺠﺎﺕ‪ ،‬ﻭﻟﺘﺤﻘﻴﻕ ﺃﻫﺩﺍﻑ ﺍﻟﺩﺭﺍﺴﺔ ﺍﺴﺘﺨﺩﻤﺕ ﺍﻟﺒﺎﺤﺜﺔ ﺍﻟﻤﻨﻬﺞ ﺍﻟﻭﺼﻔﻲ ﺍﻟﺘﺤﻠﻴﻠﻲ‪،‬‬
‫ﺩﺭﺟﺔ ﻣﻤﺎﺭﺳﺔ ﺍﻟﺠﺎﻣﻌﺔ ﺍﻻﺳﻼﻣﻴﺔ ﺑﻐﺰﺓ ﻹﺩﺍﺭﺓ ﺍﻟﻤﻮﺍﻫﺐ ﺍﻟﻤؤﺳﺴﻴﺔ ﻭﻋﻼﻗﺘﻬﺎ ﺑﺠﻮﺩﺓ‬ ‫ﺍﻟﻌﻨﻮﺍﻥ‪:‬‬
‫ﺍﻟﻤﺨﺮﺟﺎﺕ )‪ (58‬ﻓﻘﺭﺓ ﻤﻭﺯﻋﺔ ﻋﻠﻰ ﻤﺤﻭﺭﻴﻥ‪ ،‬ﻴﺘﻀﻤﻥ ﺍﻟﻤﺤﻭﺭ ﺍﻷﻭل )‪(32‬‬
‫ﺍﺴﺘﺒﺎﻨﺔ ﺘﺤﺘﻭﻱ‬ ‫ﻭﻗﺎﻤﺕ ﺒﺘﺼﻤﻴﻡ‬
‫ﻋﺒﺪﺍﻟﺮؤﻭﻑ ﺃﺭﺒﻌﺔ ﻤﺠﺎﻻﺕ )ﺍﻟﺘﺨﻁﻴﻁ–ﺍﻟﺘﺤﻔﻴﺯ–ﺍﻟﺘﺩﺭﻴﺏ‬
‫ﺧﺎﻟﺪﻤﻭﺯﻋﺔ ﻋﻠﻰ‬
‫ﺍﻟﻤﺅﺴﺴﻴﺔ‬ ‫ﻤﺘﻌﻠﻘﺔ ﺒﺈﺩﺍﺭﺓ ﺍﻟﻤﻭﺍﻫﺏ‬
‫ﺍﻟﺤﻼﻕ‪ ،‬ﺳﻤﻴﺔ‬ ‫ﺍﻟﻤؤﻟﻒ ﻓﻘﺭﺓ‬
‫ﺍﻟﺮﺋﻴﺴﻲ‪:‬‬
‫ﻳﺤﻴﻴ)ﻤﺸﺮﻑ(ﺜﺎﻨﻲ )‪ (26‬ﻓﻘﺭﺓ ﻤﺘﻌﻠﻘﺔ ﺒﺠﻭﺩﺓ ﺍﻟﻤﺨﺭﺠﺎﺕ‬
‫ﻭﻴﺘﻀﻤﻥ ﺍﻟﻤﺤﻭﺭ ﺍﻟ‬
‫ﺍﻷﺩﺍﺀ(‪،‬ﺇﻳﺎﺩ ﻋﻠﻲ‬ ‫ﻭﺍﻟﺘﻁﻭﻴﺭ–ﺇﺩﺍﺭﺓ ﻭﺘﻘﻴﻴﻡ‬
‫ﺍﻟﺪﺟﻨﻲ‪،‬‬ ‫ﻣؤﻟﻔﻴﻦ ﺁﺧﺮﻳﻦ‪:‬‬
‫ﻤﺠﺎﻻﺕ )ﺠﻭﺩﺓ ﺍﻟﺨﺭﻴﺠﻴﻥ–ﺠﻭﺩﺓ ﺍﻟﻤﺅﻟﻔﺎﺕ ﻭﺍﻟﺒﺤﺙ ﺍﻟﻌﻠﻤﻲ–ﺠﻭﺩﺓ ﺒﺭﺍﻤﺞ ﺨﺩﻤﺔ‬
‫ﺍﻟﻤﻴﻼﺩﻱ‪:‬ﻋﻠﻰ ﺜﻼﺜﺔ ‪2019‬‬
‫ﺍﻟﺘﺎﺭﻳﺦ ﻤﻭﺯﻋﺔ‬
‫ﻤﺠﺘﻤﻊ ﺍﻟﺩﺭﺍﺴﺔ ﻤﻥ ﺃﻋﻀﺎﺀ ﻫﻴﺌﺔ ﺍﻟﺘﺩﺭﻴﺱ ﻓﻲ ﺍﻟﺠﺎﻤﻌﺔ ﺍﻹﺴﻼﻤﻴﺔ ﻭﺍﻟﺒﺎﻟﻎ‬
‫ﻣﻮﻗﻊ‪ :‬ﺍﻟﻤﺠﺘﻤﻊ(‪ ،‬ﻭﺘﻜﻭﻥ ﻏﺰﺓ‬

‫ﻭﺘﻡ ‪1‬ﺘﺤﻠﻴل ﺍﻟﺒﻴﺎﻨﺎﺕ ﺒﺎﺴﺘﺨﺩﺍﻡ ﺒﺭﻨﺎﻤﺞ ﺍﻟﻤﻌﺎﻟﺠﺎﺕ ﺍﻹﺤﺼﺎﺌﻴﺔ )‪.(SPSS‬‬

‫ﻋﺩﺩﻫﻡ)‪ (271‬ﻋﻀﻭﺍﹰ‪- 139،‬‬
‫ﺍﻟﺼﻔﺤﺎﺕ‪:‬‬

‫ﺘﻭﺼﻠﺕ ﺇﺍﻟﻴﻬﺎ ﺍﻟﺩﺭﺍﺴﺔ‬ ‫ﺭﻗﻢ ‪:MD‬ﻭﻓﻴﻤﺎ ﻴﻠﻲ ﺃﺒﺭﺯ ﺍﻟﻨﺘﺎﺌﺞ ﺍﻟﺘﻲ‬

‫‪1027173‬‬

‫ﺟﺎﻣﻌﻴﺔ ﺍﻹﺴﻼﻤﻴﺔ ﺒﻐﺯﺓ ﻹﺩﺍﺭﺓ ﺍﻟﻤﻭﺍﻫﺏ ﺍﻟﻤﺅﺴﺴﻴﺔ ﺒﻠﻎ ﻭﺯﻨﻬﺎ ﺍﻟﻨﺴﺒﻲ‬

‫ﺭﺳﺎﺋﻞ ﺍﻟﺠﺎﻤﻌﺔ‬
‫ﺍﻟﻤﺤﺘﻮﻯ‪:‬ﺩﺭﺠﺔ ﻤﻤﺎﺭﺴﺔ ﺍﻟﺠﺎﻤﻌﺔ‬
‫‪.1‬‬ ‫ﻧﻮﻉ‬
‫‪Arabic‬‬ ‫ﺍﻟﻠﻐﺔ‪:‬‬
‫)‪ (%62.13‬ﺒﺩﺭﺠﺔ ﻤﻭﺍﻓﻘﺔ ﻤﺘﻭﺴﻁﺔ‪.‬‬
‫ﺭﺳﺎﻟﺔ ﻣﺎﺟﺴﺘﻴﺮ‬ ‫ﺍﻟﺪﺭﺟﺔ ﺍﻟﻌﻠﻤﻴﺔ‪:‬‬
‫‪ .2‬ﻤﺴﺘﻭﻯ ﺠﻭﺩﺓ ﺍﻟﻤﺨﺭﺠﺎﺕ ﻟﺩﻯ ﺍﻟﺠﺎﻤﻌﺔ ﺍﻹﺴﻼﻤﻴﺔ ﺒﻐﺯﺓ )‪ (%63.12‬ﺒﺩﺭﺠﺔ ﻤﻭﺍﻓﻘﺔ ﻤﺘﻭﺴﻁﺔ‪.‬‬
‫ﺍﻟﺠﺎﻣﻌﺔ ﺍﻹﺳﻼﻣﻴﺔ )ﻏﺰﺓ(‬ ‫ﺍﻟﺠﺎﻣﻌﺔ‪:‬‬
‫‪ .3‬ﻻ ﺘﻭﺠﺩ ﻓﺭﻭﻕ ﺫﺍﺕ ﺩﻻﻟﺔ ﺇﺤﺼﺎﺌﻴﺔ ﻋﻨﺩ ﻤﺴﺘﻭﻯ ﺩﻻﻟﺔ ) ‪ ( a £ 0.05‬ﺒﻴﻥ ﻤﺘﻭﺴﻁﺎﺕ ﺘﻘﺩﻴﺭ ﻋﻴﻨﺔ‬
‫ﻛﻠﻴﺔ ﺍﻟﺘﺮﺑﻴﺔ‬ ‫ﺍﻟﻜﻠﻴﺔ‪:‬‬
‫ﺍﻟﺩﺭﺍﺴﺔ ﻟﺩﺭﺠﺔ ﻤﻤﺎﺭﺴﺔ ﺍﻟﺠﺎﻤﻌﺔ ﺍﻹﺴﻼﻤﻴﺔ ﺒﻐﺯﺓ ﻹﺩﺍﺭﺓ ﺍﻟﻤﻭﺍﻫﺏ ﺍﻟﻤﺅﺴﺴﻴﺔ ﺘﻌﺯﻯ ﺇﻟﻰ ﻤﺘﻐﻴﺭ‬
‫ﻓﻠﺴﻄﻴﻦ‬ ‫ﺍﻟﺪﻭﻟﺔ‪:‬‬
‫ﺍﻟﺘﺨﺼﺹ ﻓﻲ ﺤﻴﻥ ﺘﻭﺠﺩ ﻓﺭﻭﻕ ﺘﻌﺯﻯ ﻟﻤﺘﻐﻴﺭ ﺴﻨﻭﺍﺕ ﺍﻟﺨﺩﻤﺔ‬ ‫ﺍﻟﺭﺘﺒﺔ ﺍﻷﻜﺎﺩﻴﻤﻴﺔ‪ ،‬ﻭﻤﺘﻐﻴﺭ‬
‫‪Dissertations‬‬ ‫ﻗﻮﺍﻋﺪ ﺍﻟﻤﻌﻠﻮﻣﺎﺕ‪:‬‬
‫ﺴﻨﻭﺍﺕ‪.‬‬
‫ﺍﻟﻤﺨﺮﺟﺎﺕ‪ ،‬ﺍﻟﻤﻮﺍﻫﺐ ﺍﻟﻤؤﺳﺴﻴﺔ‪ ،‬ﺍﻟﺘﻌﻠﻴﻢ ﺍﻟﻌﺎﻟﻲ‬ ‫ﺍﻟﻤﻮﺍﻫﺐ‪ ،‬ﻤﻥ ‪10‬‬
‫ﺍﻟﺠﻮﺩﺓ‪ ،‬ﺟﻮﺩﺓ‬ ‫ﺨﺩﻤﺘﻬﻡ ﺃﻜﺜﺭ‬ ‫ﺴﻨﻭﺍﺕ‬
‫ﺇﺩﺍﺭﺓ‬ ‫ﻟﺼﺎﻟﺢ ﻤﻥ‬ ‫ﻣﻮﺍﺿﻴﻊ‪:‬‬
‫‪ http://search.mandumah.com/Record/1027173‬ﻤﺘﻭﺴﻁﺎﺕ ﺘﻘﺩﻴﺭ ﻋﻴﻨﺔ‬
‫‪ .4‬ﺘﻭﺠﺩ ﻓﺭﻭﻕ ﺫﺍﺕ ﺩﻻﻟﺔ ﺇﺤﺼﺎﺌﻴﺔ ﻋﻨﺩ ﻤﺴﺘﻭﻯ ﺩﻻﻟﺔ ) ‪ ( a £ 0.05‬ﺒﻴﻥ‬ ‫ﺭﺍﺑﻂ‪:‬‬
‫ﺍﻟﺩﺭﺍﺴﺔ ﻟﻤﺴﺘﻭﻯ ﺠﻭﺩﺓ ﺍﻟﻤﺨﺭﺠﺎﺕ ﺘﻌﺯﻯ ﻟﻤﺘﻐﻴﺭ ﺍﻟﺭﺘﺒﺔ ﺍﻷﻜﺎﺩﻴﻤﻴﺔ ﻟﺼﺎﻟﺢ ﺍﻟﺭﺘﺒﺔ ﺒﺩﺭﺠﺔ ﺃﺴﺘﺎﺫ‬
‫ﻭﻤﺘﻐﻴﺭ ﺍﻟﺘﺨﺼﺹ ﻟﺼﺎﻟﺢ ﺍﻟﺘﺨﺼﺹ ﻋﻠﻭﻡ ﺍﻨﺴﺎﻨﻴﺔ ﻭﻤﺘﻐﻴﺭ ﺴﻨﻭﺍﺕ ﺍﻟﺨﺩﻤﺔ ﻟﺼﺎﻟﺢ ﻤﻥ ﺴﻨﻭﺍﺕ‬
‫ﺨﺩﻤﺘﻬﻡ ﺃﻜﺜﺭ ﻤﻥ ‪ 10‬ﺴﻨﻭﺍﺕ‪.‬‬
‫‪ .5‬ﻭﺠﻭﺩ ﻋﻼﻗﺔ ﻁﺭﺩﻴﺔ ﻤﻭﺠﺒﺔ ﺫﺍﺕ ﺩﻻﻟﺔ ﺇﺤﺼﺎﺌﻴﺔ ﺒﻴﻥ ﺩﺭﺠﺔ ﻤﻤﺎﺭﺴﺔ ﺍﻟﺠﺎﻤﻌﺔ ﺍﻹﺴﻼﻤﻴﺔ ﺒﻐﺯﺓ‬
‫ﻹﺩﺍﺭﺓ ﺍﻟﻤﻭﺍﻫﺏ ﺍﻟﻤﺅﺴﺴﻴﺔ ﻭﻤﺴﺘﻭﻯ ﺍﻟﻤﺨﺭﺠﺎﺕ‪.‬‬
‫ﺃﻫﻡ ﺍﻟﺘﻭﺼﻴﺎﺕ‪:‬‬
‫‪ .1‬ﺘﻭﻅﻴﻑ ﺍﻟﺒﻴﺌﺔ ﻭﺍﻟﺒﻨﻴﺔ ﺍﻟﺘﺤﺘﻴﺔ ﺍﻟﻤﻌﻠﻭﻤﺎﺘﻴﺔ ﺍﻟﺩﺍﻋﻤﺔ ﻟﺘﻁﺒﻴﻕ ﺍﺴﺘﺭﺍﺘﻴﺠﻴﺎﺕ ﺇﺩﺍﺭﺓ ﺍﻟﻤﻭﺍﻫﺏ‬
‫ﺍﻟﻤﺅﺴﺴﻴﺔ‪ ،‬ﻤﻥ ﺘﻭﻓﻴﺭ ﺍﻟﻤﻌﻠﻭﻤﺎﺕ ﻭﺍﻟﺘﺩﺭﻴﺏ ﻋﻠﻰ ﺍﺴﺘﺜﻤﺎﺭﻫﺎ‪ ،‬ﻭﻭﻀﻊ ﺁﻟﻴﺎﺕ ﻤﻤﻨﻬﺠﺔ ﻟﻠﺘﺤﻘﻕ ﻤﻥ‬
‫ﺠﻭﺩﺓ ﺍﻟﻤﺨﺭﺠﺎﺕ ﻤﻥ ﻗﺒل ﺇﺩﺍﺭﺓ ﺍﻟﺠﺎﻤﻌﺔ‪.‬‬
‫‪ .2‬ﻭﻀﻊ ﺩﻟﻴل ﻟﻠﺭﻗﺎﺒﺔ ﻭﺍﻟﺘﻘﻴﻴﻡ ﻴﺘﻡ ﺍﻟﻌﻤل ﻤﻥ ﺨﻼﻟﻪ ﻀﺒﻁ ﺘﻨﻔﻴﺫ ﺍﺴﺘﺭﺍﺘﻴﺠﻴﺎﺕ ﺇﺩﺍﺭﺓ ﺍﻟﻤﻭﺍﻫﺏ‬
‫ﺍﻟﻤﺅﺴﺴﻴﺔ ﻭﻜﻴﻔﻴﺔ ﺍﺴﺘﺨﺩﺍﻡ ﻨﺘﺎﺌﺠﻬﺎ ﻜﻤﺩﺨﻼﺕ ﻓﻲ ﺭﻓﻊ ﻤﺴﺘﻭﻯ ﺠﻭﺩﺓ ﺍﻟﻤﺨﺭﺠﺎﺕ‪.‬‬
‫ﺍﻟﻜﻠﻤﺎﺕ ﺍﻟﻤﻔﺘﺎﺤﻴﺔ‪ :‬ﺇﺩﺍﺭﺓ ﺍﻟﻤﻭﺍﻫﺏ _ ﺍﻟﺠﻭﺩﺓ _ ﺠﻭﺩﺓ ﺍﻟﻤﺨﺭﺠﺎﺕ‬
‫© ‪ 2021‬ﺩﺍﺭ ﺍﻟﻤﻨﻈﻮﻣﺔ‪ .‬ﺟﻤﻴﻊ ﺍﻟﺤﻘﻮﻕ ﻣﺤﻔﻮﻇﺔ‪.‬‬
‫ﻫﺬﻩ ﺍﻟﻤﺎﺩﺓ ﻣﺘﺎﺣﺔ ﺑﻨﺎﺀ ﻋﻠﻰ ﺍﻹﺗﻔﺎﻕ ﺍﻟﻤﻮﻗﻊ ﻣﻊ ﺃﺻﺤﺎﺏ ﺣﻘﻮﻕ ﺍﻟﻨﺸﺮ‪ ،‬ﻋﻠﻤﺎ ﺃﻥ ﺟﻤﻴﻊ ﺣﻘﻮﻕ ﺍﻟﻨﺸﺮ ﻣﺤﻔﻮﻇﺔ‪ .‬ﻳﻤﻜﻨﻚ ﺗﺤﻤﻴﻞ ﺃﻭ ﻃﺒﺎﻋﺔ ﻫﺬﻩ ﺍﻟﻤﺎﺩﺓ ﻟﻼﺳﺘﺨﺪﺍﻡ‬
‫ﺍﻟﺸﺨﺼﻲ ﻓﻘﻂ‪ ،‬ﻭﻳﻤﻨﻊ ﺍﻟﻨﺴﺦ ﺃﻭ ﺍﻟﺘﺤﻮﻳﻞ ﺃﻭ ﺍﻟﻨﺸﺮ ﻋﺒﺮ ﺃﻱ ﻭﺳﻴﻠﺔ )ﻣﺜﻞ ﻣﻮﺍﻗﻊ ﺍﻻﻧﺘﺮﻧﺖ ﺃﻭ ﺍﻟﺒﺮﻳﺪ ﺍﻻﻟﻜﺘﺮﻭﻧﻲ( ﺩﻭﻥ ﺗﺼﺮﻳﺢ ﺧﻄﻲ ﻣﻦ ﺃﺻﺤﺎﺏ ﺣﻘﻮﻕ ﺍﻟﻨﺸﺮ ﺃﻭ ﺩﺍﺭ‬
‫ﺍﻟﻤﻨﻈﻮﻣﺔ‪.‬‬

‫ﺕ‬
 ‫ﻤﻠﺨﺹ ﺍﻟﺩﺭﺍﺴﺔ‬
‫ﻫﺩﻓﺕ ﺍﻟﺩﺭﺍﺴﺔ ﺇﻟﻰ ﺍﻟﺘﻌﺭﻑ ﺩﺭﺠﺔ ﻤﻤﺎﺭﺴﺔ ﺍﻟﺠﺎﻤﻌﺔ ﺍﻹﺴﻼﻤﻴﺔ ﺒﻐﺯﺓ ﻻﺩﺍﺭﺓ ﺍﻟﻤﻭﺍﻫﺏ ﺍﻟﻤﺅﺴﺴﻴﺔ‬
‫ﻭﻋﻼﻗﺘﻬﺎ ﺒﺠﻭﺩﺓ ﺍﻟﻤﺨﺭﺠﺎﺕ‪ ،‬ﻭﻟﺘﺤﻘﻴﻕ ﺃﻫﺩﺍﻑ ﺍﻟﺩﺭﺍﺴﺔ ﺍﺴﺘﺨﺩﻤﺕ ﺍﻟﺒﺎﺤﺜﺔ ﺍﻟﻤﻨﻬﺞ ﺍﻟﻭﺼﻔﻲ ﺍﻟﺘﺤﻠﻴﻠﻲ‪،‬‬
‫ﻭﻗﺎﻤﺕ ﺒﺘﺼﻤﻴﻡ ﺍﺴﺘﺒﺎﻨﺔ ﺘﺤﺘﻭﻱ )‪ (58‬ﻓﻘﺭﺓ ﻤﻭﺯﻋﺔ ﻋﻠﻰ ﻤﺤﻭﺭﻴﻥ‪ ،‬ﻴﺘﻀﻤﻥ ﺍﻟﻤﺤﻭﺭ ﺍﻷﻭل )‪(32‬‬
‫ﻓﻘﺭﺓ ﻤﺘﻌﻠﻘﺔ ﺒﺈﺩﺍﺭﺓ ﺍﻟﻤﻭﺍﻫﺏ ﺍﻟﻤﺅﺴﺴﻴﺔ ﻤﻭﺯﻋﺔ ﻋﻠﻰ ﺃﺭﺒﻌﺔ ﻤﺠﺎﻻﺕ )ﺍﻟﺘﺨﻁﻴﻁ–ﺍﻟﺘﺤﻔﻴﺯ–ﺍﻟﺘﺩﺭﻴﺏ‬
‫ﻭﺍﻟﺘﻁﻭﻴﺭ–ﺇﺩﺍﺭﺓ ﻭﺘﻘﻴﻴﻡ ﺍﻷﺩﺍﺀ(‪ ،‬ﻭﻴﺘﻀﻤﻥ ﺍﻟﻤﺤﻭﺭ ﺍﻟﺜﺎﻨﻲ )‪ (26‬ﻓﻘﺭﺓ ﻤﺘﻌﻠﻘﺔ ﺒﺠﻭﺩﺓ ﺍﻟﻤﺨﺭﺠﺎﺕ‬
‫ﻤﻭﺯﻋﺔ ﻋﻠﻰ ﺜﻼﺜﺔ ﻤﺠﺎﻻﺕ )ﺠﻭﺩﺓ ﺍﻟﺨﺭﻴﺠﻴﻥ–ﺠﻭﺩﺓ ﺍﻟﻤﺅﻟﻔﺎﺕ ﻭﺍﻟﺒﺤﺙ ﺍﻟﻌﻠﻤﻲ–ﺠﻭﺩﺓ ﺒﺭﺍﻤﺞ ﺨﺩﻤﺔ‬
‫ﺍﻟﻤﺠﺘﻤﻊ(‪ ،‬ﻭﺘﻜﻭﻥ ﻤﺠﺘﻤﻊ ﺍﻟﺩﺭﺍﺴﺔ ﻤﻥ ﺃﻋﻀﺎﺀ ﻫﻴﺌﺔ ﺍﻟﺘﺩﺭﻴﺱ ﻓﻲ ﺍﻟﺠﺎﻤﻌﺔ ﺍﻹﺴﻼﻤﻴﺔ ﻭﺍﻟﺒﺎﻟﻎ‬
‫ﻋﺩﺩﻫﻡ)‪ (271‬ﻋﻀﻭﺍﹰ‪ ،‬ﻭﺘﻡ ﺘﺤﻠﻴل ﺍﻟﺒﻴﺎﻨﺎﺕ ﺒﺎﺴﺘﺨﺩﺍﻡ ﺒﺭﻨﺎﻤﺞ ﺍﻟﻤﻌﺎﻟﺠﺎﺕ ﺍﻹﺤﺼﺎﺌﻴﺔ )‪.(SPSS‬‬
‫ﻭﻓﻴﻤﺎ ﻴﻠﻲ ﺃﺒﺭﺯ ﺍﻟﻨﺘﺎﺌﺞ ﺍﻟﺘﻲ ﺘﻭﺼﻠﺕ ﺇﺍﻟﻴﻬﺎ ﺍﻟﺩﺭﺍﺴﺔ‬
‫‪ .1‬ﺩﺭﺠﺔ ﻤﻤﺎﺭﺴﺔ ﺍﻟﺠﺎﻤﻌﺔ ﺍﻟﺠﺎﻤﻌﺔ ﺍﻹﺴﻼﻤﻴﺔ ﺒﻐﺯﺓ ﻹﺩﺍﺭﺓ ﺍﻟﻤﻭﺍﻫﺏ ﺍﻟﻤﺅﺴﺴﻴﺔ ﺒﻠﻎ ﻭﺯﻨﻬﺎ ﺍﻟﻨﺴﺒﻲ‬
‫)‪ (%62.13‬ﺒﺩﺭﺠﺔ ﻤﻭﺍﻓﻘﺔ ﻤﺘﻭﺴﻁﺔ‪.‬‬
‫‪ .2‬ﻤﺴﺘﻭﻯ ﺠﻭﺩﺓ ﺍﻟﻤﺨﺭﺠﺎﺕ ﻟﺩﻯ ﺍﻟﺠﺎﻤﻌﺔ ﺍﻹﺴﻼﻤﻴﺔ ﺒﻐﺯﺓ )‪ (%63.12‬ﺒﺩﺭﺠﺔ ﻤﻭﺍﻓﻘﺔ ﻤﺘﻭﺴﻁﺔ‪.‬‬
‫‪ .3‬ﻻ ﺘﻭﺠﺩ ﻓﺭﻭﻕ ﺫﺍﺕ ﺩﻻﻟﺔ ﺇﺤﺼﺎﺌﻴﺔ ﻋﻨﺩ ﻤﺴﺘﻭﻯ ﺩﻻﻟﺔ ) ‪ ( a £ 0.05‬ﺒﻴﻥ ﻤﺘﻭﺴﻁﺎﺕ ﺘﻘﺩﻴﺭ ﻋﻴﻨﺔ‬
‫ﺍﻟﺩﺭﺍﺴﺔ ﻟﺩﺭﺠﺔ ﻤﻤﺎﺭﺴﺔ ﺍﻟﺠﺎﻤﻌﺔ ﺍﻹﺴﻼﻤﻴﺔ ﺒﻐﺯﺓ ﻹﺩﺍﺭﺓ ﺍﻟﻤﻭﺍﻫﺏ ﺍﻟﻤﺅﺴﺴﻴﺔ ﺘﻌﺯﻯ ﺇﻟﻰ ﻤﺘﻐﻴﺭ‬
‫ﺍﻟﺭﺘﺒﺔ ﺍﻷﻜﺎﺩﻴﻤﻴﺔ‪ ،‬ﻭﻤﺘﻐﻴﺭ ﺍﻟﺘﺨﺼﺹ ﻓﻲ ﺤﻴﻥ ﺘﻭﺠﺩ ﻓﺭﻭﻕ ﺘﻌﺯﻯ ﻟﻤﺘﻐﻴﺭ ﺴﻨﻭﺍﺕ ﺍﻟﺨﺩﻤﺔ‬
‫ﻟﺼﺎﻟﺢ ﻤﻥ ﺴﻨﻭﺍﺕ ﺨﺩﻤﺘﻬﻡ ﺃﻜﺜﺭ ﻤﻥ ‪ 10‬ﺴﻨﻭﺍﺕ‪.‬‬
‫‪ .4‬ﺘﻭﺠﺩ ﻓﺭﻭﻕ ﺫﺍﺕ ﺩﻻﻟﺔ ﺇﺤﺼﺎﺌﻴﺔ ﻋﻨﺩ ﻤﺴﺘﻭﻯ ﺩﻻﻟﺔ ) ‪ ( a £ 0.05‬ﺒﻴﻥ ﻤﺘﻭﺴﻁﺎﺕ ﺘﻘﺩﻴﺭ ﻋﻴﻨﺔ‬
‫ﺍﻟﺩﺭﺍﺴﺔ ﻟﻤﺴﺘﻭﻯ ﺠﻭﺩﺓ ﺍﻟﻤﺨﺭﺠﺎﺕ ﺘﻌﺯﻯ ﻟﻤﺘﻐﻴﺭ ﺍﻟﺭﺘﺒﺔ ﺍﻷﻜﺎﺩﻴﻤﻴﺔ ﻟﺼﺎﻟﺢ ﺍﻟﺭﺘﺒﺔ ﺒﺩﺭﺠﺔ ﺃﺴﺘﺎﺫ‬
‫ﻭﻤﺘﻐﻴﺭ ﺍﻟﺘﺨﺼﺹ ﻟﺼﺎﻟﺢ ﺍﻟﺘﺨﺼﺹ ﻋﻠﻭﻡ ﺍﻨﺴﺎﻨﻴﺔ ﻭﻤﺘﻐﻴﺭ ﺴﻨﻭﺍﺕ ﺍﻟﺨﺩﻤﺔ ﻟﺼﺎﻟﺢ ﻤﻥ ﺴﻨﻭﺍﺕ‬
‫ﺨﺩﻤﺘﻬﻡ ﺃﻜﺜﺭ ﻤﻥ ‪ 10‬ﺴﻨﻭﺍﺕ‪.‬‬
‫‪ .5‬ﻭﺠﻭﺩ ﻋﻼﻗﺔ ﻁﺭﺩﻴﺔ ﻤﻭﺠﺒﺔ ﺫﺍﺕ ﺩﻻﻟﺔ ﺇﺤﺼﺎﺌﻴﺔ ﺒﻴﻥ ﺩﺭﺠﺔ ﻤﻤﺎﺭﺴﺔ ﺍﻟﺠﺎﻤﻌﺔ ﺍﻹﺴﻼﻤﻴﺔ ﺒﻐﺯﺓ‬
‫ﻹﺩﺍﺭﺓ ﺍﻟﻤﻭﺍﻫﺏ ﺍﻟﻤﺅﺴﺴﻴﺔ ﻭﻤﺴﺘﻭﻯ ﺍﻟﻤﺨﺭﺠﺎﺕ‪.‬‬
‫ﺃﻫﻡ ﺍﻟﺘﻭﺼﻴﺎﺕ‪:‬‬
‫‪ .1‬ﺘﻭﻅﻴﻑ ﺍﻟﺒﻴﺌﺔ ﻭﺍﻟﺒﻨﻴﺔ ﺍﻟﺘﺤﺘﻴﺔ ﺍﻟﻤﻌﻠﻭﻤﺎﺘﻴﺔ ﺍﻟﺩﺍﻋﻤﺔ ﻟﺘﻁﺒﻴﻕ ﺍﺴﺘﺭﺍﺘﻴﺠﻴﺎﺕ ﺇﺩﺍﺭﺓ ﺍﻟﻤﻭﺍﻫﺏ‬
‫ﺍﻟﻤﺅﺴﺴﻴﺔ‪ ،‬ﻤﻥ ﺘﻭﻓﻴﺭ ﺍﻟﻤﻌﻠﻭﻤﺎﺕ ﻭﺍﻟﺘﺩﺭﻴﺏ ﻋﻠﻰ ﺍﺴﺘﺜﻤﺎﺭﻫﺎ‪ ،‬ﻭﻭﻀﻊ ﺁﻟﻴﺎﺕ ﻤﻤﻨﻬﺠﺔ ﻟﻠﺘﺤﻘﻕ ﻤﻥ‬
‫ﺠﻭﺩﺓ ﺍﻟﻤﺨﺭﺠﺎﺕ ﻤﻥ ﻗﺒل ﺇﺩﺍﺭﺓ ﺍﻟﺠﺎﻤﻌﺔ‪.‬‬
‫‪ .2‬ﻭﻀﻊ ﺩﻟﻴل ﻟﻠﺭﻗﺎﺒﺔ ﻭﺍﻟﺘﻘﻴﻴﻡ ﻴﺘﻡ ﺍﻟﻌﻤل ﻤﻥ ﺨﻼﻟﻪ ﻀﺒﻁ ﺘﻨﻔﻴﺫ ﺍﺴﺘﺭﺍﺘﻴﺠﻴﺎﺕ ﺇﺩﺍﺭﺓ ﺍﻟﻤﻭﺍﻫﺏ‬
‫ﺍﻟﻤﺅﺴﺴﻴﺔ ﻭﻜﻴﻔﻴﺔ ﺍﺴﺘﺨﺩﺍﻡ ﻨﺘﺎﺌﺠﻬﺎ ﻜﻤﺩﺨﻼﺕ ﻓﻲ ﺭﻓﻊ ﻤﺴﺘﻭﻯ ﺠﻭﺩﺓ ﺍﻟﻤﺨﺭﺠﺎﺕ‪.‬‬
‫ﺍﻟﻜﻠﻤﺎﺕ ﺍﻟﻤﻔﺘﺎﺤﻴﺔ‪ :‬ﺇﺩﺍﺭﺓ ﺍﻟﻤﻭﺍﻫﺏ _ ﺍﻟﺠﻭﺩﺓ _ ﺠﻭﺩﺓ ﺍﻟﻤﺨﺭﺠﺎﺕ‬

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 Abstract
This study aims at identifying the degree to which the Islamic University of Gaza
practices institutional talent management and its relation to the quality of outputs. To
achieve the objectives of the study, the researcher used the analytical descriptive
approach, and designed a questionnaire containing (58) questions divided into two
sections. The first section consists of (32) questions relevant to institutional talent
management, divided into four areas (planning, motivation, training and development,
performance management and evaluation). The second section consists of (26) questions
pertaining to the quality of outputs, and divided into three areas (quality of graduates -
quality of publications and scientific research - quality of community service programs).
The population of the study consisted of (271) faculty members at the Islamic University
of Gaza. The data were analyzed by using the Statistical Package for the Social Sciences
(SPSS).
The most important findings of the study:
1. The degree to which the Islamic University of Gaza practices institutional talent
management is an average degree with a relative weight of (62.13%).
2. The quality of the outputs at the Islamic University of Gaza is also average with a
relative weight of (63.12%).
3. There are no statistically significant differences at the level of significance (α≤0.05)
between the mean scores of the study sample for the degree of the to which the
Islamic University of Gaza practices institutional talent management attributable to
the variables ‘academic rank’ and ‘specialization’, while there are differences
attributable to the variable ‘years of service’ in favor of those whose years of service
are more than 10 years.
4. There are statistically significant differences at the level of significance (α≤0.05)
between the mean scores of the study sample for the degree to which the Islamic
University of Gaza practices the level of outputs’ quality attributable to the variable
‘academic rank’ in favor of ‘professor’, and the variable ‘specialization’ in favor of
‘human sciences’, and the variable ‘years of service’ in favor of those whose years of
service are more than 10 years.
5. There is a statistically significant positive correlation between the degree to which the
Islamic University of Gaza practices institutional talent management and the level of
outputs’ quality.
The most important recommendations of the study:
1. Employing the supporting environment and information infrastructure to implement
the strategies of institutional talent management through providing information and
training on its investment, and developing systematic mechanisms to verify the
quality of outputs by the university administration.
2. Establishing a control and evaluation manual to control the implementation of
institutional talent management strategies and the manner of using its findings as
inputs to raise the quality of outputs.
Keywords: Talent Management - Quality - Outputs’ Quality

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