ارائه مدل توانمندسازی منابع انسانی بهمنظور ارتقای پاسخگویی مدیران بانکهای دولتی (موردمطالعه بانک سپه)
محورهای موضوعی : مدیریت منابع انسانیامیر علاسوندیان لشکری 1 * , سیروس تدبیری 2 , علیرضا رزقی رستمی 3
1 - گروه مدیریت دولتی، واحد رودهن، دانشگاه آزاد اسلامی، رودهن، ایران.
2 - گروه مدیریت، واحد رودهن، دانشگاه آزاد اسلامی، رودهن، ایران
3 - گروه مدیریت دولتی، واحد تهان جنوب، دانشگاه آزاد اسلامی، تهران، ایران
کلید واژه: توانمندسازی , پاسخگویی , بانک سپه,
چکیده مقاله :
هدف پژوهش حاضر، ارائه مدل توانمندسازی منابع انسانی بهمنظور ارتقای پاسخگویی مدیران بانکهای دولتی، بهویژه بانک سپه است. این تحقیق با مرور مفاهیم توانمندسازی و پاسخگویی، به شناسایی مؤلفهها و شاخصهای مدل توانمندسازی منابع انسانی پرداخته است. در بخش کیفی، جامعه مورد مطالعه شامل ۱۰ نفر از خبرگان و اساتید حوزه منابع انسانی و بانکداری است، در حالی که در بخش کمی، ۳۸۴ نفر از کارکنان شعب بانک سپه مورد بررسی قرار گرفتند. برای جمعآوری دادهها، از مصاحبه نیمهساختاریافته در بخش کیفی و پرسشنامه در بخش کمی استفاده شد. روایی ابزار پژوهش با تکنیک دلفی و تحلیل عاملی تأییدی در نرمافزار Smart PLS تأیید گردید، و پایایی آن با استفاده از ضریب آلفای کرونباخ در نرمافزار SPSS سنجیده شد. تحلیل دادهها در بخش کیفی با کدگذاری و در بخش کمی با آزمونهای کلموگروف-اسمیرنوف، آزمون تحلیل عاملی تأییدی و مدلسازی معادلات ساختاری انجام شد.
نتایج نشان داد که مدل توانمندسازی شامل ۸ مؤلفه و ۵۲ شاخص است. مؤلفهها به ترتیب اولویت عبارتند از: ۱- توانمندسازی، ۲- ارتقای پاسخگویی، ۳- مشارکت، ۴- انعطافپذیری، ۵- شفافیت، ۶- ارتباطات، ۷- مسئولیت اجتماعی و ۸- تعهد. همچنین، ارتباطات، مشارکت و انعطافپذیری بر توانمندسازی کارکنان تأثیرگذار بوده و به ارتقای تعهد و شفافیت سازمانی کمک میکند.
The aim of this research is to present a model for human resource empowerment to enhance the accountability of managers in state-owned banks, particularly Bank Sepah. This study reviews the concepts of empowerment and accountability, identifying the components and indicators of the human resource empowerment model. In the qualitative section, the study's population comprised 10 experts and professors in the fields of human resources and banking, while the quantitative section involved 384 employees from Bank Sepah branches.Data collection was conducted through semi-structured interviews in the qualitative phase and questionnaires in the quantitative phase. The validity of the research instruments was confirmed using the Delphi technique and confirmatory factor analysis in Smart PLS software, while reliability was assessed using Cronbach's alpha in SPSS software. Data analysis in the qualitative section involved coding, and in the quantitative section, it included the Kolmogorov-Smirnov tests, confirmatory factor analysis, and structural equation modeling. The results indicated that the empowerment model consists of 8 components and 52 indicators. The components, in order of priority, are: 1- Empowerment, 2- Accountability enhancement, 3- Participation, 4- Flexibility, 5- Transparency, 6- Communication, 7- Social responsibility, and 8- Commitment. Furthermore, communication, participation, and flexibility significantly influence employee empowerment and contribute to enhancing organizational commitment and transparency.
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