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کد مقاله : ICTEDU-1605-1802 (R6) بازدید : 241 صفحه: 39 - 59

نوع مقاله: پژوهشی

بررسی نقش مدیریت منابع‌ انسانی الکترونیک بر اثربخشی‌ سازمانی در سازمان آموزش ‌و پرورش استان گلستان

محورهای موضوعی : روانشناسی

مصطفی قنبری 1 (دانش‌آموخته دکتری مدیریت آموزشی، واحد ساری، دانشگاه آزاد اسلامی، ساری، ایران)
وحید فلاح 2 (استادیار گروه برنامهریزی درسی، دانشگاه آزاد اسلامی واحد ساری،ساری، ایران)
فرشیده ضامنی 3 (استادیار گروه مدیریت آموزشی، واحد ساری، دانشگاه آزاد اسلامی، ساری، ایران)

تاریخ دریافت : 1395/02/18 تاریخ پذیرش : 1396/01/19 تاریخ انتشار : 1395/08/01

کلید واژه: فن‌آوری اطلاعات و ارتباطات, مدیریت منابع‌انسانی الکترونیک, اثربخشی ‌سازمانی,

چکیده مقاله :

مروزه، پیشرفت سریع و روزافزون فن‌آوری اطلاعات و ارتباطات و قابلیت‌های کاربردی آن در حوزه‌های مختلف سازمان، رویکرد جدیدی را با عنوان مدیریت منابع ‌انسانی الکترونیک ایجاد کرده است. منابع انسانی از ارکان رشد و بقای سازمان محسوب گردیده و نقش اساسی در اثربخشی سازمان دارد. لذا، هدف از این پژوهش، بررسی نقش مدیریت منابع ‌انسانی الکترونیک بر اثربخشی‌ سازمانی در سازمان آموزش ‌و پرورش استان گلستان می‌باشد. پژوهش حاضر، از نوع توصیفی- پیمایشی است. جامعه آماری پژوهش، مدیران، معاونان و کارشناسان آموزش ‌و پرورش اداره کل و شهرستان‌های استان گلستان در سال تحصیلی 95-1394 به تعداد 643 نفر می‌باشد. روش نمونه‌گیری تصادفی طبقه‌ای، بر اساس پست سازمانی بود. با استفاده از فرمول کوکران، و پس از افت آزمودنی، 226 نفر به عنوان نمونه در تحقیق شرکت کردند. ابزارگردآوری داده‌ها پرسش‌نامه محقق ساخته می‌باشد که روایی آن توسط متخصصان مورد تأیید قرار گرفت و پایایی آن با استفاده از ضریب آلفای کرونباخ 0/97 به دست آمد. برای تجزیه و تحلیل داده‌ها در سطح آمار استنباطی از نرم‌افزار آماریSPSS متناسب با سنجش داده‌ها و مفروضات آماری، از روش t تک نمونه‌ای استفاده گردید. نتایج پژوهش حاکی از آن است که مدیریت منابع ‌انسانی الکترونیک بر اثربخشی ‌سازمانی تأثیر داشته و استفاده از فن‎آوری اطلاعات و ارتباطات در برنامه‌ریزی، استخدام، آموزش و توسعه، ارزیابی عملکرد و نگهداشت منابع‌انسانی، اثربخشی ‌سازمانی را در سازمان آموزش ‌و پرورش استان گلستان ارتقا می‎بخشد.

چکیده انگلیسی:

Todays, quick and increasing development of information and communication technology and its usability in different fields of organization, creates a new approach which is called electronic human resource management. Human resource considered as a growth and survival pillar of the organization and has a basic role in organization effectiveness. Therefore, this investigation aims to evaluate the role of electronic human resource management on organizational effectiveness in educational organization of Golestan province. The investigation was descriptive-survey. Statistical population of research was managers, assistant directors and educational experts of educational organization department and townships of Golestan in educational year of 2015-16 which was 643. Sampling method was stratified random based on organizational post. By using Cochran formula, and after drop out, 226 persons participate in the investigation as sample. Data gathering instruments were researcher made questionnaires which their validity was confirmed by experts and their reliability was obtained 0.97 by Alpha Cronbach coefficient. In order to data analysis in inferential statistics level, a statistical software SPSS proportional to data assessment and statistical assumption, one sample t test was used. Results revealed that electronic human resource management was affected organizational effectiveness, and using informational and communicational technology in planning, employment, training and development, performance evaluation and human resource maintenance will promote organizational effectiveness in Golestan province educational organization.

منابع و مأخذ:


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_||_

  1. Alagheband, A. (1996). Theoretical foundations and principles of educational management. Ayran. Tehran: Ravan Publication. (in Persian).
    2.
  2. Armstrong, M. (1993). A handbook of personnel management practice (4th ed.). London: Kogan.
    3.
  3. Biesaleski, E., & Abeskar, A. (2005). Human resourse management with ontology. DiamberChrysler AG, Werk Worlth, Forschungszentrum Informatik (FZI), Karlstruhe.
    4.
  4. Bondarouk, T. V., & Ruel, H. (2009). Introduction electronic human resource management: Challenges in the digital era. The International Journal of Human Resource Management, 20(3), 505-514.
    5.
  5. Daft, R. A. (2006). Organization theory and design. (Translated by Parsaiyan, A. and Arabi, M.). Tehran: Cultural Research Bureau. (in Persian).
    6.
  6. Henry, E. (2011). Is the influence of organizational culture on organizational effectiveness universal? An examination of the relationship in the electronic media (radio) service sector in the English Speaking Caribbean. University of Nova Southeastern, United States.
    7.
  7. Hoseini, A., Hadizadeh Moghaddam, A. & Javadi, H. (2011). Review the effectiveness of e-HRM. Sixth Conference on Human Resource Development. (in Persian).
    8.
  8. Hoy, W., & Miskel, C. (2014). Educational administration: Theory, research, and practice (Translated by Seyed Abbaszadeh, M. M.). Urmia: Urmia University Press. (in Persian).
    9.
  9. Huselid, M. (1995). The impact human resourse management practices on turnover, productivity and corporate finantial performance. Academy of Management Journal, 38, 635-720.
    10.
  10. Kavoosi, E., & Hashemi, S. M. (2011). Relation to new information technologies and the development of e-HRM. Media Studies, 15, 140-125. (in Persian).
    11.
  11. Lepak, D. P., & Snell, S. A. (1998). Virtual HR: Strategic human resourse management in the 21st Century. Human Resource Management Review, 8(3), 215-234. Retrieved July 16, 2007, from http:www.sciencedirect.com
    12.
  12. Li, Q. (2011). The combination of human resource management and knowledge management in e-commerce environment. Paper Presented at the 2nd International Conference on Artificial Intelligence, Management Science and Electronic Commerce (AIMSEC).
    13.
  13. Mouelhi, R. (2008). Impact of the adoption information and communication technologies on firm efficiency in the Tunisian manufacturing sector. Paper Presented at the Equity and Economic Development ERP 15th Annual conference.
    14.
  14. Panayotopoulou, L., Vakola, M., & Galanaki, E. (2007). E-HR adoption and the role of HRM: Evidence from Greece. Personnel Review, 36(2), 277-294.
    15.
  15. Parry, E., & Tyson, Sh. (2011). Desired goals and actual outcomes of e-HRM. Human Resource Management Journal, 21(3), 335-354.
    16.
  16. Ruel, M., Bondarouk, T., & Looise, C. (2004). E-HRM: Innovation or irritation: An explorative empirical study in five large companies on web based HRM. Management Review, 15(3), 364-381.
    17.
  17. Samimi Petravi, M. (2015). Investigate the relationship between employee empowerment and labor productivity CRA and radio communications. First National Congress of Psychology. (in Persian).
    18.
  18. Shlipa, V., & Gopal, R. (2011). The implications of implementing Electronic Human Resource Management (E-HRM) systems in companies. Journal of Information Systems and Communication, 2(1), 10-29. Retrieved from http:// www.bioinfo.in/contents.php?id=45
    19.
  19. Storey, J. (1998). From personnel management to human resource management. In Storey, J. (ed), New Perspectives on Human Resource Management. London: Routledge,
    20.
  20. Strohmeier, S. (2007). Research in e-HRM: Review and implications. Human Resource Management Review, 17(1), 19-37.
    21.
  21. Turner, J. Rodney. (2010). Human resource management in project-based organizations (Translated by Asili, A.). Tehran: Research Institues Petroleum Industry Publications. (in Persian).
    22.
  22. Voermans, M., & Veldhoven, M. (2007). Attitude towards e-HRM: An empirical study at Philips. Personnel Review, 36(6), 887-902.
    23.

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