طراحی الگوی تطبیقی درک مدیران و کارکنان از نقش تأثیر فعالیت‌های مدیریت منابع انسانی بر عملکرد سازمانی با نقش میانجیگری فرهنگ سازمانی، تعهد سازمانی و حفظ کارکنان در دانشگاه‌های آزاد استان فارس
محورهای موضوعی : توانمندسازی سرمایه انسانی
1 - دانشجو
2 - گروه مدیریت ، دانشکده مدیریت، دانشگاه آزاد اسلامی، شیراز، ایران
کلید واژه: فرهنگ سازمانی, تعهد سازمانی, عملکرد سازمانی, مدیریت منابع انسانی, حفظ کارکنان,
چکیده مقاله :
زمینه و هدف: هدف از پژوهش حاضر ارائه و آزمون تجربی الگوی تطبیقی درک مدیران و کارکنان از چگونگی تأثیر فعالیت‌های مدیریت منابع انسانی بر عملکرد سازمانی با نقش میانجیگری فرهنگ سازمانی، تعهد سازمانی و حفظ کارکنان در دانشگاه‌های آزاد استان فارس بود. روش شناسی: روش پژوهش از نظر هدف، کاربردی و ازنظر گردآوری داده‌ها، روش آمیخته اکتشافی بود. مشارکت‌کنندگان در این پژوهش در بخش کیفی شامل مدیران و کارکنان خبره دانشگاه‌های آزاد استان فارس بود که از بین آنها تعداد 10 نفر با استفاده از روش نمونه‌گیری هدفمند انتخاب شدند. همچنین، در بخش کمی، جامعه آماری پژوهش شامل کلیه مدیران و کارکنان (شامل اعضای هیئت‌علمی) دانشگاه-های آزاد استان فارس بود که با استفاده از جدول مورگان و روش نمونه‌گیری تصادفی طبقه‌ای با تخصیص متناسب تعداد 357 نفر به‌عنوان حجم نمونه انتخاب شدند. یافته ها: نتایج آزمون معادلات ساختاری نشان داد که از دیدگاه مدیران دو متغیر فرهنگ سازمانی و تعهد سازمانی بر رابطه بین مدیریت منابع انسانی و عملکرد سازمان اثر میانجی و معنادار دارد اما حفظ کارکنان بر رابطه مذکور اثر میانجی ندارد. نتیجه گیریهمچنین، مشخص که از دیدگاه کارکنان، هر سه متغیر فرهنگ سازمانی، تعهد سازمانی و حفظ کارکنان روی رابطه مدیریت منابع انسانی و عملکرد سازمانی از دیدگاه کارکنان اثر واسطه‌ای و معنادار دارد.
.Background & Purpose: The purpose of this study was to present and test the comparative model of managers 'and employees' understanding of how human resource management activities affect organizational performance with the mediating role of organizational culture, organizational commitment and employee retention in open universities in Fars provinceMethodology: The research method was applied in terms of purpose and heuristic mixed method in terms of data collection. Participants in this study in the qualitative section included managers and qualified staff of free universities in Fars province, from which 10 people were selected using purposive sampling. Also, in the quantitative part, the statistical population of the study included all managers and staff (including faculty members) of free universities in Fars province. Using Morgan table and stratified random sampling method with proportional allocation of 357 people as Sample sizes were selectedFindings: The results of structural equation test showed that from the perspective of managers, the two variables of organizational culture and organizational commitment have a mediating and significant effect on the relationship between human resource management and organizational performance, but employee retention has no mediating effect on this relationshipConclusion: Also, it was found that from the perspective of employees, all three variables of organizational culture, organizational commitment and employee retention have a mediating and significant effect on the relationship between human resource management and organizational performance from the perspective of employees
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