تبیین نقش راهبردهای تعالی منابع انسانی بر تعهدسازمانی کارکنان (مورد:کارکنان شرکت خودروسازی سایپا)

محورهای موضوعی : مدیریت بازرگانی

سیدمحمد میرکمالی ¹ , کبری خباره ² , ابراهیم مزاری ³

1 - استاد گروه مدیریت برنامه ریزی آموزشی دانشگاه تهران
2 - دانشجوی دکتری مدیریت آموزشی، دانشگاه خوارزمی
3 - دانشجوی دکتری مدیریت آموزش عالی، دانشگاه تهران

تاریخ دریافت : 1393/12/25 تاریخ پذیرش : 1394/12/12 تاریخ انتشار : 1395/03/01

کلید واژه: تعهد سازمانی, کارکنان, راهبردهای تعالی منابع انسانی, شرکت خودروسازی سایپا,

چکیده مقاله :

پژوهش حاضر با هدف تبیین نقش راهبردهای تعالی منابع انسانی بر تعهد سازمانی کارکنان شرکت خودروسازی سایپا، انجام شده‌‌است. روش پژوهش توصیفی-همبستگی از نوع مدل معادلات ساختاری بوده است. با استفاده از فرمول نمونه‌گیری کوکران و روش نمونه‌گیری خوشه‌ای چند مرحله‌ای، حجم نمونه 155 نفر از کارکنان انتخاب شد. جهت جمع‌آوری داده‌ها از پرسشنامه‌راهبردهای تعالی منابع انسانی با پایایی94/0 و پرسش‌نامه تعهد سازمانی آلن و می‌یر (1991) با پایایی81/0 استفاده شد. داده‌ها با استفاده از آزمون‌های کولموگروف اسمیرنوف، تی تک‌‌نمونه‌ای، ضریب همبستگی پیرسون، مدل‌یابی معادلات ساختاری، تحلیل واریانس و آزمون‌های تعقیبی تحلیل شد. نتایج نشان داد، راهبردهای تعالی منابع انسانی به طور معناداری پایین‌تر و تعهد سازمانی کارکنان، بالاتر از حد متوسط بوده است. مدل‌یابی معادلات ساختاری نشان داد مدل پژوهش از برازش نسبتاَ خوبی با داده‌ها برخوردار بوده است و براین اساس، استراتژی‌های منابع انسانی با ضریب مسیر58/0 بر تعهد سازمانی تأثیرگذار بوده است اما رهبری منابع انسانی بر تعهد سازمانی تأثیر نداشته است. نهایتاَ، تحلیل واریانس یک‌راهه و آزمون تعقیبی دانت تی3 نشان داد، وضعیت راهبردهای تعالی منابع انسانی در بخش‌های شرکت با یکدیگر تفاوتی نداشته، اما تعهد سازمانی کارکنان بخش مدیریت ایمنی و بهداشت با بخش مدیریت نیروی انسانی متفاوت بوده است.

چکیده انگلیسی:

The present study aimed to explain the role of human resources excellence strategies on staff organizational commitment in saipa Aotomotive Manufacturing Company. The research method was descriptive- correlation of SEM. Based on Cochran sampling formula and by using multiple- stage cluster sampling method, 155 employees were selected as the reaserch sample. For data collection, the reaserchers used human resource excellence stralegies questionnaire with the reliability of α=0.94 and Allen and Meyer’s organizational commitment questionnaire (1991) with reliability of α=0.81. The data were analyzed through Kolmogorov- Smirnov test, one- sample t-test, Pearson correlation, Stepwise regression, SEM, analysis of variance, and post hoc tests. The results showed that human resource excellence strategies were significantly lower than average and employees’ organizational commitment was significantly higher than average. The structural equation modeling indicated that the research model is relatively well fitted with the data; thus, human resources excellence strategies with path coefficient of γ=0.58 have an impact on organizational commitment, but human resource leadership does not affect organizational commitment. Finally, one-way variance analysis and Dunnett t3 post hoc test showed that the state of human resource excellenence strategies was not different in different parts of the company, but there was a difference between the organizational commitment of the personnel of health and safety management department and human resoueces management department.  

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