اعتبارسنجي شاخص‌هاي مديريت منابع‌انساني‌‌حکمت‌بنيان در سازمانهاي دولتي
محورهای موضوعی : مدیریت منابع انسانی
نازنین جلیلی
1
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کرم اله دانش فرد
2
*
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ابولحسن فقیهی
3
1 - دانشجوی دکتری مدیریت دولتی-دانشکده اقتصاد و مدیریت دانشگاه علوم تحقیقات تهران-ایران
2 - استاد، دانشکده اقتصاد و مدیریت، واحد علوم تحقیقات، ،دانشگاه ازد اسلامی، تهران، ایران
3 - استاد، دانشکده اقتصاد و مدیریت، واحد علوم تحقیقات، ،دانشگاه ازد اسلامی، تهران، ایران
کلید واژه: اعتبارسنجي, شاخص‌های مدیریت, حکمت, مديريت منابع‌انساني,
چکیده مقاله :
نقش حکمت در ابعاد مختلف سازمانها و زير سيستمهاي سازمانها بويژه در نظام مديريت منابع انساني قابل تامل است. با آنکه مفهوم سازمان حکمت بنيان در ادبيات مديريت مطرح شده است و بيان شده که سازمانهاي مبتني بر حکمت برتر از يک سازمان دانش بنيان مي تواند ظرفيت کاربردي داشته باشند. اما مولفه هاي مدیریت حکمت بنیان در سازمانهاي دولتي هنوز مشخص نیست. در همین راستا اين مطالعه تلاش دارد استخراج شاخص‌ها و پالايش و اعتبارسنجي این شاخص‌هاي شناسايي شده در مديريت منابع‌انساني‌‌حکمت‌بنيان و روابط ما بين آنها را بررسی نماید.روش تحقيق توصيفي- پيمايشي است که با نمونه‌گيري خوشه‌ای از مديران، معاونان، روساي اداره و کارشناس مسئولان سازمانهاي دولتي: برنامه و بودجه، آموزش و پرورش، بهداشت و درمان، وزارت علوم تحقيقات و فناوري، ثبت اسناد، امور مالياتي و شرکت گاز تعداد 521 نفر به عنوان نمونه انتخاب شدند. براي تحليل داده‌ها از مدل معادلات ساختاری (SEM) با نرم‌افزار لیزرل استفاده شد. ابزار تحقیق پرسشنامه محقق‌ساخته بود. یافته ها حاکی از این است که ارتقای محورهاي راهبردي پيراموني سبب ارتقای محورهاي راهبردي دروني مي‌گردد و كاهش محورهاي راهبردي پيراموني سبب كاهش محورهاي راهبردي دروني مي‌شود. در نتيجه با پشتيباني از تاثير محورهاي راهبردي پيراموني بر افزايش محورهاي راهبردي دروني، اثبات می گردد که افزايش محورهاي راهبردي پيراموني منجر به افزايش محورهاي راهبردي دروني مديريت منابع انساني حکمت‌بنيان در سازمانهاي دولتي مي‌شود.
The role of wisdom in different dimensions of organizations and sub-systems of organizations, especially in the human resource management system, can be considered. Although the concept of wisdom-based organization has been proposed in the management literature and it has been stated that wisdom-based organizations can have practical capacity more than a knowledge-based organization. But the components in government organizations are still not clear. In this regard, this study tries to extract the components and refine and validate the indicators identified in the management of strategic human resources and our relationships between them. The method is the descriptive-survey research, done by sampling a cluster of managers, deputies, heads of departments and experts in charge of government organizations: program and budget, education, health and treatment, Ministry of Science, Research and Technology, document registration, tax affairs and Gas company. Structural equation model with Lisrel software was used to analyze the data. The research tool was a researcher-made questionnaire. The promotion of peripheral strategic axes leads to the improvement of internal strategic axes and the reduction of peripheral strategic axes causes the reduction of internal strategic axes. As a result, with the support of the effect of the strategic axes of the environment on the increase of the strategic axes of the internal, it is proved that the increase of the strategic axes of the environment leads to the increase of the strategic axes of the internal strategic axes of the management of strategic human resources in government organizations
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