مدیریت منابع انسانی پایدار در صنعت برق

محورهای موضوعی : مدیریت و توسعه پایدار

محمد تفرج خواه ¹ (دانشجوی دکتری، گروه مدیریت، واحد تبریز، دانشگاه آزاد اسلامی، تبریز، ایران.)
مجید باقرزاده خواجه ² (استادیار، گروه مدیریت صنعتی، واحد تبریز، دانشگاه آزاد اسلامی، تبریز، ایران.)
سلیمان ایران زاده ³ (استاد تمام و مدیر گروه مدیریت صنعتی، واحد تبریز، دانشگاه آزاد اسلامی، تبریز، ایران.)

تاریخ دریافت : 1400/02/06 تاریخ پذیرش : 1400/05/07 تاریخ انتشار : 1400/03/01

کلید واژه: توسعه پایدار, مدیریت منابع انسانی, نظریه داده بنیاد, رویکرد پایداری,

چکیده مقاله :

هدف تحقیق حاضر توسعه مدل مدیریت منابع انسانی با رویکرد توسعه سازمانی پایدار می‌باشد. این پژوهش در چارچوب رویکرد کیفی و با استفاده از روش تحقیق داده بنیاد انجام گرفته است. ابزار جمع‌آوری داده‌ها، مصاحبه‌های نیمه ساختار یافته بوده که با استفاده از روش نمونه‌گیری ترکیبی از نمونه‌گیری هدفمند (قضاوتی و سهمیه‌ای) و نظری انجام گرفته است. برای تعیین حجم نمونه از معیار اشباع نظری استفاده شد و تعداد 29 مصاحبه با 17 نفر از خبرگان صورت پذیرفت تا در نهایت و در کنار تحلیل محتوای اسنادی، کفایت نظری حاصل شد. برای تحلیل داده‌های حاصل از مصاحبه‌ها و کدگذاری از نرم افزار اطلس تی آی استفاده گردید. تجزیه و تحلیل داده‌ها در سه مرحله کدگذاری باز، کدگذاری محوری و کدگذاری انتخابی انجام گرفت و بر اساس آن، مدل کیفی پژوهش ارائه شد. نتایج پژوهش منجر به استخراج 373 کد باز، 80مفهوم و 23 مقوله گردید که در قالب مدل پارادایمی شامل مقوله محوری (سیستم‌های کاری پایدار، تعادل، خودمختاری و خودکنترلی و نظام های مدیریت منابع انسانی)، شرایط علی (نظام ارزشی و مدیریتی سازمان و جامعه، ضرورت حفظ و توسعه منابع انسانی و مسئولیت اجتماعی اقتصادی و مسئولیت قانونی)، راهبردها (خلق و توسعه آرمان مشترک، رویکرد فرایندی، به‌گزینی و نگه‌داری و آگاهی بخشی)، زمینه حاکم (بینش پایداری، قابلیت سازمانی، همراستایی استراتژیک و سرمایه سازمانی) و در نهایت پیامدها (عملکرد برتر اقتصادی، عملکرد برتر اجتماعی و عملکرد برتر زیست محیطی) ارائه گردید.

چکیده انگلیسی:

The purpose of the present study is to develop a human resource management model with a sustainable organizational development approach. This research was conducted in the framework of a qualitative approach using Grounded theory research method. The statistical population of the study consisted of managers working in the electrical industry and were selected through theoretical and purposeful sampling (judgment and quota). Sample size was determined by theoretical saturation criterion, 17 people. Atlas TI software was used to analyze the data from the interviews and coding. Data analysis was done in three stages of open coding, axial coding, and selective coding and based on this, a qualitative research model was presented. findings of the research resulted in the extraction of 373 open source codes, 80concepts and 23categories, which were in the paradigm model including axial categories (sustainable working systems, equilibrium, autonomy and Human resource management systems), causal conditions (organizational and community value and management system, necessity of Maintain and Human Resource Development and Socio-Economic Responsibility and legal Responsibility), Strategies (Creating and Developing a Common Idea, Process Approach, Selection and Maintenance and Awareness), Governing Background (Sustainability Insights, Organizational Capability, Strategic Alignment and Organizational Capital), and ultimately Outcomes (Economic superiority Performance, superior social performance, and superior environmental performance).

منابع و مأخذ:

 

Bastas, A., & Liyanage, K. (2019). Integrated quality and supply chain management business diagnostics for organizational sustainability improvement. Sustainable Production and Consumption, 17(1), 11-30.

Benn, S., & Bolton, D. (2011). Key Concepts in Corporate Social Responsibility. Sage, London.

Boudreau, J. W. (2003). Sustainability and the Talentship Paradigm: Strategic Human Resource Management Beyond the Bottom Line. CAHRS Working Paper Series, 2-31.

Boudreau, J. W., & Ramstad, P. M. (2005). Talentship, Talent Segmentation, and Sustainability: A new HR Decision Science Paradigm for a new Strategy Definition. Human Resource Management, 44(2), 129-136.

Chams, N., & García-Blandón, J. (2019). On the importance of sustainable human resource management for the adoption of sustainable development goals. Conservation and Recycling, 141, 109-122.

Dubey, S., & Gupta, B. (2018). Linking green HRM practices with organisational practices for organisational and environmental sustainability. International Journal of Engineering and Management Research (IJEMR), 8(2), 149-153.

Ehnert, I. (2009). Sustainable Human Resource Management: a Conceptual and Exploratory Analysis from a Paradox Perspective. Springer.

Gholami, H., Rezaei, G., Saman, M. Z. M., Sharif, S., & Zakuan, N. (2016). State-of-the-art Green HRM system: sustainability in the sports center in Malaysia using a multimethods approach and opportunities for future research. J. Cleaner Prod, 124, 142–163.

Gully, S. M., Phillips, J. M., Castellano, W. G., Han, K., & Kim, A. (2013). A mediated moderation model of recruiting socially and environmentally responsible job applicants. Personnel Psychol, 66(4), 935–973.

ISO. (2015). Quality management principles Retrieved from http://www.iso.org/iso/pub100080.Pdf

Joyce, D., & Vijai, C. (2020). A Theoretical Study on Green Human Resource Management (Ghrm): An Innovative Practice for Organizational Sustainability. European Journal of Molecular & Clinical Medicine, 7(11), 3007-3013.

Longoni, A., Luzzini, D., & Guerci, M. (2018). Deploying environmental management across functions: the relationship between green human resource management and green supply chain management. Journal of Business Ethics, 151(4), 1081-1095.

Moghaddam, A., Kamalian, A., Orei Yazdani, B., Kurd, B., & Roshan, S. (2016). Explaining and designing an entrepreneurial human resource management model: Foundation data approach (a study in the electricity industry, Iran Transfo Group of Companies). Journal of Management Improvement, 34(4), 123-157. (In Persian)

Mohaghar, A., & Sadeghi Moghadam, M. (2011). Supply Chain Coordination in the Automotive Industry: A Theoretical Approach to Data. Industrial Management Perspectives, 4(2), 29-63. (In Persian)

Mohammadi, H., Purkiani, M., Salajegheh, S., Sayadi, S., & Mollai, H. (2020). Designing a green human resource management model with a sustainable organizational development approach. Bimonthly Scientific-Research New Approach in Educational Management, 11(43), 281-314. (In Persian)

Mohammadnejad Shurkayi, M., Sydjvadyn, S., Shah Hosseini, M., & Haj Karimi, A. (2016). Provide a framework for green human resource management. Government Management, 8(4), 691-710. (In Persian)

Nawaz, W., & Koҫ, M. (2017). Development of a systematic framework for sustainability management of organizations. Journal of Cleaner Production, 171, 1255-1274. https://doi.org/1255-1274

Paillé, P., Chen, Y., Boiral, O., & Jin, J. (2014). The impact of human Resource management on environmental performance: an employee-level study. J. Bus. Ethics, 121(3), 451–466.

Qureshi, T. M., Singh, A., & Balqee, S. N. A. (2020). Green Human Resource Management For Organizational Sustainability: a need of the hour for modern workplace. journal of southwest jiaotong university, 55(4), 1-15.

Rajeev, A., Pati, R. K., Padhi, S. S., & Govindan, K. (2017). Evolution of sustainability in supply chain management: A literature review. j. clean. Prod, 162, 299-314.

Ray, G., Barney, J. B., & Muhanna, W. (2004). Capabilities, business processes, and competitive advantage: choosing the dependent variable in empirical tests of the resource-based view. Strategic Management Journal, 25, 23-37.

Rayner, J., & Morgan, D. (2018). An empirical study of ‘green workplace behaviours: ability, motivation and opportunity. Asia Pacific Journal of Human Resources, 56(1), 56-78.

Rehman, M. A., Seth, D., & Shrivastava, R. L. (2016). Impact of green manufacturing practices on organisational performance in Indian context: An empirical study. Journal of Cleaner Production, 137, 427-448.

Renwick, D. W. S., Redman, T., & Maguire, S. (2013). Green human Resource management: a review and research agenda. Int. J. Manage. Rev, 15(1), 1-14.

Rezaei, B., Zargar, S., & Hemtian, H. (2020). Investigating the Impact of Green Human Resource Management Dimensions on Sustainable Organizational Development. Journal of Marine Science Education, 7(1), 93-108. (In Persian)

Schuler, R. S., & Jackson, S. E. (2005). A quarter-century Review of Human Resource Management in the U.S. The growth in Importance of the International Perspective. Management review, 16(1), 11-35.

Seyyed Javadein, S., Roshandel Arbatani, T., & Nobari, A. (2016). Green human resource management is an approach to investment and sustainable development. Journal of Investment Knowledge, 5(20), 297-327. (In Persian)

Siyambalapitiya, J., Zhang, X., & Liu, X. (2018). Green human resource management: A proposed model in the context of Sri Lanka’s tourism industry. Journal of Cleaner Production, 201, 542-555.

Strauss, A., & Corbin, J. (2008). Basics of qualitative research: Grounded theory procedures and techniques (2 ed.). Thousand Oaks, CA: Sage.

Strauss, A., & Corbin, J. (2011). Basics of Qualitative Research Methodology: Basic Theory, Procedures and Methods (B. Mohammadi, Trans.). Institute of Humanities and Cultural Studies, Tehran. (In Persian)

Svensson, G., Ferro, C., Høgevold, N., Padin, C., Varela, J. C. S., & Sarstedt, M. (2018). Framing the triple bottom line approach: Direct and mediation effects between economic, social and environmental elements. Journal of Cleaner Production, 197, 972-991.

Tabibi, S., Vatankhah, S., Nasiripour, A., & Vahdat, S. (2011). Factors affecting the development of human capital in hospitals of the Social Security Organization of Iran. Scientific Journal of Qazvin University of Medical Sciences, 15(2), 55-62. (In Persian)

Taheri, N. (2009). Assess the current state of human resource development and develop development strategies. Industrial Management Organization]. Tehran

Tavakoli, A., Hashemi, A., Sabet, A., & Razeghi, S. (2018). Presenting a structural model of green human resource management based on human resource management systems. Quarterly Journal of Human Resource Management Research, 10(31), 77-103. (In Persian)

Tusi, M. (1998). Organizational Culture (1 ed.). Public Management Training Center Publications, Tehran. (In Persian)

Yahyapour, M., Tabari, M., Mehrara, A., Baqerzadeh, M., & Balui Jamkhaneh, E. (2020). Evaluation of green human resource management model in power distribution companies in the north of the country using Demetel technique. Sustainable Human Resource Management, 2(2), 117-135. (In Persian)

Zahra, S. A., Sapienza, H. J., & Davidsson, P. (2006). Entrepreneurship and dynamic capabilities: a review, model and research agenda. Journal of Management Studies, 43(4), 917-955.

Zhu, Q., Sarkis, J., & Geng, Y. (2005). Green supply chain management in China: pressures, practices and performance. International Journal of Operations & Production Management. 25 (5), 449-468.