ارائه مدل کیفی ارتقاء مدیریت منابع انسانى در وزارت علوم بغداد
محورهای موضوعی :
1 - دانشیار رشته مدیریت، دانشکده اقتصاد و مدیریت، دانشگاه تبریز، تبریز، ایران.
کلید واژه: مدیریت منابع انسانی تحول دیجیتال رویکرد داده بنیاد ,
چکیده مقاله :
تحقیق حاضر با هدف تبیین مدل ارتقاء مدیریت منابع انسانى بر مبنای رویکرد داده بنیاد انجام شده است. تحقیق حاضر از لحاظ هدف از نوع پژوهش اکتشافی ـ توسعه ای و از حیث روش‌شناسی از لحاظ جهت‌گیری بنیادی است. همچنین از نظر زمان این پژوهش به دلیل اینکه در طی یک دوره زمانی کوتاه انجام شده از نوع مقطعی می‌باشد. میدان پژوهش شامل کلیه خبرگان مطرح دانشگاهی با سابقه 5 سال تجربه کاری در بخش مدیریت منابع انسانی بوده و نمونه‌گیری به صورت هدفمند و از روش گلوله برفی انجام شد و تا اشباع نظری داده‌ها ادامه یافت. جهت گردآوری اطلاعات از ابزار مصاحبه نیمه ساختاریافته استفاده شده است. داده‌های حاصل از مصاحبه ها، طی سه مرحله کدگذاری باز، محوری و انتخابی با استفاده از نرم افزار MAXQDA2022 تحلیل شد. یافته ها نشان داد که هر هفت عامل شرایط علّی با مقوله محوری رابطه مثبت و معنادار دارند، شش عامل زمینه ساز و دو عامل مداخله گر نیز رابطه معنادار با راهبردها دارند و نهایتا راهبردها تبیین کننده پیامدهای مدل ارتقاء مدیریت منابع انسانى در عصر تحول دیجیتال می‌باشد.
The present study aims to explain the human resource management improvement model based on a data-based approach. The present study is an exploratory-developmental research in terms of its purpose and a fundamental orientation in terms of its methodology. Also, in terms of its time, this study is cross-sectional because it was conducted over a short period of time. The research field includes all prominent academic experts with 5 years of work experience in the human resource management sector, and sampling was carried out purposefully using the snowball method and continued until theoretical saturation of the data. A semi-structured interview tool was used to collect information. The data obtained from the interviews were analyzed in three stages of open, axial, and selective coding using MAXQDA2022 software. The findings showed that all seven causal factors have a positive and significant relationship with the axial category, six underlying factors and two interfering factors also have a significant relationship with strategies, and finally, strategies explain the consequences of the human resource management improvement model in the era of digital transformation.
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