تجزیه‌وتحلیل اثر مدیریت راهبردی منابع انسانی بر مدیریت ریسک‌های مؤثر منابع انسانی با نقش میانجی تاب‌آوری کارکنان
الموضوعات :
حسین حمزوی
1
,
مهدی اسدبک
2
,
بهروز رضایی منش
3
1 - کارشناسی ارشد مدیریت رفتارسازمانی، دانشگاه علامه طباطبائی،تهران،ایران.
2 - کارشناسی ارشد خط‌‌مشی‌گذاری عمومی، دانشگاه علامه طباطبائی، تهران، ایران.
3 - دانشیار، گروه مدیریت دولتی، دانشگاه علامه طباطبائی، تهران، ایران.
الکلمات المفتاحية: مدیریت راهبردی منابع انسانی, مدیریت ریسک‌های منابع انسانی, تاب‌آوری ,
ملخص المقالة :
زمینه و هدف: امروزه بهبود فرآیند مدیریت ریسک‌های مؤثر منابع انسانی، شناسایی و ارزیابی ریسک‌ها، پیشگیری از وقوع آن‌ها و برنامه‌ریزی برای مدیریت راهبردی منابع انسانی نیز بسیار حائز اهمیت است. لذا هدف از پژوهش حاضر، تجزیه‌وتحلیل اثر مدیریت راهبردی منابع انسانی بر مدیریت ریسک‌های مؤثر منابع انسانی با نقش میانجی تاب‌آوری کارکنان می‌باشد. روش بررسی: تحقیق کنونی ازنظر هدف، پژوهشی کاربردی و از حیث گردآوری داده‌ها و اطلاعات پژوهشی توصیفی-پیمایشی است. جامعه‌ی آماری این تحقیق کلیه‌ی کارکنان شرکت رجا به تعداد 706 نفر بوده و حجم نمونه آماری بر اساس فرمول کوکران 249 نفر از کارکنان تعیین‌شده است. روش جمع‌آوری داده‌ها از طریق پرسشنامه و روش تجزیه‌وتحلیل داده‌ها از رویکرد مدل‌سازی معادلات ساختاری بود. یافته‌ها: نتایج نشان داد که مدیریت راهبردی منابع انسانی به ترتیب بر مدیریت ریسک‌های مؤثر منابع انسانی و تاب‌آوری کارکنان با ضریب t به مقادیر 2/56 و 9/15، و ضرایب استاندارد به مقادیر0/62 و 0/86 تأثیر معناداری دارد. تاب‌آوری کارکنان بر مدیریت ریسک‌های مؤثر منابع انسانی با ضریب t به مقدار 4/52، و ضریب استاندارد به مقدار0/77 تأثیر معناداری دارد. مدیریت راهبردی منابع انسانی بر مدیریت ریسک‌های مؤثر منابع انسانی با نقش میانجی تاب‌آوری کارکنان با ضریب t به مقدار 12/3 تأثیر معناداری دارد. بحث و نتیجه‌گیری: تاب‌آوری کارکنان از طریق سطوح تاب‌آوری برنامه‌ریزی‌شده و انطباقی با رویکردهای ایجاد افزایش اعتمادبه‌نفس، انعطاف‌پذیری و انطباق‌پذیری در سازمان به مدیریت راهبردی منابع انسانی بر مدیریت ریسک‌های مؤثر منابع انسانی با کاهش پیامد‌های نارضایتی شغلی به افزایش عملکرد سازمان کمک می‌نماید
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