واکاوی و اعتبارسنجی مؤلفه های مدل بهسازی منابع انسانی مبتنی بر الگوی توتادو
الموضوعات :لیلی کفاش 1 , رضا زارعی 2 , نادر شهامت 3 , احمد رضا اوجی نژاد 4
1 - گروه مدیریت آموزشی، واحد مرودشت، دانشگاه آزاد اسلامی، مرودشت، ایران.دانشگاه آزاد اسلامی واحد مرودشت
2 - استادیار گروه مدیریت آموزشی، واحد مرودشت، دانشگاه آزاد اسلامی، مرودشت، ایران.
3 - گروه مدیریت آموزشی- دانشکده علوم تربتی- دانشگاه ازاد اسلامی واحد مرودشت
4 - گروه مدیریت آموزشی، واحد مرودشت، دانشگاه آزاد اسلامی، مرودشت، ایران.
الکلمات المفتاحية: آموزش و توسعه منابع انسانی, بهسازی منابع انسانی, الگوی توتادو, اعتبارسنجی,
ملخص المقالة :
هدف پژوهش حاضر واکاوی و اعتبارسنجی مؤلفه های مدل بهسازی منابع انسانی مبتنی بر الگوی توتادو بود. روش پژوهش، آمیخته (کیفی-کمی) بود. مشارکت کنندگان بخش کیفی پژوهش 20 نفر از مدیران و خبرگان بانک آینده بودند که با استفاده از روش نمونه گیری هدفمند ملاک محور گزینش شدند. ابزار پژوهش مصاحبه نیمه ساختار یافته بود. یافته ها با رویکرد گراندد تئوری و با استفاده از نرم افزار ATLASTI کدگذاری و تحلیل شدند. اعتباریابی یافته بر اساس روش¬های سه سویه سازی، موضع گیری پژوهشگر و کاوش بوسیله مشارکت کنندگان انجام شد. در مرحله کمی روش پژوهش توصیفی پیمایشی بود. جامعه آماری پژوهش شامل کلیه مدیران و کارکنان بانک آینده به تعداد 300 نفر بود . نمونه گیری به روش تصادفی ساده انجام شد. ابزار پژوهش پرسشنامه محقق ساخته بود. روایی پژوهش با استفاده از روایی محتوایی محاسبه گردید. برای تعیین پایایی پژوهش از پایایی ترکیبی استفاده شد. یافته‌های پژوهش در پنج مقوله شرایط علی، زمینه‌ای، مداخله گر، راهبرد و پیامدها در چهار دسته فردی، گروهی، سازمانی و اجتماعی به تفکیک در 6 مقوله، 17 کد محوری شناسایی شدند. نتایج نشان داد که مدل آموزش و بهسازی کارکنان بر مبنای الگوی توتادو در صنعت بانکداری باعث افزایش توانمندی، بهبود کیفیت خدمات و افزایش بهره‌وری سازمانی می‌شود. معادلات ساختاری نشان داد روابط پیشنهادی در تحلیل کیفی از نظر آماری نیز مورد تائید است. بارهای عاملی بالای 3/0، آماره های تی بالاتر از 96/1 به دست آمدند. بنابراین مدل آموزش و بهسازی منابع انسانی بر مبنای الگوی توتادو از برازش لازم برخوردار است.
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