الگوی تأمین منابع انسانی الکترونیک در راستای ارتقاء سلامت نظام اداری
الموضوعات :
پرستو اژدری
1
,
قنبر امیرنژاد
2
,
محمدرضا مردانی
3
,
فواد مکوندی
4
,
محمد همتی
5
1 - دانشجوی دکتری گروه مدیریت، واحد شوشتر، دانشگاه آزاد اسلامی، شوشتر، ایران
2 - دانشیار گروه مدیریت، واحد علوم و تحقیقات، دانشگاه آزاد اسلامی، تهران، ایران (نويسنده مسئول).
3 - دانشیار گروه مدیریت، دانشگاه جامع امام حسین، تهران، ایران
4 - استادیار گروه مدیریت، واحد شوشتر، دانشگاه آزاد اسلامی، شوشتر، ایران
5 - دانشیار گروه مدیریت، واحد اهواز، دانشگاه آزاد اسلامی، اهواز، ایران
الکلمات المفتاحية: سیستم تأمین منابع انسانی الکترونیک, سلامت نظام اداری, تحلیل تم, شرکت ملی نفت ایران,
ملخص المقالة :
نظام اداری سالم و کارآمد عامل اصلی پیش‌برنده برنامه‌های توسعه است و نیروی انسانی متخصص و شایسته نقش کلیدی در ارتقا آن دارد. تأمین منابع انسانی الکترونیک از طریق برخورداری از پیکربندی‌های سخت‌افزاری، نرم‌افزاری و منابع شبکه الکترونیکی کامپیوتری باعث کاهش زمان و هزینه‌های سازمانی، بهبود ارتباطات اثربخش و ایجاد شفافیت می‌شود؛ و از طریق تمرکز بر انتخاب و استخدام افراد شایسته، کاهش فساد اداری و توسعه سلامت نظام اداری را به همراه دارد. هدف پژوهش حاضر تبیین معیارهای سیستم تأمین منابع انسانی الکترونیک در راستای ارتقا سلامت نظام اداری در شرکت ملی نفت ایران است. این پژوهش در چارچوب رویکرد کیفی انجام شده و از روش تحلیل تم برای تحلیل داده‌ها استفاده کرده است. جامعه آماری پژوهش شامل 15 نفر از خبرگان شرکت ملی نفت ایران هستند که به روش نمونه‌گیری هدفمند انتخاب شدند. برای شناسایی شاخص‌ها و طراحی مدل پژوهش از روش مصاحبه نیمه‌ساختاریافته و کدگذاری با نرم‌افزار مکس کیودا استفاده شد. اندازه‌گیری پایایی به روش پایایی بازآزمون و روایی از طریق چهار معیار اعتبارپذیری، تعمیم‌پذیری، اطمینان‌پذیری، و تاییدپذیری انجام گرفت و تأیید شد. الگوی نهایی در قالب 7 تم اصلی، 17 تم فرعی و 42 مفهوم استخراج شد. سیستم تأمین منابع انسانی الکترونیک در شرکت ملی نفت ایران در صورتی منجر به ارتقای سلامت نظام اداری می‌شود که دارای معیارهای: سیستم الکترونیک همه‌جانبه و یکپارچه، حمایت مدیریت، شایستگی، شفافیت، قانون مداری، عدالت محوری و پاسخگویی باشد.
1. Aggarwal, R., Sandhu S. (2024). E-Recruitment Practices, Perspective of generation Z job seekers Educational Administration. Theory and Practice, 30(4), 6409-6414. DOI:10.53555/kuey.v30i4.2397
2. Al Shobaki, M.J, Abu Naser, A., Abu Amuna, A., El Talla, A. (2017). Importance degree of eHRM and its impact on various administrative levels in palestinian universities. International Journal of Engineering and Information Systems, 1(7), 181-196. https://ssrn.com/abstract=3084525
3. Amiri, M., Nargesian, A., Bahri Roodposhti, A. (2016). assessing organizational Integrity and corruption degree in Tehran Municipality. Organizational Behavior Studies Quarterly, 4(4), 65-96, https://obs.sinaweb.net/article_18881.html, ]In Persian[.
4. Antonakas, N.P., Giokas, A.E., Konstantopoulos, N. (2013). Corruption in Tax Administration: Interviews with Experts. Procedia-Social and Behavioral Sciences, 73, 581-589. DOI:10.1016/j.sbspro.2013.02.094
5. Anti Corruption Civil Rights Commission, (ACRC). (2011). Public Sector Integrity Index Stands at 8.43 The ACRC Issued the 2011 Index, The Republic of Korea:Anti-Corruption & Civil Rights Commission.
6. Asgharinajib, M. Sohrabi, R. Hamidi, K. (2016). Identification and ranking paramount factors affecting the organizational health using AHP method (Case study: Gas Transmission Office in Area Asian). Social Science, 12(3), 71-84. DOI:10.5539/ass.v12n3p71
7. Ashour, A.S. (2004). Integrity, transparency and accountability in public sector human resources management. Alexandria University, Egypt.
8. Babaei Nivlouei, F. (2014). Electronic human resource management system: The main element in capacitating globalization paradigm. International journal of Business and Social Science, 5(2), 147=159. DOI:10.30845/ijbss
9. Bernardin, H.J., Cooke, D.K. (1993). Validity of an honesty test in predicting theft among convenience store employees. Academy of management journal, 36(5), 1097-1108. https://doi.org/10.2307/256647
10. Bhosale, V.R, Sucheta, S., Yambal S. (2024). The role of information technology in human resource management. A quarterly Review for Continuing,18(2), 49-52. ISSN: 2320-7698.
11. Bondarouk, T., Parry, E., Furtmueller, E. (2017). Electronic HRM: four decades of research on adoption and consequences. The International Journal of Human Resource Management, 28(1), 98-131. https://doi.org/10.1080/09585192.2016.1245672
12. Bondarouk, T.V., Ruel H.J.M. (2009). Electronic human resource management: Challenges in the digital era. The International Journal of Human Resource Management, 20, 505–514. DOI:10.1080/09585190802707235
13. Braun, V., Clarke, V. (2006). Using thematic analysis in psychology. Qualitative research in psychology, 3(2), 77-101. DOI:10.1191/1478088706qp063oa
14. Chene, M. (2015). Corruption and anti-corruption practices in human resource management in the public sector. Bergen: Chr. Michelsen Institute-U4 Anti-Corruption Resource Centre, P: 1-9.
15. Choi, J.W. (2009). Institutional structures and effectiveness of anticorruption agencies: A comparative analysis of South Korea and Hong Kong, Asian Journal of Political Science, 17(2), 195-214. DOI:10.1080/02185370903077485
16. Chuang, C.H., Shyhjer, C., Ching-wen, C. (2013). Human Resource Management Practices and Organizational Social Capital: The Role of industrial Characteristics, Journal of Business Research, 66(5), 678-687. DOI:10.1016/j.jbusres.2012.04.002
17. Deloitte. (2008). Taking the Reins: HR's opportunity to play a leadership role in governance, risk management and compliance. Midtown: Manhattan: Deloitte Consulting.
18. Demo, G. Neiva, E.R. Nunes, L. Oliveira, K.R. (2012). Human Resources Management Policies and Practices Scale (HRMPPS): Exploratory and Confirmatory Factor Analysis, 9(4), 395-420. DOI:10.1590/S1807-76922012005000006.
19. Deshwal, P. (2015). Role of E- HRM in Organizational Effectiveness and Sustainability. International Journal of Applied Research, 1(12), 605-609.
20. Doig, A., Riley, S. (1988). Corruption and anti-corruption strategies: Issues and case studies from developing countries. in G.S. Cheema & J. Bonvin (eds.) Corruption and Integrity Improvement Initiatives in Developing EconomiesOECD, Paris. P, 45-62.
21. Faliagka, E., Tsakalidis, A. Tzimas, G. (2012). An integrated e-recruitment system for automated personality mining and applicant ranking, Internet Research, 22(5). DOI:10.1108/10662241211271545
22. Fardeeva, I.N., Ageev, V.N., Kuzmenko, V.I., Shamigulov, A.R., Kurkina, N.V. (2022). Legal issues in the commission for coordination of anti-corruption work in the russian federation labor law, BiLD Law Journal, 7(4s), 482–487. https://bildbd.com/index.php/blj/article/view/594.
23. Fuerst, M.J., Luetge, C. (2021). The conception of organizational integrity: a derivation from the individual level using a virtue-based approach, Business Ethics, The Environment & Responsibility, 32(8), 1-9. DOI:10.1111/beer.12401
24. Ghasemian Gorji M. (2021). Investigating the impact of organizational culture on administrative health and protection of people's rights in the Social Security Organization of East Mazandaran Province, Journal of Administrative Studies and Research, 2021, 3(12): 8-12. https://civilica.com/doc/1559670, [In Persian]
25. Golec, A. Kahya, E.A. (2007). fuzzy model for competency-based employee evaluation and selection, Computers & Industrial Engineering, 52(1), 143-161. DOI:10.1016/j.cie.2006.11.004
26. Gusain, A., Singh, T., Pandey, S., Pachourui, V., Singh, R., & Kumar, A. (2023). E-Recruitment using artificial intelligence as preventive measures. proceedings of the 2023 International Conference on Sustainable Computing and Data Communication Systems (ICSCDS), Chicago, IL, USA (pp. 516–522). IEEE. DOI:10.1109/ICSCDS56580.2023.10105102
27. Hafiz Rosli, M. Abd Aziz, M.A. Mohd, F. Said, J. (2015). Integrity Systems in Malaysian Public Sector: An Empirical Finding, International Conference on Financial Crimionlogy, Procedia Economics and Finance, (28, 260-265). DOI:10.1016/S2212-5671(15)01109-0.
28. Hamidianpour, F. Esmaeilpour, M. Firoozi, H. (2018). Assessing the impact of electronic Human Resource Management on creation of organizational agility (study of case: Bushehr Banks), Asian Social Science, 52(16), 267-284. http://modiriyatfarda.ir/en/Article/24613
29. Harazneh, Y.M., Sila, I. (2021). The impact of E-HRM usage on HRM effectiveness: Highlighting the roles of top management support, HR professionals and line managers. Journal of Global Information Management, 29(2): 118-147. DOI:10.4018/JGIM.2021030107
30. Hoekstra, A. (2022). Integrity management in public organizations: content and design, (Thesis to obtain the degree of Doctor from the Erasmus University Rotterdam. P, 1-163)
31. Holm, A.B. (2012). Institutional context and e-recruitment practices of Danish organizations, Employee Relations, 36(4). DOI:10.1108/ER-07-2013-0088
32. Homayouni, G. Rastegar, A. Abedi Jafari, H. Damghanian, H. (2021). Causal modeling of promoting administrative health in the customs of the Islamic Republic of Iran, Administrative Law, 7(23), 247-272. https://qjal.smtc.ac.ir/article-1-659-fa.html, [In Persian].
33. Imani H, Gholipour A, Azar A, Pourezzat A.A. Identifying components of staffing system to develop administrative integrity, Jounal of Public Administration, 11(2): 251-284. 10.22059/JIPA.2019.277466.2504 . [In Persian].
34. Jenkins, M. (2022). The effectiveness of integrity led anti-corruption interventions, CMI U4 Anti-Couurption Resource Center, 1-43.
35. Kissi, P.S. (2023). Job seekers satisfy or dissatisfy with the existing electronic recruitment: A theoretical and empirical investigation. Information & Technology Management, 10(3). https://doi.org/10.1080/23311975.2023.2278233
36. Klitgaard, R. (1988). Controlling corruption. University of California Press.
37. Koechling, A., Wehner, M. C., & Warkocz, J. (2023). Can I show my skills? Affective responses to artificial intelligence in the recruitment process. Review of Managerial Science, 17(6), 2109–2138. DOI:10.1007/s11846-021-00514-4
38. Kvale S. (1996). An introduction to qualitative research. Softcover publisher: sage publications.
39. Kwon, I. (2014). Motivation, discretion, and corruption. Journal of Public Administration Research and Theory, 24(3), 765–794. DOI:10.1093/jopart/mus062
40. Lee, K., Ashton, M.C., Vries, R.E. (2005). Predicting workplace delinquency and integrity with the HEXACO and five-factor models of personality structure. Human performance, 18(2), 179-197. DOI:10.1207/s15327043hup1802_4
41. Ma, L., Ye, M. (2015). The Role of Electronic Human Resource Management in Contemporary Human Resource Management. Open Journal of Social Sciences, 3, 71-78. DOI: 10.4236/jss.2015.34009
42. Mostafapour, M. Samiee, R. Mostaghimi, M. (2021). Identifying and ranking the indicators of administrative effectiveness of the administrative system with fuzzy Delphi approach (Case study: North provincial courts), Journal of Modern Research on Administrative Law, 3(8), 217-243. 10.22034/MRAL.2021.523490.1109 , [In Persian].
43. Murage, S.N., Sang, A., Ngure, S. (2018). Ethical Issues in Recruitment, Selection and Employee Performance in Public Universities in Nyeri County, Kenya. International Journal of Academic Research in Business and Social Sciences, 8(5), 132–148. DOI:10.6007/IJARBSS/v8-i5/4090
44. Nataraj, M. (2018). A study of electronic human resource management (E-HRM) System in Indian scenario. International Journal of Academic Research and Development, 2018, 3(6), 90-97. ISSN: 2455-4197
45. Neuman W.L. (2000). Social research methods: qualitative and quantitative approaches. Teching Sociology, 30(3). DOI:10.2307/3211488
46. Oyadiran, P.A., Ishaq, M.F., Jatto, A. (2022). The effects of electronic recruitment on organisational performance, International Journal of Human Capital Management, 1(1), 1-199.
47. Pakdaman, K., Monshizadeh, M. (2016). Investigating the Factors Affecting Administrative Health in Government Institutions of North Khorasan, 3rd International Conference on New Research in Management, Economics and Humanities. https://civilica.com/doc/549338, [In Persian].
48. Poocharoen, O.O., Brillantes, A. (2013). Meritocracy in Asia Pacific: Status, issues, and challenges. Review of Public Personnel Administration, 33(2), 140-163. DOI:10.1177/0734371X13484829
49. Ruel, J.M.H., Bondarouk T.V., Velde, M.V. (2007). The Contribution Of E-HRM To HRM Effectiveness. Employee Relations, 29(3), 280-290. DOI:10.1108/01425450710741757
50. Said, J. Alam, M.M. Khalid, M.A. (2016). Relationship between good governance and integrity system: Empirical study on the public sector of Malaysia, Humanomics, 32(2), 151-171. DOI:10.1108/H-02-2016-0008
51. Shah, A. (Ed.). (2007). Performance accountability and combating corruption. World Bank Publications.
52. Shamaileh, N., Alhamed, A., Al-Qudah, M., Mohammad, A., Al-Halameh, M., Al-Azzam, M., Alshurideh, M. (2022). The effect of E-HRM on organizational performance and talent management: A strategic evolution perspective, International Journal of Data and Network Science, 6, 1043-1048. DOI:10.5267/j.ijdns.2022.8.005
53. Stone, D.L. Lukaszewski, K.M. (2009). An expanded model of the factors affecting the acceptance and effectiveness of electronic human resource management systems, Human Resource Management Review, 19(2), 134-143. https://doi.org/10.1016/j.hrmr.2008.11.003
54. Som, A.M. Zainal, R. Mohamed, N. (2019). A comparative study on the implementation stage of corporate integrity in the Malaysian public sector, Decision Support System in Islamic Financial Criminology, 4(17). ISSN:2477-9083.
55. Stone, Dianna L, Stone-Romero, Eugene F. and Lukaszewski, K. (2006). Factors affecting the acceptance and effectiveness of electronic human resource systems. Human Resource Management Review, 16(2), 229-244. DOI:10.1016/j.hrmr.2006.03.010
56. Strauss, A., Corbin, J. (1988). Basics of Qualitative Research: Techniques and Procedures for Developing Grounded Theory, Thousand Oaks, CA: Sage Publications, Inc.
57. Taleghani, G. Tabatabaei, Z. Ghafary, A. (2014). The study of effective individual and organizational factors of administerial corruption in the bank sepah of qom province. Organizational Culture Management, 12(2), 235-253. 10.22059/JOMC.2014.51182 [In Persian].
58. Tanzi, V. (1994). Corruption Government Activities, and Markets, IMF Working Papers, WP/94/99, International Monetary Fund, Washington D.C. (099), 1-23. ISBN/ISSN:9781451852202/1018-5941
59. Tehrani, M. Maleki, M. (2016). The administrative system of development programs (with an overview of the damages in this field and its prioritization). Islamic Parliament Research Center Of The Islamic Republic Of IRAN, 230, 15097. https://civilica.com/doc/1333970/, [In Persian].
60. Yaghoubi, N., & Yousefi Tabas, H. (2015). The administrative system health with the aim of executing general administrative policies: the case of developing E-government to improve the administrative system health from the perspective of staffs in Birjand university. Administrative Law, 7, 113-142. https://qjal.smtc.ac.ir/article-1-65-fa.html, [In Persian].
61. Yahya, Hani A.T. Abdalla Rashid, S., Eman, S. (2013). Electronic Human Resource Management, International Journal of Humanities and Social Science Invention, 2(11), 1-9.
62. Wahyuni, R.S., Syamsir, A. (2020). The influence of integrity and human resource management towards employee performance. International Journal of Research Analytical Reviews (IJRAR), 7(1), 780-785. http://repository.unp.ac.id/id/eprint/26939
63. World Customs Organization (2007). Compendium of Integrity Best Practices, Edition March 2007.
64. Zarandi, S. Madani, J. (2016). Designing and explaining desirable model of organizational culture to deal with administrative corruption in organizations, Organizational Behavior Studies Quarterly, 5(2), 85-117. 20.1001.1.23221518.1395.5.2.4.6, [In Persian].
65. Zvekic, U.U, Vidlicka S.R.(2020). Infrastructure of integrity: Corruption and anti-corruption pledges in the Western Balkans. Global Initiative Against Transnational Organized Crime, 1-6.
