طراحی و اعتبارسنجی الگوی تطبیقی تأثیر توسعه مدیریت منابع انسانی بر عملکرد سازمانی از دیدگاه مدیران و کارکنان

الموضوعات :

عادل کولک ¹ (دانشجوی دکتری مدیریت دولتی، دانشکده ادبیات و علوم انسانی، دانشگاه آزاد اسلامی، کرمان، ایران)
حسن سلطانی ² (استادیار گروه مدیریت ، واحد شیراز، دانشگاه آزاد اسلامی، شیراز، ایران)
شیوا مداحیان ³ (استادیار گروه مدیریت دولتی، واحد کرمان، دانشگاه آزاد اسلامی، کرمان، ایران)
مهدی محمد باقری ⁴ (استادیار گروه مدیریت صنعتی، واحد کرمان، دانشگاه آزاد اسلامی، کرمان، ایران)
نوید فاتحی راد ⁵ (استادیار گروه مدیریت بازاریابی، واحد کرمان، دانشگاه آزاد اسلامی، کرمان، ایران)

تاريخ الإرسال : 27 السبت , محرم, 1443 تاريخ التأكيد : 14 السبت , جمادى الأولى, 1443 تاريخ الإصدار : 29 الثلاثاء , شعبان, 1444

الکلمات المفتاحية: استان فارس, تعهد سازمانی, دانشگاه آزاد اسلامی, فرهنگ سازمانی, عملکرد سازمانی, مدیریت منابع انسانی, حفظ کارکنان, مدیران و کارکنان,

ملخص المقالة :

مقدمه و هدف: هدف از پژوهش حاضر طراحی  و اعتبارسنجی الگوی تطبیقی تأثیر توسعه مدیریت منابع انسانی بر عملکرد سازمانی از دیدگاه مدیران و کارکنان با نقش میانجیگری فرهنگ سازمانی، تعهد سازمانی و حفظ کارکنان در دانشگاه­های آزاد اسلامی استان فارس بود. روش­شناسی: روش پژوهش از نظر هدف، کاربردی و ازنظر گردآوری داده‌ها، روش آمیخته اکتشافی بود. مشارکت­کنندگان در این پژوهش در بخش کیفی شامل مدیران و کارکنان خبره دانشگاه­های آزاد  اسلامی استان فارس بود که از بین آن‌ها تعداد 10 نفر با استفاده از روش نمونه­گیری هدفمند انتخاب شدند. همچنین، در بخش کمی، جامعه آماری پژوهش شامل کلیه مدیران و کارکنان دانشگاه­های آزاد اسلامی استان فارس بود که با استفاده از جدول مورگان و روش نمونه­گیری تصادفی طبقه­ای با تخصیص متناسب تعداد 357 نفر به­عنوان حجم نمونه انتخاب شدند. اطلاعات مورد نیاز در بخش کیفی برای طراحی الگوی پژوهش با مصاحبه باز نیمه ساختاریافته و در بخش کمی با استفاده از پرسشنامه محقق ساخته که شامل 5 سازه (متغیر)، 21 بعد و 72 سؤال در قالب طیف لیکرت 5 تایی بود، جمع­آوری شد. برای تعیین روایی و پایایی ابزار پرسشنامه مذکور به ترتیب از روش‌های روایی همگرا، ضریب آلفای کرونباخ و پایایی ترکیبی استفاده شد . یافته­ ها: نتایج آزمون معادلات ساختاری از دیدگاه مدیران نشان داد که دو متغیر فرهنگ سازمانی و تعهد سازمانی بر رابطه بین مدیریت منابع انسانی و عملکرد سازمان اثر میانجی و معنادار دارد اما حفظ کارکنان بر رابطه مذکور اثر میانجی ندارد. هم چنین، مشخص شد که از دیدگاه کارکنان، هر سه متغیر فرهنگ سازمانی، تعهد سازمانی و حفظ کارکنان روی رابطه مدیریت منابع انسانی و عملکرد سازمانی از دیدگاه کارکنان اثر واسطه­ای و معنادار دارد. نتیجه ­گیری: تطبیق دو مدل از دو دیدگاه حاکی از آن است که هم مدیران و هم کارکنان معتقدند که فرهنگ سازمانی و تعهد سازمانی رابطه بین مدیریت منابع انسانی و عملکرد سازمان را میانجیگری می­کنند، اما حفظ کارکنان صرفاً از دیدگاه کارکنان می‌تواند رابطه بین مدیریت منابع انسانی و عملکرد سازمان را میانجیگری نماید.

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