آسیب‌شناسی قابلیت پایدار عملکرد منابع انسانی سبز
الموضوعات :
مجید آرین زادگان
1
,
رضا نجف بیگی
2
,
نازنین پیله وری
3
1 - دانشجوی دکتری، گروه مدیریت دولتی، واحد علوم و تحقیقات، دانشگاه آزاد اسلامی، تهران، ایران.
2 - دانشیار گروه مدیریت دولتی، واحد علوم و تحقیقات، دانشگاه آزاد اسلامی، تهران، ایران. * (مسوول مکاتبات)
3 - گروه مدیریت صنعتی، دانشکده مدیریت و حسابداری، واحد یادگار امام خمینی (ره) شهرری، دانشگاه آزاد اسلامی، تهران، ایران.
تاريخ الإرسال : 11 الإثنين , ذو القعدة, 1442
تاريخ التأكيد : 01 الإثنين , محرم, 1443
تاريخ الإصدار : 08 السبت , ربيع الأول, 1445
الکلمات المفتاحية:
قابلیت پایدار عملکرد منابع انسانی سبز,
ساخت‌ْگرایِ کیفی/تعاملی (IQA),
ملخص المقالة :
زمینه و هدف: باتوجه به تکامل تدریجی و گسترش نقش تاثیرگذارِ منابع انسانی در افزایش اثربخشی کیفیت خدمات قابل ارائه در طول زمان، صاحب‌نظران بر مبنای پویایی فرآیندهای استراتژیک کارکردهای متعددی را برای آن توسعه آنان برشمرده‌اند. هدف این پژوهش آسیب‌شناسی قابلیت پایدار عملکرد منابع انسانی سبز در نظام بانکداری می‌باشد.روش بررسی: در این پژوهش به منظور شناسایی مولفه‌ها (آسیب شناسیِ مدیریت عملکردِ منابع انسانی) و گزاره‌های پژوهش (مضامینِ یادگیری سبز) از غربالگری نظری براساس پژوهش‌های مشابه استفاده شد.یافته‌ها: در بخش کمی مولفه‌ها و گزاره‌های شناسایی‌شده در قالب پرسشنامه‌های ماتریسی، توسط ۲۲ نفر مدیران منابع انسانی، مسئولان و کارشناسان صاحب‌نظر در سطح بانکداری مورد ارزیابی تحلیل تفسیری قرار گرفتند.بحث و نتیجه‌گیری: نتایج پژوهش نشان داد، بُعد قابلیت‌های بهبود ادراکی؛ تشریح تعارض‌های ادراک شغلی باهدفِ افزایش سطح شناخت منابع‌انسانی به‌طور مستقیم سطح مشارکت منابع انسانی در هدف‌گذاری‌های ارتقای مهارتی و ایجاد تناسب بین راهبردهای تخصصی با نیازسنجی آموزشی را تحت تاثیر قرار می‌دهد.
المصادر:
Safari, Ali., Farrokhi, Mojtaba., Salehzadeh, Reza. (2015). Pathology of Human Resource Management System, Human Resource Management Research, 7(1): 83-111. (In Persian)
Barth, A. L., & de Beer, W. (2018). Performance Management Process: Diagnosis. In Performance Management Success (pp. 107-113). Springer, Cham.
Denisi, A. S., & Murphy, K. R. (2017). Performance appraisal and performance management: 100 years of progress?. Journal of Applied Psychology, 102(3), 421.
Schleicher, D. J., Baumann, H. M., Sullivan, D. W., & Yim, J. (2019). Evaluating the effectiveness of performance management: A 30-year integrative conceptual review. Journal of Applied Psychology, 104(7), 851.
Popadiuk, S. (2012). Scale for classifying organizations as explorers, exploiters or ambidextrous. International Journal of Information Management, 32(2): 75– 87.
Seyed Naghavi, Mir Ali., Kushki Jahromi, Alireza. (2014). Alignment model of human resource management systems for the development of mutual learning in the organization, Disciplinary Management Research, 9 (1): 54-78. (In Persian)
Gavurova, B., Belas, J., Kocisova, K., & Kliestik, T. (2017). Comparison of selected methods for performance evaluation of Czech and Slovak commercial banks. Journal of Business Economics and Management, 18(5), 852-876.
Gahlawat, N. and Kundu, S.C. (2019). Progressive human resource management and firm performance: Empirical evidence from Indian context, International Journal of Organizational Analysis, 27(3): 471-493. https://doi.org/10.1108/IJOA-05-2017-1159
Albrecht, S.L., Bakker, A.B., Gruman, J.A., Macey, W.H. and Saks, A.M. (2015). Employee engagement, human resource management practices and competitive advantage: An integrated approach, Journal of Organizational Effectiveness: People and Performance, 2(1): 7-35. https://doi.org/10.1108/JOEPP-08-2014-0042
Khoshdel, I., Khodayari, A., Kohandel, M., Ghorbani, M. (2020). Formulating the Components Model of Human Resources Management Function in Sport and Youth Ministration: Content Analysis Approach. Sport Management Studies, 12(62): 17-38. (In Persian)
Prieto-Pastor, I., Martin-Perez, V. (2015). Does HRM generate ambidextrous employees for ambidextrous learning? The moderating role of management support, The International Journal of Human Resource Management, 26(5): 589-615. https://doi.org/10.1080/09585192.2014.938682
Puhan, T-X. (2008). Balancing exploration and exploitation by creating organizational think tanks. Wiesbaden, Germany: Gabler Edition Wissenschaft
Venugopal, A., Krishnan, T, N., Kumar, M., Upadhyayula, R, S. (2019). Strengthening organizational ambidexterity with top management team mechanisms and processes, The International Journal of Human Resource Management, 30(4): 586-617. https://doi.org/10.1080/09585192.2016.1277369
Aburumman, O., Salleh, A., Omar, Kh., Abadi, M. (2020). The impact of human resource management practices and career satisfaction on employee’s turnover intention, Management Science Letters, 10(2): 641-652. https://doi.org/10.5267/j.msl.2019.9.015
Stark, E., Poppler, P. (2017). Evolution of a Strange Pathology: HRM as a Strategic Business Partner and Employee Advocate in the USA, Employee Responsibilities and Rights Journal, 29(1): 1–14 https://doi.org/10.1007/s10672-016-9282-0
Najafi, T., Gholipour, A. (2017). Performance Management System pathology in Small & Medium sized Enterprises of Iran Capital Market (The Case: Amin Investment Bank). Journal of Management Improvement, 10(4), 159-179. (In Persian)
Stata, R. (1989). Organizational learning–the key to management innovation, Sloan Management Review, 30(2): 63–74.
Mom, T, J, M., Chang, Y, Y., Cholakova, M., Jansen, J, J. (2019). A Multilevel Integrated Framework of Firm HR Practices, Individual Ambidexterity, and Organizational Ambidexterity, Journal of Management, 45(7): 3009-3034. https://doi.org/10.1177/0149206318776775
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Safari, Ali., Farrokhi, Mojtaba., Salehzadeh, Reza. (2015). Pathology of Human Resource Management System, Human Resource Management Research, 7(1): 83-111. (In Persian)
Barth, A. L., & de Beer, W. (2018). Performance Management Process: Diagnosis. In Performance Management Success (pp. 107-113). Springer, Cham.
Denisi, A. S., & Murphy, K. R. (2017). Performance appraisal and performance management: 100 years of progress?. Journal of Applied Psychology, 102(3), 421.
Schleicher, D. J., Baumann, H. M., Sullivan, D. W., & Yim, J. (2019). Evaluating the effectiveness of performance management: A 30-year integrative conceptual review. Journal of Applied Psychology, 104(7), 851.
Popadiuk, S. (2012). Scale for classifying organizations as explorers, exploiters or ambidextrous. International Journal of Information Management, 32(2): 75– 87.
Seyed Naghavi, Mir Ali., Kushki Jahromi, Alireza. (2014). Alignment model of human resource management systems for the development of mutual learning in the organization, Disciplinary Management Research, 9 (1): 54-78. (In Persian)
Gavurova, B., Belas, J., Kocisova, K., & Kliestik, T. (2017). Comparison of selected methods for performance evaluation of Czech and Slovak commercial banks. Journal of Business Economics and Management, 18(5), 852-876.
Gahlawat, N. and Kundu, S.C. (2019). Progressive human resource management and firm performance: Empirical evidence from Indian context, International Journal of Organizational Analysis, 27(3): 471-493. https://doi.org/10.1108/IJOA-05-2017-1159
Albrecht, S.L., Bakker, A.B., Gruman, J.A., Macey, W.H. and Saks, A.M. (2015). Employee engagement, human resource management practices and competitive advantage: An integrated approach, Journal of Organizational Effectiveness: People and Performance, 2(1): 7-35. https://doi.org/10.1108/JOEPP-08-2014-0042
Khoshdel, I., Khodayari, A., Kohandel, M., Ghorbani, M. (2020). Formulating the Components Model of Human Resources Management Function in Sport and Youth Ministration: Content Analysis Approach. Sport Management Studies, 12(62): 17-38. (In Persian)
Prieto-Pastor, I., Martin-Perez, V. (2015). Does HRM generate ambidextrous employees for ambidextrous learning? The moderating role of management support, The International Journal of Human Resource Management, 26(5): 589-615. https://doi.org/10.1080/09585192.2014.938682
Puhan, T-X. (2008). Balancing exploration and exploitation by creating organizational think tanks. Wiesbaden, Germany: Gabler Edition Wissenschaft
Venugopal, A., Krishnan, T, N., Kumar, M., Upadhyayula, R, S. (2019). Strengthening organizational ambidexterity with top management team mechanisms and processes, The International Journal of Human Resource Management, 30(4): 586-617. https://doi.org/10.1080/09585192.2016.1277369
Aburumman, O., Salleh, A., Omar, Kh., Abadi, M. (2020). The impact of human resource management practices and career satisfaction on employee’s turnover intention, Management Science Letters, 10(2): 641-652. https://doi.org/10.5267/j.msl.2019.9.015
Stark, E., Poppler, P. (2017). Evolution of a Strange Pathology: HRM as a Strategic Business Partner and Employee Advocate in the USA, Employee Responsibilities and Rights Journal, 29(1): 1–14 https://doi.org/10.1007/s10672-016-9282-0
Najafi, T., Gholipour, A. (2017). Performance Management System pathology in Small & Medium sized Enterprises of Iran Capital Market (The Case: Amin Investment Bank). Journal of Management Improvement, 10(4), 159-179. (In Persian)
Stata, R. (1989). Organizational learning–the key to management innovation, Sloan Management Review, 30(2): 63–74.
Mom, T, J, M., Chang, Y, Y., Cholakova, M., Jansen, J, J. (2019). A Multilevel Integrated Framework of Firm HR Practices, Individual Ambidexterity, and Organizational Ambidexterity, Journal of Management, 45(7): 3009-3034. https://doi.org/10.1177/0149206318776775
