تبیین نقش راهبردهای تعالی منابع انسانی بر تعهدسازمانی کارکنان (مورد:کارکنان شرکت خودروسازی سایپا)
الموضوعات :سیدمحمد میرکمالی 1 , کبری خباره 2 , ابراهیم مزاری 3
1 - استاد گروه مدیریت برنامه ریزی آموزشی دانشگاه تهران
2 - دانشجوی دکتری مدیریت آموزشی، دانشگاه خوارزمی
3 - دانشجوی دکتری مدیریت آموزش عالی، دانشگاه تهران
الکلمات المفتاحية: تعهد سازمانی, کارکنان, راهبردهای تعالی منابع انسانی, شرکت خودروسازی سایپا,
ملخص المقالة :
پژوهش حاضر با هدف تبیین نقش راهبردهای تعالی منابع انسانی بر تعهد سازمانی کارکنان شرکت خودروسازی سایپا، انجام شده‌‌است. روش پژوهش توصیفی-همبستگی از نوع مدل معادلات ساختاری بوده است. با استفاده از فرمول نمونه‌گیری کوکران و روش نمونه‌گیری خوشه‌ای چند مرحله‌ای، حجم نمونه 155 نفر از کارکنان انتخاب شد. جهت جمع‌آوری داده‌ها از پرسشنامه‌راهبردهای تعالی منابع انسانی با پایایی94/0 و پرسش‌نامه تعهد سازمانی آلن و می‌یر (1991) با پایایی81/0 استفاده شد. داده‌ها با استفاده از آزمون‌های کولموگروف اسمیرنوف، تی تک‌‌نمونه‌ای، ضریب همبستگی پیرسون، مدل‌یابی معادلات ساختاری، تحلیل واریانس و آزمون‌های تعقیبی تحلیل شد. نتایج نشان داد، راهبردهای تعالی منابع انسانی به طور معناداری پایین‌تر و تعهد سازمانی کارکنان، بالاتر از حد متوسط بوده است. مدل‌یابی معادلات ساختاری نشان داد مدل پژوهش از برازش نسبتاَ خوبی با داده‌ها برخوردار بوده است و براین اساس، استراتژی‌های منابع انسانی با ضریب مسیر58/0 بر تعهد سازمانی تأثیرگذار بوده است اما رهبری منابع انسانی بر تعهد سازمانی تأثیر نداشته است. نهایتاَ، تحلیل واریانس یک‌راهه و آزمون تعقیبی دانت تی3 نشان داد، وضعیت راهبردهای تعالی منابع انسانی در بخش‌های شرکت با یکدیگر تفاوتی نداشته، اما تعهد سازمانی کارکنان بخش مدیریت ایمنی و بهداشت با بخش مدیریت نیروی انسانی متفاوت بوده است.
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- Armstraong, M.(2006),A Hand Book of human resource manage ment practice.10 Edition.
- Bou-Llusar, J.C. (2009), an empirical assessment of the EFQM Excellence Model: Evaluation as a TQM framework relative to the MBNQA Model. Journal of Operations Management,(27). 1–22.
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- Cohen, A.(2007),Commitment before and after: An evaluation and reconceptualization of organizational commitment. Human Resource Management Review 17 (2007) 336–354
- Courtney, M.B.(2005), The meaning of professional excellence for private practitions in occupational thorepy.Ausralian Occupational Therepy. 52(3).pp21-27
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- Meyer, J.P. & Allen, N.J. (1991), A Tree-component conceptualization of organizational commitment. Human Resource Management Review, 1,pp 61-89
- Moullin, M. (2002), Delivering Excellence in Health and Social Care: Quality, Excellence and Performance Measurement, Open University Press, Buckingham.
- Rehman, S.H., et al.(2012), Perceived Leadership Styles and Organizational Commitment, Interdisciplinary. Journal of Contemporary Research in Business. 4, (1).PP.616-626.
- Taing, M. U., Granger, B.P., Groff, K.W., Jackson, E.M., Johnson, R.E., (2011), The multidimensional nature of continuance Cmmitment: commitment owing to economic exchanges versus lack of employment alternative. Journal of BusPsychol, 26.pp269-284.
- Thomas,W. & et al (2006), Effective of Management Communication, Opportunity for Learning , and Work Schedule Legibility on Organizational Commitment. Journal of Vocational Behavior, 68, pp.474-489.
- Tutuncu, O.Z., Deniz, K.u. (2007), Relationship between Organizational Commitment and EFQM Business Excellence Model: A Study on Turkish Quality Award Winners. Total Quality Management .18(10), pp 1083–1096
- Weiner, Y. (1982), Commitment in Organization: A Normative View. Academy of Management Review, 7,PP 418-428.
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- Ehsani, F. (2010), “Performance Evaluation of Human Resources of pipes, machine shops based on the Excellence Model of Human Resources”, MA thesis in Educational Management, Faculty of Psychology and Education, Tehran University.
- Armstrong, M. (2006), “Strategic Human Resource Management”, Translation Seyed Mohammad Arabi and hope Mahdieh. Tehran: Cultural Research Bureau.
- Olrich, D. (2009), Leadership, human resources (new approach to creating value and effectiveness in business), translations Qelich Lee B, Tehran: Saramad.
- Emami, M. (2008), Organizational commitment and its influencing factors, Strategy 1, 127-144.
- Iran Human Resource Management Association. (2011), Human Resources Excellence Award. www.iphrd.org.
- Iran Human Resource Management Association. (2012), Human Resources Excellence Award. www.iphrd.org.
- Tavakoli, Z and et all. (2009), “The effect of increased education, organizational citizenship behavior on organizational commitment”, Vision of Management. N 33. 105-124.
- Khabbare, K. (2013), “The Relationship between the enablers of excellence in human resources and organizational commitment(The company's human resources department Saipa)”, Master's thesis, Department of Psychology and Education, Tehran University.
- Doaei, H. AAli, M. (2005), “Organizations in the context of globalization.”, Tehran: Publication Express light guide.
- Safarzade, M and et all. (2011), “Advanced Human Resource Management (concepts, theories and applications)”, Tehran, Rajai martyr teacher training university.
- Talei, M. (2010), “Analyzing the relationship between organizational commitment and organizational excellence (Case Study: Aerospace Industries Organization)”, Master's thesis, Faculty of Social Sciences and Economics, University of Payam Noor Tehran province.
- Arizi, H. Kazemi, M. (2011), “The relationship between organizational commitment and employee value system. Journal of Occupational and Organizational Consulting”, V 3, N 7, 54-75.
- Gholipur, A. (2012), Human Resource Management (concepts, theories and applications). Tehran: Samt.
- Gholich li, B. (2010), Human resources, assessment, planning and improvement, Tehran. Saramad.
- Mazari, E. Abili, K. Khabare, K. (2010), “Evaluation criteria enabling business excellence model In educational complexes (Case Study: Training complexes of Imam Khomeini”, First National Conference on billing, Tehran.
- Mirsepasi, N. Toloe, A. Memarzadeh, G. (2010), “Design excellence model human resources in the state using the fuzzy Delphi technique”, Journal of Management Studies, V 21, N 87, 1-23.
- Mirkamali, M. (2004), “Basics of Human Resource Management”, Tehran, Basatron.
- Mirkamali, M. (2009), “Human relations in schools”, Tehran, Basatron.
- Heshemi, H. Puramin, S. (2011), “Challenges facing human resource development and the way to fix it. Business and Society,”, N 136, 4-21.
-
- Adnan, M. et.al (2011), Effect of Human Resource Practices on Organizational Commitment in Pakistan Universities. World Applied Sciences Journal .15 (6),pp.793-798.
- Allen, N.J., and Meyer, J.P. (1990), The measurement and antecedents of affective, continuance and normative commitment to the organization.Journal of Occupational Psychology,63,pp1-18
- Armstraong, M.(2006),A Hand Book of human resource manage ment practice.10 Edition.
- Bou-Llusar, J.C. (2009), an empirical assessment of the EFQM Excellence Model: Evaluation as a TQM framework relative to the MBNQA Model. Journal of Operations Management,(27). 1–22.
- Chew, J.(2004), The in fluence of human resource management practices on the retention of core employees of Australian organizational : an empirical study. Submitted for the degree of doctor of philosophy, Murdoch university.
- Cohen, A.(2007),Commitment before and after: An evaluation and reconceptualization of organizational commitment. Human Resource Management Review 17 (2007) 336–354
- Courtney, M.B.(2005), The meaning of professional excellence for private practitions in occupational thorepy.Ausralian Occupational Therepy. 52(3).pp21-27
- Govindasamy,M. (2009),A study on factors affecting Affective organizational Commitment among Knowledge Workers in Malaysia .Bachelor of Applied Science. 30(3).pp112-120
- Harriet J., Kidombo, P. K., Chistopher M.G. (2012), Human Resource Strategic Orientation and Organizational commitment Keniya Manufacturing Firms. Iinternational Journal of Art and Commerce. 1.(7),pp.8-28.
- Harte, A., Ogrady, T.C., Fallaha, f. (2012), Improving the Performance of Organizations through the Performance of People. Available at: www .human resource excellence. com
- Khabare, K., Mirkamali, S. M., Pourkarimi, J., Mazari, E. (2014), Explaining The role of Human Resource Excellence on Staff Organizational Commitment:An Emphasis on Enabler Processes, International Journal of Social Science & Education, 4(1): 83-92
- Mcmurray, A.J., Scott, D.R., Pace, R.W.(2004), Affective continuance and normative commitment to the organization: a meta-analysis antecedents, correlates, and consequencs. Jornal of Vocational Behavior,61,pp.20-52
- Meyer, J.P & Allen, N.J. (1997), Commitment in the workplace: Theory, Research, and Application (Advanced Topics in Organizational Behavior). Thousand Oaks: Sage Publications, Inc
- Meyer, J.P. & Allen, N.J. (1991), A Tree-component conceptualization of organizational commitment. Human Resource Management Review, 1,pp 61-89
- Moullin, M. (2002), Delivering Excellence in Health and Social Care: Quality, Excellence and Performance Measurement, Open University Press, Buckingham.
- Rehman, S.H., et al.(2012), Perceived Leadership Styles and Organizational Commitment, Interdisciplinary. Journal of Contemporary Research in Business. 4, (1).PP.616-626.
- Taing, M. U., Granger, B.P., Groff, K.W., Jackson, E.M., Johnson, R.E., (2011), The multidimensional nature of continuance Cmmitment: commitment owing to economic exchanges versus lack of employment alternative. Journal of BusPsychol, 26.pp269-284.
- Thomas,W. & et al (2006), Effective of Management Communication, Opportunity for Learning , and Work Schedule Legibility on Organizational Commitment. Journal of Vocational Behavior, 68, pp.474-489.
- Tutuncu, O.Z., Deniz, K.u. (2007), Relationship between Organizational Commitment and EFQM Business Excellence Model: A Study on Turkish Quality Award Winners. Total Quality Management .18(10), pp 1083–1096
- Weiner, Y. (1982), Commitment in Organization: A Normative View. Academy of Management Review, 7,PP 418-428.
