طراحی و اعتبارسنجی الگوی تطبیقی تأثیر توسعه مدیریت منابع انسانی بر عملکرد سازمانی از دیدگاه مدیران و کارکنان
محورهای موضوعی : آموزش و پرورشعادل کولک 1 , حسن سلطانی 2 , شیوا مداحیان 3 , مهدی محمد باقری 4 , نوید فاتحی راد 5
1 - دانشجوی دکتری مدیریت دولتی، دانشکده ادبیات و علوم انسانی، دانشگاه آزاد اسلامی، کرمان، ایران
2 - استادیار گروه مدیریت ، واحد شیراز، دانشگاه آزاد اسلامی، شیراز، ایران
3 - استادیار گروه مدیریت دولتی، واحد کرمان، دانشگاه آزاد اسلامی، کرمان، ایران
4 - استادیار گروه مدیریت صنعتی، واحد کرمان، دانشگاه آزاد اسلامی، کرمان، ایران
5 - استادیار گروه مدیریت بازاریابی، واحد کرمان، دانشگاه آزاد اسلامی، کرمان، ایران
کلید واژه: استان فارس, تعهد سازمانی, دانشگاه آزاد اسلامی, فرهنگ سازمانی, عملکرد سازمانی, مدیریت منابع انسانی, حفظ کارکنان, مدیران و کارکنان,
چکیده مقاله :
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.
Introduction: The purpose of this study was to design and validate a comparative model of the impact of human resource management development on organizational performance from the perspective of managers and employees with the mediating role of organizational culture, organizational commitment and staff retention in Islamic Azad universities of Fars province. research methodology: The research method was applied in terms of purpose and exploratory mixed method in terms of data collection. Participants in this study in the qualitative section included managers and qualified staff of Islamic Azad universities in Fars province, from which 10 people were selected using purposive sampling. Findings:The results of structural equation testing from the perspective of managers showed that the two variables of organizational culture and organizational commitment have a mediating and significant effect on the relationship between human resource management and organizational performance, but employee retention does not mediate the relationship. Also, it was found that from the perspective of employees, all three variables of organizational culture, organizational commitment and employee retention have a mediating and significant effect on the relationship between human resource management and organizational performance from the perspective of employees. Conclusion: Applying the two models from two perspectives suggests that both managers and employees believe that organizational culture and organizational commitment mediate the relationship between human resource management and organizational performance, but retaining employees only from the perspective of employees can be the relationship between human resource management. And mediate the performance of the organization.
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