رابطه مدیریت اسلامی ایرانی و توسعه منابع انسانی با نقش میانجی شایسته‌سالاری و پاسخگویی (مطالعه موردی: بیمارستان‌ها و مراکز درمانی دولتی استان آذربایجان غربی)
محورهای موضوعی : -مدارک پزشکی
مسعود قهرمانی
1
,
بهروز عثمان زاده
2
1 - استادیار، گروه مدیریت دولتی، واحد مهاباد، دانشگاه آزاد اسلامی، مهاباد، ایران
2 - کارشناس‌ارشد مدیریت دولتی - توسعه منابع انسانی، واحد مهاباد، دانشگاه آزاد اسلامی، مهاباد، ایران
کلید واژه: شایسته‌سالاری, توسعه منابع انسانی, مدیریت اسلامی ایرانی, پاسخگویی,
چکیده مقاله :
مقدمه: مدیریت اسلامی ایرانی (مدیریت حَفِیظٌ عَلِیمٌ) مبتنی بر الگوی پایه‌ای پیشرفت است که غایات، ارزش‌ها، هدف‌ها، و روش‌های آن از اصول و مبانی اسلام مایه گرفته و توسط متفکران ایرانی، به منظور تحولِ مطلوبِ عرصه‌های راهبردی فکر، علم، معنویت، و زندگی انسانی؛ طراحی شده است. هدف، بررسی رابطه مدیریت اسلامی ایرانی و توسعه منابع انسانی با نقش میانجی شایسته سالاری و پاسخگویی در بیمارستان‌ها و مراکز درمانی دولتی استان آذربایجان غربی، است. روش پژوهش: هدف کاربردی و روش توصیفی پیمایشی است. جامعه آماری شامل 136 نفر از مدیران سطح اول و دوم در بیست و دو بیمارستان و مرکز درمانی دولتی استان آذربایجان غربی که 100 نفر به روش نمونه گیری تصادفی ساده، انتخاب شد. گرد آوری داده‌ها بوسیله پرسشنامه‌های محقق ساخته مدیریت اسلامی ایرانی مساح و همکاران (1390) با ضرایب پایایی 0/978، و استاندارد توسعه منابع انسانی نیکرسون ایربای (1998) 0/849، شایسته سالاری انصاری (1393) 0/945، پاسخگویی باونز (2005) 0/857 انجام شد. آمار توصیفی و استنباطی، نرم‌افزار تحلیل آماری Smart pls، روش معادلات ساختاری استفاده گردید. یافته‌ها: مدیریت اسلامی ایرانی با واسطه شایسته سالاری و پاسخگویی، قادر به تبیین بیش از 23 درصد تغییرات توسعه منابع انسانی در بیمارستان ها و مراکز درمانی دولتی استان آذربایجان غربی است. بین مدیریت اسلامی ایرانی و شایسته سالاری، مدیریت اسلامی ایرانی و پاسخگویی، شایسته سالاری و توسعه منابع انسانی، پاسخگویی و توسعه منابع انسانی ارتباط مستقیم و مثبت وجود دارد. نتیجه‌گیری: الگوی رابطه مدیریت اسلامی ایرانی و توسعه منابع انسانی با نقش میانجی شایسته سالاری و پاسخگویی، ترسیم شد.
Introduction: Islamic-Iranian management (A knowledgeable keeper management) is based on a blueprint for progress that derives its ends, values, goals, and methods from Islamic foundations and principles, and is designed by Iranian intellectuals and scholars to ideal transformation in the realms of intellectuality, science, spirituality, and human life. The study purpose was to investigate the relationship between Islamic-Iranian Management and human resource development with the mediator role of meritocracy and accountability in state hospitals and health centers of west Azerbaijan province. Methods: the purpose of practical and survey descriptive method. The population consisted of 136 first and second level managers in twenty two state hospitals and health centers of west Azerbaijan province, 100 of whom were selected by simple random sampling. to collect data from researcher-made questionnaires of Islamic-Iranian Management Mesah et al. (2011) with reliability coefficients of 0.978, and Nickerson Airbay's Human Resource Development Standard (1998) 0.849, Ansari meritocracy (2014) 0.945, Bowens accountability (2005) was 0.857. Descriptive and inferential statistics, Smart pls statistical software, structural equation method were used. Results: Islamic-Iranian management through accountability and meritocracy could explain more than 23% of human resource development changes in state hospitals and health centers of west Azerbaijan province. a direct and positive relationship between Islamic-Iranian management and meritocracy, Islamic-Iranian management and accountability, meritocracy and human resource development, accountability and human resource development. Conclusion: the drawing a model of relationship between Islamic-Iranian management and human resource development with the mediating role of meritocracy and accountability.
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13- Abtahi H, Montazeri M, competency-based management and its role in human resource management, human resource management studies, 2008; 57: 65-81.
14- Safarpour S, Nasiri Z, Hashembek, N, theocracy system and its role in human resource management, second international conference on management, entrepreneurship and economic development, 2008; Holy Qom, payame noor university.
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16- Mardani M, Pourbafrani A, investigating the impacts of Islamic Management on human resources in organizations, international management conference, 2014; tehran, mobin cultural ambassadors institute.
17- Taghizadeh Y, Saeed D, investigating the implications of Islamic Management on the governance of public and private organizations, second international conference on innovation and research in educational sciences, management and psychology, tehran, 2018; soroush hekmat mortazavi Islamic studies and research center.
18- Vatar Z. military management in the battles of the Prophet (peace be upon him), translated by Asghar Qaedan, 1997; publisher sarir
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20- Sweed Y. Al-Askari Al-Islami, principles and expropriation. Beirut, 1989; Dar al-Falki Arabi.
21- Mesah H, Harizi H, Nouri A, Gholparvar m. construction and psychometrics of Islamic Management Scale, two quarterly journal of Islamic studies and psychology, fall and winter, 2011; 5 (9): 105-130.
22- Ansari S. master's degree in executive management, strategic orientation, Islamic Azad University, investigating factors affecting competition in the rubber industry, 2014, supervisor Dr. Farideh Haghshenas.
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1- Ayatollah Sayyed Ali Khamenei. Supreme Leader's Call for Completion and Perfect of the Islamic-Iranian Blueprint for Progress. October 14, 2018: Available at: http://english.khamenei.ir/news/6005/Ayatollah-Khamenei-issues-guidelines-to-perfect-Islamic-Iranian. & http://farsi.khamenei.ir/news-content?id=40693. [cited 2019 September 29].
2- Secretariat of strategic thoughts meeting, first book of strategic thoughts of the islamic -iranian progress model, tehran: payam edalat publications; first edition, 2011: 86-87, 220.
3- The Holy Quran: (Surah, Verse) Yousef, 55; Al-Nisa, 58; Al-Anbia, 23.
4- Ahmad, S, Schroeder R, the impact of human resource management practices on operational performance: recognizing country and industry differences, Journal of Operations Management, 2003; 21, 19-43.
5- Imam Jamati F, Derakhshan r, the effect of Islamic Ethics on appointment and promotion of managers at saveh and zarandieh refah bank, first national conference on new approaches in accounting and management, miyaneh, faculty of Islamic Azad University, 2016; miyaneh branch. [In Persian]
6- Eshghi Piraghoum S, theocracy in Islamic State for Imam Ali, 9th international conference on psychology and social sciences, 2017; tehran, mehr-e-eshragh conference. [In Persian]
7- Gaeini A, Najari R, human resource management (Islamic approach), Holy Qom: Huhzeh research institute & university; third edition fall 1396; 2-3, 10.
8- Pourazat AS, our management, islamic management in the light of Nahj al-Balagheh Imam Ali (AS), Holy Qom: the Nahj al-Balagheh foundation publications with the contribution of the naghsh danesh institute; eighth edition; 1395: 321-323.
9- Ibn Abi Talib, Ali (Imam Ali, peace be upon him), the first Imam, 23 before Hijrat-40 AH, "Nahj al-Balagha", farsi-arabic, authored by al-sharif al-razi (400 AH), translated by mohammad dashti, Holy Qom: farayaz publications ؛ first edition; 2000: 566-567, 582-583.
10- Akbari B, SamiraPour M. investigating the relationship between Islamic human resource management with organizational justice, job satisfaction and desire to leave Jjob, journal of human resource studies, 2015; 5(15): 45-61. [In Persian]
11- Bovens M, the oxford handbook of public management; 2005: 182–208). oxford: oxford university press.
12- Nouri R, fundamentals of public administration (theories of government and public affairs in iran), Holy Qom: Huhzeh research institute & university; Summer, 2013; 88-89: 381 - 382.
13- Abtahi H, Montazeri M, competency-based management and its role in human resource management, human resource management studies, 2008; 57: 65-81.
14- Safarpour S, Nasiri Z, Hashembek, N, theocracy system and its role in human resource management, second international conference on management, entrepreneurship and economic development, 2008; Holy Qom, payame noor university.
15- Nassehifar V, Askari M, explaining human resource development model based on Iranian Islamic progress model in extracting generalized model in selected ministries, tomorrow's management journal, and sixteenth year; 2008: 228-232.
16- Mardani M, Pourbafrani A, investigating the impacts of Islamic Management on human resources in organizations, international management conference, 2014; tehran, mobin cultural ambassadors institute.
17- Taghizadeh Y, Saeed D, investigating the implications of Islamic Management on the governance of public and private organizations, second international conference on innovation and research in educational sciences, management and psychology, tehran, 2018; soroush hekmat mortazavi Islamic studies and research center.
18- Vatar Z. military management in the battles of the Prophet (peace be upon him), translated by Asghar Qaedan, 1997; publisher sarir
19- Talas A. Rasul al-Arabi and Fan al-Har, Beirut, 1997; Dar al-Fakir al-Arab.
20- Sweed Y. Al-Askari Al-Islami, principles and expropriation. Beirut, 1989; Dar al-Falki Arabi.
21- Mesah H, Harizi H, Nouri A, Gholparvar m. construction and psychometrics of Islamic Management Scale, two quarterly journal of Islamic studies and psychology, fall and winter, 2011; 5 (9): 105-130.
22- Ansari S. master's degree in executive management, strategic orientation, Islamic Azad University, investigating factors affecting competition in the rubber industry, 2014, supervisor Dr. Farideh Haghshenas.