نقش فناوری اطلاعات و ارتباطات در مدیریت منابع انسانی و ارتقای عملکرد شبکه‌های دامپزشکی استان گیلان
محورهای موضوعی : -مدارک پزشکیحوری شجاع 1 , مریم پورنصیر رودبنه 2
1 - کارشناسی‌ارشد مدیریت فناوری اطلاعات، واحد لاهیجان، دانشگاه آزاد اسلامی، لاهیجان، ایران
2 - استادیار، گروه مدیریت، واحد لاهیجان، دانشگاه آزاد اسلامی، لاهیجان، ایران
کلید واژه: شبکه‌های دامپزشکی, مدیریت منابع انسانی, عملکرد, فناوری اطلاعات و ارتباطات,
چکیده مقاله :
مقدمه: هدف از این پژوهش، بررسی نقش فناوری اطلاعات و ارتباطات در مدیریت منابع انسانی و ارتقای عملکرد شبکه‌های دامپزشکی استان گیلان است. روش پژوهش: به این منظور 175 نفر از کارکنان ارشد و مدیران شبکه‌های دامپزشکی استان گیلان انتخاب شدند. جمع‌اوری داده‌ها توسط پرسشنامه استاندارد یونیس و همکاران (2018) صورت گرفت. ارزیابی و تجزیه و تحلیل داده‌ها با استفاده از مدل معادلات ساختاری SEM و با استفاده از نرم‌افزارهای SPSS و Smart PLS نسخه 3 انجام پذیرفت. یافته‌ها: مطابق با نتایج میزان تأثیر استفاده از فنـاوری اطلاعات و ارتباطات بر مدیریت منابع انسانی، 4/72 و ضریب تأثیر مدیریت منابع انسانی بـر کارآفرینی، 2/89 می‌باشـد که با توجه به این که آماری تی بزرگتر از 1/96 است، معنادار می‌باشد. پس نقش میانجی متغیر مدیریت منابع انسانی در تأثیرگذاری استفاده از فناوری اطلاعات و ارتباطات بر کارآفرینی سازمانی تأیید می‌شود. هم‌چنینمیزان تأثیر پذیرش فناوری اطلاعات و ارتباطات بر مدیریت منابع انسانی، 3/6 و ضریب تأثیر مدیریت منابع انسانی بر کارآفرینی، 2/89 می‌باشد، بنابراین نقش میانجی متغیر مدیریت منابع انسانی در تأثیرگذاری پذیرش فناوری اطلاعات و ارتباطات بـر کارآفرینی سازمانی تأییـد می‌شـود. نتیجه‌گیری: پذیرش ICT به تنهایی نمی‌تواند بر کارآفرینی سازمانی و عملکرد تاثیرگذار باشد و درصورتی ICT می‌تواند به عنوان یک مزیت رقابتی پایدار تاثیرگذار باشد که کارکنان آن را از راه ابزاری بشناسند و در فرآیندهای سازمان به کارگیرند.
Introduction: The purpose of this study was to investigate the role of information and communication technology in human resource management and improving the performance of veterinary networks in Gilan province. Methods: For this purpose, 175 senior staff and managers of veterinary networks of Gilan province were selected. The data were collected by standard questionnaire of Yunis et al. 2018. Data were evaluated using SPSS software and Smart PLS version 3 and SEM structural equation modeling. Results: According to the results, the effect of using information and communication technology on human resource management is 4.72 and the coefficient of impact of human resource management on entrepreneurship is 2.89, which is significant considering that the statistical T is greater than 1.96. The mediating role of variable human resource management in influencing the use of information and communication technology in organizational entrepreneurship is thus confirmed. Also, the degree of impact of information and communication technology acceptance on human resource management is 3.6 and the coefficient of impact of human resource management on entrepreneurship is 2.89. Thus, the mediating role of variable human resource management in influencing the acceptance of information and communication technology in organizational entrepreneurship is confirmed. Conclusion: Acceptance of ICT alone cannot affect organizational entrepreneurship and performance, and that ICT can be seen as an enduring competitive advantage that employees recognize as a tool and employ in organizational processes.
1- Shamsuzzohaet A. Ferreira F. Faria J. Azevedo A. Hao Y. Helo P. Virtual enterprise management: Perspective of process-based business collaboration. Industrial Engineering and Engineering Management (IEEM), IEEE International Conference; 2012: 2028–2032.
2- Stanimirovic D. A framework for information and communication technology induced transformation of the healthcare business model in Slovenia. Journal of Global Information Technology Management, 2015; 18(1): 29–47.
3- Jacobs AJ. Information system implementations: Using a leadership quality matrix for quality. Bloomington, IN: Authorhouse; 2012.
4- Manochehri NN. Al-Esmail R. Ashrafi R. Examining the impact of information and communication technologies (ICT) on enterprise practices: A preliminary perspective from Qatar. The Electronic Journal on Information Systems in Developing Countries (EJISDC), 2012; 51(3): 1–16.
5- Adnan A. Abdullah HS. Ahmad J. Assessing the moderating effect of competition intensity on HRM practices and organizational performance link: The experience of Malaysian R&D companies. 7th International Economics & Business Management Conference, 2016; 35(1): 462-467.
6- Lee FH. Lee TZ. Wu WY. The relationship between human resource management practices, business strategy and firm performance: evidence from steel industry in Taiwan. The International Journal of Human Resource Management, 2010; 21(9): 1351-1372.
7- Farhi Biloii R. New Approaches in Strategic Human Resource Management. Tadbir Monthly, 2008; 19 (198): 124-126. ]In Persian]
8- Huffkin N. Taggart N. An Analysis of Gender and Information Technology in Developing Countries, Translated by Hossein Shaban Ali Qomi and Amir Hossein Ali Bibi, Tehran: Al-Zahra University; 2004. ]In Persian]
9- Yunis M. Tarhini A. Kassar A. The role of ICT and innovation in enhancing organizational performance: The catalysing effect of corporate entrepreneurship. Journal of Business Research, 2018; 88: 344–356.
10- Khanipour H. Mahzabi A. Investigating the Relationship between Information Technology Application and Human Resource Management Performance (EHRM). Journal of Management and Accounting Studies, 2016; 2(1):162-170. ]In Persian]
11- Mohammadi M. Sharifzadeh F. Designing a Performance Management Model with the Human Resources Development Approach in the Public Sector. Journal of Training and Development of Human Resources, 2016; 4(15): 159-133. ]In Persian]
12- Hosseini M. Karimi J. Zardashtian SH. Determining the Relationship of Information and Communication Technology with Organizational Entrepreneurship and Change Management from the Perspectives of Sport and Youth Offices of Kermanshah Province, Communication Management in Sport Media, 2018; 4 (16): 20-33. ]In Persian]
_||_1- Shamsuzzohaet A. Ferreira F. Faria J. Azevedo A. Hao Y. Helo P. Virtual enterprise management: Perspective of process-based business collaboration. Industrial Engineering and Engineering Management (IEEM), IEEE International Conference; 2012: 2028–2032.
2- Stanimirovic D. A framework for information and communication technology induced transformation of the healthcare business model in Slovenia. Journal of Global Information Technology Management, 2015; 18(1): 29–47.
3- Jacobs AJ. Information system implementations: Using a leadership quality matrix for quality. Bloomington, IN: Authorhouse; 2012.
4- Manochehri NN. Al-Esmail R. Ashrafi R. Examining the impact of information and communication technologies (ICT) on enterprise practices: A preliminary perspective from Qatar. The Electronic Journal on Information Systems in Developing Countries (EJISDC), 2012; 51(3): 1–16.
5- Adnan A. Abdullah HS. Ahmad J. Assessing the moderating effect of competition intensity on HRM practices and organizational performance link: The experience of Malaysian R&D companies. 7th International Economics & Business Management Conference, 2016; 35(1): 462-467.
6- Lee FH. Lee TZ. Wu WY. The relationship between human resource management practices, business strategy and firm performance: evidence from steel industry in Taiwan. The International Journal of Human Resource Management, 2010; 21(9): 1351-1372.
7- Farhi Biloii R. New Approaches in Strategic Human Resource Management. Tadbir Monthly, 2008; 19 (198): 124-126. ]In Persian]
8- Huffkin N. Taggart N. An Analysis of Gender and Information Technology in Developing Countries, Translated by Hossein Shaban Ali Qomi and Amir Hossein Ali Bibi, Tehran: Al-Zahra University; 2004. ]In Persian]
9- Yunis M. Tarhini A. Kassar A. The role of ICT and innovation in enhancing organizational performance: The catalysing effect of corporate entrepreneurship. Journal of Business Research, 2018; 88: 344–356.
10- Khanipour H. Mahzabi A. Investigating the Relationship between Information Technology Application and Human Resource Management Performance (EHRM). Journal of Management and Accounting Studies, 2016; 2(1):162-170. ]In Persian]
11- Mohammadi M. Sharifzadeh F. Designing a Performance Management Model with the Human Resources Development Approach in the Public Sector. Journal of Training and Development of Human Resources, 2016; 4(15): 159-133. ]In Persian]
12- Hosseini M. Karimi J. Zardashtian SH. Determining the Relationship of Information and Communication Technology with Organizational Entrepreneurship and Change Management from the Perspectives of Sport and Youth Offices of Kermanshah Province, Communication Management in Sport Media, 2018; 4 (16): 20-33. ]In Persian]