تأثیر نظارت نهادی بر جذب عدالت محور نیروی انسانی با میانجی‌گری مطالبه‌گری شهروندان و تعدیل‌گری فرهنگ دینی در سازمان‌های دولتی ایران
محورهای موضوعی : مدیریت
یلدا محمدپور
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زهرا علی پور درویشی
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فرج اله رهنورد
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میثم چگین
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1 - گروه مدیریت، واحد تهران شمال، دانشگاه آزاد اسلامی، تهران، ایران
2 - گروه مدیریت، واحد تهران شمال، دانشگاه آزاد اسلامی، تهران، ایران
3 - گروه مدیریت، موسسه عالی آموزش و پژوهش مدیریت و برنامه ریزی، تهران، ایران
4 - گروه خط مشی و اداره امورعمومی، دانشگاه تهران، تهران، ایران
کلید واژه: جذب عدالت‌محور, نظارت نهادی, مطالبه‌گری شهروندان, فرهنگ دینی.,
چکیده مقاله :
جذب عدالت محور نیروی انسانی به دلیل تأثیر آن بر نگرش، رفتار و عملکرد نیروی انسانی و در نهایت عملکرد سازمان، جایگاه ویژه‌ای در مباحث مدیریت منابع انسانی داشته است. هدف از این تحقیق، ارائه یک مدل بومی، در زمینه تأثیرگذاری عواملی از قبیل نظارت نهادی، مطالبه‌گری شهروندان و فرهنگ دینی بر جذب عدالت محور نیروی انسانی در سازمان‌های دولتی ایران بوده است. این پژوهش از نظر هدف، کاربردی بوده و به صورت، توصیفی- پیمایشی انجام پذیرفته است. جامعه آماری پژوهش شامل کلیه سازمان‌های دولتی ایران است. با توجه به محدودیت‌های عملیاتی، از میان سازمان‌های دولتی، تعداد ۵۰ سازمان به‌صورت در دسترس انتخاب شدند که در نهایت داده‌های ۳۸ سازمان مورد تحلیل قرار گرفت. بر اساس جدول مورگان، حجم نمونه ۲۹۳ پرسشنامه از کارکنان و مدیران این سازمان‌ها گردآوری شد. ابزار گردآوری داده‌ها، پرسشنامه محقق‌ساخته برگرفته از مبانی نظری و تحقیقات پیشین بود که روایی صوری و محتوایی آن به تأیید خبرگان رسیده و پایایی آن با استفاده از آلفای کرونباخ و پایایی ترکیبی (CR) بررسی و در سطح مطلوب تأیید شد. داده‌ها با روش مدل‌سازی معادلات ساختاری و نرم‌افزار PLS تحلیل شدند. نتایج نشان داد که نظارت نهادی بر جذب عدالت‌محور نیروی انسانی تأثیر مثبت و معنادار دارد؛ مطالبه‌گری شهروندان نقش میانجی در این رابطه ایفا می‌کند و فرهنگ دینی نیز اثر تعدیل‌کننده معناداری بر رابطه میان نظارت نهادی و جذب عدالت‌محور دارد. همچنین، فرهنگ دینی به‌عنوان متغیری تعدیل‌گر، بر رابطه بین نظارت نهادی و جذب عدالت محور نیروی انسانی اثر داشته است.
Justice-based recruitment of human resources has had a special place in human resource management discussions due to its impact on the attitude, behavior, and performance of human resources and ultimately the performance of the organization. The purpose of this research was to present a local model in the field of the impact of factors such as institutional supervision, citizen demands, and religious culture on justice-based recruitment of human resources in Iranian government organizations. This research is applied in terms of purpose and was conducted in a descriptive-survey manner. The statistical population of the research includes all Iranian government organizations. Due to operational limitations, 50 organizations were selected from among government organizations as available, and finally, the data of 38 organizations were analyzed. Based on the Morgan table, a sample size of 293 questionnaires was collected from employees and managers of these organizations. The data collection tool was a researcher-made questionnaire derived from theoretical foundations and previous research, whose face and content validity was approved by experts, and its reliability was examined and confirmed at the desired level using Cronbach's alpha and composite reliability (CR). The data were analyzed using structural equation modeling and PLS software. The results showed that institutional supervision has a positive and significant effect on justice-oriented recruitment of human resources; citizen demand plays a mediating role in this relationship, and religious culture also has a significant moderating effect on the relationship between institutional supervision and justice-oriented recruitment. Also, religious culture, as a moderating variable, has had an effect on the relationship between institutional supervision and justice-oriented recruitment of human resources.
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