واکاوی و اعتبارسنجی مؤلفه های مدل بهسازی منابع انسانی مبتنی بر الگوی توتادو

لیلی کفاش ¹ (دانشگاه آزاد اسلامی واحد مرودشت)
رضا زارعی ² (استادیار گروه مدیریت آموزشی، واحد مرودشت، دانشگاه آزاد اسلامی، مرودشت، ایران.) احمد رضا اوجی نژاد ³ (دانشگاه آزاداسلامی واحد مرودشت) نادر شهامت ⁴ (مدیریت آموزشی- دانشکده علوم تربتی- دانشگاه ازاد اسلامی واحد مرودشت)

تاریخ ارسال : 1402/12/16

کلید واژه: آموزش و توسعه منابع انسانی, بهسازی منابع انسانی, الگوی توتادو, اعتبارسنجی,

چکیده مقاله :

هدف پژوهش حاضر واکاوی و اعتبارسنجی مؤلفه های مدل بهسازی منابع انسانی مبتنی بر الگوی توتادو بود. روش پژوهش، آمیخته (کیفی-کمی) بود. مشارکت کنندگان بخش کیفی پژوهش 20 نفر از مدیران و خبرگان بانک آینده بودند که با استفاده از روش نمونه گیری هدفمند ملاک محور گزینش شدند. ابزار پژوهش مصاحبه نیمه ساختار یافته بود. یافته ها با رویکرد گراندد تئوری و با استفاده از نرم افزار ATLASTI کدگذاری و تحلیل شدند. اعتباریابی یافته بر اساس روش¬های سه سویه سازی، موضع گیری پژوهشگر و کاوش بوسیله مشارکت کنندگان انجام شد. در مرحله کمی روش پژوهش توصیفی پیمایشی بود. جامعه آماری پژوهش شامل کلیه مدیران و کارکنان بانک آینده به تعداد 300 نفر بود . نمونه گیری به روش تصادفی ساده انجام شد. ابزار پژوهش پرسشنامه محقق ساخته بود. روایی پژوهش با استفاده از روایی محتوایی محاسبه گردید. برای تعیین پایایی پژوهش از پایایی ترکیبی استفاده شد. یافته‌های پژوهش در پنج مقوله شرایط علی، زمینه‌ای، مداخله گر، راهبرد و پیامدها در چهار دسته فردی، گروهی، سازمانی و اجتماعی به تفکیک در 6 مقوله، 17 کد محوری شناسایی شدند. نتایج نشان داد که مدل آموزش و بهسازی کارکنان بر مبنای الگوی توتادو در صنعت بانکداری باعث افزایش توانمندی، بهبود کیفیت خدمات و افزایش بهره‌وری سازمانی می‌شود. معادلات ساختاری نشان داد روابط پیشنهادی در تحلیل کیفی از نظر آماری نیز مورد تائید است. بارهای عاملی بالای 3/0، آماره‌ های تی بالاتر از 96/1 به دست آمدند. بنابراین مدل آموزش و بهسازی منابع انسانی بر مبنای الگوی توتادو از برازش لازم برخوردار است.

چکیده انگلیسی :

The aim of the current research was to analyze and validate the components of the human resources improvement model based on the Totado model. The research method was mixed.The participants of the qualitative part of the research were 20 managers and experts of Aindeh Bank, who were selected using the criteria-based purposeful sampling method. The research tool was semi-structured interview. The findings were coded and analyzed with the grounded theory approach and using ATLASTI software. Validation of the findings was done based on the methods of triangulation, researcher's position and exploration by the participants. The statistical population of the quantitative part of the research included all managers and employees of Aindeh Bank in the number of 300 people. Sampling was done by simple random method. The research tool was a researcher-made questionnaire. The validity of the research was calculated using content validity. Composite reliability was used to determine reliability. The findings of the research were identified in five categories of causal, contextual, intervening, strategy, and outcomes in four individual, group, organizational, and social categories separately in 6 categories, 17 core codes. The results showed that the model of training and improvement of employees based on the Totado model in the banking industry increases capabilities and improves service quality. The structural equation showed that the relationships proposed in the qualitative analysis were confirmed statistically. Factor loadings above 0.3, t-statistics above 1.96 were obtained. Therefore, the training and improvement model of human resources based on the Tutado model has the necessary fit.

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