طراحی مدل و شناسایی عوامل مؤثر بر ایجاد سیاه چاله های منابع انسانی جهت ارتقا بهره وری کسب و کارها با استفاده از روش نقشه شناخت فازی
محورهای موضوعی : مدیریت(منابع انسانی)سیده مریم موسوی زاده 1 , محمد حکاک 2 , محسن عارف نژاد 3
1 - کارشناسی ارشد گروه مدیریت بازرگانی، دانشکده مدیریت و اقتصاد دانشگاه لرستان، خرم¬آباد، ایران
2 - دانشیار گروه مدیریت بازرگانی، دانشکده مدیریت و اقتصاد دانشگاه لرستان، خرم آباد، ایران
3 - استادیار گروه مدیریت بازرگانی، دانشکده مدیریت و اقتصاد دانشگاه لرستان، خرم آباد، ایران
کلید واژه: بهره¬وری کسب¬و¬کارها, سیاه¬چاله¬های منابع انسانی, عملکرد منابع انسانی, نقشه شناخت فازی.,
چکیده مقاله :
امروزه با توجه به رشد جمعیت و همچنین گسترش علم و فناوری¬های جدید، کسب و کارهای گوناگونی در جامعه ایجاد شده است. این کسب¬و¬کارها برای اینکه از بهره¬وری خوبی برخوردار باشند و در مقابل رقبای خود دچار ضعف نشوند، باید به بحث منابع انسانی توجه خاصی داشته باشند. هدف این پژوهش طراحی مدلی به منظور مشخص شدن عوامل مؤثر بر ایجاد سیاه¬چاله¬های منابع انسانی با استفاده از نقشه شناخت فازی می¬باشد. جامعه آماری این تحقیق شامل خبرگان آشنا با موضوع در دانشگاه لرستان و دانشگاه آزاد می¬باشند که اعضای نمونه بااستفاده از روش نمونه¬گیری گلوله¬برفی و براساس اصل اشباع نظری انتخاب شده¬اند. ابزار گردآوری داده¬ها در بخش کیفی مصاحبه است که روایی آن با استفاده از روایی محتوایی و پایایی آن با استفاده از پایایی درون کدگذار میان کدگذار با ضریب 78/0 محاسبه شده است. همچنین ابزار گردآوری داده¬ها در بخش کمی پرسشنامه است که روایی و پایایی آن به ترتیب بااستفاده از روایی محتوایی و پایایی بازآزمون که ضریب آن 84/0 است، مورد تأیید قرار گرفته است. در این پژوهش برای تحلیل داده¬ها در بخش کیفی از روش تحلیل محتوا و کدگذاری و در بخش کمی از روش نقشه نگاشت فازی استفاده شده است. در این پژوهش یافته¬های بخش کیفی شامل شناسایی عوامل مؤثر بر ایجاد سیاه¬چاله¬های منابع انسانی می¬باشد و یافته¬های بخش کمی شامل رتبه¬بندی این عوامل براساس درجه اهمیت می¬باشد. نتایج پژوهش نشان داد که ترجیح تعهد بر تخصص با بالاترین ظرفیت تأثیرپذیری (03/19) و در نتیجه بالاترین درجه ی مرکزیت (44/36)، به عنوان مهمترین عامل مؤثر بر ایجاد سیاه چاله¬های منابع انسانی است. پس از آن به¬ترتیب بی توجهی مافوق به مسائل و اتفاقات سازمان با درجه مرکزیت (05/36)، فقدان نظام ارزیابی عملکرد درست با درجه مرکزیت (36)، فردگرایی با درجه مرکزیت (97/35) و ناکارآمدی مدیر با درجه مرکزیت (41/35) از دیگر عوامل مهم در ایجاد سیاه¬چاله¬های منابع انسانی می باشند.
Nowadays, due to the population’s growth and the expansion of science and new technologies, various businesses have been created in society. These businesses need to pay special attention to human resources in order to have good productivity and not be weak in front of their competitors. This research aims to design a model to determine the factors affecting the emergance of human resource black holes using a fuzzy cognitive map (FCM). The statistical population of this research includes experts familiar with the subject at Lorestan University and Azad University, Lorestan branch whose sample members were selected using the snowball sampling method based on the principle of theoretical saturation. The data collection instrument consisted of the interviews in the qualitative part, whose validity was confirwmed using content validity, and their reliability was calculated using intra-coder inter-coder reliability with a coefficient of 78. The data collection instrument is the quantitative part included a questionnaire, whose validity and reliability were confirmed by content validity and test- retest reliability, whose coefficient was found to be 84. In this research, the content analysis and coding methods were used in the qualitative part and the FCM was used in the quantitative part to analyze the data. The findings in the qualitative part included identifying factors affecting the emergeance of human resource black holes, and the findings of the quantitative part included the ranking of these factors based on the degree of importance. The results of the research showed that a preference for engagement over expertise with the highest capacity for influence and consequently the highest degree of centrality was identified as the most important factor influencing the emergence of human resource black holes. Following this, the supervisors' inattention to the organization's problems and events, lack of proper performance evaluation system, individualism, and managers' inefficiency were identified as other important factors affecting the emergence of human resources black holes.
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