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.
Key Words: human resources, black holes, fuzzy cognitive map, productivity
- Introduction
In the last decade, the management of organizations have recognized that in achieving a sustainable and effective competitive advantage, human resources are of the highest importance. In a world where knowledge and communication with customers have become more important than ever, human capital, which represents the amount of knowledge, technical skills, creativity and experience of the organization, becomes increasingly important, and accordingly, labor force is not considered as cost-bearing assets any more but as productive ones. Nowadays, it is certain that what leads to sustainable development are strong and efficient administrative institutions, and these institutions have efficient, expert and strong human capital. Therefore, in order to make real use of this valuable resource and transform our human resources into value-creating human capitals, it is necessary to identify the factors that reduce the performance of human resources. Therefore, a concept called "black hole" was born. Black holes are very powerful points that can damage organizations over time. The existence of black holes in human resources not only reduces the productivity of human resources, but also causes the destruction and collapse of the organization. Therefore, the main question of this research is:
- What factors cause human resource black holes?
- Literature Review
Rahnavard (2019) examined the organizational black hole theory. The purpose of the research was to explain the destructive activities in the organization based on the view of interpretivism, which was done in a metaphorical way. Azar and Amirkhani (2015) in the research entitled "Black Hole of Budgeting in Public Budgeting System of Iran" reached the conclusion that cultural budget, expenditure credits and construction credits are three of the most important black holes. The budgets are in Iran.
- Methodology
The current research is based on a mixed method, including both qualitative and quantitative phases, which, in terms of research philosophy, is included in the category of inductive comparative research. This study is exploratory research in terms of practical purpose and information gathering procedure. The statistical population of the current research was the professors and managers in the study area, from among whom, using the snowball sampling method and based on the principle of theoretical saturation, ten were selected as the sample of the study. The concept of black holes of human resources has a theoretical concept of management science, and the selection of the sample had to be done in such a way that all the theoretical and practical aspects of this concept could be examined by the statistical sample. Therefore, a group of ten experts were selected as professors and managers in the field of human resources. The data collection tool, in the qualitative part, were interviews, whose validity and reliability were confirmed by content validity and intra-coder-inter-coder reliability, and the coefficient was found to be 0.78. Additionally, in the quantitative part, the data collection was done using a questionnaire, whose validity and reliability were confirmed by using content validity and test-retest reliability, and its coefficient was 0.84. The interviews were analyzed through content analysis and coding, and the data gathered by the questionnaire was analyzed using fuzzy recognition map method.
- Results
To answer the research question of the present study, that is, what factors cause the black holes of human resources, an effort was made to identify a phenomenon called the black hole of human resources and the factors affecting the formation of this phenomenon. The results of the current research consist of two qualitative and quantitative parts. In the qualitative part of the research and according to the opinion of the participating experts, 26 main components were identified as the factors affecting the emergence of human resource black holes, including organizational politics, fat government, apparent justice , lack of attention to the competitive environment, lack of skilled and experienced human resources, lack of transparency in the distribution of organizational benefits, unclear mission of the organization, lack of meritocracy, society and organization culture, unhealthy organizational atmosphere, nepotism, lack of correct performance evaluation system, preference of commitment over expertise, lack of proper planning, strategic mistakes of human resource management, lack of proper training, lack of transparency in work, inefficiency of the manager, inattention of superiors to the issues and events of the organization, politics managers' mistakes, short-sightedness, weak morals at work, wrong attitude of employees, type of job and work relationships, employees’ duty-orientation based on their job description and indifference to other duties and individualism. In the quantitative part of the research, using the fuzzy cognitive mapping, the most important factors affecting the creation of human resources black holes were prioritized.
- Discusion
Based on the results, among the 26 identified factors, the preference of commitment over expertise, which had the highest indegree (19.03) and, as a result, the highest centrality (36.44), was identified as the superiority index. Thus, it can be said that the most important factor in creating black holes of human resources is the preference of commitment over expertise. Following this, the inattention of superiors to the problems and events of the organization with the indegree of 18.34 and the centrality of 36.05 was recognized as the second most effective factor in creating human resource black holes. The third important factor in the creation of human resource black holes is the lack of a proper performance evaluation system with the indegree of 18/20, the outdegree of 17/80 and, as a result, the centrality of 36. Also, individualism and ineffectiveness of the manager are among the other factors that should be considered in the emergence of human resources black holes.
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