توسعه منابع انسانی پایدار : اثرات کانال مدیریت دانش و عوامل سازمانی.
محورهای موضوعی : آموزش و پرورش
میرمحمد سید عباس زاده
1
(استاد گروه علوم تربیتی دانشگاه ارومیه)
محمد حسنی
2
(استاد گروه علوم تربیتی دانشگاه ارومیه)
عباس بازرگان
3
(استاد گروه علوم تربیتی دانشگاه تهران)
کلثوم نامی
4
(مربی گروه علوم تربیتی دانشگاه آزاد اسلامی واحد بندرعباس، دانشجوی دکتری مدیریت آموزشی دانشگاه ارومیه)
کلید واژه: توسعه منابع انسانی, عوامل سازمانی, فرآیند مدیریت دانش, کارکنان دانشگاه آزاد اسلامی,
چکیده مقاله :
هدف اصلی این پژوهش ، مدل یابی توسعه منابع انسانی پایدار در راستای اثرات کانالهای مدیریت دانش وعوامل سازمانی بوده است . روش پژوهش توصیفی از نوع همبستگی و معادلات ساختاری بود. جامعه آماری شامل کلیه کارکنان دانشگاه‌های آزاد اسلامی هر مزگان بودند که از بین آن ها با استفاده از فرمول کوکران تعداد۲۲۸ نفر انتخاب شدند، ابزار اندازه گیری سه نوع پرسشنامه توسعه منابع انسانی ، عوامل سازمانی و فرایند مدیریت دانش بود که پایایی آنها بوسیله آلفای کرونباخ محاسبه شد و به ترتیب، ۹۱/۰، ۸۹/۰ و ۹۳/۰ گزارش گردید و روایی پرسشنامه ها براساس تحلیل عاملی تاییدی نشان از روایی مطلوب سازه بود ، داده ها پس ازجمع آوری توسط نرم افزار Spss20, Lisrel8.54تحلیل شدند. نتایج نشان دادند که عوامل سازمانی بر فرآیند مدیریت دانش تاثیر مثبت، مستقیم و معنادار؛ فرآیند مدیریت دانش بر توسعه منابع انسانی تاثیر مثبت، مستقیم و معنادار؛ عوامل سازمانی برتوسعه منابع انسانی اثر مثبت ، مستقیم و معنادار؛ و عوامل سازمانی به واسطه فرآیند مدیریت دانش برتوسعه منابع انسانی تاثیر غیر مستقیم ، مثبت و معناداری دارد، لذا الگوی تجربی بدست آمده منطبق بر الگوی مفهومی پژوهش بود و نتیجه گیری کلی حاکی از ارتباط عوامل سازمانی با توسعه منابع انسانی با نقش میانجی فرآیند مدیریت دانش در میان کارکنان دانشگاه آزاد اسلامی هرمزگان بود.
Abstract:
The main goal of this research was modeling sustainable human resources development in effects of knowledge management channels and Organizational factors. Method of this research was descriptive with analysis of correlation and structural equation model. The statistical population included all employees of Islamic Azad University of Hormozgan province, that 228 people were selected as statistical sample of the research by Cochran formula. Measurement’s instruments are three kinds of questioner on human resource development, Organizational factors and knowledge management process, which their reliability are calculated by Cronbach’s alpha method and are reported as, in order, 0.91. 0.98, 0.93. Validity of questioners is based on Confirmatory Factor Analysis that indicated good validity of structure. Data are analyzed by SPSS 20 and Liseral8.54 software. Results indicated that Organizational factors had a positive, direct and meaningful effect on knowledge management process. Knowledge management process had a positive, direct and meaningful effect on human resource development. Organizational factors had a positive, direct and meaningful effect on human resource development., Organizational factors had a positive, indirect and meaningful effect on human resource development with mediator of knowledge management process. So, resulted experimental model is in accordance with conceptual model of research. General conclusion of this research was existence of relation between Organizational factors and human resource development with role of mediator of knowledge management among staff of Islamic Azad University of Hormozgan.
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