طراحی و اعتبارسنجی الگوی تطبیقی تأثیر توسعه مدیریت منابع انسانی بر عملکرد سازمانی از دیدگاه مدیران و کارکنان
محورهای موضوعی : آموزش و پرورش
عادل کولک
1
(دانشجوی دکتری مدیریت دولتی، دانشکده ادبیات و علوم انسانی، دانشگاه آزاد اسلامی، کرمان، ایران)
حسن سلطانی
2
(استادیار گروه مدیریت ، واحد شیراز، دانشگاه آزاد اسلامی، شیراز، ایران)
شیوا مداحیان
3
(استادیار گروه مدیریت دولتی، واحد کرمان، دانشگاه آزاد اسلامی، کرمان، ایران)
مهدی محمد باقری
4
(استادیار گروه مدیریت صنعتی، واحد کرمان، دانشگاه آزاد اسلامی، کرمان، ایران)
نوید فاتحی راد
5
(استادیار گروه مدیریت بازاریابی، واحد کرمان، دانشگاه آزاد اسلامی، کرمان، ایران)
کلید واژه: استان فارس, تعهد سازمانی, دانشگاه آزاد اسلامی, فرهنگ سازمانی, عملکرد سازمانی, مدیریت منابع انسانی, حفظ کارکنان, مدیران و کارکنان,
چکیده مقاله :
مقدمه و هدف: هدف از پژوهش حاضر طراحی و اعتبارسنجی الگوی تطبیقی تأثیر توسعه مدیریت منابع انسانی بر عملکرد سازمانی از دیدگاه مدیران و کارکنان با نقش میانجیگری فرهنگ سازمانی، تعهد سازمانی و حفظ کارکنان در دانشگاههای آزاد اسلامی استان فارس بود. روششناسی: روش پژوهش از نظر هدف، کاربردی و ازنظر گردآوری داده‌ها، روش آمیخته اکتشافی بود. مشارکتکنندگان در این پژوهش در بخش کیفی شامل مدیران و کارکنان خبره دانشگاههای آزاد اسلامی استان فارس بود که از بین آن‌ها تعداد 10 نفر با استفاده از روش نمونهگیری هدفمند انتخاب شدند. همچنین، در بخش کمی، جامعه آماری پژوهش شامل کلیه مدیران و کارکنان دانشگاههای آزاد اسلامی استان فارس بود که با استفاده از جدول مورگان و روش نمونهگیری تصادفی طبقهای با تخصیص متناسب تعداد 357 نفر بهعنوان حجم نمونه انتخاب شدند. اطلاعات مورد نیاز در بخش کیفی برای طراحی الگوی پژوهش با مصاحبه باز نیمه ساختاریافته و در بخش کمی با استفاده از پرسشنامه محقق ساخته که شامل 5 سازه (متغیر)، 21 بعد و 72 سؤال در قالب طیف لیکرت 5 تایی بود، جمعآوری شد. برای تعیین روایی و پایایی ابزار پرسشنامه مذکور به ترتیب از روش‌های روایی همگرا، ضریب آلفای کرونباخ و پایایی ترکیبی استفاده شد . یافته ها: نتایج آزمون معادلات ساختاری از دیدگاه مدیران نشان داد که دو متغیر فرهنگ سازمانی و تعهد سازمانی بر رابطه بین مدیریت منابع انسانی و عملکرد سازمان اثر میانجی و معنادار دارد اما حفظ کارکنان بر رابطه مذکور اثر میانجی ندارد. هم چنین، مشخص شد که از دیدگاه کارکنان، هر سه متغیر فرهنگ سازمانی، تعهد سازمانی و حفظ کارکنان روی رابطه مدیریت منابع انسانی و عملکرد سازمانی از دیدگاه کارکنان اثر واسطهای و معنادار دارد. نتیجه گیری: تطبیق دو مدل از دو دیدگاه حاکی از آن است که هم مدیران و هم کارکنان معتقدند که فرهنگ سازمانی و تعهد سازمانی رابطه بین مدیریت منابع انسانی و عملکرد سازمان را میانجیگری میکنند، اما حفظ کارکنان صرفاً از دیدگاه کارکنان می‌تواند رابطه بین مدیریت منابع انسانی و عملکرد سازمان را میانجیگری نماید.
Introduction: The purpose of this study was to design and validate a comparative model of the impact of human resource management development on organizational performance from the perspective of managers and employees with the mediating role of organizational culture, organizational commitment and staff retention in Islamic Azad universities of Fars province. research methodology: The research method was applied in terms of purpose and exploratory mixed method in terms of data collection. Participants in this study in the qualitative section included managers and qualified staff of Islamic Azad universities in Fars province, from which 10 people were selected using purposive sampling. Findings:The results of structural equation testing from the perspective of managers showed that the two variables of organizational culture and organizational commitment have a mediating and significant effect on the relationship between human resource management and organizational performance, but employee retention does not mediate the relationship. Also, it was found that from the perspective of employees, all three variables of organizational culture, organizational commitment and employee retention have a mediating and significant effect on the relationship between human resource management and organizational performance from the perspective of employees. Conclusion: Applying the two models from two perspectives suggests that both managers and employees believe that organizational culture and organizational commitment mediate the relationship between human resource management and organizational performance, but retaining employees only from the perspective of employees can be the relationship between human resource management. And mediate the performance of the organization.
Ebrahimi Nejad Rafsanjani, Meysam, Shakeri, Iqbal. (2010). A Review of the Role of Culture in the Success of Technical and Engineering Services Export Projects, Sixth International Conference on Project Management.
Ahmadi, Karim, Kavousi, Ismail, Sehri, Hamidreza. (2009). Investigating organizational culture and its relationship with managers' decision model (Case study: Tehran refrigeration factories). Management Futurology, 20 (81), 17-34.
Asgharizadeh, Ezatullah, Saeedinejad, Majid. (2011). Factors Affecting Organizational Commitment Case Study: University Jihad Members, Business Management Research, 3 (6), 105-122.
Bagheri Muslim, Tulayi Ruhollah. (2010). Investigating the effect of organizational commitment on the performance of organizations. Human Development of the Police. 7 (30), 73-96.
Tavakoli Nejad, Hassan, Jazani, Nasrin, Memarzadeh Tehran, Gholamreza and Afshar Kazemi, Mohammad Ali. (2016). Identifying and prioritizing effective factors in employee retention, Journal of Human Resource Management Research, 4 (24), 185-155.
Haj Karimi, Abbas Ali, Rahimi, Farjaleh. (2015). Investigating the Impact of Human Resource Management Measures on Organizational Performance, Tehran, First Conference on Administrative Improvement and Transformation, 3-11.
Hosseini Seyed Mehdi, Mehdizadeh Ashrafi Ali. (2010). Identify the factors affecting organizational commitment. Researcher (Management), 7 (18), 9-16.
Khan Mohammadi, Behnaz, Lali, Mena. (2014). Investigating the Effective Factors of Human Resource Management on Improving and Improving Employee Efficiency (Case Study: Zanjan Agricultural Bank), Second National Conference on Industrial Engineering and Sustainable Management, Isfahan.
Khedravisi, Hussein, Rangariz, Hassan, Salavati, Adel, Sultanpanah, Hirsch. (2019). Identifying and Investigating the Factors Affecting Transformational Organizational Performance, Innovation Management in Defense Organizations, Spring 2017, 2 (3), 143-166.
Doagoyan, Davood, Ebrahimnejad, Nasser, Faqihi, Seyed Ahmad, Georgian, Mohammad Mehdi. (2019). Investigating the Impact of Job Satisfaction and Organizational Commitment on Reducing Police Job Violations from the Perspective of Islam, Social Order, 11 (3). 20-34.
Seyed Javadin, Seyed Reza, Abedi, Ehsan, Yazdani, Hamid Reza and Pour Vali, Behrooz. (3013). Investigating the mediating role of trust and organizational commitment in the relationship between organizational justice and organizational citizenship behaviors in hospitals. Journal of Business Management, 1 (5) 118-105.
Shafqat, Aboutaleb, Zahedi, Mohammad Javad, Nazak Tabar, Hossein. (2013). The effect of organizational commitment on the performance of industrial companies based on the model of Meyer et al. Management Improvement, 7 (1), 12-28.
Shekari, Gholamabbas, Babaei, Mohammad Reza, Rahmadol, Hadi. (2015). Investigating and recognizing the factors affecting the improvement and promotion of organizational culture: A case study in the state banking system, Fourth National Conference on Management and Accounting, Tehran.
Atai, Mojtaba, Tayeb, Jamshid, Nowruzpourmehrian, Seyed Hamed, Ebrahim Pravar, Ebrahim. (2015) Organizational Commitment, Conference Paper: The First International Conference on Management and Accounting with a Value Creation Approach.
Farnia, Mohammad Ali, Hassanpour, Mina. (2011). Investigating the relationship between organizational culture and participatory management in girls' high schools in Tabriz in the academic year of 2008-2009, Education and Evaluation (Educational Sciences) 4 (19), 12-28.
Qudusi, Parviz, Rabiee, Zahra. (2015). The Impact of Organizational Culture on the Development of Construction Project Teams, 11th International Project Management Conference.
Kiakjouri, Karim, Jafarnejad, Ahmad, Hosseinzadeh, Seyed Ali Akbar.(2010). Explain the relationship between organizational culture and job satisfaction. Journal of Executive Management, 2 (40), 87-108.
Moeinian, Bahman, Eliassy, Mehdi, Bamdad Sufi, Jahanyar, Seyed Naghavi, Mir Ali. (2021). Designing a model for retaining knowledge personnel in knowledge-based manufacturing companies (Case study: ICT companies and biotechnology). Sustainable Human Resource Management, 3 (4), 89-111.
Mahdieh, Omid, Sabzi, Mahnaz. (2017). Investigating the Relationship between Human Resource Management Tasks and Organizational Commitment: A Case Study in Kermanshah University of Medical Sciences. Nurse and doctor in battle. 5 (17), 60-68.
Vafakhah, Shadi, Yar Ahmadi, Morteza, Tamjid Yamcheloo, Ali Reza. (2018). Investigating the effect of organizational culture types on project human resource management processes. Human Resource Management Research, 10 (2), 49-72.
Ghorbanizadeh, Vajehollah, Kheirandish, Mehdi, Adnan Rad, Azam. (2017). Factors affecting the retention of knowledge staff with the aim of developing quality of work life programs in the Institute of International Energy Studies, Human Resource Management in the Oil Industry 2017, 8 (32), 149-176.
Amjadi, Gholamreza, Daneshfard, Karamollah, Mohammad Davoodi, Amir Hossein. (2018). Pathology of Retention of Professional Employees with Organizational Ethics Approach in National Oil Company, Ethical Research, 8 (4), 39-53.
Shirazi, Ali (2013), Recruiting and retaining the best employees, Industrial Management Organization Publications, Tehran.
Jahangiri, Ali, Mehr Ali, Amir Houshang. (2008). Identifying and prioritizing the factors affecting the retention and maintenance of specialized staff of Sased Organization, 8 (29), 37-56.
Ahakwa, I., Yang, J., Tackie, E. A., & Atingabili, S. (2021). The Influence of Employee Engagement, Work Environment and Job Satisfaction on Organizational Commitment and Performance of Employees: A Sampling Weights in PLS path Modelling. SEISENSE Journal of Management, 4(3), 34-62.
Ding, D. Z., Akhtar, S., & Ge, G. L. (2009). Effects of inter-and intra-hierarchy wage dispersions on firm performance in Chinese enterprises. The International Journal of Human Resource Management, 20(11), 2370-2381.
Kaur, B., Singh, S., Garg, B. R., Singh, J. M., & Singh, J. (2012). Enhancing water productivity through on-farm resource conservation technology in Punjab agriculture. Agricultural Economics Research Review, 25(1), 79-85.
Barba-Aragón, M. I., & Jiménez-Jiménez, D. (2020). HRM and radical innovation: A dual approach with exploration as a mediator. European Management Journal, 38(5), 791-803.
Bell, M., & Sheridan, A. (2020). How organisational commitment influences nurses’ intention to stay in nursing throughout their career. International Journal of Nursing Studies Advances, 2(4), 22-39.
Benkhoff, B. (1997). Ring commitment is costly: new approaches establish the missing link between commitment and performance. Human Relation. 50(6), 701– 726.
Cho, Y. J., & Lewis, G. B. (2012). Turnover intention and turnover behavior: Implications for retaining federal employees. Review of public personnel administration, 32(1), 4-23.
Costa, P., Harris, L., Rothstein, D. H., Beckman, M., Flynn, W., Hoffman, A., ... & Schwaitzberg, S. D. (2021). Dissecting a department of surgery: Exploring organizational culture and competency expectations. The American Journal of Surgery, 221(2), 298-302.
Ekasari, P. A., Noermijati, N., & Dewanto, A. (2020). Organizational culture: a key factor to improve nurse performance. Enfermería Clínica, 30, 118-122.
El-Nahas, T., Abd-El-Salam, E. M., & Shawky, A. Y. (2013). The impact of leadership behaviour and organisational culture on job satisfaction and its relationship among organisational commitment and turnover intentions. A case study on an Egyptian company. Journal of Business and Retail Management Research, 7(2), 34-59.
Fey, C. F., Morgulis-Yakushev, S., Park, H. J., & Björkman, I. (2009). Opening the black box of the relationship between HRM practices and firm performance: A comparison of MNE subsidiaries in the USA, Finland, and Russia. Journal of International Business Studies, 40(4), 690-712.
Ghosh, D., & Gurunathan, L. (2015). Do commitment based human resource practices influence job embeddedness and intention to quit?. IIMB Management Review, 27(4), 240-251.
Gong, Y., Law, K. S., Chang, S., & Xin, K. R. (2009). Human resources management and firm performance: The differential role of managerial affective and continuance commitment. Journal of Applied Psychology, 94(1), 263.
Hamann, P. M., & Schiemann, F. (2021). Organizational performance as a set of four dimensions: An empirical analysis. Journal of Business Research, 127, 45-65.
Iatagan, M., Dinu, C., & Stoica, A. M. (2010). Continuous training of human resources – a solution to crisis going out, Procedia Social and Behavioral Sciences. 2, 5139–5146.
Iljins, J., Skvarciany, V., & Gaile-Sarkane, E. (2015). Impact of organizational culture on organizational climate during the process of change. Procedia-Social and Behavioral Sciences, 213, 944-950.
Jaeger, M., & Adair, D. (2013). Organisational culture of construction project managers in the GCC countries. Engineering, Construction and Architectural Management.
Kazlauskaite, R., Buciuniene, I., & Turauskas, L. (2012). Organisational and psychological empowerment in the HRM‐performance linkage. Employee Relations.
Kozlenkova, I. V., Samaha S., and Palmatier R. W., (2014), Resource-Based Theory in Marketing. Journal of the Academy of Marketing Science, 42 (1), 1-21
Kurdi, B., & Alshurideh, M. (2020). Employee retention and organizational performance: Evidence from banking industry. Management Science Letters, 10(16), 3981-3990.
Lapiņa, I., Kairiša, I., & Aramina, D. (2015). Role of organizational culture in the quality management of university. Procedia-Social and Behavioral Sciences, 213, 770-774.
Leithy, W. E. (2017). Organizational culture and organizational performance. International Journal of Economics & Management Sciences, 6(42), 1-10.
Morley, M. J., Gunnigle, P., O'Sullivan, M., & Collings, D. G. (2006). New directions in the roles and responsibilities of the HRM function. Personnel Review.
Noe, R. A., Hollenbeck, J. R., Gerhart, B., & Wright, P. M. (2017). Human resource management: Gaining a competitive advantage. New York, NY: McGraw-Hill Education.
Palacios-Marqués, D., García, M. G., Sánchez, M. M., & Mari, M. P. A. (2019). Social entrepreneurship and organizational performance: A study of the mediating role of distinctive competencies in marketing. Journal of Business Research, 101, 426-432.
Piwowar-Sulej, K., Ba˛k-Grabowska, D. (2018). Enterprise boundaries in the area of human resources. Argumenta Oeconomica 41. https://doi.org/10.15611/ aoe.2018.2.16.
Rahaman, M. S., Abdul, M., & Rahman, M. M. (2016). Organizational Commitment: Do Employees’ Compensations and Benefits Matter. Journal of Business and Management, 10, 135-141.
Rahman, W., Nas, Z. (2013). Employee development and turnover intention: theor validation, European. Journal of Training and Development, 37 (6), 564-579.
Rivard, S., & Huff, S. L. (1988). Factors of success for end-user computing. Communications of the ACM, 31(5), 552-561.
Sánchez, A. A., Sánchez Marín, G., & Morales, A. M. (2015). The mediating effect of strategic human resource practices on knowledge management and firm performance. Revista Europea de Dirección y Economía de la Empresa 24. 138–148.
Sattar, T., Ahmad, K., & Hassan, S. M. (2015). Role of human resource practices in employee performance and job satisfaction with mediating effect of employee engagement. Pakistan Economic and Social Review, 81-96.
Şendoğdu, A. A., Kocabacak, A., & Guven, S. (2013). The relationship between human resource management practices and organizational commitment: A field study. Procedia - Social and Behavioral Sciences 99. 818 – 827.
Sepahvand, R., & Bagherzadeh Khodashahri, R. (2021). Strategic Human Resource Management Practices and Employee Retention: A Study of the Moderating Role of Job Engagement. Iranian Journal of Management Studies, 14(2), 437-468.
Singh, S.K., Singh, A.P. (2019). Interplay of organizational justice, psychological empowerment, organizational citizenship behavior, and job satisfaction in the context of circular economy. Manag. Decis. 57, 937e952. https://doi.org/ 10.1108/MD-09-2018-0966.
Pheng, L. S., & Yuquan, S. (2014). An exploratory study of Hofstede’s cross‐cultural dimensions in construction projects. Management Decision.
Wright, P. M., & Gardner, T. M. (2003). The human resource-firm performance relationship: methodological and theoretical challenges. The new workplace: A guide to the human impact of modern working practices, 311-328.
Yiing, L. H., & Ahmad, K. Z. B. (2009). The moderating effects of organizational culture on the relationships between leadership behaviour and organizational commitment and between organizational commitment and job satisfaction and performance. Leadership & Organization Development Journal.
Zeydan, C., Colpan, C. & Cobanoglu. A (2011). Combined methodology for supplier selection and performance evaluation. Expert Systems with Applications, 38(3):2741–2751.
_||_