ارائه الگوی ساختاری اقدامات منابع انسانی با تعهدبالا در جهت پایداری منابع انسانی حاصل از یک پژوهش آمیخته
محورهای موضوعی : مدیریت منابع انسانی
جمشید قره قاشلو
1
,
حامد خراسانی طرقی
2
,
سراج الدین محبی
3
1 - دانشجوی دکتری مدیریت منابع انسانی، گروه مدیریت، واحد قشم، دانشگاه آزاد اسلامی ، قشم، ایران
2 - استادیار، گروه مدیریت، واحد بجنورد، دانشگاه آزاد اسلامی، بجنورد، ایران.
3 - گروه آموزشی مدیریت،دانشگاه آزاد اسلامی واحد قشم،قشم،ایران
کلید واژه: اقدامات منابع انسانی, تعهدبالا, , پایداری منابع انسانی,
چکیده مقاله :
زمینه و هدف: یکی از شیوه های پایداری منابع انسانی، اقدامات با تعهد بالا می باشد. هدف این پژوهش، ارائه الگوی ساختاری اقدامات منابع انسانی با تعهدبالا در جهت پایداری منابع انسانی حاصل از یک پژوهش آمیخته میباشد.
روش تحقیق: روش پژوهش حاضر آمیخته بود. در بخش کیفی، دادهها با استفاده از 12 مصاحبههای نیمهساختیافته گردآوری شد و در نرم‌افزار اطلس تی آی 8، تحلیل انجام گرفت. جامعه آماری بخش کمی، کلیه کارکنان سازمان تامین اجتماعی بودند که 384 نفر به‌عنوان حجم نمونه انتخاب شدند.
یافته ها: یافته های نظریه دادهبنیاد، 6 مقوله گزینشی ایدئولوژیکگرایی تعهدمحور در جهتگیریهای سازمانی، توسعه ارگانیسم تعهدساز تیمی، پایدارسازی منابعانسانی ازطریق معرفتافزایی تعهدساز، تجلیبخشی سیستمهای کاری با تعهدبالادر کلیت سازمان، زیستبوم استراتژیهای تعهدمحور، بهبود مدیریت عملکرد سیستم های کاری باتعهد بالا بودند. یافتههای کمی نیز بیانگر تایید برخی فرضیه ها بود.
نتیجه گیری: مسیر بهینه اقدامات باتعهد بالا از ایدئولوژیکگرایی تعهدمحور آغاز و به زیستبوم استراتژیهای تعهدمحور منتهی میگردد. این الگو، نقشهراهی برای ایجاد نظامهای تعهدساز ارائه میدهد.
Background and purpose: One approach to sustaining human resources involves implementing high-commitment practices. The objective of this research is to present of the structural model demonstrating the impact of high commitment human resource practices on human resource sustainability derived from a mixed-methods approach.
Research method: The present study employed a mixed-methods research design. For the qualitative component, data were gathered through 12 semi-structured interviews, and the analysis was conducted using Atlas TI8 software. The quantitative component's statistical population comprised all employees of the Social Security Organization, from which a sample size of 384 individuals was derived.
Findings: The outcomes of the database theory identified six distinct categories of commitment-oriented ideology within organizational orientations. Furthermore, it facilitated the development of a team commitment-enhancing framework and the stabilization of human resources through the proliferation of commitment-enhancing knowledge. The results indicated the emergence of work systems characterized by organizational-wide commitment. The ecosystem of commitment-oriented strategies aims to enhance the performance management of high-commitment work systems. Quantitative analyses corroborated several hypotheses.
Conclusion: The optimal path for high-commitment actions initiates from a commitment-focused ideological framework and progresses towards an ecosystem comprised of commitment-oriented strategies. This framework serves as a strategic blueprint to develop of commitment systems.
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