بهره وری سرمایه های انسانی در سازمان های راهبردی و طراحی الگوی کاربردی با بهره گیری ازمدل معادلات ساختاری و ماتریس کوواریانس(مطالعه موردی : نیروی دریایی راهبردی ارتش)
محورهای موضوعی : مدیریت(منابع انسانی)سهراب صادق 1 , ابوطالب مطلبی ورکانی 2 , زهرا علی پور درویش 3 , جمشید صادقی صدقیانی 4 , یوسف محمدی مقدم 5
1 - دانشجوی دکتری گروه مدیریت منابع انسانی، واحد تهران شمال ،دانشگاه آزاد اسلامی ،تهران،ایران
2 - دانشیار گروه مدیریت آموزشی،دانشگاه علوم دریایی امام خمینی(ره)، نوشهر،ایران
3 - دانشیار گروه مدیریت و علوم اجتماعی، واحدتهران شمال،دانشگاه آزاد اسلامی،تهران،ایران
4 - استاد گروه حسابداری، دانشکده مدیریت و حسابداری، دانشگاه علامه طباطبایی(ره) تهران،ایران
5 - دانشیار گروه مدیریت راهبردی دانشگاه علوم انتظامی امین ،تهران،ایران
کلید واژه: نیروی انسانی, مدل معادلات ساختاری, بهره‌وری سرمایه انسانی, نیروی دریایی ارتش جمهوری اسلامی ایران,
چکیده مقاله :
منابع انسانی با ارزش ترین منابع طبیعی یک کشور است و وظیفه آن به کارگیری نیروی انسانی متعهد در یک سازمان است که با کارکرد و اتخاذ تصمیم‌های صحیح، زیان‌های مادی را جبران کرده و همواره بر سرمایه مادی آن بیفزاید. برخی از کشورهای توسعه یافته مهمترین منبع رشد قتصادی خود را منابع انسانی و توسعه مهارت‌ها شناخته اند. این پژوهش با هدف شناسایی عوامل موثر در الگوی تدوین شده بهره‌وری سرمایه انسانی در نیروی دریایی ارتش جمهوری اسلامی ایران انجام شده است. به دلیل کمی بودن روش تحقیق، از مدل معادلات ساختاری استفاده شده و با تنظیم پرسشنامه و ارائه به 30 نفر از فرماندها مناطق و پایگاه‌ها نیروی دریایی ارتش جمهوری اسلامی ایران که به روش هدفمند در دسترس انتخاب شده بود به اجراء گذاشته شد. نتایج پژوهش بیانگر این است که عواملی از قبیل؛ طراحی و استقرار محیط سازمانی، برنامه ریزی و جذب و نگهداری نیروی انسانی، مکانیزم‌های مدیریتی و آموزشی، بر استراتژی‌های عملی و تعاملی بهره‌وری نیروی انسانی، پیامدهای رقابت و بهبود عملکرد و کیفیت ماموریت‌های محوله و ایجاد یک سازمان پویا وخلاق، عوامل محیطی سازمان و ضعیف بودن سیستم آموزشی و مدیریت بر استراتژی‌های عملی و تعاملی بهره‌وری نیروی انسانی، ایجاد رضایت در کارکنان، کیفیت روحیه و رفاه افراد موثر در سازمان و نقش حمایتی مدیران در ایجاد و افزایش بهره‌وری نیروی انسانی بر استراتژی‌های عملی و تعاملی بهره‌وری نیروی انسانی، برنامه ریزی جذب و نگهداری نیروی انسانی و همچنین مکانیزم برنامه ریزی بر پیامدهای بهره‌وری کارکنان و نیروی انسانی تاثیر مثبت و معناداری دارد.
The purpose of this quantitative study was to identify the effective factors in the developed model of human capital productivity in the Islamic Republic of Iran Navy through Structural Equation Modelling. The research data were collected based on a researcher-made questionnaire that was administered to a sample of 30 participants selected purposefully from the population of commanders of Naval Areas and Bases. The findings indicated that the organizational environment design and deployment as well as the human resource planning, recruitment and maintenance factors had positive significant effects on the core of human resource productivity. Moreover, managerial and educational mechanisms were found to have positive and significant effects on the practical and interactive strategies of human resource productivity. Factors positively and significantly impacting human resource productivity were found to be competition consequences and organizational performance improvement, the quality of organizational missions, performance satisfaction and skill enrichment. Finally, the human resource recruitment and maintenance and planning mechanisms were found to have positive and significant effect on staff productivity consequences.
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Armstrong M.(2006), A handbook of human resourcemanagement practice, 10th Edition.Kogan Page Publishing, 1-982.
Allameh, Seyyed, M.Ghasem Aghaei, M. (2008), Famous and prosperous scholars in the age of knowledge economy. Scientific Journal of Management, 141, 5-8[In Persian]
Aguao, R. (2008), Dr Deming's teachings. Translation m Teimouri, Tehran: Amuze Publication, 1-392.[In Persian]
Arakashi, A.; Seyyedi Hosseini, Y. (2012), Structural Equation Modeling. Publisher: Sociologists, 48-208. [In Persian]
Abbas Zadegan, M. Turkzadeh, J. (2000), Educational Needs Assessment in Organizations. Tehran: Parand, 46. [In Persian]
Altuntaş, G., Semerciöz, F., Mert, A. and Pehlivan, Ç. (2014), Industry Forces, Competitive and Functional Strategies and Organizational Performance: Evidence from Restaurants in Istanbul
Busi, M. (2006), Collaborative Performance Mangament: Present Gaps and Future Research. International Journal of Productivity and Performance Management, 55(1): 7-25.
Byham, W. C. (2011),Are leaders born or made?" Work Span, 44(2), 56-60.
Ben-Roy, Do., Pi-Wen, Yeh, & Madsen, Jean (2016), Exploring therelationship among human resource flexibility, organizational innovation and adaptability culture. Chinese Management Studies, 4(10), 233-254
Chance KG, Green CG. (2001), The effect ofemployee job satisfaction on program participationrates in the Virginia WIC, Program (Special Supplemental Nutrition Programfor Women, Infants, and Children). J PublicHealth Manag Pract; 7(1): 10-20.
Chenari, A.Sayimian, S. (2018), Knowledge and talent management. Scientific Journal. Management, 141, 18-19.[In Persian]
Cheloha, R. & Swain, J.(2005), Talent management system key to effective Succession planning". Canadian HR Reporter, 18(17), 5-7.
Figueiredo, S. (2016), Human resource management impact on knowledge management: Evidence from the Portuguese banking sector. Journal ofService Theory and Practice, 4 (26), 112-132.
Desser, G. (1999), Fundamentals of Human Resource Management. Parsayian, Ali and Arabi, Mohammad. Tehran. Find out. Cultural research. 13.[In Persian]
Davis, T; Cutt, M; Flynn, N; Mowel, P. & Orme, S.(2007), Talent Assessment: A New Steratey for Talent Management".Gawer House. 220
DeCenzo, D. A., Robbins, S. P., & Verhulst, S. L. (2012), Fundamentals of Human Resource Management. 11th Edition, Wiley, 1-432.
Hitt, M.A., Ireland, R.D. and Hoskisson, R.E. (2007), Strategic Management: Competitiveness and Globalization (Concepts and Cases), Mason, USA: Thomson Learning, 7 Edition
Haidar Ali H.(1395), Prepared standard scale to measure job satisfaction, Tehran: PublicAdministration Training Centre, 9. [In Persian].
Hsu, C.(2008), Knowledge Sharing Practices as Facilitating Factor for Improving Organizational Performance through Human Capital: A Preliminary Test. Expert Systems with Applications, 35, 1316-1326
Hder,I (2003), Evaluation , Milieu Kontaktoost- Europa.
Javadin Sayed, R. Amirkabiri, A. (2001), Management and Organization Theories, page 25[In Persian]
Karimi, F.Salimi, M.(2011), Policy difference in educational and non-educational organizations, International Conference on Management and Development Culture, Mobin Cultural Ambassadors Institute, 2, 89. [In Persian]
Kaldenberg DO, Becker BW, Zvonkovic, A. (1995), Work and Commitment among YoungProfessionals: A Study of Male and FemaleDentists. Human Relations; 48(11):1355-1377.
Kesler, G.C.(2002), Why the leadership bench never gets deeper : Ten insights about executive talent development". Human Resource Planning, 25(1), 32-44.
Millmore, M., Lewis, P., Saunders, M., Thornhill, A. and T.Morrow. (2007), Strategic Human Resource Management Prentice Hall.
Mirza Amini, M.(2006): The Missing Ring of Policies and Decisions of the Country, Sharif Andishezorand (Sharif Branch) page 20. [In Persian]
Mohammadi, A. Farahi; A. Soltani, M.Tarardipour, K. (2015), Designing and explaining the pattern of human resources development of one of the armed forces organizations. Article 9, Volume 7, Issue 1, spring 1394, p. 187-212[In Persian]
Matlabi vercanii, A.(2016), The Impact of Strategic Manpower Management on the Performance of Army Navy Staff (Case Study: Imam Khomeini Naval Sciences University, Noshahr), Journal of Marine Science Education (3), (5) [In Persian]
Shafaaa, M. AS (1999), Measuring the Effectiveness of Applied Learning. Tehran: Sapco pamphlet.pp35 [In Persian]
Sweem, s.L.(2009), Leveraging employee engagement through a talent management strategy: Optimizing human capital through human resources and organization development strategy in a field study". (Unpublished doctoral dissertation). Benedictine University
Seyedjavadin R.H (2002), resourses managementand staff affairs. Tehran: NegahDanesh Publication; PP58. [In Persian]
Snell Scott, Bohlander, G. (2007), Human Resource management
Robles, MM. (2012), Executive perceptions of the top 10 softskills needed in today’s orkplace. Business CommunicationQuarterly, 75, 453-465.
Phillips, D. R. , Roper, K. O., (2009), A framework for talent management in real estate, Journal of Corporate Real Estate, 11(1), 7-16.
Peters Michael P.(2002),Entrepreneurship,Tata McGraw-Hill Publishing Company Limited, 5th Edition, 169 - 171.
Park, R., Srivastava, M.K. and Gnyawali, D. R. (2014), Walking the Tight rope of Coopetition: Impact of Competition and Cooperation Intensities and Balance on Firm Innovation Performance. Industrial Marketing Management, 43(6): 210-221
The Wright Card, Roger (2007). Talent Management: A New Look at the Development of Human Capital. Translation of Ali Mahd Goudarzi and Seyed Jamal Hosseini (Tehran: Rasa.)
Tahernezhad, M. aaraati, M.Fadaie, M.(2018). Teaching and Its Role on Human Resource Efficiency in Organizations, Sixth National Conference on Sustainable Development in Educational Sciences and Psychology, Social and Cultural Studies, Tehran, Center for Developmental Solutions Sustainable - Higher Education Institution of Arvand. [In Persian]
Xu YL, Li ZX, Liu X. (1996), Behavior theory and skill of outpatient department nursing administration]. Zhonghua Hu Li Za Zhi; 31(3): 131-133.
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Adnan, A., Abdullah, H.S. and Ahmad, J. (2016). Assessing the moderating effect of competition intensity on HRM practices and organizational performance link: The experience of Malaysian R&D companies. 7th International Economics & Business Management Conference, 35(1):462-467.
Armstrong M.(2006), A handbook of human resourcemanagement practice, 10th Edition.Kogan Page Publishing, 1-982.
Allameh, Seyyed, M.Ghasem Aghaei, M. (2008), Famous and prosperous scholars in the age of knowledge economy. Scientific Journal of Management, 141, 5-8[In Persian]
Aguao, R. (2008), Dr Deming's teachings. Translation m Teimouri, Tehran: Amuze Publication, 1-392.[In Persian]
Arakashi, A.; Seyyedi Hosseini, Y. (2012), Structural Equation Modeling. Publisher: Sociologists, 48-208. [In Persian]
Abbas Zadegan, M. Turkzadeh, J. (2000), Educational Needs Assessment in Organizations. Tehran: Parand, 46. [In Persian]
Altuntaş, G., Semerciöz, F., Mert, A. and Pehlivan, Ç. (2014), Industry Forces, Competitive and Functional Strategies and Organizational Performance: Evidence from Restaurants in Istanbul
Busi, M. (2006), Collaborative Performance Mangament: Present Gaps and Future Research. International Journal of Productivity and Performance Management, 55(1): 7-25.
Byham, W. C. (2011),Are leaders born or made?" Work Span, 44(2), 56-60.
Ben-Roy, Do., Pi-Wen, Yeh, & Madsen, Jean (2016), Exploring therelationship among human resource flexibility, organizational innovation and adaptability culture. Chinese Management Studies, 4(10), 233-254
Chance KG, Green CG. (2001), The effect ofemployee job satisfaction on program participationrates in the Virginia WIC, Program (Special Supplemental Nutrition Programfor Women, Infants, and Children). J PublicHealth Manag Pract; 7(1): 10-20.
Chenari, A.Sayimian, S. (2018), Knowledge and talent management. Scientific Journal. Management, 141, 18-19.[In Persian]
Cheloha, R. & Swain, J.(2005), Talent management system key to effective Succession planning". Canadian HR Reporter, 18(17), 5-7.
Figueiredo, S. (2016), Human resource management impact on knowledge management: Evidence from the Portuguese banking sector. Journal ofService Theory and Practice, 4 (26), 112-132.
Desser, G. (1999), Fundamentals of Human Resource Management. Parsayian, Ali and Arabi, Mohammad. Tehran. Find out. Cultural research. 13.[In Persian]
Davis, T; Cutt, M; Flynn, N; Mowel, P. & Orme, S.(2007), Talent Assessment: A New Steratey for Talent Management".Gawer House. 220
DeCenzo, D. A., Robbins, S. P., & Verhulst, S. L. (2012), Fundamentals of Human Resource Management. 11th Edition, Wiley, 1-432.
Hitt, M.A., Ireland, R.D. and Hoskisson, R.E. (2007), Strategic Management: Competitiveness and Globalization (Concepts and Cases), Mason, USA: Thomson Learning, 7 Edition
Haidar Ali H.(1395), Prepared standard scale to measure job satisfaction, Tehran: PublicAdministration Training Centre, 9. [In Persian].
Hsu, C.(2008), Knowledge Sharing Practices as Facilitating Factor for Improving Organizational Performance through Human Capital: A Preliminary Test. Expert Systems with Applications, 35, 1316-1326
Hder,I (2003), Evaluation , Milieu Kontaktoost- Europa.
Javadin Sayed, R. Amirkabiri, A. (2001), Management and Organization Theories, page 25[In Persian]
Karimi, F.Salimi, M.(2011), Policy difference in educational and non-educational organizations, International Conference on Management and Development Culture, Mobin Cultural Ambassadors Institute, 2, 89. [In Persian]
Kaldenberg DO, Becker BW, Zvonkovic, A. (1995), Work and Commitment among YoungProfessionals: A Study of Male and FemaleDentists. Human Relations; 48(11):1355-1377.
Kesler, G.C.(2002), Why the leadership bench never gets deeper : Ten insights about executive talent development". Human Resource Planning, 25(1), 32-44.
Millmore, M., Lewis, P., Saunders, M., Thornhill, A. and T.Morrow. (2007), Strategic Human Resource Management Prentice Hall.
Mirza Amini, M.(2006): The Missing Ring of Policies and Decisions of the Country, Sharif Andishezorand (Sharif Branch) page 20. [In Persian]
Mohammadi, A. Farahi; A. Soltani, M.Tarardipour, K. (2015), Designing and explaining the pattern of human resources development of one of the armed forces organizations. Article 9, Volume 7, Issue 1, spring 1394, p. 187-212[In Persian]
Matlabi vercanii, A.(2016), The Impact of Strategic Manpower Management on the Performance of Army Navy Staff (Case Study: Imam Khomeini Naval Sciences University, Noshahr), Journal of Marine Science Education (3), (5) [In Persian]
Shafaaa, M. AS (1999), Measuring the Effectiveness of Applied Learning. Tehran: Sapco pamphlet.pp35 [In Persian]
Sweem, s.L.(2009), Leveraging employee engagement through a talent management strategy: Optimizing human capital through human resources and organization development strategy in a field study". (Unpublished doctoral dissertation). Benedictine University
Seyedjavadin R.H (2002), resourses managementand staff affairs. Tehran: NegahDanesh Publication; PP58. [In Persian]
Snell Scott, Bohlander, G. (2007), Human Resource management
Robles, MM. (2012), Executive perceptions of the top 10 softskills needed in today’s orkplace. Business CommunicationQuarterly, 75, 453-465.
Phillips, D. R. , Roper, K. O., (2009), A framework for talent management in real estate, Journal of Corporate Real Estate, 11(1), 7-16.
Peters Michael P.(2002),Entrepreneurship,Tata McGraw-Hill Publishing Company Limited, 5th Edition, 169 - 171.
Park, R., Srivastava, M.K. and Gnyawali, D. R. (2014), Walking the Tight rope of Coopetition: Impact of Competition and Cooperation Intensities and Balance on Firm Innovation Performance. Industrial Marketing Management, 43(6): 210-221
The Wright Card, Roger (2007). Talent Management: A New Look at the Development of Human Capital. Translation of Ali Mahd Goudarzi and Seyed Jamal Hosseini (Tehran: Rasa.)
Tahernezhad, M. aaraati, M.Fadaie, M.(2018). Teaching and Its Role on Human Resource Efficiency in Organizations, Sixth National Conference on Sustainable Development in Educational Sciences and Psychology, Social and Cultural Studies, Tehran, Center for Developmental Solutions Sustainable - Higher Education Institution of Arvand. [In Persian]
Xu YL, Li ZX, Liu X. (1996), Behavior theory and skill of outpatient department nursing administration]. Zhonghua Hu Li Za Zhi; 31(3): 131-133.
