ارائه الگوی برنامه‌ریزی منابع انسانی بخش عمومی با رویکرد اثربخشی در سازمان دولتی
محورهای موضوعی : مدیریت(منابع انسانی)علی داودی 1 , کرم اله دانش فرد 2 , عبدالخالق غلامی 3
1 - دانشجوی دکتری گروه مدیریت، واحد یاسوج، دانشگاه آزاد اسلامی، یاسوج، ایران
2 - استاد گروه مدیریت دولتی، واحد علوم و تحقیقات تهران، دانشگاه آزاد اسلامی، تهران، ایران.
3 - استادیار گروه مدیریت دولتی، واحد یاسوج، دانشگاه آزاد اسلامی، یاسوج، ایران
کلید واژه: اثربخشی, بخش عمومی, برنامه‌ریزی منابع انسانی, بهره‌وری منابع سازمانی,
چکیده مقاله :
هدف پژوهش حاضر ارائه الگوی برنامه‌ریزی منابع انسانی بخش عمومی با رویکرد اثربخشی و بهره‌وری سازمانی است. جامعه موردبررسی کارشناسان و مدیران وزارت ارشاد اسلامی در استان فارس است. در این پژوهش تعداد 100 نفر از مدیران ارشد و فرآیندی به‌عنوان نمونه در نظر گرفته شده‌اند که به دلیل محدود بودن تعداد افراد جامعه از روش تمام شماری استفاده شده است. به دلیل کمبود اطلاعات در زمینه مدیریت منابع انسانی و همچنین ماهیت مدیریتی این تحقیق، جامعه موردنظر باید از میان مدیران و کارشناسان خبره سازمان وزارت ارشاد اسلامی استان فارس انتخاب می‌شد که تعداد جامعه آماری این پژوهش را توجیه می‌کند. برای شناسایی عوامل مؤثر بر برنامه‌ریزی منابع انسانی از تکنیک کتابخانه‌ای و دلفی استفاده شد. 18 عامل شناسایی شده که به‌وسیله 59 گویه مورد ارزیابی قرار گرفتند. در تکنیک تحلیل عامل اکتشافی 18 عامل به سه دسته عوامل شغلی، عوامل سازمانی و عوامل فردی تقسیم‌بندی شدند. با استفاده از تکنیک تحلیل عامل تأییدی به بررسی گویه‌ها، عوامل فرعی و عوامل اصلی پرداخته شد.
The current study was an attempt to present a model of human resource planning in the public sector with a focus on the efficiency and organizational productivity. The research population included the experts and managers of the Ministry of Culture and Islamic Guidance in Fars province. In this research, all 100 senior managers in the population were considered as the sample of the study since the whole population had a limited number of members, and thus, total population sampling was employed. Due to the lack of information on human resource management as well as the nature of management research, the target population had to be recruited from among the managers and experts of the Ministry of Culture and Islamic Guidance of Fars province, which justifies the statistical number of the population in this study. In order to identify the factors influencing human resource planning, library and Delphi techniques were utilized. The18 identified factors were evaluated considering 59 items. In the exploratory factor analysis, these 18 factors were classified into three groups of occupational factors, organizational factors, and individual factors. Moreover, conducting confirmatory factor analysis, the researchers examined the items, and the sub- and main factors.
Allui. A, Sahni, J, (2016), Strategic Human Resource Management in Higher Education Institutions: Empirical Evidence from Saudi, Procedia - Social and Behavioral Sciences 235, 361-371.
Azadeh. A, Zarrin. M, (2016), An intelligent framework for productivity assessment and analysis of human resource from resilience engineering, motivational factors, HSE and ergonomics perspectives, Safety Science 89, 55–71.
Blanchard, K.Carlos, J.P.Randolph.A (1996). Empowerments take more than one minute. San Francisco: Berreti-Koehler, 1-133.
Brilon, S. (2015). Job assignment with multivariate skills and the Peter Principle, Labour Economics, 32,112-121.
Carey R. (1996). Opening the book on productivity. Sales & marketing management. Vol, 148, issue 3.
Casteilano,J.F, Klein,D and Roehn,H.A(1998)" Minicomanies: The next generation of empowerment", Management Accounting, Vol,79.
Conger،J.A and Kanungo، R.N (1988). "The empowerment process: integrating theory and practice”.Academy of Management Review,Vol,13(3),471-482.
Davis, T.R., & Luthans,F.(1980).A social learning approach to organizational behavior.Academy of Management Review,5(2), 281- 290.
DeGrip, A. Van Loo, J., & Sanders, J.,(1999) .Employbility in action.SKOPE Research Paper, A Guide To Planning, Recruiting, And Selecting For Human.
Delery. J, Roumpi, D, (2017), Strategic human resource management, human capital and competitive advantage: is the field going in circles?, Human Resource Management Journal, 27(1), 1-21.
Dennis,G. (1998). Here today, gone tomorrow", correction today.
Derry, J. P. & R. D Iverson (1998), "Antecedents and Conseqvenc-es of Dual and Nnilateral Commitment: Alongitudinal Study", University of Melbourne, Working Paper in HRM&IR, 1, 1-18.
Gordon,J (1991) "A diagnostic approach to Organizational Behavior" , NewYork, 1-779.
Huczyski,A and Buchanan,D (2001). "Organizational Behavior", Prentice Hal1.
Khoshbakht, M, Khanef Elahi, M, Ahmadi, A, (2012),Identify and prioritize effective human resource management factors to improve employee performance, Journal of Research Studies, First Year, 1: 31-55. (In Persian)
Koneczak,L.J, Stelly,D.J and Traty, M.L(2000) "Defining and measuring empowering leader behaviors: Development of an upward feedback hnstumen"t,Educational and psychological measurement,Vol,60,pp301-313.
Kreitner,R and Kinicki,A(2001)"Organizational Behavior",Mc Hrow-Hill.
Liden, R.C. wayne, s.j & sparrow, R.T. (2000). An examination of the mediating role of psychological empowerment on the relations between the job, interpersonal relationships and work outcomes. Journal of applied psychology, 85(3), 407-416.
Mallak, L. A., & Kurstedt, H. A. (1996). Understanding and using empowerment to change organizational culture. Industrial management, 38(6), 8-10.
Mc Hugh,M and Bennet,H(1999)" Introducting teamworking whitin a bureaucratic Maz", The leadership& organization development journal, 20(2), 81-93.
Nielsen،J.F and Pedersen،C.P (2003). "The consequences and limits of Empowerment in Financial services", Scandinavian Journal of Management, 19(1), 63-83.
Quinn, R.E and Spreitzer, G.M (1997). "The road to empowerment: seven questions every leader should consider", Organizational Dynamics, Vol. 26(2), 37-49.
Robbins, Stephen (1997), Management of Organizational Behavior, (Vol. III), translated by Ali Parsaeian & Syed Muhammad Arabi, Institute for Trade Studies and Research (In Persian).
Robbins,S (1993)" Organizational Behavior", Prentice-Hall.
Robbins،T.L, Crino،M.D and Fredendall،L.D (2002). "An intrative model of the empowerment process", Human Resource Management Review ,Vol,12،(3), 419-443.
Sanchez, Antoni, (2015), The mediating effect of strategic human resource practices on knowledge management and firm performance, Published by Elsevier España,24(3), 138-148.
Smylie MA, Wenzel SA (2006). Promoting Instructional Improvement: A Strategic Human Resource Management Perspective. Consortium on Chicago School Research.
Spreitzer, G.M. (1995). " Psychological empowerment in the workplace: construct definition ,measurement and validation", Academy of management Journal, Vol,38(5), 1442 1465.
Sprietzer، G.M(1996)" Social structural characteristics of psychological Empowerment", Academy of Management journal, 39(2), 483-504.
Spritzer,G.M and Kizilos,M.A(1996) "A dimensional analysis of the relationship between psychological empowerment and effectiveness, satisfaction and strain", Journal of management, 23(5), 679-704.
Stainer.A and Stainer .L(2000). " Empowerment and strategic chang – an ethical Perspective", Strategic Change, Vol,9، pp,287-296.
Stainer.A and Stainer .L(2000). " Empowerment and strategic chang – an ethical Perspective", Strategic Change, Vol,9، pp,287-296
Sullins, C (2001). " Adapting the empowerment Evaluation Model: A mental helthdrop in center", case example, 24(3), 387-398.
Thomas،K.W and Velthouse، B.A.(1990). "Cognitive elements of empowerment: an interpretive model of intrinsic task motivation", Academy of ManagementReview, Vol,15(4), 666-681.
Wang. M, Yang. T, (2016), Investigating the success of knowledge management: An empirical study of smalland medium-sized enterprises, Asia Pacific Management Review.
_||_Allui. A, Sahni, J, (2016), Strategic Human Resource Management in Higher Education Institutions: Empirical Evidence from Saudi, Procedia - Social and Behavioral Sciences 235, 361-371.
Azadeh. A, Zarrin. M, (2016), An intelligent framework for productivity assessment and analysis of human resource from resilience engineering, motivational factors, HSE and ergonomics perspectives, Safety Science 89, 55–71.
Blanchard, K.Carlos, J.P.Randolph.A (1996). Empowerments take more than one minute. San Francisco: Berreti-Koehler, 1-133.
Brilon, S. (2015). Job assignment with multivariate skills and the Peter Principle, Labour Economics, 32,112-121.
Carey R. (1996). Opening the book on productivity. Sales & marketing management. Vol, 148, issue 3.
Casteilano,J.F, Klein,D and Roehn,H.A(1998)" Minicomanies: The next generation of empowerment", Management Accounting, Vol,79.
Conger،J.A and Kanungo، R.N (1988). "The empowerment process: integrating theory and practice”.Academy of Management Review,Vol,13(3),471-482.
Davis, T.R., & Luthans,F.(1980).A social learning approach to organizational behavior.Academy of Management Review,5(2), 281- 290.
DeGrip, A. Van Loo, J., & Sanders, J.,(1999) .Employbility in action.SKOPE Research Paper, A Guide To Planning, Recruiting, And Selecting For Human.
Delery. J, Roumpi, D, (2017), Strategic human resource management, human capital and competitive advantage: is the field going in circles?, Human Resource Management Journal, 27(1), 1-21.
Dennis,G. (1998). Here today, gone tomorrow", correction today.
Derry, J. P. & R. D Iverson (1998), "Antecedents and Conseqvenc-es of Dual and Nnilateral Commitment: Alongitudinal Study", University of Melbourne, Working Paper in HRM&IR, 1, 1-18.
Gordon,J (1991) "A diagnostic approach to Organizational Behavior" , NewYork, 1-779.
Huczyski,A and Buchanan,D (2001). "Organizational Behavior", Prentice Hal1.
Khoshbakht, M, Khanef Elahi, M, Ahmadi, A, (2012),Identify and prioritize effective human resource management factors to improve employee performance, Journal of Research Studies, First Year, 1: 31-55. (In Persian)
Koneczak,L.J, Stelly,D.J and Traty, M.L(2000) "Defining and measuring empowering leader behaviors: Development of an upward feedback hnstumen"t,Educational and psychological measurement,Vol,60,pp301-313.
Kreitner,R and Kinicki,A(2001)"Organizational Behavior",Mc Hrow-Hill.
Liden, R.C. wayne, s.j & sparrow, R.T. (2000). An examination of the mediating role of psychological empowerment on the relations between the job, interpersonal relationships and work outcomes. Journal of applied psychology, 85(3), 407-416.
Mallak, L. A., & Kurstedt, H. A. (1996). Understanding and using empowerment to change organizational culture. Industrial management, 38(6), 8-10.
Mc Hugh,M and Bennet,H(1999)" Introducting teamworking whitin a bureaucratic Maz", The leadership& organization development journal, 20(2), 81-93.
Nielsen،J.F and Pedersen،C.P (2003). "The consequences and limits of Empowerment in Financial services", Scandinavian Journal of Management, 19(1), 63-83.
Quinn, R.E and Spreitzer, G.M (1997). "The road to empowerment: seven questions every leader should consider", Organizational Dynamics, Vol. 26(2), 37-49.
Robbins, Stephen (1997), Management of Organizational Behavior, (Vol. III), translated by Ali Parsaeian & Syed Muhammad Arabi, Institute for Trade Studies and Research (In Persian).
Robbins,S (1993)" Organizational Behavior", Prentice-Hall.
Robbins،T.L, Crino،M.D and Fredendall،L.D (2002). "An intrative model of the empowerment process", Human Resource Management Review ,Vol,12،(3), 419-443.
Sanchez, Antoni, (2015), The mediating effect of strategic human resource practices on knowledge management and firm performance, Published by Elsevier España,24(3), 138-148.
Smylie MA, Wenzel SA (2006). Promoting Instructional Improvement: A Strategic Human Resource Management Perspective. Consortium on Chicago School Research.
Spreitzer, G.M. (1995). " Psychological empowerment in the workplace: construct definition ,measurement and validation", Academy of management Journal, Vol,38(5), 1442 1465.
Sprietzer، G.M(1996)" Social structural characteristics of psychological Empowerment", Academy of Management journal, 39(2), 483-504.
Spritzer,G.M and Kizilos,M.A(1996) "A dimensional analysis of the relationship between psychological empowerment and effectiveness, satisfaction and strain", Journal of management, 23(5), 679-704.
Stainer.A and Stainer .L(2000). " Empowerment and strategic chang – an ethical Perspective", Strategic Change, Vol,9، pp,287-296.
Stainer.A and Stainer .L(2000). " Empowerment and strategic chang – an ethical Perspective", Strategic Change, Vol,9، pp,287-296
Sullins, C (2001). " Adapting the empowerment Evaluation Model: A mental helthdrop in center", case example, 24(3), 387-398.
Thomas،K.W and Velthouse، B.A.(1990). "Cognitive elements of empowerment: an interpretive model of intrinsic task motivation", Academy of ManagementReview, Vol,15(4), 666-681.
Wang. M, Yang. T, (2016), Investigating the success of knowledge management: An empirical study of smalland medium-sized enterprises, Asia Pacific Management Review.
