خط مشی های نوآورانة مدیریت منابع انسانی در خدمت عملکرد سازمان هواشناسی کشور
محورهای موضوعی : مدیریت دولتی
سیدعلی اکبر احمدی
1
*
,
رضا رسولی
2
,
مالک دلیر
3
,
فاطمه رحمتی نژاد
4
1 - گروه مدیریت دولتی، دانشگاه پیام نور،تهران،ایران،
2 - گروه مدیریت دولتی، دانشگاه پیام نور،تهران،ایران،
3 - گروه مدیریت دولتی، دانشگاه پیام نور،تهران،ایران،
4 - دانشجو
کلید واژه: شیوه هاي مدیریت منابع انسانی, عملکرد سازمان هواشناسی کشور, آمادگی سازمانی و رفتار نوآورانه مسئولانه,
چکیده مقاله :
باید در نظر داشت که در مدیریت منابع انسانی، ارزش سازمانی افزایش پیدا می کند، بنابراین به اشتراک گذاشتن اطلاعات در سازمان ها بستگی به افرادی دارد که این نقل و انتقال را میسر می سازند در نتیجه تمام عواملی که مشوق ارتباط بین فردی و یا مانع آن باشد بر مبادلات اطلاعاتی افراد نیز تاثیر گذار خواهند بود به همین دلیل اهمیت ارتباط و تعاملات بر اعتماد و هنجارها میان افراد در گسترش و کاربرد دانش بسیار مورد توجه است. کارکنان ستادی سازمان هواشناسی کشور نیز بسته به تحصیلات، سمت و تجربه کاری از اطلاعات و مهارت هایی متفاوتی برخوردارند که آنان را قادر به انجام بهتر وظایف محوله می نماید. واضح است که آنها به منظور برنامه ریزی، هماهنگی و... ناگزیر به برقراری ارتباط و تعامل با مدیران و همکاران خود می باشند. حال با توجه به ماهیت چند بعدی کار هر فرد در این سازمان، جابه جایی و انتشار اطلاعات و مهارت جهت تسهیل کار افراد و رسیدن به اهداف سازمانی و در کنار آن رفع نقاط ضعف و تقویت نقاط قوت امری ضروری است. لذا هدف از انجام این پژوهش بررسی تاثیر شیوه هاي مدیریت منابع انسانی بر عملکرد سازمان هواشناسی کشور با نقش میانجی آمادگی سازمانی و رفتار نوآورانه مسئولانه می باشد. جامعه آماری تحقیق حاضر را کارکنان ستادی سازمان هواشناسی کشور ( 286 نفر) تشکیل می دهند که تعدادی(164 نفر) از آن ها به روش نمونه گیری تصادفی ساده مورد مطالعه قرار گرفت. روش تحقیق توصیفی-همبستگی و از نوع کاربردی می باشد. ابزار جمع آوري داده ها پرسشنامه بوده و روایی سازه از طریق تحلیل عاملی مورد بررسی قرار گرفت، تجزیه و تحلیل داده هاي پژوهش از طریق مدلسازي معادلات ساختاري با استفاده از نرم افزار PLS انجام شد. یافته هاي این تحقیق نشان داد شیوه هاي مدیریت منابع انسانی بر عملکرد سازمان هواشناسی کشور با نقش میانجی آمادگی سازمانی و رفتار نوآورانه مسئولانه تأثیر مثبت و معناداری دارد. واژگان کلیدی: شیوه هاي مدیریت منابع انسانی، عملکرد سازمان هواشناسی کشور، آمادگی سازمانی و رفتار نوآورانه مسئولانه
Innovative Human Resources Management Policies in the Service of the National Meteorological Organization
Syed Ali Akbar Ahmadi
Professor, Department of Public Administration, Payam Noor University, Tehran, Iran (corresponding author)
aliakbarahmadi@pnu.ac.ir
Reza Rasouli
Professor, Department of Public Administration, Payam Noor University, Tehran, Iran
ORCID: 0009-0009-9782-2169
rasouli@pnu.ac.ir
Malek Drlir
Assistant Professor, Department of Public Administration, Payam Noor University, Tehran, Iran
malekdalir@pnu.ac.ir
Fateme Rahmatinejad
Master's student in Public Administration, Human Resources Development, Payam Noor University
ORCID: 0009-0009-0579-3779
Received 28 May 2024 | Accepted 18 June 2024
Extended Abstract
It should be kept in mind that in human resource management, organizational value increases, so sharing information in organizations depends on the people who facilitate this transfer, as a result of all the factors that encourage or hinder interpersonal communication.
That is, they will also affect people's information exchanges that are why the importance of communication and interactions on trust and norms between people in the expansion and application of knowledge is very important. The headquarters staff of the country’s Meteorological Organization also has different information and skills depending on their education, position, and work experience, which enable them to better, perform their assigned tasks. They have to communicate and interact with their managers and colleagues to plan, coordinate, etc.
Now, considering the multidimensional nature of each person's work in this organization, it is necessary to transfer and disseminate information and skills to facilitate the work of individuals and achieve organizational goals, and at the same time, eliminate weaknesses and strengthen strengths.
Therefore, the purpose of this research is to investigate the impact of human resource management practices on the performance of the country's meteorological organization with the mediating role of organizational readiness and responsible innovative behavior.
The statistical population of the current research consists of the staff of the country's Meteorological Organization (286 people), and some of them (164people) were studied by simple random sampling. The research method is descriptive-correlation and applied. The data collection tool was a questionnaire and the construct validity was examined through factor analysis, the analysis of research data was done through structural equation modeling using PLS software.
The findings of this research showed that human resource management methods have a positive and significant effect on the performance of the country's meteorological organization with the mediating role of organizational readiness and responsible innovative behavior.
In most developed countries, innovation is considered as one of the competitive advantages and as the basis for applying the differentiation strategy. However, in recent years, innovation has been considered one of the requirements and effective factors in creating competitive advantage and improving the quality of services. It must be acknowledged that innovation and the need to address it from an organizational perspective are essential.
From the perspective of innovation and long-term competitiveness, the importance of achieving long-term competitive advantage is much greater than the costs that organizations will have to pay, and this is the only solution to compete in highly variable and unpredictable markets. Alforth (2009) acknowledges that innovation is one of the key parameters that organizations should pursue.
Therefore, researching the development of innovation in organizations is of great importance. The most important result of competitive performance is the long-term result; that is, the organization can better adapt to the conditions and continue its life. In addition to long-term results and adaptation, other benefits are also conceivable for organizational entrepreneurship; among other things, customer relationships are developed. Since customers are one of the most important sources of information, more attention is paid to their needs, interests, and opinions.
The result of this work is more satisfied and loyal customers; it also creates a better organizational environment for working that will cause more enjoyment, motivation, and encouragement for work; in addition, it helps to increase morale and relationships between members of the organization. Therefore, organizational innovation has the greatest impact on long-term organizational performance, especially adaptation and survival. Getting help from mechanisms to facilitate these relationships is also very important.
Key Words: Human Resource Management Practices, the Performance of the Country's Meteorological Organization, Organizational Readiness and Responsible Innovative Behavior
Contribution of authors
All authors have participated in this research in equal proportion.
Ethical approval
Written informed consent was obtained from the individuals for their anonym zed information to be published in this article.
Conflict of interest
No conflicts of interest are declared by the authors.
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