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شناسایی و اولویت بندی عوامل موثر بر دوسوتوانی کارکنان | ||
| مدیریت منابع انسانی پایدار | ||
| دوره 2، شماره 3، آبان 1399، صفحه 194-175 اصل مقاله (1.34 M) | ||
| نوع مقاله: مقاله پژوهشی | ||
| شناسه دیجیتال (DOI): 10.22080/shrm.2020.3027 | ||
| نویسندگان | ||
| اکبر حسن پور* 1؛ رضا یوسفی زنوز2؛ مریم قربانی3 | ||
| 1استادیار، گروه مدیریت منابع انسانی و کسب وکار، دانشکده مدیریت، دانشگاه خوارزمی، ایران. | ||
| 2استادیار، گروه مدیریت عملیات و فناوری اطلاعات، دانشکده مدیریت، دانشگاه خوارزمی، ایران | ||
| 3گروه مدیریت منابع انسانی و کسب وکار، دانشکده مدیریت، دانشگاه خوارزمی | ||
| تاریخ دریافت: 16 دی 1399، تاریخ پذیرش: 16 دی 1399 | ||
| چکیده | ||
| طی دهه های گذشته دوسوتوانی سازمانی به عنوان یک مبحث جدید مدیریتی مورد توجه قرار گرفته است و به توانایی سازمان در توجه همزمان به دو هدف ناسازگار سازمانی یعنی بهره برداری و اکتشاف اشاره میکند. اما سازمانها برای دستیابی به دوسوتوانی به منابع مختلفی نیاز دارند که مهمترین این منابع نیروی انسانی یا کارکنان سازمان هستند که میتوانند سازمانها را در رسیدن به هدف دوسوتوانی یاری کنند، از این رو هدف این پژوهش شناسایی و اولویت بندی عوامل موثر بر دوسوتوانی کارکنان میباشد. این پژوهش به لحاظ هدف کاربردی و از لحاظ ماهیت توصیفی- پیمایشی میباشد.21 عامل به عنوان عوامل موثر بر دوسوتوانی کارکنان از ادبیات پژوهش استخراج گردید و برای تجزیه و تحلیل اطلاعات از دو روش دلفی و فازی و ISM استفاده شده است. پرسشنامه دلفی و ISM طی دو مرحله بین 15 نفر از مدیران و کارشناسان منابع انسانی بانک های تجاری شهر تهران توزیع گردید که در مرحله اول پس از تجزیه و تحلیل اطلاعات با روش دلفی 7 عامل از بین 21 عامل شناسایی شده حذف گردید و در نهایت 14 عامل به عنوان مهمترین عوامل شناسایی گردید. سپس عوامل شناسایی شده طی پرسشنامه ISM مجددا در اختیار مدیران وکارشناسان قرار داده شد تا به اولویت بندی عوامل بپردازند. بدین ترتیب عوامل در 8 سطح اولویت بندی شدند که ویژگی های شخصیتی که از عوامل فردی درونی میباشد به عنوان تاثیرگذارترین عامل و عوامل انعطاف پذیری منابع انسانی و انگیزه بیرونی که از عوامل سازمانی ساختاری میباشند به عنوان تاثیرپذیرترین عوامل شناسایی شدند | ||
| کلیدواژه‌ها | ||
| دوسو توانی سازمانی؛ دوسوتوانی کارکنان؛ اکتشاف؛ بهره برداری | ||
| عنوان مقاله [English] | ||
| Identify and prioritize the factors affecting employees' ambidexterity | ||
| نویسندگان [English] | ||
| akbar hassanpoor1؛ reza yosefi zenouz2؛ maryam ghorbani3 | ||
| 1Assistant Professor, Department of Human Resources and Business Management, Faculty of Management, Kharazmi University, Iran. | ||
| 2Assistant Professor, Department of Operations Management and Information Technology, Faculty of Management, Kharazmi University, Iran | ||
| 3Department of Human Resources and Business Management, Faculty of Management, Kharazmi University | ||
| چکیده [English] | ||
| Over the past decades, organization‘s ambidexterity has been considered as a new managerial topic, pointing to the organization's ability to simultaneously address two inadequate organizational objectives, exploitation and exploration. However, organizations need different resources to achieve ambidexterity, the most important of which are human resources or organization staff that can help organizations achieve their goals. Therefore, this research seeks to identify and prioritize the factors affecting the ambidexterity of employees. This research is applied in terms of purpose and in terms of the nature and method of descriptive-survey. 21 factors were extracted from the research literature as factors affecting employees' ambiguity and Delphi and fuzzy and ISM methods were used to analyze the information. Delphi and ISM questionnaires were distributed in two stages among 15 managers and human resources experts of commercial banks in Tehran. In the first stage, after analyzing the data by Delphi method, 7 factors were removed from the 21 identified factors and finally 14 the factor was identified as the most important factors. The identified factors were then re-assigned to managers and experts through the ISM questionnaire to prioritize the factors. Thus, factors were prioritized at 8 levels, with personality traits that are internal individual factors being identified as the most influential factors, and human resource flexibility and external motivation being structural organizational factors being identified as the most influential factors | ||
| کلیدواژه‌ها [English] | ||
| Organizational Ambidexterity, Employees Ambidexterity, Exploitation, Exploration | ||
| مراجع | ||
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