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مدل سازی عوامل موثر بر اجرای مدیریت منابع انسانی پایدار | ||
مدیریت منابع انسانی پایدار | ||
مقاله 12، دوره 6، شماره 10، فروردین 1403، صفحه 295-273 اصل مقاله (985.1 K) | ||
نوع مقاله: مقاله پژوهشی | ||
شناسه دیجیتال (DOI): 10.22080/shrm.2024.4901 | ||
نویسندگان | ||
بهاره عابدین* 1؛ سحر مهدی پور پیچا2؛ فاطمه اشرفی3؛ مینا فرجامی4 | ||
1استادیار گروه مدیریت اجرایی، دانشکده علوم اقتصادی و اداری، دانشگاه مازندران، بابلسر، ایران. | ||
2دانشجوی دکتری مدیریت استراتژیک، دانشگاه علامه طباطبایی، تهران، ایران. | ||
3دانشجوی دکتری مدیریت بازاریابی، دانشگاه مازندران، بابلسر، ایران | ||
4دانشجوی دکتری مدیریت بازرگانی دانشگاه سمنان | ||
تاریخ دریافت: 29 خرداد 1403، تاریخ پذیرش: 29 خرداد 1403 | ||
چکیده | ||
هدف این پژوهش ، شناسایی و سطح بندی عوامل موثر بر مدیریت منابع انسانی پایدار به منظور پیاده سازی اثربخش آن با استفاده از مدل سازی تفسیری ساختاری(ISM) می باشد. روش: تحقیق حاضر از نظر هدف کاربردی و از نظر روش اکتشافی است که به صورت آمیخته کیفی و کمّی انجام شده است. در فاز اولِ پژوهش، از روش فراترکیب استفاده شده است. در فاز دوم و بخش کمّی برای سطح بندی عوامل و شناسایی تاثیرگذارترین مولفه ها از روش مدلسازی ساختاری تفسیری(ISM) استفاده شده است. یافته ها: مطابق با نتایج به دست آمده از تحقیق، 7 مولفه و 43 شاخص برای این منظور، شناسایی و اعتبار سنجی شد. نتیجه گیری: نتایج حاصل از این پژوهش بیانگر این است که مولفه های فشار ذینفعان، سیاست ها و مقررات دولتی، عوامل مرتبط با سیاست گذاری منابع انسانی، عوامل فرهنگی، و عوامل مربوط به کارکنان، متغیررابط یا پیوندی می باشند؛ این متغیرها از وابستگی بالا و قدرت هدایت بالا برخوردارند به عبارتی تاثیرگذاری و تاثیرپذیری این معیارها بسیار بالاست و هر تغییر کوچکی بر روی این متغیرها باعث تغییرات اساسی در سیستم میشود. از آنجا که مولفههایی که در آخرین تکرارها به عنوان خروجی تعیین میشوند از نظر روش معادلات ساختاری تفسیری، تاثیرگذارتر خواهند بود، لذا مولفه های سیاست ها و مقررات دولتی، و عوامل اقتصادی، تاثیرگذارتر خواهند بود و جهت نیل به پیاده سازی مدیریت منابع انسانی پایدار باید به این عوامل توجه نمود. | ||
کلیدواژهها | ||
پایداری؛ مدیریت منابع انسانی پایدار؛ مدیریت منابع انسانی سبز؛ مدلسازی ساختاری تفسیری | ||
عنوان مقاله [English] | ||
Factors affecting the implementation of sustainable human resource management | ||
نویسندگان [English] | ||
Bahareh Abedin1؛ sahar mehdipour picha2؛ Fatemeh Ashrafi3؛ mina farjami4 | ||
1Assistant Professor, Department of Executive Management, Faculty of Economic and Administrative Sciences, University of Mazandaran, Babolsar, Iran. | ||
2Doctoral student of strategic management, Allameh Tabatabai University, Tehran, Iran. | ||
3PhD student in Marketing Management, Mazandaran University, Babolsar, Iran | ||
4PhD student of business administration of Semnan University | ||
چکیده [English] | ||
The aim of this research is to identify and stratify the factors affecting sustainable human resource management in order to implement it effectively using structural interpretive modeling (ISM). Method: The current research is applied in terms of purpose and exploratory in terms of method, which was done in a mixed qualitative and quantitative way. In the first phase of the research, the meta synthesis method was used. In the second phase and the quantitative part, Interpretive Structural Modeling (ISM) method was used to level the factors and identify the most influential components. Findings: According to the results obtained from the research, 7 components and 43 indicators were identified and validated for this purpose. Conclusion: The results of this research indicate that the components of stakeholder pressure, government policies and regulations, factors related to human resources policy, cultural factors, and factors related to employees are interrelated variables; These variables have high dependence and high guiding power, in other words, the effectiveness and effectiveness of these criteria are very high and any small change on these variables causes fundamental changes in the system. Since the components that are determined as outputs in the last iterations will be more effective in terms of the interpretive structural equation method, therefore the components of government policies and regulations, and economic factors will be more effective and in order to achieve the implementation of sustainable human resources management. You should pay attention to these factors. | ||
مراجع | ||
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