مدل سازی عوامل موثر بر اجرای مدیریت منابع انسانی پایدار

نوع مقاله : مقاله پژوهشی

نویسندگان

1 استادیار گروه مدیریت اجرایی، دانشکده علوم اقتصادی و اداری، دانشگاه مازندران، بابلسر، ایران.

2 دانشجوی دکتری مدیریت استراتژیک، دانشگاه علامه طباطبایی، تهران، ایران.

3 دانشجوی دکتری مدیریت بازاریابی، دانشگاه مازندران، بابلسر، ایران

4 دانشجوی دکتری مدیریت بازرگانی دانشگاه سمنان

10.22080/shrm.2024.4901

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


عنوان مقاله [English]

Factors affecting the implementation of sustainable human resource management

نویسندگان [English]

  • Bahareh Abedin 1
  • sahar mehdipour picha 2
  • Fatemeh Ashrafi 3
  • mina farjami 4
1 Assistant Professor, Department of Executive Management, Faculty of Economic and Administrative Sciences, University of Mazandaran, Babolsar, Iran.
2 Doctoral student of strategic management, Allameh Tabatabai University, Tehran, Iran.
3 PhD student in Marketing Management, Mazandaran University, Babolsar, Iran
4 PhD 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.

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