استراتژیهای جبران خدمات مدیران در صنعت خودروسازی برمبنای مدل نقاط مرجع استراتژیک (مورد مطالعه صنایع خودروسازی)

نوع مقاله : مقاله پژوهشی

نویسندگان

1 دانشجوی دوره دکترا، گروه مدیریت بازرگانی، دانشگاه علامه طباطبائی، تهران، ایران

2 دانشیار گروه مدیریت بازرگانی، دانشگاه علامه طباطبائی، تهران، ایران

3 گروه مدیریت دولتی دانشگاه علامه طباطبایی

4 استاد گروه آموزشی مدیریت صنعتی دانشکده مدیریت و حسابداری، دانشگاه علامه طباطبایی نهران ایران

5 دانشیار گروه مدیریت بازرگانی ، دانشکده مدیریت وحسابداری ، دانشگاه علامه طباطبایی

10.22080/shrm.2024.5231

چکیده

طراحی استراتژی‌های جبران خدمات، از مباحث حساس، پیچیده و چالش‌برانگیز دهه‌های اخیر می‌باشد. بنابراین، جبران‌ خدمات متناسب، تأثیرگذار و ارزش‌آفرین نیازمند بررسی و تحقیق بوده و در جذب و نگهداری مدیران نقش بسزایی دارد. هدف این پژوهش ارائه استراتژی‌های جبران خدمات مدیران در صنعت خودروسازی است. این پژوهش با رویکرد ترکیبی انجام شده است. جامعه آماری مرحله کیفی، 14 نفر از مدیران ارشد شرکت‌های خودروساز هستند که بر اساس اصل کفایت نظری با روش نمونه‌گیری هدفمند و به قضاوت پژوهشگر به عنوان نمونه پژوهش، مورد بررسی قرار گرفتند. اطلاعات از طریق مصاحبه نیمه‌ساختاریافته گردآوری و از تحلیل تم برای تحلیل و تفسیر داده‌ها، استفاده شد. نمونه‌های آماری مرحله کمی را مدیران با بیش از ده سال تجربه کاری مدیریتی براساس فرمول کوکران تشکیل داده و داده‌ها از طریق پرسش‎نامه محقق‌ساخته گرد‌آوری و با آزمون تحلیل واریانس یک راهه، آزمون تی همبسته و آزمون فریدمن تحلیل شدند. یافته‌های این پژوهش در مرحله کیفی شامل 7 نقطه مرجع راهبردی جبران خدمات مدیران بوده و بر اساس آن در مرحله کمی نسبت به ارائه استراتژی‌های جبران خدمات مدیران برمبنای نقاط مرجع شناسایی شده و در هرکدام از سطوح مدیریتی به شرح زیر اقدام گردید: 1. استراتژی پرداخت مبتنی بر نوع کار یا شغل (شغل محور) 2. استراتژی عملکردمحور جبران خدمات (برمبنای عملکرد جمعی) 3. استراتژی مهارتی یا شاغل محور (مبتنی بر شایستکی) جبران خدمات 4. استراتژی پرداخت معنوی و 5. استراتژی پرداخت‌های مکمل (رقابتی).

کلیدواژه‌ها


عنوان مقاله [English]

Compensation strategies for managers in the automotive industry based on the strategic reference points model

نویسندگان [English]

  • Mahmoud Mahdi 1
  • hamed dehghanan 2
  • MirAli Seyydnaghavi 3
  • Mohammad Taghi taghavifard 4
  • vahid nasehifar 5
1 PhD student, Department of Business Administration, Allameh Tabatabaei University, Tehran, Iran
2 Associate Professor, Department of Business Administration, Allameh Tabatabai University, Tehran, Iran
3 department of public administration , Allameh tabatabaei university
4 Professor, Department of Industrial Management, Allameh Tabatabai University, Tehran, Iran
5 Associate Professor, Department of Business Management, Faculty of Management and Accounting, Allameh Tabatabai University
چکیده [English]

Designing service compensation strategies is one of the sensitive, complex and challenging topics of recent decades. Therefore, compensation for appropriate, effective and value-creating services requires investigation and research and plays a significant role in attracting and retaining managers. The purpose of this research is to provide compensation strategies for managers in the automotive industry. This research was done with a mixed approach. The statistical population of the qualitative stage is 14 senior managers of automobile companies who were examined based on the principle of theoretical adequacy with the purposeful sampling method and according to the researcher's judgment as the research sample. Information was collected through semi-structured interviews and theme analysis was used to analyze and interpret the data. Quantitative stage statistical samples were formed by managers with more than ten years of managerial work experience based on Cochran's formula, and data were collected through a researcher-made questionnaire and analyzed with one-way analysis of variance, correlated t-test, and Friedman's test. The findings of this research in the qualitative phase included 7 strategic reference points for the compensation of managers, and based on that, in the quantitative phase, the compensation strategies for managers were identified based on the reference points, and the following actions were taken in each of the management levels: 1. Payment strategy Based on the type of work or job (job-based) 2. Performance-based compensation strategy (based on collective performance) 3. Skill-based or employee-based strategy (merit-based) compensation 4. Spiritual payment strategy and 5. Complementary payment strategy (competitive).

کلیدواژه‌ها [English]

  • human resources management
  • strategic reference points
  • service compensation strategy
  • managers
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