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تجزیهوتحلیل فرهنگ سازمانی و تعیین همسویی نظام جذب مدیریت منابع انسانی با ارزش‌های مطلوب فرهنگی در شرکت سهامی بیمۀ ایران | ||
| مدیریت دولتی | ||
| مقاله 9، دوره 6، شماره 3، مهر 1393، صفحه 583-602 اصل مقاله (480.86 K) | ||
| نوع مقاله: مقاله علمی پژوهشی | ||
| شناسه دیجیتال (DOI): 10.22059/jipa.2014.50755 | ||
| نویسندگان | ||
| عباس منوریان1؛ آرین قلی پور1؛ حیدر احمدی* 2 | ||
| 1دانشیار مدیریت دولتی، دانشکدة مدیریت دانشگاه تهران، تهران، ایران | ||
| 2کارشناس ارشد مدیریت دولتی، دانشکدة مدیریت، دانشگاه تهران، تهران، ایران | ||
| چکیده | ||
| هدف این پژوهش، بررسی همسویی فرهنگ سازمانی و فرایند جذب مدیریت منابع انسانی در شرکت سهامی بیمۀ ایران است. در این پژوهش به بررسی تأثیر انواع فرهنگ سازمانی در چارچوب مدل ارزش‌های رقابتی کوئین بر فرایند جذب مدیریت منابع انسانی پرداخته شده است. جامعۀ آماری پژوهش شامل 320 نفر از کارکنان و مدیران شرکت سهامی بیمۀ ایران است که 173 نفر از آنان برای نمونه بهکمک روش تصادفی طبقهبندیشده انتخاب شدند. روش پژوهش بهکاربردهشده در این بررسی توصیفی از نوع پیمایشی و همبستگی است. تجزیهوتحلیل دادهها نیز در سه بخش اصلی آزمون همبستگی، آزمون میانگین و روابط مبتنی بر مدل معادلات ساختاری انجام گرفته است. نتایج آزمون میانگین نشاندهندۀ این است که انواع فرهنگ سازمانی و همچنین نظام جذب در وضعیت مناسبی قرار ندارند. آزمون همبستگی نشان میدهد از میان فرهنگ سازمانی موجود و مطلوب، نظام جذب مدیریت منابع انسانی با فرهنگ سازمانی موجود همراستاست. همچنین نتایج مدل معادلات ساختاری نشاندهندۀ رابطۀ علّی مثبت و معناداری میان «فرهنگ سازمانی موجود» و «نظام جذب» است. | ||
| کلیدواژه‌ها | ||
| چارچوب ارزش‌های رقابتی؛ شرکت سهامی بیمۀ ایران؛ فرهنگ سازمانی؛ نظام جذب مدیریت منابع انسانی | ||
| عنوان مقاله [English] | ||
| Analysis of the organizational culture in order to determine alignment of staffing system and desired cultural values in Iran insurance company | ||
| نویسندگان [English] | ||
| Abbas Monavariyan1؛ Aryan Gholipor1؛ Heidar Ahmadi2 | ||
| 1Associate Prof., Public Management, Faculty of Management, University of Tehran, Tehran, Iran | ||
| 2MSc., Public Management, Faculty of Management, University of Tehran, Tehran, Iran | ||
| چکیده [English] | ||
| This study investigated aligning organizational culture and staffing process of human resource management in the Insurance Company of Iran. This study examined the impact of organizational culture types in Quinn Competing Values Framework model on staffing process of human resource management. Statistical population encompassed 320 members of supervisors, middle managers, and senior managers in Iran’s Insurance Company. The opinions of 173 members were used as a selective sample identified by stratified sampling method. The research method used for this study was descriptive-correlation and survey. Data analysis was conducted in three phases: correlation test, T-test, and relationships based on Structural Equation Modeling. The results of T-test indicated that organizational culture types in Quinn Competing Values Framework model and staffing process of human resource management were in undesirable level. Correlation test showed that among the current and desired organizational culture, human resources management system is correlated with existing organizational culture. Also, Structural Equation Modeling results demonstrated a positive significant causal relationship between the ‘current organizational culture’ and ‘staffing process of human resource management’. | ||
| کلیدواژه‌ها [English] | ||
| competing values framework, Iran Insurance Company (IIC), Organizational Culture, staffing system | ||
| مراجع | ||
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