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ارتباط مدیریت راهبردی منابع انسانی با عملکرد شغلی: نقش میانجیگری جوّ اخلاقی | ||
مجله علمی "مدیریت فرهنگ سازمانی" | ||
مقاله 7، دوره 18، شماره 4، دی 1399، صفحه 751-774 اصل مقاله (802.3 K) | ||
نوع مقاله: مقاله کاربردی | ||
شناسه دیجیتال (DOI): 10.22059/jomc.2020.301739.1008032 | ||
نویسندگان | ||
علی باقی نصرآبادی* 1؛ مهرداد بهزادنیا2 | ||
1استادیار پژوهشگاه علوم انسانی امام صادق(ع) قم، قم، ایران | ||
2کارشناسارشد، گروه مدیریت بازرگانی، دانشگاه آزاد کاشان، کاشان، ایران | ||
چکیده | ||
هدف: موفقیت هر سازمان، بیش از آنکه وابسته به منابع فیزیکی باشد، منوط به سرمایههای انسانی آن است. هدف از پژوهش بررسی رابطة مدیریت راهبردی منابع انسانی با عملکرد شغلی با نقش میانجی جوّ اخلاقی بود. روش: روش تحقیق کاربردی، پیمایشی، و مقطعی بود که در نمونهای 175 نفری از کارکنان شرکت پخش البرز (ستاد مرکزی، غرب و شرق تهران) با نمونهگیری خوشهای، طبق فرمول کوکران، صورت پذیرفت. ابزار مورد استفاده پرسشنامة استاندارد بود. دادهها به وسیلة مدلسازی معادلات ساختاری (SEM) با استفاده از نرمافزار Smart PLS تحلیل شدند. یافتهها: تجزیهوتحلیل دادهها نشان داد مدیریت راهبردی منابع انسانی با عملکرد شغلی با نقش میانجی جوّ اخلاقی رابطه دارد. مدیریت راهبردی منابع انسانی با عملکرد شغلی و جوّ اخلاقی رابطة معنادار دارد. در نهایت، بین جوّ اخلاقی با عملکرد شغلی ارتباط وجود دارد. نتیجه:با توجه به نتایج، توصیه میشود مدیران بستر لازم برای نهادینه کردن اخلاق حرفهای را فراهم کنند و با ایجاد جوّ اخلاقی مطلوب میران عملکرد شغلی کارکنان را بهبود بخشند. با تقویت مدیریت منابع انسانی و ارزیابی کارکنان در مقام سرمایههای انسانی میتوان به ارتقای عملکرد شغلی کمک کرد و از مزایای حاصل از جوّ اخلاقی در سازمان بهره برد. نتایج این پژوهش برای برنامهریزی جهت توانمندسازی، بهسازی، و آموزش منابع انسانی و تصمیمسازان مدیریت منابع انسانی در شرکتهای کوچک و متوسط و برنامهریزی راهبردی و کلان ملی در جهت توانمندسازی شرکتهای خدماتی راهگشاست. | ||
کلیدواژهها | ||
جوّ اخلاقی؛ عملکرد شغلی؛ مدیریت راهبردی؛ منابع انسانی | ||
عنوان مقاله [English] | ||
The Relationship Between Strategic Human Resource Management and Job Performance: The Mediating Role of Moral Atmosphere | ||
نویسندگان [English] | ||
Ali Baqi Nasr Abadi1؛ Mehrdad Behzad Nia2 | ||
1Assistant Professor, Imam Sadiq (a) Institute of Humanities, Qom, Qom, Iran | ||
2MSc. Holder, Department of Business Administration, Islamic Azad University of Kashan, Kashan, Iran | ||
چکیده [English] | ||
The success of any organization depends more on its human capital than on the value of its physical resources. Accordingly, the purpose of this study was to investigate the relationship between strategic human resource management and job performance via the mediating role of moral atmosphere. The research method was applied, survey, and cross-sectional. A set of 175 employees of Alborz Distribution Company (including the central headquarters as well as the western and eastern Tehran branches) were selected using cluster sampling according to Cochran's formula. The instrument used was the standard questionnaire. Data were analyzed by structural equation modeling (SEM) using Smart PLS software. Data analysis showed that strategic human resource management is related to job performance through the mediation of moral atmosphere. In addition, the strategic management of human resources was found to have a significant relationship with job performance and moral atmosphere. Finally, a relationship was found between moral atmosphere and job performance. Based on the obtained results, it is recommended that managers provide the necessary context for the institutionalization of professional ethics, and improve employees’ job performance by creating the optimal moral atmosphere. By strengthening human resource management and evaluating employees as human capital, it is possible to help improve job performance and benefit from the ethical atmosphere in the organization. The results of this research can help with planning for empowerment, improvement, and training of human resources and human resource management decision-makers in small and medium enterprises and strategic and macro national planning in order to empower the service companies. | ||
کلیدواژهها [English] | ||
Human resources, Strategic management, Job performance, Ethical atmosphere | ||
مراجع | ||
آقاحسینی اشکاوندی، مصطفی؛ رضایی دولتآبادی، حسین؛ نیلیپور طباطبایی، سید اکبر. (1394). «شناسایی و اولویتبندی مؤلفههای قابلیتهای آیندهنگاری استراتژیک،مدیریت بحران و چابکی منابع انسانی در سازمان انتقال خون اصفهان با استفاده از تکنیک دلفی و AHP»، آیندهپژوهی مدیریت. بهار 1394، ش 102، ص 55 - 68. اکبری، حسن. (1397). «بررسی رابطة بین مدیریت استراتژیک منابع انسانی و عملکرد سازمانی (مطالعة موردی: شهرداری شهرستان بهشهر)»، پایاننامة کارشناسیارشد، دانشگاه آزاد، واحد بهشهر. بهمنی، علیرضا (1396). «تأثیر اقدامات استراتژیک منابع انسانی در مدیریت دانش و عملکرد سازمان (مطالعة موردی: شهرداری منطقة 6 تهران)»، پایاننامة کارشناسیارشد، دانشگاه پیام نور، استان البرز. پیدایش، رامک (1397). «بررسی نقش میانجی شیوههای استراتژیک منابع انسانی در رابطة بین مدیریت دانش و عملکرد شرکت (مطالعة موردی: اسنوا)»، پایاننامة کارشناسیارشد، دانشگاه آزاد، واحد مرودشت. قادریاقدم، زینب (1397). «تعیین نقش میانجی فعالیت مدیریت استعداد در روابط بین فعالیت مدیریت منابع انسانی و عملکرد سازمان همراه با نقش تعدیلگر هماهنگی استراتژیهای HRM (مورد مطالعه: سازمان تأمین اجتماعی)»، پایاننامة کارشناسیارشد، دانشگاه آزاد، شهریار. References
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