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The Functions of Human Resources’ Recruitment and Supply at Universities in Transition From the Fourth Generation Based on the Meta-Synthesis Method | ||
| Interdisciplinary Journal of Management Studies (Formerly known as Iranian Journal of Management Studies) | ||
| دوره 15، شماره 2، تیر 2022، صفحه 381-404 اصل مقاله (917.67 K) | ||
| نوع مقاله: Research Paper | ||
| شناسه دیجیتال (DOI): 10.22059/ijms.2021.316174.674365 | ||
| نویسندگان | ||
| Fahimeh Babaei Nivluei1؛ Mohammad Ataei* 2؛ Seyed Mehdi Alvani3؛ Naser Hamidi4 | ||
| 1PhD Student in Public Administration, Human Resources Management, Qazvin Branch, Islamic Azad University, Qazvin, Iran | ||
| 2Assistant Professor, Department of Management, Qazvin Branch, Islamic Azad University, Qazvin, Iran | ||
| 3Professor, Department of Management, Qazvin Branch, , Islamic Azad University, Qazvin, Iran | ||
| 4Associate Professor, Department of Management, Qazvin Branch, Islamic Azad University, Qazvin, Iran | ||
| چکیده | ||
| The present study aimed at presenting the elements and characteristics of human resources’ supply and recruitment at fourth generation universities, through a mixed method and the meta-synthesis approach. The qualitative part included all related scientific works (212 retrieved works). Adopting Sandelowski and Barroso’s (2007) method, the initial screening availed 52 works, and after the second screening based on CASP, 39 documents were finally entered into meta-synthesis coding. The conceptual modeling and opinion polling stages included 12 experts and managers in the field of human resource management. Main categories’ reliability was 0.64 based on Kappa formula. The relative content validity coefficients for the categories of recruitment based on value creation for internal capacities, value increase for external talents, and cyberspace of recruitment were 1, 1, and 0.66, respectively; all greater than the minimum value (0.79). In the quantitative process that was based on descriptive and documentary methods, the analytical model of the study was proposed using the opinions of experts and evaluation of CVI-CVR. The findings confirmed the study model with 3 sub-categories, 9 concepts, and 76 codes. Finally, we maintain that the recruitment function at fourth generation universities of Iran, in accordance with the indicators of the proposed model, should be one of the priorities of the application of recruitment in the human resource management process at claimed fourth generation universities our country. | ||
| کلیدواژه‌ها | ||
| university human resources’ recruitment and supply؛ fourth generation universities؛ value creation؛ value increase؛ technology-driven | ||
| عنوان مقاله [English] | ||
| کارکردهای جذب و تامین منابع انسانی در دانشگاهها در گذار از دانشگاههای نسل چهارم بر اساس روش متاسنتز | ||
| نویسندگان [English] | ||
| فهیمه بابائی نیولوئی1؛ محمد عطائی2؛ سید مهدی الوانی3؛ ناصر حمیدی4 | ||
| 1دانشجوی دکتری تخصصی مدیریت دولتی، گرایش مدیریت منابع انسانی، واحد قزوین، دانشگاه آزاد اسلامی، قزوین، ایران | ||
| 2استادیار گروه مدیریت، واحد قزوین، دانشگاه آزاد اسلامی، قزوین، ایران | ||
| 3استاد گروه مدیریت، واحد قزوین، دانشگاه آزاد اسلامی، قزوین، ایران | ||
| 4دانشیار گروه مدیریت، واحد قزوین، دانشگاه آزاد اسلامی، قزوین، ایران | ||
| چکیده [English] | ||
| پژوهش حاضر با هدف ارائه عناصر و ویژگی های جذب و تامین نیروی انسانی در دانشگاه های نسل چهارم به روش آمیخته و رویکرد فرا ترکیبی انجام شد. بخش کیفی شامل کلیه آثار علمی مرتبط (212 اثر بازیابی شده) بود که با مطابق با سندولوسکی و باروسو (2007)، غربالگری اولیه 52 اثر را شامل شد و در غربالگری دوم بر اساس اسناد CASP 39 در نهایت وارد کدگذاری فراترکیبی شد. مراحل مدلسازی مفهومی و نظرسنجی شامل بهره مندی از 12 نفر از کارشناسان و مدیران حوزه مدیریت منابع انسانی بود. پایایی دسته های اصلی بر اساس فرمول کاپا معادل 64/0 بود. ضرایب اعتبار محتوایی نسبی برای مقوله‌های جذب براساس ارزش‌آفرینی برای ظرفیت‌های داخلی، ارزش افزایی برای استعدادهای بیرونی و فضای مجازی جذب به ترتیب 1، 1 و 0.66 بود. که همگی بزرگتر از مقدار حداقل (0.79) بودند. در فرآیند کمی بر اساس روش های توصیفی و اسنادی، با استفاده از نظرات متخصصان و ارزیابی CVI-CVR ، مدل تحلیلی پژوهش ارائه شد. یافته‌ها موید مدل مطالعه با 3 زیرمجموعه، 9 مفهوم و 76 کد بود. در نهایت کارکرد جذب نیرو در دانشگاههای نسل چهارم کشور، مطابق با شاخص‌های مدل پیشنهادی، باید یکی از اولویت‌های اعمال جذب در فرآیند مدیریت منابع انسانی در دانشگاههای به اصطلاح نسل چهارم کشور باشد. | ||
| کلیدواژه‌ها [English] | ||
| جذب و تامین منابع انسانی دانشگاه, دانشگاه های نسل چهارم, ارزش آفرینی, ارزش افزایی, فناور محوری | ||
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