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طراحی الگوی توسعه التزام سرمایه انسانی برگرفته از قرآن و عترت | ||
| مدیریت دولتی | ||
| دوره 13، شماره 1، 1400، صفحه 126-154 اصل مقاله (712.4 K) | ||
| نوع مقاله: مقاله علمی پژوهشی | ||
| شناسه دیجیتال (DOI): 10.22059/jipa.2020.312042.2834 | ||
| نویسندگان | ||
| احسان نامدار جویمی1؛ سیدعلیقلی روشن* 2؛ نور محمد یعقوبی3؛ بدرالدین اورعی یزدانی2 | ||
| 1دانشجوی دکتری مدیریت منابع انسانی، دانشکده مدیریت، دانشگاه سیستان و بلوچستان، زاهدان، ایران. | ||
| 2دانشیار، گروه مدیریت، دانشکده مدیریت، دانشکاه سیستان و بلوچستان، زاهدان، ایران. | ||
| 3استاد، گروه مدیریت، دانشکده مدیریت، دانشکاه سیستان و بلوچستان، زاهدان، ایران. | ||
| چکیده | ||
| هدف: التزام سرمایه انسانی به‌عنوان یکی از مفاهیم مهم در حوزه سازمانی مورد توجه قرار گرفته است. با وجود آنکه مطالعات فراوانی در تلاش بوده اند تا به واکاوی این مفهوم بپردازند ولی تاکنون این مهم از منظر قرآن و عترت مورد توجه قرار نگرفته است. بر همین اساس این مطالعه با در نظر داشتن این موضوع که قرآن و عترت برای زندگی انسان‌ها به مثابه یک الگو و راهنما عمل می‌کنند، با کاربست عقل و اجماع، از رهنمودهای آن‌ها به منظور ارائه الگویی برای توسعه التزام سرمایه انسانی پرداخته است. روش: روش مورداستفاده در این پژوهش از منظر هدف، اکتشافی و از لحاظ جهت‌گیری، توسعه ای- بنیادی است. در این مطالعه از روش گراندد تئوری استفاده شد و سیزده تن از خبرگان دانشگاهی و حوزوی با ابزار پرسش‌نامه نیمه باز و مصاحبه‌های نیمه ساختار یافته مشارکت داشته اند. پس از شناسایی مضامین مربوطه و طی فرایند کدگذاری بر اساس روش استراس و کوربین، الگوی شناسایی‌شده با بهره‌مندی از تکنیک دلفی ارائه گردید. یافته‌ها: یافته‌های این پژوهش حاکی از آن است که 9 مقوله علّی از جمله: رفاه، توانمندسازی، رشد، روابط بین فردی، تعادل، رهبری، سلامت و ایمنی، عملکرد، ویژگی‌های فردی بر توسعه التزام سرمایه انسانی در سازمان‌ها تأثیرگذار هستند. علاوه بر عوامل فوق، عوامل زمینه‌ای (ساختاری، شغلی) و عوامل محیطی (سیاسی، اقتصادی، اجتماعی و فرهنگی، فراسازمانی، مدرنیته شدن) و همچنین راهبردهای سه‌گانه (پیشروی، نگهداشت و پس‌روی) نیز به‌عنوان عوامل مؤثر بر توسعه التزام سرمایه انسانی شناسایی شدند که درنهایت نتایجی در سطح خرد (فردی، گروهی، سازمانی) و کلان (مدنی و اجتماعی) را در پی خواهند داشت. نتیجه‌گیری: برای افزایش التزام سرمایه انسانی در سازمان باید مقوله های علی، زمینه ای و محیطی و راهبردها و نتایج الگوی به دست امده توسط رهبران و مدیران سازمانی به کار بسته شود تا کارمندانی با التزام بالاتر بر اساس الگوی قرانی و سیره معصومین و اهل بیت داشت | ||
| کلیدواژه‌ها | ||
| توسعه التزام؛ سرمایه انسانی؛ قرآن؛ عترت؛ گراندد تئوری | ||
| عنوان مقاله [English] | ||
| Designing the model of human capital engagement development based on the holy Qur'an and Atrat | ||
| نویسندگان [English] | ||
| Ehsan Namdar Joyami1؛ Seyyed Aligholi Rowshan2؛ Noor Mohammad Yaghoubi3؛ Badrodin Oorei Yazdani2 | ||
| 1PhD Candidate in Human Resource Management, Faculty of Management, University of Sistan and Baluchestan, Zahedan, Iran. | ||
| 2Prof., Associate Professor, Department of Management, School of Management, University of Sistan and Baluchestan, Zahedan, Iran. | ||
| 3Professor, Department of Management, School of Management, University of Sistan and Baluchestan, Zahedan, Iran | ||
| چکیده [English] | ||
| Objective: Commitment of human capital has been considered as one of the important concepts in the organizational field. Although many studies have tried to analyze this concept, so far this issue has not been considered from the perspective of the Qur'an and Atrat. Accordingly, in this study, considering that the Qur'an and Atrat act as a model and guide for human life, we try to use reason and consensus, their guidelines to provide a model for the development of human capital commitment. Methods: The method used in this study is exploratory in terms of purpose and developmental-fundamental in terms of orientation. In this study, the grounded theory method was used and thirteen academic and theological experts participated with semi-structured questionnaires and semi-structured interviews. After identifying the relevant themes and during the coding process based on the Strauss and Corbin method, the identified pattern was presented using the Delphi technique. Results: The findings of this study indicate that 9 causal categories including welfare, empowerment, growth, interpersonal relationships, balance, leadership, health and safety, performance, personal characteristics are effective in the development of human capital commitment in organizations. In addition to the above factors, underlying factors (structural, occupational) and environmental factors (political, economic, social and cultural, extra-organizational, modernization), as well as three strategies (advancement, maintenance and regression), were identified as effective factors in developing human capital commitment. Which will ultimately have consequences at the micro (individual, group, organizational) and macro (civic and social) levels. Conclusion: In order to increase the commitment of human capital in the organization, causal, contextual and environmental categories and strategies and results of the model obtained by organizational leaders and managers should be used to have employees with higher commitment based on the Quranic model and the tradition of the infallibles Let's be. | ||
| کلیدواژه‌ها [English] | ||
| Development of commitment, human capital, Quran, Atrat, grounded theory | ||
| مراجع | ||
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قرآن کریم. ترجمه دکتر آیتی.
نهج البلاغه. ترجمه دکتر آیتی.
ابن حنبل، احمد (1404ق)، مسند، ج 19، مصر: دارالمعارف.
دیلمی،حسن بن علی بن محمد، (1412). ارشاد القلوب الی الصواب، قم: شریف رضی.
مجلسی، محمد باقر (1362ش)، بحارالانوار، ج 63، تهران: انتشارات دارالکتب الاسلامیه.
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