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تحلیل عوامل شغلی و اجتماعی مؤثر در نگهداشت نیروی انسانی در صنایع خلاق (نمونه پژوهش: کارکنان خبر سازمان صداوسیما) | ||
| بررسی‌های مدیریت رسانه | ||
| مقاله 3، دوره 2، شماره 2، 1402، صفحه 177-200 اصل مقاله (672.9 K) | ||
| نوع مقاله: مقاله پژوهشی | ||
| شناسه دیجیتال (DOI): 10.22059/mmr.2023.365215.1060 | ||
| نویسندگان | ||
| سید مهدی شریفی1؛ محمد رضا جلیلوند* 2؛ سعید شیدایی3 | ||
| 1دانشیار، گروه مدیریت بازرگانی، دانشکده مدیریت، دانشگاه تهران، تهران، ایران. | ||
| 2استادیار، گروه مدیریت بازرگانی، دانشکده مدیریت و حسابداری، دانشکدگان فارابی، دانشگاه تهران، تهران، ایران. | ||
| 3کارشناس ارشد، گروه مدیریت بازرگانی، دانشکده مدیریت، دانشگاه تهران، تهران، ایران. | ||
| چکیده | ||
| هدف: اغلب پژوهش‌های صورت‌گرفته در حوزه نگهداشت نیروی انسانی، به عوامل درون‌سازمانی‌ای اشاره کرده‌اند که باعث می‌شود کارکنان در سازمان بمانند؛ اما پژوهش‌هایی که به بررسی تأثیر روابط غیرکاری بر محیط کار بپردازند، زیاد نیستند. این پژوهش با هدف تحلیل پیشایندهای نگهداشت نیروی انسانی در سازمان‌های رسانه‌ای انجام شده و به بررسی تأثیر دو دسته عوامل غیرکاری و کاری بر قصد ترک خدمت کارکنان پرداخته است. روش: این پژوهش از نظر فلسفی اثبات‌گرا، از نظر رویکرد قیاسی، از نظر استراتژی پیمایشی، از نظر گزینش روش کمّی تک‌روشی و از نظر افق زمانی، تک‌مقطعی است. جامعه آماری پژوهش کارکنان خبری سازمان صداوسیما و ابزار گردآوری داده‌ها نیز پرسش‌نامه‌ای استاندارد، برگرفته از ادبیات پژوهش بود. حجم نمونه بر اساس جدول مورگان به‌دست آمد و ۱۲۷نفر در نظر گرفته شد. به‌منظور تحلیل داده‌های حاصل پرسش‌نامه، از تکنیک مدل‌سازی معادلات ساختاری با رویکرد حداقل مربعات جزئی استفاده شد. یافته‌ها: نتایج آزمون فرضیه‌های پژوهش بدین شرح است: پیوندهای خانوادگی، بر درهم‌تنیدگی اجتماعی تأثیر معنادار و مستقیم دارد. درهم‌تنیدگی اجتماعی، تأثیری معنادار و معکوس بر قصد ترک جامعه می‌گذارد. قصد ترک جامعه، بر قصد ترک خدمت تأثیری معنادار و مستقیم دارد. درهم‌تنیدگی سازمانی بر ترک خدمت تأثیری معنادار و معکوس می‌گذارد. به‌علاوه، فرضیه مربوط به تأثیر پیوندهای دوستی بر درهم‌تنیدگی اجتماعی، در بین کارکنان خبر سازمان صداوسیما تأیید نشد. متغیرهای جنسیت کارکنان، وضعیت شغل همسر کارکنان، وضعیت مالکیت خانه و مدت اقامت کارکنان خبری سازمان صداوسیمای جمهوری اسلامی ایران، به‌عنوان متغیرهای تعدیلگر در نظر گرفته شدند. با توجه به نتایج، این متغیرها رابطه بین درهم‌تنیدگی اجتماعی و قصد ترک جامعه را تعدیل نمی‌کنند؛ بنابراین تفاوتی بین کارکنان خبری زن و کارکنان خبری مرد و همچنین، برای وضعیت شغل همسر کارکنان در درهم‌تنیدگی آن‌ها وجود ندارد؛ یعنی نمی‌توان گفت کارکنانی که همسران آن‌ها کارمندند، درهم‌تنیدگی بیشتری با جامعه دارند و همچنین، کمتر احتمال دارد جامعه را ترک کنند. بر اساس نتایج به‌دست‌آمده وضعیت مالکیت خانه نیز، حالت مشابهی با سایر متغیرهای تعدیلگر دارد؛ یعنی تفاوتی بین کسانی که صاحب‌خانه یا مستأجرند، در درهم‌تنیدگی اجتماعی آن‌ها وجود ندارد. به بیان دیگر، نمی‌توان ادعا کرد کارکنانی که صاحب‌خانه‌اند با جامعه‌شان بیشتر درهم‌تنیده شده‌اند و احتمال ترک جامعه و در نهایت ترک سازمان بیشتری دارند. نتیجه‌گیری: اغلب مطالعات انجام‌شده در حوزه سنجش عوامل درون‌شغلی یا درهم‌تنیدگی سازمانی و عوامل برون‌شغلی یا هر دو عامل منجر به جابه‌جایی کارکنان، روی افرادی صورت گرفته است که به‌عنوان کارکنان صنایع خلاق شناخته نمی‌شدند؛ از این رو در مطالعه حاضر مدلی برای تحلیل عوامل مؤثر بر قصد ترک خدمت کارکنان صنایع خلاق ارائه و آزمون شد. نتایج این پژوهش با برخی از نتایج پژوهش‌های قبلی هم‌سو و با برخی دیگر ناهم‌سو بود که علل دستیابی به چنین نتایجی به تفصیل بیان شده است. | ||
| کلیدواژه‌ها | ||
| نگهداشت نیروی انسانی؛ دل‌بستگی اجتماعی؛ درهم‌تنیدگی سازمانی؛ درهم‌تنیدگی اجتماعی؛ تمایل به ترک جامعه؛ پیوندهای خانواده و پیوندهای دوستی | ||
| عنوان مقاله [English] | ||
| Analyzing Occupational and Social Factors Effective in Maintaining Human Resources in Creative Industries (Case of Employees in the News Department of IRIB) | ||
| نویسندگان [English] | ||
| Seyed Mehdi Sharifi1؛ Mohammad Reza Jalilvand2؛ Saeed Sheidaei3 | ||
| 1Associate Prof., Department of Business Management, Faculty of Management, University of Tehran, Tehran, Iran. | ||
| 2Assistant Prof., Department of Business Management, Faculty of Management and Accounting, Farabi School, University of Tehran, Tehran, Iran. | ||
| 3MSc., Department of Business Management, Faculty of Management, University of Tehran, Tehran, Iran. | ||
| چکیده [English] | ||
| Objective Maintenance Involves looking after staff well-being, health and safety, effectively managing communications and complying with legal responsibilities. HR maintenance is the process of designing safety, medical care plans, and welfare actions for employees. It works to meet employees' tangible and intangible needs and expectations that naturally vary from one organization to another, which in turn enhances job commitment. Most of the research conducted in the field of human resource maintenance has pointed to internal organizational factors that make employees stay in the organization, but few researches have examined the impact of non-work relationships on the work environment. This research has been conducted to develop a model for maintaining human resources in media organizations, which has investigated the effect of non-work factors as well as work factors on the intention of employees to leave the service. Research Methodology The statistical population of the research included the news staff of the Broadcasting Organization. Philosophically, this research is positivist, comparative in terms of approach, survey in terms of strategy, and in terms of method selection, it is somewhat single-method and in terms of time horizon, single-section. The data collection tool is also a standard questionnaire taken from the research literature. A 15-minute pen-and-paper survey was conducted in a face-to-face strategy to collect data from the news staff of the Islamic Republic of Iran Broadcasting using a convenience sampling plan. The sample size was determined based on the Morgan table and was considered equal to 127, and to analyze the data from the questionnaire, the structural equation modelling technique with the partial least squares approach was used. Findings The results of the research hypothesis test are as follows: family ties have a significant and direct effect on social cohesion. In social integration, it has a significant and opposite effect on the intention to leave society. The intention to leave society has a significant and direct effect on the intention to leave the service. Organizational intertwining has a significant and opposite effect on leaving the service. In addition, the hypothesis related to the effect of friendship ties on social entanglement among the news staff of Islamic Republic of Iran Broadcasting was not confirmed. The variables of employees' gender, employment status of employees' spouses, home ownership status, and length of stay of news department employees of the Islamic Republic of Iran Broadcasting Organization were considered as moderator variables. According to the results, these variables do not moderate the relationship between social entanglement and intention to leave society. Therefore, there is no difference between female news workers and male news workers in their entanglement, and the same for the job status of the employees' spouses. That is, it cannot be said that employees whose spouses are employees are more intertwined with society and are less likely to leave society. Based on the obtained results, the state of home ownership is similar to other moderator variables. In the sense that there is no difference between those who own houses and those who are tenants in their social entanglement. In other words, it cannot be claimed that the employees who own a house are more intertwined with their society and are more likely to leave the society and ultimately leave the organization. Discussion & Conclusion The majority of studies carried out in the field of measuring intra-occupational factors or organizational entanglement and extra-occupational factors or both factors leading to displacement have been carried out on employees who were not known as employees of creative industries. Therefore, in the present study, a model was presented and tested to analyze the factors affecting the intention to leave the service of employees of creative industries. The results of this research were aligned with some of the previous research results and inconsistent with others, and the reasons for achieving such results have been discussed in detail. The media industry is known for its high turnover rates, making it essential for HR departments to work hard to retain top talent. HR should create a positive work culture that promotes work-life balance, job satisfaction, and employee engagement. Broadcast media organizations should also provide competitive compensation packages and benefits to attract and retain top talent. HR departments should conduct regular employee surveys to get feedback from employees and identify areas where improvements can be made. Finally, HR departments should also have a succession plan in place. Succession planning ensures that the organization is prepared for any changes in key positions. It also ensures that employees are aware of their career progression opportunities, which can increase employee retention rates | ||
| کلیدواژه‌ها [English] | ||
| Human resource maintenance, Social attachment, Organizational entanglement, Social entanglement, Desire to leave society, Family ties and friendship ties | ||
| مراجع | ||
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شریفی، سیدمهدی؛ حاج محمدی، علی و انصاری، نفیسه (1397). مدیریت منابع انسانی در صنایع خلاق. تهران: سازمان مدیریت صنعتی.
صحت، سعید و سجادیان، فاطمه (1398). ادراک کارکنان از فعالیت‌های منابع انسانی تعهد محور. فصلنامه علمی مطالعات مدیریت (بهبود و تحول)، 5 (4)، 126-143.
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