شناسایی و اولویت‌بندی عوامل روان‌شناختی اثرگذار بر فرایندهای منابع انسانی سطح مقدماتی مدل 34000 منابع انسانی: یک مطالعه آمیخته

نوع مقاله : مقاله علمی پژوهشی

نویسندگان

1 پژوهشگر پسادکتری، گروه مدیریت، دانشکده علوم اداری و اقتصادی، دانشگاه فردوسی مشهد، مشهد، ایران.

2 استاد، گروه مدیریت، دانشکده علوم اداری و اقتصادی، دانشگاه فردوسی مشهد، مشهد، ایران.

10.22059/jipa.2023.362250.3356

چکیده

هدف: هدف از اجرای این پژوهش شناسایی و اولویت‌بندی عوامل روان‌شناختی اثرگذار بر فرایندهای منابع انسانی سطح مقدماتی مدل ۳۴۰۰۰ منابع انسانی (شامل طراحی ساختار سازمانی کلان و تفصیلی، تجزیه‌وتحلیل شغل و ارزشیابی شغلی و برنامه‌ریزی منابع انسانی، جذب و ارزشیابی شاغل) بود.
روش: طرح پژوهش، آمیخته از نوع اکتشافی بود که در مرحله اول از روش مرور سیستماتیک (داده‌های کیفی) و در مرحله دوم از روش دلفی و دیمتل فازی (داده‌های کمّی) برای جمع‌آوری داده‌ها استفاده شد. جامعه آماری شامل تمامی مدیران میانی و ارشد یک شرکت صنعتی در استان خراسان رضوی در سال ۱۴۰۱ بود که تعداد ۱۴ نفر از آنان به روش نمونه‌گیری غیراحتمالی هدفمند انتخاب شدند. ابزار پژوهش، ۳ پرسش‏نامه بود. یکی پرسش‏نامه دلفی ۱۸ سؤالی بود که برای شناسایی عوامل روان‌شناختی اثرگذار بر فرایندهای سطح مقدماتی با ۷ سؤال درباره طراحی ساختار سازمانی کلان و تفصیلی؛ ۵ سؤال در خصوص تجزیه‌وتحلیل شغل و ارزشیابی شغلی و ۶ سؤال در زمینه برنامه‌ریزی منابع انسانی، جذب و ارزشیابی شاغل تهیه شد. پرسش‏نامه بعدی، دیمتل فازی ۱۶ سؤالی بود که برای اولویت‌بندی عوامل روان‌شناختی شناسایی‌شده طراحی شد. پرسش‏نامه مرحله سوم دلفی با ۷ سؤال در خصوص طراحی ساختار سازمانی کلان و تفصیلی؛ ۴ سؤال در زمینه تجزیه‌وتحلیل شغل و ارزشیابی شغلی و ۵ سؤال درباره برنامه‌ریزی منابع انسانی، جذب و ارزشیابی شاغل بود که پژوهشگر بر اساس نتایج به‌دست‌آمده از مرور سیستماتیک طراحی کرد. برای تجزیه‌وتحلیل داده‌های حاصل از پرسش‏نامه دلفی، از شاخص مرکزی میانگین و درصد اجماع استفاده شد. همچنین، به‌منظور تعیین اثرگذارترین و اثرپذیرترین عوامل روان‌شناختی شناسایی‌شده، از روش دیمتل فازی استفاده شد. در این بخش، تحلیل داده‌ها در نسخه 2019 نرم‌افزار اکسل انجام شد.
یافته‌ها: با توجه به نتایج حاصل از مرور سیستماتیک ۴۰ مقاله‌ای که طی سال‌های ۲۰۱۰ تا ۲۰۲۲ چاپ شده‌اند و نیز، بر اساس نتایج مرحله سوم پرسش‏نامه دلفی و پرسش‏نامه دیمتل فازی، مهم‌ترین عوامل روان‌شناختی اثرگذار بر فرایند طراحی ساختار سازمانی کلان و تفصیلی به‌ترتیب اهمیت، عبارت بودند از: اعتماد به مدیریت ارشد، جوّ اعتماد بین‌فردی، عدالت سازمانی ادراک‌شده، حمایت سازمانی ادراک‌شده، رهبری تحولی، استقلال شغلی و حمایت مدیریت ارشد. همچنین، نتایج نشان داد که فرصت رشد و توسعه فردی، جوّ یادگیری، جوّ اعتماد بین‌فردی و رهبری تحولی، به‌ترتیب اثرگذارترین عوامل روان‌شناختی بر بهبود فرایند تجزیه‌وتحلیل شغل و ارزشیابی شغلی هستند. در نهایت، یافته‌های پژوهش حاکی از آن بود که عوامل روان‌شناختی اثرگذار بر فرایند برنامه‌ریزی منابع انسانی، جذب و ارزشیابی شاغل، عبارت‌اند از: تناسب فرد ـ شغل، هویت شغلی، عدالت سازمانی ادراک‌شده، شهرت سازمان و معناداری شغل.
نتیجه‌گیری: در مجموع، نتایج این پژوهش نشان داد که علاوه‌بر لزوم وجود ساختارهای فیزیکی و سازمانی برای پیاده‌سازی فرایندهای منابع انسانی، نیاز است که جوّ روان‌شناختی سازمان نیز آمادگی لازم را به‌منظور اجرای اثربخش هر یک از این فرایندها داشته باشد. بر این اساس، پیشنهاد می‌شود سازمان‌هایی که به‌دنبال اجرای مدل ۳۴۰۰۰ منابع انسانی در سازمان متبوع خود هستند، عوامل روان‌شناختی شناسایی‌شده در این پژوهش را مدنظر قرار دهند تا از این طریق از اثربخشی اجرای این مدل اطمینان حاصل کنند.

کلیدواژه‌ها

موضوعات

عنوان مقاله [English]

Identifying and Prioritizing the Psychological Factors Affecting the Human Resources Processes at the Preliminary Level of the HR 34000 Model: A Mixed-method Study

نویسندگان [English]

  • Noori Kaabomeir 1
  • Fariborz Rahimnia 2
1 PhD., Postdoctoral Researcher, Department of Management, Faculty of Economics and Administrative Sciences, Ferdowsi University of Mashhad, Mashhad, Iran.
2 Prof., Department of Management, Faculty of Economics and Administrative Sciences, Ferdowsi University of Mashhad, Mashhad, Iran.
چکیده [English]

Objective
This research aimed to identify and prioritize psychological factors influencing human resources processes at the preliminary level of the 34000 human resources model. These processes encompass macro and detailed organizational structure design, job analysis and job grading, as well as human resource planning, recruitment, and employee grading.
Methods
The research employed a mixed exploratory approach. In the initial stage, a systematic review was conducted to gather qualitative data. Subsequently, a combination of Delphi and fuzzy DEMATEL techniques was employed in the second stage to collect quantitative data. The study's population consisted of all middle and senior managers in an industrial company located in Razavi Khorasan province in 2022. Fourteen of these managers were selected using purposive non-probability sampling. The research instruments included an 18-question Delphi questionnaire to identify psychological factors affecting the preliminary level processes (macro and detailed organizational structure design = 7 questions; job analysis and job grading = 5 questions; human resource planning, recruitment, and employee grading = 6 questions). Additionally, a 16-question fuzzy DEMATEL questionnaire was used to prioritize the psychological factors identified in the third stage of the Delphi process (macro and detailed organizational structure design = 7 questions; job analysis and job grading = 4 questions; human resource planning, recruitment, and employee grading = 5 questions). These questionnaires were designed by the researcher based on the results of the systematic review. Data obtained from the Delphi questionnaire were analyzed using the central index of the mean and the percentage of consensus. The fuzzy DEMATEL method was employed to identify the most influential and influenced psychological factors, with data analysis conducted in Excel software (Excel 2019).
Results
Based on the results of a systematic review of 40 articles published between 2010 and 2022, as well as the outcomes of the third stage of the Delphi questionnaire and the fuzzy DEMATEL questionnaire, the most critical psychological factors affecting the macro and detailed organizational structure design process, in order of importance, included trust in top management, interpersonal trust, perceived organizational justice, perceived organizational support, transformational leadership, job independence, and top management support. The results also indicated that individual growth and development opportunities, the learning climate, interpersonal trust, and transformational leadership were the most influential psychological factors in enhancing the job analysis and job grading process, respectively. Finally, the research findings revealed that psychological factors influencing the human resource planning, recruitment, and employee grading process comprised person-job fit, job identity, perceived organizational justice, organizational reputation, and job meaningfulness.
Conclusion
In conclusion, this research underscores that, alongside the need for physical and organizational structures to facilitate human resources processes, the psychological climate within an organization must also be conducive for the effective execution of these processes. Therefore, organizations seeking to implement the HR 34000 model should consider the psychological factors identified in this study to ensure the model's effectiveness in their implementation efforts

کلیدواژه‌ها [English]

  • Delphi method
  • Fuzzy DEMATEL
  • HR 34000 model
  • Preliminary level
  • Systematic review

مراجع

منابع
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مدیریت دولتی
دوره 15، شماره 3
1402
صفحه 472-511

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