چشم انداز مدیریت دولتی

پیش‌ران بهره‌وری سازمانی: آسیب‌شناسی شکاف اجرای خط‌مشی مدیریت سرمایه انسانی (موردمطالعه وزارت کشور)

نوع مقاله : پژوهشی (با رویکردهای آمیخته)

نویسندگان

1 دانشجوی دکتری، مدیریت دولتی، گرایش تصمیم‌گیری و خط‌مشی گذاری، واحد علوم و تحقیقات، دانشگاه آزاد اسلامی، تهران، ایران

2 استاد گروه مدیریت واقتصاد، مدیریت منابع انسانی، واحد علوم و تحقیقات، دانشگاه آزاد اسلامی، تهران، ایران

3 دانشیار گروه مدیریت و اقتصاد، مدیریت دولتی، واحد علوم و تحقیقات تهران، دانشگاه آزاد اسلامی، تهران، ایران

چکیده

اهداف: پژوهش حاضر، تلاش می‌کند با بررسی عوامل کلیدی روند بهره‌وری سازمانی در پیشایندها و پسایندهای اجرای خط‌مشی مدیریت سرمایه انسانی، پیش‌ران‌های بدیل ارتقاء بهره‌وری را از میان آنها مشخص نماید.
طراحی/ روش‌شناسی/ رویکرد: این پژوهش، آمیخته و از نوع پژوهش‌های کاربردی است. جامعه آماری پژوهش، در بخش کیفی ۱۴ نفر از خبرگان علمی و اجرایی به‌منظور انجام مصاحبه؛ و در بخش کمی ۲۷۰ نفر از کل جامعه آماری ۹0۹ نفری بر اساس فرمول کوکران برای اعتبارسنجی یافته‌های کیفی به‌صورت نمونه تصادفی انتخاب و با توزیع پرسشنامه میان حجم نمونه، داده‌های به‌دست‌آمده به‌وسیله نرم‌افزار SPSS26 تحلیل و با به‌کارگیری روش آزمون تحلیل عاملی تأییدی نرم‌افزار LISREL8/8، بارهای عاملی متغیرها تأیید و با آزمون فریدمن رتبه‌بندی گردیده است.
یافته‌های پژوهش: یافته‌های کیفی وجود شکاف اجرای خط‌مشی مدیریت سرمایه انسانی که مانع ارتقاء بهره‌وری سازمانی می‌شود را در پنج مفهوم دسته‌بندی و یافته‌های کمی میزان تأثیرگذاری مؤلفه‌ها بر بهره‌وری سازمانی به ترتیب؛ فرآیندی با میانگین 58/3، فنی با میانگین 37/3، اقتضایی با میانگین 99/2، انسانی با میانگین 76/2، سیستمی با میانگین 30/۲ رتبه‌بندی و یافته پایانی اصلاح عوامل فوق در سازمان ارتقا بهره‌وری سازمانی را تسریع می‌کند.
محدودیت‌ها و پیامدها:در این پژوهش برای کاستن از اثرگذاری فضای سیاسی امنیتی حاکم بر وزارت کشور در اظهارنظر محافظه‌کارانه پاسخگویان، با توجیه علمی کارکنان موضوع تا حد زیادی مرتفع گردید.
پیامدهای عملی: آشکار نمودن عدم دستیابی به اهداف و شکل‌گیری شکاف در اجرای خط‌مشی مدیریت سرمایه انسانی سازمان جزء پیامدهای عملی پژوهش است.
ابتکار یا ارزش مقاله: پژوهش کنونی کوشش نمود تا مؤلفه‌های اثرگذار بهره‌وری سازمانی را در عوامل ایجاد شکاف اجرای خط‌مشی مدیریت سرمایه انسانی تبیین‌کند.
نوع مقاله: مقاله پژوهشی

کلیدواژه‌ها

عنوان مقاله [English]

Predicting Organizational Productivity: Pathology of Implementation Gap Human Capital Management Policy (Case Study: Ministry of Interior)

نویسندگان [English]

  • abbas kasbdoust 1
  • Karamollah Daneshfard 2
  • Gholamreza Memarzadeh Tehran 3

1 Ph.D. Student, Public Administration, Decision and Policy Making, Science and Research Center, Islamic Azad University, Tehran, Iran

2 Professor Department of Management and Economics, Human Resource Management, Science and Research Unit, Islamic Azad University, Tehran, Iran

3 Associate Professor, Department of Management and Economics, Public Administration, Science and Research Unit, Islamic Azad University, Tehran, Iran

چکیده [English]

Purpose: The study tries to identify alternatives for the productivity promotion by examining the key factors of the organizational productivity processes in the predictors andhe consequences of implementing the capital management policy.
Design / Methodology / Approach: This research is mixed and applied one. The statistical population of the study, in the qualitative section is 14 scientific and executive experts to conduct interviews; in qualitative research 270 people out of the total statistical population 909 ones based on Cochran's formula for validating qualitative findings were randomly selected and questionnaires among the sample size were distributed. The obtained data were analyzed by SPSS26 and using the test method confirmatory factor were analyzed by LISREL8. 8 and the factor loads variables were confirmed and then were ranked by the Friedman test.
Research Findings: Qualitative findings shows the existence of a gap in the implementation of human capital management policy that hinders the promotion of organizational productivity and categorize that in five concepts and quantitative findings shows the effect of these components on the organizational productivity, respectively; process-based with an average 3.58, technical with an average 3.37, contingency with an average 2.99, human-related with an average 2.76, systematic  with an average 2.30 and the final finding modifies that improving the above factors in the organization accelerate the processincreasing organizational productivity
Limitations and Consequences: To reduce the influence of the political and security atmosphere prevailing in the Ministry Interior which results conservative comments of the respondents, the scientific justifying of staffs was done.
Practical consequences: Revealing the lack of goal achievements and the formation of gaps in the Implementing part of the organization's human capital management policy is one practical consequence.
Initiative or value of the article: Sought to explain theeffectiveness of organizational productivity that create gap in the implementation of human capital management policy.




Paper Type: Research Article

کلیدواژه‌ها [English]

  • Organizational Productivity
  • Comprehensive Administrative System Reform Program
  • Manufacturing Gap
  • Human Capital Management
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چشم انداز مدیریت دولتی
دوره 13، شماره 2 - شماره پیاپی 50
1401
صفحه 141-159