چشم انداز مدیریت دولتی

بررسی رابطه بین بهینه‌سازی منابع انسانی با چابکی سازمانی و نقش واسطه‌ای عدالت سازمانی (موردمطالعه: شبکه بهداشت و درمان شهرستان خاش)

نوع مقاله : پژوهشی ( با رویکردهای کمی)

نویسندگان

1 گروه مدیریت دولتی، دانشکده ادبیات و علوم انسانی، دانشگاه آزاد اسلامی، کرمان، ایران

2 گروه مدیریت، واحد کرمان، دانشگاه آزاد اسلامی، کرمان، ایران

3 گروه آمار، دانشکده ریاضی و کامپیوتر، دانشگاه شهید باهنر کرمان، کرمان، ایران

4 گروه مدیریت، دانشکده ادبیات و علوم انسانی، واحد کرمان، دانشگاه آزاد اسلامی، کرمان

چکیده

هدف: پژوهش حاضر باهدف بررسی رابطه بین بهینه‌سازی منابع انسانی و رابطه آن با چابکی سازمانی و نقش واسطه عدالت سازمانی، انجام گرفت.طراحی/ روش‌شناسی/ رویکرد: این پژوهش از نظر هدف، کاربردی و به لحاظ روش و ماهیت توصیفی از نوع پیمایشی می‌باشد. جامعه آماری مدیران، کارکنان و سرپرستان واحدهای مختلف در سطوح مختلف سازمانی در شبکه بهداشت و درمان شهرستان خاش می‌باشد. حجم کل جامعه آماری برابر است با 803 نفر (803=N). که حجم نمونه آماری با استفاده از فرمول کوکران برابر 259 نفر به دست آمد. جمع‌آوری داده‌ها از سه پرسشنامه استفاده شد. برای اطمینان از اعتبار داده‌ها و بررسی صحت نمونه‌گیری قبل از تحلیل عاملی از معیار کایزر، میجر، الکین استفاده‌شده است جهت داده‌آمایی (ورود داده‌ها) و رسم برخی از نمودارهای توصیفی از نرم‌افزار 2013Microsoft Excel  و برای تجزیه‌وتحلیل داده‌ها و استنباط‌های آماری از نرم‌افزار آماری Spss و IBM Amos 24 استفاده ‌شده است.یافته‌های پژوهش: نتایج به‌دست‌آمده نشان داد رابطه مثبت و معناداری بین مؤلفه‌های بهینه‌سازی منابع انسانی (فرهنگ‌سازمانی، آموزش کارکنان، ارزیابی عملکرد، نظام پاداش، انضباط، تخصص‌گرایی و کار راهه شغلی) و چابکی سازمانی در شبکه بهداشت و درمان شهرستان خاش وجود دارد. همچنین بین مؤلفه‌های (ارزیابی عملکرد، نظام پاداش، تخصص‌گرایی، کارراهه شغلی و فرهنگ‌سازمانی) بهینه‌سازی منابع انسانی و عدالت سازمانی رابطه مستقیم و معناداری و جود دارد و بین دو مؤلفه انضباط و آموزش با عدالت سازمانی رابطه معکوس وجود دارد. از بین سه مؤلفه عدالت سازمانی و ارتباط آ‌ن‌ها با چابکی سازمانی مشخص گردید بین عدالت توزیعی و عدالت تعاملی با چابکی سازمانی رابطه مستقیم و بین عدالت مراوده‌ای و چابکی سازمانی رابطه‌ای معکوس وجود دارد.محدودیت‌ها و پیامدها: به دلیل تعدد متغیرهای پژوهش و پیچیدگی‌های خاص پژوهش، همچنین به دلیل عدم وجود منابع کافی برای برخی مؤلفه‌ها، در تحقیق‌های آتی می‌بایست به این مؤلفه‌ها بیشتر و شفاف‌تر پرداخت.پیامد‌های عملی: با افزایش میزان هر یک از مؤلفه‌های بهینه‌سازی کارکنان می­توان چابکی سازمانی و عدالت سازمانی را افزایش داد.ابتکار یا ارزش مقاله: در این پژوهش تأثیر بهینه‌سازی منابع انسانی بر چابکی سازمانی و نقش واسطه عدالت سازمانی بررسی می‌شود که برای نخستین بار از عدالت سازمانی به‌عنوان نقش واسطه بین این دو متغیر استفاده گردید.

کلیدواژه‌ها

عنوان مقاله [English]

Investigating the relationship between human resource optimization and organizational agility and the mediating role of organizational justice

نویسندگان [English]

  • Zakaria Yarmohammadi 1
  • masoud Pourkiani 1
  • Sanjar Selajgeh 2
  • Ayub Sheikhi 3
  • Saeed Sayadi 4

1 PhD in Public Administration (Human Resources), Islamic Azad University, Kerman Branch, Kerman, Iran

2 Management Department, Kerman Branch, Islamic Azad University, Kerman, Iran

3 Department of Statistics, Faculty of Mathematics and Computer, Shahid Bahonar University of Kerman, Kerman, Iran

4 Department of Management, Faculty of Literature and Humanities, Kerman Branch, Islamic Azad University, Kerman

چکیده [English]

Objective: The present study aimed to investigate the relationship between human resource optimization and its relationship with organizational agility and the role of intermediary in organizational justice.Design / Methodology / Approach: This research is applied in terms of purpose, and in terms of method and descriptive nature of survey type. The statistical population in this study is the managers, employees and supervisors of different units in different organizational levels in Khash health network. The total volume of the statistical population is 803 people (N = 803). The statistical sample size was 259 using Cochran's formula. In this study, three questionnaires were used to collect data. Prior to causal analysis, the Kaiser, Meyer, and Alkin (KMO) criteria were used to verify the validity of the data and to check the accuracy of the sampling. In order to investigate the subject, a main hypothesis and seventeen sub-hypotheses were developed. IBM Amos 24 software has been used to prepare data (data entry) and draw some descriptive charts from the Microsoft Excel 2013 software and to analyze the data and statistical inferences.Findings: The results showed a positive and significant relationship between human resource optimization components (organizational culture, employee training, performance appraisal, reward system, discipline, specialization and career guidance) and organizational agility in the health care network. There is Khash city. Also, the optimization of human resources and organizational justice has a direct and significant relationship between the components (performance appraisal, reward system, specialization, career path and organizational culture) and there is an inverse relationship between the two components of discipline and education with organizational justice. Among the three components of organizational justice and their relationship with organizational agility, it was found that there is a direct relationship between distributive justice and interactive justice with organizational agility and there is an inverse relationship between interactive justice and organizational agility.Limitations and Consequences: Due to the multiplicity of research variables and the specific complexities of the research, as well as the lack of sufficient resources for some components, in future research, these components should be addressed more and more clearly.Practical Consequences: By increasing the amount of each component of employee optimization, it increased organizational agility and organizational justice.Initiative or Value of the Article: In this study, the effect of human resource optimization on organizational agility and the role of organizational justice intermediary is examined. For the first time, organizational justice was used as an intermediary role between these two variables.

کلیدواژه‌ها [English]

  • Human Resource Optimization
  • Human Resource Optimization Components
  • Organizational Agility
  • Organizational Justice
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چشم انداز مدیریت دولتی
دوره 10، شماره 2 - شماره پیاپی 38
1398
صفحه 238-274