چشم انداز مدیریت دولتی

بررسی تأثیر مدیریت منابع انسانی مسئولیت‌پذیر اجتماعی بر اشتراک‌گذاری دانش و عدم‌ترس از رویدادهای بیرونی با نقش میانجی احترام‌ ادراک‌شده و اعتماد سازمانی در زمان شیوع کووید ‌19 (مورد مطالعه: شرکت مگاموتور)

نوع مقاله : پژوهشی ( با رویکردهای کمی)

نویسندگان

1 استادیار گروه مدیریت، دانشکده مدیریت و علوم مالی، دانشگاه خاتم، تهران، ایران.

2 دانشیار گروه مدیریت، دانشکده مدیریت و حسابداری، دانشگاه شهید بهشتی، تهران، ایران.

3 کارشناس ارشد، مدیریت دولتی گرایش توسعه منابع انسانی، دانشکده مدیریت و علوم مالی، دانشگاه خاتم، تهران، ایران.

10.52547/jpap.2023.230525.1268

چکیده

هدف: سازمان‌های امروزی با حوادث پیش‌بینی‌نشده‌ای مواجه می‌شوند که بر نیروی کار و عملکرد سازمان و در نهایت بقای سازمان موثرند. همه‌گیری کووید ۱۹ فضای چالشی را به‌خصوص در زمینه مدیریت منابع انسانی ایجاد کرده و بر لزوم پیاده‌سازی اقدامات فنی، جسمی، روانی و اجتماعی برای مدیریت منابع انسانی افزوده است. از سوی دیگر، به دلیل سرعت پیشرفت فناوری و اطلاعات و رقابت سخت سازمان‌ها، استرس افراد در محل کار افزایش یافته و نگرانی‌ها برای سلامت روان کارکنان اهمیت بیشتری یافته است. همه‌گیری کووید 19 و استرس و اضطراب ناشی از آن با اثرگذاری منفی بر زندگی کاری کارکنان می‌تواند عملکرد شرکت را با اخلال روبه‌رو سازد، به‌طوری‌که فرآیند اشتراک‌گذاری دانش را که نیاز ضروری هر سازمانی جهت بقاء در رقابت تنگاتنگ دنیای امروز است، مانع گردد. از این‌رو، هدف پژوهش حاضر بررسی تأثیر مدیریت منابع انسانی مسئولیت‌پذیر اجتماعی بر اشتراک‌گذاری دانش و عدم ‌ترس از رویدادهای بیرونی با نقش میانجی احترام‌ ادراک‌شده و اعتماد سازمانی و نقش تعدیل‌کننده تضاد نقش و ابهام نقش در زمان شیوع کووید 19 می‌باشد.
طراحی/ روش‌شناسی/ رویکرد: پژوهش حاضر از نظر پارادایم؛ فرااثبات‌گرا، از نظر رویکرد؛ کمی، از نظر هدف؛ کاربردی و از حیث روش؛ توصیفی-پیمایشی است. جامعه آماری این پژوهش شامل کارکنان شرکت مگاموتور به تعداد 2350 نفر می‌باشند که حجم نمونه با استفاده از روش تحلیل توان، 226 نفر تعیین و با در نظر گرفتن نرخ بازگشت مورد انتظار 0.7 جهت پرهیز از کاهش تعمیم‌پذیری نمونه، به تعداد 323 نفر افزایش یافت. در نهایت، پس از انجام پیش‌پردازش‌های لازم، داده‌های 319 نفر وارد پروسه تجزیه و تحلیل توصیفی و استنباطی شد. روش نمونه‌گیری نیز، تصادفی ساده می‌باشد. تحلیل استنباطی به‌واسطه مدل‌سازی معادلات ساختاری با رویکرد واریانس‌محور حداقل مربعات جزئی در بستر نرم‌افزار SmartPLS ورژن 3.3.9 به دلیل وجود سازه‌های کمی به‌عنوان تعدیل‌گر صورت پذیرفت.
یافته‌­های پژوهش:  تمام دوازده فرضیه مطروحه، مورد تائید قرار گرفتند که از میان آن‌ها تاثیر مدیریت منابع انسانی مسئولیت‌پذیر اجتماعی بر اعتماد سازمانی بیشترین ضریب مسیر را (0.747) به خود اختصاص داده است. علاوه بر این، ارتقای احترام ادراک‌شده بیشتر از اعتماد سازمانی می‌تواند به بهبود اشتراک‌گذاری ‌دانش و عدم ترس از رویدادهای بیرونی کمک نماید. به بیان دیگر، اجرای سیاست‌های مدیریت منابع انسانی مسئولیت‌پذیر اجتماعی از طریق ایجاد فضای مبتنی بر احترام و اعتماد به‌عنوان نقش میانجی کامل، اثر خود را به سازه‌های درون‌زای نهایی مدل انتقال می‌دهد. افزایش ابهام نقش می‌تواند تاثیر سیاست‌های مدیریت منابع انسانی مسئولیت‌پذیر اجتماعی بر اعتماد سازمانی را کاهش دهد. به همین ترتیب، تضاد نقش قادر به کاهش اثر مدیریت منابع انسانی مسئولیت‌پذیر اجتماعی بر احترام ادراک ‌شده است. 
محدودیت­‌ها و پیامدها: محدودیت این پژوهش انجام آن در یک سازمان خاص می‌باشد که قابلیت تعمیم آن را به سایر سازمان‌ها دشوار می‌کند. بنابراین انجام مطالعاتی در این زمینه در سایر سازمان‌ها توصیه می‌شود. از سوی دیگر استفاده از ابزار پرسشنامه برای سنجش نگرش افراد از محدودیت‌های دیگر این پژوهش می‌باشد.
پیامدهای عملی: لازمه موفقیت یک سازمان، موفقیت عوامل دانش‌محور در آن سازمان است. در این راستا مدیران باید به موضوع افزایش انگیزه کارکنان و ایجاد علاقه در آن‌ها برای اشتراک‌گذاری دانش توجه نمایند. اشتراک‌گذاری دانش نقش مهمی در نوآوری و بهبود مزیت رقابتی سازمان ایفا می‌کند. در صورتی‌که سازمان‌ها زیرساخت‌های لازم را برای اشتراک‌گذاری دانش فراهم نمایند، تا حد زیادی زمینه را برای اشتراک‌گذاری و به‌کارگیری دانش فراهم می‌کنند. اقدامات مدیریت منابع انسانی مسئولیت‌پذیر اجتماعی از جمله برقراری ارتباط بین جبران خدمات با ارزیابی عملکرد، شفافیت در معیارهای ارزیابی عملکرد، عدم وجود تبعیض‌های جنسیتی و قومیتی در ارزیابی عملکرد و توجه بلندمدت به امر آموزش، منجر به افزایش اعتماد کارکنان و تمایل داوطلبانه کارکنان برای اشتراک‌گذاری دانش می‌گردد. با اجرای سیاست‌های مدیریت منابع انسانی مسئولیت‌پذیر اجتماعی و در نتیجه ایجاد فضای سرشار از احترام و اعتماد می‌توان به کاهش استرس و ترس کارکنان ناشی از رویدادهای بیرونی اقدام و اشتراک‌گذاری دانش را تقویت نمود.
ابتکار یا ارزش مقاله: تاکنون پژوهشی به بررسی تاثیر مدیریت منابع انسانی مسئولیت‌پذیر اجتماعی به‌طور هم‌زمان بر دو متغیر عدم‌ ترس از رویدادهای بیرونی و اشتراک‌گذاری دانش، نپرداخته است. همچنین، تاثیر متغیرهای اعتماد سازمانی و احترام ادراک‌شده به‌عنوان میانجی در رابطه علی بین مدیریت منابع انسانی مسئولیت‌پذیر اجتماعی و اشتراک‌گذاری دانش و عدم‌ ترس از رویدادهای بیرونی و نقش تعدیل‌کننده تضاد نقش و ابهام نقش، در این پژوهش برای اولین بار مورد بررسی قرار گرفته است.
نوع مقاله: مقاله پژوهشی
 

کلیدواژه‌ها

عنوان مقاله [English]

Investigating the Effect of Socially Responsible Human Resource Management on knowledge Sharing and Fearlessness of External Events with the Mediating Role of Perceived Respect and Organizational Trust During the Outbreak of Covid 19 (Case Study: Megamotor Company)

نویسندگان [English]

  • Fatemeh Karimi jafari 1
  • Abbasali HajiKarimi 2
  • leila selki 3

1 Fatemeh Karimi Jafari 1*, Abbasali Hajikarimi 2, Leila Selki 3 1. Assistant Professor, Department of Management, Faculty of Management and Finance, Khatam University, Tehran, Iran.

2 Associate Professor, Department of Management and Accounting, Shahid Beheshti University, Tehran, Iran.

3 MS, Department of Management, Faculty of Management and Finance, Khatam University, Tehran, Iran.

چکیده [English]

Purpose: Today's organizations face unforeseen events that affect the workforce and the organization's performance and ultimately the organization's survival. The COVID-19 pandemic has created a challenging environment, especially in the field of human resource management, and has increased the need to implement technical, physical, psychological, and social activities for human resource management. On the other hand, due to the rapid development of technology and information and the fierce competition of organizations, the stress of people at work has increased, and concerns for the mental health of employees have become more important. The COVID-19 pandemic and the stress and anxiety caused by it can negatively affect the working lives of employees and disrupt the company's performance, so as to prevent the process of knowledge sharing, which is the essential need of any organization to survive in the tight competition of today's world. Therefore, the purpose of this research is to investigate the effect of socially responsible human resource management on knowledge sharing and fearlessness of external events with the mediating role of perceived respect and organizational trust and the moderating role of role conflict and role ambiguity during the outbreak of COVID-19.
Design/ methodology/ approach:  The current study in terms of paradigm; post-positivism, in terms of approach; quantitative, in terms of purpose; practical, and in terms of method; It is a descriptive survey. The statistical population of this research includes 2350 employees of Megamotor Company, and the sample size was determined by using the power analysis method to be 226 people, and considering the expected return rate of 0.7, in order to avoid reducing the generalizability of the sample, it was increased to 323 people. Finally, after the necessary pre-processing, the data of 319 people entered the process of descriptive and inferential analysis. The sampling method is also simple random. Inferential analysis was done through structural equation modeling with the partial least squares variance-based approach in the SmartPLS software version 3.3.9 due to the presence of quantitative constructs as moderators.
Research Findings: All twelve proposed hypotheses were confirmed, among which the effect of socially responsible human resource management on organizational trust has the highest path coefficient (0.747). In addition, promoting perceived respect more than organizational trust can help improve knowledge sharing and fearlessness of external events. In other words, the implementation of socially responsible human resources management policies through creating an environment based on respect and trust as a complete mediator role transfers its effect to the final endogenous structures of the model. Increasing role ambiguity can reduce the impact of socially responsible human resource management policies on organizational trust. Similarly, role conflict is able to reduce the effect of socially responsible human resource management on perceived respect.
Limitations & Consequences: The limitation of this research is that it is carried out in a specific organization, which makes it difficult to generalize it to other organizations. Therefore, conducting studies in this field in other organizations is recommended. On the other hand, the use of questionnaires to measure people's attitudes is one of the other limitations of this research.
Practical Consequences: The prerequisite for the success of an organization is the success of knowledge-based agents in that organization. In this regard, managers should pay attention to the issue of increasing the motivation of employees and creating interest in them to share knowledge. Knowledge sharing plays an important role in innovation and improving the organization's competitive advantage. If organizations provide the necessary infrastructure for knowledge sharing, they provide a platform for sharing and applying knowledge to a large extent. Socially responsible human resources management activities, including communication between compensation and performance evaluation, transparency in performance evaluation criteria, lack of gender and ethnic discrimination in performance evaluation, and long-term attention to training, lead to increased employee trust and employees' voluntary willingness to share knowledge. By implementing socially responsible human resource management policies and, as a result, creating an atmosphere full of respect and trust, it is possible to reduce the stress and fear of employees caused by external events and strengthen action and knowledge sharing.
Innovation or value of the Article: So far, no research has investigated the impact of socially responsible human resource management on the two variables of fearlessness of external events and knowledge sharing. Also, the effect of variables of organizational trust and perceived respect as a mediator in the causal relationship between socially responsible human resource management and knowledge sharing and fearlessness of external events and the moderating role of role conflict and role ambiguity have been examined in this research for the first time.
Paper Type: Original Paper
 

کلیدواژه‌ها [English]

  • Socially Responsible Human Resources Management
  • Knowledge Sharing
  • Fearlessness of External Events
  • Role Conflict
  • Role Ambiguity
  • Perceived Respect
  • Organizational Trust
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چشم انداز مدیریت دولتی
دوره 15، شماره 2 - شماره پیاپی 58
1403
صفحه 141-168