مجله توسعه آموزش جندی شاپور اهواز

مجله توسعه آموزش جندی شاپور اهواز

طراحی مدل پارادایمی از نقش مدیریت استراتژیک منابع انسانی با رویکرد تقلیل آنومی سازمانی در آموزش عالی (مورد مطالعه: چهار دانشگاه دولتی شمال غرب کشور)

نوع مقاله : مقاله پژوهشی

نویسندگان
1 دانشجوی دکتری مدیریت دولتی، واحد اردبیل، دانشگاه آزاد اسلامی، اردبیل، ایران
2 عضو هیئت علمی، گروه مدیریت دولتی، واحد اردبیل، دانشگاه آزاد اسلامی، اردبیل، ایران
3 عضو هیئت علمی، گروه مدیریت و اقتصاد، دانشگاه محقق اردبیلی، اردبیل، ایران
4 عضو هیئت علمی، گروه مدیریت دولتی، دانشگاه محقق اردبیلی، اردبیل، ایران
چکیده
مقدمه: هدف پژوهش حاضر طراحی مدل پارادایمی از نقش مدیریت استراتژیک منابع انسانی با رویکرد تقلیل آنومی سازمانی در آموزش عالی بود.
روش: روش پژوهش از نظر ماهیت آمیخته، از نظر نوع کاربردی و از روش‌های تحقیق آمیخته، از شیوه اکتشافی، از نوع متوالی استفاده شده است. ابزارهای گردآوری داده‌ها، در بخش کیفی مصاحبه نیمه ساختار یافته و در بخش کمی پرسشنامه محقق ساخته می‌باشد. جامعه آماری در بخش کیفی شامل 15 نفر از اساتید دانشگاهی در حوزه منابع انسانی و مدیران حوزه آموزش و پژوهش دانشگاههای دولتی مورد مطالعه بودند که با روش نمونه‌گیری هدف‌مند و نظری انتخاب شدند. تجزیه و تحلیل داده‌ها در بخش کیفی از روش داده‌بنیاد و به‌صورت کدگذاری انجام گرفت. جامعه آماری در بخش کمی شامل اساتید و مدیران دانشگاه‌های مورد مطالعه بودند که بر اساس فرمول کوکران نمونه 384 نفری به صورت تصادفی ساده انتخاب شده‌اند. برای تجزیه و تحلیل داده‌ها در بخش کمی از روش معادلات ساختاری و نرم افزارهای SPSS26 و SMART-PLS3 استفاده شد. برای پایایی پرسشنامه از آزمون آلفای کرونباخ و برای روایی از نظر اساتید و متخصصان امر استفاده­ گردید.
یافته ها: در بخش کیفی با تحلیل مصاحبه‌ها در مرحله اول، 228 کد اولیه بدست آمد. در کدگذاری انتخابی، 17 مقوله اصلی و 44 مقوله فرعی استخراج، و در مدل پارادایمی جا گرفت. در بخش کمی، نتایج یافته‌های معادلات ساختاری نشان داد که مدل ساختاری طراحی شده از برازش مطلوبی برخوردار است.
نتیجه گیری: می‌توان نتیجه گرفت که با بکارگیری مدیریت استراتژیک منابع انسانی در دانشگاه‌های مورد مطالعه می‌توان آنومی سازمانی را کاهش داد.

تازه های تحقیق

Simin Mohammadi (PubMed)(Google Scholar)

Mohammad Feizi Zangir (PubMed)(Google Scholar)

Mohammad Rouhi Issa Lou (PubMed)(Google Scholar)

Mohammad Hassanzadeh Mahmoudabadi (PubMed)(Google Scholar)

Habib Ebrahimpour (PubMed)(Google Scholar)

کلیدواژه‌ها

عنوان مقاله English

Designing a paradigm model of the role of strategic human resource management with the approach of reducing organizational anomie in higher education (Case study: four public universities in the northwest of the country)

نویسندگان English

Simin Mohammadi 1
Mohammad Feizi Zangir 2
Mohammad Rouhi Issa Lou 2
Mohammad Hassanzadeh Mahmoudabadi 3
Habib Ebrahimpour 4
1 PhD Student in Public Administration, Ardabil Branch, Islamic Azad University, Ardabil, Iran
2 Faculty Member, Department of Public Administration, Ardabil Branch, Islamic Azad University, Ardabil, Iran
3 Faculty member, Department of Management and Economics, University of Mohaghegh Ardabili, Ardabil, Iran
4 Faculty Member, Department of Public Administration, University of Mohaghegh Ardabili , Ardabil, Iran
چکیده English

Introduction: The aim of this study was to design a paradigm model of the role of strategic human resource management with the approach of reducing organizational anomie in higher education.
Method: The research method is mixed in terms of applied type, and the mixed research methods are exploratory in terms of successive types. The statistical population in the qualitative section consisted of 15 university professors in the field of human resources and managers of education and research in public universities who were selected by purposive and theoretical sampling. Data analysis was performed in the qualitative part of the data-based method and in the form of coding. The statistical population included a small number of professors and administrators of the studied universities who were randomly selected based on Cochran's formula of a sample of 384 people. The structural equation method and SPSS26 and SMART-PLS3 software were used to analyze the data in the quantitative part. Cronbach's alpha test was used for the reliability of the questionnaire and for validity by professors and experts.
Findings: In the qualitative section, by analyzing the interviews in the first stage, 228 initial codes were obtained. In selective coding, 17 main categories and 44 subcategories were extracted, and placed in a paradigm model. In the quantitative part, the results of the structural equation findings showed that the designed structural model is a good fit.
Conclusion: It can be concluded that by applying strategic management of human resources in the studied universities, organizational anomie can be reduced.

کلیدواژه‌ها English

Strategic human resource management
organizational anomie
higher education
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