Educational Development of Judishapur

Educational Development of Judishapur

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)

Document Type : Original Article

Authors
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
10.22118/edc.2022.333161.2041
Abstract
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.
Keywords
Strategic human resource management
organizational anomie
higher education
Armstrong M. 2002. Strategic Human Resource Management, translated by Seyed Mohammad Arabi and Davood Izadi, Cultural Research Office Publications.https//doi:10.1037/pacoooo385.
Allui A, Sahni J. 2016. Strategic Human Resource Management in Higher Education Institutions: Empirical Evidence from Saud, 12th International Strategic Management Conference, Antalya, Turkey Procedia Social and Behavioral Sciences,Vol.235, Pp. 361 – 371.https//doi:10.1007/.s10961-017-9611-y.
Arslana H, Akdemirb A, Durdu Karsli M. 2013. How human resource operations work in higher education institutions. 9th International Strategic Management Conference, Procedia - Social and Behavioral Sciences, Vol.99, Pp. 742 – 751.https//doi:org/10.1016/j.sbspro.2013.10.546
Abreu E, Aguiar de Souza M, Fleury L. 2018. Influence of Anomie and Organizational Commitment on the Turnover Intention in Organizations. Actualidades en Psicología. Vol.32, No.125, Pp. 51-69.https//doi:20.1001.1.82548002.
Adam-Troian J, Bonetto E, Araujo M (et al). 2020. Positive Associations between Anomia and Intentions to Engage in Political Violence: Cross-Cultural Evidence from Four Countries. Journal of Peace Psychology, Vol.26, No.2, Pp. 217-223.httpa//doi:.org/10.1037/pac0000385.
Corley A, Bozeman B, Zhang X (et al). 2017. The expanded scientific and technical human capital model: the addition of a cultural dimension. Journal of Technology Transfer, Vol.44, Pp. 681–699. https://link.springer.com/content/pdf/10.1007/s10961-017-9611-y
Danaeifard H. 2007. Qualitative Research Strategies: A Reflection on Database Data Theory. Fundamentals of Strategic Management, Vol.2, No.1, Pp.97-69. 10.30497/smt.2007.104 [In Persian]
De Brito R P, de Oliveira L B. 2016. The relationship between human resource management and organizational performance. Brazilian Business Review, Vol.13, No.3, Pp. 90-110. DOI: http://dx.doi.org/10.15728/bbr.2016.13.3.5
Hodson R. 1999. Organizational anomie and worker consent. Hournal of Work & Occupations. Vol.26, No.3, Pp. 292-323. https://journals.sagepub.com/doi/10.1177/0730888499026003002
Johnson P, Duberley J. 2010. "Anomie and culture management: reappraising Durkheim". Organization Journal, Vol.18, No.4, Pp. 63-584. https://journals.sagepub.com/doi/abs/10.1177/1350508410392435
Johnson J L, Martin K D, Saini A. 2011. Strategic Culture and Environmental Dimensions as Determinants of Anomie in Publicly-Traded and Privately-Held Firms. Journal of Business Ethics, Vol.21, No.3, Pp. 473- 502. www.emerald.com/insight/content/doi/10.1108/sd.2011.05627kaa.005/full/html
Miri Ghamsari F, Bebran S, Saeedi A. 2019. "Explaining the dimensions and components of strategic development of human resource management (Case study: Radio and Television Organization of the Islamic Republic of Iran)". Scientific Journal of Human Resource Management Research, Vol.12, No.1, Pp. 193-165. [In Persian]
Motalebi Ardakani A. 2015. "Study of the effect of strategic human resource management on the performance of army personnel". Quarterly Journal of Marine Science Education, Pp. 39-28.https//doi.10.22111/JMR.2019.31845.4812. [In Persian]
Mazloumi N, Sefidchian S. 2015. "Study of the role of change capacity in the formation of organizational anomie with a qualitative approach", Quarterly Journal of Organizational Behavior Studies, Fourth Year, No.2, Pp. 26-21.https// doi.org/10.1177/1094428118773858.[In Persian]
Mousavi N, Shariatnejad A, Arefnejad M. 2016. "Identification and prioritization of factors causing organizational anomie in government organizations using fuzzy Delphi technique. Quarterly Journal of Management of Government Organizations, Vol.4, Pp.130-115. https://link.springer.com/article/10.1007/s12597-019-00416-w [In Persian]
Mirsapasi A. 2007. Strategic Management of Human Resources and Labor Relations, Mir Publications. https://louis.pressbooks.pub/introbusinessadmin [In Persian]
Manrique de Lara P Z, Rodriguez T F. 2013. "Organizational anomie as moderator of the relationship between an unfavorable attitudinal environment and citizenship behavior (OCB): An empirical study among university administration and services personnel", Personnel Review, Vol.36, No.6, Pp. 843-866. https://doi.org/10.1108/00483480710822391
Mansfield P M. 2004. Anomie and disaster in corporate culture: the impact of mergers and acquisitions on the ethical climate of market organizations. Marketin Management Journal, Vol.14, No.2, Pp. 88- 97.
Muller B. 2019. Organizational citizenship behavior: The good soldier syndrome, Lexington: MA: Lexington Books. https://books.google.com/books/about
Novak V, Žnidaršič A, Šprajc P. 2015. Students’ Perception of HR Competencies. Research papers Organizacija, Vol.2, No.5, Pp. 1-12.doi:10.1515/orga-2015-0003.
Rahman Seresht R, Mazloumi N, Sefidchian S. 2017. organizational anomie, conceptual dimensions; Stimuli and Consequences, Mashhad, Marandiz Publications. [In Persian]
Spahvand R, Shariatnejad A, Saedi A. 2017. "Designing an Architectural Model of Human Capital in Government Organizations Using Data Theory". Journal of Human Resource Management and Support Development, Vol.13, No.44, Pp. 173-198.                                                      
www.noormags.ir/view/fa/articlepage. [In Persian]
Sefidchian S. 2016. "Designing a model for organizational anomie". PhD Thesis, Faculty of Management and Accounting, Allameh Tabatabai University, Tehran. [In Persian]
Sadeghi M, Moghli A, Sarlak M A (et al). 2019. "Modeling the causes of abnormal   organizational behavior." Quarterly Public Management Research. No. 94-72.
https://doi.org/10.22111/jmr.2019.31845.4812. [In Persian]
Schmiedel T, Müller O, Brocke J V. 2018. Topic Modeling as a Strategy of Inquiry in Organizational Research: A Tutorial with an Application Example on Organizational Culture. Journal of Organizational Research Methods, Vol.22, No.4, Pp. 941-968. https://journals.sagepub.com/doi/10.1177/1094428118773858
Switzer T G. 2013. A Study Of Organizational Anomie In The Academic Setting, Submitted to the Ph.D. in Leadership and Change Program of Antioch University in partial fulfillment of the requirements for the degree of Doctor of Philosophy.https://etd.ohiolink.edu/.
Tsahuridu E E. 2011. An exploration of factors affecting anomia at work. Journal of Business Ethics, Vol.99, Pp. 297- 305. DOI: 10.1007/s10551-010-0655-2
Teymoori A, Jetten J, Bastian B (et al). 2016. Revisiting the measurement of anomie. PLoS ONE. Vol.11, No.17, Pp. 132-147. https://doi.org/10.1371/journal.pone.0158370
Zoghbi P, Lara M, Guerra-Báez R. 2018. A Study of Why Anomic Employees Harm Co-workers: Do Uncompassionate Feelings Matter. Journal of Business Ethics, Vol.152, Pp. 1117–1132. DOI: 10.1007/s10551-016-3313
 
Educational Development of Judishapur
Volume 14, Issue 2
Summer 2023
Pages 174-189