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موسوی, میناسادات, رستگار, عباسعلی, شفیعی نیکآبادی, محسن. (1404). نقش هوش مصنوعی در ارتقای دانش مدیریت منابع انسانی مثبت‌گرا: یک مدل علّی. پدافند الکترونیکی و سایبری, (), 11-35. doi: 10.47176/smok.2025.1891
میناسادات موسوی; عباسعلی رستگار; محسن شفیعی نیکآبادی. "نقش هوش مصنوعی در ارتقای دانش مدیریت منابع انسانی مثبت‌گرا: یک مدل علّی". پدافند الکترونیکی و سایبری, , , 1404, 11-35. doi: 10.47176/smok.2025.1891
موسوی, میناسادات, رستگار, عباسعلی, شفیعی نیکآبادی, محسن. (1404). 'نقش هوش مصنوعی در ارتقای دانش مدیریت منابع انسانی مثبت‌گرا: یک مدل علّی', پدافند الکترونیکی و سایبری, (), pp. 11-35. doi: 10.47176/smok.2025.1891
موسوی, میناسادات, رستگار, عباسعلی, شفیعی نیکآبادی, محسن. نقش هوش مصنوعی در ارتقای دانش مدیریت منابع انسانی مثبت‌گرا: یک مدل علّی. پدافند الکترونیکی و سایبری, 1404; (): 11-35. doi: 10.47176/smok.2025.1891

نقش هوش مصنوعی در ارتقای دانش مدیریت منابع انسانی مثبت‌گرا: یک مدل علّی

مدیریت راهبردی دانش سازمانی
مقالات آماده انتشار، پذیرفته شده، انتشار آنلاین از تاریخ 07 مهر 1404    اصل مقاله (1.59 M)
نوع مقاله: مقاله پژوهشی با اصالت
شناسه دیجیتال (DOI): 10.47176/smok.2025.1891
نویسندگان
میناسادات موسوی1؛ عباسعلی رستگار* 2؛ محسن شفیعی نیکآبادی3
1دانشجوی دکتری دانشکده اقتصاد، مدیریت و علوم اداری، دانشگاه سمنان
2استاد و عضو هیات علمی دانشکده اقتصاد، مدیریت و علوم اداری دانشگاه سمنان
3استاد و عضو هیئت علمی دانشکده اقتصاد، مدیریت و علوم اداری دانشگاه سمنان، سمنان، ایران
چکیده
هدف: هدف این مطالعه، بررسی نقش هوش مصنوعی در ارتقاء شیوه‌های مدیریت منابع انسانی و تقویت مدیریت دانش در این حوزه ، به منظور بهبود نتایج مثبت سازمانی و بهزیستی کارکنان است. در مدیریت منابع انسانی، ادغام هوش مصنوعی می‌تواند فرآیندهای تصمیم‌گیری را بهبود بخشد، کارایی را افزایش دهد و انصاف را در مدیریت استعدادها ارتقا دهد. این مطالعه همچنین به چگونگی تعامل هوش مصنوعی با شیوه‌های مدیریت دانش منابع انسانی مثبت‌گرا می‌پردازد، این مطالعه همچنین به اهمیت بهزیستی کارکنان در دستیابی به موفقیت‌های پایدار و نحوه بهبود آن از طریق مدیریت دانش منابع انسانی مثبت‌گرا اشاره دارد.
روش پژوهش: این مطالعه از رویکردی ترکیبی استفاده کرده است که شامل روش‌های تحقیق کیفی و کمی برای تحلیل جامع نقش هوش مصنوعی در منابع انسانی می‌باشد. مرحله اول پژوهش شامل یک مرور گسترده از ادبیات موجود در زمینه هوش مصنوعی در منابع انسانی، روانشناسی سازمانی و بهزیستی کارکنان با استفاده از رویکرد متن‌کاوی و ابزار تحت وب ویانت و نرم‌افزار رپیدماینر بوده است. مرور ادبیات به شناسایی عوامل کلیدی که بر اجرای موفقیت‌آمیز هوش مصنوعی در شیوه‌های منابع انسانی تأثیر می‌گذارند، مانند شفافیت، انصاف و شخصی‌سازی تجربیات کارکنان، کمک کرده است. مرحله دوم شامل استفاده از روش‌های دیمتل فازی (تحلیل و ارزیابی تصمیم‌گیری) و نگاشت شناخت فازی بود که از روش‌های پرکاربرد در پژوهش‌هایی است که به تجزیه و تحلیل روابط پیچیده بین عوامل می‌پردازند.
یافته‌ها: این تحقیق در راستای تحلیل کاربرد هوش مصنوعی در بهبود فرآیندهای منابع انسانی و تاثیر آن بر بهزیستی کارکنان، از روش‌های ترکیبی نگاشت شناختی فازی و دیمتل فازی استفاده کرده است. در ابتدا، 188 مقاله نهایی به‌منظور استخراج شاخص‌های کلیدی مورد بررسی قرار گرفت. پس از تبدیل محتوای مقالات به فرمت متنی و حذف لغات غیرمرتبط، از ابزار ویانت برای استخراج پرتکرارترین کلمات استفاده شد. این کلمات به‌طور دستی پالایش و خوشه‌بندی شدند و در نهایت 22 شاخص کلیدی برای مدل مفهومی انتخاب گردید. سپس با استفاده از روش دیمتل فازی روابط علّی بین شاخص‌ها تعیین و براساس درجه اثرگذاری و اثرپذیری، روابط میان عوامل مورد تجزیه‌وتحلیل قرار گرفت. در پایان، نگاشت شناختی فازی به‌منظور رسم شبکه بصری از شاخص‌ها و روابط آن‌ها به کار گرفته شد که در آن مدل‌سازی استراتژیک منابع انسانی دارای بیشترین اثرگذاری و نیروی کار با پشتیبانی هوش مصنوعی بیشترین اثرپذیری و درجه مرکزیت را دارا بود.
نتیجه‌گیری: یافته‌ها نشان می‌دهد که هوش مصنوعی با پشتیبانی از چرخه‌های مدیریت دانش سازمانی، شامل خلق، اشتراک، ذخیره‌سازی و به‌کارگیری دانش، می‌تواند هم‌زمان موجب بهبود کارایی سازمانی و شکوفایی کارکنان شود. به‌ویژه، سیستم‌های هوش مصنوعی قادرند از طریق شناسایی و تقویت ویژگی‌های روان‌شناختی مثبت در کارکنان، همچون تاب‌آوری، خوش‌بینی، و امید، تجربه‌ی کاری را شخصی‌سازی کرده و بهره‌وری را بهبود بخشند. مدل علّی پژوهش نشان می‌دهد که هوش مصنوعی از طریق افزایش ظرفیت خلق دانش و بهبود اشتراک دانش، به‌ویژه با استفاده از تحلیل‌های پیش‌بینی‌کننده منابع انسانی و الگوریتم‌های یادگیری ماشین، می‌تواند فرآیندهای منابع انسانی را کارآمدتر کرده و به بهبود تجربه کارکنان کمک کند.
کلیدواژه‌ها
مدیریت منابع انسانی مثبت‌گرا؛ تقویت؛ هوش مصنوعی؛ مدیریت منابع انسانی تقویت‌شده با هوش مصنوعی
عنوان مقاله [English]
The role of Artificial Intelligence in Promoting The Knowledge Of Positive Human Resource Management: A Causal Model
نویسندگان [English]
Minasadat Mousavi1؛ Abbas ali Rastgar2؛ Mohsen Shafiei Nikabadi3
1Doctoral student, Faculty of Economics, Management and Administrative Sciences, Semnan University
2Professor, Faculty of Economics, Management and Administrative Sciences, semnan university
3Professor Faculty of Economics management and administrative sciences, Semnan university, Semnan, IRan
چکیده [English]
Purpose: The primary aim of this study is to explore the role of artificial intelligence (AI) in enhancing human resource management practices and strengthening knowledge management in this domain to improve organizational outcomes and employee well-being. In recent years, AI has attracted significant attention due to its clear potential to revolutionize business operations in organizations. In human resource management, the integration of AI can enhance decision-making processes, increase efficiency, and promote fairness in talent management. This study also examines how AI interacts with positive human resource management practices, particularly how this technology can guide human resource processes in a personalized, effective, and supportive manner to help employees thrive and optimize knowledge management in organizations. Moreover, this research aims to provide perspectives and a conceptual framework for integrating AI into human resource practices that benefit both organizations and employees, while facilitating knowledge management in organizations. While the impact of AI on operational efficiency and productivity is well-documented, this study also emphasizes the importance of employee well-being in achieving sustainable success and how it can be improved through positive human resource knowledge management practices. In fact, this study investigates how AI can not only increase productivity but also enhance employee experience and organizational culture. The findings aim to help develop human resource systems that are not only efficient but also human-centered, creating an environment where employees can flourish both personally and professionally. Focusing on the dual goals of organizational success and employee flourishing, this study provides practical recommendations for human resource professionals and organizational leaders interested in leveraging AI to create positive and productive work environments.
Methodology: This study employs a mixed-methods approach, incorporating both qualitative and quantitative research methods to comprehensively analyze the role of AI in human resource management. The first phase of the research involved an extensive literature review on AI in human resources, organizational psychology, and employee well-being using text mining techniques and web-based tools like Viante and RapidMiner software. The literature review helped identify key factors influencing the successful implementation of AI in human resource practices, such as transparency, fairness, and personalized employee experiences. The second phase included the use of fuzzy DEMATEL (Decision-Making Trial and Evaluation Laboratory) and fuzzy cognitive mapping methods, which are widely used in research analyzing complex relationships between factors. The fuzzy DEMATEL method was used to identify key factors and barriers to the successful adoption of AI in positive human resource management, while fuzzy cognitive mapping was employed to model and visualize the causal relationships between various factors affecting the adoption of AI in positive human resource knowledge management. These methods are specifically designed to analyze and assess the interdependencies and complex relationships among factors. This research involved a case study from a leading organization in human resources to deeply examine how AI is integrated into human resource practices and its impact on organizational outcomes, employee flourishing, and well-being. This combination of methods allowed the researchers to comprehensively examine fuzzy relationships and averages, providing a practical model for AI application in human resources.
Findings: This research used fuzzy cognitive mapping and fuzzy DEMATEL methods to analyze the application of AI in improving human resource processes and its impact on employee well-being. Initially, 188 final articles were reviewed to extract key indicators. After converting the article content into text format and removing irrelevant words, Viante was used to extract the most frequently mentioned terms. These terms were manually filtered and clustered, leading to the selection of 22 key indicators for the conceptual model. Next, RapidMiner software was used to extract key concepts, and with expert opinions and data refinement, these concepts were transformed into the final conceptual model. Then, using the fuzzy DEMATEL method, causal relationships between the indicators were identified, and the relationships between the factors were analyzed based on their influence and impact. Finally, fuzzy cognitive mapping was used to create a visual network of the indicators and their relationships. The findings showed that among the key indicators, strategic human resource modeling plays a crucial role in strengthening human resource processes and enhancing employee flourishing. Furthermore, the use of AI in performance evaluation, workforce needs prediction, and career development processes significantly improved organizational performance and employee job satisfaction.
Research limitations/implications: Despite its valuable insights, this study has several limitations. The research is based on a single case study, which may limit the generalizability of the findings to other industries or organizations. Additionally, while the study highlights the potential benefits of AI in HRM, it does not fully explore the long-term implications of AI adoption on employee well-being and organizational performance. Further research is needed to examine the long-term effects of AI on employee satisfaction, retention, and overall organizational culture. Moreover, the study primarily focuses on the technical and operational aspects of AI adoption, while the ethical implications of AI in HRM are only briefly touched upon. As AI continues to evolve, it is crucial to explore the ethical considerations of using AI in human resource practices, such as data privacy, bias, and accountability.
Practical implications: The findings of this study have several practical implications for HR professionals and organizational leaders. First, organizations should prioritize transparency and fairness when implementing AI-powered HR systems. Ensuring that AI systems are transparent and explainable can help build trust among employees and mitigate concerns about bias or discrimination. Second, organizations should invest in training programs to ensure that HR professionals and employees understand how AI works and how it can be used to augment HR practices. Furthermore, the study emphasizes the importance of a holistic approach to AI adoption in HRM. Organizations should not only focus on the technological aspects of AI but also consider the organizational culture and employee experience. By integrating AI into PHR practices in a way that supports employee well-being and promotes a positive work environment, organizations can create a culture of growth, engagement, and innovation.
Originality/value: This research makes a significant contribution to the field of HRM by providing a novel framework for integrating AI into PHR practices with a focus on employee well-being. While much of the existing research on AI in HRM focuses on operational efficiency and productivity, this study highlights the importance of AI in creating a supportive and positive work environment. The findings contribute to the growing body of knowledge on the intersection of technology and human resource management, offering a new perspective on how AI can be used to promote both organizational success and employee flourishing.
کلیدواژه‌ها [English]
Positive Human Resource Management, Artificial Intelligence, Augmenting, AI, AI-augmented HRM
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