اخبار و اعلانات
آمار
| تعداد نشریات | 38 |
| تعداد شماره‌ها | 1,240 |
| تعداد مقالات | 8,994 |
| تعداد مشاهده مقاله | 7,845,646 |
| تعداد دریافت فایل اصل مقاله | 4,707,156 |
الگوی معماری مسئولیت‌های اجتماعی مدیریت منابع انسانی براساس راهبردها | ||
| پژوهش‌های مدیریت منابع انسانی | ||
| دوره 13، شماره 3 - شماره پیاپی 45، مهر 1400، صفحه 9-38 اصل مقاله (886.1 K) | ||
| نوع مقاله: مقاله پژوهشی | ||
| نویسندگان | ||
| سکینه حاتمی1؛ میرعلی سیدنقوی* 2؛ سید مهدی الوانی3؛ داود حسین پور4 | ||
| 1دانشجوی دکتری و مربی گروه مدیریت، دانشگاه پیام نور، تهران، ایران | ||
| 2نویسنده ی مسئول: دانشیار، گروه مدیریت دولتی، دانشکده مدیریت و حسابداری دانشگاه علامه طباطبائی، تهران، ایران | ||
| 3استاد، گروه مدیریت دولتی، دانشکده مدیریت و حسابداری دانشگاه علامه طباطبائی، تهران، ایران | ||
| 4دانشیار، گروه مدیریت دولتی، دانشکده مدیریت و حسابداری دانشگاه علامه طباطبائی، تهران، ایران | ||
| تاریخ دریافت: 19 آبان 1399، تاریخ بازنگری: 01 دی 1399، تاریخ پذیرش: 15 دی 1399 | ||
| چکیده | ||
| هدف این پژوهش، ارائه الگوی معماری مسئولیت‌های اجتماعی مدیریت منابع انسانی براساس راهبردها بود. روش پژوهش آمیخته (کیفی- کمی) بود. در مرحله کیفی از تحلیل مضمون و ابزارهای مطالعات کتابخانه‌ای و مصاحبه استفاده شد. در مرحله کمی روش پیمایشی با ابزار پرسشنامه به‌کار گرفته شد. جامعه آماری مرحله کیفی، در گام پیشینه پژوهی، همه پژوهش‌های موجود در پایگاه‌های اطلاعاتی در طول سال‌های 1980-2019 و در گام مصاحبه، خبرگان بود. جامعه آماری مرحله کمی پژوهش، مدیران منابع انسانی همه شرکت‌های دولتی وزارت نفت بود. با استفاده از نتایج بخش کیفی، مدل اولیه با 82 مضمون پایه، 22 مضمون سازمان‌دهنده و 4 مضمون فراگیر ترسیم شد. یافته‌های بخش کمی نشان داد، راهبرد 5 شرکت اثرگذار، 8 شرکت تطبیقی، 3 شرکت دفاعی و درنهایت 2 شرکت واکنشی بود. مطابق یافته‌ها تعداد شاخص‌ها، مؤلفه‌ها و ابعاد تأییدشده در هرکدام از شرکت‌های اثرگذار، تطبیقی، دفاعی و واکنشی به‌ترتیب (73، 21، 4) (52، 19، 4) (33، 15، 4) و (28، 14، 4) بود. نتایج پژوهش نشان داد در شرکت‌های اثرگذار به مسئولیت‌های اجتماعی توجه بیشتری می‌شود. | ||
| کلیدواژه‌ها | ||
| مسئولیت‌های اجتماعی مدیریت منابع انسانی؛ راهبردهای مسئولیت‌های اجتماعی؛ معماری مسئولیت‌های اجتماعی | ||
| عنوان مقاله [English] | ||
| A Model for the Social Responsibilities Architecture of Human Resource Management on the Basis of Strategies | ||
| نویسندگان [English] | ||
| Sakineh Hatami1؛ Mirali Seyednaghavi2؛ Seyyed Mehdi Alvani3؛ Davood Hoseinpour4 | ||
| 1Lecturer at the Department of Management, Payam Noor University, Tehran, Iran | ||
| 2Corresponding author: associate professor at the Department of Public Administration, Faculty of Management and Accounting, Allameh Tabatabaei University, Tehran, Iran | ||
| 3Full professor at the Department of Public Administration, Faculty of Management and Accounting, Allameh Tabatabaei University, Tehran, Iran | ||
| 4Associate professor at the Department of Public Administration, Faculty of Management and Accounting, Allameh Tabatabaei University, Tehran, Iran | ||
| چکیده [English] | ||
| This study is aimed at designing an architectural model of social responsibilities of human resource management on the basis of strategies. This is a mixed research (a combination of qualitative and quantitative methods). In the qualitative stage, thematic analysis and library tools as well as interviews with experts were used. In the quantitative stage, the survey method was used through a questionnaire. The statistical population of the qualitative stage, reviewing the background of the research, included all the researches in the databases relating to 1980-2019. and in the interviewing phase, experts were referred to. The statistical population of the quantitative stage of the research included human resource managers of all state-owned companies of the Ministry of Oil. Considering the results of the qualitative section, the initial model was drawn containing 82 basic themes, 22 organizing themes and 4 inclusive themes. The findings of the quantitative section illustrated that 5 companies followed effective strategy, 8 companies used comparative strategy, 3 companies followed defense strategy. and 2 others employed reactive strategy. The findings also revealed that the confirmed indicators, components and dimensions in each of the effective, adaptive, defense and reactive companies contained (73, 21, 4), (52, 19, 4), (33, 15, 4), and (28, 14, 4), respectively. The results also indicated that the effective companies paid more attention to social responsibilities. | ||
| کلیدواژه‌ها [English] | ||
| Social responsibilities of human resource management, social responsibility strategies, architecture of social responsibilities | ||
| مراجع | ||
|
حاجی زاده، ابراهیم؛ اصغری، محمد، (1390)، روش های و تحلیل های آماری با نگاه به روش تحقیق در علوم زیستی و بهداشتی، چاپ اول، تهران، انتشارات جهاد دانشگاهی
رجب‌پور، ابراهیم (1396)، تأثیر مدیریت منابع انسانی بر توسعه مدیریت زیست‌محیطی، فصلنامه پژوهش‌های مدیریت منابع انسانی دانشگاه جامع امام حسین (ع)، سال نهم، شماره 1 (پیاپی 27)( بهار 96): 51-72.
رئیسیان، محراب (1396)، تعیین ارتباط بین مسئولیت اجتماعی سازمان و تأثیر شیوه‌های مدیریت منابع انسانی ازطریق مدل سیستمی مدیریت دانش، دوماهنامه مطالعات کاربردی در علوم مدیریت و توسعه، سال دوم، 1 (پیاپی:3): 15-22.
طبرسا، غلامعلی و غفوری، داوود (1386)، بررسی و تجزیه‌وتحلیل میزان اثربخشی نظام ارزیابی عملکرد جدید کارکنان دولت (مورد مطالعه در ستاد مرکزی وزارت امور اقتصادی و دارایی)، فصلنامه مدرس علوم انسانی، دوره 12، شماره 4، زمستان 87: 199-225.
Abdul, Z., & Ibrahim, S. (2002). Executive and management attitudes towards corporate social responsibility in Malaysia. Corporate Governance: The international journal of business in society, 2(4), 10-16.
Agboveh, M. (2009). Balancing Conflicting Tertiary Stakeholders’ Expectations: A Management Perspective, Master Thesis, University Of Vaasa, Faculty Of Business Studies, Department Of Management.
Alcaraz,J.M., Susaeta, L., Suarez, E., Colón,C., Gutiérrez-Martínez, I., Cunha, R., Leguizamón, F., Idrovo, S., Weisz, N., Correia, M.F. & Pin, J.R. (2017): The human resources management contribution to social responsibility and environmental sustainability: explorations from Ibero-America. The International Journal of Human Resource Management, DOI: 10.1080/09585192.2017.1350732.
Barrena-Martínez, J., López-Fernández, M., & Romero-Fernández, P. M. (2017). Socially responsible human resource policies and practices: Academic and professional validation. European research on management and business economics, 23(1), 55-61.
Barrena-Martínez, J., López-Fernández, M., & Romero-Fernández, P. M. (2019). Towards a configuration of socially responsible human resource management policies and practices: Findings from an academic consensus. The International Journal of Human Resource Management, 30(17), 2544-2580.
Boonstoppel, A. (2011). The Relationship between Corporate Social Responsibility and Financial Performance: an empirical study of companies included in the Dow Jones Sustainability Index. Master Thesis, Erasmus University Rotterdam, Erasmus School of Economics, Accounting, Auditing and Control.
Bučiūnienė, I., & Kazlauskaitė, R. (2012). The linkage between HRM, CSR and performance outcomes. Baltic Journal of Management, 7(1), 5-24.
Carroll, A. B. (1999) Corporate social responsibility. Evaluation of definitional construct. Business and Society 38 (3), 268-295.
Carroll, A. B. (1979). A Three Dimensional Conceptual Model of Corporate Social Performance . Academy of Management Review. 4, 497-505.
Celma, D., Martínez‐Garcia, E., & Coenders, G. (2014). Corporate social responsibility in human resource management: An analysis of common practices and their determinants in Spain. Corporate Social Responsibility and Environmental Management, 21(2), 82-99.
Ciprian-Dumitru, S. (2013). How to deal with corporate social responsibility related to employees. Annals of the University of Oradea, Economic Science Series, 22(1), 1675-1681.
Clarkson, M. E. (1995). A stakeholder framework for analyzing and evaluating corporate social performance. Academy of management review, 20(1), 92-117.
Davis, K. and Blomstrom, R. L. (1975). Business and Society: Environment and Responsibility. 3nd Ed. New York: McGraw Hill.
Del Baldo, M. (2018). CSR, Innovation and Human Resource Management: The Renaissance of Olivetti’s Humanistic Management in Loccioni Group, Italy. In Building New Bridges Between Business and Society, Springer, Cham, 145-167
Dupont, C., Ferauge, P., & Giuliano, R. (2013). The Impact of Corporate Social Responsibility on Human Resource Management: GDF SUEZ’s Case. International Business Research, 6 (12), 145-155.
Jamali, D. R., El Dirani, A. M., & Harwood, I. A. (2015). Exploring human resource management roles in corporate social responsibility: the CSR‐HRM co‐creation model. Business Ethics: A European Review, 24(2), 125-143.
Inyang, B. J., Awa, H. O., & Enuoh, R. O. (2011). CSR-HRM nexus: Defining the role engagement of the human resources professionals. International Journal of Business and Social Science, 2(5), 118-126.
Lapiņa, I., Maurāne, G., & Stariņeca, O. (2014). Human resource management models: aspects of knowledge management and corporate social responsibility. Procedia-social and behavioral sciences, 110, 577-586.
Lê, T. T. T. & De Nanteuil, M. (2015). Employees’ Vocational Training and Corporate Social Responsibility (CSR): beyond “Primary Responsibilities”. GSTF Journal on Business Review (GBR), 4(2), 21-27.
Lepak, D. P., & Snell, S. A. (2002). Examining the human resource architecture: The relationships among human capital, employment, and human resource configurations. Journal of management, 28(4), 517-543.
Lotila, P. (2010) Corporate responsiveness to social pressure: An interaction-based model. Journal of Business Ethics, 94, 395-409.
McAdam, T. W. 1973. How to put corporate responsibility into practice. Business and Society Review/Innovation, 6, 8-16.
Michael, I. C., Min, W. Z., Ling, K. C., & Kai, D. Y. S. (2015). Proposition of an Interactive Process Approach in Exploring the Relationship between Corporate Social Responsibility (CSR) Strategy and Perceived CSR: Case of ExxonMobil in Nigeria’s Petroleum Industry. International Journal of Business and Management, 10(2), 186-195.
Newman, A., Miao, Q., Hofman, P. S., & Zhu, C. J. (2016). The impact of socially responsible human resource management on employees' organizational citizenship behaviour: the mediating role of organizational identification. The International Journal of Human Resource Management, 27(4), 440-455.
Nie, D., Lämsä, A. M., & Pučėtaitė, R. (2018). Effects of responsible human resource management practices on female employees’ turnover intentions. Business Ethics: A European Review, 27(1), 29-41.
O’Donohue, W. & Torugsa, N. (2014). The role of responsible HRM practices and a culture-related capability on the CSR-performance association: A small firm perspective. In Work organization and human resource management. Springer, Cham, 1-25.
Schoemaker, M., Nijhof, A., & Jonker, J. (2006). Human value management. The influence of the contemporary developments of corporate social responsibility and social capital on HRM. Management Revue, 17(4), 448-465.
Shen, J., & Benson, J. (2016). When CSR is a social norm: How socially responsible human resource management affects employee work behavior. Journal of Management, 42(6), 1723-1746.
Shen, J., & Zhang, H. (2017). Socially Responsible Human Resource Management and Employee Support for External CSR: Roles of Organizational CSR Climate and Perceived CSR Directed Toward Employees. Journal of Business Ethics, 1-14.
Sumi, J. (2011). Human resource management and knowledge management: revisiting challenges of integration. International journal of management & business studies, 1, 56-60.
Torugsa, N. A., O’Donohue, W., & Hecker, R. (2013). Proactive CSR: An empirical analysis of the role of its economic, social and environmental dimensions on the association between capabilities and performance. Journal of Business Ethics, 115(2), 383-402.
Voegtlin, C., & Greenwood, M. (2016). Corporate social responsibility and human resource management: A systematic review and conceptual analysis. Human Resource Management Review, 26(3), 181-197.
Waring, P., & Lewer, J. (2004). The impact of socially responsible investment on human resource management: A conceptual framework. Journal of Business Ethics, 52(1), 99-108.
Wilson, I. (1975). What one company is doing about today's demands on business. In Steiner, Cl. A. (Ed. ) Changing Business-Society Interrelationships. Los Angeles: Graduate School of Management, UCLA.
Yu, H. (2013). Human Resource Management Strategy in Corporate Social Responsibility. In Proceedings of the International Conference on Information Engineering and Applications (IEA) 2012, Springer, London, 277-283
Zu, L. (2008). Corporate social responsibility, corporate restructuring and firm's performance. Springer, London. | ||
|
آمار تعداد مشاهده مقاله: 644 تعداد دریافت فایل اصل مقاله: 685 |
||