شناسایی و اولویت‌بندی مشکلات روش‌شناختی در مطالعه رابطه شیوه‌های مدیریت منابع انسانی با پیامدهای عملکردی

نوع مقاله : پژوهشی اصیل

نویسندگان
حبیب رودساز 1
میر علی سید نقوی 2
داوود حسین پور 1
علی محجوب 3
1 دانشیار، گروه مدیریت دولتی، دانشکده مدیریت و حسابداری، دانشگاه علامه طباطبائی، تهران، ایران.
2 استاد، گروه مدیریت دولتی، دانشکده مدیریت و حسابداری، دانشگاه علامه طباطبائی، تهران، ایران.
3 کاندید دکتری، گروه مدیریت دولتی، دانشکده مدیریت حسابداری، دانشگاه علامه طباطبائی، تهران، ایران
چکیده
یکی از مهم‌ترین موضوعات مطالعاتی حوزه مدیریت منابع انسانی در دهه‌های اخیر، مطالعه روی ارتباط میان شیوه‌های مدیریت منابع انسانی با پیامدهای عملکردی است. اهمیت این دسته از مطالعه‌ها آن قدر زیاد است که از جنبه خُرد و کلان و از تأثیر اقتباس شیوه‌های مدیریت منابع انسانی بر افزایش عملکرد تا فلسفه وجودی واحد منابع انسانی و ماهیت فعالیت‌های آن را در بر می‌گیرد. با وجود این، دسته‌ای از پژوهش‌ها به‌صورت علمی به انتقاد نسبت به پژوهش‌های حوزه مطالعاتی مذکور پرداخته و یافته‌های غالب آنان را به‌صورت جدی مورد سؤال قرار داده‌اند. انتقادهای ذکر شده اغلب جنبه‌های روش‌شناختی پژوهش‌های پیشین را در بر می‌گیرد. نظر به اهمیت موضوع و نبود پژوهشی در راستای معرفی و جمع‌بندی آن انتقادها، در پژوهش حاضر در دو فاز، نخست با استفاده از رویکرد «تلفیق ترکیبی تحقیقات» که یکی از رویکردهای روش فراترکیب محسوب می‌شود، با مطالعه، جمع‌بندی و تلخیص 40 مقاله انتقادی معتبر درزمینه مذکور، نقشه راهنمای پنج ‌بخشی‌ای برای معرفی انتقاد‌های مطرح‌شده در‌‌خصوص پژوهش‌های حوزه مدیریت منابع انسانی- عملکرد ارائه و تشریح شده است. برای سنجش روایی پژوهش از پرسش­های استاندارد «برنامه مهارت‌های ارزیابی حیاتی، استفاده و در راستای سنجش پایایی پژوهش نیز از شاخص کاپای کوهن در نرم‌افزار SPSS استفاده شد که با مقدار 762/0 پایایی تأیید شدند. در فاز دوم پژوهش نیز، موارد یافته‌شده از فاز نخست پژوهش با استفاده از روش تحلیل سلسله مراتبی اولویت‌بندی شدند.
کلیدواژه‌ها
روش‌شناسی
شیوه‌های مدیریت منابع انسانی
عملکرد
فراترکیب کیفی
تحلیل سلسله مراتبی

موضوعات

عنوان مقاله English

Identification and Prioritization of the Methodological Problems in the Study of the Relationship Between HRM and Performance Outcomes

نویسندگان English

Habib Roodsaz 1
Mirali Seyednaghavi 2
davood hosseinpoor 1
Ali Mahjoub 3
1 Associate Prof., Faculty of Management and Accounting, Allameh Tabataba’i University, Tehran, Iran.
2 Professor, Faculty of Management and Accounting, Allameh Tabataba’i University, Tehran, Iran.
3 Ph.D. candidate in Public Administration, Faculty of Management and Accounting, Allameh Tabataba’i University, Tehran, Iran.
چکیده English

One of the most important research topics in HRM field of study in recent decades, is the study of HRM-performance relationship. The importance of these studies is so much, as they imply both micro and macro implications of HR practices, encompass HRM influences on performance outcomes, and also the existence reason of HR practices and the nature of its practices. However, a body of researches have scientifically criticized/questioned the findings of aforementioned previous studies. These criticisms often comprise the methodological aspects of previous studies. Current study, in two phases, has been done by considering the importance of prementioned issue and the lack of a study in order to introduce and summarize those criticisms. First, we applied “mixed research synthesis” approach as one of the subsidiaries of meta-synthesis method. By studying and summarizing 40 valid critical papers in this field of study, we have presented and explained a five-dimensioned guiding map for introducing the criticisms on the HRM-performance researches. In order to assess research validity, CASP standard checklist was applied, and to determine the reliability, Cohen's Kappa was used in SPSS software which was confirmed by resulting in 0/762. In the second phase, the five dimensions, found in the former phase, were prioritized with AHP method.

کلیدواژه‌ها English

Methodology
HRM Practices
performance
Qualitative Meta-Synthesis
analytical hierarchy process (AHP)
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پژوهش های مدیریت منابع سازمانی
دوره 11، شماره 2
شهریور 1400
صفحه 41-63