با همکاری مشترک دانشگاه پیام نور و انجمن مدیریت دولتی ایران و انجمن مدیریت رفتار سازمانی

نوع مقاله : اکتشافی

نویسندگان

1 استادیار،گروه مدیریت دولتی، دانشگاه آزاد اسلامی، واحد ممقان، ممقان، ایران

2 دکتری ، گروه مدیریت بازرگانی، دانشگاه علامه طباطبائی، تهران، ایران.

چکیده

در دو دهه اخیر در سراسر کشورهای پیشرفته و صنعتی جهان، توجه به مدیریت پایدار منابع انسانی به‌عنوان یک پارادایم جدید، رشد فراوانی یافته است، بر همین اساس هدف پژوهش حاضر ارائه الگوی مفهومی جهت تبیین موانع پیاده‌سازی مدیریت منابع انسانی پایدار در شرکت ملی صنایع پتروشیمی است. در این پژوهش کیفی با کمک نرم‌افزار تحلیل اکتشافی اطلس. تی از روش تحلیل داده‌بنیاد و کدگذاری مبتنی بر رویکرد استقرایی بهره گرفته شده است. نتایج از درون 19 مصاحبه میدانی نیمه ساختار‌یافته و اسناد به دست آمدند. نمونه‌ها از ترکیبی از نمونه‌گیری‌های هدفمند، گلوله برفی، در دسترس و نظری حاصل شدند. نتایج پژوهش حاضر نشان می‎‌دهند شرایط علّی «عدم توانایی در جذب منابع انسانی ماهر و با استعداد، عدم توانایی در نگهداشت منابع انسانی ماهر و با استعداد، عدم توانایی در هدایت منابع انسانی ماهر و با استعداد، مسئولیت قانونی، نظام ارزشی» و شرایط مداخله‌گرِ «کیفیت نیری کار، شرایط مشتریان، عوامل مدیریتی و شرایط محیط کلان»  شناسایی شدند. پدیدار  «ناپایداری سیستم‌های کاری، عدم وجود مدیریت سایبرنتیک، عدم وجود تفکر سیستمی و عدم تعادل» و شرایط زمینه‌ای «پیچیدگی محیطی، نگرش مدیران و فرهنگ» حاصل شدند. «عدم مشروعیت اقدام‌های مدیریتی، عدم توجه به خلق مدل‌های ذهنی مشترک و عدم آگاهی‌بخشی» هم به‌عنوان استراتژی‌ها و «آسیب فردی، آسیب سازمانی، آسیب اجتماعی، آسیب اقتصادی و آسیب زیست‌محیطی» به‌عنوان پیامدهای مدیریت ناپایدار منایع انسانی شناسایی شدند.

کلیدواژه‌ها

موضوعات

عنوان مقاله [English]

Presenting a Conceptual Model to Explain the Obstacles to the Implementation of Sustainable Human Resource Management, Case Study: National Petrochemical Industry Company

نویسندگان [English]

  • Esmaell Omranzadeh 1
  • Elmira Shakeri 2

1 Assistant Professor, Department of Public Administration, Mamqan Branch, Islamic Azad University, Mamqan, Iran

2 Ph.D, Department of Business Management, Allameh Tabataba'i University, Tehran, Iran.

چکیده [English]

In the last two decades, attention to the sustainable management of human resources as a new paradigm has grown significantly in the advanced and industrialized countries of the world. Accordingly, the current research aimed to provide a conceptual model to explain the obstacles to the implementation of sustainable human resource management in the National Company of Petrochemical Industries. In this qualitative research, Atlas T exploratory analysis software, database analysis method, and coding based on the inductive approach were used. The results were obtained from 19 semi-structured field interviews and documents. A combination of purposive, snowball, convenience, and theoretical sampling methods were used to select the samples. The results indicated that causal conditions of “inability to attract skillful and talented human resources", "inability to maintain skillful and talented human resources and inability to direct skillful and talented human resources", and "legal responsibility and value system” along with intervener conditions of “labor conditions, customer conditions, management factors, and macro-environment conditions” shape the phenomenon of instability of human resource management, the instability of work systems, the absence of cybernetic management, the lack of systemic thinking, and imbalance in a context of environmental complexities and managers as well as cultural perspectives. These factors construct illegality of management actions, lack of legitimacy of management actions, lack of attention to creating common mental models, lack of awareness strategy, and consequence of individual, organizational, social, economic, and environmental.

کلیدواژه‌ها [English]

  • Sustainable Human Resource
  • Green Human Resource Management
  • National Petrochemical Company Grounded Theory
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