سامانه مدیریت نشریات علمی دانشگاه شهید بهشتی

جندقی, محمد, قلی پور, آرین, نرگسیان, عباس, محمداسمعیلی, ندا. (1402). شناسایی عوامل پیش برنده پیاده سازی مدیریت منابع انسانی پایدار(نمونه کاوی: سازمان بورس و اوراق بهادار، شرکت بورس انرژی و شرکت بورس کالا). , 14(2), 41-65. doi: 10.48308/jpap.2023.103569
محمد جندقی; آرین قلی پور; عباس نرگسیان; ندا محمداسمعیلی. "شناسایی عوامل پیش برنده پیاده سازی مدیریت منابع انسانی پایدار(نمونه کاوی: سازمان بورس و اوراق بهادار، شرکت بورس انرژی و شرکت بورس کالا)". , 14, 2, 1402, 41-65. doi: 10.48308/jpap.2023.103569
جندقی, محمد, قلی پور, آرین, نرگسیان, عباس, محمداسمعیلی, ندا. (1402). 'شناسایی عوامل پیش برنده پیاده سازی مدیریت منابع انسانی پایدار(نمونه کاوی: سازمان بورس و اوراق بهادار، شرکت بورس انرژی و شرکت بورس کالا)', , 14(2), pp. 41-65. doi: 10.48308/jpap.2023.103569
جندقی, محمد, قلی پور, آرین, نرگسیان, عباس, محمداسمعیلی, ندا. شناسایی عوامل پیش برنده پیاده سازی مدیریت منابع انسانی پایدار(نمونه کاوی: سازمان بورس و اوراق بهادار، شرکت بورس انرژی و شرکت بورس کالا). , 1402; 14(2): 41-65. doi: 10.48308/jpap.2023.103569

شناسایی عوامل پیش برنده پیاده سازی مدیریت منابع انسانی پایدار(نمونه کاوی: سازمان بورس و اوراق بهادار، شرکت بورس انرژی و شرکت بورس کالا)

چشم انداز مدیریت دولتی
دوره 14، شماره 2 - شماره پیاپی 54، 1402، صفحه 41-65    اصل مقاله (496.06 K)
نوع مقاله: پژوهشی (با رویکردهای کیفی)
شناسه دیجیتال (DOI): 10.48308/jpap.2023.103569
نویسندگان
محمد جندقی* 1؛ آرین قلی پور2؛ عباس نرگسیان2؛ ندا محمداسمعیلی2
1کارشناسی ارشد، مدیریت دولتی، گرایش توسعه منابع انسانی، دانشکده مدیریت، دانشگاه تهران، تهران، ایران
2گروه دولتی، دانشکده مدیریت، دانشگاه تهران، تهران، ایران
چکیده
هدف: مدیریت منابع انسانی پایدار، پارادایم جدیدی در تحقیقات حوزه مدیریت منابع انسانی است که در سال­های اخیر جزء مهم­ترین روندهای مطالعاتی بین‌­المللی بوده­ است. بررسی‌­های انجام شده، حاکی از عدم پایداری منابع انسانی در سه سازمان بورسی مورد مطالعه در بستر بازار سرمایه ایران است. این پژوهش، عوامل پیش‌­برنده یا اصطلاحاً تسهیل­‌کننده­‌های پیاده­‌سازی ­این پارادایم ­را در راستای کاربردی‌­سازی آن در سازمان­‌های بورسی، مورد شناسایی و تجزیه و تحلیل قرار داده است.
طراحی/ روش‌شناسی/ رویکرد: این پژوهش، رویکردی کیفی داشته و با روش تحلیل مضمون (تحلیل تم) انجام شده است. داده‌­ها به وسیله مصاحبه نیمه‌­ساختاریافته جمع‌­آوری شده و در مجموع شانزده نفر از خبرگان منابع انسانی و مدیریت مالی در سه سازمان در آن مشارکت داشته‌­اند. برای ارزیابی کیفیت پژوهش (روایی و پایایی) از روش لینکلن و گوبا بهره گرفته شده است.
یافته‌­های پژوهش: از میان 125 دسته مفهومی، در پایان 5 مضمون اصلی و 21 مضمون فرعی استخراج شده و تجزیه و تحلیل مضامین نیز با توجه به شرایط و زمینه­ سازمان­‌های مورد مطالعه ارائه شده‌­اند.
محدودیت‌­ها: محدودیت اصلی پژوهش، عدم رتبه‌بندی دقیق و جزئی مضامین اصلی و فرعی بر حسب اولویت و میزان تاکید مشارکت­‌کنندگان پژوهش است. محدودیت دیگر، عدم طراحی مدل پیاده‌­سازی منابع انسانی پایدار در این سازمان­‌ها است.
پیامدهای عملی: این پژوهش باتوجه به تجزیه و تحلیل وضعیت مدیریت منابع انسانی، سبک مدیریت عالی و تحلیل محیطی در سازمان­‌های مورد مطالعه، می‌­تواند به کاربرد مدیریت منابع انسانی پایدار و بهبود فرایندهای منابع انسانی در آن­ها کمک کند.
ابتکار یا ارزش مقاله: پوشش خلأ نظری و کاربردی موجود در پژوهش‌­های پیشین به واسطه تبیین مولفه­‌های پایداری منابع انسانی در سازمان‌­های بورسی و هم­چنین تبیین مولفه­‌های زمینه‌­ای محیطی و نهادی مدیریت منابع انسانی پایدار با رویکردی جامعه­‌شناسانه.
نوع مقاله: مقاله پژوهشی
کلیدواژه‌ها
مدیریت منابع انسانی پایدار؛ پیاده‌سازی؛ توسعه پایدار؛ مسئولیت اجتماعی؛ منابع انسانی سبز
عنوان مقاله [English]
Identifying drivers of Sustainable Human Resources Management implementation: A Study Case of Iran Securities and Exchange Organization, Iran Energy Exchange and Iran Mercantile Exchange
نویسندگان [English]
Mohammad Jandaghi1؛ Arian Gholipor2؛ Abbas Nargesian2؛ Neda Mohammadesmaeili2
1Msc. graduated, Department of Public Administration, Faculty of Management, University of Tehran, Tehran, Iran
2Department of Public Administration , Faculty of Management, University of Tehran, Tehran, Iran
چکیده [English]
Purpose: Sustainable Human Resources Management (SHRM) is a new paradigm in human resource management research that has become one of the most important international study trends in recent years. The investigations carried out indicate the lack of stability of human resources in the three stock exchange organizations studied in the framework of the Iranian Capital Market. This research has identified and analyzed the leading factors or the facilitators of the implementation of this paradigm in line with its application in these organizations.
Design/ methodology/ approach: This research has a qualitative approach and was done by “Theme Analysis” research method. Data were collected through semi-structured interviews and a total of sixteen experts HR and financial management from three organizations participated. To evaluate the quality of the research (validity and reliability), Lincoln and Guba's method was used.
Research Findings: From the text of the interviews, 125 key points were extracted. Then 5 main themes and 21 sub-themes were extracted. At the end, the analysis of themes was presented according to the conditions and context of the studied organizations.
Limitations & Consequences:  The main limitation of the research is the lack of detailed ranking of the themes and sub-themes according to the priority and emphasis of the participants. Another limitation is the lack of designing a sustainable human resources implementation model in these organizations.
Practical Consequences:  This study can help the application of sustainable HRM and improve HR processes by analyzing the status of HRM and context analysis in the studied organizations.
Innovation or value of the Article:  Covering the theoretical and practical gap in previous researches by explaining the components of HR sustainability in stock exchange organizations and also explaining the environmental and institutional background components with a sociological approach.
Paper Type: Research Paper
کلیدواژه‌ها [English]
Sustainable HRM, implementation, Sustainable Development, Social Responsibility, Green HRM
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