سامانه مدیریت نشریات علمی دانشگاه شهید بهشتی

خوش حال, فاطمه, سرگلزایی, علیرضا, وظیفه, زهرا. (1402). طراحی و تبیین مدل توانمندسازی منابع انسانی مبتنی بر قابلیت‌های هوش سازمانی و روابط میان‌فردی سازمانی با رویکرد آمیخته. , 14(4), 53-80. doi: 10.52547/jpap.2023.229373.1227
فاطمه خوش حال; علیرضا سرگلزایی; زهرا وظیفه. "طراحی و تبیین مدل توانمندسازی منابع انسانی مبتنی بر قابلیت‌های هوش سازمانی و روابط میان‌فردی سازمانی با رویکرد آمیخته". , 14, 4, 1402, 53-80. doi: 10.52547/jpap.2023.229373.1227
خوش حال, فاطمه, سرگلزایی, علیرضا, وظیفه, زهرا. (1402). 'طراحی و تبیین مدل توانمندسازی منابع انسانی مبتنی بر قابلیت‌های هوش سازمانی و روابط میان‌فردی سازمانی با رویکرد آمیخته', , 14(4), pp. 53-80. doi: 10.52547/jpap.2023.229373.1227
خوش حال, فاطمه, سرگلزایی, علیرضا, وظیفه, زهرا. طراحی و تبیین مدل توانمندسازی منابع انسانی مبتنی بر قابلیت‌های هوش سازمانی و روابط میان‌فردی سازمانی با رویکرد آمیخته. , 1402; 14(4): 53-80. doi: 10.52547/jpap.2023.229373.1227

طراحی و تبیین مدل توانمندسازی منابع انسانی مبتنی بر قابلیت‌های هوش سازمانی و روابط میان‌فردی سازمانی با رویکرد آمیخته

چشم انداز مدیریت دولتی
دوره 14، شماره 4 - شماره پیاپی 56، 1402، صفحه 53-80    اصل مقاله (1.27 M)
نوع مقاله: مستخرج از رساله
شناسه دیجیتال (DOI): 10.52547/jpap.2023.229373.1227
نویسندگان
فاطمه خوش حال1؛ علیرضا سرگلزایی* 2؛ زهرا وظیفه3
1دانشجوی دکتری مدیریت دولتی، گروه مدیریت، دانشگاه آزاد اسلامی واحد زاهدان، زاهدان، ایران.
2استادیار، گروه مدیریت، دانشگاه آزاداسلامی واحد زاهدان، زاهدان، ایران
3استادیار، گروه مدیریت دولتی، دانشکده مدیریت و اقتصاد، دانشگاه سیستان و بلوچستان، زاهدان، ایران.
چکیده
هدف: هدف این پژوهش طراحی و تبیین مدل توانمندسازی منابع انسانی مبتنی بر قابلیت‌های هوش سازمانی و روابط میان‌فردی سازمانی است.
طراحی/ روش‌شناسی/ رویکرد: در این تحقیق با استفاده از روش آمیخته (کیفی ـ کمّی) سعی شد ابعاد مختلف مدل یاد شده شناسایی و طراحی شود. جامعة آماری در بخش کیفی مدیران و صاحبنظران صنعت برق آشنا به پیشینة موضوع بودند که 22 نفر از آنها با رویکرد نمونه‌گیری هدفمند تا رسیدن به اشباع نظری­ انتخاب ­شدند. در این بخش، برای گردآوری داده‌ها، از مطالعه کتابخانه­‌ای و مصاحبة نیمه‌ساختاریافته ­استفاده­ شد. سپس در بخش کمّی، با روش معادلات ساختاری و تحلیل مسیر به اعتبارسنجی یافته‌های بخش کیفی و الگوی ارائه شده پرداخته شد. جامعة آماری این بخش‌ کلیه ‌کارکنان‌ صنعت ‌برق ‌استان‌ سیستان ‌و بلوچستان بودندکه بر مبنای مشترک جدول مورگان 372 نفر به عنوان نمونه انتخاب شدند. ابزار پژوهش ‌سه پرسشنامه ‌توانمندسازی، هوش سازمانی و روابط میان‌فردی سازمانی با مقیاس 5 گزینه‌ای لیکرت بود. روایی صوری و محتوایی پرسشنامه‌ها با استفاده از نظر متخصصان و پایایی با روش آلفای کرونباخ و پایایی ترکیبی تأیید شد.
یافته‌­های پژوهش:  نتایج حاصل از یافته‌های پژوهش ‌نشان‌ دادندکه هوشمندی سازمانی ‌و روابط‌ میان‌فردی ‌سازمانی ‌بر توانمندسازی کارکنان تأثیر مثبت و معناداری دارد که ضریب این تاثیر به ترتیب 4/77 و 9/62 درصد می‌­باشد. بر اساس یافته‌های پژوهش ‌می‌توان‌ گفت‌ هرچه ‌قابلیت­‌های هوش سازمانی و روابط میان‌فردی ‌سازمانی در کارکنان تقویت شود، توانمند­سازی آنها نیز افزایش می‌یابد.  
محدودیت‌­ها و پیامدها: این ­پژوهش محدود به صنعت برق استان سیستان و بلوچستان می‌باشد و اجرا­ و نظرسنجی آن در چندین سازمان دیگر باعث بینش عمیق‌­تر در مورد زوایا و تکامل مدل می‌شود. بنابراین انجام مطالعاتی در این زمینه در پژوهش‌های آینده توصیه می‌­شود.
پیامدهای عملی: خروجی این پژوهش نشان داد بهره‌گیری از قابلیت‌های هوش سازمانی ‌و روابط‌ میان‌فردی ‌سازمانی عاملی در ایجاد تمایز در نحوه عملکرد افراد و ارتقاء توانمندی کارکنان است. لذا بهره‌گیری از شاخص‌های معرفی شده سبب توسعة قدرت و موفقیت نیروی انسانی در ایفای نقش‌ها و کارکردهای خود شده و مسیر پیشرفت و نوآوری را در سازمان هموار می‌نماید. همچنین مدیران­ صنعت برق می‌توانند راهبردهای کامل‌تری­ را­ جهت حل چالش‌های حوزه منابع انسانی تدوین کرده و در مرحله اجرا موفق‌تر عمل نمایند.
ابتکار یا ارزش مقاله: پژوهش حاضر تنها  تحقیق در این زمینه بوده و مدل ارائه  شده پاسخ به یک مساله واقعی کسب وکار در صنعت برق استان سیستان و بلوچستان  است.
نوع مقاله: مقاله پژوهشی
کلیدواژه‌ها
هوشمندی‌سازمانی؛ توانمندسازی‌کارکنان؛ روابط‌میان‌فردی سازمانی
عنوان مقاله [English]
Design and Explanation of Human Resource Empowerment: A Model Based on the Capabilities of Organizational Intelligence and Interpersonal Relationships within Organizations through a Mixed Method Approach
نویسندگان [English]
Fatemeh Khoshhal1؛ Alireza sargolzaie2؛ Zahra Vazife3
1PhD Student in Public Administration, Department of Management, Zahedan Branch, Islamic Azad University, Zahedan, Iran
2Assistant Professor, Department of Management, Zahedan Islamic Azad University, Zahedan, Iran
3Assistant Professor, Department of Public Administration, Faculty of Management and Economics, Sistan and Baluchestan University, Zahedan, Iran
چکیده [English]
Purpose: This study aims to design and elucidate a model for human resource empowerment, predicated on the capabilities of organizational intelligence and the quality of organizational interpersonal relationships.
Design/Methodology/Approach: Utilizing a mixed-method approach (qualitative and quantitative), this research endeavors to delineate and craft the dimensions of the proposed model. The qualitative phase engaged managers from the electricity industry, leveraging their expertise through library research and semi-structured interviews for data collection. For the quantitative phase, the structural equation modeling and path analysis were employed to corroborate the qualitative insights. The sample, comprising 372 employees from the electricity sector in Sistan and Baluchestan province, was determined using Morgan’s table. Data were gathered via three Likert-scale questionnaires assessing empowerment, organizational intelligence, and organizational interpersonal relationships. Validity of the questionnaires was ascertained through expert evaluation, while reliability was confirmed via Cronbach's alpha and composite reliability tests.
Research Findings: Findings indicate that both organizational intelligence and interpersonal relationships significantly enhance employee empowerment, with effect coefficients of 77.4% and 62.9%, respectively. The results suggest that augmenting organizational intelligence and interpersonal relationship capabilities can substantially empower employees.
Implications: This investigation is confined to the electricity industry within Sistan and Baluchestan Province, suggesting the potential for broader applicability and insights if implemented across diverse organizations. Future research could extend to other sectors to validate the model’s universal applicability.
Practical Implications: The study underscores the importance of organizational intelligence and interpersonal relationships in fostering employee empowerment. These elements are pivotal for human resource success and serve as a bedrock for organizational innovation. Managers are encouraged to adopt comprehensive strategies addressing human resource challenges based on these findings.
Innovation or Value of the Article :This research is distinguished as a pioneering effort in its domain, offering a novel model that addresses a pressing issue in the electricity sector of Sistan and Baluchestan. It contributes a unique perspective on leveraging organizational intelligence and interpersonal relationships for human resource empowerment.




Paper Type: Research Paper
کلیدواژه‌ها [English]
Organizational Intelligence, Employee Empowerment, Organizational Interpersonal Relationships
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