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بررسی تاثیر مدیریت استراتژیک منابع انسانی بر عملکرد سازمانی با نقش میانجی قابلیت مدیریت و محوریت کارآفرینانه

نوع مقاله : مقاله پژوهشی

نویسندگان

1 گروه مدیریت، دانشکده مدیریت و حسابداری، دانشگاه بوعلی سینا، همدان، ایران.

2 گروه مدیریت دولتی، دانشکده علوم انسانی و اجتماعی، واحد همدان، دانشگاه آزاد اسلامی، همدان، ایران.

10.22105/imos.2021.285884.1091

چکیده

هدف: پژوهش حاضر با هدف بررسی ارتباط میان مدیریت استراتژیک منابع انسانی و عملکرد سازمانی با نقش میانجی قابلیت مدیریتی و محوریت کارآفرینانه انجام شده است.
روش‌شناسی پژوهش: این پژوهش از لحاظ هدف کاربردی و از نظر روش گردآوری داده‌­ها از نوع پیمایشی می‌باشد. روش پژوهش، توصیفی از نوع همبستگی و جامعه آماری پژوهش شامل کلیه کارکنان اداره کل دامپزشکی استان همدان در سال 96 به تعداد 150 نفر و مطابق فرمول کوکران، اندازه نمونه آماری تقریبا برابر با 98 نفر می‌باشد که به شیوه نمونه‌­گیری تصادفی ساده انتخاب شدند. جهت تحلیل داده‌های پژوهش از رویکرد مدل­سازی معادلات ساختاری و روش تحلیل مسیر با نرم‌افزار SPLS  بهره گرفته شد.
یافته‌ها: نتایج آزمون تحلیل عاملی تاییدی و سنجش بارهای عاملی نشان داد که متغیر مدیریت استراتژیک منابع انسانی به میزان %74 از تغییرات عملکرد سازمانی، مدیریت استراتژیک منابع انسانی به میزان %67 از تغییرات قابلیت مدیریتی، مدیریت استراتژیک منابع انسانی به میزان %57 از تغییرات محوریت کارآفرینانه را تبیین می‌کند؛ لذا مدیریت استراتژیک منابع انسانی به طور مستقیم تاثیر بیشتری بر عملکرد سازمانی (نسبت به متغیرهای قابلیت مدیریتی و محوریت کارآفرینانه) دارد. همچنین قابلیت مدیریتی به میزان %58 از تغییرات عملکرد سازمانی و محوریت کارآفرینانه به میزان %48 از تغییرات عملکرد سازمانی را تبیین می‌کند.  نهایتا عملکرد سازمانی به میزان %63 ناشی از تغییرات عملکرد مالی و %52 ناشی از تغییرات عملکرد کارکنان است. به عبارتی عملکرد مالی تاثیر بیشتری بر عملکرد سازمانی دارد. همچنین با آزمون ضرایب معناداری Z (مقادیر t) مشخص شد که ضریب مربوط به تمامی مسیرها از جمله مسیرهای مدیریت استراتژیک منابع انسانی به قابلیت مدیریتی (469/5)، مدیریت استراتژیک منابع انسانی به محوریت کارآفرینانه (748/4)، مدیریت استراتژیک منابع انسانی به عملکرد سازمانی (387/7)، قابلیت مدیریتی به عملکرد سازمانی (294/5) و محوریت کارآفرینانه به عملکرد سازمانی (374/6)، از 96/1 بیشتر است که معنادار بودن این مسیرها و مناسب بودن مدل ساختاری را نشان می‌دهد. لذا تمامی فرضیه‌های پژوهش نیز تایید می‌شوند.
اصالت/ارزش افزوده علمی: در این پژوهش تاثیر متغیر میانجی قابلیت مدیریتی و محوریت کارآفرینانه بر ارتباط میان مدیریت استراتژیک منابع انسانی و عملکرد سازمان در اداره کل دامپزشکی استان همدان بررسی شده است.

کلیدواژه‌ها

عنوان مقاله [English]

Investigating the relationship between of SHRM on organizational performance by mediating role of management capabality and of entrepreneurial orientation (case study: veterinary medicine office of Hamedan governorate)

نویسندگان [English]

  • Dr. Mehdi Ajalli 1
  • Ehsan Hemmati 2

1 Department of Management, Bu-Ali Sina University, Hamedan, Iran.

2 Department of Public Management, Faculty of Humanities and Social Sciences, Hamedan Branch, Islamic Azad University, Hamedan, Iran.

چکیده [English]

Purpose: The current research was conducted with the aim of investigating the relationship between strategic human resource management and organizational performance with the mediating role of managerial ability and entrepreneurial orientation.
Methodology: This research is applied in terms of purpose and survey type in terms of data collection method. The research method is a description of the correlation type and the statistical population of the research includes all the employees of the General Veterinary Department of Hamedan province in 2016, numbering 150 people and according to Cochran's formula, the statistical sample size is approximately equal to 98 people who were selected by simple random sampling. To analyze the research data, structural equation modeling approach and path analysis method with SPLS software were used.
Findings: The results of the confirmatory factor analysis test and the measurement of factor loadings showed that the strategic human resource management variable accounted for 74% of organizational performance changes, strategic human resource management accounted for 67% of managerial capability changes, and strategic human resource management accounted for 57% of It explains changes in entrepreneurial focus; Therefore, the strategic management of human resources directly has a greater impact on organizational performance (compared to the variables of managerial ability and entrepreneurial orientation). Also, managerial ability explains 58% of organizational performance changes, and entrepreneurial orientation explains 48% of organizational performance changes. Finally, organizational performance is 63% due to changes in financial performance and 52% due to changes in employee performance. In other words, financial performance has a greater impact on organizational performance. Also, with the test of significant Z coefficients (t values), it was found that the coefficient related to all paths, including the paths of strategic management of human resources to managerial ability (5.469), strategic management of human resources to entrepreneurial orientation (4.748), strategic management of resources Humanity to organizational performance (7.387), managerial ability to organizational performance (5.294) and entrepreneurial orientation to organizational performance (6.374) are more than 1.96, which shows the significance of these paths and the appropriateness of the structural model. Gives. Therefore, all research hypotheses are confirmed.
Originality/Value: In this research, the effect of mediating variables of managerial ability and entrepreneurial orientation on the relationship between strategic management of human resources and organizational performance in the General Department of Veterinary Medicine of Hamedan province has been investigated.

کلیدواژه‌ها [English]

  • Strategic management of human resources
  • Management capability
  • Entrepreneurial orientation
  • Organizational performance
  • Path analysis
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مدیریت نوآوری و راهبردهای عملیاتی
دوره 3، شماره 3
آذر 1401
صفحه 238-257
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