بررسی‌های بازرگانی

بررسی‌های بازرگانی

طراحی مدل نگهداشت منابع انسانی بر اساس معادلات ساختاری در نرم افزار Smart PLS (مورد مطالعه: سازمانهای دانش بنیان استان تهران)

نوع مقاله : مقاله پژوهشی

نویسندگان
1 دانشجوی دکتری مدیریت دولتی گرایش منابع انسانی، گروه مدیریت دولتی، واحد قزوین، دانشگاه آزاد اسلامی، قزوین، ایران
2 استاد و ریاست گروه، دانشکده مدیریت و حسابداری، دانشگاه علامه طباطبایی، تهران، ایران
3 استادیار و مدیر گروه مدیریت دولتی، واحد قزوین، دانشگاه آزاد اسلامی، قزوین، ایران
چکیده
سازمانها بر اساس استعدادهای کارکنان خود، از طریق جذب و نگهداشت دانشیترین کارکنان رقابت میکنند. هدف مقاله حاضر طراحی مدل نگهداشت منابع انسانی در سازمانهای دانشبنیان است. روش آمیخته است. ابزار، پرسشنامه محقق ساخته مشتمل بر 83 مولفه مستخرجه از ادبیات و نظر خبرگان مبتنی بر دو دور دلفی است. جامعه آماری مدیران و کارشناسان 3160 سازمان دانش بنیان در دسترس استان تهران است. که از طریق نمونهگیری طبقه ای مبتنی بر هشت حوزه فناوری سازمانها مطابق فرمول کوکران 350 پرسشنامه جمعآوری گردید. از روایی محتوا به منظور آزمون روایی پرسشنامه استفاده شد که به تأیید متخصصین مربوطه رسید. پایایی با استفاده از کرونباخ 5/97% به دست آمد. برای دستهبندی مولفهها از تحلیل عاملی اکتشافی دو مرتبهای در SPSS و تحلیل عاملی تاییدی در Smart PLS استفاده گردید. طبق نتایج، دو جزء واکنشگری به کارکنان دانشی شامل سه عامل تامین فرصتهای شغلی، مدیریت صلاحیت، ایجاد محیط خلاق و مدیریت کارکنان دانشی شامل پنج عامل مدیریت شایستگی، مدیریت هوشمند سرمایه فکری، مدیریت دانش، مدیریت استعداد و مدیریت عملکرد، مدل نگهداشت منابع انسانی در سازمان دانش بنیان را تبیین مینمایند و نتایج تحلیل عاملی تاییدی مدل در Smart PLS حاکی از برازندگی خوب مدل است. کارکنان دانشی مشارکت کنندگان اصلی در رشد صنعت و اقتصاد هستند. ضروری است با توجه به نتایج پژوهش حاضر، مدیران نسب به بکارگیری مدل بهدست آمده به عنوان ابزار معتبر در زمینه نگهداشت منابع انسانی در سازمانهای دانش بنیان اهتمام ورزیده و ملاک تصمیمگیری قرار دهند.
کلیدواژه‌ها

عنوان مقاله English

Design of Human Resource Retention Model Based on Structural Equation in Smart Pls Software (Case Study: Knowledge-Based Organizations of Tehran Province)

نویسندگان English

Majid Nodeh Farahani 1
Mir Ali Seyed Naghavi 2
Javad Mehrabi 3
1 PhD Student in Public Management, Department of Public Administration, Qazvin Branch, Islamic Azad University, Qazvin, Iran
2 Professor and Manager, Department of management and accounting, Allameh Tabatabai University, Tehran, Iran
3 Assistant Professor and Manager, Department of Public Administration, Qazvin Branch, Islamic Azad University, Qazvin, Iran
چکیده English

Organizations compete based on the talents of their employees by attracting and keeping the most knowledgeable employees. The aim of this article is designing a model for retention of human resources in knowledge-based organizations. The method is mixed. The tool is a researcher-made questionnaire consisting of 83 components extracted from research literature and experts’ opinions based on two rounds of Delphi. The statistical society is formed by managers and experts of 3160 knowledge-based organizations available in Tehran province. 350 questionnaires were collected through stratified sampling based on 8 technology areas of organizations according to Cochran’s formula. A content validity test was used for the validity of questionnaire, which was approved by the relevant experts for this purpose. Reliability was obtained using alpha Cronbach 97/5%. Exploratory factor analysis in SPSS and confirmatory factor analysis in Smart PLS were used to classify the components. According to the results obtained, 2 parts of the response to knowledge workers included 3 factors creating job opportunities, ability management, creating a creative environment and knowledge management including 5 factors competence management, smart capital management, knowledge management, talent management and performance management, represent the model and the results of the factor analysis confirm the model in the Smart PLS. Knowledge employees are the main contributors to the industry and economy. Considering the results of the present research, it is necessary for managers to use the obtained model as a reliable tool in the field of human resource retention in knowledge-based organizations, and decision-making.

کلیدواژه‌ها English

Knowledge Workers / Knowledge
Based Organization / Knowledge
Based Human Resources Retention /Knowledge Work / Openness Culture
Abbasi Spizhani, Hossein; And Faruzandeh Dehkordi, God’s grace. (2014). Designing a comprehensive model of academic research commercialization with Delphi approach. Commercial Research Quarterly, No. 75, Year 8, 139-170. [in Persian]
Abbaszadeh, Hassan. (1389). Explanation and design of knowledge organizations. Bank, 57-48. [in Persian]
Abolfathi, Jamshid; Rasouli, Reza; Zamahni, Majid and Stiri, Mehrdad. (2017). Designing and explaining the strategic management model of human resources with the approach of high-performance work systems for knowledge-based companies. Scientific-Research Quarterly of Government Organizations Management, Volume 6, Number 4, 25-36. [in Persian]
Abtahi, Seyyed Hossein; And Khair Andish, Mehdi. (1388). The model of contextual factors suitable for a knowledge organization (case study: Iran’s National Oil Products Distribution Company). Quarterly journal of management and human resources in the oil industry, third year, number six, 113-140. https://www.noormags.ir/view/fa/articlepage/558681 [in Persian]
Adriano, J. & Callaghan, C.W. (2020). Work-life balance, job satisfaction and retention: Turnover intentions of professionals in part-time study. South African Journal of Economic and Management Sciences 23(1), a3028. https://doi.org/ 10.4102/sajems.v23i1.3028.
Akbari, Mohsen; Farkhondeh, Mahsa, and Karimian, Fatemeh. (1398). Exploring Innovative Goods & Services: The Moderating Role of Competition & Development of Countries, Pazhuheshnameh Bazargani, No.91, 65-90. [in Persian]
Amushila, J. & Bussin, M. H. R. (2021). The Effect of Talent Management Practices on Employee Retention at the Namibia University of Science & Technology: Middle-level Administration Staff. SA Journal of Human Resource Management/ SA Tydskrif vir Menslikehulpbronbestuur, 19 (0), a1485. https://doi. org/10.4102/sajhrm.v19i0.1485.
Asili, Gholamreza and Qadirian, Abbas. (1385). Management of elite employees; Challenges of causes of leaving and retention in knowledge-based organizations. Fourth International Conference on Management, 1-15. [in Persian]
Barkhuizen, N.E. & Gumede B. (2021). The Relationship between Talent Management, Job Satisfaction and Voluntary Turnover Intentions of Employees in a Selected Government Institution. SA Journal of Human Resource Management/ SA Tydskrif vir Menslikehulpbronbestuur, 19 (0), a1396. https://doi. org/10.4102/sajhrm.v19i0.1396.
Bencsik, Andrea & Krisztina Bognar. (2007). Success Criteria of a Knowledge Based Organizational Operation - or the Necessity of the Leadership Style Change. Problems & Perspectives in Management, Volume 5, Issue 2. https://nbuv.gov.ua/UJRN/prperman_2007_5_2_7.
Bussin, M.H.R. & Brigman, N. (2019). Evaluation of remuneration preferences of knowledge workers. SA Journal of Human Resource Management/SA Tydskrif vir Menslikehulpbronbestuur, 17(0), a1075. https://doi. org/10.4102/sajhrm. v17i0.1075.
Bussin, M. & Mouton, H. (2019). Effectiveness of employer branding on staff retention and compensation expectations. South African Journal of Economic and Management Sciences 22(1), a2412. https://doi.org/ 10.4102/sajems.v22i1.2412.
Dehban, Behnam & Azadeh Heydari. (2016). Explanation of a Knowledge Workers Maintenance and Retention Model in Mapna Electric and Control, Engineering and Manufacturing Company (MECO). Modern Applied Science, Vol.10, No.9. https://doi.org/10.5539/mas.v10n9p253.
Dostar, Mohammad; Foroughi, Nafiseh; Nowrozi, Khalil; and Javadi, Mojtaba. (2012). Strategies for attracting elites in the higher education system of J.A. using the quality performance expansion model. Strategic and Macro Policy Quarterly, Year 1, Number 4, 1-20. [in Persian]
Ismaili, Mehdi. (1385). About elite immigration. Yas Strategy, second year, fifth issue, 137-182. [in Persian]
Keshavarz Turk, Mustafa; and Keshavarz Turk, Mohsen. (1401). A Weak Signal Analysis Framework for Business Manager in the Information Technology Field, Pazhuheshnameh Bazargani, No.105, 157-190. [in Persian]
Khayatian, Mohammad Sadegh; Tabatabaian, Seyyed Habib Elah; Amiri, Maqsood; and Eliasi, Mehdi. (2014). Content analysis of the characteristics of knowledge-based companies. Organizational Resource Management Research, Volume 5, Number 2, 21-47. [in Persian]
Koshki Jahormi, Ali Reza; Abtahi, Seyyed Hossein; Budlai, Hassan; and Gholami, Mehrdad. (1390). Presenting the method of identifying the characteristics of knowledge-oriented human resources under study: Iran Khodro Company. Industrial Management Quarterly, Faculty of Humanities, Islamic Azad University, Sanandaj Branch, 6th year, number 18, 81-95. [in Persian]
Mabaso, C.M.; Maja, M.T.; Kavir, M.; Lekwape, L.; Makhasane, S.S. & Khumalo, M.T. (2021). Talent retention strategies: An exploratory study within the consulting industry in Gauteng province, South Africa. Acta Commercii 21(1), a885. https://doi. org/10.4102/ac.v21i1.885.
Mahmoudi Maimand, Mohammad; and Haddadzadeh, Mehdi. (1390). Studying and determining the factors affecting the evaluation of intellectual capital in knowledge-based institutions (case study: companies based in Yazd Science and Technology Park). Research in educational systems, 129-149. [in Persian]
Mangisa, C.A., Schultz, C.M. & Van Hoek, L. (2020). An Analysis of Transformational Leadership, Talent Acquisition and Talent Retention of Engineers at an Energy Provider in South Africa. SA Journal of Human Resource Management/ SA Tydskrif vir Menslikehulpbronbestuur, 18 (0), a1356. https://doi.org/10.4102/sajhrm.v18i0.1356.
Manourian, Abbas; and Asgari, Nasser. (1384). Requirements for the training of knowledge workers in the age of knowledge. Administrative transformation, special issue of human resources development, No. 48, 156-146. https://sid.ir/paper/447424/fa. [in Persian]
Manourian, Abbas; Askari, Nasser; And Ashna, Mustafa. (1386). Structural and content dimensions of knowledge-based organizations. First National Knowledge Management Conference, Razi International Conference Center, 1-18. [in Persian]
Mey, M.R., Poisat, P. & Stindt, C. (2021). The Influence of Leadership Behaviors on Talent Retention: an Empirical Study. SA Journal of Human Resource Management/ SA Tydskrif vir Menslikehulpbronbestuur, 19 (0), a1504. https://doi.org/10.4102/sajhrm.v19i0.1504.
Mirbagheri, Seyyed Alireza; Tahmasabi, Hamon; and Hashemi, Ali. (1389). Effective strategies in retaining knowledge-based employees. Tadbir, No. 219, 22-29. [in Persian]
Musakuro, R.N & De Klerk, F. (2021). Academic Talent: Perceived Challenges to Talent Management in the South African Higher Education Sector. SA Journal of Human Resource Management/ SA Tydskrif vir Menslikehulpbronbestuur, 19 (0), a1394. https://doi.org/10.4102/sajhrm.v19i0.1394.
Naim Yavari, Majid; Eslami, Hossein; Afshani, Alireza; and grandson, Shahnaz. (2016). Identifying the dimensions of talent retention in Iranian organizations using a combined approach. Scientific Research Quarterly of Resource Management in the Police Force, Year 5, Number 4, 89-120. [in Persian]
Nilipour Tabatabai, Seyyed Akbar; Salehi Imran, Ibrahim; Hashemi, Sohaila; And honesty, mother. (2015). Presenting a sustainable human resources management scorecard in Iran’s knowledge-based information and communication technology companies. Human Resource Education and Development Quarterly, Year 3, Number 11, 139-170. [in Persian]
Nzonzo, J.C., & Du Plessis, Y. (2020). Critical success factors for integrating talent management strategies with wellness interventions. SA Journal of Human Resource Management/SA Tydskrif vir Menslikehulpbronbestuur, 18(0), a1353. https://doi. org/10.4102/sajhrm. v18i0.1353.
Premalatha, P. (2017). Return on Retention (RoR): A Grounded Theory Study of Knowledge Workers in Indian IT Services Industry. Management and Labour Studies, 41(4). https://doi.org/10.1177/0258042X16676687, 41(4).
Rasouli, Reza; and Rashidi, Mehdi. (2014). Designing and explaining the retention model of basic knowledge employees. Human resource management research quarterly of Imam Hossein University (AS), 7th year, number 1, 39-55. [in Persian]
Sarafraz, Ayoub; Memarzadeh Tehran, Gholamreza; and Hamidi, Nasser. (2018). Designing a model for maintaining elites in Iran’s government organizations. Scientific Quarterly of Resource Management in the Police Force, 7th year, No. 1, 55-82. https://sid.ir/paper/264055/fa [in Persian]
Sarafraz, Ayoub; Memarzadeh Tehran, Gholamreza; and Hamidi, Nasser. (2018). Presenting an ethical model of maintaining elites in Iran’s government organizations. Ethical research, ninth year, number 3, 174-155. [in Persian]
Sepahvand, Reza & Razieh Bagherzadeh Khodashahri. (2020). Strategic Human Resource Management Practices and Employee Retention: a Study of the Moderating Role of Job Engagement. Iranian Journal of Management Studies (IJMS), 14 (2), 437.
Shabane, Z.W.; Schultz, C.M. & Van Hoek, C.E. (2017). Transformational Leadership as a Mediator in the Relationship between Satisfaction with Remuneration and the Retention of Artisans in the Military. SA Journal of Human Resource Management/ SA Tydskrif vir Menslikehulpbronbestuur, 15 (0), a923. https://doi.org/10.4102/sajhrm.v15i0.923.
Shahabadi, Abolfazl; and   Bonyadi, Hoda. (1401). The Effect of the Brain Drain in the Selected Countries of the Mena Region, Pazhuheshnameh Bazargani, No.102, 59-84. [in Persian]
Shatri, Karim; Abili, Khodiyar; Rezaiyan, Ali; Qolipour, Arin; And a synonym, flame. (2014). Factors affecting the preservation of talents and organizational elites of Iran’s electricity industry in line with the realization of the general policies of science and technology. Strategic and Macro Policy Quarterly, third year, number 12, 51-78. [in Persian]
Shirin, Ali; Faruzandeh, God’s grace; Danai Fard, Hassan; and Khaif Elahi, Ahmad Ali. (2016). The structural model of the process of empowering knowledge-based human resources. Management and Development Process, Volume 30, Number 3, Serial 101, 3-30. [in Persian]
Siwela, S. & Van der Bank, F., 2021). Understanding Intention to Quit amongst Artisans and Engineers: the Facilitating Role of Commitment. SA Journal of Human Resource Management/ SA Tydskrif vir Menslikehulpbronbestuur, 19 (0), a1409. https://doi.org/10.4102/sajhrm.v19i0.1409.
Sokot, A. & Figurska, I. (2021). The Impotance of Creative Knowledge Workers in Creative Organization. Energies, 14, 6751. https://doi.org/10.3390/en14206751.
Soleimani, Majid; Ahmadi, Mohammadreza; and Yusuf Ali, Hojjat. (1390). Ways of growth and development of academic staff, Hasson Magazine, No. 29. [in Persian]
Tabarsa, Gholam Ali; Rezaian, Ali; and Nazarpuri, Amirhosheng. (2011). Designing and explaining the competitive advantage model based on organizational intelligence in knowledge-based organizations. Modern marketing research scientific-research quarterly. Year 2, Issue 1, Serial Number 4, 47-72. https://sid.ir/paper/194499/fa [in Persian]
Talebzadeh Shoushtri, Leila; and Khademi Ashkaziri, Moluk. (2017). Optimum management of elite human resources by examining the needs, obstacles and problems and proposed solutions from their own point of view, Iran. Human resource management research quarterly of Imam Hossein University (AS), 10th year, number 3 (serial number 33), 215-237. [in Persian]
Tayyabi Abolhasani, Seyed Amir Hossein; And God bless you, Muhammad. (2016). Factors affecting the durability of knowledge-based human resources in knowledge-based companies. Organizational resource management researches, Human resource management research quarterly of Imam Hossein University (AS), 9th year, number 2 (serial number 28), 167-192. [in Persian]
Van Zyl, L.E. (2019). A Critical Reflection on the Psychology of Retention. SA Journal of Industrial Psychology/ SA , Tydskrif vir Bedryfsielkunde, 45 (0), a1600. https://doi.org/10.4102/sajip.v45i0.1600
Wolfswinkel, M.B. & Enslin, C. (2020). Talent Attraction and Retention through Brand Building: an Exploration of Practices in Companies that are Top South African Brands. SA Journal of Human Resource Management/ SA Tydskrif vir Menslikehulpbronbestuur, 18 (0), a1443. https://doi.org/10.4102/sajhrm.v18i0.1443.
Younas, Minha & Muhammad Waseem Bari. (2020). The Relationship between Talent Management Practices and Retention of Generation “Y” Employees: Mediating Role of Competency Development. Economic Research-Ekonomska Istraživanja, 33:1. https://doi.org/10.1080/1331677x.2020.1748510.
Yuanyang, Yu, October. (2013). The Characteristics & Incentive Mechanism of Knowledge Workers in Exhibition Enterprises. International Journal of Digital Content Technology & Its Applications (JDCTA), Vol. 7, Number 14.
Zakrzewska-Bielawska, Agnieszka. (2010). High Technology Company - Concept, Nature, CharacteristicS. Recent Advances in Management, Marketing, Finances.
 
 
دوره 22، شماره 125 - شماره پیاپی 125
خرداد و تیر 1403
صفحه 92-110

  • تاریخ دریافت 07 آبان 1402
  • تاریخ بازنگری 30 دی 1402
  • تاریخ پذیرش 01 بهمن 1402