بررسی تأثیر نقاط قوت ادراک شده سیستم منابع انسانی در سازمان بر حمایت از تغییر توسط کارکنان با نقش میانجی پذیرش و آمادگی تغییر و تعدیل گری رهبری اصیل (مقاله علمی وزارت علوم)
درجه علمی: نشریه علمی (وزارت علوم)
آرشیو
چکیده
سیستم منابع انسانی نقش مهمی در تسهیل تغییرات موفقیت آمیز سازمانی و کمک به عملکرد پایدار سازمانی دارد. این نقش بیان کننده نقاط قوت منابع انسانی در سازمان ها است. پژوهش پیش رو باهدف بررسی تأثیر نقاط قوت ادراک شده سیستم منابع انسانی در سازمان بر واکنش های کارکنان نسبت به تغییر انجام گرفته است. پژوهش حاضر به لحاظ هدف از نوع کاربردی و به لحاظ اجرا توصیفی-پیمایشی با رویکرد مدل سازی معادلات ساختاری می باشد. جامعه آماری پژوهش حاضر را کلیه کارکنان دادگستری و شورای حل اختلاف شهرستان درگز و بخش لطف آباد به تعداد 180 نفر تشکیل می دهند. نمونه آماری با استفاده از جدول مورگان، 118 نفر تعیین شد که با استفاده از روش نمونه گیری تصادفی ساده انتخاب گردید. ابزار گردآوری داده ها پرسشنامه است که از سه پرسشنامه آلفس و همکاران (2019)، هولت و همکاران (2007) و والومبوا و همکاران (2010) استفاده شده است. روایی محتوایی-صوری توسط متخصصان و روایی سازه به روش تحلیل عاملی تأییدی بررسی و مورد تأیید قرار گرفت. به منظور تجزیه وتحلیل داده ها از روش آمار توصیفی و استنباطی و روش حداقل مربعات جزئی به وسیله نرم افزارهای SPSS و SmartPLS استفاده شد. نتایج پژوهش نشان داد که نقاط قوت ادراک شده سیستم منابع انسانی بر پذیرش، آمادگی و حمایت از تغییر توسط کارکنان تأثیر مثبت و مستقیمی دارد. همچنین پذیرش تغییر و آمادگی برای تغییر توسط کارکنان، رابطه بین نقاط قوت ادراک شده سیستم منابع انسانی و رفتار حمایت از تغییر را میانجی گری می کند و در نهایت رهبری اصیل سازمان رابطه بین نقاط قوت ادراک شده سیستم منابع انسانی و رفتار حمایت از تغییر توسط کارکنان را تعدیل نمی کند.Investigating the Effect of Perceived Strengths of the Human Resources System in the Organization on Support of Change by Employees with the Mediating Role of Accepting and Reactions to Change and Moderator Role of Genuine Leadership
Extended AbstractAbstractLeading research has been conducted to investigate the effect of perceived strengths of the human resources system in the organization on employees' reactions to change. In terms of nature and method, the research is a descriptive-survey research and has been conducted with an applied purpose. The data collection tool is a questionnaire that measures the perceived strengths of the human resource system from the Alfs et al. (2019) questionnaire, readiness for organizational change from the Holt et al. (2007) questionnaire, and assessing genuine leadership from the Valomboa et al. (2010) questionnaire was used. Content-face validity was reviewed and confirmed by experts and construct validity was confirmed by confirmatory factor analysis. Convergent validity for variables greater than 0.525 was obtained. Cronbach's alpha coefficient of perceived strengths questionnaires was calculated to be 0.870. The results of this study showed that the perceived strengths of the human resources system have a positive and direct effect on acceptance, readiness and support for change by employees. Also, acceptance of change and readiness for change by employees mediate the relationship between perceived strengths of human resource system and change support behavior, and finally the original leadership of the organization does not moderate the relationship between perceived strengths of human resource system and change support behavior by employees. IntroductionPrevious research has shown the important role and impact of human resources on organizational change and researchers have named this factor as an essential factor for organizational change; However, no studies have been conducted that show the impact of human resources on organizational change and the positive attitude of employees towards change and their support for organizational change. This factor that can make organizational change in the minds of employees positive and useful and motivate their support is due to the strengths of the organization's human resources system and is an important internal factor in employees' reactions to change. Regarding the role of human resource strengths in organizational change, studies have shown that this factor has an important role in managing the content of change and implementation of change and leads to successful implementation of organizational change and also leads to successful organizational change, sustainable organizational performance. Therefore, it is important to identify the mechanisms through which the strengths of the human resources system can affect organizational change, readiness for change, acceptance and support in organizations. Accordingly, this study intends to show the role of strengths of the human resources system in strengthening the positive reactions of employees to change and also to act in a way that supports employees in organizational change.Case studyThe statistical population of the present study is 180 employees of Justice and Dispute Resolution Council of Dargaz city and Lotfabad ward. The statistical sample in this study was determined according to Morgan table of 118 people. Materials and MethodsThe present study is in the category of applied research, in terms of the nature of the data used is a quantitative research and in terms of the nature and method of cognition is a descriptive-correlational research. The validity of the questionnaire was assessed through three types of exponential validity, convergent and divergent, and its reliability was assessed by three types of Cronbach's alpha, combined reliability and factor loading coefficients. In order to describe the research findings, descriptive statistics and inferential statistics have been used. Descriptive statistics (chart, mean, standard deviation, etc.) and SPSS software were used to analyze demographic variables and to measure them. It was done partially using Smart PLS software.Discussion and ResultsThe results showed that the variable of the perceived strengths of the human resources system on the support of change by employees is confirmed by the mediating role of the two variables of acceptance of change by employees and readiness for change. In these two paths, the mediating role of readiness for change with a total effect of 0.864 is greater than the mediating variable of acceptance of change with a total effect of 0.783. Also, the moderating role of the authentic leadership variable in the relationship between the two variables of the perceived strengths of the human resources system and support for change by employees was tested. Because the t statistic was equal to 0.385 and less than 1.96, therefore, the path is not significant.ConclusionThe purpose of this study is to investigate the role of human resource system strengths in strengthening the positive reactions of employees to change, in a way that supports employees in organizational change. Perceived strengths of the human resources system are an important and effective factor in accepting organizational change, readiness to accept organizational change and also supporting organizational change by employees. The importance of perceived strengths of the human resources system is that it leads to the correct management of human resources and facilitates the achievement of organizational goals, and this is effective in the behaviors and reactions of employees to organizational change. Policies and strategies, as well as executive approaches to human resource management in organizations, as well as preparing employees to accept change, are among the methods of implementation of perceived strengths of the human resources system that can affect employees' mentality and improve their response to change.
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