طراحی و اعتباریابی مدل توسعه منابع انسانی دانشی با رویکرد فرهنگِ دانش محور (مقاله علمی وزارت علوم)
درجه علمی: نشریه علمی (وزارت علوم)
آرشیو
چکیده
در سالهای اخیر و با گذر از عصر صنعت و ورود به عصر اطلاعات، منابع انسانی دانشی به عنوان ارزشمندترین دارایی و مهمترین عامل مزیت رقابتی سازمانها معرفی شدند.لذا ابعاد سنتی مدیریت منابع انسانی و وظایف آنان، دچار دگرگونی شده و تلاش مدیریت برای حفظ، نگهداری و پرورش این دسته از منابع انسانی، اهمیت بیشتری یافته است. بنابراین پژوهش حاضر در همین راستا و با هدف، طراحی و اعتباریابی مدل توسعه منابع انسانی دانشی با رویکرد فرهنگ دانش محور انجام شده است. این پژوهش، از لحاظ هدف، توسعه ای - کاربردی و از لحاظ ماهیت روش، توصیفی– اکتشافی است. جهت گردآوری داده های کیفی از ابزار مصاحبه و جهت ارائه این مدل از استراتژی گراندد تئوری با رهیافت استراوس و کوربین استفاده شده است. مشارکت کنندگان در این پژوهش در بخش کیفی، 20 نفر از مسئولان و خبرگان پژوهشگاه علوم انسانی و مطالعات فرهنگی و در بخش کمی، 150 نفر از منابع انسانی دانشی پژوهشگاه علوم انسانی و مطالعات فرهنگی بودند که در انجام این تحقیق مشارکت داشتند. نتایج حاصل از کدگذاری سه مرحله ای، در نرم افزار مکس کیودا، با 253 کد اولیه،34 مفهوم و 5 مقوله اصلیِ علی، زمینه ای ، موانع(مداخله گر)، راهبردها و پیامدها حول پدیده محوری(توسعه منابع انسانی دانشی) در قالب مدل پارادایمی نشان داده شده است. همچنین نتایج آزمون مدل سازی معادلات ساختاری، از طریق نرم افزاراسمارت پی.ال.اس، نشان داد که روابط میان مقوله های مدل توسعه منابع انسانی دانشی و تاثیر مقوله ها بر روی یکدیگر قابل تایید است.Designing and Validating a Knowledge human recourse development Model with the approach of knowledge-oriented culture (Case Study: Institute for Humanities and Cultural Studies)
This paper aims to design and validate a Knowledge human recourse development model with the approach of knowledge-oriented culture . It is a practical developmental study research, using the exploratory-descriptive design for analysis. Qualitative interviews were used for data collection; however, the grounded theory methodology (Corbin & Strauss, 1998) was applied to develop the model. For the qualitative data analysis, 20 participants were chosen including senior officials and experts from the Institute of Humanities and Cultural Studies (IHCS). Further, exploratory questionnaires were distributed to 150 Knowledge human recourse randomly selected from IHCS to obtain the quantitative data. The findings of the three-level coding guided by MAXQDA provided a paradigm model which contained 253 primary codes, 34 concepts, and 5 major categories; namely causal conditions, contextual conditions, obstacles/ intervening conditions, strategies, consequences, and central phenomenon (knowledge human recourse development). Moreover, the results of Structural Equation Modeling (SME) using the software SmartPLS confirmed the connections between different categories of the , knowledge human recourse development model, as well as the effects of categories on each other. Keywords: knowledge human recourse development, knowledge human recourse, knowledge management, knowledge-oriented culture . Introduction : Due to the acceleration of global changes in recent years, knowledge and human resources have been considered as the key elements for competitive advantage. And to draw the best, businesses have to make changes such as organizational restructuring, updating information technology, creating knowledge-based organizations, and so on. At the same time, HR practices have left the manual operation and progress toward more usage of brain and knowledge, or as Drucker defined, knowledge workers. Todays, Knowledge human recourse who constitute more than half of all employees in organizations require different approaches of management, in addition to changing duties and functions. A novel review on human resource management becomes necessary. However, the emergence of Knowledge human recourse intensifies discussions for effective operation and their retention. As studies shown, although strategies such as knowledge transfer, documentation, or sharing have been raised, the fact is that none has built the necessary motivation or compulsion in this field. Therefore, the current study seeks to introduce new concepts from the field of knowledge management and human resource management as to address the research gaps and to take steps towards better synchronizing organizational activities as learning organizations. Objective: While there is little research on two concepts of knowledge human resources development and knowledge-oriented culture , this paper aims to design and validate a model of knowledge worker empowerment with emphasis on knowledge-oriented culture . Methodology : It was a practical developmental study research (Saunders, 2019), using the exploratory-descriptive design for analysis (Newman, 2018). A mixed methods research approach was implemented. For the qualitative process, 20 participants were interviewed from senior officials and experts purposefully selected from public organizations and, then, data were analyzed and coded by MAXQDA. Through the "coding paradigm" proposed by Strauss and Corbin (1998), six categories were defined: causal conditions, context, intervening conditions, strategies, consequences, and central phenomenon. Next, for the quantitative process using the software SmartPLS, the Structural Equation Modeling (SME) was carried out for data validation. To this end, exploratory questionnaires were distributed to 150 faculty members and Knowledge human recourse from IHCS (affiliated with the Ministry of Science, Research and Technology). Results : The findings developed from the data coding using the Straussian perspecti
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