اقدامات مدیریت منابع انسانی بر رفتارهای کاری نوآورانه با میانجی گری انعطاف پذیری منابع انسانی (مقاله علمی وزارت علوم)
درجه علمی: نشریه علمی (وزارت علوم)
آرشیو
چکیده
هدف پژوهش حاضر بررسی اثر اقدامات مدیریت منابع انسانی بر رفتارهای کاری نوآورانه با میانجی گری انعطاف پذیری منابع انسانی است. روش پژوهش توصیفی- همبستگی (مبتنی بر مدل معادلات ساختاری) بود. جامعه آماری پژوهش تمامی اعضای هیئت علمی دانشگاه سیستان و بلوچستان در سال تحصیلی 02-1401 بودند که به شیوه نمونه گیری تصادفی-طبقه ای 212 نفر از آنان از طریق پرسشنامه های اقدامات مدیریت منابع انسانی، رفتارهای کاری نوآورانه و انعطاف پذیری منابع انسانی مورد مطالعه قرار گرفتند. برای تجزیه و تحلیل داده ها از ضریب همبستگی پیرسون و مدل معادلات ساختاری با کمک نرم افزار SmartPls استفاده شد. بر اساس یافته ها بین اقدامات مدیریت منابع انسانی، رفتارهای کاری نوآورانه و انعطاف پذیری منابع انسانی رابطه مثبت و معناداری وجود داشت، اثر مستقیم اقدمات منابع انسانی بر انعطاف پذیری منابع انسانی و رفتارهای کاری نوآورانه، اثر مستقیم انعطاف پذیری منابع انسانی بر رفتارهای کاری نوآورانه و اثر غیرمستقیم اقدمات منابع انسانی بر رفتارهای کاری نوآورانه با میانجی گری انعطاف پذیری منابع انسانی مثبت و معنادار بود. بنابراین مدیران منابع انسانی با اتخاذ ابتکاراتی از قبیل بهره گیری از سیستم های پیشرفته جذب، آموزش های ضمن خدمت و شایسته محور، جبران خدمات عادلانه، تشویقی و مبتنی بر عملکرد، ارزیابی عملکرد نتیجه محور می توانند زمینه را برای انعطاف پذیری منابع انسانی و تمایل به رفتارهای کاری نوآورنه فراهم کنند.The Effect of Human Resource Management Practices on Innovative Work Behaviors with the Mediating of Human Resource Flexibility
The purpose of the study is to investigate the effect of human resource practices on innovative work behaviors with the mediation of human resource flexibility. The research method was descriptive-correlation (based on the structural equation model). The statistical population of the research was all the faculty members of the university of Sistan and Baluchestan in the academic year 2022-2023, by stratified random sampling 212 of them were selected and studied through questionnaires on human resources practices, innovative work behaviors and human resource flexibility. For data analysis, Pearson's correlation coefficient and structural equation model were used with the help of SmartPls software. Based on the findings, there was a positive and significant relationship between human resources practices, innovative work behaviors and human resources flexibility, the direct effect of human resource management practices on human resources flexibility and innovative work behaviors, the direct effect of human resources flexibility on innovative work behaviors and the indirect effect of human resource management practices on innovative work behaviors mediated by human resource flexibility was positively and significantly. Therefore, by adopting initiatives such as using advanced recruitment systems, in-service and merit-based training, fair service compensation, incentive and performance-based and result-oriented performance evaluation, human resource managers can provide the basis for the flexibility of human resources and the desire for innovative work behaviors. Introduction The transformation of Sistan and Baluchistan University into an innovative university will be the path when the senior managers of this university pay attention to the underlying factors of innovative work behaviors in human resources, which is discussed in this study on the role of human resources measures and flexibility of human resources. Human resource measures are a strategic approach to the process of attracting, training and improving, developing, managing, creating motivation and achieving the commitment of key resources of the organization; That is, people who work in or for that organization (Rahmanseresht & Jabarzadeh Karbasi, 2017). The flexibility of human resources also refers to the extent to which the organization's human resources benefit from the skills and behavioral patterns necessary to make the best decisions in a competitive environment (Vakili et al., 2019). Considering that one of the main missions of senior managers of Sistan and Baluchistan University is organizational growth and excellence, in order to achieve this important goal, the need for innovation, timely use of opportunities and, in fact, the organizational creative mind is necessary. Therefore, considering the impact that innovation has on the development of science and technology in the University of Sistan and Baluchistan and can be the basis for its transformation into an innovative university, the necessity of further and deeper examination of the factors influencing the occurrence of innovative work behaviors, including the human resources measures of the university, is important and is attention Apart from examining the direct relationship between human resource measures and innovative work behaviors, the role of human resource system in supporting organizational innovation can also be examined through the concept of human resource flexibility as a mediating factor. Therefore, the main issue of the research is whether human resources measures have a positive and significant effect on the innovative work behaviors of human resources with the mediating role of human resources flexibility. Case study A case study in this article is to investigate the effect of human resources measures on innovative work behaviors with the mediation of flexibility of human resources in the University of Sistan and Baluchestan. Materials and Methods The research method was descriptive-correlation (based on the structural equation model). The statistical population of the research was all the faculty members of the university of Sistan and Baluchestan in the academic year 2022-2023, by stratified random sampling 212 of them were selected and studied through questionnaires on human resources practices, innovative work behaviors and human resource flexibility. For data analysis, Pearson's correlation coefficient and structural equation model were used with the help of SmartPls software. Discussion and Results Based on the findings, there was a positive and significant relationship between human resources practices, innovative work behaviors and human resources flexibility, the direct effect of human resource management practices on human resources flexibility and innovative work behaviors, the direct effect of human resources flexibility on innovative work behaviors and the indirect effect of human resource management practices on innovative work behaviors mediated by human resource flexibility was positively and significantly. Conclusion Therefore, by adopting initiatives such as using advanced recruitment systems, in-service and merit-based training, fair service compensation, incentive and performance-based and result-oriented performance evaluation, human resource managers can provide the basis for the flexibility of human resources and the desire for innovative work behaviors.
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