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پیشایندهای نگهداشت منابع انسانی با تأکید بر نقش هم‌پیوندی شغلی: یک فرامطالعة آمیخته | ||
| مجله علمی "مدیریت فرهنگ سازمانی" | ||
| دوره 21، شماره 1، فروردین 1402، صفحه 1-20 اصل مقاله (1.19 M) | ||
| نوع مقاله: مقاله پژوهشی | ||
| شناسه دیجیتال (DOI): 10.22059/jomc.2021.315714.1008206 | ||
| نویسندگان | ||
| زهرا صفری1؛ سیدمهدی الوانی2؛ حسن زارعی متین1؛ محمد صفری* 3 | ||
| 1گروه مدیریت دولتی، دانشکدة مدیریت و حسابداری، پردیس فارابی، دانشگاه تهران، قم، ایران | ||
| 2گروه مدیریت دولتی، دانشکدة مدیریت و حسابداری، دانشگاه علامه طباطبائی، تهران، ایران | ||
| 3گروه مدیریت بازرگانی، دانشکدة علوم اقتصادی و اداری، دانشگاه مازندران، بابلسر، مازندران، ایران | ||
| چکیده | ||
| هدف: نگهداشت کارکنان به سبب رقابت فزاینده بر سر جذب و حفظ کارکنان ماهر، با توجه به هزینه‌های گزاف مرتبط با ترک خدمت، موضوعی بسیار کلیدی و البته چالش‌برانگیز است. نگهداشت کارکنان یکی از پارامترهای کلیدی اندازه‌گیری قدرت هر سازمان است. هدف تحقیق حاضر شناسایی منابع ماندگاری و به‌کارگیری رویکرد هم‌پیوندی شغلی در درک مکانیسم‌های ماندگاری کارکنان کلیدی در سازمان است. روش: در این پژوهش از روش فرامطالعۀ آمیخته از نوع فراترکیب استفاده شده است. این روش اکتشافی برای ایجاد و استخراج یک چارچوب مرجع مشترک برای نتایج تحقیقات گذشته، به صورت کمّی و کیفی، است. در پژوهش حاضر، از روش هفت‌مرحله‌ای فراترکیب استفاده شده است. این روش شامل هفت مرحله‌ـ تنظیم سؤال تحقیق، بررسی نظام‌مند متون، جست‌وجو و انتخاب مقالات کمّی و کیفی مناسب، استخراج اطلاعات مقاله، تجزیه‌وتحلیل و ترکیب یافته‌های تحقیقات کمّی، کنترل کیفیت، ارائة یافته‌ها‌ـ است. یافته‌ها: در پژوهش حاضر به شناسایی پیشایندهای هم‌پیوندی منابع انسانی پرداخته شد و مؤلفه‌های مرتبط با ایجاد هم‌پیوندی کشف شد. مؤلفه‌های خلق هم‌پیوندی شامل لایه‌های مختلف است که در قالب 5 مقولة عوامل فردی، عوامل شغلی/ محیط شغلی، اقدامات حمایتی، رهبری، و زمینه‌ای شناسایی شدند. نتیجه‌گیری: عوامل شناسایی‌شده در این پژوهش منابع و ابزارهای نگهداشت کارکنان هستند و نیم‌رخی از منابع در دسترس مدیران که می‌توانند در برنامه‌ها و اقدامات ورودی، جذب و انتخاب منابع انسانی، و نیز سرمایه‌گذاری در خلق ابعاد مختلف الگوی هم‌پیوندی منابع انسانی در بخش‌های مختلف سازمانی به منظور حفظ و توسعة آن‌ها مورد استفاده قرار گیرند. | ||
| کلیدواژه‌ها | ||
| مدیریت منابع انسانی"؛ نگهداشت کارکنان"؛ هم پیوندی شغلی"؛ پیشایند"؛ "؛ فرامطالعه" | ||
| عنوان مقاله [English] | ||
| The Antecedents of Human Resource Retention With an Emphasis on the Role of Job Embeddedness: A Mixed Meta-Study | ||
| نویسندگان [English] | ||
| Zahra Safari1؛ Seyed Mahdi Alvani2؛ Hasan Zarei Matin1؛ Mohammad Safari3 | ||
| 1Department of Public Administration, Faculty of Management and Accounting, College of Farabi, University of Tehran, Qom, Iran | ||
| 2Department of Public Administration, Faculty of Management & Accounting, Allameh Tabataba'i University, Tehran, Iran | ||
| 3Department of Business Management, Faculty of Economics and Administrative Sciences, University of Mazandaran, Babolsar, Mazandaran, Iran | ||
| چکیده [English] | ||
| Objective: Retention of employees is a key and of course challenging issue due to the increasing competition on the recruitment and retention of skillful employees and the heavy costs of employee departure. Employee retention is one of the key parameters for measuring the power of an organization. The purpose of this study was to identify the sources of retention and to employ job embeddedness approach to understand key employee retention mechanisms in the organization. Method: The study used mixed meta-synthesis method. This exploratory method is used to create and extract a common framework of reference for the results of previous studies in a quantitative and qualitative format. In the study at hand, the seven-stage meta-synthesis method was used. This method involves seven stages, including setting the research question, making a systematic review of texts, searching and selecting proper quantitative and qualitative articles, extracting article information, analysis and synthesis of the quantitative research findings, conducting quality control, and presenting the findings. Findings: The study at hand tried to identify the antecedents of human resource embeddedness. Thus, the factors related to the creation of embeddedness were found. The factors creating embeddedness involve various layers, which were identified as five components, namely personal factors, job factors/ job environment, supportive measures, leadership, and contextual factors. Conclusion: The factors identified in this study are resources and instruments for the retention of employees and provide an image of the resources available to managers to employ in the entry plans and measures, selection and recruitment of human resources, and investment on the creation of various dimensions of human resource embeddedness model in various parts of the organization in order to retain and develop them. | ||
| کلیدواژه‌ها [English] | ||
| Human Resource Management", Employee Retention, Job embeddedness", Antecedent", ", Mixed Meta Study" | ||
| مراجع | ||
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