پیشایندها و رهاوردهای سپارش منابع انسانی: رویکرد فراترکیب

نوع مقاله : مقاله پژوهشی

نویسندگان

1 دانشیار، گروه مدیریت بازرگانی، دانشکده مدیریت و حسابداری، دانشگاه علامه طباطبائی، تهران، ایران.

2 استاد، گروه مدیریت صنعتی، دانشکده مدیریت و حسابداری، دانشگاه علامه طباطبائی، تهران، ایران.

3 دانشیار، گروه مدیریت بازرگانی، دانشکده مدیریت و حسابداری، دانشگاه علامه طباطبائی، تهران، ایران

4 دانشجوی دکتری، گروه مدیریت بازرگانی، دانشکده مدیریت و حسابداری، دانشگاه علامه طباطبائی، تهران، ایران.

چکیده

زمینه و هدف: نقش منابع انسانی مدیران صف، بسیار برجسته شده و سپارش وظایف منابع انسانی به مدیران صف، تحول حتمی در فضای سازمانی است؛ از این رو هدف مطالعه حاضر، ارائه چارچوب جامع از عوامل اثرگذار بر تقویت نقش منابع انسانی مدیران صف و همچنین، شناخت پیامدهای چندسطحی آن است.
روش: در پژوهش حاضر از طریق رویکرد فراترکیب، شاخص‌ها، مفهوم‌ها، مقوله‌های پیشران و پیامدهای سپارش منابع انسانی شناسایی شد. پس از بررسی پایگاه‌های معتبر علمی، تعداد 113 منبع شناسایی و در نهایت، 46 پژوهش مرتبط انتخاب و تحلیل شد.
یافته‌ها: با استفاده از الگوی هفت مرحله‌ای سندلوسکی و باروسو، یافته‌های 46 مقاله مرتبط با اهداف پژوهش بررسی، ترکیب و تفسیر شد. در مجموع، 28 کد، 5 مفهوم و 2 بُعد شناسایی شد و اعتبار هریک، از طریق آزمون کاپای کوهن به تأیید رسید. نتایج نشان می‌دهد که دو دسته عوامل سازمانی و روان‌شناختی، از جمله پیشران‌های مهم سپارش منابع انسانی است. همچنین، سپارش منابع انسانی می‌تواند خروجی‌های سازمان را در سه سطح فرد، گروه و سازمان متأثر سازد.
نتیجه‌گیری: بهره‌برداری از نقش منابع انسانی مدیران صف، می‌تواند مزیت‌های رقابتی متعددی در سطوح مختلف سازمان ایجاد کند. در این حین، می‌بایست در نظر گرفت که جلب مشارکت مدیران صف، نیازمند است به توجه هم‌زمان به ارائه حمایت سازمانی و عوامل روان‌شناختی این مدیران. از سوی دیگر، چارچوب ارائه‌شده در این مطالعه و پرداختن به ابعاد مختلف سپارش منابع انسانی، بستر مناسبی برای مطالعات آتی در اختیار قرار می‌دهد.

کلیدواژه‌ها


عنوان مقاله [English]

Antecedents and Outcomes of HR Devolution: A Meta-synthesis Approach

نویسندگان [English]

  • Saied Sehhat 1
  • Maghssod Amiri 2
  • Mehdi Yazdanshenas 3
  • Hossein Heidarian ghaleh 4
1 department of Business administration, faculty of management and accounting, Allameh Tabataba`i University,
2 Department of Industrial Administration, Faculty of Management & Accounting, Allame Tabatabai University, Tehran, Iran
3 department of Business administration, faculty of management and accounting, Allameh Tabataba`i University,
4 Faculty of Management and Accounting, Allameh Tabatabai University, Tehran, Iran
چکیده [English]

Background & Purpose: Line managers’ HR role is considerably highlighted, and HR devolution is a definite future in organizational landscape. Accordingly, the principal objective of this study is to present a comprehensive framework of antecedents of strengthening line managers’ HR role and uncover its multi-level outcomes.
Methodology: In line with the purpose of this study, all indicators, concepts, and categories of HR devolution were identified using the meta-synthesis qualitative research method. 113 manuscripts were identified by searching through authenticate scientific datasets sources. Finally, the data from 46 relevant research conducted in this field were selected and analyzed.
Findings: Using seven-step model of Sandelowski and Barroso, the findings of 46 previous studies related to the objectives of the study were reviewed, aggregated, combined, and interpreted. A total number of 28 codes, five themes, and two dimensions were identified and validated through Kappa Cohen coefficient. The results indicate that precursors of HR devolution can be categorized into two main dimensions including organizational and psychological factors. Additionally, devolving HR to the line can affect outcome at three individuals, group, and organizational levels.
Conclusion: Utilization of line managers’ HR role creates several competitive advantages in various levels of organization. Nonetheless, it should be noticed that an equal and concurrent attention to both organizational factors and line managers’ psychological elements is of utmost important. Moreover, the framework offered in this study which sheds light on different aspects of HR devolution, provides a basis for future studies

کلیدواژه‌ها [English]

  • HR devolution
  • Line managers
  • Meta-synthesis
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