ارائه مدل توسعه منابع انسانی درسازمان های دولتی با رویکرد کارآفرینانه: با استفاده از نظریه داده بنیاد

مدیریت بهره‌وری

مقاله 3، دوره 14، 3(54)پاییز، شهریور 1399، صفحه 74-102   

نوع مقاله: علمی پژوهشی

شناسه دیجیتال (DOI): 10.30495/qjopm.2020.584134.2361

نویسندگان

جاوید رخشانی¹؛ حبیب ابراهیم پور^{* 2}؛ فرزاد ستاری اردبیلی³؛ اسحق رسولی⁴؛ محمد حسن زاده⁵

¹دانشجوی دکتری گروه مدیریت دولتی، واحد اردبیل، دانشگاه آزاد اسلامی، اردبیل ، ایران

²استاد گروه مدیریت دولتی.دانشگاه محقق اردبیلی، اردبیل، ایران

³استادیارگروه مدیریت دولتی، واحد اردبیل، دانشگاه آزاد اسلامی، اردبیل، ایران

⁴استادیار گروه مدیریت دولتی، واحد اردبیل، دانشگاه آزاد اسلامی، اردبیل، ایران

⁵دانشیارگروه مدیریت اقتصاد، دانشگاه محقق اردبیلی، اردبیل، ایران.

چکیده

امروزه بدلیل پیچیدگی شرایط محیطی و تنوع نیازهای اجتماعی، توسعه منابع انسانی درسازمان های دولتی از اهمیت بالاتری برخوردار است. هدف تحقیق، طراحی مدل توسعه منابع انسانی با رویکرد کارآفرینانه در سازمان­های دولتی می­باشد. این تحقیق از حیث مبانی فلسفی پژوهش در پارادایم تفسیرگرایی، از منظر هدف جزء تحقیقات اکتشافی و روش اجرای کار به صورت کیفی می باشد که از راهبرد پژوهشی نظریه پردازی داده بنیاد با رهیافت نظام­مند و با انجام مصاحبه نیمه ساختار یافته،     داده­های­ لازم جمع آوری و کدگذاری باز، محوری و انتخابی انجام گرفته است.جامعه آماری تحقیق با توجه به اشباع نظری داده ها شامل 15نفر از استادان دانشگاهی حوزه منابع انسانی و مدیران و کارشناسان حوزه برنامه­ریزی و مدیریت منابع انسانی دستگاه های دولتی استان اردبیل می باشد. برای ارزیابی اعتبار یافته های کیفی، راهبرد بررسی همکاران و راهبرد اعتبارسنجی توسط اعضای بکارگرفته شد و برای پایایی مصاحبه روش توافق درون موضوعی دو کدگذار با محاسبه درصد توافق، استفاده گردیده است. نتایج پژوهش نشان دهنده استخراج 33مقوله فرعی و 12مقوله اصلی است که در قالب مدل پارادیمی شامل فعالیت­های توسعه منابع انسانی با رویکرد کارآفرینانه بعنوان پدیده محوری، شرایط علّی (مسؤولیت پذیری سازمان و مزیت رقابتی سازمان)، عوامل زمینه­ای (توسعه جویی مدیران، فرهنگ سازمانی، مشوق­های توسعه منابع انسانی)، عوامل مداخله­گر (جو حاکم سازمانی، رویکرد سنتی نظام اداری)، راهبردها (توانمندسازی فردی، توانمند سازی سازمانی) و پیامدها (توسعه فردی، توسعه سازمانی) قرار گرفته­اند.

کلیدواژه‌ها

مدیریت منابع انسانی؛ توسعه منابع انسانی؛ رویکردکارآفرینانه؛ سازمان های دولتی

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