نوع مقاله : مقالات
نویسندگان
1 دانشگاه علامه طباطبایی
2 علامه طباطبایی
چکیده
بدون شک، موفقیت سازمان‌ها مرهون بقای آنهاست و این بقا، مرهون حفظ و کاربرد صحیح نیروی انسانی مولّد و کارآمد است. از جمله رویکردهای غالب برای حفظ و نگهداشت منابع انسانی رویکرد پایداری است. در این راستا هدف پژوهش حاضر مطالعه نقش میانجیگری پایداری سرمایه انسانی در تأثیرگذاری افزایش ساعات کاری بر مسئولیتپذیری کارکنان میباشد. روش تحقیق توصیفی- پیمایشی است، جامعه آماری تحقیق حاضر شامل 360 نفر از کارکنان بانک ملت منطقه شمالغرب تهران میباشد که تعداد 186 نفر با استفاده از فرمول کوکران و با روش نمونه‌گیری تصادفی ساده انتخاب شد. برای جمع‌آوری اطلاعات از پرسشنامه و برای بررسی فرضیه‌های تحقیق از تحلیل عاملی تأییدی و مدلسازی معادلات ساختاری استفاده شد. نتایج تحقیق نشان داد که:1- افزایش ساعات کار تا حد تعادل بر پایداری اثر مثبت دارد، این فرضیه از مدل منحنی‌الخط ارائه شده در ادبیات تحقیق حمایت می‌کند؛ 2- اثر مستقیم پایداری نیروی انسانی بر مسئولیتپذیری مثبت؛ 3- اثر مستقیم افزایش ساعات کار بر مسئولیتپذیری مثبت میباشد. علاوه بر این، فرضیه‌های 1 و 3 در حالت تعادل و توازن تأیید میشود؛ بدین صورت که افزایش بیش‌ازحد ساعات کار نهایتاً نتیجه منفی خواهد داشت.
کلیدواژه‌ها
Altonji, J., & Oldham, J. (2003). Vacation laws and annual work hours. Economic Perspectives: Federal Reserve Bank of Chicago, fall, 19–29.
Alvarez - Cuadrado, F. (2007). 'Envy, Leisure, and Restric- tions on Working Hours Canadian. Journal of Economics/ Revue canadienne DF Economique 40(4), 1286-1310.
Babbar, S., & Aspelin, D. J. (1998). The overtime rebellion: symptom of a bigger problem? Academy of Management Executive, 12, 68–76.
Bailyn, L. (1993). Breaking the mold: women, men, and time in the new corporate world. New York: Free Press.
Barnett, R. C. (2006). Relationship of the number and distribution of work hours to health and quality-of-life (QOL) outcomes. In P. L. Perrewe, & D. C. Ganster (Eds.), Employee health, coping and methodologies research in occupational stress and well-being. 5. 99–138. San Diego, CA: Elsevier.
Barney, J. (1991). Firm Resources and Sustained Competitive Advantage. Journal of Management 17(1), 99-120.
Barzel, Y., & Yu, B. T. (1984). The effect of the utilization rate on the division of labor. Economic Inquiry 22, 18–27.
Birhof. H. (2005). Appropriate social behavior from the perspective of social psychology. Translat: Rezwan sedgy nejad, Tehran: gol azin Publications. (in Persian).
Chin, W. W.; Marcolin. B., & Newsted, P. (1996). A partial least squares latent variable modeling approach for measuring interaction effects: Results from a Monte Carlo simulation study and voice mail emotion/adoption study. Proceedings of the 17th International Conference on Information Systems, Cleveland, Ohio.
Chin, W.W. (1998). Issues and opinion on structural equation modeling. MIS Quart. 2(1 :( VII- XVI.
Costa, D. L. (1998). The Unequal Work Day: A Long- Term View, American Economic Review 88(2), 330-334.
Cross, G. (1988). Worktime in International disconti- nuity, 1886-1940, in G. Cross (ed.), work time and industrialization: an international history (University of Pennsylvania Press, Philadelphia).
Coff, R.W. (1997). Human assets and management dilemmas: Coping with hazards on the road to resource - based theory. Academy of Management Review, 22, 374- 402.
Drago, R.; D. Black, & Wooden, M. (2005). The existence and persistence of long hours. IZA discussion paper No. 1720, Bonn Germany, August.
Dyllick, T., & Hockerts, K. (2002). Beyond the business case for corporate sustainability. Bus Strategy Environ 11(2), 130–141.
Daly, H. (1973). Towards a steady state economy, San Francisco: Freeman.
Ehnert, I. (2006a). Sustainability issues in human resource management: linkages, theoretical approaches, and outlines for an emerging field. Paper presented at 21st EIASM Workshop on SHRM, 30–31 March 2006, Birmingham
Ehnert, I. (2009). Sustainable human resource management: a conceptual and exploratory analysis from a paradox perspective. New York: Springer.
Ehnert, I., & Harry, W. (2012). Recent developments and future prospects on sustainable human resource management: introduction to the special Issue. Management Review, 23(3), 221-238.
Ehnert, I.; Harry, W., & Zink, K. J. (2014). Sustainability and HRM. Ethics & Governance. Springer, 3–32.
Fornell, C.; Larcker, DF. (1981). Evaluating structural equations models with unobservable variables and measurement Error. Journal of Market Reserch. 18(1), 39-50.
Feldman, D. C. (1995). The impact of downsizing on organizational career development activities and employee career development opportunities. Human Resource Management Review, 5, 189–221.
Golden, L.; Altman, M. (2008). Why do people overwork? Oversupply of labor, labor market forces and adaptive preferences. Journal of Business Ethics, 61–83.
Golden, L. (2009). A brief history of long work time and the contemporary sources of overwork. 84, 217–227.
Greenwood, J., & Vandenbroucke, G. (2005). Hours worked: long-run trends, in L. Blume and S. Durlauf (eds.). new palgrave dictionary of economics, 2nd edition (Palgrave Macmillan, London).
Guest, DE. (2001). Human resource management: when research confronts theory. Journal of Humn Resour Management 12(7), 1092–1106.
Hooman, H. A. (2008). Structural equation modeling using LISREL software. Tehran: Publication side. (in Persian).
Hopkins, E. (1982). 'Working Hours and Conditions during the Industrial Revolution: A Re- Appraisal'. Economic History Review 35, 52-66.
Hu¨lsmann, M. (2003). Management im Orientierungsdilemma: Unternehmen Zwischen Effizienzund Nachhaltigkeit, 1st edn. deutscher Universita¨ts-Verlag, Wiesbaden.
Kaufman, B. (1999). Expanding the behavioral foundations of labor economics. Industrial and Labor Relations Review, 52, 361–92.
Leal Filho, w. (2000). Dealing with misconceptions on the concept of sustainability. International Journal of sustainability in Higher Education, 1(1), 9-19
Manuel, J.; Francisco, J., & Felix, A. (2009). Exploring the impact of individualism and uncertainty avoidance in Web-based electronic learning: An empirical analysis in European higher education. Comp & Educ, 52, 588–598.
Marcus. & Kaufman. (2001). Rhydn the old law, the top managers of the world. Translation A. Rezai-Nejad, firstedition, Tehran: Publication: Tomorrow management.
Merriman, K. K. (2014). The psychological role of pay systems in choosing to workmore hours. Journal of Human Resource Management Review 24, 67–79.
Moghimi, S. M. (2015). Fundamentals of Organization & Management. Tehran Rahdan Publization. (in Persian).
Muller-Christ, G. (2001). Nachhaltiges ressourcenmanagement: eine wirtschaftso¨kologische fundierung. Metropolis, Marburg.
Nunnally, J. C., & Bernstein, I. H. (1994). Psychometric theory. New York, NY:McGraw-Hill.
Paauwe, J. (2004). HRM and performance: achieving long-term viability. Oxford University Press, New York.
Perlow, L. A., & Porter, J. L. (2009). Making time off predictable-and required. Harvard Business Review 87, 102–109.
Renè, B., & Taylor, M. (2004). Actual and preferred working hours. British Journal of Industrial Relations, 42, 1, 149–66.
Porter, M. E. (1980). Competitive strategy, New York: the free press.
Rigdon, J. E. (1994). Worn out: some workers gripe bosses are ordering too much overtime. Wall Street Journal, A1, A4.
Savaneviciene, A., & Stankeviciute, Z. (2014). The disclosure of sustainability and human resource management linkage. Human Resources & Ergonomics. 8.
Schor, J. B. (1992). The overworked American. New York: Basic Books.
Schultz, T. W. (1961). Investment in human capital. American Economic Review 51, 1–17.
Schwartz, S. H., & Clausen, G. T. (1970). Responsibility, norms, and helping in an emergency. Journal of Personality and Social Psychology 16, 299-310.
Schwartz, S. H. (1975). The justice of need and the activation of humanitarian norms. Journal of Social Issues 31, 111-136.
Sparks, K.; Cooper, C.; Fried, Y., & Shirom, A. (1997). The effects of hours of work on health a meta-analytic review. Journal of Occupational and Organizational Psychology, 70, 391–408.
Stewart, M., & Swaffield, J. K. (1997). Constraints on the desired hours of work of british men. Economic Journal, 107, 520–35.
Taylor S.; Beechler S., & Napier N. (1996). Toward an integrative model of strategic international human resource management. Academy of Management Review, 21(4), 959–985.
Thom, N., & Zaugg R. J. (2004). Nachhaltiges and innovatives personalmanagement: spitzengruppenbefragung in europaischen unternehmungen and institutionen. in: Schwarz EJ (ed) nachhaltiges innovationsmanagment. gabler, wiesbaden, 215- 245.
Thompson, E. (1967). Time, work-discipline and industrial capitalism. Past and Present 38, 56-97.
Tsui, A. S.; Pearce, J. L.; Porter, L. W., & Tripoli, A. M. (1997). Alternative approaches to the employee–organization relationship: does investment in employees pay off? Academy of Management Journal, 40, 1089–1121.
Ueberfeldt, A. (2006). Working Time over the 20th Century. Bank of Canada Working Paper .18.
Vinzi, VE.; Chin, WW.; Henseler J., & Wang H. (2010). Handbook of Partial Least Squares. Berlin: Springer.
Wolfe, A. (1997). The moral meaning of work. Journal of Socio-Economics, 26 (6), 559-572.
WCED (world commission on environment and development). (1987). Our common future: report of the world commission on environment and development. Brussels.
Wilkinson, A.; Hill, M., et al. (2001). The sustainability debate. International Journal of Operations & Production Management, 21(12), 1492-1502.
Zaugg, R.; Blum, A., & Thom, N. (2001). Sustainability in human resource management. evaluation report.
)
ارسال نظر در مورد این مقاله