نوع مقاله : مقاله پژوهشی

نویسندگان

1 استادیار گروه مدیریت بازرگانی و فناوری اطلاعات، دانشگاه پیام نور، تهران، ایران

2 استادیار گروه مدیریت بازرگانی و فن‌آوری اطلاعات، دانشگاه پیام نور، تهران، ایران.

چکیده

بر اساس نظریه تبادل اجتماعی و همچنین نظریه جایگزین‌های رهبری، در صورت وجود زیرساخت‌های لازم، استراتژی‌های مدیریت منابع انسانی می‌تواند جایگزین تأثیر رهبری خدمتگزار در ارتقاء تعهد عاطفی و توانمندسازی روانی کارکنان باشد. بر این اساس، مقاله حاضر به دنبال بررسی جایگاه و تأثیر هر یک از متغیرهای مطرح شده در سازمان استانداری فارس است تا امکان وجود جایگزینی مدیریت منابع انسانی با رهبری خدمتگزار را موردبررسی قرار دهد. پژوهش حاضر از نوع تحقیقات همبستگی است که به روش پیمایشی انجام گردیده است. جامعه آماری شامل تمامی کارکنان استانداری فارس (1200 نفر) است که 320 نفر به روش نمونه‌گیری طبقه‌ای موردبررسی قرار گرفت. به‌منظور گردآوری داده‌ها، از پرسشنامه استاندارد شامل 35 گویه استفاده شده است. به‌منظور تجزیه‌وتحلیل داده‌ها از مدل معادلات ساختاری و روش حداقل مربعات جزئی (PLS) به کمک نرم‌افزار Smart-PLS3.0 بهره گرفته شده است. نتایج حاصل از بررسی داده‌های تحقیق بیانگر این است که از نظر آماری متغیر مدیریت منابع انسانی با تعهد بالا نمی‌تواند منجر به توانمندسازی روان‌شناختی کارکنان در استانداری فارس گردد، بنابراین می‌توان عنوان نمود که در شرایط فعلی در سازمان استانداری فارس، نمی‌توان مدیریت منابع انسانی با تعهد بالا را جایگزین رهبری خدمتگزار نمود. برای رسیدن به مرحله جایگزینی، نیاز به توسعه منابع انسانی و درنتیجه رشد و ارتقاء سازمان و ایجاد بسترهای لازم است.

کلیدواژه‌ها

References
Akbari, H. (2012). The role of women in sustainable environmental development. Women in Development and Politics (Women's Studies). 10(4), 37- 56. (in Persian)
Akbari M.; Ebrahimpour Azbari M.; Mombini Y., & Mirzakazemi, M., (2018). Investigation the mediatiing role of affective commitment and moderating role of supervisor support in the relationship between job insecurity and counterproductive behaviors. Transformation Management Journal. 10(2), 123-148. (in Persian)
Avolio, B. J.; Walumbwa, F. O., & Weber, T. J. (2009). Leadership: Current theories, research, and future directions. Annual Review of Psychology, 60, 421–449.
Boxall, P., & Macky, K. (2009). Research and theory on high‐performance work systems: progressing the high‐involvement stream. Human Resource Management Journal, 19(1), 3–23.
Collins, C. J., & Smith, K. E. N. G. (2006). Knowledge exchange and combination : the role of human resource practices in the performance of high-technology firms, 49(3), 544–560.
Gallego-Nicholls, J. F.; Pagán, E.; Sánchez-García, J., & Guijarro-García, M. (2022). The influence of leadership styles and human resource management on educators’ well-being in the light of three Sustainable Development Goals. Academia Revista Latinoamericana de Administración, 35(2), 257–277.
Garavan, T.; Grant, K.; Darcy, C.; O’Brien, F., & Clarke, N. (2022). Human Resource Management, Leadership and Knowledge Management: Never the Twain Shall Meet. In The Emerald Handbook of Work, Workplaces and Disruptive Issues in HRM (pp. 129–147). Emerald Publishing Limited.
Greenleaf, R. K. (1977). Servant Leadership: A Journey into the Nature of Legitimate Power and Greatness, Paulist Press, New York, NY.

Hassanbeigi E., & Jahangir A. (2010). Strategic management model of human resources with high commitment approach. Quarterly Of Order And Security Guards. 3(1), 137-171.  (in Persian)

Hauff, S.; Alewell, D., & Hansen, N. K. (2014). HRM systems between control and commitment: occurrence, characteristics and effects on HRM outcomes and firm performance. Human Resource Management Journal, 24(4), 424–441.
Hoch, J. E.; Bommer, W. H., & Dulebohn, J. H. (2018). Do Ethical, Authentic, and Servant Leadership Explain Variance Above and Beyond Transformational Leadership ? A Meta-Analysis, 44(2), 501–529.
Hom, P. W.; Tsui, A. S.; Wu, J. B.; Lee, T. W.; Zhang, A. Y.; Fu, P. P., & Li, L. (2009). Explaining employment relationships with social exchange and job embeddedness. Journal of Applied Psychology, 94(2), 277–297.
Jackson, S. E., & Schuler, R. S. (1995). Understanding Human Resource Management in the Context of Organizations and their Environments. Annual Review of Psychology, 46(1), 237–264.
Jackson, S. E., & Schuler, R. S. (2014). The Academy of Management Annals An Aspirational Framework for Strategic Human Resource Management. The Academy of Management Annals, 8(1), 1–56.
Jackson, S. E.; Schuler, R. S., & Jiang, K. (2014). An Aspirational Framework for Strategic Human Resource Management. Academy of Management Annals, 8(1), 1–56.
Jiang, K.; Lepak, D. P.; Hu, J., & Baer, J. C. (2012). How Does Human Resource Management Influence Organizational Outcomes? A Meta-analytic Investigation of Mediating Mechanisms. Academy of Management Journal, 55(6), 1264–1294.
Kehoe, R. R., & Collins, C. J. (2017). Human resource management and unit performance in knowledge-intensive work. The Journal of Applied Psychology, 102(8), 1222–1236.
Kehoe, R. R., & Wright, P. M. (2013). The Impact of High-Performance Human Resource Practices on Employees’ Attitudes and Behaviors. Journal of Management, 39(2), 366–391.
Lepak, D. P.; Liao, H.; Chung, Y., & Harden, E. E. (2006). A Conceptual Review of Human Resource Management Systems in Strategic Human Resource Management Research. Research in Personnel and Human Resources Management.
Liden, R. C.; Panaccio, A.; Meuser, J. D.; Hu, J., & Sandy, J. (2014). Oxford Handbooks Online Servant Leadership : Antecedents, Processes, and Outcomes.
Liden, R. C.; Wayne, S. J.; Zhao, H., & Henderson, D. (2008). Servant leadership: Development of a multidimensional measure and multi-level assessment. The Leadership Quarterly, 19(2), 161–177.
Maertz Jr, C. P.; Griffeth, R. W.; Campbell, N. S., & Allen, D. G. (2007). The effects of perceived organizational support and perceived supervisor support on employee turnover. Journal of Organizational Behavior: The International Journal of Industrial, Occupational and Organizational Psychology and Behavior, 28(8), 1059–1075.
McCune Stein, A., & Ai Min, Y. (2019). The dynamic interaction between high-commitment HRM and servant leadership. Management Research Review, 42(10), 1169–1186.
McCune Stein, A., & Ai Min, Y. (2019). The dynamic interaction between high-commitment HRM and servant leadership. Management Research Review, 42(10), 1169–1186.
Messersmith, J. G.; Patel, P. C.; Lepak, D. P., & Gould-Williams, J. S. (2011). Unlocking the black box: Exploring the link between high-performance work systems and performance. Journal of Applied Psychology, 96(6), 1105–1118.
Meyer, J. P.; Stanley, D. J.; Herscovitch, L., & Topolnytsky, L. (2002). Affective, Continuance, and Normative Commitment to the Organization: A Meta-analysis of Antecedents, Correlates, and Consequences. Journal of Vocational Behavior, 61(1), 20–52.
Mohamadi, M. (2021). Investigating the Impact of Person-organization Fit on Organizational Commitment Mediated by Psychological Empowerment. Transformation Management Journal. 13(1), 258-308. (in Persian)
Shin, D., & Konrad, A. M. (2017). Causality between high-performance work systems and organizational performance. Journal of Management, 43(4), 973–997.
Shore, L. M.; Tetrick, L. E.; Lynch, P., & Barksdale, K. (2006). Social and Economic Exchange: Construct Development and Validation. Journal of Applied Social Psychology, 36(4), 837–867.
Spreitzer, G. M. (1996). Social structural characteristics of psychological empowerment. Academy of Management Journal, 39(2), 483–504.
Su, Z.-X.; Wright, P. M., & Ulrich, M. D. (2018). Going Beyond the SHRM Paradigm: Examining Four Approaches to Governing Employees. Journal of Management, 44(4), 1598–1619.
van Dierendonck, D.; Stam, D.; Boersma, P.; de Windt, N., & Alkema, J. (2014a). Same difference? Exploring the differential mechanisms linking servant leadership and transformational leadership to follower outcomes. The Leadership Quarterly, 25(3), 544–562.
van Dierendonck, D.; Stam, D.; Boersma, P.; de Windt, N., & Alkema, J. (2014b). Same difference? Exploring the differential mechanisms linking servant leadership and transformational leadership to follower outcomes. The Leadership Quarterly, 25(3), 544–562.
Walton, R. E. (1985). From Control to Commitment in the Workplace: In factory after factory, there is a revolution under way in the management of work. US Department of Labor, Bureau of Labor-Management Relations and Cooperative ….
Wood, S. J., & Wall, T. D. (2007). Work enrichment and employee voice in human resource management-performance studies. The International Journal of Human Resource Management, 18(7), 1335–1372.
Yahak S., & Tavakol M., (2012). Doctors’ affective commitment and the influence of social factors: study of doctors in Tehran. Journal of Bioethics. 2(5), 129-149. (in Persian)
Zhao, S.; Liu, M.; Zhu, C. J., & Liu, H. (2020). The role of leadership in human resource management: perspectives and evidence from Asia Pacific. Asia Pacific Business Review, 1–5.
Zhixing, X., & Tsui, A. S. (2007). When brokers may not work: The cultural contingency of social capital in Chinese high-tech firms. Administrative Science Quarterly, 52(1), 1–31.
CAPTCHA Image