نقش میانجی سرمایه اجتماعی در تأثیرگذاری سیستم شیوه‌های مدیریت منابع انسانی دانش‌بنیان بر عملکرد شغلی نوآورانه

نوع مقاله : مقاله پژوهشی

نویسندگان

1 دکترای مدیریت منابع انسانی ، گروه مدیریت، واحد تنکابن ،دانشگاه آزاد اسلامی، تنکابن، ایران. دبیر انجمن مدیریت کسب و کار استان مازندران.

2 استادیار، گروه مدیریت بازرگانی، واحد تنکابن، دانشگاه آزاد اسلامی، تنکابن، ایران. رئیس انجمن مدیریت کسب کار ایران.

3 استادیار، عضو هیأت علمی، گروه علم اطلاعات دانشکده علوم انسانی، واحد تنکابن، دانشگاه آزاد اسلامی، تنکابن، ایران.

چکیده

هدف این پژوهش، بررسی نقش میانجی سرمایه اجتماعی در تأثیرگذاری سیستم شیوه‌های مدیریت منابع انسانی دانش‌بنیان بر عملکرد شغلی نوآورانه (مطالعه موردی: اداره‌های برق غرب استان مازندران) می‌باشد. روش پژوهش به لحاظ ماهیت توصیفی-همبستگی و از حیث هدف کاربردی است. جامعه آماری پژوهش را کارکنان اداره‌های برق غرب استان مازندران  به تعداد 187 نفر تشکیل داده‌اند که از این تعداد، 124 نفر بر اساس جدول کرجسی و مورگان و به روش نمونه گیری تصادفی طبقه‌ای به عنوان حجم نمونه پژوهش انتخاب شدند. ابزار گردآوری داده‌ها شامل پرسشنامه های شیوه‌های مدیریت منابع انسانی دانش‌بنیان لپاک و اسنل (2002)، سرمایه اجتماعی پوتنام (1999) و عملکرد شغلی نوآورانه اسکات و براس (1994) می‌باشد. به منظور تحلیل داده‎ها از  تکنیک معادلات ساختاری با استفاده از نرم افزار آماری Lisrel و نیز نرم افزار آماری SPSS استفاده شده است. یافته‎های پژوهش نشان می‌دهد که شیوه‌های مدیریت منابع انسانی دانش‌بنیان بر عملکرد شغلی نوآورانه تأثیر مثبت و معناداری دارند و مؤلفه سرمایه اجتماعی بیشترین تأثیر را بر عملکرد شغلی نوآورانه داشته است. نتایج پژوهش نشان می‌دهد که سرمایه اجتماعی در تأثیرگذاری سیستم شیوه‌های مدیریت منابع انسانی دانش‌بنیان بر عملکرد شغلی نوآورانه بطور فزاینده‌ای نقش میانجی داشته است. 

کلیدواژه‌ها

موضوعات


عنوان مقاله [English]

The Mediating Role of Social Capital in the Impact of Knowledge-based Human Resource Management Practices System on Innovative Job Performance

نویسندگان [English]

  • Mahdi Khodaparast 1
  • Mohammad Hadi Asgari 2
  • Seyed rasool Toudar 3
1 PhD in Human Resource Management, Department of Management, Tonekabon Branch, Islamic Azad University, Tonekabon, Iran، Secretary of the Iranian Business Management Association in Mazandaran Province . Iran.
2 Assistant Professor, Department of Business Management, Tonekabon Branch, Islamic Azad University, Tonekabon, Iran. President of Iran Business Management Association
3 Assistant Professor, Department of Information Science, Faculty of Humanities, Azad University, Iran.
چکیده [English]

The purpose of this study is to investigate the mediating role of social capital in the impact of knowledge-based human resource management practices on innovative job performance (Case study: West Mazandaran Electricity Offices). The research method is descriptive-correlational in nature and applied in terms of purpose. The statistical population of the study consisted of 187 employees of western electricity departments of Mazandaran province, of which 124 people were selected based on Krejcie and Morgan table and stratified random sampling as the sample size of the study. The collection tools include the questionnaires of human resource management practices of Lapak and Snell (2002), Putnam Social Capital (1999) and the innovative job performance of Scott and Brass (1994). In order to analyze the data, the structural equation method of LISREL statistical software and SPSS statistical software were used. Findings showed that knowledge-based human resource management practices have a positive and significant effect on innovative job performance, and the social capital component has the greatest impact on innovative job performance. The results showed that social capital has increasingly mediated the impact of knowledge-based human resource management practices on innovative job performance.     

کلیدواژه‌ها [English]

  • Human Resource management practices
  • Knowledge-based
  • innovative job performance
  • Social capital
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