الگویابی ساختاریِ فعالیت‌های مدیریت منابع انسانی و سرمایه‌های نرم سازمان با تبیین نقش میانجیِ قابلیت‌های سطوح سازمانی
محورهای موضوعی : مدیریت بازرگانی
داود فیض
1
(دانشیار، دانشکده اقتصاد، مدیریت و علوم اداری، دانشگاه سمنان، ایران)
حسین شول
2
(دانشجوی دکتری،دانشکده اقتصاد،مدیریت وعلوم اداری،دانشگاه سمنان،ایران)
وحید شرفی
3
(دانشجوی دکتری، دانشکده اقتصاد، مدیریت و علوم اداری، دانشگاه سمنان، ایران)
کلید واژه: فعالیت‌های مدیریت منابع‌انسانی, قابلیت‌های سطوح سازمانی, سرمایه‌های نرم,
چکیده مقاله :
با توجه به اینکه سرمایه های نرم نامعلوم و پوشیده اند، سازمان ها از ارزش بیشتر این سرمایه ها نسبت به سرمایه های سخت و عوامل اثرگذار بر آن کم اطلاع هستند. بنابراین هدف این پژوهش ارتقای سرمایه های نرم سازمان تأمین اجتماعی شهرایلام و به دنبال آن ارتقای عملکرد سازمان مذکور می باشد. بدین منظور تأثیر فعالیت های مدیریت منابع انسانی بر سرمایه های نرم سازمان و قابلیت های سطوح سازمانی نیز به عنوان متغیر میانجی در رابطه میان فعالیت های مدیریت منابع انسانی وسرمایه های نرم سازمان، مورد بررسی قرار می گیرد.پژوهش حاضر از نظر هدف کاربردی و از نظر شیوه گردآوری اطلاعات، توصیفی-پیمایشی و از نوع همبستگی و مبتنی برمدل معادلات ساختاری است. جامعه آماری پژوهش شامل کلیه مدیران و کارمندان سازمان تأمین اجتماعی شهر ایلام به تعداد 400 نفر می‌باشد. با استفاده از جدول مورگان تعداد 196 نفر برای نمونه انتخاب شده است. روش نمونه گیری در این پژوهش تصادفی ساده است. ابزار گردآوری اطلاعات نیز پرسش نامه است.در نهایت، نتایج تحلیل داده‌ها نشان داد که فعالیت های مدیریت منابع انسانی بر سرمایه های نرم و قابلیت های سطوح سازمانی تأثیر می‌گذارد، به‌علاوه قابلیت های سطوح سازمانی نیز از اینامکان برخوردارند که بر سرمایه های نرم تأثیر بگذارند، ضمن اینکه قابلیت های سطوح سازمانی نقش میانجی را نیز در رابطه بین فعالیت های مدیریت منابع انسانی و سرمایه های نرم سازمان ایفا می کنند.
Given that the software capital are unknown and covered, organizational are not aware of the value of software capital as compared with hard capital. The aim of this paper was to examine the effect of human resource management practices on the organization software capital. Therefore the purpose of this study was the promotion of software capital in social security organization in Ilam city and consequently the promotion of its performance so, the effect of human resource management activities on the software capitals of organization and organizational levels capabilities is also consider as mediation variable in relation with human resource management activities and organizational Software capitals are investigated. The research method was correlational descriptive survey based on structural equations. The statistical population included all the managers and employees in social security organization in Ilam, whit added to 400 people, using Morgan’s table 196 people were selected as the sample size. The sampling method was random sampling. To gather the data a questionnaire was used. The result indicated that the human resource management activities have an effect on software capitals and the organizational levels capabilities; furthermore the capabilities of organizational levels can have effect on software capitals and play medical between human research management activities and software capitals.
Adam, M. S., &Cathy,U. (2009), No Man Is an Island: Social and Human Capital in IT Capacity Building in the Maldives, Information and Organization, 19, 1-21.
Adler, P.S., &Kwon, S. (2002), Social Capital: Prospects for a New Concept. Academy of Management Review, 27, 17-40.
Amirkhani, T., & Pourezzat, A. A. (2009), A Survey of the Possibility of Development of Social Capital in the Light of Organizational Justice in Public Organizations. Journal of Public Administration, 1(1), 19-32, (In Persian).
Appelbaum, E., Bailey, T., Berg, P., & Kalleberg, A. (2000), Manufacturing Advantage: Why High-Performance Work Systems Pay Off. NY: ILR Press.
Asghar,A.M., Hussain, A., & Azim, A.(2013),Organizational Investment in Social Capital (OISC) and Employee Job Performance: Moderation by Employee Job Engagement. International Review of Management and Business Research, 2(1), 250-257.
Auw, E. (2009), Human Capital, Capabilities & Competitive Advantage. International Review of Business Research Papers, 5(5), 25-36.
Bhagavatula, S., Elfring, T., Tilburg, G. G.,& van de,B.(2010), How Social and Human Capital Influence Opportunity Recognition andResource Mobilization in India's Handloom Industry. Journal ofBusinessVenturing, 25, 245-260.
Black, J. A., & Boal, K. B. (1994), Strategic Resources: Traits, Configurations and Paths to Sustainable Competitive Advantage. Strategic Management Journal, 15, 131-148.
Bloom, M. (1999), The Performance Effects of Pay Dispersion on Individuals and Organizations. Academy of Management Journal, 42, 25-41.
Boal, K. B., & Hooijberg, R. (2000), Strategic Leadership Research: Moving on. The Leadership Quarterly, 11, 515-550.
Boswell, W. R., Bingham, J. B., & Colvin, A. J. S. (2006), Aligning Employees Through “line of sight”. Business Horizons, 49, 499-509.
Bowen, D. E., & Ostroff, C. (2004), Understanding HRM-Firm Performance Linkages: The Role of the “Strength” of the HRM System. Academy of Management Review, 29(2), 203-221.
Buller,P.F.,& McEvoy,G.M.(2012), Strategy, Human Resource Management and Performance: Sharpening Line of Sight. Human Resource Management Review, 22, 43-56.
Choudhury, J.(2011), HR Configuration, Social Capital and Organization Performance, Theoretical Synthesis and Empirical Analysis. The Journal of Commerce, 3(3),1-9.
Chow, I.H.(2009), The Relationship between Social Capital, Organizational Citizenship behavior, and Performance Outcomes: an Empirical Study from China, S.A.M. Advanced Management Journal, 74( 3),44-53.
Cialdini, R. B., & Trost, M. R. (1998), Social influence: Social Norms, Conformity and Compliance. The handbook of social psychology, 2, 151-192.
Colbert, B. A. (2004), The Complex Resource-Based View: Implications for Theory and Practice in Strategic Human Resource Management. Academy of Management Review, 29(3), 341-358.
Collins, C. J., & Clark, K. D. (2003), Strategic Human Resource Practices, Top Management Team Social Networks, and Firm Performance: The Role of Human Resource Practices in Creating Organizational Competitive Advantage. Academy of Management Journal, 46(6), 740-751.
Collins, C. J., & Smith, K. G. (2006), Knowledge Exchange and Combination: The Role of Human Resource Practices in the Performance of High-Technology Firms.Academy of Management Journal, 49(3), 544-560.
Cowherd, D. M., & Levine, D. I. (1992), Product Quality and Pay Equity between Lower-Level Employees and Top Management: An Investigation of Distributive Justice Theory. Administrative Science Quarterly, 37, 302-311.
Cross, R., Parker, A., Pprusak,L., & Borgatti,S.P. (2001), Knowing What We Know: Supporting Knowledge Creation and Sharing in Social Network. Organizational Dynamics, 30(2), 100-120.
Elias, G.C.,&Rudy,W.(2005), Measuring Intangibles: Managing Intangibles for Tangible Outcomes.
Gill, L.M. (2006), Building Organizational Capability. PhD Thesis, Australia: Queensland University of Technology.
Griffith, D.A., Yalcinkaya, G., & Calantone, R.J. (2009), Do Marketing Capabilities Consistently Mediate Effects of Firm Intangible Capital on Performance Across Institutional Environments?. Journal of World Business,45, 125-136.
Hatala, J. (2006), Social Network Analysis in Human Resource Development: A New Methodology. Human Resource Development Review, 5(1), 45-71.
Hezlett, S. A., Gibson, S. K. (2007), Linking Mentoring and Social Capital: Implications for Career and Organization Development. Advances in Developing Human Resources, 9(3),384-412.
Houghton, S. M., &Anne,D. S.,&J. N. H. (2009), The Influence of Social Capital on Strategic Choice: An Examination of the Effects of External and Internal Network Relationships on Strategic Complexity. Journal of Business Research, 62, 1255-1261.
Jackson, S. E., & Schuler, R. S. (2000), Managing Human Resources: A Partnership Perspective. Cincinnati, OH: South-Western College Publishing.
Jian,L. X., Wang,Z. T., & Wang,D. H.(2009), Research on the Intangible Assets of University Based on EAHP models.
Kaasa, A. (2009), Effects of Different Dimensions of Social Capital on Innovative Activity: Evidence from Europe at the Regional Level. Technovation, 29,218-233.
Kang, S., Morris, S. S., & Snell, S. A. (2007), Relational Archetypes, Organizational Learning, and Value Creation: Extending the Human Resource Architecture. Academy of Management Review, 32(1), 236-256.
Kraatz, M. S. (1998), Learning by Association? Interorganizational Networks and Adaptation to Environmental Change. Academy of Management Journal,41(6), 621-643.
Lepak, D. P., & Snell, S. A. (1999), The Human Resource Architecture: Toward a Theory of Human Capital Allocation and Development. Academy of ManagementReview, 24(1), 31-48.
Levin, D. Z., & Cross, R. (2004), The Strength of Weak Ties You Can Trust: The Mediating Role Oftrust in Effective Knowledge Transfer. Management Science, 50(11), 1477-1490.
Liu, Y., Wang, L., Yuan, C., & Li, Y. (2012), Information Communication, Organizational Capability and New Product Development: an Empirical Study of Chinese Firms. The Journal of Technology Transfer, 37(4), 416-432.
Luoma, M.(2000),Investigating the Link between Strategy and HRD. Personel Review 29(6),769-790.
Napier, R. W., & Gershenfeld, M. (1985), Groups: Theory and Experience.Boston, MA: Houghton Mifflin.
Noe, R. A., Hollenbeck, J. R., Gerhart, B., & Wright, P. M. (2000).Human Resource Management: Gaining a Competitive Advantage. Boston: Mc Graw Hill.
Parise, S. (2007), Knowledge Management and Human Resource Development: An Application in Social Network Analysis Methods.Advances in Developing Human Resources,9(3),359-383.
Prahalad, C. K., & Hamel, G. (1990), The Core Competence of the Organization. Harvard Business Review, 79-91.
Rauffet, P., Da Cunha, C., & Bernard, A. (2010), Organizational Capabilities Assessment: ADynamic Methodology, Methods and a Tool for Supporting Organizational Diagnosis.
Reagans, R., &McEvily, B. (2003), Network Structure and Knowledge Transfer: The Effects of Cohesion and Range. Administrative Science Quarterly, 48(2), 240-267.
Seibert, S. E., Kraimer, M. L., Liden, R. C. (2001), A Social Capital Theory of Career Success. Academy of Management Journal, 44(2), 219-237.
Teece, D. J., Pisano, G., & Shuen, A. (1997), Dynamic Capabilities and Strategic Management. Strategic Management Journal, 18(7), 509-533.
Tsai, W., Ghoshal, S. (1998), Social Capital and Value Creation: The Role of Intra Firm Networks. Academy of Management Journal, 41, 464-476.
Uysal, G., & Koca, G.(2009), HR and Firm Performance at Companies in Turkey: Correlative Analysis. Journal of Modern Accounting and Auditing, 5(1), 45-48.
Wernerfelt, B. (1989), From Critical Resources to Corporate Strategy. Journal of General Management, 14(3), 4-12.
Westlund, H., & Adam, F. (2010), Social Capital and Performance: A Meta-Analysis of 65 Studies. European Planning Studies, 18(6), 893-919.
Wright, P. M., Dunford, B. B., & Snell, S. A. (2001), Human Resources and the Resource Based View of the Firm. Journal of Management, 27, 701-721.
Yang, C., Lin, C.Y.(2009), Does Intellectual Capital Mediate the Relationship between HRM and Organizational Performance? Perspective of a Healthcare Industry in Taiwan. The International Journal Of Human Resource Management, 20(9), 1965-1984.
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Adam, M. S., &Cathy,U. (2009), No Man Is an Island: Social and Human Capital in IT Capacity Building in the Maldives, Information and Organization, 19, 1-21.
Adler, P.S., &Kwon, S. (2002), Social Capital: Prospects for a New Concept. Academy of Management Review, 27, 17-40.
Amirkhani, T., & Pourezzat, A. A. (2009), A Survey of the Possibility of Development of Social Capital in the Light of Organizational Justice in Public Organizations. Journal of Public Administration, 1(1), 19-32, (In Persian).
Appelbaum, E., Bailey, T., Berg, P., & Kalleberg, A. (2000), Manufacturing Advantage: Why High-Performance Work Systems Pay Off. NY: ILR Press.
Asghar,A.M., Hussain, A., & Azim, A.(2013),Organizational Investment in Social Capital (OISC) and Employee Job Performance: Moderation by Employee Job Engagement. International Review of Management and Business Research, 2(1), 250-257.
Auw, E. (2009), Human Capital, Capabilities & Competitive Advantage. International Review of Business Research Papers, 5(5), 25-36.
Bhagavatula, S., Elfring, T., Tilburg, G. G.,& van de,B.(2010), How Social and Human Capital Influence Opportunity Recognition andResource Mobilization in India's Handloom Industry. Journal ofBusinessVenturing, 25, 245-260.
Black, J. A., & Boal, K. B. (1994), Strategic Resources: Traits, Configurations and Paths to Sustainable Competitive Advantage. Strategic Management Journal, 15, 131-148.
Bloom, M. (1999), The Performance Effects of Pay Dispersion on Individuals and Organizations. Academy of Management Journal, 42, 25-41.
Boal, K. B., & Hooijberg, R. (2000), Strategic Leadership Research: Moving on. The Leadership Quarterly, 11, 515-550.
Boswell, W. R., Bingham, J. B., & Colvin, A. J. S. (2006), Aligning Employees Through “line of sight”. Business Horizons, 49, 499-509.
Bowen, D. E., & Ostroff, C. (2004), Understanding HRM-Firm Performance Linkages: The Role of the “Strength” of the HRM System. Academy of Management Review, 29(2), 203-221.
Buller,P.F.,& McEvoy,G.M.(2012), Strategy, Human Resource Management and Performance: Sharpening Line of Sight. Human Resource Management Review, 22, 43-56.
Choudhury, J.(2011), HR Configuration, Social Capital and Organization Performance, Theoretical Synthesis and Empirical Analysis. The Journal of Commerce, 3(3),1-9.
Chow, I.H.(2009), The Relationship between Social Capital, Organizational Citizenship behavior, and Performance Outcomes: an Empirical Study from China, S.A.M. Advanced Management Journal, 74( 3),44-53.
Cialdini, R. B., & Trost, M. R. (1998), Social influence: Social Norms, Conformity and Compliance. The handbook of social psychology, 2, 151-192.
Colbert, B. A. (2004), The Complex Resource-Based View: Implications for Theory and Practice in Strategic Human Resource Management. Academy of Management Review, 29(3), 341-358.
Collins, C. J., & Clark, K. D. (2003), Strategic Human Resource Practices, Top Management Team Social Networks, and Firm Performance: The Role of Human Resource Practices in Creating Organizational Competitive Advantage. Academy of Management Journal, 46(6), 740-751.
Collins, C. J., & Smith, K. G. (2006), Knowledge Exchange and Combination: The Role of Human Resource Practices in the Performance of High-Technology Firms.Academy of Management Journal, 49(3), 544-560.
Cowherd, D. M., & Levine, D. I. (1992), Product Quality and Pay Equity between Lower-Level Employees and Top Management: An Investigation of Distributive Justice Theory. Administrative Science Quarterly, 37, 302-311.
Cross, R., Parker, A., Pprusak,L., & Borgatti,S.P. (2001), Knowing What We Know: Supporting Knowledge Creation and Sharing in Social Network. Organizational Dynamics, 30(2), 100-120.
Elias, G.C.,&Rudy,W.(2005), Measuring Intangibles: Managing Intangibles for Tangible Outcomes.
Gill, L.M. (2006), Building Organizational Capability. PhD Thesis, Australia: Queensland University of Technology.
Griffith, D.A., Yalcinkaya, G., & Calantone, R.J. (2009), Do Marketing Capabilities Consistently Mediate Effects of Firm Intangible Capital on Performance Across Institutional Environments?. Journal of World Business,45, 125-136.
Hatala, J. (2006), Social Network Analysis in Human Resource Development: A New Methodology. Human Resource Development Review, 5(1), 45-71.
Hezlett, S. A., Gibson, S. K. (2007), Linking Mentoring and Social Capital: Implications for Career and Organization Development. Advances in Developing Human Resources, 9(3),384-412.
Houghton, S. M., &Anne,D. S.,&J. N. H. (2009), The Influence of Social Capital on Strategic Choice: An Examination of the Effects of External and Internal Network Relationships on Strategic Complexity. Journal of Business Research, 62, 1255-1261.
Jackson, S. E., & Schuler, R. S. (2000), Managing Human Resources: A Partnership Perspective. Cincinnati, OH: South-Western College Publishing.
Jian,L. X., Wang,Z. T., & Wang,D. H.(2009), Research on the Intangible Assets of University Based on EAHP models.
Kaasa, A. (2009), Effects of Different Dimensions of Social Capital on Innovative Activity: Evidence from Europe at the Regional Level. Technovation, 29,218-233.
Kang, S., Morris, S. S., & Snell, S. A. (2007), Relational Archetypes, Organizational Learning, and Value Creation: Extending the Human Resource Architecture. Academy of Management Review, 32(1), 236-256.
Kraatz, M. S. (1998), Learning by Association? Interorganizational Networks and Adaptation to Environmental Change. Academy of Management Journal,41(6), 621-643.
Lepak, D. P., & Snell, S. A. (1999), The Human Resource Architecture: Toward a Theory of Human Capital Allocation and Development. Academy of ManagementReview, 24(1), 31-48.
Levin, D. Z., & Cross, R. (2004), The Strength of Weak Ties You Can Trust: The Mediating Role Oftrust in Effective Knowledge Transfer. Management Science, 50(11), 1477-1490.
Liu, Y., Wang, L., Yuan, C., & Li, Y. (2012), Information Communication, Organizational Capability and New Product Development: an Empirical Study of Chinese Firms. The Journal of Technology Transfer, 37(4), 416-432.
Luoma, M.(2000),Investigating the Link between Strategy and HRD. Personel Review 29(6),769-790.
Napier, R. W., & Gershenfeld, M. (1985), Groups: Theory and Experience.Boston, MA: Houghton Mifflin.
Noe, R. A., Hollenbeck, J. R., Gerhart, B., & Wright, P. M. (2000).Human Resource Management: Gaining a Competitive Advantage. Boston: Mc Graw Hill.
Parise, S. (2007), Knowledge Management and Human Resource Development: An Application in Social Network Analysis Methods.Advances in Developing Human Resources,9(3),359-383.
Prahalad, C. K., & Hamel, G. (1990), The Core Competence of the Organization. Harvard Business Review, 79-91.
Rauffet, P., Da Cunha, C., & Bernard, A. (2010), Organizational Capabilities Assessment: ADynamic Methodology, Methods and a Tool for Supporting Organizational Diagnosis.
Reagans, R., &McEvily, B. (2003), Network Structure and Knowledge Transfer: The Effects of Cohesion and Range. Administrative Science Quarterly, 48(2), 240-267.
Seibert, S. E., Kraimer, M. L., Liden, R. C. (2001), A Social Capital Theory of Career Success. Academy of Management Journal, 44(2), 219-237.
Teece, D. J., Pisano, G., & Shuen, A. (1997), Dynamic Capabilities and Strategic Management. Strategic Management Journal, 18(7), 509-533.
Tsai, W., Ghoshal, S. (1998), Social Capital and Value Creation: The Role of Intra Firm Networks. Academy of Management Journal, 41, 464-476.
Uysal, G., & Koca, G.(2009), HR and Firm Performance at Companies in Turkey: Correlative Analysis. Journal of Modern Accounting and Auditing, 5(1), 45-48.
Wernerfelt, B. (1989), From Critical Resources to Corporate Strategy. Journal of General Management, 14(3), 4-12.
Westlund, H., & Adam, F. (2010), Social Capital and Performance: A Meta-Analysis of 65 Studies. European Planning Studies, 18(6), 893-919.
Wright, P. M., Dunford, B. B., & Snell, S. A. (2001), Human Resources and the Resource Based View of the Firm. Journal of Management, 27, 701-721.
Yang, C., Lin, C.Y.(2009), Does Intellectual Capital Mediate the Relationship between HRM and Organizational Performance? Perspective of a Healthcare Industry in Taiwan. The International Journal Of Human Resource Management, 20(9), 1965-1984.