ارائه الگوی توانمند سازی کارکنان نظام اداری برمبنای مولفه های هوشمندی سازمانی و روابط میان فردی سازمانی ( مورد مطالعه صنعت برق استان سیستان و بلوچستان)
محورهای موضوعی : رویکرد ها ومدل های ظرفیت سازی منابع انسانیفاطمه خوشحال 1 , علیرضا سرگلزایی 2 , زهرا وظیفه 3
1 - دانشجوي دکتري مدیریت دولتی، گروه مدیریت ، واحد زاهدان، دانشگاه آزاد اسلامی، زاهدان، ایران.
2 - استادیارگروه مدیریت،واحد زاهدان، دانشگاه آزاداسلامی، زاهدان، ایران
3 - استادیار گروه مدیریت دولتی، دانشکده مدیریت و اقتصاد، دانشگاه سیستان و بلوچستان، زاهدان، ایران.
کلید واژه: هوشمندی سازمانی, توانمندسازی کارکنان, روابط میان فردی سازمانی, مدلسازی ساختاری تفسیری.,
چکیده مقاله :
نیروی انسانی کانون اصلی رفتار و عملکرد در سازمان است وﺳﺎزﻣﺎنﻫﺎ ﺑﺮاي دﺳﺖﯾﺎﺑﯽ ﺑﻪ اﺛﺮﺑﺨﺸﯽ ﺑﯿﺶﺗﺮ و تحقق رسالت و اﻫﺪاف خود باید ﺗﻮﺟﻪ ﮐﺎﻓﯽ را ﺑﻪ ﻣﻨﺎﺑﻊ اﻧﺴﺎﻧﯽ ﺧﻮد داشته باشند. در سازمان¬¬ های امروزی پارادایم های نوین، بر مبناي قدرت بخشیدن به سرمایه انسانی است تا از توانایی افراد براي مقابله با شرایط نامطمئن و پیچیده و تحقق طرح ها و مقاصد خود¬بهره¬گرفته¬وموجب بقا و موفقیت سازمان گردند.با توجه به اهمیت عملکرد صنعت برق، هدف ازانجام این پژوهش، ارائه الگوی توانمند¬سازی کارکنان نظام اداری برمبنای مولفه های هوشمندی سازمانی وروابط میان فردی سازمانی است¬. روش پژوهش از نظر ماهيت کاربردی¬و ازنظرگردآوری داده ها توصیفی و از جهت شيوه اجرا پيمايشي است ابزار تدوین¬اطلاعات¬پرسشنامه¬¬ است.ابتدا ابعادوشاخص¬های توانمندسازی، هوشمندی سازمانی وروابط میان فردی سازمانی براساس مطالعات کتابخانه¬ای¬¬ و -مصاحبه با خبرگان شناسایی و سپس با استفاده ¬¬از¬¬ متدولوژی مدلسازی¬ساختاری¬ تفسیری، روابط بین ابعادوشاخص¬هاتعیین¬و-تحلیل¬گردید. نتایج پژوهش نشان داد در سطح هفتم ، شاخص مدیریت¬¬ عملکرد ¬قرار¬داردکه¬ مهمترین شاخص¬می¬باشد¬. پایه¬¬و-اساس¬توانمند¬سازی¬کارکنان¬¬برمبنای¬مدیریت¬عملکرداست¬و بایددرهرگونه¬اقدام برای توانمندسازی کارکنان به تاثیرگذاری بالا این شاخص بر متغیر های¬کلان سازمان توجه کرد. همچنین در سطح اول، شاخص اثر گذاری نقش قرار گرفت که دارای بیشترین وابستگی می باشد.
Human resource is the main focus of behavior and performance in the organizations, and hence they should concentrate on their human resources in order to achieve more effectiveness and realize their mission and goals. Currently in organizations, new paradigms are based on empowering human capital to take advantage of individual abilities for dealing with uncertain and complex conditions and realize their plans and goals, which could lead to the survival and success of the organization. Considering the significance of the performance of the electricity industry, the purpose of this research was to provide a model of empowering the employees of the administrative system based on the components of organizational intelligence and organizational interpersonal relationships. The research method was applied in terms of nature, was descriptive in terms of data collection, and was a survey in terms of implementation method. The tool for collecting data included a questionnaire. First, the dimensions and indicators of empowerment, organizational intelligence, and organizational interpersonal relations were identified based on library studies and interviews with experts, and then interpretive structural modeling was used to determine and analyze the relationships between dimensions and indicators. The results of the research showed that the performance management index is located at the seventh level, which is the most important index. The foundation of employee empowerment is based on performance management, and in any action to empower employees, enough attention should be paid to the significant effect of this indicator on the macro variables of the organization. Also, the role impact index was placed at the first level, which had the highest dependence.
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