چارچوبی مفهومی جهت درک رابطه تعاملی میان مدیریت منابع انسانی، فرهنگ سازمانی و کارآفرینی سازمانی

نوع مقاله: علمی ترویجی

نویسندگان

1 دانشیار گروه مدیریت صنعتی، دانشکده علوم اجتماعی، دانشگاه بین‌المللی امام خمینی (ره)، قزوین، ایران.

2 دانشجوی کارشناسی ارشد، رشته مدیریت MBA، دانشکده علوم اجتماعی، دانشگاه بین المللی امام خمینی (ره)

چکیده

از دیدگاه اقتصاد جهانی و اقتصاد دانش، تمرکز رقابت شرکت‌ها بر‌روی رقابت میان منابع انسانی و جذب استعداد است و فرهنگ سازمانی متعالی موجب جذب و حفظ استعداد می‌شود. رابطه‌ی مدیریت منابع انسانی و فرهنگ سازمانی تأثیر، ارتقا و نفوذ متقابل دارد. رابطه میان فرهنگ سازمانی و مدیریت منابع انسانی باید به‌صورت یک تعامل مثبت باشد. فرهنگ سازمانی خواستار توجه بیشتر مدیریت منابع انسانی به موضوعات مدیریت انسان و توسعه‌ی شخصی کارمند جهت بروز ابتکار و خلاقیت در کارمندان است. از سوی دیگر، مدیریت منابع انسانی خواستار تمرکز فرهنگ سازمانی بر‌روی انسان و ساخت فرهنگ سازمانی مطابق با محیط پویاست. بنابراین در این مطالعه با بهره‌گیری از ادبیات تحقیق، به ارائه‌ی چارچوبی مفهومی به‌منظور نشان‌دادن نحوه‌ی تعامل میان مدیریت منابع انسانی و فرهنگ سازمانی پرداخته است که بر‌اساس آن می‌توان روشی برای ایجاد نظام مدیریت منابع انسانی براساس فرهنگ سازمانی، به‌منظور بهبود سطح مدیریت منابع انسانی توصیف کرد. به‌علاوه این چارچوب نشان می‌دهد که تعامل میان مدیریت منابع انسانی و فرهنگ سازمانی منجر به نتایج سازمانی همچون ارتقای کارآفرینی سازمانی و بهبود عملکرد مالی و غیرمالی سازمان خواهد شد.
 
A Conceptual Framework for Understanding the Interactive Relationship between Human Resource Management, Organizational Culture and Corporate Entrepreneurship
Abstract
From the global and knowledge economy perspective, focus of the enterprises’ competition is on the competition between human resources and talent attraction and it is noticeable that exalted organizational culture can bring about talent attraction and retention. Relationship between human resource management and organizational culture is mutually influenced, promoted and penetrated; it should be a positive interaction. Organizational culture demands that human resource management pay more attention to humanity management and employee’s personal development in order for employee’s initiative and creativity to be developed. On the other hand, human resource management demands that organizational culture really focus on human and the creation of organizational culture proportionate to the dynamic environment. Hence, this paper presents a conceptual framework, using relevant literature, which indicates how human resource management, organizational culture and corporate entrepreneurship interact with each other so as to put forward a specific way and method of establishing human resource management system based on organizational culture to improve the level of human resource management. Furthermore, this framework shows that the interaction between human resource management and organizational culture may lead to organizational outcomes such as increased corporate entrepreneurship and improved financial and non-financial performance of the organization.

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