زمینه‌های جذب نیروی انسانی در دانشگاه علوم پزشکی شهرستان بیرجند

نوع مقاله : مقاله پژوهشی

نویسندگان

1 دانشجوی دکتری مدیریت دولتی، مدیریت منابع انسانی، دانشکده مدیریت و اقتصاد، دانشگاه سیستان و بلوچستان، زاهدان، ایران

2 استادیار گروه مدیریت، واحد بیرجند، دانشگاه آزاد اسلامی، بیرجند، ایران

3 دانشجوی دکتری مدیریت، مدیریت منابع انسانی، دانشکده مدیریت و اقتصاد، دانشگاه سیستان و بلوچستان، زاهدان، ایران

چکیده

تأمین نیروی انسانی یکی از وظایف اصلی مدیریت منابع انسانی هر سازمانی محسوب می‌شود و سایر وظایف مدیریت وقتی در عمل به درستی تحقق می‌یابد که نیروی انسانی شایسته برای اجرای آن وجود داشته باشد. از این رو، با توجه به اهمیت نیروی انسانی در سازمان‌ها، هدف اصلی این پژوهش شناسایی زمینه­های جذب نیروی انسانی در دانشگاه علوم پزشکی شهرستان بیرجند است. این مطالعه از نظر هدف کاربردی است که به شیوه توصیفی– پیمایشی انجام شده است. نمونه آماری از میان کارکنان این دانشگاه به تعداد 143 نفر با استفاده از نمونه­گیری قضاوتی انتخاب شد. به منظور بررسی وضعیت زمینه­های نظام جذب نیروی انسانی شناسایی شده، از آزمون تی تک متغیره استفاده شده است. نتایج آزمون نشان داد، متغیرهای جو سازمان، ویژگی‌های شغلی و شرایط و محیط کار نسبت به سایر متغیرها دارای وضعیت مطلوب­تری هستند و متغیرهای حقوق و مزایا، و مسئولیت­پذیری اجتماعی در جامعه مورد مطالعه نسبت به سایر زمینه­ها از مطلوبیت کمتری برخوردار می‌باشند. در نتیجه، به مدیران عالی پیشنهاد می­شود، در تصمیم­گیری­ها و تعیین راهبردهای جذب نیروی انسانی در این دانشگاه، به دو عامل حقوق و مزایا و مسوولیت­پذیری اجتماعی بیشتر از سایر عوامل توجه کنند.

کلیدواژه‌ها

عنوان مقاله [English]

Identifying the Base of Attraction of Human Force in Medical Science University of Birjand City

نویسندگان [English]

  • Adele Deghati 1
  • Mohammad Mohammadi 2
  • Mohsen Yaghoubi 3
1 Ph.D. Candidate of Public Administration, Human resource management, Faculty of Management and Economics, University of Sistan and Baluchestan, Zahedan, Iran
2 Department of Management, Birjand Branch, Islamic Azad University, Birjand, Iran.
3 Ph.D. Candidate of Management, Human Resources Management, Faculty of Management and Economics, University of Sistan and Baluchestan, Zahedan, Iran
چکیده [English]

Abstract
Supply of manpower is one of the main tasks of human resource management in each organization and other management tasks will be done correctly when the competent manpower exist. Due to the importance of manpower in organizations, the main purpose of this study is to identify the bases for attraction of manpower in the Medical Science University of Birjand city.
Introduction
Universities, as the main centers of knowledge production, research and science, are important in every community and play a significant role in the development of each region. Accordingly, they require planning for the recruitment of specialized workforce. Therefore, identifying the factors that encourage knowledge workers to join the organizations is crucial. There is only a handful of studies that focused to this issue specially in Iran and this study is first to investigate it on a university context.
Case study
The population of this study is employees of Medical Science University of Birjand City
 
 
Materials and Methods
Using judgmental sampling, 143 of employees of Medical Science University of Birjand City were selected as sample of study. The is an applied study that used descriptive - survey method. In order to evaluate the variables on the attraction system of manpower one-sample t-test was used.
Discussion and Results
The results show, organizational climate, job characteristics, work conditions and environment, have the most favorable status than other variables, and salary and benefits, social responsibility have the least favorable status. The results of this study is in consistent with the findings of other studies (e.g. Uggerslev, et al., 2012; Chapman, & Mayers, 2015; Collins, & Stevens, 2001).
Conclusion
According to the results of study, it is recommended to senior managers to consider salary and benefits, social responsibility in decision making and determination of manpower recruitment strategies in Birjand University of Medical Sciences more than other variables. Moreover, to generalize the finding of this paper, future studies can use other population such as unemployed people or senior students that plan to join to labor market soon.

کلیدواژه‌ها [English]

  • Attraction system
  • manpower
  • Medical Science University
  • Birjand

مراجع

1-Abbaspour, A. (2009), Advanced Human Resources Management, Tehran, Samt Publishing (In Persian).
2-Abbaspour, A (2014). Advanced Human Resources Management (Approaches, Processes and Functions) (Seventh Edition), Tehran, Samt Publishing (In Persian).
3-Abramo, G., D’Angelo, C. A., & Rosati, F. (2016). A methodology to measure the effectiveness of academic recruitment and turnover. Journal of Informetrics, 10(1), 31-42.
4-Akhtar, C. S., Aamir, A., Khurshid, M. A., Abro, M. M., & Hussain, J., (2015), Total Rewards and Retention: Case Study of Higher Education Institutions in Pakistan. Procedia - Social and Behavioral Sciences, 210, 251-259. 
5-Armstrong, M., (2008), Strategic human resource management: A guide to action (4th ed.). London: Kogan Page.
6-Arnold, E., (2005), Managing Human Resources to Improve Employee Retention. The Health Care Manager, 24(2), 132-140.
7-Asili, G., Hendi, S. (2011). Comparative Review of the Recruitment Process and a Suitable Model Designed for Knowledge-Based Organizations: A Case Study on Research Institute of Petroleum Industry (RIPI). Organizational Culture Management, 8(22), 69-94 (In Persian).
8-Cable, D. M., & Turban, D. B. (2003). The value of organizational reputation in the recruitment context: A brand‐equity perspective. Journal of Applied Social Psychology, 33(11), 2244-2266.
9-Caruth, D.L., & Pane, S.S., (2009), Staffing the contemporary organization, Praeger, London,  3rd Edition.
10-Catanzaro, D., Moore, H., & Marshall, T. R. (2010). The impact of organizational culture on attraction and recruitment of job applicants. Journal of business and psychology, 25(4), 649-662.
11-Chapman, D. S., & Mayers, D. (2015). Recruitment processes and organizational attraction. In I. Nikolaou & J. K. Oostrom (Eds.), Employee Recruitment, Selection, and Assessment: Contemporary Issues for Theory and Practice. (pp. 27-42): Psychology Press.
12-Chapman, D. S., Uggerslev, K. L., Carroll, S. A., Piasentin, K. A., & Jones, D. A. (2005). Applicant attraction to organizations and job choice: a meta-analytic review of the correlates of recruiting outcomes, Journal of Applied Psychology, 90(5), 928-944.
13-Coetzee, M., & Stoltz, E., (2015), Employees' satisfaction with retention factors: Exploring the role of career adaptability, Journal of Vocational Behavior, 89, 83-91, Chicago.
14-Cohen, M., & Russell, D., (2008), Human resource management in spas: Staff recruitment, retention and remuneration, Understanding the Global Spa Industry, 377-393.
15-Collins, C. J., & Stevens, C. K. (2001). Initial organizational images and recruitment: A within-subjects investigation of the factors affecting job choices. CAHRS Working Paper Series, 64.
16-Davidson, H., Folcarelli, P. H., Crawford, S., Duprat, L. J., & Clifford, J. C., (1997). The effects of health care reforms on job satisfaction and voluntary turnover among hospital-based nurses, Medical care, 35(6), 634-645.
17-Decenzo, A.D. and Robbins, P.S., & Verhulst, S. L. (2005). Fundamentals of human resource management, 12th Edition.
18-Duarte, A. P., Gomes, D. R., & Das Neves, J. G. (2014). Tell me your socially responsible practices, I will tell you how attractive for recruitment you are! The impact of perceived CSR on organizational attractiveness. Tékhne, 12, 22-29.
19-Eskandari, M., Abedi, A., (2009). The Study of Various Factors Related to the Maintenance of the Employees in the Armed Forces of the Islamic Republic of Iran. Journal of Research in Human Resources Management, 1(2), 107-125 (In Persian).
20-Gholipour, A, (2014). Human Resources Management (Concepts, Theories and Applications) (Sixth Edition), Tehran, Samt Publishing (In Persian).
21-Gholipour, R., Amiri, A., Mahdizade, M., Zamanifar, M. (2013). Identify the Factors Influencing the Turnover of Knowledge Workers. Organizational Culture Management, 11(2), 133-161.
22-Gilipour, Arian, (2011), Human Resources Management: Concepts, Theories and Applications, Tehran, Samt Publishing (In Persian).
23-Güler, M., & Basım, H. N. (2015). The Effect of Organizational Attraction and Corporate Reputation on Applicants’ Intention to Join Organization. Journal of Human and Work, 2(2), 115-126.
24-Gupta, A., Briscoe, F., & Hambrick, D. C. (2017). Red, blue, and purple firms: Organizational political ideology and corporate social responsibility. Strategic Management Journal, 38(5), 1018-1040.
25-Highhouse, S., Zickar, M. J., Thorsteinson, T. J., Stierwalt, S. L., & Slaughter, J. E. (1999). Assessing company employment image: An example in the fast food industry. Personnel Psychology, 52(1), 151-172.
26-Humphrey, S. E., Nahrgang, J. D., & Morgeson, F. P. (2007). Integrating motivational, social, and contextual work design features: a meta-analytic summary and theoretical extension of the work design literature. Journal of Applied Psychology, 92(5), 1332-1356.
27-Jahangiri, A., & Mehrali, A. (2008), Identification and Prioritization of the Effective Factors on the Conservation and Maintenance of Specialists of the Organization of Social Research, Humanities and Social Sciences Research (Special Management), 8 (29), pp. 56 37 (In Persian).
28-KamranNejad, A., Hosseini, H., Nazari, N., Mohammad, MR. (2012). Practical ways to attract and retain manpower in order to increase organizational productivity, Eastern Journal of Law Enforcement, pp. 48- 38 (In Persian).
29-Magbool, MAH, Amran, A, Nejati, M, and Jayaraman, K. (2016). "Corporate sustainable business practices and talent attraction.", Sustainability Accounting, Management and Policy Journal, 7(4), 539-559 (In Persian).
30-Monavrian, A., Gholipour, A., Ahmadi, H., & Shabani, I. (2011), Identification of Organizational Culture in the Context of Queen's Competitive Values and Its Impact on HRM Recruitment Processes (Case Study: An Insurance Company), Insurance Research Center (former Insurance Industry), 6 (3), pp. 48-27 (In Persian).
31-May, D., & Askham, P. (2005). Recruitment and retention of estates and facilities staff in the NHS. Facilities, 23(9/10), 426-437.
32-Mirsapasi, N., Gholamzadeh, D., & Rashidi, MM, Industrializer, H. (2010). Pathology of Elite Absorption and Maintenance Plan (Case Study at National Iranian Oil Company), Journal of Management and Human Resources in Oil Industry, 11(2), pp. 7-39 (In Persian).
33-Ogunfowora, B. (2014). The impact of ethical leadership within the recruitment context: The roles of organizational reputation, applicant personality, and value congruence. The Leadership Quarterly, 25(3), 528-543.
34-Saadat, E. (2009). Human Resource Management (19th edition), Tehran, Samt Publishing (In Persian).
35-Salt, J., & Wood, P. (2013). Staffing UK University Campuses Overseas: Lessons from MNE Practice. Journal of Studies in International Education, 18(1), 84-97.
36-Seydjavadeyn, R. (2006). Human Resources Management and Staff Affairs (Third Edition), Tehran, Negah Danesh Publishing (In Persian).
37-Sheridan, J.E., (1992). Organizational culture and employee retention, Academy of Management Review, 35, 1036–1056.
38-Siekkinen, T., Pekkola, E., & Kivistö, J. (2016). Recruitments in Finnish universities: practicing strategic or pathetic HRM?. Nordic Journal of Studies in Educational Policy, 2016(2-3), 32316.
39-Tahmasbi, R., Gholipour, A., & Javaherizadeh, E. (2012). Talent Management: Explain, Identify and the Rank Influencing Factors on Recruitment and Retention of Academic talent. Management Researches, 5(17), 5-26 (In Persian).
40-Turban, D. B., Forret, M. L., & Hendrickson, C. L. (1998). Applicant attraction to firms: Influences of organization reputation, job and organizational attributes, and recruiter behaviors. Journal of Vocational Behavior, 52(1), 24-44.
41-Van Oudenhoven, J.P., (2001), Do organizations reflect national cultures? A 10-nation study, International Journal of Intercultural Relations, 25, PP. 89-107.

فایل ها

هم رسانی

ارجاع به این مقاله

آمار