بازشناسی ابعاد مدیریت منابع انسانی ارزش‌آفرین در بخش دولتی: سنت مطالعه مرور فراترکیب

نوع مقاله : پژوهشی

نویسندگان

1 دانشجوی دکتری، گروه مدیریت دولتی، واحد علوم و تحقیقات، دانشگاه آزاد اسلامی، تهران، ایران

2 استاد، گروه مدیریت دولتی، واحد علوم و تحقیقات، دانشگاه آزاد اسلامی، تهران، ایران.

3 استاد، گروه مدیریت دولتی، واحد علوم و تحقیقات، دانشگاه آزاد اسلامی، تهران، ایران

چکیده

زمینه و هدف: در چارچوب شبه‌پارادایم حکمرانی سرمایه انسانی ارزش‌آفرین، منابع انسانی از یک نهاده اجرایی صرف فراتر رفته و به کانون راهبردی خلق ارزش عمومی و مزیت رقابتی پایدار در سازمان‌های دولتی تبدیل شده‌اند. این چرخش مفهومی، منطق حاکم بر مدیریت منابع انسانی را از رویکردهای اداری، رویه‌محور و کنترلی به سوی معماری یکپارچه و نظام‌مند مدیریت منابع انسانی ارزش‌آفرین سوق داده است؛ معماری‌ای که بر هم‌راستایی سرمایه انسانی با مأموریت‌های حاکمیتی، ارتقای اثربخشی نهادی و خلق ارزش پایدار برای ذی‌نفعان عمومی تأکید دارد. با وجود این تحول نظری، ادبیات موجود در حوزه مدیریت دولتی همچنان با پراکندگی مفهومی و عدم اجماع در تبیین ابعاد مدیریت منابع انسانی ارزش‌آفرین مواجه است. ازاین‌رو، هدف این پژوهش آن است که با بهره‌گیری از روش مرور فراترکیب، به بازشناسی، تجمیع و صورت‌بندی نظام‌مند ابعاد مدیریت منابع انسانی ارزش‌آفرین در بخش دولتی بپردازد.
روش‌شناسی: پژوهش حاضر در چارچوب پارادایم تفسیری ـ برساختی سامان یافته و هسته مرکزی آن بر استراتژی مرور نظام‌مند فراترکیب استوار است. به‌منظور شفاف‌سازی و نظام‌مند ساختن فرایند جست‌وجو، غربال‌گری و انتخاب مطالعات، ده مقاله منتخب بر اساس پروتکل استاندارد پریزما مورد پالایش قرار گرفتند. همچنین، برای ارزیابی کیفیت روش‌شناختی منابع از برنامه مهارت‌های ارزیابی انتقادی بهره گرفته شد و به‌منظور اطمینان از انسجام، اعتبار و منطق تحلیل، الگوی هفت‌مرحله‌ای ساندلوسکی و باروسو مبنای انجام فراترکیب قرار گرفت.
یافته‌ها: پس از انجام فرایند کدگذاری با استفاده از نرم‌افزار مکس‌کیو‌دی‌اِی، در مجموع چهل‌وپنج شاخص، پانزده مؤلفه و پنج بعد شناسایی گردید. ابعاد اصلی شامل مدیریت تأمین و جذب استعداد، مدیریت توسعه سرمایه انسانی، مدیریت تعهد و ماندگاری، مدیریت عملکرد و نوآوری و همسویی راهبردی است که در مجموع، چارچوبی یکپارچه و نظام‌مند برای مدیریت منابع انسانی ارزش‌آفرین در بخش دولتی ارائه می‌کنند.

کلیدواژه‌ها

عنوان مقاله [English]

Recognizing the Dimensions of Value-Creating Human Resource Management in the Public Sector: A Meta-Synthesis Review Study Tradition

نویسندگان [English]

  • Aliakbar Delvarianzadeh 1
  • Reza Najaf Beigi 2
  • Karamollah Daneshfard 3
1 PhD Student, Department of Public Administration, Science and Research Branch, Islamic Azad University, Tehran, Iran
2 Professor, Department of Public Administration, Science and Research Branch, Islamic Azad University, Tehran, Iran
3 Professor, Department of Public Administration, Science and Research Branch, Islamic Azad University, Tehran, Iran
چکیده [English]

Within the framework of the quasi-paradigm of value-creating human capital governance, human resources have gone beyond a mere executive input and have become a strategic focus for creating public value and sustainable competitive advantage in government organizations. This conceptual shift has shifted the logic governing human resource management from administrative, procedural, and control approaches to an integrated and systematic architecture of value-creating human resource management; an architecture that emphasizes aligning human capital with governance missions, enhancing institutional effectiveness, and creating sustainable value for public stakeholders. Despite this theoretical evolution, the existing literature in the field of public management still faces conceptual fragmentation and lack of consensus in explaining the dimensions of value-creating human resource management. Therefore, the purpose of this study is to systematically identify, integrate, and formulate the dimensions of value-creating human resource management in the public sector by utilizing the meta-synthesis review method.
Methodology: The present study is organized within the framework of the interpretive-constructive paradigm and its core is based on the systematic review strategy of metasynthesis. In order to clarify and systematize the process of searching, screening and selecting studies, ten selected articles were filtered based on the standard PRISMA protocol. Also, the Critical Appraisal Skills Program was used to assess the methodological quality of the sources, and in order to ensure the coherence, validity and logic of the analysis, the seven-step model of Sandelowski and Barroso was used as the basis for conducting metasynthesis.
Findings: After the coding process using MaxQDA software, a total of forty-five indicators, fifteen components and five dimensions were identified. The main dimensions include talent acquisition and management, human capital development management, commitment and retention management, performance and innovation management and strategic alignment, which together provide an integrated and systematic framework for value-creating human resource management in the public sector.

کلیدواژه‌ها [English]

  • Systematic Review
  • human resources
  • Value Creation

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