نوع مقاله : مقاله پژوهشی
نویسندگان
1 دانشجوی دکتری، گروه مدیریت دولتی، دانشکده مدیریت و حسابداری، دانشگاه پیام نور، تهران، ایران.
2 استاد، گروه مدیریت دولتی، دانشکده مدیریت و حسابداری، دانشگاه پیام نور، تهران، ایران.
3 دانشیار، گروه مدیریت دولتی، دانشکده مدیریت و حسابداری، دانشگاه پیام نور، تهران، ایران.
چکیده
کلیدواژهها
عنوان مقاله [English]
نویسندگان [English]
Context and Purpose:Given the challenges in improving human resource alignment,this study seeks to discover interactive and dialectical mechanisms that can lead to improved human resource coherence and efficiency in Two-Dimensional-Organizations.The aim of this study is to design a dialectical-governance-model as a strategy for improving human resource alignment in Two-Dimensional-Organizations.
Methodology:The present research method is qualitative&data-based-theory method.Data were collected through semi-structured interviews with24managers,professors,and academic experts with executive management experience.Sampling was carried out using a theoretical method and in accordance with the principle of theoretical saturation.Open,axial,and selective coding were used to analyze the data.
Findings:The analysis of the interviews ledto the identification of five key strategies within the dialectical-governance-model.These strategies include:setting a common vision and goals,which involves redesigning employees'attitudes towards future-oriented performance&creating an integrated strategic alignment;managing a discrete career path,which includes dimensions such as intelligent integrated operational-staff management,applying-persuasive&motivating-management,and promoting competency-based recruitment;designing an optimal model of managerial appointments based on knowledge-based appointments&logical prioritization in selecting managers;transforming organizational relations&conflict management,which includes five key dimensions:managing perceptual-conflicts,creating opportunities from objective conflicts,managing asymmetric power relations,managing conflict with a focus on shared interests,and managing organizational interactions;and finally,promoting justice inthe organization,which considers the realization of distributive,procedural,and transactional justice as essential elements.These strategies,interacting with each other,form a comprehensive dialectical governance model that is capable of promoting human resource alignment in two-dimensional-organizations by creating constructive dialogue,strengthening coordination,and reducing structural conflicts.
Conclusion:The research findings show that the dialectical governance model,using five identified key strategies,is able to fundamentally address the challenges of human resource alignment in Two-Dimensional-Organizations.A comparison of the codes extracted from the interviews conducted at Bu-Ali-Sina,Payam-e-Nor and Sanati,universities in Hamadan showed that there was no difference between the opinions of the interviewees and the codes obtained were similar.This model,by emphasizing dynamic interactive processes,structured dialogue,and creative conflict resolution through the integration of different perspectives,provides a platform for promoting human resource alignment.
کلیدواژهها [English]
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