ارائه مدل بالندگی منابع انسانی در وزارت تعاون، کار و رفاه و امور اجتماعی

هدف پژوهش حاضر ارائه مدلی برای شناسایی و توسعه بالندگی کارکنان دولتی (مطالعه موردی: وزارت رفاه کار و امور اجتماعی) است. این پژوهش از نظر هدف کاربردی و به روش اکتشافی (کیفی- کمی) انجام شده است. روش گردآوری داده ها در بخش کیفی بر اساس روش اکتشافی (کیفی- کمی) بوده است. در بخش کیفی از طریق روش نمونه گیری هدفمند و اصل اشباع نظری 12 نفر انتخاب شدند. تعداد 237 نفر از کارکنان وزارت رفاه کار و امور اجتماعی شهر تهران ساکن در شهر تهران، در این پژوهش همکاری کردند. گردآوری داده‌های بخش کمی از طریق پرسشنامه محقق ساخته صورت گرفت. در بخش کیفی داده ها از طریق کدگذاری باز، محوری و انتخابی تحلیل شدند. در بخش کمی روش تحلیل داده‌ها به روش توصیفی و استنباطی از طریق نرم‌افزارspss 16 و smart pls انجام شد. جهت بررسی برازش مدل، به بررسی x2،r و rs؛ پرداخته شد که وجودx2 پایین و نسبت کای دو به درجه آزادی کمتر از سه، همچنین ضریب تعیین و ضریب تعیین تعدیل شده محاسبه شده؛ نشان‌ برازش مناسب مدل بود. نتایج تحقیق نشان داد که شاخص های اصلی بالندگی کارکنان وزارت کار عبارتند از بالندگی اخلاقی، بالندگی فردی، بالندگی فرآیندی، بالندگی سازمانی و بالندگی حرفه ای.

provide a model for the growth of human resources in the ministry of labor cooperation and welfare and social affairs

the purpose of this study is to provide a model for identifying and developing the growth of government employees (case study: ministry of labor welfare and social affairs). the research has been done in terms of applied purpose and exploratory methods. the data collection method was quantitative and the data collection tool was a questionnaire.the sample size is 237 employees of the ministry of labor welfare and social affairs of tehran living in tehran (villages and cities), who have answered the above-mentioned distribution questionnaire in this study. in this study, to collect information, two methods of library studies were used to review books and articles and related and dissertations, and documents in libraries related to the subject and content in cyberspace, as well as field studies using a questionnaire. the researcher-made questionnaire is based on semi-structured interviews (individual or group) that include components that were administered after confirmation of reliability and validity. data analysis was performed by descriptive and inferential methods using spss 16 and smart pls software. in the model of factor analysis between components because organizational growth dimension (one component) and ethical growth dimension (four components); they had a factor load of less than 0.3, were removed from the factor analysis process, and were considered very desirable given that the remaining 14 items were greater than 0.6. finally, all 14 remaining components and their indicators were accepted under the heading of dimensions and components of the growth pattern of the ministry of welfare and social affairs.the results indicate that the main components of staff growth in the ministry of labor welfare and social affairs are process maturity, individual maturity, organizational maturity, professional maturity, and moral maturity. to check the fit of the model, check the x2, r, and rs; it was discussed that the presence of low x2 and the ratio of chi-square to the degree of freedom less than three, as well as the coefficient of determination and the adjusted coefficient of determination, were calculated; indicates the proper fit of the model. findings showed that in the studied companies, there is a positive and strong relationship between intelligence and organizational performance. also, the relationship between intelligence and organizational growth principles is positive and significant, but there is no significant relationship between organizational growth principles and performance.the results showed that the components of improving the quality of education and growth of municipal managers are individual, educational and organizational. the results of organizational maturity research align individual and organizational goals in order to create cohesive and efficient groups in the workplace, in accordance with the mission and interests of the organization, and this is important through responsibility and voluntary participation in continuous improvement activities. reduces negative behaviors in the organization in general, organizational maturity is a very complex theory of behavior that refers to behavior change at the organizational level.