نوآوری و رتبه‌بندی شاخص‌های مرتبط با الگوی مدیریت منابع انسانی با توجه به رویکرد تابآوری

سازمان ها با رویکرد تاب آوری سازمانی در مدیریت منابع انسانی به عنوان واحدی که بیشترین اثرگذاری را در اثربخشی رشد سازمانی دارد. در ابتدا شاخص های مربوط به تاب آوری سازمانی در شرایط بحران را با مطالعه عمیق در ادبیات نظری و پیشینه های مطالعات قبلی که به بررسی تاب آوری سازمانی در شرایط بحران پرداخته بودند را استخراخ گردیده است. سپس با به کارگیری روش دلفی فازی مجموعه شاخص های شناسایی شده را غربالگری نمودیم که در نهایت 18 شاخص به عنوان شاخص های اصلی در رویکرد تاب آوری سازمانی برای ارائه مدل مدیریت منابع انسانی الکترونیک شناسایی گردید، پس از آن با به کارگیری روش amos (مدل معادالت ساختاری) مدل مورد نظر برازش گردیده است تا بدانیم شاخص های تاب آوری سازمانی تا چه میزان می تواند برای پیکربندی مدل مدیریت منابع انسانی الکترونیک قابل درک باشد. سپس با استفاده از روش ahp فازی شاخص ها رتبه بندی شد. جامعه آماری تحقیق عبارتست از اساتید دانشگاهی و خبرگان مربوطه مدیران و کارشناسان ارشد حوزه کسب و کار الکترونیکی که در موضوع مورد تحقیق دارای تخصص میباشد از آن جایی که در این تحقیق از گروه خبرگان استفاده می شود. نتایج مدل معادالت ساختاری نشان از برازش خوب مدل داشت و نتایج مربوط به ahp فازی نشان داد که مهم ترین شاخص ها عبارتند از: مدیریت دانش اشتراک اطالعات، واکنش و انطباق پذیری، تعهد سازمانی، قدرت پیشبینی و انعطاف پذیری و خالقیت و چابکی سازمان.

innovation and ranking of indicators related to the model of human resources management according to the resilience approach

organizations with an organizational resilience approach in human resource management as a unit that has the greatest impact on the effectiveness of organizational growth. at first, the indicators related to organizational resilience in crisis conditions have been extracted by in-depth study in the theoretical literature and the backgrounds of previous studies that investigated organizational resilience in crisis conditions. then, using the fuzzy delphi method, we screened the set of identified indicators, and finally 18 indicators were identified as the main indicators in the organizational resilience approach to provide the electronic human resource management model, after that, using the amos method (model structural equations) the desired model has been fitted to know how organizational resilience indicators can be understood for the configuration of the electronic human resources management model. then, using the fuzzy ahp method, the indicators were ranked. the statistical population of the research consists of university professors and relevant experts, managers and senior experts in the field of e-business who have expertise in the subject of research, since the group of experts is used in this research. the results of the structural equation model showed the good fit of the model, and the results of the fuzzy ahp showed that the most important indicators are: knowledge management, information sharing, responsiveness and adaptability, organizational commitment, predictive power, flexibility, creativity, and agility. organization. organizations with an organizational resilience approach in human resource management as a unit that has the greatest impact on the effectiveness of organizational growth. at first, the indicators related to organizational resilience in crisis conditions have been extracted by in-depth study in the theoretical literature and the backgrounds of previous studies that investigated organizational resilience in crisis conditions. then, using the fuzzy delphi method, we screened the set of identified indicators, and finally 18 indicators were identified as the main indicators in the organizational resilience approach to provide the electronic human resource management model, after that, using the amos method (model structural equations) the desired model has been fitted to know how organizational resilience indicators can be understood for the configuration of the electronic human resources management model. then, using the fuzzy ahp method, the indicators were ranked. the statistical population of the research consists of university professors and relevant experts, managers and senior experts in the field of e-business who have expertise in the subject of research, since the group of experts is used in this research. the results of the structural equation model showed the good fit of the model, and the results of the fuzzy ahp showed that the most important indicators are: knowledge management, information sharing, responsiveness and adaptability, organizational commitment, predictive power, flexibility, creativity, and agility. organization.