واکاوی ابعاد و مولفه‌های مدیریت پایدار منابع انسانی در دانشگاه‌های آزاد استان فارس با رویکرد کیفی

هدف از پژوهش حاضر، واکاوی ابعاد و مولفه‌های  مدیریت پایدار منابع انسانی در  دانشگاه‌های آزاد استان فارس می‌باشد. روش تحقیق کیفی و از حیث هدف از نوع تحقیقات کاربردی است. جامعه آماری شامل 18 نفر از اعضای هیئت علمی و کارکنان و کارشناسان دانشگاه آزاد اسلامی استان فارس می‌باشند که با نمونه گیری هدفمند و با تکنیک ملاک محور انتخاب شدند. ابزار گردآوری داده‌ها شامل دو بخش، مصاحبه نیمه ساختار یافته در بخش میدانی و بررسی و کنکاش اسناد بالادستی و اسناد آموزش عالی در بخش کتابخانه‎ای می‎باشد. برای تحلیل داده ها، از کدگذاری باز، محوری و انتخابی و براساس تئوری از داده بنیاد و از نرم افزار atlas ti برای کدگذاری مصاحبه‌ها استفاده گردید. نتایج حاکی از آن بوده که ابعاد و مولفه‎های  مدیریت پایدار منابع انسانی در دانشگاه‎های آزاد استان فارس در مجموع 151 مفهوم و 31 مقوله یا کد محوری شناسایی و استخراج شدند. 31 مقوله شناسایی شده در 6 دسته که شامل شرایط علی، بستر حاکم، شرایط مداخله گر، راهبردها، پیامدها و مقوله محوری یا پدیده قرار گرفتند.

analyzing the dimensions and components of sustainable human resource management in the azad universities of fars province

the purpose of the present study is an analysis of dimensions and components of sustainable human resources management in fars province azad universities. the research method is qualitative, and applicative in terms of its purpose. the statistical population includes 18 members of the faculty, staff and experts of the islamic azad university of fars province, who were selected by purposive sampling and criteria-based technique. the data collection tool includes two parts; a semi-structured interview in the field part, and the review and exploration of upstream documents and higher education documents in the library part. to analyze the data; open, central and selective coding was used based on the theory of the foundation data, and the atlas ti software was used to code the interviews. the results indicated that the dimensions and components of sustainable human resource management in the azad universities of fars province, a total of 151 concepts and 31 categories or core codes were identified and extracted. 31 categories identified in 6 groups which include causal conditions, governing context, intervening conditions, strategies, consequences, and central category or phenomenon.extended abstractintroductionscientific discussions along with the need of organizations to refocus and determine the role of human resource management in the sustainability of organizations have led to the development of a new approach to human resource management, which is known as sustainable human resource management (anlesinya susomrith, 2020). sustainable human resource management research is a topic that has become increasingly important in the last decade. human resource management has meant the efficient and effective use of people to achieve short-term financial results. but currently, according to the concept of sustainability, it means using human resources tools to establish a sustainable strategy and create a human resources management system that helps the sustainable performance of the business (montiel delgado-ceballos, 2014). this new perspective of human resource management includes identifying broader goals for human resource management through recognizing the complexities of the dynamics of the work environment and clearly recognizing the need to prevent the negative effects of human resource management actions (lopez-cabrales valle-cabrera, 2020).accordingly, the current research is looking for an answer to this question: what are the dimensions and components of sustainable human resource management in the azad universities of fars province?theoretical frameworkhuman resource management improves organizational performance and efficiency and then brings efficiency and profitability. undoubtedly, famous and powerful organizations are aware of the effective role of human resources in increasing growth and development, and cautious and far-sighted managers consider the organization as a combination of employees with different thoughts and moods, knowledge, and different physical conditions; and organizations cannot find actual existence without them (koshki jahromi rezaei mir ghaed, 2018).sustainable human resource management refers to all activities related to the development, implementation, and continuous maintenance of a system that is carried out with the aim of creating employees of a sustainable organization. in fact, this concept is that aspect of human resource management that is interested in transforming regular employees into sustainable employees so that it can reach the organization’s environmental goals and ultimately make a significant contribution to environmental sustainability. it refers to the policies, practices and systems that encourage the organization’s employees to sustain and protect the environment for the benefit of the individual, society, the natural environment, and the job. based on the studies conducted in the past, the need for human resources management support for sustainable issues was reinforced by studies that discussed the positive effects of human resources for the efficiency of companies in a wider way (norozi fard zamani, 2016).parsazadeh, (2022) investigated the impact of human resource management strategies on sustainable competitive advantage through job satisfaction and the moderating role of servant leadership (case study: islamic azad university, ahvaz branch). the results showed that human resource management strategies have an effect on sustainable competitive advantage. also, job satisfaction mediates this relationship and servant leadership moderates the relationship between job satisfaction and sustainable competitive advantage. fazalali moazzami (2022) investigated the effect of organizational leadership style on human resource management while emphasizing the mediating role of competitive work environment. the results of the research show that organizational leadership style has no significant effect on human resource management and it has been rejected, but organizational leadership style has an effect on competitive work environment; competitive work environment on human resource management; and organizational leadership style on human resource management with a mediating role of competitive work environment. they are meaningful and have been confirmed.research methodologythe present study was conducted qualitatively in terms of data collection, and was applicable in terms of purpose. the research method is a case study. the statistical population of the research includes 18 faculty members, staff and experts of the islamic azad university of fars province. the purposeful sampling method was done with criteria-based technique. in the library section, 16 documents were studied, examined and researched. in this research, the data-based theory method was used in order to identify and analyze the dimensions and components of sustainable human resources management. the implementation of the foundation’s data theory method began with conducting interviews, collecting and coding data.research findingsin order to analyze the data; open, central and selective coding was used, and atlas ti software was used to code the interviews; and the results showed that the identified and extracted dimensions and components of sustainable human resource management in the azad universities of fars province were a total of 151 concept and 31 core categories or codes. 31 identified categories were placed in 6 main categories that include causal conditions (sustainable job analysis and design - sustainable human resource planning - sustainable performance evaluation - safety and health management - sustainable reward and discipline management - social conditions and economic conditions); the dominant context conditions (manpower training - sustainable attitude - change and strategic management - technological infrastructure - effective laws and documents - supportive atmosphere in the organization - and competitive advantages), intervening conditions (management system - organizational atmosphere - individual culture in the