الگوی توسعه قابلیت هیجانی در نظام مدیریت منابع انسانی سازمان

نوع مقاله : مقاله پژوهشی

نویسندگان

1 دانشگاه علامه طباطبائی، تهران، ایران

2 گروه مدیریت دولتی، دانشکده مدیریت و حسابداری، دانشگاه علامه‌طباطبائی، تهران، ایران

3 گروه مدیریت دولتی، دانشکده مدیریت و حسابداری دانشگاه علامه طباطبایی، تهران، ایران

چکیده

هیجانات جزء جدایی ناپذیر زندگی کاری می باشند که بر اثربخشی اقدامات سازمانی از جمله فرایندهای منابع‌انسانی تأثیر گذار است. سازمانی که دارای قابلیت هیجانی باشد می‌تواند هیجانات را به نحو مؤثری درک و مدیریت نماید. هدف از این پژوهش، ارایه الگوی توسعه قابلیت هیجانی در نظام مدیریت منابع انسانی در سازمان های دولتی است. راهبرد تحقیق، از لحاظ جهت گیری و نتیجه، توسعه ای-کاربردی و به لحاظ هدف، از نوع توصیفی- اکتشافی و از لحاظ روش تحقیق از نوع کیفی می باشد. گردآوری داده‌ها به روش مصاحبه های گروهی با 14 نفر از متولیان منابع انسانی شرکت های منتخب در صنعت نفت و گاز و مصاحبه های فردی با 12 نفر از خبرگان سازمانی و دانشگاهی به روش نمونه گیری هدفمند انجام شده است. اطلاعات گردآوری شده به روش تحلیل مضمون مورد تجزیه و تحلیل قرار گرفته و نهایتاً الگوی نهایی توسعه قابلیت هیجانی شامل 9 پویایی هیجانی شامل در قالب 3 دسته استراتژی تقویت هیجانات مثبت، شامل تقویت فضای همکاری و مشارکت و حفظ احترام و کرامت انسانی، استراتژی تضعیف هیجانات منفی شامل رعایت اصل تنوع در روش و رعایت انصاف و عدالت، و استراتژی هدایت هیجانات، شامل ایجاد آگاهی و شفافیت، ایجاد فضای گفتمان و آزادی بیان هیجانی، ایجاد هماهنگی و انسجام هیجانی، تنظیم سرایت هیجانی و مهارت افزایی و توانمندسازی ارایه گردید. همچنین در الگوی ارایه شده 31 راهکار منحصر برای تحقق هریک از پویایی ها به تفکیک چهار فرایند اصلی جذب و جامعه پذیری، آموزش و توانمندسازی، مدیریت عملکرد و جبران خدمات ارایه شده است.

کلیدواژه‌ها

موضوعات

عنوان مقاله [English]

The pattern of developing emotional capability in the organization's human resource management system

نویسندگان [English]

  • Alireza Mohammadi 1
  • Behrouz Rezaeemanesh 2
  • Mir Ali Seyednaghavi 3
  • Vajhollah Ghorbanizadeh 2
1 Allameh Tabataba'i University, Tehran, Iran
2 Department of Public Administration, Allameh Tabataba'i University, Tehran, Iran
3 Department of Public Administration, Allameh Tabataba'i University, Tehran, Iran
چکیده [English]

Emotions are an integral part of work life that affects the effectiveness of organizational actions, including HR processes. An organization that has emotional capability can understand and manage emotions effectively. The purpose of this research is to present the pattern of development of emotional capability in HRM system in public sector organizations. The research strategy is developmental-applicative in terms of direction and result, descriptive-exploratory in terms of purpose, and qualitative in terms of research method. Data was collected through group interviews with 14 HR managers of selected companies in the oil and gas industry and individual interviews with 12 organizational and academic experts have been conducted using targeted sampling. The collected information was analyzed by thematic analysis method and finally the final model of developing emotional capability includes 9 emotional dynamics in the form of 3 categories of strategies 1- Strengthening positive emotions which includes strengthening the atmosphere of cooperation and participation and maintaining respect and human dignity, 2- The strategy of weakening negative emotions, including observing the principle of diversity in the method and observing fairness and justice, and 3- The strategy of channeling emotions, including creating awareness and transparency, creating a space for discourse and emotional freedom, creating emotional harmony and coherence, regulating emotional contagion and skill enhancement and empowerment were provided. Also, in the presented model, 31 unique solutions are presented for the realization of each of the dynamics, separately from the four main processes of recruitment and socialization, training and empowerment, performance management and employee compensation.

کلیدواژه‌ها [English]

  • Emotional capability
  • Emotions regulation
  • Emotions management
  • Human resources
  • Thematic analysis

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پژوهش‌های مدیریت منابع انسانی
دوره 15، شماره 4 - شماره پیاپی 54
شماره پیاپی 54، فصلنامه زمستان
بهمن 1402
صفحه 71-128

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سابقه مقاله

  • تاریخ دریافت: 25 دی 1401
  • تاریخ بازنگری: 05 آبان 1402
  • تاریخ پذیرش: 01 اسفند 1402

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