Identifying Driver of Maintenance of Manpower in Birjand University of Medical Sciences
Abstract The world today is the world of organizations and human resources are considered as a competitive advantage among organizations. To this end, keeping this important source is the responsibility of each organization. Therefore, the purpose of this study was to investigate the drivers of huma...
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| Format: | Article |
| Language: | fas |
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University of Sistan and Baluchestan
2019-02-01
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| Series: | پژوهشهای مدیریت عمومی |
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| Online Access: | https://jmr.usb.ac.ir/article_4525_32a031fa521af0cd3d75b1dfcfec83f7.pdf |
| Summary: | Abstract The world today is the world of organizations and human resources are considered as a competitive advantage among organizations. To this end, keeping this important source is the responsibility of each organization. Therefore, the purpose of this study was to investigate the drivers of human resource support in Birjand University of Medical Sciences and also to investigate the impact of each of these drivers on the maintenance of manpower is at the university. This study is a descriptive-survey based on the applied purpose. The statistical population of this study included employees of Birjand University of Medical Sciences. Among them, 143 people were selected using sample sampling as sample members. The data gathering tool was two researcher-made questionnaires. Validity of the questionnaires were confirmed by content validity and their reliabilites were calculated using Cronbach's alpha of 0.98 and 0.95. Data analysis was performed using SPSS 23 and Smart PLS 3 software using structural equation modeling, single-variable t-test, and Friedman test. The results showed that organizational, environmental and individual factors affect the maintenance of manpower in Birjand University of Medical Sciences. Among the 18 factors of manpower maintenance, management style and leadership ranked first and as the most important factor and environmental opportunities in the last rank and it is considered to be the least important factor in maintaining human resources in the university. Introduction The world today is a world of organizations and human resources are considered to be the most important sources of the organization. Even with the advancement of organizations and their transformation into a bunch of hardware, the role of man as a vital and strategic factor in the survival of the organization is still evident (Shafie & Engashte, 2017). For this reason, in a competitive situation and in an environment where successive changes and innovation are its main features, only organizations that have succeeded in acquiring a grasp of the strategic role of their human resources and having skilled human resources, knowledge Centered, and capable (Tahmasebi et al., 2012). In this regard, the key role of the manpower has been created; HR managers in each organization systematically design processes for maintaining these forces and, with a great attitude, examine the arrival and departure of people, the consequences and costs of losing staff, and for this reason, manpower maintenance will be more important than hiring. In other words, even if the recruiting, selection, appointment and improvement operations are to be done in a desirable manner without paying attention to the maintenance, the results of the management's actions will not be significant (Eskandari and Abedi, 2009). Currently, higher education institutions, especially universities, play a major role in the social, economic, cultural, and political development of each country. Considering the intensive competition of these institutions in different fields and the existence of problems in maintaining human resources in this area, attention to the issue of keeping in universities is necessary. Nevertheless, few studies have been carried out in this regard and somehow the problem of keeping employees in the higher education system of the country, especially medical universities, has been neglected. For this purpose, the purpose of this research is to investigate the proponents of manpower maintenance in Birjand University of Medical Sciences. Case study The statistical population of the study consisted of all the staff of Birjand University of Medical Sciences in 230 people. Based on Cochran's formula, 143 people were selected through a sampling method. Materials and Methods The present study is a descriptive-survey method in terms of purpose, applied, and method. The main instrument for collecting information was two researcher-made questionnaires distributed amongst sample members. In order to evaluate the validity of the questionnaires and the dimensions of the questionnaires, several selected experts were selected from the faculty members of the university, and proposed reforms were carried out by them. To assess the reliability of the questionnaires, a prototype including 30 pre-test questionnaires was used. The reliability coefficient was calculated using the Cronbach's alpha for the whole questionnaires of 0.98 and 0.95. This reliability indicates the reliability of the research tools. For analyzing the obtained data, descriptive statistics (mean and percentage of frequency) and inferential statistics (structural equation modeling, single variable t test, and Friedman test) were used with SPSS 23 and Smart PLS 3 software. Discussion and Results The main Hypothesis 1. Organizational drivers of Human Resource Management in Birjand University of Medical Sciences have a significant effect. 2. Individual drivers of Human Resource Management in Birjand University of Medical Sciences have a significant effect. 3. Environmental drivers of Human Resource Management in Birjand University of Medical Sciences have a significant effect. According to the analyzing of the data, since the value of T for all three variables is greater than 1/96, it can be claimed that organizational, individual and environmental factors have a significant relationship with the maintenance of the workforce. Also, based on the one-sample t-test, since the level of assurance for all factors was less than 0.05, it can be claimed that the health and safety factors, benefits and services, the system of compensation services, employee socialization, improvement of the job path, job satisfaction organizational commitment, management style and leadership, providing realistic information, performance evaluation system and control, organizational justice, organizational culture, organizational climate, organizational structure, organizational support, learning and growth, occupational characteristics and, finally, environmental opportunities in medical university Birjand city has a favorable situation. Finally, based on Friedman's test, leadership and leadership styles are in the first place and ranked as the most important factor in maintaining manpower at Birjand University of Medical Sciences and environmental opportunities. Conclusion The purpose of this research is to investigate the drivers of human resource preservation in Birjand University of Medical Sciences. For this purpose, the research hypotheses were developed and tested by using the structural equation modeling method. The results of the research hypothesis showed that organizational, individual and environmental factors affect the maintenance of manpower in Birjand University of Medical Sciences. Also, based on the results of single-variable t test, it was determined that the factors of manpower maintenance in the studied population are desirable. Also, according to Friedman rank test results, among the factors of manpower maintenance in Birjand University of Medical Sciences, management style and leadership ranked first, organizational climate and organizational culture were ranked second and third, respectively. The most favorable the situation was among the other factors of the manpower maintenance of this university. |
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| ISSN: | 2538-3418 2676-7880 |