فراتحليل پيامدهاي مسئوليت اجتماعي مديريت منابع انساني روي كاركنان

Human Resources Management Social Responsibilities Outcomes Meta-Analysis On The Employees

ﺑﺎ ﺗﻮﺟﻪ ﺑﻪ ﻧﮕﺮاﻧﯽ ﮐﺴﺐوﮐﺎرﻫﺎي ﻣﺪرن از اﯾﻦ واﻗﻌﯿﺖ ﮐﻪ ﻣﺴﺌﻮﻟﯿﺖﻫﺎي اﺟﺘﻤﺎﻋﯽ، ﻣﻨﺎﻓﻊ درﺧﻮر ﺗﻮﺟﻬﯽ ﺑﺮاي ﺷﺮﮐﺖ ﻧﺪارد، ﻫﺪف اﯾﻦ ﭘﮋوﻫﺶ، ﻓﺮاﺗﺤﻠﯿﻞ ﻧﺘﺎﯾﺞ ﭘﮋوﻫﺶﻫﺎي ﻗﺒ ﻠﯽ ﺑﻮد ﮐﻪ در ﺣﻮزه ﭘﯿﺎﻣﺪﻫﺎي ﻣﺴﺌﻮﻟﯿﺖﻫﺎي اﺟﺘﻤﺎﻋﯽ ﻣﺪﯾﺮﯾﺖ ﻣﻨﺎﺑﻊ اﻧﺴﺎﻧﯽ اﻧﺠﺎم ﺷﺪه ﺑﻮد ﻃﺮاﺣﯽ/ روشﺷﻨﺎﺳﯽ/ روﯾﮑﺮد: اﯾﻦ ﮐﺎر ﺑﺎ روش ﻓﺮاﺗﺤﻠﯿﻞ اﻧﺠﺎم ﺷﺪ. ﻣﻄﺎﺑﻖ اﯾﻦ روﯾ ﮑﺮد و اﺳﺘﻔﺎده از ﭼﮏﻟﯿﺴﺖ ﺑﺎ ﺟﺴﺘﺠﻮ در ﺗﻤﺎﻣﯽ ﭘﺎﯾﮕﺎهﻫﺎي داده در ﻃﻮل 39 ﺳﺎل ) 2019-1980( در اﯾﻦ ﺣﻮزه 204 ﻣﻄﺎﻟﻌﻪ ﯾﺎﻓﺖ ﺷﺪ ﮐﻪ از اﯾﻦ ﺗﻌﺪاد، 29 ﻣﻄﺎﻟﻌﻪ اﻧﺘﺨﺎب و ﺑﺎ اﺳﺘﻔﺎده از ﻧﺮماﻓﺰار CMA2 ﺗﺤﻠﯿﻞ ﺷﺪ ﯾ ﺎﻓﺘﻪﻫﺎي ﭘﮋوﻫﺶ: از ﻣﯿﺎن 24 ﻣﺘﻐﯿﺮ ﺷﻨﺎﺳﺎﯾﯽﺷﺪه؛ 3 ﻣﺘﻐﯿﺮ داراي اﻧﺪازه اﺛﺮ زﯾﺮ 0/3 و ﺿ ﻌﯿﻒ )12 درﺻﺪ(، 12 ﻣﺘﻐﯿﺮ اﻧﺪازه اﺛﺮ ﺑﯿﻦ 0/3 ﺗﺎ 0/5 و ﻣﺘﻮﺳﻂ )50 درﺻﺪ( و 9 ﻣﺘﻐﯿﺮ اﻧﺪازه اﺛﺮ ﺑﺎﻻﺗﺮ از 0/5 و ﻗﻮي )38 درﺻﺪ( ﺑﻮدﻧﺪ. ﺗﻌﻬﺪ ﻋﺎﻃﻔﯽ و ﺣﻔﻆ ﮐﺎرﮐﻨﺎن ﺑﻪ ﺗﺮﺗﯿﺐ ﻗﻮ يﺗﺮﯾﻦ ﭘﯿﺎﻣﺪﻫﺎ ﺷﻨﺎﺳﺎﯾﯽ ﺷﺪﻧﺪ. ﻣﺤﺪوﯾﺖﻫﺎ و ﭘﯿﺎﻣﺪﻫﺎ: در اﯾﻦ ﻣﻄﺎﻟﻌﻪ ﺑﻪ ﭘﯿﺎﻣﺪﻫﺎي ﻣﺴﺌﻮﻟﯿﺖﻫﺎي اﺟﺘﻤﺎﻋﯽ ﻣﺪﯾﺮﯾﺖ ﻣﻨﺎﺑﻊ اﻧﺴﺎﻧﯽ روي ﮐﺎرﮐﻨﺎن ﭘﺮداﺧﺘﻪ ﺷﺪه اﺳﺖ. ﭘﮋوﻫﺶﻫﺎي آﺗﯽ ﺑﺎﯾﺴﺘﯽ ﺑﻪ ﻣﻄﺎﻟﻌﻪ ﭘﯿﺎ ﻣﺪﻫﺎي ﻣﺴﺌﻮﻟﯿﺖﻫﺎ در ﺣﻮزه ﺳﺎﯾﺮ ذﯾﻨﻔﻌﺎن ﺑﭙﺮدازﻧﺪ. ﭘﯿ ﺎﻣﺪﻫﺎي ﻋﻤﻠﯽ: ﺧﺮوﺟﯽ اﯾﻦ ﭘﮋوﻫﺶ ﮐﻪ ﺑﺮاي اوﻟﯿﻦﺑﺎر در ﺣﻮزه ﻣﻄﺎﻟﻌﺎت ﻣﺴﺌﻮﻟﯿﺖﻫﺎي اﺟﺘﻤﺎﻋﯽ ﻣﺪﯾﺮﯾﺖ ﻣﻨﺎﺑﻊ اﻧﺴﺎﻧﯽ ﺑﺎ روش ﻓﺮاﺗﺤﻠﯿﻞ اﻧﺠﺎم ﺷﺪ، ﻣﯽﺗﻮاﻧﺪ در ﺷﻨﺎﺧﺖ ﭘﯿﺎﻣﺪﻫﺎي ﻣ ﻬﻢ و ﭘﯿﺶﺑﯿﻨﯽ اﻗﺪاﻣﺎت ﺑﻪ ﻣﺪﯾﺮان ﮐﻤﮏ ﺷﺎﯾﺎﻧﯽ ﻧﻤﺎﯾﺪ. اﺑﺘﮑﺎر ﯾﺎ ارزش ﻣﻘﺎﻟﻪ: ﺷﻨﺎﺳﺎﯾﯽ ﭘﯿﺎﻣﺪﻫﺎي ﻣﻬﻢ ﻣﺴﺌﻮﻟﯿﺖﻫﺎي اﺟﺘﻤﺎﻋﯽ ﻣﺪﯾﺮﯾﺖ ﻣﻨﺎﺑﻊ اﻧﺴﺎﻧﯽ ﺑﺮ روي ﮐﺎرﮐﻨﺎن ﺑﺎ روش ﻓﺮاﺗﺤﻠﯿﻞ ﻧﻮآوري اﺻﻠﯽ اﯾﻦ ﭘﮋوﻫﺶ ﺑﻮده ﮐﻪ ﻣﯽﺗﻮاﻧﺪ اﻟ ﮕﻮﯾﯽ ﺑﺮاي ﺳﺎﯾﺮ ﺗﺤﻘﯿﻘﺎت ﺑﺎﺷﺪ.

According to the concern of modern businesses about the fact that social responsibilities do not have significant benefits for the company, The purpose of the present study was to meta-analyzethe outcomes of previous researches that had been done into the area of human resource management(HRM) social responsibilities. Design/ Methodology/ Approach: This article aimed to conduct a metaanalysis method. According to this approach and using checklists by searching all databases during 39 years (1980-2019), 204 studies were found in this field, which 29 stydies choiced and were analyzed using CMA2 software. Research Findings: Of the 24 variables identified, 3 variables had effect sizes below 0.3 and weak (12%), 12 variables had effect sizes between 0.3 and 0.5 and moderate (50%), and 9 variables had effect sizes above 0.5 and strong (38%). Emotional commitment and employee retention were identified as the strongest outcomes, respectively. Limitations & Consequences: This study addresses the outcomes of human resource management social responsibilities on employees. Future researches should examine HRM social responsibilities for other stakeholders. Practical Consequences: respectively. The output of this study that has been done for the first time in the studies field of HRM social responsibilities by meta-analysis, can help managers to identify important outcomes and predict actions. Innovation or value of the Article: Identifying the important outcomes HRM social responsibilities on employees by meta-analysis method is the main innovation of this research, which could be considered as a pattern for other researches.