پديد آورندگان :
حجرالاسودي، حسين دانشگاه صنعتي اميركبير - دانشكده ي مهندسي عمران و محيط زيست، تهران، ايران , آغاز، عسل دانشگاه صنعتي اميركبير - دانشكده ي مهندسي عمران و محيط زيست، تهران، ايران , شاه حسيني، وحيد دانشگاه صنعتي اميركبير - دانشكده ي مهندسي عمران و محيط زيست، تهران، ايران
كليدواژه :
انگيزش , صنعت ساختمان , بهره‌وري , مديريت منابع انساني , AE
چكيده فارسي :
بدون شك منابع انساني و انگيزش آنان، نقش مهمي در موفقيت و بهره وري هر كسب و كار دارد. در اين ميان، شركت هاي ساختماني نيز از قاعده ي اخير مستثني نيستند. با توجه به اهميت انگيزه در خلاقيت افراد و با درنظر گرفتن ماهيت شغلي مهندسان عمران و معماران (AE) كه نيازمند خلاقيت در طراحي صنعت ساختمان است، بررسي عوامل انگيزشي آن ها اهميت ويژه يي دارد. در پژوهش حاضر، ابتدا با توجه به مرور مباني نظري، تاثيرگذارترين عوامل موثر در انگيزش گروه AE شناسايي و در قالب 5 معيار اصلي و 21 زيرمعيار طبقه بندي شدند. پس از آن با توزيع پرسشنامه در ميان فعالان حوزه ي صنعت ساختمان، عوامل مذكور اولويت بندي شدند. يافته هاي پژوهش حاضر نشان مي دهد كه وجود فرصت هاي يادگيري، برابري در برخوردها، پرداخت ها، رويه هاي قانوني و فرصت ارتقاء شغلي از مهم ترين عوامل انگيزشي گروه AE هستند. درنهايت، به متخصصان منابع انساني توصيه شده است كه با طراحي زيرسيستم هاي مناسب منابع انساني، زمينه هاي لازم براي افزايش انگيزه ي كاركنان صنعت ساختمان را فراهم آورند.
چكيده لاتين :
There is no doubt that human resources have a significant role in running any successful business. The literature indicates that this role is almost neglected in the construction industry. One of the important factors to increase productivity in various industries is to increase the productivity of human resources. Human resource productivity is a function of various factors where motivation is one of the most important factors. Considering the effect of motivation on innovation and the necessity of innovation in construction design firms, studying motivational factors of Architects and Engineers (AE) is of great importance. In this research, the most critical factors affecting Architects’ and Engineers’ motivation were recognized through literature review. These factors were classified into five main categories including Leadership and management, service compensation system, organizational atmosphere, social status, and job nature (current tasks – immediate situation and job development). Then, the factors were ranked by the industry experts through online questionnaires. Learning opportunity, distributive, procedural & interactional justice, and job promotion opportunity were ranked as the top critical motivational factors. However, it must be noted that important factors may differ considering the demographic properties of the interviewees. As a result, factors were ranked considering demographic factors including gender, marital status, age, educations, years of experience, and profession (civil engineer and architect). Finally, it should be noted that motivation of engineers and architects depends on several factors that must be considered in the design of human resource subsystems such as job analysis, performance appraisal and service compensation, training systems, and promotion to improve performance and increase productivity. In addition, motivation is one of the most important factors affecting personnel retention. Therefore, human resource management experts are advised to provide necessary grounds to increase the motivation of construction industry employees by designing appropriate human resource systems.
