شناسایی و اولویت‌بندی مؤلفه‌های چابکی نیروی انسانی در صنعت بیمه استان کرمان

نوع مقاله : مقاله پژوهشی (کاربردی)

نویسندگان

1 دانش آموخته دکتری، گروه مدیریت بازرگانی و کسب و کار، دانشکده مدیریت و حسابداری، دانشگاه تهران، دانشکدگان فارابی، قم، ایران

2 دانشجوی کارشناسی ارشد مدیریت بازرگانی، گروه مدیریت، موسسه آموزش عالی رسالت کرمان، کرمان، ایران

3 دانش آموخته دکتری، دانشگاه فنی و حرفه ای، بوشهر، ایران

10.48301/kssa.2022.347364.2169

چکیده

امروزه نیروی انسانی تبدیل به مزیت رقابتی برتر در سازمان‌ها شده است. چابکی نیروی انسانی می‌تواند باعث برتری یک سازمان بر سازمان­های دیگر شود. بر این اساس، هدف این پژوهش، شناسایی و اولویت‌بندی مؤلفه‌های چابکی نیروی انسانی در صنعت بیمه است. این پژوهش از نوع ترکیبی است. جامعه آماری این پژوهش، کارکنان فعال در صنعت بیمه استان کرمان است. نمونه آماری در فاز کیفی و کمی 8 نفر از خبرگان این صنعت انتخاب گردید. در فاز کیفی با رویکرد تحلیل مضمون مؤلفه‌های چابکی نیروی انسانی شناسایی و پایایی و روایی ابزار تأیید قرار گرفت. در فاز کمی با رویکرد دیمتل فازی، مؤلفه­های چابکی نیروی انسانی، اولویت‌بندی گردید. یافته­ های کیفی نشان داد که شانزده کد باز در شش کد محوری و کدهای محوری نیز در سه کد انتخابی شامل ویژگی­های فردی، سازمانی و اجتماعی دسته‌بندی شد. کدهای باز منتخب چابکی نیروی انسانی (به‌عنوان ورودی فاز کمی) شامل دانش فنی، انگیزه، آموزش­پذیری، ارتباطات مؤثر، هوش هیجانی، انطباق‌پذیری، کار تیمی، خلاقیت و نوآوری و توانایی تحلیل می­شود. یافته­های کمی نشان داد این مؤلفه­ها به‌ترتیب اولویت شامل خلاقیت و نوآوری، توانایی تحلیل، هوش هیجانی، انگیزه، کار تیمی، دانش فنی، آموزش­پذیری، ارتباطات مؤثر و انطباق­پذیری می­شوند. همچنین یافته­ها نشان داد آموزش­پذیری، ارتباطات مؤثر و انطباق­پذیری در گروه متغیرهای علت، هوش هیجانی، کار تیمی، خلاقیت و نوآوری و توانایی تحلیل در گروه متغیرهای معلول و دانش فنی و انگیزه در گروه متغیرهای خنثی قرار دارند.

کلیدواژه‌ها

موضوعات

عنوان مقاله [English]

Identifying and Prioritizing the Components of Workforce Agility in the Insurance Industry of Kerman Province

نویسندگان [English]

  • Sajjad Shamsi Gooshki 1
  • Sajad Sadeghi 2
  • Arsalan Nami 3
1 PhD, Department of Business and Administrative Management, Faculty of Management and Accounting, University of Tehran, College of Farabi, Qom, Iran.
2 Master Student of Business Management, Department of Management, Resalat Kerman Institute, Kerman, Iran.
3 PhD, Technical and Vocational University (TVU), Bushehr, Iran.
چکیده [English]

Today, human resources have become the best competitive advantage in organizations. Workforce agility can make an organization superior to other organizations. Therefore, the purpose of this research was to identify and prioritize the components of workforce agility in the insurance industry. This research was of a mixed type. The statistical population of this research included the active employees in the insurance industry of Kerman Province. 8 industry experts were selected as the statistical sample in the qualitative and quantitative phases. In the qualitative phase with thematic analysis approach, the components of workforce agility were identified and the reliability and validity of the tool was confirmed. In the quantitative phase, workforce agility components were prioritized with the fuzzy DEMATEL approach. Qualitative findings showed that sixteen open codes were categorized into six core codes and core codes were categorized into three optional codes including individual, organizational and social characteristics. Selected open codes of workforce agility (as quantitative phase input) included technical knowledge, motivation, trainability, effective communication, emotional intelligence, adaptability, teamwork, creativity and innovation, and analytical ability. The quantitative findings showed that these components, in order of priority, were creativity and innovation, analytical ability, emotional intelligence, motivation, teamwork, technical knowledge, trainability, effective communication, and adaptability. Additionally, the findings showed that teachability, effective communication and adaptability were classified under the cause variables group; emotional intelligence, teamwork, creativity and innovation and analytical ability were grouped under effect variables and technical knowledge and motivation were grouped under neutral variables.

کلیدواژه‌ها [English]

  • Agility
  • Workforce
  • Fuzzy DEMATEL
  • Insurance industry
  • Kerman province

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فصلنامه علمی کارافن
دوره 20، ویژه نامه
علوم انسانی
شهریور 1402
صفحه 327-348

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  • تاریخ دریافت: 01 تیر 1401
  • تاریخ بازنگری: 30 مهر 1401
  • تاریخ پذیرش: 22 آبان 1401

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