مطالعات مدیریت بهبود و تحول

شماره جاری

بر اساس شماره‌های نشریه

بر اساس نویسندگان

بر اساس موضوعات

نمایه نویسندگان

نمایه کلیدواژه ها

درباره نشریه

اهداف و چشم انداز

اصول اخلاقی انتشار مقاله

تفاهم نامه

بانک ها و نمایه نامه ها

پیوندهای مفید

پرسش‌های متداول

فرایند پذیرش مقالات

اطلاعات آماری نشریه

اخبار و اعلانات

راهنمای نگارش

فایل ها

داوران

داوران1403

داوران 1402

داوران سال 1401

داوران سال1400

داوران سال1399

داوران سال1398

راهنمای ثبت نام درPublons

شیوه نامه ارزیابی نشریات علمی

آیین نامه نشریات علمی

آیین نامه اجرایی قانون پیگیری و مقابله با تقلب در تهیه آثار علمی

تأثیر مدیریت منابع انسانی مبتنی بر مسئولیت‌پذیری اجتماعی بر عملکرد شغلی با نقش میانجی رهبری خدمتگزار

نوع مقاله : مقاله پژوهشی

نویسنده

دانشیار، گروه مدیریت بازرگانی، دانشگاه خلیج فارس، بوشهر، ایران

چکیده

هدف اصلی پژوهش حاضر بررسی تأثیر مدیریت منابع انسانی مسئولیت‌پذیر اجتماعی ادراک شده بر عملکرد شغلی کارکنان با تأکید بر نقش میانجی رهبری خدمتگزار است. جامعه آماری پژوهش، کارکنان و مدیران شرکت گاز استان بوشهر با حدود 400 نفر بوده است. نمونه آماری پژوهش با استفاده از فرمول کوکران 196 نفر برآورد شد که برای تعمیم‌پذیری بیشتر یافته‌های پژوهش 204 نفر انتخاب شد. ابزار گردآوری داده‌ها پرسشنامه بوده است. روایی ابزار پژوهش با روش محتوایی و سازه مورد سنجش قرار گرفت. پایایی ابزار پژوهش نیز با استفاده از روش آلفای کرونباخ مورد سنجش قرار گرفت که مقدار آن 95 درصد محاسبه گردید. یافته‌های پژوهش حاکی از این است مدیریت منابع انسانی مسئولیت‌پذیر اجتماعی ادراک شده تأثیر مثبت و معناداری بر عملکرد شغلی و رهبری خدمتگزار دارد. رهبری خدمتگزار تأثیر مثبت و معناداری بر عملکرد شغلی دارد. همچنین، نقش میانجی‌گری مثبت و معنادار رهبری خدمتگزار در رابطه بین مدیریت منابع انسانی مسئولیت‌پذیر اجتماعی ادراک شده و عملکرد شغلی مورد تأیید قرار گرفت. با توجه به یافته‌های پژوهش، به‌منظور بهینه‌سازی منابع و مدیریت ذینفعان داخلی و خارجی از طریق معرفی صحیح و کارآمد سیاست‌های مدیریت منابع انسانی مسئولیت‌پذیر اجتماعی ادراک شده پیشنهاداتی به مدیران ارشد شرکت گاز استان بوشهر ارائه شده است.

کلیدواژه‌ها

موضوعات

عنوان مقاله [English]

The Effect of Socially Responsible Human Resource Management on Job Performance with Emphasis on Servant Leadership

نویسنده [English]

  • Ebrahim Rajabpour

Associate Professor, Department of Business Administration, Persian Gulf University, Bushehr, Iran

چکیده [English]

The main objective of the present study is to investigate the effect of perceived socially responsible human resource management on employee job performance, with an emphasis on the mediating role of servant leadership. The statistical population of the present study was the employees and managers of the Bushehr Province Gas Company, with about 400 people. The statistical sample of the research was estimated to be 196 people using Cochran's formula, and 204 people were selected for more generalization of the research findings. The data collection tool was a questionnaire. The validity of the research tool was measured by the content and structure method. The reliability of the research tool was also measured using Cronbach's alpha method, which was calculated as 95%. The findings of the study indicate that perceived socially responsible human resource management has a positive and significant effect on job performance and servant leadership. Servant leadership has a positive and significant effect on job performance. Also, the positive and significant mediating role of servant leadership in the relationship between perceived socially responsible human resource management and job performance was confirmed.

کلیدواژه‌ها [English]

  • Human Resource Management
  • Perceived Socially Responsible Human Resource Management
  • Corporate Social Responsibility
  • Servant Leadership
  • Job Performance
مراجع
  1. حاتمی، سکینه؛ سیدنقوی، میرعلی؛ الوانی، سید مهدی؛ حسین پور، داوود. (1398). مسئولیت‌های اجتماعی مدیریت منابع انسانی: رهیافت فراترکیب. چشم انداز مدیریت دولتی، 10(3)، 44-68. https://doi.org/10.48308/jpap.2019.96594
  2. حمزوی، حسین؛ رضائی منش، بهروز؛ رودساز، حبیب. (1402). تأثیر سبک‌های رهبری خدمتگزار و اخلاقی بر خلاقیت کارکنان. مطالعات مدیریت بهبود و تحول، 32(110)، 35-72. https://doi.org/10.22054/jmsd.2023.73995.4325
  3. عسگرنژاد نوری، باقر؛ میرموسوی معصومه. (1400). فراتحلیل شاخص‌های کلیدی مدیریت منابع انسانی موثر بر بهبود عملکرد کارکنان. مطالعات مدیریت بهبود و تحول، 30(101)، 125-160. https://doi.org/10.22054/jmsd.2021.49482.3522
  4. علی‌زاده، مهدی؛ کوشکی جهرمی، علیرضا؛ فولادی، بهنوش. (1401). تأثیر منابع شغلی و هوش فرهنگی بر عملکرد وظیفه‌ای کارکنان: متغیرهای میانجی تامین نیازهای بنیادین شغلی و درگیری کاری. مطالعات مدیریت بهبود و تحول، 31(105)، 137-165. https://doi.org/10.22054/jmsd.2022.62565.4001
  5. Abdelmotaleb, M., & Saha, S. K. (2020). Socially responsible human resources management, perceived organizational morality, and employee well-being. Public Organization Review, 20(2), 385-399. https://doi.org/10.1007/s11115-019-00447-3.
  6. Barrena-Martínez, J., López-Fernández, M., & Romero-Fernández, P. M. (2017). Socially responsible human resource policies and practices: Academic and professional validation. European research on management and business economics, 23(1), 55-61. https://doi.org/10.1016/j.iedeen.2016.05.001
  7. Barrena‐Martinez, J., López‐Fernández, M., & Romero‐Fernández, P. M. (2019). The link between socially responsible human resource management and intellectual capital. Corporate Social Responsibility and Environmental Management, 26(1), 71-81. https://doi.org/10.1002/csr.1658
  8. Blanco‐Gonzalez, A., Diéz‐Martín, F., Cachón‐Rodríguez, G., & Prado‐Román, C. (2020). Contribution of social responsibility to the work involvement of employees. Corporate Social Responsibility and Environmental Management, 27(6), 2588-2598. https://doi.org/10.1002/csr.1978
  9. Celma, D., Martinez-Garcia, E., & Raya, J. M. (2018). Socially responsible HR practices and their effects on employees’ wellbeing: Empirical evidence from Catalonia, Spain. European Research on Management and Business Economics, 24(2), 82-89. https://doi.org/10.1016/j.iedeen.2017.12.001
  10. Chon, K. K. S., & Zoltan, J. (2019). Role of servant leadership in contemporary hospitality. International Journal of Contemporary Hospitality Management, 31(8), 3371-3394. http://hdl.handle.net/10397/104738
  11. Del-Castillo-Feito, C., Blanco-González, A., & Hernández-Perlines, F. (2022). The impacts of socially responsible human resources management on organizational legitimacy. Technological Forecasting and Social Change, 174, 121274. https://doi.org/10.1016/j.techfore.2021.121274
  12. Del-Castillo-Feito, C., Blanco-González, A., & González-Vázquez, E. (2019). The relationship between image and reputation in the Spanish public university. European research on management and business economics, 25(2), 87-92. https://doi.org/10.1016/j.iedeen.2019.01.001
  13. Dmytriyev, S. D., Freeman, R. E., & Hörisch, J. (2021). The relationship between stakeholder theory and corporate social responsibility: Differences, similarities, and implications for social issues in management. Journal of Management Studies, 58(6), 1441-1470. https://doi.org/10.1111/joms.12684
  14. Dokko, G., & Jiang, W. Y. (2024). From boundaryless to boundary-crossing: Toward a friction-based model of career transitions and job performance. Research in Organizational Behavior, 100205. https://doi.org/10.1016/j.riob.2024.100205
  15. Eliyana, A., & Sridadi, A. (2020). Workplace spirituality and job satisfaction toward job performance: The mediation role of workplace deviant behavior and workplace passion. Management Science Letters, 10(11), 2507-2520. https://doi.org/10.5267/j.msl.2020.3.044
  16. Eva, N., Robin, M., Sendjaya, S., Van Dierendonck, D., & Liden, R. C. (2019). Servant leadership: A systematic review and call for future research. The leadership quarterly, 30(1), 111-132. https://doi.org/10.1016/j.leaqua.2018.07.004
  17. Freeman, R. E. (1984). Strategic management: A stakeholder approach. Cambridge university press.  https://doi.org/10.1017/CBO9781139192675
  18. Gašková, J. (2020). Servant leadership and its relation to work performance. Central European Business Review, 9(3), 24-37. http://dx.doi.org/10.18267/j.cebr.236
  19. Greenleaf, R. K. (2002). Servant leadership: A journey into the nature of legitimate power and greatness. Paulist press. https://psycnet.apa.org/record/2003-00935-000
  20. Gutierrez-Broncano, S., Linuesa-Langreo, J., Ruiz-Palomino, P., & Yánez-Araque, B. (2024). General manager servant leadership and firm adaptive capacity: The heterogeneous effect of social capital in family versus non-family firms. International Journal of Hospitality Management, 118, 103690. https://doi.org/10.1016/j.ijhm.2024.103690
  21. Huo, M. L., & Jiang, Z. (2023). Work–life conflict and job performance: The mediating role of employee wellbeing and the moderating role of trait extraversion. Personality and Individual Differences, 205, 112109. https://doi.org/10.1016/j.paid.2023.112109
  22. Jia, X., Liao, S., Van der Heijden, B. I., & Guo, Z. (2019). The effect of socially responsible human resource management (SRHRM) on frontline employees’ knowledge sharing. International Journal of Contemporary Hospitality Management, 31(9), 3646-3663. https://doi.org/10.1108/IJCHM-09-2018-0769
  23. Johari, J., Shamsudin, F. M., Zainun, N. F. H., Yean, T. F., & Yahya, K. K. (2022). Institutional leadership competencies and job performance: the moderating role of proactive personality. International Journal of Educational Management, 36(6), 1027-1045. http://dx.doi.org/10.1108/IJEM-07-2021-0280
  24. Khattak, M. N., & O'Connor, P. (2021). The interplay between servant leadership and organizational politics. Personnel Review, 50(3), 985-1002. https://doi.org/10.1108/PR-03-2020-0131
  25. Kloutsiniotis, P. V., & Mihail, D. M. (2020). The effects of high-performance work systems in employees’ service-oriented OCB. International Journal of Hospitality Management, 90, 102610. http://dx.doi.org/10.1016/j.ijhm.2020.102610
  26. Koopmans, L., Bernaards, C. M., Hildebrandt, V. H., De Vet, H. C., & Van Der Beek, A. J. (2014). Construct validity of the individual work performance questionnaire. Journal of occupational and environmental medicine, 56(3), 331-337. http://dx.doi.org/10.1097/JOM.0000000000000113
  27. Kundu, S. C., & Gahlawat, N. (2015). Socially responsible HR practices and employees’ intention to quit: The mediating role of job satisfaction. Human Resource Development International, 18(4), 387-406. http://dx.doi.org/10.1080/13678868.2015.1056500
  28. Kyambade, M., Mugambwa, J., Nkurunziza, G., Namuddu, R., & Namatovu, A. (2024). Servant leadership style and socially responsible leadership in university context: moderation of promoting sense of community. International Journal of Educational Management, 38(3), 660-678. http://dx.doi.org/10.1108/IJEM-12-2023-0629
  29. Laosebikan, J. O., Odepidan, M. A., Adetunji, A. V., & Aderinto, C. O. (2018). Impact of job satisfaction on employee’s performance in selected microfinance banks in Osogbo Metropolis, Osun State, Nigeria. International Journal of Social Sciences and Management Research, 4(8), 22-46. https://www.google.com/url?sa=t&source=web&rct=j&opi=89978449&url=https://iiardjournals.org/get/IJSSMR/VOL.%25204%2520NO.%25208%25202018/IMPACT%2520OF%2520JOB.pdf&ved=2ahUKEwip9sTKibKNAxXlBNsEHVU8CZkQFnoECBUQAQ&usg=AOvVaw2Jyuzlcyoa-FAF-ZvlHKxo
  30. Lee, C. C., Yeh, W. C., Yu, Z., & Lin, X. C. (2023). The relationships between leader emotional intelligence, transformational leadership, and transactional leadership and job performance: A mediator model of trust. Heliyon, 9(8). http://dx.doi.org/10.1016/j.heliyon.2023.e18007
  31. Liden, R. C., Wayne, S. J., Zhao, H., & Henderson, D. (2008). Servant leadership: Development of a multidimensional measure and multi-level assessment. The leadership quarterly, 19(2), 161-177. https://doi.org/10.1016/j.leaqua.2008.01.006
  32. Liden, R. C., Wayne, S. J., Liao, C., & Meuser, J. D. (2014). Servant leadership and serving culture: Influence on individual and unit performance. Academy of management journal, 57(5), 1434-1452. https://doi.org/10.5465/amj.2013.0034
  33. Linuesa-Langreo, J., Ruiz-Palomino, P., & Elche-Hortelano, D. (2018). Integrating servant leadership into managerial strategy to build group social capital: The mediating role of group citizenship behavior. Journal of Business Ethics, 152(4), 899-916. https://www.jstor.org/stable/45022776
  34. Liu, W., Li, X., & Guo, X. (2024). How and when socially responsible human resource management affects employee voluntary green behavior—evidence from the healthcare sector. Journal of Cleaner Production, 451, 142044. https://doi.org/10.1016/j.jclepro.2024.142044
  35. Luu, T. T. (2021). Socially responsible human resource practices and hospitality employee outcomes. International Journal of Contemporary Hospitality Management, 33(3), 757-789. https://doi.org/10.1108/IJCHM-02-2020-0164
  36. Manzoor, F., Wei, L., Bányai, T., Nurunnabi, M., & Subhan, Q. A. (2019). An examination of sustainable HRM practices on job performance: An application of training as a moderator. Sustainability, 11(8), 2263. https://doi.org/10.3390/su11082263
  37. Marescaux, E., De Winne, S., & Forrier, A. (2019). Developmental HRM, employee well‐being and performance: The moderating role of developing leadership. European Management Review, 16(2), 317-331. https://doi.org/10.1111/emre.12168
  38. Mistry, T. G., Cain, L., Dogan, S., & Songur, A. G. (2025). Should I stay or should I go?: The impact of socially responsible human resources management practices on hospitality employees. International Journal of Hospitality Management, 124, 103962. https://doi.org/10.1016/j.ijhm.2024.103962
  39. Newman, A., Schwarz, G., Cooper, B., & Sendjaya, S. (2017). How servant leadership influences organizational citizenship behavior: The roles of LMX, empowerment, and proactive personality. Journal of business ethics, 145, 49-62. https://doi.org/10.1007/s10551-015-2827-6
  40. Nong, N. M. T., Phuong, N. Q., & Duc-Son, H. (2024). The effect of employee competence and competence–job–fit on business performance through moderating role of social exchange: A study in logistics firms. The Asian Journal of Shipping and Logistics, 40(4), 187-197. https://doi.org/10.1016/j.ajsl.2024.10.001
  41. Pandey, J. (2018). Factors affecting job performance: an integrative review of literature. Management Research Review, 42(2), 263-289. http://dx.doi.org/10.1108/MRR-02-2018-0051
  42. Pham, N. T., Thanh, T. V., Tučková, Z., & Thuy, V. T. N. (2020). The role of green human resource management in driving hotel’s environmental performance: Interaction and mediation analysis. International Journal of Hospitality Management, 88, 102392. https://doi.org/10.1016/j.ijhm.2019.102392
  43. Pham, N. T., Tuan, T. H., Le, T. D., Nguyen, P. N. D., Usman, M., & Ferreira, G. T. C. (2023). Socially responsible human resources management and employee retention: The roles of shared value, relationship satisfaction, and servant leadership. Journal of Cleaner Production, 414, 137704. https://doi.org/10.1016/j.jclepro.2023.137704
  44. Piwowar-Sulej, K. (2022). Environmental strategies and human resource development consistency: Research in the manufacturing industry. Journal of Cleaner Production, 330, 129538. https://doi.org/10.1016/j.jclepro.2021.129538
  45. Quan, J., & van Dierendonck, D. (2025). A blessing and a curse: The influence of showing servant leadership behaviors on leader work engagement. Journal of Business Research, 186, 115051. https://doi.org/10.1016/j.jbusres.2024.115051
  46. Ramos-González, M. D. M., Rubio-Andrés, M., & Sastre-Castillo, M. Á. (2022). Effects of socially responsible human resource management (SR-HRM) on innovation and reputation in entrepreneurial SMEs. International Entrepreneurship and Management Journal, 18(3), 1205-1233. https://link.springer.com/article/10.1007/s11365-020-00720-8
  47. Rashid, A. M. M., & Ilkhanizadeh, S. (2022). The effect of servant leadership on job outcomes: the mediating role of Trust in Coworkers. Frontiers in Communication, 7, 928066. https://doi.org/10.3389/fcomm.2022.928066
  48. Ren, L., & Shen, H. (2024). The relationship between servant leadership and team innovation performance: Mediating effect of self-efficacy. Heliyon, 10(6). http://dx.doi.org/10.3389/fcomm.2022.928066
  49. Ren, S., Wang, Z., & Collins, N. T. (2021). The joint impact of servant leadership and team-based HRM practices on team expediency: the mediating role of team reflexivity. Personnel Review, 50(7/8), 1757-1773. http://dx.doi.org/10.1108/PR-07-2020-0506
  50. Sendjaya, S., Sarros, J. C., & Santora, J. C. (2008). Defining and measuring servant leadership behaviour in organizations. Journal of Management studies, 45(2), 402-424. https://doi.org/10.1111/j.1467-6486.2007.00761.x
  51. Shao, D. F., Gurung, G., & Tsymbal, E. Y. (2019, September). New material platforms for antiferromagnetic spintronics (Conference Presentation). In Spintronics XII (Vol. 11090, p. 1109002). SPIE. https://doi.org/10.1117/12.2528350
  52. Shen, J., & Benson, J. (2016). When CSR is a social norm: How socially responsible human resource management affects employee work behavior. Journal of management, 42(6), 1723-1746. https://doi.org/10.1177/0149206314522300
  53. Shen, J., & Zhu, J.C. (2011). Effects of socially responsible human resource management on employee organizational commitment. The International Journal of Human Resource Management, 22(15), 3020-3035. https://doi.org/10.1080/09585192.2011.599951
  54. Spears, L. (1996). Reflections on Robert K. Greenleaf and servant‐leadership. Leadership & organization development journal, 17(7), 33-35. https://doi.org/10.1108/01437739610148367
  55. Uraon, R. S., & Gupta, M. (2020). Do HRD practices affect perceived market performance through operational performance? Evidence from software industry. International Journal of Productivity and Performance Management, 69(1), 85-108. http://dx.doi.org/10.1108/IJPPM-06-2018-0207
  56. Urrila, L., & Eva, N. (2024). Developing oneself to serve others? Servant leadership practices of mindfulness-trained leaders. Journal of Business Research, 183, 114858. https://doi.org/10.1016/j.jbusres.2024.114858
  57. Usman, M., Ogbonnaya, C., Roodbari, H., Yusuf, R., & Hirekhan, M. (2024). Servant Leadership as a Catalyst for Middle Managers’ Learning Ambidexterity: A Resource‐Based Perspective. British journal of management, 35(3), 1336-1347. https://doi.org/10.1111/1467-8551.12761
  58. Van Dierendonck, D. (2011). Servant leadership: A review and synthesis. Journal of management, 37(4), 1228-1261. https://psycnet.apa.org/doi/10.1177/0149206310380462
  59. Viswesvaran, C., & Ones, D. S. (2000). Perspectives on models of job performance. International Journal of Selection and Assessment, 8(4), 216-226. https://psycnet.apa.org/doi/10.1111/1468-2389.00151
  60. Vu, T. V. (2022). Perceived socially responsible HRM, employee organizational identification, and job performance: the moderating effect of perceived organizational response to a global crisis. Heliyon, 8(11). https://doi.org/10.1016/j.heliyon.2022.e11563
  61. Vu, T. V., Vo‐Thanh, T., Chi, H., Nguyen, N. P., Nguyen, D. V., & Zaman, M. (2022). The role of perceived workplace safety practices and mindfulness in maintaining calm in employees during times of crisis. Human Resource Management, 61(3), 315-333. https://doi.org/10.1002/hrm.22101
  62. Xia, C., Xu, J., Cheng, J., & Hou, Y. (2024). The impact of information overload on the information avoidance of medical staff: The moderating and mediating roles of job performance and time pressure. Computers in Human Behavior Reports, 16, 100474. https://doi.org/10.1016/j.chbr.2024.100474
  63. Yaya, J. A. (2019). Job satisfaction among librarians in Nigerian public universities. Journal of Library Services and Technologies, 1(1), 73-92.https://www.credencepublishing.com/?val=publication_details&manuscript=201915589465449473560481
  64. Zhang, Z., Wang, J., & Jia, M. (2022). Multilevel examination of how and when socially responsible human resource management improves the well-being of employees. Journal of Business Ethics, 176(1), 55-71. https://psycnet.apa.org/doi/10.1007/s10551-020-04700-4
  65. Zhao, H., Chen, Y., & Liu, W. (2023). Socially responsible human resource management and employee moral voice: Based on the self-determination theory. Journal of Business Ethics, 183(3), 929-946. http://dx.doi.org/10.1007/s10551-022-05082-5
  66. Zhou, Q., & Zheng, X. (2024). Socially responsible human resource management and employee green behavior at work: the role of learning goal orientation and moral identity. The International Journal of Human Resource Management, 35(1), 1-35. https://psycnet.apa.org/doi/10.1080/09585192.2023.2192358
  67. Zhao, H., & Zhou, Q. (2021). Socially responsible human resource management and hotel employee organizational citizenship behavior for the environment: A social cognitive perspective. International Journal of Hospitality Management, 95, 102749. https://doi.org/10.1016/j.ijhm.2020.102749
مطالعات مدیریت بهبود و تحول
دوره 34، شماره 116
تیر 1404
صفحه 163-200
فایل ها
سابقه مقاله
  • تاریخ دریافت: 02 دی 1403
  • تاریخ بازنگری: 21 اردیبهشت 1404
  • تاریخ پذیرش: 29 اردیبهشت 1404
هم رسانی
ارجاع به این مقاله
آمار