Razi Journal of Medical Sciences

fa نقش عوامل رفتاری و ساختاری در توسعه منابع انسانی دانش محور در دانشگاه علوم پزشکی منطقه یک کشور The Role of Behavioral and Structural Factors in the Development of Knowledge-Based Human Resources in The University of Medical Sciences of One Country روانشناسی بالینی Clinical Psychiatry پژوهشي Research زمینه و هدف: دانشگاه علوم پزشکی به عنوان یکی از مراکز مهم کشور میبایستی همواره در جهت کسب موفقیت از نیروی انسانی خبره و باتجربه برخوردار باشد. تحقیق حاضر با هدف نقش عوامل رفتاری و ساختاری در توسعه منابع انسانی دانش محور در دانشگاه علوم پزشکی منطقه یک کشور طراحی و اجرا گردید. روش کار: روش تحقیق توصیفی همبستگی است که از لحاظ هدف، کاربردی بود. جامعه آماری تحقیق شامل کلیه مدیران و کارشناسان دانشگاه علوم پزشکی منطقه یک کشور بودند که بر اساس روش نمونهگیری تمام شمار تعداد 150 نفر به عنوان نمونه انتخاب شدند. روش گردآوری اطلاعات در تحقیق حاضر به صورت میدانی بود. ابزار تحقیق حاضر شامل 3 پرسشنامه محقق ساخته توسعه منابع انسانی دانش محور، پرسشنامه عوامل رفتاری و پرسشنامه عوامل ساختاری بوده است. روایی صوری و محتوی پرسشنامه توسط 10 نفر از اساتید تایید و روایی سازه نیز بر اساس تحلیل عاملی تاییدی مورد بررسی قرار گرفت. پایایی پرسشنامه نیز بر اساس ضریب آفای کرونباخ به ترتیب برابر با 82/0؛ 86/0 و 85/0 بدست آمد. جهت تجزیه و تحلیل داده ها از آمار توصیفی و آمار استنباطی (معادلات ساختاری با رویکرد حداقل مربعات جزئی) با نرم افزارPLS  و SPSS استفاده شده است. یافته ها: نتایج نشان داد مدل اثرگذاری عوامل رفتاری و ساختاری بر توسعه منابع انسانی دانش محور دارای برازش لازم و مطلوب می باشد. همچنین عوامل رفتاری بر توسعه منابع انسانی دانش محور به میزان 601/0 و عوامل ساختاری بر توسعه منابع انسانی دانش محور تاثیری به میزان 304/0 اثر دارد. نتیجه گیری: به نظر میرسد عوامل رفتاری نسبت به عوامل ساختاری در جهت توسعه منابع انسانی دانش محور در دانشگاههای علوم پزشکی نقش بیشتری دارند.   Background & Aims: The rapid development of organizations is highly dependent on the development of knowledge, technology and information and one of the basic and important components for the development of any organization is the knowledge and science in the organization. In knowledge-based and leading organizations, human resources are the most important asset of the organization and the realization of assigned goals and missions and gaining superiority is closely related to the competence and capability of human resources. On the other hand, today behavioral issues play an important role in various human fields. Behaviors can have desirable functions in organizational areas and lead to improved organizational status in various fields, including knowledge. Structural factors are one of the factors that can analyze organizational phenomena and management and psychology in people based on them. Structural factors are paths, channels and vessels in which organizational processes and operations are ongoing and have been formed and almost fixed during organizational changes and include components such as organizational structure, methods improvement, mechanized information system, payment system, Selection and employment, job appointment and promotion and performance appraisal. In this regard, one of the important issues in today's environment is the development of knowledge-based human resources. Due to its relationship with community health, the University of Medical Sciences needs to share as much knowledge and use efficient methods in providing quality services, reduce health costs, and meet the needs of clients in a timely manner. New information management and establishment of human resource system is knowledge-based and ultimately knowledge management. Lack of establishment of knowledge-based human resources in the University of Medical Sciences, on the one hand can reduce the motivation and job satisfaction of employees and consequently reduce the efficiency and effectiveness of the health system. On the other hand, the lack of a knowledge-based human resources system can prevent the formation of smart networks and knowledge sharing professions, the departure of experienced and specialized personnel from the university, weak creativity and organizational innovation, and weaken participation and team spirit. Lack of attention to behavioral and structural issues for the development of human resources, especially in the University of Medical Sciences, has caused a great deal of readiness to develop knowledge-based human resources in this university. These ambiguities have led to the lack of operational solutions for the development of knowledge-based human resources in the University of Medical Sciences. Therefore, the aim of this study was to the role of behavioral and structural factors in the development of knowledge-based human resources in the University of Medical Sciences of one country. Methods: The research method is descriptive correlation which was applied in terms of purpose. The statistical population of the study included all managers and experts of the University of Medical Sciences in one country (150 people) who were selected as sample. The method of data collection in the present study was field. The instruments of the present study included 3 questionnaires of knowledge-based human resource development, behavioral factors questionnaire and structural factors questionnaire. The face and content validity of the questionnaire was confirmed by 10 professors and the construct validity was examined based on confirmatory factor analysis. The reliability of the questionnaire based on Cronbach's coefficient of score is 0.82, respectively; 0.86 and 0.85 were obtained. To analyze the data, descriptive statistics and inferential statistics (structural equations with partial least squares approach) with PLS and SPSS software have been used. Results: The results showed that the model of the effect of behavioral and structural factors on the development of knowledge-based human resources has the necessary and desirable fit. Also, according to the research findings, behavioral factors have an effect on the development of knowledge-based human resources by 0.601 and structural factors have an effect on the development of knowledge-based human resources by 0.304. Conclusion: The findings of this study were consistent with the results of Previous research. Knowledge-based human resources can have the necessary efficiency in forming a competitive advantage in any environment and organization. Organizations are witnessing the arrival of new forces that have different demands and expectations from previous generations of workers. These people try to reach a logical solution to organizational problems and issues with their comprehensive knowledge of the issues around them. There was a fact in the past that knowledge-based people do not fit well with the context of Iranian organizations, and it was observed that the confrontation between the forces of students and other forces that are in the majority, in major organizations cause intellectual conflict and sometimes unpleasant psychological dimensions to knowledge. In most organizations, the effort to stabilize and maintain the status quo prevailed over the effort for dynamism and change, and leadership did not have a high position alongside coaching, which is a basic need of knowledge-based forces. Other issues in organizations were worn-out structures and bureaucracies in them, which combined with the low quality and quantity of information access tools posed many problems for knowledge-based forces. Today, attention to knowledge-based human resources is one of the important pillars of organizations. The results of the present study showed that behavioral factors have significant effect on the development of knowledge-based human resources in the University of Medical Sciences of one country. Improving behavioral factors can provide the basis for the development of knowledge-based human resources in the University of Medical Sciences in one country. The results of the present study also showed that structural factors have a significant impact on the development of knowledge-based human resources in the University of Medical Sciences of a country. So that the improvement of structural factors can provide the basis for the development of knowledge-based human resources in the University of Medical Sciences. In today's turbulent world and complex competitive environment, the existence of knowledge and knowledge-based human resources as a valuable, strategic and assuring resource is a superior strength for organizations. The knowledge of employees about their country's market in terms of language, legal system, international market information and business operations is obvious. Today, organizations are trying to become knowledge-based. They are using their brains more than their hands and the need to use knowledge is increasing. The increasing importance of knowledge in modern organizations has necessitated the need to focus on knowledge management as an organizational asset. In the meantime, knowledge-based employees are of far greater importance; Because they are the bearers of tacit knowledge of organizations. The University of Medical Sciences, as one of the important centers of the country, must always have an experienced human resource in order to succeed. Knowledge-based human resources in this university can meet the needs of this university in the field of expert manpower as well as sufficient knowledge. It seems to Behavioral factors play a greater role than structural factors in the development of knowledge-based human resources in medical universities.   دانش محور, رفتاری, ساختاری, علوم پزشکی knowledge-based, behavioral, Structural, Medical sciences 263 271 http://rjms.iums.ac.ir/browse.php?a_code=A-10-5305-7&slc_lang=fa&sid=1 Zahra Ghorbani Nasrabadi زهرا قربانی نصرآبادی 3900319475328460070081 3900319475328460070081 No PhD Student, Department of Management, Aliabad Katoul Branch, Islamic Azad University, Aliabad Katoul, Iran دانشجوی دکتری، گروه مدیریت، واحد علی آباد کتول، دانشگاه آزاد اسلامی، علی آباد کتول، ایران Roohallah Samiei روح الله سمیعی r-samiei@aliabadiau.ac.ir 3900319475328460070082 3900319475328460070082 Yes Assistant Professor, Department of Management, Aliabad Katoul Branch, Islamic Azad University, Aliabad Katoul, Iran استادیار، گروه مدیریت، واحد علی آباد کتول، دانشگاه آزاد اسلامی، علی آباد کتول، ایران Tahmoores Aghajani طهمورث آقاجانی 3900319475328460070083 3900319475328460070083 No Assistant Professor, Department of Psychology, Shahr-e-Qods Branch, Islamic Azad University, Shahr-e-Qods, Iran گروه روان شناسی، واحد شهر قدس، دانشگاه آزاد اسلامی، شهر قدس، ایران