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طراحی مدل ساختار تفسیری فرهنگ دیجیتال در حوزه مدیریت منابع انسانی در مدیریت شهری سیرجان | ||
| فصلنامه علمی پژوهش های بوم شناسی شهری | ||
| دوره 17، شماره 1 (پیاپی 42)، فروردین 1405، صفحه 187-206 اصل مقاله (1.25 M) | ||
| نوع مقاله: علمی-پژوهشی | ||
| شناسه دیجیتال (DOI): 10.30473/grup.2026.76681.2966 | ||
| نویسندگان | ||
| سحر اسماعیلزاده آشینی1؛ یوسف احمدی* 2؛ علیرضا فتحیزاده3 | ||
| 1دانشجوی دکتری ، گروه مدیریت ، واحد سیرجان ، دانشگاه آزاد اسلامی ، سیرجان ، ایران. | ||
| 2استادیار ، گروه مدیریت ، واحد سیرجان ، دانشگاه آزاد اسلامی ، سیرجان ، ایران. | ||
| 3استادیار ، گروه مدیریت ، دانشگاه پیام نور ، تهران ، ایران. | ||
| چکیده | ||
| تحول دیجیتال در سالهای اخیر موجب دگرگونی اساسی در ساختارها، فرآیندها و شیوههای مدیریت منابع انسانی سازمانها شده است. در این میان، شهرداریها بهعنوان سازمانهایی دانشمحور و فناورانه، بیش از پیش نیازمند شکلدهی و نهادینهسازی فرهنگ دیجیتال برای انطباق مؤثر با الزامات فناوریهای نوین هستند. هدف پژوهش حاضر، طراحی مدل ساختاری–تفسیری (ISM) فرهنگ دیجیتال در حوزه مدیریت منابع انسانی در مدیریت شهری سیرجان است. این پژوهش از نظر هدف اکتشافی و از نظر روششناسی ترکیبی (کیفی–ساختاری) است. در مرحله نخست، بهمنظور شناسایی مؤلفهها و ابعاد فرهنگ دیجیتال، از روش تحلیل مضمون استفاده شد. دادههای این مرحله از طریق مصاحبههای نیمهساختاریافته با 17 نفر از خبرگان مدیریت شهری و منابع انسانی گردآوری شد. این افراد بر اساس معیارهایی نظیر سابقه مدیریتی مرتبط، تحصیلات دانشگاهی مرتبط و تجربه عملی در حوزه فناوری و مدیریت شهری، و با بهرهگیری از روش نمونهگیری گلولهبرفی انتخاب شدند. دادههای حاصل با استفاده از راهبرد تحلیل مضمون تحلیل و کدگذاری شد که منجر به استخراج یک مضمون فراگیر، 8 مضمون سازمانیافته و 106 مضمون پایه گردید. در مرحله دوم، بهمنظور تبیین روابط ساختاری میان مضامین شناساییشده، از روش مدلسازی ساختاری–تفسیری (ISM) استفاده شد و ماتریسهای خودتعاملی و دسترسی تشکیل گردید. نتایج نشان داد که مدل نهایی فرهنگ دیجیتال در مدیریت منابع انسانی شهرداریها از پنج سطح سلسلهمراتبی تشکیل شده است. در سطح پایه، زیرساختهای دیجیتال بهعنوان بنیان اصلی سایر مؤلفهها قرار دارند. در سطوح میانی، یادگیری دیجیتال، ارزشها و اخلاق دیجیتال، همافزایی دیجیتال و نوآوری دیجیتال نقش پیونددهنده ایفا میکنند. تجربه دیجیتال در سطح بالاتر بهعنوان حلقه اتصال میان نوآوری و رهبری مطرح است و در نهایت، رهبری دیجیتال و حاکمیت دیجیتال در بالاترین سطح مدل، بهعنوان متغیرهای راهبردی و تصمیمساز شناسایی شدند. مدل ارائهشده چارچوبی نظاممند برای هدایت فرایند گذار به مدیریت منابع انسانی دیجیتال در سازمانهای شهری فراهم میآورد و میتواند مبنای تصمیمگیریهای راهبردی در راستای تحقق شهر هوشمند و حکمرانی دادهمحور قرار گیرد. | ||
| کلیدواژهها | ||
| تحول دیجیتال؛ مدیریت منابع انسانی؛ هوشمند سازی منابع انسانی؛ ساختار تفسیری | ||
| عنوان مقاله [English] | ||
| Designing an Interpretive Structural Model of Digital Culture in the Field of Human Resource Management within Sirjan Urban Management | ||
| نویسندگان [English] | ||
| Sahar Esmaeilzadeh Ashini1؛ Yousef Ahmadi2؛ Alireza Fathizadeh3 | ||
| 1Ph.D Candidate , Department of Management ,Si.C. ,Islamic Azad University, Sirjan ,Iran | ||
| 2Assistant Professor, Department of Management ,Si.C. ,Islamic Azad University, Sirjan ,Iran | ||
| 3Assistant Professor, Department of Management, Payame Noor University, Tehran, Iran | ||
| چکیده [English] | ||
| Introduction Digital transformation has emerged as one of the most significant trends of the contemporary era, bringing fundamental changes to organizational structures, processes, and management practices. The rapid expansion of digital technologies has compelled organizations to reconsider their managerial approaches and human resource practices in order to maintain efficiency and competitiveness. In this context, digital human resource management (DHRM) has been introduced as a modern approach that utilizes digital technologies to enhance human resource performance, improve employee experience, and increase organizational agility. Considering the critical role of organizational culture in the acceptance and effective use of digital technologies, the concept of digital culture has gained increasing attention in organizations. Urban management, as a key provider of public services, also requires movement toward digital transformation and the development of digital culture in human resource management in order to respond effectively to citizens’ needs and improve service quality. Therefore, the present study aims to design an interpretive structural model of digital culture in human resource management within the urban management of Sirjan Municipality. Methodology This study is applied in terms of purpose and qualitative in terms of research approach. Thematic analysis was employed to identify the components of digital culture in human resource management. The participants consisted of experts in urban management, human resource management, and information technology within Sirjan Municipality, who were selected using purposive and snowball sampling methods. Data were collected through semi‑structured interviews. After coding and extracting themes, the main components of digital culture were identified. Subsequently, Interpretive Structural Modeling (ISM) was used to determine the relationships among the components and to establish their hierarchical structure, thereby clarifying the structural relationships among the factors influencing digital culture in human resource management. Findings The findings indicate that digital culture in urban human resource management consists of a set of interrelated components that can be explained within a hierarchical structure. In the interpretive structural model obtained, digital infrastructure forms the foundational level and acts as the underlying factor enabling other dimensions of digital culture. At the intermediate levels, components such as digital learning, digital values and ethics, digital synergy, and digital innovation are positioned, all of which play an important role in strengthening organizational interactions and developing employees’ digital capabilities. At the higher levels of the model, employee digital experience and ultimately digital leadership and digital governance are identified as strategic drivers that guide and shape the process of digital transformation in human resource management. Discussion and Conclusion The findings suggest that the development of digital human resource management in urban organizations requires simultaneous attention to technological infrastructure, the development of employees’ digital skills, the strengthening of digital values and norms, and the presence of digital leadership and governance at the managerial level. The proposed model can assist urban managers in identifying key dimensions of digital culture and planning for the implementation of digital human resource management. Moreover, this model provides a conceptual framework for assessing the maturity level of digital culture in urban organizations and can serve as a basis for future research on digital transformation and human resource management in the public sector. | ||
| کلیدواژهها [English] | ||
| Digital Transformation, Human Resource Management, Smart Human Resource Management, Interpretive Structural Modeling | ||
| مراجع | ||
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آمار تعداد مشاهده مقاله: 77 تعداد دریافت فایل اصل مقاله: 69 |
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