بررسی نقش تعدیلگر رهبری دانش‌محور در رابطه میان اقدامات توسعه منابع انسانی و مزیت رقابتی پایدار در شرکت‌های دانش‌بنیان

نوع مقاله : مقاله پژوهشی

نویسندگان

1 دانشجوی دکترای مدیریت دولتی، واحد آستارا، دانشگاه آزاد اسلامی، آستارا، ایران.

2 استادیار گروه مدیریت و حسابداری، واحد آستارا، دانشگاه آزاد اسلامی، آستارا، ایران.

چکیده

مقدمه و هدف: با وجود افزایش کمی و کیفی نیروی انسانی موجود به نفع شرکت های دانش بنیان، نیاز به ایجاد دانش بومی در زمینه توسعه منابع انسانی و آثار آن احساس می شود. بر این اساس، سؤال اصلی پژوهش این است که اقدامات توسعه منابع انسانی چه تأثیری بر مؤلفه‌های رهبری دانش‌محور و مزیت رقابتی پایدار این شرکت‌ها داشته است؟
روش‌شناسی پژوهش: مطالعه حاضر ازنظر هدف، کاربردی و ازنظر روش توصیفی- تحلیلی است و برای جمع­آوری اطلاعات از ابزار پرسشنامه استفاده شده است. جامعه آماری این تحقیق شامل کلیه کارکنان شرکت­های دانش­بنیان شمال غرب ایران در سال 1401 که تعداد آن در حدود 25 هزار نفر بوده­اند، است. حداقل حجم نمونه لازم برای تکمیل پرسشنامه­های این پژوهش با استفاده از فرمول کوکران 384 نفر از کارکنان در نظر گرفته‌شده و با توجه به ویژگی­های جامعه آماری، در این تحقیق حجم نمونه با روش نمونه‌گیری طبقه‌ای تصادفی نسبی انتخاب شدند. همچنین جهت سنجش متغیرهای تحقیق از پرسشنامه­های اقدامات توسعه منابع انسانی سوتهامانون و بونسونگ (2016)، مزیت رقابتی پایدار احمد (2015) و رهبری دانش­محور دانیت و دیپابلو (2015) استفاده گردید. شاخص­های پرسشنامه­های تحقیق از مطالعات مرتبط و پیشینه­ تحقیق اخذشده؛ سپس بر اساس شرایط تحقیق و موردمطالعه بومی‌سازی گردید. در این پژوهش به‌منظور دستیابی به اهداف از مدل‌سازی معادلات ساختاری در نرم‌افزار PLS SMART استفاده شده است.
یافته‌ها: یافته­ها نشان داد اقدامات توسعه منابع انسانی تأثیر معنی­داری بر مزیت رقابتی پایدار شرکت­های دانش­بنیان دارد. همچنین متغیر رهبری دانش­محور رابطه میان اقدامات توسعه منابع انسانی و مزیت رقابتی پایدار در شرکت­های دانش‌بنیان را به صورت مثبتی تعدیل می­کند.
بحث و نتیجه‌گیری: نتایج این مطالعه اشاره می­کند که تبادل دانش در سازمان‌ها بر توانایی پاسخگویی به تغییرات محیط کسب‌وکار به‌منظور بهره‌برداری از فرصت‌های بالقوه به نام «پاسخگویی سازمانی» که یکی از ابعاد مزیت رقابتی پایدار است، تأثیر می­گذارد. همچنین رهبری دانش­محور و ایجاد و اجرای راه‌حل‌های جدید در محل کار که در فعالیت‌های روزمره تجلی می‌یابد، پایه مهم برای نوآوری کل شرکت است. این امر به‌ویژه در شرکت‌های دانش­بنیان، برجسته است و بنابراین رهبری دانش­محور محرک اصلی مزیت رقابتی این سازمان­ها است.

کلیدواژه‌ها

موضوعات


عنوان مقاله [English]

Investigating the moderating role of knowledge-based leadership in the relationship between human resource development measures and sustainable competitive advantage in knowledge-based companies.

نویسندگان [English]

  • Azime Hashemi Mehr 1
  • Nowruz Izadpanah 2
  • Musa Rezvani Chaman Zamin 2
1 Ph.D. Student in public administration, Astara Branch, Islamic Azad University, Astara, Iran.
2 Assistant Professor, Department of Management and Accounting, Astara Branch, Islamic Azad University, Astara, Iran.
چکیده [English]

The aim of the current research is to investigate the role of the moderator of knowledge-oriented leadership in the
Background and Objective: Despite the quantitative and qualitative increase of existing human resources in favor of knowledge-based companies, the need to create local knowledge in the field of human resources development and its effects is felt. Based on this, the main research question is, what effect did the human resource development measures have on the Knowledge-oriented leadership components and sustainable competitive advantage of these companies?
Research Methodology: This study is practical in terms of purpose and descriptive-analytical in terms of method, and a questionnaire was used to collect information. Questionnaire questions are designed using a five-point Likert scale from completely agree to completely disagree. The statistical population of this research included all employees of knowledge-based companies in northwest Iran in 2022, with the minimum sample size (384 employees) using Cochran's formula. In order to achieve the goals, structural equation modeling was used in SMART PLS software.
Findings: The results indicate that Human resources development measures have a significant effect on the sustainable competitive advantage of knowledge-based companies, Also shows that the Knowledge-oriented leadership plays a moderating role in the relationship between human resource development and sustainable competitive advantage.
Conclusion: According to the findings, human resources development in human resources companies is an essential issue. The Knowledge-oriented leadership of employees and the creation and implementation of new solutions at work, manifested in daily activities, is an important basis for the innovation of the entire company. This is especially prominent in knowledge-based companies, and therefore the Knowledge-oriented leadership of their employees is the main driver of innovation in these organizations. Ultimatly, Knowledge-oriented leadership will pave the way for sustainable competitive advantage.

کلیدواژه‌ها [English]

  • human resources management
  • knowledge-based companies
  • sustainable competitive advantage
  • knowledge-oriented leadership
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