مدل سیاست‌های ناکارآمد منابع انسانی با رویکرد تقلید هم سانی

نوع مقاله : مقاله پژوهشی

نویسنده

استادیار گروه مدیریت ، دانشکده اقتصاد و مدیریت، دانشگاه لرستان، خرم آباد، ایران.

10.48311/mri.2026.28892
چکیده
تقلید هم سانی، به‌عنوان سازوکاری پنهان اما اثرگذار، از طریق تقلید گسترده و غیرانتقادی سیاست‌ها، می‌تواند زمینه‌ساز شکل‌گیری سیاست‌های ناکارآمد منابع انسانی در سازمان‌ها شود و مسیر تحول و نوآوری را با چالش مواجه سازد؛ به‌ویژه در سازمان‌های دولتی که فشارهای هنجاری و قانونی نقش پررنگ‌تری دارند. پژوهش حاضر با هدف تدوین مدل سیاست‌های ناکارآمد منابع انسانی با رویکرد هم سانی انجام شده است. این پژوهش از نظر ماهیت، کیفی و با رویکرد تحلیل مضمون انجام گرفت. جامعه پژوهش شامل مدیران سازمان‌های دولتی و اساتید دانشگاه بود که با استفاده از نمونه‌گیری هدفمند و بر اساس اصل کفایت نظری، ۲۱ نفر انتخاب شدند. داده‌ها از طریق مصاحبه‌های نیمه‌ساختاریافته گردآوری و با بهره‌گیری از چارچوب شش‌مرحله‌ای براون و کلارک تحلیل شدند. یافته‌های پژوهش منجر به شناسایی و تدوین مدل شد که در آن محرک‌های هم سانی، انواع سیاست‌های ناکارآمد منابع انسانی، موانع و محدودیت‌های سازمانی و پیامدهای ناشی از تقلید هم سانی در سازمان‌های دولتی تبیین گردید. افزون بر این، راهبردهایی برای اصلاح چرخه شکل‌گیری این سیاست‌ها شناسایی شد که هر یک نقش متفاوتی در کاهش اثرات منفی هم سانی و بهبود کارآمدی سیاست‌های منابع انسانی ایفا می‌کنند.

کلیدواژه‌ها

موضوعات

عنوان مقاله English

The Model of ineffective human resource policies with the isoformic imitation approach

نویسنده English

Abdullah Saedi
1. Assistant Professor, Department of Management, Faculty of Management and Economics, Lorestan University, Khorramabad, Iran
چکیده English

Isomorphic imitation, as a latent yet influential mechanism, can contribute to the formation of ineffective human resource policies in organizations through widespread and uncritical adoption of policies, thereby challenging paths of transformation and innovation—particularly in public organizations where normative and legal pressures are more pronounced. The present study aims to develop a model of ineffective human resource policies from an isomorphic perspective. This research is qualitative in nature and was conducted using thematic analysis. The study population consisted of managers in public organizations and university faculty members, from whom 21 participants were selected through purposive sampling based on the principle of theoretical sufficiency. Data were collected through semi-structured interviews and analyzed using Braun and Clarke’s six-phase framework. The findings led to the identification and development of a model that explicates the drivers of isomorphism, types of ineffective human resource policies, organizational barriers and constraints, and the consequences of isomorphic imitation in public organizations. In addition, strategies for correcting the cycle of policy formation were identified, each playing a distinct role in mitigating the negative effects of isomorphism and improving the effectiveness of human resource policies

کلیدواژه‌ها English

Isomorphic Imitation
Forced Imitation
Normative Imitation
Symbolic Imitation
Ineffective Policies
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