طراحی مدل شناختی نگه‌داشت کارمندان دانشی در شرکت‌های فناور و دانش‌بنیان پارک علم و فناوری یزد

نوع مقاله : مقاله پژوهشی با اصالت

نویسندگان

1 دانشیار، گروه مدیریت صنعتی، دانشکده اقتصاد، مدیریت و حسابداری، دانشگاه یزد، یزد، ایران

2 کارشناسی ارشد مدیریت صنعتی، گروه مدیریت صنعتی، دانشکده مدیریت و حسابداری، دانشگاه یزد، یزد، ایران

3 استادیار، گروه صنایع، دانشکده فنی و مهندسی، مجتمع آموزش عالی بم، بم، ایران

10.47176/smok.2024.1779

چکیده

هدف: در صنایع در حال رشد، کارکنان دانشی به دلیل ارزش بالای دانش و تخصص‌شان، نقش اساسی در موفقیت سازمان‌ها ایفا می‌کنند. ترک خدمت این کارکنان می‌تواند هزینه‌های مادی و معنوی بالایی برای سازمان‌ها به همراه داشته باشد. بنابراین، هدف این پژوهش شناسایی عوامل تأثیرگذار بر حفظ و نگه‌داشت کارکنان مستعد و دانشی است.
روش پژوهش: این پژوهش به‌صورت آمیخته انجام شده است؛ در مرحله‌ی نخست، از طریق مرور ادبیات به‌عنوان بخش کیفی، (58) عامل مؤثر بر ماندگاری استعدادها شناسایی شد. جامعه‌ آماری شامل متخصصین شرکت‌های فناور، دانش‌بنیان و مدیران و کارشناسان پردیس‌های پارک علم و فناوری یزد است و نمونه‌گیری به‌صورت نمونه در دسترس انجام شد. در مرحله‌ی دوم، با استفاده از روش‌ کمی، نظرات (17) نفر از خبرگان پارک علم و فناوری و دانشگاهی از طریق پرسش‌نامه گردآوری و با روش نقشه شناختی فازی شهودی تجزیه‌وتحلیل گردید. روابط بین عوامل با استفاده از نرم‌افزار FCMapper تعیین و در نرم‌افزار Pajek ترسیم شد.
یافته‌ها: یافته‌ها نشان داد که عوامل مؤثر بر نگه‌داشت کارکنان دانشی در چهار بعد محیطی، سازمانی، فردی و شغلی تقسیم‌بندی شدند. در تحقیقات سرفرازی و همکاران نیز عوامل مؤثر بر نگه‌داشت کارکنان دانشی به چهار گروه فوق تقسیم‌بندی شده است. در بعد محیطی سه عامل «فرصت‌های شغلی در بازار کار»، «مهاجرت» و «زندگی شخصی و خانوادگی فرد» به دلیل داشتن بالاترین درجة مرکزیت، به‌عنوان مهم‌ترین عوامل مؤثر در بعد محیطی شناخته شدند.
نتیجه‌گیری: «فرصت‌های شغلی در بازار کار» بیش‌ترین میزان مرکزیت و تأثیرگذاری، بر «مهاجرت» اثر گذاشته و سبب تغییر در آن شده است. ازآن‌جهت که ویژگی‌های شخصیتی از بیش‌ترین درجة مرکزیت در بین عوامل بعد سازمانی برخوردار است، مهم‌ترین عامل مؤثر بر نگهداشت کارکنان کلیدی در بعد سازمانی شناسایی شد. «مدیریت مسیر شغلی، ارتقا و توسعة شغلی» با تأثیرپذیری از «ویژگی‌های شخصیتی مدیرعامل و سرپرست»، بر «توانمندسازی کارکنان دانشی» اثر گذاشته و درنهایت افزایش ماندگاری کارکنان دانشی را به دنبال دارد. توانمندی‌های تخصصی کارکنان دانشی و مستعد سازمان بالاترین میزان درجة مرکزیت را در بین عوامل بعد فردی دارد، مهم‌ترین عامل در این بعد معرفی می‌گردد.
اصالت/ارزش: سازمان‌ها برای استخدام و نگهداشت کارکنان دانشی، به این عوامل کلیدی توجه ویژه داشته و با برنامه‌ریزی راهبردی، ماندگاری این کارکنان را تضمین نمایند.

کلیدواژه‌ها

موضوعات


عنوان مقاله [English]

Designing a cognitive model of retaining knowledge workers in technological and knowledge-based companies of Yazd Science and Technology Park

نویسندگان [English]

  • Seyyed Habibollah Mirghafoori 1
  • Mitra Aghazade Bafgh 2
  • Ali Saffari Darberazi 3
1 Associate Professor, Department of Industrial Management, Faculty of Economics, Management and Accounting, Yazd University, Yazd, Iran
2 Master of Industrial Management, Department of Industrial Management, Faculty of Management and Accounting, Yazd University, Yazd, Iran
3 Assistant Professor, Department of Industries, Technical and Engineering Faculty, Bam Higher Education Complex, Bam, Iran
چکیده [English]

Purpose: In growing industries, knowledge workers play a vital role in the success of organizations due to the high value of their knowledge and expertise. The departure of these employees can bring high material and moral costs to organizations. Therefore, this study aims to identify the factors affecting retaining talented and knowledgeable workers.
Methodology: This study was conducted in a mixed manner; in the first stage, (58) factors affecting the retention of talents were identified through a literature review as a qualitative part. The statistical population includes experts from technology and knowledge-based companies, managers, and experts from the Yazd Science and Technology Park campuses, and sampling was done as a convenience sample. In the second stage, using a quantitative method, the opinions of (17) experts from the Science and Technology Park and universities were collected through a questionnaire and analyzed using the intuitive fuzzy cognitive map method. The relationships between the factors were determined using FCMapper software and plotted in Pajek software.
Findings: The findings showed that the factors affecting the retention of knowledge workers were divided into four dimensions: environmental, organizational, individual, and job. In the research of Sarfarazi et al., the factors affecting the retention of knowledge workers were also divided into the above four groups. In the environmental dimension, the three factors of job opportunities in the labor market, migration, and personal and family life of the individual were identified as the most critical factors affecting the environmental dimension due to their highest degree of centrality. Job opportunities in the labor market had the highest degree of centrality and influence on migration, which caused a change. Since personality traits have the highest degree of centrality among the factors of the organizational dimension, the most critical factor affecting the retention of key employees was identified in the organizational dimension. Career path management, promotion, and career development by being influenced by the personality characteristics of the CEO and supervisor has an impact on the empowerment of knowledge workers and ultimately leads to an increase in the retention of knowledge workers. The specialized capabilities of the organization's knowledge and talented employees have the highest degree of centrality among the factors of the individual dimension, and the essential factor in this dimension is introduced.
Research limitations: The present study was also accompanied by various limitations. Among these limitations, one can mention the failure to consider the time factor in the analyses. From a methodological point of view, although the intuitive fuzzy cognitive map is a powerful method, it may only partially reflect some complex or nonlinear relationships between factors. In addition, the failure to examine temporal changes in factors affecting employee retention and the study's limitation to a specific period are other limitations of this study.
Originality/value: Organizations should pay special attention to these critical factors and ensure the retention of knowledge workers through strategic planning to recruit and retain them.

کلیدواژه‌ها [English]

  • Intuitionistic Fuzzy Cognitive Map
  • Knowledge Based Companies
  • Knowledge workers
  • Retention
  • Talent

Copyright ©, Seyyed Habibollah Mirghafoori, Mitra Aghazade Bafgh, Ali Saffari Darberazi

License

Published by Imam Hossein University. This article is published under the Creative Commons Attribution (CC BY 4.0) licence. Anyone may reproduce, distribute, translate and create derivative works of this article (for both commercial and non-commercial purposes), subject to full attribution to the original publication and authors. The full terms of this licence may be seen at http://creativecommons.org/licences/by/4.0/legalcode

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دوره 7، شماره 3 - شماره پیاپی 26
شماره پیاپی26، فصلنامه پاییز
مهر 1403
  • تاریخ دریافت: 04 مرداد 1403
  • تاریخ بازنگری: 24 مرداد 1403
  • تاریخ پذیرش: 30 شهریور 1403