نوع مقاله : مقاله پژوهشی
1 عضو هیئت علمی دانشگاه آزاد اسلامی واحد علوم و تحقیقات
2 عضو هیئت علمی دانشگاه آزاد اسلامی واحد مرکز
3 دکترای مدیریت منابع انسانی از دانشگاه آزاد اسلامی واحد علوم و تحقیقات
عنوان مقاله [English]
The main objective of this study was to design and present a human resources management model for the cooperation sector. This model demonstrates suitable methods for human resources management in the cooperatives through explaining the relations between various aspects of cooperative organization (attractiveness, human relations, sense of unity, unique experience, organizational commitment) and aspects of human resources management (attraction, utilizing, improvement and preserving). This study utilizes three questionnaires for the three stages of determining cooperative organization factors, human resource management factors and evaluating the potential value of the cooperative organization factors in relation to human resources management. This study was conducted by survey methods in 2009. Data analysis tools were analytical statistics (T test with independent sample, Variance analysis) and descriptive statistics and potential analysis of indexes (by Lisrel software). Also model and inter pathways relation tests were performed using T soil test.
The findings of this study show that the current status of cooperative organizations in human resources management aspects is almost favorable, but there is a significant difference considering gender factions, education and work experiences. Among factors affecting human resources management in the cooperative organization, intellectual-human capital, ethical and Leo viewpoints and among human resources management factors, information system and motivation orientation are the most valuable. This study proposes the networking of cooperative organization society and higher occupation of women in key positions, enhancing free organizational communication tools, planning for attracting talented individuals with extraversion, peaceful and suitable personalities, creating team working motivation, establishing structures adaptable to quality circles, entrusting more authority, implementing ethical values, occupation development, evaluation based on function and reducing organizational limitations.