دانشگاه علامه طباطبایی

  اخبار و اعلانات

 آمار

تعداد نشریات63
تعداد شماره‌ها2,257
تعداد مقالات18,555
تعداد مشاهده مقاله57,399,681
تعداد دریافت فایل اصل مقاله29,417,027
قربانی مودب, زهرا, رحیمی اقدم, صمد, صنوبر, ناصر. (1404). مدیریت منابع انسانی شخصی سازی شده (مرور نظام مند ادبیات، توسعه مفهوم و ارائه مسیرهای پژوهشی آتی). سامانه مدیریت نشریات علمی, 34(115), 111-152. doi: 10.22054/jmsd.2025.82098.4528
زهرا قربانی مودب; صمد رحیمی اقدم; ناصر صنوبر. "مدیریت منابع انسانی شخصی سازی شده (مرور نظام مند ادبیات، توسعه مفهوم و ارائه مسیرهای پژوهشی آتی)". سامانه مدیریت نشریات علمی, 34, 115, 1404, 111-152. doi: 10.22054/jmsd.2025.82098.4528
قربانی مودب, زهرا, رحیمی اقدم, صمد, صنوبر, ناصر. (1404). 'مدیریت منابع انسانی شخصی سازی شده (مرور نظام مند ادبیات، توسعه مفهوم و ارائه مسیرهای پژوهشی آتی)', سامانه مدیریت نشریات علمی, 34(115), pp. 111-152. doi: 10.22054/jmsd.2025.82098.4528
قربانی مودب, زهرا, رحیمی اقدم, صمد, صنوبر, ناصر. مدیریت منابع انسانی شخصی سازی شده (مرور نظام مند ادبیات، توسعه مفهوم و ارائه مسیرهای پژوهشی آتی). سامانه مدیریت نشریات علمی, 1404; 34(115): 111-152. doi: 10.22054/jmsd.2025.82098.4528

مدیریت منابع انسانی شخصی سازی شده (مرور نظام مند ادبیات، توسعه مفهوم و ارائه مسیرهای پژوهشی آتی)

مطالعات مدیریت بهبود و تحول
مقاله 3، دوره 34، شماره 115، فروردین 1404، صفحه 111-152    اصل مقاله (841.08 K)
نوع مقاله: مقاله پژوهشی
شناسه دیجیتال (DOI): 10.22054/jmsd.2025.82098.4528
نویسندگان
زهرا قربانی مودب1؛ صمد رحیمی اقدم* 2؛ ناصر صنوبر3
1دانشجوی دکتری،دانشکده اقتصاد و مدیریت، دانشگاه تبریز،تبریز، ایران
2دانشیار دانشکده مدیریت گروه اقتصاد و مدیریت دانشگاه تبریز، تبریز، ایران
3استاد گروه مدیریت، دانشکده اقتصاد و مدیریت، دانشگاه تبریز، تبریز، ایران.
چکیده
مدیریت منابع انسانی به عنوان یکی از جنبه‌های کلیدی مدیریت سازمان‌ها، همواره در تلاش است تا بهبود عملکرد و پیشرفت سازمانی را ممکن سازد. با پیشرفت فناوری و تغییر نیازهای کارکنان، نیاز به رویکردهای نوین احساس می‌شود که قابلیت انطباق با ویژگی‌های فردی هر کارمند را داشته باشند. یکی از این رویکردها، مدیریت منابع انسانی شخصی‌سازی‌شده است که با توجه به تفاوت‌های فردی کارمندان، به بهبود تجربه، رضایت و عملکرد آن‌ها می‌پردازد. روش پژوهش مورد استفاده مرور نظام‌مند ادبیات است که امکان بررسی جامع پژوهش‌ها را فراهم می‌آورد. این پژوهش بدنبال تبیین جایگاه «مدیریت منابع انسانی شخصی‌سازی‌شده» در ادبیات کنونی مدیریت منابع انسانی و مفهوم پردازی ابعاد آن و روشهای نوین بهره مندی از آن در راستای بهبود نتایج سازمانی است. در این راستا، 241 سند شناسایی و از میان آن‌ها 149 سند برای بررسی عمیق‌تر انتخاب شد. یافته‌ها سه زمینه کلی برای مطالعات آینده پیشنهاد می‌دهند: اول؛ « استفاده از روشهای متنوع تر(تغییر تسلط حاکمیت رویکردهای کمی به رویکردهای کیفی و آمیخته)؛ »، دوم؛ « تاکید بر توسعه و آزمون نظری» بواسطه ضعف نظری مطالعات موجود و سوم؛ « انجام مطالعات بیشتر در زمینه های بین رشته ای و فراملی (بین المللی) ».
کلیدواژه‌ها
رویکردهای نوین؛ مدیریت منابع انسانی؛ مرور نظام مند؛ مدیریت منابع انسانی شخصی سازی شده
مراجع
  1. پورشهابی, وحید. (1402). آموزش کارکنان با استفاده از هوش مصنوعی (ارائه یک مدل سیستمی). فصلنامه مدیریت و چشم انداز آموزش،(3)5،281-248 https://doi.org/10.22034/jmep.2024.422828.1258
  2. رحیمی‌اقدم، صمد، صالحپور، پدرام و نامور، رقیه. (۱۴۰۳). چالش‌های اخلاقی اتخاذ هوش مصنوعی در مدیریت منابع انسانی. اخلاق در علوم و فناوری.(4)19، 149-143  http://ethicsjournal.ir/article-1-3026-fa.html
  3. Abir, B. (2015). Talent management in UAE: A study of contemporary practices in the banking industry (Doctoral dissertation, The British University in Dubai).
  4. Ammirato, S., Felicetti, A. M., Linzalone, R., Corvello, V., & Kumar, S. (2023). Still our most important asset: A systematic review on human resource management in the midst of the fourth industrial revolution. Journal of Innovation & Knowledge, 8(3), 100403. https://doi.org/10.1016/j.jik.2023.100403
  5. Applebaum, E., Bailey, T., Berg, P., & Kalleberg, A. (2000). Manufacturing advantage: Why high-performance work systems pay off. Ithaca: Cornell University Press.
  6. Arnaud, S., & Wasieleski, D. M. (2014). Corporate humanistic responsibility: Social performance through managerial discretion of the HRM. Journal of Business Ethics, 120, 313-334. https://doi.org/10.1007/s10551-013-1668-4
  7. Arthur, J. B. (1994). Effects of human resource systems on manufacturing performance and turnover. Academy of Management Journal, 37, 670-687. https://doi.org/10.2307/256705
  8. Arthur, J. B., & Boyles, T. (2007). Validating the human resource system structure: A levels-based strategic HRM approach. Human Resource Management Review, 17(1), 77-92. https://doi.org/10.1016/j.hrmr.2007.02.001
  9. Azizi, M. R., Atlasi, R., Ziapour, A., Abbas, J., & Naemi, R. (2021). Innovative human resource management strategies during the COVID-19 pandemic: A systematic narrative review approach. Heliyon, 7(6), e07233. https://doi.org/10.1016/j.heliyon.2021.e07233
  10. Bailey, T. (1993). Organizational innovation in the apparel industry. Industrial Relations, 32, 30–48.
  11. Bal, M., & Dorenbosch, L. W. (2014). Age-related Differences in the Relations between Individualized HRM and Organizational Performance. In Academy of Management Proceedings (Vol. 2014, No. 1, p. 10214). Briarcliff Manor, NY 10510: Academy of Management.
  12. Barney, J. (1991). Firm resources and sustained competitive advantage. Journal of Management, 17(1), 99-120. https://doi.org/10.1177/014920639101700108
  13. Bartram, T., Byrne, L., Wang, Y., & Jiang, Z. (2024). Caring for our workers: advancing human resource management to support workforce mental health. Personnel Review, 53(5), 1077-1091.
  14. Becker, B. E., & Gerhart, B. (1996). The impact of human resource management on organizational performance: Progress and prospects. Academy of Management Journal, 39, 779-801.
  15. Bhutoria, A. (2022). Personalized education and artificial intelligence in the United States, China, and India: A systematic review using a human-in-the-loop model. Computers and Education: Artificial Intelligence, 3, 100068. https://doi.org/10.1016/j.caeai.2022.100068
  16. Cascio, W. F. (2010). Managing human resources: Productivity, quality of work life, and profits (8th ed.). New York: McGraw-Hill.
  17. Chaudhary, M. D., Baliyan, R., Verma, D. S. K., Madhukar, K. S., & Kushwaha, M. A. (2024). Challenges of adopting digitalization in human resources management through artificial intelligence. Journal of Research Administration, 6(1).
  18. Coff, R. W. (1997). Human assets and management dilemmas: Coping with hazards on the road to resource-based theory. Academy of Management Review, 22, 374–402.
  19. Cogin, J. A., & Williamson, I. O. (2014). Standardize or customize: The interactive effects of HRM and environment uncertainty on MNC subsidiary performance. Human Resource Management, 53(5), 701-721. https://doi.org/10.1002/hrm.21600
  20. Cohen, A., & Blake, R. (2017). Career decision making: The impact of open communication between employees and management. Journal of Organizational Behavior, 39(2), 245-263. https://doi.org/10.1002/job.2109
  21. Creswell, J. W., & Creswell, J. D. (2018). Research design: Qualitative, quantitative, and mixed methods approaches (5th ed.). Sage publications
  22. De Gama, N., McKenna, S., & Peticca-Harris, A. (2012). Ethics and HRM: Theoretical and conceptual analysis. Journal of Business Ethics, 111, 97–108. https://doi.org/10.1007/s10551-012-1438-7
  23. Demo, G., Costa, A. C. R., & Coura, K. V. (2024). HRM practices in the public service: a measurement model. RAUSP Management Journal, 59(1), 50-66.
  24. Doe, J., & Smith, A. (2021). The importance of continuous learning for employees in healthcare institutions. Journal of Health Administration, 25(2), 45-58.
  25. Dogan, M. E., Goru Dogan, T., & Bozkurt, A. (2023). The use of artificial intelligence (AI) in online learning and distance education processes: A systematic review of empirical studies. Applied Sciences, 13(5), 3056. https://doi.org/10.3390/app13053056
  26. Edwards, M. R., & Bach, S. (2012). Human resource management in transition. In Managing Human Resources: Human Resource Management in Transition (pp. 1-17).
  27. Faridah, A., Khuzaini, K., Shaddiq, S., Redjeki, D. S. S., Jaya, F. P., Cahyaningrum, Y., ... & Sulastini, S. (2023). The influence of E-HRM implementation on human resource behavior in Indonesia in the era of industry 4.0 and society 5.0. Hut Publication Business and Management, 3(1), 22-27.
  28. Fithriyah, I. N., & Setyaning, A. N. A. (2024). Say goodbye to the ‘Great Resignation’ phenomenon: Why HRM interventions must start understanding the psychological dynamics that drive employees’ career decision-making. Asian Journal of Management, Entrepreneurship and Social Science, 4(02), 186-229.
  29. Ford, J. K., Noe, R. A., Kraiger, K., Bell, B. S., & Tannenbaum, S. I. (2017). 100 years of training and development research: What we know and where we should go. Journal of Applied Psychology, 102(3), 305-323. https://doi.org/10.1037/apl0000142
  30. Giannakis, D., Chalikias, I., & Tsirigoti, E. (2019). The effect of sales and HRM strategic alignment on a corporate sustainable competitive advantage: The significant role of the HR business partner. International Journal of Innovation, Management and Technology, 10(6), 207-218.
  31. Gu, M., Zhang, Y., Li, D., & Huo, B. (2023). The effect of high-involvement human resource management practices on supply chain resilience and operational performance. Journal of Management Science and Engineering, 8(2), 176-190. https://doi.org/10.1016/j.jmse.2022.12.002
  32. Hadiwijaya, M. F., & Gunawan, I. (2019). The effect of HR interventions on employee willingness to compromise: The role of organizational support. Journal of Human Resource Management, 3(2), 45-58. https://doi.org/10.1016/j.jhrm.2019.02.003
  33. Herman, A., Gottfredson, R. K., & Joo, H. (2012). Using performance management to win the talent war. Business Horizons, 55, 609-616. https://doi.org/10.1016/j.bushor.2012.07.001
  34. Hillel, T., Bierlaire, M., Elshafie, M., & Jin, Y. (2020). A systematic review of machine learning classification methodologies for modelling passenger mode choice. Journal of Choice Modelling, 100221. https://doi.org/10.1016/j.jocm.2020.100221
  35. Huang, X., Yang, F., Zheng, J., Feng, C., & Zhang, L. (2023). Personalized human resource management via HR analytics and artificial intelligence: Theory and implications. Asia Pacific Management Review, 28(4), 598-610. https://doi.org/10.1016/j.apmrv.2022.12.007
  36. Huang, X., Zhang, L., & Feng, C. (2020). Personalized human resource management: Theory and implications. In Academy of Management Proceedings (Vol. 2020, No. 1, p. 12029). Briarcliff Manor, NY: Academy of Management. https://doi.org/10.5465/AMBPP.2020.12029abstract
  37. Huselid, M. A. (1995). The impact of human resources management on turnover, productivity, and corporate financial performance. Academy of Management Journal, 38, 635-672. https://doi.org/10.2307/256741
  38. Iqbal, A. (2019). The strategic human resource management approaches and organisational performance. Journal of Advances in Management Research, 16(2), 181–193. https://doi.org/10.1108/JAMR-11-2018-0092
  39. Islami, K., & Sopiah, D. (2022). Artificial Intelligence in Human Resources in the Era of Society 5.0. International Journal of Research and Innovation in Social Science, 6(11), 675-681.
  40. Jada, K. (2016). Assessment of employee attrition and maximizing employee retention: Leveraging business intelligence tools for data-driven HR decision making. Global Journal of Business and Integral Security, 4(2), 55-73.
  41. Jia, Q., Guo, Y., Li, R., Li, Y., & Chen, Y. (2018, December 2-6). A conceptual artificial intelligence application framework in human resource management. In International Conference on Electronic Business, Proceedings (pp. 91). Guilin, China. Retrieved from https://aisel.aisnet.org/iceb2018/91
  42. Jose, G., & Mampilly, S. R. (2021). It is not a case of “one size fits all”: The need for customized HRM practices for employee engagement. Development and Learning in Organizations: An International Journal, 35(6), 14-17. https://doi.org/10.1108/DLO-09-2020-0184
  43. Jose, G., PM, N., & Kuriakose, V. (2024). HRM practices and employee engagement: Role of personal resources-a study among nurses. International Journal of Productivity and Performance Management, 73(1), 1-17.
  44. Khan, M. R. (2024). Application of artificial intelligence for talent management: Challenges and opportunities. AHFE International. https://doi.org/10.54941/ahfe1004496
  45. Khan, Z., Soundararajan, V., & Shoham, A. (2020). Global post-merger agility, transactive memory systems and human resource management practices. Human Resource Management Review, 30(1), 100697.
  46. Kitchenham, B., & Charters, S. (2007). Guidelines for performing systematic literature reviews in software engineering. Keele University and Durham University Joint Report.
  47. Kroon, B., Freese, C., & Schalk, R. (2016). A strategic HRM perspective on i-deals. Academy of Management Proceedings. https://doi.org/10.5465/ambpp.2016.11972abstract
  48. Lincoln, Y. S., & Guba, E. G. (1985). Naturalistic inquiry. Sage Publications.
  49. Lu, Y., Zhang, M. M., Yang, M. M., & Li, T. (2024). Enhancing Employee Outcomes Through Common Good Human Resource Management: Exploring the Role of Meaningfulness and Thriving. Human Resource Management.
  50. Ma, X., Zhang, Y., Wang, Z., & Li, J. (2019). The impact of career advancement on organizational mission engagement: A study of Chinese employees. Journal of Applied Psychology, 104(3), 398-410. https://doi.org/10.1037/apl0000352
  51. Marescaux, E., De Winne, S., & Brebels, L. (2021). Putting the pieces together: A review of HR differentiation literature and a multilevel model. Journal of Management, 47(6), 1564-1595.‏
  52. Miao, R., Humphrey, R. H., & Qian, S. (2019). Willingness to compromise: A key to understanding career satisfaction and turnover intention. Journal of Vocational Behavior, 113, 38-49. https://doi.org/10.1016/j.jvb.2019.05.011
  53. Mockaitis, A. I. (Ed.). (2023). The Palgrave handbook of global migration in international business. Springer Nature. https://doi.org/10.1007/978-3-031-38886-6
  54. Mughal, F., Bal, P. M., Swart, J., & Findikli, M. A. (2019, August). Unpacking the Effects of Reduced Load Work Arrangements via Perceived Job Autonomy & Overall Justice. In Academy of Management Proceedings (Vol. 2019, No. 1). Academy of Management
  55. Newhall, S. (2012). A global approach to talent management. Human Resource Management International Digest, 20(1), 31-34. https://doi.org/10.1108/09670731211233294
  56. Nguyen, C. M. (2024). THE RELATIONSHIPS BETWEEN HRM PRACTICES, ORGANIZATIONAL SUPPORT AND INNOVATION: A ROLE OF KNOWLEDGE SHARING. International Journal of eBusiness and eGovernment Studies, 16(1), 55-85.
  57. Nowell, L. S., Norris, J. M., White, D. E., & Moules, N. J. (2017). Thematic analysis: Striving to meet the trustworthiness criteria. International Journal of Qualitative Methods, 16(1), 1609406917733847. https://doi.org/10.1177/1609406917733847
  58. Nurimansjah, R. A. (2023). Dynamics of human resource management: Integrating technology, sustainability, and adaptability in the modern organizational landscape. Golden Ratio of Mapping Idea and Literature Format, 3(2), 104-123.
  59. Opara, S., & Waheduzzaman, W. (2024). The universal, contingency or configurational HRM approaches for organizational performance: Lessons from Australian performing arts. German Journal of Human Resource Management. https://doi.org/10.1177/23970022241231538
  60. Paauwe, J. (2024). The contextually-based Human Resource Theory. In Progressing Performance and Well-being at Work (pp. 19-27). Edward Elgar Publishing.
  61. Padamata, K., & Vangapandu, R. D. (2024). High-performance work systems and employee attitudes: evidence from Indian healthcare industry. International Journal of Productivity and Performance Management, 73(5), 1609-1640.
  62. Pestotnik, A. (2024). Co-workers’ perceptions of the distributive justice of idiosyncratic deals–The roles of content, timing, and justice sensitivity. The International Journal of Human Resource Management, 48(1), 156-191. https://doi.org/10.1177/10596011221098824
  63. Pew Research Center. (2022). The state of American jobs: Workers and employers in an era of change. Pew Research Center. Retrieved from https://www.pewresearch.org/facttank/2022/03/08/the-state-of-american-jobs-workers-and-employers-in-an-era-of-change/
  64. Pfeffer, J. (1998). Seven practices of successful organizations. California Management Review, 40, 96-124.
  65. Podsakoff, P. M., MacKenzie, S. B., Bachrach, D. G., & Podsakoff, N. P. (2005). The influence of management journals in the 1980s and 1990s. Strategic Management Journal, 26(5), 473-488.
  66. Przytuła, S., Sułkowski, Ł., & Kulikowski, K. (2024). Human resource management in higher education institutions: an international perspective. Taylor & Francis.‏
  67. Rahimiaghdam, S., Sanoubar, N., & Ghorbanimoaddab, Z. (2024). Effect of managerial coaching on tour guides' turnover intention: The mediating role of work engagement and employability. International Journal of Organizational Leadership, 13(First Special Issue), 140-159. https://doi.org/10.33844/ijol.2024.60435
  68. Rofcanin, Y. (2016). HR differentiation: a double edged sword? (Doctoral dissertation, University of Warwick).‏
  69. Saldaña, J. (2021). The coding manual for qualitative researchers (4th ed.). Sage publications
  70. Sandelowski, M., & Barroso, J. (2007). Classifying the findings in qualitative studies. Qualitative Health Research, 17(2), 133-147. https://doi.org/10.1177/1049732306295878
  71. Shafie, M. R., Khosravi, H., Farhadpour, S., Das, S., & Ahmed, I. (2024). A cluster-based human resources analytics for predicting employee turnover using optimized artificial neural networks and data augmentation. Decision Analytics Journal, 11, 100461. https://doi.org/10.1016/j.dajour.2023.100461
  72. Sheikh, M., Hasnu, S., & Khan, I. (2016). Link between HR practices and organizational performance in small firms: A case for manufacturing sector of Pakistan. Management Science Letters, 6(1), 71-86. https://doi.org/10.5267/j.msl.2015.11.002
  73. Shenbhagavadivu, T., Poduval, K., & Vinitha, V. (2024). ARTIFICIAL INTELLIGENCE IN HUMAN RESOURCE: THE KEY TO SUCCESSFUL RECRUITING AND PERFORMANCE MANAGEMENT
  74. Simosi, M., Aldossari, M., Chaudhry, S., & Rousseau, D. M. (2023). Uncovering missing voices: Invisible aspects of idiosyncratic deals (i-deals). Group & Organization Management, 48(1), 3-30. https://doi.org/10.1177/1059601122112040
  75. Simosi, M., Rousseau, D. M., & Weingart, L. R. (2021). Opening the black box of i-deals negotiation: Integrating i-deals and negotiation research. Group & Organization Management, 46(2), 186-222. https://doi.org/10.1177/1059601121995379
  76. Singh, J., et al. (2022). "Critical appraisal of research frameworks: CASP applications in systematic reviews." Social Science & Medicine. DOI: 10.1016/j.socscimed.2021.114635
  77. Subramony, M., Kepes, S., Groth, M., Yagil, D., & Solnet, D. (2024). Human resource management in the emerging work ecosystem: Propositions for scholarship and implications for practice. European Management Review.
  78. Thite, M. (2004). Strategic positioning of HRM in knowledge-based organizations. The Learning Organization, 11(1), 28-44. https://doi.org/10.1108/09696470410515710
  79. Trusson, C. (2016). Segmenting workers within a job family for customized HRM 'content' practices: The case of IT service support workers. Human Resource Management Review, 26(4), 343-357. https://doi.org/10.1016/j.hrmr.2016.06.001
  80. Vossaert, L., Anseel, F., & Ho, V. (2023). Do multiple I-deals in a team help or hinder team outcomes? A resource scarcity perspective. Group & Organization Management, 48(1), 156-191. https://doi.org/10.1177/1059601122115183
  81. Walker, K. (2010). A systematic review of the corporate reputation literature: Definition, measurement, and theory. Corporate Reputation Review, 12(4), 357-387. https://doi.org/10.1057/crr.2009.26
  82. Wright, P. M., & Boswell, W. R. (2002). Desegregating HRM: A review and synthesis of micro and macro human resource management research. Journal of Management, 28(3), 247-276. https://doi.org/10.1177/014920630202800302
  83. Wright, P. M., Dunford, B. B., & Snell, S. A. (2001). Human resources and the resource-based view of the firm. Journal of Management, 27(6), 701-721. https://doi.org/10.1177/014920630102700607
  84. Zhang, M. M., Zhu, J. C., De Cieri, H., McNeil, N., & Zhang, K. (2024). Innovation-enhancing HRM, employee promotive voice and perceived organizational performance: A multilevel moderated serial mediation analysis. Personnel Review. https://doi.org/10.1108/PR-10-2023-0411
  85. Zhang, S. M., & Feng, M. R. (2019). The integration of gender perspective in HRM for improving employee experience: Evidence from Chinese corporations. Management Research, 33(10), 1010-1032. https://doi.org/10.1016/j.mna.2019.04.021
آمار
تعداد مشاهده مقاله: 1,353
تعداد دریافت فایل اصل مقاله: 594


سامانه مدیریت نشریات علمی. طراحی و پیاده سازی از سیناوب
login