Synergistic Leadership: A Postmodern Approach toward Improving People Capabilities Maturity Level and Human Resource Sustainability

Document Type : Research Article

Authors

1 Assistant Professor, Industrial engineering and management department, Shahrood University of Technology, Shahrood, Iran

2 MSc, Industrial engineering and management department, Shahrood University of Technology, Shahrood, Iran

Abstract

According to the importance of the people capabilities maturity level (PCML) and human resource sustainability in organizations, and also the role of management and leadership of an organization in increasing the assistance of staff, this study aims to evaluate the effect of Synergistic Leadership on human resource sustainability. In this evaluation, the effect of PCML is considered as a mediator variable. This study is practical in terms of aim and is a descriptive survey in terms of method. The data were collected from 130 staff of the Parsian Banking Sectors in Tehran. To collect required data, the standard questionnaire of PCML and two other questionnaires, developed by researchers, for measuring human resource sustainability and Synergistic Leadership were used. The validity of questionnaires, based on content validity and stability of the questionnaires, was evaluated by Cronbach’s alpha index that the amount of them have been 0.90, 0.80, and 0.87, respectively. In this study, the relationship between variables and their effects were determined via regression test and structural equations using SPSS and Amos. The results show that Synergistic Leadership is effective on people capability maturity level and human resource sustainability, and also the people capability maturity level is effective in human resource sustainability.

Keywords

Main Subjects

References

  1. آرمان، مانی و سید یعقوب حسینی، الهام تنگستانی (1395). «تأثیر سرمایۀ اجتماعی و بلوغ منابع انسانی بر مدیریت منابع انسانی پایدار (مورد مطالعه: شرکت‌های فعال در صنعت پتروشیمی)، مدیریت سرمایة اجتماعی، 3 (1)، ص 113 ـ 138.
  2. ارقامی، ناصررضا و ابوالقاسم بزرگ‌نیا، احمد سنجری (1389). مقدمه‌ای بر بررسی‌های نمونه‌ای، مشهد، انتشارات دانشگاه فردوسی.
  3. آیباغی اصفهانی، سعید و رامین الهی (۱۳۹۵). رهبری تضایف‌گرانه، رویکردی فرانوگرا در راستای انعطاف‌پذیری منابع انسانی و آوای کارکنان، اولین همایش بین‌المللی پژوهش‌های نوین در مطالعات مدیریت، شیراز، مؤسسۀ عالی علوم و فناوری خوارزمی، https://www.civilica.com/Paper-MCONFKHA01-MCONFKHA01_179.html
  4. امینی، محمدجعفر و عباس افرازه (1392). «ارزیابی مدیریت منابع انسانی با استفاده از مدل بلوغ قابلیت افراد در ستاد ویژة توسعة فناوری نانو»، دهمین کنفرانس بین‏المللی مهندسی صنایع، د 12، ص 1 ـ 8.
  5. سلطانی، ایرج و کبری گوینده‌نجف‌آبادی، مهدی کرباسیان (۱۳۹۲). «پارادوکس و مدیریت آن در سازمان‌ها: تحلیلی بر پارادوکس‌های فعالیت‌های اصلی سازمان»، دومین کنفرانس بین‌المللی مدیریت، کارآفرینی، و توسعة اقتصادی، قم، دانشگاه پیام نور، http://www.civilica.com/Paper-EME02-EME02_2005.html
  6. شکاری، غلام‌عباس و محمد شیبانی‏فر (1392). «سطح بلوغ شرکت گاز خراسان رضوی در فرایند مدیریت عملکرد براساس مدل بلوغ قابلیت‏های کارکنان (PCMM)»، چشم‏انداز مدیریت دولتی، د 13، ش 1، ص 129 ـ 157.
  7. مقیمی، سید محمد (1395). مبانی سازمان و مدیریت، تهران، راه‏دان.
  8. موسی‌خانی، مرتضی و محمدامین نایبی، جواد بخشی (1388). «ارزیابی مدیریت منابع انسانی از طریق الگوی بلوغ قابلیت‏ها (P-CMM) در سازمان‏های کوچک و متوسط»، پژوهش‏های مدیریت، د 20، ش 80، ص 75 ـ 89.
    1. Aibaghi Esfahani, S., Rezaii, H., Koochmeshki, N., & Sharifi Parsa, S. (2017). Sustainable and flexible human resource management for innovative organizations. AD-Minister, (30), pp. 195-215.

10. Bamberg, W. (2004). An application of the Synergistic Leadership Theory to the leadership experiences of five female superintendents leading successful school districts. Sam Houston State University.

11. Barney, J. (1991). Firm resources and sustained competitive advantage. Journal of management, 17 (1), pp. 99-120.

12. Cole, D. & Tibby, M. (2013). Defining and developing your approach to employability: A framework for higher education institutions. Heslington: The Higher Education Academy.

13. Curtis, B., Hefley, B., & Miller, S. (2009). People Capability Maturity Model (PCMM). Version 2.0. (2nd ed.), Pittsburgh, Pennsylvania: Carnegie Mellon University.

14. Curtis, B., Hefley, W. E., & Miller, S. (1995). Overview of the People Capability Maturity Model: CARNEGIE-MELLON UNIV PITTSBURGH PA SOFTWARE ENGINEERING INST.

15. Curtis, B., Hefley, W. E., & Miller, S. (2001). People Capability Maturity Model. Pittsburgh، PA: Engineering Institute, Camegie Mellon University.

16. Dyllick, T. & Hockerts, K. (2002). Beyond the business case for corporate sustainability. Business strategy and the environment, 11 (2), pp. 130-141.

17. Ehnert, I. (2009). Sustainable human resource management. A Conceptual and Exploratory Analysis from a Paradox Perspective, Heidelberg.

18. Ehnert, I. & Harry, W. (2012). Recent developments and future prospects on sustainable human resource management: introduction to the special issue. Management revue, pp. 221-238.

19. Glynn, C., Steinberg, I., & McCartney, C. (2006). Work-Life balance: The role of the manager. Horsham, UK: Roffey Park.

20. Guest, D. E. (1991). Personnel management: the end of orthodoxy? British Journal of Industrial Relations, 29 (2), pp. 149-175.

21. Guest, D. E. (2001). Human resource management: when research confronts theory. International Journal of Human Resource Management, 12 (7), pp. 1092-1106.

22. Hernandez, R. M. (2003). An analysis of superintendent and school board perceptions of the factors of the synergistic leadership theory.

23. Irby, B. J., Brown, G., Duffy, J. A., & Trautman, D. (2002). The synergistic leadership theory. Journal of Educational Administration, 40 (4), pp. 304-322.

24. Kawakami, C., White, J. B., & Langer, E. J. (2000). Mindful and masculine: Freeing women leaders from the constraints of gender roles. Journal of Social Issues, 56 (1), pp. 49-63.

25. Leal Filho, W. (2000). Dealing with misconceptions on the concept of sustainability. International journal of sustainability in higher education, 1 (1), pp. 9-19.

26. Perú, L. (2013). Sustainable human resource management in peruvian companies. BALAS conference, 1, pp. 1-18.

27. Rosener, J. B. (1990). Ways women lead. Harvard business review, 68 (6), pp. 119-125.

28. Schlosberg, T. V. (2003). An international case study: The transportability of the synergistic leadership theory to selected educational leaders in Mexico. Sam Houston State University.

29. Türetken, O., & Demirörs, O. (2004). People capability maturity model and human resource management systems: do they benefit each other? Human Systems Management, 23(3), pp. 179-190.

30. Verheul, I. (2003). “Human resource management practices in female and male-led businesses”. Small Business Economics, pp. 1-13.

31. Zaugg, R. J., Blum, A., & Thom, N. (2001). Sustainability in human resource management. Evaluation Report. Survey in European Companies and Institutions. Arbeitsbericht des Instituts für Organisation und Personal der Universität Bern und des eidgenössischen Personalamtes

Organizational Culture Management
Volume 16, Issue 4
January 2019
Pages 899-925

Files

Share

How to cite

Statistics