مدل‌های بازآفرینی شغلی
محورهای موضوعی : كارآفريني و مديريت شركت‌هاي دانش بنيان
1 - دانشگاه علم و فرهنگ، تهران، ايران
کلید واژه: بازآفرینی شغلی, طراحی مجدد شغل, توسعه منابع انسانی, مدل‌های بازآفرینی شغلی, اشتیاق شغلی, عملکرد,
چکیده مقاله :
فشارهای اقتصادی، پیشرفت‌های فناوری و تغییرات درون سازمان‌ها، بر اهمیت انعطاف‌پذیری در نحوه طراحی مشاغل در محیط‌های کاری مدرن تأکید می‌کند. طراحی شغل مبتنی بر کارمند، مانند بازآفرینی شغلی، به یک رویکرد نوظهور برای توسعه منابع انسانی تبدیل شده است. بازآفرینی شغلی به تغییرات خودآغازی اشاره دارد که کارکنان برای بهینه‌سازی طراحی شغل خود و افزایش تناسب بین شغل و نیازها و ترجیحات خود در مشاغلشان ایجاد می‌کنند. درحقیقت، زمانی‌که کارکنان برای اصلاح هر جنبه ای از کارشان پیشگام می‌شوند، هدف آنها ایجاد معناداری در نقششان با اهمیت دادن به ترجیحات و نیازهایشان می‌باشد که از دیدگاه طراحی مجدد کار از پایین به بالا بر شغل تأثیر می‌گذارد. بازآفرینی شغلی ابزاری مؤثر برای افزایش اشتیاق شغلی، خلاقیت، رضایت شغلی، عملکرد و تناسب شغل با شاغل است. اين مقاله پژوهش‌هایی که بر بازآفرینی شغلی متمرکز بوده‌اند را مرور می‌کند و مفهوم بازآفرینی شغلی را توضیح مي‌دهد. سپس مدل‌هاي بازآفرینی شغلی که به سازمان‌ها در دستيابي به مزيت رقابتي ازطریق جذب و حفظ کارکنان مشتاق کمک مي‌کند، مورد بحث قرار می‌گیرد. علاوه‌براین، مروری از تحقیقات فعلی که به اثرات مثبت ابعاد بازآفرینی شغلی بر کارکنان و سازمان‌ها می‌پردازند، ارائه می‌شود. با توجه به پیامدهای مثبت بازآفرینی شغلی، برای سازمان‌ها ارزشمند است تا شرایطی را ایجاد کنند برای تشویق کارکنان جهت بازآفرینی شغلشان به گونه‌ای که متناسب با توانایی‌ها، نیازها و مهارت‌هایشان باشد. این رفتارهای بازآفرینی شغلی تأثیرات مفیدی بر کارکنان و سازمان به‌طور کلی دارد.
Economic pressures, technological advances and changes within organisations underline the importance of flexibility in how jobs are designed in modern workplaces. Employee-driven job design, such as job crafting, has become an emerging approach for human resources development. Job crafting refers to self-initiated changes that employees make to their jobs to optimise their job design and increase the fit between the job and their needs and preferences. In fact, when employees take active initiative to modify any aspect of their work, they aim to create meaning in their roles by giving importance to their preferences and needs, which influence the job from a bottom-up work redesign point of view. Job crafting is an effective tool for enhancing job engagement, creativity, job satisfaction, performance and person-job fit. This article reviews the research that has focused on job crafting and clarifies the concept of job crafting. Then, Job crafting models that help organisations to achieve competitive advantage by attracting and retaining engaged employees are discussed. Furthermore, an overview of current research that addresses the positive effects of job crafting dimensions on employees and organisations is provided. Due to the positive outcomes of job crafting, it is worthwhile for organisations to create the conditions to encourage workers to craft their own jobs in order to fit those with their abilities, needs and skills. These job crafting behaviours have beneficial effects on the employees and the organisation at large.
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