بررسی تأثیر یادگیری الکترونیکی بر بهره‌وری منابع انسانی پالایشگاه نفت آبادان با استفاده از سیستم استنتاج فازی
محورهای موضوعی : روش های نوین آموزش وتوسعه منابع انسانیحبیب الله رعنایی 1 * , نازنین کاشانی زاده 2 , مسلم علی محمدلو 3
1 - دانشیار، گروه مدیریت، دانشکده اقتصاد، مدیریت و علوم اجتماعی، دانشگاه شیراز، شیراز، ایران
2 - کارشناسی ارشد، گروه مدیریت، دانشکده اقتصاد، مدیریت و علوم اجتماعی، دانشگاه شیراز، شیراز، ایران
3 - استاد، گروه مدیریت، دانشکده اقتصاد، مدیریت و علوم اجتماعی، دانشگاه شیراز، شیراز، ایران
کلید واژه: یادگیری الکترونیکی, بهره‌وری منابع انسانی, پالایشگاه نفت آبادان, سیستم استنتاج فازی,
چکیده مقاله :
با گسترش روزافزون فناوری، ظرفیت استفاده از یادگیری الکترونیکی در سازمان‌ها فراهم شده است تا کارکنان از مزایای آن بهرهمند شوند و با به‌روزرسانی اطلاعات خود، بهره‌وری و کارایی خود در سازمان را ارتقاء دهند. هدف پژوهش حاضر بررسی تأثیر یادگیری الکترونیکی بر بهره‌وری منابع انسانی در پایشگاه نفت آبادان بوده است. روش تحقیق در بخش اول، مرور سیستماتیک نظاممند متون علمی بوده که طی آن با استفاده از کلیدواژههای مرتبط، جستجوی هدفمند مقالات در پایگاه های اطلاعاتی داخلی (اس. آی. دی[1]، گوگل اسکولار[2] و ایرانداک[3] و پایگاه‌های خارجی (وب آو ساینس[4]، اسکوپوس[5] و گوگل اسکولار) در بازه زمانی 1998 تا 2021 صورت گرفت. در بخش دوم، تأثیر یادگیری الکترونیکی بر بهره‌وری منابع انسانی با سیستم استنتاج فازی دوبخشی بررسی شد. جامعه آماری پژوهش در بخش نخست شامل پژوهش‌های انجام شده در حوزه یادگیری الکترونیکی است که از بین آن‌ها به‌صورت هدفمند و قضاوتی نمونه‌گیری شد همچنین جامعه آماری در بخش دوم شامل دو گروه خبره‌محور و کارکنان ستادی (460 نفر) است که از گروه خبره‌محور به‌صورت هدفمند و قضاوتی و از کارکنان ستادی با استفاده از جدول مورگان (210 نفر) نمونه‌گیری شد. یافته‌ها نشان داد که عوامل مؤثر بر یادگیری الکترونیکی شامل 5 عامل یادگیرنده (دانش يادگيرنده، تعامل يادگيرنده، علاقه يادگيرنده، توانايی يادگيرنده، اعتماد يادگيرنده و نگرش يادگيرنده)، یاددهنده (تخصص و اعتبار علمی ياددهنده، بازخورد از سوی ياددهنده، ارزيابی مستمر و تعامل ياددهنده با يادگيرندگان)، مشخصات محتوای آموزشی (کيفيت محتوای آموزشی، چندرسانه‌ای بودن، هدف‌محور بودن، بهره گیری مناسب از منابع موجود و قابليت دسترسی آسان به محتوای آموزشی)، امکانات موردنیاز (فناوری و زیرساخت مناسب در سازمان، منابع مالی و خدمات پشتيبانی فنی) و عوامل سازمانی (حمايت مديريت، فرهنگ سازمانی و ارائه گواهینامه‌های تخصصی) است. در نهایت، یافتههای بخش سیستم استنتاج فازی طراحی شده، نشان داد که هر تغییری که در عوامل مؤثر بر یادگیری الکترونیکی ایجاد شود (افزایش یا کاهش هر کدام از ابعاد) در بهره‌وری منابع انسانی تأثیرگذار است و باعث تغییر در آن می‌شود.
[1]- SID
[2]- Google Scholar
[3]- Irandoc
[4]- Web of Science
[5]- Scopus
With the expansion of knowledge and technology, e-learning has found its way into organizations which allows employees to update their knowledge and improve their productivity and efficiency within the organization. The purpose of this study was to investigate the impact of e-learning on human resource productivity at the Abadan Oil Refinery. In the first part of the study, the method was a systematic review of the scientific texts which was conducted through relevant keywords, searching the national (SID, Google Scholar, IRANDOC) and International data bases (Web of Science, Scopus, and Google Scholar) for the data published between 1998 and 2021. In the second part, the impact of e-learning on human resource productivity was examined using a two-part fuzzy inference system. The statistical corpus in the first part included studies conducted in the field of e-learning, from which samples were selected purposefully and judgmentally. In addition, the statistical population in the second part consisted of two groups: experts and administrative staff (460 individuals). Samples were selected purposefully and judgmentally from the expert group, and 210 individuals were selected from the administrative staff based on the Morgan Table. The findings indicated that the factors influencing e-learning consist of five components: learner-related factors (learner’s knowledge, interaction, interest, ability, trust, and attitude); instructor-related factors (instructor’s expertise and academic credibility, feedback, continuous assessment, and interaction with learners); educational content characteristics (content quality, multimedia usage, goal orientation, appropriate utilization of available resources, and easy accessibility); necessary infrastructure (technology and infrastructure within the organization, financial resources, and technical support services), and organizational factors (management support, organizational culture, and provision of professional certificates). Ultimately, the results from the designed fuzzy inference system revealed that any change (increase or decrease) in the factors influencing e-learning has a corresponding impact on human resource productivity, leading to measurable changes.
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