مطالعات مدیریت کسب و کار هوشمند
مطالعات مدیریت کسب و کار هوشمند

هوش مصنوعی در مدیریت منابع انسانی با رویکرد مثبت‌گرا: چارچوبی برای شکوفایی کارکنان

نوع مقاله : مقاله پژوهشی

نویسندگان

میناسادات موسوی 1
عباسعلی رستگار 2
محسن شفیعی نیکآبادی 3

1 دانشجوی دکتری دانشکده اقتصاد، مدیریت و علوم اداری، دانشگاه سمنان، سمنان، ایران

2 استاد و عضو هیئت علمی دانشکده اقتصاد، مدیریت و علوم اداری دانشگاه سمنان، سمنان، ایران نویسنده مسئول: a_rastgar@semnan.ac.ir

3 استاد و عضو هیئت علمی دانشکده اقتصاد، مدیریت و علوم اداری دانشگاه سمنان، سمنان، ایران

https://doi.org/10.22054/ims.2025.86244.2626
چکیده
هدف:این پژوهش با هدف تبیین سازوکارهای اثرگذاری هوش مصنوعی بر مدیریت منابع انسانی با رویکرد مثبت‌گرا و ارائه چارچوبی سلسله‌مراتبی برای ارتقای شکوفایی کارکنان انجام شد.
روش:مطالعه کاربردی-توسعه‌ای با رویکرد آمیخته است. جامعه آماری شامل ۱۵ خبره حوزه هوش مصنوعی و منابع انسانی بود که با نمونه‌گیری هدفمند انتخاب شدند. داده‌ها با مصاحبه نیمه‌ساختاریافته و ابزار راهنمای مصاحبه گردآوری شد. تحلیل مضمون و مدلسازی ساختاری–تفسیری برای تحلیل داده‌ها به کار رفت.
یافته‌ها: چارچوب پنج‌لایه‌ای شامل پیشران‌های راهبردی، توانمندسازهای فناورانه، سازه‌های روان‌شناختی مثبت، فرایندهای یادگیری و پیامدهای سازمانی طراحی شد. این چارچوب نشان می‌دهد که موفقیت بهره‌گیری از هوش مصنوعی نیازمند ادغام ابعاد فناورانه، عدالت الگوریتمی و حمایت روان‌شناختی کارکنان است.
نوآوری: این پژوهش با ارائه مدلی جامع که ابعاد راهبردی، فناورانه و روان‌شناختی را هم‌افزا می‌کند، خلأ موجود در ادبیات مدیریت منابع انسانی هوشمند را پر می‌کند.
نتیجه‌گیری: استقرار فناوری هوش مصنوعی به تنهایی کافی نیست و باید با تقویت زیرساخت‌های راهبردی، حاکمیت داده و حمایت روان‌شناختی کارکنان همراه شود تا شکوفایی انسانی و بهره‌وری سازمانی همزمان تحقق یابد. این چارچوب می‌تواند راهنمایی کاربردی برای مدیران و پایه‌ای برای مطالعات آینده باشد.

کلیدواژه‌ها

هوش مصنوعی و مدیریت منابع انسانی
سرمایه روان‌شناختی
عدالت الگوریتمی
نگهداشت استعداد
مسیر پیشرفت شغلی
موضوعات

عنوان مقاله English

Artificial Intelligence in Human Resource Management with a Positive Approach: A Framework for Employee Flourishing

نویسندگان English

Minasadat Mousavi 1
Abbas ali Rastgar 2
Mohsen Shafiei Nikabadi 3
1 Doctoral student, Faculty of Economics, Management and Administrative Sciences, Semnan University, Semnan, Iran
2 Professor Faculty of Economics management and administrative sciences, Semnan university, Semnan, IranCorresponding Author: a_rastgar@semnan.ac.ir
3 Professor Faculty of Economics management and administrative sciences, Semnan university, Semnan, Iran
چکیده English

Purpos:This study aims to elucidate the mechanisms through which artificial intelligence (AI) impacts human resource management (HRM) from a positive psychology perspective and to propose a hierarchical framework for enhancing employee flourishing.
Method:The applied-developmental research employed a mixed-methods approach. The sample consisted of 15 experts in AI and HRM selected via purposive sampling. Data were collected through semi-structured interviews using an interview guide. Thematic analysis and Interpretive Structural Modeling (ISM) were applied for data analysis.
Findings:A five-layer framework was developed encompassing strategic drivers, technological enablers, positive psychological constructs, learning processes, and organizational outcomes. The framework highlights that successful AI adoption requires integrating technological capabilities, algorithmic fairness, and psychological support for employees.
Innovation:This research fills a gap in the smart HRM literature by offering a comprehensive, synergistic model that integrates strategic, technological, and psychological dimensions.
Conclusion: AI implementation alone is insufficient; it must be accompanied by robust strategic infrastructure, data governance, and psychological empowerment to achieve simultaneous human flourishing and organizational productivity. The proposed framework serves as a practical guide for managers and a foundation for future quantitative studies.

کلیدواژه‌ها English

Artificial intelligence and Human resource management
Psychological capital
Algorithmic fairness
Talent retention
Career advancement
  1. احمدی، س. (۱۴۰۲). تحلیل ادراک کارکنان از سامانه‌های هوش‌مصنوعی در مدیریت منابع انسانی. فصلنامه مدیریت منابع انسانی نوین، ۱۵ (۲)، ۳۵–۵۸.
  2. بیدختی، م.، رضوانی، ر. و قنواتی، س. (۱۴۰۱). بررسی تطبیقی پیامدهای استقرار هوش‌مصنوعی در عملکرد منابع انسانی. پژوهش‌های نوین در مدیریت، ۲۱ (۴)، ۸۹–۱۰۸.
  3. صادقی، م. (۱۴۰۳). نقش حمایت از خودمختاری در کاهش استرس فناورانه و پذیرش فناوری‌های نوین. مجله روانشناسی کاربردی، ۱۸ (۱)، ۲۵–۴۷.

 

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‌ ‌استناد به این مقاله: موسوی، میناسادات.، رستگار، عباسعلی.، شفیعی نیک‌آبادی، محسن. (1404). هوش‌مصنوعی در مدیریت منابع انسانی با رویکرد مثبت‌گرا: چارچوبی برای شکوفایی کارکنان، مطالعات مدیریت کسب وکار هوشمند، 14(54)، 175-216. DOI: 10.22054/ims.2025.86244.2626

 Journal of Business Intelligence Management Studies is licensed under a Creative Commons Attribution-NonCommercial 4.0 International License..

مطالعات مدیریت کسب و کار هوشمند
دوره 14، شماره 54
زمستان 1404
صفحه 175-216

  • تاریخ دریافت 12 خرداد 1404
  • تاریخ بازنگری 24 تیر 1404
  • تاریخ پذیرش 20 مرداد 1404

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