عنوان پایان‌نامه
بررسی تاثیر زنجیره تامین پایدار بر عملکرد شرکت ها، (مورد بررسی: صنعت پتروشیمی کشور)
- رشته تحصیلی
- مدیریت صنعتی - تولید
- مقطع تحصیلی
- کارشناسی ارشد
- محل دفاع
- کتابخانه پردیس قم شماره ثبت: 002140;کتابخانه مرکزی -تالار اطلاع رسانی شماره ثبت: 72120;کتابخانه پردیس قم شماره ثبت: 002140;کتابخانه مرکزی -تالار اطلاع رسانی شماره ثبت: 72120
- تاریخ دفاع
- ۲۹ شهریور ۱۳۹۴
- دانشجو
- امه حبیبه خطیری
- استاد راهنما
- احمدرضا قاسمی
- چکیده
- پایداری به یک تعادل مناسب بین توسعه اقتصادی، نظارت محیطی و دارایی اجتماعی اشاره دارد. زنجیره تامین، کلیه مراحل مستقیم و غیرمستقیم که در تکمیل درخواست (سفارش) مشتری درگیر هستند را شامل می‌شود. مدیریت زنجیره تامین، با اضافه شدن مفهوم پایداری به آن گسترده تر شده است. هدف پژوهش حاضر، بررسی تاثیر زنجیره تامین پایدار بر عملکرد شرکت های پتروشیمی بوده است. جامعه آماری پژوهش را خبرگان صنعت پتروشیمی تشکیل می دهند. روش جمع آوری داده ها، پرسش نامه و تحلیل داده ها با استفاده از تکنیک معادلات ساختاری انجام شد. نتایج نشان داد در بین ابعاد پایداری، بعد اقتصادی بیشترین اهمیت را در زنجیره تامین صنعت پتروشیمی داشته است. سنجش عملکرد شرکت با کارت امتیازی متوازن، نشان داد که بعد مالی و مشتری بر عملکرد شرکت های پتروشیمی تاثیر دارد. در نهایت مشخص شد زنجیره تامین پایدار بر عملکرد شرکت های پتروشیمی تاثیر دارد. در انتها، پیشنهاداتی برای تحقیقات آتی و برای صنعت پتروشیمی ارائه گردید.
- Abstract
- Abstract Employer brand is a tool which establishes an organization’ identity as an employer in view of current and potential employees. This brand enables organizations to attract the best workforce and retain them properly to the last stages of their career.Being a new subject in Iranian's business world, the current study seeks to check the effect of the employer brand on three main outcomes of this type of brand including attraction, retention and labor productivity. Accordingly, conceptual model can be designed into two separated parts. Target population in this study is considered the University of Tehran. In internal consequences part of employer brand, the members of faculty of this university were selected as the statistical population. Besides, the M.A and Ph.D. students wanting to apply as a member of faculty in University of Tehran were selected in external consequences part. Sampling in the faculty was carried out in two stages. In the first stage, sampling was carried out through cluster sampling by choosing three colleges including College of Farabi, College of Aboureihan and Technical College and a faculty including faculty of Management. Then, in the second stage, members were selected through the non-probability sampling and on the availability basis. On the other hand, in the students group we divided the students into three clusters includeing students of University of Tehran, students of other universities in Tehran and students of other cities’ colleges , in the first stage. Then, in the second stage, members were selected through the non-probability sampling and on the availability basis. The data collection tool was questionnaire. In sum, 308 questionnaires were completed overall which 86 were from the faulty members and 222 were from students. In order to analyzing the data the structural equation modeling is used. The results of the analysis show that the employer brand attractiveness has a meaningful effect on attraction, retention and labor productivity. In analyzing the internal consequences part two hypotheses of the proposed hypotheses were not confirmed in the studied population. The organizational commitment of the faculty members of Tehran University doesn't have any meaningful effect on the retention. In addition, their job satisfaction doesn't have any meaningful effect on their productivity. However, all of the hypotheses of the external consequences part were confirmed. On the other side, in both statistical Populations, the employer brand attractiveness was tested through the Friedman test. The results affirm that there is a difference in prioritizing the attractiveness of the employer brand of the University of Tehran between the members of faculty and M.A and Ph.D. students applying for the membership of faculty. Finally, according to the results some suggestions are presented. Keywords: Employer brand, the dimensions of the employer brand attractiveness, Attraction, Retention, Labor productivity.
