با همکاری مشترک دانشگاه پیام نور و انجمن مدیریت دولتی ایران و انجمن مدیریت رفتار سازمانی

نوع مقاله : اکتشافی

نویسندگان

1 دانشجوی دکتری، گروه مدیریت دولتی، واحد اصفهان (خوراسگان)، دانشگاه آزاد اسلامی، اصفهان، ایران.

2 دانشیار، گروه مدیریت دولتی، واحد اصفهان (خوراسگان)، دانشگاه آزاد اسلامی، اصفهان، ایران.

3 استادیار، گروه مدیریت دولتی، واحد اصفهان (خوراسگان)، دانشگاه آزاد اسلامی، اصفهان، ایران.

چکیده

هدف پژوهش حاضر نوع‌شناسی رفتار سازمانی کارکنان ناخشنود سازمان‌های فرهنگی براساس ابعاد باورمندی و رفتار است که از منظر هدف، کاربردی از لحاظ شیوه گردآوری داده‌ها، آمیخته و از نظر راهبرد تحلیل، هرمنوتیک پدیدارشناسی و تکنیک کدگذاری باز است. نمونه‌گیری مرحله کمی تصادفی و ابزار مورد استفاده، پرسشنامه‌های باورمندی محقق‌ساخته، رضایت‌سنجی مینه‌سوتا (2000) و رفتار پویای اشفورد و بلک (1996) بود. در فاز کیفی نمونه‌ها هدفمند انتخاب و از مصاحبه نیمه‌باز براساس رهیافت نئوپوزیتیویستی استفاده شد. مطلوبیت ابزار فاز کیفی با استفاده از قابلیت اعتبار، انتقال، اتکای، تأیید و پایایی هم‌زمان، ره‌آورد و مشاهده اثبات شد. همچنین محاسبات آماری نشان داد ابزار کیفی از روایی و پایایی مطلوب برخوردار است. لذا، ابتدا ابزار کمی در اختیار 291 نفر نمونه قرار گرفت که از این تعداد 275 مورد تکمیل و بررسی‌های اولیه نشان داد، 130 نمونه حائز ویژگی‌های پژوهش هستند. بنابراین، در گروه‌های «باورمند فعال»، «باورمند منفعل»، «ناباورمند فعال» و «ناباورمند منفعل» طبقه‌بندی و سپس در فاز کیفی با 36 نمونه شاخص هر گروه مصاحبه و یافته‌ها نشان داد، کارکنان ناخشنود اگرچه دارای آوای سازنده سازمانی از نوع دگرخواهانه هستند، اما به دلیل درک نفاق و بی‌عدالتی گسترده سازمانی و نقض قرارداد روان‌شناختی، ضمن انتظار برای ظهور منجی، دچار احساس نبودن عزت‌نفس، ترور شخصیت و فلات‌زدگی محتوایی شغلی گشته و علی‌رغم توانایی رهبری افکار عمومی، به دلیل افول مشروعیت سازمان اقدام به انزوا و گوشه‌گیری تعمدی - تدافعی کرده و بدون احساس گناه دست به تخریب سازمان و رفتارهای منافقانه و ضد تولید پنهان کارانه می‌زنند.

کلیدواژه‌ها

عنوان مقاله [English]

Typology of Organizational Behavior of Dissatisfied Employees in Cultural Organizations based on the Believer Dimensions (Superficial/Deep) and Behavior (Active/Passive)

نویسندگان [English]

  • Amir Keyvanara 1
  • Akbar Etebarian 2
  • Ali Rashidpour 3

1 Ph.D Candidate, Department of Public Administration, Isfahan (Khorasgan) Branch, Islamic Azad University, Isfahan, Iran.

2 Associate Professor, Department of Public Administration, Isfahan (Khorasgan) Branch, Islamic Azad University, Isfahan, Iran

3 Associate Professor, Department of Public Administration, Isfahan (Khorasgan) Branch, Islamic Azad University, Isfahan, Iran.

چکیده [English]

The present study aims to typology the organizational behavior of dissatisfied employees of cultural organizations based on the belief and behavior dimensions. This study is applied in terms of purpose and is the mixed-mode in terms of data collection, and is phenomenological hermeneutics and open coding technique in terms of analysis strategy. Quantitative random sampling was used to select samples and researcher-made believer questionnaires, Minnesota Satisfaction Survey (2000), and Ashford and Black Dynamic Behavior (1996) were applied as research instruments. In the qualitative phase, the samples were purposefully selected and a semi-open interview based on the neo positivist approach was used. The validity of the quantitative instrument was confirmed using the capability of validity, transmission, reliance, validation, and reliability of simultaneous delivery, and observation. Statistical calculations also showed that the qualitative instrument has good validity and reliability. Therefore, at first, quantitative tools were provided to 291 samples, of which 275 were completed. Preliminary studies showed that 130 samples have the inclusion criteria who, then, were classified into "believer active", "believer passive", "unbeliever active", and "unbeliever passive" groups. The result of an interview with 36 samples showed that unsatisfied employees despite having a constructive voice of altruistic, due to the perception of organizational hypocrisy and pretense and violation of the psychological contract, While waiting for the Savior to appear, suffer from a lack of self-esteem, personality assassination, and job content desolation, and despite their ability to lead public opinion, they have deliberately isolated and defended itself due to the decline of the organization's legitimacy and without feeling guilty, secretly destroy the organization and hypocritical and show anti-production behaviors.

کلیدواژه‌ها [English]

  • Believer Organization
  • Unbeliever Organization
  • Active Behavior
  • Passive Behavior
  • Unsatisfied Employees
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