Mohammadbagher Faghih; Mohammadali Sarlak
Abstract
Organizational vitality is very important in achieving the goals of organizations and identifying its various dimensions can help organizations to create and strengthen it. Considering the rationale of the three-pronged model in the study of phenomena, this study was conducted with the aim of "providing ...
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Organizational vitality is very important in achieving the goals of organizations and identifying its various dimensions can help organizations to create and strengthen it. Considering the rationale of the three-pronged model in the study of phenomena, this study was conducted with the aim of "providing a three-pronged framework for organizational vitality." In this research, the Meta-synthesis method has been used to achieve a deep understanding of organizational vitality. First, based on a protocol with 4 criteria, articles were searched in the field of organizational vitality and its constructive factors, and then, by validating the selected articles, finally 29 articles were finalized and the constructive factors of organizational vitality were extracted in them. Finally, the building blocks of organizational vitality have been organized in three dimensions: content, context and structure. Structural dimensions of organizational vitality such as improving work rules and regulations, improving organizational structure and more flexible structures, uplifting structural mechanisms, strategic human resource management, high employee performance and productivity, etc. content (behavioral) dimensions Organizational vitality dimensions such as optimism for the future, extraversion, physical and mental health, trust between managers and employees, conflict management, positive thinking, increasing the level of employee belonging, using a flexible structure, etc. and finally Dimensions of organizational vitality including organizational culture of interaction, efforts to change organizational culture with a happy and dynamic approach, fit of employees' culture with organizational culture, culture of flexibility and adaptation, interest in work, etc. have been identified. This framework can be used as a new framework in the field of three-dimensional framework (context, content and structure) of organizational vitality after validation and testing among different organizations.
