ارائه الگوی مخالفت سازمانی در دانشگاه

قاسمی اسفهلان, لیلا; حسن‌پور, اکبر; جعفری نیا, سعید; عبدالهی, بیژن

doi:10.30473/ipom.2024.68955.4882

نوع مقاله : اکتشافی

نویسندگان

¹ دانشجوی دکتری، گروه مدیریت رفتارسازمانی، دانشگاه خوارزمی؛ مربی، گروه مدیریت، دانشگاه پیام نور، تهران، ایران.

² دانشیار،گروه آموزشی مدیریت منابع انسانی و کسب و کار، دانشگاه خوارزمی، تهران، ایران.

³ دانشیار، گروه آموزشی مدیریت منابع انسانی و کسب و کار، دانشگاه خوارزمی، تهران، ایران.

⁴ استاد، گروه آموزشی مدیریت آموزشی، دانشگاه خوارزمی، تهران، ایران.

https://doi.org/10.30473/ipom.2024.68955.4882

چکیده

امروزه مخالفت به‌راحتی در سازمان‌های مدرن رخ می‌‌دهد در نتیجه سازمان‌هایی که در آن مخالفت وجود دارد سالم‌تر هستند. هدف از این پژوهش ارائه الگویی برای مدیریت مخالفت سازمانی در دانشگاه‌های دولتی استان آذربایجان‌ شرقی است. روش پژوهش حاضر به صورت کیفی و مبتنی بر نظریه مبنایی کوربین و استراوس است. ابزار جمع‌آوری داده‌ها، مصاحبه نیمه ساختاریافته است. جامعه آماری پژوهش حاضر شامل 17 نفر از استادان و خُبرگان دانشگاهی بود که به روش نمونه‌گیری هدف‌مند بهصورت گلوله برفی انتخاب شدند. براساس یافته‌های پژوهش حاضر، پدیدۀ محوری در دو بُعد اصلی سازنده با کدهایی نظیر اختلاف‌نظر، زیرسؤال بردن سیاست‌ها یا شیوه‌های سازمانی به شکل اصولی، روحیه کمک‌کننده، اصلاحی و منطقی بودن نظرات ارائه شده و ...؛ در بُعد غیرسازنده با کدهایی مانند اختلاف‌نظر، زیرسؤال بردن سیاست‌ها یا شیوه‌های سازمانی به شکل غیرمنطقی، ارائه نظرات بازخوردی منفی و مغرضانه و .... شناسایی شد‌ه است. شرایط علّی اثرگذار بر مخالفت سازمانی به سه دسته عوامل فردی، مدیریتی و سازمانی - ارتباطی تقسیم شده است. عوامل مداخله‌گر شناسایی شده، به دو دسته کلی: فشارهای نگرشی درون‌سازمانی، فشارهای برون‌سازمانی تقسیم شده است. عوامل زمینه‌ای شناسایی شده عبارت است از: شرایط روان‌شناختی و دانشی، زمینه جمعیت‌شناختی، زمینه مذهبی، شرایط ارتباطی/ سازمانی، الگوی رفتاری و نگرشی مدیران و فرهنگ و جوسازمانی حاکم. پیامدهای شناسایی شده در این پژوهش عبارت است از: پیامدهای فردی و گروهی، سازمانی و فراسازمانی.

کلیدواژه‌ها

موضوعات

مدل سازی

عنوان مقاله [English]

To Present Organizational Dissent Model in The University

نویسندگان [English]

Leila Ghasemi esfahlan ¹
Akbar Nassanpoor ²
SAEED JAFARINIA ³
Bijan Abdollahi ⁴

¹ h.D, Candidate, Department of Organizational Behavior Management, Kharazmi University, Instructor, Department of public Management, Payame Noor University, Tehran, Iran.

² Associate, Professor, Department of HRM, Kharazmi University, Tehran, Iran.

³ Associate, Professor, Department of HRM, Kharazmi University, Tehran, Iran.

⁴ Professor, Department of Education Management, , Kharazmi University, Tehran, Iran.

چکیده [English]

Today, dissent occurs easily in modern organizations, as a result, organizations where there is dissent are healthier. The purpose of this research is to present a model for managing organizational dissent in public universities of East Azerbaijan province. The present research method is qualitative and based on the basic theory of Corbin and Strauss. The data collection tool is a semi-structured interview. The statistical population of the present study included 17 university professors and journalists who were selected by purposeful snowball sampling. Based on the findings of the present research, the central phenomenon in two main constructive dimensions with codes such as: disagreement, questioning policies or organizational practices in a principled way, spirit of helping, correction and rationality of the opinions presented. and...; In the non-constructive dimension with codes like: disagreement, questioning policies or organizational practices in an irrational way, providing negative and biased feedback, etc. Causal conditions affecting organizational dissent are divided into three categories: individual, managerial, and organizational-communicative factors. The identified intervening factors are divided into two general categories: intra-organizational attitudinal pressures, extra-organizational pressures. Identified background factors are: psychological and knowledge conditions, demographic background, religious background, communication/organizational conditions, managers' behavioral and attitudinal patterns, and the prevailing organizational culture and atmosphere. The consequences identified in this research are: individual and group, organizational and extra-organizational consequences.

کلیدواژه‌ها [English]

Organizational Dissent
Constructive organizational Dissent
Organizational Dissent in University
Organizational Dissent Strategies

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مدیریت سازمان‌های دولتی

ارائه الگوی مخالفت سازمانی در دانشگاه

مراجع

مراجع

دوره 12، شماره1 (پیاپی 45) - شماره پیاپی 45
دی 1402
صفحه 73-88

ارائه الگوی مخالفت سازمانی در دانشگاه

مراجع

مراجع

دوره 12، شماره1 (پیاپی 45) - شماره پیاپی 45دی 1402صفحه 73-88

دوره 12، شماره1 (پیاپی 45) - شماره پیاپی 45
دی 1402
صفحه 73-88