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

نوع مقاله : پیمایشی

نویسندگان

1 دانشیار، گروه مدیریت، دانشگاه ایلام، ایلام، ایران.

2 کارشناسی ارشد، گروه مدیریت، دانشگاه ایلام، ایلام، ایران.

3 کارشناسی ارشد، گروه مدیریت، دانشگاه ایلام، ایلام، ایران

چکیده

شایسته‌هراسی ازجمله بیماری‌های سازمانی در سازمان‌های دولتی است که فرایند انتصاب مطلوب را با مشکل مواجه ساخته است. بنابراین، هدف پژوهش حاضر طراحی الگوی شایسته‌هراسی مدیران سازمان‌های دولتی استان لرستان است. پژوهش حاضر از نظر ماهیت و روش، کیفی از نوع نظریه داده‌بنیاد است. مشارکت‌کنندگان در پژوهش مدیران سازمان‌های دولتی استان لرستان بودند. گردآوری داده‌ها از طریق نمونه‌گیری هدفمند با 20 نفر از مدیران با استفاده از مصاحبه نیمه ساختاریافته انجام شد. در فرایند گردآوری و تحلیل اطلاعات از روش نظریه داده‌بنیاد اشتراوس و کوربین استفاده و تعداد 45 مفهوم و 6 مقوله اصلی از درون گفته‌های مشارکت‌کنندگان استخراج شد. نتایج پژوهش نشان می‌دهد، شرایطی همانند، ضعف سیستم جانشین‌پروری، ترس از دست دادن جایگاه، نظام‌های سنتی مدیریت، کوته‌فکری، حزب‌سالاری، نبودن کارراهه شغلی شایسته‌پرور موجب پدیده شایسته‌هراسی مدیران می‌شود و عواملی ازجمله: رقابت‌های ناسالم، سیاست‌زدگی، حرص و طمع، فرهنگ رابطه‌مداری، تبارگماری، زمینة شایسته‌هراسی مدیران را فراهم می‌سازند. براساس یافته‌های پژوهش، حقوق و مزایا، خودخواهی، وابستگی به قدرت، منفعت‌طلبی این پدیده را تعدیل می‌کنند که منجر به پیامدهای همانند کوتوله‌پروری، کاهش سرمایه دانش و مهارت برای آینده، کاهش کارایی و اثربخشی، دل‌زدگی شغلی، تخریب وجهه اجتماعی مدیر، افزایش ترک خدمت داوطلبانه کارکنان، کاهش خلاقیت سازمانی، عدم پیشرفت سازمان شده است. در نهایت الگوی پژوهش توسط خبرگان به تأیید رسید.

کلیدواژه‌ها

عنوان مقاله [English]

Designing a Merit-Phobia Model of the Managers of Public Organizations

نویسندگان [English]

  • Ardeshir Shiri 1
  • Atefeh Seify 2
  • Zahra Heydarnezhad 3

1 Associate Professor, Department of Management, Ilam University, Ilam, Iran.

2 M.Sc. Department of Management, Ilam University, Ilam, Iran.

3 M.Sc. Department of Management, Ilam University, Ilam, Iran

چکیده [English]

Merit phobia is considered one of the organizational diseases in governmental organizations, which has hindered the favorable appointment process. Therefore, the purpose of this study was to design a managers' merit-phobia model in public organizations in Lorestan province. The present study was qualitative using the grounded theory method. Participants in the study were managers of public organizations in Lorestan province. Data were collected by using semi-structured interviews with 20 managers who were selected through the purposive sampling method. In the process of data collection and analysis, the grounded theory proposed by Strauss and Corbin was adopted. Six main categories and 45 concepts were extracted from the interviews. The findings revealed that conditions such as the weakness of the succession system, fear of losing position, traditional management systems, narrow-mindedness, partisanship, and lack of a decent career path cause the phenomenon of managers' merit-phobia. Factors such as unhealthy competition, politicization, greed, a relationship-oriented culture, and nepotism provide a background for managers' merit phobia. According to the findings, salaries and benefits, selfishness, dependence on power, and utilitarianism mediate this phenomenon, which leads to consequences such as dwarfism, reduced investment of knowledge and skills for the future, reduced efficiency and effectiveness, job boredom, degradation of the manager's social reputation, increased the employee voluntary leave, reduced organizational creativity, and lack of organizational progress. Finally, the study model was approved by experts.

کلیدواژه‌ها [English]

  • Merit-Phobia
  • Managers’ Merit-Phobia
  • Public Organizations
  • Grounded Theory
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