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

نوع مقاله : اکتشافی

نویسندگان

1 استادیار، گروه مدیریت منابع انسانی و کسب و کار، دانشگاه خوارزمی، تهران، ایران

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

3 دانشجوی دکتری، گروه مدیریت رفتار سازمانی، دانشگاه خوارزمی، تهران، ایران.

چکیده

امروزه به‌کارگیری افراد ناتوان و بی‌استعداد در مناصب بالای سازمان و واگذاری مدیریت بخش‌های مختلف سازمان به آنان، تهدیدی جدی برای بقای سازمان‌های دولتی و زمینه‌ساز ظهور پدیده‌ی کوتوله‌پروری در آن‌ها خواهد بود. لذا این پژوهش با هدف مفهوم‌پردازی کوتوله­پروری و شناسایی و رتبه‌بندی پسایندهای آن در سازمان‌های دولتی‌ با رویکرد فراترکیب انجام شد. در این پژوهش مفهوم‌پردازی کوتولهپروری به روش تشکیل و تحلیل شبکه معنایی به‌منظور شناسایی ابعاد مفهومی آن، در دو مرحله با استفاده از جملات کلیدی متون توصیف‌کننده فرد کوتوله یا سازمان کوتوله­پرور در 28 مطالعه منتخب انجام شد. شناسایی و رتبه‌بندی پسایندهای آن در سازمان‌های دولتی با رویکرد فراترکیب انجام شد. در این راستا پس از جستجو در پایگاههای علمی، ۷۴ مطالعه مرتبط استخراج و با بررسی آن‌ها عوامل پسایندی ناشی از کوتولهپروری شناسایی شدند و در نهایت با استفاده از روش آنتروپی شانون، وزندهی و رتبهبندی پسایندها صورت پذیرفت. نتایج حاصل از تحلیل شبکه معنایی کوتوله‌پروری حاکی از آن است که پدیده­ شایع کوتوله‌پروری در سازمان‌های امروزی، ریشه در چندین نظریه­ و مفهوم علمی مدیریتی از قبیل اصل خرده­پاها­، اثر منسانی­، سندرم گیاه بلند، رفتارهای سیاسی و بی­کفایتی توزیع شده دارد. همچنین یافته‌های حاصل از فراترکیب در این پژوهش نشان داد که کاهش عملکرد سازمان­، سرکوب کارکنان توانمند و سیاست­زدگی سازمانی از مهمترین عوامل پسایندی کوتوله­پروری هستند. ازجمله آثار این پژوهش ایجاد انگیزه و حساسیت در پژوهشگران نسبت به بررسی بیشتر چگونگی روند پیشرفت و تغییرات این معضل، جهت جلوگیری از اضمحلال و رفع موانع توسعه فردی و برقراری شایستهسالاری در سازمانها است.

کلیدواژه‌ها

عنوان مقاله [English]

Designing a Human Resource Flexibility Model for Government Organizations with a Meta-Synthesis Approach

نویسندگان [English]

  • Maryam Tehrani 1
  • Abar Hassanpoor 2
  • Roohallah Noori 1
  • Nafiseh Sohaniyan 3

1 Assistant Professor, Department of Human Resource Management and Business, Kharazmi University, Tehran, Iran

2 Associate Professor, Department of Human Resource Management and Business, Kharazmi University, Tehran, Iran.

3 Ph.D. Student in Organizational Behavior Management, Kharazmi University, Tehran, Iran.

چکیده [English]

Today, employing incompetent and untalented people in high positions of organization and entrusting them with the management of various departments will be serious threats to the survival of public organizations and the basis for the emergence of the phenomenon of dwarfism. This research aims to conceptualize dwarfism, identifying and ranking its consequences in public organizations with a meta-synthesis approach. The conceptualization of dwarfism by the method of forming and analyzing the semantic network was carried out in two stages by using key sentences of texts describing dwarfism in 28 selected studies. Identifying and ranking its consequences were done with a meta-synthesis approach. After searching in scientific databases, 74 related studies were extracted, and by examining them, the consequences of dwarfism were identified. Finally, by using the Shannon entropy method, the consequences were weighted and ranked. The results of the analysis of the semantic network of dwarfism indicate that the common phenomenon of dwarfism in today's organizations is rooted in several theories and scientific management concepts such as the petty principle, the similar-to-me effect, the tall poppy syndrome, Distributed incompetence, and political behaviors. The results of the meta-synthesis showed that the reduction of organizational performance, suppression of capable employees, and organizational politicization are the most important factors behind dwarfism. One of the effects of this research is to create motivation in researchers for further investigations of the progress to prevent decay, remove obstacles to individual development, and establish meritocracy in organizations.

کلیدواژه‌ها [English]

  • Dwarfism
  • The Similar to me Effect
  • The Petty Principle
  • Distributed Incompetence
  • Tall Poppy Syndrome
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