ارائه الگوی مدیریت عملکرد اجتماعی سازمان‌های دولتی مورد مطالعه: شهرستان نجف‌آباد اصفهان
محورهای موضوعی : مدیریت دولتی
مهدی مطهری
1
(دانشجوی دکتری گروه مدیریت دولتی، واحد خوراسگان، دانشگاه آزاد اسلامی، اصفهان، ایران)
ایرج سلطانی
2
(دانشیارگروه مدیریت دولتی، واحدخوراسگان، دانشگاه آزاد اسلامی، اصفهان، ایران)
حمید دوازده امامی
3
(دانشیار گروه مدیریت فرهنگی، واحد خوراسگان، دانشگاه آزاد اسلامی، اصفهان، ایران)
کلید واژه: عملکرد, سازمان‌های دولتی, مدیریت عملکرد, عملکرد اجتماعی,
چکیده مقاله :
یکی از عوامل کلیدی بقای دولت‌ها در جهان امروز ارتقای پیوسته مدیریت عملکرد در این سازمان‌ها است به‌نحوی‌که سازمان‌های دولتی هرچه در زمینه نوآوری مدیریت عملکرد از حیث پاسخگویی به نیازهای مختلف اجتماع غنی‌تر عمل نمایند اسباب ایجاد رشد و کمال توسعه‌سازمانی را فراهم خواهند نمود. الگویی در زمینه مدیریت عملکرد اجتماعی در سازمان‌های دولتی وجود نداشت، لذا این پژوهش با هدف طراحی الگوی توصیف‌شده انجام گردید. پس از تأیید مدل با استفاده از تکنیک دلفی و بهره‌گیری ازنظر خبرگان در دو دور رفت‌وبرگشت با اجماع بیش از 80 درصد، مدل ارائه گردید، درنهایت 10 بعد اصلی،39 مؤلفه به‌عنوان گویه‌های مدل استخراج گردید. سپس توسط 16 نفر از خبرگان علمی و دانشگاهی آزمون شد و مورد تأیید قرار گرفت. تحقیق حاضر ازنظر هدف توصیفی و ترکیبی، از نظر نتیجه، کاربردی و از نظر نوع داده ترکیبی (کمی و کیفی) است. جامعه هدف تحقیق سازمان‌های اداری نظام دولتی مستقر در شهرستان نجف‌آباد اصفهان بود. بخش کمی به‌وسیله، 94 پرسشنامه محقق ساخته از مدیران عالی و ارشد دستگاه‌های اجرایی تکمیل و جمع‌آوری شد. درنهایت برای تحلیل داده‌ها از روش تحلیل عاملی تأییدی با استفاده از نرم‌افزار SPSS و Smart_PLS استفاده شد. بار عاملی تمامی گویه‌ها بالاتر از 4/0 به دست آمد. لذا پایایی مدل از وضعیت مطلوبی برخوردار بود. هدف پژوهش ارائه مدلی برای سازمان‌های دولتی است که سبب تاب‌آوری در پاسخگویی اجتماعی و تعالی سازمان‌های دولتی در بهره‌وری بوده است.
One of the key factors for the survival of governments is constant promotion of performance management in their organizations. This means that if governmental organizations sufficiently respond to different needs of the society, they provide the basics for organizational development and growth. Since there was no model in the context of social performance management in governmental organizationsthis study aims to design this model. After approving the model using Delphi technique as well as gaining the opinions of experts in two intervals with over 80% agreement, the model was presented. Next, 10 major dimensions, 39 components, and 136 indexes were extracted as model items. Then, the model was tested by the panel of experts and it was approved. In terms of objective, result, and data, this study is descriptive and applied using both quantitive and qualitative data. The population of this study included governmental organizations of Najaf Abad. In the quantitative section, 94 researcher-made questionnaires were distributed among senior executives. Finally, for data analysis, confirmatory factor analysis and SPSS and Smart-PLs were used. The factor loadings of all items were above 0.4; therefore, the model was reliable. The objective was to present a model for governmental organizations to promote resilience in social accountability and excellence of governmental organizations in productivity.
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_||_Akbari,F.& Mahmoudi,M.& Arab,M. & Maleki,M. Kokbaye Soghi, F.(2006) ,Realization of the goals of the program of the development of the administrative system in the medical sciences universities of the Brigade of a group A in the Third Plan of Economic and Cultural Development of Iran. Journal of Health Management Research, 23, 68 [In Persian]
Asghari Yalaghoz Aghaji, A & Mohseni Zonouzi, S.(2014), The role of government in the evolution of the country's administrative system Economic Journal- N,6 & 5, 54-41 [In Persian]
Corbribent,J & Laughlin,R.(2009).Performance managemet systems: A conceptual model , Management Accounting Research, 20(4), 283-295
Dehghani saieazdi, M.&Saleh Olaya, M. & Kiani, B.& Kandarian,K.(2008). Analysis of EFQM Excellence Model Using Dynamic Systems, Journal of Management Science,3(12), 65-82. [In Persian]
Hadizadeh Moghaddam, A. (20016). Dual Models of Power Analysis and Organizational Policy, Quarterly Journal of Improvement Management Studies. 23-24, 176-159 [In Persian]
Harmon, P .(2015). Process Vetsus Functional Thinking, Business Proscess Management, ALL RIGTHS RESETVED, 16.
Hasanpour, K.& Ramze ghuian,gh. (2013), Investigating the relationship between employee turnover and performance at the Ministry of Economics and Finance. Economic Magazine,3 & 4 , 48,33[In Persian]
Jonker,J. (2002), Quality beyond the enterprise, Measuring Business Excellence , 6 (3) . 31, 35.
Khalil,T.(2004). Technology Management Success Key in Competition and Creating Wealth.Tehran, Office of Cultural Research[In Persian].
Khalili, K. & Soltani, A.& Nafar, m. (2015) ,Identification of components and indicators of team performance in Iranian government agencies. Governmental Administration,1, 55, 70[In Persian].
Klautzsch, E. A.(2017) , Social Media Performance Management leveraging Social Interactions along the customer journey .DISSERTATION of the university of ST.Gallen .School of Management Economics, Law,Social Sciences and International Affaris,18, 2 ,32.
Mir Sapasi ,N.& Mamarzadeh, kh.& Najaf Beigi,M.& Ali Zadeh,M. (2013). Introducing the pattern of government agencies, seasonal management of government agencies,2, 53-70. [In Persian].
Moauro A. (2017).Rating of Social Performance Management of Microfinance Institutions and Cooperative Banke, SWISS CAPACITY BUIDING FACILTY – SCBF, 1-16.
Namazzi, M. (2014),SPI4 Indicat Corresponding to Essntial .The business of Doing Good,2.
Nelarine,c & Larraine , G & Shaun , T.(2000).Managers Leading Diversity For Business Excellence – Journal of General Management, 25 .3, 69-78.
Pilbeam,S & Corbridge, M. (2006). People Resourcig Ccntemporary HRM in practice , London.Pearson Education Limited, 1-624.
Sepsis, S.& Rajab Zadeh, A.& Rezaiat, m. (2006) , Designing a Social Audit Model Using Structural Equation Method. Audit Knowledge,16(65), 97-119. [In Persian].
Simanowitz, A. (2015).Mentoring Social Performance Management: Guidelines for mentors supporting financial institutions to analyse, prioritize, and ensure implementation of social performance management, OIKO CREDIT investing in people.MENTOR GUIDE, 1-45.
Wroth ,D & Balmes,M & Bejnarowic,Z & Dan.Pasha.M.(2014). UNDER WRITERL ABORA TORIESINC.CASE STUDY.Transformational Change – Making,15, 1.14.
Yavari, Vahid & Zahedi, Shams al-Sadat. (2013). Designing a Conceptual Model of Organizational Performance Management for Public and Nonprofit Organizations, Strategic Management Thought, Volume 7(13), 79,122 [In Persian]
Zamani Mazdeh, Mehdi & Miemandi, Mahmoudi & Miemandi, Mohammad & Karimi Gowaraki & Mohammad, Hassan & Sarvar, Mojtaba. (2013) Presentation of Strategic Model for Organizational Performance Evaluation Based on Logic Model, Journal of Innovation Management Research, 1 ,100 ,71[In Persian