طراحی الگوی اقتضایی دورکاری متناسب بافرهنگ‌های سازمانی، راه‌حلی جهت ارتقا بهره‌وری (مورد مطالعه: کارکنان و مدیران با سابقه اجرای دورکاری در بخش دولتی ایران)
محورهای موضوعی : مدیریت بازرگانی
غلامرضا کاشانی
1
,
رضا نجف بیگی
2
,
ناصر میرسپا سی
3
1 - دانش‌آموخته دکتری مدیریت دولتی،گروه مدیریت دولتی، واحد علوم و تحقیقات تهران، دانشگاه آزاداسلامی، تهران، ایران
2 - استاد،گروه مدیریت دولتی،واحدعلوم وتحقیقات تهران،دانشگاه آزاداسلامی،تهران،ایران)
3 - استاد، گروه مدیریت دولتی، واحدعلوم و تحقیقات تهران، دانشگاه آزاد اسلامی،تهران، ایران
کلید واژه: دورکاری, فرهنگ سلسله مراتبی, فرهنگ قبیله‌ای, فرهنگ بازار, فرهنگ ادهوکراسی, نیروی کار سیار, مقیاس‌گذاری چندبعدی,
چکیده مقاله :
مدل و نتایج پژوهش‌های پیشین متناسب با چهار نوع فرهنگ سازمان، چهار نوع دورکاری مفروض گردیده است. ازطریق مطالعه مبانی موضوع، ابعادی که در شکل‌گیری انواع دورکاری نقش دارند به مدل مفهومی تحقیق اضافه شد و با استفاده از فن دلفی تناسب آن‌ها با شرایط سازمان‌های ایران در طی دو مرحله از خبرگان عمل‌گرا وعلمی دورکاری مورد نظرسنجی قرار گرفت. برای تخصیص شاخص‌های انواع دورکاری، با استفاده از پرسش نامه از جامعه آماری مشتمل بر افراد باسابقه دورکاری، مدیران دورکار و جامعه علمی مرتبط با حوزه دورکاری، تشابه هریک از شاخص‌های ابعاد، با انواع فرهنگ‌سازمانی مورد قضاوت قرار گرفت و داده‌های تشابه به دست آمد. داده‌های به‌دست‌آمده با استفاده از فن مقیاس‌گذاری چند بعدی از طریق نرم‌افزار SPSS مورد تحلیل قرارگرفت که چهار نوع دورکاری با استفاده از ماتریس فاصله و تعیین مختصات هر یک از شاخص‌ها روی ابعاد زیر بنایی مدل ارزش‌های رقابتی (بعدکنترل- انعطاف و تمرکز بر درون-تمرکز بر بیرون سازمان) به دست آمد. جمع‌آوری داده‌ها با پرسش نامه و نمونه‌گیری از طریق گلوله برفی انجام شد. نتایج نشان داد فرهنگ‌سازمانی شیوه اجرای دورکاری را تحت تأثیر قرار می‌دهد و دورکاری یک سازه چند بعدی است که شکل دقیق اجرای آن بستگی به موقعیت دارد. این امر ضرورت اصلاحات دورکاری در نحوه اجرا به‌منظور بهره‌گیری از مزایای آن در سازمان‌های کشور از منظری بوم شناسانه را محرز می‌نماید.
Based the results of previous research studies, four types of teleworking were proposed that were assumed to be compatible with the four organizational cultures. Via a rich literature review, the factors involved in the formation of teleworking were added to the conceptual model and their congruence with the Iranian organizations were measured through two stages of pragmatic and scientific talent via the Delphi technique. The telework industry indicators were determined via a questionnaire that was administered to a snowball sample selected from the population of experienced teleworkers, teleworker managers, and the scientific community that is normally associated with teleworking. Comparison of the similarity of each aspect of the factors with types of organizational cultures supported the similarity among them. The research data were analyzed using SPSS software and the Multidimensional Scaling Technology rendering four types of teleworking based on the distance matrix and determining the coordinates of each of the indicators on the dimensions of the model of competitive values model (control dimension - flexibility and focus on intraocularization outside the organization). The results showed that organizational culture significantly influences the way teleworking works, and that teleworking is a multi-dimensional structure whose precise execution depends on the context. This implies the necessity of telecommunication modalities to be implemented in order to take advantage of the organization from an ecological point of view.
Allen, G., & Griffeth, W. (2003), The Impact of Telecommuting Designon social Systems, Self Regulation and Role Boundaries. Reaserch and Human Resources Management, 22, 125-163.
Alvani, M. (1996), Public Management. Tehran: Ney Publishers, (In Persian).
Bailey, D., & Kurland, N. (2002), A Review of Telework Research: Finding, New Direction, and Lesson for the Study of Modern Work. Journal of Organization 23, 383-400.
Baruch, Y. (2001), The Status of Research on Teleworking and Agenda for Future Research. International Journal of Management Revies, 3, 113-129.
Bui, T., & Higa, K. (2015), Beyond Telecommuting: Organizational Suitability of Different modes of Telework. Available in: http://www.researchgate.net/publication.
Caillier, j. (2013), Does Teleworking Affect Managing for Result and Constructive Feedback? A Research Note. Canadian Public Administration, 56(4), 638-654.
Clear, F., & Dickson, K. (2005), Teleworking Practice in Small and Medium-Sized Firms: Management Style and Worker Autonomy, New Technology, Work and Employment, 20(3), 218- 229.
Clemmons, D., & Crauth, M. (2012), Manage Mobile Workforce, Leadership, Structure and Maintain Virtual Groups. By: N. M. Sepazi & L. Rahmanpour, Tehran: Mir, (In Persian).
Daniels, K., & Almond, D. (2001), Teleworking: Frameworks for Organizational Research. Journal of Management Studies, 38(8).
Di Martino, V. (2003), Teleworking. By: M. Mustafa, Tehran: Labor and Social Security Institute, (In Persian).
Habibi, A., Sarafraz, R., & Izadyar, S. (2014), Delphi Technique Theoretical Framework in Qualitative Research, 3, 8-13.
Faqihi, A. H., & Jahanyar, B. S. (1999), Pluralism in Research Methodology in Organizational Research. 21-22, (In Persian).
Fathiyan, M., & Jahani, A. (2011), Examination of Barriers Affecting the Realization of Telework in the Country. Daneshvar Management Behavior and Progress, 18, (In Persian)
Haghighi kaffash, M., Almasifard, M., & Bamdadsufi, J. (2015), Investigating Human Resource Activities Affecting Perceived Productivity of Teleworkers: Ministry of Cooperatives, Labor and Social Welfare.Productivity management, 8(31), 7-35, (In Persian).
Harrington, J., & Santiago, J. (2006), Organizational Culture and Telecommuters Quality of Worklife and Professional Isolation, Communication of the Iima, 6.
Hassanzadeh, A. (2014), Deployment and Teleworking Development Pattern with System Dynamical Approach. Human Resource Management Research at Imam Hossein University, 6(1), (In Persian).
Hazratileylan, A., & Khadivi, A.(2011), The Effect of Information and Communication Technology (Electronic City) on the Physical Structure of the City from the Perspective of Employees in the 1st District of Tabriz. Productivity Management, 3(12), 135-157, (In Persian).
Hejazi, E., & Naghsh, Z.(2014), Multidimensional Scaling and Its Usefulness in Different Areas of Psychology. Quarterly Journal of Educational Measurement, 4(13), 170-189, (In Persian).
Higa, K., & Wijayanayake, J. (1998), Telework in Japan: Perception and Implementation. Tokyo: Institute of Technology.
Higa, K., Sivakumar, V., & Yen, J. (1996), Comparison of Telework in the Us and Japan: A Culture Contingency Model.
Karimi, P. (2011), Investigating the Influence of Information and Communication Technology on Telework Success (A Survey on Cultural Heritage, Arts and Tourism Organization). Master's thesis. Tehran: Tarbiat Modares University, (In Persian).
Lamond, D., Daniels, K. & Standen, P. (2003), Teleworking and Virtual Organization: The Human Impact, the New Workplace: A Guide to the Human Impact of Modern Working Practices. 11, 197- 215.
Manian, A. (2011), Virtualization and Its Role in Telephony: Moving from a Traditional Organization to Virtual Organization. Proceedings of the National Conference on Telework in the Administrative System, Challenges and Solutions, (In Persian).
Matlabi Varkani, A., Taghipour, E., & Ali Mohammadpour, A. (2017), Investigating the Impact of Management Information Systems on Production in the Global Class of Organizations with the Intermediate Role of Organizational Productivity. Productivity Management, 11(42), 61-79, (In Persian).
Memarzadeh Tehran, G. R., & Abol Moali, F. S. (2012), Impact of Telework on the Performance of Employees of the Ministry of Cooperatives, Labor and Social Welfare. Management Research. 23(97),1-10, (In Persian).
Mokhtarian, L., & Sato, K. (1994), A Comparison of the Policy Social and Culture Context for Tele Commuting in Japan and the United States. Social Science Computer Review, 12(4).
Najaf Beigi, R. (2007), Organization and Management. Tehran: Terme, (In Persian).
Prez, M. A., Sanchez, P., Carnicer, Jimenez, M. (2005), The Synergism of Teleworking and Information and Communication Technologies. Journal of Interprise Information Management, 18.
Peters, P., & dulk, L. (2003), Cross Culture Differences in Managers Support for Home-Based Telework. International Journal of Cross Culture Management, 3, 329- 346.
Quinn, E., & cooper, B. (1993), Implication of the Competing Values Framework for Management Information System. Human Resource Management, 1, 175- 201.
Rabiei, A.(2013), The Relationship of Telework with the Improvement of the Balance between Social Work in the Ministry of Labor Cooperative and Social Welfare. Social Welfare. 13(51), 51-102, (In Persian).
Sanches, Z., Prez, M., Carnicer, P., & Jimenez, M. (2007),Telework Human Resource Flexibility and Firm Performance. New Technology, Work and Employment, 22(3).
Seyyed Javadin, S. R. (2013), Human Resource Planing. Tehran: negahe danesh, (In Persian).
Shahbaz Moradi, S. (2011), Scaling of Affiliated Organizations of National Iranian Oil Company on the Basis of Job Satisfaction, Organizational Commitment and Employee's Civil Behaviors, 3(10), 105-119, (In Persian).
Taghvaei, R. (2016), Provide an Infrastructure Model for Human Resource Management Commensurate with Telework in Iranian Government Organizations. PhD Thesis, Tehran: Islamic Azad university science and research Branch, (In Persian).
Tahavori, Z. (2015), Review the Views of the Staff of the Directorate General for Processing and Organizing the National Library of the Islamic Republic of Iran on the Advantages and Disadvantages of Telework. Journal of Information Processing and Management, (In Persia
_||_Allen, G., & Griffeth, W. (2003), The Impact of Telecommuting Designon social Systems, Self Regulation and Role Boundaries. Reaserch and Human Resources Management, 22, 125-163.
Alvani, M. (1996), Public Management. Tehran: Ney Publishers, (In Persian).
Bailey, D., & Kurland, N. (2002), A Review of Telework Research: Finding, New Direction, and Lesson for the Study of Modern Work. Journal of Organization 23, 383-400.
Baruch, Y. (2001), The Status of Research on Teleworking and Agenda for Future Research. International Journal of Management Revies, 3, 113-129.
Bui, T., & Higa, K. (2015), Beyond Telecommuting: Organizational Suitability of Different modes of Telework. Available in: http://www.researchgate.net/publication.
Caillier, j. (2013), Does Teleworking Affect Managing for Result and Constructive Feedback? A Research Note. Canadian Public Administration, 56(4), 638-654.
Clear, F., & Dickson, K. (2005), Teleworking Practice in Small and Medium-Sized Firms: Management Style and Worker Autonomy, New Technology, Work and Employment, 20(3), 218- 229.
Clemmons, D., & Crauth, M. (2012), Manage Mobile Workforce, Leadership, Structure and Maintain Virtual Groups. By: N. M. Sepazi & L. Rahmanpour, Tehran: Mir, (In Persian).
Daniels, K., & Almond, D. (2001), Teleworking: Frameworks for Organizational Research. Journal of Management Studies, 38(8).
Di Martino, V. (2003), Teleworking. By: M. Mustafa, Tehran: Labor and Social Security Institute, (In Persian).
Habibi, A., Sarafraz, R., & Izadyar, S. (2014), Delphi Technique Theoretical Framework in Qualitative Research, 3, 8-13.
Faqihi, A. H., & Jahanyar, B. S. (1999), Pluralism in Research Methodology in Organizational Research. 21-22, (In Persian).
Fathiyan, M., & Jahani, A. (2011), Examination of Barriers Affecting the Realization of Telework in the Country. Daneshvar Management Behavior and Progress, 18, (In Persian)
Haghighi kaffash, M., Almasifard, M., & Bamdadsufi, J. (2015), Investigating Human Resource Activities Affecting Perceived Productivity of Teleworkers: Ministry of Cooperatives, Labor and Social Welfare.Productivity management, 8(31), 7-35, (In Persian).
Harrington, J., & Santiago, J. (2006), Organizational Culture and Telecommuters Quality of Worklife and Professional Isolation, Communication of the Iima, 6.
Hassanzadeh, A. (2014), Deployment and Teleworking Development Pattern with System Dynamical Approach. Human Resource Management Research at Imam Hossein University, 6(1), (In Persian).
Hazratileylan, A., & Khadivi, A.(2011), The Effect of Information and Communication Technology (Electronic City) on the Physical Structure of the City from the Perspective of Employees in the 1st District of Tabriz. Productivity Management, 3(12), 135-157, (In Persian).
Hejazi, E., & Naghsh, Z.(2014), Multidimensional Scaling and Its Usefulness in Different Areas of Psychology. Quarterly Journal of Educational Measurement, 4(13), 170-189, (In Persian).
Higa, K., & Wijayanayake, J. (1998), Telework in Japan: Perception and Implementation. Tokyo: Institute of Technology.
Higa, K., Sivakumar, V., & Yen, J. (1996), Comparison of Telework in the Us and Japan: A Culture Contingency Model.
Karimi, P. (2011), Investigating the Influence of Information and Communication Technology on Telework Success (A Survey on Cultural Heritage, Arts and Tourism Organization). Master's thesis. Tehran: Tarbiat Modares University, (In Persian).
Lamond, D., Daniels, K. & Standen, P. (2003), Teleworking and Virtual Organization: The Human Impact, the New Workplace: A Guide to the Human Impact of Modern Working Practices. 11, 197- 215.
Manian, A. (2011), Virtualization and Its Role in Telephony: Moving from a Traditional Organization to Virtual Organization. Proceedings of the National Conference on Telework in the Administrative System, Challenges and Solutions, (In Persian).
Matlabi Varkani, A., Taghipour, E., & Ali Mohammadpour, A. (2017), Investigating the Impact of Management Information Systems on Production in the Global Class of Organizations with the Intermediate Role of Organizational Productivity. Productivity Management, 11(42), 61-79, (In Persian).
Memarzadeh Tehran, G. R., & Abol Moali, F. S. (2012), Impact of Telework on the Performance of Employees of the Ministry of Cooperatives, Labor and Social Welfare. Management Research. 23(97),1-10, (In Persian).
Mokhtarian, L., & Sato, K. (1994), A Comparison of the Policy Social and Culture Context for Tele Commuting in Japan and the United States. Social Science Computer Review, 12(4).
Najaf Beigi, R. (2007), Organization and Management. Tehran: Terme, (In Persian).
Prez, M. A., Sanchez, P., Carnicer, Jimenez, M. (2005), The Synergism of Teleworking and Information and Communication Technologies. Journal of Interprise Information Management, 18.
Peters, P., & dulk, L. (2003), Cross Culture Differences in Managers Support for Home-Based Telework. International Journal of Cross Culture Management, 3, 329- 346.
Quinn, E., & cooper, B. (1993), Implication of the Competing Values Framework for Management Information System. Human Resource Management, 1, 175- 201.
Rabiei, A.(2013), The Relationship of Telework with the Improvement of the Balance between Social Work in the Ministry of Labor Cooperative and Social Welfare. Social Welfare. 13(51), 51-102, (In Persian).
Sanches, Z., Prez, M., Carnicer, P., & Jimenez, M. (2007),Telework Human Resource Flexibility and Firm Performance. New Technology, Work and Employment, 22(3).
Seyyed Javadin, S. R. (2013), Human Resource Planing. Tehran: negahe danesh, (In Persian).
Shahbaz Moradi, S. (2011), Scaling of Affiliated Organizations of National Iranian Oil Company on the Basis of Job Satisfaction, Organizational Commitment and Employee's Civil Behaviors, 3(10), 105-119, (In Persian).
Taghvaei, R. (2016), Provide an Infrastructure Model for Human Resource Management Commensurate with Telework in Iranian Government Organizations. PhD Thesis, Tehran: Islamic Azad university science and research Branch, (In Persian).
Tahavori, Z. (2015), Review the Views of the Staff of the Directorate General for Processing and Organizing the National Library of the Islamic Republic of Iran on the Advantages and Disadvantages of Telework. Journal of Information Processing and Management, (In Persia