بررسی سیستم ارزشیابی عملکرد وتاثیر عوامل انگیزشی‌ـ فرهنگی مؤثر بر بهبود عملکرد کارکنان (مطالعه موردی در شرکت غله وخدمات بازرگانی منطقه 12کشور)
محورهای موضوعی : مدیریت بازرگانیهدایت اله سلطانی 1 , مجتبی پارسا نسب 2 , محمدمهدی رشیدی 3
1 - کارشناس ارشد مدیریت دولتی، واحد بروجر ،دانشگاه آزاد اسلامی،بروجرد،ایران
2 - کارشناس ارشد مدیریت دولتی واحد بروجر ،دانشگاه آزاد اسلامی،بروجرد،ایران
3 - دانش آموخته دکترای مدیریت آموزشی دانشگاه تهران / عضو هیات علمی وزارت علوم، تحقیقات وفناوری
کلید واژه: عملکرد کارکنان, ارزشیابی, عوامل انگیزشی &ndash, فرهنگی,
چکیده مقاله :
در این پژوهش که با شیوه توصیفی پیمایشی انجام شده است، پنج سئوال و دو فرضیه مطرح گردید و داده‌های تحقیق که حاصل اجرای پرسشنامه بر روی 90 نفر از کارکنان شرکت غله منطقه12 کشوراست با آزمون‌های تی، تحلیل واریانس، توکی، خی2و جانکهیر مورد تحلیل قرار گرفت. همچنین نتایج این تحقیق بیانگر آن است که ارزشیابی‌عملکرد بر عملکرد کارکنان شرکت غله منطقه12 کشورتاثیر داشته است و نیز نظام ارزشیابی فعلی از نظر کارکنان شرکت غله منطقه12 کشور، دارای پذیرش و مقبولیت می‌باشد. علاوه بر آن ترتیب اهمیت عوامل انگیزشی موثر بر عملکرد کارکنان شرکت غله منطقه12 کشور به‌صورت اولویت اول: عامل ماهیت‌شغل، اولویت‌دوم: عامل شناسایی، اولویت‌سوم: عامل مسئولیت، اولویت‌چهارم: عامل رشد وترقی، و اولویت پنجم: عامل موفقیت می‌باشد. همچنین ترتیب اهمیت عوامل فرهنگی موثر بر عملکرد کارکنان شرکت غله منطقه12 کشور به صورت اولویت اول: عامل نوآوری، اولویت دوم : عامل پایداری و ثبات، اولویت سوم: عامل توجه به کارکنان، اولویت چهارم: عامل توجه به نتایج، اولویت پنجم: عامل توجه به تیم، اولویت ششم: عامل توجه به جزئیات، و اولویت هفتم: عامل چالشگری می‌یاشد.
In this study, which was conducted using descriptive survey method, five questions and two hypotheses were proposed. Research data which was extracted from 90 employees of Iran’s District 12 Grain Company using questionnaires was analyzed by T, ANOVA, Tukey, Chi-Square, and Jonckheere Tests. Motivational factors affecting the employees’ performance in Iran’s District 12 Grain Company were selected based on Herzberg's theory, and include fame, growth and advancement, the job nature, responsibility and success. Cultural factors affecting the employees’ performance in this company were selected based on Robbins’ theory, and include attention to details, challenging spirit, attention to the employees, attention to the results, attention to the team, innovation, and stability. Moreover, the research results show that performance evaluation has affected the performance of the employees in Iran’s District 12 Grain Company, and the current evaluation system is acceptable by the employees. In addition, the order of importance for the factors affecting the employees’ performance in Iran’s District 12 Grain Company are as follows: 1)the job nature; 2)fame; 3)responsibility; 4)growth and advancement; and 5)success. The order of importance for cultural factors affecting the employees’ performance are as follows: 1)innovation; 2)stability; 3)attention to the employees; 4)attention to the results; 5)attention to the team; 6)attention to details; and 7) challenging spirit.
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Haghighi, M. A. (2001). Organizational Behavior Management. Tehran: Termeh Puplishing, (In Persian).
Kheradmand, I., & Nazem, F. (2010). Investigating the Relationship between Organizational Culture and Performance of Employees of Islamic Azad University. Beyond Management, 3(12), 160-178, (In Persian).
McGregor, s(2006), Douglasbook:Managing the Human Side of the Enterprise, Los Angels ,pub: McGraw Hill Professional
Mirsapasi, N. (2005). Strategic Management of Human Resources and Labor Relations. Tehran: Mir Publishing, (In Persian).
Moghimi, S. M. (2006). Organization and Management Research Approach. Tehran: Terme Publishing, (In Persian).
Mohammad Pour, M. (2004). The Relationship between Organizational Culture and Staff Performance in Two Parghou and Margarines Companies. Master Thesis, Tehran: Higher Education and Research Management and Planning, (In Persian).
Research Institute for Management and Human Resources of the Petroleum Industry. (2009). Report of the Unveiled Project Performance Evaluation Project of the National Gas Company, (In Persian).
Rezaeian, A. (2002). Organizational Behavior Management. Tehran: Samt Puplishing, (In Persian).
Robbins, S. P., Parsayian, A., & Arabi, M. (1999). Organizational Behavior. Tehran: Office of Cultural Studies, (In Persian).
Saadat, E. (2001). Human Resources Management. Tehran: Samt Puplishing, (In Persian).
Seyyed Javadin, R. (2002). Principles and Applications of Human Resources Management and Staff Affairs. Tehran: Negahe Danesh Publishing, (In Persian).
Weihrich, Heinz, Koontz. Horld(2006), Management a global perspective, Edition eleventh, Los Angels, Pub:bytman
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Abtahi, S. H. (1998). Human Resources Management. Tehran: Payam Noor Publishing Center, (In Persian).
Altman LP, Ashish C(2006), An unexpected benefit of formative student evaluations, Los Angels, pub: College Teaching; 54(3): 251-8
Bahiraie, A. (2009). Investigating the Relationship between Organizational Culture and Performance of Directors of Public Secondary Schools in Tehran from the Viewpoint of Teachers, Master Thesis. Tehran:Tehran University,(In Persian).
Bayat, K., & Rashidi, M. M. (2011). Measuring Productivity in Oil Industry. Tehran: Institute of International Energy Studies, (In Persian).
Cary,Heil, (2000), Warren Bennis,londan, pub: Deborah C.
Desler, G., Parsayian, A., & Arabi, M. (1999). Foundations of Human Resources Management. Tehran: Office of Cultural Studies, (In Persian).
Doayi, H. (1890). Human Resource Management. Mashhad: Ferdowsi University Press, (In Persian).
Dobrin, A. H., Memarzadeh, T., Taheri Goudarzi, H., & Ghaytani, A. (2008). Applied Psychology of Individual and Organizational Effectiveness. Tehran: Andishehay Goharbar Publishing, (In Persian).
Fleischman HL, Williams L (2008), an introduction to program evaluation for classroom teachers. The Journal of Higher Education, 42(5):245-266
Greenwood GE, Bridges CM, Ware WB, McLean JE (2006), Student evaluation of college teaching behaviors Instrument: a factor analysis ,The Journal of Higher Education, 44(8): 596-604
Haghighi, M. A. (2001). Organizational Behavior Management. Tehran: Termeh Puplishing, (In Persian).
Kheradmand, I., & Nazem, F. (2010). Investigating the Relationship between Organizational Culture and Performance of Employees of Islamic Azad University. Beyond Management, 3(12), 160-178, (In Persian).
McGregor, s(2006), Douglasbook:Managing the Human Side of the Enterprise, Los Angels ,pub: McGraw Hill Professional
Mirsapasi, N. (2005). Strategic Management of Human Resources and Labor Relations. Tehran: Mir Publishing, (In Persian).
Moghimi, S. M. (2006). Organization and Management Research Approach. Tehran: Terme Publishing, (In Persian).
Mohammad Pour, M. (2004). The Relationship between Organizational Culture and Staff Performance in Two Parghou and Margarines Companies. Master Thesis, Tehran: Higher Education and Research Management and Planning, (In Persian).
Research Institute for Management and Human Resources of the Petroleum Industry. (2009). Report of the Unveiled Project Performance Evaluation Project of the National Gas Company, (In Persian).
Rezaeian, A. (2002). Organizational Behavior Management. Tehran: Samt Puplishing, (In Persian).
Robbins, S. P., Parsayian, A., & Arabi, M. (1999). Organizational Behavior. Tehran: Office of Cultural Studies, (In Persian).
Saadat, E. (2001). Human Resources Management. Tehran: Samt Puplishing, (In Persian).
Seyyed Javadin, R. (2002). Principles and Applications of Human Resources Management and Staff Affairs. Tehran: Negahe Danesh Publishing, (In Persian).
Weihrich, Heinz, Koontz. Horld(2006), Management a global perspective, Edition eleventh, Los Angels, Pub:bytman