تحلیلی بر دموکراسی سازمانی با استفاده از روش فراترکیب
محورهای موضوعی : مدیریت
ستار جهان تابی نژاد
1
,
فواد مکوندی
2
,
عزت الله کیانی
3
,
قنبر امیرنژاد
4
,
وحید چناری
5
1 - گروه مدیریت دولتی، واحد شوشتر، دانشگاه آزاد اسلامی، شوشتر،ایران
2 - گروه مدیریت دولتی، واحدشوشتر، دانشگاه آزاد اسلامی، شوشتر، ایران.
3 - گروه مدیریت دولتی، واحد شوشتر، دانشگاه آزاد اسلامی، شوشتر، ایران.
4 - گروه مدیریت دولتی، واحد علوم و تحقیقات تهران، دانشگاه آزاد اسلامی، تهران، ایران.
5 - گروه مدیریت دولتی، واحد شوشتر، دانشگاه آزاد اسلامی، شوشتر، ایران.
کلید واژه: دموکراسی , دموکراسی سازمانی, روش فراترکیب.,
چکیده مقاله :
دموکراسی محل کار و سرمایه روانشناختی به طور مشترک بینش‌های مثبتی را برای سازمان‌ها ارائه می‌دهد و می‌تواند منجر به بهبود وضعیت های روانشناختی شود تا مشارکت، انرژی کارکنان و حس یادگیری را بهبود ببخشد و نشاط را در محیط کار افزایش دهد. هدف پژوهش حاضر، تحلیلی بر دموکراسی سازمانی با استفاده از روش فراترکیب می‌باشد. اين پژوهش از نظر هدف توسعه‌اي است و با رويكرد كيفي و روش فراتركيب باروسو و ساندلوسکي (2007) انجام شده است. منابع آماری پژوهش، شامل منابع اسنادی کشورهایی است که مدل دموکراسی سازمانی داشته‌اند. گفتني است كه اين مقاله‌ها بر اساس معيارهاي ورود به فرآينـد فراتركيب انتخاب شده‌اند. براي تجزيه وتحليل داده‌ها نيز از روش تحليل محتواي كيفي استفاده شده است. در این مطالعه برای شناسایی مؤلفه‌های دموکراسی سازمانی، 32 کد به عنوان مضامین پایه شناسایی شدند. از این بین 28 کد به عنوان مضامین سازمان دهنده انتخاب شدند و در نهایت 9 بُعد با عنوان مضامین فراگیر استخراج شدند که عبارتند از: تعهد سازمانی، حاکمیت مشترک، جو سازمانی عادلانه، کرامت سازمانی، شفافیت، مراودات اثربخش، فرهنگ آزادی‌خواهی سازمانی، رقابت‌پذیری سازمانی و عدالت شغلی.
Workplace democracy and psychological capital jointly provide positive insights for organizations and can lead to improved psychological states to improve engagement, employee energy and sense of learning, and increase vitality in the workplace. The aim of the current research is an analysis of organizational democracy using the hybrid method. This research is developmental in terms of its purpose and was carried out with the qualitative approach and Sandelowski and Barroso's Meta-Synthesis Method (2007). The statistical sources of the research include the documentary sources of the countries that had an organizational democracy model. It should be mentioned that these articles were selected based on the criteria for entering the metasynthesis process. Qualitative content analysis method was also used to analyze the data. In this study, to identify the components of organizational democracy, 32 codes were identified as basic themes. Among these, 28 codes were selected as organizing themes, and finally 9 dimensions were extracted as overarching themes, which are: organizational commitment, shared governance, fair organizational climate, organizational dignity, transparency, effective relationships, culture of organizational freedom, Organizational competitiveness and occupational justice.
Aghajanpour, R., Bahmani Chobbostani, A., & Fathizadeh, A. (2023). The concept of establishing and identifying the indicators of organizational democracy in public sector organizations. Government Organizations Management Quarterly, 3(15), 27-48. [In Persian]
Ahmed, K., & Ahmed, A. (2022). The rationale and development of organizational democracy scale. Business and Politics, 24(3), 261-276.
Aromaa, E., Eriksson, P., Montonen, T., & Mills, A. (2020). Emotion as soft power in organisations. Journal of Organizational Effectiveness: People and Performance. https://doi.org/10.1108/JOEPP-08-2019-0085
Belasi, R. A. (2023). A preface to economic democracy. Berkeley: University of California Press. https://www.ucpress.edu/book/9780520058774/a-preface-to-economic-democracy
Bilge, H., Barbuta-Misu, N., Zungun, D., Virlanuta, F., O., & Guven, H. (2020). Organizational Democracy in the Private Sector: A Field Research. Sustainability, 12(8). https://doi.org/10.3390/su12083446
Dewey, J. (2018). The later works. Carbondale. IL: Southern Illinois University Press.
Eller man, D. (2020). Workplace democracy and human development: The example of the postsocialist transition debate. The Journal of Speculative Philosophy, 24(4), 122-135.
Erne, R. (2018). European unions: Labours quest for a transnational democracy. New York, NY: ILR Press.
Erturk, M. A., Bartley, W., & Glaser, H. (2016). Service delivery satisfication and willingness to pay taxes. Public Productivity and Management Review, 23, 48-67.
Fathi, N., & Zabihzad, M. (2019). Investigating the impact of organizational democracy on the psychological capital of women in the organization (Case study: Research Institute of Humanities and Cultural Studies). Women's Research Journal, 10(30), 71-79. https://doi.org/10.30465/ws.2019.4838 [In Persian]
Foley, J., & Polanyi, M. (2021). Workplace democracy: Why Bother? Economic and Industrial Democracy, 5(27), 173-191. https://doi.org/10.1177/0143831X06060595
Garton, R. A. (2023). A right to workplace democracy? A response to Robert Mayer. Review of Politics, 63, 249-253.
Han, K., & Garg, P. (2018). Workplace democracy and psychological capital: a paradigm shift in workplace. Management Research Review, 41(9), 1088-1116. https://doi.org/10.1108/MRR-11-2016-0267
Harmanci, N., & Deliceirmak, F. D. (2021). The Increasing Importance of Democratic Organizations in the 21st Century: An Explorative Essay. Journal of International Business and Management.
Harrison, J. S., & Freeman, R. E. (2021). Democracy in and around organizations: Is organizational democracy worth the effort? Academy of Management Executive, 18(3), 49 -53.
Hasan Tash, G., Azimi, M., & Zamani, M. (2018). Managerial relations between the consortium and the Iranian oil industry, oral history of the oil industry. Tehran: Non-profit Institute of Religious and Economic Studies, Institutional. [In Persian]
Martin, J. R. (2022). Cultural miseducation: in search of a democratic solution. New York: Teachers College Press.
Mayer, R. (2021). Robert Dahl and the right to workplace democracy. Review of Politics, 63, 221-247.
Nedelko, Z., & Potocan, V. (2021). Sustainability of Organizations: The Contribution of Personal Values to Democratic Leadership Behavior Focused on the Sustainability of Organizations. Sustainability, 13(8), 1-20. https://ideas.repec.org/a/gam/jsusta/v13y2021i8p4207-d533239.html
O’Neill, M. (2018). Three rawlsian routes towards democracy. Revue de Philosophie Économique, 8(2), 29 -55.
Rangriz, H., & Khammoui, F. (2021). Identifying and prioritizing elements of organizational democracy in the public sector using fuzzy Delphi and network analysis process. Organizational Resource Management Research, 10(3), 87-105. [In Persian]
Safare, A., Jahantigh, F. F., & Sarafrazi, A. (2017). The republican case for workplace democracy. Social Theory and Practice Asian Journal of Research in Business Economics and Management, 5(2), 130-143. https://isiarticles.com/bundles/Article/pre/pdf/992
Sharma, U. C., & Sharma, S. (2020). Significance of Workplace Democracy in Generating Psychological Capital: An Indispensable for the Contemporary Organizations. Trade and Commerce, 9(2), 396-408.
Tokay, Ö., & Eyupoglu, S. Z. (2018). Employee perceptions of organisational democracy and its influence on organisational citizenship behaviour. South African Journal of Business Management, 49(1).
Van der Vliet, M. (2019). An alternative organizational model: Workplace democracy [Masters Thesis, Tilburg University, Tilburg, the Netherlands.]. Department: Department of Organization and Strategy.
Yazdani, N. (2017). Organizational democracy and organization structure link: role of strategic leadership & environmental uncertainty. Business Review, 5(2), 51-73. [In Persian]
Zare, R., Bahmani Choubbasti, A., & Fathizadeh, A. (2018). Conceptualization and identification of dimensions and indicators of organizational democracy in public sector organizations. Scientific-research chapter of management of public organizations, 3. [In Persian]