طراحی الگوی پارادایمی تدوین قراردادهای کاری نامتعارف در شرکت‌های بخش خصوصی با رویکرد داده بنیاد
الموضوعات :
مهدیه ویشلقی
1
(
دانشجوی دکتری گروه مدیریت دولتی، دانشکده اقتصاد، مدیریت و علوم اداری، دانشگاه سمنان، سمنان، ایران
)
عباسعلی رستگار
2
(
دانشیار گروه مدیریت بازرگانی، دانشکده اقتصاد، مدیریت و علوم اداری، دانشگاه سمنان، سمنان، ایران
)
علی اصغر روح الامین
3
(
کارشناسی ارشد مدیریت بازرگانی، دانشکده علوم اداری و اقتصاد، دانشگاه اصفهان، اصفهان، ایران
)
الکلمات المفتاحية: قرارداد, رویکرد داده بنیاد, قراردادهای نامتعارف کاری, حفظ و نگهداشت منابع انسانی,
ملخص المقالة :
پژوهش حاضر با هدف طراحی الگوی پارادایمی تدوین قراردادهای نامتعارف کاری در شرکت‌های بخش خصوصی ایران انجام شده است. روش تحقیق کیفی و مبتنی بر نظریه‌پردازی داده‌بنیاد است. برای گردآوری اطلاعات از مصاحبه‌های نیمه‌ساختاریافته و تجزیه‌وتحلیل اطلاعات به روش استراوس و کوربین استفاده شد. نمونه‌گیری به روش نمونه‌گیری نظری و با بهره‌گیری از تکنیک‌های هدفمند – قضاوتی و گلوله‌برفی انجام شد. نتایج تحلیل مصاحبه‌های انجام شده با 19 نفر از استادان و خبرگان در شرکت‌های خصوصی طی فرآیند کدگذاری باز، محوری و انتخابی منجر به ارائة الگوی پارادایمی قراردادهای نامتعارف کاری با 6 مقوله و 27 مفهوم گردید. عوامل علی مؤثر بر قراردادهای نامتعارف کاری در شرکت‌های خصوصی ساختارهای سلسله‌مراتبی، عدم انگیزش و مشارکت، سیستم حقوق و دستمزد، عدم انعطاف‌پذیری، رفتارها و سبک رهبری وظیفه‌گرایانه، محدودیت‌های شغلی، عدم رضایت کارکنان و عدم تمایل به تغییر؛ شرایط زمینه‌ای از قبیل فرهنگ شرکت، چارچوب‌های قانونی، چشم‌انداز استراتژیک شرکت و ساختار مالی شرکت، شرایط مداخله‌گر حمایت مدیران، قدرت مذاکره، ویژگی‌های شخصیتی مدیران، تبادلات رهبر-عضو؛ راهبردهای شایسته‌گماری، افزایش قدرت چانه‌زنی کارکنان، منعطف نمودن محیط کاری، فراهم کردن بسترهای نوین ICT، تحولات ساختاری و اصلاح نظام جبران خدمات، تمرکززدایی، توانمندسازی روان‌شناختی و ارتباطات همه‌جانبه و پیامدهای حاصل از تدوین قراردادهای نامتعارف کاری شامل پیامدهای فردی و پیامدهای سازمانی هستند.
Anand, S., Vidyarthi, P. R., Liden, R. C., & Rousseau, D. M. (2010). Good citizens in poor-quality relationships: Idiosyncratic deals as a substitute for relationship quality. Academy of Management Journal, 53(5), 970-988. https://doi.org/10.5465/amj.2010.54533176
Bernik, M.(2017).Human resource management in modern organization. Human resource management. https://doi.org/10.18690/978-961-286-102-5
Brzykcy, A. Z., Boehm, S. A., & Baldridge, D. C. (2019). Fostering sustainable careers across the lifespan: The role of disability, idiosyncratic deals and perceived work ability. Journal of Vocational Behavior, 112, 185-198. https://doi.org/10.1016/j.jvb.2019.02.001
Caliskan, E., & Torun, A. (2019). Individualized HR practices and idiosyncratic deals (I-deals) and the expected positive individual and organizational outcomes. Istanbul Business Research, 48(1), 36-63. https://doi.org/10.26650/ibr.2019.48.0016
Collins, C. J. (2021). Expanding the resource based view model of strategic human resource management. The International Journal of Human Resource Management, 32(2), 331-358. https://doi.org/10.1080/09585192. 2019.1711442
Corbin, J., & Strauss, A. L. (2008). Basics of qualitative research: Techniques and procedures for developing grounded theory. SAGE, 1-456.
Creswell, J. W. (2012). Educational research: Planning, conducting, and evaluating quantitative and qualitative research. Pearson College Division, 1-672.
Ding, C. G., & Chang, Y. (2019). Effects of task and work responsibilities idiosyncratic deals on perceived insider status and the moderating roles of perceived overall justice and coworker support. Review of Managerial Science, 14(6), 1341-1361. https://doi.org/10.1007/s11846-019-00335-6
Ebrahimi, E. (2020). Investigating the effect of idiosyncratic deals on the dimensions of perceived organizational justice: The moderating role of leader-follower exchange. Quarterly Journal of Organizational Behavior Studies. 4 (36), 95-123. (in persian)
Garg, S., & Fulmer, I. (2017). Ideal or an ordeal for organizations? Organizational Psychology Review, 7(4), 281-305. https://doi.org/10.1177/ 2041386617733136
Greenberg, J., Roberge, M., Ho, V. T., & Rousseau, D. M. (2014). Fairness in idiosyncratic work arrangements: Justice as an I-deal. Research in Personnel and Human Resources Management, 1-34. https://doi.org/ 10.1016/s0742-7301(04)23001-8
Heraty, N. (2021). Human resource development. The Oxford Handbook of Contextual Approaches to Human Resource Management, 519-543. https://doi.org/10.1093/oxfordhb/9780190861162.013.24
Hornung, S., Rousseau, D. M., Weigl, M., Müller, A., & Glaser, J. (2014). Redesigning work through idiosyncratic deals. European Journal of Work and Organizational Psychology, 23(4), 608-626. https://doi.org/10.1080/ 1359432x.2012.740171
Hu, W., & Zheng, D. (2021). Research on the influence of team I-deals level on team innovation-from the perspective of collective thriving. E3S Web of Conferences, 251, 03087. https://doi.org/10.1051/e3sconf/202125103087
Huang, Y., & Chen, X. (2021). A moderated mediation model of idiosyncratic deals and innovative performance of R&D employees: Roles of vitality. Chinese Management Studies, 15(3),46-61. https://doi.org/10.1108/cms-09-2020-0417
Katou, A. A., Budhwar, P. S., & Patel, C. (2020). Idiosyncratic deals in less competitive labor markets: Testing career I-deals in the Greek context of high uncertainties. The International Journal of Human Resource Management, 1-28. https://doi.org/10.1080/09585192.2020.1759672
Kong, D. T., Ho, V. T., & Garg, S. (2018). Employee and coworker idiosyncratic deals: Implications for emotional exhaustion and deviant behaviors. Journal of Business Ethics, 164(3), 593-609. https://doi.org/10.1007/s10551-018-4033-9
Kroon, B., Freese, C., & Schalk, R. (2015). A strategic HRM perspective on I-deals. Idiosyncratic Deals Between Employees and Organizations, 73-91. https://doi.org/10.4324/9781315771496-6
Lee, B. Y., Kim, T., Gong, Y., Zheng, X., & Liu, X. (2019). Employee well‐being attribution and job change intentions: The moderating effect of task idiosyncratic deals. Human Resource Management, 59(4), 327-338. https://doi.org/10.1002/hrm.21998
Liao, C., Wayne, S. J., & Rousseau, D. M. (2016). Idiosyncratic deals in contemporary organizations: A qualitative and meta-analytical review. Journal of Organizational Behavior, 37, S9-S29. https://doi.org/ 10.1002/job.1959
Liao, C., Wayne, S. J., Liden, R. C., & Meuser, J. D. (2017). Idiosyncratic deals and individual effectiveness: The moderating role of leader-member exchange differentiation. The Leadership Quarterly, 28(3), 438-450. https://doi.org/10.1016/j.leaqua.2016.10.014
Marescaux, E., De Winne, S., & Sels, L. (2019). Idiosyncratic deals from a distributive justice perspective: Examining Co-workers’ voice behavior. Journal of Business Ethics, 154(1), 263-281. https://doi.org/ 10.1007/s10551-016-3400-7.
McFadzean, E.(2007). Developing a Proposal: A Nine Step Process.
Mohammadyari,Z,. Sepahvand, R. Vhdati, h, Mousavi, N (2018). The role of invisible employees on organizational laziness in government organizations. Quarterly Journal of Human Resource Management Research, Imam Hossein University. 1, 51-75. (in Persian)
Ng, T. W. (2017). Can idiosyncratic deals promote perceptions of competitive climate, felt ostracism, and turnover? Journal of Vocational Behavior, 99, 118-131. https://doi.org/10.1016/j.jvb.2017.01.004
Ng, T. W., & Feldman, D. C. (2012). Idiosyncratic deals and voice behavior. Journal of Management, 41(3), 893-928. https://doi.org/10.1177/ 0149206312457824
Renz, F. (2020). A conceptual analysis of social and self-centered obligations resulting from idiosyncratic deals. Academy of Management Proceedings, 2020(1), 13589. https://doi.org/10.5465/ambpp.2020.13589abstract
Rosen, C. C., Slater, D. J., Chang, C., & Johnson, R. E. (2013). Let’s make a deal. Journal of Management, 39(3), 709-742. https://doi.org/10.1177/ 0149206310394865
Rousseau, D. (2005). I-deals: Idiosyncratic deals employees bargain for themselves: Idiosyncratic deals employees bargain for themselves. Routledge, 1-261.
Rousseau, D. M., Ho, V. T., & Greenberg, J. (2006). I-deals: Idiosyncratic terms in employment relationships. Academy of Management Review, 31(4), 977-994. https://doi.org/10.5465/amr.2006.22527470
Rousseau, D. M., Hornung, S., & Kim, T. G. (2009). Idiosyncratic deals: Testing propositions on timing, content, and the employment relationship. Journal of Vocational Behavior, 74(3), 338-348. https://doi.org/10.1016/ j.jvb.2009.02.004
Sepahvand, R, vahdati, H. Ismaili, M, Rahimi A. (2016). Designing a model of sustainable competitive advantage based on the competence of human capital in the insurance industry. Quarterly Journal of Human Resource Management Research, Imam Hossein University. 1 (23). 179-208.(in persian)
Shams, M. S., Mei, T. S., & Adnan, Z. (2021). Nexus between idiosyncratic deals and work engagement via psychological empowerment: A PLS-SEM approach. Management Science Letters,11(1). 689-698. https://doi.org/ 10.5267/j.msl.2020.8.037
Singh, S., & Vidyarthi, P. R. (2018). Idiosyncratic deals to employee outcomes: Mediating role of social exchange relationships. Journal of Leadership & Organizational Studies, 25(4), 443-455. https://doi.org/10.1177/ 1548051818762338
Speziale, H. S., Streubert, H. J., & Carpenter, D. R. (2011). Qualitative research: Advancing the humanistic imperative. Lippincott Williams & Wilkins.
Srikanth, P. B., Jomon, M. G., & Thakur, M. (2020). Developmental idiosyncratic I-deals and its influence on promotability decisions: The joint roles of proactive personality and developmental challenge. The International Journal of Human Resource Management, 1-26. https://doi.org/10.1080/09585192.2020.1841818
Storey, j. u., Ulrich, D., Wright, P. (2020). Strategic human resource management: A research overview. Routledge, 1-120.
Tauba, M., & Kimwolo, A. (2021). Development idiosyncratic deals and employee performance. SEISENSE Journal of Management, 4(3), 63-72. https://doi.org/10.33215/sjom.v4i3.628
Wang, S., Liu, Y., & Shalley, C. E. (2018). Idiosyncratic deals and employee creativity: The mediating role of creative self-efficacy. Human Resource Management, 57(6), 1443-1453. https://doi.org/10.1002/hrm.21917
Wang, P., Wang, S., Yao, X., Hsu, I., & Lawler, J. (2019). Idiosyncratic deals and work‐to‐family conflict and enrichment: The mediating roles of fit perceptions and efficacy beliefs. Human Resource Management Journal, 29(4), 600-619. https://doi.org/10.1111/1748-8583.12246
Yang, X. (2020). Review of idiosyncratic deals in organization: From the dual perspective of “I-dealers” and “Co-workers”. American Journal of Industrial and Business Management, 10(03), 645-658. https://doi.org/ 10.4236/ajibm.2020.103043
zhao, h., wayne, s. j., glibkowski, b. c., & bravo, J. (2007). The impact of psychological contract breach on work-related outcomes: A meta-analysis. Personnel Psychology, 60(3), 647-680. https://doi.org/10.1111/j.1744-6570.2007.00087.x
_||_Anand, S., Vidyarthi, P. R., Liden, R. C., & Rousseau, D. M. (2010). Good citizens in poor-quality relationships: Idiosyncratic deals as a substitute for relationship quality. Academy of Management Journal, 53(5), 970-988. https://doi.org/10.5465/amj.2010.54533176
Bernik, M.(2017).Human resource management in modern organization. Human resource management. https://doi.org/10.18690/978-961-286-102-5
Brzykcy, A. Z., Boehm, S. A., & Baldridge, D. C. (2019). Fostering sustainable careers across the lifespan: The role of disability, idiosyncratic deals and perceived work ability. Journal of Vocational Behavior, 112, 185-198. https://doi.org/10.1016/j.jvb.2019.02.001
Caliskan, E., & Torun, A. (2019). Individualized HR practices and idiosyncratic deals (I-deals) and the expected positive individual and organizational outcomes. Istanbul Business Research, 48(1), 36-63. https://doi.org/10.26650/ibr.2019.48.0016
Collins, C. J. (2021). Expanding the resource based view model of strategic human resource management. The International Journal of Human Resource Management, 32(2), 331-358. https://doi.org/10.1080/09585192. 2019.1711442
Corbin, J., & Strauss, A. L. (2008). Basics of qualitative research: Techniques and procedures for developing grounded theory. SAGE, 1-456.
Creswell, J. W. (2012). Educational research: Planning, conducting, and evaluating quantitative and qualitative research. Pearson College Division, 1-672.
Ding, C. G., & Chang, Y. (2019). Effects of task and work responsibilities idiosyncratic deals on perceived insider status and the moderating roles of perceived overall justice and coworker support. Review of Managerial Science, 14(6), 1341-1361. https://doi.org/10.1007/s11846-019-00335-6
Ebrahimi, E. (2020). Investigating the effect of idiosyncratic deals on the dimensions of perceived organizational justice: The moderating role of leader-follower exchange. Quarterly Journal of Organizational Behavior Studies. 4 (36), 95-123. (in persian)
Garg, S., & Fulmer, I. (2017). Ideal or an ordeal for organizations? Organizational Psychology Review, 7(4), 281-305. https://doi.org/10.1177/ 2041386617733136
Greenberg, J., Roberge, M., Ho, V. T., & Rousseau, D. M. (2014). Fairness in idiosyncratic work arrangements: Justice as an I-deal. Research in Personnel and Human Resources Management, 1-34. https://doi.org/ 10.1016/s0742-7301(04)23001-8
Heraty, N. (2021). Human resource development. The Oxford Handbook of Contextual Approaches to Human Resource Management, 519-543. https://doi.org/10.1093/oxfordhb/9780190861162.013.24
Hornung, S., Rousseau, D. M., Weigl, M., Müller, A., & Glaser, J. (2014). Redesigning work through idiosyncratic deals. European Journal of Work and Organizational Psychology, 23(4), 608-626. https://doi.org/10.1080/ 1359432x.2012.740171
Hu, W., & Zheng, D. (2021). Research on the influence of team I-deals level on team innovation-from the perspective of collective thriving. E3S Web of Conferences, 251, 03087. https://doi.org/10.1051/e3sconf/202125103087
Huang, Y., & Chen, X. (2021). A moderated mediation model of idiosyncratic deals and innovative performance of R&D employees: Roles of vitality. Chinese Management Studies, 15(3),46-61. https://doi.org/10.1108/cms-09-2020-0417
Katou, A. A., Budhwar, P. S., & Patel, C. (2020). Idiosyncratic deals in less competitive labor markets: Testing career I-deals in the Greek context of high uncertainties. The International Journal of Human Resource Management, 1-28. https://doi.org/10.1080/09585192.2020.1759672
Kong, D. T., Ho, V. T., & Garg, S. (2018). Employee and coworker idiosyncratic deals: Implications for emotional exhaustion and deviant behaviors. Journal of Business Ethics, 164(3), 593-609. https://doi.org/10.1007/s10551-018-4033-9
Kroon, B., Freese, C., & Schalk, R. (2015). A strategic HRM perspective on I-deals. Idiosyncratic Deals Between Employees and Organizations, 73-91. https://doi.org/10.4324/9781315771496-6
Lee, B. Y., Kim, T., Gong, Y., Zheng, X., & Liu, X. (2019). Employee well‐being attribution and job change intentions: The moderating effect of task idiosyncratic deals. Human Resource Management, 59(4), 327-338. https://doi.org/10.1002/hrm.21998
Liao, C., Wayne, S. J., & Rousseau, D. M. (2016). Idiosyncratic deals in contemporary organizations: A qualitative and meta-analytical review. Journal of Organizational Behavior, 37, S9-S29. https://doi.org/ 10.1002/job.1959
Liao, C., Wayne, S. J., Liden, R. C., & Meuser, J. D. (2017). Idiosyncratic deals and individual effectiveness: The moderating role of leader-member exchange differentiation. The Leadership Quarterly, 28(3), 438-450. https://doi.org/10.1016/j.leaqua.2016.10.014
Marescaux, E., De Winne, S., & Sels, L. (2019). Idiosyncratic deals from a distributive justice perspective: Examining Co-workers’ voice behavior. Journal of Business Ethics, 154(1), 263-281. https://doi.org/ 10.1007/s10551-016-3400-7.
McFadzean, E.(2007). Developing a Proposal: A Nine Step Process.
Mohammadyari,Z,. Sepahvand, R. Vhdati, h, Mousavi, N (2018). The role of invisible employees on organizational laziness in government organizations. Quarterly Journal of Human Resource Management Research, Imam Hossein University. 1, 51-75. (in Persian)
Ng, T. W. (2017). Can idiosyncratic deals promote perceptions of competitive climate, felt ostracism, and turnover? Journal of Vocational Behavior, 99, 118-131. https://doi.org/10.1016/j.jvb.2017.01.004
Ng, T. W., & Feldman, D. C. (2012). Idiosyncratic deals and voice behavior. Journal of Management, 41(3), 893-928. https://doi.org/10.1177/ 0149206312457824
Renz, F. (2020). A conceptual analysis of social and self-centered obligations resulting from idiosyncratic deals. Academy of Management Proceedings, 2020(1), 13589. https://doi.org/10.5465/ambpp.2020.13589abstract
Rosen, C. C., Slater, D. J., Chang, C., & Johnson, R. E. (2013). Let’s make a deal. Journal of Management, 39(3), 709-742. https://doi.org/10.1177/ 0149206310394865
Rousseau, D. (2005). I-deals: Idiosyncratic deals employees bargain for themselves: Idiosyncratic deals employees bargain for themselves. Routledge, 1-261.
Rousseau, D. M., Ho, V. T., & Greenberg, J. (2006). I-deals: Idiosyncratic terms in employment relationships. Academy of Management Review, 31(4), 977-994. https://doi.org/10.5465/amr.2006.22527470
Rousseau, D. M., Hornung, S., & Kim, T. G. (2009). Idiosyncratic deals: Testing propositions on timing, content, and the employment relationship. Journal of Vocational Behavior, 74(3), 338-348. https://doi.org/10.1016/ j.jvb.2009.02.004
Sepahvand, R, vahdati, H. Ismaili, M, Rahimi A. (2016). Designing a model of sustainable competitive advantage based on the competence of human capital in the insurance industry. Quarterly Journal of Human Resource Management Research, Imam Hossein University. 1 (23). 179-208.(in persian)
Shams, M. S., Mei, T. S., & Adnan, Z. (2021). Nexus between idiosyncratic deals and work engagement via psychological empowerment: A PLS-SEM approach. Management Science Letters,11(1). 689-698. https://doi.org/ 10.5267/j.msl.2020.8.037
Singh, S., & Vidyarthi, P. R. (2018). Idiosyncratic deals to employee outcomes: Mediating role of social exchange relationships. Journal of Leadership & Organizational Studies, 25(4), 443-455. https://doi.org/10.1177/ 1548051818762338
Speziale, H. S., Streubert, H. J., & Carpenter, D. R. (2011). Qualitative research: Advancing the humanistic imperative. Lippincott Williams & Wilkins.
Srikanth, P. B., Jomon, M. G., & Thakur, M. (2020). Developmental idiosyncratic I-deals and its influence on promotability decisions: The joint roles of proactive personality and developmental challenge. The International Journal of Human Resource Management, 1-26. https://doi.org/10.1080/09585192.2020.1841818
Storey, j. u., Ulrich, D., Wright, P. (2020). Strategic human resource management: A research overview. Routledge, 1-120.
Tauba, M., & Kimwolo, A. (2021). Development idiosyncratic deals and employee performance. SEISENSE Journal of Management, 4(3), 63-72. https://doi.org/10.33215/sjom.v4i3.628
Wang, S., Liu, Y., & Shalley, C. E. (2018). Idiosyncratic deals and employee creativity: The mediating role of creative self-efficacy. Human Resource Management, 57(6), 1443-1453. https://doi.org/10.1002/hrm.21917
Wang, P., Wang, S., Yao, X., Hsu, I., & Lawler, J. (2019). Idiosyncratic deals and work‐to‐family conflict and enrichment: The mediating roles of fit perceptions and efficacy beliefs. Human Resource Management Journal, 29(4), 600-619. https://doi.org/10.1111/1748-8583.12246
Yang, X. (2020). Review of idiosyncratic deals in organization: From the dual perspective of “I-dealers” and “Co-workers”. American Journal of Industrial and Business Management, 10(03), 645-658. https://doi.org/ 10.4236/ajibm.2020.103043
zhao, h., wayne, s. j., glibkowski, b. c., & bravo, J. (2007). The impact of psychological contract breach on work-related outcomes: A meta-analysis. Personnel Psychology, 60(3), 647-680. https://doi.org/10.1111/j.1744-6570.2007.00087.x
