شناسایی مؤثرترین عوامل اثرگذار بر ارتقاء فرهنگ‌کار برای زنان سرپرست خانوار با استفاده از تکینک (DEMATEL)
محورهای موضوعی : فصلنامه زن و جامعهوحید آقاسی بروجنی 1 , آذر قلی زاده 2 , اکبر اعتباریان 3
1 - دانشجوی دکترای، گروه مدیریت و برنامه‌ریزی فرهنگی، واحد اصفهان (خوراسگان)، دانشگاه آزاد اسلامی، اصفهان، ایران.
2 - دانشیار، گروه مدیریت و برنامه‌ریزی فرهنگی، واحد اصفهان (خوراسگان)، دانشگاه آزاد اسلامی، اصفهان، ایران.
3 - دانشیار، گروه مدیریت و برنامه‌ریزی فرهنگی، واحد اصفهان (خوراسگان)، دانشگاه آزاد اسلامی، اصفهان، ایران
کلید واژه: ارزش‌های فرهنگی, ارتقای فرهنگ‌کار, سیاست‌گذاری شغلی, مهارت‌های فردی,
چکیده مقاله :
هدف این پژوهش، شناسایی مؤثرترین عوامل اثرگذار بر ارتقاء فرهنگ‌کار برای زنان سرپرست‌خانوار با استفاده از تکینک (DEMATEL) است. روش پژوهش ترکیبی کیفی و کمی می‌باشد، بدین صورت که ابتدا از طریق روش ارزیابی انتقادی به عنوان یکی از روش‌های تحقیق کیفی متغیرهای مربوط به فرهنگ‌کار شناسایی شدند و سپس از طریق روش تحقیق کمی و تکنیک (DEMATEL) علل ارتقای فرهنگ‌کار اولویت‌بندی گردیدند. جامعه‌ی آماری پژوهش شامل 10 نفر از متخصصان مدیریت فرهنگی می‌باشد که از طریق روش نمونه گیری هدفمند انتخاب شدند. نتایج پژوهش در بخش کیفی نشان داد از مجموع ۳۸ مقاله بررسی شده، ۱۱ مقاله پس از ارزیابی انتقادی امتیاز بالاتر از ۳۰ را کسب نمودند و براساس آن‌ها مؤلفه‌های پژوهش براساس بالاترین میزان فراوانی شامل ۳ مولفه فرعی و ۱۸ شاخص تعیین گردیدند. همچنین نتایج در بخش کمی براساس تحلیل (DEMATEL) نشان داد، از میان سه مؤلفهی اصلی ارتقای فرهنگ‌کار زنان سرپرست‌خانوار، سیاست‌گذاری شغلی به عنوان اولویت اول، ارزش‌های فرهنگی اولویت دوم و مهارت‌های فردی به عنوان اولویت سوم شناسایی شدند. همچنین به منظور تعیین اولویت در مورد هریک از شاخص‌های مربوط به مؤلفه‌های فرعی پژوهش نیز از تحلیل (DEMATEL) استفاده شد، که نتایج مربوط نشان داد، در مؤلفهی مربوط به سیاست‌گذاری‌های شغلی از میان ۶ شاخص مربوط، شاخص حامیان، بالاترین اثربخشی را در سیاست‌گذاری‌های شغلی دارد. در مورد مؤلفهی هنجارهای فرهنگی، از میان ۵ شاخص مربوط، اصلاح قوانین‌کار، بالاترین اثربخشی را در هنجارهای فرهنگی دارد و در نهایت مشخص گردید از میان ۶ شاخص مربوط به مهارت‌های فردی، شاخص تحصیلات بالاترین میزان تأثیرگذاری را در مهارت‌های فردی ایفا می‌کند.
The family pressures of female headed households on the one hand and the cultural problems of working in fair pay. having healthy and healthy conditions. learning opportunities and the use of new skills. the balance between work and life. welfare facilities. and other related problems. That women's households have a lower quality of life. The purpose of this research is Identify Most Effective Factors on promotion of work culture for women heads of households using the technique DEMATEL The statistical population of the study included 10 cultural management specialists who were selected through targeted sampling method. The results of the research in the qualitative section showed that from the total of 38 articles reviewed. 11 articles after the critical evaluation scored more than 30 points and based on them. the components of the research were determined based on the highest frequency of 3 sub-components and 18 indicators. Also. the results in the quantitative section. based on DEMATEL analysis. revealed that among the three main components of promoting the work culture of female headed households. job placement as the first priority. cultural values of the second priority and individual skills were identified as the third priority. As well as to determine the priority of each indicator related to the factors of research and analysis DEMATEL was used. the results showed that factors related to policy work from 6 index. the index of supporter's highest effectiveness in policy-making job has it. Regarding the component of cultural norms. among the five relevant indicators. labor law reform has the highest effectiveness in cultural norms. Finally, among the six indicators of individual skills. the index of education has the highest impact on individual skills.
Ahmadi, S. (2012). An Investigation of Work Culture and Social Factors influencing it. Journal of Applied Sociology, 23(2), 21-40. (In Persian)
Ameri, M, A. (2016). Cultural Activities in Police and Navy Drivers (Emphasizing Parsons Model), Quarterly Police Journal, 33(2): 11-31. (In Persian).
Azimi Hashemi, M. (2009). Culture culture among the sighted children of Khorasan Razavi province Journal of Iranian Social Studies, 3(3), 94-122. (In Persian).
Bakhtiyari, A. (2013). Government and women-headed households, Women's Strategic Studies, Journal of the Social Council of Women, 23(2): 12-35. (In Persian)
Bazmi, M., Vahida, F., Esmayeeli Ansari, M., Haghighatiyan, M. (2015). A Sociological Assessment of Organizational Justice and its Relation with the Culture of an Organization in Educational Organizations (Case Study: Staff at the Ministry of Education in Mashhad), Journal of Social Sciences, 12(1): 68-45. (In Persian)
Buckley P.J., Glaister, K.W. and Husan, R. (2002) International Joint Ventures:Partnering Skills and Cross-Cultural Issues. Long Range Planning. 35:2 pp113-134.
Clarke, N (2004). Culture of Organizational. Washington Consin.
Cooper, J., Giousmpasoglou, Ch., Marinakou, E. (2017). "Occupational identity and culture: the case of Michelin-starred chefs", International Journal of Contemporary Hospitality Management, Vol. 29 Issue: 5, pp.1362-1379, https://doi.org/10.1108/IJCHM-02-2016-0071
Cortis, Rachelle, and Vincent Cassar. 2005. “Perceptions of and about Women as Managers: Investigating Job Involvement, Self-Esteem, and Attitudes.” Women in Management Review 20(3):149–164.
Ghasemi, M. (2000). The effect of quality of working life on human resource productivity, Master's thesis, University of Tehran. (In Persian).
Hernández, R. L., Aranda, B. E., & Ramírez, M. T. G. (2009). Depression and quality of life for women in single-parent and nuclear families. The Spanish journal of psychology, 12(01), 171-183.
Jundel, D., Ardichvili, A., Mitchell. S. (2014). Modeling Ethical Business Culture: Development Of The Ethical Business Culture Survey And Its Use To Validate The Cebcmodel Of Ethical Business Culture. Journal of Business Ethics, 119(1), 29-43.
Kelly, M.; Wilkinson, L; Pisciotta, M. and Williams, L.S (2015), “When Working Hard Is Not Enough for Female and Racial/ Ethnic Minority Apprentices in the Highway Trades”, Sociological Forum, Vol. 30 No. 2, pp. 415-437.
King, A. (2010). Entrepreneurship and spiritual leadership an exploration using grounder theory. Journal of managerial psychology,9: 5-8.
Maitlis, S., Wallace, A. M. (2005). Validating The Organizational Climate Measure: Link To Managerial Practices, Productivity And Innovation Journal Of Organizational Behavior, 26(4), 379-408.
Mehdi zadeh, S, M. (2013). Cultural -Media consumption and active audiences. Rasaneh, 23(4): 25-42.
Morikawa, Y. (2015). The Opportunities and Challenges for FemaleLabor Force Participation in Moracco, Global Economy &Development Working Paper 86, Japan International CooperationAgency (JICA) .
Niazi, M., Behrooziyan2, B., Sakhaei, A., Hoseynizadeh, S. (2017). Meta-analysis Studies the Relationship between Perceived Organizational Justice and Work Culture. Quarterly Journal of Public Organzations Management, 5(2), 43-60. (In Persian).
Pardakhtchi, M. (2007). Developing a Model for the Assessment of Quality of Work Life in Organizations. Iranian journal of management sciences, 2(5), 123-151. (In Persian)
Ranaei Kordshouli, H., Alimohammadlo, M., Jajarmizadeh, M., Abbasi, A., Allahyari Bouzanjani, A. (2016). A Framework to Evaluate and Analyze the Features of Work Culture. Management Studies in Development and Evolution, 25(81), 25-56. (In Persian)
Romer.m (2015). Mathiness in the theory of Economic growth. American Economic Review: Papers & Proceedings 105(5): 89-93.
Rosser V., Javinar J. M., (2003). Midlevel Student Affairs Leaders' Intentions to Leave: Examining the Quality of Their Professional and Institutional Work Life .Journal of College Student Development. .44(6): 813-830
Saeedi Z, Noorbala F, Hamzavi Abedi F. (2016). Gender Stereotypical Beliefs: Implicit Stereotypes towards Occupations and the Effect of Exposure to Counter-stereotypic Examples. Advances in Cognitive Science, 18 (1), 79-88 (In Persian).
Safakish, M., Fallah Mohsenkhani, Z. (2016). A Study of the Reasons of Lack of Women’s Participation in the Labor Market of Iran, 27(1), 103-119 (In Persian).
Trevithick. J. (2008). revisiting The knowledge base of social work: a frame work for practice British Journal of social work.
Vahabi Kashani, N., salehi amiri, S. (2016). The relationship between cultural identity and quality of working life in female-headed households. Journal of Cultural Management, 9(29), 1-18. (In Persian).
Wolfgang, M. (2013). Effect of organizational culture on employeecommitment in the Indian IT services sourcing industry. Journal of IndianBusiness Research, 5(2), 76-100. doi: 10.1108/17554191311320764.
Zahirinia, M., Nikkhah, H. (2015). Social trust and its affective factors in Bandar Abbas City. Sociological Cultural Studies, 6(1), 67-89. (In Persian).
Zhi, C., Baofeng, H., Yuan, L., & Xiande, Z. (2015). The impact oforganizational culture on supply chain integration: a contingency andconfiguration approach. Supply Chain Management: An InternationalJournal, 20(1), 24-41. doi: 10.1108/SCM-11-2013-0426.
Zhou, L., huangmw y (2011). Identifing critical Success factors in emergency management using a fuzzy dematel method. expert systsms with Applications.
_||_