طراحی مدل پیشایندها و پسایندهای تفرقه انگیزی در سازمان های دولتی
محورهای موضوعی : فصلنامه منابع انسانی تحول آفرین
علیرضا فلاحی
1
(دانشگاه ازاد)
امین نیک پور
2
(گروه مدیریت دولتی، واحد کرمان، دانشگاه آزاد اسلامی، کرمان، ایران)
رضا زارع
3
(گروه مدیریت دولتی،پیام نور،تهران،ایران)
ملیکه بهشتی فر
4
(دانشیار، گروه مدیریت دولتی، واحد رفسنجان، دانشگاه آزاد اسلامی، رفسنجان، ایران)
کلید واژه: تفرقه, تفرقه انگیزی, سازمان های دولتی,
چکیده مقاله :
زمینه و هدف:. در تمامی ادوار زندگی سازمانی، تفرقه بین منافع رئیس و مرئوس یا کارفرما و کارگر وجود داشته است و عوامل زیادی سبب ایجاد چنین مشکلی بوده و پیامدهای نامطلوبی را نیز به همراه داشته است. هدف این پژوهش طراحی مدل پیشایندها و پسایندهای تفرقه انگیزی در سازمان های دولتی می باشد. روش بررسی: پژوهش حاضر، از لحاظ هدف در زمره پژوهش¬های پیمایشی بوده که به صورت کیفی و با استفاده از روش تحلیل محتوا انجام شد. در مصاحبه های انجام شده از 12 نفر خبره سازمانی و دانشگاهی تا اشباع نظری استفاده شد که پس از کدگذاری ها، مدل نهایی استخراج گردید. یافتهها: مدل طراحی شده دارای 6 بعد و 23 مولفه می باشد که پیشایندها شامل ابعاد ساختار تمرکزگرا، شخصیت پنهان کار، مدیران و رهبران دورو، و فرهنگ سیاست زده و پسایندها شامل ابعاد نتایج مخرب فردی و سازمانی می باشند که عوامل شناسایی شده مورد تایید خبرگان قرار گرفتند. نتیجه گیری: برای کاهش تفرقه انگیزی سازمانی، تمرکز بر پیشایندها جهت کنترل و پیش بینی مهم و ضروری است که در نتیجه باعث بهبود روابط و کاهش نتایج مخرب فردی و سازمانی خواهد شد.
Background and purpose: In all periods of organizational life, there has been a division between the interests of the boss and the subordinates or the employer and the worker, and many factors have caused such a problem and brought adverse consequences. The purpose of this research is to design a model for antecedents and consequences of divisiveness in public organizations. Research method: The current research, in terms of its purpose, is among the survey researches, which was conducted qualitatively and using the content analysis method. In the conducted interviews, 12 organizational and academic experts were used until theoretical saturation, and after coding, the final model was extracted. Findings: The designed model has 6 dimensions and 23 components, the antecedents include the dimensions of the centralizing structure, hidden personality, double-minded managers and leaders, and politicized culture, and the consequences include the dimensions of individual and organizational destructive results, which are the identified factors that were approved by experts. Conclusion: To reduce organizational divisiveness, it is important and necessary to focus on antecedents for control and prediction, which will improve relationships and reduce destructive individual and organizational results.
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