مدل تعهد کارکنان مبتنی بر رویکرد خودافشاگری ) رویکردی جهت ارتقای بهره وری )
محورهای موضوعی : مدیریت دولتی
الهام ذوالفقاری
1
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حبیب رودساز
2
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بهروز رضایی منش
3
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میرعلی سیدنقوی
4
1 - دانشجوی دکتری گروه مديريت دولتی، دانشکده مديريت و حسابداری، دانشگاه علامه طباطبائی،تهران، ايران
2 - دانشیار گروه مديريت دولتی، دانشکده مديريت و حسابداری، دانشگاه علامه طباطبائی، تهران، ايران
3 - دانشیار گروه مدیریت دولتی، دانشکده مدیریت و حسابداری، دانشگاه علامه طباطبائی، تهران، ایران.
4 - استاد گروه مديريت دولتی، دانشکده مديريت و حسابداری، دانشگاه علامه طباطبائی، تهران، ايران.
کلید واژه: تحلیل مضمون, تعهد کارکنان, خودافشاگری, مدل یابی معادلات ساختاری,
چکیده مقاله :
هدف از این پژوهش، ارائه مدل تعهد کارکنان مبتنی بر رویکرد خودافشاگری در سازمان تامین اجتماعی استان البرز، شهرستان کرج است. پژوهش حاضر از بعد هدف اکتشافی، از بعد زمان مقطعی و از بعد گردآوری داده ها، آمیخته (کیفی-کمی) است. جامعه آماری در مرحله کیفی روسا، معاونین و مسئولین واحد شعب سازمان تامین اجتماعی شهرستان کرج بودند که تعداد 20 تن به صورت نمونه گیری هدفمند و اصل اشباع نظری انتخاب شدند. جامعه آماری در بخش کمی، کارکنان این سازمان بودند. حجم نمونه در بخش کمی بر اساس قاعده ده برابر که متداولاً در تکنیکPLS استفاده می شود متناظر با ده برابر تعداد مؤلفه های بدست آمده در بخش کیفی (10 مؤلفه) و برابر 100 عدد مشخص گردید. ابزار گردآوری داده ها در مرحله کیفی مصاحبه نیمه ساختاریافته و در مرحله کمی، پرسشنامه مستخرج از نتایج بخش کیفی بود. برای تجزیه و تحلیل داده های کیفی از روش تحلیل مضمون مدل کینگ و هاروکز (2010)، استفاده شد که شامل سه مرحله کدگذاري توصیفی، کدگذاري تفسیري و یکپارچه سازي از طریق مضامین فراگیر می باشد و برای تحلیل داده های کمی از روش مدل یابی معادلات ساختاری و از نرم افزار Smart PLS استفاده شد. نتایج پژوهش نشان داد که تعهد کارکنان دارای 3 بعد و 10 مؤلفه می باشد و مؤلفه برنامه های جذب و نگهداری در بعد تعهدات با وزن 843/0 دارای بیشترین میزان اهمیت است.
The purpose of this research is to analyze the factors affecting employee commitment using the self-disclosure approach in the social security organization of Alborz province, Karaj City. The current research is exploratory, cross-sectional, and mixed-methods (qualitative-quantitative) in terms of data collection. The statistical population of the qualitative stage were the chiefs, deputies, and officials of the social security organization of Karaj City in Alborz province, from whom 20 were selected through purposive sampling based on the principle of theoretical saturation. The statistical population in the quantitative part included the employees of the mentioned organization. The sample size in the quantitative part was determined based on the tenfold rule, commonly used in the PLS technique, which recommends a sample size equal to ten times the number of components identified in the qualitative part (10 components. Accordingly, the required sample size was 100. The data collection instrument in the qualitative phase was a semi-structured interview while, in the quantitative phase, a questionnaire derived from the results of the qualitative part was used. For the qualitative data analysis, the thematic analysis method proposed by King and Horrocks (2010) was used, which includes three stages of descriptive coding, interpretive coding, and integration through overarching themes. The quantitative data was analyzed using the structural equation modeling (SEM) and Smart PLS software. The results indicated that employee commitment comprises three dimensions and ten components. Among these, the recruitment and retention programs components had the greatest importance within the commitment dimension, with a weight of 0.8.
Key Words: employee commitment, self-disclosure, thematic analysis, structural equation
1.Introduction
In the study of any phenomenon, it is important to periodically review progress and re-evaluate the applicability of assumptions, paradigms, and approaches. Such research is needed in the field of employee commitment as the nature of work, job structures, and employment relationships has changed significantly. In parallel, one of the extensively studied topics in psychology is self-disclosure. The self-disclosure approach has a great impact on the interpersonal relationships of employees in the workplace by enhancing communication processes, organizational commitment, employee satisfaction, financial growth, and customer orientation. In today's organizational conditions, it is necessary to develop an efficient model grounded in organizational commitment. Organizations should design programs that allow them to understand employees’ needs and expectations. The organization can find points of alignment between what employees demand and what the organization can provide. In this way, the employees’ willingness to contribute and their loyalty to the organization increase. Although the literature on organizational commitment and self-disclosure have developed independently, each provides valuable knowledge to address better performance in an organizational context. The present research contributes to a deeper understanding of the literature on these concepts by highlighting the research approaches that explore the category of employee commitment from multiple perspectives. It also examines the effect the self-disclosure approach on organizational commitment and its implications for the management of human resources within organizations. Based on the findings of the study, it can be concluded that there is actually an important scientific issue that connects the concepts of self-disclosure and organizational commitment. Hence, the aim of the current research is to design a model of employee commitment based on the self-disclosure approach in the social security organization.
- Literature Review
The most comprehensive concept of organizational commitment, according to Allen and Meyer (1991), is an internal state that reflects an individual’s desire, need and sense of obligation in order to continue working in the organization. It encompasses three dimensions: affective, continuance and normative commitment. Affective commitment deals with the feeling of belonging and attachment to the organization and is related to personal characteristics, organizational structures and work experiences. Another type of commitment is continuance commitment, which is related to the perceived financial and non-financial costs of leaving the organization and the lack of alternative options. The last type, normative commitment, refers to the employee's commitment to stay in the organization.
The self-disclosure approach is the process through which people share their personal information with others. This is done by sharing one's information, opinions and attitudes with another person. Theoretically, the concept of self-disclosure is supported by the social penetration theory of Altman and Taylor (1973), which claims that people may share their superficial, social or intimate information with others. Wheeless and Grotz (1976) found that self-disclosure is multidimensional; they discovered five independent dimensions of self-disclosure including disclosure intention, disclosure amount, positive-negative nature of disclosure, honesty-accuracy of disclosure, and general depth control of disclosure. Haymes (1971) provides a behavioral or operational definition of self-disclosure, defining it as a form of behavior, encompassing four main categories: 1) expression of emotion, and emotional processes; 2) expression of needs; 3) expression of fantasies, strivings, dreams, and hopes; and 4) expression of self-awareness.
- Methodology
The current research is exploratory and cross-sectional, employing a mixed-methods approach that integrates both qualitative and quantitative data collection. Based on the topic and the nature of the research, a mixed sequential exploratory design was used. In this way, first qualitative data, then quantitative data were collected and analyzed. The statistical population in the qualitative phase of the research were the chiefs, deputies and officials of the social security organization branches of Karaj city, who were selected through purposive sampling based on the principle of theoretical saturation. In order to collect the data, a semi-structured interview was conducted. In this research, the researchers reached the saturation point after conducting 20 interviews. The research method in the qualitative part was the thematic analysis method proposed by King and Horrocks (2010), which includes three stages of descriptive coding, interpretive coding and integration through overarching themes. The statistical population in the quantitative part were the employees of the mentioned organization. The sample size in the quantitative section was determined based on the tenfold rule, commonly used in the Partial Least Squares technique, which recommends a sample size equal to ten times the number of components identified in the qualitative section (10 components). Accordingly, the required sample size was 100. The data collection instrument in the qualitative phase was a semi-structured interview while, in the quantitative phase, a questionnaire derived from the results of the qualitative part was used. The quantitative data was analyzed using the structural equation modeling (SEM) and Smart PLS software.
- Results
In the first step, all the interviews were transcribed and the basic concepts were extracted. In the next step, these concepts were used to develop descriptive codes. There was an attempt to develop these codes as close as possible to the data, avoiding any kind of interpretation based on any specific theory. Each descriptive code was represented by a word or short phrase. In the interpretive coding step, all the descriptive codes obtained from the previous steps were grouped into related categories. In the last stage, overarching themes were selected integrating terms from the theoretical background with the insights from the interview. After multiple reviews of the basic concepts, descriptive codes and interpretive codes, these themes were put together in one group. Thus, a total of 129 initial codes were generated from a total of 20 interviews. Then, due to the large number of codes, those similar codes in terms of semantic and conceptual content were grouped together, reducing them to 32 descriptive codes and 10 interpretive codes (components). Finally, three main Themes-Opinions and Rationale, Commitments, and Perception and Consideration-were identified.
In this study, based on factor loading, the priority of dimensions and components was determined. Thus, the dimension of commitment, with a factor loading of 0.859, had the highest priority, followed by the dimension of Opinions and Rationale with a value of 0.778. The dimension of Perception and Consideration was ranked last with a factor loading of 0.692. The results indicated that regarding the dimension of Opinions and Rationale, the component of job satisfaction with a factor loading of 0.882 ranked first and the component of personality difference with a factor loading of 0.553 ranked third. Also, in the dimension of Commitments, the component of recruitment and retention plans with a factor loading of 0.843 ranked first and the component of employee training with a factor loading of 0.650 ranked fourth. As regards the dimension of Perception and Consideration, the component of workplace physical conditions, facilities and equipment ranked first with a factor loading of 0.814 and organizational support component ranked third with a factor loading of 0.469. Finally, a model of employee commitment based on the self-disclosure approach was developed and presented for the Social Security Organization.
- Discussion
The results of the study indicated that the factors affecting employee commitment include ten components: work conscience, job satisfaction, personality differences, recruitment and retention plans, employee training, performance evaluation system, job promotion opportunities, organizational support, workplace physical conditions, facilities and equipment, and employee appreciation programs, which are placed in the three dimensions of Opinions and Rationale, Commitments, and Perception and Consideration.
After analyzing the data and identifying comprehensive themes, three dimensions of Opinions and Rationale, Commitments, and Perception and Consideration emerged. These dimensions correspond to the dimensions of organizational commitment proposed by Allen and Mayer (1991):
-Opinions and Rationale Dimension: It represents the individual level and is related to the employee’s thoughts, opinions and personality. Employees with a strong sense of responsibility demonstrate commitment to the organization and use all their efforts to support and maintain it.
-Commitments Dimension: It represents the job level and is related to the job and the individual’s expectations from it.
-Perception and Consideration Dimension: It represents the organizational level and pertains to the employee’s expectations of the organization.
Sharing both work-related and personal information by employees has a significant effect on managers’ ability to acquire comprehensive insights. This study shows that such information can help managers to adjust their strategies and better understand the reasons for absenteeism, intentions to retire and turnover, and job changes before making any decisions or reactions from employees.
The model of employee commitment based on the self-disclosure approach provides a promising framework for enhancing workplace commitment. It provides insights into:1) how the strength of each dimension of commitment may change over time; 2) how a dimension of commitment may grow, shrink, split, or merge with others over time; and 3) how multiple commitment targets interact with each other, or how the strength of correlations between commitments changes over time. This conceptualization of commitment, grounded in the self-disclosure approach, is particularly useful for future human resource research aimed at examining the dynamic nature of commitment systems in organizational settings.
Conflict of interests: none
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