طراحی مدل ساختاری- تفسیری پیشرانهای ظلم سازمانی ادراک شده در بیمارستان های سازمان تامین اجتماعی
محورهای موضوعی : مدیریت منابع انسانی
عبدالرحیم رستم زاده
1
,
احمد ودادی
2
,
محمود دهگان
3
1 - دانشجوی دکتری مدیریت دولتی، گروه مدیریت دولتی، واحد تهران مرکزی، دانشگاه ازاد اسلامی، تهران، ایران
2 - گروه مدیریت دولتی، دانشکده مدیریت، دانشگاه آزاد اسلامی واحد تهران مرکزی، تهران، ایران
3 - گروه مدیریت دولتی،واحد تهران مرکز،دانشگاه آزاد اسلامی،تهران،ایران
کلید واژه: ظلم سازمانی ادراک شده, پیشرانهای ظلم سازمانی,
چکیده مقاله :
زمینه و هدف: ظلم سازمانی ادراک شده یکی از منفی‌ترین نوع روابط فرد و سازمان است که در آن کارکنان به این باور می رسند که رفتارهای منفی سازمان با آنها برایشان مضر می باشد. هدف این پژوهش، طراحی مدل ساختاری-تفسیری پیشرانهای ظلم سازمانی ادراک شده در کارکنان بیمارستان های سازمان تامین اجتماعی می باشد.
روش تحقیق: تحقیق حاضر یک تحقیق آمیخته اکتشافی بود که از روش تحلیل مضمون و مدلسازی ساختاری-تفسیری جهت طراحی مدل استفاده شد. جامعه آماری در بخش کیفی شامل 12 نفر خبره و در بخش کمی 10 نفر از مدیران و اساتید باتجربه بودند. جهت گردآوری اطلاعات از روش میدانی، ابزار مصاحبه نیمه ساختاریافته، و پرسشنامه محقق ساخته استفاده شد. برای تحلیل داده ها در بخش کیفی از کدگذاری سه مرحله ای، و در بخش کمی از مدلسازی ساختاری- تفسیری استفاده گردید.
یافته ها: یافته های تحقیق 6 مضمون را شناسایی کرد که شامل توجیه گری ایدئولوژیک، شرایط کاری پرفشار، مدیران ناشایست، تمرکز قدرت، عدم نظارت مراجع قانونی و برخورداری از رانت گروهی می باشد. توجیه گری ایدئولوژیک و شرایط کاری پرفشار دارای کمترین تاثیرگذاری و در مقابل، عدم نظارت مراجع قانونی و برخورداری از رانت گروهی دارای بیشترین تاثیرگذاری می باشند.
نتیجه گیری: جهت کنترل اثرات منفی ظلم سازمانی ادراک شده، تمرکز بر پیشرانها در راستای تقویت روابط فرد و سازمان از اهمیت بالایی برخوردار می باشد.
Background and purpose: Perceived organizational cruelty represents a significant challenge in the dynamics between individuals and organizations, as employees may perceive the organization's actions as detrimental to their well-being. This study aims to develop a structural-interpretive model to identify the key factors contributing to perceived organizational cruelty among employees within Social Security Organization hospitals.
Research method: The current study employed a mixed exploratory approach, utilizing content analysis and structural-interpretive modeling to develop the model. The qualitative segment involved a statistical population of 12 experts, while the quantitative segment included 10 seasoned managers and professors. Data collection methods encompassed field methods, semi-structured interviews, and researcher-developed questionnaires. A three-stage coding process was implemented for data analysis in the qualitative section, and structural-interpretive modeling was applied in the quantitative section.
Findings: The research findings revealed six key themes: ideological justification, high-pressure working conditions, incompetent management, concentration of power, insufficient oversight by legal authorities, and collective rent. Among these, ideological justification and high-pressure working conditions were found to have the least influence, whereas insufficient oversight by legal authorities and collective rent demonstrated the most significant impact.
Conclusion: To control the adverse effects of perceived organizational cruelty, it is essential to focus on the factors that can enhance the relationship between individuals and organization.
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