بازشناسی مضامین خودناتوانی سازی در مقابل توان سازی مدیران در دانشگاه علوم پزشکی
محورهای موضوعی : مدیریت منابع انسانی
امین مرعشی فر
1
,
ماشاالله ولیخانی
2
,
علیرضا شیروانی
3
1 - دانشجوی دکتری مدیریت تطبیقی و توسعه، واحددهاقان، دانشگاه آزاد اسلامی، اصفهان،
2 - گروه مدیریت،واحد تهران جنوب،دانشگاه آزاد اسلامی، تهران،ایران .
3 - گروه مدیریت، واحد دهاقان، دانشگاه آزاد اسلامی، اصفهان، ایران.
کلید واژه: خودناتوانی سازی, توان سازی, مدیران, دانشگاه علوم پزشکی,
چکیده مقاله :
زمینه و هدف: خودناتوان سازی در هر موقعیتی که توانایی فرد مورد تهدید قرار می گیرد، اتفاق می افتد. خود ناتوان سازی به عنوان شکلی از رفتارهای اجتنابی به کاهش و تخریب عملکرد منجر می شود. سازمان ها برای آنکه در محیط رقابتی از سایر رقبا عقب نمانند، ناگزیر به اجرای توانمندسازی مدیران خود هستند. هدف این پژوهش، بازشناسی مضامین خود ناتوان سازی در مقابل توان سازی مدیران در دانشگاه علوم پزشکی می باشد.
روش تحقیق: روش این پژوهش، تحلیل مضمون می باشد و ابزار گردآوری اطلاعات، مصاحبه نیمه ساختاریافته و عمیق بود که به روش کدگذاری باز و محوری تحلیل شد. جامعه پژوهش شامل 15 نفر از خبرگان (مدیران، کارکنان، نخبگان و متخصصان واجد شرایط سازمان دولتی ایران) تا سطح اشباع بودند.
یافته ها: خودناتوان‌سازی با عنوان مضمون فراگیر مشتمل بر 5 مضمون پیشران های خودناتوان سازی، خودناتوان سازی فردی، بستر سازهای خودناتوان سازی، پیامدهای خودناتوان سازی و موانع خودناتوان سازی بود که 23 مضمون سازمان‌دهنده در 173 مولفه در قالب مضامین پایه را در برداشت.
نتیجه گیری: پیشران‌های خودناتوان‌سازی و بسترهای آن، عملکرد فردی را مختل می‌کند، درحالی‌که عوامل تسهیل‌کننده مانند مهارت‌های اجتماعی می‌تواند خودکارآمدی را افزایش دهد. پیامدهای این پدیده نیز سبب کاهش سلامت روان و کیفیت خدمات می شود. برای ارتقای توان سازی، باید در جهت کاهش خودناتوان سازی تلاش کرد.
Background and purpose: Self-disabling transpires in circumstances where an individual's capabilities are at risk. As a form of avoidance behavior, self-disabling results in a decline and deterioration of performance. To remain competitive within a dynamic environment, organizations are compelled to foster the empowerment of their managerial staff. The objective of this study is to identify themes associated with self-disabling and the empowerment of managers within the context of the University of Medical Sciences.
Research method: The methodology employed in this study is thematic analysis. Data were collected through semi-structured, in-depth interviews, which were subsequently analyzed utilizing open and axial coding techniques. The research population comprised fifteen experts—including managers, employees, elites, and qualified specialists affiliated with Iranian government organizations—until data saturation was achieved.
Findings: Self-disabling, as the overarching theme, encompassed five thematic categories of self-disabling drivers: individual self-disabling, self-disabling contexts, self-disabling consequences, and self-disabling barriers. These categories comprised a total of twenty-three organizing themes, which, in turn, encompassed one hundred seventy-three components structured as fundamental themes.
Conclusion: The factors contributing to self-handicapping, and its contextual influences, impede individual performance. Conversely, facilitating factors such as social skills can enhance self-efficacy. The repercussions of this phenomenon include diminished mental health and a decline in service quality. To foster the empowerment, proactive measures should be undertaken to mitigate self-handicapping behaviors.
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