طراحی الگوی تغییر فرهنگ سازمانی با توجه به رویکرد توسعه اخلاق کار و شناسایی نقاط اهرمی آن به روش آمیخته در سازمان های دولتی (مورد مطالعه: استان گلستان)
محورهای موضوعی :
مطالعات توسعه اجتماعی ایران
مجتبی رنجبر
1
(پژوهشگر و دکتری مدیریت دولتی گرایش مدیریت منابع انسانی، گنبد کاووس، گلستان، ایران)
تاریخ دریافت : 1397/06/06
تاریخ پذیرش : 1397/06/06
تاریخ انتشار : 1397/06/01
کلید واژه:
طراحی الگو,
تغییر فرهنگ سازمانی,
اصلاح اخلاق کار,
نقاط اهرمی,
چکیده مقاله :
پژوهش حاضر با هدف طراحی الگوی تغییر فرهنگ سازمانی با رویکرد توسعه اخلاق کار و شناسایی نقاط اهرمی آن در سازمان‌های دولتی انجام شد. روش تحقیق آمیخته (کیفی و کمی) استفاده شد. جامعه پژوهش بخشی کیفی خبرگان و صاحب‌نظران و بخش کمی 290 نفر مدیران و کارشناسان سازمان‌ها و دستگاه‌های دولتی استان گلستان بود. در بخش کیفی برای گردآوری داده‌ها، از مصاحبه عمیق و نیمه ساختاریافته و در بخش کمی از پرسشنامه محقق ساخته استفاده شد. برای تجزیه و تحلیل داده‌های کیفی از روش گراندد تئوری و در بخش کمی از آمار توصیفی، تحلیل عاملی تاییدی و معادلات ساختاری استفاده گردید. یافته‌های بخش کیفی در قالب 8 مفهوم: رویکرد راهبردی به اصلاح اخلاق کار(مقوله راهبردی)، مدیریت ارزش‌های سازمانی(مقوله مداخله گر)، مدیریت عملکرد تغییرمدار (مقوله زمینه‌ای)، رهبری تحول‌گرا (مقوله علی)، کارکنان حامی تغییر(مقوله زمینه‌ای)، مدیریت دانش و اطلاعات تغییر (مقوله راهبردی)، سازماندهی متناسب با تغییر (مقوله راهبردی) و مقوله هشتم به عنوان پیامدها مقوله‌بندی و در قالب مدل پارادایمی تحقیق تدوین گردید. نتایج مدل ضریب تاثیر عامل‌های تغییر بر پیامدها حاکی از آن بود که رهبری تحول‌گرا (729/0)، رویکردهای راهبردی (600/0)، کارکنان حامی تغییر (618/0)، مدیریت دانش و اطلاعات تغییر (730/0) بالاترین تاثیر را دارند. در نهایت از نتایج شاخص نیکویی برازش، امتیاز شاخص GOF مدل تحقیق، تقریبا 549/0 به دست آمد که بیانگر مطلوبیت قوی مدل است. بر اساس نتایج رتبه‌بندی و نمودار دوبعدی اهمیت مقوله‌ها، امکان شناسایی نقطه یا نقاط اهرمی میسر نگردید.
چکیده انگلیسی:
Purpose of study was designing a model of organizational culture development with a work-ethic correction approach and identifying its leverage points in governmental organizations. Research method was mixed (qualitative and quantitative). Populations were experts and 290 managers of governmental organizations of Golestan province. For collecting data, was used of a deep and semi-structured interview and a researcher-made questionnaire. To analyze the data, Grand Theory descriptive statistics, confirmatory factor analysis and structural equations methods was used. Findings of qualitative section were eight concepts: a strategic approach to reforming the work ethic (strategic category), managing organizational values (intervener category), managing switching performance (field context ), Transformational leadership (causal category), shift support staff (underlying category), knowledge management and change information (strategic category), organizing according to change (strategic category) and eighth category as outcomes and categorized as paradigmatic model. According to the results of the model, the coefficient of the effect of change factors on the outcomes indicated transformational leadership (0.729), strategic approaches (0.600), support staff of change (0.618), knowledge management and change information (730 / 0) have the highest impact. Finally, the results of the index of goodness of fit, the index of GOF index of the research model, was approximately 0.549, indicating the strong utility of the model. Based on the results of the ranking and two-dimensional charts of the importance of the categories, it was not possible to identify the leverage point or points.
منابع و مأخذ:
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Alvani, S. M. (2008), Ethics and management towards an integrated ethics system in the organization, Quarterly Management Study, 11 (41&42): 1-12. [In Persian].
Alvani, S. M. (2014), public Management. Tehran: Publishing Ney. [In Persian].
Babakhani, A.(2013). Cultural activities, Third edition, Tehran: Publishing Sako.
Bakhshi, N.(2011), Organizational change. Work and Society Monthly.139: 61-67. [In Persian].
Choi, Y. S., Seo, M., Scott, D., Martin, J. (2010). Validation of the organizational culture assessment instrument: An application of the Korean version, Journal of sport management, 24, 169-189.
Chutinon Putthiwanit. 2015, Exploring the impact of organizational culture on employees in multinational enterprise: A qualitative approach. Procedia - Social and Behavioral Sciences 207 ( 2015 ) 483 – 491.
Faghahi Farahmand, S,(2011). Dynamic organization management, Foroozesh Publishers, Eighth edition. [In Persian].
Fathi, S. Motlagh, M.(2011), Globalization and generational distance (Sociological Study of Generational Distance: Emphasizing Information and Communication Technology), Journal of Strategic Studies in Public Policy. 2(5): 145-177. [In Persian].
Hatch, M.J.(2011). organisation theory, Translation by Dr. Hassan Danaee Fard, Tehran: Publishing Afkar
Hathaway, P. (2009). Organization and Change. Methods, Models and Theories [Online]. Available from: URL:http://www.12manage.com/i_co.ht ml/.
Hersi, P. Blanchard, K.(2002). Management of Organizational Behavior, Translation by Dr. Ali Alaghe Band, Publishing Amir Kabair.
Inga Lapina, Ilze Kairiša, Daira Aramina. 2015, Role of Organizational Culture in the Quality Management of University. Procedia - Social and Behavioral Sciences 213 ( 2015 ) 770 – 774.
Juris, I., Viktorija, S. & Elina, G. 2015, Impact of Organizational Culture on Organizational Climate during the Process of Change. Procedia - Social and Behavioral Sciences 213 :944 – 950.
Khaki, GH.(2015). Professional ethics management in the organization,< In the way of young men>, Publishing Foozhan, Third edition.
Korte, R., Chermack, T. (2007). Changing organizational culture with scenario planning, Journal of Futures, 39(6), 645-656.
Mohammadpour Zarandi, H Rahimian, h And Tabatabai Mozdabadi, S. M. (2014), Explaining the Role of Organizational Culture in Managing Change in City Bank Staff, Quarterly Journal of Economics and Urban Management, 3(9): 15-28 [In Persian].
Monavvarian, A and Bakhtiya, A. (2007). Understanding Organizational Culture Based on the Denison Model (Case Study: Industrial Management Organization), Tehran, Fourth International Management Conference, 1-15. [In Persian].
Niyaz Azari, k Taghvaei Yazdi, M. And Mohammadi Alborzi, A. (2016), investigating the effect of organizational identity and organizational culture on organizational citizenship behavior by providing a suitable model. Productivity Management. 9(36): 199-221. [In Persian].
Pennino, Clare M. 2008. Managers and professional ethics, Journal of Business Ethics, 41:337-47. Wikipedia.com, retrived 15th may 2008.
Rahimnia F, Gharehbaghi N, Behpor E, Mollaei Z. 2010. Provide a conceptual model to evaluate the relationship between spirituality and work ethic of entrepreneurship and organizational performance. Shiraz: International Conference on Management, Innovation, Entrepreneurship. (In Persian).
Sarmadi, M. R. (2016). Presentation of the causal model of Islamic work ethic and organizational commitment with the intermediate role of organizational justice and job values. Journal of Research in the New Approach to Educational Management, (3): Sequentially 27: 61-74 [In Persian].
Senge, P,(2013), The fifth command, Creating learning organizations, Translation: Hafez kamal hedayat and Mohammad Roshan, Print tenth [Tehran]: Adineh book. [In Persian].
Shirvani, A. Cicakheti, F,(2012), The study of the role of work ethics on positive organizational behavior based on Luthan's model CHOSE (Case Study of Shahreza Artillery Division), Beyond Management, Sixth Year- No. 23 -Winter. [In Persian].
Soleymani, N. Abbaszadeh, N. & Niyazi Azar, B. 2012, Ethical relationship with job satisfaction and job stress in technical and vocational training organization. Journal of New Approach in Educational Administration; 3(1): 21-38. (In Persian).
Taormina, R. J. 2008. Interrelating leadership behaviors. Organizational Socialization and Organizational Culture, 29(1), 85102.
