طراحی الگوی پارادایمی تدوین قراردادهای کاری نامتعارف در شرکت‌های بخش خصوصی با رویکرد داده بنیاد
محورهای موضوعی : مدیریت(منابع انسانی)
مهدیه ویشلقی
1
,
عباسعلی رستگار
2
,
علی اصغر روح الامین
3
1 - دانشجوی دکتری گروه مدیریت دولتی، دانشکده اقتصاد، مدیریت و علوم اداری، دانشگاه سمنان، سمنان، ایران
2 - دانشیار گروه مدیریت بازرگانی، دانشکده اقتصاد، مدیریت و علوم اداری، دانشگاه سمنان، سمنان، ایران
3 - کارشناسی ارشد مدیریت بازرگانی، دانشکده علوم اداری و اقتصاد، دانشگاه اصفهان، اصفهان، ایران
کلید واژه: قرارداد, رویکرد داده بنیاد, قراردادهای نامتعارف کاری, حفظ و نگهداشت منابع انسانی,
چکیده مقاله :
پژوهش حاضر با هدف طراحی الگوی پارادایمی تدوین قراردادهای نامتعارف کاری در شرکت‌های بخش خصوصی ایران انجام شده است. روش تحقیق کیفی و مبتنی بر نظریه‌پردازی داده‌بنیاد است. برای گردآوری اطلاعات از مصاحبه‌های نیمه‌ساختاریافته و تجزیه‌وتحلیل اطلاعات به روش استراوس و کوربین استفاده شد. نمونه‌گیری به روش نمونه‌گیری نظری و با بهره‌گیری از تکنیک‌های هدفمند – قضاوتی و گلوله‌برفی انجام شد. نتایج تحلیل مصاحبه‌های انجام شده با 19 نفر از استادان و خبرگان در شرکت‌های خصوصی طی فرآیند کدگذاری باز، محوری و انتخابی منجر به ارائة الگوی پارادایمی قراردادهای نامتعارف کاری با 6 مقوله و 27 مفهوم گردید. عوامل علی مؤثر بر قراردادهای نامتعارف کاری در شرکت‌های خصوصی ساختارهای سلسله‌مراتبی، عدم انگیزش و مشارکت، سیستم حقوق و دستمزد، عدم انعطاف‌پذیری، رفتارها و سبک رهبری وظیفه‌گرایانه، محدودیت‌های شغلی، عدم رضایت کارکنان و عدم تمایل به تغییر؛ شرایط زمینه‌ای از قبیل فرهنگ شرکت، چارچوب‌های قانونی، چشم‌انداز استراتژیک شرکت و ساختار مالی شرکت، شرایط مداخله‌گر حمایت مدیران، قدرت مذاکره، ویژگی‌های شخصیتی مدیران، تبادلات رهبر-عضو؛ راهبردهای شایسته‌گماری، افزایش قدرت چانه‌زنی کارکنان، منعطف نمودن محیط کاری، فراهم کردن بسترهای نوین ICT، تحولات ساختاری و اصلاح نظام جبران خدمات، تمرکززدایی، توانمندسازی روان‌شناختی و ارتباطات همه‌جانبه و پیامدهای حاصل از تدوین قراردادهای نامتعارف کاری شامل پیامدهای فردی و پیامدهای سازمانی هستند.
The purpose of the current study was to design a paradigm model in order to establish idiosyncratic deals within private companies of Iran. In this research, a qualitative method based on the grounded theory was utilized. Semi-structured interviews and Strauss and Corbin data analysis were conducted to gather the data. Sampling was carried out using a theoretical sampling approach, and purposive-judgmental and snowball sampling techniques. After analyzing the results of the interviews with 19 professors and experts within private companies, in the process of open, axial, and selective coding, an idiosyncratic deals paradigm model was presented with 6 topics and 28 concepts. Based on the results, the casual factors influencing idiosyncratic deals within private companies are as follows: “hierarchical structures”, “motivation and collaboration”, “wage payment systems”, “resilience”, “behavior and task-oriented leadership style”, “employment limitations”, “lack of satisfaction among employees”, and “unwillingness to change”, the”, “strategic vision of the company”, and the intervening conditions are “managers’ support”, “negotiation power”, “management personal traits”, “leader-member exchanges”, “Adhocracy system within the company”, “meritocracy strategies”, “increased employees’ bargaining power”, “flexible work environment”, “providing novel ICT platforms”, “structural changes”, “improving service compensation system”, “decentralization”, “psychological empowerment”, and “holistic communication”. Moreover, establishing idiosyncratic deals can have “personal consequences” as well as “organizational consequences”.
Anand, S., Vidyarthi, P. R., Liden, R. C., & Rousseau, D. M. (2010). Good citizens in poor-quality relationships: Idiosyncratic deals as a substitute for relationship quality. Academy of Management Journal, 53(5), 970-988. https://doi.org/10.5465/amj.2010.54533176
Bernik, M.(2017).Human resource management in modern organization. Human resource management. https://doi.org/10.18690/978-961-286-102-5
Brzykcy, A. Z., Boehm, S. A., & Baldridge, D. C. (2019). Fostering sustainable careers across the lifespan: The role of disability, idiosyncratic deals and perceived work ability. Journal of Vocational Behavior, 112, 185-198. https://doi.org/10.1016/j.jvb.2019.02.001
Caliskan, E., & Torun, A. (2019). Individualized HR practices and idiosyncratic deals (I-deals) and the expected positive individual and organizational outcomes. Istanbul Business Research, 48(1), 36-63. https://doi.org/10.26650/ibr.2019.48.0016
Collins, C. J. (2021). Expanding the resource based view model of strategic human resource management. The International Journal of Human Resource Management, 32(2), 331-358. https://doi.org/10.1080/09585192. 2019.1711442
Corbin, J., & Strauss, A. L. (2008). Basics of qualitative research: Techniques and procedures for developing grounded theory. SAGE, 1-456.
Creswell, J. W. (2012). Educational research: Planning, conducting, and evaluating quantitative and qualitative research. Pearson College Division, 1-672.
Ding, C. G., & Chang, Y. (2019). Effects of task and work responsibilities idiosyncratic deals on perceived insider status and the moderating roles of perceived overall justice and coworker support. Review of Managerial Science, 14(6), 1341-1361. https://doi.org/10.1007/s11846-019-00335-6
Ebrahimi, E. (2020). Investigating the effect of idiosyncratic deals on the dimensions of perceived organizational justice: The moderating role of leader-follower exchange. Quarterly Journal of Organizational Behavior Studies. 4 (36), 95-123. (in persian)
Garg, S., & Fulmer, I. (2017). Ideal or an ordeal for organizations? Organizational Psychology Review, 7(4), 281-305. https://doi.org/10.1177/ 2041386617733136
Greenberg, J., Roberge, M., Ho, V. T., & Rousseau, D. M. (2014). Fairness in idiosyncratic work arrangements: Justice as an I-deal. Research in Personnel and Human Resources Management, 1-34. https://doi.org/ 10.1016/s0742-7301(04)23001-8
Heraty, N. (2021). Human resource development. The Oxford Handbook of Contextual Approaches to Human Resource Management, 519-543. https://doi.org/10.1093/oxfordhb/9780190861162.013.24
Hornung, S., Rousseau, D. M., Weigl, M., Müller, A., & Glaser, J. (2014). Redesigning work through idiosyncratic deals. European Journal of Work and Organizational Psychology, 23(4), 608-626. https://doi.org/10.1080/ 1359432x.2012.740171
Hu, W., & Zheng, D. (2021). Research on the influence of team I-deals level on team innovation-from the perspective of collective thriving. E3S Web of Conferences, 251, 03087. https://doi.org/10.1051/e3sconf/202125103087
Huang, Y., & Chen, X. (2021). A moderated mediation model of idiosyncratic deals and innovative performance of R&D employees: Roles of vitality. Chinese Management Studies, 15(3),46-61. https://doi.org/10.1108/cms-09-2020-0417
Katou, A. A., Budhwar, P. S., & Patel, C. (2020). Idiosyncratic deals in less competitive labor markets: Testing career I-deals in the Greek context of high uncertainties. The International Journal of Human Resource Management, 1-28. https://doi.org/10.1080/09585192.2020.1759672
Kong, D. T., Ho, V. T., & Garg, S. (2018). Employee and coworker idiosyncratic deals: Implications for emotional exhaustion and deviant behaviors. Journal of Business Ethics, 164(3), 593-609. https://doi.org/10.1007/s10551-018-4033-9
Kroon, B., Freese, C., & Schalk, R. (2015). A strategic HRM perspective on I-deals. Idiosyncratic Deals Between Employees and Organizations, 73-91. https://doi.org/10.4324/9781315771496-6
Lee, B. Y., Kim, T., Gong, Y., Zheng, X., & Liu, X. (2019). Employee well‐being attribution and job change intentions: The moderating effect of task idiosyncratic deals. Human Resource Management, 59(4), 327-338. https://doi.org/10.1002/hrm.21998
Liao, C., Wayne, S. J., & Rousseau, D. M. (2016). Idiosyncratic deals in contemporary organizations: A qualitative and meta-analytical review. Journal of Organizational Behavior, 37, S9-S29. https://doi.org/ 10.1002/job.1959
Liao, C., Wayne, S. J., Liden, R. C., & Meuser, J. D. (2017). Idiosyncratic deals and individual effectiveness: The moderating role of leader-member exchange differentiation. The Leadership Quarterly, 28(3), 438-450. https://doi.org/10.1016/j.leaqua.2016.10.014
Marescaux, E., De Winne, S., & Sels, L. (2019). Idiosyncratic deals from a distributive justice perspective: Examining Co-workers’ voice behavior. Journal of Business Ethics, 154(1), 263-281. https://doi.org/ 10.1007/s10551-016-3400-7.
McFadzean, E.(2007). Developing a Proposal: A Nine Step Process.
Mohammadyari,Z,. Sepahvand, R. Vhdati, h, Mousavi, N (2018). The role of invisible employees on organizational laziness in government organizations. Quarterly Journal of Human Resource Management Research, Imam Hossein University. 1, 51-75. (in Persian)
Ng, T. W. (2017). Can idiosyncratic deals promote perceptions of competitive climate, felt ostracism, and turnover? Journal of Vocational Behavior, 99, 118-131. https://doi.org/10.1016/j.jvb.2017.01.004
Ng, T. W., & Feldman, D. C. (2012). Idiosyncratic deals and voice behavior. Journal of Management, 41(3), 893-928. https://doi.org/10.1177/ 0149206312457824
Renz, F. (2020). A conceptual analysis of social and self-centered obligations resulting from idiosyncratic deals. Academy of Management Proceedings, 2020(1), 13589. https://doi.org/10.5465/ambpp.2020.13589abstract
Rosen, C. C., Slater, D. J., Chang, C., & Johnson, R. E. (2013). Let’s make a deal. Journal of Management, 39(3), 709-742. https://doi.org/10.1177/ 0149206310394865
Rousseau, D. (2005). I-deals: Idiosyncratic deals employees bargain for themselves: Idiosyncratic deals employees bargain for themselves. Routledge, 1-261.
Rousseau, D. M., Ho, V. T., & Greenberg, J. (2006). I-deals: Idiosyncratic terms in employment relationships. Academy of Management Review, 31(4), 977-994. https://doi.org/10.5465/amr.2006.22527470
Rousseau, D. M., Hornung, S., & Kim, T. G. (2009). Idiosyncratic deals: Testing propositions on timing, content, and the employment relationship. Journal of Vocational Behavior, 74(3), 338-348. https://doi.org/10.1016/ j.jvb.2009.02.004
Sepahvand, R, vahdati, H. Ismaili, M, Rahimi A. (2016). Designing a model of sustainable competitive advantage based on the competence of human capital in the insurance industry. Quarterly Journal of Human Resource Management Research, Imam Hossein University. 1 (23). 179-208.(in persian)
Shams, M. S., Mei, T. S., & Adnan, Z. (2021). Nexus between idiosyncratic deals and work engagement via psychological empowerment: A PLS-SEM approach. Management Science Letters,11(1). 689-698. https://doi.org/ 10.5267/j.msl.2020.8.037
Singh, S., & Vidyarthi, P. R. (2018). Idiosyncratic deals to employee outcomes: Mediating role of social exchange relationships. Journal of Leadership & Organizational Studies, 25(4), 443-455. https://doi.org/10.1177/ 1548051818762338
Speziale, H. S., Streubert, H. J., & Carpenter, D. R. (2011). Qualitative research: Advancing the humanistic imperative. Lippincott Williams & Wilkins.
Srikanth, P. B., Jomon, M. G., & Thakur, M. (2020). Developmental idiosyncratic I-deals and its influence on promotability decisions: The joint roles of proactive personality and developmental challenge. The International Journal of Human Resource Management, 1-26. https://doi.org/10.1080/09585192.2020.1841818
Storey, j. u., Ulrich, D., Wright, P. (2020). Strategic human resource management: A research overview. Routledge, 1-120.
Tauba, M., & Kimwolo, A. (2021). Development idiosyncratic deals and employee performance. SEISENSE Journal of Management, 4(3), 63-72. https://doi.org/10.33215/sjom.v4i3.628
Wang, S., Liu, Y., & Shalley, C. E. (2018). Idiosyncratic deals and employee creativity: The mediating role of creative self-efficacy. Human Resource Management, 57(6), 1443-1453. https://doi.org/10.1002/hrm.21917
Wang, P., Wang, S., Yao, X., Hsu, I., & Lawler, J. (2019). Idiosyncratic deals and work‐to‐family conflict and enrichment: The mediating roles of fit perceptions and efficacy beliefs. Human Resource Management Journal, 29(4), 600-619. https://doi.org/10.1111/1748-8583.12246
Yang, X. (2020). Review of idiosyncratic deals in organization: From the dual perspective of “I-dealers” and “Co-workers”. American Journal of Industrial and Business Management, 10(03), 645-658. https://doi.org/ 10.4236/ajibm.2020.103043
zhao, h., wayne, s. j., glibkowski, b. c., & bravo, J. (2007). The impact of psychological contract breach on work-related outcomes: A meta-analysis. Personnel Psychology, 60(3), 647-680. https://doi.org/10.1111/j.1744-6570.2007.00087.x
_||_Anand, S., Vidyarthi, P. R., Liden, R. C., & Rousseau, D. M. (2010). Good citizens in poor-quality relationships: Idiosyncratic deals as a substitute for relationship quality. Academy of Management Journal, 53(5), 970-988. https://doi.org/10.5465/amj.2010.54533176
Bernik, M.(2017).Human resource management in modern organization. Human resource management. https://doi.org/10.18690/978-961-286-102-5
Brzykcy, A. Z., Boehm, S. A., & Baldridge, D. C. (2019). Fostering sustainable careers across the lifespan: The role of disability, idiosyncratic deals and perceived work ability. Journal of Vocational Behavior, 112, 185-198. https://doi.org/10.1016/j.jvb.2019.02.001
Caliskan, E., & Torun, A. (2019). Individualized HR practices and idiosyncratic deals (I-deals) and the expected positive individual and organizational outcomes. Istanbul Business Research, 48(1), 36-63. https://doi.org/10.26650/ibr.2019.48.0016
Collins, C. J. (2021). Expanding the resource based view model of strategic human resource management. The International Journal of Human Resource Management, 32(2), 331-358. https://doi.org/10.1080/09585192. 2019.1711442
Corbin, J., & Strauss, A. L. (2008). Basics of qualitative research: Techniques and procedures for developing grounded theory. SAGE, 1-456.
Creswell, J. W. (2012). Educational research: Planning, conducting, and evaluating quantitative and qualitative research. Pearson College Division, 1-672.
Ding, C. G., & Chang, Y. (2019). Effects of task and work responsibilities idiosyncratic deals on perceived insider status and the moderating roles of perceived overall justice and coworker support. Review of Managerial Science, 14(6), 1341-1361. https://doi.org/10.1007/s11846-019-00335-6
Ebrahimi, E. (2020). Investigating the effect of idiosyncratic deals on the dimensions of perceived organizational justice: The moderating role of leader-follower exchange. Quarterly Journal of Organizational Behavior Studies. 4 (36), 95-123. (in persian)
Garg, S., & Fulmer, I. (2017). Ideal or an ordeal for organizations? Organizational Psychology Review, 7(4), 281-305. https://doi.org/10.1177/ 2041386617733136
Greenberg, J., Roberge, M., Ho, V. T., & Rousseau, D. M. (2014). Fairness in idiosyncratic work arrangements: Justice as an I-deal. Research in Personnel and Human Resources Management, 1-34. https://doi.org/ 10.1016/s0742-7301(04)23001-8
Heraty, N. (2021). Human resource development. The Oxford Handbook of Contextual Approaches to Human Resource Management, 519-543. https://doi.org/10.1093/oxfordhb/9780190861162.013.24
Hornung, S., Rousseau, D. M., Weigl, M., Müller, A., & Glaser, J. (2014). Redesigning work through idiosyncratic deals. European Journal of Work and Organizational Psychology, 23(4), 608-626. https://doi.org/10.1080/ 1359432x.2012.740171
Hu, W., & Zheng, D. (2021). Research on the influence of team I-deals level on team innovation-from the perspective of collective thriving. E3S Web of Conferences, 251, 03087. https://doi.org/10.1051/e3sconf/202125103087
Huang, Y., & Chen, X. (2021). A moderated mediation model of idiosyncratic deals and innovative performance of R&D employees: Roles of vitality. Chinese Management Studies, 15(3),46-61. https://doi.org/10.1108/cms-09-2020-0417
Katou, A. A., Budhwar, P. S., & Patel, C. (2020). Idiosyncratic deals in less competitive labor markets: Testing career I-deals in the Greek context of high uncertainties. The International Journal of Human Resource Management, 1-28. https://doi.org/10.1080/09585192.2020.1759672
Kong, D. T., Ho, V. T., & Garg, S. (2018). Employee and coworker idiosyncratic deals: Implications for emotional exhaustion and deviant behaviors. Journal of Business Ethics, 164(3), 593-609. https://doi.org/10.1007/s10551-018-4033-9
Kroon, B., Freese, C., & Schalk, R. (2015). A strategic HRM perspective on I-deals. Idiosyncratic Deals Between Employees and Organizations, 73-91. https://doi.org/10.4324/9781315771496-6
Lee, B. Y., Kim, T., Gong, Y., Zheng, X., & Liu, X. (2019). Employee well‐being attribution and job change intentions: The moderating effect of task idiosyncratic deals. Human Resource Management, 59(4), 327-338. https://doi.org/10.1002/hrm.21998
Liao, C., Wayne, S. J., & Rousseau, D. M. (2016). Idiosyncratic deals in contemporary organizations: A qualitative and meta-analytical review. Journal of Organizational Behavior, 37, S9-S29. https://doi.org/ 10.1002/job.1959
Liao, C., Wayne, S. J., Liden, R. C., & Meuser, J. D. (2017). Idiosyncratic deals and individual effectiveness: The moderating role of leader-member exchange differentiation. The Leadership Quarterly, 28(3), 438-450. https://doi.org/10.1016/j.leaqua.2016.10.014
Marescaux, E., De Winne, S., & Sels, L. (2019). Idiosyncratic deals from a distributive justice perspective: Examining Co-workers’ voice behavior. Journal of Business Ethics, 154(1), 263-281. https://doi.org/ 10.1007/s10551-016-3400-7.
McFadzean, E.(2007). Developing a Proposal: A Nine Step Process.
Mohammadyari,Z,. Sepahvand, R. Vhdati, h, Mousavi, N (2018). The role of invisible employees on organizational laziness in government organizations. Quarterly Journal of Human Resource Management Research, Imam Hossein University. 1, 51-75. (in Persian)
Ng, T. W. (2017). Can idiosyncratic deals promote perceptions of competitive climate, felt ostracism, and turnover? Journal of Vocational Behavior, 99, 118-131. https://doi.org/10.1016/j.jvb.2017.01.004
Ng, T. W., & Feldman, D. C. (2012). Idiosyncratic deals and voice behavior. Journal of Management, 41(3), 893-928. https://doi.org/10.1177/ 0149206312457824
Renz, F. (2020). A conceptual analysis of social and self-centered obligations resulting from idiosyncratic deals. Academy of Management Proceedings, 2020(1), 13589. https://doi.org/10.5465/ambpp.2020.13589abstract
Rosen, C. C., Slater, D. J., Chang, C., & Johnson, R. E. (2013). Let’s make a deal. Journal of Management, 39(3), 709-742. https://doi.org/10.1177/ 0149206310394865
Rousseau, D. (2005). I-deals: Idiosyncratic deals employees bargain for themselves: Idiosyncratic deals employees bargain for themselves. Routledge, 1-261.
Rousseau, D. M., Ho, V. T., & Greenberg, J. (2006). I-deals: Idiosyncratic terms in employment relationships. Academy of Management Review, 31(4), 977-994. https://doi.org/10.5465/amr.2006.22527470
Rousseau, D. M., Hornung, S., & Kim, T. G. (2009). Idiosyncratic deals: Testing propositions on timing, content, and the employment relationship. Journal of Vocational Behavior, 74(3), 338-348. https://doi.org/10.1016/ j.jvb.2009.02.004
Sepahvand, R, vahdati, H. Ismaili, M, Rahimi A. (2016). Designing a model of sustainable competitive advantage based on the competence of human capital in the insurance industry. Quarterly Journal of Human Resource Management Research, Imam Hossein University. 1 (23). 179-208.(in persian)
Shams, M. S., Mei, T. S., & Adnan, Z. (2021). Nexus between idiosyncratic deals and work engagement via psychological empowerment: A PLS-SEM approach. Management Science Letters,11(1). 689-698. https://doi.org/ 10.5267/j.msl.2020.8.037
Singh, S., & Vidyarthi, P. R. (2018). Idiosyncratic deals to employee outcomes: Mediating role of social exchange relationships. Journal of Leadership & Organizational Studies, 25(4), 443-455. https://doi.org/10.1177/ 1548051818762338
Speziale, H. S., Streubert, H. J., & Carpenter, D. R. (2011). Qualitative research: Advancing the humanistic imperative. Lippincott Williams & Wilkins.
Srikanth, P. B., Jomon, M. G., & Thakur, M. (2020). Developmental idiosyncratic I-deals and its influence on promotability decisions: The joint roles of proactive personality and developmental challenge. The International Journal of Human Resource Management, 1-26. https://doi.org/10.1080/09585192.2020.1841818
Storey, j. u., Ulrich, D., Wright, P. (2020). Strategic human resource management: A research overview. Routledge, 1-120.
Tauba, M., & Kimwolo, A. (2021). Development idiosyncratic deals and employee performance. SEISENSE Journal of Management, 4(3), 63-72. https://doi.org/10.33215/sjom.v4i3.628
Wang, S., Liu, Y., & Shalley, C. E. (2018). Idiosyncratic deals and employee creativity: The mediating role of creative self-efficacy. Human Resource Management, 57(6), 1443-1453. https://doi.org/10.1002/hrm.21917
Wang, P., Wang, S., Yao, X., Hsu, I., & Lawler, J. (2019). Idiosyncratic deals and work‐to‐family conflict and enrichment: The mediating roles of fit perceptions and efficacy beliefs. Human Resource Management Journal, 29(4), 600-619. https://doi.org/10.1111/1748-8583.12246
Yang, X. (2020). Review of idiosyncratic deals in organization: From the dual perspective of “I-dealers” and “Co-workers”. American Journal of Industrial and Business Management, 10(03), 645-658. https://doi.org/ 10.4236/ajibm.2020.103043
zhao, h., wayne, s. j., glibkowski, b. c., & bravo, J. (2007). The impact of psychological contract breach on work-related outcomes: A meta-analysis. Personnel Psychology, 60(3), 647-680. https://doi.org/10.1111/j.1744-6570.2007.00087.x
