ارائه مدل تاثیر رفتارهای سیاسی بر بهره وری منابع انسانی در بخش عمومی
جعفر غفاری
1
(
دانشجوی دکتری گروه مدیریت دولتی، واحد تهران جنوب، دانشگاه آزاد اسلامی، تهران، ایران.
)
پروانه گلرد
2
(
دانشیارگروه مدیریت دولتی ، دانشکده مدیریت ، دانشگاه آزاد اسلامی واحد تهران جنوب ، تهران ، ایران
)
غلامرضا معمارزاده طهران
3
(
دانشیار گروه مدیریت دولتی، واحد قزوین، دانشگاه آزاد اسلامی، تهران، ایران
)
جمشید صدقیانی
4
(
استاد گروه مدیریت صنعتی، دانشکده حسابداری و مدیریت، دانشگاه علامه طباطبایی، تهران، ایران
)
کلید واژه: بخش عمومی, بهره وری منابع انسانی, رفتارهای سیاسی,
چکیده مقاله :
امروزه بهره‌وری به عنوان دکترین نوین مدیریتی و نگرشی مبتنی بر بهبود و تحول، از جمله مهم‌ترین اهداف سازمان ها را تشکیل داده که امکان احاطه بر زنجیره فعالیت‌های سازمان ها در کلیه بخش‌های جامعه را داشته و با تکیه بر آن استفاده مؤثر و بهینه از منابع سازمان همچون نیروی کار، سرمایه، مواد، انرژی و اطلاعات دست یافتنی است. هدف از تحقیق حاضر؛ ارائه مدل تأثیر رفتارهای سیاسی بر بهره وری منابع انسانی در بخش عمومی است. این تحقیق از حیث روش گردآوری اطلاعات به دو شکل کتابخانه‌ای و میدانی (با استفاده از مصاحبه نیمه-ساختاریافته با خبرگان و پرسشنامه) انجام شده است. از حیث نوع داده؛ در حیطه تحقیقات آمیخته (کیفی- کمی) دسته‌بندی می‌شود و داده‌های مورد نیاز برای احصاء مضامین و مقوله‌های مرتبط با بهره‌وری منابع انسانی و رفتارهای سیاسی در سازمان‌های بخش عمومی ایران در مرحله اول تحقیق با مطالعه ادبیات نظری و استفاده از ابزار مصاحبه نیمه‌ساختاریافته و مبتنی بر رویکرد تحلیل مضمون (تِماتیک) در جامعه آماری مشتمل بر 15 نفر (7 نفر اساتید دانشگاه و 8 نفر مدیران ارشد سازمان‌های بخش عمومی) استخراج گردیده است. برای بخش کمّی تحقیق جامعه آماری به روش طبقه‌ای تصادفی انتخاب و تعداد 230 پرسشنامه در بین نمونه آماری مدیران و کارکنان سازمان‌های بخش عمومی توزیع گردید که در نهایت تعداد 215 پرسشنامه برگشت داده شد. تحلیل داده‌ها با استفاده از نرم افزار Smart-Pls و با آزمونهای مدل‌سازی معادلات ساختاری انجام گرفت. نتایج حاکی از آن است که رفتارهای سیاسی بر بهره‌وری منابع انسانی سازمان‌های بخش عمومی اثر معناداری می‌گذارد.
چکیده انگلیسی :
In today's highly competitive world, productivity, as a philosophy and perspective based on improvement strategy, is the most important goal of any organization and can include the activities of all sectors of society like a chain. In general, the mission of management and the main goal of managers of any organization is the effective and optimal use of various resources and facilities such as labor, capital, materials, energy and information. The purpose of this research was to provide a model of the effect of political behavior on the productivity of human resources in the public sector. In terms of the method of collecting information, this research has been carried out in two forms: library and field studies (using semi-structured interviews with experts and questionnaires). In terms of the type of data, the current research is classified in the field of mixed research (qualitative-quantitative); Because the data needed to count themes and categories related to human resource productivity and political behaviors in Iran's public sector organizations in the first stage of the research, with an in-depth study of theoretical literature and the use of semi-structured interview tools based on thematic analysis approach ) has been extracted. The statistical population for the qualitative phase of the research includes 15 people (including: 7 university professors and 8 senior managers of public sector organizations in Iran) and the statistical population for the quantitative part of the research is a random stratified method of 230 questionnaires among the statistical sample of managers. and employees of public sector organizations in Iran were distributed, and finally 215 questionnaires were returned. Data analysis was done using Smart-PLS software and structural equation modeling tests. The results of the research findings indicate that, in general, political behaviors have a significant effect on the productivity of human resources of public sector organizations.
Keywords: public sector, human resources productivity, political behaviors.
- Introduction
In today's competitive world, productivity is one of the factors that guarantee the durability and survival of organizations, and the rule of productivity culture is the reason for the optimal use of all the material and spiritual facilities of organizations (especially in the public and government sectors). and continuously flourishes the power, talent and potential facilities of organizations. The existence of a suitable organizational structure, effective policies and procedures, healthy work equipment and tools, a balanced work environment, and most importantly, expert and competent human resources are among the requirements that should be taken into account by managers in order to achieve optimal productivity.Obviously, one cannot ignore the role of political behaviors that are formed at different individual, group and organizational levels and even extra-organizational in these types of organizations and among the groups of managers and employees of the public sector, which can be a source of strong influence in the productivity of human resources. Therefore, in the present research, by considering the positive and converging effects and results of political behaviors in the organization; designed a model to improve the productivity of human resources in Iran's public sector organizations.
2- literature reviewOne of the challenges faced by managers of organizations in the field of human resources is to adopt a suitable method to improve the performance and productivity of employees at different organizational levels. Numerous individual, group, organizational and environmental development factors and measures affect the productivity of the human resources of organizations and it is not easy to understand the nature of organizational behavior and especially political behaviors that occur at different individual, group and organizational levels and even extra-organizational and among groups of managers and Ignored the staff forms which can be a strong influencing source in human resource productivity. The theoretical literature surrounding this issue is scarce, some of which are mentioned: dimensions, components and indicators of the pattern of political behavior within and outside the organization of managers using the Delphi technique were identified by Taheri Lari et al. (2019) and the pattern Political behavior in the strategic decision making of sports managers in Iran has been presented by Nazari et al. (2019). Also, in another study, Pourpanahi et al.(1400) have explained the paradigmatic model of political behavior of employees in Iranian sports organizations, and the constructive aspect of political behavior in strategic decision-making has also been investigated in a research by Albana et al.(2018).
3- Method
The main purpose of this research was to provide a model of the effect of political behavior on the productivity of human resources in the public sector. Considering that a comprehensive model in this regard has not been presented in Iran's public sector organizations, the current research is exploratory and in terms of data type; It is classified in the field of mixed (qualitative-quantitative) research. In the qualitative part, themes and categories related to the productivity of human resources and political behaviors in Iran's public sector organizations were identified and extracted by thematic analysis method, and in the quantitative part, the data needed for modeling based on the themes and categories were counted. In the analysis of the theme, using the expert-based questionnaire for structural-interpretive modeling (ISM), it was compiled and the mentioned model was extracted from it. Finally, the data required for the validation of the designed structural model was calculated with a five-point Likert questionnaire using the structural equation modeling method and was investigated among the statistical community. The statistical population of the qualitative phase of the research included expert university professors and senior managers of public sector organizations in Iran who had scientific or experimental activities in the field of human resource management, organizational behavior, etc. Is. Using this method, a statistical sample was selected for the interview stage up to the limit of theoretical data saturation, which included 7 university professors and 8 senior managers of public sector organizations. The statistical population of the final stage of the research includes all managers and employees of public sector organizations such as ministries and affiliated organizations, organizations under the supervision of the presidential institution, revolutionary institutions, state companies, public non-governmental organizations, the Islamic Council and subordinate institutions and even institutions under the jurisdiction of the judiciary. who have more than 15 years of experience and at least a master's degree. This statistical population was limited. According to Schumacher and Lomax (2010), for structural equation modeling research when latent variables have multiple indicators, at least 5 and maximum 10 samples per indicator are sufficient for a normal and elliptical distribution. Therefore, a minimum number of 215 people was required as a statistical sample for this research, and in this regard, a number of 230 questionnaires were distributed among the statistical sample of managers and employees of public sector organizations in Iran using a stratified random method, and finally 215 questionnaires were returned. became.
4- Result
During the interviews, the interviewees had a total of 185 expressions that were selected, extracted and coded and an attempt was made to obtain 60 concepts by examining the initial codes given to each of the mentioned concepts and removing similar, incomplete and unrelated concepts. Electives (basic subjects) should be counted. Then, by re-reviewing among the selective concepts, the researcher tried to categorize the basic themes based on content and appearance in the form of more general categories, and finally 11 organizing themes (sub-themes) were created. in order to measure credit; The sub-categories extracted in this stage were reviewed back and forth from the previous stages based on the data set in order to obtain the content validity of the collected organizing themes. In the next step, among the sub-categories and organizing themes, as in the previous step, by performing back-and-forth actions, we tried to categorize them in higher-level categories and find the main themes, and by benefiting from the aristocracy of the opinion that was obtained on the subject. , the organizing themes were grouped and named in the form of 5 more general categories or overarching themes, which are:
"Drivers of political behavior" (personal, occupational, organizational and extra-organizational factors affecting the productivity of human resources), "political behaviors" (including intra-organizational and extra-organizational political behaviors), "activists of human resource productivity", "interest" "human resources efficiency" (including the effectiveness and efficiency of human resources) and "human resources efficiency consequences" (including the individual, organizational and social consequences of human resources efficiency).
5-Discussion
Based on the summary made in the past research as well as the results of this research, it can be stated that political behaviors have a significant effect on the productivity of human resources of public sector organizations and in order to improve the productivity of human resources in the public sector, it is suggested that managers of organizations Personal, occupational, organizational and extra-organizational factors affecting political behaviors explained in this model should be given special attention.
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