سامانه مدیریت نشریات علمی دانشگاه شهید بهشتی

طهرانی, مریم, حسن پور, اکبر, یاوری, کوشا. (1403). شناسایی پیشایندها و پسایندهای نشاط کارکنان در سازمان با روش‌های فراترکیب و دلفی فازی. , 15(1), 136-161. doi: 10.48308/jpap.2024.231543.1299
مریم طهرانی; اکبر حسن پور; کوشا یاوری. "شناسایی پیشایندها و پسایندهای نشاط کارکنان در سازمان با روش‌های فراترکیب و دلفی فازی". , 15, 1, 1403, 136-161. doi: 10.48308/jpap.2024.231543.1299
طهرانی, مریم, حسن پور, اکبر, یاوری, کوشا. (1403). 'شناسایی پیشایندها و پسایندهای نشاط کارکنان در سازمان با روش‌های فراترکیب و دلفی فازی', , 15(1), pp. 136-161. doi: 10.48308/jpap.2024.231543.1299
طهرانی, مریم, حسن پور, اکبر, یاوری, کوشا. شناسایی پیشایندها و پسایندهای نشاط کارکنان در سازمان با روش‌های فراترکیب و دلفی فازی. , 1403; 15(1): 136-161. doi: 10.48308/jpap.2024.231543.1299

شناسایی پیشایندها و پسایندهای نشاط کارکنان در سازمان با روش‌های فراترکیب و دلفی فازی

چشم انداز مدیریت دولتی
دوره 15، شماره 1 - شماره پیاپی 57، 1403، صفحه 136-161    اصل مقاله (972.96 K)
نوع مقاله: مقاله پژوهشی
شناسه دیجیتال (DOI): 10.48308/jpap.2024.231543.1299
نویسندگان
مریم طهرانی* 1؛ اکبر حسن پور2؛ کوشا یاوری3
1عضو هیئت علمی دانشگاه خوارزمی، دانشکده مدیریت - مدیریت دولتی
2گروه مدیریت منابع انسانی و کسب و کار، دانشکده مدیریت، دانشگاه خوارزمی، تهران، ایران
3کارشناس ارشد مدیریت منابع انسانی، دانشکده مدیریت، دانشگاه خوارزمی، تهران، ایران
چکیده
هدف: در محیط پویای امروزی، بقا و رشد دو نگرانی عمده برای سازمان­‌ها می­‌باشد. عدم اطمینان ناشی از این محیط­‌ها، به عنوان یک عامل کاتالیزور عمل کرده و سازمان­‌های در خطر بقا را تهدید می­‌کند. برخی از سازمان‌­ها در این محیط پویای امروزی راه بقا را یافته و برای مدتی طولانی، رشد را تجربه کرده‌­اند. اما این فرایند یا استراتژی که ممکن است به ماندگاری و رشد سازمان­‌ها برای مدت طولانی کمک کند، چیست؟ به نظر می‌­رسد که نشاط آفرینی سازمانی و فرایندهای مرتبط با آن پاسخی برای این امر باشند. ادبیات موجود در زمینه نشاط آفرینی سازمانی عمدتاً بر روی تعداد کمی از عوامل تأثیرگذار و تأثیرپذیر از این مفهوم تمرکز نموده‌­اند. لذا انجام مطالعات جامع در این زمینه از اهمیت بالایی برخوردار می‌­باشد. در پژوهش حاضر نسبت به شناسایی پیشایندها و پسایندهای نشاط آفرینی در شرکت فروشگاه‌های زنجیره‌­ای فامیلی اقدام شده است. انتظار می­‌رود با انجام این پژوهش در بخش کاربردی، عوامل و پیامدهای حاصل از این مفهوم شناسایی شده تا مدیران منابع انسانی سازمان‌­ها بتوانند از آن‌ها برای بهبود نشاط سازمانی استفاده نموده و از این طریق عملکرد، بقا و رشد سازمان خود را تضمین کنند. در بخش نظری نیز انتظار می‌­رود که انجام این پژوهش منجر به توسعه ادبیات پیشین در زمینه نشاط آفرینی سازمانی گردد.
طراحی/ روش‌شناسی/ رویکرد: تحقیق حاضر از نظر هدف کاربردی و از نظر روش توسعه‌ای است که به صورت آمیخته (کیفی-کمی) انجام شده است. در بخش کیفی (روش فراترکیب) جامعه پژوهش را تمامی مطالعات انجام‌گرفته در این حوزه تشکیل داده است که با استفاده از روش نمونه‌گیری هدفمند ملاک مدار، از میان آنها نمونه‌گیری به‌عمل آمد. در بخش کمی، از روش دلفی فازی چند مرحله‌ای به منظور دستیابی به اجماع در خصوص مولفه‌های مستخرج از بخش کیفی استفاده شد. جامعه آماری بخش کمی شامل خبرگان شرکت فروشگاه‌های زنجیره‌ای فامیلی می‌باشد.
یافته­‌های پژوهش: در این پژوهش با روش فراترکیب پیشایندهای نشاط کارکنان در سازمان، در 2 مقوله فردی و سازمانی و پسایندها نیز در 2 مقوله نتایج فردی و سازمانی شناسایی شدند. سپس از روش دلفی فازی جهت اخذ نظرات خبرگان در خصوص اهمیت این مولفه‌­ها استفاده شد. در مرحله اول دلفی فازی پیشایندهای کانون کنترل، حق شناسی و اثربخشی فردی به دلیل کمتر بودن مقدار ارزش به‌دست آمده شاخص با حد آستانه α حذف گردیدند. همچنین پسایندهای بهره‌­وری کارکنان، وابستگی شغلی خلاقانه و رضایت شغلی به ترتیب دارای بیشترین اهمیت بوده­اند. در این بخش تمامی پسایندها مورد تأیید قرار گرفتند. اختلاف میانگین فازی‌زدایی شده نظر خبرگان در دو مرحله برای پیشایندها و پسایندها از 0.1 کمتر است. بر این اساس، خبرگان فروشگاه‌های زنجیره‌­ای فامیلی در خصوص پیشایندها و پسایندهای نشاط کارکنان در سازمان به اجماع رسیده‌­اند و نظرسنجی در این مرحله متوقف می­‌شود.
محدودیت­‌ها و پیامدها: بر اساس یافته‌های پژوهش حاضر شغل باید به گونه­‌ای تعریف و طراحی گردد که غنا و معناداری لازم را در خود فراهم آورده و منجر به خروجی‌­های مثبت و نتیجه بخش گردد. برخی از ویژگی‌­ها هستند که در تعریف هر شغلی باید به آن­ها توجه ویژه‌­ای نمود. معناداری شغل، شفافیت شغلی، امنیت شغلی، استقلال عمل در کار و پیشرفت شغلی کارکنان از جمله آن­ها هستند که مسلماً پیاده سازی و اجرای هر کدام از آن­ها پیامدهای مثبت بسیاری را به همراه خواهد داشت. عوامل متعددی در سطح فردی، ویژگی‌­ها و خصایص شخصی وجود دارند که می­‌توانند به صورت بالقوه­ بر نشاط آفرینی سازمانی تأثیرگذار باشند. این عوامل در مضامین متعددی همچون عوامل جمعیت‌شناختی، ویژگی­‌های شخصیتی، ویژگی­‌های روانشناختی و نگرش‌­های فردی قرار گرفتند. لذا پیشنهاد می‌­شود مدیران منابع انسانی مضامین ذکر گردیده و عوامل زیرمجموعه آن را در استراتژی­‌ها و برنامه­‌های جذب و استخدام خود حتماً در نظر بگیرند.
پیامدهای عملی: مطابق با نتایج به‌دست آمده در پژوهش حاضر، برنامه­‌های رفاهی و فعالیت‌­های فراسازمانی در جهت رفاه و سلامتی کارکنان از مهم‌ترین عوامل پیش برنده نشاط آفرینی سازمانی هستند. لذا بسیار مهم خواهد بود که این برنامه‌­ها در سازمان توسط مدیران مورد توجه بیشتری قرار گیرند. همچنین اعتماد در محیط­‌های کاری می تواند منجر به نشاط آفرینی سازمانی شود. لذا پیشنهاد می­‌شود به منظور تقویت اعتماد و در نتیجه افزایش نشاط آفرینی در سازمان، مدیران نسبت به پایبندی به صداقت در امور و روابط شغلی، رعایت عدالت در بین کارکنان و اولویت دادن اهداف مشترک بر اهداف فردی اقدام شود.
ابتکار یا ارزش مقاله: انتظار می­‌رود مدیران منابع انسانی با استفاده از نتایج این پژوهش در جهت بهبود نشاط کارکنان و در نهایت بهبود عملکرد و رشد سازمان خود استفاده کنند.
نوع مقاله: مقاله پژوهشی
 
کلیدواژه‌ها
نشاط کارکنان؛ پیشایندها؛ پسایندها؛ فراترکیب؛ دلفی فازی
عنوان مقاله [English]
Identifying the Antecedents and Consequences of Employees’ Vitality in Organization by Meta Synthesis and Delphi Methods
نویسندگان [English]
Mariam Tehrani1؛ Akbar Hassanpoor2؛ Koosha Yavari3
1Faculty member of Kharazmi University, Faculty of Management - Public Administration
2Department of Human Resource Management, Faculty of Management, Kharazmi University, Tehran, Iran
3Graduated in Human Resource Management, Faculty of Management, Kharazmi University
چکیده [English]
Purpose: In today's dynamic environment, survival and growth are two major concerns for organizations. The uncertainty of these environments acts as a factor, and organizations are at risk of survival. Some organizations have found a way to survive in today's dynamic environment and have experienced growth for a long time. But what is the process or strategy that may help the sustainability and growth of organizations for a long time? It seems that organizational vitality and related processes are the answer to this.
The existing literature in the field of organizational vitality has mainly focused on a small number of antecedents and consequences. Therefore, conducting comprehensive studies in this field is of great importance. In the current research, an attempt has been made to identify the antecedents and consequences of vitality in the Family Chain Store Company. It is expected that by conducting this research in the applied part, antecedents and consequences resulting from this concept will be identified so that human resource managers can use them to improve organizational vitality and thus ensure the performance, survival, and growth of their organizations. In the theoretical part, it is expected that conducting this research will lead to the development of previous literature in the field of organizational vitality.
Design/ methodology/ approach: The current research is applied in terms of purpose and developmental in terms of its method, which was done in a mixed (qualitative-quantitative) way. In the qualitative part (meta-synthesis method), the research population is made up of all the studies conducted in this field, which were selected using the criterion-oriented purposeful sampling method. In the quantitative part, the multi-step fuzzy Delphi method was used in order to reach a consensus about the components extracted from the qualitative part. The statistical population of a small part includes experts in family chain stores.
Research Findings: In this research, the antecedents of employees' vitality in organizations were identified in 2 individual and organizational categories, and the consequences were also identified in 2 categories of individual and organizational results. Then the fuzzy Delphi method was used to obtain experts' opinions about the importance of these factors. In the first phase of the fuzzy Delphi for antecedents, the results showed that the center of control, legitimacy, and individual effectiveness were removed due to the lower value of the obtained index. Also, the results of Fuzzy Delphi for consequences showed that employee productivity, creative job dependence, and job satisfaction were the most important, respectively. In this section, all the consequences were approved.
The difference between the de-fuzzified average of experts' opinions in two stages for antecedents and consequences is less than 0.1. Based on this, the experts of the Family Chain Stores have reached a consensus regarding the antecedents and consequences of employee vitality in the organization, and the survey is stopped at this stage.
Limitations & Consequences: Based on the findings of the present study, a job should be defined and designed in such a way that it provides the necessary richness and meaning and leads to positive and fruitful results. There are some factors that should be given special attention when defining any job. Job meaningfulness, job transparency, job security, autonomy at work, and career development are among these factors, and implementing each one will undoubtedly lead to numerous positive outcomes. There are many factors at the individual level that can potentially influence organizational vitality. These factors were included in several themes, such as demographic factors, personality characteristics, psychological characteristics, and individual attitudes. Therefore, it is suggested that human resource managers definitely consider the mentioned categories and their subcategory factors in their recruitment strategies and plans. 
Practical Consequences: According to the results obtained in the present research, welfare programs and extra-organizational activities for the welfare and health of employees are among the most important factors promoting organizational vitality. Also, trust in work environments can lead to organizational vitality. Therefore, it is suggested that in order to strengthen trust and, as a result, increase vitality in the organization, managers adhere to honesty in business relationships, observe justice among employees, and prioritize common goals over individual goals.
Innovation or value of the Article: Human resource managers may use the results of this research to improve the vitality of employees and ultimately improve the performance and growth of their organization.
Paper Type: Original Paper
کلیدواژه‌ها [English]
Employees&rsquo, Vitality, Antecedents, Consequences, Meta-synthesis, Delphi Methods
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