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تبیین پدیده بیهویتی سازمانی و نقش آن در بروز کنش های کژکارکردی منابع انسانی | ||
مدیریت منابع انسانی پایدار | ||
دوره 6، شماره 11، مهر 1403، صفحه 262-243 اصل مقاله (842.31 K) | ||
نوع مقاله: مقاله پژوهشی | ||
شناسه دیجیتال (DOI): 10.22080/shrm.2024.5102 | ||
نویسندگان | ||
رضا نجاری* 1؛ جواد معدنی2 | ||
1دانشیار گروه مدیریت دولتی، دانشکده مدیریت، دانشگاه پیام نور، تهران، ایران. | ||
2استادیار، گروه مدیریت دولتی و گردشگری، دانشکده علوم اجتماعی، دانشگاه محقق اردبیلی، اردبیل، ایران | ||
تاریخ دریافت: 22 مهر 1403، تاریخ پذیرش: 22 مهر 1403 | ||
چکیده | ||
با ورود به عصر جدید، مسائل و چالشهایی برای سازمانها به وجود میآیند که هم فرد، و هم سازمان و جامعه را دچار خطر و چالش مینمایند. یکی از پدیدههای شوم و منحوس این عصر، مفهوم بیهویتی سازمانی است. بیهویتی سازمانی در مقابل مفهوم هویت سازمانی قرار میگیرد که مضرات و پیامدهای منفی بسیار زیادی را در پی دارد. هدف اصلی تحقیق حاضر، تبیین پدیده بیهویتی سازمانی و نقش آن در بروز کنشهای کژکارکردی منابع انسانی است که با استفاده از روش ترکیبی به بررسی این موضوع پرداخته است. تحقیق حاضر باتوجهبه نوع، بنیادی و روش بکار رفته در آن روش ترکیبی یا آمیخته است که از رویکرد لانه گزیده همزمان بهره جسته است. در مرحله اول با استفاده از روش کیفی پنل خبرگان، محورهای موضوعی جهت انجام مصاحبهها استخراج شدهاند و در مرحله دوم، با استفاده از روش کیفی نظریه دادهبنیاد، مؤلفهها و شاخصهای این زمینه مورد شناسایی قرار گرفتهاند. ابزار گردآوری اطلاعات در هر دو روش، مصاحبههای نیمه ساختاریافته بوده که از خبرگان دانشگاهی و اداری-اجرایی گردآوری شدهاند. مطابق با یافتههای تحقیق، در فاز اول 9 محور موضوعی استخراج شدند که بهعنوان مداخل مصاحبههای نیمه ساختاریافته در مرحله دوم، یعنی روش کیفی نظریه دادهبنیاد مورد استفاده قرار گرفتند. در مرحله دوم با استفاده از رویکرد نظاممند استراوس و کوربین تمامی گزارهها کدگذاری شدند که مجموعاً، 336 کد باز، 116 کد محوری و 21 کد انتخابی حاصل شدند. مطابق با نتایج تحقیق، بیهویتی سازمانی نهتنها میتواند موجب بروز رفتارهای کژکارکردی | ||
کلیدواژهها | ||
هویت سازمانی؛ بیهویتی سازمانی؛ کنشهای کژکارکردی؛ منابع انسانی؛ روش ترکیبی | ||
عنوان مقاله [English] | ||
Organizational Disidentification and its Role in occurrence of Human Resources Dysfunctional Actions | ||
نویسندگان [English] | ||
Reza Najjari1؛ Javad Madani2 | ||
1Associate Professor, Department of Public Administration, Faculty of Management, Payam Noor University, Tehran, Iran. | ||
2Assistant Professor, Department of Public Administration and Tourism, Faculty of Social Sciences, University, of Mohaghegh Ardabili Ardabil, Iran | ||
چکیده [English] | ||
By entering the new era, issues and challenges arise for organizations that pose risks and challenges to both individuals, organizations and society. One of the ominous and sinister phenomena of this age is the concept of organizational disidentification. Organizational disidentification is opposed to the concept of organizational identity, which has many disadvantages and negative consequences. The main goal of the current research is to explain the phenomenon of organizational disidentification and its role in the emergence of dysfunctional human resource actions, which has been investigated using a mixed method. According to the type, fundamental and the method used in the present research, it is a mixed method that has benefited from the nested approach at the same time. In the first stage, using the qualitative method of the panel of experts, thematic axes for interviews have been extracted, and in the second stage, using the qualitative method of the foundation's data theory, the components and indicators of this field have been identified. The tool for collecting information in both methods was semi-structured interviews that were collected from academic and administrative-executive experts. According to the findings of the research, in the first phase, 9 themes were extracted, which were used as semi-structured interviews in the second phase, that is, the qualitative method of grounded theory. In the second step, using Strauss and Corbin's systematic approach, all propositions were coded, which resulted in a total of 336 open codes, 116 central codes, and 21 selective codes. According to the results .... | ||
کلیدواژهها [English] | ||
Organizational Identity, Organizational Disidentification, Dysfunctional Actions, Human Resources, Mixed Method | ||
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