طراحی و اعتبار یابی نشاط سازمانی مبتنی بر ارزش های اسلامی با رویکرد اکتشافی

نوع مقاله : پژوهشی (با رویکردهای آمیخته)

نویسندگان

1 دانشجوی دکتری، مدیریت دولتی، دانشکده مدیریت، دانشگاه آزاد اسلامی، واحد علی‌آباد کتول، علی‌آباد کتول، ایران

2 گروه مدیریت دولتی، دانشکده مدیریت، دانشگاه آزاد اسلامی، واحد علی‌آباد کتول، علی‌آباد کتول، ایران

3 گروه مهندسی صنایع، دانشکده فنی، دانشگاه آزاد اسلامی، واحد علی‌آباد کتول، علی‌آباد کتول، ایران

چکیده

هدف: هدف از این پژوهش، ارائه مدل نشاط سازمانی بر اساس مؤلفه‌های ارزش‌های اسلامی با رویکرد آمیخته در دانشگاه آزاد اسلامی شمال کشور بوده است.
طراحی/ روش‌شناسی/ رویکرد: روش تحقیق به لحاظ داده ترکیبی با رویکرد اکتشافی بوده است. در این راستا، در بخش کیفی خبرگان دانشگاهی و سازمانی به شیوه غیرتصادفی و روش گلوله برفی به تعداد 30 نفر انتخاب شده‌اند. در بخش کمی هم مدیران و معاونان و اعضای هیئت‌علمی به تعداد 3062 نفر و حجم نمونه از جدول کرجسی و مورگان به تعداد 342 نفر برآورد گردید. برای پیشگیری از کاهش تعداد و اطمینان بیشتر و برگشت‌پذیری پرسش‌نامه‌ها نمونه به تعداد 370 نفر با روش نمونه‌گیری تصادفی طبقه‌ای تعیین شد. شاخص‌های شناسایی‌شده از طریق تحلیل محتوا با روش دلفی‌فازی توسط خبرگان تأیید شد.
یافته‌های پژوهش: در این پژوهش با تحلیل عاملی اکتشافی مشخص شد ابعاد ارزش‌های اسلامی شامل ارزش‌هایی فردی، اجتماعی و سازمانی و ابعاد نشاط سازمانی شامل عوامل کاری، احساسات مثبت و علاقه‌مندی به‌کار می‌باشد. نتایج مدل‌یابی ساختاری نشان داد ارزش‌های فردی، اجتماعی و ارزش‌های سازمانی به‌عنوان پیشایندهای ارزش‌های اسلامی بر نشاط سازمانی در دانشگاه آزاد اسلامی تأثیرگذارند.
محدودیت‌ها و پیامدها: ازآنجاکه پژوهش در دانشگاه‌های شمال کشور انجام شده است، موجب کاهش تعمیم‌پذیری به سایر استان‌ها می‌شود. پیشنهاد می‌گردد در پژوهش‌های آتی با انتخاب حجم نمونه بزرگ‌تر، نتایج دقیق‌تری به‌دست آید.
پیامد‌های عملی: گسترش نشاط در سازمان می‌تواند به بهبود سلامت کارکنان آن سازمان کمک کند.
ابتکار یا ارزش مقاله: از منظر بنیادی، نتایج این پژوهش در حوزه مدیریت رفتار سازمانی می‌تواند چارچوبی برای مطالعات آتی در زمینه نشاط سازمانی و ارزش‌های اسلامی محیط کار فراهم آورد. از منظر کاربردی نیز می‌تواند به تعیین وضعیت نشاط سازمانی بر اساس مؤلفه‌های ارزش‌های اسلامی محیط کار در همه مراکز آموزشی، نهادها و دستگاه‌های اجرایی بپردازد.

کلیدواژه‌ها


عنوان مقاله [English]

Designing and validation of organizational happiness based on Islamic values: Exploratory approach

نویسندگان [English]

  • Maryam Bayani 1
  • Samereh Shojaei 2
  • Mahmoud Reza Mostaghimi 2
  • Hossein Didehkhani 3
1 Ph.D student, Public Management, , Faculty of Management, Islamic Azad, University,Aliabad KatoulBranch,Aliabad Katoul, Iran
2 Department of Public Management, Faculty of Management, Islamic Azad University,Aliabad Katoul Branch,Aliabad Katoul, Iran
3 Department of Industrial Engineering, Faculty of Technical, Islamic Azad University,Aliabad Katoul Branch,Aliabad Katoul, Iran
چکیده [English]

Purpose:The purpose of this study was to present a model of organizational vitality based on the components of Islamic values and mixed performance in the Islamic Azad University in the north of the country.
Design/ Methodology/ Approach:In terms of data, the research method was a combination with an exploratory approach. In this regard, in the qualitative part, academic and organizational experts were selected in a non-random manner and snowball method by 30 people. In the quantitative section, both managers, deputies and faculty members were estimated at 3062 people and the sample size from Krejcie and Morgan table was estimated at 342 people. To prevent a decrease in the number and reliability of the questionnaires, a sample of 370 people was determined by stratified random sampling. The identified indicators were confirmed by experts through Delphi-fuzzy content analysis.
Research Findings:In this study, by exploratory factor analysis, it was found that the dimensions of Islamic values include individual, social and organizational values and the dimensions of organizational vitality include work factors, positive emotions and interest in work. The results of structural modeling showed that individual, social and organizational values as precursors of Islamic values affect organizational vitality in Islamic Azad University.
Limitations & Consequences: Since the research has been done in universities in the north of the country, it reduces the generalizability to other provinces. It is suggested that more accurate results be obtained in future research by selecting a larger sample size.
Practical Consequences: Spreading vitality in the organization can help improve the health of the employees of that organization.
Innovation or value of the Article: From a fundamental point of view, the results of this research in the field of organizational behavior management can provide a framework for future studies in the field of organizational vitality and Islamic values of the work environment. Educational, institutions and executive apparatus.

کلیدواژه‌ها [English]

  • Organizational vitality
  • Islamic values
  • work factors
  • positive emotions
  • interest in work
  1. Anderes,Salas – Vallina,& Rafael, Fernandez- Guerrero.(2018); The human side of leadership: Insprational leadership effects on follower characteristics and happiness at work(HAW). Journal of Business Research.
  2. Babaei, A. (1993). The relationship between human values. Tehran, Dastan Publications
  3. Bakhshaish, A. R. Mortazavi, M. Hairi, M. (2011). A Comparative Study of Happiness from the Perspective of Islam and Psychology, Quarterly Journal of Culture at Islamic University, No. 1.
  4. Bretones, F. D., & Gonzalez, M. J. (2011). Subjective and occupationalwell-being in a sample of Mexican workers. Soc Indic Res, 100, 273–285.
  5. Datu, J. A. D., King, R. B., & Valdez, J. P. M. (2017). The academic rewards of socially-oriented happiness: Interdependent happiness promotes academic engagement. Journal ofSchool Psychology, 61, 19-31.
  6. Dehghani, E; Nejat, S; Yaseri, M. (2015). "Correlation between spiritual health and happiness in the administrative staff of Semnan University of Medical Sciences" Religion and Health, Volume 3, Number 2, pp. 18-9.
  7. Gluck, W. F. & Chach, L. R. (1996), Khalili Shurini, Sohrab, Business Policy and Strategic Management, Yadavareh Publishing House, Fourth Edition
  8. Hadian, Mehdi and Rahmanzadeh, Arvin (2015), "Study of effective factors on organizational vitality in the work environment of the National Library of Iran", Quarterly Journal of Human Resources Studies 8 (27) ..
  9. Haghgovian, Z.,, Zareimatin, H.,, Jandaghi, Gh.,, Rahmati, M. H. (2016). "Identifying the consequences of employee vitality as one of the factors affecting social capital" Social Capital Management, 3 (1), 41-23.
  10. Heffner, A. L., & Antaramian, S. P. (2016). The role of life satisfaction in predicting student engagement and achievement. Journal of Happiness Studies, 17, 1681–1701.
  11. Huang,H.(2016) Workplace Happiness: Organizational Role and the Reliability of Self- Reporing, Thesis submitted to the Faculty of the Graduate School of the University of Maryland, College Park, in partial fulfillment of the requirements for the degree of Master of Science.
  12. Innstrand, S.T.; Langballe, E.M.; Falkum, E. (2012). A longitudinal study of the relationshipbetween work engagement and symptoms of anxiety and depression. Stress & Health, 28(1), 1-10.
  13. Jafari, N & Gholam, A. M. (2008). Using the fuzzy Delphi method to determine the tax policies of the country, Economic Research Quarterly 8: 91-114.
  14. King, R. B., McInerney, D. M., Ganotice, F. A., & Villarosa, J. B. (2015). Positive affect catalyzesacademic engagement. Learning and Individual Differences, 39, 64–72.
  15. Lemay, D. J., Doleck, T., & Bazelais, P. (2019). Do instrumental goal pursuit mediate feelings ofenvy on Facebook and Happiness or subjective well-being?. Computers in Human Behavior, 91,186-191.
  16. Lotfabadi, H; Nowruzi, V (2004), "Theorizing and Scaling to Measure the Value System to Investigate the Impact of Globalization on the Value System of Iranian Adolescent Students, Educational Innovations", Volume 3, Number 7; 33-59.
  17. Low, M. B. H., King, R. B., & Caleon, I. S. (2016). Positive emotions predict students'well-beingand academic motivation: The broaden-and-build approach. In R. B.
  18. Mahipalan, M., (2019). Workplace Spirituality and Subjective Happiness Among High School Teachers: Gratitude As A Moderator. EXPLORE, 15(2), 107-114. doi:https://doi.org/10.1016/j.explore.2018.07.002
  19. Malik, A; Matoufi, A and Farhadi, A (2018), "The role of Islamic work ethic in organizational vitality and its effect on organizational commitment and job involvement of employees of the General Directorate of Islamic Culture and Guidance", 11th International Conference on Psychology and Social Sciences, Tehran, Mehrashargh Conference.
  20. Mason, Rodney(2015), THE HAPPINESS STUDY, An Employee Review, 50(4),pp
  21. Moghimi, S. M, (2017), "Determining the Impact of Organizational Happiness on Improving Employee Activity and Its Role in the Dynamics of a Community", The First National Conference on New Thoughts in Business Management, Tehran, University of Science and Culture.
  22. Mohammadnejad Bidokht, Sh, (2016), Investigating the Impact of Quality of Work Life on Organizational Vitality (Case Study: Court of Audit), The First International Conference on Management Cohesion and Economy in Urban Development, Tabriz, Oswego University, Ataturk University, Turkey.
  23. Nasiri, Fakhr al-Sadat; Izadi Moez, Shirin; Fallahi, Ahmad Hossein Shamkhani, Ajdar (2013), "Internalization of Islamic values among students from the perspective of educational educators (a case study of girls' high schools in Hamadan)", Cultural Engineering in the sixth year of October and November, No. 57 and
  24. Nelson, D.; Cooper, C. (2007). Positive organizational behavior: accentuating the positive atwork. First published, Sage Publications Ltd.
  25. Nickerson, C., Diener, E., & Schwarz, N. (2011). Positive affect and college success. Journal ofHappiness Studies, 12, 717–746.
  26. Norton, E. C., Nizalova, O., & Murtazashvili, I. (2018). Does past unemployment experienceexplain the transition happiness gap?.Journal of Comparative Economics, 46(3), 736-753.
  27. Páez, D., Martínez-Sánchez, F., Mendiburo, A., Bobowik, M., & Sevillano, V. (2013).Affect regulation strategies and perceived emotional adjustment for negative andpositive affect: A study on anger, sadness and joy. Journal of Positive Psychology, 8(3),249–262.https://doi.org/10.1080/17439760.2013.786751.
  28. Runhaar, P.; Sanders, K.; Konermann, J. (2013). Teachers work engagement: Consideringinteraction with pupils and human resources practices as job resources. Journal of AppliedSocial Psychology, 43, 2017-2030
  29. Samani, A; Watandust, R; Shariati, M & Qahramani, Qh. (2016), "Identifying the dimensions of organizational happiness" studied by the Tehran Municipality Fire and Safety Services Organization, the Second National Conference on Fire and Urban Safety, Tehran, Tehran Municipality Fire and Safety Services Organization.
  30. Taherian, H; Feyz, D & Heidar Khani, Z (2014). "Managerial and organizational factors affecting happiness and vitality in universities and their impact on knowledge production".
  31. Tian, L., Zhang, L., Huebner, E. S., Zheng, X., & Liu, W. (2015). The longitudinal relationship between school belonging and subjective well-being in school among elementaryschool students. Applied Research in Quality of Life Advance online publication1007/s11482-015-9436-5
  32. Uchida, Y., & Ogihara, Y. (2012). Personal or interpersonal construal of happiness: A cultural psychological perspective. International Journal of Wellbeing, 2, 354–369.
  33. Veenhoven,R.(1988).The utility of happiness .Social Indicators Research,20,254.
  34. Villavicencio, F. T., & Bernardo, A. B. I. (2016). Beyond math anxiety: Positive emotions predictmathematics achievement, self-regulation and self-efficacy. The Asia-Pacific Education Researcher, 25, 415–422.
  35. Zarei Matin, H. et al. (2009). Identifying the components of cheerfulness in the workplace and assessing the status of these components in the executive organizations of Stanqam. Journal of Public Management