نوع‌شناسی رفتار سازمانی کارکنان خشنود سازمان‌های فرهنگی براساس ابعاد باورمندی و انواع رفتارفردی

نوع مقاله : پژوهشی (با رویکردهای آمیخته)

نویسندگان

1 دکتری، مدیریت و برنامه‌ریزی فرهنگی، گرایش فرهنگ سازمانی، دانشکده مدیریت، دانشگاه آزاد اسلامی واحد اصفهان (خوراسگان)، اصفهان، ایران.

2 گروه مدیریت دولتی، دانشکده مدیریت، دانشگاه آزاد اسلامی، واحد اصفهان (خوراسگان)، اصفهان، ایران.

3 گروه مدیریت فرهنگی، دانشکده مدیریت، دانشگاه آزاد اسلامی، واحد اصفهان (خوراسگان)، اصفهان، ایران.

10.52547/jpap.2021.213463.0

چکیده

هدف: هدف نوشتار حاضر نوع شناسی رفتار سازمانی کارکنان خشنود سازمانهای فرهنگی بر اساس ابعاد باورمندی و انواع رفتار فردی است.
طراحی/ روششناسی/ رویکرد: جامعه هدف کارکنان سازمانهای فرهنگی کشور بودند که در راستای تحقیق، کارکنان سازمانهای فرهنگی 4 استان، شامل 2750 نفر به منزله جامعه آماری انتخاب شدند و حجم نمونه بر اساس فرمول کوکران 243 نفر محاسبه شد. شیوۀ پژوهش آمیخته و نمونه گیری مرحله کمی تصادفی و ابزار آن، پرسش‌نامه‌های باورمندی محقق ساخته، رضایت‌سنجی مینه‌سوتا (2000) و رفتار پویای اشفورد و بلک (1996) بود. بر این ‌اساس، ابتدا نمونه ها در 4 گروه تفکیک شد و سپس با 34 نفر از آن‌ها مصاحبه شد. نمونه گیری مرحله کیفی، هدفمند و جمع آوری داده ها، به کمک مصاحبه نیمه باز بر اساس رهیافت نئوپوزیتیویستی و تحلیل داده‌ها به شیوه کدگذاری باز انجام شد. ضمناً روایی و پایایی ابزار فاز کمی پژوهش مطلوب بود و به کمک قابلیت اعتبار، انتقال، اتکاء، تأیید و ره‌آورد، اعتماد و پایایی مصاحبه ها اثبات شد.
 یافته های پژوهش: نتایج نشان داد در بین کارکنان خشنود، نمونه های باورمند، دارای احساس عزت‌نفس و رفتارهای فرانقشی هستند، اما گروهی تمایل شدید به انزوا و گوشه گیری دارند. در مقابل، کارکنان ناباورمند ضمن ترس و تسلیم و تعلق سالوسانه سازمانی، به سازوکارهای دفاعی چون پاره‌سازی، واکنش وارونه، تخیل اسکیزوئیدی و فرونشانی متوسل می‌شوند.
محدودیتها و پیامدها: از جمله محدودیت های این پژوهش مقطعی بودن آن است. قطعاً تحقیقات طولی، غنای بیشتر نتایج را درپی خواهد داشت.
پیامدهای عملی: چارچوب پیشنهادی به مدیران و برنامه ریزان سازمان های فرهنگی کمک میکند ضمن شناخت دقیق کارکنان خشنود سازمان و پیش بینی رفتار آنها، علل ایجابی آن را درک و در برنامه ریزی ها لحاظ کنند.
ابتکار یا ارزش مقاله: ارائه مدل سنجش باورمندی سازمانی، شیوه تلفیق داده های کمی و کیفی و نیز فراهم کردن چارچوبی برای بررسی سطح باورها و نوع رفتار فردی کارکنان سازمانها از ابتکارات این پژوهش است.

کلیدواژه‌ها


عنوان مقاله [English]

typology of organizational behavior of pleasure employees in cultural institutions based on the dimensions of believable and types of individual behavior

نویسندگان [English]

  • Amir Keyvanara 1
  • Akbar Etebarian 2
  • Ali Rashidpour 3
1 Ph.D, Cultural Management and Planning, Organizational Culture, Faculty of Management, Islamic Azad University, Isfahan Branch, Isfahan, Iran.
2 Department of Public Management, Faculty of Management, Islamic Azad University, Isfahan Branch, Isfahan, Iran.
3 Department of Cultural Management, Faculty of Management, Islamic Azad University, Isfahan Branch, Isfahan, Iran.
چکیده [English]

Purpose:The purpose of this article was the typology of organizational behavior of pleasure employees in cultural institutions based on the dimensions of believable and types of individual behavior.
Design/ Methodology/ Approach: The target population of this study was the employees of cultural organizations in the country. For the study, 2750 people, were selected as the statistical population and the sample size was 243 people. The research method was mixed and random quantitative sampling with researcher-made believer questionnaires, minnesota satisfaction questionnaire (2000) and ashford and black dynamic behavior (1996) tools. Accordingly, first, the samples were divided into 4 groups and then 34 of them were interviewed in the qualitative phase. Qualitative sampling was targeted and data collection were semi-open interview based on neo-positivist approach and data analysis was performed by open coding method. In addition, the validity and reliability of the quantitative and qualitative phase tools were favorable, assurance and reliability.
Research Findings: The results showed that among pleasure employees, believable samples have self-esteem and extra-role behaviors, however, a group has a strong tendency to isolation and loneliness. Meanwhile, unbelievable employees, during fear and surrender and hypocrite affiliation, they resort to defense mechanisms such as separation, reverse, schizoid imagination, and suppression.
Limitations & Consequences: One of the limitations of this research is its cross-sectional nature. Certainly longitudinal research will enriched the results.
Practical Consequences: The proposed framework helps managers and planners of cultural organizations, while identifying the pleasure employees of the organization and predicting their behavior, understand its positive reasons and include them in human resource planning.
Innovation or value of the Article: This research provides a framework for researchers to examine the level of believable and the type of individual behavior of pleasure employees of organizations by presenting a model for measuring organizational credibility and a new way of combining quantitative and qualitative data.

کلیدواژه‌ها [English]

  • Organizational behavior
  • Pleasure employees
  • Believable organization
  • Unbelievable organization
  • Active behavior
  • Passive behavior
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