بررسی عوامل موثر بر پنهان سازی دانش با تاکید بر طردشدگی

نوع مقاله : پژوهشی ( با رویکردهای کمی)

نویسندگان

1 دانشجوی دکتری مدیریت دولتی(گرایش رفتار سازمانی)، گروه مدیریت، واحد علی آباد کتول ، دانشگاه آزاداسلامی، علی آبادکتول ، ایران

2 استادیار،گروه مدیریت،واحدعلی آبادکتول،دانشگاه آزاداسلامی، علی آبادکتول ، ایران

3 استادیار،گروه مدیریت،واحدعلی آبادکتول،دانشگاه آزاداسلامی، علی آبادکتول ، ایران.

چکیده

هدف: هدف این تحقیق  بررسی عوامل موثر بر پنهان‌سازی دانش با تأکید بر طردشدگی درمحیط کاردرسازمان  تامین اجتماعی استان‌های شمال  کشور، بوده است.طراحی/ روش‌شناسی/ رویکرد: در این تحقیق در راند اول، نظرات شش خبره و در راند دوم نظرات 17 خبره جمع‌آوری گردید. با توجه به روش آمیخته اکتشافی  تحقیق حاضر، جامعه آماری شامل دو بخش بوده است. در بخش کیفی، از نظر اساتید و خبرگان سازمان تامین اجتماعی استان‌های شمال کشور، برای شناسایی عوامل موثر بر پنهان سازی دانش و طردشدگی محل کار، استفاده شده است. و در بخش کمی برای اعتبار سنجی مدل نیز از نظر کلیه مدیران و معاونین و کارشناسان سازمان تامین اجتماعی شمال کشور ، استفاده شده است. کل جامعه آماری حدود ۱۲۹۰نفر بوده اند که براساس فرمول کوکران 2۹۶ نفر و به صورت تصادفی نظر گرفته شده است. برای شناسایی متغیرها از روش دلفی فازی و برای بررسی روابط بین متغیرها از تکنیک دیمتل نرم ، استفاده شده است.یافته‌های پژوهش: نتایج تحقیق نشان داد مولفه‌های پنهان سازی دانش شامل عدم اعتماد بین فردی، منحصر به فرد بودن دانش، عدم مشارکت سازمانی، روشن نبودن وظایف، نبود مشوق‌های سازمانی، پیچیدگی دانش، قدرت شخص درخواست کننده دانش، میزان فرهنگ دانشی سازمانی ، سطح مبادلات اطلاعاتی در بین کارکنان ، سطح محیط کار رقابتی برای کسب دانش جدید، سطح عدم امنیت شغلی درک شده، تاثیر ارزش‌های شخص بوده است.محدودیت‌ها و پیامدها: از محدودیت‌های این پژوهش این است که برخی از افراد واقعیت پدیده پنهان سازی دانش را در سازمان خود پنهان می‌کنند که این عامل به وسیله مصاحبه های مکرر و عمیق تا حد زیادی برطرف می‌شود.پیامدهای عملی: تمرکز بر علل ایجاد مقوله‌های مرتبط با پنهان سازی دانش در سازمان‌ها جز پیامد عملی این پژوهش می‌باشد.ابتکار یا ارزش مقاله: متغیرهای طردشدگی شامل وجود تفاوت ها به دلیل مقایسه‌های اجتماعی، سطح بی‌عدالتی موجود در سازمان، احساس‌های منفی نسبت به محیط کار، سطح انگیزش شغلی کارکنان، سطح رضایت شغلی کارکنان، ضعیف بودن کار تیمی در سازمان، افزایش سکوت سازمانی، سطح عملکرد شغلی کارکنان، باورهای متقابل منفی، بالا بودن میزان تنش شغلی، سطح توانمندی کارکنان بوده است.

کلیدواژه‌ها


عنوان مقاله [English]

Investigating the Factors Affecting Knowledge Hiding With Emphasis on Exclusion

نویسندگان [English]

  • Naser Kamali Pour 1
  • Samereh Shojaei 2
  • Ruhollah Samiei 2
  • Fereydoun Azma 3
1 PhD Student in Public Administration (Organizational Behavior Tendency), Management Department, Aliabad Katoul Branch, Islamic Azad University, Ali Abadaktol, Iran
2 Assistant Professor, Department of Management, Ali Abadaktol Branch, Islamic Azad University, Ali Abadaktol, Iran
3 Assistant Professor, Department of Management, Ali Abadaktol Branch, Islamic Azad University, Ali Abadaktol, Iran
چکیده [English]

Purpose: The aim of this study was to investigate the factors affecting the concealment of knowledge with emphasis on rejection in the workplace in the Social Security Organization of the northern provinces of the country.Design / Methodology / Approach: In this study, in the first round, the opinions of six experts were collected and in the second round, the opinions of 17 experts were collected. According to the mixed exploratory method of the present study, the statistical population consisted of two parts. In the qualitative section, according to the professors and experts of the Social Security Organization of the northern provinces of the country, it has been used to identify the factors affecting the concealment of knowledge and the rejection of the workplace. And in a small part, the validity of the model has been used by all managers, deputies and experts of the Social Security Organization in the north of the country. The total statistical population was about 1290 people, which according to Cochran's formula was 2,966 and was randomly assigned. The fuzzy delphi method has been used to identify the variables and the soft dutel technique has been used to investigate the relationships between the variables.Findings: The results showed that the components of knowledge concealment include lack of interpersonal trust, uniqueness of knowledge, lack of organizational participation, lack of clarity of duties, lack of organizational incentives, complexity of knowledge, lack of knowledge of the applicant, level of organizational knowledge culture, level of information exchange. Among employees, the level of competitive work environment for acquiring new knowledge, the level of perceived job insecurity, and the impact of personal values.Limitations and Consequences: One of the limitations of this research is that some people hide the reality of the phenomenon of concealment of knowledge in their organization, which is largely eliminated by repeated and in-depth interviews.Practical implications: Focusing on the causes of knowledge-related categories in organizations is a practical consequence of this research.Practical implications: Rejection variables include differences due to social comparisons, the level of injustice in the organization, negative feelings about the work environment, the level of job motivation of employees, the level of job satisfaction of employees, poor teamwork in the organization, increasing organizational silence, the level of job performance of employees. Negative mutual beliefs, high levels of job stress have been the level of employee empowerment.

کلیدواژه‌ها [English]

  • : knowledge sharing
  • knowledge concealment
  • rejection
  • Social Security Organization
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