پیوندهای مفید
اخبار و اعلانات
آمار
| تعداد نشریات | 46 |
| تعداد شماره‌ها | 1,226 |
| تعداد مقالات | 10,524 |
| تعداد مشاهده مقاله | 20,809,902 |
| تعداد دریافت فایل اصل مقاله | 14,187,101 |
آسیب‌شناسی شکاف نسلی در بین کارکنان سازمان بهداشت و درمان صنعت نفت تهران | ||
| مدیریت سازمان‌های دولتی | ||
| مقاله 8، دوره 13، شماره 2 (پیاپی 50)، فروردین 1404، صفحه 157-176 اصل مقاله (814.87 K) | ||
| نوع مقاله: پیمایشی | ||
| شناسه دیجیتال (DOI): 10.30473/ipom.2025.73168.5093 | ||
| نویسندگان | ||
| محسن غفاریان حسین زاده1؛ ناصر میرسپاسی* 2؛ محمدرضا دارائی3 | ||
| 1دانشجوی دکتری، گروه مدیریت دولتی، واحد علوم و تحقیقات، دانشگاه آزاد اسلامی، تهران، ایران. | ||
| 2استاد، گروه مدیریت دولتی، واحد علوم و تحقیقات، دانشگاه آزاد اسلامی، تهران، ایران. | ||
| 3استادیار، گروه مدیریت دولتی، دانشگاه پیام نور، تهران، ایران. | ||
| چکیده | ||
| وجود تعارضات مخرب و نبود شفافیت و عدم تعامل بین نسل‌های شاغل در یک سازمان و همچنین عدم به‌کارگیری ارتباطات سازنده سازمانی، چالش‌هایی را در اغلب سازمان‌ها به وجود آورده است. با این حال، تلاش کمی برای کشف آسیب‌شناسی شکاف نسلی در محیط کار و بررسی تجربی ماهیت، علل و واکنش‌ها به چنین آسیب‌هایی صورت گرفته است. هدف اصلی این پژوهش، آسیب‌شناسی شکاف نسلی در بین کارکنان سازمان بهداشت و درمان صنعت نفت تهران بوده است. پژوهش از نوع آمیخته (کیفی– کمی) بوده که با استفاده از مصاحبه نیمه ساختاریافته با روش کیفی، مصاحبه‌ها تا مرحله اشباع نظری به انجام رسید. سپس داده‌ها براساس رویکرد نظام‌مند استراوس و کوربین و در سه‌گام کدگذاری باز، کدگذاری محوری و کدگذاری انتخابی، تجزیه و تحلیل گردیدند. با برقراری رابطه بین مفاهیم و مقوله‌های تولید شده در مرحله کدگذاری باز، فرایند ارتباط دهی در کدگذاری محوری حاصل گردید. در بخش کمی جامعه آماری تحقیق، تمامی کارکنان دارای مدرک کارشناسی به بالای سازمان به تعداد 305 نفر شناسایی گردیدند و براساس فرمول کوکران 170 نفر از آن‌ها به روش تصادفی ساده انتخاب شدند. ابزار اصلی جمع‌آوری اطلاعات در بخش کمی پرسشنامه بود که در نهایت داده‌ها از طریق الگوی معادلات ساختاری و نرم‌افزار Smart PLS مورد تحلیل قرار گرفتند. نتایج پژوهش نشان داده که اصلی‌ترین آسیب‌های وارده به سازمان بهداشت و درمان صنعت نفت تهران، فقدان مدیریت تعارض، عدم مشارکت کارکنان، رقابت کارکنان و موانع ارتباطی بوده‌اند. | ||
| کلیدواژه‌ها | ||
| آسیب‌شناسی؛ شکاف نسلی؛ مدیریت تعارض؛ عدم مشارکت؛ رقابت کارکنان | ||
| عنوان مقاله [English] | ||
| Pathology of the Generation Gap among Employees of the Tehran Petroleum Industry Health and Treatment Organization | ||
| نویسندگان [English] | ||
| MOHSEN GHAFARIAN HOSSEINZADEH1؛ Naser Mirsepasi2؛ Mohamadreza Daraei3 | ||
| 1Ph.D Student, Department of Public Administration, Science and Research Branch, Islamic Azad University, Tehran, Iran. | ||
| 2Professor, Department of Public Administration, Science and Research Branch, Islamic Azad University, Tehran, Iran. | ||
| 3Assistant Professor, Department of Public Administration, Payam Noor University, Tehran, Iran. | ||
| چکیده [English] | ||
| The existence of destructive conflicts, lack of transparency and lack of interaction between generations working in an organization, as well as the lack of constructive organizational communication, have created challenges in most organizations. However, few attempts have been made to discover the pathology of the generation gap in the workplace and to empirically examine the nature, causes, and reactions to such harms. The main objective of this research was to identify the pathology of the generation gap among employees of the Tehran Petroleum Industry Health and Treatment Organization. The research was of a mixed type (qualitative-quantitative) that used semi-structured interviews with a qualitative method, and the interviews were conducted until the theoretical saturation stage. Then, the data were analyzed based on the systematic approach of Strauss and Corbin in three steps: open coding, axial coding, and selective coding. By establishing a relationship between the concepts and categories produced in the open coding stage, the process of linking in axial coding was achieved. In the quantitative part of the research population, all employees with a bachelor's degree or higher in the organization were identified, 305 people, and 170 of them were selected by simple random sampling based on the Cochran formula. The main tool for collecting information in the quantitative part was a questionnaire, which was finally analyzed using the structural equation model and Smart PLS software. The results of the research showed that the main harms to the Tehran Oil Petroleum Industry Health and Treatment Organization were the lack of conflict management, lack of employee participation, employee competition, and communication barriers. | ||
| کلیدواژه‌ها [English] | ||
| Pathology, Generation Gap, Conflict management, Lack of Participation, Employee Competition | ||
| مراجع | ||
|
Andersen, T. M., Bhattacharya, J., & Liu, P. (2020). Resolving intergenerational conflict over the environment under the Pareto criterion. Journal of Environmental Economics and Management, 100, 102290.. https://doi.org/10.1016/j.jeem.2019.102290. Babaeinejad, A., Shamsadini, S. (2021). Investigating the Correlation between Strategic Thinking and Resolving Organizational Conflicts and Organizational Success (Case Study: Kerman Police Headquarters), Journal of Police Organizational Development, 18(1), 11-40. (In Persian) Becton, J. B., Walker, H. J., & Jones‐Farmer, A. (2014). Generational differences in workplace behavior. Journal of Applied Social Psychology, 44(3), 175-189. https://doi.org/10.1111/jasp.12208. Cennamo, L., & Gardner, D. (2008). Generational differences in work values, outcomes and person‐organisation values fit. Journal of managerial psychology, 23(8), 891-906. https://doi.org/10.1108/02683940810904385. Chen, Y. Q., Zhang, Y. B., & Zhang, S. J. (2014). Impacts of different types of owner-contractor conflict on cost performance in construction projects. Journal of Construction Engineering and Management, 140(6), 04014017. https://doi.org/10.1061/(ASCE)CO.1943-7862.0000852. Clark, K. R. (2017). Managing Multiple Generations in the Workplace. Radiologic Technology, 88(4), 379-396. Cogin, J. (2012). Are generational differences in work values fact or fiction? Multi-country evidence and implications. The International Journal of Human Resource Management, 23(11), 2268-2294. . https://doi.org/10.1080/09585192.2011.610967 Corwin, R. G. (1969). Patterns of organizational conflict. Administrative science quarterly, 14,507-520. https://doi.org/10.2307/2391588. Davis, K. (2016). A method to measure success dimensions relating to individual stakeholder groups. International Journal of Project Management, 34(3), 480-493. https://doi.org/10.1016/j.ijproman.2015.12.009. Dencker, J. C., Joshi, A., & Martocchio, J. J. (2007). Employee benefits as context for intergenerational conflict. Human Resource Management Review, 17, 208–220. https://doi.org/10.1016/j.hrmr.27.04.002. Derakhshan, R. (2022). Identify and rank the factors affecting intergenerational conflicts in the organization (Case study; Kerman Automotive Industries Staff), Journal of Human Capital Empowerment, 5(3), 183-199. (In Persian) Dor: 20.1001.1.26456222.1401.5.3.1.9 Dirks, K. T., & McLean Parks, J. (2003). Conflicting stories: The state of the science of conflict. In J. Greenerg (Ed.), Organizational behavior: The state of the science (2nd ed., pp. 283–293). Egri, C. P., & Ralston, D. A. (2004). Generation cohorts and personal values: A comparison of China and the United States. Organization science, 15(2), 210-220. https://doi.org/10.1287/orsc.1030.0048. Feldman, N. E. (2010). Time is money: Choosing between charitable activities. American Economic Journal: Economic Policy, 2(1), 103-130. https://doi.org/ https://doi.org/10.1257/pol.2.1.103. Finkelstein, L. M., Ryan, K. M., & King, E. B. (2013). What do the young (old) people think of me? Content and accuracy of age-based metastereotypes. European journal of work and organizational psychology, 22(6), 633-657. https://doi.org/10.1080/1359432X.2013.673279. Ghaffari, M., & Qajari, S. (2019). The effect of demographic characteristics on the level of conflict resolution (case study, employees of Qom Province Electricity Distribution Company). Master's Thesis, Public Administration, Islamic Azad University, Naraq Branch. (In Persian) Ghanbari-Vanani, R., Danaeifard, H., Kazemi, S. H., & Delhkhe, J. (2023). Decision making about employee well-being strategies in a organization: a mixed study. Research in Human Resource Management, 15(3), 11-44. (In Persian) Dor: 20.1001.1.20084528.1402.15.3.3.5 Glass, A. (2007). Understanding generational differences for competitive success. Industrial and Commercial Training, 39(2), 98-103. https://doi.org/10.1108/00197850710732424. Haeger, D. L., & Lingham, T. (2013). Intergenerational collisions and leadership in the 21st century. Journal of Intergenerational Relationships, 11(3), 286-303.https://doi.org/10.1080/15350770.2013.810525. Harnphattananusorn, S., & Puttitanun, T. (2021). Generation Mix Indices: Thailand 1961–2019. International Advances in Economic Research, 27(1), 75-77.https://doi.org/10.1016/j.heliyon.2021.e07160. Hempel, P. S., Zhang, Z. X., & Tjosvold, D. (2009). Conflict management between and within teams for trusting relationships and performance in China. Journal of Organizational Behavior: The International Journal of Industrial, Occupational and Organizational Psychology and Behavior, 30(1), 41-65. https://doi.org/10.1002/job.540. Ilgen, D. R., Hollenbeck, J. R., Johnson, M., & Jundt, D. (2005). Teams in organizations: From input-process-output models to IMOI models. Annu. Rev. Psychol., 56, 517-543.https://doi.org/10.1146/annurev.psych.56.091103.070250. Jalali, S.A., Delkhah, J. & Afsar, A. (2019). Identification of Generational Differences in public Organizations Employees. Public Organizations Management, 7(3), 137-154. (In Persian) https://doi.org/10.30473/ipom.2019.43993.3449. Joshi, A., Dencker, J. C., Franz, G., & Martocchio, J. J. (2010). Unpacking generational identities in organizations. Academy of management review, 35(3), 392-414.https://doi.org/10.5465/amr.35.3.zok392. Jovcheska, s., & Zununi, z. (2024). Models for managing different generations of employees. Vizione, (42). Kupperschmidt, B. (2006). Addressing multigenerational conflict: Mutual respect and carefronting as strategy. Online Journal of Issues in Nursing, 11(2), 4. Doi: 10.3912/OJIN.Vol11No02Man03 Lee, D., Huh, Y., & Reigeluth, C. M. (2015). Collaboration, intragroup conflict, and social skills in project-based learning. Instructional science, 43, 561-590. https://doi.org/10.1111/j.1744-6570.2000.tb00216.x. Lyons, S., & Kuron, L. (2014). Generational differences in the workplace: A review of the evidence and directions for future research. Journal of organizational behavior, 35(S1), S139-S157.. https://doi.org/10.1002/job.1913. Martínez‐Moreno, E., González‐Navarro, P., Zornoza, A., & Ripoll, P. (2009). Relationship, task and process conflicts on team performance: The moderating role of communication media. International Journal of Conflict Management, 20(3), 251-268.https://doi.org/10.1108/10444060910974876. Maskey, R., Fei, J., & Nguyen, H. O. (2018). Use of exploratory factor analysis in maritime research. The Asian journal of shipping and logistics, 34(2), 91-111. https://doi.org/10.1016/j.ajsl.2018.06.006. McAdam, R. (2005). A multi‐level theory of innovation implementation: normative evaluation, legitimisation and conflict. European Journal of Innovation Management, 8(3), 373-388. https://doi.org/10.1108/14601060510610216. McKenna, L., Robinson, E., Penman, J., & Hills, D. (2017). Factors impacting on psychological wellbeing of international students in the health professions: A scoping review. International journal of nursing studies, 74, 85-94. https://doi.org/10.1016/j.ijnurstu.2017.06.007. Mirsalimi, E. S., & Afkaneh, M.. (2023). Human resource management policies in the face of opportunities and threats of using social networks in the organization. Human Resource Management Research. 15(2).11-48. (In Persian). https://doi.org/20.1001.1.20084528.1402.15.2.1.1. Morgado, F. F., Meireles, J. F., Neves, C. M., Amaral, A. C., & Ferreira, M. E. (2017). Scale development: ten main limitations and recommendations to improve future research practices. Psicologia: Reflexão e Crítica, 30(0), 3. https://doi.org/10.1186/s41155-016-0057-1. Moura, H. M., & Teixeira, J. C. (2009). Managing stakeholders conflicts. Construction stakeholder management, 286-316. https://doi.org/10.1002/9781444315349. Pelled, L. H., & Adler, P. S. (1994). Antecedents of intergroup conflict in multifunctional product development teams: A conceptual model. IEEE transactions on engineering management, 41(1), 21-28. https://doi.org/10.1109/17.286322. Pradhana, I. P. D., Kusnadhy, D. B., Saputra, I. K. A. W., Wijaya, I. P. Y. P., & Sihaloho, A. P. (2024). A Phenomenological Study of Gen Z Workers in Facing Conflict Generation Gap in the World of Work. Jkbm (Jurnal Konsep Bisnis Dan Manajemen), 10(2), 223-236. https://doi.org/10.31289/jkbm.v10i2.11742 Rookhandeh, N., Ahmadi, K., Hamzehpour, M., & Sohrabi, F. (2023). Systematic conceptualization of administrative discipline using the meta-synthesis method. Human Resource Management Research, 15(2), 151-189. (In Persian) Dor: 20.1001.1.20084528.1402.15.2.5.5 Senaratne, S., & Udawatta, N. (2013). Managing intragroup conflicts in construction project teams: case studies in Sri Lanka. Architectural Engineering and Design Management, 9(3), 158-175. https://doi.org/10.1080/17452007.2012.738041. Sessa, V. I., Kabacoff, R. I., Deal, J., & Brown, H. (2007). Generational differences in leader values and leadership behaviors. The psychologist-manager journal, 10(1), 47-74.https://doi.org/10.1080/10887150709336612. Sirias, D., Karp, H. B., & Brotherton, T. (2007). Comparing the levels of individualism/collectivism between baby boomers and generation X: Implications for teamwork. Management Research News, 30(10), 749-761.https://doi.org/10.1108/01409170710823467. Song, S. (2013). Demographic changes and economic growth: Empirical evidence from Asia.Illinois Wesleyan University, Economics. Illinois Wesleyan University, Bloomington. https://digitalcommons.iwu.edu/econ_honproj/121. Strauss, A., & Corbin, J. (1998). Fundamentals of qualitative research: techniques and stages of generating grounded theory. Translated by Ebrahim Afshar, Tehran: Ney Publishing. (In Persian) Suprapto, M., Bakker, H. L., Mooi, H. G., & Hertogh, M. J. (2016). How do contract types and incentives matter to project performance?. International journal of project management, 34(6), 1071-1087. https://doi.org/10.1016/j.ijproman.2015.08.003. Tortorella, G., Miorando, R., Meiriño, M. & Sawhney, R. (2019). Managing practitioners’ experience and generational differences for adopting lean production principles. The TQM Journal, 31(5), 758-771. https://doi.org/10.1108/TQM-02-2019-0041. Twenge, J. M., Campbell, S. M., Hoffman, B. J., & Lance, C. E. (2010). Generational differences in work values: Leisure and extrinsic values increasing, social and intrinsic values decreasing. Journal of management, 36(5), 1117-1142. https://doi.org/10.1177/0149206309352246. Urick, M. J. (2014). The presentation of self: Dramaturgical theory and generations in organizations. Journal of Intergenerational Relationships, 12(4), 398-412.https://doi.org/10.1080/15350770.2014.961829. Urick, M. J., & Crandall, V. (2012). Engaging conflict while fostering cooperation: An organizational case study. From identity-based conflict to identity-based cooperation: The ARIA approach in theory and practice (pp. 157-174). New York, NY: Springer New York. Vaux, J.S., & Kirk, W.M. (2018). Relationship conflict in construction management and how it affects performance and profit. Journal of Construction Engineering and Management, 144(6), 04018032. Doi:10.1061/(ASCE)CO.1943-7862.0001478 West, R., Michie, S., Rubin, G. J., & Amlˆot, R. (2020). Applying principles of behaviour change to reduce SARS-CoV-2 transmission. Nature Human Behaviour, 4, 451–459. https://doi.org/10.1038/s41562-020-0887-9. Wey Smola, K., & Sutton, C. D. (2002). Generational differences: Revisiting generational work values for the new millennium. Journal of Organizational Behavior: The International Journal of Industrial, Occupational and Organizational Psychology and Behavior, 23(4), 363-382. https://doi.org/10.1002/job.147. Wiesche, M., Jurisch, M.C, Yetton, P.W., & Krcmar, H. (2017). Grounded Theory Methodology in Information Systems Research. MIS quarterly, 41(3), 685-701. Doi:10.25300/MISQ/2017/41.3.02 Williams, K., & O’Reilly, C. (1998). https://www.jstor.org/stable/26635009. Research in Organizational Behavior, 21, 77–140. https://www.jstor.org/stable/26635009. | ||
|
آمار تعداد مشاهده مقاله: 377 تعداد دریافت فایل اصل مقاله: 256 |
||