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گونه‌شناسی الگوی فکری مدیران در خصوص پیشایندهای اصطکاک سازمانی، کاربست روش‌شناسی کیو | ||
| مدیریت سازمان‌های دولتی | ||
| مقاله 7، دوره 13، شماره 3 (پیاپی 51)، تیر 1404، صفحه 105-128 اصل مقاله (1.59 M) | ||
| نوع مقاله: پیمایشی | ||
| شناسه دیجیتال (DOI): 10.30473/ipom.2025.72321.5039 | ||
| نویسندگان | ||
| حمیدرضا جلیلیان* 1؛ مرتضی مرادی2؛ حمید جلیلیان3؛ رسول غلامزاده4 | ||
| 1استادیار، گروه مدیریت دولتی، دانشگاه پیام نور، تهران، ایران. | ||
| 2دانشیار، گروه مدیریت دولتی، دانشگاه پیام نور، تهران، ایران. | ||
| 3گروه حسابداری و مدیریت، واحد اسلام آباد غرب، دانشگاه آزاد اسلامی، اسلام آباد غرب، ایران. | ||
| 4مربی، گروه مدیریت بازرگانی، دانشگاه پیام نور، تهران، ایران. | ||
| چکیده | ||
| اصطکاک سازمانی یک رفتار سازمانی منفی است که با تأثیر بر منابع انسانی می‌تواند مانع رشد سازمان شود. پژوهش حاضر با هدف گونه شناسی الگوی فکری مدیران در خصوص پیشایندهای اصطکاک سازمانی در شرکت گاز استان کرمانشاه انجام شد. چارچوب فلسفی پژوهش پارادایم تفسیری- اثبات‌گرایی، جهت‌گیری آن کاربردی- توسعه‌ای و شیوه انجام پژوهش آمیخته است که با جمع‌آوری دیدگاه مشارکت‌کنندگان در مصاحبه، رویکردی کیفی (اکتشافی) و از طرفی به‌کارگیری تحلیل عاملی کیو برای استخراج دیدگاه‌ها، رویکردی کمی است. جامعه آماری پژوهش مدیران شرکت گاز که براساس روش نمونه‌گیری هدفمند، 19 نفر به‌عنوان نمونه انتخاب گردید. در این پژوهش جهت تعیین روایی، از روایی محتوایی (تناسب بین محتوای عبارات همجوار) و روایی صوری (گزاره‌ها ابعاد مختلف موضوع را پوشش می‌دهند تا الگوی ذهنی را مشخص سازد) و برای تعیین پایایی از روش آزمون – آزمون مجدد با مشارکت 5 نفر از مشارکت‌کنندگان استفاده شد. جهت تدوین فضای گفتمان و تشکیل مجموعه کیو تا حد امکان منابع مرتبط بررسی و 38 عامل تأثیرگذار بر شکل‌گیری اصطکاک سازمانی شناسایی گردید. پس از حذف موارد مشابه و تکراری، رفع تداخل مفهومی و همپوشانی عوامل، فضای گفتمان و گزاره‌های کیو با 25 عامل نهایی و در مرحله بعد توسط مشارکت‌کنندگان اولویت‌بندی گردید. درنهایت، براساس یافته‌ها و نتایج تحلیل عامل کیو، مشخص گردید، 5 الگوی فکری مختلف نسبت به پیشایندهای اصطکاک سازمانی در بین مدیران شرکت گاز وجود دارد که با توجه به یافته‌های پژوهش الگوی غالب الگوی اول است که تعامل سیستم و فرایندها در سطح سازمان را عامل اصطکاک انرژی در جامعه هدف می‌داند و سایر الگوهای فکری در اولویت بعدی قرار گرفت. | ||
| کلیدواژه‌ها | ||
| اصطکاک‌سازمانی؛ رفتار سازمانی منفی؛ الگوی فکری؛ روش کیو؛ شرکت گاز | ||
| عنوان مقاله [English] | ||
| Typology of Mental Patterns of Managers Regarding the Antecedents of Organizational Friction, An Application of Q Methodology | ||
| نویسندگان [English] | ||
| Hamidreza Jalilian1؛ Morteza Moradi2؛ Hamid Jalilian3؛ Rasol Ghollamzadeh4 | ||
| 1Assistant Professor, Department of Public Administration, Payame Noor University, Tehran, Iran. | ||
| 2Associate Professor, Department of Public Administration, Payame Noor University, Tehran, Iran. | ||
| 3Department of Accounting and Management, Eslamabad-e Gharb Branch, Islamic Azad University, West Islamabad, Iran. | ||
| 4Instructor, Department of Bussiness Administration, Payame Noor University, Tehran, Iran. | ||
| چکیده [English] | ||
| Organizational friction, a detrimental organizational behavior, can impede organizational growth by negatively affecting human resources. the present study aimed to categorize the mental patterns of managers regarding the antecedents of organizational friction within the Kermanshah Gas Company. A mixed-methods approach, grounded in an interpretive-positivist philosophical framework, was employed for this applied-developmental study. Qualitative data was collected through interviews to explore the participants' perspectives, while a quantitative approach using Q factor analysis was used to extract these perspectives. The study population consisted of managers from the gas company, with a purposive sample of 19 participants. To ensure validity, content validity (coherence between adjacent statements) and face validity (statements covering various aspects of the topic to define the mental model) were assessed. Test-retest reliability was determined using 5 participants. To develop the Q-set, relevant literature was extensively reviewed, identifying 38 factors influencing organizational friction. After eliminating redundancies and addressing conceptual overlaps, the final Q-set included 25 factors, which were then prioritized by the participants. The results of Q factor analysis revealed five distinct cognitive patterns regarding the antecedents of organizational friction among the managers. The dominant pattern, according to the findings, was the first pattern, which identified interactions between systems and processes at the organizational level as the primary source of friction within the target population. Other cognitive patterns ranked lower in priority. | ||
| کلیدواژه‌ها [English] | ||
| Organizational Friction, Talent Friction, Menal Pattern, Q-Methpd, Gas Company | ||
| مراجع | ||
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