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ارائه الگوی مخالفت سازمانی در دانشگاه | ||
| مدیریت سازمان‌های دولتی | ||
| مقاله 5، دوره 12، شماره1 (پیاپی 45)، دی 1402، صفحه 73-88 اصل مقاله (1.59 M) | ||
| نوع مقاله: اکتشافی | ||
| شناسه دیجیتال (DOI): 10.30473/ipom.2024.68955.4882 | ||
| نویسندگان | ||
| لیلا قاسمی اسفهلان* 1؛ اکبر حسن‌پور2؛ سعید جعفری نیا3؛ بیژن عبدالهی4 | ||
| 1دانشجوی دکتری، گروه مدیریت رفتارسازمانی، دانشگاه خوارزمی؛ مربی، گروه مدیریت، دانشگاه پیام نور، تهران، ایران. | ||
| 2دانشیار،گروه آموزشی مدیریت منابع انسانی و کسب و کار، دانشگاه خوارزمی، تهران، ایران. | ||
| 3دانشیار، گروه آموزشی مدیریت منابع انسانی و کسب و کار، دانشگاه خوارزمی، تهران، ایران. | ||
| 4استاد، گروه آموزشی مدیریت آموزشی، دانشگاه خوارزمی، تهران، ایران. | ||
| چکیده | ||
| امروزه مخالفت به‌راحتی در سازمان‌های مدرن رخ می‌‌دهد در نتیجه سازمان‌هایی که در آن مخالفت وجود دارد سالم‌تر هستند. هدف از این پژوهش ارائه الگویی برای مدیریت مخالفت سازمانی در دانشگاه‌های دولتی استان آذربایجان شرقی است. روش پژوهش حاضر به صورت کیفی و مبتنی بر نظریه مبنایی کوربین و استراوس است. ابزار جمع‌آوری داده‌ها، مصاحبه نیمه ساختاریافته است. جامعه آماری پژوهش حاضر شامل 17 نفر از استادان و خُبرگان دانشگاهی بود که به روش نمونه‌گیری هدف‌مند بهصورت گلوله برفی انتخاب شدند. براساس یافته‌های پژوهش حاضر، پدیدۀ محوری در دو بُعد اصلی سازنده با کدهایی نظیر اختلاف‌نظر، زیرسؤال بردن سیاست‌ها یا شیوه‌های سازمانی به شکل اصولی، روحیه کمک‌کننده، اصلاحی و منطقی بودن نظرات ارائه شده و ...؛ در بُعد غیرسازنده با کدهایی مانند اختلاف‌نظر، زیرسؤال بردن سیاست‌ها یا شیوه‌های سازمانی به شکل غیرمنطقی، ارائه نظرات بازخوردی منفی و مغرضانه و .... شناسایی شده است. شرایط علّی اثرگذار بر مخالفت سازمانی به سه دسته عوامل فردی، مدیریتی و سازمانی - ارتباطی تقسیم شده است. عوامل مداخله‌گر شناسایی شده، به دو دسته کلی: فشارهای نگرشی درون‌سازمانی، فشارهای برون‌سازمانی تقسیم شده است. عوامل زمینه‌ای شناسایی شده عبارت است از: شرایط روان‌شناختی و دانشی، زمینه جمعیت‌شناختی، زمینه مذهبی، شرایط ارتباطی/ سازمانی، الگوی رفتاری و نگرشی مدیران و فرهنگ و جوسازمانی حاکم. پیامدهای شناسایی شده در این پژوهش عبارت است از: پیامدهای فردی و گروهی، سازمانی و فراسازمانی. | ||
| کلیدواژه‌ها | ||
| مخالفت سازمانی؛ مخالفت سازمانی سازنده؛ مخالفت سازمانی در دانشگاه؛ راهبردهای مدیریت مخالفت سازمانی | ||
| عنوان مقاله [English] | ||
| To Present Organizational Dissent Model in The University | ||
| نویسندگان [English] | ||
| Leila Ghasemi esfahlan1؛ Akbar Nassanpoor2؛ SAEED JAFARINIA3؛ Bijan Abdollahi4 | ||
| 1h.D, Candidate, Department of Organizational Behavior Management, Kharazmi University, Instructor, Department of public Management, Payame Noor University, Tehran, Iran. | ||
| 2Associate, Professor, Department of HRM, Kharazmi University, Tehran, Iran. | ||
| 3Associate, Professor, Department of HRM, Kharazmi University, Tehran, Iran. | ||
| 4Professor, Department of Education Management, , Kharazmi University, Tehran, Iran. | ||
| چکیده [English] | ||
| Today, dissent occurs easily in modern organizations, as a result, organizations where there is dissent are healthier. The purpose of this research is to present a model for managing organizational dissent in public universities of East Azerbaijan province. The present research method is qualitative and based on the basic theory of Corbin and Strauss. The data collection tool is a semi-structured interview. The statistical population of the present study included 17 university professors and journalists who were selected by purposeful snowball sampling. Based on the findings of the present research, the central phenomenon in two main constructive dimensions with codes such as: disagreement, questioning policies or organizational practices in a principled way, spirit of helping, correction and rationality of the opinions presented. and...; In the non-constructive dimension with codes like: disagreement, questioning policies or organizational practices in an irrational way, providing negative and biased feedback, etc. Causal conditions affecting organizational dissent are divided into three categories: individual, managerial, and organizational-communicative factors. The identified intervening factors are divided into two general categories: intra-organizational attitudinal pressures, extra-organizational pressures. Identified background factors are: psychological and knowledge conditions, demographic background, religious background, communication/organizational conditions, managers' behavioral and attitudinal patterns, and the prevailing organizational culture and atmosphere. The consequences identified in this research are: individual and group, organizational and extra-organizational consequences. | ||
| کلیدواژه‌ها [English] | ||
| Organizational Dissent, Constructive organizational Dissent, Organizational Dissent in University, Organizational Dissent Strategies | ||
| مراجع | ||
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