نوع مقاله : مقاله پژوهشی

نویسندگان

1 دانشیار، گروه مدیریت و مهندسی صنایع، دانشگاه صنعتی مالک اشتر، تهران، ایران

2 دکتری مدیریت منابع انسانی، پژوهشگر، دانشگاه صنعتی مالک اشتر، تهران، ایران

3 کارشناسی ارشد، MBA، دانشکده مدیریت و مهندسی صنایع ، دانشگاه صنعتی مالک اشتر، تهران، ایران

10.22054/jmsd.2022.65764.4083

چکیده

در بسیاری از تعامل‌های سازمانی کارمند و سازمان درک متفاوتی از تعهدات هر یک از طرفین و چگونگی انجام تعهدات خود دارند.واگرایی این ادراکات می‌تواند موجب سوءتفاهم، تضاد و حتی با نقض قرارداد همراه شود . هدف اصلی پژوهش حاضر "ارائه چارچوبی برای پایدارسازی رابطه کارمند و سازمان، موردمطالعه: اسنپ" است . این پژوهش ازنظر هدف کاربردی-توسعه‌ای و از لحاظ رویکرد آمیخته و از لحاظ روش گردآوری داده‌ها توصیفی-پیمایشی است. جامعه آماری مورداستفاده در این پژوهش مدیران و کارشناسان اسنپ در سطوح میانی و ارشد و حجم نمونه 15 نفر از خبرگان سازمانی شرکت اسنپ بودند.برای انتخاب این افراد از روش نمونه‌گیری هدفمند و گلوله برفی استفاده شد. در این پژوهش برای شناسایی معیارها و کشف روابط میان آن‌ها، پس از مطالعه ادبیات و انجام مصاحبه عمیق نیمه ساختاریافته با حجم نمونه، از روش مدل‌سازی ساختاری تفسیری و تحلیل میک مک استفاده شد. یافته‌های پژوهش مبین استخراج شش مؤلفه "مشخصه‌های کارکنان،مشخصه‌های فرهنگی،عوامل ساختاری،الگوی حکمرانی،عقلانیت سیاست‌گذاری و زمینه محیطی در یک گراف ساختاری تفسیری چهار سطحی بود. زمینه‌های محیطی و عقلانیت سیاست‌گذاری به عنوان اثرگذارترین مؤلفه‌ها و مشخصه‌های کارکنان به عنوان اثرپذیرترین مؤلفه در پایدارسازی رابطه میان کارمند و سازمان شناسایی شدند.

کلیدواژه‌ها

عنوان مقاله [English]

Provide a Framework for Stabilizing the Employee-Organization Relationship, Studied

نویسندگان [English]

  • Gholam Reza Tavakoli 1
  • mohammad mohammad zaheri 2
  • Javad Aghazadeh Habashi 3

1 Associate Professor, Faculty of Management and Industrial Engineering, Malek Ashtar University of Technology, Tehran, Iran

2 PhD in Human Resource Management, Researcher, Malek Ashtar University of Technology, Tehran, Iran

3 Master, MBA, Faculty of Management and Industrial Engineering, Malek Ashtar University of Technology, Tehran, Iran

چکیده [English]

In many organizational interactions,the employee and the organization have different understandings of the obligations of each party and how to fulfill their obligations.Divergence of these perceptions can lead to misunderstandings,conflicts and even breaches of contract.The main purpose of this study is to "provide a framework for stabilizing the employee-organization relationship,studied:Snapp".This research is applied-developmental in terms of purpose and mixed method in terms of approach and descriptive-survey in terms of data collection method.The statistical population used in this study were Snapp managers and experts in middle and senior levels and the sample size was 15 Snapp organizational experts.To select these people,targeted sampling and snowball sampling methods were used.In this study,interpretive structural modeling(ISM) and MICMAC analysis were used to identify the criteria and explore the relationships between them,After studying the literature and conducting in-depth semi-structured interviews with the sample size.Findings of the study showed the extraction of six components "employee characteristics,cultural characteristics,structural factors, governance model, policy rationality and environmental context" in a four-level ISM graph. Environmental contexts and policy rationality were identified as the most effective components and employee characteristics as the most impressive component in stabilizing the relationship between the employee and the organization.

کلیدواژه‌ها [English]

  • Employee-Organization Relations
  • Psychological Contract
  • Social Exchange Theory
  • Employment Relations
  • Snapp
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