مطالعات مدیریت بهبود و تحول

شماره جاری

بر اساس شماره‌های نشریه

بر اساس نویسندگان

بر اساس موضوعات

نمایه نویسندگان

نمایه کلیدواژه ها

درباره نشریه

اهداف و چشم انداز

اصول اخلاقی انتشار مقاله

تفاهم نامه

بانک ها و نمایه نامه ها

پیوندهای مفید

پرسش‌های متداول

فرایند پذیرش مقالات

اطلاعات آماری نشریه

اخبار و اعلانات

راهنمای نگارش

فایل ها

داوران

داوران1403

داوران 1402

داوران سال 1401

داوران سال1400

داوران سال1399

داوران سال1398

راهنمای ثبت نام درPublons

شیوه نامه ارزیابی نشریات علمی

آیین نامه نشریات علمی

آیین نامه اجرایی قانون پیگیری و مقابله با تقلب در تهیه آثار علمی

الگوی ذهنی اعضای هیئت‌علمی به چسبندگی شغلی با کاربست روش‌شناسی کیو

نوع مقاله : مقاله پژوهشی

نویسندگان

1 استادیار، دانشگاه جامع علمی و کاربردی، واحد خراسان رضوی، مشهد، ایران.

2 دکترای مدیریت منابع انسانی، دانشکده اقتصاد و مدیریت، دانشگاه سیستان و بلوچستان، زاهدان، ایران.

چکیده

هدف از انجام این پژوهش شناسایی و دسته‌بندی ذهنیت اعضای هیئت‌علمی به چسبندگی شغلی در دانشگاه است. چارچوب فلسفی این پژوهش از نوع پارادایم تفسیری- اثبات‌گرایی است و ازلحاظ جهت‌گیری در دسته پژوهش‌های کاربردی قرار می‌گیرد. بابررسی ادبیات، پیشینه، اسناد ومدارک ،مصاحبه و پرسش‌نامه از 12 خبره(اعضای هیئت‌علمی به دلیل داشتن تجربه نظری و عملی شخصی و دیگران در زمینه خروج و بقا در شغل هیئت‌علمی) عبارت کیو شکل‌گرفته است. سپس در مرحله بعد از اعضای هیئت‌علمی دانشگاه تهران خواسته‌شده است که عبارات کیو را بر محورهای تنظیم‌شده موافق و مخالف و ممتنع در قالب طیف شش گزینه‌ای 6+ تا 6- دسته‌بندی کنند. بعد از آن بر اساس آمار استنباطی(تحلیل عاملی) بر اساس نرم افراز SPSS داده‌ها تجزیه‌وتحلیل شده است و در قالب الگوهای مختلف ذهنی دسته‌بندی‌شده‌اند که در نهایت سه الگوی ذهنی شناسایی‌شده است. پایایی آزمون از طریق آزمون مجدد و روایی آزمون با توجه به مصاحبه و اعمال نظرات خبرگان مورد تائید قرارگرفته است. در راستای هدف کلی پژوهش برای شناسایی دسته‌بندی ذهنیات اعضای علمی به چسبندگی شغلی سه رویکرد والگوی ذهنی شناسایی شد که به ترتیب اهمیت عبارت‌اند از مهارت و تناسب کار و فرد، امکانات و شرایط فعلی سازمان( دانشگاه) و علاقه و آرامش در کار.

کلیدواژه‌ها

موضوعات

عنوان مقاله [English]

Faculty Members' Mental Pattern of Job Embeddedness with the Application of Q. Methodology

نویسندگان [English]

  • Mohammad javad Hosseinzadeh saljoughi 1
  • Ehsan Namdar joyami 2

1 Assistant Professor of Comprehensive Scientific and Applied University, Khorasan Razavi Branch, Mashhad, Iran

2 Ph.D in Human Resource Management, Faculty of Economics and Management, University of Sistan and Baluchistan, Zahedan, Iran.

چکیده [English]

The purpose of this research is to identify and categorize the mentality of faculty members towards job attachment in the university. The philosophical framework of this research is an interpretive-positivist paradigm, and in terms of orientation, it is placed in the category of applied research. Q phrase was formed by reviewing literature, background, documents and documents, interview and questionnaire from 12 experts. Then, they are asked to categorize the cue expressions on the set axes of agreeing, disagreeing, and abstaining in the form of a six-option spectrum from +6 to -6. After that, data was analyzed based on inferential statistics (factor analysis) based on SPSS software. The reliability of the test has been confirmed through re-testing and the validity of the test according to the interview and application of experts' opinions. In line with the general goal of the research to identify the classification of academic members' mentalities to occupational attachment, three mental model approaches were identified, which in order of importance are the skill and suitability of work and person, the current facilities and conditions of the organization (university), and interest and relaxation in work.

کلیدواژه‌ها [English]

  • Job attachment
  • mentality of faculty members
  • Q method
  • subjective approach
مراجع
1.    Arasti Z .2011. An empirical study on the causes of business failure in Iranian context. African Journal of Business Management , 5(17):7488–7498. doi:10.1023/A:1008138709724 10.1023/A:1008138709724.
2.    Battistella, C., Toni, A. F. De, & Pessot, E. .2017. Open accelerators for start-ups success: a case study. European Journal of Innovation Management, 20(1), 80.https://doi.org/10.1108/ejim-10-2015-0113.
3.    Becker, F.W., Tews, M.J., 2016. Fun activities at work: do they matter to hospitality employees? J. Hum. Resour. Hosp. Tour. 15 (3), 279-296. https://doi.org/10.1080/15332845.2016.1147938
4.    Becker, F.W., Tews, M.J., 2016. Fun activities at work: do they matter to hospitality employees? J. Hum. Resour. Hosp. Tour. 15 (3), 279-296. https://doi.org/10.1080/15332845.2016.1147938
5.    Bergiel, E. B., Nguyen, V., Clenney, B. & Taylor, S. 2009. Human resource practices, job embeddedness and intention to quit. Management Research News, 32(3), 205-219. https://doi.org/10.1108/01409170910943084
6.    Bitmis¸ , G. M., Rodopman, B., Üner, M. M., & S€okmen, A. 2015. Katılımcı liderli_gin is¸tatmini üzerindeki etkisi: €Orgütsel feda etmenin aracılık rolü. Gazi Üniversitesi Iktisadi ve Idari Bilimler Fakültesi Dergisi, 17(1), 1-13.
7.    Chan, S.C., Mak, W.M., 2016. Have you experienced fun in the workplace? An empirical study of workplace fun, trust-in-management and job satisfaction. J. Chinese Hum. Resour. Manag. 7 (1), 27-38. https://doi.org/10.1108/JCHRM-03-2016-0002
8.    Chiaburu, D.S., Harrison, D.A., 2008. Do peers make the place? Conceptual synthesis and meta-analysis of coworker effects on perceptions, attitudes, OCBs, and performance. J. Appl. Psychol. 93 (5), 1082. https://doi.org/10.1037/0021-9010.93.5.1082
9.    Crossley, C., Bennett, R. J., Jex, S. M., & Burnfield, J. L. 2007. Development of a global measure of job embeddedness and ıntegration into a traditional model of voluntary turnover. Journal of Applied Psychology, 92(4), 1031e1042. https://doi.org/10.1037/0021-9010.92.4.1031.
10.              Dragana Nikolić, Laura Maftei, Jennifer Whyte .2019. Becoming familiar: how infrastructure engineers begin to use collaborative virtual reality in their interdisciplinary practice. Journal of Information Technology in Construction (ITcon), Vol. 24, pg. 489-508, DOI: 10.36680/j.itcon.2019.026.
11.              Edwards, J.R., Rothbard, N.P., 2000. Mechanisms linking work and family: clarifying the relationship between work and family constructs. Acad. Manag. Rev. 25 (1), 178-199. https://doi.org/10.5465/amr.2000.2791609
12.              Ferreira, A.I., 2017. Leader and peer ethical behavior influences on job embeddedness. J. Leadersh. Organiz. Stud. 1-12.
13.              Ghosh, D., Gurunathan, L. (2015) Job Embeddedness: A Ten-year Literature Review and Proposed Guidelines. Global Business Review, 16(5), 856-866 https://doi.org/10.1177/0972150915591652
14.              Harris, K. J., Wheeler, A. R., & Kacmar, K. M. 2011. The mediating role of organizational job embeddedness in the LMX-outcomes relationships. The Leadership Quarterly, 22(2), 271-281. https://doi.org/10.1016/j.leaqua.2011.02.003
15.              Holtom, B. C., & O'Neill, B. S. 2004. Job embeddedness: A theoretical foundation for developing a comprehensive nurse retention plan. Journal of Nursing Administration, 34, 216 -227. https://doi.org/10.1097/00005110-200405000-00005
16.              Jiang, K., Liu, D., McKay, P.F., Lee, T.W., Mitchell, T.R., 2012. When and how is job embeddedness predictive of turnover? A meta-analytic investigation. J. Appl. Psychol. 97 (5), 1077-1096. https://doi.org/10.1037/a0028610
17.              Karatepe, O. M. 2012. The effects of coworker and perceived organizational support on hotel employee outcomes: Moderating role of job embeddedness. Journal of Hospitality & Tourism Research, 36(4), 495e516. https://doi.org/10.1177/1096348011413592
18.              Karatepe, O.M., 2013. High-performance work practices, work social support and their effects on job embeddedness and turnover intentions. Int. J. Contemp. Hosp. Manag. 25 (6), 903-921. https://doi.org/10.1108/IJCHM-06-2012-0097
19.              Karatepe, O.M., 2016. Does job embeddedness mediate the effects of coworker and family support on creative performance? An empirical study in the hotel industry. J. Hum. Resour. Hosp. Tour. 15 (2), 119-132. https://doi.org/10.1080/15332845.2016.1084852
20.              Karatepe, O.M., Karadas, G., 2012. The effect of management commitment to service quality on job embeddedness and performance outcomes. J. Bus. Econ. Manag. 13 (4), 614-636.
https://doi.org/10.3846/16111699.2011.620159
21.              Karl, K., Peluchette, J., 2006. How does workplace fun impact employee perceptions of customer service quality? J. Leadersh. Organiz. Stud. 13 (2), 2-13. https://doi.org/10.1177/10717919070130020201
22.              Karl, K.A., Peluchette, J.V., Harland, L., 2007. Is fun for everyone? Personality differences in healthcare providers' attitudes toward fun. J. Health Hum. Serv. Adm. 409-447.
23.              Katie Eklund , Matthew K. Burns , Kari Oyen , Sarah DeMarchena & Elizabeth M. McCollom .2020. Addressing Chronic Absenteeism in Schools: A Meta-Analysis of EvidenceBased Interventions, School Psychology Review, DOI: 10.1080/2372966X.2020.1789436.
24.              Kuratko, D. F., and Hodgetts, R. M. 2001. Entrepreneurship: A Contemporary Approach. Mason, OH: South-Western Thomson Learning.
25.              Lambert, S.J., 2000. Added benefits: the link between work-life benefits and organizational citizenship behavior. Acad. Manag. J. 43 (5), 801-815. https://doi.org/10.5465/1556411
26.              Lee, T. W., Burch, T.C., & Mitchell, T. R. 2014. The story of why we stay: A review of job embeddedness. Annual Review of Organizational Psychology and Organizational Behavior, 1(0), 199-216. https://doi.org/10.1146/annurev-orgpsych-031413-091244
27.              Mallol, C. M., Holtom, B. C., & Lee, T. W. 2007. Job embeddedness in a culturally diverse environment. Journal of Business and Psychology, 1(22), 35e44. https://doi.org/10.1007/s10869-007-9045-x
28.              McDowell, T., 2005. Fun at work: scale development, confirmatory factor analysis, and links to organizational outcomes. (Doctoral dissertation, Alliant International University, 2005). Diss. Abstr. Int. 65, 6697.
29.              Mitchell, T.R., Holtom, B.C., Lee, T.W., Sablynski, C.J., Erez, M., 2001. Why people stay: using job embeddedness to predict voluntary turnover. Acad. Manag. J. 44 (6), 1102-1121. https://doi.org/10.5465/3069391
30.              Mobley, W. H. 1982. Employee turnover: Causes, consequences, and control. Reading, MA: Addison-Wesley.
31.              Müceldili, B., Erdil, O., 2016. Finding fun in work: the effect of workplace fun on taking charge and job engagement. Procedia-Soc. Behav. Sci. 235, 304-312. https://doi.org/10.1016/j.sbspro.2016.11.034
32.              Ng, T.W., Feldman, D.C., 2010. The effects of organizational embeddedness on development of social capital and human capital. J. Appl. Psychol. 95 (4), 696. https://doi.org/10.1037/a0019150
33.              Ng, T.W., Feldman, D.C., 2012. The effects of organizational and community embeddedness on work-to-family and family-to-work conflict. J. Appl. Psychol. 97 (6), 1233-1251. https://doi.org/10.1037/a0029089.
34.              Omrane Amina & Kammoun Amal & Seaman Claire, 2018. "Entrepreneurial Burnout: Causes, Consequences and Way Out," FIIB Business Review, , vol. 7(1), pages 28-42, March. DOI: 10.1177/2319714518767805.
35.              Ooghe, H. & De Prijcker, S., 2006. "Failure processes and causes of company bankruptcy: a typology," Vlerick Leuven Gent Management School Working Paper Series 2006-21, Vlerick Leuven Gent Management School.
36.              Plester, B., Hutchison, A., 2016. Fun times: the relationship between fun and workplace engagement. Employee Relat. 38 (3), 332-350.
https://doi.org/10.1108/ER-03-2014-0027
37.              Pourmohamadreza Tajrishi, M., Jalil e Abkenar, S. S., & Ashoori, M. 2013. The Effectiveness of Life Skills Training on the Social Self-Competency in Boy Students with Dyscalculia. Journal of Clinical Psychology, 5(2), 1-11. doi: 10.22075/jcp.2017.2122
38.              Settoon, R.P., Bennett, N., Liden, R.C., 1996. Social exchange in organizations: perceived organizational support, leader-member exchange, and employee reciprocity. J. Appl. Psychol. 81 (3), 219. https://doi.org/10.1037/0021-9010.81.3.219
39.              Sun, T., Zhao, X.W., Yang, L.B., Fan, L.H., 2012. The impact of psychological capital on job embeddedness and job performance among nurses: a structural equation approach. J. Adv. Nurs. 68 (1), 69-79. https://doi.org/10.1111/j.1365-2648.2011.05715.x
40.              Tews, M.J., Michel, J.W., Allen, D.G., 2014. Fun and friends: the impact of workplace fun and constituent attachment on turnover in a hospitality context. Hum. Relat. 67 (8), 923-946. https://doi.org/10.1177/0018726713508143
41.              Yao, X., Lee, T.W., Mitchell, T.R., Burton, J.P. & Sablynski, C.S. 2004. Job embeddedness: Current research and future directions. In R. Griffeth & P. Hom (Eds.), Understanding employee retention and turnover (pp. 153_187). Greenwich, CT: Information Age.
42.              Wu, L.Y. 2010. Applicability of the Resource-Based and Dynamic-Capability Views under Environmental Volatility. Journal of Business Research, 63, 27-31. http://dx.doi.org/10.1016/j.jbusres.2009.01.007
43.              Wu, L.Y. 2010. Applicability of the Resource-Based and Dynamic-Capability Views under Environmental Volatility. Journal of Business Research, 63, 27-31. http://dx.doi.org/10.1016/j.jbusres.2009.01.007.
مطالعات مدیریت بهبود و تحول
دوره 33، شماره 113
مهر 1403
صفحه 111-152
فایل ها
سابقه مقاله
  • تاریخ دریافت: 06 تیر 1402
  • تاریخ بازنگری: 09 مهر 1403
  • تاریخ پذیرش: 14 مهر 1403
هم رسانی
ارجاع به این مقاله
آمار