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مدل بررسی نقش کارگزاران توسعه سازمانی(OD Agents) در تقویت جریان تحول

نوع مقاله : مقاله پژوهشی

نویسندگان

1 استاد گروه مدیریت دولتی، دانشکده مدیریت دولتی و علوم سازمانی دانشگاه تهران، تهران،ایران

2 دانشجوی دکتری مدیریت رسانه دانشگاه تهران پردیس البرز

3 عضو هیئت علمی دانشکده مدیریت دانشگاه تهران,

4 عضو هیئت علمی دانشگاه تهران

چکیده

شکوفاسازی ویژگی های «کارگزاران توسعه سازمانی» و ترویج آنها، از موضوعاتی است که کمتر مورد مطالعات حوزه مدیریت قرار گرفته 41و سازمان های رسانه ای نیز از آن مستثنی نبوده اند. پژوهش کیفی حاضر با هدف روشنگری و مفهوم سازی "کارگزارن توسعه سازمانی" و نقش آنان در جریان سازی تحول و تغییر در سازمان صدا و سیما با استفاده از کاربست تحلیل مضمون و رویکرد دلفی انجام شده‌است.نمونه گیری اعضای دلفی به‌صورت غیر احتمالی انجام شد، روایی محتوا بر اساس تطابق سؤالات مصاحبه با ادبیات موضوع و اهداف پژوهش، روایی صوری بر اساس اعمال نظرات خبرگان تعیین شد. پایایی پژوهش، از طریق اجماع مشارکت کنندگان و ارائه بازخورد مرحله ای صورت گرفت. نتایج نشان می دهد برنامه توسعه فردی، قانونمندی و تعهدسازمانی از مهمترین تامین کننده های نیاز به تحول سازمانی محسوب می شود و تقویت کننده های جریان تحول سازمانی از جمله حمایت متولیان و حامیان تحول، شایسته‌سالاری، وقف کار شدن، ایجاد گفتمان تحول، و جانشین پروری در مقابل محدودکننده‌های جریان تحول سازمانی از جمله نیرویابی و گزینش نامعتبر، فقدان تفکر تحول گرایی در مدیران، ناشایست پروری، نخبه ستیزی، فقدان تعهد و تعلق سازمانی، فقدان حمایت و تقویت مدیران سازمان، بی‌تفاوتی سازمانی در سازمان صدا و سیما مطرح هستند.

کلیدواژه‌ها

موضوعات

عنوان مقاله [English]

A Model for Investigating the Role of Organizational Development Agents (OD Agents) in Reinforcement Of Organizational Development Flow

نویسندگان [English]

  • mohammad saeid taslimi 1
  • آمنه kalateh Aghamohammadi 2
  • manouchehr ansari 3
  • taher roshandel 4

1 tehran university

2 PhD student of Media Management, University of Tehran, Alborz Campus

3 tehran university

4 Faculty member of Tehran University

چکیده [English]

Developing the characteristics of "organizational development agents" and promoting them is one of the topics that has been less studied in the field of management, and media organizations have not been exempted from it. The present qualitative research aims to clarify and conceptualize "organizational development agents" and their role in facilitating transformation and change in the IRIB using the application of content analysis and the Delphi approach., face validity was determined based on the application of experts' opinions. Research reliability was determined through consensus of participants and providing staged feedback. The results show that the personal development program, legality, and organizational commitment are among the most important providers of the need for organizational transformation, and the enhancers of the organizational transformation process, including the support of the guardians and supporters of the transformation, meritocracy, dedication to work, creating a discourse of transformation, and succession planning, are compared to the limiters of the organizational transformation process, including invalid recruitment and selection, lack of transformational thinking in managers, incompetence, anti-elitist behavior, lack of commitment and organizational belonging, lack of support and reinforcement of the organization's managers, and organizational indifference in the IRIB.

کلیدواژه‌ها [English]

  • Organizational development
  • Organizational Development Agents
  • IRIB
  • Organizational Development Flow
  • Determinants
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مطالعات مدیریت بهبود و تحول
دوره 34، شماره 117
مهر 1404
صفحه 41-80
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سابقه مقاله
  • تاریخ دریافت: 27 آبان 1403
  • تاریخ بازنگری: 17 خرداد 1404
  • تاریخ پذیرش: 21 تیر 1404
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