طراحی الگوی مدیریت رفتارهای انحرافی در محیط کار در دانشگاه آزاد اسلامی با استفاده از رویکرد آمیخته اکتشافی

نوع مقاله : مقاله پژوهشی

نویسندگان

1 دانشجوی دکتری مدیریت فرهنگی، دانشکده مدیریت ، دانشگاه آزاد اسلامی واحد تهران جنوب، تهران، ایران

2 استادیار گروه مدیریت و برنامه ریزی فرهنگی ،دانشکده مدیریت ، واحد اصفهان(خوراسگان) ، دانشگاه آزاد اسلامی ، اصفهان، ایران

3 استادیار ،دانشکده مدیریت ، دانشگاه آزاد اسلامی واحد اصفهان(خوراسگان) ، اصفهان، ایران

10.22098/ael.2023.12095.1212

چکیده

هدف از پژوهش حاضر طراحی الگوی مدیریت رفتارهای انحرافی در دانشگاه آزاد اسلامی واحد اصفهان(خوراسگان) است. پژوهش حاضر از جمله پژوهش آمیخته اکتشافی است . که در دو مرحله کیفی وکمی انجام می شود. در بخش کیفی (مرحله اول) از رویکرد داده بنیاد استفاده و در بخش کمی (فاز دوم) از رویکرد پیمایشی استفاده گردید. در بخش کیفی از طریق مصاحبه عمیق‌نیمه‌ ساختمند با 20 نفر از خبرگان، متخصصان و مدیران ارشد دانشگاه آزاد اسلامی واحد اصفهان(خوراسگان) با روش نمونه گیری نظری نمونه ها انتخاب شدند. و در نهایت داده ها با معادلات ساختاری و از طریق نرم افزارهای اس پی اس اس 22 و لیزرل 80/8 و وارپ پی ال اس 7مورد تجزیه و تحلیل قرار گرفت.نتایج حاصل از بخش کمی پژوهش نشان داد که عوامل فردی و عوامل شغلی (280/0)،عوامل فرایندی (270/0)،عوامل مدیریتی(260/0)،عوامل ساختاری (250/0) و عوامل گروهی (220/0) به ترتیب بیشترین تاثیر را بر راهبرد های مدیریت راهبرد های رفتارهای انحرافی در محیط کار دارند و عوامل سیاسی و ویژگی های شخصیتی نقش تعدیل گری ایفاکردند ولی ویژگی های سازمانی و ویژگی های جمعیت شناختی نقش تعدیل گری نداشتند و تغییر رفتار با ضریب تاثیر (550/0) موثرترین راهبرد بر پیامدهای مدیریت رفتارهای انحرافی در محیط کار است.

کلیدواژه‌ها

موضوعات

عنوان مقاله [English]

Designing a model for managing deviant behaviors in the work environment at Islamic Azad University using a mixed exploratory approach

نویسندگان [English]

  • Abbas Ghaedamini Harouni 1
  • reza Ebrahimzadeh Dastjerdi 2
  • Mehrdad Sadeghi 3
1 Ph.D. Student, Cultural Managementof Facuty Management. South Tehran Branch, Islamic Azad University, Tehran ,Iran
2 Assistant Professor Cultural and planning management of Facuty Management Isfahan (Khorasgan) Branch, Islamic Azad University, Isfahan, Iran Islamic Azad University, Isfahan ,Iran
3 Assistant Professor of Facuty Management Isfahan (Khorasgan) Branch, Islamic Azad University, Isfahan, Iran
چکیده [English]

The purpose of the current research is to design a model for deviant behavior management in Isfahan Islamic Azad University (Khorasgan). The current research is one of the exploratory mixed research. which is done in two qualitative and quantitative stages. In the qualitative part (first phase) the foundation data approach was used and in the quantitative part (second phase) the survey approach was used. In the qualitative part, samples were selected through in-depth semi-structured interviews with 20 experts, specialists and senior managers of Isfahan Islamic Azad University (Khorasgan) using theoretical sampling method. And finally, the data was analyzed with structural equations and through SPSS 22, Lisrel 80/8 and Warp PLS 7 software. The results of the quantitative part of the research showed that individual factors and job factors ( 0.280), process factors (0.270), management factors (0.260), structural factors (0.250) and group factors (0.220) respectively have the greatest impact on the management strategies of deviant behavior strategies in work environment and political factors and personality characteristics played a moderating role, but organizational characteristics and demographic characteristics did not have a moderating role, and behavior change with an impact factor (0.550) is the most effective strategy on the consequences of deviant behavior management in the workplace.

کلیدواژه‌ها [English]

  • deviant behaviors in the workplace
  • organizational factors
  • occupational factors
  • individual factors
  • managerial factors

مراجع

Allen, T. D., French, K. A., Soner, D., and Shockley, K. M. (2020). A crossnational meta-analytic examination of predictors and outcomes associated with work-family conflict. J. Aappl. psychol. 105, 539–576.
Amstad, F. T., Meier, L. L., and Fasel, U. (2011). A meta-analysis of workfamily conflict and various outcomes with a special emphasis on cross-domain versus matching-domain relations. J. Occup. Health Psychol. 16, 151–169.
Armstrong, G. S., Atkin-Plunk, C. A., and Wells, J. (2015). The relationship between work-family conflict, correctional officer jobstress, and job satisfaction. Crim. Justice Behav. 42,1066–1082.
Bakker, A. B., ten Brummelhuis, L. L., Prins, J. T., and van der Heijden, F. M.M. A. (2011). Applying the job demands–resources model to the work–home interface: A study among medical residents and their partners. J. Vocat. Behav.79, 170–180.
Bao, Y. P., Sun, Y. K., Meng, S. Q., Shi, J., and Lu, L. (2020). 2019-nCoV epidemic: address mental health care to empower society. Lancet 395, 37–38.
Beham, B., Drobniˇc, S., and Präg, P. (2011). Work demands and resources and the work–family interface: testing a salience model on German service sectoremployees. ocat. Behav. 78, 110–122.
Buonocore, F., and Russo, M. (2013). Reducing the effects of work–family conflict on job satisfaction: the kind of commitment matters. Hum. Resour. Manag. J.23, 91–108.
Cao, J., Liu, C., Wu, G., Zhao, X., and Jiang, Z. (2020). Work–family conflict and job outcomes for construction professionals: the mediating role of affective organizational commitment. Int. J. Environ. Res. Public Health 17, 1443–1466.
Erdamar, G., and Demirel, H. (2014). Investigation of work-family, familywork conflict of the teachers. Procedia Soc. Behav. Sci. 116, 4919–4924.
Faragher, E. B. (2005). The relationship between job satisfaction and health: a metaanalysis.J. Occup. Environ. Med. 62, 105–112.
Ford, M. T., Heinen, B. A., and Langkamer, K. L. (2007). Work and family satisfaction and conflict: a meta-analysis of cross-domain relations. J. Appl.Psychol. 92, 57–80.
Frone, M. R., Russell, M., and Cooper, M. L. (1992). Antecedents and outcomes of work-family conflict: testing a model of the work-family interface. J. Appl.Psychol. 77, 65–78.
Gopalan, N., and Pattusamy, M. (2020). Role of work and family factors in predicting career satisfaction and life success. Int. J. Environ. Res. Public Health.17:5096.
Gözükara,I.& Çolakoğlu,N.(2016). The Mediating Effect of Work Family Conflict on the Relationship between Job Autonomy and Job Satisfaction. Journal of Procedia - Social and Behavioral Sciences. 229 ( 2016 ) 253 – 266
Gu, Y., and Wang, R. (2019). Job demands and work–family conflict in preschool teachers: the buffering effects of job resources and off-job recovery experiences.Curr. Psychol.
Helen. Anthony H. W .(2014)  .H,The Relationship of Work-Family Conflict and Family-Work Conflict to Job Satisfaction.Int J Community Based Nurs Midwifery. 2016 Apr; 4(2): 107–118.
Hyun-Jung C. 2009. An exploratory study on the effect of work-family conflict on job satisfaction and job performance among hotel frontline employees with testing gender difference. Korean journal of hospitality administration,18, 203- 219.
Jiang, Y., Li, P., Wang, J., and Li, H. (2019). Relationships between kindergarten teachers’ empowerment, job satisfaction, and organizational climate: a Chinese model. J. Res. Child. Educ. 33, 257–270.
Judge, T. A., Weiss, H. M., Kammeyer-Mueller, J. D., and Hulin, C. L. (2017). Job attitudes, job satisfaction, and job affect: a century of continuity and of change.J. Appl. Psychol. 102, 356–374.
Klusmann, U., Richter, D., and Lüdtke, O. (2016). Teachers’ emotional exhaustion is negatively related to students’ achievement: evidence from a large-scale assessment study. J. Educ. Psychol. 108, 1193–1203.
Koura,U., Sekine,M. Yamada,M. & Tatsuse,T.(2017). Work, family, and personal characteristics explain occupational and gender differences in Work family conflict among Japanese civil servants. Journal of public health. 153 ( 2017 ) 78-90.
Lambert, E. G., Qureshi, H., Frank, J., Keena, L. D., and Hogan, N. L.(2017). The relationship of work-family conflict with job stress among Indian police officers: a research note. Police. Pract. Res. 18, 37–48.
Limbers, C. A., McCollum, C., and Greenwood, E. (2020). Physical activitymoderates the association between parenting stress and quality of life in working mothers during the COVID-19 pandemic. Ment. Health Phys. Act.19:100358.
Liu, S. L., and Ramsey, J. (2008). Teachers’ job satisfaction: analyses of the teacher follow-up survey in the United States for 2000-2001. Teach. Teach. Educ. 24,1173–1184.
Love, K. M., Tatman, A. W., and Chapman, B. P. (2010). Role stress,interrole conflict, and job satisfaction among university employees:the creation and test of a model. J. Employ. Couns. 47, 30–37.
Matthews, R. A., Wayne, J. H., and Ford, M. T. (2014). A work-familyconflict/subjective well-being process model: a test of competing theories of longitudinal effects. J. Appl. Psychol. 99, 1173–1187.
Martinko, M. J., and Mackey, J. D. (2019). Attribution theory: an introduction to the special issue. J. Organ. Behav. 40, 523–527.
Mesmer-Magnus, Jessica R., and Chockalingam Viswesvaran. (2005). “Convergence between Measures of Work-to-Family and Family-to-Work Conflict: A Meta-Analytic Examination.” Journal of Vocational Behavior 67(2):215–232.
Olaniyan, O. A. (2020). The relationship between practice environment, role overload and job satisfaction of nurses in Canada. (Ph.D Thesis) Minnesota, America:Walden University.
Palmer, M., Rose, D., Sanders, M., and Randle, F. (2012). Conflict between work and family among New Zealand teachers with dependent children. Teach.Teach. Educ. 28, 1049–1058.
Rollè, L., Prino, L. E., Cristina, S., Laura,V., Erica,N., and Concetta, P., et al. (2017).Parenting stress, mental health, dyadic adjustment: a structural equation model.Front. Psychol. 8, 1–10.
Rubel, M., Kee, D., and Rimi, N. N. (2017). The mediating role of work–family conflict on role stressors and employee turnover intention relationship in labour-oriented organizations. Glob. Bus. Rev. 18, 1384–1399.
Scanlan, J. N., and Still, M. (2019). Relationships between burnout, turnover intention, job satisfaction, job demands and job resources for mental health personnel in an Australian mental health service. BMC Health Serv Res. 19,62–72.
Thu, T. P. B., Ngoc, P. N. H., Hai, N. M., and Tuan, L. A. (2020). Effect of the social distancing measures on the spread of COVID-19 in 10 highly infected countries. Sci. Total Environ. 742:140430.
Wang, L., Dang, R., Bai, Y., Zhang, S., and Song, C. (2020). Teacher qualifications and development outcomes of preschool children in rural china. Early Childhood Res. Q. 53, 355–369.
Wang I-An., Tsaib, H-Y., Leec,M-H., & Kod, R-C., (2019), The effect of work–family conflict on emotional exhaustion and job performance among service  workers: the cross-level moderating effects of organizational reward andcaring, The International Journal of Human Resource Management,1-22.
Xinyuan H) 2012( Employees' work–family conflict moderating life and job satisfaction. Journal of Business Research,pp 65 22–28.
Xu, Q. (2016). Trend, source and heterogeneity of the change of gender-role attitude in China: a case study of two indicators (in chinese). Collect. Womens Stud. 3, 33–43.
Xue, E. Y., Li, J., Li, T. Z., and Shang, W. E. (2020). China’s education response to COVID-19: a perspective of policy analysis. Educ. Philos. Theory. 4, 1–13.
رهبری آموزشی کاربردی
دوره 4، شماره 1 - شماره پیاپی 13
فروردین 1402
صفحه 185-206

فایل ها

سابقه مقاله

  • تاریخ دریافت: 20 دی 1401
  • تاریخ بازنگری: 14 فروردین 1402
  • تاریخ پذیرش: 16 فروردین 1402

هم رسانی

ارجاع به این مقاله

آمار