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شناسایی و ارزیابی عوامل مؤثر بر قلدری در محیط کار (مورد مطالعه: دستگاه‌های اجرایی شهر بندرعباس) | ||
| مجله علمی "مدیریت فرهنگ سازمانی" | ||
| مقاله 9، دوره 17، شماره 3، مهر 1398، صفحه 491-510 اصل مقاله (791.3 K) | ||
| نوع مقاله: مقاله پژوهشی | ||
| شناسه دیجیتال (DOI): 10.22059/jomc.2019.249385.1007430 | ||
| نویسندگان | ||
| مریم مسلمی1؛ عباداله بانشی* 2؛ علی‌رضا کوشکی جهرمی3 | ||
| 1دانشجوی کارشناسی‌ارشد، دانشکدة مدیریت و حسابداری، دانشگاه هرمزگان، بندرعباس، ایران | ||
| 2استادیار، دانشکدة مدیریت و حسابداری، دانشگاه هرمزگان، بندرعباس، ایران | ||
| 3استادیار، دانشکدة مدیریت و حسابداری، دانشگاه علامه طباطبائی، تهران، ایران | ||
| چکیده | ||
| یکی از هدفهای مهم روان‌شناسان صنعتی و دستاندرکاران سازمانی توصیف و تبیین رفتارهای سازمانی است. در این میان قلدری در محل کار مشکلی گسترده در زندگی کاری و یکی از خطرهای شغلی مربوط به محیط کار است که اگر نادیده گرفته شود، تشدید میشود. هدف از این پژوهش شناسایی و ارزیابی عوامل مؤثر بر قلدری در محل کار و روش تحقیق به‌کاررفته آمیخته از نوع اکتشافی بود. جامعة آماری پژوهش دستگاه‌های اجرایی شهر بندرعباس بودند. در بخش کیفی، با 12 نفر مصاحبه شد و با استفاده از روش تحلیل محتوا عوامل مؤثر شناسایی شدند. در بخش کمّی، تعداد 240 پرسشنامه گردآوری و برای ارزیابی داده‌ها از نرم‌افزار Spss استفاده شد. پایایی بازآزمون برای محاسبة پایایی مصاحبههای انجام‌گرفته به کار رفت و برای بررسی پایایی پرسشنامه از آلفای کرونباخ استفاده شد. نتایج نشان داد پنج عامل اصلی بر قلدری در محیط کار تأثیر می‌گذارند که برای هر یک از آن‌ها تعدادی زیرشاخص نیز شناسایی شد. این پنج عامل عبارت‌اند از: عوامل زمینهای، عوامل فردی ـ روان‌شناختی، عوامل شغلی ـ حرفه‌ای، عوامل سازمانی، و عوامل رفتاری ـ نگرشی. بین عوامل شناخته‌شده، عوامل زمینهای بیشترین تأثیر و عوامل شغلی کمترین تأثیر را در بروز قلدری دارند. | ||
| کلیدواژه‌ها | ||
| دستگاه‌های اجرایی؛ رفتار مخرب سازمانی؛ رویکرد آمیخته؛ قلدری در محل کار؛ قلدری سازمانی | ||
| عنوان مقاله [English] | ||
| Identification and Evaluation of the Factors Effective on Workplace Bullying (Case Study: Bandar Abbas Administrative Agencies) | ||
| نویسندگان [English] | ||
| Maryam Moslemi1؛ Ebadollah Baneshi2؛ Alireza Koushkie Jahromi3 | ||
| 1MSc, Faculty of Management & Accounting, University of Hormozgan, Bandarabbas, Iran | ||
| 2Assistant Professor, Faculty of Management & Accounting, University of Hormozgan, Bandarabbas, Iran | ||
| 3Assistant Professor, Faculty of Management & Accounting Allameh Tabataba’i University, Tehran, Iran | ||
| چکیده [English] | ||
| One of the main purposes of industrial psychologists and organizational practitioners is to describe and depict the organizational behaviors. Meanwhile, workplace bullying is a widespread issue in the work life and it is also a part of work hazards in workplace. Moreover, neglecting it may lead to its intensification. The purpose of this study was to detect and evaluate the factors effective on workplace bullying. In terms of method, the study at hand adopted an exploratory mixed-mixed research. The statistical population of the study was Bandar Abbas administrative agencies. In the qualitative part, 12 people were interviewed and effective factors were identified using content analysis method, while for thequantitative part240 questionnaires were collected, and the data was assessed using SPSS. The test- retest measure of reliability was used to compute reliability of interviews, while the Cronbach's alpha was used to assess the reliability of the questionnaire. The results revealed five main categories of effective factors, for each of which a number of sub-indicators were determined. The main factors included: contextual factors, individual-psychological factors, occupational-professional factors, organizational factors, and behavioral-attitudinal factors. Among the identified factors, the contextual factors had the largest effect on bullying and the occupational factors had the least impact on bullying. | ||
| کلیدواژه‌ها [English] | ||
| Workplace bullying, Destructive organizational behavior, Organizational bullying, mixed method, Administrative agencies | ||
| مراجع | ||
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