پیوندهای مفید
اخبار و اعلانات
آمار
| تعداد نشریات | 158 |
| تعداد شماره‌ها | 6,228 |
| تعداد مقالات | 67,756 |
| تعداد مشاهده مقاله | 115,089,318 |
| تعداد دریافت فایل اصل مقاله | 89,831,543 |
شایستگیِ فرانیاز و توسعۀ معناداری در کارکنان زن شاغل در سازمان های دولتی ایران | ||
| زن در توسعه و سیاست | ||
| مقاله 4، دوره 18، شماره 2، تیر 1399، صفحه 217-237 اصل مقاله (1.54 M) | ||
| نوع مقاله: مقاله پژوهشی | ||
| شناسه دیجیتال (DOI): 10.22059/jwdp.2020.292051.1007742 | ||
| نویسندگان | ||
| رحمت الله قلی پور سوته1؛ فرشته امین2؛ مریم السادات موسوی* 3 | ||
| 1استاد دانشکدة مدیریت دانشگاه تهران | ||
| 2استادیار دانشکدة مدیریت دانشگاه تهران | ||
| 3دانشجوی دکتری پردیس البرز دانشگاه تهران | ||
| چکیده | ||
| شایستگیِ فرانیاز نیروی کار پس از بحران اقتصادی در سال 2008 به‌عنوان دغدغهای مهم در پژوهش‌های اجتماعی، اقتصادی و مدیریتی مطرح شد، زیرا پیامدهایی جدی در سطوح کلان، سازمانی و فردی به دنبال داشت. با توجه به تفاوت در میزان فراگیری شایستگیِ فرانیاز، ابعاد و پیامدهای آن در زنان و همچنین تفاوت در جوامع و فرهنگ‌های مختلف در این زمینه، شایستگیِ فرانیاز زنان، به‌خصوص در جوامع شرقی، به‌عنوان یکی از خلأهای پژوهشی در این زمینه مطرح شده است. لذا پژوهش حاضر با انتخاب زنان دارای شایستگیِ فرانیاز، که در سازمان‌های دولتی ایران شاغل‌اند، به بررسی عوامل سازمانی که از دیدگاه آنان در کاهش ادراک شایستگیِ فرانیاز و پیامدهای منفی آن مؤثر است، با استفاده از روش داده‌بنیاد گلیزر میپردازد. نتایج به‌دست‌آمده حکایت از محوریت مقولة معناداری شغل در کاهش ادراک شایستگیِ فرانیاز و پیامدهای منفی نگرشی آن دارد. در الگوی استخراح‌شده معناداری در دو سطح معناداری شغل و معناداری محیط کار در قالب پنج متغیر معرفی میشود که عبارت‌اند: از تقدیر شغل، آزادی عمل، هدف‌گذاری و چالش مداوم (عوامل معناداری شغل)، روابط توسعه‌یافته و تمامیت فردی (عوامل معناداری محیط کار). در پایان، با استفاده از نتایج این پژوهش با محوریت معناداری متغیرهای ادبیات پژوهشی در مورد شایستگیِ فرانیاز تبیین شده است. نتایج حاصل علاوه بر توجه به خلأ پژوهشی دربارة شایستگیِ فرانیاز زنان و استفاده از رویکرد کیفی که تا کنون کمتر در این حوزه استفاده شده، سازمان‌ها را قادر میسازد به‌رغم همة محدودیت‌ها، در بهبود شرایط کارکنان زن دارای شایستگیِ فرانیاز خود و استفاده از توانمندی‌های آنان قدم بردارند. | ||
| کلیدواژه‌ها | ||
| شایستگیِ فرانیاز زنان؛ عدم تناسب فرد‌ـ شغل؛ کم‌اشتغالی؛ معناداری شغل | ||
| عنوان مقاله [English] | ||
| Female Over-qualification and Development of Meaningfulness in Employees of Iranian Public Organizations | ||
| نویسندگان [English] | ||
| Rahmatollah Gholipor Soute1؛ Fereshteh Amin2؛ Maryamossadat Mousavi3 | ||
| 1Professor, Faculty of Management, University of Tehran | ||
| 2Assistant Professor, School of Management, University of Tehran | ||
| 3PhD student of Alborz Campus, University of Tehran | ||
| چکیده [English] | ||
| Over-qualification has become a major theme of research after 2008 economic crisis, because it brings about major consequences at social, organizational, and personal levels. There are major differences in the frequency of overqualification, its dimensions, and consequences between different genders and also in different cultural and social contexts. The issue of overqualification among female employees is very much understudied, particularly in the eastern societies. The purpose of the present paper is to fill to some extent this gap by choosing overqualified women employed in the Iranian public sector as its study group. We study the organizational elements that mitigate the perception of overqualification and its negative consequences using Glaser's grounded theory approach. The obtained model revealed the pivotal role of meaningfulness in mitigating the perception of concept and its negative consequences and a major factor in developing person-job in the study group. In this model, meaningfulness is defined at two levels, namely, job meaningfulness and meaningfulness in the work environment and is further specified in terms of the following five variables: job appreciation, freedom, continuous goal setting, developed relationships, and personal integrity. Focusing on job meaningfulness, we have explained and generalized the results of various variables in the overqualification research literature. The results of the present research address the substantial research gap in the overqualification research on female overqualification and enables Iranian organizations to improve the working conditions of overqualified women, despite the economical, market-related, and organizational limitations. | ||
| کلیدواژه‌ها [English] | ||
| Female Overqualification, underemployment, person-job fit, job meaningfulness | ||
| مراجع | ||
|
[1] افشاری، زهرا (1377). «بررسی اثر تحصیلات عالی و تجربه بر دریافتی‌های شاغلان (بخش خصوصی‌ـ دولتی) در ایران با استفاده از مدل مینسر»، فصل‌نامة پژوهش و برنامه‌ریزی در آموزش عالی، ش17، -78-59 [2] توفیقی، جعفر؛ قارون، معصومه. (1384)، «وضعیت منابع انسانی کشور و راه‌های پیشگیری از اتلاف آن»، فصل‌نامة آموزش مهندسی ایران، ۷، ۲۷. [3] دانایی‌فرد، حسن؛ الوانی، سیدمهدی؛ آذر، عادل. (1391). روششناسی پژوهش کمی در مدیریت: رویکردی جامع، تهران: اشراقی. [4] Adams, J. Stacey. (1963). Equity Theory on job motivation. Retrieved on 18.10. [5] Alfes, K. (2013). “Perceived overqualification and performance. The role of the peer-group”. German Journal of Human Resource Management, 27(4), PP 314-330. [6] Alfes, K., Shantz, A., & van Baalen, S. (2016). “Reducing perceptions of overqualification and its impact on job satisfaction: The dual roles of interpersonal relationships at work”. Human Resource Management Journal, 26(1), PP 84-101. [7] Babcock, L., & Laschever, S. (2009). Women don't ask: Negotiation and the gender divide. Princeton University Press. [8] Bolino, M. C., & Feldman, D. C. (2000). “The antecedents and consequences of underemployment among expatriates”. Journal of Organizational Behavior, 21, PP 889 –911. [9] Brown, G., & Pintaldi, F. (2006). “A multidimensional approach in the measurement of underemployment”. Statistical Journal of the United Nations Economic Commission for Europe, 23(1), PP 43-56. [10] Cha Y. (2010). “Reinforcing separate spheres: The effect of spousal overwork on men’s and women’s employment in dual-earner households”. American Sociological Review. 2010 Apr;75(2): PP 03-29 [11] Deng, H., Guan, Y., Wu, C. H., Erdogan, B., Bauer, T., & Yao, X. (2018). “A relational model of perceived overqualification: The moderating role of interpersonal influence on social acceptanc”. Journal of Management, 44(8), PP 3288-3310. [12] Erdogan, B., & Bauer, T. N. (2009). “Perceived overqualification and its outcomes: The moderating role of empowerment”. Journal of Applied Psychology, 94, PP 557–565. [13] Erdogan, B., Bauer, T. N., Peiro, J. M., & Truxillo, D. M. (2011). “Overqualified employees: Making the best of a potentially bad situation for individuals and organizations”. Industrial and Organizational Psychology-Perspectives on Science and Practice, 4, PP 215–232. [14] Feldman, D. C. (1996). “The nature, antecedents and consequences of underemployment.” Journal of Management, 22, 385–407. [15] Fernández, C., & Ortega, C. (2008). “Labor market assimilation of immigrants in Spain: employment at the expense of bad job-matches?”. Spanish Economic Review, 10(2), PP 83-107. [16] Frank, R. H. (1978). “Why women earn less: the theory and estimation of differential overqualification”. The American Economic Review, 68(3), PP 360-373. [17] Friedland, D. S., & Price, R. H. (2003). “Underemployment: Consequences for the health and well-being of workers”. American journal of community psychology, 32(1-2), PP 33-45. [18] Green, A., Leney, T., & Wolf, A. (1999). Convergence and divergence in European education and training systems (Vol. 7). Institute of Education. [19] Groot, W. and H. Maasen van den Brink (2000), “Overeducation in the Labour Market: A Meta Analysis”, Economics of Education Review, Vol. 19, PP 149-158. [20] Hoobler JM, Wayne SJ, Lemmon G. (2009). “Bosses' perceptions of family-work conflict and women's promotability: Glass ceiling effects”. Academy of management journal, 52(5): PP 939-57. [21] Hu, J., Erdogan, B., Bauer, T. N., Jiang, K., Liu, S., & Li, Y. (2015). “There are lots of big fish in this pond: The role of peer overqualification on task significance, perceived fit, and performance for overqualified employees”. Journal of Applied Psychology, 100(4), 1228. [22] Johnson, G. J., & Johnson, W. R. (2000). “Perceived overqualification, positive and negative affectivity, and satisfaction with work”. Journal of Social Behavior and Personality,15, PP 167–184. [23] Kristof‐Brown, A. L., Zimmerman, R. D., & Johnson, E. C. (2005). “Consequences of individuals'fit at work: a meta‐analysis of person–job, person–organization, person–group, and person–supervisor fit”. Personnel psychology, 58(2), PP 281-342. [24] Liu S, Wang M. “Perceived overqualification: A review and recommendations for research and practice”. In The role of the economic crisis on occupational stress and well being 2012 Oct 2 (pp. 1-42). Emerald Group Publishing Limited. [25] Livingstone, D. W. (Ed.). (2009). Education & jobs: Exploring the gaps. University of Toronto Press. [26] Luksyte, A., & Spitzmueller, C. (2011). “Overqualified women: what can be done about this potentially bad situation?”. Industrial and Organizational Psychology, 4(2), PP 256-259. [27] Luksyte, A., Spitzmueller, C., & Maynard, D. C. (2011). “Why do overqualified incumbents deviate? Examining multiple mediators”. Journal of Occupational Health Psychology, 16, PP 279–296. [28] Luksyte, A., & Spitzmueller, C. (2016). “When are overqualified employees creative? It depends on contextual factors”. Journal of Organizational Behavior, 37(5), PP 635-653. [29] Maltarich, M. A., Reilly, G., & Nyberg, A. J. (2011). “Objective and subjective overqualification: Dis- tinctions, relationships, and a place for each in the literature”, Industrial and Organizational Psy- chology: Perspectives on Science and Practice, 4, PP 236 – 239. [30] Maynard, D. C. (1998). Underemployment in the selection process: Managerial perceptions and policies, (Doctoral dissertation, Bowling Green State University). [31] Maynard, D. C., Joseph, T. A., & Maynard, A. M. (2006). “Underemployment, job attitudes, and turnover intentions”. Journal of Organizational Behavior, 27, PP 509–536. [32] Quintini, Glenda. (2011). “Over-qualified or under-skilled: A review of existing literature. OECD Social, Employment, and Migration”. Working Papers, 121. OECD Publishing. [33] Radsma M. (2009). Chapter Nine Clerical Workers: Work and Learning in Fragmenting Workplaces. Education & jobs: Exploring the gaps.211. [34] Renes, G., & Ridder, G. (1995). “Are women overqualified?”. Labour Economics, 2(1), PP 3-18. [35] Rokitowski, L. (2012). Moderating effects of situational and interpersonal variables on perceived overqualification and job crafting relationships, Master Thesis, SUNY College [36] Sikora, D. M., Thompson, K. W., Russell, Z. A., & Ferris, G. R. (2016). “Reimagining overqualified human resources to promote organizational effectiveness and competitive advantage”. Journal of Organizational Effectiveness: People and Performance, 3(1), PP 23-42. [37] Weitzman, L. J. (1985). The divorce revolution: The unexpected social and economic consequences for women and children in America. The Free Press, NewYork. [38] Weststar, J. (2011). A review of women’s experiences of three dimensions of underemployment. In Underemployment (pp. 105-125). Springer, New York, NY. [39] Wu, C. H., Luksyte, A., & Parker, S. K. (2014). “Overqualification and subjective well-being at work: The moderating role of job autonomy and culture”. Social Indicators Research, PP 1–21. [40] Wu, C. H., Tian, A. W., Luksyte, A., & Spitzmueller, C. (2017). “On the association between perceived overqualification and adaptive behavior”. Personnel Review, 46(2), PP 339-354. [41] Xiaoqian Ye, Ling Li, Xuejun Tan, (2017) “Organizational support: Mechanisms to affect perceived overqualification on turnover intentions: a study of Chinese repatriates in multinational enterprises”, Employee Relations, Vol. 39 Issue: 7, PP 918-934, [42] Yang, W., Guan, Y., Lai, X., She, Z., & Lockwood, A. J. (2015). “Career adaptability and perceived overqualification: Testing a dual-path model among Chinese human resource management professionals”. Journal of Vocational Behavior, 90, PP 154-162. [43] Zhang, M. J., Law, K. S., & Lin, B. (2016). “You think you are big fish in a small pond? Perceived overqualification, goal orientations, and proactivity at work”. Journal of Organizational Behavior, 37(1), PP 61-84. | ||
|
آمار تعداد مشاهده مقاله: 403 تعداد دریافت فایل اصل مقاله: 279 |
||