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فهم پدیده به‌حاشیه‌رانده‌شدن در سازمان؛ کاوشی در متنِ روایت‌های کارکنان یک سازمان دولتی | ||
| مدیریت دولتی | ||
| دوره 15، شماره 1، 1402، صفحه 149-179 اصل مقاله (1.39 M) | ||
| نوع مقاله: مقاله علمی پژوهشی | ||
| شناسه دیجیتال (DOI): 10.22059/jipa.2022.348710.3216 | ||
| نویسندگان | ||
| کاظم موسوی1؛ علی اصغری صارم* 2 | ||
| 1دانشجوی دکتری، گروه مدیریت دولتی، واحد همدان، دانشگاه آزاد اسلامی، همدان، ایران. | ||
| 2استادیار، گروه مدیریت، دانشکده مدیریت و حسابداری، دانشگاه بوعلی‌سینا، همدان، ایران. | ||
| چکیده | ||
| هدف: زندگی سازمانی، نوعی زندگیِ روایی و تجربه کارکنان در سازمان آغشته با داستان‌ها و روایت‌های مثبت و منفی است. تجربه طردشدن از متن سازمان و به‌حاشیه‌رفتن، یکی از تجاربی است که در سال‌های اخیر، روایت‌های زیادی را در محیط‌های کاری با خود به‌دنبال آورده است. هدف این پژوهش، فهم پدیده به‌حاشیه‌رانده‌شدن کارکنان در سازمان با واکاوی روایت و داستان‌های افرادی است که در یک سازماندولتی این پدیده را تجربه کرده‌اند. روش: در گام نخست و مبتنی بر روش نمونه‌گیریِ هدفمند، مشارکت‌کنندگان اولیه پژوهش انتخاب و در ادامه با مشارکت و هم‌فکریِ ایشان، مشارکت‌کنندگان دیگری با روش نمونه‌گیری گلوله برفی انتخاب شدند. روایت‌های و تجربه‌زیسته کارکنان با انجام 60 مصاحبه احصا و تحلیل شد. عناصر معنایی مشترک از دل داستان‌ها و روایت‌های این مشارکت‌کنندگان، استخراج و با فن تحلیل مضمون، در قالب پیشایندها، مصادیق و پسایندهای به‌حاشیه‌رانده‌شدن ارائه شد. عناصر معنایی مشترک از به‌حاشیه‌رانده‌شدن، مواردی بودند که در بیش از نیمی از مصاحبه‌ها به آن‌ها اشاره شده بود. یافته‌ها: بر اساس یافته‌های به‌دست‌آمده، الگوی به‌حاشیه‌رانده‌شدن کارکنان در سازمان تدوین و به بحث گذاشته شد. شناسایی پیشایندها (غیربومی‌ستیزی، سقف و محدودیت در حقوق پرداختی، مدرک‌گرایی و...)، مصادیق (ترک خدمت مجازی، کاهش تعهد نگرشی، کاهش عملکرد وظیفه‌ای و...) و پسایندهای (نافرمانی مدنی، بی‌اعتنایی به کار و محل کار، ترک سازمان و...) به‌حاشیه‌رانده‌شدن کارکنان همراه با ابعاد و عناصر تشکیل‌دهنده هر یک از این مقوله‌ها، از جمله یافته‌های پژوهش بود. نتیجه‌گیری: یافته‌های پژوهش، حاکی از دو نوع به‌حاشیه‌رانده‌شدن در سازمان بود که با نام‌های به‌حاشیه‌رانده‌شدنِ تحمیلی و به‌حاشیه‌رانده‌شدنِ ترجیحی مورد بحث و واکاوی قرار گرفت. در پایان رهنمودهایی جهت مقابله با این پدیده در سازمان ارائه شد. | ||
| کلیدواژه‌ها | ||
| به‌حاشیه‌رانده‌شدن؛ روایت‌پژوهی؛ طردشدگی در سازمان؛ انزوای سازمانی | ||
| عنوان مقاله [English] | ||
| Understanding Employee Marginalization: A Narrative Inquiry into the Experiences of Employees in a Public Organization | ||
| نویسندگان [English] | ||
| Kazem Mousavi1؛ Ali Asghari Sarem2 | ||
| 1Ph.D. Candidate, Department of Public Administration, Hamadan Branch, Islamic Azad University, Hamadan, Iran. | ||
| 2Assistant Prof., Department of Management, Faculty of Management & Accounting, Bu-Ali Sina University, Hamadan, Iran. | ||
| چکیده [English] | ||
| Objective This study aims to understand employee marginalization by analyzing the narratives and stories of employees who have experienced this phenomenon in an Iranian public organization. Methods The research participants were selected at the first stage based on the purposive sampling method. Prototypes were selected from elite employees and graduates of universities in Iran, who, according to their years of service, did not pass their occupation levels and were in a job position far lower than the position appropriate to their abilities. Next, the employees, who possessed the mentioned characteristics and were introduced to and confirmed by the initial participants, were selected by the snowball method as the next samples. The interviews conducted with the participants of the research continued until reaching saturation, according to which the number of participants reached 60 people. Before the beginning of the interview, to create a sense of trust between the parties and to secure the participants’ freedom to express their opinions and issues, they were assured that their names would remain confidential and their interviewees would be introduced only based on a code. The common semantic elements in the participants’ stories and narratives were analyzed using the thematic analysis technique after extraction and were presented in the form of antecedents, examples, and consequences. The elements, which were mentioned in more than half of the interviews, were the employees’ common semantic elements of marginalization in the organization. The employees’ common elements of marginalization in the organization were expressed in the form of antecedents, which were examined as the crucial reasons for the occurrence of the phenomenon in the organization, and adequate explanations for each of them were provided. This single-section research was conducted in a certain period, and its results can be applied and generalized in the investigated organization and organizations with a similar structure. The present research was conducted under the framework of a critical paradigm since the researchers encountered the disclosure of hidden injustice in the heart of an organization. Additionally, the critical paradigm investigated questions concerning values and assumptions, participation in social actions, exposing injustice, and challenging traditional structures. Results According to the findings, the employees’ pattern of marginalization in the organization was compiled and discussed. This study could identify antecedents (non-nativism, document orientation, anti-elitism, etc.), examples (leaving virtual service, reducing attitudinal commitment, reducing task performance, etc.), and consequences (disregarding work and workplace, leaving the organization, etc.), as well as the marginalization of employees with the dimensions and constituent elements of each of the categories. Conclusion According to the obtained results, the employees’ perceptions of two types of marginalization in the organization were discussed and analyzed as “Imposed Marginalization” and “Preferred Marginalization”. | ||
| کلیدواژه‌ها [English] | ||
| Marginalization, Narrative Inquiry, Organizational isolation, Public Organization | ||
| مراجع | ||
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آمار تعداد مشاهده مقاله: 298 تعداد دریافت فایل اصل مقاله: 377 |
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