شناسایی پیشایندها و پیامدهای انگیزش منابع انسانی در صنعت بیمه با نگاهی بر نظریه انتظار وروم

نوع مقاله : مدیریت و سازمان(اخلاق و مسئولیت اجتماعی، رهبری و تحول سازمانی، عملکرد سازمانی، ریسک، مدیریت منابع سازمانی، سطوح تحلیل سازمانی، بلوغ سازمانی، آسیب­‌شناسی سازمانی، نظام اداری، . . . )

نویسندگان

1 دانشجوی مدیریت دولتی گرایش رفتار سازمانی،دانشکده مدیریت و حسابداری، دانشگاه علامه طباطبائی ، تهران، ایران

2 استاد، عضو هیئت علمی گروه مدیریت دولتی، دانشکده مدیریت و حسابداری، دانشگاه علامه طباطبائی،تهران، ایران.

3 استادیار، عضو هیات علمی گروه مدیریت دولتی، دانشکده مدیریت و حسابداری، دانشگاه علامه طباطبائی، تهران، ایران.

4 دانشیار، عضو هیات علمی گروه مدیریت دولتی و جهانگردی، دانشکده اقتصاد و مدیریت، دانشگاه پیام نور، تهران

چکیده

انگیزش منابع انسانی در کنار شناخت و نگرش، یکی از ارکان مهم برای درک رفتارها است. این درک از فرآیند انگیزش منابع انسانی مستلزم یک رویکرد سیستماتیک است و در این میان نظریه انتظار وروم، نظریه نسبتاً کاملی در ارتباط با انگیزش نیروی انسانی می‌باشد. پژوهش حاضر با بهره‌گیری از پژوهش کیفی و روش تحلیل محتوای مصاحبه‌های نیمه‌ساختاریافته و با هدف شناسایی پیامدها و پیشایندهای انگیزش منابع انسانی در صنعت بیمه با نگاهی بر نظریه انتظار وروم صورت پذیرفت. جامعه آماری تحقیق شامل 14 مدیر از صنعت بیمه بوده که به روش نمونه‌گیری غیراحتمالی هدفمند و گلوله‌برفی انتخاب شده‌اند. تجزیه‌وتحلیل داده‌های استخراج‌شده به روش تحلیل مضمون و با کمک نرم‌افزار MAXQDA انجام پذیرفت و 82 شاخص در قالب  12 مقوله فرعی شامل عوامل بیرونی انگیزش که خود از 4 بعد شرایط کاری، حس امنیت در شغل، فرصت‌هایی برای پیشرفت و ارتقای شغلی و پاداش‌های مالی و غیرمالی که به منابع انسانی اعطا می‌شود، تشکیل شده‌اند و نیز مولفه عوامل درونی انگیزش شامل 3 بعد که به تنوع و چالش‌های مرتبط با مهارت‌ها و وظایف شغلی و بازخورد مثبت از سمت مدیران و همکاران و قدردانی یا تنبیه به منظور انگیزش منابع انسانی می‌باشد، همچنین عدالت تعاملی به عدالت در روابط بین منابع انسانی و سازمان اشاره دارد، در حالی که عدالت رویه‌ای به عدالت در اجرای فرایندها، سیاست‌های سازمانی و عدالت توزیعی به عدالت در تقسیم منابع و پاداش‌ها در سازمان مربوط می‌شود و نیز 11 مقوله اصلی شامل انگیزش منابع انسانی، نوآوری، عملکرد در انجام وظایف، سکوت سازمانی، عشق به کار، باورهای جنسیتی نسبت به‌نقش در سازمان، فرسودگی شغلی، حمایت سازمانی ادراک‌شده، نگرش نسبت به‌ کار گروهی، عدالت سازمانی و نظارت سازمانی،  می‌باشد.  بنابراین، با اجرای راهبردهای ارائه شده در مدل پژوهش، انتظار می‌رود صنعت بیمه به دست‌یابی چشم‌گیری در حوزه انگیزش منابع انسانی برسد.

کلیدواژه‌ها

موضوعات

عنوان مقاله [English]

Identifying the Antecedents and Consequences of Human Resource Motivation in the Insurance Industry with a View to Vroom's Expectancy Theory

نویسندگان [English]

  • Zeinab Esmaeili 1
  • Shams al-Sadat Zahedi 2
  • Alireza Kooshki Jahormi 3
  • Mohammad Javad Hozori 4
1 student of Public Administration Majoring in Organizational Behavior, School of Management and Accounting, Allameh Tabatabai University, Tehran, Iran
2 Professor, Member of the Faculty of the Department of Public Administration, Faculty of Management and Accounting, Allameh Tabatabai University, Tehran, Iran
3 Assistant Professor, Member of the Academic Staff of the Department of Public Administration, Faculty of Management and Accounting, Allameh Tabatabai University, Tehran, Iran
4 Associate Professor, Member of the Academic Staff of the Department of Public Administration, Faculty of Economics and Management, Payam Noor University, Tehran, Iran
چکیده [English]

Human resource motivation, along with knowledge and attitude, is one of the vital components for understanding behaviors. This understanding of the human resource motivation process requires a systematic approach. In this regard, Vroom's expectancy theory is an almost complete theory related to human resource motivation. The present study was conducted using qualitative research and thematic analysis methods of semi-structured interviews to identify the implications and antecedents of human resource motivation in the insurance industry using Vroom's expectancy theory. The statistical population of the study included 14 managers from the insurance industry. They were selected by non-probabilistic and snowball sampling methods.  The analysis of the extracted data was done by thematic analysis method in MAXQDA software. Accordingly, 82 indicators in the form of 12 sub-categories were identified. One of them is extrinsic motivation factors, including 4 dimensions of working conditions, sense of job security, opportunities for job progress and promotion, financial rewards, and financial and non-financial rewards given to human resources. Another component is intrinsic motivation factors, including 3 dimensions of diversity and challenges related to job skills and duties, positive feedback from managers and colleagues, and appreciation or punishment to motivate human resources. Interactive justice refers to justice in the relationship between human resources and the organization. Procedural justice is related to justice in the implementation of processes and organizational policies. Distributive justice is related to justice in the distribution of resources and rewards in the organization. Eleven primary categories include human resource motivation, innovation, performance in performing tasks, organizational silence, love of work, gender beliefs about the role in the organization, job burnout, perceived organizational support, attitude towards teamwork, organizational justice, and organizational supervision. Thus, by implementing the strategies presented in the research model, it is expected that the insurance industry will achieve a significant achievement in the field of human resource motivation.

کلیدواژه‌ها [English]

  • Employee Motivation
  • Vroom's Expectancy Theory
  • External and Internal Factors of Motivation
  • Content Analysis
  • Insurance Industry

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پژوهشنامه مدیریت اجرایی
دوره 16، شماره 31
شهریور 1403
صفحه 215-245

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  • تاریخ دریافت: 28 فروردین 1402
  • تاریخ بازنگری: 12 شهریور 1402
  • تاریخ پذیرش: 14 آبان 1402

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