طراحی مدل ترک خدمت داوطلبانه کارکنان

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 گروه مدیریت دولتی - دانشکده مدیریت و اقتصاد - دانشگاه تربیت مدرس.

2 استادیار مرکز مطالعات مدیریت و توسعه فناوری، دانشگاه تربیت مدرس، تهران، ایران.

3 گروه مدیریت دولتی- دانشکده مدیریت و اقتصاد- دانشگاه تربیت مدرس

4 دانشیار گروه مدیریت دولتی- دانشکده مدیریت و اقتصاد - دانشگاه تربیت مدرس.

چکیده

مهم‌ترین کارکرد مدیریت منابع انسانی، جذب افراد شایسته و تلاش به‌منظور حفظ منابع انسانی موجود است. درصورتی‌که مدیریت سازمان‌ها در این وظیفه مهم ناکام بماند، بسترهای ترک خدمت کارکنان شایسته و تنزل بهره‌وری فراهم می‌شود. بر این مبنا، هدف از پژوهش حاضر طراحی مدل ترک خدمت خدمت کارکنان بوده است. در این راستا با تبعیت از روش نظریه داده بنیاد با تعدادی از کارکنان معاونت برون‌مرزی صداوسیما به روش نیمه ساختاریافته مصاحبه‌ صورت گرفت. به‌منظور تحلیل داده‌ها از کدگذاری‌های باز، محوری و انتخابی بهره گرفته‌شده که حاصل آن استخراج 75 مفهوم، 50 مقوله و 15 قضیه بنیادین در قالب مدل پارادایمی اشتراوس و کوربین بوده است. یافته‌ها نشان دادند که مقوله‌هایی مانند احساس بی‌عدالتی، احساس فساد اداری، سبک مدیریت اتوکراتیک و زورگویانه، ناامیدی از بهبود اوضاع و ... در قالب شرایط علی منجر به رخ داد پدیده‌ای با عنوان "تصمیم به ترک خدمت" به‌عنوان مقوله محوری در سازمان می‌شود. پس از آن فرد یا به صورت برنامه‌ریزی شده و یا به صورت ترک خدمت ناگهانی سازمان را ترک می‌کند(راهبرد‌ها/کنش‌ها). همچنین مقوله‌هایی مانند سن و سوابق کاری، میزان تاب‌آوری فرد، میزان همراهی خانواده، نوع شخصیت، نوع شغل قبلی فرد، وضعیت شبکه و ارتباطات بیرونی به عنوان عوامل بستری یا زمینه‌ای بر کنش‌های انتخابی فرد تاثیر گذار است. مقوله مداخله گر نیز در این پژوهش چسبندگی شغلی تعیین شد. پیامدهای کنش‌های تشریح شده نیز مقوله‌هایی مانند بیکاری بعد از ترک خدمت، بدتر شدن اوضاع مالی بعد از ترک خدمت، آرامش فکری، تحمل زیان‌های مادی و مالی و یافتن شغل مناسب‌تر استخراج شدند.

کلیدواژه‌ها

موضوعات


عنوان مقاله [English]

Designing a Model of Employees’ Voluntary Turnover

نویسندگان [English]

  • shaher basti 1
  • jalil delkhah 2
  • hasan Danaee fard 3
  • Ali Asghar Fani 4
1 Department of Public Management - Faculty of Management and Economics - Tarbiat Modares University.
2 Assistant Professor of Management Studies and Technology Development Center, Tarbiat Modares University, Tehran, Iran.
3 Professor of Public Management Departmant- Faculty of Management and Economics- Tarbiat
4 Associate Professor, Department of Public Management - Faculty of Management and Economics - Tarbiat Modares University.
چکیده [English]

The most important function of human resource management is to attract qualified people and strive to maintain existing human resources. If management fails in this important task, the grounds for qualified employees for leaving organization and reducing productivity will be provided. The purpose of this study was to design employee voluntary turnover model. In this regard, following the method of grounded theory, a number of employees of the world service of IRIB were interviewed in a semi-structured way. In order to analyze data, open, axial and selective coding was used, which resulted in the extraction of 75 concepts, 50 categories and 15 basic theorems in the form of Strauss-Corbin paradigm model. Findings showed that categories such as feelings of injustice, feelings of corruption, autocratic and coercive management style, and etc. In the form of causal conditions lead to the phenomenon of "decision to leave the organization" as a central category in the organization. After that, the person leaves the organization in a planned way or suddenly (actions). Also, categories such as age and Work experience, degree of resilience of the individual, degree of family companionship, type of personality, type of previous job, network status and external communications as contextual factors affect selecting actions of the individual. The intervening category in this study was job embeddedness. The consequences of the actions described were such things as unemployment after leaving the organization, worsening of financial situation after leaving, peace of mind, enduring material and financial losses, and finding a more suitable job.

کلیدواژه‌ها [English]

  • Turnover
  • Planed Turnover
  • Suddenly Turnover
  • Job Embeddedness
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