ارائه مدل تاثیر رفتارهای سیاسی بر بهره وری منابع انسانی در بخش عمومی
محورهای موضوعی : مدیریت دولتیجعفر غفاری 1 , پروانه گلرد 2 , غلامرضا معمارزاده طهران 3 , جمشید صدقیانی 4
1 - دانشجوی دکتری گروه مدیریت دولتی، واحد تهران جنوب، دانشگاه آزاد اسلامی، تهران، ایران.
2 - دانشیارگروه مدیریت دولتی ، دانشکده مدیریت ، دانشگاه آزاد اسلامی واحد تهران جنوب ، تهران ، ایران
3 - دانشیار گروه مدیریت دولتی، واحد قزوین، دانشگاه آزاد اسلامی، تهران، ایران
4 - استاد گروه مدیریت صنعتی، دانشکده حسابداری و مدیریت، دانشگاه علامه طباطبایی، تهران، ایران
کلید واژه: بخش عمومی, بهره وری منابع انسانی, رفتارهای سیاسی,
چکیده مقاله :
امروزه بهرهوری به عنوان دکترین نوین مدیریتی و نگرشی مبتنی بر بهبود و تحول، از جمله مهمترین اهداف سازمان ها را تشکیل داده که امکان احاطه بر زنجیره فعالیتهای سازمان ها در کلیه بخشهای جامعه را داشته و با تکیه بر آن استفاده مؤثر و بهینه از منابع سازمان همچون نیروی کار، سرمایه، مواد، انرژی و اطلاعات دست یافتنی است. هدف از تحقیق حاضر؛ ارائه مدل تأثیر رفتارهای سیاسی بر بهره وری منابع انسانی در بخش عمومی است. این تحقیق از حیث روش گردآوری اطلاعات به دو شکل کتابخانهای و میدانی (با استفاده از مصاحبه نیمه-ساختاریافته با خبرگان و پرسشنامه) انجام شده است. از حیث نوع داده؛ در حیطه تحقیقات آمیخته (کیفی- کمی) دستهبندی میشود و دادههای مورد نیاز برای احصاء مضامین و مقولههای مرتبط با بهرهوری منابع انسانی و رفتارهای سیاسی در سازمانهای بخش عمومی ایران در مرحله اول تحقیق با مطالعه ادبیات نظری و استفاده از ابزار مصاحبه نیمهساختاریافته و مبتنی بر رویکرد تحلیل مضمون (تِماتیک) در جامعه آماری مشتمل بر 15 نفر (7 نفر اساتید دانشگاه و 8 نفر مدیران ارشد سازمانهای بخش عمومی) استخراج گردیده است. برای بخش کمّی تحقیق جامعه آماری به روش طبقهای تصادفی انتخاب و تعداد 230 پرسشنامه در بین نمونه آماری مدیران و کارکنان سازمانهای بخش عمومی توزیع گردید که در نهایت تعداد 215 پرسشنامه برگشت داده شد. تحلیل دادهها با استفاده از نرم افزار Smart-Pls و با آزمونهای مدلسازی معادلات ساختاری انجام گرفت. نتایج حاکی از آن است که رفتارهای سیاسی بر بهرهوری منابع انسانی سازمانهای بخش عمومی اثر معناداری میگذارد.
In today's highly competitive world, productivity, as both a philosophy and a strategy for continuous improvement, is the most important goal of any organization, influencing the activities of all sectors of society like a connecting chain. In general, the mission of management and the main goal of managers of any organization is the effective and optimal use of various resources and facilities such as labor, capital, materials, energy and information. The purpose of this research was to provide a model of the effect of political behavior on the productivity of human resources in the public sector. Regarding data collection, this research has been carried out in two forms: library research and field studies (using semi-structured interviews with experts and questionnaires). In terms of the type of data, the study adopts a mixed-methods approach (qualitative-quantitative). In the first stage of the research, qualitative data were collected to identify themes and categories related to human resource productivity and political behavior in Iran's public sector organizations. This was achieved through an in-depth review of theoretical literature and semi-structured interviews, analyzed using a thematic analysis. The statistical population for the qualitative phase of the research consisted of 15 people (7 university professors and 8 senior managers of public sector organizations in Iran). For the statistical population of the quantitative part, a stratified random sampling method was used to distribute 230 questionnaires among managers and employees of public sector organizations in Iran, of which 215 questionnaires were returned and used for analysis. The data analysis was done using Smart-PLS software and structural equation modeling. The results of the research indicate that, in general, political behaviors have a significant effect on the productivity of human resources of public sector organizations.
Key Words: public sector, human resources productivity, political behaviors
1.Introduction
In today's competitive world, productivity is a key factor that guarantee the durability and survival of organizations. Productivity culture enables the optimal use of all the material and spiritual resources within organizations, particularly in the public and government sectors. It continually enhances the power, talent and potential capabilities of organizations. A suitable organizational structure, effective policies and procedures, healthy work equipment and tools, a balanced work environment, and most importantly, expert and competent human resources are among the requirements that should be taken into account by managers in order to achieve optimal productivity. Clearly, one cannot ignore the role of political behaviors, formed at different individual, group and organizational and even extra-organizational levels in such organizations. Among managers and employees in the public sector, these behaviors can significantly influence human resource productivity. Therefore, the present research, by considering the positive and converging effects and results of political behaviors in organizations, develops a model to improve human resource productivity in Iran's public sector organizations.
2- literature review
One of the challenges faced by managers of organizations is to adopt a suitable method to improve the performance and productivity of employees at different organizational levels. Numerous factors at the individual, group, organizational and environmental levels affect the productivity of the human resources within organizations. Understanding the complex nature of organizational behavior, in particular, political behaviors that occur at different individual, group, organizational and even extra-organizational and among managers and staff is critical as these behaviors can strongly impact human resource productivity. The existing theoretical literature on this issue is scarce, but some relevant studies can be noted. Taheri Lari et al. (2019) identified dimensions, components and indicators of political behavior patterns both within and outside the organizations among managers using the Delphi technique. Nazari et al. (2019) proposed a model of political behavior in the strategic decision making of sports managers in Iran. Also, in another study, Pourpanahi et al. (1400) explained the paradigmatic model of political behavior of employees in Iranian sports organizations. Additionally, Albana et al. (2018) investigated the constructive aspect of political behavior in strategic decision-making processes.
3- Method
The main purpose of this research was to develop a model explaining the effect of political behavior on human resource productivity in the public sector. Given that no comprehensive model has yet been presented for Iran's public sector organizations, the current research is exploratory in nature. In terms of data type, it is classified as mixed-method research, incorporating both qualitative and quantitative approaches. In the qualitative phase, themes and categories related to the human resource productivity and political behaviors in Iran's public sector organizations were identified and extracted using thematic analysis. In the quantitative part, the data needed for model development, based on the identified themes and categories, were collected. For thematic analysis, using the expert-based questionnaire designed for structural-interpretive modeling (ISM), the final model was derived. Finally, the data required to validate the designed structural model was collected using a five-point Likert-scale questionnaire and analyzed through the structural equation modeling method. The statistical population of the qualitative phase included expert university professors and senior managers of public sector organizations in Iran who had scientific or experimental activities in the fields such as human resource management, organizational behavior, etc. Using this method, the statistical sample was selected for the interview up to the point of theoretical data saturation, which included seven university professors and eight senior managers of public sector organizations. The statistical population for the final stage of the research included all managers and employees of public sector organizations such as ministries and their affiliated organizations, organizations under the supervision of the presidential institution, revolutionary institutions, state companies, public non-governmental organizations, the Islamic Consultative Assembly and its subordinate institutions as well as institutions under the judiciary, who had more than 15 years of experience and held at least a master's degree. This statistical population was delimited accordingly. Based on Schumacher and Lomax (2010), in structural equation modeling research where latent variables have multiple indicators, a sample size of at least 5 to 10 participants per indicator is sufficient under normal or elliptical distribution conditions. Therefore, a minimum of 215 participants was required as a statistical sample for this research. To meet this requirement, and in this regard, 230 questionnaires were distributed among the statistical sample of managers and employees of public sector organizations in Iran using a stratified random sampling method, and finally 215 completed questionnaires were returned. became.
4- Result
During the interviews, a total of 185 expressions were selected, extracted and coded. An attempt was then made to derive 60 concepts by examining the initial codes given to each expression and removing similar, incomplete and unrelated concepts. These selected concepts (basic themes) were counted and subsequently reviewed. By re-examining the selective concepts, the researcher categorized the basic themes, based on content and structure, into more general categories, resulting in 11 organizing themes (sub-themes). To ensure credibility, the sub-categories extracted in this stage were repeatedly reviewed against the previous stages based on the data set in order to obtain the content validity of the collected organizing themes.
In the next step, the sub-categories and organizing themes, similar to the previous step, were further examined through an iterative back-and-forth process. The aim was to categorize them into higher-level categories and find the main themes. Drawing on the researchers’ comprehensive understanding of the subject, the organizing themes were grouped and labeled into five more general categories or overarching themes, as follows:
- Drivers of political behavior (encompassing personal, occupational, organizational and extra-organizational factors affecting the productivity of human resources);
- Political behaviors (including both intra-organizational and extra-organizational political behaviors);
- Activators of human resource productivity;
- Human resource efficiency (including both the effectiveness and efficiency of human resources); and
- Consequences human resources efficiency (including the individual, organizational and social consequences of human resources efficiency).
5-Discussion
Based on the review of previous research as well as the findings of the present research, it can be concluded that political behaviors have a significant effect on the productivity of human resources in public sector organizations. Therefore, to enhance the productivity of human resources in the public sector, it is recommended that managers of organizations pay special attention to the personal, occupational, organizational and extra-organizational factors affecting political behaviors as identified in this model.
Conflict of interests: none
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