ارائه الگوی کاهش تحلیل رفتگی شغلی منابع انسانی در سازمان های دولتی با استفاده از رویکرد فراترکیب (مقاله علمی وزارت علوم)
درجه علمی: نشریه علمی (وزارت علوم)
آرشیو
چکیده
یکی از اساسی ترین نیازهای کارکنان در هر سازمانی، تأمین سلامت جسمی و روانی آنان در محیط کار است؛ به گونه ای که فشار جسمی و روانی شدید ناشی از ماهیت، نوع و یا وضعیت نامناسب کار می تواند در کارکنان منجر به تحلیل رفتگی شغلی شود، که بروز این نیز پدیده می تواند عواقبی منفی برای فرد و حتی سازمان ها به همراه داشته باشد؛ بنابراین پژوهش حاضر با هدف ارائه الگوی کاهش تحلیل رفتگی شغلی منابع انسانی در سازمان های دولتی کشور با استفاده از روش فراترکیب انجام شده است. بدین منظور پس از جست وجو در پایگاه های اطلاعاتی داخلی و خارجی در محدوده زمانی 2000 تا 2020 میلادی و 1380 تا 1400 شمسی، درنهایت 38 پژوهش که ارتباط نزدیکی با موضوع مورد مطالعه داشتند، انتخاب و با تحلیل محتوای آن ها ابعاد و کدهای مربوطه استخراج و میزان اهمیت و اولویت هر یک با استفاده از روش آنتروپی شانون تعیین شد. براساس یافته های پژوهش، عوامل مؤثر بر کاهش تحلیل رفتگی شغلی منابع انسانی در سازمان های دولتی کشور در سه دسته «عوامل سازمانی»، «عوامل شغلی» و «عوامل فردی» جای داده شد. همچنین از میان کدهای شناسایی شده، وجود زمینه پرورش و فرصت های مستمر در سازمان، وجود جو صمیمانه در سازمان، برخورداری از استقلال و آزادی عمل در شغل، وجود فرصت های ارتقاء و پیشرفت شغلی در کار، برخورداری از احساس آرامش در کار، باور داشتن به خودکارآمدی در به انجام رساندن وظایف شغلی، برخورداری از احساس مؤثر بودن در شغل، رضایت داشتن از حقوق و دستمزد، برخورداری از ثبات هیجانی در شرایط مختلف و مدیریت کردن خود در برابر واکنش های عاطفی، بیشترین ضریب اهمیت را به دست آوردند.Model of Reducing Job Burnout in Human Resources in State Organizations Using a Meta-Synthesis Approach
One of the most basic needs of employees in any organization is to ensure their physical and mental health in the workplace; in such a way that severe physical and psychological stress due to the nature, type or inappropriate state of work can lead to a condition in employees that is known as job burnout. The occurrence of this phenomenon can have negative consequences for individuals and even organizations; therefore, the present study was conducted with the aim of presenting a model of reducing job burnout in human resources in state organizations using a meta-synthesis approach. For this purpose, after searching in databases in the period of 2000 to 2020 and 1380 to 1400, finally 38 studies that were closely related to the subject under study were selected and by analyzing their content, the relevant dimensions and codes were extracted and the importance and priority of each it was determined using Shannon entropy method. Based on the research findings, the factors affecting the reducing job burnout in human resources in state organizations of the country were placed in three categories: "organizational factors", "occupational factors" and "individual factors". Also, among the identified codes, existence of field of education and continuous opportunities in the organization, existence of sincere atmosphere in the organization, independence and freedom of action in the job, existence of opportunities for promotion and career advancement at work, having a sense of effectiveness at work, satisfaction with pay, having emotional stability in different situations and managing yourself in the face of emotional reactions, gained the highest coefficient of importance.
Introduction
Presently, researchers have come to the conclusion that human resources are key factor of the continuity, success and achievement of organizational goals; Therefore, their physical and mental health is very important; However, the evidence suggests that in today's organizations due to changes in the internal and external environment of the organization, such as changes in job content, individual and group communication, multiple work plans, etc., manpower is exposed to various physical and psychological pressures that over time these pressures lead to a phenomenon in the workforce called job burnout, which can have detrimental consequences for both employees and the organization, such as impaired work motivation, increased job dissatisfaction, Absence from work, leaving the job, reduced performance, poor productivity, etc. Given what has been said, our country's state organizations are no exception to this phenomenon and always see frequent absences of employees from work, consecutive delays, various psychological complaints, reduced energy to perform activities, conflict and conflict in the workplace and finally, leaving the services. Therefore, the purpose of this study is to provide a model for reduce the job burnout of human resources in state organizations in country to use this model to provide a good basis for minimizing the occurrence of this phenomenon and its adverse consequences in these organizations.
Theoretical framework
Job burnout is a type of mental and physical fatigue that results from high and long-term workload and stress, which includes three dimensions: emotional exhaustion, depersonalization, and a sense of diminished personal success, especially among employees in challenging situations and It is more common among employees who work with other people in challenging situations.
Methodology
The present study is one of the qualitative researches in which the research data has been collected and analyzed using Meta synthesis method. The statistical population in this study includes all researches in domestic and foreign databases that are closely related to the keywords of the subject under study in this research. To search for published researches, the keywords were examined in the period of 2000 to 2020 and 1380 to 1400. Finally, out of 282 studies related to job burnout of human resources, 38 studies were selected as a statistical sample. Also, in order to evaluate the validity of experts and thinkers in the field of study, the Kappa index was used to assess the reliability.
Discussion and Results
Based on the analysis performed by content analysis method on 38 final researches selected, overall 3 categories, 18 concepts and 83 codes in this study, 3 categories, 18 concepts and 83 codes for the model of reducing job burnout of human resources in state organizations were discovered and labeled that among these are the codes of existence of field of education and continuous opportunities in the organization, existence of sincere atmosphere in the organization, independence and freedom of action in the job, existence of opportunities for promotion and career advancement at work, having a sense of effectiveness at work, satisfaction with pay, having emotional stability in different situations and managing yourself in the face of emotional reactions are the most important factors and have the highest rank in the whole.
Conclusion
According to the studies conducted in this field and also according to the extraction of 83 codes through the use of Meta synthesis method, it was found that the factors affecting the reduction of job burnout of human resources in state organizations are divided into three categories: organizational factors, occupational factors and individual factors. They believe that the use of these factors in government organizations can provide a good basis for reducing the incidence of occupational degeneration of human resources. Furthermore, the research findings showed that the eight components of organizational structure, leadership and management style, organizational justice, social capital, organizational culture, quality of work life, organizational climate and diversity management in the form of organizational factors; 4 components of job characteristics, job capability, job adaptation and job security in the form of job factors; Finally, 6 components of psychological capital, psychological capability, job satisfaction, organizational commitment, organizational commitment, personality traits and emotional intelligence in the form of individual factors, formed the basis of the model of reducing the job burnout of human resources in state organizations.
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