شناسایی و تبیین عوامل موثر بر رفتار آوایی کارکنان در دانشگاه ها (مقاله علمی وزارت علوم)
درجه علمی: نشریه علمی (وزارت علوم)
آرشیو
چکیده
هدف از پژوهش حاضر شناسایی عوامل مؤثر بر رفتار آوایی کارکنان در دانشگاه های غرب کشور بود. روش پژوهش آمیخته اکتشافی است. جامعه آماری شامل کلیه کارکنان، دانشگاه های کرمانشاه، همدان و کردستان بود(1585 نفر). در بخش کیفی به صورت هدفمند و بر مبنای اصل اشباع نظری تعداد 41 نفر از کارکنان مورد مصاحبه قرار گرفتند. در بخش کمی بر اساس جدول کرجسی و مورگان 310 نفر به عنوان نمونه انتخاب شدند. ابزار مورد استفاده در بخش کیفی مصاحبه نیمه ساختار یافته و در بخش کمی پرسشنامه محقق ساخته بود. برای تحلیل داده ها از تحلیل عاملی اکتشافی جهت شناسایی عامل های زیر بنایی رفتار آوایی کارکنان، سپس تحلیل عاملی تأییدی به منظور تعیین میزان توان مدل عاملی استفاده شد. بر اساس نتایج حاصل، در بخش کیفی شاخص های مؤثر بر رفتار آوایی در قالب 52 گویه اصلی دسته بندی شد. در بخش کمی، تحلیل عاملی اکتشافی گویه ها به منظور شناسایی عامل های زیربنایی رفتار آوایی صورت گرفت. نتایج در قالب 9 عامل زیربنایی شامل جو سازمانی عدالت محور، ویژگی های مدیریتی و سبک رهبری، فرهنگ سازمانی حامی مشارکت، مکانیزم بازخورد و ارزشیابی، پذیرش تغییر و تکنولوژی، ویژگی های شخصیتی و حرفه ای، فعالیت تیمی و همکاری متقابل، پایبندی به نقش و اهداف سازمانی، تناسب شغلی و سازمانی مشخص شدند. در بخش تأییدی نیز مدل ارتباط عامل ها با رفتار آوایی، برازش مناسبی داشت، که نشان از مناسب بودن عامل ها در توسعه رفتار آوایی دارد.Identifying and Explaining the Factors Affecting the employee voice behavior in Universities
introduction Identifying the Factors Affecting the employee voice behavior in Western Universities of Iran Employee engagement and collaboration in the organization is one of the most important development and productivity strategies. Changes in management style and theories are due to the attention of employees as an important source of transformation and investment on their vision and opinions. Accordingly As rapidly environmental and technology changes What can guarantee the survival and development of organizations and their development, attention to the participation and expression of the staff's perspective and voice. Method therefore, the purpose of the present study was Identifying the factors that affecting the employee voice behavior in the western universities. The research method is exploratory mix method. The statistical population consisted of all employees, Kermanshah, Hamedan and Kurdistan universities(1585 person). In the qualitative section, 41 employees were interviewed according to purposeful and based on theoretical saturation principle. The sample size was 310 according to the Krejcie & Morgan tables. The instrument in the qualitative section semi-structured interview And in the quantitative part researcher's questionnaire was used. For data analysis use of the exploratory factor analysis to identify the underlying factors of employee participation in voice behavior, Then, a confirmatory factor analysis was used to determine the power factors of the model. Results The results of the qualitative section were categorized into 52 items. Exploratory factor analysis was conducted to identify the underlying factors of voice behavior. Based on the exploratory factor analysis, this items were identified in the nine core factors: The justice-based organizational climate, Managerial features and leadership style, Organizational culture supportive of participation, Feedback and evaluation mechanism, Embracing change and technology, Personal and professional characteristics, Teamwork and interaction, Adherence to organizational roles and goals, Job and organizational fitness. In the confirmation section, the model of the relationship of factors with voice behavior was fitness, that indicating the appropriateness of factors in the development of voice behavior. Discussion Therefore, it can be concluded that the development of voice behavior in organizations, and in particular academic organizations, Requires recognition the several factors including individual, managerial and organizational variables, This can be used to enhance the employees voice behavior and to enable collaboration and participation between different levels of the organization in order to achieve productivity. Therefore, it can be concluded that the development of voice behavior in organizations, and in particular academic organizations, Requires recognition the several factors including individual, managerial and organizational variables, This can be used to enhance the employees voice behavior and to enable collaboration and participation between different levels of the organization in order to achieve productivity. Key words: employee voice behavior, Organizational participation, Organizational silence, Western universities
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