طراحی مدل شفقت در محیط کار (موردمطالعه: شرکت گاز استان یزد) (مقاله علمی وزارت علوم)
درجه علمی: نشریه علمی (وزارت علوم)
آرشیو
چکیده
شفقت یک سازه مثبت و جدید است و از طریق روانشناسی مثبت گرا وارد محیط کاری سازمان ها شده است. با توجه به تأثیر مستقیم و غیرمستقیم شفقت روی نتایج و پیامدهای سازمانی، هدف پژوهش حاضر، طراحی مدلی برای شفقت در محیط کاری شرکت گاز استان یزد است. روش انجام این پژوهش از نظر گردآوری داده ها، کیفی و از نظر هدف، بنیادی است. به منظور رسیدن به پاسخ دقیق و واقعی تر علاوه بر بررسی ادبیات پژوهش، از 12 نفر خبرگان، شامل مدیران، مهندسین و کارشناسان رده بالای شرکت گاز، به صورت نمونه گیری هدفمند، مصاحبه های نیمه ساختاریافته انجام و تجزیه وتحلیل داده های به دست آمده از اسناد و مصاحبه ها، به روش داده بنیاد کدگذاری شد. نتایج و عوامل شناسایی شده حاصل از کدگذاری ها نشان داد که پیشایندهای شفقت (عوامل علی)، از ادبیات پژوهش شامل بافت شخصی، بافت رابطه ای، بافت سازمانی و بافت اخلاقی و از گزارش و مصاحبه ها علاوه بر عوامل ذکرشده، بافت فرهنگ ملی نیز استخراج شد.Designing the Model Of Compassion in the Work Environment (Case Study: Gas Company of Yazd Province)
Compassion is a positive and new construct and has entered the working environment of organizations through positive psychology, and studies have shown that it is necessary and necessary for the success and excellence of organizations. In fact, by meeting the physical and psychological needs of human resources, which plays an important role in the organization's achievement of its goals, Shafqat acts in the direction of solving or alleviating the suffering of employees, and by doing this, it avoids many negative organizational consequences such as job burnout, lack of motivation of employees, stress and Finally, leaving the job, which entails irreparable costs for the organization; prevents; Therefore, considering the direct and indirect effect of compassion on organizational results and consequences, the aim of the current research is to design a model for compassion in the working environment of Gas Company of Yazd province. The method of conducting this research is qualitative in terms of data collection and fundamental in terms of purpose. In order to reach a more accurate and realistic answer, in addition to reviewing the research literature, 12 experts, including managers, engineers and high-ranking experts of the gas company, were conducted in the form of purposeful sampling, semi-structured interviews were conducted, and the data obtained from the documents and interviews were analyzed and coded using the database method. . The results and factors identified from the codings showed that the antecedents of compassion (causal factors) were extracted from the research literature including personal context, relational context, organizational context and moral context, and from reports and interviews, in addition to the mentioned factors, the context of national culture was also extracted. The dimensions of compassion were identified from the research literature and interviews, including the dimensions of cognitive, emotional, thoughtful, action and social awareness. Strategies were extracted from research literature, human resource management measures, organizational support, centralized structure and communication and from interviews, in addition to the factors mentioned, change management factors, transparency and leisure management. Intervening factors of compassion from the research literature, social power in the organization, political behaviors in the organization, excessive focus on short-term goals, organizational injustice, lack of organizational trust, merely evaluating individual performance, lack of social responsibility, centralized organizational structure, leadership style, existence of rules and regulations The limiting factor is the involvement of the type of role in reducing or facilitating compassion and from the interviews, in addition to the mentioned factors, moral vices, lack of job security, economic factors, cultural factors and lack of sufficient training in the field of compassion were identified. From the research literature and interviews, social and cultural factors were identified as the underlying factors of compassion, and finally, the consequences of compassion from the research literature, positive emotions at work, reducing job stress and leaving the job, organizational commitment, intrinsic motivation, psychological well-being, emotional intelligence, behavior Organizational citizenship, creativity, positive work identity, organizational identity, organizational loyalty, communication quality, organizational performance, job performance, employee empowerment, organizational trust, meritocracy, work-life balance, job satisfaction and psychological capital and from interviews, in addition to factors As mentioned, organizational happiness, organizational social responsibility, organizational pride, team performance and occupational sense of belonging were obtained.
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