ارزیابی اثرات عملکرد ویترینی در پایداری یادگیری دوبُعدی با بکارگیری تحلیل فازی شهودی (مقاله علمی وزارت علوم)
درجه علمی: نشریه علمی (وزارت علوم)
آرشیو
چکیده
هدف این پژوهش ارزیابی اثرات عملکرد ویترینی در پایداری یادگیری دوبعدی می باشد. پژوهش از نظر+هدف توسعه ای-کاربردی، و از نظر روش جمع آوری داده ها اکتشافی است. در بخش کیفی براساس فرآیندهای تحلیل فراترکیب تلاش شد تا ابتدا پژوهش های مرتبط با دو مفهوم عملکرد ویترینی و یادگیری دوبُعدی مشخص شوند و سپس مولفه ها و مضامین پژوهش براساس مقیاس ارزیابی انتقادی تعیین گردند. همچنین در ادامه بخش کیفی از تحلیل دلفی برای تعیین حدِ اجماع نظری مولفه ها و مضامین استفاده شد. در بخش کمی نیز باهدف تعیین تأثیرپذیرترین مولفه ی یادگیری دوبُعدی از مضامین اثرات عملکرد ویترینی، ارزیابی فازی شهودی بکار رفت. در بخش کیفی پژوهش، ۱۴ نفر از خبرگان دانشگاهی و اجرایی مشارکت نمودند و ۲۴ نفر از مدیران شرکت آب و فاضلاب استان البرز در بخش کمی اقدام به پُرنمودن پرسشنامه های ماتریسی نمودند که داده ها با اکسل تحلیل شد. نتایج بخش کیفی از وجودِ ۴ مضمونِ اثرات منفی مدیریت ویترینی و ۵ مولفه یادگیری دو بُعدی حکایت دارد. نتایج بخش کمی براساس تحلیلِ ویکور فازی نشان داد، سرخوردگی منابع انسانی به عنوان تاثیرگذارترین مضمونِ اثر منفی عملکرد ویترینی در شرکت آب و فاضلاب استان البرز تلقی می شود که می تواند باعث تداخل در پایداری یادگیری دوبُعدی گردد. همچنین، اولویت اصلی مشخص شده با سرخوردگی منابع انسانی، نوآوری و خلاقیت شرکت آب و فاضلاب استان البرز می باشد.Presenting the Model of Showcase Performance Drivers in Government Organizations
Extended The aim of this research is to evaluate the effects of showcase performance in the stability of two-dimensional learning. The research is mixed in terms of developmental-applied goal, and in terms of data collection method. In the qualitative part, based on meta-composite analysis processes, an attempt was made to identify the research related to the two concepts of showcase performance and two-dimensional learning. And then the components and themes of the research are determined based on the critical evaluation scale. Also, in the continuation of the qualitative part, Delphi analysis was used to determine the level of theoretical consensus of the components and themes. In the quantitative part, with the aim of determining the most effective two-dimensional learning component of the effects of showcase performance, intuitive fuzzy evaluation was used. In the qualitative part of the research, 14 people from the research experts in the field of public administration participated and 24 people from the managers of Alborz water and sewage company filled in the matrix questionnaires in the quantitative part. The data was analyzed with Excel software. The results of the qualitative part indicate the existence of 4 themes of negative effects of showcase management and 5 components of two-dimensional learning. The results of the quantitative part based on the fuzzy VICOR analysis showed that the frustration of human resources is considered as the most influential theme of the negative effect of showcase performance in Alborz Water and Sewerage Company, which can cause interference in the sustainability of two-dimensional learning. Also, the most important influential component of the negative effects of showcase performance, especially the frustration of human resources, innovation and creativity is the water and sewage company of Alborz province. Introduction Today's era, in terms of management, is in a glass and fluid world, because every process of managers' performance can be observed. In this situation, it is not an easy task to separate the show behavior from the real behavior of the managers, because the managers try to convince others by understanding the current situation. This type of behavior is interpreted as "showcase performance". Expanding on the concept of showcase performance, it should be said that this management style focuses on displaying performance instead of focusing on actual performance and productivity. Promoting the showcase management style is considered a factor for promoting problems such as flattery and administrative corruption. Many people think that showcase performance has negative effects in the organization; But it is possible that such an assumption is not true. Showcase performance can be constructive or destructive for an organization. On the other hand, two-dimensional learning is a theoretical approach related to the development of human resource capabilities, which has placed the functions of organizational learning between the two spectrums of exploration and exploitation. Exploration refers to the diversity of environmental characteristics and the utilization of the inherent characteristics of the internal environment in organizational learning. In other words, exploitation includes the pursuit of learning, above the usual knowledge areas of the organization, while exploitation is defined as the exploitation and deepening of the existing knowledge reserves of the organization. The aim of this research is to evaluate the effects of showcase performance in the stability of two-dimensional learning. Materials and Methods This research is developmental-applicative in terms of its purpose and is mixed in terms of data collection method. The current research is considered a development since it seeks to develop a theoretical framework to determine the causes of mutual learning and the sub-factors of the effects of showcase performance. Also, it is practical because its results can be used to improve the performance of managers in Alborz Water and Wastewater Company. In the present study, firstly, meta-composite analysis method was used to analyze the textual data with an inductive approach to examine the related concepts of the research variables, and then Delphi method was used to confirm the validity and finalize the themes and components. Then, in the quantitative part, intuitive fuzzy analysis was used to determine the priority of the components. After the meta-combination stage, Delphi questionnaire was used to evaluate the themes of showcase management and two-dimensional learning components by experts. At this stage, 14 public administration specialists and experts at the university level were consulted. These people were selected through purposive sampling. Also, in the quantitative stage, the intuitive fuzzy Vicor method and the questionnaire tool were used to determine the most important dimension of two-dimensional learning based on the themes of the negative effects of showcase performance. The target population was in a small part the managers of water and sewage company of Alborz province. The sample size of this stage was 24 people and the sample size was based on the principle of adequacy. Discussion and Results The aim of this research is to evaluate the negative effects of showcase management in mutual learning. In the qualitative part, to identify the dimensions of the components and themes of the research variables to enter the intuitive fuzzy matrix analysis. Therefore, by screening 19 primary researches, a content analysis of the approved researches was carried out to determine the components (two-dimensional learning) and themes (negative effects of showcase performance) and to determine its reliability based on the Delphi analysis process. The results in the qualitative part indicate the determination of 5 two-dimensional learning components and 4 themes of negative effects of showcase performance. Then, with the aim of determining the most influential theme of the negative effect of showcase performance on two-dimensional learning, the research entered into intuitive fuzzy analysis. The results in this section showed that the most important parameter of the research themes (negative effects of showcase performance) is the frustration of human resources, which according to the obtained fuzzy weights, has the highest importance rate compared to other research themes. On the other hand, based on the results of the research, it was determined that the most important influential component of the negative effects of showcase performance (especially the frustration of human resources) is the innovation and creativity of Alborz water and sewage company as a two-dimensional learning component. Conclusion The obtained result shows the fact that due to the performance of the showcase, human resources are exhausted; Because usually, communication in these organizations is based on some kind of outward performance, and in this situation, human resources will not have the necessary motivation to be more effective in organizational activities due to their lack of trust in the organization. In fact, human resources experience a kind of conflict in the attitude and operational realities of the organization. On the other hand, the frustration of human resources due to the performance of the showcase causes the level of knowledge and learning of the organization to decline drastically based on the creativity of human resources. This issue makes the level of learning in the water and sewage company based on exploration and profit due to the reduction of their ideas a serious challenge. Based on the obtained results, it is suggested that Alborz Water and Sewerage Company, in order to maintain the sustainability of two-dimensional learning as an effective mechanism in gaining the trust and confidence of citizens, instead of focusing on presenting its statistics and documentary and functional reports, should strengthen the motivations of human resources. Therefore, Alborz province water and sewage company should use higher interactive capacities by choosing younger and more motivated managers in order to create vertical confidence in its structures. In this way, by changing management methods and approaches, human resources create a more appropriate level of perception and attitude with organizational realities. Also, cognitive heterogeneity caused by behavioral discrimination inside and outside the organization is reduced. On the other hand, based on the specified result regarding the decline of innovation and creativity of Alborz water and sewage company as a component of two-dimensional learning, it is suggested that in order to maintain organizational values, the feedback of the flow of information should be expanded to dominate the structure of the organization so that the level of individual motivations in presenting ideas To strengthen the organization even more. This work makes human resources have the necessary motivation to develop knowledge and share information in organizational structures based on satisfying the material and spiritual needs of intra-organizational competition functions.
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