طراحی و اعتبارسنجی الگوی شوخ طبعی سازمانی: رویکردی آمیخته (مقاله علمی وزارت علوم)
درجه علمی: نشریه علمی (وزارت علوم)
آرشیو
چکیده
شوخ طبعی در تمام فرهنگ ها به عنوان یکی از ویژگی های تعامل اجتماعی شناخته شده است که خود را در جایی آشکار می کند که افراد گرد هم می آیند؛ ازجمله محل کار. با توجه به پتانسیل شوخ طبعی در تأثیرگزاری مثبت بر احساسات کارکنان، هدف پژوهش حاضر طراحی الگوی شوخ طبعی سازمانی در شرکت پالایش گاز پارسیان بود. این پژوهش، ازنظر هدف، کاربردی و روش تحقیق آن ترکیبی بود. در بخش کیفی پژوهش از رویکرد نظریه داده بنیاد برای تدوین الگوی شوخ طبعی سازمانی استفاده شد و با 12 نفر از مدیران و سرپرستان شرکت پالایش گاز پارسیان مصاحبه های نیمه ساختاریافته انجام پذیرفت. نتایج حاصل از تحلیل مصاحبه ها و کدگذاری سه مرحله ای نشان دادند الگوی شوخ طبعی سازمانی شامل 142 کد باز،60 کد محوری و 26 کد انتخابی است که در قالب مقوله های شش گانه دسته بندی شدند. در بخش کمّی پژوهش، برازش الگوی مفهومی طراحی شده به روش پیمایش سنجیده شد؛ بدین صورت که براساس نتایج بخش کیفی، پرسشنامه ای محقق ساخته، تدوین و در میان نمونه آماری توزیع شد که به تأیید فرضیه های پنج گانه منجر شد. نتایج این پژوهش می توانند به خوش آیندسازی محیط کار و بهبود کیفیت حضور کارکنان در سازمان کمک کنند.Designing and validating an organizational humor model :Mixed method approach
Humor is a characteristic of social interaction across all cultures and nationalities and manifests itself anywhere people gather, including the workplace. Considering the potential of humor to positively affect employees' feelings, the current study aimed to develop a model of organizational humor in the Parsian Gas Refinery Company. This study employed a mixed methods design. First, a grounded theory study was conducted to develop a model of organizational humor in the qualitative phase and semi-structured interviews were conducted with 12 managers and supervisors of Parsian Gas Refinery Company. The results of interview analysis and three-stage coding showed that the organizational humor model included 142 open codes, 60 core codes and 26 selective codes, which were categorized into six categories. In the quantitative phase of the study, the model fit was measured by survey method. Thus, based on the results of the qualitative section, a researcher-made questionnaire was compiled and distributed among the statistical sample, which led to the confirmation of five hypotheses. The results of this study help to make the work environment pleasant and improve the quality of employee presence in the organization.IntroductionTheorizing about human behavior has been noticed and the importance of understanding the needs of employees in the work environment and social interactions has been emphasized since the introduction of the neoclassical paradigm and the movement of human relations in organization studies. Recently, the emergence of positive psychology and, as a result, positive organizational behavior changed the focus of researchers to create positive feelings and increase the health of employees (Luthans, 2002). Based on this, concepts such as psychological capital, employees' feelings and organizational well-being, as an important field for creating positive feelings in employees, have been the focus of researchers' attention. At the same time, the comprehensive development of organizations and the transition from the knowledge economy to the human economy have created a new form of behavior in contemporary organizations that will place more value on soft skills (Seidman, 2014). Humor has always been at the center of scientific attention due to its inherent potential to expand relationships and affect the perception and emotions of employees (Wijewardena et al, 2019). Nowadays, humor occupies a very wide area of various aspects of management and organization and is increasingly recognized by researchers as a necessity for successful organizational performance. As such, in more than three decades of research, there is no ambiguity in terms of empirical support regarding the positive results of humor in the workplace and its applicability in organizations and improving the quality of work life. However, the current literature lacks a comprehensive theoretical framework about humorous events in the workplace, which can be used as a reference point for a better understanding of how humorous behavior manifests itself at work. Therefore, this research aims to provide a more comprehensive picture of what is formed as humor in the interpersonal relationships of employees and will contribute to the enrichment and expansion of humor literature in the organization. Therefore, the present study aimed to answer to the following research questions: What is the comprehensive model of organizational humor in Parsian Gas Refining Company? MethodThe current research is applied in terms of its purpose and nature, it is an exploratory research in which a mixed method has been used. A mixed methods design is a procedure for collecting, analyzing and combining quantitative and qualitative data. On this basis, the qualitative data were first collected through interviews with the managers of different units of Parsian Gas Refinery Company to calculate the dimensions and components of the desired phenomenon by the grounded theory. Then, quantitative analysis was used to determine the relationships between qualitative data. In the qualitative phase, data analysis was carried out by the systematic method of Strauss and Corbin in three stages of open, central and selective coding, and finally, based on the results, a conceptual model of humor in Parsian Gas Refinery Company was formed. In the quantitative part, to measure the validity of the conceptual model extracted in the qualitative phase, a quantitative study of the organizational humor model was carried out using a questionnaire tool and the application of the structural equation modeling (SEM). ResultsTo determine how acceptable the indicators were for the measurement patterns, general indices of model fit were examined for the measurement model. The results of structural equation modelling and coefficients of the final model of organizational humor are presented in Figure 1. The goodness of fit indices of the structural model of the study and the results of the hypothesis test are also presented. Figure1Structural model of researchTable1Fitness indexes of pattern for the measurement model RMSEAGFIIFICFICMIN/DFVariable0.0710.980.970.972.79Causal conditions0.00.950.940.944.29Phenomena0.070.9730.970.973.18Context0.030/9940.990.991.31Strategies0.090.970.930.934.54Intervening condition0.090.970.940.944.11Consequences<0/1>0/9>0/9>0/055>Goodness-of-fit Table2The results of research hypothesis testing HypothesisBeta coefficientCritical Ratio p-valueResultCausal factors have an effect on the phenomenon.0.828.420.000confirmedThe phenomenon has an impact on strategies.0.908.370.000confirmedContext factors have an effect on strategies.0.619.40.000confirmedIntervening conditions have an effect on strategies.0.549.10.000confirmedStrategies affect consequences.0.949.470.000confirmed *P≤0/05 ConclusionThis study aimed to examine the dimensions and angles of the phenomenon of humor in Parsian Gas Refinery Company. This study first examined the conceptual depth of the phenomenon in an exploratory way using a grounded strategy from the perspective of experts and explained its obvious and hidden signs. Probing into the statements of each of the interviewees led to the emergence of conceptual categories from the interviews, and finally, the model of organizational humor was developed. Also, this study sought to answer the question of whether the designed model of humor in the organization was valid or not. The results of the quantitative phase of the study showed that the designed model fitted the data and confirmed at a confidence level of 95%.In explaining the causal conditions, it should be noted that the emergence of humorous behaviors in the organization is the result of factors that are more focused on the structure and physical environment of the organization, the job features, the atmosphere of the organization, and negative management styles. As the findings of the present study indicate, the most important contextual factors of organizational humor are the characteristics related to the structure, field of activity and organizational culture. Regarding the identified intervening conditions, individual differences such as gender, personality traits, age, work experience, education, religious beliefs and ethnicity play a major role in the expression and perception of humor. To implement the humor model, it is necessary to provide the conditions for establishing this model in the organization. Planning and cultural development are considered important measures in this field. Finally, the consequences of humor in the organization can be classified into individual, group and organizational categories. Since this study specifically focused on investigating the positive effects of humor in the workplace, future studies can explain the effects and consequences of using negative styles of humor in the workplace. Ethical ConsiderationCompliance with Ethical Guidelines: In order to comply with ethics in the research, confidentiality of participants' identity were attended and the participants were assured that their information would remain confidential.Authors’ Contributions: All authors contributed to perform the study.Conflict of Interest: There is no conflict of interest in this study.Funding: This study was done with the financial support of Parsian Gas Refinery Company.Acknowledgment: The authors would thanks to all the employees and agents of Parsian Gas Refinery Company who cooperated during this research. . Corresponding author
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