پیوندهای مفید
اخبار و اعلانات
آمار
| تعداد نشریات | 158 |
| تعداد شماره‌ها | 6,225 |
| تعداد مقالات | 67,685 |
| تعداد مشاهده مقاله | 114,981,768 |
| تعداد دریافت فایل اصل مقاله | 89,653,768 |
بررسی تاثیر بدگمانی کارکنان به تغییر سازمانی بر سلامت سازمانی | ||
| مدیریت دولتی | ||
| مقاله 3، دوره 7، شماره 1، فروردین 1394، صفحه 19-39 اصل مقاله (906.5 K) | ||
| نوع مقاله: مقاله علمی پژوهشی | ||
| شناسه دیجیتال (DOI): 10.22059/jipa.2015.50767 | ||
| نویسندگان | ||
| مهدی امیرخانی2؛ | ||
| 1دانشیار مدیریت، دانشگاه پیام نور تهران، ایران | ||
| 2کارشناس ارشد مدیریت اجرایی، دانشگاه آزاد اسلامی واحد علوم و تحقیقات، کرمانشاه، ایران | ||
| چکیده | ||
| یکی از چالشهای مهم در راستای برنامههای تغییر و بهبود سازمانی، مقاومت در برابر اعمال تغییر، بهدلیل بدگمانی نسبت به آن است؛ بنابراین، این موضوع، سازمانها را مجاب می‌کند که با شناسایی عوامل بهوجودآورندة بدگمانی، درصدد کنترل و رفع این عوامل باشند. پژوهش حاضر در میان کارکنان ستادی بیمارستانهای سینا، شریعتی و امام خمینی و حجم نمونة 260 نفری انجام شد. براساس پژوهشهای نظری و نیز شواهد تجربی، عواملی که برای تحریک بدگمانی سازمانی شناسایی شدند، عبارتند از: نبود عدالت سازمانی، نقض مشارکت در تصمیمگیری، نقض قرارداد روانشناختی و شخصیت منفی. تجزیه و تحلیل دادهها با استفاده از تکنیک مدلسازی معادلههای ساختاری و نرمافزار لیزرل 54/8 صورت گرفت. نتیجة پژوهش نشان داد که شخصیت ستیزهجو بیشترین تأثیر را بر ایجاد بدگمانی سازمان و کاهش سلامت سازمانی دارد و عدالت مراودهای بیشترین تأثیر را بر کاهش بدگمانی و افزایش سلامت سازمانی دارد. | ||
| کلیدواژه‌ها | ||
| بدگمانی به تغییر سازمانی؛ سلامت سازمانی؛ محرک ها | ||
| عنوان مقاله [English] | ||
| An investigation of the impact of employee cynicism toward organizational change on organizational health | ||
| نویسندگان [English] | ||
| Mehdi Amirkhani2؛ | ||
| 1Associate Prof. Payame Noor University, Tehran, Iran | ||
| 2Msc in Executive Management Islamic Azad University, Kermanshah, Iran | ||
| چکیده [English] | ||
| One of the major challenges towards the programs of organizational improvement and change is resistance to change due to suspicion. For this reason, it is required that organizations identify the triggers of suspicion, trying to control and eliminate the resultant factors. This Study was performed among hospital staffs including, Sina, Shariati and Imam Khomeini and the sample size was 260. Base on theoretical and empirical studies, the most important factors to stimulate organizational cynicism were identified including organizational justice, participation in decision making, psychological contract breach, and the villain. Data analysis was performed using structural equation modeling techniques. The result showed that suspicion of militant character had the greatest impact on organizational suspicion and health, whereas justice has the greatest impact on reducing suspicion and increasing organizational health. | ||
| کلیدواژه‌ها [English] | ||
| organizational change cynicism, Organizational health, stimulants | ||
| مراجع | ||
|
Ajzen, I. & Fishbein, M. (1980). Understanding attitudes & predicting social behavior, Prentice-Hall, Englewood Cliffs, NJ.
Andersson, L. M. (1996). Employee cynicism: An examination using a contract violation framework, Human Relations, 11(49): 1395-1418.
Bernerth, J., Armenakis, A., Field, H. S. & Walker, H. J. (2007). Justice, cynicism & commitment: A study of important organizational change variables, journal of applied behavioral science, 43: 303-????.
Bommer, W. H., Rich, G. A. & Rubin, R. S. (2005). Changing attitudes about change: Longitudinal effects of transformational leader behavior on employee cynicism about organizational change. Journal of Organizational Behavior, 26, 733-753.
Brandes, P, et al. (2008). The interactive effects of job insecurity & organizational cynicism on work effort following a layoff. Journal of Leadership & amp; Organizational Studies, 14: 233-????.
Brown, M. & Cregan, C. (2008): Organizational change cynicism: The role of employee involvement, Human Resource Management, 4(47): 667–686.
Critchley, S. (2008). The book of dead philosophers, Granta Books. Great Britain.
Dean, J. W., Brandes, P. & Dharwadkar, R. (1998). Organizational cynicism, Academy of Management Review, 2(23): 341-52.
Delken, M. (2004). Organizational cynicism: A study among call centers, Unpublished Master Thesis, University of Maastricht.
Dudley Donald, R. (2008). A history of cynicism from diogenes to the 6th Century A.D, (1937, retrieved in 2008), Cambridge.
Fleming, P. (2005). Metaphors of resistance, Management Communication Quarterly, 19: 45-66.
Hafeznia, M. (2004). Introduction to Human Sciences,Tehran. Samt. (In Persian)
Judge, T. A., Klinger, R, Simon, L. S. & Yang, I. W. F (2008). The contributions of personality to organizational behavior & psychology: Findings, criticisms & future research directions, Social & Personality Psychology Compass, 2: 1-19.
Kim, Tae-Yeol., Bateman, T. S., Gilbreath, B. & Andersson, L. M. (2010). Top management credibility & employee cynicism: A comprehensive model, Human Relations, 62(10): 1435–1458.
Lin, siu-Fen (2007). Effects of extrinsic & intrinsic motivation on employee knowledge sharing intentions. Journal of Information Science, 33: 135-149.
Morrison, E. W. & Robinson, S. L. (2010). When employees feel betrayed: A model of how psychological contract violation develops. Academy of Management Review, 22: 226-256.
Naus, F., Iterson, Ad van; & Roe, R. A. (2007). Value incongruence, job autonomy & organization-based self-esteem: A self-based perspective on organizational cynicism, European journal of work & organizational psychology, 16(2): 195–219.
Öncer, A. Z. (2011). An overview of organizational cynicism & a cure suggestion: Teamwork, EABR & TLC Conference Proceedings Prague, Czech Republic.
Piering, J. (2010). Cynics, The Internet Encyclopedia of Philosophy.
Qian, Y. & Daniels, T. D. (2008). A communication model of employee cynicism toward organizational change, An International Journal of Corporate Communications, 3(13): 319-332.
Reichers, A. E., Wanous, J. P. & Austin, J. T. (1997). Understanding & managing cynicism about organizational change, Academy of Management Executive, 1(11): 48-59.
Rubina, R. S., Dierdorffa, E. C., Bommerb, W. H. & Baldwin, T. T. (2009). Do leaders reap what they sow? Leader & employee outcomes of leader organizational cynicism about change, The Leadership Quarterly, 5(20): 680-688.
Seyedjavadin, S. R., Heidari, H. & Shahbazmoradi, S. (2009). Examining the effective factors on reinforcing human force in case study services banking system, goverenment management, 1(2): 75-88. (In Persian)
Stanley, D. J., Meyer, J. P. & Topolnytsky, L. (2005). Employee cynicism & resistance to organizational change, Journal of Business and Psychology, 19(4): 429-459.
Taleghani, Gh; Farhangi, A. A., Abedijafari, A. (2010). Designthe model of the effective factors on citizens reliance on urban management. Goverenment Management, 2(4): 89-106. (In Persian)
Taleghani, Gh., Tanaomi, M. M., Farhangi, A. A. & Zarinnegar, M. J. (2011). Examiningthe effective factors of exploitation Increase (Case Study: Saman Bank). Goverenment Management, 3(7):115-130. (In Persian)
Treadway, D. C., et al. (2000). Cynicism about organizational change: Measurement, antecedents and correlates, Group and Organization Management, 2(25): 132-153.
Wilkerson, J. M., Evans, W. R. & Davis, W. D. (2008). A test of coworkers’ influence on organizational cynicism, bad mouthing & organizational citizenship behavior. Journal of Applied Social Psychology, 38(9): 2273–2292.
Wolski, S. (2003). A multilevel study of interpersonal influence in academic ‘influence networks’. International Communication Association Conference, San Diego, CA. Model of employee cynicism, 331.
| ||
|
آمار تعداد مشاهده مقاله: 4,365 تعداد دریافت فایل اصل مقاله: 2,296 |
||