الگوی خط‌مشی سازمانی عملکرد کارکنان مبتنی بر عدالت سازمانی

نوع مقاله : پژوهشی

نویسندگان

1 دانشجوی دکتری، گروه مدیریت دولتی،واحد کرمان،دانشگاه آزاد اسلامی،کرمان،ایران

2 دانشیار، گروه مدیریت دولتی،واحد کرمان،دانشگاه آزاد اسلامی،کرمان،ایران

3 استادیار، گروه مدیریت دولتی،واحد کرمان،دانشگاه آزاد اسلامی،کرمان،ایران

چکیده

خط مشی بر آنچه دولت در عمل به طور واقعی انجام می دهد نه آنچه صرفاً پیشنهاد داده یا قصد انجام آن را دارد، متمرکز است و خط مشی را از یک تصمیم که صرفاً نوعی گزینه ویژه میان سایر گزینه هاست مجزا می سازد. پژوهش حاضر با هدف ارائه الگوی خط مش های سازمانی عملکرد کارکنان مبتنی بر عدالت سازمانی در دانشگاه پیام نور انجام گرفته است. بر این اساس ضمن مرور ادبیات نظری، متغیرهای مربوط و مقیاس آنها، چهارچوب کلی مطالعه شکل گرفت. این پژوهش از نظر هدف، کاربردی و از نظر ماهیت توصیفی ـ همبستگی است. مشارکت‌کنندگان این تحقیق شامل دو بخش می‌باشد. در بخش اول یعنی روش گرندد تئوری (مصاحبه با خبرگان)، تعداد 15 نفر از متخصصان رشته خط مشی گذاری و مدیریت به عنوان اعضای پانل حضور داشتند که این افراد از طریق روش نمونه‌گیری کیفی همگن به عنوان اعضای گروه پانل انتخاب شدند. در بخش دوم پژوهش به منظور طراحی مدل ساختاری- تفسیری از 15 نفر خبرگان به منظور پاسخ به پرسشنامه طراحی شده استفاده می‌گردد. برای گردآوری اطلاعات از پرسشنامه محقق ساخته استفاده گر

کلیدواژه‌ها

موضوعات


عنوان مقاله [English]

Organizational policy model of employee performance based on justice

نویسندگان [English]

  • mahdi moslehi 1
  • Sanjar Salajegheh 2
  • masuod pourkiiani 3
1 PhD Student,
2 Islamic Azad University, Kerman
3 azad uaniver sity
چکیده [English]

The policy focuses on what the government is actually doing rather than merely proposing or intending to do, and separates the policy from a decision that is merely a special option among other options. The purpose of this study was to present a model of organizational policies for staff performance based on organizational justice at Payame Noor University. Accordingly, while reviewing the theoretical literature, the relevant variables and their scale, The general framework of the study was formed. This research is applied in terms of purpose and descriptive-correlational in nature. The participants of this study consisted of two parts. In the first part of the Grounded Theory (Interview with Experts), 15 policy and management experts as members The panel members were selected as members of the panel group through a homogeneous qualitative sampling method. In the second part of the research, 15 experts are employed to design the structural-interpretive model to answer the designed questionnaire. A researcher-made questionnaire was used for data collection. The results show that the themes of the research are 6 main variables of the research including: gender justice seeking, supportive view, empowering attitude, confidence building, ethical ethics and social commitment. After the themes were identified, the categories of analysis were defined. The way each theme encompasses categories. Thus, 23 main categories are defined in this study.
کلیدواژه‌ها / English Policy, Organizational Policy, Employee Performance, Organizational Justice,
تاریخ ارسال

کلیدواژه‌ها [English]

  • Policy
  • Organizational Policy
  • Employee Performance
  • Organizational Justice
Alvani  S. M.,  & Danayifard,  H. (2001). Discussions on governmental organizations theories, Saffar Publications. (In Persian)
2. Alvani S. M., & Sharifzadeh, F. (2006). Policy making process, Allameh Tabataba'i University Press (RA), Fourth Edition, (In Persian)
3. Anderson,  J.E. (2003). Public policymaking: an introduction, Houghton Mifflin.
4. Ashrafi, R., & Mohammadi, N.A. (2016). Analysis of factors affecting the participation of managers in policy making (Case study: Zanjan Municipality). Quarterly Journal of Management and Accounting Studies, 4(2), 249-234.
5. Borg,  R.,  Toikka  A., & Primmer, E. (2015). Social capital and governance: a social network analysis of forest biodiversity collaboration in Central Finland, Forest Policy and Economics, 50(1), 90-97.
6. Chaiton,  A.,  Dibbits, T.,  Paquet, G.,  Roy,  J., & Wilson, C. (2002). The collaborative challenges of regional governance, policy issues for Canada and beyond, 111.
7. Fischer, M. (2013). Policy network structures, institutional context, and policy change. Post- doctoral researcher, Swiss institute for aquatic science and technology, Department of environmental social sciences.
8. Dehghanian, H., Saboor, A., Hojjati, A.R. (2013). Investigating the relationship between organizational justice components and organizational commitment in an insurance company, Insurance Research Journal, 2 (110), 180-153.
9. Ghasemi. R. (2014). Investigating the mediating role of organizational citizenship behavior on organizational justice and job performance. Organizational Culture Management., 12 (1), 82-63.
10. Gholipoor, H., Razini R.A. (2016). Analysis of Components of Human Science Transformation Policy Using Importance-Performance Analysis Approach. Basij Strategic Studies Quarterly, Nineteenth Year,70.
11. Ghorbanizadeh, A., Sharifzadeh, F., Hosseinpour, D., Mahmoud, M. (2016). Presenting the policy model of cultural organizations (Case study: Children and Adolescents Intellectual Development Center). Journal of Public Policy Research, 3(3), 78-61.
12. Provan,  K. G.,  & Milward, H. B. (1995). A preliminary theory of interorganizational network effectiveness, a comparative study of four community mental health systems,Administrative science quarterly, 40(1), 1-33.
13. Rahman Seresht, H., & Junidi Jafari, M. (2016). The effect of organizational justice on organizational citizenship behavior mediated by job commitment in the field of project management. Journal of Management Studies (Improvement and Transformation), 27(4), 146-127.
14. Saatchi, M., Ghasemi, N., & Namazi, A. (2003). Investigating the relationship between job motivation of managers, job satisfaction and organizational commitment of employees (teachers) of Marvdasht high school, Quarterly Journal of New Approach in Educational Management, first year, second year, 175-153.
15. Seyed Javadin S. R., Abedi, A., Yazdani, H. R., Valipour B. (2013). Investigating the mediating role of trust and organizational commitment in the relationship between organizational justice and organizational citizenship behaviors in hospitals. Business Management. 5(1), 118-105.
16. Sharifzadeh, F., Sadat Haghi, A., Hosseinpour, D., & Mir Mohammadi, S.M. (2016). Presenting a model with a network approach to entrepreneurship policy. Public Management Research, 11(4), 26-5.
17. Vaezi, R., & Hosseinpur. Ranjbar Pigeon M. (2016). The effect of organizational justice on the occurrence of deviant behavior based on the mediating role of perception of organizational justice, Quarterly Journal of Organizational Behavior Studies, Fifth Year, 3 (Consecutive Number 19).
18. Vakili, S. (2016). Operational policy for the resolution of economic sanctions of the resistance economy (with the approach of turning threats into opportunities). 68(5), 266-241.
19. Vigoda Gadot,  E. (2007). Redrawing the boundaries of OCB? An empirical examination of compulsory extra-role behavior in the workplace,Journal of Business and Psychology, 21 (3), 377–405.
20. Whitall, D.  R. (2012). January, sustaining communities of practice, place and culture through shared governance, In Leadership in Sustainable Development Conference, Portland State University, OR, viewed (18).