ارائه مدل مردمی ارزیابی عملکرد کارکنان با تأکید بر حلقه‎های میانی گام دوم انقلاب رویکرد داده‎بنیاد

نوع مقاله : مقاله پژوهشی

نویسندگان

1 استادیار گروه مدیریت دولتی، دانشگاه پیام نور، تهران، ایران

2 استادیار گروه مدیریت دولتی، دانشگاه پیام نور، تهران ایران.

3 کارشناس ارشد گروه مدیریت بازرگانی، دانشگاه پیام نور، تهران، ایران

10.30471/rsm.2024.9902.1317

چکیده

ارزیابی عملکرد کارکنان موجب آگاهی آنها از میزان پیشرفت بهبود در کارشان می‎شود. به‎عبارتی، حس کنجکاوی آنها در روند کاری تحریک و پرسش‎ها و چالش‎هایی را پاسخ داده می‎شود که در کارشان وجود دارد. بنابراین، هدف این پژوهش طراحی مدل مردمی ارزیابی عملکرد کارکنان با تأکید بر حلقه‎های میانی گام دوم انقلاب است. پژوهش حاضر مبانی فلسفی تفسیری داشته و جهت‎گیری آن توسعه‎ای است. رویکرد این پژوهش استقرایی و از روش کیفی برای انجام آن استفاده شده است. نوع پژوهش میدانی و آن نظریه داده‎بنیاد است. نمونه‎گیری نظری از طریق مصاحبه با 9 نفر به‎عنوان نمایندگان مردمی (حلقه‎های میانی) اداره غله شهرستان سنقر و کلیایی به‎عنوان مشارکت‎کنندگان در پژوهش انجام شده است. طبقات کدگذاری باز با انجام کدگذاری محوری به یکدیگر پیوند داده شدند و برای شکل دادن تئوری داده، در طی کدگذاری انتخابی پالایش شدند. یافته‎های پژوهش در قالب مدل پارادایمی مدل مردمی ارزیابی عملکرد کارکنان به‎عنوان مقوله محوری (مردمی‎شدن، اهمیت به نظر مردم، مشارکت مردم)، شرایط علّی (مهارت‎های شغلی اثربخش)، عوامل زمینه‏ای (مهارت‎های شغلی، عوامل جمعیت‎شناختی، رضایت شغلی)، شرایط مداخله‎گر (عدم صلاحیت‎مداری، روش‎های نادرست ارزیابی و ناامیدی درخصوص اثرگذاری ارزیابی)، راهبردهای تعاملی (ترفیع کارکنان براساس مهارت‎ تحقق اهداف سازمان) و پیامدها (رفع ضعف‎های کارکنان، استفاده از کارکنان توانمند) طراحی‎ شده است. مدل ارائه شده می‎تواند راهنمایی برای برنامه‎ریزی راهبردی مدیران در اداره غله سنقر و کلیایی باشد که با تأکید بر حلقه‎های میانی گام دوم انقلاب می‎شود از مزایای آن بهره‎مند شوند.

کلیدواژه‌ها

عنوان مقاله [English]

Identification of Effective Factors on the Promotion of Spirituality in the Organization Based on Statement of the Second Step of the Revolution

نویسندگان [English]

  • Akbar Veismoradi 1
  • Peyman Akbari 2
  • Erfan Fallahi 3
1 Assistant Professor, Department of Public Management, Payame Noor University, Tehran, Iran
2 Assistant Professor, Department of Public Management, Payame Noor University, Tehran, Iran
3 Senior Expert, Department of Business Management, Payame Noor University, Tehran, Iran
چکیده [English]

Performance evaluation of employees makes them aware of the progress of improvement in their work. In other words, their sense of curiosity is stimulated in the work process and the questions and challenges that exist in their work are answered. Therefore, the purpose of this research is to design a popular model for employee performance evaluation with an emphasis on the middle circles of the second step of the revolution. The current research has interpretative philosophical foundations and its direction is developmental. The approach of this research is inductive and a qualitative method has been used to conduct it. The type of field research is data-based theory. Theoretical sampling was conducted through interviews with 9 people as people's representatives (middle circles) of the grain administration of Sanghar and Keliai cities as participants in the research. Open coding classes were linked by axial coding and refined during selective coding to form data theory. The findings of the research in the form of the paradigm model of the popular model of evaluating the performance of employees as a central category (popularization, importance in the opinion of the people, participation of the people), causal conditions (effective job skills), background factors (job skills, population factors) cognitive, job satisfaction), intervening conditions (lack of managerial competence, incorrect evaluation methods and disappointment regarding the effectiveness of evaluation), interactive strategies (employee promotion based on the ability to achieve the organization's goals) and consequences (eliminating employees' weaknesses, using capable employees) is designed. The presented model can be a guide for the strategic planning of the managers in Sanghar and Keliai grain administration, which can benefit from its advantages by emphasizing the middle links of the second step of the revolution.

کلیدواژه‌ها [English]

  • Employee performance
  • middle circles of the second step of the revolution
  • data base approach

مراجع

  1. آفتابی، بختیار، و سلطان‎پناه، هیرش (1400). شناسایی و اولویت‎بندی عوامل مؤثر در ارزیابی عملکرد کارکنان. حکمرانی و توسعه. 2(1). 105−
  2. پارساییان، محمد (1398). استراتژی‎های حلقه‎های میانی در شرکت‎های خصوصی. یک گام به‎سوی توسعه اقتصادی. 6(۱۳۰). 123−
  3. روستایی، امین، خیلفه، علی، و رحیمی، علی (1400). بررسی انواع مدل‎های ارزیابی عملکرد کارکنان. اولین همایش ملی اقتصاد، مدیریت و مهندسی مالی با تأکید بر تولید، پشتیبانی‎ها و مانع زدایی‎ها.
  4. سلطانی‎فرد، مهدی، و حیدریه، سیدعبداله (1400). ارزیابی عملکرد کارکنان با استفاده از یک فرآیند جدید رأی‎گیری ترجیحی. مدیریت نوآوری و راهبردهای عملیاتی. 1(3). 202−
  5. محمدی، سمیه، و الوانی، سیدمهدی (1399). تحلیل ارزیابی عملکرد کارکنان سازمان‎های دولتی با محوریت توسعه پایدار در جهت ارتقای بهره‎وری. مدیریت بهره‎وری. 14(2). 23−
  6. میرباقری، سیدمحسن، رفیعی آتانی، عطا الله، و دشتی، رضا (1398). معرفی الگویی برای مدیریت عملکرد کارکنان در مراکز تحقیقاتی نظامی. راهبرد دفاعی. 6(67). 97−
  7. Alqahtani K. (2021). A Statistical Model to Determine the Relationship between Employee Supervisor Characteristics and Overall Satisfaction in Dental Departments in Saudi Arabia. The journal of contemporary dental practice, 22(7), 724–729.
  8. Andersson, A. C., Ainalem, I., Berg, A., & Janlöv, A. C. (2016). Challenges to Improve Inter-Professional Care and Service Collaboration for People Living With Psychiatric Disabilities in Ordinary Housing. Quality management in health care, 25(1), 44–52. https://doi.org/10.1097/QMH.0000000000000076.
  9. Artamonova, G. V., Popsuiko, A. N., Danilchenko, Y. V., & Batsina, E. A. (2023). Problemy sotsial'noi gigieny, zdravookhraneniia i istorii meditsiny, 31(2), 270–277. https://doi.org/10.32687/0869-866X-2023-31-2-270-277.
  10. Bakhtiari, A., Takian, A., Ostovar, A., Behzadifar, M., Mohamadi, E., & Ramezani, M. (2023). Developing an organizational capacity assessment tool and capacity-building package for the National Center for Prevention and Control of Noncommunicable Diseases in Iran. PloS one, 18(6), e0287743. https://doi.org/10.1371/journal.pone.0287743.
  11. Bartnicka, J., Kabiesz, P., Palka, D., Gajewska, P., Islam, E. U., & Szymanek, D. (2021). Evaluation of the Effectiveness of Employers and H&S Services in Relation to the COVID-19 System in Polish Manufacturing Companies. International journal of environmental research and public health, 18(17), 9302. https://doi.org/10.3390/ijerph18179302.
  12. Beck-Krala, E., & Klimkiewicz, K. (2016). Occupational safety and health as an element of a complex compensation system evaluation within an organization. International journal of occupational safety and ergonomics : JOSE, 22(4), 523–531. https://doi.org/10.1080/10803548.2016.1183338.
  13. Bear, A., Bensinger, S., Jara-Ettinger, J., Knobe, J., & Cushman, F. (2020). What comes to mind?. Cognition, 194, 104057.

https://doi.org/10.1016/j.cognition.2019.104057.

  1. Damari, B., Heidari, A., Rahbari Bonab, M., & Vosoogh Moghadam, A. (2020). Designing a toolkit for the assessment of Health in All Policies at a national scale in Iran. Health promotion perspectives, 10(3), 244–249. https://doi.org/10.34172/hpp.2020.38.
  2. Douget (2015). Successful Transformational Radiology Leaders. Radiology management, 37(1), 27–33.
  3. Chen, Y. C., Chen, Y. C., & Chu, H. C. (2023). Stages of organizational development and employee assistance programs in Taiwan. Humanities & social sciences communications, 10(1), 87. https://doi.org/10.1057/s41599-023-01567-4.
  4. Cope, R., & Remington, A. (2022). The Strengths and Abilities of Autistic People in the Workplace. Autism in adulthood: challenges and management, 4(1), 22–31. https://doi.org/10.1089/aut.2021.0037.
  5. Gyan, A, K., Brahmana, R., & Bakri, A., K (2017). Diversification strategy, efficiency, and firm performance: Insight from emerging market. Research in International Business and Finance, 42(2): 1103-1114.
  6. Faraji Khiavi, F., Amiri, E., Ghobadian, S., & Roshankar, R. (2015). Effect of final evaluation on job motivation from the perspective of nurses in Ahvaz Hospitals in 2012. Journal of medicine and life, 8(Spec Iss 4), 209–213.
  7. Filomeno, L., Di Muzio, M., Tartaglini, D., Gigliello, M., Di Mario, S., Forte, D., & Ivziku, D. (2023). A rapid review of time management strategies among nurse managers. La Clinica terapeutica, 174(1), 75–79.

https://doi.org/10.7417/CT.2023.2500.

  1. Kaye, A. D., Okanlawon, O. J., & Urman, R. D. (2014). Clinical performance feedback and quality improvement opportunities for perioperative physicians. Advances in medical education and practice, 5, 115–123. https://doi.org/10.2147/AMEP.S62165.
  2. Khan, M., Roychowdhury, I., Meghani, A., Hashmani, F., Borghi, J., & Liverani, M. (2020). Should performance-based incentives be used to motivate health care providers? Views of health sector managers in Cambodia, China and Pakistan. Health economics, policy, and law, 15(2), 247–260.

https://doi.org/10.1017/S1744133118000506.

  1. Kumar, N., Liu, Z., & Jin, Y. (2022). Evaluation of Employee Empowerment on Taking Charge Behaviour: An Application of Perceived Organizational Support as a Moderator. Psychology research and behavior management, 15, 1055–1066. https://doi.org/10.2147/PRBM.S355326.
  2. Jaafaripooyan, E., Mosadeghrad, A. M., Ghiasipour, M., & Shaqura, I. I. (2020). A leadership model for Iranian health-care organizations. Leadership in health services (Bradford, England), 33(4), 461–475. https://doi.org/10.1108/LHS-05-2020-0022.
  3. Jones, W., Haslam, R., & Haslam, C. (2017). What is a 'good' job? Modelling job quality for blue collar workers. Ergonomics, 60(1), 138–149. https://doi.org/10.1080/00140139.2016.1165870.
  4. José, F. E. M., Golbert, C. W., José, L. H. A., Dallegrave, E. T., & Kristensen, C. H. (2020). Assessment of the relationship between stress and performance in candidates for the Brazilian Bar Association examination. Trends in psychiatry and psychotherapy, 42(4), 368–374. https://doi.org/10.1590/2237-6089-2019-0002.
  5. Lemke, U., & Besser, J. (2016). Cognitive Load and Listening Effort: Concepts and Age-Related Considerations. Ear and hearing, 37 Suppl 1, 77S–84S. https://doi.org/10.1097/AUD.0000000000000304.
  6. Lee, S (2019). Revisiting the relationship between marketing capabilities and firm performance: The moderating role of market orientation, marketing strategy and organizational power. Journal of Business Research, 1(6):1-12.
  7. Liu, Z., Han, G., Yan, J., Liu, Z., & Osmani, M. (2022). The Relationship between Social Mentality and Health in Promoting Well-Being and Sustainable City. International journal of environmental research and public health, 19(18), 11529. https://doi.org/10.3390/ijerph191811529.
  8. Nuryaman, L (2015). Determine the effects of intellectual capital on firm value and the financial performance of the company. Journal of Operations & Production Management, 1(5): 61-70.
  9. Pilcher, J. J., & Morris, D. M. (2020). Sleep and Organizational Behavior: Implications for Workplace Productivity and Safety. Frontiers in psychology, 11, 45. https://doi.org/10.3389/fpsyg.2020.00045.
  10. Pourkhodabakhsh, N., Mamoudan, M. M., & Bozorgi-Amiri, A. (2023). Effective machine learning, Meta-heuristic algorithms and multi-criteria decision making to minimizing human resource turnover. Applied intelligence (Dordrecht, Netherlands), 53(12), 16309–16331. https://doi.org/10.1007/s10489-022-04294-6.
  11. Powell K. (2022). Quiet Eye: Another Technique for Your Toolbox. Professional case management, 27(5), 221–222.

https://doi.org/10.1097/NCM.0000000000000592.

  1. Roczniewska, M., Rogala, A., Marszałek, M., Hasson, H., Bakker, A. B., & von Thiele Schwarz, U. (2023). Job crafting interventions: what works, for whom, why, and in which contexts? Research protocol for a systematic review with coincidence analysis. Systematic reviews, 12(1), 10. https://doi.org/10.1186/s13643-023-02170-z.
  2. Schipper, L., Luijkx, K. G., Meijboom, B. R., & Schols, J. M. (2015). 'It is a completely new world you step into.' How older clients and their representatives experience the operational access to Dutch long-term institutional care. Journal of aging studies, 35, 211–220. https://doi.org/10.1016/j.jaging.2015.09.002.
  3. Seitz, R. J., Angel, H. F., & Paloutzian, R. F. (2023). Bridging the Gap Between Believing and Memory Functions. Europe's journal of psychology, 19(1), 113–124. https://doi.org/10.5964/ejop.7461.
  4. Sun, W., Matsuoka, T., & Narumoto, J. (2021). Decision-Making Support for People With Alzheimer's Disease: A Narrative Review. Frontiers in psychology, 12, 750803. https://doi.org/10.3389/fpsyg.2021.750803.
  5. Thiel (2021). Employee Social Network Strategies: Implications for Firm Strategies and Performance in Future Organizations. Frontiers in psychology, 12, 726606. https://doi.org/10.3389/fpsyg.2021.726606.
  6. Vainieri, M., Ferrè, F., Giacomelli, G., & Nuti, S. (2019). Explaining performance in health care: How and when top management competencies make the difference. Health care management review, 44(4), 306–317.

https://doi.org/10.1097/HMR.0000000000000164.

  1. Veitch, D., Goossens, R., Owen, H., Veitch, J., Molenbroek, J., & Bochner, M. (2019). Evaluation of conventional training in Clinical Breast Examination (CBE). Work (Reading, Mass.), 62(4), 647–656. https://doi.org/10.3233/WOR-192899.
  2. Yi, H. T., Lee, M., & Park, K. (2022). Service Orientation and Customer Performance: Triad Perspectives of Sales Managers, Sales Employees, and Customers. Behavioral sciences (Basel, Switzerland), 12(10), 373.

https://doi.org/10.3390/bs12100373.

  1. Wang, Z., Jiang, Z., & Blackman, A. (2021). Linking emotional intelligence to safety performance: The roles of situational awareness and safety training. Journal of safety research, 78, 210–220. https://doi.org/10.1016/j.jsr.2021.06.005.
  2. Xie, X. Y., Ling, C. D., Mo, S. J., & Luan, K. (2015). Linking Colleague Support to Employees' Promotive Voice: A Moderated Mediation Model. PloS one, 10(7), e0132123. https://doi.org/10.1371/journal.pone.0132123.
  3. Zhou, X., Li, Q., Zhao, Q., Zhang, X., Xu, Y., Qian, P., Gao, F. L., Cheong, I. H., Guo, D., Ma, S., Chen, H., Liu, S., Wang, W., Kang, X., Sun, M., Yang, Y., Chen, Q., & Gao, H. (2023). Toward Professionalism of Biobanking in China: A Survey on Working Status, Career Development, Challenges, and Prospects of Biobankers. Biopreservation and biobanking, 10.1089/bio.2022.0038. Advance online publication. https://doi.org/10.1089/bio.2022.0038.
  4. Zotova A. (2021). Problemy sotsial'noi gigieny, zdravookhraneniia i istorii meditsiny, 29(Special Issue), 636–640. https://doi.org/10.32687/0869-866X-2021-29-s1-636-640

فایل ها

هم رسانی

ارجاع به این مقاله

آمار