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واکاوی "پدیده خودمحق پنداری" با تاکید بر مطالعات سازمان و مدیریت با روش فراترکیب | ||
| اندیشه مدیریت راهبردی | ||
| مقاله 3، دوره 17، شماره 4 - شماره پیاپی 38، دی 1402، صفحه 71-110 اصل مقاله (860.8 K) | ||
| نوع مقاله: مقاله علمی-پژوهشی | ||
| شناسه دیجیتال (DOI): 10.30497/smt.2024.245316.3519 | ||
| نویسندگان | ||
| سیده نرگس راهنما1؛ یعقوب مهارتی* 2؛ علیرضا خوراکیان3؛ فریبرز رحیم نیا3 | ||
| 1دانشجوی دکتری مدیریت، دانشکده علوم اداری و اقتصادی، دانشگاه فردوسی مشهد، مشهد، ایران. | ||
| 2استادیار گروه مدیریت، دانشکده علوم اداری و اقتصادی، دانشگاه فردوسی مشهد، مشهد ایران. | ||
| 3استاد گروه مدیریت، دانشکده علوم اداری و اقتصادی، دانشگاه فردوسی، مشهد، مشهد، ایران. | ||
| چکیده | ||
| ادبیات پژوهشی نوظهور حاکی از آن است که سازمان ها به طور فزاینده ای با چالش مدیریت کارکنان "خودمحق پنداری" که علیرغم سطح حداقلی عملکرد خود تا حد بالایی خود را شایسته و محق بهترین رفتارها و پاداش ها می دانند، روبه رو هستند. با توجه به اینکه موضوع خودمحق پنداری کارکنان در پژوهش‌های داخلی مغفول مانده‌است و در مطالعات خارجی نیز شاهد پراکندگی موضوعی این پدیده هستیم، هدف پژوهش حاضر، واکاوی پدیده خودمحق پنداری به طور خاص در مطالعات سازمان و مدیریت و تعیین مولفه‌ها، پیامدها و پیش آیندهای آن‌است. در انجام این پژوهش از رویکرد کیفی و ابزار فراترکیب بهره گرفته شده است. در مجموع 87 پژوهش از میان مطالعات خارجی به مرحله نهایی تحلیل وارد شد. احصا مضامین با رویکرد ساختار داده جیئوئیا و نرم افزار RQDA در دو سطح انجام شد. مضامین مستخرج در حوزه مولفه ها مشتمل بر 6 بخش در دو بعد کلی فردی و سازمانی به این شکل حاصل گردید. در راستای احصاء مضامین در حوزه پیامدها، پیامدهای ادراکی، پیامدهای رفتاری و پیامدهای روانشناختی، ذیلِ بعد کلی پیامدهای منفی سازمانی و همینطور پیامدهای روانشناختی ذیل بعد کلی پیامدهای منفی فردی استخراج شد. در رابطه با پیش آیندهای خودمحق پنداری کارکنان، دو بعد کلی عوامل موقعیتی و عوامل فردی حاصل گردید. هر یک از این مضامین مرتبه دو، مشتمل است بر مضامین مرتبه یک که در متن به تفصیل به آن پرداخته شده است. نتایج حاصل از پژوهش، با روشن نمودن ابعاد تاریک پدیده خودمحق پنداری، می تواند زمینه ساز حل این چالش و معمای مدیریتی عصر حاضر گردد. علاوه بر این با مشخص نمودن شکاف های پژوهشی مبنی بر تاکید بر مطالعه این پدیده در سازمان، مسیر مطالعات آتی نیز مشخص شده است. | ||
| کلیدواژه‌ها | ||
| خودمحق پنداری کارکنان؛ خودشیفتگی؛ روانشناسی سازمانی؛ فراترکیب؛ آر کیو دی ای | ||
| عنوان مقاله [English] | ||
| In-depth investigation of "entitlement phenomenon" with an emphasis on organization and management studies using meta synthesis method | ||
| نویسندگان [English] | ||
| Nargess Rahnama1؛ Yaghoob Maharati2؛ Alireza Khorakian3؛ Fariborz Rahimnia3 | ||
| 1PhD student in management, Faculty of Administrative and Economic Sciences, Ferdowsi University of Mashhad, Mashhad, Iran. | ||
| 2Assistant Professor, Department of Management, Faculty of Administrative and Economic Sciences, Ferdowsi University of Mashhad, Mashhad, Iran. | ||
| 3Professor, Department of Management, Faculty of Administrative and Economic Sciences, Ferdowsi University, Mashhad, Mashhad, Iran. | ||
| چکیده [English] | ||
| Emerging research literature indicates that organizations are increasingly facing the challenge of managing "entitled" employees who,consider themselves worthy and entitled to the best behaviors and rewards despite their minimal level of performance.The purpose of this research is to analyze entitlement phenomenon and to determine its components, consequences, and antecedents.In conducting this research, a qualitative approach and meta synthesis tools have been used. A total of 87 English studies entered the final stage of analysis. Extracting themes were done with Gioia data structure approach and RQDA software at two levels.The extracted themes regarding components consist of 6 elements in two general individual and organizational dimensions. About extracted themes of consequences, perceptual consequences, behavioral consequences and psychological consequences, under the general dimension of negative organizational consequences, as well as psychological consequences under the general dimension of individual negative consequences, were obtained.In relation to the predictors of employees entitlement, two general dimensions of situational factors and individual factors were obtained.The results of the research, by clarifying the dark side of the entitlement phenomenon, can pave the way for solving this management challenge. | ||
| کلیدواژه‌ها [English] | ||
| Employee entitlement, narcissism, organizational psychology, meta synthesis, RQDA | ||
| مراجع | ||
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