بررسی روند تحول موضوع عجین‌سازی با شغل در سی سال اخیر و دسته‌بندی پیشایند‌ها و پیامدهای آن

نوع مقاله : مقاله پژوهشی

نویسندگان

1 مدیریت دولتی، دانشکده مدیریت و حسابداری، دانشگاه شهید بهشتی، تهران، ایران

2 گروه مدیریت دولتی، دانشکده مدیریت و حسابداری، دانشگاه شهید بهشتی، تهران، ایران

3 دانشکده مهندسی صنایع، دانشگاه علم و صنعت ایران، تهران

10.22080/shrm.2025.27501.1648

چکیده

موضوع عجین سازی نیروی کار با شغل که اولین بار توسط کان در سال 1990 مطرح شده و سپس توسط افرادی مانند ساکس، روثبارد، شاوفلی، ماسلاخ و ... تکامل یافته است، موضوعی پرکاربرد و رو به رشد در ادبیات مدیریت منابع انسانی است. بررسی و مروری در این زمینه نشان می‌دهد که از سال 1990 تا کنون بیش از 12000 مقاله به زبان انگلیسی نگاشته شده و شبکه همکاری بین کشورها که در مقاله حاضر با استفاده از نرم افزار علم سنجی VOSviewer به آن دست یافته شد، نشان از همکاری بسیار ضعیف و عدم شبکه سازی منسجم میان محققین این حوزه دارد. بررسی مقالات این زمینه نشان می‌دهد که تاکنون متغیرهای پیش‌بین و نیز پیامدهای متعددی در سازمان‌ها برای موضوع عجین سازی وجود دارد که در این مقاله دسته بندی ‌ای از آن‌ها ارائه شد که از جمله عوامل پیش‌بین می تواند به عوامل درون‌زا (مرتبط با فرد) و برون‌زا (مرتبط با شغل و سازمان) اشاره نمود. عوامل درون‌زا که هریک دارای زیرمجموعه‌هایی هستند عبارتند از: عوامل فردی، احساسات مثبت، فعالیت‌های بازیابی و استراحت و عجین بودن سایرین و نیز عوامل برون‌زا عبارتند از: ویژگی‌های شغل، ارتباطات اجتماعی و منابع سازمانی. نیز در حوزه پیامدهای آن می‌توان باز هم به سراغ عوامل فردی (از جمله رضایت شغلی، زندگی فردی و عجین بودن در ارتباط با سایر همکاران) و سازمانی (از جمله عملکرد درون نقشی، عملکرد برون نقشی، تعهد سازمانی و قصد ترک شغل) رفت که این عوامل به تفصیل در مقاله حاضر بررسی شده‌اند.

کلیدواژه‌ها

موضوعات


عنوان مقاله [English]

Investigating the evolution of the issue of Employee Engagement in the last thirty years and categorizing its antecedents and consequences

نویسندگان [English]

  • Zeinab Chaichi 1
  • Gholamali Tabarsa 2
  • Mohammad Fathian 3
1 Public Administration, Faculty of Accounting and Management . Shahid Beheshti University
2 Public Administration, Faculty of Accounting and Management, Shahid Beheshti University, Tehran. Iran
3 Faculty od Industrial engineering, Iran University of Science and Technology,Tehran
چکیده [English]

The subject of Job Engagement, which was first proposed by Kahn in 1990 and then evolved by people such as Sakhs, Roathbard, Schaufeli, Maslach, etc., is a widely used and growing topic in human resource management literature. A review in this field shows that since 1990, more than 12,000 articles have been written in English, Among the universities, the Erasmus University of the Netherlands has the largest contribution to the production of science in this field. The cooperation network between countries, which we obtained in this article using VOSviewer scientometric software, shows very weak cooperation and lack of coherent networking among researchers in this field. The review of the articles shows that so far there are several predictor variables and also consequences in organizations for the issue of hybridization, and a classification of them was presented in this article, among which the predictor factors can be endogenous (related to the individual) and exogenous factors. (related to job and organization) mentioned.
Endogenous factors, each of which has subcategories, include: individual factors, positive emotions, recovery and rest activities, and the intermingling of others, and exogenous factors include: job characteristics, social relationships, and organizational resources. Also, in the field of its consequences, we can find again Individual factors (including job satisfaction, personal life and being connected with other colleagues) and organizational factors (including in-role performance, extra-role performance, organizational engagement and intention to turnover) were analyzed in detail in this article.

کلیدواژه‌ها [English]

  • Job Engagement
  • scientometrics
  • VOSviewer
  • Human Resorces
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