نوع مقاله : مقاله پژوهشی
نویسندگان
1 دانشیار، گروه مدیریت، دانشکده اقتصاد و مدیریت، دانشگاه لرستان، خرم آباد، ایران
2 دانشجوی دکترا مدیریت دولتی، گروه مدیریت، دانشکده اقتصاد و مدیریت، دانشگاه لرستان، خرم آباد، ایران
چکیده
کلیدواژهها
موضوعات
عنوان مقاله [English]
نویسندگان [English]
This research aimed to create a fuzzy mapping of the antecedents and consequences of self-censorship of human resources in organizations. This research is applied in purpose and is categorized as exploratory in terms of data collection. Also, this research was a mixed qualitative and quantitative research based on deductive-inductive philosophy. The statistical population of the research consists of experts, including professors from Lorestan University, the Faculty of Management and Economics, and human resources professionals from Lorestan University, who were selected through purposive sampling based on the principle of theoretical saturation. The data collection tool in the qualitative section is semi-structured interviews, which were validated for content validity and theoretical validity, and the reliability was confirmed using intra-coder and inter-coder methods. Moreover, the data collection tool in the quantitative section is a questionnaire, which was validated for content validity and reliability through test-retest methods. Qualitative data were analyzed using content analysis, while quantitative data were analyzed using fuzzy cognitive mapping. The results of this research indicate that employee frustration and disillusionment with the organization, sycophancy of managers, and weaknesses in the knowledge management system of the organization are the main antecedents of self-censorship of human resources. Additionally, suppression of creativity and innovation in the organization, jeopardizing the achievement of the organization’s vision, inefficiency, and accelerating organizational stagnation were identified as the most significant consequences of self-censorship of human resources.
کلیدواژهها [English]
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