تهیه نگاشت فازی پیشایندها و پسایندهای خودسانسوری منابع انسانی در سازمان‎ ها

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

10.22080/shrm.2025.28817.1734

چکیده

پژوهش حاضر با هدف تهیه نگاشت فازی پیشایندها و پسایندهای خودسانسوری منابع‎انسانی در سازمان‎ها انجام پذیرفت. پژوهش حاضر از نظر هدف کاربردی و از حیث گردآوری اطلاعات در زمره پژوهش‌های اکتشافی است. همچنین این پژوهش از نوع تحقیقات آمیخته به صورت کیفی و کمی و بر مبنای فلسفه قیاسی استقرایی بوده است. جامعه آماری پژوهش، خبرگانی متشکل از اساتید دانشگاه لرستان، دانشکده مدیریت و اقتصاد و کارشناسان منابع انسانی دانشگاه لرستان می‌باشند که با روش نمونه‌گیری هدفمند و بر اساس اصل کفایت نظری انتخاب‌ شدند. ابزار گردآوری اطلاعات در بخش کیفی مصاحبه نیمه‎ساختاریافته است که روایی و پایایی آن با استفاده از روایی محتوایی و روایی نظری و روش پایایی سنجی درون کدگذار و میان کدگذار تایید شد. همچنین ابزار گردآوری اطلاعات در بخش کمی پرسشنامه است که روایی و پایایی آن با استفاده از روایی محتوایی و پایایی بازآزمون تایید شد. داده‌های کیفی با روش تحلیل محتوا و داده‌های کمی با روش نقشه شناختی فازی تحلیل گردید. نتایج این پژوهش حاکی از آن است، سرخوردگی و دلسردی کارکنان از سازمان، تملق‎طلبی مدیر، ضعف در سیستم مدیریت دانش در سازمان مهم‎ترین پیشایندهای خودسانسوری منابع‎انسانی هستند. همچنین سرکوب خلاقیت و نوآوری در سازمان، به خطر افتادن تحقق چشم‎انداز سازمان، ناکارآمدی و تسریع رکود سازمان به عنوان مهم‎ترین پسایندهای خودسانسوری منابع‎انسانی شناسایی شدند.

کلیدواژه‌ها

موضوعات


عنوان مقاله [English]

Preparation of a fuzzy mapping of antecedents and consequences of self-censorship of human resources in organizations.

نویسندگان [English]

  • Mohsen Arefnezhad 1
  • akram hashemipour 2
  • Zahra Eyni Nargesi 2
  • Heydar Abbaspour 2
1 Associate Prof, Management Department, Faculty of Economics and Management, Lorestan University, Khorramabad, Iran
2 Ph.D. Student in Public Management, Management Department, Faculty of Economics and Management, Lorestan University, Khorramabad, Iran
چکیده [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]

  • Human Resources
  • Self-Censorship
  • Self-Censorship of Human Resources
  • Fuzzy Mapping
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