دوره 34، شماره 3 - ( پاییز 1400 )                   دوره34 شماره 3 صفحات 86-53 | برگشت به فهرست نسخه ها

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Nazeri M, Hassanpoor A, Jafariniya S, Vakili Y. (2021). A Framework for Workplace Bullying Management in the Banking Industry. JMDP. 34(3), 53-86. doi:10.52547/jmdp.34.3.53
URL: http://jmdp.ir/article-1-4295-fa.html
ناظری مسعود، حسن پور اکبر، جعفری نیا سعید، وکیلی یوسف. طراحی چارچوب قلدری محل کار در صنعت بانکداری فرایند مدیریت و توسعه 1400; 34 (3) :86-53 10.52547/jmdp.34.3.53

URL: http://jmdp.ir/article-1-4295-fa.html

طراحی چارچوب قلدری محل کار در صنعت بانکداری
مسعود ناظری*1 ، اکبر حسن پور2 ، سعید جعفری نیا3 ، یوسف وکیلی3
1- دکتری مدیریت رفتار سازمانی، دانشگاه خوارزمی، تهران، ایران ، m.nazeri@khu.ac.ir
2- دانشیار، گروه مدیریت کسب‌‌وکار، دانشگاه خوارزمی، تهران، ایران
3- استادیار، گروه مدیریت کسب‌‌وکار، دانشگاه خوارزمی، تهران، ایران
چکیده:   (2891 مشاهده)
هدف: قلدری محل کار یکی از انواع رفتارهای انحرافی است که هزینه‌­های مادی و معنوی زیادی را به بانک­‌ها تحمیل می­‌کند، اما تاکنون هیچ مدلی برای مدیریت آن ارائه نشده؛ بنابراین هدف پژوهش حاضر طراحی چارچوب مدیریت قلدری محل کار در صنعت بانکداری است.
روش­شناسی/ رویکرد: مطالعه حاضر نوعی پژوهش کیفی بوده که از رویکرد نظام‌­مند نظریه داده‌­بنیاد برای انجام آن استفاده شده‌­است. داده‌­ها از طریق مصاحبه­‌های عمیق و نیمه‌­ساختاریافته با مدیران صنعت بانکداری جمع­‌آوری، که بعد از مصاحبه با هفدهمین مدیر، به طور کامل از اشباع نظری و کفایت داده‌­ها اطمینان حاصل شد.
یافته­ ها: پس از تحلیل داده­‌ها با استفاده از فرآیند کدگذاری، 350 کد، 60 مفهوم و 6 مقوله حاصل شد. یافته­‌ها نشان از شکل­‌گیری چارچوب پژوهش حول پدیده محوری قلدری(آزار و رنجش مداوم) دارد، که شامل عوامل زمینه‌­ای(ویژگی­های شغلی- واکنش به قلدری و شدت آن- ویژگی جمعیت­‌شناختی کارکنان)، عوامل علی(محیط مستعد قلدری)، عوامل مداخله­‌گر(شخصیت- ارکان اجتماعی- نظام آموزشی- شرایط خانوادگی)، راهبردها(توسعه فرهنگ کارمند­مدار- تدوین قوانین ضد قلدری- مدیریت اثربخش منابع انسانی) و پیامدها(فردی- سازمانی- اجتماعی) می­‌باشد.
ارزش/ اصالت پژوهش: در این پژوهش علاوه‌­بر شناخت پیشایندها و پیامدهای قلدری محل کار در فرهنگ حاضر، اهمیت جامعه در شکل‌­گیری قلدری و تاثیر متقابل آن بر جامعه مشخص شد. همچنین مطالعه حاضر، عامل مهم در فرآیند قلدری را درک قربانی از این رفتار می­‌داند.
پیشنهادهای اجرایی/ پژوهشی: پیشنهاد می­‌شود از راهبردهای مطالعه حاضر، شامل تدوین قوانین ضد­قلدری، توسعه فرهنگ کارمندمدار و مدیریت اثربخش منابع انسانی، به منظور کاهش پدیده قلدری و اثرات آن در صنعت بانکداری استفاده گردد.
واژه‌های کلیدی: رفتار انحرافی، قلدری محل کار، نظریه داده بنیاد، صنعت بانکداری، آزار و رنجش مداوم
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نوع مطالعه: پژوهشي | موضوع مقاله: مدیرت دولتی
دریافت: 1400/6/5 | پذیرش: 1400/10/21 | انتشار الکترونیک: 1400/12/25
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