ORIGINAL_ARTICLE
سازمان بهمثابۀ ققنوس: تأملی بر زندگی و مرگ سازمانهای اجتماعی (مورد مطالعه: جهاد سازندگی)
: در عصر کنونی، بقا به مهمترین دغدغه و هدف سازمانها تبدیلشده و آنها را به سیستمهایی منفعلی مبدل ساخته است که خود را با محیط تطبیق میدهند تا باقی بمانند. در این نوشتار تلاش شده است با گذر از روش صرفاً استقرایی، ضمن تأمل بر مفهوم مرگ سازمان بهمثابۀ یک فرصت برای مصرف و تخصیص دوراندیشانهتر منابع، بر پدیدۀ مرگ برنامهریزیشده تأکید شود. در این امتداد، از انگارۀ ققنوس برای ادراک رفتارهای سازمان در مواجهه با مرگ و فرسایش استفاده شده است و قابلیت نسبی آن برای توضیح برخی از وجوه رفتاری و ساختاری سازمان، ارزیابی شده است. روش پژوهش حاضر از نوع تحلیل مضمون است و برای بسط واقعانگارانۀ موضوع، روش داستانپردازی را بهکار میبرد. نتیجۀ پژوهش دال بر آن است که برنامهریزی برای مرگ، راهبردی اثربخش و قابل پیشنهاد به جهاد است تا بتواند در شأن نهادی خود، حیات اجتماعی ایرانیان را به وجهی پایدار و با قالبی جدید، تحت تأثیر قرار دهد.
https://jipa.ut.ac.ir/article_52007_242cd92ebba0d1f528465b6811be90dc.pdf
2014-09-23
419
436
10.22059/jipa.2014.52007
آیندهاندیشی
برنامهریزی فرانسلی
شناخت استعارهای
تجدید حیات
مرگ برنامهریزیشده
علی اصغر
پورعزت
pourezzat@ut.ac.ir
1
استاد گروه مدیریت دولتی، دانشکدۀ مدیریت، دانشگاه تهران، ایران
LEAD_AUTHOR
خدیجه
روزبهانی
rrouzbehani@ut.ac.ir
2
دانشجوی دکتری خطمشیگذاری عمومی، دانشکدۀ مدیریت، دانشگاه تهران، ایران
AUTHOR
غزاله
طاهری عطار
taheriattar@ut.ac.ir
3
استادیار گروه مدیریت دولتی، دانشکدة مدیریت، دانشگاه تهران، ایران
AUTHOR
علی اصغر
سعدآبادی
alisadabadi@ut.ac.ir
4
دانشجوی دکتری سیاستگذاری علم و فناوری ، دانشکدة علوم و فنون نوین، دانشگاه تهران، ایران
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Abedi Jafari, H., Taslimi, H., Taslimi M., Faghihi, A., Sheykhzade, M. (2011).
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ORIGINAL_ARTICLE
طراحی و تبیین مدل توسعۀ منابع انسانی کتابخانههای دانشگاهی (مطالعۀ موردی: کتابخانۀ مرکزی دانشگاه تهران)
هدف این پژوهش طراحی مدلی برای توسعۀ مطلوب منابع انسانی در کتابخانههای دانشگاهی است. برای دستیابی به این هدف، کتابخانۀ دانشگاه تهران بهمنزلۀ نمونۀ موردی مطالعه شده است. با در نظر گرفتن چهار متغیر مستقل ساختار سازمانی، فرهنگ سازمانی، رهبری و چشمانداز راهبردی سازمان و سه متغیر میانجی نگرش، رفتار و خلاقیت کارکنان، مدل توسعۀ منابع انسانی در این سازمان بررسی شده است. با استفاده از پرسشنامه و پخش آن میان کلیۀ کارکنان کتابخانه به تعداد 108 نفر و پس از اجرای آزمونهای تکنمونهای و همبستگی، رابطۀ هر یک از متغیرها با توسعۀ منابع انسانی مشخص شد. در پایان با استفاده از تحلیل مسیر، میزان اثرگذاری هر یک از متغیرها بر متغیر وابسته، یعنی توسعۀ منابع انسانی سازمان بهدست آمد. در نهایت به پژوهشگران پیشنهاد شد که برای گسترش این مدل، به تکمیل آن از طریق بررسی متغیرهای جدید روی آورند.
https://jipa.ut.ac.ir/article_51725_d26fd77cfe7759cfe804cc0fe6115465.pdf
2014-09-23
437
456
10.22059/jipa.2014.51725
توسعۀ منابع انسانی
چشمانداز راهبردی
ساختار سازمانی
فرهنگ سازمانی
کتابخانههای دانشگاه
المیرا
جنوی
e.djanavi2007@gmail.com
1
دکتری علم اطلاعات و دانش شناسی، دانشگاه آزاد اسلامی، واحد علوم و تحقیقات تهران، ایران
LEAD_AUTHOR
نجلا
حریری
nadjlahariri@gmail.com
2
دانشیار گروه علم اطلاعات و دانش شناسی، دانشگاه آزاد اسلامی، واحد علوم و تحقیقات تهران، ایران
AUTHOR
Abili, Kh. (2002). The Evaluation of Human Resource Development Performance in the Faculty of Social and Behavioral Sciences of Tehran University. The journal of psychology and education science, 32(2): 57-76. (in Persian)
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ORIGINAL_ARTICLE
طراحی مدل ساختاری مدیریت منابع انسانی برای دستیابی به وفاداری سازمانی
این مطالعه به طراحی مدل ساختاری مدیریت منابع انسانی در صنعت خمیرمایۀ کشور میپردازد. جامعۀ آماری این مطالعه کلیۀ کارکنان صنعت خمیرمایۀ کشور (1145نفر) هستند که 288 نفر از آنان با استفاده از روش نمونهگیری احتمالی طبقهای و بهرهگیری از فرمول کوکران برای نمونه انتخاب شدند. دادهها بهکمک پرسشنامه گردآوری شد و تجزیهوتحلیل آنها با اجرای آزمون معادلات ساختاری و تحلیل عاملی در نرمافزار آموس انجام گرفت. نتایج حاکی از آن است که بین سیستمهای مدیریت منابع انسانی، رضایت شغلی و وفاداری سازمانی، ارتباط مثبت و معناداری وجود دارد. همچنین رضایت شغلی بهمنزلۀ عامل واسطهای بین مدیریت منابع انسانی و وفاداری سازمانی نقشآفرینی میکند. بنابراین به مدیران پیشنهاد میشود در طراحی اهداف راهبردی خود، به نقش مؤثر سرمایههای انسانی در پیشبرد تعالی سازمانی توجه کنند و کارکنان را در امور مختلف تصمیمگیری شریک بدانند تا بدینوسیله تمایل به مشارکت در فعالیتها و وفاداری سازمانی در آنها ایجاد شده، ثابت بماند.
https://jipa.ut.ac.ir/article_50764_fa0b5c4a346140d97207361f14a0e494.pdf
2014-09-23
457
480
10.22059/jipa.2014.50764
رضایت شغلی
طراحی مدل
مدیریت
منابع انسانی
وفاداری
حسین
حیدری
mhm1388@yahoo.com
1
دانشجوی دکتری مدیریت بازرگانی، دانشگاه علامه طباطبائی، تهران، ایران
LEAD_AUTHOR
فرانک
موسوی
frnkmusavi@yahoo.com
2
استادیار گروه علوم تربیتی، دانشگاه آزاد اسلامی کرمانشاه، کرمانشاه، ایران
AUTHOR
سید رضا
حسنی
srh60@yahoo.com
3
استادیار گروه مدیریت بازرگانی، دانشگاه آزاد اسلامی کرمانشاه، کرمانشاه، ایران
AUTHOR
Ansari, M., Rahmany Youshanlouei, H., Oskuei, V., Hosseini, A. (2013). Identifying the Factors and Developing the Human Resource Empowerment Conceptual Model in ICT Ministry (Case Study). Journal of Public Administration, 5(13): 65-68. (in Persian)
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(in Persian)
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ORIGINAL_ARTICLE
نقش میانجی رفتار شهروندی سازمانی در اثرگذاری عوامل نگرش شغلی بر رفتار تسهیم دانش
هدف از پژوهش حاضر، مطالعۀ نحوۀ اثرگذاری عوامل نگرش شغلی، هنجارهای ذهنی تسهیم دانش و کنترلهای رفتاری درکشده در تسهیم دانش، بر رفتار تسهیم دانش با توجه به نقش میانجی رفتار شهروندی سازمانی است. بهمنظور دستیابی به این هدف، دادههای پژوهش با توزیع پرسشنامه میان 384 نفر از کارکنان بیمارستان جمعآوری شد و تحلیلهای مد نظر از طریق مدلیابی معادلات ساختاری انجام گرفت. نتایج حاکی از آن است که از میان ابعاد نگرش شغلی، عجینشدن با شغل و تعهد سازمانی بهطور مستقیم و رضایت شغلی بهطور مستقیم و غیر مستقیم منجر به تسهیم دانش سازمانی میشوند. بهعلاوه، کنترل رفتاری بهصورت غیر مستقیم و هنجار ذهنی بهطور مستقیم و غیر مستقیم بر رفتار تسهیم دانش اثر میگذارند. بنابراین، رفتار شهروندی سازمانی فقط در رابطۀ عجینشدن با شغل ـ تسهیم دانش و تعهد سازمانی ـ تسهیم دانش نقش میانجی را ایفا نمیکند؛ یعنی، عجینشدن با شغل و تعهد سازمانی فقط بهطور مستقیم به تسهیم دانش میان کارکنان منجر میشود. این یافتهها بر لزوم توجه به رفتار شهروندی سازمانی در تسهیم دانش سازمانی اشاره میکنند.
https://jipa.ut.ac.ir/article_50773_263e0ed00742c965cfd817432857bc1b.pdf
2014-09-23
481
502
10.22059/jipa.2014.50773
: رفتار تسهیم دانش
رفتار شهروندی سازمانی
کنترل رفتاری درکشده در تسهیم دانش
نگرش شغلی
هنجارهای ذهنی نسبت به تسهیم دانش
حسین
رحمان سرشت
hrahmanseresht2007@gmail.com
1
استاد مدیریت بازرگانی، دانشگاه علامه طباطبائی، تهران، ایران
AUTHOR
نرگس
شیخی
sheikhi.narges@gmail.com
2
دانشجوی دکتری مدیریت بازرگانی، سیاستگذاری بازرگانی، دانشگاه علامه طباطبائی، تهران، ایران
LEAD_AUTHOR
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ORIGINAL_ARTICLE
تبیین نقش واسطۀ رفتارهای شهروندی سازمانی در رابطۀ میان نگرشهای شغلی و سازمان یادگیرنده
هدف اصلی پژوهش حاضر، بررسی راهکارهای تبدیلشدن سازمان جهاد کشاورزی استان گیلان به یک سازمان یادگیرنده، از طریق تقویت رفتارهای شهروندی سازمانی و نگرشهای شغلی کارکنان است. برای این منظور با توزیع پرسشنامهای میان 159 نفر از کارکنان که به روش نمونهگیری تصادفی ـ طبقهای انتخاب شدند، اطلاعات لازم جمعآوری شد. روایی محتوای پرسشنامه با بهرهجویی از نظر متخصصان به تأیید رسید و پایایی آن با اجرای آزمون آلفای کرونباخ اثبات شد. نتایج از تأثیر مستقیم نگرشهای شغلی بر سازمان یادگیرنده حمایت میکند. نقش واسطۀ رفتارهای شهروندی سازمانی نیز در رابطۀ میان نگرشهای شغلی و سازمان یادگیرنده تأیید شد. همچنین متغیرهای ادب و نزاکت، وجدان کاری و آداب اجتماعی در ارتباط میان رضایت شغلی و سازمان یادگیرنده و مؤلفههای جوانمردی، آداب اجتماعی و نوعدوستی در رابطۀ میان تعهد سازمانی و سازمان یادگیرنده، همچون واسطۀ جزئی عمل میکنند.
https://jipa.ut.ac.ir/article_50769_8425aee6d0818bfd9ffd2bd1082f4d63.pdf
2014-09-23
503
522
10.22059/jipa.2014.50769
رفتارهای شهروندی سازمانی
سازمان یادگیرنده
نگرشهای شغلی
حشمت اله
سعدی
hsaadi48@yahoo.com
1
دانشیار ترویج و آموزش کشاورزی، دانشگاه بوعلی سینا، همدان، ایران
LEAD_AUTHOR
مهدی
خیاطی
khayyati_m@yahoo.com
2
دانشجوی دکتری توسعة کشاورزی، دانشگاه بوعل یسینا، همدان، ایران
AUTHOR
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44
organizational citizenship behavior
45
: A case study of National Iranian Oil Company Employees. Public Administration, 2 (5): 39-56. (in Persian)
46
ORIGINAL_ARTICLE
ارتباطات اثربخش و سکوت سازمانی در شبکۀ بانکی کشور (مورد مطالعه: شهرستان سنندج)
ارتباطات اثربخش ازجمله عوامل مؤثر در کاهش سکوت سازمانی بهشمار میرود. سکوت سازمانی تأثیر انکاریناپذیری بر کاهش مشارکت کارکنان میگذارد. در پژوهش حاضر به بررسی رابطة ارتباط اثربخش و سکوت سازمانی پرداخته شده است. روش پژوهش، توصیفی و از نوع همبستگی است. جامعة آماری این پژوهش 304 نفر از کارکنان بانکهای دولتی و خصوصی شهرستان سنندج است که از این تعداد 190 نفر بر اساس روش خوشهای چندمرحلهای، نمونهگیری شدهاند. دادههای لازم از طریق پرسشنامه جمعآوری شده است. پایایی پرسشنامه به روش آلفای کرونباخ برای ارتباط اثربخش و سکوت سازمانی، بهترتیب برابر 881/0 و 889/0 محاسبه شد. روایی آزمون نیز بهکمک روش اعتبار محتوا و با استفاده از روشهای تحلیل عاملی اکتشافی و تأییدی و شاخص KMO به تأیید رسید. دادههای جمعآوریشده در نرمافزارهای SPSSو LISRELتجزیه و تحلیل شدند. نتایج پژوهش نشان میدهد ارتباط معناداری بین ارتباط اثربخش سازمانی و سکوت سازمانی در جامعۀ بررسی وجود دارد.
https://jipa.ut.ac.ir/article_50762_f47046b11db30e06f4611ddef7880d92.pdf
2014-09-23
523
542
10.22059/jipa.2014.50762
ارتباط اثربخش سازمانی
بانکهای دولتی و خصوصی
سکوت سازمانی
عادل
صلواتی
a.salavati@iausdj.ac.ir
1
استادیار گروه مدیریت، دانشکدة علوم انسانی دانشگاه آزاد اسلامی سنندج، ایران
AUTHOR
یحیی
یاراحمدی
yyarahmadi@iausdj.ac.ir
2
استادیار گروه روان شناسی، دانشکدة روا نشناسی دانشگاه آزاد اسلامی سنندج، ایران
AUTHOR
سیده نادیا
سید هاشمی
saiadhashemi85@yahoo.com
3
دانشجوی کارشناسی ارشد مدیریت بازرگانی، دانشگاه آزاد اسلامی واحد سنندج، ایران
LEAD_AUTHOR
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ORIGINAL_ARTICLE
طراحی مدل سازمان هولوگراف با استفاده از مدلسازی ساختاری تفسیری با رویکرد تحلیل عاملی اکتشافی
هدف اصلی این مقاله طراحی مدل سازمان هولوگراف بهکمک شناسایی عوامل مؤثر در آن است. سازمان هولوگراف با توجه به مؤلفههای ظرفیتسازی پویا، محیط کلگرا، سرمایۀ انسانی کارآمد، خودمدیریتی فزاینده و ساختار هوشمندانه، درصدد است تا کیفیت کل را در همۀ اجزا متبلور کند؛ بهگونهای که سیستم توانایی خودسازماندهی داشته باشد. روش پژوهش از نظر ماهیت اکتشافی، از نظر هدف بنیادی ـ کاربردی و از نظر روش توصیفی ـ پیمایشی با رویکرد ترکیبی است. در این مقاله، عوامل اصلی سازمان هولوگراف از عمق مبانی نظری استخراج شده است. بهکمک روش دلفی و امتیازدهی به عوامل، از طریق تحلیل عاملی اکتشافی پنج مؤلفۀ جدید شناسایی و نامگذاری شد. این مؤلفهها توانستند 056/87 درصد از عوامل مؤثر بر طراحی سازمان هولوگراف را پوشش دهند. طراحی مدل با بهرهمندی از روش مدلسازی ساختاری تفسیری انجام گرفت. روایی ابزار را خبرگان امر و جدول واریانس تبیینشدۀ جامع تأیید کردند و پایایی آن بهکمک ضریب آلفای کرونباخ (964/0) به تأیید رسید. یافتههای پژوهش نشان داد مؤلفههای مدل با یکدیگر ارتباط یکسویه دارند و مؤلفۀ محیط کلگرا بیشترین تأثیر را بر سایر مؤلفهها میگذارد.
https://jipa.ut.ac.ir/article_51732_729b3388480329634408e2bd06c525c7.pdf
2014-09-23
543
560
10.22059/jipa.2014.51732
تحلیل عاملی اکتشافی
خودسازماندهی
سازمان هولوگراف
مدلسازی ساختاری تفسیری
زهرا
فروتنی
foroutani_dr@yahoo.com
1
استادیار مدیریت دولتی، دانشکدة مدیریت و دانشگاه پیام نور، تهران، ایران
AUTHOR
امیر
لعلی سرابی
lalisarabi@phd.pnu.ac.ir
2
دانشجوی دکتری مدیریت دولتی، دانشکدة مدیریت، دانشگاه پیام نور، تهران، ایران
LEAD_AUTHOR
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ORIGINAL_ARTICLE
بررسی تأثیر شاخصهای سهگانۀ جهانیشدن بر ساخت منابع انسانی: مطالعۀ دادههای پانل دورۀ 2005 تا 2011
در مقالۀ حاضر، تأثیر جهانیشدن بر اساس شاخص کوف بر شاخص ساخت منابع انسانی (BHR) میان 56 کشور جهان، در بازۀ زمانی 2005 تا 2011 بررسی شده است. در الگوی پژوهش کنونی، شاخص ساخت منابع انسانی متغیر وابسته است و ابعاد سهگانۀ جهانیشدن (اقتصادی، سیاسی و اجتماعی) متغیرهای مستقل در نظر گرفته شدند. روش پژوهش پیش رو از نوع روشهای اقتصادسنجی است و از روش تحلیل دادههای پانل و تحلیل رگرسیون تعمیمیافته با روش GLS برای تجزیهوتحلیل و آزمون فرضیههای پژوهش استفاده شده است. یافتههای تخمین مدل رگرسیون تعمیمیافته برای جامعۀ آماری، نشان میدهد ضرایب متغیرهای جهانیشدن سیاسی، اقتصادی و اجتماعی در سطح اطمینان کمتر از 05/0 معنادارند. جهانیشدن سیاسی با ضریب 0056/0 و اجتماعی با ضریب 0260/0 بر ساخت منابع انسانی بهصورت مستقیم تأثیر میگذارد و تأثیر جهانیشدن اقتصادی با ضریب 0062/0- بر ساخت منابع انسانی بهصورت معکوس است. بنابراین میتوان گفت جهانیشدن در جنبههای مختلف آن تأثیر معناداری بر ساخت منابع انسانی در کشورها دارد.
https://jipa.ut.ac.ir/article_53108_f4adcc6d8bc3f6d0ce5758e045c383fc.pdf
2014-09-23
561
582
10.22059/jipa.2014.53108
: جهانیشدن اجتماعی
جهانیشدن اقتصادی
جهانیشدن سیاسی
دادههای پانل
ساخت منابع انسانی
فرشته
محمدی
m-6062@yahoo.com
1
دانشجوی دکتری مدیریت دولتی گرایش مدیریت منابع انسانی، دانشکدة مدیریت، دانشگاه تهران، ایران
AUTHOR
حمزه
خواستار
hkhastar1@gmail.com
2
استادیار دانشکدة مدیریت و حسابداری دانشگاه خوارزمی، تهران، ایران
LEAD_AUTHOR
Abili, Kh. (2003). The impact of globalization and its consequences on performance appraisal in pedagogy system. Globalization of pedagogy conference. University of Tehran. (in Persian)
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(in Persian)
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ORIGINAL_ARTICLE
تجزیهوتحلیل فرهنگ سازمانی و تعیین همسویی نظام جذب مدیریت منابع انسانی با ارزشهای مطلوب فرهنگی در شرکت سهامی بیمۀ ایران
هدف این پژوهش، بررسی همسویی فرهنگ سازمانی و فرایند جذب مدیریت منابع انسانی در شرکت سهامی بیمۀ ایران است. در این پژوهش به بررسی تأثیر انواع فرهنگ سازمانی در چارچوب مدل ارزشهای رقابتی کوئین بر فرایند جذب مدیریت منابع انسانی پرداخته شده است. جامعۀ آماری پژوهش شامل 320 نفر از کارکنان و مدیران شرکت سهامی بیمۀ ایران است که 173 نفر از آنان برای نمونه بهکمک روش تصادفی طبقهبندیشده انتخاب شدند. روش پژوهش بهکاربردهشده در این بررسی توصیفی از نوع پیمایشی و همبستگی است. تجزیهوتحلیل دادهها نیز در سه بخش اصلی آزمون همبستگی، آزمون میانگین و روابط مبتنی بر مدل معادلات ساختاری انجام گرفته است. نتایج آزمون میانگین نشاندهندۀ این است که انواع فرهنگ سازمانی و همچنین نظام جذب در وضعیت مناسبی قرار ندارند. آزمون همبستگی نشان میدهد از میان فرهنگ سازمانی موجود و مطلوب، نظام جذب مدیریت منابع انسانی با فرهنگ سازمانی موجود همراستاست. همچنین نتایج مدل معادلات ساختاری نشاندهندۀ رابطۀ علّی مثبت و معناداری میان «فرهنگ سازمانی موجود» و «نظام جذب» است.
https://jipa.ut.ac.ir/article_50755_5d91e2200427934a612a87d55c87c7e1.pdf
2014-09-23
583
602
10.22059/jipa.2014.50755
چارچوب ارزشهای رقابتی
شرکت سهامی بیمۀ ایران
فرهنگ سازمانی
نظام جذب مدیریت منابع انسانی
عباس
منوریان
amonavar@ut.ac.ir
1
دانشیار مدیریت دولتی، دانشکدة مدیریت دانشگاه تهران، تهران، ایران
AUTHOR
آرین
قلی پور
agholipor@ut.ac.ir
2
دانشیار مدیریت دولتی، دانشکدة مدیریت دانشگاه تهران، تهران، ایران
AUTHOR
حیدر
احمدی
hhahmadi@ut.ac.ir
3
کارشناس ارشد مدیریت دولتی، دانشکدة مدیریت، دانشگاه تهران، تهران، ایران
LEAD_AUTHOR
Abaspour, A. (2008). AdvancedHuman Resource Management. Tehran: Samt.
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(in Persian)
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ORIGINAL_ARTICLE
مطالعۀ تأثیر ابزارهای بازاریابی سیاسی بر مشارکت عمومی (مورد مطالعه: شهروندان منطقۀ 5 شهر تهران)
امروزه از یکسو، چالش سیاستمداران برای نشاندادن چهرۀ متمایز از خود و برترییافتن نسبت به رقبا و از سوی دیگر، تلاش برای جلب مشارکت حداکثری مردم در صحنۀ انتخابات، اهمیت بازاریابی سیاسی را بیش از پیش نمایان کرده است. در این پژوهش که از نوع توصیفی ـ همبستگی است و بهصورت پیمایشی انجام گرفت، تأثیر ابزارهای سنتی و مدرن بازاریابی سیاسی بر مشارکت عمومی رأیدهندگان، بهطور کاربردی سنجیده میشود. جامعۀ آماری پژوهش حاضر، شهروندان منطقۀ 5 شهر تهران را شامل میشود که برای نمونهگیری از روش در دسترس (اتفاقی) استفاده شد و دادههای آن نیز بهکمک ابزار پرسشنامه گردآوری شده است. تجزیهوتحلیل دادهها نیز با استفاده از مدلسازی معادلات ساختاری در محیط نرمافزار لیزرل انجام گرفت. نتایج پژوهش نشان میدهند استفاده از ابزارهای سنتی بازاریابی سیاسی، تأثیری معکوس و معنادار بر مشارکت عمومی رأیدهندگان دارد، اما بهکارگیری ابزارهای مدرن بازاریابی سیاسی بر مشارکت عمومی رأیدهندگان، تأثیری مستقیم و معنادار میگذارد.
https://jipa.ut.ac.ir/article_50761_bd9b43d71ee9dc620692ea79a8ac071a.pdf
2014-09-23
603
624
10.22059/jipa.2014.50761
ابزارهای بازاریابی سیاسی
بازاریابی سیاسی
رفتار رأیدهندگان
مشارکت عمومی
عباس
نرگسیان
anargesian@ut.ac.ir
1
استادیار مدیریت دولتی، دانشکدة مدیریت، دانشگاه تهران، تهران، ایران
LEAD_AUTHOR
داریوش
طهماسبی آقبلاغی
d.tahmasebi@ut.ac.ir
2
دانشجوی کارشناسی ارشد مدیریت بازرگانی، دانشکدة مدیریت، دانشگاه تهران، تهران، ایران
AUTHOR
یاشار
دیندار
y.dindar@ut.ac.ir
3
دانشجوی کارشناسی ارشد مدیریت بازرگانی، دانشکدة مدیریت، دانشگاه تهران، تهران، ایران
AUTHOR
Abdollah, A. (2009). Query on Voting Behavior Theories. Islamic Republic Approach, 3 (8): 87- 104. (in Persian)
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Ediraras, D., Rahayu, D., Natalina, A. & Widya, W. (2013). Political marketing strategy of Jakarta governor election in the 2012. Social and behavioral sciences, 81: 584-588.
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20
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21
ORIGINAL_ARTICLE
چکیده های انگلیسی
https://jipa.ut.ac.ir/article_53307_2f4e51989f284cf4c1c688436e2d04b5.pdf
2014-09-23
1
10
10.22059/jipa.2014.53307