بررسی تاثیر بدگمانی کارکنان به تغییر سازمانی بر سلامت سازمانی

نوع مقاله: مقاله علمی پژوهشی

نویسندگان

1 دانشیار مدیریت، دانشگاه پیام نور تهران، ایران

2 کارشناس ارشد مدیریت اجرایی، دانشگاه آزاد اسلامی واحد علوم و تحقیقات، کرمانشاه، ایران

چکیده

یکی از چالش­های مهم در راستای برنامه­های تغییر و بهبود سازمانی، مقاومت در برابر اعمال تغییر، به­دلیل بدگمانی نسبت به آن است؛ بنابراین، این موضوع، سازمان­ها را مجاب می‌کند که با شناسایی عوامل به­وجودآورندة بدگمانی، درصدد کنترل و رفع این عوامل باشند. پژوهش حاضر در میان کارکنان ستادی بیمارستان­های سینا، شریعتی و امام خمینی و حجم نمونة 260 نفری انجام شد. براساس پژوهش­های نظری و نیز شواهد تجربی، عواملی که برای تحریک بدگمانی سازمانی شناسایی شدند، عبارتند از: نبود عدالت سازمانی، نقض مشارکت در تصمیم­گیری، نقض قرارداد روا­ن­شناختی و شخصیت منفی. تجزیه و تحلیل داده­ها با استفاده از تکنیک مدل­سازی معادله­­های ساختاری و نرم­افزار لیزرل 54/8 صورت گرفت. نتیجة پژوهش نشان داد که شخصیت ستیزه­جو بیشترین تأثیر را بر ایجاد بدگمانی سازمان و کاهش سلامت سازمانی دارد و عدالت مراوده­ای بیشترین تأثیر را بر کاهش بدگمانی و افزایش سلامت سازمانی دارد.

کلیدواژه‌ها

موضوعات


عنوان مقاله [English]

An investigation of the impact of employee cynicism toward organizational change on organizational health

نویسنده [English]

  • Mehdi Amirkhani 2
1 Associate Prof. Payame Noor University, Tehran, Iran
2 Msc in Executive Management Islamic Azad University, Kermanshah, Iran
چکیده [English]

One of the major challenges towards the programs of organizational improvement and change is resistance to change due to suspicion. For this reason, it is required that organizations identify the triggers of suspicion, trying to control and eliminate the resultant factors. This Study was performed among hospital staffs including, Sina, Shariati and Imam Khomeini and the sample size was 260. Base on theoretical and empirical studies, the most important factors to stimulate organizational cynicism were identified including organizational justice, participation in decision making, psychological contract breach, and the villain. Data analysis was performed using structural equation modeling techniques. The result showed that suspicion of militant character had the greatest impact on organizational suspicion and health, whereas justice has the greatest impact on reducing suspicion and increasing organizational health.

کلیدواژه‌ها [English]

  • organizational change cynicism
  • Organizational health
  • stimulants
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