بررسی تأثیر مبادله رهبر ـ پیرو بر حسادت سازمانی (مطالعه موردی: کارکنان ستاد بانک ملی ایران)

نوع مقاله : مقاله علمی پژوهشی

نویسندگان

1 استاد رفتار سازمانی و مدیریت منابع انسانی، دانشکده مدیریت، دانشگاه تهران، تهران، ایران

2 استادیار رفتار سازمانی و مدیریت منابع انسانی، دانشکده مدیریت، دانشگاه تهران، تهران، ایران.

3 دانشجوی کارشناسی ارشد مدیریت منابع انسانی، دانشکده مدیریت دانشگاه تهران، تهران، ایران

چکیده

هدف: بقای سازمان‌های امروزی در فضای کسب‎وکار، مستلزم شناخت عوامل تأثیرگذار بر بهره‌وری است. از سویی، بهبود روابط میان رهبر و پیروانش نقش بسزایی در ارتقای بهره‌وری سازمان دارد و از سویی دیگر وجود حسادت در محیط کار از جمله عواملی است که به‎صورت نامشهود بر بهره‌وری نیروی کار و در نتیجه بر بهره‌وری سازمان تأثیر می‌گذارد. پژوهش حاضر با هدف بررسی تأثیر مبادله رهبر ـ پیرو بر حسادت سازمانی و شناسایی روش‌های بهبود روابط رهبر و پیرو، از بعد هدف، کاربردی است و با تمرکز بر سؤال پژوهش در مرحله نخست، از نوع اکتشافی به‎شمار می‎رود و در مرحله دوم، در دسته پژوهش‌های فرضیه‌ای ـ قیاسی قرار می‎گیرد.
روش: روش این مطالعه مبتنی بر رویکرد آمیخته است. در مرحله نخست این پژوهش، پژوهشگران تلاش کردند ابعاد حسادت سازمانی و تأثیر مبادله رهبر ـ پیرو بر آن و هم‍چنین عوامل بهبود روابط رهبر و پیرو را از طریق ابزار مصاحبه و جمع‌آوری داده‌های کیفی شناسایی کنند و در مرحله دوم به‎دنبال تأیید داده‌های جمع‌آوری شده در مرحله نخست با استفاده از ابزار پرسشنامه بودند. جامعه آماری پژوهش، شامل کارکنان ستاد بانک ملی ایران می‎شود. داده‌های کیفی از طریق روش تحلیل تم و داده‌های کمی پژوهش به‎کمک تحلیل عاملی در نرم‎افزار SPSS تحلیل و بررسی شدند.
یافته‎ها: در بخش یافته‌های کیفی پژوهش، مؤلفه‌های حسادت سازمانی و دو عامل حذف دلایل ایجاد حسادت سازمانی و اصلاح دلایل تشکیل گروه خودی برای بهبود روابط رهبر و پیرو شناسایی شدند و در بخش یافته‌های کمی، فرضیه‌های مطرح شده در بخش کیفی به تأیید رسیدند.
نتیجه‎گیری: نتایج این پژوهش نشان داد که مبادله رهبر ـ پیرو باکیفیت برخی افراد با سرپرستشان، بر حسادت سازمانی سایر افراد تأثیر دارد. همچنین رهبران می‌توانند از طریق حذف دلایل ایجاد حسادت سازمانی و اصلاح دلایل تشکیل گروه خودی، رابطه خود با پیروانشان را بهبود دهند.

کلیدواژه‌ها

موضوعات

عنوان مقاله [English]

The Effect of Leader-member Exchange on Organizational Envy (Case of Study: A Survey on Iran's Melli Bank's Staff)

نویسندگان [English]

  • Aryan Gholipour 1
  • Neda Mohammadesmaeili 2
  • Fariba Parsa 3
1 Prof., Department of Organizational Behavior and Human Resources Management, Faculty of Management, Tehran University, Tehran, Iran
2 Assistant Prof., Department of Organizational Behavior and Human Resources Management, Faculty of Management, Tehran University, Tehran, Iran
3 M.Sc Student, Department of Human Resources Management, Faculty of Management, Tehran University, Tehran, Iran
چکیده [English]

Objective: The survival of today's organizations in the competitive business environment requires recognizing factors affecting productivity. On one hand, improving the relationship between the leader and his followers has a significant role in improving the efficiency of the organization; on the other hand, the existence of envy at the workplace is one of the intangible factors affecting labor productivity and the productivity of the organization in general. This study aims at investigating the effect of the Leader-follower exchange on organizational envy, therefore, it is practical in nature, and based on the research question, the present study is considered exploratory in the first stage and hypothesis-deductive in the second stage.
Methods: This study will be conducted based on mixed approach. The first stage of this study is to identify the dimensions of organizational envy and the impact of the leader-follower exchange on such envy, as well as to identify the factors for improving the relationship between the leader and the follower through the means of interviewing and collecting qualitative data. The second step is to verify the data collected in the first stage using a questionnaire. Statistical population of the research is the staff of the Iran's Melli bank. Required data will be gathered through interviews and then will be analyzed through theme analysis and factor analysis using SPSS software.
Results: Qualitative research findings identified components of organizational envy and two reasons for eliminating the reasons for improving the relationship between leader and member such as omitting organizational envy reasons and reforming the reasons of forming the inner-group itself. Moreover, the quantitative findings approved the proposed hypothesis in the qualitative section.
Conclusion: The results of this study showed that the leader-member exchange of some people with their supervisor, affects the organizational envy of others. Also, leaders can improve their relationship with their followers by eliminating the reasons for organizational envy and modifying the reasons of forming the inner-group.

کلیدواژه‌ها [English]

  • improvement
  • Organizational envy
  • Leader
  • Inner-group
  • Leader-member exchange

مراجع

قلی‌پور، آرین؛ محمد اسماعیلی، ندا (۱۳۹۴). شناسایی چالش‌های مدیریت فرهنگ سازمانی و ارائه روش‌های مدیریت آنها در شرکت‌های هولدینگ. پژوهش‌های مدیریت عمومی، 8(29)، 43- 70.
مؤمنی، منصور؛ فعال قیومی، علی (1387). تحلیل‌های آماری با استفاده از SPSS (چاپ دوم). تهران: انتشارات کتاب نو.
 
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مدیریت دولتی
دوره 10، شماره 3
1397
صفحه 415-442

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