نقش میانجی سکوت‎گرایی اجتنابی در رابطه میان جو مدیریت خطا و رفتار یادگیری با عملکرد فردی

نوع مقاله : مقاله علمی پژوهشی

نویسندگان

1 استادیار، گروه مدیریت، دانشکده علوم اداری و اقتصادی، دانشگاه فردوسی مشهد، مشهد، ایران.

2 دانشجوی دکتری، گروه مدیریت رفتار سازمانی، دانشکده علوم اداری و اقتصادی، دانشگاه فردوسی مشهد، مشهد، ایران.

3 دانشجوی دکتری، گروه مدیریت رفتار سازمانی، دانشکده علوم اداری و اقتصادی، دانشگاه فردوسی مشهد، مشهد، ایران

چکیده

هدف: برای دستیابی به سازمانی که حداقل خطا را داشته باشد، می‎توان با به‎کارگیری نظریه مدیریت خطا و ایجاد جو مناسب مدیریت خطا، خطاهای سازمانی را کاهش داد و عملکرد و رفتارهای یادگیری را بهبود بخشید. به همین دلیل هدف اساسی پژوهش حاضر، بررسی این اثر در سازما‎ن‎های بهداشت و درمان است.
روش: پژوهش حاضر به لحاظ هدف، کاربردی و از نظر روش اجرا، پیمایشی است. جامعه آماری آن شامل 1800 پرستار از دو بیمارستان قائم (عج) و امام رضا (ع) در مشهد است. حداقل حجم نمونه 467 نفر تعیین شد. از این ‌رو 500 پرسش‌نامه در اختیار پرستاران این دو سازمان قرار گرفت و در نهایت 474 پرسش‌نامه جمع‌آوری شد. به‌منظور تجزیه‌وتحلیل داده‌ها از مدل‎یابی معادله‌ ساختاری برای بررسی برازش الگوی معادله‌ ساختاری استفاده شده است.
یافته‎ها: یافته‎های پژوهش نشان می‎دهد جو مدیریت خطا بر رفتار یادگیری و عملکرد فردی تأثیر مثبت و سکوت‎گرایی اجتنابی اثر منفی و معناداری می‎گذارد. از یافته‎های دیگر، تأثیر منفی سکوت‎گرایی اجتنابی بر رفتار یادگیری و عملکرد فردی است. همچنین، یافته‎ها بر نقش واسط سکوت‎گرایی اجتنابی تأکید دارند.
نتیجه‎گیری: مدیران و سرپرستان واحدهای گوناگون سازمان‌های بهداشت و سلامت، باید بپذیرند که وجود خطا در سازمان‌ها اجتناب‌ناپذیر است، اما برای کاهش آن باید بر تسهیم دانش و یادگیری از خطاهای گذشته تمرکز کنند. آنها می‌توانند با ایجاد جوّ مناسب مدیریت خطا از طریق مشوق‌های مادی و غیرمادی، نظارت به‌موقع، تجزیه‌وتحلیل عمیق و ارتباطات باز و مطالبه بازخورد، بستر کشف خطاهای گوناگون را فراهم آورده و از بروز سکوت‎گرایی اجتنابی میان کارکنان جلوگیری کنند.

کلیدواژه‌ها

موضوعات


عنوان مقاله [English]

The Mediating Role of MUM Avoidance in the Relationship between Error Management Climate and Learning Behavior with Individual Performance

نویسندگان [English]

  • Gholamreza Malekzadeh 1
  • Marzieyh Adibzadeh 2
  • Mohammad Gholami 3
1 Assistant Prof., Department of Management, Faculty of Economic & Administrative Science, Ferdowsi University of Mashhad, Mashhad, Iran.
2 Ph.D. Candidate, Department of Organizational Behavior Management, Faculty of Economic & Administrative Science, Ferdowsi University of Mashhad, Mashhad, Iran.
3 Ph.D. Candidate, Department of Organizational Behavior Management, Faculty of Economic & Administrative Science, Ferdowsi University of Mashhad, Mashhad, Iran. E-mail:
چکیده [English]

Objective:To achieve an organization with the least error, one can reduce the organizational error and improve the efficiency of learning behavior and performance by employing error management theory and creating an error management climate. For this reason, the main objective of the present study is to examine such effects in healthcare organizations.
Methods: The present study is practical in nature and is a survey in terms of methodology. The statistical population under study includes 1800 nurses from Qaem and Imam Reza (PBUH) hospitals of Mashhad. The minimum sample size was 467 people; therefore, about 500 questionnaires were distributed to these organizations, which, in the end, 474 questionnaires were collected. In order to analyze the data, the structural equation modeling was used to investigate the appropriateness of structural modeling pattern.
Results: The results of the study showed that error management atmosphere has positive effects on learning behavior and individual performance whereas MUM avoidance has a significantly negative impact. In addition, we can conclude that MUM avoidance has negative effects on learning behavior and individual performance. Also, the findings assert the mediating role of MUM avoidance.
Conclusion: managers and supervisors of various departments of health organizations, first of all, should accept that errors in organizations are inevitable and we should focus on minimizing errors by relying on knowledge sharing and learning from past errors. They can provide a ground for discovering various errors and preventing MUM avoidance among employees by creating error management climate through material and non-promotional incentives, timely monitoring, deep analysis, open communication, and asking for feedback.

کلیدواژه‌ها [English]

  • Error management climate
  • Individual performance
  • Learning behavior
  • MUM avoidance
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