طراحی نظام جامعهپذیری سازمانی: مطالعه موردی شرکت برق منطقهای فارس
محورهای موضوعی : الگوهای تدوین برنامه های توسعه فردیعلیرضا خوش بین 1 , حبیب اله رعنایی 2 * , عباس عباسی 3
1 - کارشناس ارشد، دانشگاه شیراز، شیراز، ایران.
2 - دانشگاه شیراز، شیراز، ایران
3 - دانشگاه شیراز، شیراز، ایران
کلید واژه: جامعهپذیری سازمانی, جامعهپذیری افراد تازهوارد, فرایند جامعهپذیری سازمانی, تاکتیکهای جامعهپذیری سازمانی.,
چکیده مقاله :
هدف از انجام این پژوهش طراحی نظام مطلوب جامعهپذیری سازمانی با رویکرد سیستمی و ارزیابی شرکت برق منطقهای فارس بر اساس آن و ارائه راهکار و پیشنهادهای کاربردی بوده است. این تحقیق از حیث هدف کاربردی و از حیث روش تحقیق، مطالعه موردی است. جامعه آماری این پژوهش شامل ۷۷ نفر از افراد تازهواردی است که در طی سالهای ۱۳۹۲ تا ۱۳۹۸ استخدامشدهاند. جهت گردآوری دادهها از پرسشنامههای استاندارد، مصاحبه و بررسی اسناد و مدارک استفادهشده است. تجزیهوتحلیل دادههای جمعآوریشده با استفاده از فنون تحلیل محتوای متنی، آمار توصیفی (میانگین، انحراف از معیار، کجی و کشیدگی) و آمار استنباطی (آزمون تی تک نمونهای) انجام شد. نتایج طراحی مدل پژوهش حاکی از آن بود که نظام مطلوب جامعهپذیری سازمانی شامل ابعاد ششگانه از جمله عوامل زمینهای مؤثر، فرایند، محتوا، تاکتیکها، عاملین و پیامدهای جامعهپذیری سازمانی است. همچنین نتایج ارزیابی نظام مذکور در شرکت برق منطقهای فارس، نشاندهنده وضعیت نامطلوب عوامل زمینهای مؤثر مثل ویژگیهای شغل و ماشینی بودن ساختار سازمانی، وضعیت نامطلوب در فرایند جامعهپذیری سازمانی مثل مرحلهی قبل از ورود، وضعیت مطلوب محتوای جامعهپذیری سازمانی (بهاستثنای چشمانداز آینده شغلی)، وضعیت ترکیبی تاکتیکهای جامعهپذیری سازمانی، عدم حضور بازنشستگان در فرایند جامعهپذیری سازمانی و وضعیت مطلوب پیامدهای جامعهپذیری سازمانی بود. در نهایت نیز پیشنهادهای پژوهشی و کاربردی ارائه شد.
The purpose of this study was to develop an optimal organizational socialization system based on a systems approach. To this end, Fars Regional Electric Company was evaluated within this framework, and practical solutions and recommendations were subsequently proposed. In terms of purpose, the study is applied research, while methodologically it adopts a case study design. The statistical population consisted of 77 newly recruited employees who joined the company between 2013 and 2019. Data were collected through standardized questionnaires, semi-structured interviews, and document analysis. The collected data were analyzed using textual content analysis, descriptive statistics (including mean, standard deviation, skewness, and kurtosis), and inferential statistics, specifically the one-sample t-test. The findings revealed that the proposed organizational socialization system comprises six major dimensions: contextual factors, the socialization process, socialization content, socialization tactics, socialization agents, and organizational socialization outcomes. Furthermore, the evaluation of this system at Fars Regional Electric Company indicated unfavorable conditions with respect to key contextual factors, such as job characteristics and the mechanistic organizational structure, as well as deficiencies in the organizational socialization process, particularly during the pre-entry stage. In contrast, the content of organizational socialization was generally evaluated as satisfactory, with the exception of employees' future career prospects. The findings also demonstrated the adoption of a mixed set of organizational socialization tactics, the absence of retired employees as socialization agents, and overall favorable organizational socialization outcomes. Finally, the study offers practical recommendations and suggestions for future research.
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