واکاوی پدیده چندشغلی در پرتو توسعه مسیر شغلی و توانمندسازی کارکنان: مطالعه‌ای در سازمان‌های دولتی ایران

چکیده مقاله :

هدف: پژوهش حاضر با هدف واکاوی و اولویت‌بندی عوامل مؤثر بر پدیده چندشغلی در سازمان‌های دولتی ایران، با تأکید بر نقش آن در توسعه مسیر شغلی و توانمندسازی کارکنان انجام شد.

روش‌شناسی: این پژوهش از نظر هدف کاربردی و با رویکرد آمیخته اکتشافی متوالی (کیفی–کمی) انجام شد. در بخش کیفی، داده‌های حاصل از مصاحبه نیمه‌ساختاریافته با ۱۵ نفر از خبرگان دانشگاهی و اجرایی که به روش نمونه‌گیری هدفمند با حداکثر تنوع انتخاب شدند، با استفاده از تحلیل تماتیک براون و کلارک (۲۰۰۶) تحلیل و مدل اولیه عوامل مؤثر بر چندشغلی استخراج شد. سپس در بخش کمی، مدل به‌دست‌آمده با بهره‌گیری از تکنیک دلفی فازی و نظرات همان خبرگان اعتبارسنجی، غربالگری و اولویت‌بندی شد.

یافته‌ها: نتایج نشان داد «انگیزه‌های فشاری-مالی» با امتیاز فازی ۰٫۹۰۳ مهم‌ترین عامل گرایش کارکنان به چندشغلی است. «عوامل موقعیتی-ساختاری» با امتیاز ۰٫۸۵۰ در رتبه دوم و «انگیزه‌های کششی-مالی» در رتبه سوم قرار گرفتند. همچنین یافته‌های کیفی بیانگر آن بود که در کنار غلبه انگیزه‌های اقتصادی، گروهی از کارکنان، به‌ویژه متخصصان و مدیران میانی، چندشغلی را ابزاری برای غنی‌سازی مسیر شغلی، کسب مهارت‌های جدید، توسعه شبکه‌های حرفه‌ای و خودشکوفایی می‌دانند. این نتایج نشان می‌دهد چندشغلی، با وجود ماهیت غالباً واکنشی در بخش دولتی، در صورت حمایت سازمانی می‌تواند به عاملی برای توانمندسازی و توسعه سرمایه انسانی تبدیل شود.

نتیجه‌گیری: چندشغلی در سازمان‌های دولتی ایران عمدتاً ناشی از فشارهای اقتصادی و شرایط ساختاری است، اما وجود انگیزه‌های توسعه‌محور، ضرورت بازنگری در سیاست‌های منابع انسانی و حرکت به سوی مدیریت هوشمندانه چندشغلی را آشکار می‌سازد. 

چکیده انگلیسی :

Purpose: This study aimed to identify and prioritize the factors influencing multiple jobholding in Iranian public organizations, with particular emphasis on its role in career development and employee empowerment.

Methodology: This applied study adopted an exploratory sequential mixed-methods design (qualitative–quantitative). In the qualitative phase, data were collected through semi-structured interviews with 15 academic and executive experts selected using purposive maximum variation sampling. The data were analyzed using Braun and Clarke's (2006) thematic analysis to develop an initial model of the factors influencing multiple jobholding. The qualitative findings particularly explored the developmental and empowering functions of multiple jobholding. In the quantitative phase, the proposed model was refined, validated, and prioritized using the Fuzzy Delphi technique based on the judgments of the same expert panel.

Findings: The results revealed that financial push motivations were the primary driver of multiple jobholding, achieving the highest fuzzy score (0.903). Situational–structural factors, including available free time and weak organizational supervision, ranked second (0.850), followed by financial pull motivations. Despite the dominance of economic pressures, the qualitative findings indicated a gradual shift toward developmental functions among certain employee groups, particularly specialists and middle managers, who viewed multiple jobholding as a means of enriching career paths, acquiring new skills, expanding professional networks, and achieving self-actualization. These findings suggest that, although multiple jobholding in Iranian public organizations is primarily a response to economic necessity, it also possesses considerable potential to enhance employee empowerment and human capital development when supported by appropriate organizational policies.

 

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