شناسایی و تبیین عوامل موثر بر رفتار آوایی کارکنان در دانشگاه‌ها

ﻣﺸﺎرﮐﺖ و ﻫﻤﻔﮑﺮی ﮐﺎرﮐﻨﺎن در ﺳﺎزﻣﺎن، ﯾﮑﯽ از راﻫﮑﺎرﻫﺎی ﻣﻬﻢ ﺗﻮﺳﻌﻪ و ﺑﻬﺮه وری اﺳﺖ. ﺗﻮﺟﻪ ﺑﻪ دﯾﺪﮔﺎه ﻫﺎ و ﻧﻈﺮات آﻧﻬﺎ در ارﺗﺒﺎط ﺑﺎ ﺳﺎزﻣﺎن و ﻓﺮاﯾﻨﺪ ﻫﺎی اﻧﺠﺎم ﮐﺎر ﻣﯽ ﺗﻮاﻧﺪ ﺿﺎﻣﻦ ﺑﻘﺎء و ﭘﯿﺸﺮﻓﺖ و دﺳﺖ ﯾﺎﺑﯽ ﺑﻪ اﻫﺪاف ﺳﺎزﻣﺎن ﻫﺎ ﺑﺎﺷﺪ. ﻫﺪف از ﭘﮋوﻫﺶ ﺣﺎﺿﺮ ﺷﻨﺎﺳﺎﯾﯽ و ﺗﺒﯿﯿﻦ ﻋﻮاﻣﻞ ﻣﺆﺛﺮ ﺑﺮ رﻓﺘﺎر آواﯾﯽ ﮐﺎرﮐﻨﺎن در داﻧﺸﮕﺎه ﻫﺎ ﺑﻮد. روش ﭘﮋوﻫﺶ از ﻧﻮع آﻣﯿﺨﺘﻪ اﮐﺘﺸﺎﻓﯽ )ﮐﯿﻔﯽ-ﮐﻤﯽ( ﻣﯽ ﺑﺎﺷﺪ. ﺟﺎﻣﻌﻪ آﻣﺎری ﭘﮋوﻫﺶ ﮐﻠﯿﻪ ﮐﺎرﮐﻨﺎن داﻧﺸﮕﺎه ﻫﺎی ﮐﺮﻣﺎﻧﺸﺎه، ﻫﻤﺪان و ﮐﺮدﺳﺘﺎن ﺑﻮدﻧﺪ)1585 ﻧﻔﺮ(. در ﺑﺨﺶ ﮐﯿﻔﯽ ﺑﻪ ﺻﻮرت ﻫﺪﻓﻤﻨﺪ و ﺑﺮ ﻣﺒﻨﺎی اﺻﻞ اﺷﺒﺎع ﻧﻈﺮی ﺗﻌﺪاد 41 ﻧﻔﺮ از ﮐﺎرﮐﻨﺎن در ﻣﺼﺎﺣﺒﻪ ﻫﺎ ﻣﺸﺎرﮐﺖ داﺷﺘﻨﺪ. در ﺑﺨﺶ ﮐﻤﯽ ﺑﺮ اﺳﺎس ﺟﺪول ﮐﺮﺟﺴﯽ و ﻣﻮرﮔﺎن و ﺑﻪ ﺷﯿﻮه ﺗﺼﺎدﻓﯽ ﺳﺎده 310 ﻧﻔﺮ ﺑﻪ ﻋﻨﻮان ﻧﻤﻮﻧﻪ اﻧﺘﺨﺎب ﺷﺪﻧﺪ. اﺑﺰار ﻣﻮرد اﺳﺘﻔﺎده در ﺑﺨﺶ ﮐﯿﻔﯽ ﻣﺼﺎﺣﺒﻪ ﻧﯿﻤﻪ ﺳﺎﺧﺘﺎر ﯾﺎﻓﺘﻪ و در ﺑﺨﺶ ﮐﻤﯽ ﭘﺮﺳﺸﻨﺎﻣﻪ ﻣﺤﻘﻖ ﺳﺎﺧﺘﻪ ﺑﻮد. ﺑﺮای ﺗﺤﻠﯿﻞ داده ﻫﺎ از ﺗﺤﻠﯿﻞ ﻋﺎﻣﻠﯽ اﮐﺘﺸﺎﻓﯽ و ﺗﺎﯾﯿﺪی ﺟﻬﺖ ﺷﻨﺎﺳﺎﯾﯽ ﻋﺎﻣﻞ ﻫﺎی زﯾﺮﺑﻨﺎﯾﯽ رﻓﺘﺎر آواﯾﯽ ﮐﺎرﮐﻨﺎن و ﺗﻌﯿﯿﻦ ﻣﯿﺰان ﺗﻮان ﻣﺪل ﻋﺎﻣﻠﯽ اﺳﺘﻔﺎده ﺷﺪ. در ﺑﺨﺶ ﮐﯿﻔﯽ ﺷﺎﺧﺺ ﻫﺎی ﻣﺆﺛﺮ ﺑﺮ رﻓﺘﺎر آواﯾﯽ در ﻗﺎﻟﺐ 52 ﮔﻮﯾﻪ اﺻﻠﯽ دﺳﺘﻪ ﺑﻨﺪی ﺷﺪ. ﻧﺘﺎﯾﺞ ﺣﺎﺻﻞ از ﺗﺤﻠﯿﻞ ﻋﺎﻣﻠﯽ اﮐﺘﺸﺎﻓﯽ در ﺑﺨﺶ ﮐﻤﯽ ﭘﮋوﻫﺶ در ﻗﺎﻟﺐ 9 ﻋﺎﻣﻞ زﯾﺮﺑﻨﺎﯾﯽ ﻣﺆﺛﺮ ﺑﺮ رﻓﺘﺎر آواﯾﯽ ﺷﺎﻣﻞ: ﺟﻮ ﺳﺎزﻣﺎﻧﯽ، ﺳﺒﮏ ﻫﺎی ﻣﺪﯾﺮﯾﺘﯽ و رﻫﺒﺮی ﺳﺎزﻣﺎن، ﻓﺮﻫﻨﮓ ﺳﺎزﻣﺎﻧﯽ، راﻫﺒﺮدﻫﺎی ﺑﺎزﺧﻮرد و ارزﺷﯿﺎﺑﯽ، ﭘﺬﯾﺮش ﺗﻐﯿﯿﺮ و ﺗﮑﻨﻮﻟﻮژی، وﯾﮋﮔﯽ ﻫﺎی ﺷﺨﺼﯿﺘﯽ و ﺣﺮﻓﻪ ای، ﻓﻌﺎﻟﯿﺖ ﺗﯿﻤﯽ و ﻫﻤﮑﺎری ﻣﺘﻘﺎﺑﻞ، ﭘﺎﯾﺒﻨﺪی ﺑﻪ ﻧﻘﺶ و اﻫﺪاف ﺳﺎزﻣﺎﻧﯽ، ﺗﻨﺎﺳﺐ ﺷﻐﻠﯽ و ﺳﺎزﻣﺎﻧﯽ ﻣﺸﺨﺺ ﺷﺪﻧﺪ.در ﺑﺨﺶ ﺗﺤﻠﯿﻞ ﻋﺎﻣﻠﯽ ﺗﺄﯾﯿﺪی ﻧﯿﺰ ﻣﺪل ارﺗﺒﺎط ﻋﺎﻣﻞ ﻫﺎ ﺑﺎ رﻓﺘﺎر آواﯾﯽ، ﺑﺮازش ﻣﻨﺎﺳﺒﯽ داﺷﺖ، ﮐﻪ ﻧﺸﺎن از ﻣﻨﺎﺳﺐ ﺑﻮدن ﻋﺎﻣﻞ ﻫﺎ در ﺗﻮﺳﻌﻪ رﻓﺘﺎر آواﯾﯽ دارد. ﺑﺮ اﺳﺎس ﯾﺎﻓﺘﻪ ﻫﺎ ﺗﻮﺳﻌﻪ ی آوای ﮐﺎرﮐﻨﺎن، ﻧﯿﺎزﻣﻨﺪ ﺷﻨﺎﺧﺖ ﻋﻮاﻣﻞ ﻣﺘﻌﺪد از ﺟﻤﻠﻪ ﻣﺘﻐﯿﺮﻫﺎی ﻓﺮدی، ﻣﺪﯾﺮﯾﺘﯽ و ﺳﺎزﻣﺎﻧﯽ اﺳﺖ، ﺗﺎ ﺑﺘﻮان از ﻃﺮﯾﻖ آن رﻓﺘﺎر آواﯾﯽ ﮐﺎرﮐﻨﺎن را ﺗﻘﻮﯾﺖ و زﻣﯿﻨﻪ ﻣﺸﺎرﮐﺖ و ﻫﻤﮑﺎری ﺑﯿﻦ ﺳﻄﻮح ﻣﺨﺘﻠﻒ ﺳﺎزﻣﺎن را ﻓﺮاﻫﻢ ﻧﻤﻮد.

Identifying and Explaining the Factors Affecting the employee voice behavior in Universities

introduction Identifying the Factors Affecting the employee voice behavior in Western Universities of Iran Employee engagement and collaboration in the organization is one of the most important development and productivity strategies. Changes in management style and theories are due to the attention of employees as an important source of transformation and investment on their vision and opinions. Accordingly As rapidly environmental and technology changes What can guarantee the survival and development of organizations and their development, attention to the participation and expression of the staff's perspective and voice. Method therefore, the purpose of the present study was Identifying the factors that affecting the employee voice behavior in the western universities. The research method is exploratory mix method. The statistical population consisted of all employees, Kermanshah, Hamedan and Kurdistan universities(1585 person). In the qualitative section, 41 employees were interviewed according to purposeful and based on theoretical saturation principle. The sample size was 310 according to the Krejcie & Morgan tables. The instrument in the qualitative section semistructured interview And in the quantitative part researcher's questionnaire was used. For data analysis use of the exploratory factor analysis to identify the underlying factors of employee participation in voice behavior, Then, a confirmatory factor analysis was used to determine the power factors of the model. Results The results of the qualitative section were categorized into 52 items. Exploratory factor analysis was conducted to identify the underlying factors of voice behavior. Based on the exploratory factor analysis, this items were identified in the nine core factors: The justicebased organizational climate, Managerial features and leadership style, Organizational culture supportive of participation, Feedback and evaluation mechanism, Embracing change and technology, Personal and professional characteristics, Teamwork and interaction, Adherence to organizational roles and goals, Job and organizational fitness. In the confirmation section, the model of the relationship of factors with voice behavior was fitness, that indicating the appropriateness of factors in the development of voice behavior. Discussion Therefore, it can be concluded that the development of voice behavior in organizations, and in particular academic organizations, Requires recognition the several factors including individual, managerial and organizational variables, This can be used to enhance the employees voice behavior and to enable collaboration and participation between different levels of the organization in order to achieve productivity. Therefore, it can be concluded that the development of voice behavior in organizations, and in particular academic organizations, Requires recognition the several factors including individual, managerial and organizational variables, This can be used to enhance the employees voice behavior and to enable collaboration and participation between different levels of the organization in order to achieve productivity. Key words: employee voice behavior, Organizational participation, Organizational silence, Western universities