واکاوی جامعه‌شناختی بسترهای فلات‌زدگی شغلی اعضای هیئت علمی در دانشگاه‌های ایران برمبنای نظریۀ زمینه‌ای

فلات‌‌زدگی شغلی، به معنی ارتقانداشتن و نبود تنوع و چالش در شغل، وضعیتی عینی ذهنی است که میزان و نوع آن بین گروه‌‌های مختلف درون جامعه متفاوت است و از توانایی‌های فردی، ویژگی‌های سازمانی، امتیازات و فرصت‌های عینی در دسترس افراد و تصورات ذهنی آنان از این فرصت‌ها تاثیر می‌گیرد. هدف مقالۀ حاضر، تحلیل جامعه‌شناختیِ پتانسیلِ فلات‌زدگی شغلی اعضای هیئت علمی در دانشگاه‌های ایران است. بدین منظور براساس روش‌‌های نمونه‌‌گیری حداکثر تنوع و هدفمند با 17 نفر از اعضای هیئت علمی دانشگاه‌‌های یاسوج، اهواز و تهران مصاحبۀ عمیق انجام شد. نتیجۀ تحلیل و کدگذاری داده‌‌ها در سه مرحلۀ کدگذاری باز، محوری و انتخابی، استخراجِ 135 مفهوم، 23 خرده‎‌مقوله، 9 مقولۀ محوریِ برجستگی ملاک سیاسی جناحی تصدی پست‌‌های مدیریتی، ناامنی فضای دانشگاه، ویژگی‌‌ها و ضعف‌‌های مدیریتی، سیاست‌گذاری‌‌های نامناسب دانشگاهی، ارتقای علمی محور دغدغه‌‌ها، احساس تبعیض همه‌جانبه، ویژگی‌‌های فردی اعضا، دغدغه‌‌های مالی و اجتماعی و کمبود امکانات زیرساختی و مقولۀ هستۀ ساختاری عاملیتی بودن پتانسیل فلات‌زدگی شغلی اعضای هیئت علمی بوده است. مقولۀ هسته بیان‌کنندۀ این است که عوامل ساختاری کلان (سیاست‌زدگی، ناامنی، ابهام سیاست‌‍گذاری و ...) و ویژگی‌های عاملیتی خرد (سطح انگیزش، داشتن مهارت‌‌ها و توانایی‌‌ها و ...) در تاثیر متقابل با یکدیگر، تعیین‌‎کنندۀ وضعیت فلات‌زدگی اعضای هیئت علمی‌اند؛ درنهایت، مهم‌ترین دغدغۀ اعضای هیئت علمی مشارکت‌کننده، بحث ارتقا به‌منزلۀ مهم‎ترین عامل ساختاری مرتبط با فلات‌‎زدگی و عامل سیاسی به‌منزلۀ مهم‌ترین زمینۀ ایجادکنندۀ فلات‌زدگی بوده است.

Sociological Analysis of Career Plateau among Faculty Members in Iranian Universities based on Grounded Theory Approach

Introduction Professional development is mainly related to how it is is influenced by job status and the balanced effect of job trianglework, communication with colleagues, and personal development.The imbalance of this triangle for any unpleasant cause may lead to a number of negative attitudes toward work. Career plateau is one of them, meaning lack of promotion, lack of diversity and challenge in the job, it is an objectivesubjective situation whose degree and type differ among different groups within a society and is influenced by individual abilities, organizational characteristics, privileges and opportunities available to individuals and their perceptions of these opportunities. "In this situation, the first question that comes to mind is whether this person wants to stay his remaining life in this organizational position?Many actors in the field of science and technology in science and politics and management in the field of higher education act as an activist. In this unfavorable situation, they only intend to protrude themselves and make abusive tactics and strategies, because the playground requires that they use these tactics. The name of this stream can be ‘time to drown people’. There are different views and perspectives regarding its areas and causes. Some sources of workplaces have been listed as two organizational and personal sources. The main objective of the present research is to analyze the sociological potential of the faculty members’ potential in Iranian universities.  Material & MethodsThe research methodology was a mix method, in the qualitative phase, the method of grounded theory (systematic approach) was used. This research has been carried out using a theoretical methodology as a qualitative method with a semistructured interview technique and an exploratory approach. For this purpose, a qualitativetargeted sampling method was conducted with 17 faculty members from the Department of Humanities and Basic Sciences of Tehran, Ahvaz and Yasouj universities. For data analysis, the coding method has been used.  The result of analyzing and encoding data in three stages of open, axial, and selective coding revealed the extraction of 135 concepts, 23 subcategories, 9 key issues of prominence of politicalfactual criterion of managerial posts, insecurity of university space, features and weaknesses in management,inappropriate university policies, scientific advancement of concerns, the feeling of universal discrimination, individual characteristics of members, financial and social concerns, and the lack of infrastructure facilities; along with the core category ‘structuralfacilitative potential of the facade of faculty members’. Discussion of Results & ConclusionsThe findings of the qualitative research stage indicate the formation of the faculty member’s semantic system about the phenomenon of plateau on a number of major issues and a core category called ‘structural affordability of career plateau potential’, which covers other major issues. According to the research results, nonprofessional management and nonselection based on professional competencies can exacerbate the challenge of the effect of nonprofessional (bioscience) factors on occupational subjects, and all of the above points may lead to anxiety and flutter the faculty members. Based on the concept of agency, it can be said that despite the structural pressures mentioned, the faculty members are not in the same structure, but they have different concerns depending on the level of motivation, the skills and abilities, and other individual characteristics, or the submission of the structure.They have become passive, or are able to cope with structural problems and become even ‘stars’. In other words, it has the highest potential for people with disabilities, because of lack of skills, disability and frustrated feelings, and inability to upgrade their organization.