طراحی و اعتبارسنجی الگوی اثربخش تنبیهات سازمانی

امروزه تنبیهات سازمانی نقش مهمی در حفظ نظم اخلاقی در سازمان ایفا می‌کنند. تحقیقات نشان می‌دهد که تصمیم برای تنبیه یا بخشش متخلف از هنجا ر تحت تاثیر عمد بودن تخلف و هویت اخلاقی فرد است. لذا هدف این تحقیق طراحی و اعتبار سنجی الگوی اثربخش تنبیهات سازمانی (مورد مطالعه سازمان‌های دولتی استان خراسان رضوی) می‌باشد. روش تحقیق، از نوع آمیخته است. در بخش کیفی، روش تحقیق از نوع تحلیلتم و در بخش کمی، روش تحقیق پیمایشی است. مشارکت‌کنندگان بخش کیفی، 9 تن از مدیران دستگاه‌های اجرایی و اعضای هیئت‌های رسیدگی به تخلفات اداری و مسئولین و کارکنان هسته‌های رسیدگی به تخلفات سازمان‌های دولتی هستند که دارای سابقه اجرائی مدیریتی حداقل 10 سال می‌باشند و همچنین 5 تن از اساتید دانشگاهی که گرایش تحصیلی آن‌ها رفتار سازمانی، منابع انسانی، روانشناسی، حقوق و جامعه‌شناسی با مرتبه استادیاری به بالا و سابقه تدریس حداقل 10 سال می‌باشند. روش نمونه‌گیری در بخش کیفی از نوع غیر تصادفی یا هدفمند و گلوله برفی می‌باشد. جامعه آماری بخش کمی، کلیه مدیران دستگاه های دولتی استان خراسان رضوی در سال 1402 می باشد که تعدادآن ها 8936 نفر است. روش نمونه‌گیری در بخش کمی، تصادفی طبقه‌ای است که با توجه به حجم جامعه و جایگذاری در فرمول نمونه‌گیری کوکران، حداقل حجم نمونه به تعداد 368 عدد مشخص شد. یافته‌های تحقیق دربرگیرنده 3 تم به نام‌های اثربخش نظام تنبیه، اثربخشی ساختار سازمان، اثربخشی بازدارندگی تنبیه و 14 مولفه و 140 شاخص می‌باشد. یافته‌های بخش کمّی نشان داده است که مدل به دست آمده از اعتبار لازم برخوردار است.

developing and validating a model for effectiveness of organizational punishments

organizations, especially public ones, require maintaining discipline and order to achieve their goals. organizational punishment is one of the key tools for managing undesirable behaviors of employees. if designed and implemented correctly, this tool can reduce inappropriate behaviors, improve performance, and strengthen organizational culture. however, its effectiveness depends on various factors, such as criteria transparency, fairness in execution, and consideration of short- and long-term consequences. in many public organizations, improper use of punishments or the lack of well-defined and effective policies may lead to increased deviations and decreased productivity. therefore, the primary goal of this study is to design and validate a comprehensive and effective model for organizational punishments with a focus on public organizations in razavi khorasan province. this model can help managers and policymakers scientifically and logically reduce deviations and enhance employee performance. 2- theoretical frameworkthis study is based on well-known theories and models in management and organizational behavior literature. one of the most driving frameworks, skinner’s theory states that employees’ behaviors are influenced by their positive or negative consequences. in this regard, punishment can be a negative consequence leading to changes in employee behavior. the utilitarian theory emphasizes the importance of deterrence in reducing undesirable behaviors, suggesting punishment should be designed to prevent future deviations while compensating for damages. bandura’s social learning theory highlights the impact of modeling behaviors in organizations and emphasizes the importance of direct training and demonstration of appropriate behaviors. additionally, kant’s theory stresses the necessity of justice in implementing punishments, asserting that no punishment should be administered without adherence to ethical and legal principles. these theoretical frameworks shaped a basis for analyzing this research’s data and provided a foundation to design a comprehensive, scientific model for the effectiveness of organizational punishment. 3- methodologythis mixed-method study was conducted in two qualitative and quantitative phases. in the qualitative phase, thematic analysis was used to extract concepts and main themes. qualitative data were collected through interviews with nine executive managers and five university professors specializing in organizational behavior, human resources, psychology, law, and sociology. sampling in this phase was purposive and snowball-based. in the quantitative phase, the statistical population consisted of 8,936 public managers in razavi khorasan province. the sample size was determined using cochran’s formula, and a minimum of 368 participants were selected through stratified random sampling. the data collection tool for the quantitative phase was a questionnaire whose validity was confirmed through confirmatory factor analysis, and reliability was assessed with cronbach’s alpha (above 0.7). data were analyzed using spss and amos software. 4- results discussionthe study’s findings revealed that the effectiveness of organizational punishments is summarized in three main themes and fourteen components. the first theme, the effectiveness of the punishment system, includes the goals of punishment, clear and fair criteria, and appropriate timing for implementing punishments. this theme emphasizes that punishments should be designed and executed aimed at preventing deviations, compensating for damages, and correcting employee behavior. the second theme, the effectiveness of organizational structure, highlights the roles of formalization and problem-solving in the punishment process.