واکاوی راهکارهای مقابله با قلدری در سازمان های دولتی

قلدری سازمانی یکی از پدیده های معمولا پنهان در سازمان ها است که با رفتارهای همچون توهین، تحقیر، اهانت، تهدید و سایر رفتارهای منفی نمود پیدا می کند و موجب بروز احساس انزجار در قربانیان و در نتیجه کاهش عملکرد سازمانی و بهره وری فردی کارکنان می شود. قلدری سازمانی معمولا از طرف مدیران یا کارکنان صورت می پذیرد و مقابله با این پدیده می تواند به بهره وری و سلامت روانی کارکنان کمک کرده و یافتن راهکارهایی برای مقابله با آن امری ضروری در سازمان ها است. بر همین اساس پژوهش حاضر با صبغه ترکیبی و با هدف واکاوی راهکارهای مقابله با قلدری سازمانی شکل گرفته است. در این پژوهش، نخست با استفاده از روش کیفی و رویکرد تحلیل مضمون، کد های اولیه شناسایی و متعاقب آن مضامین مفهوم پژوهش، دسته‌بندی شد. در این بخش، نتایج از مصاحبه های نیمه ساختار یافته با 20 نفر از کارکنان وزارت صنعت، معدن و تجارت، وزارت نفت، سازمان امور مالیاتی و بانک مرکزی بدست آمد. در مرحله کمی پژوهش نیز راه‌کارهای شناسایی شده برای ارزیابی بهتر با استفاده از پرسشنامه، میان کارکنان و مدیران سازمان های یاد شده، بصورت الکترونیکی توزیع و نتایج با استفاده از روش تحلیل عاملی اکتشافی از طریق نرم‌افزار spss ارزیابی شد که در نهایت راهکارها به 6 دسته مدیریتی، تخصصی، تقابلی، فردی، سازمانی و قانونی دسته بندی شدند.

analyzing the strategies of coping with bullying in government organizations

organizational bullying is one of the usually hidden phenomena in organizations, which manifests itself with behaviors such as insults, humiliation, offenses, threats, and other negative behaviors, and causes the victims to feel disgusted, and as a result, reduces the organizational performance and individual productivity of employees. organizational bullying is usually done by managers or employees, and dealing with this phenomenon can help the productivity and mental health of employees, finding solutions to deal with it is essential in organizations. based on this, the current research has been formed with a mixed color to analyze the solutions to deal with organizational bullying. in this research, first, using the qualitative method and thematic analysis approach, primary codes were identified and then the themes of the research concept were categorized. in this section, the results were obtained from semi-structured interviews with 20 employees of the ministry of industry, mining and trade, the ministry of petroleum, the national tax administration, and the central bank. in the quantitative phase of the research, the identified solutions for better evaluation were distributed electronically using a questionnaire among the employees and managers of the mentioned organizations, and the results were evaluated using the exploratory factor analysis method through spss software, finally, the solutions were divided into 6 categories. they were categorized as managerial, specialized, confrontational, individual, organizational, and legal.introductionone of the most important and common phenomena that are sometimes hidden from others in government organizations is organizational bullying. this phenomenon has been the subject of international studies for several decades due to its widespread and harmful nature at all levels of the organization. human resources play a decisive role in the success or failure of the organization. therefore, examining variables affecting human resources can be useful for government organizations in the long run. organizational bullying is related to situations where the target of bullying is subjected to harassment, insult, and social isolation. victims have a low level of job satisfaction and finally, as a last resort to cope with bullying, they intend to leave their jobs. also, bullying behaviors in some victims lead to a decrease in their motivation and creativity and also people in this situation have a natural tendency to find ways to cope with bullying. according to the stated content, it can be concluded that bullying is a widespread organizational problem with destructive effects at the individual and organizational levels. therefore, finding logical and stress-free strategies to cope with bullying in organizations can, in addition to helping the physical and mental health of employees, help the organization achieves its desired goals.case studythe statistical population of the qualitative part of the research was determined by the managers and employees of government organizations, including the employees of the ministry of industry, mining and trade, the ministry of petroleum, the national tax administration, and the central bank. the statistical population of the quantitative part of the research was also formed by the employees of government organizations of tehran province.materials and methodsin terms of research orientation, this research is fundamental-applied, in terms of research approach, it is hybrid, and in terms of research strategies, thematic analysis (qualitative)-correlation (quantitative).