طراحی الگوی راهبردی به‌منظور شناسایی و ساختاردهی مولفه‌های اثرگذار بر تغییر در سازمان تامین اجتماعی

اﺻﻼﺣﺎت در ﺳﺎزﻣﺎنﻫﺎی ﺑﺨﺶ ﻋﻤﻮﻣﯽ و ﻧﻮآوریﻫﺎ در اﯾﻦ زﻣﯿﻨﻪ از ﻣﻮﺿﻮﻋﺎت اﺳﺎﺳﯽ در اﯾﻦ ﺳﺎزﻣﺎنﻫﺎ و ﺗﻐﯿﯿﺮات اﺟﺘﻤﺎﻋﯽ اﺛﺮﮔﺬار ﺑﺮ زﻧﺪﮔﯽ ﺷﻬﺮوﻧﺪان ﺑﻮده اﺳﺖ. ﺗﻐﯿﯿﺮات اﺟﺘﻤﺎﻋﯽ ﺑﻪﺗﺪرﯾﺞ اﯾﺠﺎد ﻣﯽﺷﻮﻧﺪ، و اﺛﺮات آﻧﻬﺎ در ﺳﺎزﻣﺎنﻫﺎی ﺧﺪﻣﺎت اﺟﺘﻤﺎﻋﯽ ﺑﺎ ﺗﻐﯿﯿﺮ ﺑﺮای اﻓﺰاﯾﺶ ﺳﻮدﻣﻨﺪی ﺧﺪﻣﺎت ﺳﺎزﻣﺎنﻫﺎ ﻣﻮرد اﻧﺘﻈﺎر ﻣﯽﺑﺎﺷﺪ. اﯾﻦ ﭘﮋوﻫﺶ ﺑﺎ ﻫﺪف ﻃﺮاﺣﯽ ﻣﺪﻟﯽ ﺑﺮای ﺷﻨﺎﺳﺎﯾﯽ و ﺳﺎﺧﺘﺎردﻫﯽ رواﺑﻂ ﺑﯿﻦ ﻣﻮﻟﻔﻪﻫﺎی راﻫﺒﺮدی اﺛﺮﮔﺬار ﺑﺮ ﺗﻐﯿﯿﺮ در ﺳﺎزﻣﺎن ﺗﺄﻣﯿﻦ اﺟﺘﻤﺎﻋﯽ اﻧﺠﺎم ﺷﺪه اﺳﺖ. روش ﻣﻮرد اﺳﺘﻔﺎده در اﯾﻦ ﭘﮋوﻫﺶ از ﻧﻮع اﮐﺘﺸﺎﻓﯽ و آﻣﯿﺨﺘﻪ ﺑﺎ ﺑﻬﺮهﮔﯿﺮی از دادهﻫﺎی ﭘﺮﺳﺸﻨﺎﻣﻪای اﺳﺖ. اﺑﺘﺪا، ﺑﺎ اﺳﺘﻔﺎده از ﺗﮑﻨﯿﮏ دﻟﻔﯽ و ﻧﻈﺮات 14 ﻧﻔﺮ از ﺧﺒﺮﮔﺎن و اﺳﺎﺗﯿﺪ ﺻﺎﺣﺐﻧﻈﺮ در ﻣﺒﺎﺣﺚ ﺗﻐﯿﯿﺮ ﺳﺎزﻣﺎﻧﯽ و ﺳﺎزﻣﺎن ﺗﺄﻣﯿﻦ اﺟﺘﻤﺎﻋﯽ، اﺑﻌﺎد راﻫﺒﺮدﻫﺎ و وﯾﮋﮔﯽﻫﺎی ﺗﻐﯿﯿﺮ ﺳﺎزﻣﺎﻧﯽ در ﺳﺎزﻣﺎن ﺗﺄﻣﯿﻦ اﺟﺘﻤﺎﻋﯽ ﺷﻨﺎﺳﺎﯾﯽ ﮔﺮدﯾﺪ. ﺳﭙﺲ، ﺑﺎ اﺳﺘﻔﺎده از روﯾﮑﺮد ﺗﮑﻨﯿﮏ دﯾﻤﺘﻞ، از ﻧﻈﺮات ﺧﺒﺮﮔﺎن ﺑﺮای ﺳﺎﺧﺘﺎردﻫﯽ ﻧﻈﺎمﻣﻨﺪ دادهﻫﺎ در ﭼﺎرﭼﻮب روﯾﮑﺮد ﺗﺼﻤﯿﻢﮔﯿﺮی ﭼﻨﺪ ﻣﺘﻐﯿﺮی اﺳﺘﻔﺎده ﮔﺮدﯾﺪ. ﺑﺮاﺳﺎس ﭼﻬﺎر راﻫﺒﺮد اﺻﻠﯽ ﺗﻐﯿﯿﺮ، ﺷﺎﻣﻞ راﻫﺒﺮدﻫﺎی آﻣﻮزﺷﯽ ارﺷﺎدی، ﺗﺮﻏﯿﯿﺐﮐﻨﻨﺪه، ﺗﺴﻬﯿﻞﮔﺮی، و ﻗﻬﺮی اﺟﺒﺎر، و 13 ﻣﻮﻟﻔﻪ اﺻﻠﯽ ﺗﻐﯿﯿﺮ در اﯾﻦ راﻫﺒﺮدﻫﺎ، ﻧﺘﯿﺠﻪ ﺣﺎﺻﻞ ﻧﺸﺎن داد ﮐﻪ راﻫﺒﺮد ﺗﺮﻏﯿﺐﮐﻨﻨﺪه در ﺳﺎزﻣﺎن ﺗﺄﻣﯿﻦ اﺟﺘﻤﺎﻋﯽ ﺑﯿﺸﺘﺮﯾﻦ ﺗﺄﺛﯿﺮ ﺑﺮ ﺳﺎﯾﺮ راﻫﺒﺮدﻫﺎ و ﺑﯿﺸﺘﺮﯾﻦ اﻫﻤﯿﺖ را از ﺟﻬﺎت ﺗﺄﺛﯿﺮ و اﺛﺮﭘﺬﯾﺮی دارد. راﻫﺒﺮد ﻗﻬﺮی اﺟﺒﺎر ﻧﯿﺰ در رﺗﺒﻪ دوم اﻫﻤﯿﺖ ﻗﺮار دارد، ﺿﻤﻦ آنﮐﻪ ﺑﯿﺸﺘﺮﯾﻦ اﺛﺮﭘﺬﯾﺮی از ﺳﺎﯾﺮ راﻫﺒﺮدﻫﺎ را ﻧﯿﺰ دارد.

designing strategic model to identify and structure components stimulating change in the social security organization

reforms in public sector organizations and innovations in this field have been the key issues in response to social changes influencing the lives of citizens. social change occurs gradually, and its effects on social service organizations are expected with change to increase the usefulness of organizations’ services. this study has developed the aim of designing a model to identify and structure the relationships between strategic components affecting change in social security organization. the method used in this research is exploratory and mixed, using questionnaires for data collection. first, using the delphi technique and the viewpoints of 14 experts and professors in the fields of organizational change and social security organization, the dimensions of strategies and characteristics of organizational change in the social security organization were identified. then, using the dematel technique approach, the views of experts were used to systematically structure the data within the framework of a multivariate decision-making system.based on the four main strategies of change, including normative educative, persuasive, facilitative, and power coercive strategies, and 13 main components of these strategies, the results showed that the persuasive strategy in the social security organization has the greatest impact on other strategies, and is the most important in terms of impact and effectiveness. the power coercive strategy is of secondary importance, while it is influenced by the other strategies at most. the most important influencing factors in the strategies are personal characteristics, support of supervisors, shared vision, opportunities for participation and delegation, and authorizing the power for change.