طراحی مدلی به منظور تبیین رفتارهای ضد شهروندی سازمانی در مراکز درمانی دولتی

زمینه و هدف: هدف از این پژوهش طراحی مدلی به‌منظور تبیین رفتارهای ضد شهروندی سازمانی در مراکز درمانی دولتی شهر سنندج می‌باشد.روش شناسی: این پژوهش از حیث راهبرد، از نوع پژوهش‌های کیفی، ازنظر هدف، کاربردی و ازلحاظ روش‌شناسی از نوع تحقیقات اکتشافی می‌باشد که با رویکرد داده بنیاد سیستماتیک انجام‌شده است. ابزار گردآوری داده‌ها، مصاحبه‌های نیمه ساختارمند با تعداد 15 نفر از خبرگان و مدیران حوزه درمان شهرستان سنندج است که از طریق نمونه‌گیری هدفمند انتخاب‌شده‌اند.یافته ها: با توجه به یافته‌ها، عوامل مرتبط با شخصیت و سبک مدیریتی مدیران و عوامل مرتبط شغلی به‌عنوان عوامل زمینه‌ای، عوامل شخصی و عوامل ساختاری به‌عنوان عوامل علی، مشکلات مدیریت منابع انسانی، عوامل مرتبط با دانش و تحصیلات، فشار اقتصادی و وضعیت معیشتی جامعه و عوامل فرهنگی و فرهنگ‌سازی به‌عنوان عوامل مداخله‌گر، راهبردهای حمایتی، آموزشی و مدیریتی به‌عنوان راهبردها، و نهایتاً کاهش سرمایه انسانی- اقتصادی سازمان و کاهش سرمایه اجتماعی سازمان به‌عنوان پیامدهای رفتارهای ضد شهروندی سازمانی در چارچوب مدل جامع ارائه‌شده، شناسایی و معرفی گردیدند.نتایج: با توجه به یافته‌های تحقیق به مدیران پیشنهاد می‌شود با اتخاذ سیاست‌های مدیریتی همچون در نظر گرفتن خواسته پرسنل، ایجاد فرهنگ مناسب در این زمینه، فرهنگ‌سازی و سیاست‌گذاری فرهنگی برای مواجهه با رفتارهای ضد شهروندی سازمانی، ایجاد عدالت سازمانی، پرهیز از پارتی‌بازی، بها دادن به پرسنل، بها دادن به کار آن‌ها، شناخت توانایی‌های کارکنان و توجه به روند مسیر شغلی در طول سال‌های خدمت آن‌ها سیر رفتارهای ضد شهروندی سازمانی را کاهش دهند.

designing a model for explaining organizational counterproductive behaviors in government healthcare centers

a b s t r a c tbackground and aim: the ability of the organization to maintain its survival and adaptation to the environment is a key capability whose results have been studied in various studies. this study aimed to systematically and comprehensively study the results of these studies and to identify the causal relationships between them.methodology: this is descriptive, applied and quantitative research. in the present study, the consequences of organizational health were first identified and extracted from 28 articles published in scientific research journals from 2008 to 2019 by meta-analysis method. in the next step, the mentioned results were determined using the structural interpretive modelling technique and based on the opinions of 12 faculty members of shahid sattari aeronautical university, ranking and modelling the relations between them.results: according to the research findings, organizational health had a significant effect size on all 20 outcomes studied. these outcomes were classified into three categories with high, medium and low effect sizes. among these, the highest effect was related to the variables of human resource productivity, employee creativity, organizational effectiveness, job attachment, organizational citizenship behaviour, organizational entrepreneurship and employee empowerment, respectively. in addition, causal relationships between these factors were also shown at four levels, so that employee empowerment has the most impact and organizational effectiveness has the most impact.conclusion: managers' efforts to promote organizational health will lead to a chain of constructive human and organizational achievements that can strengthen each other to provide a facilitating environment for the sustainable productivity of organizations extended abstractintroductionin today's organizations, most managers prefer to hire employees who go beyond their formal and organizational duties, demonstrating appropriate behaviours towards other citizens, especially colleagues, in the workplace, exhibiting high levels of organizational citizenship behaviour. contemporary organizations face various dilemmas and inappropriate behaviours, such as laziness, aggression, stubbornness, and more, which can all be categorized under organizational counterproductive behaviours. these counterproductive behaviours have a significantly negative impact on employees' morale and their relationships with each other. according to some experts, employees' experiences in the workplace are influenced by their interactions with the organization, shaping their perspectives on their jobs, ultimately leading to desirable or undesirable behaviours. therefore, recording and preserving employees' experiences of organizational processes and behaviours are essential for developing behavioural strategies and human resource management, significantly impacting organizational performance. research has shown that counterproductive behaviours lead to financial and even physical harm to employees, colleagues, the targeted organization, and ultimately the entire society. these behaviours hinder the achievement of important organizational goals, such as improving productivity, work performance, cooperation, customer satisfaction, and more. despite the prevalence of inappropriate and counterproductive organizational behaviours, which incur significant costs to organizations, this issue has not been thoroughly investigated and managed in most workplaces and organizations. identifying and managing these behaviours necessitate creating a comprehensive integrated framework to balance the relationships between leaders and employees during social interactions, mitigating the harm caused by such behaviours to employees, organizations, and their performance. this becomesparticularly crucial in governmental sectors that play a vital role in providing public services. some studies have identified instances of counterproductive behaviours such as bullying, workplace incivility, psychological abuse and hostile, insulting, and malicious behaviours. these behaviours, whether direct (verbal abuse) or indirect (e.g., disclosing a colleague's work-related information and performance), have been observed and confirmed in many private organizations as well. therefore, it is imperative to pay more attention to the roots and causes of these behaviours in government settings. in this regard, the main question of this research is how the design of a model to explain organizational counterproductive behaviours in the healthcare sector should be and what components it includes.