تدوین مدل رفتار سازمانی در نظام بانکداری با تاکید بر مدل ‌های شایستگی و ارزش ‌آفرینی

رفتار سازمانی در نظام بانکداری در سال‌ های اخیر تبدیل به یکی از مهم‌ترین حوزه‌های کاری شده است. تاثیری که رفتار سازمانی در دستیابی به اهداف سازمانی دارد و تاثیراتی که این مولفه  از فرهنگ و شرایط درونی هر سازمانی می‌پذیرد باعث شده است تا این مسئله تبدیل به یکی از مهم‌ترین رئوس مدیریت منابع انسانی شود. هدف این پژوهش تدوین مدل رفتار سازمانی در نظام بانکداری با تاکید بر شایستگی و ارزش‌آفرینی است. ابزار اصلی گردآوری داده در این پژوهش مصاحبه عمیق با خبرگان می‌باشد. یافته‌های حاصل از مصاحبه از طریق تکنیک تحلیل تم مورد تجزیه‌وتحلیل قرار گرفته‌اند. یافته‌های ما نشان می‌دهند که شایسته‌سالاری و ارزش‌آفرینی در مسئله رفتار سازمانی با چالش‌هایی مواجه است که عمدتاً ریشه در فرهنگ سازمانی دارند. همچنین اصلاح نظام رفتار سازمانی به‌منظور ارزش‌آفرینی نیازمند اتخاذ راهبردهایی است که بیشتر بر بهسازی آموزش رفتار سازمانی متمرکز است و در صورت اتخاذ این راهبردها می‌توان انتظار پیامدهایی در سطح فردی و سازمانی بود.

develop a model of organizational behavior in the banking system with emphasis on competency and value creation models

the most important feature of today’s work environment is measuring the extent of competition in the labor market. therefore, organizations today are aware that the costs of managing their human resources must be accompanied by managing the effectiveness of human resources. that is if they can manage their manpower in such a way that they can use their power to serve the goals of the organization, then the rate of accidents, absences, error rates, and waste will be reduced and manpower will be provided with a proper spirit will provide quality services and as a result, the productivity and profitability of organizations will increase. therefore, organizational productivity is directly related to organizational behavior, and therefore, with analysis, a step around the dimensions of related issues and affecting the improvement of organizational behavior training, which at the same time has been neglected and often neglected by organizations. values will be removed to improve employee performance and increase the productivity of organizations. in the definition of organizational behavior, in simple terms, it should be said that in fact, organizational behavior examines how people interact within an organization. the simple definition of organizational behavior does not have the interpretation that it seems a simple matter and we can look at it with simplification. the fact is, since organizational behavior is supposed to examine human interaction, it happens to be very complex and sometimes impossible to analyze some behaviors. because people exhibit different behaviors in different places and different cultures, and accordingly, the organizational work environment in which a person is placed affects his organizational behavior. therefore, managers should pay special attention to people’s work environment. in another definition, organizational behavior is the study of human behavior in the field of organization, the confrontation of individual and organizational behavior, and finally the study of the organization itself, which includes factors that are studied in three general dimensions: individual, group, and organizational. organizational behavior is generally rooted in a behavioral approach to management, which includes the belief that special attention to employee needs will lead to greater satisfaction and productivity. contrary to the high emphasis on scientific management, the content of the behavioral approach emphasizes focus on it is on people.