واکاوی عوامل موثر بر طردشدگی در محیط کار ‏ در چارچوب مدل سه‌شاخگی

طردشدگی در محیط کار با مفهوم در انزوا نگاه داشتن کارکنان بطور تعمدی، تاثیر بسزایی بر کاهش ‏رضایت شغلی آنها دارد. هدف پژوهش، شناسایی عوامل موثر بر طردشدگی در محیط کار بر اساس مدل ‏سه‌شاخگی است. این مطالعه به ‌لحاظ هدف، کاربردی و بر اساس روش گردآوری داده‌ها، کیفی و شیوه ‏توصیفی بود. جامعه آماری کارکنان دادگستری استان قم در نظر گرفته شده است و نمونه پژوهش به روش ‏هدفمند انتخاب شد. ابزار پژوهش، مصاحبه و برای تجزیه و تحلیل داده‌ها، از تحلیل مضمون استفاده شد که ‏به شکل‌گیری ‏29 مضمون فرعی، 3 مضمون اصلی در قالب عوامل رفتاری، 2 مضمون اصلی در قالب عوامل ‏ساختاری و 2 مضمون اصلی در قالب عوامل زمینه‌ای منجر شد. برای رفع مشکل طردشدگی، ارتقاء ‏شایستگی‌های کارکنان، روابط بین فرد، همکاران و مدیران، فرایندها و عملیات سازمان، کارکردهای ‏مدیریت منابع انسانی، نوع نگاه مدیران به سرمایه انسانی و تقویت سرمایه اجتماعی بایستی مورد توجه قرار ‏گیرد.‏

exploring the factors affecting workplace ostracism in ‎the framework of the three-pronged model

workplace ostracism means keeping employees deliberately isolated. this study aimed to identify the factors affecting workplace ostracism based on the three-pronged model. this study was fundamental in terms of purpose and based on the data collection method, qualitative and descriptive methods. the statistical population of justice staff in qom province and the research sample were purposefully selected. research tools were interviews, and theme analysis was used to analyze the data. data analysis led to the formation of 29 sub-themes: 3 main themes in the form of behavioral factors, two main themes in the form of structural factors, and two main themes in the form of contextual factors. to solve the problem of ostracism, improving employees’ competencies, relationships between individuals, colleagues, and managers, processes and operations of the organization, human resource management functions, managers’ view of human capital, and strengthening social capital should be considered.introductionworkplace ostracism refers to the deliberate isolation of employees. this study aimed to identify the factors that affect workplace ostracism based on a three-pronged model. the research questions are:what are the structural factors of employee ostracism?what are the behavioral factors of employee ostracism?what are the underlying factors of employee ostracism?literature review ostracism (greek: ostracismos) was a democratic practice in athens where the government could expel any citizen from the city for ten years. although some behaviors aimed to provoke public anger against citizens, ostracism was often used preemptively and non-aggressively. this procedure was considered a tactic to neutralize the activities of an individual thought to be threatening to the government. however, in general, the term rejection is used for situations involving pushing back or social exclusion and is defined by terms such as misplacement, non-delivery, and being treated coldly (robinson et al., 2013). ostracism in organizational psychology is defined as when a person or group is excluded from actions that other members of the organization engage in, and is a socially desirable action. (gürlek, 2021). ostracism has been described as social death because when a person is ignored and excluded by another person or group, it is as if they are dead or do not exist for others (bauman, 1992).reviewing the research background within and outside the country reveals that there has not been a study on workplace ostracism using a three-pronged model with a qualitative method. methodologythis study was fundamental in its purpose and based on qualitative and descriptive data collection methods.