چکیده:
مشاغل شالوده طراحی سازمان محسوب شده و ابعاد شغل، نقش مهمی در تئوری سازمان بازی میکنند. خصوصا ابعاد شغل سازه مهمی در تعیین انگیزش، رضایت شغلی، تعهد سازمانی، اثربخشی و خلاقیت در سازمانها است. پژوهش حاضر با هدف تعیین وضعیت و اولویت ابعاد شغل در انواع سازمانها ومشاغل، انجام شده است. برای نیل به این هدف، 44 تحقیق که در فاصله دهه 1970 تا دهه 2010 انجام شدهاند، مورد بررسی و تحلیل قرار گرفته است. نتایج فراتحلیلنشان میدهد که پژوهش درباره ابعاد پنجگانه شغل در سازمانهای دولتی نسبت به سازمانهای خصوصی، سازمانهای خدماتی نسبت به سازمانهای تولیدی، سازمانهای آموزشی نسبت به سیستمهای بانکی و بیمه، مشاغل مدیران نسبت به مشاغل مرئوسین، مورد تاکید بیشتری بودهاند. در بین ابعاد پنجگانه شغل، اهمیت شغلی از بالاترین سطح و آزادی شغلی از کمترین سطح تحلیل برخوردار بودهاند. از نظر تاریخی آزادی شغلی در سازمانها رو به کاهش نهاده است و تنها بعدی است که در بعضی از مشاغل مقیاس آن کمتر از متوسط بوده است. حال آن که آزادی شغلی نقشی کلیدی در شکلگیری توان انگیزشی شغل و سایر خروجیهای شغل نظیر خلاقیت و رضایت دارد. براین اساس، پیشنهاد شد تا سازمانها از نتایج تحقیق در برنامهریزی و اولویتبندی مشاغل و ابعاد پنجگانه برای طراحی و بازطراحی مشاغل، در راستای افزایش توانایی انگیزشی مشاغل و سایر خروجیهای شغل، استفاده کنند.
Jobs are the foundation of organizational design and job dimensions play an important role in organizational theory. In particular, job dimensions are an important construct in determining motivation, job satisfaction, organizational commitment, effectiveness and creativity in organizations. The aim of this study was to determine the status and priority of job dimensions in various organizations and occupations. To achieve this goal, 44 studies conducted between the 1970s and 2010s have been reviewed and analyzed. The results of the meta-analysis show that research on the five dimensions of jobs in government organizations has been emphasized more than private organizations, service organizations compared to manufacturing organizations, educational organizations compared to banking and insurance systems, managers' jobs compared to subordinate jobs. Among the five dimensions of job, job importance had the highest level and job freedom had the lowest level of analysis. Historically, job freedom in organizations has been declining and is the only dimension that has been below average in some occupations. Job freedom, on the other hand, plays a key role in shaping job motivation and other job outcomes such as creativity and satisfaction. Accordingly, it was suggested that organizations use the results of research in business planning and prioritization and the five dimensions to design and redesign jobs, in order to increase the motivational ability of jobs and other job outputs.
خلاصه ماشینی:
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