طراحی و تبیین الگوی پیامدهای دانشگاه به عنوان سازمان فضیلتی؛ مورد مطالعه: دانشگاه‌های دولتی وابسته به وزارت علوم، تحقیقات و فناوری استان یزد

نوع مقاله : مقاله پژوهشی

نویسندگان

1 استادیار، گروه مدیریت دولتی، دانشگاه پیام‌نور، تهران، ایران. دکتری تخصصی دانشگاه خوارزمی، تهران، ایران.

2 دانشیار، گروه مدیریت آموزشی، دانشگاه خوارزمی، تهران، ایران.

3 استاد، گروه مدیریت آموزشی، دانشگاه خوارزمی، تهران، ایران.

چکیده

مقدمه و هدف: فضیلت سازمانی از جمله مفاهیم جدید سازمانی است که از روان­شناسی مثبت­نگر گرفته شده است. مطالعه در این حوزه در برگیرنده رفتارهای برجسته در سازمان است که خود منجر به پیامدهای مثبت می­شود. پژوهش حاضر با هدف طراحی و تبیین پیامدهای سازمان فضیلتی در دانشگاه­های دولتی استان یزد انجام شده است.
روش شناسی پژوهش: در این مطالعه ابتدا از روش پژوهش کیفی گروه کانونی و مصاحبه­های نیمه­ساختار یافته با هشت نفر از اعضای هیئت علمی دانشگاه­های دولتی استان یزد، سپس با تحلیل و کدگذاری داده­های به دست آمده از مصاحبه­ و ادبیات با روش تحلیل مضمون، مدل مفهومی پژوهش تدوین شد. سپس در بخش کمی پژوهش، مدل مفهومی با پرسشنامه محقق ساخته در نمونه 285 نفر از کارکنان دانشگاه­های دولتی استان یزد با روش مدل­یابی معادلات ساختاری آزمون شد. روایی محتوا، واگرا، همگرا و همچنین پایایی ترکیبی و ضریب آلفای کرونباخ این پرسشنامه مناسب بود.
 یافته­ ها: در مدل به دست آمده از پژوهش کیفی، پیامدهای دانشگاه فضیلتی، شامل «خودبرانگیختگی سازمانی»، «رفتار شهروندی سازمانی»، «هویت سازمانی»، «بهزیستی معنوی»، «شجاعت اخلاق حرفه­ای»، «شادی سازمانی»، «سلامت سازمانی»، «عملکرد سازمانی» و «سرمایه اجتماعی» و هم چنین تاثیر برخی از پیامدها بر روی یکدیگر شناسایی شد. همچنین نتایج بخش کمی، نشان ­داد تمام پیامدها دارای بار عاملی مناسب بوده و مدل تایید شد و در این مدل پیامدهای شادی سازمانی، شجاعت اخلاق حرفه­ای و بهزیستی معنوی دارای ضریب مسیر بیشتری بودند، لذا سازمان فضیلتی بیشترین تأثیر را بر آن­ها دارد.
بحث و نتیجه ­گیری: با توجه به اینکه مزایا و پیامدهای فضیلت سازمانی، در کوتاه مدت آشکار نمی­شود؛ بنابراین مدیران و کارکنان دانشگاه باید بدانند که با نهادینه کردن رفتارهای فضیلتی در دانشگاه، افزایش کیفیت خدمات و مزیت رقابتی در بلندمدت برای دانشگاه حاصل می­شود.

کلیدواژه‌ها

عنوان مقاله [English]

Designing and Explaining of Pattern for consequents of university as Virtuous Organization; case of study: state universities of the Ministry of Science, Research and Technology in Yazd Province

نویسندگان [English]

  • Marziyeh Dehghanizadeh 1
  • Hassanreza Zeinabadi 2
  • Hamidreza Arasteh 3
  • Abdolrahim Navehebrahim 3
1 Assistant professor, Department of Public Management, Payame Noor University, Tehran, Iran. Ph.D. of khrazmi University, Tehran, Iran.
2 Associate Professor, Department of Educational Administration, Khrazmi University, Tehran, Iran.
3 Full Professor, Department of Educational Administration, Khrazmi University, Tehran, Iran.
چکیده [English]

Introduction: Organizational virtue is one of the new concepts of an organization that is based on positive psychology. The study in this area encompasses prominent behaviors in the organization, which lead to positive outcomes. The purpose of this study was to design and explain pattern for consequents of virtuous organization at public universities in Yazd province.
research methodology: The research methodology was based on "exploratory mixed research" method. At First phase, the qualitative research method of "focus group" was applied by using semi-structured interviews with 8 member of faculty members of Yazd state universities, and then analyzing and coding the data obtained from the interview and literature the method of thematic analysis was executed, then the conceptual model of research was developed. Then in quantitative research section, conceptual model with a researcher-made questionnaire was distributed to the sample of 285 employees of public universities in Yazd province, was tested with structural equation model. Content validity, divergent, convergent, and also composite reliability and Cronbach's alpha coefficient of this questionnaire were appropriate.
Findings: In the model which was obtained from qualitative research, the consequences of the virtuous University, was "organizational spontaneity", "organizational citizenship behavior", "organizational identity", "spiritual well-being", "professional moral courage", "organizational happiness", "organizational health", "organizational performance", and "Social Capital" and also the impact of some consequences on each other were identified. The results of quantitative showed that  all consequences had a suitable factor load and the model was confirmed.
 Conclusion: benefits and consequences of organizational virtue are not apparent in the short term; Therefore, university manager and staff  should  know that by institutionalizing virtuous behaviors in the university, the quality of services and competitive advantage would be increased in long term for the university.
 

کلیدواژه‌ها [English]

  • Virtue
  • Virtuous organization
  • Focus group
  • Mixed approach
  • University

مراجع

  1. Abadi koshki, S., Zinabad, H.R., Naveh Ebrahim, A. (2017). Investigating the role of organizational virtuousness in organizational citizenship behavior teachers: The findings of a quantitative study in secondary schools of Karaj city. Journal of New Approaches in Educational Administration, 8(29), 195-208. [in Persian]
  2. Abazarian Tehrani, M., Habibi, A., and Habibi, M. (2020). Investigating the impact of organizational identity on organizational and customer performance in the insurance industry (Case study: Saman Insurance Company). Journal of New Research Approaches in Management and Accounting, 4(28),94-115. [in Persian]
  3. Abedi Jafari H., Taslimi M.S, Faghihi A., &Sheikhzadeh M. (2011). Thematic analysis and network of themes. A simple and effective way to explain the existing patterns in qualitative data. Strategic Management Thought, 5(2): 151-198. [in Persian]
  4. Acquaah, M. (2007). Managerial social capital, strategic orientation, and organizational performance in an emerging economy. Strategic management journal, 28(12), 1235-1255.
  5. Afrasiabi, R., and khazaei, M. (2019). The study of the effect of Denison organizational culture on organizational performance by Mediating organizational citizenship behavior (case study: employees of Saderat bank in Mashhad). Journal of New Research Approaches in Management and Accounting, 3(13), 345.366. [in Persian]
  6. Alipour K., Alavi A. S., and Shabani M. J. (2016). Investigating the relationship between organizational health and organizational performance among employees of the Dispute Resolution Council of Mazandaran city centers. 4th International Conference on Modern Research in Management, Economics and Accounting. [in Persian]
  7. Andersson, L. M., Giacalone, R. A., & Jurkiewicz, C. L. (2007). On the relationship of hope and gratitude to corporate social responsibility. Journal of Business Ethics, 70(4), 401-409.
  8. Ariani, D. W. (2012). The relationship between social capital, organizational citizenship behaviors, and individual performance: An empirical study from banking industry in Indonesia. Journal of Management Research, 4(2), 226-241.
  9. Aryankhesal, A., Hasani, M., Niknam, N., Safari, M., Ranaei, A., and Kalteh, E. A. (2020). Staff perspectives on the relationship between knowledge management and social capital with organizational health in selected educational hospitals in Tehran. Journal of Education and Health Promotion, 9.
  10. Bagheri, M.A. (2016). The study of relation of happiness and performance of employees at Shahrood medical sciences university. Journal of Knowledge & Health, 11(2), 54-59. [in Persian]
  11. Barclay, L. A., Markel, K. S., & Yugo, J. E. (2012). Virtue theory and organizations: considering persons with disabilities. Journal of Managerial Psychology, 27(4), 330-346.
  12. Baumeister, R. F., & Juola Exline, J. (1999). Virtue, personality, and social relations: Self control as the moral muscle. Journal of personality, 67(6), 1165-1194.
  13. Baumeister, R. F., & Exline, J. J. (2000). Self-control, morality, and human strength. Journal of Social and Clinical Psychology, 19(1), 29-42.‏
  14. Bazargan A. (2012). An introduction to qualitative and mixed methods research (approaches in the behavioral sciences). Tehran: Didar Publications. [in Persian]
  15. Behzadi E., Naami A., & Bashlideh K. (2013). Investigating the Relationship between Organizational Virtue and Organizational citizenshi Behavior, Organizational Loyalty, and Spiritual Well-Being in Karoon Oil and Gas Company Employees. Journal of Psychological Achievements (Educational Sciences and Psychology), 20 (2), 233-256. [in Persian]
  16. Behzadi E., Naami A., & Bashlideh K. (2015). Relation Being conscientious, ethical atmosphere, and ethical leadership with organizational virtue. Journal of Ethics in Science and Technology, 10(1): 63-73. [in Persian]
  17. Behyarfar,R., Nabizadeh,A. & Behyarfae,M. (2016). The Relationship between Empowerment and Organizational Virtue and Organizational Citizenship Behavior in the Employees of Gachsaran Social Security Organization, Journal of Administrative Management, Education and Training, 12 (5) , 164-175.
  18. Boehm, S. A., Dwertmann, D. J., Bruch, H., and Shamir, B. (2015). The missing link? Investigating organizational identity strength and transformational leadership climate as mechanisms that connect CEO charisma with firm performance. The Leadership Quarterly, 26(2), 156-171.
  19. Cameron, K.(2003). "Organizational Virtuousness and Performance", Chapter 4 in Positive Organizational Scholarship. Cameron, K.S., Dutton, J.E., and Quinn, R.E. (ed),San rancisco: Berrett-Koehler, 48-65.
  20. Cameron, K., Bright, D., & Caza, A.(2004). Exploring the relationships between organizational virtuousness and performance. American Behavioral Scientist, 47(6), 766-790.
  21. Cameron, K. (2011). Responsible leadership as virtuous leadership. In Responsible Leadership , Springer, Dordrecht, Journal of Business Ethics, 98: 25-35.
  22. Cameron, K., & Caza, A. (2002). Organizational and leadership virtues and the role of forgiveness. Journal of Leadership & Organizational Studies, 9(1), 33-48.‏
  23. Cameron, K. S., & Caza, A. (2013). Virtuousness as a source of happiness in organizations. In Oxford Handbook of Happiness.‏
  24. Cameron, K., Dutton, J., & Quinn, R. (2003). Positive Organizational Scholarship: Foundations of a new discipline. Berrett-Koehler Publishers.
  25. Cameron, K., Mora, C., Leutscher, T., & Calarco, M. (2011). Effects of positive practices on organizational effectiveness. The Journal of Applied Behavioral Science, 47(3), 266-308.
  26. Cameron, K. & Winn, B. (2012). “Virtuousness in organizations”, in Cameron, K.S. and Spreitzer, G.M. (Eds), The Oxford Handbook of Positive Organizational Scholarship, Oxford University Press, New York, NY, pp. 231-243.
  27. Chow, I. H. S. (2009). The relationship between social capital, organizational citizenship behavior, and performance outcomes: an empirical study from China. SAM Advanced Management Journal, 74(3), 44-53.
  28. Chun, R. (2009). A corporate's responsibility to employees during a merger: organizational virtue and employee loyalty. Corporate Governance: The international journal of business in society, 9(4), 473-483.‏
  29. Cooper, T. L. (1987). Hierarchy, virtue, and the practice of public administration: A perspective for normative ethics. Public Administration Review, 320-328.
  30. David, S. A., Boniwell, I., & Ayers, A. C. (Eds.). (2014). The Oxford handbook of happiness. Oxford University Press.‏
  31. De Araújo, M. S. G., & Lopes, P. M. P. R. (2014). Virtuous leadership, organizational commitment and individual performance. Tékhne, 12, 3-10.‏

32.Emmons, R., Cameron, K. S., Dutton, J. E., & Quinn, R. E. (2003). Positive organizational scholarship. San Francisco: Berrett-Koeheler Publishers, 81-93.

  1. Fazel, A., Kamalian, A. R., & Rowshan, S. A. (2018). Identification of Effective Dimensions and Components on Academic Human Resources Empowerment, Emphasizing the Third and Fourth Generation of Universities With Fuzzy Delphi Approach: Presenting a Conceptual Model. Education Strategies in Medical Sciences, 10 (6), 455-468. (in Persian)
  2. Friedman, H. H., & Friedman, L. W.(2009). How Virtuous Is your Firms? A checklist, Electronic. Journal of Business Ethics and Organization Studies, vol 14, No. 1,PP.14-20.
  3. Friedman HH, Friedman LW, Kass F.(2008). Ethical imperatives of CEOS: Creating the virtuous corporation. Journal of Business Systems, Governance and Ethics, 4(3):31-41.
  4. Gavin, J. H., & Mason, R. O. (2004). The Virtuous Organization:: The Value of Happiness in the Workplace. Organizational dynamics, 33(4), 379-392.‏
  5. Ghasemzadeh, A., Maleki, S., and Brooki Milan, Sh. (2014). Mediating role of organizational identification in the relationship between professional ethics, organizational citizenship behavior, and job deviation behavior. Iranian Journal of Medical Ethics and History of Medicine, 7 (4), 66-79. [in Persian]
  6. Gotsis, G., & Grimani, K. (2015). Virtue theory and organizational behavior: an integrative framework. Journal of Management Development, 34(10), 1288-1309.‏
  7. Grant, A. M., Christianson, M. K., & Price, R. H. (2007). Happiness, health, or relationships? Managerial practices and employee well-being tradeoffs. Academy of management perspectives, 21(3), 51-63.‏
  8. Hassanzadeh Samarin, T., & Sefidkar, S. (2014). Investigating the Relationship between organizational Virtue and Organizational Citizenship Behavior. Quarterly Journal of Management Studies (Improvement and Evolution), 23 (76), 141-155. [in Persian]
  9. Hirschi, A. (2011). Effects of orientations to happiness on vocational identity achievement. The Career Development Quarterly, 59(4), 367-378.
  10. Holloway, I., & Wheeler, S. (2010). Interviewing. Qualitative research in nursing and healthcare. 3rd ed. West Sussex: Wiley-Blackwell Publishing, 87-106.
  11. Hosseini M.(2015). Introduction of the Focus Group method and its application in researchs. 2 Ed, Tehran: Qashqaii Publications. [in Persian]
  12. Huang, L. C., Gao, M., and Hsu, P. F. (2019). A Study on the Correlation among Human Resource Flexibility Strategy, Organizational Citizenship Behavior, and Organizational Performance in Ecotourism Industry. Ekoloji, 28 (107), 379-383.
  13. Hui-Hua, Z., & Schutte, N. S. (2015). Personality, emotional intelligence and other-rated task performance. Personality and Individual Differences, 87, 298-301.
  14. Ip, P. K. (2002). The Weizhi group of Xian: A Chinese virtuous corporation. Journal of Business Ethics, 35(1), 15-26.‏
  15. Jalali, S. F. ( 2019). Lecture at the First Regional Conference on Moral Ethics at Babol University of Medical Sciences. https://www.farsnews.ir/mazandaran/news. [in Persian]
  16. Kangas, M., Muotka, J., Huhtala, M., Mäkikangas, A., & Feldt, T. (2017). Is the ethical culture of the organization associated with sickness absence? A multilevel analysis in a public sector organization. Journal of business ethics, 140(1), 131-145.‏
  17. khoshoei, M. a. (2014). The Role of Organizational Virtue and Organizational Citizenship Behavior in Professional Ethical Courage. Management & Development Process, 27 (2), 234-245. [in Persian]
  18. Khosravi, P., Choobin, M., and Haji Esfandiari, A. (2019). The relationship between social capital and social health and organizational health of personnel working in a military hospital. Journal of Marine Medicine, 1(2), 110-117. [in Persian]
  19. Kotler, P., & Lee, N. ( 2008). Corporate social responsibility: Doing the most good for your company and cause. John Wiley & Sons, New York.
  20. Krueger R.A, & Casey M.A. (2000). Focus groups: A practical guide for applied research. Sage publications.
  21. Kvale s.(1996). InterViews: Introduction to qualitative research. sage publications, united states of America.
  22. Lampman, J.(2005). Trend -Watcher Sees moral transformation Of capitalism, Christian Science Monitor,13.
  23. Lawler E E.( 2004). Leading a virtuous–spiral organization. Journal of Leader to leader; 32: 36-40.
  24. Manz Ch.C, Cameron K.S, Manz K.P, Marx R.D , & Neal J.(2008). The Virtuous Organization: Insights from Some of the World Leading Management Thinkers. World Scientific Publishing Company, 1-320.
  25. Myers, D. G. (2000). The funds, friends, and faith of happy people. American psychologist, 55(1), 56.
  26. Nemati M. A, & Mohseni H.S. (2010). Ethics in Higher Education; Components, Requirements and Strategies. Journal of bulletin,63: 9-46. [in Persian]
  27. Nikandrou, I. & Tsachouridi, I. (2015a). “Towards a better understanding of the ‘buffering effects’ of organizational virtuousness’ perceptions on employee outcomes”, Management Decision, 53 (8), 1823-1842.
  28. Nikzad, A. ( 2019). oriented ethic should not be sacrificed to academicism in universities. http://www.mubabol.ac.ir/post/?id=22666. [in Persian]
  29. Nuryanto, U. W., Mz, M. D., Sutawidjaya, A. H., and Saluy, A. B. (2020). The Impact of Social Capital and Organizational Culture on Improving Organizational Performance. International Review of Management and Marketing, 10(3), 93-100.
  30. O'Mara-Shimek, M., Guillén, M., & Bañón Gomis, A. J. (2015). Approaching virtuousness through organizational ethical quality: toward a moral corporate social responsibility. Business Ethics: A European Review, 24, S144-S155.‏
  31. Purnama, C. (2013). Influence analysis of organizational culture, organizational commitment, job satisfaction and organizational citizenship behavior (OCB) toward improved organizational performance. International journal of business, humanities and technology, 3(5), 86-100.
  32. Rai, G. S. (2015). Organizational Justice and Quality of Working Life: A Road That Leads to a Virtuous Organization. Journal of Social Service Research, 41(2), 269-294.‏
  33. Rego, A., Ribeiro, N., & Cunha, M. P. (2010). Perceptions of organizational virtuousness and happiness as predictors of organizational citizenship behaviors. Journal of Business Ethics, 93(2), 215-235.‏
  34. Rego, A., Ribeiro, N., Cunha, P.M.E., & Jesuino, J.C. (2011). How happiness mediates the organizational virtuousness and affective commitment relationship. Journal of Business Research, 64 (5), 524- 532.
  35. Rego, A., Ribeiro, N., Cunha, M. P., & Jesuíno, J. C. (2009). How happiness mediates the relationship between the perceptions of organizational virtuousness and affective commitment. In International Conference on Business and Information, Kuala Lumpur, Malaysia.
  36. Rego, A., Ribeiro, N., & Cunha, M. P.(2010). Perceptions of organizational virtuousness and happiness as predictors of organizational citizenship behaviors. Journal of Business Ethics,93(2), 215-235.
  37. Rego, A., Ribeiro, N., Cunha, P.M.E., & Jesuino, J.C. (2011). How happiness mediates the organizational virtuousness and affective commitment relationship. Journal of Business Research, 64 (5), 524- 532.
  38. Ribeiro, N., & Rego, A. (2009). Does perceived organizational virtuousness explain organizational citizenship behaviors. International Journal of Social and Human Sciences, 3, 736-743.‏
  39. Riivari, E., & Lämsä, A. M. (2017). Organizational ethical virtues of innovativeness. Journal of Business Ethics, 1-18.‏
  40. Ryff, C. D., & Singer, B. (1998). The contours of positive human health. Psychological inquiry, 9(1), 1-28.
  41. Sarmad, Z., Bazargan, A., & Hejazi E.(2013). Research methods in behavioural sciences. Teharn: Agah Publication. [in Persian]
  42. Searle, T. P., & Barbuto Jr, J. E. (2011). Servant leadership, hope, and organizational virtuousness: A framework exploring positive micro and macro behaviors and performance impact. Journal of Leadership & Organizational Studies, 18(1), 107-117.‏
  43. Seligman, M.E.P., Steen T.A., Park ,N., & Peterson, C.(2005). Positive psychology progress: empirical validation of interventions. American Psychologist, 60(5),410-421.
  44. Shojaei, P., Bagheri, M., Kiani, M., and Mohit Ghiri, Z. (2020). Investigating the Moderator Role of Social Capital in Knowledge Management and Organizational Performance Relationship. Human Resource Management in The Oil Industry, 11(42), 127-154. [in Persian]
  45. Singh, S., David, R., & Mikkilineni, S. (2018). Organizational Virtuousness and Work Engagement: Mediating Role of Happiness in India. Advances in Developing Human Resources, 20(1), 88-102.
  46. Smith, E. B. (2011). Identities as lenses: How organizational identity affects audiences' evaluation of organizational performance. Administrative Science Quarterly, 56(1), 61-94.
  47. soltani pereshkafti,N., Jafari,P., Naderi Ghorchian, N.GH., & Bagheri, M. (2019). The model for the development of faculty members of Payame Noor University based on informal learning using the foundation data theory,(Payame Noor University of Hormozgan). Journal of New Approaches in Educational Administration, 10(40), 312-342. [in Persian]
  48. Tsachouridi, I., & Nikandrou, I. (2016). Organizational virtuousness and spontaneity: a social identity view. Personnel Review, 45(6), 1302-1322.‏
  49. Tsachouridi, I., & Nikandrou, I. (2019). The Role of Prosocial Motives and Social Exchange in Mediating the Relationship Between Organizational Virtuousness’ Perceptions and Employee Outcomes. Journal of Business Ethics, 1-17.
  50. Ugwu, F.o. (2012). "Are Good Morals Often Reciprocated? Perception of Organizational Virtuousness and Optimism as Predictors of Work Engagement". work, 1(3), 188-198.
  51. Xia,l., & Weizheng,ch. (2010). the Concept and Realization of Organizational Virtuousness. Orient Academic Forum. 249-252.
  52. Zarea, H. (2012). Organizational citizenship behaviors and their relationship to social capital in public organizations of Qom province. Iranian Journal of Management Studies, 5(1), 79-96.
  53. Zeng, X. (2018). Development of Framework Linking Organizational Virtuousness and Pro-Social Rule Breaking: From the Perspective of Social Information Processing. Open Journal of Social Sciences,6(6), 80-89.
  54. Zuti, B., & Lukovics, M. (2015). „Fourth Generation” Universities and Regional Development (No. 28, pp. 14-31). Stünings Medien.
دوماهنامه علمی - پژوهشی رهیافتی نو در مدیریت آموزشی
دوره 12، شماره 2 - شماره پیاپی 48
خرداد و تیر 1400
صفحه 54-75

فایل ها

سابقه مقاله

  • تاریخ دریافت: 04 فروردین 1399
  • تاریخ بازنگری: 09 تیر 1399
  • تاریخ پذیرش: 13 مرداد 1400

هم رسانی

ارجاع به این مقاله

آمار