مطالعات منابع انسانی

مطالعات منابع انسانی

توسعه مدل مدیریت فرسودگی شغلی کارکنان با استفاده از رویکرد فراترکیب

نوع مقاله : مقاله پژوهشی

نویسندگان
1 استاد، گروه استراتژی و سیاست گذاری کسب و کار، دانشکدگان مدیریت، دانشکده مدیریت کسب و کار، دانشگاه تهران، تهران، ایران
2 دانشجوی کارشناسی ارشد، گروه خط‌مشی‌گذاری و اداره امور عمومی، دانشکده مدیریت دولتی و علوم سازمانی، دانشکدگان مدیریت، دانشگاه تهران، تهران، ایران.
10.22034/jhrs.2024.195964
چکیده
زمینه و هدف: در محیط هر سازمانی، نیروهای انسـانی در معرض فشارهای عصبی و روانی مختلفـی قرار می‌گیرند که بر عملکـرد افراد و سازمان تأثیرهای منفی زیادی می‌گذارند. فرسودگی شغلی از جمله خطـرهای شغلی است که در سـال‌های اخـیر در کانون توجـه قرار گرفته است. هدف از اجرای این پژوهش، شناسایی عوامل مؤثر بر مدیریت فرسودگی شغلی کارکنان است تا بر اساس آن، مدلی برای مدیریت فرسودگی شغلی کارکنان ترسیم شود. آگاهی بخشیـدن به سازمان‌ها و مدیران، درباره اهمیت فرسودگی شغلی و تأثیرهای آن بر عملکرد و سلامت کارکنان، هدف دیگر این پژوهش است.
روش: پژوهش حاضر از نوع کیفی، توسعه‌ای، تفسیری و استقرایی است که با رویکرد فراترکیب و روش تحلیل تم کیفی اجرا شده است. بر اساس روش یادشده، در گام نخست با جست‎وجوی فراگیر منابع، ۱۹۰ مقاله از پایگاه‌های اطلاعاتی مانند گوگل اسکولار، اسکوپوس، اسپرینگر، امرالد و جی‌استور یافت شد که در پالایشی ۴ مرحله‌ای، ۴۵ مقاله بسیار مرتبط با روش تحقیق کیفی از آن‌ها انتخاب و مفاهیم از داخل مقاله‌ها استخراج شد. پس از بازخوانی مفاهیم، عوامل از درون آن‌ها استخراج شدند و در قالب ۵ تم اصلی و ۱۸ تم فرعی قرار گرفتند و بدین ترتیب، مدل نهایی به‌دست آمد.
یافته‌ها: بر اساس یافته‌ها، ﻣﺪل ﺟﺎﻣﻊ ﻣﺪﻳﺮﻳﺖ فرسودگی شغلی با استفاده از روش کیفی فراترکیب، ﺑﺮ ﭘﺎﻳﻪ پنج بُعد به‌دست آمد: ۱. مداخله‌های مدیریت استرس؛ ۲. کارکنان به‌عنوان مبتکران فعال خود؛ ۳. تشویق و پرورش حمایت اجتماعی؛ ۴. مشارکت کارکنان در تصمیم‌گیری؛ ۵. اجرای مدیریت عملکرد با کیفیت عالی.
نتیجه‌گیری: خروجی این پژوهش، توسعه مدلی در حوزه مدیریت فرسودگی شغلی است. فرسودگی شغلی بر کیفیت زندگی کارکنان، بدون توجه به رشتۀ دانش آن‌ها تأثیر منفی می‌گذارد. با به‌کارگیری عواملی که در پژوهش ارائه شده است، می‌توان فرسودگی شغلی کارکنان را مدیریت کرد.
کلیدواژه‌ها

عنوان مقاله English

Development of Employee Burnout Management Model Using a Meta Synthesis Approach

نویسندگان English

Rahmatollah Gholipoor Sooteh 1
Mysam Karimi 2
1 Professor, Department of Business Strategy and Policy, College of Management, Faculty of Business Management, University of Tehran, Tehran, Iran.
2 MSc. Student, Department of Public Policy and Public Administration, Faculty of Public Administration & Organizational Sciences, College of Management, University of Tehran, Tehran, Iran.
چکیده English

Background & Purpose: Within the environment of an organization, human resources are exposed to various nervous and psychological pressures, which have many negative effects on the performance of individuals and organizations. Job burnout is one of the occupational hazards that has received attention in recent years. The ultimate goal of this research is to identify the factors affecting the management of employee burnout, and finally to develop the model of employee burnout management, and inform organizations and managers about the importance of burnout and its effects on the performance and health of employees.
Methodology: The current research is qualitative, developmental, interpretive, and inductive, which was carried out using a Meta-Synthesis approach and qualitative theme analysis method. Thus, in the first step, 190 articles from databases such as Google Scholar, Scopus, Springer, Emerald, and JStore were reviewed by a comprehensive search of sources, and 45 articles related to the qualitative research method were selected in a 4-step refinement. Concepts were extracted from the articles, and by rereading the concepts, factors were extracted from them. Finally, five main themes and 18 sub-themes were extracted, and the final model was compiled.
Findings: The results revealed a comprehensive burnout management model using the qualitative meta synthesis method based on five dimensions including stress management interventions, employees as their active innovators, encouraging and nurturing social support, employee participation in decision-making, and implementing high-quality performance management.
Conclusion: A model in the field of burnout management was presented in this study. Job burnout negatively affects the quality of life of employees regardless of their field of knowledge. Definitely, by using the factors presented in the research, employee burnout can be managed.

کلیدواژه‌ها English

Job burnout
Employees
Model development
Meta Synthesis
Theme analysis
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دوره 14، شماره 1
بهار 1403
صفحه 85-115

  • تاریخ دریافت 28 آبان 1402
  • تاریخ بازنگری 04 اسفند 1402
  • تاریخ پذیرش 26 اسفند 1402