مطالعات منابع انسانی

مطالعات منابع انسانی

بررسی تجربۀ زیستۀ کارکنان در خصوص انتقال از محیط کار سنتی به محیط کار باز: مطالعۀ پدیدارشناسی

نوع مقاله : مقاله پژوهشی

نویسندگان
1 دانشیار، گروه مدیریت بازرگانی، دانشکدۀ اقتصاد، مدیریت و علوم اداری، دانشگاه سمنان، استان سمنان، ایران.
2 دانشجوی دکتری، گروه مدیریت منابع انسانی، دانشکده اقتصاد، مدیریت و علوم اداری، دانشگاه سمنان، استان سمنان، ایران.
3 دانشجوی دکتری، گروه مدیریت منابع انسانی، دانشکدۀ اقتصاد، مدیریت و علوم اداری، دانشگاه سمنان، استان سمنان، ایران.
10.22034/jhrs.2025.529436.2433
چکیده
زمینه و هدف: اخیراً به‏دلیل مزایای محیط کار باز، از این نوع چیدمان استقبال شده است؛ اما احساسات و برداشت‌هایی که کارکنان از قبل تا بعد از جابه‌جایی به محیط کار باز تجربه می‌کنند، چندان شناخته شده نیست. این پژوهش به بررسی تجارب زیسته کارکنان در خصوص جابهجایی از یک محیط کاری سنتی به باز می‌پردازد و به‏دنبال پاسخ این سؤال است که «تجربۀ زیسته کارکنان در خصوص انتقال از محیط ‌کار سنتی، به محیط‌ کار باز چیست و چگونه آن را معنا می‌کنند؟»
روش: روش پژوهش از نوع پدیدارشناسی تفسیری است. مشارکت‌کنندگان 14 نفر از کارکنان یک گروه معدنی در سطوح مختلف سازمانی بودند که به‌شکل قضاوتی انتخاب شدند. ابزار گردآوری داده‌ها، مصاحبۀ نیمه‌ساختاریافته و عمیق، یک سال پس از جابهجایی بوده است. برای تحلیل داده‌ها، از روش دیکلمن و نرم‌افزار مکس‌کیودا 24.4.1 استفاده شده است.
یافته‌ها: پس از چندین مرحله رفت‌وبرگشت به کدها و مضمون‌های اصلی و فرعی، 357 کد در 19 مضمون مشترک، در سه مرحله به‌دست آمد. 1. قبل از جابهجایی: آموزش و فرهنگ‏سازی در خصوص محیط کار جدید، برنامه‌ریزی و زمان‌بندی برای جابهجایی و پایش نظرهای کارکنان. 2. در حین جابهجایی: آماده‌سازی محیط کار جدید طبق برنامه. 3. پس از استقرار: ابهام و عدم امنیت شغلی، انگیزه و روحیه، تعاملات و شبکه‌های اجتماعی، تغییر ساختار سازمانی و ماهیت مشاغل، تغییر در محیط کار جدید، تفریح و استراحت، تمرکز در کار، تنش‌ها و تعارض‌ها، حریم خصوصی، سازگاری با محیط کار جدید، دل‏بستگی به محیط کار جدید، شرایط جغرافیایی محل کار جدید، شرایط فیزیکی محیط کار باز، عملکرد و کارایی، کار گروهی و مشارکت.
نتیجه‌گیری: تحلیل این مضمون‌ها نشان می‌دهد که رضایت کارکنان پس از استقرار، کاهش و احساس آن‏ها به محیط کار باز منفی است و کارکنان در طول این انتقال با چالش‌های درخور توجهی مواجهند. بیشترین مسائل گزارش شده، به شرایط فیزیکی، تمرکز در کار، تعاملات و شبکه‌های اجتماعی و حفظ حریم خصوصی مرتبط بوده است که هر چهار مسئله در مرحلۀ پس از استقرار قرار دارند.
کلیدواژه‌ها

عنوان مقاله English

Investigating Employees' Lived Experience Regarding the Transition from a Traditional to an Open Workplace: A Phenomenological Study

نویسندگان English

Alireza Moghaddam 1
Saeid Saeidpour 2
Hamid Khorsand Asiabar 3
1 Associate Prof., Department of Business Management, Faculty of Economics, Management and Administrative Sciences, University of Semnan, Semnan, Iran.
2 Ph.D. Candidate, Department of HR Management, Faculty of Economics, Management and Administrative Sciences, University of Semnan, Semnan, Iran.
3 Ph.D. Candidate, Department of HR Management, Faculty of Economics, Management and Administrative Sciences, University of Semnan, Semnan, Iran.
چکیده English

Background & Purpose: Recently, due to the benefits of open workplace, this type of layout has gained popularity. However, the perceptions and feelings employees experience before and after transition to an open workplace are not well-understood. This research investigates the lived experiences of employees regarding the transition from a traditional to an open workplace and Investigates the lived experiences of employees during the transition from a traditional to open workplace and seeks to answer this question: "What are the employees’ lived experiences during the transition from a traditional to open workplace, and how do they make sense of it?"
Methodology: The research employs an interpretive phenomenological approach. The participants consisted of 14 employees from a mining group, representing various organizational levels, who were selected using a purposive sampling method. Data were collected through in-depth, semi-structured interviews conducted one year after a relocation event. The Dickelman method and Maxqda 24.4.1 software were used to analyze the data.
Findings: After several iterative rounds of reviewing the codes and main and sub-themes, 357 codes were ultimately categorized into 19 common themes as three phases: before the transition—training and cultural preparation, scheduling for the transition, and monitoring employee feedback; during the transition—preparing the new workplace according to plan; and after the transition—ambiguity and job insecurity, motivation and morale, interactions and communications, changes in organizational structure and job nature, adjustments to the new workplace, leisure and rest, focus at work, tensions and conflicts, privacy, adaptation to the new workplace, attachment to the new workplace, geographical conditions, physical conditions, performance and efficiency, and teamwork and collaboration.
Conclusion: The study shows that employee satisfaction decreased after transition and their feelings towards the open workplace are negative and face significant challenges. The most frequently reported issues were related to the physical conditions, focus on work, Interactions and communications, and privacy.

کلیدواژه‌ها English

Open workplace
Traditional workplace
Phenomenology
Employees' lived experience
Transition phases
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دوره 15، شماره 3
پاییز 1404
صفحه 90-114

  • تاریخ دریافت 10 اردیبهشت 1404
  • تاریخ بازنگری 26 خرداد 1404
  • تاریخ پذیرش 12 شهریور 1404