تجزیه‌وتحلیل پدیده پس رفت شغلی کارکنان با رویکرد فراترکیب

پژوهش نامه مدیریت تحول

مقاله 3، دوره 13، پائیز و زمستان 1400 - شماره پیاپی 26، اسفند 1400، صفحه 39-64   

نوع مقاله: مقاله پژوهشی

شناسه دیجیتال (DOI): 10.22067/tmj.2021.31117.0

نویسندگان

مهدی علی پور¹؛ جبار باباشاهی^{* 2}؛ علی حمیدی زاده²؛ بقراط رشوند³

¹دکتری مدیریت منابع انسانی دانشگاه تهران

²استادیار دانشگاه تهران

³دکتری مدیریت دانشگاه آزاد اسلامی واحد رودهن

چکیده

 از مهم‌ترین جلوه‌های زندگی افراد در سازمان مسیر شغلی افراد است. در این مسیر می‌توان حالات مختلف روحی و جسمی و اجتماعی را برای کارکنان متصور شد؛ هریک از این حالات متأثر از انفعالات شغلی کارکنان است. یکی از انفعالات مهم که اغلب پژوهشگران منابع انسانی نیز در خصوص آن سکوت کرده‌اند پدیده پس­رفت شغلی است. از این رو هدف پژوهش حاضر تبیین علل و پیامدهای پس رفت شغلی کارکنان در نظر گرفته شد. در این راستای برای تحلیل داده ها از روش کیفی فراترکیب استفاده به عمل آمد و داده های حاصل از مستندات مکتوب شامل 32 مقاله مبنا واقع شد. یافته‌های حاصل از تحلیل داده ها نشان داد که مهم‌ترین عوامل ظهور پدیده پس رفت شغلی شامل عوامل فردی، سازمانی، ترکیبی فرد و سازمان و عوامل محیطی است که به شکل های مختلفی در سازمان، در قالب کاهش سلسله‌مراتب سازمانی، کاهش اقتدار سازمانی، تضعیف محتوای شغلی، خارج شدن از کارراهه شغلی و تضعیف جبران خدمات بروز می کند.

کلیدواژه‌ها

پس رفت شغلی؛ مدل پس رفت شغلی؛ جابجایی شغلی؛ تحرک شغلی

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