شناسایی و اولویت‌بندی مؤلفه‌های جبران خدمات و پاداش کارکنان و مدیران گمرک

پژوهش نامه مدیریت تحول

مقاله 9، دوره 12، بهار و تابستان 1399 - شماره پیاپی 23، شهریور 1399، صفحه 197-232   

نوع مقاله: مقالات

شناسه دیجیتال (DOI): 10.22067/tmj.2020.30647

نویسندگان

رضا بذرافشان¹؛ حبیب اله دعائی^{* 2}؛ ابراهیم حدادی¹؛ عالمه کیخا³؛ عبدالعلی کشته گر⁴

¹گروه مدیریت دولتی، واحد زاهدان، دانشگاه آزاداسلامی، زاهدان، ایران

²استاد گروه مدیریت دولتی، موسسه آموزش عالی غیر دولتی-غیر انتفاعی اسرار، مشهد، ایران

³استادیار دانشکده مدیریت و حسابداری، دانشگاه سیستان و بلوچستان، زاهدان، ایران

⁴دانشیار دانشکده مدیریت و حسابداری، دانشگاه سیستان و بلوچستان، زاهدان، ایران

چکیده

پژوهش حاضر با هدف شناسایی و اولویت‌بندی ابعاد جبران خدمات و پاداش کارکنان و مدیران گمرک جمهوری اسلامی ایران در منطقه جنوب شرق کشور انجام شده است. روش پژوهش متوالی- اکتشافی بود.  برای جمع‌آوری داده­ها در بخش کیفی از روش مطالعه و مصاحبه نیمه ساختاریافته و جهت تحلیل داده­ها از روش تحلیل محتوای کیفی و در بخش کمی از پرسشنامة­ محقق­ساخته استفاده شد. روش نمونه‌گیری در بخش کیفی از نوع هدفمند و تکنیک گلوله برفی و در بخش کمی تصادفی طبقه­ای بود. جامعة آماری در بخش کیفی 30 نفر از مدیران، معاونان، رؤسای اداره‌ها و کارشناسان اداری و مالی و در بخش کمی شامل کلیه کارکنان و مدیران گمرک­های منطقه جنوب شرق کشور هستند. نتایج حاصل از این پژوهش مدلی از جبران خدمات و پاداش کارکنان و مدیران گمرک بود که در دو دسته عوامل برون­سازمانی و عوامل درون­سازمانی طبقه‌بندی گردید، در مقوله عوامل برون­سازمانی مهم­ترین بعد به ترتیب عبارت از عوامل محیطی- اقتصادی، عوامل فرهنگی-اجتماعی و اسناد بالادستی است. در مقوله عوامل درون­سازمانی مهم‌ترین  ابعاد به ترتیب عبارت از عوامل غیر مالی-شغلی و عوامل غیرمالی-محیط شغلی، عوامل مالی-غیرمستقیم، عوامل سازمانی، عوامل مالی مستقیم، عوامل مربوط به شاغل (فردی) و چشم­انداز سازمان هستند. مهم­ترین گویه در مقوله عوامل برون­سازمانی، گویة تحریم­های پولی و مالی بوده است. مهم­ترین گویه در عوامل درون­سازمانی گویة  فوق­العاده بهره­وری  و پاداش انگیزشی بوده است.

کلیدواژه‌ها

جبران خدمات و پاداش کارکنان و مدیران؛ سیستم پاداش؛ گمرک ایران؛ آینده پژوهی

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