بررسی جامعه‌شناختی پایداری شغلی زنان در سطوح مدیریتی: یک رویکرد کیفی‌

مجتهدزاده, هدا; معمارزاده طهران, غلامرضا; امیرنژاد, قنبر; مکوندی, فؤاد; کرراهی مقدم, سیروس

doi:10.22055/jiops.2023.44574.1370

نوع مقاله : مقاله پژوهشی

نویسندگان

¹ دانشجوی دکتری مدیریت دولتی، واحد شوشتر، دانشگاه آزاد اسلامی، شوشتر، ایران

² دانشیار گروه مدیریت دولتی، واحد علوم و تحقیقات، دانشگاه آزاد اسلامی، تهران، ایران‌

³ دانشیار گروه مدیریت دولتی، واحد علوم و تحقیقات، دانشگاه آزاد اسلامی، تهران، ایران

⁴ استادیار گروه مدیریت دولتی، واحد شوشتر، دانشگاه آزاد اسلامی، شوشتر، ایران

⁵ استادیار گروه مدیریت دولتی، واحد مسجدسلیمان، دانشگاه آزاد اسلامی، مسجدسلیمان، ایران

https://doi.org/10.22055/jiops.2023.44574.1370

چکیده

زنان بعد از شکستن سقف شیشه‌ای و قرار گرفتن در موقعیت‌های رهبری با پدیده‌ای به‌نام صخره شیشه‌ای‌ مواجه می‌شوند که ناشی از تلاقی عوامل ساختاری و روان‌شناختی-اجتماعی بوده که یک مدیریت متزلزل و ناامن را برای آنان سبب میشود. هدف از این پژوهش شناسایی عوامل، مؤلفهها و شاخصهای پایداری شغلی زنان در سطوح مدیریتی و به‌ تبع آن ارائه یک الگوی مفهومی است. جامعه آماری پژوهش شامل کلیه افراد صاحب‌نظر در حوزه مدیریت و زنان بودند که با استفاده از روش نمونه‌گیری هدفمند و اطلاعات‌محور، تعداد 12 نفر از این افراد به‌‌عنوان مشارکت‌کننده انتخاب شدند. برای انجام این پژوهش علاوه بر مطالعه اسنادی و بررسی پیشینه پژوهش جهت شناسایی عوامل پایداری شغلی زنان در سطوح مدیریتی، از تکنیک دلفی فازی جهت پالایش عوامل و شاخص‌ها بهره گرفته شده است. نتایج حاکی از آن بود که عوامل؛ ارزیابی و نظارت بر عملکرد مدیران فارغ از جنسیت، برابری در توزیع پاداش‌ها و نتایج، دسترسی به منابع اطلاعاتی سازمان، تفویض قدرت به زنان، تعهد یکسان مردان و زنان نسبت ‌به خانواده و توانایی پاسخ به خواستههای شغلی به‌ترتیب از مهم‌ترین عوامل مؤثر بر پایداری شغلی زنان در سطوح مدیریتی هستند. مدل پایداری شغلی مدیران زن با 9 عامل و 27 شاخص در سه بعد ساختاری-سازمانی، رفتاری-روان‌شناختی و فرهنگی-اجتماعی طراحی گردیده و به‌عنوان مدلی پیشنهادی جهت پایداری شغلی زنان در سطوح مدیریتی ارائه شده است تا بدین‌وسیله سازمان‌ها بتوانند ضمن تحلیل وضعیت موجود، طرح‌ها و اقدامات لازم را جهت نظام‌سازی و حرکت مستمر در چهارچوب برابری جنسیتی، ساختار سازمانی متناسب با بهبود ارتباطات سازمانی، رشد توانمندی‌های فردی زنان و هم‌ترازسازی جنسیتی ارائه نمایند. نتایج این پژوهش نشان داد که پایداری شغلی مدیران زن از عوامل بهم‌تنیده‌ای تشکیل گردیده که به‌نظر می‌رسد کاهش تمرکز بر جنسیت می‌تواند یک ایدئولوژی سازگارانه در راستای پایداری شغلی زنان در سطوح مدیریتی باشد.

کلیدواژه‌ها

عنوان مقاله [English]

Sociological Investigation of Women's Job Tenure at Management Levels: A Qualitative Approach

نویسندگان [English]

Hoda Mojtahedzadeh ¹
Gholamreza Memarzadeh Tehran ²
Ghanbar Amirnejad ³
Foad Makvandi ⁴
Siroos Korahi Moghadam ⁵

¹ PhD Student, Department of Public Administration, Shoushtar Branch, Islamic Azad University, Shoushtar, Iran

² Associate Professor, Department of Public Administration, Science and Research Branch, Islamic Azad University, Tehran, Iran

³ Associate Professor, Department of Public Administration, Science and Research Branch, Islamic Azad University, Tehran, Iran

⁴ Assistant Professor, Department of Public Administration, Shoushtar Branch, Islamic Azad University, Shoushtar, Iran

⁵ Assistant Professor, Department of Public Administration, Masjedsoleiman Branch, Islamic Azad University, Masjedsoleiman, Iran

چکیده [English]

Introduction
After breaking the glass ceiling and being placed in leadership positions, women face a phenomenon called the glass cliff, which is caused by the intersection of structural and psychological-social factors. This phenomenon causes a shaky and insecure management for them. The aim of this research was to identify the factors, components and indicators of women's job tenure at managerial levels and accordingly to present a conceptual model.

Method
The statistical population of the research included all those who were experts in the field of management and women, and using targeted and information-oriented sampling method, 12 people were selected as participants. In this research, in order to identify the factors of women's job tenure in managerial levels, in addition to document study and research background, fuzzy Delphi technique has been used to refine the factors and indicators. The survey was conducted in three stages and the results of each stage were refined using triangular fuzzy formulas.

Results
The results showed that the most important factors of women's job tenure at managerial levels are: evaluating and monitoring the performance of managers regardless of gender, equality in the distribution of rewards and results, access to information resources of the organization, delegation of power to women, equal commitment of men and women. Relative to the family and the ability to respond to job demands. The career stability model of female managers was designed with 9 factors and 27 indicators in three structural-organizational, behavioral-psychological, and cultural-social dimensions, which is presented as a proposed model for women's career stability at managerial levels. In this way, while analyzing the current situation, organizations can present the necessary plans and measures for systematization and continuous movement within the framework of gender equality, organizational structure in order to improve organizational communication, the development of women's individual capabilities, and gender equality.

Discussion
In general, the results of this research showed that the job tenure of female managers is made up of interwoven factors, which seems that reducing the focus on gender can be a compatible ideology in line with the job tenure of women in management levels.

کلیدواژه‌ها [English]

job tenure
women
management
fuzzy Delphi

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مطالعات روانشناسی صنعتی و سازمانی

بررسی جامعه‌شناختی پایداری شغلی زنان در سطوح مدیریتی: یک رویکرد کیفی‌

مراجع

مراجع

Vetter, J. (2021). The glass Cliff–Women’s thrive to save poor performance and how to approach it in the workplace. Junior Management Science, 6(1), 39-59. https://doi.org/10.5282/jums/v6i1pp39-59

دوره 10، شماره 2
آذر 1402
صفحه 343-358

بررسی جامعه‌شناختی پایداری شغلی زنان در سطوح مدیریتی: یک رویکرد کیفی‌

مراجع

مراجع

Vetter, J. (2021). The glass Cliff–Women’s thrive to save poor performance and how to approach it in the workplace. Junior Management Science, 6(1), 39-59. https://doi.org/10.5282/jums/v6i1pp39-59

دوره 10، شماره 2آذر 1402صفحه 343-358

دوره 10، شماره 2
آذر 1402
صفحه 343-358