مطالعات روانشناسی صنعتی و سازمانی
همکاری با انجمن روان‌شناسی صنعتی و سازمانی ایران

تبیین مدل عوامل ساختاری بی‌تفاوتی سازمانی در سازمان‌های ورزشی

نوع مقاله : مقاله پژوهشی

نویسندگان

نجمه طاهری 1
آتوسا قاسمی نژاددهکردی 2
مسعود نادریان جهرمی 3
الهام مرادی 4

1 دانشجوی دکتری گروه تربیت بدنی و علوم ورزشی، واحد شوشتر، دانشگاه آزاد اسلامی، شوشتر، ایران

2 استادیار، گروه تربیت بدنی، واحد اهواز، دانشگاه آزاد اسلامی، اهواز، ایران

3 دانشیار، گروه رفتار حرکتی و مدیریت ورزشی، دانشکده علوم ورزشی، دانشگاه اصفهان، اصفهان، ایران

4 استادیار، گروه تربیت بدنی، واحد ایذه، دانشگاه آزاد اسلامی، ایذه، ایران

https://doi.org/10.22055/jiops.2025.48605.1459
چکیده
هدف از انجام این پژوهش تبیین مدل عوامل ساختاری بی‌تفاوتی سازمانی در سازمان­های ورزشی بود. این پژوهش از نظر هدف، اکتشافی و کاربردی بود و جمع­آوری داده­ها به صورت مصاحبه نیمه­ساختاریافته انجام شد. شاخص انتخاب نمونه آگاهی و تجربه بود و ملاک حجم نمونه اشباع نظری بود که در نهایت با 12 مصاحبه اشباع نظری حاصل شد. در بخش کمی مدل­سازی ساختاری-تفسیری با نرم‌افزار میک مک و با 8 نفر از افراد خبره مسلط به امور سازمان­های ورزشی انجام شد. نتایح مصاحبه در نهایت منجر به ایجاد 52 کد باز و 5 کد محوری شد که در قالب عوامل ساختاری ایجاد بی­تفاوتی سازمانی نام­گذاری شدند. نتایج تحلیل میک مک نشان داد که سازماندهی رابطه­محور در سطح اول تأثیرگذاری و مؤلفه­های بروکراسی شدید، ارزشیابی سلیقه­ای، ناهمسویی اهداف در سطوح دوم تا چهارم قرار داشتند و مؤلفه­ی ناتوانمندسازی کارکنان در سطح آخر از نظر تأثیرگذاری قرار داشت. همچنین پلان موقعیت مؤلفه­ها نشان داد که مؤلفه­ سازماندهی رابطه­محور یک متغیر استراتژیک بود و مؤلفه­ی ناتوانمندسازی کارکنان خروجی سیستم ایجاد بی­تفاوتی سازمانی بود. با توجه به حساسیت بالای مؤلفه­ سازماندهی رابطه­محور در ایجاد بی­تفاوتی سازمانی، پیشنهاد می­شود شاخص­های انتخاب مدیران و کارکنان مورد بررسی و نظارت قرار بگیرد به‌طوری‌که هماهنگی بالایی بین سمت اتخاذشده و تخصص و تجربه افراد وجود داشته باشد.
 

کلیدواژه‌ها

بی‌تفاوتی سازمانی
عوامل ساختاری
سازمان‌های ورزشی

عنوان مقاله English

Explanation the Structural Factors Model of Organizational Indifference in Sports Organizations

نویسندگان English

Najmeh Taheri 1
ATOUSA ghaseminezhaddehkordi 2
Masood Naderian Jahromi 3
Elham Moradi 4
1 PhD student, Department of Physical Education and Sport Sciences, shoushtar Branch., Islamic Azad University, shoushtar, Iran
2 Assistant Professor, Department of Physical Education, Ahvaz Brach., Islamic Azad University, Ahvaz, Iran
3 Associate Professor, Department of Movement Behavior and Sport Management, Faculty of Sport Sciences, University of Isfahan, Isfahan, Iran
4 Assistant Professor, Department of Physical Education, Izeh branch, Islamic Azad University, Izeh, Iran
چکیده English

Introduction
One of the most common but under-recognized issues in organizations today is organizational apathy. Apathy is a slow process that gradually emerges in employees who are stuck in boring, repetitive jobs with little hope of improvement or advancement. At the organizational level, people who lose interest in their work for some reason gradually suffer from burnout and ultimately organizational indifference. Sometimes people express their objection to orders in the form of strikes and protests, which are the most obvious forms of expressing dissatisfaction, and sometimes this is expressed by high absenteeism.
 
Method
This research was exploratory and practical in terms of purpose, and data collection was done in
the form of semi-structured interviews. The sample selection indices were knowledge and experience, and the sample size criterion was theoretical saturation, which was finally achieved with 12 theoretical saturation interviews. In the quantitative part, structural-interpretive modeling was done with Mic Mac software and with 8 experts who are proficient in the affairs of sports organizations.
Results
The results of the interview finally led to the creation of 52 open codes and 5 central codes, which were placed in the form of structural factors of creating organizational indifference. The results of the analysis showed that relationship-oriented organization was at the first level of effectiveness and the components of severe bureaucracy, taste evaluation, misalignment of goals was at the second to fourth levels, and the components of disempowering employees were at the last level in terms of effectiveness. Also, the location plan of the components showed that the component of relationship-oriented organization was a strategic variable and the component of disempowering the exiting employees of the system was creating organizational indifference.
 
Discussion
Considering the high sensitivity of the relation-oriented organization component in creating organizational indifference, it is suggested that the selection indicators of managers and employees be examined and monitored so that a high degree of coordination between the adopted position and the expertise and experience of the people to exist.

کلیدواژه‌ها English

Organizational indifference
structural factors
sports organization
Abbasi, H., Eydi, H., Bakhit, M., & Rezaei, G. (2015). Explore the relation between organization justice
with organizational indifference employees in the departments of Youth and Sports Kermanshah Province. Organizational Behavior Management in Sport Studies, 2(2), 57–64. (Persian) https://fmss.journals.pnu.ac.ir/article_1838.html
Bakhit, M., Abbasi, H., Eydi, H., & EydiPour, K. (2015). Predicting organizational indifference in staff of sport and youth offices of Kermanshah Province through managers' strategic intelligence. Organizational Behavior Management in Sport Studies, 3(9), 71–81. (Persian) https://ntsmj.issma.ir/article-1-485-fa.html
Bakker, A. B. (2015). A job demands–resources approach to public service motivation. Public Administration Review, 75(5), 723–732. https://doi.org/10.1111/puar.12388
Brooks, T., & Spillane, J. P. (2016). Does inappropriate quality control demotivate workers? A critical review. https://api.semanticscholar.org/CorpusID:168670208
Cetin, T. (2014). Organizational justice as a predictor of organizational silence. Educational Research and Reviews, 9(21), 1190–1202. https://doi.org/10.5897/ERR2014.1891
Danaeifard, H., Hasanzadeh, A., & Salarieh, N. (2010). Exploring organizational indifference: Creating and validating a measure. Strategic Management Thought, 4(2), 79–99. (Persian) https://doi.org/10.30497/smt.2010.145
Fernet, C., Gagné, M., & Austin, S. (2010). When does quality of relationships with coworkers predict burnout over time? The moderating role of work motivation. Journal of Organizational Behavior, 31(8), 1163–1180. https://doi.org/10.1002/job.673
Ghazi, S., & Rahimi, H. (2019). Determining organizational procrastination & indifference based on personality traits and job nature in employees of education office in Qods city. Teacher Professional Development, 4(3), 27–44. (Persian) https://tpdevelopment.cfu.ac.ir/article_1239.html
Holm, J. R., Nielsen, K., & Timmermans, B. (2024). Bureaucracy, work organization, and the transition to entrepreneurship. Small Business Economics, 1–17. https://doi.org/10.1007/s11187-024-00823-6
Hu, A., & Yin, C. (2021). Kinship ties to government staff and local political trust: Evidence from rural China. Sociological Perspectives, 64(6), 1122–1144. https://doi.org/10.1177/07311214211017415
Jabeen, M. (2011). Impact of performance appraisal on employee’s motivation. European Journal of Business and Management, 3(4), 197–204. https://www.iiste.org/Journals/index.php/EJBM/article/view/307
Jakobus, B., Sena, P. H. L., & Souza, C. (2022). Bureaucracy. In Leadership Paradigms for Remote Agile Development (pp. 123–131). Berkeley, CA: Apress. https://doi.org/10.1007/978-1-4842-7706-6_10
Jalilian, S., Azimpour, E., Nejati, V., & Shahri, A. (2022). Identify the basic dimensions of organizational indifference in teachers: A mixed research. Journal of New Approaches in Educational Administration, 13(1), 31–49. (Persian) https://doi.org/10.30495/jedu.2022.24424.4898
Kang, J. K., Jiao, P. D., Tay, J. H., & Gan, S. K. E. (2024). The relationship between perceived workplace bureaucracies, self-efficacy and job motivation over the COVID-19 pandemic. SAGE Open, 14(4), 21582440241293505. https://doi.org/10.1177/21582440241293505
Kazemi, S., Yousefi, B., & Sadeghiborojerdi, S. (2019). The effect of quality of life components on career plateau and organizational indifference of the staff of the National Olympic Committee of the Islamic Republic of Iran. Organizational Behavior Management in Sport Studies, 5(4), 79–92. (Persian) https://doi.org/10.30473/fmss.2019.41911.1829
Lammers, C. J. (2019). Power and participation in decision-making in formal organizations. In Managing Democratic Organizations, I (pp. 129–144). Routledge. https://doi.org/10.4324/9780429030177-8
Laschinger, H. K. S., Finegan, J. E., Shamian, J., & Wilk, P. (2004). A longitudinal analysis of the impact of workplace empowerment on work satisfaction. Journal of Organizational Behavior, 25(4), 527–545. https://doi.org/10.1002/job.256
Lesmana, D., Rosadi, B., Hermana, D., Liu, R., & Winarno, A. (2022). Analyzing the effect of bureaucratic leadership on public service motivation and job performance. Journal of Local Government Issues, 5(2), 114–127. https://doi.org/10.22219/logos.v5i2.20904
Liewendahl, H. E., & Heinonen, K. (2020). Frontline employees’ motivation to align with value propositions. Journal of Business & Industrial Marketing, 35(3), 420–436. https://doi.org/10.1108/JBIM-05-2019-0317
Liu, Q. B., & Karahanna, E. (2017). The dark side of reviews. MIS Quarterly, 41(2), 427–448. https://doi.org/10.25300/MISQ/2017/41.2.07
Lorden, A. L., Zhang, Y., Lin, S. H., & Côté, M. J. (2014). Measures of success: The role of human factors in lean implementation in healthcare. Quality Management Journal, 21(3), 26–37. 10.1080/10686967.2014.11918394
Methot, J. R., Melwani, S., & Rothman, N. B. (2017). The space between us: A social-functional emotions view of ambivalent and indifferent workplace relationships. Journal of Management, 43(6), 1789–1819. https://doi.org/10.1177/0149206314554272
Mirmajidi, S. J., Kheirandish, M., Mokhtari Bayekolaie, M., & Kiakojouri, D. (2024). Examining the concept of organizational indifference: A meta-synthesis approach. Quarterly of Supervision and Inspection, 18(68), 177–210. (Persian) https://doi.org/10.22034/si.2023.101910
Moradi, M., Hamidi, H., & Eskandari, A. (2020). Investigating the relationship between organizational indifference, organizational justice, and organizational belonging among librarians and employees at the Astan-e Quds Razavi’s Organization for Libraries, Museums, and Document Centers. Library and Information Sciences, 23(1), 5–27. (Persian) https://doi.org/10.30481/lis.2019.200147.1621
Muecke, S., & Iseke, A. (2019, July). How does job autonomy influence job performance? A meta-analytic test of theoretical mechanisms. In Academy of Management Proceedings, 2019(1), 14632. https://doi.org/10.5465/AMBPP.2019.14632abstract
Naemi, A. (2021). Investigating the relationship between Qazvin Municipality staff evaluation system and motivation with the mediation of spiritual intelligence. Comprehensive Studies in Urban Management, 1(4), 30–41. (Persian) https://doi.org/CSUM-2101-1028(R1)
Nasiri, M., Saedi, A., Nargesian, J., & Abdoli, M. R. (2017). Investigating the level of organizational commitment of employees and its relationship with organizational indifference. Public Management Perspectives Quarterly, 1(30), 135–154. (Persian) https://jpap.sbu.ac.ir/article_96011.html
Okello, D. R., & Gilson, L. (2015). Exploring the influence of trust relationships on motivation in the health sector: A systematic review. Human Resources for Health, 13, 1–18. https://doi.org/10.1186/s12960-015-0007-5
Orji, R., Alslaity, A., & Chan, G. (2024). Towards understanding the mechanism through which reward and punishment motivate or demotivate behaviours. Behaviour & Information Technology, 43(6), 1042–1066. https://doi.org/10.1080/0144929X.2024.2340795
Osborne, S., & Hammoud, M. S. (2017). Effective employee engagement in the workplace. International Journal of Applied Management and Technology, 16(1), 4. https://doi.org/10.5590/IJAMT.2017.16.1.02
Polischuk, O. (2015). Causes of demotivation and features of re-motivation at person’s career. In Educatia in Societatea Contemporana. Aplicatii (pp. 21–32). Editura Lumen, Asociatia Lumen.
Rezaei, Z., Zarezadeh, Y., Karimianpour, G., & Yousefi, F. (2020). Modeling of the relationship among organizational justice, organizational indifference and organizational commitment in faculty members of Kurdistan University of Medical Sciences. Journal of Medical Education Development, 13(38), 86–96. (Persian) https://doi.org/10.29252/edcj.13.38.86
Rode, J., Gómez-Baggethun, E., & Krause, T. (2015). Motivation crowding by economic incentives in conservation policy: A review of the empirical evidence. Ecological Economics, 117, 270–282. https://doi.org/10.1016/j.ecolecon.2014.11.019
Rosłon, J. (2020). Motivators and demotivators for employees. Olsztyn Economic Journal, 15(4), 327–338. https://doi.org/10.31648/oej.6564
Safina, D. (2015). Favouritism and nepotism in an organization: Causes and effects. Procedia Economics and Finance, 23, 630–634. https://doi.org/10.1016/S2212-5671(15)00416-5
Salimi Pormehr, S., Sattari, S., & Soleimani, T. (2020). Presenting a model explaining the factors affecting the faculty academic recession at Ardabil University of Medical Sciences. International Journal of Organizational Leadership, 9(4), 256–272. (Persian) https://doi.org/10.33844/ijol.2020.60510
Steers, R. M., & Sánchez‐Runde, C. J. (2017). Culture, motivation, and work behavior. In The Blackwell Handbook of Cross‐Cultural Management (pp. 190–216). https://doi.org/10.1002/9781405164031.ch11
Stone, R. J., Cox, A., & Gavin, M. (2020). Human resource management. John Wiley & Sons.
Tudor, A. D., & Petre, A. G. (2021). The performance evaluation system and the impact on employee motivation: Do performance appraisal rewards play a role in motivating and engaging employees? Revista de Management Comparat International, 22(5), 721–728. https://ideas.repec.org/a/rom/rmcimn/
v22y2021i5p721-728.html
Uddin, N., & Hossain, F. (2015). Evolution of modern management through Taylorism: An adjustment of scientific management comprising behavioral science. Procedia Computer Science, 62, 578–584. https://doi.org/10.1016/j.procs.2015.08.551
Vadera, A. K., & Pratt, M. G. (2013). Love, hate, ambivalence, or indifference? A conceptual examination of workplace crimes and organizational identification. Organization Science, 24(1), 172–188. https://doi.org/10.1287/orsc.1110.0723
Zahed Babelan, A., & Ahmadi, H. (2022). Investigating the mediating role of organizational
indifference in the relationship between organizational justice and organizational trust of Ardabil secondary school teachers. Management and Educational Outlook, 11(2), 85–107. (Persian) https://doi.org/10.52547/meo.11.2.85
Zandi, K., & Amani, S. (2018). The relationship between organizational socialization and organizational indifference in nurses. Quarterly Journal of Nursing Management, 6(3), 9–16. (Persian) https://doi.org/10.29252/ijnv.6.3.4.9
Ziegler, R., Hagen, B., & Diehl, M. (2012). Relationship between job satisfaction and job performance: Job ambivalence as a moderator. Journal of Applied Social Psychology, 42(8), 2019–2040. https://doi.org/10.1111/j.1559-1816.2012.00927.x
 
 
مطالعات روانشناسی صنعتی و سازمانی
دوره 12، شماره 1
تیر 1404
صفحه 143-160

  • تاریخ دریافت 01 آذر 1403
  • تاریخ بازنگری 03 بهمن 1403
  • تاریخ پذیرش 04 اسفند 1404

صفحه اصلی

اعضای هیات تحریریه

همکاران دفتر نشریه

اصول اخلاقی انتشار مقاله

ارسال مقاله

داوران

تماس با ما