ارائه چارچوبي براي معرفي مولفه هاي دروني خودمديريتي كاركنان (مورد مطالعه: كاركنان وزارت ارتباطات و فناوري اطلاعات ايران)

Proposing a Framework for the Identification of Internal Components of Self - Management of the Employees (Case Study: Employees of the Ministry of Communications and Information Technology)

ﻣﻘﺎﻟﻪ ﺣﺎﺿﺮ، ﺣﺎﺻﻞ ﭘﮋوﻫﺸﯽ ﺑﺎ ﻫﺪف ﻃﺮاﺣﯽ اﻟﮕﻮي ﻣﺆﻟﻔﻪﻫﺎي دروﻧﯽ ﺧﻮدﻣﺪﯾﺮﯾﺘﯽ ﮐﺎرﮐﻨﺎن ﻣﺒﺘﻨﯽ ﺑﺮ روش ﺷﻨﺎﺳﯽ آﻣﯿﺨﺘﻪ ﺑﺎ روﯾﮑﺮد ﺗﻮﺻﯿﻔﯽ ـ اﮐﺘﺸﺎﻓﯽ ﺻﻮرت ﮔﺮﻓﺘﻪ اﺳﺖ. ﺟﺎﻣﻌﻪ آﻣﺎري ﺑﺮاي ﻣﺮﺣﻠﻪ ﮐﯿﻔﯽ، ﺷﺎﻣﻞ ﺧﺒﺮﮔﺎن وزارت ارﺗﺒﺎﻃﺎت و ﻓﻨﺎوري اﻃﻼﻋﺎت در ﺣﻮزه ﻣﺪﯾﺮﯾﺖ ﺳﺮﻣﺎﯾﻪﻫﺎي اﻧﺴﺎﻧﯽ و ﺑﺮاي ﻣﺮﺣﻠﻪ ﮐﻤﯽ، ﮐﻠﯿﻪ ﮐﺎرﮐﻨﺎن اﯾﻦ وزارﺗﺨﺎﻧﻪ ﺑﻮده اﺳﺖ. ﻧﻤﻮﻧﻪ آﻣﺎري در ﺑﺨﺶ ﮐﯿﻔﯽ ﺑﺎ روﯾﮑﺮد ﻫﺪف ﻣﻨﺪ ﻗﻀﺎوﺗﯽ ﺑﻪ ﺗﻌﺪاد 20 ﻧﻔﺮ و در ﺑﺨﺶ ﮐﻤﯽ ﺑﻪ روش ﻃﺒﻘﻪاي ﺗﺼﺎدﻓﯽ ﺑﻪ ﺗﻌﺪاد 205 ﻧﻔﺮ اﻧﺘﺨﺎب ﺷﺪه اﺳﺖ. اﺑﺰار ﺟﻤﻊ آوري داده ﻫﺎ در ﻣﺮﺣﻠﻪ اول ﺷﺎﻣﻞ ﻣﺼﺎﺣﺒﻪ ﻧﯿﻤﻪ ﺳﺎﺧﺘﺎرﯾﺎﻓﺘﻪ ﺑﺎ ﺧﺒﺮﮔﺎن و در ﻣﺮﺣﻠﻪ دوم ﭘﺮﺳﺸﻨﺎﻣﻪ 41 ﺳﺆاﻟﯽ اﺳﺖ ﮐﻪ رواﯾﯽ آن ﺑﻪ روش ﺻﻮري و ﭘﺎﯾﺎﯾﯽ ﭘﺮﺳﺸﻨﺎﻣﻪ ﺑﻪ روش آﻟﻔﺎي ﮐﺮوﻧﺒﺎخ )0/897( ﺗﺄﯾﯿﺪ ﺷﺪه اﺳﺖ. ﺗﺠﺰﯾﻪ وﺗﺤﻠﯿﻞ دادهﻫﺎي ﮐﯿﻔﯽ ﺑﺎ اﺳﺘﻔﺎده از روش ﺗﺤﻠﯿﻞ ﻣﻀﻤﻮن و دادهﻫﺎي ﮐﻤﯽ ﺑﻪ روش ﺗﺤﻠﯿﻞ ﻋﺎﻣﻞ ﺗﺄﺋﯿﺪي در ﻧﺮم اﻓﺰار Amos 21 اﻧﺠﺎم ﺷﺪه اﺳﺖ. ﻧﺘﺎﯾﺞ ﻧﺸﺎن داد ﮐﻪ ﺧﻮدﻣﺪﯾﺮﯾﺘﯽ دروﻧﯽ ﮐﺎرﮐﻨﺎن از دو ﻣﻨﻈﺮ ﻣﺆﻟﻔﻪﻫﺎي رﻓﺘﺎري و ﺷﻨﺎﺧﺘﯽ ﺗﺸﮑﯿﻞ ﺷﺪه اﺳﺖ. ﻫﻤﭽﻨﯿﻦ در ﺑﯿﻦ ﻣﺆﻟﻔﻪﻫﺎي ﺷﻨﺎﺧﺘﯽ، ﺧﻮداﻧﮕﯿﺰﺷﯽ )ﺑﺎ ﺑﺎر ﻋﺎﻣﻠﯽ 0/970( ﺑﯿﺸﺘﺮﯾﻦ و ﺧﻮدﺳﺎزي )ﺑﺎ ﺑﺎر ﻋﺎﻣﻠﯽ 0/929( ﮐﻢ ﺗﺮﯾﻦ و ﺑﯿﻦ ﻣﺆﻟﻔﻪﻫﺎي رﻓﺘﺎري ﺧﻮدﻣﺪﯾﺮﯾﺘﯽ، ﺧﻮدﮐﻨﺘﺮﻟﯽ )ﺑﺎ ﺑﺎر ﻋﺎﻣﻠﯽ 0/970( ﺑﯿﺸﺘﺮﯾﻦ و ﺧﻮد ﻣﺮاﻗﺒﺘﯽ )ﺑﺎ ﺑﺎر ﻋﺎﻣﻠﯽ 0/663( ﮐﻢ ﺗﺮﯾﻦ ﺣﻤﺎﯾﺖ را از ﻣﺪل اﻧﺪازهﮔﯿﺮي ﻣﺮﺑﻮط ﺑﻪ ﺧﻮد داﺷﺘﻪاﻧﺪ.

This paper is the report of a research aimed at designing a model for internal components of employees' self-management on the basis of mixed methodology through descriptive-exploratory approach. The statistical population of the qualitative phase included experts from the Ministry of Communications and Information Technology in the field of human capital management and for the quantitative phase, it includes all employees of the ministry. In the qualitative section, the sample was selected through targeted judgment method including 20 people, and in the quantitative section, random stratified method was used resulting in the selection of 205 people. In the first stage, the data were collected by semi-structured interviews with experts, and in the second stage, through a 41-item questionnaire whose validity was confirmed by face-to-face method, and whose reliability was confirmed by Cronbach's alpha (0.897). The qualitative data analysis was carried out using content analysis method, and the quantitative data were analyzed using confirmatory factor analysis method in Amos 21 software. The results revealed that the employees' internal self-management consisted of two perspectives of behavioral and cognitive components. Furthermore, from among the cognitive components, self-motivation (with a factor load of 0.970) was the highest, and self-improvement (with a factor load of 0.929) was the lowest. With regard to the behavioral components of self-management, self-control (with a factor load of 0.970) supported the most, and self-care (with a factor load of 0.663) posed the least support for their related measurement model.