مخالفت های استراتژیک در سازمان از منظر مدیران؛ پژوهش کیو

نوع مقاله : مقاله پژوهشی

نویسندگان

1 کارشناسی ارشد مدیریت بازرگانی، دانشگاه خلیج‌فارس، بوشهر، ایران.

2 استادیار، گروه مدیریت بازرگانی، دانشگاه خلیج‌فارس، بوشهر، ایران.

چکیده
هدف پژوهش حاضر بررسی مخالفت‌های استراتژیک در سازمان‌ها، از منظر مدیران می باشد. این پژوهش با روش کیو انجام شده و از نوع توصیفی- کمی و کیفی(ترکیبی) است. جامعه آماری این پژوهش شامل کلیه متخصصین، صاحب نظران و اساتید حوزه مدیریت بوده که 20 تن از آن‌ها به عنوان نمونه انتخاب و به پرسشنامه پاسخ داده‌اند. برای بررسی پایایی، از ضریب آلفای کرونباخ استفاده شده که برابر با 60% حاصل شده و همچنین برای سنجش روایی ابزار گردآوری داده‌ها از روایی محتوایی استفاده شده است. ابزار گردآوری داده‌ها در این پژوهش، پرسشنامه و مصاحبه بوده و جهت تجزیه و تحلیل داده‌ها نرم افزارspss بکار برده شده است. در تحلیل داده‌ها، دیدگاه‌ها و عقاید پاسخ دهندگان تبیین و تفسیر شده و با توجه به نحوه ارزش‌گذاری، کارت‌های کیو دسته‌بندی شده‌اند و همچنین عامل‌های مؤثر بررسی و در نهایت چهار عامل رویکرد فنی، رویکرد نگرشی، رویکرد سیاسی و عدم اطمینان شناسایی شده است.

کلیدواژه‌ها


عنوان مقاله English

Strategic Dissents in the organization from the perspective of managers; Research Q)

نویسندگان English

Sara Ahmadi doghezlo 1
Zeinab Deilami 1
Mani Arman 2
1 Master of Business Administration, Persian Gulf University, Bushehr, Iran.
2 Assistant Professor, Department of Business Management, Persian Gulf University, Bushehr, Iran.
چکیده English

The aim of the present study is to investigate Strategic Dissents in organizations from the perspective of managers. This research was conducted using the Q method and is of a descriptive-quantitative and qualitative (combined) type. The statistical population of this research included all experts, experts and professors in the field of management, 20 of whom were selected as a sample and responded to the question naire.To examine the reliability, Cronbach's alpha coefficient was used, which was equal to 60%, and content validity was also used to measure the validity of the data collection tool. The data collection tool in this research was a questionnaire and Interview and SPSS software was used to analyze the data. In the data analysis, the views and opinions of the respondents are explained and interpreted, and they are categorized according to the way of valuing the Q method cards and also, the effective factors of investigation and finally four factors of technical approach, attitudinal approach, political approach and uncertainty have been identified.

کلیدواژه‌ها English

Organizational Conflict
Organizational Dissent
Strategic Dissent and Q method
[1]    1-Akbari Alashti, Morteza. (2017). Investigating the effect of intra-organizational conflict on the performance of Payor employees (a case study in the headquarters of Khatam Al-Anbiya Air Defense Base (PBUH) Aja). Quarterly Journal of Military Sciences and Techniques, 14(45), 119-143. [In Persian]
[2]    2- Chen   , S., Ye , Y., Jia , F., & Wang , C. (2022). Accounting for the role of culture in board directors’ dissent. Shihua Chen a, Yan Ye a, Fei Jia b, Chengqi Wang c, 61.
[3]    3- Croucher, S. M. (2024). Introduction to themed issue on dissent and communication. Review of Communication, 24(1), 1-3.
[4]    4-Danaei Fard, Hassan, Hosseini, Seyyed Yaqoub and Sheikha, Rouzbeh. (2012). Q methodology: theoretical foundations and research framework. Tehran: Safar Publications. [In Persian]
[5]    5- Danai Fard, Hassan, Hosseini, Seyyed Yaqoub and Mirzaei, Sh. (2012). Preliminary research method. Tehran: Safar Publications. [In Persian]
[6]    6- Dess, G. G. (1987). Consensus on strategy formulation and organizational performance: Competitors in a fragmented industry. Strategic management journal, 8(3), 259-277.
[7]    7- Ensley, M. D., & Pearson, A. W. (2005). An exploratory comparison of the behavioral dynamics of top management teams in family and nonfamily new ventures: Cohesion, conflict, potency, and consensus. Entrepreneurship Theory and Practice, 29(3), 267-284.
[8]    8- Garner, J. (2016). Open doors and iron cages: Supervisors’ responses to employee dissent. International Journal of Business Communication, 53(1), 27-54.
[9]    9- Garner, J. (2017). An Examination of Organizational Dissent Events and Communication Channels: Perspectives of a Dissenter, Supervisors, and Coworkers. Communication Reports, 30(1), 26-38.
[10]    10- Garner, J. (2019). Troublemaker or Problem-Solver? Perceptions of Organizational Dissenters. Western Journal of Communication, 83(4), 519-535.
[11]    11-Garner, J. T. (2009). Strategic Dissent: Expressions of Organizational Dissent Motivated by Influence Goals. International Journal of Strategic Communication, 34-51.
[12]    12- Hijjawi, G. S., & Mohammad, A. (2019). Impact of Organizational Ambidexterity on Organizational Conflict of Zain Telecommunication Company in Jordan. Indian Journal of Science and Technology, 12(26), 1-12.
[13]    13- Hosseini, Seyyed Yaqoub and Yadalahi, sh. (2012). Parametric statistics and research methods. Tehran: Safar Publications. [In Persian]
[14]    14- Hambrick, D. C., Humphrey, S. E., & Gupta, A. (2015). Structural interdependence within top management teams: A key moderator of upper echelons predictions. Strategic Management Journal, 36(3), 449-461. 
[15]    15- Jalali-frad, M. and Sepharnia, R. (2016). Indicators of the political culture of the Islamic Republic of Iran in the macro dimension from the elites' point of view. Quarterly Journal of Strategic Studies of Public Policy, 7(23), 133-158. [In Persian]
[16]    16- Kassing, J. (2011). Dissent in organizations. Malden: Polity Press.
[17]    17- Kellermanns, F. W., Walter, J., Floyd, S. W., Lechner, C., & Shaw, J. C. (2011). To agree or not to agree? A meta-analytical review of strategic consensus and organizational performance. Journal of Business Research, 64(2), 126-133.
[18]    18- Khirandish, M., Tabrizi, A. and Khamoui, F. (2016). Identifying and prioritizing the organizational factors of knowledge commercialization through Q methodology. Entrepreneurship Development, 10(1), 81-100. [In Persian]
[19]    19- Masadeh, M. A.-M. (2018). Analysis of the Relationship between the Job Alienation and the Organizational Conflict in Jordanian Telecom Companies A Case Study of Jordan Telecom Group (Orange). Advances in Management & Applied Economics, 8(5), 45-63.
[20]    20- Mehrad, A. (2019). Role of Conflict Management Styles on Managers’ Self-Efficiency at Iranian Schools in Tehran Province. Journal of Social Science Research, 14, 3390-3397.
[21]    21- Mohd, I. H., Omar, M. K., & Asri, T. N. (2016). Organizational Conflicts: The Effects on Team Effectiveness in a Malaysian Statutory Body.
[22]    22- Mitchell, R., Nicholas, S., & Boyle, B. (2009). The role of openness to cognitive diversity and group processes in knowledge creation. Small Group Research, 40(5), 535-554.
[23]    23- Mostafizadeh, M., Sadeghi, M. and Tahmasabi, R. (2015). Typology of the mindsets of employees of government organizations towards organizational training: a research based on the Q method. Organizational Culture Management, 14(3), 721-744.
[24]    24- Nik Raftar, T., Barzegar, A. and Shokri, R. (2015). Identifying behavioral patterns of information technology users of Vali Asr Rafsanjan University: a research based on the Q method. Organizational Culture Management, 14(2), 429-451.
[25]    25- Pnina, S. (2009). Using Q method in qualitative research. International journal of qualitative methods, 8(1), 93-97.
[26]    26- Rispens, S., Jehn, K. A., & Steinel, W. (2020). Conflict Management Style Asymmetry in Short-Term Project Groups. Small Group Research, 1-23.
[27]    27- Salar, Ruhollah et al. (2013). Investigating factors affecting the conflict between commanders and managers (Amin University of Law Enforcement Sciences). Quarterly Journal of Police Management Studies, 9(3), 492-507. [In Persian]
[28]    28- Samba, C., Miller, C., & Knippenberg, D. V. (2018). The Impact of Strategic Dissent on Organizational Outcomes: A Meta-Analytic Integration. Strategic Management Journal , 39(2), 379-402.
[29]    29- Schulz-Hardt, S., Brodbeck, F., Mojzisch, A., Kerschreiter, R., & Frey, D. (2006). Group decision making in hidden profile situations: dissent as a facilitator for decision quality. Journal of personality and social psychology, 91(6), 1080-1093.
[30]    30- Stephenson, W. (1953). The study of behavior: Q technique and its methodology. Chicago: University of Chicago press.
[31]    31- Sultani, M. and Mohammadian, B. (2015). Discourse of exploring the mental patterns of hesitant customers: application of the Q method. Business Management, 8(2), 339-354.
[32]    32- Tielen, M., Van Staa, A., Jedeloo, S., Van Exel, N. J., & Weimar, W. (2008). Q-Methodology to Identify Young Adult Renal Transplant Recipients at Risk for Nonadherence. Transplantation, 85(5), 700-706.
[33]    33- Toytok, E. H., & çar, A. U. (2018). The Effect of Administrators’ Behaviors That Involves Favoritism on Organizational Opposition. Journal of Education and Training Studies, 6(3), 68-77.
[34]    34- Yeung, D. Y., Fung, H. H., & Chan, D. (2015). Managing conflict at work: comparison between younger and older managerial employees. International Journal of Conflict Management, 26(3), 342 - 364.
[35]    35- Zaini, R., Elmes, M., Pavlov, O., & Saeed, K. (2017). Organizational dissent dynamics: a conceptual framework. Management Communication Quarterly, 31(2), 258-277.
[36]    36- Pnina, S. (2009). Using Q method in qualitative research. International journal of qualitative methods, 8(1), 93-97.