تدوین الگوی توسعه و ترویج فرهنگ سازمانی شرکت پالایش گاز سرخون و قشم

نوع مقاله : مقاله پژوهشی

نویسندگان
زینب زارع پور 1
محسن صفری 1
عیسی باخدا 2
علیرضا صالحی 3
علی مرادپور جغدری 3
محمود درویش نژاد 3
1 گروه پژوهشی مدیریت راهبردی، جهاد دانشگاهی واحد هرمزگان، بندرعباس، ایران
2 رئیس امور پژوهش و فناوری، شرکت پالایش گاز سرخون و قشم، مربی، بندرعباس، ایران
3 شرکت پالایش گاز سرخون و قشم، مربی، بندرعباس، ایران
چکیده
پژوهش حاضر باهدف تدوین الگوی توسعه و ترویج فرهنگ‌سازمانی در شرکت پالایش گاز سرخون و قشم انجام شد. این پژوهش از نظر هدف، کاربردی و از نظر ماهیت، کیفی است که با استراتژی نظریه داده‌بنیاد انجام شده است. داده‌ها از طریق مصاحبه نیمه‌ساختار یافته با ۱۹ نفر از خبرگان (مدیران و کارشناسان ارشد) که به روش نمونه‌گیری هدفمند انتخاب شدند، گردآوری گردید و فرآیند نمونه‌گیری تا رسیدن به مرحله اشباع نظری ادامه یافت. در مرحله کدگذاری باز، ابتدا ۶۰ مقوله فرعی استخراج و پس از اعتبارسنجی توسط خبرگان، ۵۵ مقوله تأیید گردید. در مرحله کدگذاری محوری، این مقوله‌ها در قالب ۶ بعد پارادایمی و ۱۰ مقوله اصلی شامل: شرایط علّی (عوامل سازمانی و فردی)، پدیده محوری (توسعه و ترویج فرهنگ‌سازمانی)، شرایط زمینه‌ای (عوامل سازمانی و فردی)، شرایط مداخله‌گر (عوامل سازمانی و فردی)، راهبردها (رهبری سازمانی و منابع انسانی) و پیامدها (اثربخشی سازمانی و رشد فردی) دسته‌بندی شدند. نتایج پژوهش بیانگر آن است که این الگو با شناسایی شاخص‌های نوآورانه‌ای همچون عدالت سازمانی، فرهنگ ایمنی، تعلق سازمانی و احساس افتخار به شرکت که در مطالعات پیشینِ این سازمان مغفول مانده بودند، ابعاد جدیدی از فرهنگ‌سازمانی را ترسیم می‌کند. درنهایت، پیوستگی میان این ابعاد منجر به طراحی مدلی جامع گردیده است که می‌تواند به‌عنوان یک نقشه‌راه عملیاتی، مسیرِ ارتقای سرمایه انسانی و بهبود مستمر عملکرد در صنعت گاز را تسهیل نماید

کلیدواژه‌ها

موضوعات

عنوان مقاله English

Developing a Model for the Enhancement and Promotion of Organizational Culture in Sarkhoon and Qeshm Gas Refining Company

نویسندگان English

zeinab zarepour 1
Mohsen Safari 1
Isa bakhoda 2
Alireza Salehi 3
Ali Moradpour Jaghdari 3
Mahmoud darvishnejad 3
1 Strategic Management Research Group, Academic center for education culture and research of Hormozgan, Bandar Abbas, Iran
2 Head of Research and Technology Affairs, Sarkhoon and Qeshm Gas Refining Company, Instructor, Bandar Abbas, Iran
3 Sarkhoon and Qeshm Gas Refining Company, Instructor, Bandar Abbas, Iran
چکیده English

The present study was conducted to design a model for the development and promotion of organizational culture in Sarkhun and Qeshm Gas Refining Company. This is an applied research in terms of objective and a qualitative study in nature, utilizing the Grounded Theory strategy. Data were collected through semi-structured interviews with 19 experts (managers and senior specialists) selected via purposive sampling, and the process continued until theoretical saturation was achieved. In the open coding stage, 60 sub-categories were initially extracted, and after expert validation, 55 categories were confirmed. During the axial coding stage, these categories were organized into 6 paradigmatic dimensions and 10 main categories, including: Causal Conditions (organizational and individual factors), Central Phenomenon (promotion of organizational culture), Contextual Conditions (organizational and individual factors), Intervening Conditions (organizational and individual factors), Strategies (organizational leadership and human resources), and Consequences (organizational effectiveness and individual growth). The results indicate that by identifying innovative indicators such as organizational justice, HSE culture, organizational commitment, and pride in the company-which were overlooked in previous studies of this organization-the research depicts new dimensions of organizational culture. Ultimately, the integration of these dimensions has led to a comprehensive model that can serve as an operational roadmap to facilitate human capital enhancement and continuous performance improvement in the gas industry.

کلیدواژه‌ها English

Organizational Culture
Organizational Culture Modeling
Grounded Theory
Gas Industry
Paradigmatic Model
  1. ­ Pourazat AA, Tasaddoghi S, Alavi A. Farhang-e noavari baraye kasb-e maziyat-e raqabati dar sherkat-e Benton dar Iran. Farayand-e Modiriyat va Towseeh. 2014;27(3):75–100. [Persian]
  2. Choi YS, Seo M, Scott D, Martin J. Validation of the organizational culture assessment instrument. J Sport Manag. 2010; 24:169–89.
  3. Alvani SM. Motale'at-e modiriyat-e behbod va tahavol. 2007; 55:2. [Persian]
  4. Monorian A, Gholipour A, Ahmadi H, Shabani E. Shenasaei-ye farhang-e sazmani dar chaharcheb-e arzesh-haye raqabati-ye Quinn va tasir-e an bar nezam-haye jazb-e modiriyat-e manabe ensani dar yek sherkat-e bimeh. Pazhuheshnameh Bimeh. 2012;27(105):25–48. [Persian]
  5. Denison DR. Corporate culture and organizational effectiveness. New York: Wiley; 1990.
  6. Tabarsa GH, Mirzadeh L. Tabyin-e jaygah-e farhang-e sazmani dar erteqa-ye raftar-e shahrevandi-ye sazmani (OCB): mahiat, mohtava va karkardha. Rahbord-e Yas. 2010; 23:114–34. [Persian]
  7. An Y, Kang J. Relationship between organizational culture and workplace bullying among Korean nurses. Asian Nurs Res. 2016;10(3):234–9.
  8. Rus CL, Rusu AS. A perspective on organizational culture in Romanian educational institutions. Procedia Soc Behav Sci. 2015; 180:1002–8.
  9. Zerella S, Treuer K, Albrecht SL. The influence of organizational culture on job satisfaction, organizational commitment and turnover intention. Leadersh Organ Dev J. 2017;38(2):364–79.
  10. Kazemi A, Farajlou Motlagh F. Shenasaei-ye farhang-e sazmani-e matlub bar asas-e model-e Quinn baraye ijad-e daneshgah-e yadgirandeh. 2nd International Conference on Management and Accounting. Tehran: Salehan Institute of Higher Education; 2017. p. 368–77. [Persian]
  11. Ghodsian N, Dorani K, Pourshafiei H, Asadi Younesi MR. Olgou-ye farhang-e sazmani-ye sazman-haye amoozeshi (EOCM): mored-e motale'eh, amoozesh va parvaresh-e shahr-e Birjand. Modiriyat-e Farhang-e Sazmani. 2015;13(2):341–65. [Persian]
  12. Farhi A, Fazayeli A, Ebrahimi E. Moarefi-ye olgou-ye matlub-e farhang-e sazmani ba roykard-e keyfi va zehn-kavi-ye modiran. Motale'at-e Raftar-e Sazmani. 2015;4(4):31–64. [Persian]
  13. Ansari M, Shaemi Barzaki A, Safari A. Era'eh-ye olgou-ye modiriyat-e farhang-e sazmani ba roykard-e zaminei. Jame'e Shenasi-ye Karbordi. 2011;22(2):121–42. [Persian]
  14. Harwiki W. The impact of servant leadership on organization culture, organizational commitment, organizational citizenship behaviour (OCB) and employee performance in women cooperatives. Procedia Soc Behav Sci. 2016; 219:283–90.
  15. Khan I, Usoro A, Majewski G. An organizational culture model for comparative studies: a conceptual view. Int J Glob Bus. 2010;3(1):53–82.
  16. Iljins J, Skvarciany V, Gaile-Sarkane E. Impact of organizational culture on organizational climate during the process of change. Procedia Soc Behav Sci. 2015; 213:944–50. https://doi.org/10.1016/j.sbspro.2015.11.509
  17. Desselle SP, Raja L, Andrews B, Lui J. Perceptions of organizational culture and organizational citizenship by faculty in U.S. colleges and schools of pharmacy. Curr Pharm Teach Learn. 2018;10(4):403–12. https://doi.org/10.1016/j.cptl.2017.12.017
  18. Warrick DD. What leaders need to know about organizational culture. Bus Horiz. 2017;60(3):395–404. https://doi.org/10.1016/j.bushor.2017.01.011
  19. Samadi Miyar Kalai H. Tabyin-e vaziyat-e raftar-e shahrevandi-ye sazmani va shakhesh-haye an dar parastaran-e bimarestan ba roykard-e model-e mo'adelat-e sakhtari. Majalleh Daneshgah Oloum Pezeshki Qom. 2017;11(4):10. [Persian]
  20. Bingöl D, Şener İ, Çevik M. The effect of organizational culture on organizational performance: A field study in health sector. Procedia Soc Behav Sci. 2013; 81:428–37. https://doi.org/10.1016/j.sbspro.2013.06.462
  21. Kao CY, Tsaur SH, Wu TC. Organizational culture on customer contact employees’ service performance: The mediating effect of person–organization fit. J Hosp Tour Manag. 2016;29. https://doi.org/10.1016/j.jhtm.2016.06.002
  22. Richards TN. An updated review of institutions of higher education’s responses to sexual assault: Results from a nationally representative sample. J Interpers Violence. 2019;34(10):1983–2012. https://doi.org/10.1177/0886260516658757
  23. Arditi D, Nayak S, Damci A. Effect of organizational culture on delay in construction. Int J Proj Manag. 2017;35(2):136–47. https://doi.org/10.1016/j.ijproman.2016.10.018
  24. Gu VC, Hoffman JJ, Cao Q, Schniederjans MJ. The effects of organizational culture and environmental pressures on IT project performance: A moderation perspective. Int J Proj Manag. 2014;32(7):1170–81. https://doi.org/10.1016/j.ijproman.2013.12.003
  25. Wong SL, Zapantis A. Oncology pharmacists in health care delivery: Vital members of the cancer care team. J Oncol Pharm Pract. 2013;19(1):3–8. https://doi.org/10.1177/1078155212459665
  26. Alkhoraif A, McLaughlin P. Organisational culture and the implementation of quality management: A case study in the Saudi Arabian manufacturing sector. Int J Qual Reliab Manag. 2017;34(9):1437–55. https://doi.org/10.1108/IJQRM-11-2015-0175
  27. Jing FF, Avery GC. Missing links in understanding the relationship between leadership and organizational performance. Int Bus Econ Res J. 2008;7(5):67–78. https://doi.org/10.19030/iber.v7i5.3278
  28. Yilmaz C, Ergun E. Organizational culture and firm effectiveness: An examination of relative effects of culture traits and the balanced culture hypothesis in an emerging economy. J Bus Res. 2008;61(8):802–13. https://doi.org/10.1016/j.jbusres.2007.09.008
  29. Guner M. Organizational culture and performance in emerging markets. Istanbul: Bogazici University Press; 2001.
  30. Kuofie MHS, Stephens-Craig D, Dool R. A comparison of leadership styles and organizational culture at one South African company. Int J Bus Manag. 2010;5(9):30–41. https://doi.org/10.5539/ijbm.v5n9p30
  31. Schultz M. On Studying Organizational Cultures: Diagnosis and Understanding. Walter de Gruyter; 1995.
  32. Quinn RE, Cameron K. Organizational life cycles and shifting criteria of effectiveness: Some preliminary evidence. Management Science. 1983;29(1):33–51. https://doi.org/10.1287/mnsc.29.1.33
  33. Denison DR. Corporate culture and organizational effectiveness. New York: John Wiley & Sons; 1990. ISBN 978-0471500070.
  34. Robbins SP. Organizational behavior: Concepts, controversies, applications. Englewood Cliffs, NJ: Prentice Hall; 1996. ISBN 978-0132834872.
  35. Hofstede G. Culture’s consequences: International differences in work-related values. Beverly Hills, CA: Sage Publications; 1980. ISBN 978-0803913066.
  36. O’Reilly CA, Caldwell DF, Chatman J. People and organizational culture: A profile comparison approach to assessing person–organization fit. Academy of Management Journal. 1991;34(3):487–516. https://doi.org/10.5465/256404
  37. Mehrarad MH, Hamdi K, Khalili Aragi M. Tarahi-ye model-e farhang-e sazmani-ye bazaar-mahvar va rabete-madar ba estefadeh az ravesh-e Delphi baraye barresi-ye amalkard-e modiriyat-e mali dar Sherkat-e Melli Gaz-e Iran. Danesh-e Sarmayegozari (Scientific-Research Quarterly of Investment Knowledge). 2024;13(4):147–178. [Persian]
  38. Mokhber Dezfouli A, Rezaei M. Tadvin-e model-e farhang-e imeni-ye yek sherkat-e fooladi: yek motale'e-ye amikhteh. Pazhohesh-haye Keyfi dar Oloum-e Raftari. 2024;3(1):37–54. [Persian]
  39. Hassanzadeh Shoeyli E, Peydayi MM, Razaghi Rostami AR. Tadvin va era'eh-ye olgou-ye riyazi be-manzoor-e me'mari-ye farhang-e sazmani mobtani bar ijad-e hamsouyi beyn noghat-e marja-ye estrategik-e anasor-e sazmani. Faslnameh Modiriyat va Cheshmandaz-e Amoozesh. 2024;6(1):124–58. [Persian]
  40. Amiri E, Teimournejad K, Saeedi L. Tarahi-ye olgou-ye farhang-e sazmani ba roykard-e estrategi-ye farhang-e mosharekati dar markaz-e motale'at va barname-rizi-ye shahr-e Tehran. Faslnameh Motale'at-e Modiriyat-e Shahri. 2023;11(56):107–24. [Persian]
  41. Rangriz H, Golmoradi Adinevand H, Jafari Y. Tarahi-ye olgou-ye farhang-e sazmani-ye digital dar san'at-e bankdari-ye Iran. Faslnameh Modiriyat-e Noavari dar Sazman-haye Defa'i. 2023;6(22):177–208. [Persian]
  42. Rangriz H, Zarchi M, Abbasian H, Soltani I. Era'eh-ye model-e tahavol-e farhang-e sazmani-ye ta'ali-mahvar dar san'at-e foolad. Motale'at-e Ravanshenasi-ye San'ati va Sazmani. 2022;9(1):227–58. [Persian]
  43. Alizadeh Majd AR, Pargo M, Davoudi A. Vakavi-ye avamel-e mo'asser bar farhang-e sazmani dar sanaye-ye petroshimi-ye keshvar. Faslnameh Modiriyat Kasb-o-Kar-e Noavaran. 2022;15(59):44–65. [Persian]
  44. Eftekhari M, Farhi A, Jamshidi M. Tarahi-ye modeli baraye tabyin-e farhang-e sazmani ba amalkard-e bala dar sanaye-ye petroshimi-ye Iran: roykard-e keyfi. Faslnameh Motale'at-e Raftar-e Sazmani. 2021;10(3):173–97. [Persian]
  45. Bogale AT, Debela KL. Organizational culture: a systematic review. Cogent Business & Management. 2024;11(1):1–23. https://doi.org/10.1080/23311975.2024.2340129
  46. González-Torres T, Gelashvili V, Martínez-Navalón JG, Herrera-Enríquez G. Organizational culture and climate: new perspectives and challenges. Frontiers in Psychology. 2023; 14:1267945. https://doi.org/10.3389/fpsyg.2023.1267945
  47. Iragi C, Kyongo J. Organizational culture and innovation: An empirical investigation. Zenodo / Research Publish Journals. 2023. https://doi.org/10.5281/zenodo.10439019
  48. Aichouche R, Chergui K, Brika SKM, El Mezher M, Musa A, Laamari A. Exploring the relationship between organizational culture types and knowledge management processes: A meta-analytic path analysis. Frontiers in Psychology. 2022; 13:856234. https://doi.org/10.3389/fpsyg.2022.856234
  49. Ha VD. Impact of organizational culture on the accounting information system and operational performance of small and medium sized enterprises in Ho Chi Minh City. J Asian Finance Econ Bus. 2020;7(2):301–8.
  50. Barrett R. The values-driven organization: Cultural health and employee well-being as a pathway to sustainable performance. 2nd ed. London: Routledge; 2017. https://doi.org/10.9774/gleaf.9781315558530
  51. Warrick DD, Milliman JF, Ferguson JM. Building high performance cultures. Organ Dyn. 2016;45(1):64–70. https://doi.org/10.1016/j.orgdyn.2015.12.008
  52. Naranjo-Valencia JC, Jiménez-Jiménez D, Sanz-Valle R. Studying the links between organizational culture, innovation, and performance in Spanish companies. Rev Lat Am Psicol. 2016;48(1):30–41. https://doi.org/10.1016/j.rlp.2015.09.009
  53. Seyed Javadin SR, Esfidani MR. Teorisaazi-ye dadeh bonyad. Tehran: Institute for Business Studies and Research; 2010. [Persian]
  54. Strauss A, Corbin J. Mabani-ye teori-pardazi-ye dadeh-bonyad: ravesh-e tahghigh-e keyfi [Basics of grounded theory: Qualitative research method]. Translated by Rezaei B. Tehran: Jahad-e Daneshgahi Publications; 2006. [Persian]

  • تاریخ دریافت 07 مهر 1404
  • تاریخ بازنگری 15 آبان 1404
  • تاریخ پذیرش 06 آذر 1404