نقش مدیریت تحولگرا و عدالت توزیعی سازمانی در ارتقای تاب آوری کارکنان سازمان های رسانه ای (مورد مطالعه: خبرگزاری های اینترنتی)
آرشیو
چکیده
هدف: تاب آوری رسانه ای به معنای توانایی سازمان های رسانه ای در حفظ بقا و عملکرد، هنگام وقوع فجایع و حوادث استرس زاست. تاب آوری رسانه ای خبرگزاری ها، به مثابه سازمان های رسانه ای، به دلیل نقش پررنگی که در مدیریت بحران ایفا می کند، اهمیت ویژه ای دارد. هدف از انجام این مطالعه بررسی نقش مدیریت تحولگرا و عدالت توزیعی، در ارتقای سطح تاب آوری شغلی کارکنان است که در قالب مطالعه ای موردی، روی کارکنان خبرگزاری های اینترنتی صورت گرفته است. روش: پژوهش حاضر از نظر هدف کاربردی، از نظر طرح پژوهش توصیفی و از نظر روش پژوهش پیمایشی به حساب می آید. مدل مفهومی بر اساس ادبیات پژوهش طراحی شد. ابزار گردآوری داده ها پرسش نامه ای برگرفته از پیشینه تجربی پژوهش بود. جامعه آماری پژوهش مشتمل بر کلیه کارکنان سه خبرگزاری اینترنتی در محدوده شهر تهران است. به کمک نمونه گیری در دسترس، نمونه ای متشکل از ۱۸۴ کارمند از این خبرگزاری ها برای نمونه آماری در نظر گرفته شد. برای تجزیه وتحلیل آماری داده ها نیز، از آزمون هم بستگی پیرسون و تحلیل رگرسیون خطی در نرم افزار آماری اس پی اس اس بهره گرفته شد. یافته ها: نتایج نشان داد که بروز رفتارهای تحولگرای مدیران و سرپرستان و نیز، جاری بودن عدالت توزیعی در سازمان، سطح تاب آوری شغلی کارکنان خبرگزاری های اینترنتی را ارتقا می دهد. مطابق با نتایج، رهبری تحولگرای مدیران خبرگزاری های اینترنتی و نیز برقراری عدالت توزیعی در خبرگزاری، حدود ۷۶ درصد از واریانس تاب آوری شغلی کارکنان این سازمان های خبری را تبیین می کند. نتیجه گیری: رهبری تحولگرا به عنوان یکی از پاردایم های رهبری برای بهبود عملکرد خبرگزاری های اینترنتی در محیط متلاطم با قابلیت برانگیختن کارکنان و توسعه فرهنگ سازمانی که رویه های اخلاقی در آن نوعی هنجار رفتاری تلقی می شود، سعی در پیش بینی تغییرات محیطی دارد و تصویری از چشم انداز آینده روشن و مورد نیاز را شکل می دهند. عدالت توزیعی با برقراری عدالت در پیامدهای شغلی متفاوت، از جمله درآمد و برنامه شغلی و مسئولیت شغلی، به افزایش تاب آوری کارکنان خبرگزاری ها در شرایط متلاطم و دشوار منجر خواهد شد.The Role of Transformational Leadership and Distributive Justice on the Improvement of Employees’ Resilience in the Media Organizations (Case of Internet News Agencies)
Objective News organizations are among the service organizations in which employees are trained to provide various services to the beneficiaries and with proper service delivery, they meet the needs of the beneficiaries. Beneficiaries should focus. However, employees of news organizations face psychological tensions in their work environment. The employees of news agencies, due to the need to provide diverse services to different stakeholders as well as the pressures of promotion and receiving job benefits according to the volume of their activities, are prone to be affected by the effects of job challenges. For example, when the workload is high and budget cuts occur, employees are forced to perform a large number of tasks with minimal budget. In such a situation, there is a lot of pressure on the employees and they may not be able to deal with this situation. For this reason, in order for employees to be able to deal with problems and issues in their career path in uncertain conditions, it is necessary to equip them with new personal and psychological capacities that help in stressful situations. Resilience causes employees to use their capacities to achieve individual success in difficult situations and despite risk factors. Considering the importance of job resilience in media organizations, including internet news agencies, identifying and strengthening factors affecting it as a psychological capacity is very important. Media resilience means the ability of media organizations to maintain survival and performance during disasters and stressful events. Media resilience of news agencies as media organizations is of particular importance due to the prominent role, they play in crisis management. The purpose of this study is to examine the role of transformational management and distributive justice in improving the level of job resilience of employees, which was conducted in the form of a case study on the employees of Internet news agencies. Research Methodology The current research is considered "applied" in terms of its purpose, "descriptive" in terms of research design, and "survey" in terms of research method. A conceptual model was designed based on research literature. The data collection tool was a questionnaire taken from the experimental background of the research. The statistical population of the research includes all the employees of three internet news agencies in Tehran. With the help of available sampling, a sample consisting of 184 employees of these news agencies was considered. In addition, for the statistical analysis of data, Pearson's correlation test and linear regression analysis were used using SPSS statistical software. Findings Results showed that the occurrence of transformational behavior of managers and supervisors and the current distributive justice in the organization can improve the level of job resilience of internet news agency employees. According to the results, the transformational leadership of the managers of Internet news agencies and the establishment of distributive justice in the news agency explain about 76% of the variance of the job resilience of the employees of these news organizations. Discussion & Conclusion Since high resilience increases media employees’ ability to cope with work stresses and increases their job satisfaction, it was vital to study media employees’ resilience and perceptions of transformational leadership. Transformational leadership is one of the leadership paradigms to improve the performance of Internet news agencies in a turbulent environment with the ability to motivate employees and develop an organizational culture in which ethical procedures are considered a behavioral norm, tries to predict environmental changes. And they form an image of a clear and needed future vision. Transformational leadership is a style of leadership in which the leader influences the beliefs, values and goals of the followers, is recognized as a hero, and has a great impact on his followers. Transformational leaders motivate subordinates by providing the necessary ground for the emergence of their abilities and skills and by increasing their self-confidence. Distributive justice by establishing justice in different job outcomes including income, job schedule and job responsibility, will lead to increasing the resilience of news agency employees in turbulent and difficult conditions. Distributive justice refers to the understanding of the fairness of the results in the organization and it is judged in this way whether the rewards are suitable for the costs. Do the results meet expectations? Is the ratio of people equal compared to others? Distributive justice refers to the attitudes and thoughts of employees regarding the appropriateness of outputs and receipts. Distributive justice is predicted according to values. Resilience is the ability to successfully adapt to threatening conditions. It shows that organizational justice can affect increasing the level of organizational resilience. To our knowledge, no studies in Iran have investigated the relationship between self-reported resilience among employees of media organizations and their perceptions of transformational leadership as well as distributive justice.
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