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ارائه الگوی شکاف جنسیتی در شرکت ملی گاز ایران | ||
| مطالعات اجتماعی روان شناختی زنان | ||
| مقاله 3، دوره 22، شماره 1 - شماره پیاپی 78، فروردین 1403، صفحه 67-100 اصل مقاله (1.14 M) | ||
| نوع مقاله: مقاله پژوهشی | ||
| شناسه دیجیتال (DOI): 10.22051/jwsps.2023.41772.2677 | ||
| نویسندگان | ||
| میترا عزتی* 1؛ سید سبحان لواسانی2؛ ولی الله دینی3؛ مریم صمدیار4 | ||
| 1این مقاله برگرفته از طرح کاربردی ویژه شرکت ملی گاز ایران است. دانشیار گروه مدیریت و برنامه‌ریزی آموزشی، دانشکده روان‌شناسی و علوم تربیتی، دانشگاه تهران، تهران، ایران. (نویسنده مسئول) ezati.m@ut.ac.ir | ||
| 2رییس پژوهشهای منابع انسانی و تحول اداری شرکت ملی گاز ایران، تهران، ایران. Lavasani_s@nigc.ir | ||
| 3مدیر مهندسی ساختار شرکت ملی گاز ایران، تهران، ایران. dini@nigc.ir | ||
| 4کارشناس پژوهشهای منابع انسانی شرکت ملی گاز ایران، تهران، ایران. samadyar_m@nigc.ir | ||
| چکیده | ||
| شکاف جنسیتی از گفتمان‌های اساسی معاصر در سازمان ها می باشد. هدف پژوهش حاضر، شناسایی مولفه ها و ارائه الگوی شکاف جنسیتی در حوزه منابع انسانی است. هدف این پژوهش، کاربردی و از نظر روش، کیفی و بر اساس رویکرد، داده بنیاد است. مشارکت کنندگان، 55 نفر از زنان شرکت ملی گاز ایران بوده، که با توجه به اشباع نظری و با توجه به روش نمونه گیری هدفمند انتخاب شده اند. برای گردآوری داده ها از مصاحبه نیمه ساختار یافته استفاده شد. طبق یافته ها، ناکارآمدی مدیریتی، تبعیض در سازوکارهای حمایتی، عدم فرصت سازی برای زنان، بی عدالتی در برخورداری از امکانات، بی عدالتی در استخدام، بی عدالتی در ساختار سازمانی و بی عدالتی در ارتقا سازمانی به عنوان عوامل علی، مشکلات زندگی شخصی زنان، ناکارآمدی ساختار کلان و قوانین و مقررات تبعیض آمیز به عنوان عوامل زمینه ای، ضعف در فرهنگ جامعه و فرهنگ سازمانی به عنوان عوامل مداخله گر و اصلاح فرهنگ جامعه و فرهنگ سازمانی، اصلاح فرایندهای ارتقاء، بهره مندی برابر از امکانات، برابری سازمانی، فرصت سازی برای زنان، توسعه سازوکارهای حمایتی، مدیریت حرفه ای، توجه به زندگی شخصی زنان، برابری در استخدام، باز تدوین قوانین و مقررات و کارآمدی ساختار کلان به عنوان راهبردها و کاهش بازده سازمانی، کاهش تعهد سازمانی و کاهش بهره وری سازمانی به عنوان پیامدها مشخص گردید. طبق یافته ها، شکاف جنسیتی تحت اثر عوامل مختلفی هستند، ولی عوامل مذکور در تعامل با ادراک تبعیض آمیز در حمایت گری سازمانی از زنان شکل می گیرند. | ||
| کلیدواژه‌ها | ||
| شکاف جنسیتی؛ مدیریت منابع انسانی؛ نظریه برخاسته از داده ها؛ شرکت ملی گاز ایران | ||
| عنوان مقاله [English] | ||
| Presenting the Model of Gender Gap in National Gas Company of Iran | ||
| نویسندگان [English] | ||
| Mitra Ezati1؛ Seyyed Subhan Lavasani2؛ Wali Allah Dini3؛ Maryam Samadiar4 | ||
| 1Associate Professor, Department of Educational Administration and Planning, Faculty of Psychology and Education, University of Tehran. Tehran, Iran. ezati.m@ut.ac.ir. (Corresponding Author) | ||
| 2Head of Human Resources Research and Administrative Transformation of National Gas Company of Iran, Tehran, Iran. Lavasani_s@nigc.ir | ||
| 3Director of Structural Engineering of National Gas Company of Iran. Tehran, Iran. dini@nigc.ir | ||
| 4Human Resources Research Expert of Iran National Gas Company. Tehran, Iran. samadyar_m@nigc.ir | ||
| چکیده [English] | ||
| Gender gap is one of the basic contemporary discourses in organizations. The aim of the current research is to identify the components and provide a model of the gender gap in the field of human resources. The purpose of this research is applied, qualitative in terms of method, and based on the grounded theory approach. The participants were 55 women from Iran's National Gas Company, selected according to theoretical saturation and the purposeful sampling method. A semi-structured interview was used to collect data. According to the findings, management inefficiency, discrimination in support mechanisms, lack of opportunities for women, injustice in having facilities, injustice in employment, injustice in organizational structure, and injustice in organizational promotion were identified as causal factors. Problems in women's personal lives, inefficiency of the macro structure, and discriminatory laws and regulations were identified as background factors. Weakness in societal and organizational culture were identified as intervening factors. Consequences identified include neglect of human capital, weak organizational culture, a culture of discrimination in society, inefficient processes, unfair distribution of facilities, organizational injustice, missed opportunities for women, weak support mechanisms, neglect of women's management, little attention to the balance between work and life, unfair employment of women, discriminatory implementation of laws and regulations, inefficient use of macro-structure strategies, reduced organizational efficiency, reduced organizational commitment, and reduced organizational productivity. The gender gap is influenced by various factors, but these factors are formed in interaction with a discriminatory perception and lack of organizational support for women. Gender Gap, Human Resource Management, Grounded Theory, Qualitative Approach, National Gas Company of Iran Introduction During recent years, in the oil and gas industry, the indiscriminate reduction of women and the lack of replacement of women, as well as the low mobility and unbalanced job promotion of women in managerial and decision-making fields, have characterized this industry. Correcting this process requires a change in mentality among senior managers and human resources of the oil and gas industry. Therefore, the current research seeks to understand the perceptions and subjective experiences of women in the areas of participation, salary, and promotion, as well as the conditions and contexts (causal, intervening, contextual, and process) influencing the perception of the gender gap and its consequences for women in the National Gas Company of Iran. Methodology The aim of the current research is to identify the components and provide a model of the gender gap in the field of human resources. The purpose of this research is applied, qualitative in terms of method, and based on the foundational data approach. The participants were 55 women from the National Gas Company of Iran, selected according to theoretical saturation and the purposeful (with maximum diversity) and theoretical (emergence of underlying theory) sampling methods. A semi-structured interview was used to collect data. Before conducting the interview, the objectives of the research were fully explained, and the satisfaction of the participants was the main condition of the interviews. The interview duration was between 40 and 60 minutes. Then, constant comparisons with theoretical coding, including open, axial, and selective coding, were used for data analysis. Within the framework of the paradigm model, the conditions, contexts, strategies, and consequences of the gender gap were discussed. Finally, all the categories were selected and integrated around a central category in the selective coding stage and were regularly linked to other categories using the storytelling technique. Findings According to the findings, management inefficiency, discrimination in support mechanisms, lack of opportunities for women, injustice in having facilities, injustice in employment, injustice in organizational structure, and injustice in organizational promotion are identified as causal factors. Problems in women's personal lives, inefficiency of the macro structure, and discriminatory laws and regulations are identified as background factors. Weakness in societal and organizational culture is identified as intervening factors. The consequences include neglecting human capital, weak organizational culture, a culture of discrimination in society, inefficient processes, unfair distribution of facilities, organizational injustice, missed opportunities for women, weak support mechanisms, neglect of women's management, little attention to the balance between work and life, unfair employment of women, discriminatory implementation of laws and regulations, inefficient use of macro structure strategies, reduction of organizational efficiency, reduction of organizational commitment, and reduction of organizational productivity. According to the findings, the gender gap is influenced by various factors, but these factors are formed in interaction with discriminatory perceptions and lack of organizational support for women. Result One of the most important concerns raised by the participants as an effective causal factor is injustice in organizational promotion. From the point of view of women, it is possible to help lay the groundwork for their promotion through the identification of talented women and the increase of women's participation in administrative missions. Additionally, scoring based on people's competencies and performance and evaluation based on capabilities can lead to the improvement of promotion processes. On the other hand, the issue of perceived discrimination in salaries and wages (overtime and missions, etc.) has created concerns for women, which can be addressed by establishing justice in the compensation and employee bonus systems. One of the background conditions affecting the gender gap is the problems of women's personal lives. From the point of view of women, proving their abilities in the workplace and following the example of successful female managers can help them deeply believe in their multifaceted talents and abilities. In addition, weakness in society's culture and organizational culture is one of the intervening factors that affects the formation of the gender gap. From the point of view of women, this can be addressed through the reformation of family culture and societal norms. The most important consequences of the gender gap are the reduction of organizational efficiency, reduction of organizational commitment, and reduction of organizational productivity. According to the participants, believing in women's abilities and creating opportunities for action can help create opportunities for women and improve organizational efficiency, commitment, and performance. Finally, the category that best analyzes the process of women's understanding and interpretation of the gender gap in Iran's National Gas Company is "lack of organizational support for women," which was considered the central category. References Ahmadi, S. & Heydari, A. (2013). Investigating gender differences in feeling insecure. 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| کلیدواژه‌ها [English] | ||
| Gender gap, human resource management, theory based on data, National Gas Company of Iran | ||
| مراجع | ||
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