نوع مقاله : مقاله علمی

نویسندگان

• بهروز میرزایی ¹
• اصغر محمدی ¹
• مهرداد نوابخش ²

¹ گروه جامعه‌شناسی، دانشکده علوم انسانی، دانشگاه آزاد اسلامی، واحد دهاقان، دهاقان، ایران

² گروه جامعه‌شناسی، دانشکده ادبیات، علوم انسانی و اجتماعی، دانشگاه آزاد اسلامی، واحد علوم و تحقیقات، تهران، ایران

چکیده

پیشینه و اهداف: پژوهش حاضر با هدف اکتشاف و تبیین عوامل سازمانی مؤثر بر تخلفات بیمة شخص ‌‌ثالث در صنعت بیمة ایران صورت گرفته است. 
روش‌شناسی: پژوهش حاضر مبتنی بر روش‌‌شناسی آمیخته از نوع توصیفی_– اکتشافی صورت گرفته است. جامعة آماری بخش کیفی تحقیق شامل خبرگان حوزة مدیریت بیمه و جامعه‌شناسی اقتصادی و توسعه است که با استفاده از روش نمونه‌‌گیری هدفمند و گلوله برفی تعداد 26 نفر متخصص تا حد اشباع انجام شد. جامعة آماری بخش کمّی پژوهش، شامل کارکنان شعب شرکت‌‌های بیمة شهر تهران در سال 1400 بوده است که با روش نمونه‌‌گیری خوشه‌‌ای تعداد 354 نفر به‌عنوان نمونة آماری انتخاب شدند. ابزار جمع‌‌آوری داده‌‌ها در بخش کیفی مصاحبة نیمه‌‌ساختاریافته با خبرگان و در بخش کمّی پرسش‌نامه بوده است. روایی پرسش‌نامه به روش صوری و محتوایی و پایایی آن با روش آلفای کرونباخ تأیید شد. تجزیه‌و‌تحلیل داده‌‌های بخش کیفی تحقیق با استفاده از روش تحلیل مضمون و داده‌‌های بخش کمّی با استفاده از تحلیل عاملی تأییدی از طریق نرم‌‌افزار Amos21 انجام شد.
یافته‌ها: براساس یافته‌‌های بخش کیفی، در مجموع 52 مضمون پایه، 18 مضمون سازمان‌‌دهنده و 5 مضمون فراگیر (عدالت سازمانی، تعهد سازمانی، سازمان غیررسمی، فرهنگ سازمانی و قانونمندی) شناسایی شده است. طبق یافته‌‌های بخش کمّی، عدالت سازمانی و تعهد سازمانی به‌ترتیب با 0.84- و 0.56- اثر منفی و معکوس و متغیر سازمان غیررسمی با 0.54 تأثیر مثبت و مستقیم بر تخلفات کارکنان شرکت‌‌های بیمة فعال در حوزة بیمة شخص ‌‌ثالث داشته‌‌اند. متغیر عدالت سازمانی از طریق تأثیر بر تعهد سازمانی و سازمان غیررسمی بر تخلفات کارکنان شرکت‌‌های بیمه اثرگذار بوده است.
نتیجه‌گیری: براساس یافته‌‌های تحقیق، پیشنهاد می‌‌شود عوامل سازمانی ارائه‌شده در این مطالعه در برنامه‌‌های راهبردی صنعت بیمه در مبارزه با تخلفات بیمه‌‌ای ملحوظ شود و مورد تأکید شرکت‌‌های بیمه قرار گیرد. در زمینة عدالت سازمانی پیشنهاد می‌‌شود در راستای احیای عدالت سازمانی ارزش‌‌های یادشده در بین کارکنان شرکت‌‌های بیمه و جاری کردن عدالت در فرایندهای سازمانی مورد توجه قرار گیرد. در مورد تعهد سازمانی پیشنهاد می‌شود ابعاد تعهد سازمانی مورد نظر این پژوهش به‌عنوان مبنایی برای ارتقای تعهد سازمانی کارکنان لحاظ گردد. در ارتباط با سازمان غیررسمی نیز پیشنهاد می‌شود با نگرش مثبت به سازمان‌‌های غیررسمی از وجود آنها در راستای اهداف و راهبردهای شرکت‌‌های بیمه استفاده شود.    

کلیدواژه‌ها

• بیمه
• تعهد سازمانی
• سازمان غیر رسمی
• عدالت سازمانی
• فرهنگ سازمانی
• قانونمندی

موضوعات

• مطالعات اجتماعی بیمه

عنوان مقاله [English]

Identifying organizational factors affecting third-party liability insurance violations among the employees of insurance companies

نویسندگان [English]

• B. Mirzaei ¹
• A. Mohammadi ¹
• M. Nawabakhsh ²

¹ Department of Sociology, Faculty of Humanities, Islamic Azad University, Dehaghan Branch, Dehaghan, Iran

² Department of Sociology, Faculty of Literature, Humanities and Social Sciences, Islamic Azad University, Tehran Science and Research Branch, Tehran, Iran

چکیده [English]

Objective: The present research was conducted with the aim of exploring and explaining organizational factors affecting third-party liability insurance violations in the Iranian insurance industry.
Methods: The current study is based on a descriptive-exploratory mixed methodology. The statistical population of the qualitative part of the study includes experts from the fields of insurance management and economic sociology and development. The survey was conducted using a purposive and snowball sampling method of 26 experts until saturation. The statistical population of the quantitative part of the study included employees of Tehran insurance companies. A total of 354 people were selected as a statistical sample using a cluster sampling method. The instrument for data collection was semi-structured interviews with experts in the qualitative part and questionnaires in the quantitative part. The validity of the questionnaire was confirmed by form and content methods and its reliability by the Cronbach's alpha method. The data from the qualitative part of the study was analyzed using the thematic analysis method and the data from the quantitative part using confirmatory factor analysis with the Amos21 software.
Results: Based on the results of the qualitative part, a total of 52 basic themes, 18 organizing themes and 5 inclusive themes (organizational justice, organizational commitment, informal organization, organizational culture and legality) were identified. According to the results of the quantitative part, organizational justice and organizational commitment have a negative and inverse effect with -0.84 and -0.56, respectively, and the variable of informal organization has a positive and direct effect with 0.54 on the violations of employees of insurance companies operating in the field of third-party liability insurance. The variable of organizational justice had an effect on the violations of insurance company employees through the influence on organizational commitment and informal organization.
Conclusion: Based on the research findings, it is suggested that the organizational factors presented in this study should be considered in the strategic plans of the insurance industry in addressing insurance violations and should be emphasized by insurance companies. In the area of organizational justice, it is suggested that in order to restore organizational justice, the mentioned values should be considered among the employees of the insurance companies and the implementation of justice in the organizational processes. In terms of organizational commitment, it is suggested that the dimensions of organizational commitment considered in this research should be considered as a basis for improving the organizational commitment of employees. In relation to informal organization, it is also suggested that if there is a positive attitude towards informal organizations, their existence should be used in line with the objectives and strategies of insurance companies.

کلیدواژه‌ها [English]

• Informal organization
• Insurance
• Legality
• Organizational commitment
• Organizational culture
• Organizational justice

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