ما مدى تأثير فاعليه محددات تطبيق جداول تشكيلات الوظائف على أداء الموظفين في الوزارات والمؤسسات الحكومية غير الوزارية في دولة فلسطين ؟
Date
2023-05-07
Authors
عبد الناصر محمد هيشان مطر
Abdal -Naser Mohamad Hishan Matar
Journal Title
Journal ISSN
Volume Title
Publisher
جامعة القدس
Abstract
هدفت هذه الدراسة إلى التعرف على واقع فاعلية محددات تطبيق جداول تشكيلات الوظائف، وعلاقتها مع أداء الموظفين في القطاع العام في المحافظات الشمالية لدى دولة فلسطين.
ولتحقيق هدف الدراسة تم إجراؤها على عينة قوامها (358) موظفاً، وقد تم أخذ عينة طبقية عشوائية وفقاً لنسبة كل طبقة على النحو التالي: موظفو الفئة العليا بواقع 12.6% من إجمالي عينة الدراسة 45 موظفاً، و الفئة الأولى بواقع 87.4% من إجمالي عينة الدراسة 313 موظفاً.
استخدم في الدراسة أسلوب المنهج الوصفي التحليلي في جمع المعلومات والبيانات، و تفسيرها عن طريق الربط بين العلاقات من خلال طرح أسئلة وفرضيات للوصول إلى النتائج، وفقاً لشواهد وقرائن ومستعينا ببرنامج التحليل الاحصائي SPSS.
وتوصلت الدراسة إلى العديد من النتائج :أهمها أن موافقة المبحوثين الخاضعين للبحث بدرجة عالية على وجود وصف وظيفي واضح لمهام عمل كل وظيفة، وأن هناك وضوحأ في صلاحيات كل وظيفة وتحديد خطوط المسؤولية بين الإدارة والمرؤوسين. كما أن هناك توافقاً بدرجة عالية على وجود هيكل تنظيمي مرن من الحفاظ على عدم وجود تداخل بين إختصاصات الوحدات التنظيمية في المؤسسة، وتوافق بدرجة عالية بين المبحوثين، على أن التخطيط الوظيفي يركز على تحقيق رسالة المؤسسة وبلورة أهدافها الاستراتيجية، وكذلك التوافق بدرجة عالية، على أن المؤسسة تهتم بالمسار الوظيفي للموظف من خلال التركيز على المسار الوظيفي، عند إعداد الهيكل التنظيمي. كما أن هناك تأكيداً على وجود قوانين وأنظمة تحفظ الحقوق الوظيفية، والتزام المؤسسة بها، والأخذ بعين الإعتبار بأن هذه القوانين والأنظمة تلبي متطلبات العمل والموظف، وأخيراً هناك توافقاً على وجود مناخ تنظيمي عالي يحتاج إلى تعزيز .
وخلصت الدراسة إلى بعض التوصيات والمقترحات منها، تعزيز التحسن في جودة الهيكل التنظيمي، لما له من قيمة كبيرة في التأثير على الأداء الوظيفي، وتعزيز كفاءة وفاعلية التخطيط الوظيفي،الذي له قيمه كبيرة في التأثير على الأداء الوظيفي.وكذلك أيضاً تحسين فاعلية المناخ التنظيمي، وتزويد الموظفين بأدله إجراءات تضمن حسن سير العمل. وكذلك متابعه تنفيذ الأنشطه والخطط التنفيذيه من خلال برنامج متابعه يعتمد على مؤشرات قياس، ومتابعه تنفيذ الأنشطه بالشكل الأمثل، وإعتماد النموذج الإداري المختلط اللامركزي والمركزي في سلطة إتخاذ القرارات، مما سيساهم إيجاباً في تطبيق جداول التشكيلات الوظيفية، والعمل على توحيد البيانات الخاصة بالموظفين بين وزارة المالية وديوان الموظفين العام، وباقي مؤسسات القطاع العام كل فيما يخصه من خلال الربط الإلكتروني .
This study aimed at identifying the situation of the effectiveness of the determinants of applying the manning tables and its relationship with the performance of employees in the public sector in the northern governorates in the State of Palestine. To achieve the objective of the study, it was conducted on a sample of (358) employees, and a stratified random sample was taken with a specified number according to the percentage of each category as follows: employees at the senior level by 12.6% of the total study sample, and equal to 45 employees, and employees of the A level by 87.4% of the total study sample, and equal to 313 employees. The study used the descriptive analytical methodology in collectiong and analyzing the information and data through linking relations by raising questions and hypotheses to reach the results according to evidence and clues, using the SPSS statistical analysis program. The study have found a number of findings, the most important of which is that the respondents highly agreed on having a clear job description for the tasks of each job, with clear powers of each job and defined lines of responsibility between management and subordinates. They also highly agreed on having a flexible organizational structure while preserving non-overlapping between the competencies of organizational units in the institution. The respondents also highly agreed that career planning focuses on achieving the institution's mission and crystallizing its strategic goals, and they highly agreed that the institution cares about the employee's career path through the institution's focus on their career path when preparing its organizational structure, with an emphasis on having laws and regulations that reserve employment rights for employees, and there is a commitment by the institution to them, while taking into consideration that these laws and regulations meet the requirements of the work and the employee, and finally there is agreement on having a high organisational climate that needs to be strengthened. The study concluded with a number of recommendations and suggestions, including, promoting the improvement of the quality of the organisational structure because of its great value in influencing the quality of job performance; As well as enhancing the efficiency and effectiveness of career planning because of its great value in influencing the quality of job performance. In addition to improving the effectiveness of the organizational climate, because of its great value in influencing the job performance; And providing employees with procedures manuals that ensure the proper functioning of work; As well as following up the implementation of activities and executive plans through a follow-up program that relies on measurement indicators; following up the implementation of activities in an optimal manner; and adopting the mixed, decentralized and centralized administrative model in the authority of decision-making, which will contribute positively to the application of manning tables; working to standardize employee data between the Ministry of Finance, the General Personnel Council and the rest of the public sector institutions, each in its own jurisdiction, through electronic connectivity.
This study aimed at identifying the situation of the effectiveness of the determinants of applying the manning tables and its relationship with the performance of employees in the public sector in the northern governorates in the State of Palestine. To achieve the objective of the study, it was conducted on a sample of (358) employees, and a stratified random sample was taken with a specified number according to the percentage of each category as follows: employees at the senior level by 12.6% of the total study sample, and equal to 45 employees, and employees of the A level by 87.4% of the total study sample, and equal to 313 employees. The study used the descriptive analytical methodology in collectiong and analyzing the information and data through linking relations by raising questions and hypotheses to reach the results according to evidence and clues, using the SPSS statistical analysis program. The study have found a number of findings, the most important of which is that the respondents highly agreed on having a clear job description for the tasks of each job, with clear powers of each job and defined lines of responsibility between management and subordinates. They also highly agreed on having a flexible organizational structure while preserving non-overlapping between the competencies of organizational units in the institution. The respondents also highly agreed that career planning focuses on achieving the institution's mission and crystallizing its strategic goals, and they highly agreed that the institution cares about the employee's career path through the institution's focus on their career path when preparing its organizational structure, with an emphasis on having laws and regulations that reserve employment rights for employees, and there is a commitment by the institution to them, while taking into consideration that these laws and regulations meet the requirements of the work and the employee, and finally there is agreement on having a high organisational climate that needs to be strengthened. The study concluded with a number of recommendations and suggestions, including, promoting the improvement of the quality of the organisational structure because of its great value in influencing the quality of job performance; As well as enhancing the efficiency and effectiveness of career planning because of its great value in influencing the quality of job performance. In addition to improving the effectiveness of the organizational climate, because of its great value in influencing the job performance; And providing employees with procedures manuals that ensure the proper functioning of work; As well as following up the implementation of activities and executive plans through a follow-up program that relies on measurement indicators; following up the implementation of activities in an optimal manner; and adopting the mixed, decentralized and centralized administrative model in the authority of decision-making, which will contribute positively to the application of manning tables; working to standardize employee data between the Ministry of Finance, the General Personnel Council and the rest of the public sector institutions, each in its own jurisdiction, through electronic connectivity.
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Citation
مطر، عبد الناصر محمد. (2023). ما مدى تأثير فاعليه محددات تطبيق جداول تشكيلات الوظائف على أداء
الموظفين في الوزارات والمؤسسات الحكومية غير الوزارية في دولة فلسطين ؟ [رسالة ماجستير منشورة، جامعة
القدس، فلسطين]. المستودع الرقمي لجامعة القدس. https://arab-scholars.com/f2a5f8