ORIGINAL_ARTICLE
اثر عوامل هیجانی و شناختی بر رفتارخادمانه کارگزاران سازمان حج و زیارت (اماکن متبرکه مکه و مدینه: با رویکرد آمیخته اکتشافی)
این پژوهش با رویکرد آمیخته اکتشافی- مدل ایجاد ابزار- با هدف مدلسازی عوامل هیجانی و شناختی بر رفتارخادمانه کارگزاران سازمان حج و زیارت در اماکن متبرکه مکه مدینه با استفاده از تحلیل محتوای قرادادی در بخش کیفی انجام شده است. به منظور دست یابی به دادههای کیفی از نمونه گیری هدفمند بر اساس معیارهای نظام نامه ارزیابی عملکرد کارگزاران خادم سازمان حج و زیارت با 18 نفر از خادمان برتر تا اشباع نظری مصاحبههای نیمه ساختاریافته صورت گرفت. متن مصاحبههای انجام شده در قالب واحدهای فکر کدگذاری، مقوله بندی ونهایتا در طبقات مضامین طبقه بندی شدند و به منظور اعتباریابی آن از روش توافق درون موضوعی دو کدگذار استفاده گردید. یافتههای کیفی تحقیق ویژگیهای رفتارخادمانه کارگزاران را در قالب چهار رفتارانسان دوستانه، رفتار پیش قدمانه، رفتار خدمت گرایانه، و رفتار خودگرایانه و عوامل مؤثر بر آن را در قالب دو عامل هیجانی و شناختی، تبیین میکند. پس از کشف مقولههای مدل ارائه شده در مرحله کیفی، به منظور اعتبارسنجی کمی مدل استخراج شده، پرسشنامه ای مشتمل بر 112 گویه طراحی و تنظیم شد و در اختیار 205 نفر از کارگزاران به صورت نمونهگیری در دسترس قرارگرفت و اعتبار مدل بصورت کمی تأیید شد.
https://obs.sinaweb.net/article_12758_20c12a36a836a483989cc423d7bfe499.pdf
2015-05-01
29
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رفتار خادمانه
عامل هیجانی
عامل شناختی
آمیخته اکتشافی
سازمان حج و زیارت
علیرضا
امینی
mortazavi@um.ac.ir
1
دانشجوی دکتری مدیریت رفتاری، دانشگاه فردوسی مشهد
AUTHOR
سعید
مرتضوی
seid_amini@yahoo.com
2
عضو هیأت علمی دانشگاه فردوسی مشهد
LEAD_AUTHOR
فریبرز
رحیم نیا
r-nia@um.ac.ir
3
عضو هیآت علمی دانشگاه فردوسی مشهد
AUTHOR
شمس الدین
ناظمی
nazemi_shm@um.ac.ir
4
عضو هیأت علمی دانشگاه فردوسی مشهد
AUTHOR
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ORIGINAL_ARTICLE
ارایه ابزار اندازه گیری فرایند یادگیری زدایی در سازمان
یکی از مهمترین عواملی که در جریان کسب دانش جدید ایجاد مشکل نموده و زمینه ساز شکست در پیاده سازی پروژه تغییر در سازمان می باشد، میزان وابستگی به دانش قدیمی در سطوح مختلف سازمانی است. برای غلبه بر این مشکل، سازمانها باید با استفاده از اقدامات و فعالیتهای مناسب، به کاهش و حذف میزان وابستگی به دانش قدیمی بپردازند. به این مجموعه اقدامات که منجر به کاهش اثرات منفی دانش منسوخ در سازمان می شوند، فرایند یادگیری زدایی گفته می شود. بدین منظور در این مقاله، به تدوین ابزاری مناسب جهت سنجش فرایند یادگیری زدایی در سازمان که از روایی و پایایی مناسبی برخوردار باشد پرداخته شده است. در ابتدا با استفاده از مطالعات میدانی، رویکردها و اقدامات مختلفی که سازمانها می توانند جهت یادگیری زدایی مورد استفاده قرار دهند، شناسایی و براساس آن پرسشنامه اولیه در قالب 36 عبارت تدوین شد. در مرحله بعد روایی محتوای پرسشنامه از منظر سه شاخص شفافیت، مناسبت و جامعیت توسط خبرگان ارزیابی شده و با اعمال نظرات آنها، پرسشنامه نهایی متشکل از 28 عبارت و در قالب 7 رویکرد تدوین گردید. در نهایت پرسشنامه در نمونه ای متشکل از 134 سازمان از جامعه آماری شرکتهای نرم افزاری مورد آزمون قرار گرفت و با استفاده از داده های جمع آوری شده، روایی سازه از طریق تحلیل عاملی، روایی همگرا و واگرا از طریق ضریب همبستگی پیرسون مورد ارزیابی قرار گرفت و شاخصهای برازش مدل نیز بررسی شد که نتایج حاکی از آن بود که مدل اندازه گیری از برازش مناسبی برخوردار است.
https://obs.sinaweb.net/article_12757_0516fc15d3a09c322e411f413a453841.pdf
2015-05-01
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یادگیری زدایی
دانش منسوخ
تکنولوژی
تغییر
روایی محتوا و سازه
ارشیا
خدایی
arshia5420@yahoo.com
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مؤسسه عالی آموزش و پژوهش مدیریت و برنامه ریزی
LEAD_AUTHOR
عباس
کرامتی
2
عضو هیأت علمی دانشکده مهندسی صنایع، دانشگاه تهران
AUTHOR
علیرضا
محمدی
3
دانشگاه علامه طباطبایی
AUTHOR
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ORIGINAL_ARTICLE
بررسی اثر رهبری خدمتگزار بر رفتار شهروندی سازمانی: نقش واسطهای توانمندسازی روانشناختی، عدالت سازمانی و خشنودی شغلی
هدف از پژوهش حاضر بررسی اثر مستقیم رهبری خدمتگزار بر رفتار شهروندی سازمانی و همچنین اثر غیر مستقیم این رابطه از طریق توانمندسازی روانشناختی، عدالت سازمانی و خشنودی شغلی میباشد. طرح پژوهش حاضر توصیفی از نوع همبستگی است. جامعه آماری پژوهش را کلیه کارکنان شرکت بهرهبرداری نفت و گاز مارون تشکیل میدهند که از این تعداد 250 نفر با استفاده از روش نمونهگیری تصادفی ساده انتخاب شدند. دادهها با استفاده از پرسشنامههای رهبری خدمتگزار، توانمندسازی روانشناختی، عدالت سازمانی ، خشنودی شغلی و رفتار شهروندی سازمانی جمعآوری و با استفاده از روش الگویابی معادلات ساختاری و بوت استرپ مورد تحلیل قرار گرفتند. تحلیلهای الگویابی معادلات ساختاری برازندگی الگوی پیشنهادی را با دادهها مورد حمایت قرار دادند. نتایج حاکی از اثر مستقیم رهبری خدمتگذار بر رفتار شهروندی سازمانی و اثر غیرمستقیم رهبری خدمتگزار بر رفتار شهروندی سازمانی از طریق توانمندسازی روانشناختی و عدالت سازمانی بود. بنابراین، سازمانها میتوانند با بکارگیری سبک رهبری خدمتگزار باعث توانمندسازی کارکنان، عدالت سازمانی، افزایش خشنودی شغلی و رفتار شهروندی سازمانی در کارکنان شوند.
https://obs.sinaweb.net/article_12759_9a4ad28030a9c2ac7a778ef6594a43be.pdf
2015-05-01
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رهبری خدمتگزار
رفتار شهروندی سازمانی
توانمندسازی روانشناختی
عدالت سازمانی
خشنودی شغلی
محمد
منتخب یگانه
m_myegane@yahoo.com
1
مسئول فنی موسسه روانشناختی کاریزما مشاور
LEAD_AUTHOR
کیومرث
بشلیده
k.bashlideh@scu.ac.ir
2
مدیر گروه روانشناسی صنعتی و سازمانی دانشگاه شهید چمران اهواز
AUTHOR
مصطفی
بهارلو
mostafa_baharlo@yahoo.com
3
فارغ التحصیل
AUTHOR
ارشدی، نسرین (1386). طراحی و آزمون الگویی از پیشایندها و پیامدهای مهم انگیزش شغلی در کارکنان شرکت ملی مناطق نفت خیز جنوب – منطقه اهواز. دانشگاه شهید چمران اهواز،دانشکده علوم تربیتی و روانشناسی، پایاننامه دکتری روانشناسی صنعتی و سازمانی.
1
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ORIGINAL_ARTICLE
تاثیر سرمایه روانشناختی بر کیفیت خدمات ارائه شده به مشتریان توسط کارکنان باجه با میانجیگری رضایت شغلی (مورد مطالعه بانک انصار)
هدف پژوهش حاضر بررسی تاثیر سرمایه روان شناختی و رضایت شغلی بر کیفیت خدمات ارائه شده به مشتریان توسط کارکنان باجه بانک انصار است. پژوهش حاضر کاربردی و توصیفی میباشد. جامعه آماری کارکنان باجه بانک انصار شهر تهران میباشد. بدین منظور نمونهای برابر با 320 نفر بر اساس جدول مورگان محاسبه گردید و با استفاده از روش نمونهگیری تصادفی انتخاب شد. در این پژوهش ابتدا مدل نظری و فرضیات بین متغیرها توسعه داده شد و سپس جهت بررسی فرضیات پژوهش مدل معادلات ساختاری مورد استفاده قرار گرفت. برای جمع آوری دادهها از پرسشنامه استفاده شد، پایایی و روایی این ابزار تحقیق به وسیله آلفای کرونباخ و تحلیل عاملی تاییدی مورد سنجش قرار گرفت. نتایج بدست آمده از این پژوهش نشان داد که سرمایه روان شناختی و رضایت شغلی تاثیر مثبتی بر کیفیت خدمات ارائه شده به مشتریان دارد. همچنین نقش میانجی گری رضایت شغلی در رابطه بین سرمایه روان شناختی و کیفیت خدمات معنی دار ارزیابی گردید . لذا میتوان بیان نمود که با برنامهریزی مناسب در زمینه منابع انسانی (سرمایه روانشناختی) سبب افزایش رضایت شغلی کارکنان، ایجاد حس تعلق به سازمان و ارائه خدمات مناسب به مشتریان شد.
https://obs.sinaweb.net/article_12760_c736b66ca334c98b21737497d8fc846c.pdf
2015-05-01
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سرمایه روانشناختی
کیفیت خدمات
رضایت شغلی
مدل معادلات ساختاری
سید رضا
سید جوادین
dr..seyyedjavadein@gmail.com
1
استاد گروه بازرگانی دانشکده مدیریت دانشگاه تهران، ایران.
AUTHOR
مرجان
فیاضی
m.fayyazi@ut.ac.ir
2
استادیار گروه منابع انسانی دانشکده مدیریت دانشگاه تهران، ایران.
AUTHOR
حسین
بلوچی
hossinbalochi.manager@gmail.com
3
دانشجوی دکتری مدیریت بازاریابی بین الملل، دانشکده اقتصاد و مدیریت دانشگاه سمنان، ایران
LEAD_AUTHOR
حسین
فارسی زاده
hossein698@gmail.com
4
دانشجوی دکتری مدیریت بازاریابی بین الملل، دانشکده اقتصاد و مدیریت دانشگاه سمنان، ایران
AUTHOR
استوارت،گرگال.؛ براون،کنتجی (1391).مدیریت منابع انسانی: پیوند استراتژی و عمل، مترجم: دکترسیدمحمد اعرابی، دکترمرجان فیاضی، ناشر: مهکامه، ویرایش اول، چاپ سوم.
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ORIGINAL_ARTICLE
ترسیم نقشه دانش عوامل مؤثر بر خلاقیت در سازمان
با توجه به تغییر و تحولات، سازمانها برای بقای موفقیتآمیز، ناچار به بهرهگیری از خلاقیت کارکنان میباشند. اما بهرهگیری از خلاقیت مستلزم مدیریت عوامل مؤثر بر خلاقیت در چارچوب تئوری سیستمی خلاقیت سازمان در راستای ظهور و ارتقای خلاقیت میباشد که این خود نیازمند مشخص بودن نقشه دانش عوامل مؤثر بر خلاقیت با مشخصههایی نظیر قلمرو زمانی تحقیقات، کمیت تحقیقات، فراوانی محققین در انجام تحقیقات، فراوانی تحقیقات محققین، ارجاع به تحقیقات و رویکردهای حاکم بر تحقیقات میباشد. از اینرو، بر اساس تئوری سیستمی خلاقیت و با بهرهگیری از روشهای فراتحلیل و تحلیل محتوا تعداد 424 تحقیق مورد مطالعه قرار گرفت که نتایج حاصله نشان میدهد برخورد علمی با عوامل مؤثر بر خلاقیت از اوایل دهه 1950 شروع شده و از نرخی روزافزون برخوردار بوده، اکثریت تحقیقات یکنفره انجام شدهاند، اکثریت محققین یک تحقیق انجام دادهاند، به اکثریت تحقیقات یکبار ارجاع داده شده و عمدتاً بر ادبیات عوامل مؤثر بر خلاقیت، رویکرد یکبُعدی و غیر سیستمی حاکم است. علاوه بر این، اهمیت و اولویت تحقیقات و محققین در عوامل و مؤلفههای مؤثر بر خلاقیت، مشخص شده است.
https://obs.sinaweb.net/article_12761_058ba1b4fe26c22c5d054c3a7b250cb6.pdf
2015-05-01
147
115
خلاقیت
عوامل مؤثر بر خلاقیت
نقشه دانش
خلاقیت در سازمان
منصور
صادقی مالامیری
sadmansoor@gmail.com
1
دانشگاه امام حسین
LEAD_AUTHOR
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ORIGINAL_ARTICLE
تاثیر رفتارسازمانی مثبت بر رفتارانحرافیکاری (نقش میانجی: جواخلاقی سازمان)
این پژوهش با هدف بررسی تاثیر رفتارسازمانی مثبت بر رفتار انحرافی کاری با نقش متغیر میانجی جو اخلاقی سازمان در بیمارستان شهید مطهری وابسته به شرکت ذوب آهن اصفهان انجام شده است. جامعه آماری این پژوهش، شامل 300 نفر از کارکنان بیمارستان شهید مطهری بودند که با تعیین حجم نمونه آماری به روش تصادفی ساده و بر اساس جدول مورگان، 169 نفر تعیین شد. برای جمعآوری اطلاعات از پرسشنامه رفتارسازمانی مثبت لوتانز (2007) با18سوال، پرسشنامه جواخلاقی ویکتور وکولن(1993) با 18سوال و پرسشنامه رفتارانحرافیکاری قنبری(1391) با 10 سوال استفاده گردید. برای سنجش روایی پرسشنامه از روش روایی محتوایی با استفاده از نظرات اساتید و کارشناسان و روایی سازه با استفاده از معادلاتساختاری استفادهگردید. برای تعیین پایایی پرسشنامه از آلفایکرونباخ استفادهشد، برایناساس آلفایکرونباخ رفتارسازمانی-مثبت83/0، جواخلاقی78/0و رفتارانحرافیکاری 79/0 به دست آمد. تجزیه و تحلیل اطلاعات جمعآوری شده با استفاده از نرمافزارهای SPSS21 وLISREL انجام گردید. نتایج نشان دهنده تاثیر معکوس رفتار سازمانی مثبت بر رفتار انحرافی کاری با ضریب مسیر(32/0-)، تاثیر مستقیم رفتار سازمانی مثبت بر جو اخلاقی سازمانی با ضریب مسیر(58/0) و تاثیر معکوس جو اخلاقی سازمانی بر رفتار انحرافی کاری با ضریب مسیر(62/0-) بود. همچنین نتایج پژوهش نشان داد که، جواخلاقی سازمانی در تاثیر رفتار سازمانی مثبت بر رفتار انحرافی کاری با ضریب مسیر(35/0-) نقش میانجی را ایفا میکند.
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2015-05-01
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روانشناسی مثبت
رفتار سازمانی مثبت
رفتارهای انحرافی کاری
جو اخلاقی سازمان
زینب
امیری
amiri.z6365@yahoo.com
1
دانشگاه اصفهان
LEAD_AUTHOR
سیدنجم الدین
موسوی
mousavi56@yahoo.com
2
لرستان
AUTHOR
مجتبی
فرخی
mojfarokhi20@yahoo.com
3
دانشگاه اصفهان
AUTHOR
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1
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ORIGINAL_ARTICLE
اثر تنوع ادراک شده بر عملکرد مالی تیم: نقش تعدیلگر اعتماد سازمانی
دراین پژوهش برای مدیریت و بهرهبرداری مناسب از تنوع در تیمهای کاری، ابتدا نوع شناسی تنوع ادراک شده و سپس ارتباط آن با افزایش عملکرد مالی تیم ها با درنظرگرفتن نقش متغیر تعدیلگر اعتماد سازمانی مورد بررسی قرار گرفته است. جامعه آماری این تحقیق شعب بانک تجارت در استان مازندران(57 شعبه) بعنوان تیم های کاری می باشدکه اطلاعات از 50 شعبه به روش نمونه گیری تصادفی ساده در سال 1393 جمع آوری شد. در جمع آوری اطلاعات مرتبط با متغیرهای تنوع ادراک شده و اعتماد سازمانی از پرسشنامه ، و برای سنجش عملکرد مالی تیم ها از اطلاعات سرانه سود/زیان هر شعبه استفاده شد.در بخش اول آزمون ها، نوع شناسی سازه تنوع ادراک شده در سه بخش جدایی، اختلاف و گوناگونی انجام شد و بررسی ارتباط آنها با عملکرد مالی تیم نشان داد که عملکرد مالی تیم با گوناگونی، همبستگی مثبت(0.321) و با اختلاف، همبستگی منفی(0.371-) معنیداری داشته و با جدایی، فاقد رابطه معنی دار می باشد. در بخش دوم آزمون ها، اعتماد سازمانی بعنوان متغیر تعدیل گر رابطه گوناگونی ادراک شده و عملکرد مالی تیم در نظر گرفته شد و نتایج آزمون مدل، بیانگر شدت اثر تعدیلی قوی(1.277) برای متغیر اعتماد سازمانی می باشد.
https://obs.sinaweb.net/article_12763_f512b4ce84951ce93ef14004c9ecd074.pdf
2015-05-01
197
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تنوع ادراک شده
اعتماد سازمانی
عملکرد مالی
شعبه بانک
محسن
علیزاده ثانی
alizadehsani@umz.ac.ir
1
دانشگاه مازندران
LEAD_AUTHOR
محمود
یحیی زاده فر
myahyafar@yahoo.com
2
دانشگاه مازندران
AUTHOR
مریم
حسن زاده
maryamhasanzadeh10@yahoo.com
3
دانشگاه مازندران
AUTHOR
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