ORIGINAL_ARTICLE
رابطه بین نگرش نسبت به تغییر سازمانی و استرس شغلی؛ آزمون نقش میانجی تعهد سازمانی
این پژوهش با هدف بررسی رابطه بین نگرش نسبت به تغییر سازمانی و استرس شغلی کارکنان با نقش میانجی تعهد سازمانی انجام شده است. روش تحقیق، توصیفی و طرح پژوهشی همبستگی از نوع مدلیابی معادلات ساختاری است. جامعه آماری شامل کلیه کارکنان دانشگاه بوعلی سینا همدان به حجم 777 نفر میباشد که با استفاده از روش نمونهگیری تصادفی طبقهای 215 نفر بهعنوان نمونه آماری جهت مطالعه انتخاب شدند. برای گردآوری دادههای پژوهش از سه پرسشنامه استاندارد، نگرش نسبت به تغییر سازمانی، استرس شغلی و تعهد سازمانی استفاده شد. دادههای تحقیق پس از جمعآوری با استفاده از نرمافزارهای آماری SPSS و LISREL تحلیل شدند. نتایج معادلات ساختاری نشان داد که اثر مستقیم نگرش نسبت به تغییر سازمانی بر روی استرس شغلی منفی و معنیدار بود و بر روی تعهد سازمانی مثبت و معنیدار بود؛ اما اثر تعهد سازمانی بر استرس شغلی معنیدار نیست. اثر غیر مستقیم نگرش نسبت به تغییر سازمانی بر روی استرس شغلی با میانجیگری تعهد سازمانی معنیدار نیست. در نتیجه از عواملی که میبایست در راستای کاهش استرس شغلی مورد توجه مدیران دانشگاه قرار گیرد، بهبود نگرش نسبت به تغییر و تعهد سازمانی کارکنان است.
https://tmj.um.ac.ir/article_28737_e4c24e38c33e4d3ec7bf49c417012317.pdf
2017-09-23
1
23
10.22067/pmt.v9i1.53518
نگرش نسبت به تغییر سازمانی
استرس شغلی
تعهد سازمانی
کارکنان
دانشگاه بوعلی سینا
محمد رضا
اردلان
ardalanmr@yahoo.com
1
بوعلی سینا
LEAD_AUTHOR
فریبرز
عرفانی زاده
fariborz_erfani@yahoo.com
2
دانشگاه بوعلی سینا همدان
AUTHOR
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ORIGINAL_ARTICLE
طراحی و تبیین مدل مدیریت حرفهایگرایی منابع انسانی در سازمانهای دولتی ایران (مورد مطالعه: صنعت برق)
امروزه چالش حیاتی که سازمانهای دنیا و بهویژه سازمانهای دولتی ایران با آن دست به گریباناند، روزمرگی و فقدان روحیه کاری در جهت رشد و تعالی سازمان و عدم تلاش کارکنان، جهت دستیابی به اهداف و استراتژیهای مدنظر سازمان و بهتبع آن، کاهش سازگاری و انطباق اهداف و استراتژیهای منابع انسانی با اهداف و استراتژیهای سازمان و عدم توجه به مسأله حرفهایگرایی مدیریت در حوزه منابع انسانی بهمنظور استفاده بهینه از قابلیتهای فنی و اخلاقی این سرمایههای اجتماعی است. مقاله حاضر در نظر دارد تا عوامل مؤثر بر حرفهایگرایی منابع انسانی سازمانهای دولتی ایران را مورد بررسی قرار دهد؛ جاییکه بهعنوان شاهراه ورود، نگهداشت و خروج حرفهایها، مهمترین نقش را در رشد و تعالی سازمانها و اجتماع ایفا مینماید. روش تحقیق حاضر از نوع توصیفی- پیمایشی است. تحقیق، شامل 5 متغیر اصلی و 14 متغیر فرعی است که از ادبیات موضوع و مصاحبه با خبرگان مرتبط با حوزه مدیریت منابع انسانی صنعت برق استخراج گردیدهاند. جامعه آماری، کارکنان بخشهای دولتی حوزه برق وزارت نیرو با تعداد 10000 نفر میباشند؛ تعداد نمونه، بر اساس جدول مورگان، 370 نفر به دست آمد و با توجه به پراکندگی نمونه و احتمال عدم بازگشت پاسخهای مورد انتظار، تعداد 600 پرسشنامه به روش نمونهگیری تصادفی طبقهای توزیع گردید که کار تحلیل دادهها با 480 مورد پالایششده صورت گرفت. بهمنظور تحلیل دادهها از روش تحلیل مسیر و رگرسیون چندمتغیره بهروش گام به گام استفاده شده است که نتیجه تحلیلها، در قالب نقش میانجی انجمن حرفهایگرایی مدیریت منابع انسانی به بخش حاکمیتی دولت پیشنهاد شده است.
https://tmj.um.ac.ir/article_28787_6727582986ed35b1d000899794e55ea7.pdf
2017-09-23
24
54
10.22067/pmt.v9i1.45068
انجمن حرفهایگرایی مدیریت منابع انسانی
حرفهایگرایی
سازمانهای دولتی ایران
صنعت برق
مدیریت منابع انسانی
مصطفی
راوند
mostafaravand@gmail.com
1
مرکز تحصیلات تکمیلی دانشگاه پیام نور تهران
LEAD_AUTHOR
محمدعلی
سرلک
msarlak11@pnu.com
2
دانشگاه پیام نور تهران
AUTHOR
میرعلی
سیدنقوی
asnagavi@yahoo.com
3
دانشکده حسابداری و مدیریت دانشگاه علامه طباطبایی
AUTHOR
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96
ORIGINAL_ARTICLE
بررسی نقش تعدیلی خلق منفی در رابطۀ بین تعارض بین فردی و رفتار ضد تولید
این پژوهش با هدف بررسی نقش تعدیلی خلق منفی در رابطه بین تعارض بین فردی و رفتار ضدتولید در محیط کار انجام شد. پژوهشگران در طیف وسیعی از زمینههای مدیریتی توافق دارند که تعارضات بین فردی به عنوان یک استرسور شغلی، جز مهمی از زندگی سازمانی بوده و مطالعه آنها ضرورت دارد. طرح پژوهش از نوع رابطهای بود و جامعه آماری پژوهش شامل کلیه کارکنان شرکت فولاد مبارکه اصفهان بودند که از طریق نمونهگیری در دسترس، 319 نفر از میان آنها انتخاب شدند. ابزارهای پژوهش شامل پرسشنامه تعارض بین فردی در کاراسپکتور و جکس (1998)، مقیاس خلق مرتبط با شغل فاکس و اسپکتور (1999) و فهرست وارسی رفتار ضد تولید فاکس، اسپکتور و مایلز (2001) بودند. دادهها با استفاده از رگرسیون سلسله مراتبی و تحلیل تعدیلی مورد تحلیل قرار گرفت. نتایج نشان داد که در تعارض بین فردی بالا، زمانی که کارکنان دارای خلق منفی بالایی هستند، رفتار ضدتولید آنها افزایش مییابد. همچنین اثر تعدیلی خلق منفی در رابطه بین تعارض بین فردی و رفتار ضدتولید در محیط کار، تأیید گردید (01/0>P).
https://tmj.um.ac.ir/article_28838_9cc1cabe37b26431244bc0310dac9698.pdf
2017-09-23
55
74
10.22067/pmt.v9i1.53967
خلق منفی
رفتار ضدتولید
تعارض بین فردی
نرگس السادات
مرتضوی
narsis_nm68@yahoo.com
1
دانشگاه اصفهان
AUTHOR
حمیدرضا
عریضی
dr.hro1394@gmail.com
2
اصفهان
LEAD_AUTHOR
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ORIGINAL_ARTICLE
تأثیر هوش معنوی بر مثبتاندیشی دانشجویان (مورد مطالعه: دانشجویان دانشگاه فردوسی مشهد)
معنویت، یکی از نیازهای درونی انسانها بوده و متضمن تلاش آدمی برای معنا بخشیدن به زندگی و پاسخ به چراهای زندگی است. یکی از موضوعات قابل توجه در این حوزه، ترکیب سازههای معنویت و هوش، درون یک سازه جدید به نام هوش معنوی است. هوش معنوی شامل توانمندیهای فردی در تعامل فرد با جهان هستی و موضوعات فراشناختی میباشد و امروزه از مهمترین مباحثی است که در کلیه ابعاد سلامت روان انسانها، بهویژه تقویت مثبتاندیشی مطرح شده و نقش پر رنگی در آن دارد. هدف این مطالعه، تعیین میزان تأثیر هوش معنوی بر مثبتاندیشی در دانشجویان دانشگاه فردوسی مشهد میباشد. لذا این مطالعه، یک مطالعۀتوصیفی- پیمایشی بوده و در آن از نمونهگیری تصادفی ساده استفاده شده است. به این منظور، دادههای مورد نیاز از طریق دو پرسشنامۀ استاندارد هوش معنوی (شامل درک و ارتباط با سرچشمه هستی و زندگی معنوی) و مثبتاندیشی جمعآوری گردید. یافتهها حاکی از این است که هوش معنوی بر مثبتاندیشی مؤثر بوده و همچنین زندگی معنوی دانشجویان بر مثبتاندیشی آنها تأثیرگذار است. همچنین مؤلفه درک و ارتباط با سرچشمه هستی پیشبینی کننده مثبتاندیشی نیست.
https://tmj.um.ac.ir/article_28862_1be846a70dba73d88f9f1a640caf9097.pdf
2017-09-23
75
95
10.22067/pmt.v9i1.54566
هوش معنوی
مثبتاندیشی
درک و ارتباط با سرچشمه هستی
زندگی معنوی
الهام
بهپور
elhambehpour@gmail.com
1
دانشگاه فردوسی مشهد
AUTHOR
علی
شیرازی
a-shirazi@um.ac.ir
2
دانشگاه فردوسی
AUTHOR
حامد
محمدی شهرودی
hamed.mohammadi2020@gmail.com
3
فردوسی
LEAD_AUTHOR
References
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44
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45
ORIGINAL_ARTICLE
بررسی نقش میانجی جامعهپذیری سازمانی در رابطه منبع کنترل و هویت سازمانی کارکنان دانشگاه فردوسی مشهد
در سالهای اخیر در حوزه مدیریت سازمانها، توانایی ایجاد هویت سازمانی و حس تعلق به سازمان توسط مدیریت را نقطه اهرمی توفیق سازمان میدانند و مهمتر از آن ،نحوۀ شکلگیری آن در سازمان و همچنین چگونگی پذیرش آن از سوی کارکنان است. صاحبنظران سهم جامعهپذیری با کیفیت را در این مهم قابل اعتنا میدانند. درحالیکه بیشتر تحقیقات قبلی به محرکهای مالی مؤثر بر هویت سازمانی پرداختهاند، این پژوهش با هدف بررسی نقش جامعهپذیری سازمانی در رابطه منبع کنترل و هویت سازمانی پرداخته است و 637 نفر از کارکنان دانشگاه فردوسی مشهد با روش تصادفی طبقهای با تخصیص متناسب انتخاب گردید. جهت جمعآوری دادههای پژوهش از پرسشنامههای استاندارد هویت سازمانی ادوارد و پکی (2007)، منبع کنترل راتر (1996) و جامعهپذیری تائورمینا (2004) استفاده شده است. روایی پرسشنامهها از روایی سازه و محتوا، همچنین پایایی از آلفای کرونباخ تأیید گردیده است. همچنین جهت آزمون فرضیههای پژوهش براساس روش مدلسازی معادلات ساختاری توسط نرمافزار PLS3 استفاده شده است. نتایج پژوهش بیانگر این است که، جامعهپذیری سازمانی رابطه منبع کنترل درونی و هویت سازمانی را میانجیگری میکند؛ درحالیکه جامعهپذیری سازمانی نتوانست رابطه منبع کنترل بیرونی و هویت سازمانی را میانجیگری کند که نشان از اهمیت برنامۀ جامعهپذیری در احساس هویت سازمانی است.
https://tmj.um.ac.ir/article_28907_a63dca8a8f3e549b6c2158566812e8cf.pdf
2017-09-23
96
114
10.22067/pmt.v9i1.52772
هویت سازمانی
جامعه پذیری سازمانی
منبع کنترل درونی
منبع کنترل بیرونی
مسعود
حکیمی
masood_hakimi@yahoo.com
1
دانشگاه آزاداسلامی واحدمشهد
LEAD_AUTHOR
حمید
عرفانیان خانزاده
hamid_erfanian@yahoo.com
2
آزاد اسلامی مشهد
AUTHOR
مسعود
طاهری لاری
sitevcm@mshdiau.ac.ir
3
آزاد اسلامی مشهد
AUTHOR
References
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33
ORIGINAL_ARTICLE
بررسی تأثیر عدالت سازمانی بر سلامت روانی کارکنان از طریق بخشودگی میان فردی (مورد مطالعه: شرکت نورد و لوله اهواز)
ازآنجاکه اختلالات رفتاری و روانی منابع انسانی، تأثیر به سزایی بر افت عملکرد سازمانی آنها دارد، پدیده سلامت روانی اهمیت جدی داشته و برنامهریزی برای تأمین بهداشت روانی از سویی به سلامت روانی- اجتماعی کارکنان و از سوی دیگر به پیشبرد اهداف توسعه صنعتی و تولیدی سازمان کمک مینماید. هدف اصلی این پژوهش بررسی تأثیر عدالت سازمانی بر سلامت روانی کارکنان از طریق بخشودگی میان فردی در شرکت نورد و لوله اهواز است. روش تحقیق از نظر هدف، کاربردی و از حیث شیوه گردآوری دادهها، توصیفی- همبستگی از نوع تحلیل علی است. حجم نمونه مورد نظر برای این تحقیق تعداد 260 نفر بود. دادههای گردآوری شده از 280 پرسشنامه توزیع شده میان آنها به شیوه نمونهگیری تصادفی ساده از طریق نرمافزار Smart-PLS مورد تجزیهوتحلیل قرار گرفت. نتایج بهدست آمده نشان داد که عدالت سازمانی بر سلامت روانی و بخشودگی بین فردی تأثیر معنادار و مثبت دارد. بخشودگی بین فردی بر سلامت روان کارکنان تأثیر مثبت و معناداری را نشان داد. همچنین بخشودگی بین فردی نقش میانجی بین عدالت سازمانی و سلامت روان را ایفا میکند.
https://tmj.um.ac.ir/article_28971_6d0d2f4ee6ec80800d804ce29ca2c432.pdf
2017-09-23
115
134
10.22067/pmt.v9i1.55516
بخشودگی بین فردی
سلامت روان
شرکت نورد و لوله اهواز
عدالت سازمانی
مهدی
نداف
nadaf.mahdi@gmail.com
1
دانشگاه شهید چمران اهواز
LEAD_AUTHOR
هدی
پورزارع
hodapurzare@yahoo.com
2
دانشگاه شهید چمران اهواز
AUTHOR
مژگان
باقری
m_bagheri_9090@yahoo.com
3
دانشگاه شهید چمران اهواز
AUTHOR
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ORIGINAL_ARTICLE
بررسی تأثیر رهبری دانش و سرمایه اجتماعی بر سرعت نوآوری به واسطه تسهیم دانش (مورد مطالعه: شرکت عالیس در شهر مشهد)
امروزه تغییرات سریع در محیط و کوتاهتر شدن چرخه عمر محصولات و افزایش رقابت باعث شده است که سازمانها برای ماندگاری در محیط به دنبال راه حلهای جدید باشند. در چنین شرایطی توجه به عواملی همچون سرعت نوآوری، تسهیم دانش، رهبری دانش و تسهیم دانش به آنها کمک میکند تا خود را با تغییرات محیطی انطباق داده و در صحنه رقابت باقی بمانند. در این پژوهش، تأثیر رهبری دانش و سرمایه اجتماعی به واسطه تسهیم دانش بر سرعت نوآوری در شرکت عالیس بررسی قرار گرفته است. این پژوهش از نظر هدف، کاربردی و از نظر روش پژوهش، پیمایشی- همبستگی است. جامعة آماری تحقیق حاضر شامل کارکنان شرکت عالیس در شهر مشهد است. براساس حجم جامعه، نمونهای متشکل از 300 نفر از طریق فرمول کوکران، با روش نمونهگیری تصادفی ساده انتخاب شد. تجزیهوتحلیل به کمک روش مدلسازی معادلات ساختاری(SEM) و نرم افزار Amos صورت پدیرفت. نتایج به دست آمده نشان داد که معادلات ساختاری به کار گرفته شده، مدل نظری قوی برای پیش بینی سرعت نوآوری از طریق رهبری دانش، سرمایه اجتماعی و تسهیم دانش است. همچنین تأثیر معنیدار سرمایه اجتماعی بر سرعت نوآوری به واسطه تسهیم دانش مورد تائید قرار گرفت.
https://tmj.um.ac.ir/article_29012_213d53ee16a38825ad9fdc4f56244d7a.pdf
2017-09-23
135
163
10.22067/pmt.v9i1.60974
سرعت نوآوری
رهبری دانش
سرمایه اجتماعی
تسهیم دانش
سید محمد
تفرشی
m.tafreshi@iautorbat.ac.ir
1
دانشگاه آزاد اسلامی تربتحیدریه
LEAD_AUTHOR
علی
حسین زاده
hosseinzadeh@iautorbat.ac.ir
2
استادیار گروه حسابداری و مدیریت دانشگاه آزاد اسلامی تربتحیدریه، ایران
AUTHOR
مهدی
نفتی
mehdi.nafti@gmail.com
3
دانشگاه آزاد تربت حیدریه
AUTHOR
مریم
عبدالهی
m.abdollahi206602@yahoo.com
4
دانشگاه آزاد اسلامی تربتحیدریه، ایران
AUTHOR
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