ORIGINAL_ARTICLE
پدیدارشناسی ماهیت فرصتهای کارآفرینانه مبتنی بر تجارب زیستۀ کارآفرینان در کسبوکارهای حوزه سلامت کشور
هدف از پژوهش حاضر پر کردن شکاف بنیادی در باب دوگانگی ماهیت فرصت در مبانی نظری کارآفرینی و ارائه یک تفسیر پدیدارشناسانه از ماهیت فرصتهای کارآفرینانه مبتنی بر تجارب زیستۀ کارآفرینان حوزه سلامت کشور است. روششناسی پژوهش پدیدارشناسی هرمنوتیک است. نمونه مورد بررسی متشکل از سیزده کارآفرین در حوزههای دارویی، تجهیزات پزشکی، زیستفناوری پزشکی، سلامت هوشمند و سه سیاستگذار حوزه سلامت کشور است. روش گردآوری دادهها مصاحبههای عمیق و نیمهساختاریافته و روش تحلیل دادهها رویکرد تحلیلی پدیدارشناسانه تفسیری است. یافتههای پژوهش از ماهیت بینالاذهانیِ دربردارنده ابعاد درونزا، برونزا و تعاملی فرصتهای کارآفرینانه منبعث از تجربه زیسته کارآفرینان در زیستبوم کارآفرینی سلامت کشور حکایت دارد که در پنج حوزه شامل پیشساختارهای ادراکی فرد، توانمندسازهای کلان محیطی، توانمندسازهای خرد محیطی، کنش و تعاملات برگرفته از توانمندسازهای بیرونی و کنش و تعاملات مبنی بر پیشساختارهای ادراکی تفسیر شده است. یافتههای پژوهش میتواند راهگشای کارآفرینان خبره، بالقوه و نوپای عرصه سلامت در حوزه تداوم نوآوری، برتری رقابتی و موفقیت در عرصه ملی و بینالمللی گردد. همچنین نهادهای دولتی و خصوصی متولی امر سلامت کشور را در تبیین الزامات پیش روی کشور در بُعد توسعه سلامت یاری رساند.
https://tmj.um.ac.ir/article_29673_f51264c104589e22e611687efa1b9205.pdf
2019-12-22
1
26
10.22067/pmt.v11i1.67028
کارآفرینی
ماهیت
فرصت کارآفرینانه
کارآفرینی سلامت
پدیدارشناسی هرمنوتیک
تجربه زیسته
روزا
مهرابی
r_mehrabi@ut.ac.ir
1
دانشگاه تهران
LEAD_AUTHOR
جهانگیر
یدالهی فارسی
farsi@ut.ac.ir
2
دانشگاه تهران
AUTHOR
کامبیز
طالبی
talebi@ut.ac.ir
3
دانشگاه تهران
AUTHOR
References
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Cope, J. (2011). Entrepreneurial learning from failure: an interpretative phenomenological analysis. Journal of Business Venturing, 26(6), 604-623.
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Davidsson, P. (2015). Entrepreneurial opportunities and the entrepreneurship nexus: a re-conceptualization. Journal of Business Venturing, 30(5), 674-695.
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Dimov, D. (2007). Beyond the single‐person, single‐insight attribution in understanding entrepreneurial opportunities. Entrepreneurship Theory & Practice, 31(5), 713-731.
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Gartner, W. B.; Teague, B. T.; Baker, T., & Wadhwani, R. D. (2017). A brief history of the idea of opportunity. In Leger-Jarniou, C., & Tegtmeier S. (Eds.), Research handbook on entrepreneurial opportunities: reopening the debate, 45.
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37
ORIGINAL_ARTICLE
تحلیل اثر اخلاق حرفهای بر عملکرد شغلی و اعتماد سازمانی با میانجیگری جو اخلاقی
امروزه توجه به اخلاق حرفهای و پیامدهای آن، از اساسیترین موضوعات پژوهشی در حوزههای سازمانی است. با توجه به اینکه اخلاق حرفهای و جو اخلاقی میتوانند بر کیفیت برآیندهای سازمانی اثرگذار باشند، هدف پژوهش حاضر بررسی رابطه اخلاق حرفهای بر عملکرد شغلی و اعتماد با میانجیگری جو اخلاقی در سازمان هلال احمر استان تهران است. این تحقیق کاربردی و روش آن توصیفی از نوع همبستگی است. جامعه آماری حدود 470 نفر از کارکنان سازمان هلال احمر تهران بوده که از این تعداد، 198 نفر بهعنوان نمونۀ آماری بهصورت تصادفی، جهت مطالعه انتخاب گردید. دادهها از طریق پرسشنامههای استاندارد جو اخلاقی، اعتماد، عملکرد و اخلاق حرفهای جمعآوری گردید. بهمنظور تجزیهوتحلیل آماری روابط بین متغیرهای پژوهش از آزمون همبستگی پیرسون و از مدل معادلات ساختاری توسط نرمافزار LISREL استفاده شد. بین متغیرهای اخلاق حرفهای با عملکرد شغلی و اعتماد سازمانی رابطه مثبت و معنیدار وجود دارد. اخلاق حرفهای با جو اخلاقی رابطه مستقیم دارد. همچنین بین جو اخلاقی با عملکرد شغلی و اعتماد سازمانی رابطه مثبت و معنیدار وجود دارد. بر مبنای نتایج این پژوهش، با زمینهسازی برای اخلاق حرفهای و جو اخلاقی در سازمان میتوان باعث ارتقای اعتمادسازی و عملکرد شغلی در کارکنان شد و این چنین با اتخاذ تصمیمات منطقی و خردمندانه منافع بلندمدت سازمان را تضمین کرد.
https://tmj.um.ac.ir/article_29714_9f3580ce0020e69a58d1aa7e7e1ecbf7.pdf
2019-12-22
27
56
10.22067/pmt.v11i1.69484
اخلاق حرفه ای
عملکردشغلی
اعتمادسازمانی
جو اخلاقی
غزاله
طاهری عطار
taheriattar@ut.ac.ir
1
دانشگاه تهران
AUTHOR
معین
پوراحمدی
moien.ahmadi69@ut.ac.ir
2
دانشگاه تهران
LEAD_AUTHOR
مسعود
هراتی
haratimasoud71@gmail.com
3
دانشگاه تهران
AUTHOR
References
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52
ORIGINAL_ARTICLE
بررسی نقش واسط سرمایه فکری در ارتباط بین رهبری تحولگرا و ادراک کارکنان از عملکرد کسب وکار
مدیریت محیط پویای اقتصادی مستلزم توجه سازمانها به اهمیت توسعه رهبری تحولگراست؛ زیرا این رهبران نقش فوقالعادهای در فرآیند ایجاد سرمایه انسانی و سایر ابعاد سرمایه فکری برای مدیریت و اعمال تغییرات و بهتبع آن، بهبود عملکرد سازمانی دارند. بااینوجود، مطالعات اندکی برای ایجاد یک چارچوب مفهومی برای درک روابط فوق ایجاد شده است. بدین منظور، ما یک الگوی نظری را برای تبیین چگونگی ارتباط ابعاد سرمایه فکری و نقش میانجی آنها در ارتباط بین رهبری تحولی و عملکرد را توسعه میدهیم. در این مطالعه، دامنه سرمایه فکری شامل سرمایه انسانی، سرمایه اطلاعاتی، ساختاری و ارتباطی است. برای این منظور، 368 نفر از مدیران میانی و ارشد کسبوکارهای کوچک و متوسط فعال در صنعت غذایی واقع در شهرکهای صنعتی سراسر کشور با روش نمونهگیری خوشهای چند مرحلهای انتخاب و پرسشنامههای استاندارد بین آنها توزیع گردید. در تجزیهوتحلیل دادهها، از نرمافزار لیزرل 8.5 بهمنظور سنجش تأثیر متغیرها استفاده شد. نتایج نشان میدهد سبک رهبری تحولگرا، پتانسیل قابلملاحظهای در درک مزایای سرمایه انسانی در بین کارکنان دارد، و مهمتر اینکه سرمایه انسانی بهواسطه تأثیر بر سایر اجزای سرمایه فکری، پیشران و مهمترین عنصر این سازه محسوب میگردد. درنهایت شواهد حاکی از آن است که تنها متغیر سرمایه ارتباطی است که تأثیر مستقیم و معناداری بر عملکرد کسبوکارهای فعال در صنعت غذایی کشور دارد.
https://tmj.um.ac.ir/article_29746_1b39eef9991eea208712770d805dd99f.pdf
2019-12-22
57
80
10.22067/pmt.v11i1.65779
رهبری تحولگرا
سرمایه فکری
عملکرد
کسبوکارهای کوچک و متوسط
ایمان
حکیمی
hakimi_iman@pnu.ac.ir
1
پیام نور
LEAD_AUTHOR
References
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65
ORIGINAL_ARTICLE
بررسی پیامدهای رفتاری معنویت در محیط کار
پژوهش حاضر با هدف بررسی تأثیر معنویت در محیط کار بر برخی از متغیرهای رفتار سازمانی همچون شادی سازمانی، رفتار ضد شهروندی و صداقت و اعتماد در بین کارکنان شرکت گاز استان قم انجام شده و از نوع توصیفی همبستگی است. جامعه آماری پژوهش را کارکنان شرکت گاز استان قم که در زمان انجام پژوهش 250 نفر بودند، تشکیل میدهند. از این تعداد 200 نفر به روش نمونهگیری طبقهای متناسب با حجم، به عنوان نمونه انتخاب شدند. برای جمعآوری دادهها از پرسشنامهای محقق ساخته استفاده گردید که روایی آن به دو صورت محتوایی و سازه و پایایی پرسشنامه با استفاده از روش آلفای کرونباخ تأیید شد. تجزیه و تحلیل دادهها بر مبنای الگوسازی معادلات ساختاری و با استفاده از نرم افزارهای AMOS 20 صورت گرفت. نتایج آزمون فرضیههای پژوهش نشان داد که معنویت در محیط کار بر صداقت و اعتماد بین کارکنان تأثیر مستقیم و معناداری دارد. همچنین معنویت در محیط کار بر رفتار ضد شهروندی تأثیر معکوس و معناداری دارد. به علاوه معنویت در محیط کار بر شادی سازمانی تأثیر مستقیم و معناداری دارد و معنویت در محیط کار از طریق نقش میانجیگری رضایت شغلی بر رفتار ضد شهروندی تأثیرگذار است. بر اساس یافتههای پژوهش حاضر میتوان نتیجهگیری نمود که معنویت در محیط کار میتواند تأثیر مثبتی بر روی برخی از متغیرهای مثبت و تأثیر کاهشی بر برخی متغیرهای منفی رفتار سازمانی داشته باشد.
https://tmj.um.ac.ir/article_29791_0cf6efa74a95a86b24f0becddf186a0a.pdf
2019-12-22
81
104
10.22067/pmt.v11i1.61979
معنویت در محیط کار
شادی سازمانی
صداقت و اعتماد
رفتار ضد شهروندی سازمانی
رضایت شغلی
علی
صفری
a.safari@ase.ui.ac.ir
1
دانشگاه اصفهان
LEAD_AUTHOR
هادی
تیموری
hadi_teimouri@yahoo.com
2
اصفهان
AUTHOR
زهرا
قشقایی
z.qashqaei1990@gmail.com
3
اصفهان
AUTHOR
مهدی
آقایی
mahdiaghaie5@gmail.com
4
اصفهان
AUTHOR
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ORIGINAL_ARTICLE
بررسی تأثیر پیشرفت شغلی، فلات زدگی شغلی، تعهد عاطفی، دلبستگی شغلی و فرسودگی شغلی بر ادراک کارکنان از عدالت سازمانی و تمایل به ترک خدمت
پژوهش حاضر باهدف بررسی تأثیر پیشرفت شغلی، فلات زدگی، تعهد عاطفی، دلبستگی و فرسودگی شغلی بر ادراک کارکنان از عدالت سازمانی و تمایل به ترک خدمت به روش همبستگی انجام شد. نمونه این پژوهش از بین جامعه آماری کارکنان دانشگاه اصفهان با روش نمونهگیری تصادفی طبقهای مبتنی بر سهم به تعداد 291 نفر انتخاب شد. دادهها با استفاده از پرسشنامه جمعآوری شد و روایی صوری، محتوایی، سازه و پایایی پرسشنامهها تائید گردید. یافتههای پژوهش حاکی از آن بود که بین متغیرهای پیشرفت کارکنان، تعهد عاطفی، دلبستگی شغلی بر ادراک از عدالت سازمانی تأثیر دارد. ولی فلات زدگی شغلی و فرسودگی شغلی بر ادراک از عدالت سازمانی تأثیر معناداری مشاهده نشد. همچنین بین متغیرهای پیشرفت کارکنان، تعهد عاطفی، دلبستگی شغلی، فرسودگی شغلی و فلات زدگی شغلی با تمایل به ترک خدمت نیز رابطه معناداری وجود نداشت. اثر متغیرهای فلات زدگی شغلی و فرسودگی شغلی بر متغیر ادراک از عدالت سازمانی به لحاظ آماری معنادار نبود. ولی اثر پیشرفت شغلی، تعهد عاطفی، دلبستگی شغلی بر ادراک از عدالت سازمانی به لحاظ آماری در سطح 05/0>p معنادار بود. اثر متغیرهای فلات زدگی شغلی، پیشرفت شغلی، تعهد عاطفی، دلبستگی شغلی و فرسودگی شغلی بر تمایل به ترک خدمت معنادار نبود. یافتهها همچنین نشان داد متغیر جنسیت در رابطه بین فلات زدگی شغلی، دلبستگی شغلی و فرسودگی شغلی با ادراک از عدالت سازمانی، نقش تعدیل گری ایفا نمیکند ولی براثر متغیر تعهد عاطفی بر ادراک از عدالت سازمانی بهطور نسبی تعدیلکننده است. متغیر جنسیت اثر متغیر پیشرفت شغلی بر ادراک از عدالت سازمانی را تعدیل میکند و این تعدیل گری در حد متوسط به بالا برآورد شد.
https://tmj.um.ac.ir/article_29828_eb1b9c7d7e5eb95be4408281c827ea96.pdf
2019-12-22
105
132
10.22067/pmt.v11i1.69043
فلات زدگی شغلی، تعهد عاطفی
دلبستگی شغلی
فرسودگی شغلی
ادراک از عدالت سازمانی
تمایل به ترک خدمت
شهرزاد
احمدی
shahrzadahmadi2015@gmail.com
1
دانشگاه آزاد اصفهان(خوراسگان)
AUTHOR
محمدعلی
نادی
mnadi@khuisf.ac.ir
2
دانشگاه آزاد اسلامی واحد اصفهان (خوراسگان)
LEAD_AUTHOR
References
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ORIGINAL_ARTICLE
نقش تعدیلگری حمایت در رابطه بین کار عاطفی و عملکرد شغلی
ازآنجاکه رفتار سازمانی نوین و عملکرد سازمانی با پیچیدگیهایی روز افزون مواجه است، آشنایی بیشتر مدیران و کارکنان سازمانها با این پیچیدگیها و در نتیجه تلاش در راستای افزایش عملکرد منابع انسانی ضروری است. لذا پژوهش حاضر با هدف بررسی تأثیر کار عاطفی بر عملکرد شغلی با توجه به نقش تعدیلگری حمایت سازمانی، حمایت مدیریت و حمایت همکار در سال 1396 در بین کارکنان یک سازمان عمومی در شهر مشهد انجام شده است. بدین منظور نمونهای شامل 376 نفر از کارکنان به روش نمونهگیری تصادفی طبقهای انتخاب و بهمنظور جمعآوری اطلاعات، پرسشنامه استانداردکار عاطفی، عملکرد شغلی، حمایت سازمانی، حمایت مدیریت و حمایت همکار توزیع شد. روایی محتوایی پرسشنامه با استفاده از نظر خبرگان و روایی سازه آن با استفاده از تحلیل عاملی تأییدی مورد بررسی قرار گرفت. ضریب آلفای کرونباخ بزرگتر از70% برای سازههای مختلف پرسشنامه، پایایی آن را مورد تأیید قرار داد. از روش مدلسازی معادلات ساختاری برای آزمون فرضیهها استفاده شد. نتایج پژوهش حاکی از این بود که اقدام عمیق و سطحی به ترتیب برابر با 141/0 و 146/0 بر عملکرد شغلی اثر گذار هستند که هر دو در سطح اطمینان 95/0 معنادار میباشند. علاوه بر این نتایج حاصل از بررسی نقش تعدیلگر حمایت مدیریت، حمایت همکار و حمایت سازمانی نیز بیانگر تأیید نقش تعدیلگری این متغیرها در رابطه بین اقدام عمیق و اقدام سطحی با عملکرد شغلی میباشند.
https://tmj.um.ac.ir/article_29857_0eef24f55e62ad651ca4912479fed2bf.pdf
2019-12-22
133
152
10.22067/pmt.v11i1.67443
کار عاطفی
عملکرد شغلی
حمایت سازمانی
حمایت مدیریت
حمایت همکار
سازمان عمومی
یوسف
رمضانی
y.ramezani@gonabad.ac.ir
1
موسسه آموزش عالی غیرانتفاعی عطار
LEAD_AUTHOR
زهرا
کریمی
z_karimi81@yahoo.com
2
موسسه آموزش عالی خردگرایان مطهر
AUTHOR
سعید
جفا
saeedjafa72@gmail.com
3
موسسه آموزش عالی خردگرایان مطهر
AUTHOR
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ORIGINAL_ARTICLE
بررسی رابطه متقابل مؤلفههای مدیریت دانش و توانمندسازی روانشناختی کارکنان شرکت نفت مناطق مرکزی ایران
پژوهش حاضر به بررسی رابطه متقابل مؤلفههای مدیریت دانش و توانمندسازی روانشناختی کارکنان شرکت نفت مناطق مرکزی ایران با استفاده از روش دیمتل پرداخته است. نوع تحقیق، کاربردی بوده و از بُعد روش، توصیفی - پیمایشی است. جامعه آماری پژوهش را صاحبنظران شرکت نفت مناطق مرکزی ایران تشکیل میدهند و حجم نمونه با استفاده از روش حد اشباع نظری تعداد 15 نفر در نظر گرفته شده است. ابزار پژوهش شامل پرسشنامه ماتریسی دیمتل بوده است. بهمنظور بررسی پایایی از آزمون مجدد استفاده شده است که ضریب همبستگی بین نتایج حاصل از نوبت اول با نوبت دوم، مقدار 87 / 0 محاسبه گردیده و پایایی پرسشنامه مورد تائید قرار گرفته است. برای شناسایی و نهاییسازی مؤلفهها از نظر خبرگان استفاده شده و علاوه بر آن از آنجا که در روش مقایسات زوجی ارتباطات تمامی عوامل با هم سنجیده میشوند، پرسشنامه از روایی قابل قبولی برخوردار است. بررسی نتایج نشان داد که در تأثیرگذاری با شدت تأثیر بالای 70 درصد، تأثیرگذارترین عامل کاربرد دانش است. از نظر شدت تأثیرگذاری مؤلفههای مدیریت دانش، به ترتیب مؤلفههای کاربرد دانش و ایجاد دانش بودهاند که بیشترین تأثیرگذاری را داشتهاند. همچنین در میان مؤلفههای مدیریت دانش، مؤلفه کاربرد دانش مؤثرترین مؤلفه بوده و بیشترین تعداد تأثیرگذاری را نیز بر مؤلفههای ایجاد، پالایش و انتشار دانش داشته است. دو متغیر توانمندسازی و ثبت دانش بااینکه در رده متغیرهای تأثیرگذار هستند، ولی در دامنه تأثیرگذاری بسیار بالا قرار نداشتهاند. بهعلاوه متغیر توانمندسازی و مؤلفه ثبت دانش بر مؤلفه پالایش دانش به ترتیب با شدت 514 / 2 و 602 / 2 دارای تأثیرگذاری نسبتاً بالایی هستند.
https://tmj.um.ac.ir/article_29893_b743cd5e3c71abd79ea0ecab634e37a4.pdf
2019-12-22
153
180
10.22067/pmt.v11i1.69617
مدیریت دانش
توانمندسازی روانشناختی
روش دیمتل
صنعت نفت
سیروس
امیرقدسی
sirous_a@yahoo.com
1
دانشگاه علم و صنعت ایران
LEAD_AUTHOR
علی
بنیادی نائینی
bonyadi@iust.ac.ir
2
دانشگاه علم و صنعت ایران
AUTHOR
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ORIGINAL_ARTICLE
سمفونی راهبردها: الگوی اثرگذار همآوایی استراتژیک بر عملکرد در بستر فرهنگ و ساختار سازمانی
پژوهش حاضر با هدف طراحی مدل اثرگذاری همآوایی استراتژی سازمان با استراتژیهای بخشی (منابع انسانی، فناوری اطلاعات، مالی، تحقیق و توسعه) بر عملکرد سازمانی با توجه به ساختار و فرهنگ سازمانی همسنگ با استراتژیها، در یک شرکت لبنیاتی انجام شد. رویکرد روششناختی این پژوهش آمیخته بوده و ابتدا با تکنیک تحلیل تم و با استفاده از مصاحبه نیمهساختاریافته با 18 تن از خبرگان، الگوی تحلیلی استخراج شده است و در ادامه با تنظیم پرسشنامه مستخرج از الگوی تحلیلی، مدل پژوهش به روش مدلسازی معادلات ساختاری برازش و ارتباط بین سازهها بررسی شده است. جامعه آماری فاز کمّی، 85 نفر از مدیران، معاونین و مسئولین واحدهای شرکت بودهاند. یافتههای پژوهش در فاز اول نشان داد، همآواییاآوایی راهبردی در یک مدل ساختاری بر عملکرد با توجه به نقش ساختار و فرهنگ اثرگذار بوده است. با توجه به این مدل، فرضیاتی مطرح شده است که نتایج بررسی این فرضیات حاکی از آن است که تمامی فرضیهها تأیید شده و همچنین مدل پیشنهادی نیز برازش خوبی داشته است. یافتهها نشان میدهد، حدود 70 % تغییرات عملکرد سازمانی شرکت، توسط ساختار، فرهنگ سازمانی و همآوایی راهبردی قابل پیشبینی و تبیین است. دانشافزایی این پژوهش در جامعیت تحلیل عوامل مؤثر بر عملکرد سازمانی است که هم از بعد محتوایی (همآوایی راهبردی) و هم از بعد ساختاری (فرهنگ و ساختار سازمانی) این کار صورت پذیرفته است. پیشنهاد میشود مدیران شرکتها، صرفاً به تدوین برنامه راهبردی اقناع نشده، بلکه به سمفونی بین برنامههای راهبردی و همچنین همافزایی آن با ساختار سازمانی و فرهنگ سازمانی به طور همزمان اهتمام ورزند.
https://tmj.um.ac.ir/article_29930_3e1aa6b5033d72fc1f755a303800aa0b.pdf
2019-12-22
181
204
10.22067/pmt.v11i1.71147
همآوایی راهبردی
ساختار سازمانی
فرهنگ سازمانی
عملکرد سازمانی
رحمان
غفاری
rghaffari@ut.ac.ir
1
دانشگاه آزاد اسلامی واحد ساری
LEAD_AUTHOR
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