مدل یابی ساختاری آمادگی کارکنان اداره کل آموزش و پرورش برای تغییر سازمانی بر اساس نوع فرهنگ سازمانی با نقش واسطه ای سایش اجتماعی: استان فارس

دوماهنامه علمی - پژوهشی رهیافتی نو در مدیریت آموزشی

دوره 12، شماره 4 - شماره پیاپی 50، مهر و آبان 1400، صفحه 1-18   

نوع مقاله: مقاله پژوهشی

شناسه دیجیتال (DOI): 10.30495/jedu.2021.26176.5228

نویسندگان

معصومه محترم¹؛ مریم شفیعی سروستانی^{* 2}

¹استادیار گروه مدیریت آموزشی، دانشکده علوم تربیتی و روانشناسی، دانشگاه شیراز، شیراز، ایران

²استادیار گروه برنامه ریزی آموزشی، دانشکده علوم تربیتی و روانشناسی، دانشگاه شیراز، شیراز، ایران

تاریخ دریافت: 10 مهر 1399،  تاریخ بازنگری: 13 آذر 1399،  تاریخ پذیرش: 23 آبان 1400 

چکیده

چکیده
مقدمه و هدف: هدف کلی از انجام این پژوهش، مدل­یابی ساختاری آمادگی کارکنان برای تغییر سازمانی بر اساس نوع فرهنگ سازمانی با نقش واسطه­ای سایش اجتماعی بود.
 روش شناسی: این پژوهش، توصیفی از نوع همبستگی بود. جامعه­ی آماری پژوهش شامل همه کارکنان اداره کل  آموزش و پرورش استان فارس (340 نفر) بود که با استفاده از جدول مورگان و روش نمونه­گیری تصادفی ساده 181 نفر به عنوان نمونه پژوهش انتخاب شدند و از بین آن ها 102 نفر به پرسشنامه­ها پاسخ کامل دادند و در این پژوهش مورد استفاده قرار گرفت. داده­های میدانی پژوهش با استفاده از پرسشنامه­ی نوع فرهنگ سازمانی، سایش اجتماعی و آمادگی برای تغییر گردآوری شد که پس از محاسبه­ و تأیید روایی (تحلیل گویه) و اعتبار (از نوع همسانی درونی) پرسشنامه­ها، توزیع شدند. به منظور تحلیل داده­ها از آمار توصیفی و استنباطی با نرم افزار Spss و Amos استفاده شد.
 یافته ها:  نتایج نشان داد از نظر کارکنان نوع فرهنگ سازمانی غالب در محل کارشان، از نوع فرهنگ سازمانی منفعل می باشد. وضعیت سایش اجتماعی و آمادگی کارکنان برای تغییر در حد متوسط بود. مدل معادله ساختاری نشان داد که در حالی که ارتباط مستقیم و معناداری بین فرهنگ سازمانی سازنده با آمادگی کارکنان برای تغییر وجود داشت، اما این رابطه با نقش واسطه­ای سایش اجتماعی معنادار نبود. به علاوه، در حالی که ارتباط منفی معناداری بین فرهنگ سازمانی تهاجمی با آمادگی کارکنان برای تغییر وجود داشت، اما این رابطه با نقش واسطه­ای سایش اجتماعی معنادار نبود. در نهایت، ضمن اینکه رابطه­ی مستقیم و معناداری بین فرهنگ سازمانی منفعل و آمادگی کارکنان برای تغییر وجود داشت، این رابطه با نقش واسطه­ای سایش اجتماعی نیز معنادار بود.
 نتیجه گیری: نتیجه حاصل از این پژوهش نوعی چارچوب کلی برای مدیران آموزشی به منظور تلاش جهت ایجاد آمادگی برای تغییر در کارکنان از طریق تجدید­نظر در ساختارهای آموزشی، توسعه­ی فرهنگ سازمانی پویا و شناسایی، کنترل و مدیریت رفتارهای سایشی را فراهم می­آورد.

کلیدواژه‌ها

فرهنگ سازمانی؛ سایش اجتماعی؛ آمادگی برای تغییر

عنوان مقاله [English]

Structural Modeling of Readiness for Organizational Change of Employees of the Department of Education based on the Type of Organizational Culture with a Mediating Role of Social Undermining: Fars Province

نویسندگان [English]

Maasoumeh Mohtaram¹؛ Maryam Shafiei Sarvestani²

¹Assistant Professor of Educational Administration, School of Education and Psychology, Shiraz University, Shiraz, Iran

²Assistant Professor of Educational Planning, School of Education and Psychology, University of Shiraz, Shiraz, Iran

چکیده [English]

The main aim of this study was structural modeling of employees’ readiness for organizational change based on the type of organizational culture with a mediating role of social undermining. The statistical population of the study included all employees of the Department of Education of Fars Province (340 people). Using Morgan table, simple random sampling method, 127 people were selected as the research sample and 102 of them answered the questionnaires completely. Field data of the research were distributed and collected using the questionnaire of the type of organizational culture (Mohtaram & Zamani, 2019), social undermining (Mohtaram, 1398) and readiness for change (Bouckenooghe, 2009) after calculating and confirming their validity and reliability. In order to analyze the data, descriptive and inferential statistics were used with SPSS and AMOS software. The results showed that: the dominant organizational culture in their workplace is a passive organizational culture. The situation of social undermining and employees’ readiness for change is average. Also, the structural equation model indicated that a) while there was a direct and significant relationship between constructive organizational culture and employees’ readiness for change, but there was no significant relationship between these two variables with the mediating role of social undermining. b) While there was a negative and significant relationship between aggressive organizational culture and employees’ readiness for change, no significant relationship was seen between these two variables with the mediating role of social undermining. c) While there was a direct and significant relationship between passive organizational culture and employees’ readiness for change, this relationship was also significant with the mediating role of social undermining.

کلیدواژه‌ها [English]

organizational culture, social undermining, readiness for change

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