ارائه مدل مفهومی ارتقاء تعهد سازمانی کارکنان سازمان مرکزی دانشگاه آزاد اسلامی
محورهای موضوعی : آموزش و پرورشمریم احمدی 1 , مهدی شریعتمداری 2 , محمدنقی ایمانی 3 , اصغر شریفی 4
1 - دانش آموخته دکتری مدیریت آموزشی، واحد تهران مرکزی، دانشگاه آزاد اسلامی، تهران، ایران.
2 - استادیار رشته مدیریت آموزشی، واحد تهران مرکزی، دانشگاه آزاد اسلامی، تهران، ایران.
3 - استادیار رشته مدیریت آموزشی، واحد رودهن، دانشگاه آزاد اسلامی، رودهن، ایران.
4 - استادیار رشته مدیریت آموزشی، واحد رودهن، دانشگاه آزاد اسلامی، رودهن، ایران.
کلید واژه: تعهد سازمانی, تعهد, بعد فردی, بعد سازمانی, بعد محیطی,
چکیده مقاله :
مقدمه و هدف: هدف از پژوهش حاضر ارائه مدل مفهومی ارتقای تعهد سازمانی کارکنان سازمان مرکزی دانشگاه آزاد اسلامی بود.
روش شناسی پژوهش: از نظر هدف این تحقیق کاربردی است. از نظر روش گردآوری داده‌ها توصیفی است که با رویکرد پیمایشی مقطعی انجام گرفت. از نظر نوع داده‌ها با روش آمیخته اجرا شد که رویکرد آن اکتشافی (کیفی - کمی) بود. ابتدا به مطالعه ادبیات و پیشینه مرتبط با موضوع بررسی پرداخته شد و شاخصها و مؤلفههای اولیه ارتقاء تعهد سازمانی شناسایی شد، سپس با استفاده از مصاحبه نیمه ساختار یافته ابعاد، مولفه‌ها و شاخص‌های شناسایی شده را بررسی، سپس از تکنیک دلفی فازی به‌مثابه تکنیکی پژوهشی برای اصلاح، تأیید، رد و یا اضافه کردن شاخصها و مؤلفههای ارتقاء تعهد سازمانی کارکنان سازمان مرکزی دانشگاه آزاد اسلامی پرداخته شد و بر آن اساس پرسشنامه نهایی تدوین گردید و درنهایت از رویکردهای کمی (توصیفی - پیمایشی) برای تائید نتایج کیفی و آزمون مدل بهره برده شد. جامعه آماری بخش کیفی شامل خبرگان، متخصصین و افراد آگاه در زمینه تعهد سازمانی بود که با روش هدفمند و با استفاده از اصل اشباع نظری 12 نفر تعیین شد. جامعه آماری بخش کمی (1715نفر) بودند که با روش تصادفی طبقه‌ای نسبی بود و با استفاده از فرمول کوکران 314 نفر به عنوان نمونه انتخاب شدند. در این پژوهش به منظور گردآوری داده‌ها از پرسشنامه محقق ساخته استفاده شد که ضریب آلفای کرونباخ آن 960/0 به دست آمد. با توجه به سؤال‌های پژوهش از روش‌های آمار توصیفی و استنباطی (مدل سازی معادلات ساختاری، تحلیل عاملی اکتشافی، تحلیل عامل تاییدی، تحلیل مسیر، همبستگی پیرسون و t تک نمونه‌ای) و با استفاده از نرم افزارهای Spss-v21 و Lisrel-V8.8 استفاده شد.
یافته ها: ابعاد ارتقای تعهد سازمانی (فردی، سازمانی و محیطی) و مولفه های آن (احساس مثبت به شغل، تجربیات کاری، انعطاف پذیری، اعتماد، خودمختاری، جو سازمانی، فرهنگ سازمانی، عدالت سازمانی، انگیزه شغلی، امنیت شغلی، پشتیبانی مدیریت، ارتباطات کاری، مهارتهای رهبری، فرصت های شغلی جایگزین، محیط اجتماعی و محیط اقتصادی) شناسایی شد که با توجه به ابعاد و مولفه‌ها مدلی ارایه شد که برازش مطلوبی داشت.
بحث و نتیجه گیری: همه مسیرهای احتمالی مستقیم و غیر مستقیم بین متغیرهای پژوهش مورد ارزیابی قرار گرفت. نتایج نشان داد که اثرات مستقیم متغیرهای شناسایی شده بر ارتقاء تعهد سازمانی در سازمان مرکزی دانشگاه آزاد اسلامی مورد تأئید قرار گرفته است.
Introduction: The aim of the study was to present a model of promoting organizational commitment of the staff of the Central Organization of the Islamic Azad University.
research methodology: In terms of the purpose of this research is applied. In terms of data collection method, it is a descriptive one that was done with a cross-sectional survey approach. In terms of data type, it was performed with a mixed method, the approach of which was exploratory (qualitative-quantitative). First, the literature and background related to the subject were studied and the initial indicators and components of promoting organizational commitment were identified, then using semi-structured interviews, the identified dimensions, components and indicators were examined, then fuzzy Delphi technique as a research technique for Modifying, approving, rejecting or adding indicators and components to improve the organizational commitment of the staff of the Central Organization of Islamic Azad University Based on that, the final questionnaire was developed and finally quantitative approaches (descriptive-survey) were used to confirm the qualitative results and test the model. The statistical population of the qualitative section included experts, specialists and knowledgeable individuals in the field of organizational commitment, which was determined by a purposeful method and using the principle of theoretical saturation of 12 people. The statistical population was a small part (1715 people) which was relative stratified by random method and 314 people were selected as a sample using Cochran's formula. In this research, in order to collect data, a researcher-made questionnaire was used with a Cronbach's alpha coefficient of 0.960. Regarding Research Questions From Statistics Descriptive and Injective Methods (Structural Equation Modeling, Exploratory Factor Analysis, Affirmative Factor Analysis, Path Analysis, Pearson s) t used.
Findings: Dimensions of promoting organizational commitment (individual, organizational and environmental) and its components (positive feeling about the job, work experience, flexibility, trust, autonomy, organizational climate, organizational culture, organizational justice, job motivation, job security, management support, communication Work, leadership skills, alternative job opportunities, social environment and economic environment) were identified, which according to the dimensions and components, a model was presented that had a good fit.
Conclusion: All possible direct and indirect pathways between the research variables were evaluated. The results showed that the direct effects of the identified variables on the promotion of organizational commitment in the central organization of the Islamic Azad University have been confirmed.
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