تبیین جامعه شناختی اثر رفتار نوآورانه بر عملکرد سازمانی در میان کارکنان ادارات کل ورزش و جوانان ایران
محورهای موضوعی : مطالعات علوم اجتماعی در ورزشحسین مظاهری 1 , مینا مستحفظیان 2 , مسعود نادریان جهرمی 3 , مهناز مروی 4
1 - دانشجوی دکترای جامعه شناسی ورزشی، گروه تربیت بدنی و علوم ورزشی، واحد نجف آباد، دانشگاه آزاد اسلامی، نجف آباد، ایران
2 - مرکز تحقیقات طب ورزشی، واحد نجف آباد، دانشگاه آزاد اسلامی، نجف آباد، ایران
3 - دانشیار دانشگاه اصفهان
4 - مرکز تحقیقات طب ورزشی، واحد نجف آباد، دانشگاه آزاد اسلامی، نجف آباد، ایران
کلید واژه: رفتار نوآورانه, عملکرد سازمانی, ادارات کل ورزش و جوانان,
چکیده مقاله :
هدف: پژوهش حاضر با هدف تبیین جامعه¬شناختی اثر رفتار¬نوآورانه بر عملکرد¬سازمانی کارکنان ادارات کل ورزش و جوانان ايران انجام گرفت. روش‌شناسی: پژوهش از نوع پیمایشی بود. جامعه آماری پژوهش را کارکنان ادارات کل ورزش و جوانان تشکیل دادند و با استفاده از روش تعیین حجم نمونه مدل¬یابی ساختاری تعداد 38۴ نفر از کارکنان از طریق پرسشنامه حضوری و آنلاین با روش نمونه¬گیری خوشه¬ای انتخاب شده و به سوالات پرسش¬نامه پاسخ دادند و نتایج آن با استفاده از روش مدل¬سازی معادلات ساختاری توسط نرم¬افزار پی ¬ال اس محاسبه و مدل نهایی ارایه گردید. روایی¬محتوایی پرسشنامه¬ با نمره 99/0مورد تاييد قرار گرفت و پایایی پرسشنامه¬های رفتار¬نوآورانه بروس¬و¬اسکات (1994) و عملکرد سازمانی ویناند و همکاران (2014) با استفاده از ضریب آلفای¬کرونباخ به ترتیب 94 و 97 درصد محاسبه و تایید شد. یافته‌ها: یافته¬ها حاکی از آن است که رفتار¬نوآورانه، اثر مثبتی بر ارتقای عملکرد¬سازمانی داشت و رفتار-نوآورانه در مجموع 39 درصد از واریانس عملکرد سازمانی را تبیین می¬کند و به میزان متوسط توان تبیین واریانس آن را دارد. نتیجه‌گیری: نتایج نشان داد مدل مفروض تدوین شده توسط داده¬های پژوهش حمایت می¬شود و برازش داده ها به مدل برقرار بوده و همگي شاخص¬ها دلالت بر مطلوبيت مدل معادله ساختاری دارند لذا بر اساس این یافته¬ها به مدیران کل ورزش و جوانان استان¬های کشور توصیه می¬گردد با استفاده از رهبری تحول آفرین، کارکنان را به افزایش خلاقیت و ارائه ایده¬ها و رفتار¬های نوآورانه تشویق نموده و عملکرد سازمانی کارکنان را در شرایط متغیر کنونی بهبود بخشند.
Objective: The present study was Sociological Analysis of the Effect of Innovative Behavior on Organizational Performance among the Employees of Sports and Youth Departments of Iran. Methodology: The present study was a survey, and its population included all employees in the provincial offices of Sport and Youth. Then, using the Krejcie and Morgan Table, 384 employees were selected using the stratified random sampling technique through in-person and online questionnaires. The data were analyzed using the Structural Equation Modeling in PLS, and the final version of the model was proposed. The face validity of the questionnaires – including the Innovative Work Behavior Scale by Bruce and Scott (1994) and the Organizational Performance Scale by Vinand et al. (2014) - was confirmed, and their reliability was determined by Cronbach’s Alpha coefficient at 0.94 and 0.97, respectively. Results: The findings of the study showed that innovative behavior had a positive impact on the enhancement of organizational performance. In other words, innovative behavior explained 39% of the variance in organizational performance (moderately explaining the variance). Conclusion: The results showed that the proposed model was supported by the data, and the fit of the data to the model was maintained. Thus, as all indicators pointed to the desirability of the model, directors of the provincial offices of Sport and Youth are recommended to encourage their employees to increase their creativity, share their ideas, and make innovative behavior by implementing transformational leadership. In this way, they can enhance their employees’ corporate performance in the current uncertain conditions.
Cegarra-Navarro, J. G., & Wensley, A. (2019). ″Promoting intentional unlearning through an unlearning cycle″. In Journal of
Organizational Change Management, 32 (1); 67–79. Cegarra-Navarro, J. G., & Sánchez-Polo, M. T. (2008). Linking the individual forgetting context with customer capital from a
seller's perspective. Journal of the Operational Research Society, 59(12), 1614-1623. Dehghani, M. S., Mosahebi, M., & Aghebi, F. G. (2020). The effect of innovative behavior on organizational performance by unveiling the role of intellectual capital, opportunism, and competitive advantage in the hotel management industry. Journal
of Tourism & Development, 9(3), 263-277. Duan, Y., Liu, Y., Sunguo, T., & Liu, Y. (2023). Organizational unlearning and service innovation of Chinese service-oriented
firms: the moderating role of knowledge integration. Asia Pacific Business Review, 1-22. Ednoer, Elzami Haqie, Friska Dwi Enita, and Amrie Firmansyah. "Kinerja organisasi pada instansi pemerintah: bagaimana
peran dari capital intellectual." Jurnal Riset Akuntansi & Komputerisasi Akuntansi 13, no. 2 (2022): 50-67. Emre Y., & Carl F.(2010). ″Compatibility and unlearning in knowledge transfer in mergers and acquisitions Scandinavian″.
Journal of Management, 26, 448—456. Farjaad, H. R., & Shokri, Z. (2018). Investigating the impact of organizational unlearning on organizational performance regarding the mediating role of human capital (case of the study: Tehran Technical & Vocational Training Organization
Department). Police Sciences Education Quarterly, 6(22), 16-30. Hong, T. V., & Thu, T. D. T. (2023, May). The Effects of Entrepreneurial Leadership and Intellectual Capital to Process Innovation–Research from Generating Electricity Enterprises in Vietnam. In International Conference on Emerging
Challenges: Strategic Adaptation in The World of Uncertainties (ICECH 2022) (pp. 136-149). Atlantis Press. Huang, D., Chen, S., Zhang, G., & Ye, J. (2018). Organizational forgetting, absorptive capacity, and innovation performance: a
moderated mediation analysis. Management Decision, 56(1), 87-104. Huang, C. C., & Huang, S. M. (2020). External and internal capabilities and organizational performance: Does intellectual
capital matter?. Asia Pacific Management Review, 25(2), 111-120. Iqbal, A., Latif, F., Marimon, F., Sahibzada, U. F., & Hussain, S. (2018). From knowledge management to organizational performance: Modelling the mediating role of innovation and intellectual capital in higher education. Journal of Enterprise
Information Management, 32(1), 36-59. Jabbari Dastjerd, Taher ; Mehri, Kazem; Nasiri, Mohammad (2022) Effect of intentional organizational forgetting on organizational performance of sports and youth departments in the northwest of the country: the mediating role of
innovation in services, Medical Journal of Mashhad University of Medical Sciences, 64(6), 3102-3114. Jalali, A. G., Machiyani, H. H., Taghipour, M., & Moshtaghi, S. (2020). Unveiling the relationship between intellectual capital, organizational learning, and employee performance in Parsiyan Bank branches of Gilan province. Public Management
Scientific Research Quarterly, 11(4), 87-102. Kadijaani, S. E., & Agha-Abbasi, M. (2022). The effect of innovative behavior on organizational performance with the mediating role of communicative skills (case of the study: Cafe Bazaar application). Journal of Research in Management
Science, 1, 283-301. kitithaworn, C., Srisathan, W. A., Ketkaew, C., & Naruetharadhol, P. (2023). Sustainable Development towards Openness SME Innovation: Taking Advantage of Intellectual Capital, Sustainable Initiatives, and Open Innovation. Sustainability, 15(3), 2126. Klammer, A., & Gueldenberg, S. (2019). ″Unlearning and forgetting in organizations: a systematic review of literature″. In
Journal of Knowledge Management, 23 (5); 860–888. Kmieciak, R. (2020). ″Critical reflection and innovative work behavior: the mediating role of individual unlearning″. In
Personnel Review, 50 (2); 439–459. Leal-Rodríguez, A. L., Peris-Ortiz, M., & Leal-Millan, A. G. (2017). "Fostering entrepreneurship by linking organizational
unlearning and innovation: The moderating role of family business". Management international, 21(2), 86-94. Leal-Rodríguez, A. L., Eldridge, S., Roldán, J. L., Leal-Millán, A. G., & Ortega-Gutiérrez, J. (2015). ″Organizational unlearning, innovation outcomes, and performance: The moderating effect of firm size″. In Journal of Business Research, 68 (4); 803–
809. Meybodi, A. R., Hosseini, E., & Ajorlou, F. (2018). Analyzing the effect of unlearning components on the development of human resources within the organization. Human Resources Education & Development Scientific Research Journal, 5(17),
137-157. Mieres, C. G., Sánchez, J. Á. L., & Vijande, M. L. S. (2012). Internal marketing, innovation and performance in business
services firms: the role of organizational unlearning. International Journal of Management, 29(4), 403. Moghaddam, Y. M., Daadfar, A., & Gazmeh, A. (2016). Investigating the effect of organizational unlearning on organizational performance according to the organizational agility mediating variable. The Scientific Research Journal of Public
Management Research, 9(34), 243-256. Ortega-Gutiérrez, J., Cepeda-Carrión, I., & Alves, H. (2021). ″The role of absorptive capacity and organizational unlearning in
the link between social media and service dominant orientation″. In Journal of Knowledge Management, 26 (4); 920–942. Ostrom, A. L., Bitner, M. J., Brown, S. W., Burkhard, K. A., Goul, M., Smith-Daniels, V., & Rabinovich, E. (2010). Moving forward
and making a difference: research priorities for the science of service. Journal of service research, 13(1), 4-36. Pham, T. K., Pham, C. H., & Pham, L. (2016). Top management support, organizational learning, innovative behavior, employee commitment and organizational performance of manufacturing companies in Hai Phong. International Journal of
Financial Research, 7(3), 54-64. Pirayesh, R., Mahmoodi, H., & Bahrevar, H. (2018). Creating competitive advantage by combining the views of organizational learning, innovative behavior, and intellectual capital among the Zanjan Iran Transfo Company employees. In The 5 th
Applied Research in Management & Accounting National Conference. Ramírez, S. Q., Castañeda, W. L. R., & Velásquez, J. R. (2017). vRepresentation of unlearning in the innovation systems: A
proposal from agent-based modeling″. Estudios gerenciales, 33(145); 366-376. Ruíz, M. D.A, Gutiérrez, J. O., Martínez-Caro, E., & Cegarra-Navarro, J. G. (2017). ″Linking an unlearning context with firm
performance through human capital″. In European Research on Management and Business Economics, 23 (1); 16–22. Samie, M. E., & Jazghani, F. (2022). Effect of knowledge management on innovative performance with the mediating effect of
unlearning. VINE Journal of Information and Knowledge Management Systems, 52(3), 448-467. Scott, S. G., & Bruce, R. A. (1994). Determinants of innovative behavior: A path model of individual innovation in the
workplace. Academy of management journal, 37(3), 580-607. Sepahvand, R., Arefnejad, M., & Shariatnejad, A. (2015). The effect of IT on intellectual capital and knowledge management
strategies with organizational agility as a moderator. Human Resources Management Studies, 5(3), 71-96. Seyyed-Ameri, M. H., Abbasi, H., & Jamshidi, E. (2019). Analyzing the effect of absorption capacity and creativity on
innovational behavior of Iranian Ministry of Sports and Youth experts. Journal of Sports Management, 11(3), 521-546. Utomo, H. J. N., Irwantoro, I., Wasesa, S., Purwati, T., Sembiring, R., & Purwanto, A. (2023). Investigating The Role of Innovative Work Behavior, Organizational Trust, Perceived Organizational Support: An Empirical Study on SMEs
Performance. Journal of Law and Sustainable Development, 11(2), 1-19. Wang, X., Zheng, C., Mutuc, E. B., Hu, F., & Wei, S. (2022). How does organizational unlearning influence product innovation
performance? Moderating effect of environmental dynamism. Frontiers in Psychology, 13, 840775. Wang, X., Liu, Z., Li, J., & Lei, X. (2023). How organizational unlearning leverages digital process innovation to improve performance: The moderating effects of smart technologies and environmental turbulence. Technology in Society, 75,
102395. Wang, X., Lu, Y., Zhao, Y., Gong, S., & Li, B. (2013). "Organisational unlearning, organisational flexibility and innovation
capability: An empirical study of SMEs in China". International Journal of Technology Management, 61(2), 132- 155. Wang, X. H., Fang, Y., Qureshi, I., & Janssen, O. (2015). ″Understanding employee innovative behavior: Integrating the social
network and leader–member exchange perspectives″. Journal of organizational behavior, 36(3); 403-420. Winand, M., Vos, S., Claessens, M., Thibaut, E., & Scheerder, J. (2014). A unified model of non-profit sport organizations
performance: perspectives from the literature. Managing leisure, 19(2), 121-150. Yeniaras, V., Di Benedetto, A., Kaya, I., & Dayan, M. (2021). Relational governance, organizational unlearning and learning:
Implications for performance. Journal of Business & Industrial Marketing, 36(3), 469-492. Yousaf, Z., Javed, A., & Badshah, W. (2024). Unlocking the Power of Minds: Understanding the Interaction of Organizational Culture, Innovative Work Behavior, and Emotional Intelligence for Improved Employee Performance. Journal of the
Knowledge Economy, 1-17. Zardoshtiyan, S., & Karimi, A. (2016). Presenting the model of social capital and intellectual capital effect on organizational performance (case of the study: Sports & Youth Departments of Kermanshah province). Bi-Quarterly Research Journal of
Sports Management & Motor Behavior, 9(17), 85-97. Zare, R., Hathani, S. M., & Fathizadeh, A. (2021). The effect of knowledge absorption capacity on the performance of green innovation with unlearning as a mediator and communicative learning as a moderator. Strategic Studies in Oil & Energy
Industry Scientific Quarterly, 13(50), 63-81. Zhang, F., Lyu, C., & Zhu, L. (2022). Organizational unlearning, knowledge generation strategies and radical innovation
performance: evidence from a transitional economy. European Journal of Marketing, 56(1), 133-158. Zhao, Z., & Yan, Y. (2023). The role of organizational unlearning in manufacturing firms’ sustainable digital innovation: The
mechanism of strategic flexibility and organizational slack. Sustainability, 15(13), 10371.