پایداری شغلی و خلاقیت سازمانی: تاثیر رهبری فراگیر بر بازخورد رشدی و شکوفایی در کار
محورهای موضوعی : خلاقیت و نوآوری از جنبه‏های مدیریتی، سازمانی و صنعتی، مدیریت خلاقیت و نوآوری، خلاقیت شناسی سازمانی و مدیریتی
عزیزه پاشایی
1
,
مهدیه خلیلی خضرآبادی
2
*
,
حسن قلاوندی
3
1 - دانشگاه ارومیه
2 -
3 - استاد. گروه علوم تربیتی. دانشکده ادبیات و علوم انسانی. دانشگاه ارومیه. ارومیه. ایران
کلید واژه: بازخورد رشدی, پایداری شغلی, خلاقیت سازمانی, رهبری فراگیر, شکوفایی در کار,
چکیده مقاله :
زمینه و هدف: هدف پژوهش حاضر بررسی تاثیر رهبری فراگیر بر پایداری شغلی و خلاقیت سازمانی از طریق بررسی نقش میانجی بازخورد رشدی سرپرست و شکوفایی در کار است.
روشها: این پژوهش از نظر هدف کاربردی و مبتنی بر مدلیابی معادلات ساختاری است. جامعه آماری پژوهش کلیه کارکنان دانشگاه فرهنگیان استان آذربایجان غربی به تعداد 163 نفر است. بهمنظور جمعآوری اطلاعات از پرسشنامههای رهبری فراگیر فانگ و همکاران (2019)، بازخورد رشدی سرپرست ژو (2003)، شکوفایی در کار پورات و همکاران (2012)، پایداری شغلی چین و همکاران (2022) و خلاقیت سازمانی درابجی و همکاران (1998) استفاده شد. با توجه به محدودیت تعداد جامعه، پرسشنامهها به صورت سرشماری در بین کلیه اعضای جامعه توزیع و نهایتا تعداد 142 پرسشنامه با استفاده از نرمافزار Amos 24 مورد تحلیل آماری قرار گرفت.
یافتهها: رهبری فراگیر از طریق نقش میانجی زنجیرهای بازخورد رشدی و شکوفایی در کار بر پایداری شغلی تأثیر غیرمستقیم دارد؛ رابطه مستقیم رهبری فراگیر با پایداری شغلی تایید نشد (β=0/07). رهبری فراگیر بر بازخوردی رشدی سرپرست(β=0/84) و خلاقیت سازمانی (β=0/77) تأثیری مثبت و معنادار دارد و اثر بازخورد رشدی سرپرست بر شکوفایی در کار نیز معنادار است (β=0/62). نقش زنجیرهای متغیرهای میانجی بر خلاقیت سازمانی نیز مورد تایید قرار گرفت.
نتیجهگیری: مدیران و سیاستگذاران حوزه مدیریت آموزشی قادرند باتوجه به نقش رهبری فراگیر و بازخورد رشدی سرپرست، از طریق شکوفایی در کار بر توسعه پایداری شغلی و خلاقیت سازمانی کارکنان موثر باشند
Objective: The aim of the current research is to investigate the impact of inclusive leadership on job stability and organizational creativity by examining the mediating role of supervisor's developmental feedback and thriving at work.
Method: This research is applied in terms of purpose and based on structural equation modeling. The statistical population of the research includes all employees of Farhangian University of West Azarbaijan province, numbering 163 people. In order to collect information from standard questionnaires of comprehensive leadership Fang et al. (2019), developmental feedback of supervisor Zhu (2003), thriving at work of Porat et al. (2012) and organizational creativity by Drabji et al. (1998) were distributed among the members of the community in the form of a census. 142 questionnaires were examined and statistically analyzed using Amos 24 statistical software.
Findings: The findings showed that inclusive leadership has an indirect effect on job stability through the mediating role of growth feedback and prosperity at work. The direct relationship between inclusive leadership and job stability was not confirmed (β=0/07). Inclusive leadership has a positive and meaningful effect on supervisor's developmental feedback (β=0/84) and organizational creativity (β=0/77), and the effect of supervisor's developmental feedback on thriving at work is also significant (β=0/62). The chain role of mediating variables on organizational creativity was also confirmed.
Conclusion: Educational, managers and policymakers are able to be effective in developing employees' job stability and organizational creativity through thriving at work, by considering the role of inclusive leadership and the supervisor's developmental feedback.
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