ارائه الگوی جهت سنجش تعاملات علّی میان عوامل مؤثر بر رفتار شهروندی سازمانی در آموزش عالی (مطالعهای در دانشگاه مازندران با استفاده از تکنیک دیمتل)
محورهای موضوعی : خطمشیگذاری عمومی در مدیریت
حسین صمدی میارکلائی
1
(دانش آموخته کارشناسی ارشد، باشگاه پژوهشگران و نخبگان جوان، دانشگاه آزاد اسلامی واحد قائمشهر، قائمشهر، ایران)
حمزه صمدی میارکلائی
2
(دانش آموخته دکتری، دانشگاه آزاد اسلامی، واحد علوم و تحقیقات، گروه مدیریت دولتی، تهران، ایران.)
مینا احمدی
3
(دانش آموخته کارشناسی ارشد، مؤسسه آموزش عالی فروردین، قائمشهر، ایران.)
کلید واژه: : رهبری تحول آفرین, معنویت در محیط کار, رفتار شهروندی سازمانی, جو سازمانی, سلامت سازمانی,
چکیده مقاله :
زمینه: رفتار شهروندی سازمانی مجموعه ای از رفتارهای داوطلبانه و اختیاری است که بخشی از وظایف رسمی افراد در محیط کار نیستند، اما با این وجود، توسط آنان انجام و باعث بهبود مؤثر وظایف و نقش های سازمان می شوند. براین اساس، سازمان ها بدون تمایل داوطلبانه افراد به همکاری، قادر به توسعه اثربخشی خرد جمعی خود نیستند. امروزه رفتار شهروندی سازمانی، به عنوان رویکرد جدید مدیریت نوین نیروی انسانی در بسیاری از سازمان ها مورد استفاده قرار گرفته است، که در میان اهمیت تعاملات آن با برخی از متغیرهای سازمانی دارای اهمیت فراوانی است. هدف: هدف از پژوهش حاضر ارائه الگوی جهت سنجش تعاملات علّی میان عوامل مؤثر بر رفتار شهروندی سازمانی در آموزش عالی بوده که بدین منظور دانشگاه مازندران به عنوان نمونه موردی در آموزش عالی مورد مطالعه قرار گرفته است. روش ها: روش این تحقیق از نوع توصیفی- تحلیلی و مبتنی بر تکنیک آزمایش و ارزیابی تصمیم گیری می‌باشد. متغیرهای این پژوهش شامل رهبری تحول آفرین، معنویت در محیط کار، رفتار شهروندی سازمانی، جو سازمانی و سلامت سازمانی است. جامعه آماری را خبرگان و مسئولین مرتبط با وضعیت نیروی انسانی در دانشگاه مازندران در سال 1394 تشکیل می‌دهند که این افراد به روش نمونه گیری هدفمند انتخاب گردیدند. اطلاعات با استفاده از پرسشنامه مقایسات زوجی جمع آوری شد. تجزیه‌وتحلیل داده ها نیز بر اساس تکنیک دیمتل انجام شد. یافته ها: یافته ها نشان داد که رهبری تحول آفرین در دانشگاه مازندران بهترین عامل نفوذ کننده بر متغیرها بود ، هم چنین رفتار شهروندی سازمانی به عنوان متاثرترین متغیر شناخته شد. نتیجه گیری: می توان نتیجه گرفت که منابع انسانی هر سازمان، باارزش‌‌ترین سرمایة آن محسوب می شوند و نقش تعیین‌‌کننده‌‌ای در اثربخشی آن دارند، مدیران همواره در تلاش برای بهره‌‌گیری بهینه از این منابع بوده‌‌اند. از طرف دیگر، سازمان‌‌ها بدون تمایل افراد به همکاری داوطلبانه و خودجوش، قادر به افزایش اثربخشی و بهبود عملکرد خود نیستند.
Background: Organizational Citizenship Behavior is a set of voluntary and discretionary behaviors that are not a part of individual's formal tasks at work. However, have been done by individuals, and cause effective improvement in organizational tasks and roles. Therefore, without individuals' voluntary intent to cooperation, the organizations are not able to extend their collective wisdom effectiveness. Today's, OCB has been applied within many organizations as a new approach to the new human resources management that holds increasingly important among the important of its interactions with some organizational variables. Objective: The aim of this study is the representation of a model for evaluation of causal interactions among the effective factors on Organizational Citizenship Behavior in higher education that to fulfill this, Mazandaran University is studied as a case study in higher education. Methods: The method of the present research is descriptive-analytical and based on the DEMATEL technique. The variables of the present research are: transformational leadership, spirituality at workplace, organizational citizenship behavior, organizational climate and organizational health. The statistical population in this research includes experts, administrators and officials that are related to human resources status at University of Mazandaran in 1394. These people were selected by purposive sampling method. Data were collected using a paired comparisons questionnaire. Data analysis was performed based on DEMATEL techniques. Findings: The results showed that transformational leadership is the best influential factor on the variables at the University of Mazandaran, the OCB also were known as the most impressionable variable . Conclusion: It can be concluded that the human resources in each organization are the most valuable assets and play a decisive role in effectiveness of that organization. On the one hand, managers always strive to optimize the utilization of these resources. On the other hand, without employees' willingness to voluntarily and spontaneously cooperation, organizations would not be able to increase their effectiveness and performance improvement.
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