آزمون الگوی مفهومی ارتباط مدیریت منابع انسانی و شایسته سالاری از طریق تملق سازمانی
محورهای موضوعی : منابع انسانی
1 - گروه علوم تربیتی ، دانشگاه آزاد اسلامی واحد نورآباد ممسنی، نورآباد ممسنی، ایران.
کلید واژه: تملق سازمانی, مدیریت منابع انسانی, شایسته سالاری.,
چکیده مقاله :
هدف از این پژوهش، آزمون الگوی مفهومی ارتباط مدیریت منابع انسانی و شایسته سالاری از طریق تملق سازمانی بود. این تحقیق بر حسب هدف، کاربردی و از نظر ماهیت و روش، توصیفی - همبستگی و از لحاظ زمانی، مقطعی بود. جامعه آماری این پژوهش شامل کلیه مدیران مدارس ناحیه 2 شیراز به تعداد 215 نفر که با توجه به جدول مورگان، 127 نفر بعنوان نمونه مورد آزمون قرار گرفتند. جهت گردآوری اطلاعات آماری از سه پرسشنامه استاندارد تملق سازمانی پارسایی و همکاران (1398)، شایسته سالاری انصاری (1393) و مدیریت منابع انسانی یاژو و جیان (2012) استفاده شد. روایی محتوایی هر سه پرسشنامه توسط صاحب نظران تأیید گردید است و پایایی آن پس از اجرای آزمایشی بین 30 نفر از جامعه آماری به وسیله محاسبه آلفای کرونباخ برای سه پرسشنامه به ترتیب 821/0، 895 و 929/0 تعیین گردید. داده‌های گردآوری شده با استفاده از نرم افزار SPSS و در دو سطح آمار توصیفی و آمار استنباطی (همبستگی پیرسون و معادلات ساختاری)، مورد تحلیل آماری قرار گرفتند. نتایج نشان داده که بین مدیریت منابع انسانی با شایسته سالاری رابطه مثبت و معنادار برقرار بود. تملق سازمانی با شایسته سالاری رابطه منفی و معناداری دارد. همچنین، بین مدیریت منابع انسانی و تملق سازمانی رابطه منفی و معناداری وجود داشت. درنهایت؛ تملق سازمانی در رابطه بین مدیریت منابع انسانی و شایسته سالاری از دیدگاه مدیران مدارس ناحیه 2 شیراز، نقش واسطه ای دارد.
The Purpose of This Study Was to Investigating the Mediating Role of Organizational Flattery in The Relationship Between Human Resource Management and Meritocracy from The Perspective of Principals of Shiraz district 2 schools. This Research Was Applied in Terms of Purpose and Descriptive-Correlational in Nature and Method and Cross-Sectional in Terms of Time. The Statistical Population of This Study Included All principals of schools in the 2nd district of Shiraz (200 People) and According to Morgan Table, 127 People Were Tested as A Sample. In Order to Collect Statistical Information, Three Standard Questionnaires of Organizational Flattery of Parsai Et Al. (1398), Meritocracy (Ansari, 1393) And Human Resource Management of Yazhu and Jian (2012) Were Used. The Content Validity of All Three Questionnaires Was Confirmed by Experts and Its Reliability Was Determined After Experimental Implementation Among 30 Members of The Statistical Population by Calculating Cronbach's Alpha for The Three Questionnaires Respectively 0.821, 895 And 0.929. The Collected Data Were Statistically Analyzed Using SPSS Software at Two Levels of Descriptive Statistics and Inferential Statistics (Pearson Correlation and Structural Equations). The Results Showed That There Was a Positive and Significant Relationship Between Human Resource Management and Meritocracy. Organizational Flattery Has a Negative and Significant Relationship with Meritocracy. Also, There Was a Negative and Significant Relationship Between Human Resource Management and Organizational Flattery. Eventually; Organizational Flattery Has a Mediating Role in The Relationship Between Human Resource Management and Meritocracy from The Perspective of Principals of Shiraz district 2 schools.
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