رابطه جامعه پذیری سازمانی با نگهداشت استعدادهاونقش میانجی اعتماد سازمانی کارکنان

محورهای موضوعی : آموزش و پرورش

فرزانه پرگلی ¹ , بتول فقیه آرام ² , سعید مرادی ³

1 - کارشناس ارشد مدیریت آموزشی،گروه علوم تربیتی، واحد اسلامشهر، دانشگاه آزاد اسلامی، اسلامشهر، ایران
2 - استادیار، گروه علوم تربیتی، واحد اسلامشهر، دانشگاه آزاد اسلامی، اسلامشهر، ایران
3 - استادیار، گروه علوم تربیتی، واحد اسلامشهر، دانشگاه آزاد اسلامی، اسلامشهر، ایران

تاریخ دریافت : 1398/07/10 تاریخ پذیرش : 1400/05/13 تاریخ انتشار : 1400/06/01

کلید واژه: اعتماد سازمانی, جامعه‌پذیری سازمانی, نگهداشت استعداد,

چکیده مقاله :

چکیده مقدمه و هدف: پژوهش حاضر با هدف بررسی رابطه جامعهپذیری سازمانی با نگهداشت استعدادهاونقشمیانجی اعتماد سازمانی کارکنان شرکت مهندسی و ساختمان صنایع نفت شهر تهران به روش همبستگی از نوع مدلیابی معادلات ساختاری صورت گرفته است روش‌شناسی:جامعه آماری پژوهش حاضر را کارکنان شرکت مهندسی و ساختمان صنایع نفت شهر تهران به تعداد440 نفر تشکیل دادندکه با استفاده از فرمول کرجسی و مورگان (1970) 144 نفر به صورت نمونه گیری تصادفی ساده انتخاب شدند. جهت جمع آوری دادههای مربوط از پرسشنامه های نگه داشت استعداد شاطری(1394)، جامعه پذیری سازمانی تائورمینا (۱۹۹۷) و اعتماد سازمانی شاکلی- زالابک،الیسووینوگراد(2003)استفاده گردید. اعتبار از نوع همسانی درونی آن ها از طریق ضریب آلفای کرونباخ به ترتیب 76/. ، 84/. و 78/.  به دست آمد.جهت تحلیل دادههاازمدل معادلات ساختاری استفاده گردید. یافته‌ها:نتایج آزمون حاکی از آن بود که بین جامعهپذیری سازمانی با اعتماد سازمانی و نگهداشت استعداد رابطه مستقیم  وجود دارد و اعتماد سازمانی در رابطه جامعه پذیری سازمانی بر نگه داشت استعداد نفش میانجی-گری جزیی دارد.

چکیده انگلیسی:

Abstract Background and Aim: The aim of this study was to investigate the relationship between organizational socialization and retention of talents and the mediating role of organizational trust of employees of Tehran Petroleum Engineering and Construction Company by correlational method of structural equation modeling. Methodology: The statistical population of the present study consisted of 440 employees of Tehran Petroleum Engineering and Construction Company, using Krejcie and Morgan (1970) formula, 144 people were selected by simple random sampling. To collect the relevant data, Shateri Talent Retention Questionnaire (2015), Taormina Organizational Socialization (1997) and Organizational Trust Shakli-Zalabak, Ellis and Vinograd (2003) were used. Validity of their internal consistency type through Cronbach's alpha coefficient, respectively 0.76, 0.84, 0.78 was obtained. Structural equation model was used to analyze  the data. Results: The test results showed that there is a direct relationship between organizational socialization and organizational trust and talent retention and organizational trust in organizational socialization has a partial mediation on talent retention.

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