تاثیر چابکی سازمانی بر فرسودگی شغلی و عملکرد کارکنان اداره کل ورزش و جوانان خراسان رضوی
محورهای موضوعی : نوآوری در مدیریت ورزشی
فرشته خدادادزاده
1
,
سیدمحمدحسین حسینی روش
2
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1 - گروه علوم ورزشی، دپارتمان مدیریت ورزشی، واحد مشهد، دانشگاه آزاد اسلامی، مشهد، ایران
2 - استادیارمدیریت ورزشی، گروه تربیت بدنی، واحد زابل، دانشگاه آزاد اسلامی، زابل، ایران
کلید واژه: چابکی سازمانی, فرسودگی شغلی, عملکرد کارکنان.,
چکیده مقاله :
هدف این پژوهش تاثیر چابکی سازمانی بر فرسودگی شغلی و عملکرد کارکنان اداره کل ورزش و جوانان خراسان رضوی بود. این پژوهش از نظر هدف کاربردی، از نظر جمعآوری اطلاعات میدانی و از نظر روش توصیفی- همبستگی بود. جامعهی آماری این پژوهش تمامی کارمندان اداره کل ورزش و جوانان خراسان رضوی در سال 1403 بود که تعداد آنان 98 نفر بود اما تعداد 93 پرسشنامه در نهایت مورد تجزیه و تحلیل آماری قرار گرفت. ابزار جمعآوری اطلاعات در این پژوهش سه پرسشنامهی چابكي سازمانی اسپایدزر (2007)، پرسشنامهی فرسودگی شغلی مسلش و جکسون (1986) و پرسشنامهی عملکرد شغلی گرینهاوس و همکاران (2010) بود. یافتهها با نرمافزارهای آماری SPSS22 و SmartPls3 مورد تجزیه و تحلیل آماری قرار گرفتند. روشهای آماری استفاده شده ضریب همبستگی اسپیرمن و مدل سازی معادلات ساختاری بود. نتایج نشان داد که بین چابکی سازمانی و مولفههای آن با عملکرد کارکنان رابطهی مثبت و معنی داری وجود داشت. بالاترین رابطه بین شايستگي با عملکرد کارکنان 604/0 و کمترین میزان رابطه بین انعطاف‌پذيري با عملکرد کارکنان 478/0 بود. همچنین بین چابکی سازمانی و مولفههای آن با فرسودگی شغلی رابطهی منفی و معنی داری وجود داشت. بالاترین رابطه بین سرعت با فرسودگی شغلی 574/0 و کمترین میزان رابطه بین انعطاف‌پذيري با فرسودگی شغلی 489/0 بود. همچنین مشاهده شد بین فرسودگی شغلی و مولفههای آن با عملکرد کارکنان رابطهی منفی و معنی داری وجود داشت. بالاترین رابطه بین مسخ شخصیت با عملکرد کارکنان 510/0 و کمترین میزان رابطه بین خستگی عاطفی با عملکرد کارکنان 478/0 بود. پیشنهاد میشود فرهنگ پاسخگویی از طریق مدیران در سازمان گسترش یابد، تا از این طریق چابکی سازمانی افزایش یابد و در نهایت عملکرد کارکنان بهبود یابد.
The purpose of this research was the effect of organizational agility on job burnout and the performance of employees of the General Directorate of Sports and Youth, Khorasan Razavi. This research was applied in terms of purpose, in terms of collecting field data and in terms of descriptive-correlation method. The statistical population of this research was all the employees of the General Directorate of Sports and Youth of Khorasan Razavi in 1403, whose number was 98, but the number of 93 questionnaires was finally analyzed statistically. The tools of data collection in this research were three organizational agility questionnaires of Spidzer (2007), job burnout questionnaire of Moslesh and Jackson (1986) and job performance questionnaire of Greenhouse et al. (2010). The findings were statistically analyzed with SPSS22 and SmartPls3 statistical software. The statistical methods used were Spearman's correlation coefficient and structural equation modeling. The results showed that there was a positive and significant relationship between organizational agility and its components with employee performance. The highest relationship between competence and employee performance was 0.604 and the lowest relationship between flexibility and employee performance was 0.478. Also, there was a negative and significant relationship between organizational agility and its components with job burnout. The highest relationship between speed and burnout was 0.574 and the lowest relationship between flexibility and burnout was 0.489. It was also observed that there was a negative and significant relationship between job burnout and its components with employee performance. The highest relationship between depersonalization and employee performance was 0.510 and the lowest relationship between emotional exhaustion and employee performance was 0.478. It is suggested that a culture of accountability be developed through managers in the organization, thereby increasing organizational agility and ultimately improving employee performance.
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