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  • طراحی و تبیین الگوی پیامدهای دانشگاه به عنوان سازمان فضیلتی؛ مورد مطالعه: دانشگاه‌های دولتی وابسته به وزارت علوم، تحقیقات و فناوری استان یزد

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عنوان URL للمقالة


رقم المقالة : JEDU-2003-4906 (R1) زيارة : 21 الصفحة: 54 - 75

10.30495/jedu.2021.24453.4906

20.1001.1.20086369.1400.12.2.4.2

نوع المخطوط: ابحاث

طراحی و تبیین الگوی پیامدهای دانشگاه به عنوان سازمان فضیلتی؛ مورد مطالعه: دانشگاه‌های دولتی وابسته به وزارت علوم، تحقیقات و فناوری استان یزد

الموضوعات :

مرضیه دهقانی زاده 1 (استادیار، گروه مدیریت دولتی، دانشگاه پیام‌نور، تهران، ایران. دکتری تخصصی دانشگاه خوارزمی، تهران، ایران.)
حسن رضا زین آبادی 2 (دانشیار، گروه مدیریت آموزشی، دانشگاه خوارزمی، تهران، ایران.)
حمیدرضا آراسته 3 (استاد، گروه مدیریت آموزشی، دانشگاه خوارزمی، تهران، ایران.)
عبدالرحیم نوه ابراهیم 4 (استاد، گروه مدیریت آموزشی، دانشگاه خوارزمی، تهران، ایران.)

تاريخ الإرسال : 28 الإثنين , رجب, 1441 تاريخ التأكيد : 25 الأربعاء , ذو الحجة, 1442 تاريخ الإصدار : 12 الثلاثاء , ذو القعدة, 1442

الکلمات المفتاحية: دانشگاه, رویکرد آمیخته, فضیلت, سازمان فضیلتی, گروه کانونی,

ملخص المقالة :

مقدمه و هدف: فضیلت سازمانی از جمله مفاهیم جدید سازمانی است که از روان­شناسی مثبت­نگر گرفته شده است. مطالعه در این حوزه در برگیرنده رفتارهای برجسته در سازمان است که خود منجر به پیامدهای مثبت می­شود. پژوهش حاضر با هدف طراحی و تبیین پیامدهای سازمان فضیلتی در دانشگاه­های دولتی استان یزد انجام شده است.
روش شناسی پژوهش: در این مطالعه ابتدا از روش پژوهش کیفی گروه کانونی و مصاحبه­های نیمه­ساختار یافته با هشت نفر از اعضای هیئت علمی دانشگاه­های دولتی استان یزد، سپس با تحلیل و کدگذاری داده­های به دست آمده از مصاحبه­ و ادبیات با روش تحلیل مضمون، مدل مفهومی پژوهش تدوین شد. سپس در بخش کمی پژوهش، مدل مفهومی با پرسشنامه محقق ساخته در نمونه 285 نفر از کارکنان دانشگاه­های دولتی استان یزد با روش مدل­یابی معادلات ساختاری آزمون شد. روایی محتوا، واگرا، همگرا و همچنین پایایی ترکیبی و ضریب آلفای کرونباخ این پرسشنامه مناسب بود.
 یافته­ ها: در مدل به دست آمده از پژوهش کیفی، پیامدهای دانشگاه فضیلتی، شامل «خودبرانگیختگی سازمانی»، «رفتار شهروندی سازمانی»، «هویت سازمانی»، «بهزیستی معنوی»، «شجاعت اخلاق حرفه­ای»، «شادی سازمانی»، «سلامت سازمانی»، «عملکرد سازمانی» و «سرمایه اجتماعی» و هم چنین تاثیر برخی از پیامدها بر روی یکدیگر شناسایی شد. همچنین نتایج بخش کمی، نشان ­داد تمام پیامدها دارای بار عاملی مناسب بوده و مدل تایید شد و در این مدل پیامدهای شادی سازمانی، شجاعت اخلاق حرفه­ای و بهزیستی معنوی دارای ضریب مسیر بیشتری بودند، لذا سازمان فضیلتی بیشترین تأثیر را بر آن­ها دارد.
بحث و نتیجه ­گیری: با توجه به اینکه مزایا و پیامدهای فضیلت سازمانی، در کوتاه مدت آشکار نمی­شود؛ بنابراین مدیران و کارکنان دانشگاه باید بدانند که با نهادینه کردن رفتارهای فضیلتی در دانشگاه، افزایش کیفیت خدمات و مزیت رقابتی در بلندمدت برای دانشگاه حاصل می­شود.

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