Analysis of the effects of organizational culture on the level of innovation among young female cultural workers in Noor city
الموضوعات :
Ahmad Mohammadi
1
,
Hamidreza Razavi
2
,
Ebrahim Salehi Omran
3
1 - Master student in human resources training and improvement, Amol Institute of Higher Education
2 - Assistant Professor, Department of Management, North Non-Profit University
3 - Full Professor, Department of Educational Sciences, Faculty of Humanities and Social Sciences, Mazandaran University
الکلمات المفتاحية: innovation, Organizational Culture, Glass ceiling, family support,
ملخص المقالة :
The purpose of this article is to determine the relationship between organizational culture (glass ceiling) and the level of innovation among young female teachers of the first secondary school in Noor. The research method was applied in terms of purpose and descriptive in terms of survey type. Its statistical population consisted of 430 female teachers, of which 203 were selected as a statistical sample by simple random sampling using Morgan's table. In order to collect data, the glass ceiling questionnaire of Vazeman and organizational innovation of Atlai and Akif was used. To analyze the data, Pearson's correlation coefficient, Kolmokov Smirnov test and regression were used with the help of SPSS software. The measurement tool has face validity and the value of Cronbach's alpha coefficient of organizational culture and innovation is 0.812 and 0.774, which is reliable.The findings of the research show that the average of organizational culture and innovation in the studied society is 2.75 and 3.11, which indicates the average state of innovation among teachers. Among the dimensions of organizational culture, the dimension of family support has the highest average (3.44) and the dimension of conflict between work and family has the lowest average (1.99). There is a positive and direct relationship between the level of organizational culture and innovation. The higher the level of organizational culture is the higher the level of innovation. The dimensions of leadership support and family support have a positive relationship, and the dimension of gender discrimination has a negative relationship with Beiran's innovation. Dimensions of conflict between work and family and relationships at work have no significant correlation with innovation. The regression analysis showed that the multiple correlation coefficient is equal to 0.474, which shows that the organizational culture dimensions explain and predict about 22.5% of the variance and innovation changes. Family support has the highest impact. The result is that in order to increase the level of innovation of female teachers in the society, it is necessary to pay attention to the level of organizational culture and its dimensions and improve its dimensions.
