تبیین جامعه شناختی اثر رفتار نوآورانه بر عملکرد سازمانی در میان کارکنان ادارات کل ورزش و جوانان ایران
حسین مظاهری
1
(
دانشجوی دکترای جامعه شناسی ورزشی، گروه تربیت بدنی و علوم ورزشی، واحد نجف آباد، دانشگاه آزاد اسلامی، نجف آباد، ایران
)
مینا مستحفظیان
2
(
مرکز تحقیقات طب ورزشی، واحد نجف آباد، دانشگاه آزاد اسلامی، نجف آباد، ایران
)
مسعود نادریان جهرمی
3
(
دانشیار دانشگاه اصفهان
)
مهناز مروی
4
(
مرکز تحقیقات طب ورزشی، واحد نجف آباد، دانشگاه آزاد اسلامی، نجف آباد، ایران
)
کلید واژه: رفتار نوآورانه, عملکرد سازمانی, ادارات کل ورزش و جوانان,
چکیده مقاله :
هدف: پژوهش حاضر با هدف تبیین جامعه¬شناختی اثر رفتار¬نوآورانه بر عملکرد¬سازمانی کارکنان ادارات کل ورزش و جوانان ايران انجام گرفت. روش‌شناسی: پژوهش از نوع پیمایشی بود. جامعه آماری پژوهش را کارکنان ادارات کل ورزش و جوانان تشکیل دادند و با استفاده از روش تعیین حجم نمونه مدل¬یابی ساختاری تعداد 38۴ نفر از کارکنان از طریق پرسشنامه حضوری و آنلاین با روش نمونه¬گیری خوشه¬ای انتخاب شده و به سوالات پرسش¬نامه پاسخ دادند و نتایج آن با استفاده از روش مدل¬سازی معادلات ساختاری توسط نرم¬افزار پی ¬ال اس محاسبه و مدل نهایی ارایه گردید. روایی¬محتوایی پرسشنامه¬ با نمره 99/0مورد تاييد قرار گرفت و پایایی پرسشنامه¬های رفتار¬نوآورانه بروس¬و¬اسکات (1994) و عملکرد سازمانی ویناند و همکاران (2014) با استفاده از ضریب آلفای¬کرونباخ به ترتیب 94 و 97 درصد محاسبه و تایید شد. یافته‌ها: یافته¬ها حاکی از آن است که رفتار¬نوآورانه، اثر مثبتی بر ارتقای عملکرد¬سازمانی داشت و رفتار-نوآورانه در مجموع 39 درصد از واریانس عملکرد سازمانی را تبیین می¬کند و به میزان متوسط توان تبیین واریانس آن را دارد. نتیجه‌گیری: نتایج نشان داد مدل مفروض تدوین شده توسط داده¬های پژوهش حمایت می¬شود و برازش داده ها به مدل برقرار بوده و همگي شاخص¬ها دلالت بر مطلوبيت مدل معادله ساختاری دارند لذا بر اساس این یافته¬ها به مدیران کل ورزش و جوانان استان¬های کشور توصیه می¬گردد با استفاده از رهبری تحول آفرین، کارکنان را به افزایش خلاقیت و ارائه ایده¬ها و رفتار¬های نوآورانه تشویق نموده و عملکرد سازمانی کارکنان را در شرایط متغیر کنونی بهبود بخشند.
چکیده انگلیسی :
Objective: The present study was Sociological Analysis of the Effect of Innovative Behavior on Organizational Performance among the Employees of Sports and Youth Departments of Iran. Methodology: The present study was a survey, and its population included all employees in the provincial offices of Sport and Youth. Then, using the Krejcie and Morgan Table, 384 employees were selected using the stratified random sampling technique through in-person and online questionnaires. The data were analyzed using the Structural Equation Modeling in PLS, and the final version of the model was proposed. The face validity of the questionnaires – including the Innovative Work Behavior Scale by Bruce and Scott (1994) and the Organizational Performance Scale by Vinand et al. (2014) - was confirmed, and their reliability was determined by Cronbach’s Alpha coefficient at 0.94 and 0.97, respectively. Results: The findings of the study showed that innovative behavior had a positive impact on the enhancement of organizational performance. In other words, innovative behavior explained 39% of the variance in organizational performance (moderately explaining the variance). Conclusion: The results showed that the proposed model was supported by the data, and the fit of the data to the model was maintained. Thus, as all indicators pointed to the desirability of the model, directors of the provincial offices of Sport and Youth are recommended to encourage their employees to increase their creativity, share their ideas, and make innovative behavior by implementing transformational leadership. In this way, they can enhance their employees’ corporate performance in the current uncertain conditions.
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