نقش میانجی مدیریت استعداد در رابطه مدیریت دانش و نگرش به تغییر سازمانی (مطالعه موردی؛ دبیران زن دوره متوسطه)
محورهای موضوعی : فصلنامه زن و جامعه
زهرا سرچهانی
1
(دکتری مدیریت آموزشی، مدرس دانشگاه فرهنگیان فارس)
فخر السادات نصیری ولیک بنی
2
(دانشیار گروه علوم تربیتی دانشگاه بوعلی سینا همدان)
عباس قلتاش
3
(دانشیار گروه علوم تربیتی، واحد مرودشت، دانشگاه آزاد اسلامی، مرودشت، ایران.)
کلید واژه: مدیریت دانش, مدیریت استعداد, نگرش به تغییر سازمانی,
چکیده مقاله :
پژوهش با هدف بررسی نقش میانجی مدیریت استعداد در رابطه مدیریت دانش و نگرش به تغییر سازمانی انجام شد. روش تحقیق، توصیفی و طرح پژوهشی همبستگی از نوع مدل یابی معادلات ساختاری بود. جامعه آماری شامل کلیه دبیران زن مقطع متوسطه ناحیه 4 شیراز بود که با استفاده از شیوه تصادفی ساده190 نفر به عنوان نمونه آماری جهت مطالعه انتخاب شد . برای گردآوری داده های پژوهش از سه پرسشنامه استاندارد مدیریت دانش، نگرش به تغییر سازمانی و مدیریت استعداد استفاده شد . روایی پرسشنامه ها با استفاده از روایی محتوایی و پایایی پرسشنامه ها با استفاده از محاسبه ضریب آلفای کرونباخ بررسی و مورد تایید قرار گرفت . داده های تحقیق پس از جمع آوری با استفاده از نرم افزارهای آماری LISREL و SPSS و آزمون مدل معادلات ساختاری تحلیل شدند. نتایج الگویابی معادلات ساختاری نشان داد رابطه بین مدیریت دانش و نگرش به تغییر سازمانی با میانجی گری مدیریت استعداد مثبت و معنی دار می باشد. با توجه به شاخص های نیکویی برازش، مدل ارائه شده مناسب بوده و قابل تعمیم به جامعه آماری می باشد .
This study aimed to investigate the role of mediator of talent management in relationship to knowledge management and attitude toward organizational change. The research method was descriptive and correlational study, structural equation modeling. The population consisted of all high school female teachers Shiraz Area 4 using a sample of 190 randomly selected for the study. Data collected from three questionnaires knowledge management, attitude to organizational change and talent management. Validity using the content validity and reliability using Cronbach Alpha was reviewed and approved . The data collected using statistical software LISREL, SPSS were analyzed. The results of structural equation modeling showed that the relationship between knowledge management on attitude to organizational change with mediation talent management is a positive and significant. According to indicators of goodness of fit, proper model and its ability to generalize to the population
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