نقش مدیریت کوانتومی در بهره‌وری نیروی انسانی با توجه به میانجی اشتیاق شغلی در کارکنان آموزش و پرورش شهر بیرجند

محورهای موضوعی : آموزش و پرورش

سمیه مزگی نژاد ¹ , محسن آیتی ² , هادی پورشافعی ³

1 - دانشجوی دکتری، مدیریت آموزشی، دانشکده علوم تربیتی و روانشناسی، دانشگاه شیراز، شیراز، ایران
2 - دانشیار برنامه ریزی درسی، دانشکده علوم تربیتی و روانشناسی دانشگاه بیرجند، بیرجند، ایران
3 - دانشیار مدیریت آموزشی، دانشکده علوم تربیتی و روانشناسی دانشگاه بیرجند، بیرجند، ایران

تاریخ دریافت : 1398/07/17 تاریخ پذیرش : 1400/03/27 تاریخ انتشار : 1400/06/01

کلید واژه: اشتیاق شغلی, مدیریت کوانتومی, بهره‌وری نیروی انسانی,

چکیده مقاله :

چکیده مقدمه و هدف: نیروی انسانی از اساسی‌ترین منابع استراتژیک هر سازمانی محسوب می‌شود به طوری که یکی از اولویت‌های پیشرفت و توسعه سازمان، توجه به بهره‌وری نیروی انسانی است. عوامل مختلفی در بهره‌وری نیروی انسانی مؤثر است که این مطالعه با هدف بررسی نقش مدیریت کوانتومی در بهره‌وری نیروی انسانی با توجه به میانجی اشتیاق شغلی در کارکنان آموزش و پرورش شهر بیرجند انجام شده است. روش‌شناسی: پژوهش حاضر توصیفی از نوع همبستگی است. جامعه آماری همه کارکنان آموزش و پرورش شهر بیرجند شامل 250 نفر است که بر اساس جدول کرجسی و مورگان (1970)، 160 نفر به روش نمونه‌گیری تصادفی ساده انتخاب شدند. ابزار گردآوری داده‌ها پرسشنامه‌های استاندارد بهره‌وری نیروی انسانی هرسی و گلداسمیت (1994)، مدیریت کوانتومی میرصفیان (1394) و اشتیاق شغلی سالوناوا و شوفلی (2001) بود که روایی آن‌ها تأیید و پایایی با استفاده از ضریب آلفای کرونباخ برای هر یک از پرسشنامه‌ها به ترتیب 94/0، 92/0 و 89/0 به دست آمد. داده‌ها با استفاده از نرم‌افزار آماری AMOS₁₆ و مدل‌یابی معادلات ساختاری تجزیه و تحلیل شدند. یافته‌ها: نتایج نشان داد که مدیریت کوانتومی به طور غیرمستقیم و از طریق متغیر اشتیاق شغلی، بهره‌‌وری نیروی انسانی را پیش‌بینی می‌کند. به عبارتی اشتیاق شغلی در رابطه بین مدیریت کوانتومی با بهره‌وری نیروی انسانی نقش میانجی‌گری دارد.  نتیجه‌گیری: بر اساس این نتایج می‌توان نتیجه گرفت که توسعه شیوه‌های جدید مدیریتی از جمله مدیریت کوانتومی در راستای افزایش اشتیاق شغلی کارکنان، نقش بسزایی در بهبود بهره‌وری کارکنان نیز دارد.

چکیده انگلیسی:

Human resources are one of the most basic strategic resources of any organization, so one of the priorities of the organization's development and development is paying attention to the productivity of manpower. Various factors affect the effectiveness of manpower. The aim of this study was the role of quantum management in human resource productivity with respect to the mediation Job Engagement in the staff of the Education Department in Birjand. The present study is a descriptive correlational study. The statistical population of all education staff in Birjand in 2017 includes 250 people. According to Krejcie and Morgan (1970) table, 160 people were selected by simple random sampling. Data collection tools were standard questionnaires of Hersi and Goldsmith (1994), Mirsafian Quantum Management (2015) and Salonava and Shuffley (2001). 0.94, 0.92 and 0.89 were obtained. Data were analyzed using AMOS16 software and structural equation modeling. The results showed that Quantum management indirectly predicts the productivity of human resources through the variable of career enthusiasm. In other words, the job craving for the relationship between quantum management with human resource efficiency plays a mediating role. Based on these results, it can be concluded that the development of new managerial practices, including quantum management, in order to increase the employee's employee eagerness, has a significant role in improving employee productivity.

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