بررسی تأثیر مدیریت کوانتومی بر بهره‌وری منابع انسانی با میانجی‌گری همدلی سازمانی
محورهای موضوعی : آموزش و پرورشمریم نظرزاده 1 , ایرج نیک پی 2 , عباس معدن دار آرانی 3
1 - دانشجوی کارشناسی ارشد مدیریت آموزشی، دانشکده ادبیات و علوم انسانی، دانشگاه لرستان، خرم آباد، ایران
2 - دانشیار گروه علوم تربیتی، دانشکده ادبیات و علوم انسانی، دانشگاه لرستان، خرم آباد، ایران
3 - استادیار گروه علوم تربیتی، دانشکده ادبیات و علوم انسانی، دانشگاه لرستان، خرم آباد، ایران
کلید واژه: بهره‌وری منابع انسانی, مدیریت کوانتومی, همدلی سازمانی,
چکیده مقاله :
مقدمه و هدف: پژوهش حاضر باهدف بررسی تأثیر مدیریت کوانتومی بر بهره‌وری منابع انسانی با میانجی‌گری همدلی سازمانی صورت گرفته است.
روش شناسی: این تحقیق از نوع تحقیقات کمی و ازنظر هدف کاربردی و از نظر شیوه اجرا و جمع آوری اطلاعات توصیفی- همبستگی اجرا گردید. برای گردآوری اطلاعاتی از قبیل مبانی نظری و پیشینه پژوهش از مطالعات کتابخانه‌ای؛ و برای گردآوری اطلاعات لازم جهت بررسی فرضیه‌ها و سؤالات تحقیق از روش میدانی با ابزار پرسشنامه استفاده شد. داده‌های این تحقیق با استفاده از پرسشنامه‌های استاندارد مدیریت کوانتومی عظیمی (۱۳۹۰) و همدلی سازمانی پیغمبردوست (۱۳۹۳) و بهره‌وری منابع انسانی گلداسمیت (۱۹۸۰) از نمونه‌ای با حجم 320 نفر که از کارکنان اداری دانشگاه های شهرستان خرم آباد در سال 1399 به شیوه ی نمونه‌گیری طبقه‌ای نسبی با استفاده از جدول کرجسی و مورگان انتخاب گردید، جمع‌آوری شد. برای محاسبه روایی از روایی محتوایی استفاده شد که نتایج بیانگر روا بودن ابزار تحقیق بوده است و به منظور تعیین اعتبار از نوع همسانی درونی، نمونه اولیه پیش آزمون گردید و با توجه به ضرایب اعتماد به دست آمده با روش آلفای کرونباخ برای پرسشنامه بهره‌وری منابع انسانی ۹۳/۰، برای سؤالات مدیریت کوانتومی عدد ۸/۰ و پرسشنامه همدلی سازمانی برابر 82/۰ پایایی مطلوب برخوردار است.
یافته ها: برای تجزیه و تحلیل داده‌ها از روش الگو یابی معادلات ساختاری استفاده شد، نتایج پژوهش حاکی از آن بود که تأثیر مدیریت کوانتومی بر بهره‌وری منابع انسانی توسط متغیر میانجی همدلی سازمانی تبیین می‌شود و هم چنین مدیریت کوانتومی بر بهره‌وری منابع انسانی و همدلی سازمانی تأثیر دارد اما تاثیر همدلی سازمانی بر بهره وری منابع انسانی توسط داده های پژوهش پشتیبانی نگردید.
نتیجه گیری: بر اساس تجزیه و تحلیل ارائه شده، می توان نتیجه گرفت مدیریت کوانتومی با نقش میانجی همدلی سازمانی بر بهره وری منابع انسانی موثر می باشد.
The present study aimed to Surveying the impact of quantum management on human resource productivity via mediating organizational empathy. This research was a quantitative research and applied in terms of purpose and also it has a descriptive-correlation method. Library studies were used to collect information such as theoretical foundations and research background and The data of this study using a standard questionnaire of quantum management (2011) and organizational empathy questionnaire (2014) and human resource productivity Goldsmith (1980) by a sample of 320 employees, It was collected from the administrative staff of Khorramabad universities in 2020. Samples were selected by relative stratified sampling method using Krejcie and Morgan table. To calculate the validity, content validity was used. The results indicated the validity of the research tool. In order to determine the validity of internal consistency, the prototype was pre-tested, and according to the confidence coefficients obtained by Cronbach's alpha method for the human resource productivity questionnaire 0.93, for quantum management questions of 0.8 and an organizational empathy questionnaire of 0.82 is good reliability.
Structural equation modeling was used to analyze the data. The results indicated that quantum management impact on human resource productivity is explained by the mediator variable of organizational empathy as well as Quantum management also affects human resource productivity and organizational empathy, but the affect of organizational empathy on human resource productivity was not supported according to research data.
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