• صفحه اصلی
  • طراحی و تبیین الگوی پیامدهای دانشگاه به عنوان سازمان فضیلتی؛ مورد مطالعه: دانشگاه‌های دولتی وابسته به وزارت علوم، تحقیقات و فناوری استان یزد

اشتراک گذاری

آدرس مقاله


کد مقاله : JEDU-2003-4906 (R1) بازدید : 19 صفحه: 54 - 75

10.30495/jedu.2021.24453.4906

20.1001.1.20086369.1400.12.2.4.2

نوع مقاله: پژوهشی

طراحی و تبیین الگوی پیامدهای دانشگاه به عنوان سازمان فضیلتی؛ مورد مطالعه: دانشگاه‌های دولتی وابسته به وزارت علوم، تحقیقات و فناوری استان یزد

محورهای موضوعی : آموزش و پرورش

مرضیه دهقانی زاده 1 (استادیار، گروه مدیریت دولتی، دانشگاه پیام‌نور، تهران، ایران. دکتری تخصصی دانشگاه خوارزمی، تهران، ایران.)
حسن رضا زین آبادی 2 (دانشیار، گروه مدیریت آموزشی، دانشگاه خوارزمی، تهران، ایران.)
حمیدرضا آراسته 3 (استاد، گروه مدیریت آموزشی، دانشگاه خوارزمی، تهران، ایران.)
عبدالرحیم نوه ابراهیم 4 (استاد، گروه مدیریت آموزشی، دانشگاه خوارزمی، تهران، ایران.)

تاریخ دریافت : 1399/01/04 تاریخ پذیرش : 1400/05/13 تاریخ انتشار : 1400/04/01

کلید واژه: دانشگاه, رویکرد آمیخته, فضیلت, سازمان فضیلتی, گروه کانونی,

چکیده مقاله :

مقدمه و هدف: فضیلت سازمانی از جمله مفاهیم جدید سازمانی است که از روان­شناسی مثبت­نگر گرفته شده است. مطالعه در این حوزه در برگیرنده رفتارهای برجسته در سازمان است که خود منجر به پیامدهای مثبت می­شود. پژوهش حاضر با هدف طراحی و تبیین پیامدهای سازمان فضیلتی در دانشگاه­های دولتی استان یزد انجام شده است.
روش شناسی پژوهش: در این مطالعه ابتدا از روش پژوهش کیفی گروه کانونی و مصاحبه­های نیمه­ساختار یافته با هشت نفر از اعضای هیئت علمی دانشگاه­های دولتی استان یزد، سپس با تحلیل و کدگذاری داده­های به دست آمده از مصاحبه­ و ادبیات با روش تحلیل مضمون، مدل مفهومی پژوهش تدوین شد. سپس در بخش کمی پژوهش، مدل مفهومی با پرسشنامه محقق ساخته در نمونه 285 نفر از کارکنان دانشگاه­های دولتی استان یزد با روش مدل­یابی معادلات ساختاری آزمون شد. روایی محتوا، واگرا، همگرا و همچنین پایایی ترکیبی و ضریب آلفای کرونباخ این پرسشنامه مناسب بود.
 یافته­ ها: در مدل به دست آمده از پژوهش کیفی، پیامدهای دانشگاه فضیلتی، شامل «خودبرانگیختگی سازمانی»، «رفتار شهروندی سازمانی»، «هویت سازمانی»، «بهزیستی معنوی»، «شجاعت اخلاق حرفه­ای»، «شادی سازمانی»، «سلامت سازمانی»، «عملکرد سازمانی» و «سرمایه اجتماعی» و هم چنین تاثیر برخی از پیامدها بر روی یکدیگر شناسایی شد. همچنین نتایج بخش کمی، نشان ­داد تمام پیامدها دارای بار عاملی مناسب بوده و مدل تایید شد و در این مدل پیامدهای شادی سازمانی، شجاعت اخلاق حرفه­ای و بهزیستی معنوی دارای ضریب مسیر بیشتری بودند، لذا سازمان فضیلتی بیشترین تأثیر را بر آن­ها دارد.
بحث و نتیجه ­گیری: با توجه به اینکه مزایا و پیامدهای فضیلت سازمانی، در کوتاه مدت آشکار نمی­شود؛ بنابراین مدیران و کارکنان دانشگاه باید بدانند که با نهادینه کردن رفتارهای فضیلتی در دانشگاه، افزایش کیفیت خدمات و مزیت رقابتی در بلندمدت برای دانشگاه حاصل می­شود.

چکیده انگلیسی:

Introduction: Organizational virtue is one of the new concepts of an organization that is based on positive psychology. The study in this area encompasses prominent behaviors in the organization, which lead to positive outcomes. The purpose of this study was to design and explain pattern for consequents of virtuous organization at public universities in Yazd province.
research methodology: The research methodology was based on "exploratory mixed research" method. At First phase, the qualitative research method of "focus group" was applied by using semi-structured interviews with 8 member of faculty members of Yazd state universities, and then analyzing and coding the data obtained from the interview and literature the method of thematic analysis was executed, then the conceptual model of research was developed. Then in quantitative research section, conceptual model with a researcher-made questionnaire was distributed to the sample of 285 employees of public universities in Yazd province, was tested with structural equation model. Content validity, divergent, convergent, and also composite reliability and Cronbach's alpha coefficient of this questionnaire were appropriate.
Findings: In the model which was obtained from qualitative research, the consequences of the virtuous University, was "organizational spontaneity", "organizational citizenship behavior", "organizational identity", "spiritual well-being", "professional moral courage", "organizational happiness", "organizational health", "organizational performance", and "Social Capital" and also the impact of some consequences on each other were identified. The results of quantitative showed that  all consequences had a suitable factor load and the model was confirmed.
 Conclusion: benefits and consequences of organizational virtue are not apparent in the short term; Therefore, university manager and staff  should  know that by institutionalizing virtuous behaviors in the university, the quality of services and competitive advantage would be increased in long term for the university.
 

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