مربی‌گری خیرخواهانه و تقویت سرمایه انسانی: تحلیل نقش میانجی سرمایه انگیزشی

محورهای موضوعی : آموزش و پرورش

رضا سپهوند ¹ , محمد حکاک ² , راضیه فعلی ³

1 - استاد گروه مدیریت، دانشکده اقتصاد و علوم اداری، دانشگاه لرستان، خرم‌آباد، لرستان.
2 - دانشیار گروه مدیریت، دانشکده اقتصاد و علوم اداری، دانشگاه لرستان، خرم‌آباد، لرستان.
3 - دانشجوی دکتری رشته مدیریت دولتی- منابع انسانی، دانشکده اقتصاد و علوم اداری، دانشگاه لرستان، خرم‌آباد، لرستان.

تاریخ دریافت : 1399/03/22 تاریخ پذیرش : 1399/06/07 تاریخ انتشار : 1400/11/01

کلید واژه: مربی‌گری خیرخواهانه, سرمایه انگیزشی, تقویت سرمایه انسانی, ورزش قهرمانی و حرفه‌ای,

چکیده مقاله :

مقدمه و هدف: هدف تحقیق حاضر تعیین تأثیر مربی­گری خیرخواهانه بر تقویت سرمایه انسانی با نقش میانجی سرمایه انگیزشی می‌باشد.
روش شناسی پژوهش: این پژوهش از لحاظ هدف کاربردی و از لحاظ نحوه گردآوری اطلاعات توصیفی – همبستگی می­باشد. جامعه آماری تحقیق کارکنان معاونت توسعه ورزش قهرمانی و حرفه‌ای وزارت ورزش و جوانان بوده که به علت برخورد نزدیک با عملکرد ورزشکاران در سطح حرفه­ای و قهرمانی برای پاسخگویی به پرسشنامه تحقیق انتخاب شدند. تعداد این کارکنان 68 نفر گزارش شد که براساس جدول مورگان 58 نفر به عنوان نمونه تحقیق در نظر گرفته شد که به روش تصادفی ساده انتخاب شدند. ابزار گردآوری داده­ها پرسشنامه بوده که پایایی آن با آلفای کرونباخ مورد تأیید قرار گرفت. برای تجزیه و تحلیل داده­ها از آزمون نرمال­بودن داده­ها، آزمون همبستگی و مدل معادلات ساختاری در قالب نرم­افزارهای SPSS و smart PLS استفاده شد.
یافته ­ها: نتایج تحقیق نشان داد که مربی­گری خیرخواهانه بر دو متغیر سرمایه انگیزشی و تقویت سرمایه انسانی تأثیر مثبت و معناداری دارد. سرمایه انگیزشی دارای تأثیر مثبتی بر تقویت سرمایه انسانی بود و همچنین این متغیر در تأثیر مربی­گری خیرخواهانه بر سرمایه انسانی دارای نقش میانجی بود.
بحث و نتیجه­ گیری: آموزش یکی از روش­های مؤثر در تقویت سرمایه انسانی است و در این میان مربی­گری خیرخواهانه به عنوان یکی از روش­های آموزشی می­تواند از طریق افزایش سرمایه انگیزشی به تقویت سرمایه انسانی در سازمان­ها کمک نماید.

چکیده انگلیسی:

Introduction: The purpose of the present study is to investigate the impact of benevolent coaching on human capital reinforcement with the mediating role of motivational capital.
research methodology: The research is applied in terms of purpose and in terms of data collection, it is descriptive-causal and it is quantitative research. The statistical population of the study was the employees of Professional and Sports Development Department of Ministry of Sport and Youth who were selected to answer the research questionnaire due to their close relationship with the athletes' performance at the professional and championship level. The total number of employees was 68, which according to Morgan's table was 58 who were selected by simple random sampling. Data were collected using a questionnaire whose reliability was confirmed by Cronbach's alpha. For data analysis, data normality test, correlation test, and structural equation modeling were used in SPSS and smartPLS software.
Findings: The results showed that benevolent coaching had a positive and significant effect on two variables of motivational capital and human capital reinforcement. Motivational capital had a positive effect on human capital reinforcement and it also mediated the effect of benevolent coaching on human capital.
Conclusion: Training is one of the effective methods in enhancing human capital and among these, benevolent coaching as one of the Training methods can help in enhancing human capital through increasing motivational capital.

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