رابطه وضعیت آموزش کارکنان، اشتیاق شغلی و خودکارآمدی شغلی زنان کارمند سازمانهای دولتی استان یزد

محورهای موضوعی : روانشناسی

الهه السادات سالاری ¹ , ماریه دهقان منشادی ²

1 - کارشناسی ارشد، گروه مشاوره، واحد یزد، دانشگاه آزاد اسلامی، یزد، ایران [e-mail]
2 - (نویسنده مسئول) استادیار، گروه مشاوره، واحد یزد، دانشگاه آزاد اسلامی، یزد، ایران [e-mail] tell: 09013642238

تاریخ دریافت : 1402/11/22 تاریخ پذیرش : 1402/12/25 تاریخ انتشار : 1403/05/13

کلید واژه: آموزش کارکنان, اشتیاق شغلی, خودکارآمدی شغلی, زنان کارمند,

چکیده مقاله :

چکیده مقدمه: عملکرد سازمانی به عملکرد تک‌تک کارکنان بستگی دارد و می‌تواند تحت‌تأثیر عواملی مانند رضایت شغلی قرار گیرد. در نتیجه، یادگیری سازمانی و بهبود عملکرد باعث ایجاد مزیت رقابتی پایدار برای سازمان‌ها می‌شود، لذا این پژوهش با هدف بررسی رابطه وضعیت آموزش کارکنان، اشتیاق شغلی و خودکارآمدی شغلی زنان کارمند سازمانهای دولتی استان یزد، انجام گرفت. روش پژوهش: این پژوهش توصیفی از نوع همبستگی بود. جامعه آماری پژوهش حاضر شامل کلیه کارکنان زن سازمان‌های دولتی استان یزد در سال ۱۴۰۱ بود که از بین آنها 315 نفر با روش نمونه گیری در دسترس انتخاب، ابزارهای پژوهش شامل پرسش‌نامه یادگیری سازمانی نیفه که نیفه در سال، پرسش‌نامه اشتیاق شغلی اوترخت - شوفلی و سالانوا، پرسش‌نامه خودکارآمدی شغلی توسط ریگز و نایت استفاده شد. داده‌ها با نرم‌افزار SPSS نسخه 24 و با استفاده از ضریب همبستگی پیرسون تحلیل شد. یافته‌ها: نتایج حاکی از این است که ضرایب استاندارد و غیراستاندارد تحلیل رگرسیون اشتیاق شغلی و خودکارآمدی شغلی با آموزش کارکنان را نشان داد. خودکارآمدی شغلی با ضریب رگرسیون 13/0- نمی‌تواند آموزش کارکنان را پیش‌بینی کند (05/0 <p). و اشتیاق شغلی با ضریب رگرسیون 71/0 می‌توانند به طور معنادار آموزش کارکنان را پیش‌بینی کند (01/0 >p). این یافته نشان می‌دهد که اشتیاق شغلی پیش‌بینی کننده مثبت آموزش کارکنان می‌باشد. نتیجه‌گیری: با توجه به یافته‌های به دست آمده میتوان نتیجه گرفت، اشتیاق شغلی و خودکارآمدی شغلی بر وضعیت آموزش کارکنان سازمان‌های دولتی استان یزد و اشتیاق شغلی و خودکارآمدی شغلی بر وضعیت آموزش کارکنان سازمان‌های دولتی استان یزد تأثیر دارند

چکیده انگلیسی:

Abstract Introduction: Organizational performance depends on the performance of individual employees and can be influenced by factors such as job satisfaction. As a result, organizational learning and performance improvement creates a sustainable competitive advantage for organizations, so this research was conducted with the aim of investigating the relationship between employee training status, job enthusiasm and job self-efficacy of female employees of government organizations in Yazd province. Research Methods: This was descriptive correlational research. The statistical population of the present study included all female employees of government organizations in Yazd province in 2021, among whom 315 were selected using available sampling method. Shoufeli and Salanova (2002), job self-efficacy questionnaire was used by Riggs and Knight (1994). Data were analyzed with SPSS version 24 software and using Pearson's correlation coefficient. Findings: The results indicate that the standard and non-standard coefficients of the regression analysis showed job enthusiasm and job self-efficacy with employee training. Job self-efficacy cannot predict employee training with a regression coefficient of -0.05 (p<0.05) and job enthusiasm with a regression coefficient of 0.71 can significantly predict employee training (p<0.01). This finding shows that job enthusiasm is a positive predictor of employee training. Conclusion: According to the findings, it can be concluded that job enthusiasm and job self-efficacy have an effect on the training status of employees of government organizations in Yazd province, and job enthusiasm and job self-efficacy have an effect on the training status of employees of government organizations in Yazd province

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