اثر انگیزش درونی بر رفتار نوآورانه کارکنان با نقش میانجی درگیری شغلی در شرکت های فناور محور
محورهای موضوعی : مدیریت دولتی
غفار تاری
1
,
ائلناز سیادتی
2
,
علی اصغر نور محمدی
3
1 - استادیار گروه مدیریت، واحد مرند، دانشگاه آزاد اسلامی، مرند، ایران
2 - دانشجوی مقطع دکتری، مدیریت بازرگانی، گرایش رفتار سازمانی و منابع انسانی، دانشگاه آزاد اسلامی، تبریز، ایران
3 - دانشجوی مقطع دکتری، مدیریت بازرگانی، گرایش رفتار سازمانی و منابع انسانی، دانشگاه آزاد اسلامی، تبریز، ایران
کلید واژه: انگیزش, تمایل به نوآوری, ظرفیت نوآوری, منابع انسانی, تحلیل عاملی تأییدی,
چکیده مقاله :
این پژوهش با هدف بررسی و تبیین تأثیر انگیزش درونی بر رفتار نوآورانه کارکنان با نقش میانجیگری درگیری شغلی در شرکتهای فناورمحور شهر تهران انجام شده است. در این راستا، تلاش شده است تا با تحلیل روابط میان متغیرهای روانشناختی و رفتاری مؤثر بر نوآوری کارکنان، چارچوبی مفهومی برای ارتقای نوآوری سازمانی ارائه شود. روش تحقیق از نوع توصیفی-همبستگی بوده و جامعه آماری شامل مدیران، کارشناسان و کارکنان شرکتهای فعال در حوزه منابع انسانی و فناوری اطلاعات در شهر تهران است. نمونهگیری به روش احتمالی خوشهای چندمرحلهای انجام شد و با استفاده از جدول مورگان، تعداد 151 نفر بهعنوان نمونه انتخاب شدند .بهمنظور تحلیل دادهها، از نرمافزارهای اس پی اس26 و اسمارت پی ال اس3 استفاده شد. تحلیل دادهها شامل اجرای تحلیل عاملی تأییدی و مدلسازی معادلات ساختاری به منظور آزمون روابط مفروض میان متغیرها بوده است .نتایج تحقیق نشان داد که تمامی فرضیههای اصلی و فرعی پژوهش بهطور معناداری تأیید شدهاند. بهویژه، انگیزش درونی تأثیر مستقیمی بر رفتار نوآورانه دارد و همچنین از طریق متغیر میانجی درگیری شغلی نیز بهطور غیرمستقیم این اثرگذاری تقویت میشود.بر اساس یافتههای این پژوهش، توجه به سازوکارهای انگیزشی و روانی در محیط کار میتواند نقش کلیدی در افزایش درگیری شغلی و ارتقای رفتارهای نوآورانه کارکنان ایفا کند و بهعنوان راهبردی کاربردی برای مدیران شرکتهای فناورمحور مورد استفاده قرار گیرد.
This study aims the examining and explaining the impact of intrinsic motivation on employees’ innovative behavior, with the mediating role of job engagement. the research sought to provide a conceptual framework for enhancing organizational innovation by analyzing the relationships among psychological and behavioral variables that influence employee innovation. The method is descriptive-correlational, and the statistical population consists of managers, experts, and staff members of companies operating in the fields of human resources and information technology in Tehran. Sampling was conducted using a multi-stage cluster random sampling method, and based on Morgan's table, a sample size of 151 participants was selected. To analyze the data, SPSS 26 and Smart PLS 3 software were employed. The data analysis included performing Confirmatory Factor Analysis (CFA) and Structural Equation Modeling (SEM) to test the hypothesized relationships among variables. The findings indicated that all main and sub-hypotheses were significantly supported. Specifically, intrinsic motivation has a direct impact on innovative behavior, and also exerts an indirect effect through the mediating role of job engagement, which strengthens this relationship. Various dimensions of intrinsic motivation-including enjoyment and interest in work, a sense of competence, and autonomy in performing tasks—also showed positive and significant effects on employees’ innovative behavior. Based on the findings of this research, paying attention to motivational and psychological mechanisms in the workplace can play a key role in enhancing job engagement and promoting innovative behaviors among employees, and can serve as a practical strategy for managers of technology-oriented companies.
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