رابطه سرمایه انسانی و چابکی سازمانی با میانجی گری سواد اطلاعاتی
محورهای موضوعی : نوآفرینی، نوآوری، رویکردهای نوین
1 - عضو هیئت علمی وابسته دانشگاه آزاد اسلامی
کلید واژه: دانش کارکنان , نیازهای اطلاعاتی , پاسخگویی , دانشگاه ارومیه ,
چکیده مقاله :
تحقیق با هدف بررسی رابطه سرمایه انسانی و چابکی سازمانی با میانجیگری سواد اطلاعاتی انجام گرفت که ازلحاظ هدف، کاربردي و ازنظر نحوه گردآوري داده‌ها، توصیفی - همبستگی است. جامعۀ آماري تحقیق شامل 630 نفر کارمندان دانشگاه ارومیه است که 230 نفر آن‌ها از طریق نمونه‌گیری تصادفی طبقه‌ای و فرمول کوکران انتخاب شدند. داده‌ها با استفاده از سه پرسشنامۀ استاندارد سرمایه انسانی (1395)، ، چابکی سازمانی شریفی و ژانگ (1999) و سواد اطلاعاتی نیک پور (1390) جمع‌آوری و با استفاده از آزمون آماری مدل معادلات ساختاری به روش حداقل مربعات جزئی (pls) تجزیه‌و تحلیل شدند. پایایی پرسشنامه های مذکور به ترتیب 88/. ،81/. و 88/. می باشد. یافته‌ها نشان داد که سرمایه انسانی توان تبیین تغییرات چابکی سازمانی به میزان 51 درصد را در جهت مستقیم دارد. همچنین سرمایه انسانی به میزان 73 درصد از واریانس سواد اطلاعاتی را در جهت مستقیم دارا می‌باشد. دیگر یافته این تحقیق این است که 48 درصد از تغییرات چابکی سازمانی را سواد اطلاعاتی تشریح می‌نماید. بدین معنا که سرمایه انسانی توان تبیین چابکی سازمانی از طریق نقش میانجی سواد اطلاعاتی را به میزان 35درصد را دارد لذا با توجه به نتایج آماری، کلیه فرضیات تحقیق تأیید گردید.
Materials and Methods: The current research is applied in terms of purpose and descriptive-correlation in terms of data collection. The statistical population of the research includes 630 employees of Urmia University 230 of them were selected through stratified random sampling and Cochran's formula. Data were collected using three standard questionnaires of human capital (2015), organizational agility of Sharifi and Zhang (1999) and information literacy of Nikpour (2015). And they were analyzed using the statistical test of the structural equation model using the partial least squares (PLS) method. The validity of the questionnaire has been confirmed through content validity and convergent validity, and the reliability of the questionnaires has been confirmed through Cronbach's alpha and composite reliability. The reliability of the mentioned questionnaires is respectively 0.88 0.81 and 0.88 The findings showed that human capital has the ability to explain organizational agility changes by 51% in a direct direction. Also, human capital has 73% of the variance of information literacy in a direct direction. Another finding of this research is that 48% of organizational agility changes are explained by information literacy. This means that human capital has the ability to explain organizational agility through the mediating role of information literacy to the extent of 35%. Therefore,according to the statistical results, all research hypotheses were confirmed. .
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