پیش بینی آمادگی برای تغییر سازمانی از طریق سرمایه روانشناختی در کارشناسان تربیت‌بدنی ادارات آموزش‌وپرورش شهر تهران
محورهای موضوعی :
علوم ورزش
مهناز خاکپور
1
,
سارا حاجی انزهایی
2
,
فریده اشرف گنجویی
3
1 - دانشجوی دکتری، مدیریت ورزشی، واحد تهران مرکز، دانشگاه آزاد اسلامی، تهران، ایران.
2 - استادیار، مدیریت ورزشی، واحد تهران مرکز، دانشگاه آزاد اسلامی، تهران، ایران
3 - دانشیارگروه مدیریت ورزشی ،دانشکده تربیت بدنی ،واحدتهران مرکز،دانشگاه آزاد اسلامی ،تهران ایران.
تاریخ دریافت : 1400/08/14
تاریخ پذیرش : 1400/08/14
تاریخ انتشار : 1400/06/01
کلید واژه:
سرمایه روانشناختی,
تحلیل رگرسیون,
کارشناسان تربیت‌بدنی,
نرم افزار SPSS,
واژه های کلیدی: آمادگی برای تغییر,
چکیده مقاله :
هدف این پژوهش پیش بینی آمادگی برای تغییر سازمانی کارشناسان تربیت‌بدنی ادارات آموزش‌وپرورش شهر تهران از طریق سرمایه روانشناختی بود. جامعه آماری این پژوهش شامل همه کارشناسان تربیت‌بدنی ادارات آموزش‌وپرورش شهر تهران به تعداد 200 نفر بود که با استفاده از جدول کرجسی - مورگان، 187 نفر به شیوه انتخاب تصادفی ساده به‌عنوان نمونه آماری انتخاب شدند. برای جمع‌آوری داده‌ها از پرسش‌نامه‌های آمادگی برای تغییر سازمانی هالت و همکاران (2007) و سرمایه روانشناختی لوتانز (2007) استفاده شد. ثبات درونی پرسش‌نامه‌ها توسط ضریب آلفای کرونباخ به ترتیب 82/0 و 86/0 به دست آمد. تجزیه و تحلیل داده ها با استفاده از رگرسیون و به کمک نرم افزار SPSS نسخه 22 انجام شد. نتایج تحلیل رگرسیون نشان داد که همه ی مؤلفه های سرمایه روانشناختی که شامل خودکارآمدی، امیدواری، خوش بینی و تاب آوری هستند، پیش بینی آمادگی برای تغییر سازمانی را دارند، به طوری که مؤلفه تاب آوری بیشترین و خوش بینی کمترین نقش را بر آمادگی برای تغییر سازمانی داشتند. با توجه به نتایج ضروری است که مدیران به افزایش روحیه ی تاب آوری، خودکارآمدی، امیدواری و خوش بینی کارکنان توجه داشته باشند تا آمادگی آن ها برای تغییر سازمانی در راستای پیشرفت سازمانی را فراهم نمایند.
چکیده انگلیسی:
AbstractThe purpose of this study was to predict the readiness for organizational change of physical education staff in subordinate departments of the Education and Training Office of Tehran via psychological capital. The population was included of 200 staff in the Education and Training Office of Tehran, of which 187 people were recruited by simple random sampling using the Krejcie-Morgan table. Readiness for Organizational Change for Halt et al. (2007) and Luttanz Psychological Capital (2007) Questionnaires were used for collecting data. The internal consistency of the questionnaires was obtained by Cronbach's alpha coefficient of 0.82 and 0.86, respectively. The research data were analyzed by using IBM SPSS v.22 software and the Regression analysis approach. The results showed that all components of psychological capital, including self-efficacy, hope, optimism, and resilience, predicted readiness for organizational change. Hence, in preparing for organizational change, the resilience component has effectively the most role, but in contrast, the optimism component has the least role. The current data highlight the importance of managers who are interested in the organizational advancement of their work through the readiness of employees for organizational change should pay attention to increasing the spirit of resilience, self-efficacy, hope, and optimism of the staff.
منابع و مأخذ:
References
Andrew, A., & Kishokumar, R. (2015). Relationship between Employee Commitment and Employee Readiness for Organizational Change (Special reference to the Government schools in Batticaloa District. IJEMR, 5 (5), 12-20.
Avey, J. B., Wernsing, T. S., & Luthans, F. (2008). Can positive employees help positive organizational change? Impact of psychological capital and emotions on relevant attitudes and behaviors. The journal of applied behavioral science, 44(1), 48-70.
Bandura, A. (1977). Self-efficacy: toward a unifying theory of behavioral change. Psychological review, 84(2), 191-215.
Bouckenooghe, D. (2010). Positioning change recipients’ attitudes toward change in the organizational change literature. Journal of Applied Behavioral Science, 17(3), 102-116.
Choi, M., & E. A. Ruona, W. (2011). Individual Readiness for Organizational Change and Its Implications for Human Resource and Organization Development. Human Resource Development Review, 10(1), 46–73.
Conner, D. R. (1992). Managing at the speed of change: How resilient managers succeed and prosper where others fail. New York: Villard Books.
Gardner, W. L., Cogliser, C. C., Davis, K. M., & Dickens, M. P. (2011). Authentic leadership: A review of the literature and research agenda, The Leadership Quarterly, 22(6), 1120 -1145.
Griffit Armenakis, A. A., Bernerth, J. B., Pitts, J. P., & Walker, J. (2007). Organizational Change Recipients’ Beliefs Scale: Development of an assessment instrument. Journal of Applied Behavioral Science, 43(5), 481-505.
Herold, D.M., Fedor, D.B., Caldwell, S.D. & Liu, Y. (2008). The effects of transformational and change leadership on employees’commitment to a change: A multilevel study. Journal of Applied Psychology, 93 (2), 346-357.
Holt, D.T., Helfrich, C.D., Hall, C.G., & Weiner, B.J. (2009). Are you ready? How health professionals can comprehensively conceptualize readiness for change. Journal of General Internal Medicine, 25(1), 50-55.
Kool, M., & vanDierendonck, D. (2012). Servant leadership and commitment to change, the mediating role of justice and optimism. Journal of Organizational Change Management, 25(3), 422 – 433.
Lehoczky, M.H. (2013). Maria Heitler. The socio-demographic correlations of psychological capital. European Scientific Journal. 9(29). 1-17.
Lewis, S. (2012). Positive Psychology at Work How Positive Leadership and Appreciative Inquiry Create Inspiring Organizations. Wiley Publication, 10 (4): 16-32.
Longward, J. (2007). Locus of control and the three components of commitment to change. Personality and Individual Differences,42(3), 503-512.
Luthanz, F., Norman, S. M., Avolio, B. J., & Avey, J. B. (2008). The mediating role of psychological capital in the supportive organizational climate-employee performance relationship. Journal of Organizational Behavior, 29(8), 219–238.
Madsen, S.R. (2003). Wellness in the workplace: Preparing employees for change. Organization Development Journal, 21(1), 46–5.
Mirmohamadi, M., & Rahemian, M. (2014). Investigating the Effect of Authentic Leadership on Individual Creativity of Employees Regarding the Mediating Role of Psychological Capital”, Management Studies in Iran, 18(3), 180-203.
Ning, J., & Jing, R. (2012). Commitment to Change: Its Role in the Relationship Between Expectation of Change Outcome and Emotional Exhaustion. Human Resource Development Quarterly,23(4) , 461–485.
Nohria, N., & Beer, M. (2000). Cracking the code of change. Harvard Business Review, 78 (3), 133–141.
Paolillo, A., Platania, S., Magnano, P., & Ramaci, T. (2015). Organizational justice, optimism and commitment to change. Procedia-Social and Behavioral Sciences, 191, 1697-1701.
Rusly, F., Corner, J., & Sun, P., (2012). Positioning change readiness in knowledge management research. Journal of Knowledge Management, 16 (2), 329-355.
Schyns, B. (2004). The influence of occupational self-efficacy on the relationship of leadership behavior and preparedness for occupational change. Journal of career Development, 30(4), 247-261.
Wanberg, R., & Banas, J T. (2000). Predictors and Outcomes of Openness to Changes in a Reorganizing Workplace. Journal of Applied Psychology, 85(1). 132-142.
Wanberg, R., & Banas, J T. (2000). Predictors and Outcomes of Openness to Changes in a Reorganizing Workplace. Journal of Applied Psychology, 85(1). 132-142.
Wang, L. (2015). The Relationship between employee psychological capital and change-supportive behavior mediating effect of cognitive of change. Open Journal of Social Sciences, 3(04), 125.
Weber, P. S., & Weber, J. E. (2001). Changes in employee perceptions during organizational change. Leadership & Organization Development Journal, 22(6), 291-300.
_||_References
Andrew, A., & Kishokumar, R. (2015). Relationship between Employee Commitment and Employee Readiness for Organizational Change (Special reference to the Government schools in Batticaloa District. IJEMR, 5 (5), 12-20.
Avey, J. B., Wernsing, T. S., & Luthans, F. (2008). Can positive employees help positive organizational change? Impact of psychological capital and emotions on relevant attitudes and behaviors. The journal of applied behavioral science, 44(1), 48-70.
Bandura, A. (1977). Self-efficacy: toward a unifying theory of behavioral change. Psychological review, 84(2), 191-215.
Bouckenooghe, D. (2010). Positioning change recipients’ attitudes toward change in the organizational change literature. Journal of Applied Behavioral Science, 17(3), 102-116.
Choi, M., & E. A. Ruona, W. (2011). Individual Readiness for Organizational Change and Its Implications for Human Resource and Organization Development. Human Resource Development Review, 10(1), 46–73.
Conner, D. R. (1992). Managing at the speed of change: How resilient managers succeed and prosper where others fail. New York: Villard Books.
Gardner, W. L., Cogliser, C. C., Davis, K. M., & Dickens, M. P. (2011). Authentic leadership: A review of the literature and research agenda, The Leadership Quarterly, 22(6), 1120 -1145.
Griffit Armenakis, A. A., Bernerth, J. B., Pitts, J. P., & Walker, J. (2007). Organizational Change Recipients’ Beliefs Scale: Development of an assessment instrument. Journal of Applied Behavioral Science, 43(5), 481-505.
Herold, D.M., Fedor, D.B., Caldwell, S.D. & Liu, Y. (2008). The effects of transformational and change leadership on employees’commitment to a change: A multilevel study. Journal of Applied Psychology, 93 (2), 346-357.
Holt, D.T., Helfrich, C.D., Hall, C.G., & Weiner, B.J. (2009). Are you ready? How health professionals can comprehensively conceptualize readiness for change. Journal of General Internal Medicine, 25(1), 50-55.
Kool, M., & vanDierendonck, D. (2012). Servant leadership and commitment to change, the mediating role of justice and optimism. Journal of Organizational Change Management, 25(3), 422 – 433.
Lehoczky, M.H. (2013). Maria Heitler. The socio-demographic correlations of psychological capital. European Scientific Journal. 9(29). 1-17.
Lewis, S. (2012). Positive Psychology at Work How Positive Leadership and Appreciative Inquiry Create Inspiring Organizations. Wiley Publication, 10 (4): 16-32.
Longward, J. (2007). Locus of control and the three components of commitment to change. Personality and Individual Differences,42(3), 503-512.
Luthanz, F., Norman, S. M., Avolio, B. J., & Avey, J. B. (2008). The mediating role of psychological capital in the supportive organizational climate-employee performance relationship. Journal of Organizational Behavior, 29(8), 219–238.
Madsen, S.R. (2003). Wellness in the workplace: Preparing employees for change. Organization Development Journal, 21(1), 46–5.
Mirmohamadi, M., & Rahemian, M. (2014). Investigating the Effect of Authentic Leadership on Individual Creativity of Employees Regarding the Mediating Role of Psychological Capital”, Management Studies in Iran, 18(3), 180-203.
Ning, J., & Jing, R. (2012). Commitment to Change: Its Role in the Relationship Between Expectation of Change Outcome and Emotional Exhaustion. Human Resource Development Quarterly,23(4) , 461–485.
Nohria, N., & Beer, M. (2000). Cracking the code of change. Harvard Business Review, 78 (3), 133–141.
Paolillo, A., Platania, S., Magnano, P., & Ramaci, T. (2015). Organizational justice, optimism and commitment to change. Procedia-Social and Behavioral Sciences, 191, 1697-1701.
Rusly, F., Corner, J., & Sun, P., (2012). Positioning change readiness in knowledge management research. Journal of Knowledge Management, 16 (2), 329-355.
Schyns, B. (2004). The influence of occupational self-efficacy on the relationship of leadership behavior and preparedness for occupational change. Journal of career Development, 30(4), 247-261.
Wanberg, R., & Banas, J T. (2000). Predictors and Outcomes of Openness to Changes in a Reorganizing Workplace. Journal of Applied Psychology, 85(1). 132-142.
Wanberg, R., & Banas, J T. (2000). Predictors and Outcomes of Openness to Changes in a Reorganizing Workplace. Journal of Applied Psychology, 85(1). 132-142.
Wang, L. (2015). The Relationship between employee psychological capital and change-supportive behavior mediating effect of cognitive of change. Open Journal of Social Sciences, 3(04), 125.
Weber, P. S., & Weber, J. E. (2001). Changes in employee perceptions during organizational change. Leadership & Organization Development Journal, 22(6), 291-300.
