نقش جو سازمانی مبتنی بر یادگیری در رفتار پویای شغلی با نقش میانجی انعطاف‌پذیری در شغل کارشناسان تربیت‌بدنی ادارات آموزش و پرورش

نوع مقاله : گزارش تحقیقاتی

نویسندگان

1 دانشجوی دکتری گروه تربیت‌بدنی و علوم ورزشی، واحد علی‌آباد کتول، دانشگاه آزاد اسلامی، علی‌آباد کتول، ایران.

2 استادیار گروه تربیت‌بدنی و علوم ورزشی، واحد علی‌آباد کتول، دانشگاه آزاد اسلامی، علی‌آباد کتول، ایران.

چکیده

هدف: هدف پژوهش حاضر، بررسی نقش جو سازمانی مبتنی بر یادگیری بر رفتار پویای شغلی با نقش میانجی انعطاف‌پذیری در شغل کارشناسان تربیت‌بدنی ادارات آموزش و پرورش بود.
روش شناسی: روش پژوهش توصیفی از نوع پیمایشی است. جامعه آماری پژوهش شامل کلیه کارشناسان تربیت‌بدنی ادارات آموزش و پرورش ایران (1141 نفر) بود که بر حسب فرمول کوکران، 288 نفر به‌شیوه انتخاب تصادفی خوشه‌ای به‌عنوان نمونه آماری پژوهش انتخاب شدند. جهت گردآوری داده‌های پژوهش، از پرسش‌‌نامه‌های جو سازمانی مبتنی بر یادگیری پاتز و همکاران (2012)، انعطاف‌پذیری در شغل مالیک و گارگ (2017) و رفتار پویای شغلی پارکر و همکاران (2008) استفاده شد. همچنین برای تجزیه و تحلیل داده‌ها از دو روش آمار توصیفی و استنباطی استفاده گردید.
یافته‌ها: نتایج پژوهش نشان داد جو سازمانی مبتنی بر یادگیری اثری مثبت و معنی‌دار بر انعطاف‌پذیری در شغل کارشناسان تربیت‌بدنی دارد (846/0=β، 105/45=t). همچنین اثر جو سازمانی مبتنی بر یادگیری بر رفتار پویای شغلی کارشناسان تربیت‌بدنی مثبت و معنی‌داری بود (164/0=β، 142/2=t). بخش دیگری از نتایج پژوهش نشان داد اثر انعطاف‌پذیری در شغل بر رفتار پویای شغلی، مثبت و معنی‌دار است (689/0=β، 839/9=t). در نهایت نتایج نشان داد اثر جو سازمانی مبتنی بر یادگیری بر رفتار پویای شغلی با نقش میانجی انعطاف‌پذیری در شغل کارشناسان تربیت‌بدنی، مثبت و معنی‌داری می‌باشد (040/0=β، 425/2=t).
نتیجه‌گیری: با توجه به‌نتایج پژوهش می‌توان چنین نتیجه‌گیری کرد جو سازمانی مبتنی بر یادگیری می‌تواند پیامدهای شغلی مثبتی مانند انعطاف‌پذیری و رفتار پویای شغلی را در کارشناسان تربیت‌بدنی به‌همراه داشته باشد.

کلیدواژه‌ها

موضوعات


Albrecht, S. L., Bakker, A. B., Gruman, J. A., Macey, W. H., & Saks, A. M. (2015). Employee engagement, human resource management practices and competitive advantage: An integrated approach. Journal of Organizational Effectiveness: People and Performance, 2(1), 7–35.
Bai, N. (2019). Studying relationship between workplace discrimination and quality of work life of physical education teachers in Golestan province. Journal of Human Resource Management in Sport, 6(2), 333–344. (Persian)
Bakker, A. B., Tims, M., & Derks, D. (2012). Proactive personality and job performance: The role of job crafting and work engagement. Human Relations, 65(10), 1359–1378.
Bardoel, E. A., Pettit, T. M., Cieri, H. D., & Mcmillan, L. (2014). Employee resilience: an emerging challenge for HRM. Asia Pacific Journal of Human Resources, 52(3), 279–297.
Batistič, S., Černe, M., Kaše, R., & Zupic, I. (2016). The role of organizational context in fostering employee proactive behavior: The interplay between HR system configurations and relational climates. European Management Journal, 34(5), 579–588.
Bauer, T. N., Perrot, S., Liden, R. C., & Erdogan, B. (2019). Understanding the consequences of newcomer proactive behaviors: The moderating contextual role of servant leadership. Journal of Vocational Behavior, 112, 356–368.
Belschak, F. D. & Den Hartog, D. N. (2010). Pro-self, prosocial, and pro-organizational foci of proactive behavior: Differential antecedents and consequences. Journal of Occupational and Organizational Psychology, 83(2), 475–498.
Bond, F. W., Lloyd, J., & Guenole, N. (2013). The work-related acceptance and action questionnaire: Initial psychometric findings and their implications for measuring psychological flexibility in specific contexts. Journal of Occupational and Organizational Psychology, 86(3), 331–347.
Caniëls, M. C. J., & Baaten, S. M. J. (2019). How a learning‑oriented organizational climate is linked to different proactive behaviors: The role of employee resilience. Social Indicators Research, 143(2), 561-577.
Chenani, R., Naami, A., Arshadi. N., & Hashemi, S. E. (2017). Designing and testing a model of some personality and organizational antecedents of proactive behaviors with mediating role of motivational states national Iranian drilling company. Quarterly Journal of Career & Organizational Counseling, 9(32), 9–31. (Persian)
Choi, W., & Jacobs, R. L. (2011). Influences of formal learning, personal learning orientation, and supportive learning environment on informal learning. Human Resource Development Quarterly, 22(3), 239–257.
Cooper, B., Wang, J., Bartram, T., & Cooke, F. L. (2019). Well-being-oriented human resource management practices and employee performance in the Chinese banking sector: The role of social climate and resilience. Human Resource Management, 58(1), 85–97.
Etodike, E. C., Nnaebue, I. C., Iloke, E. S., & Anierobi, I. E. (2020). Organizational identification and proactive work behavior as predictors of cyber-loafing among Anambra state civil servants. Asian Journal of Advanced Research and Reports, 8(2), 10-19.
Eldor, L. (2017). Learning climate and its effect on employee proficiency and innovative behavior: A cross sectorial examination. Personnel Review, 46(8), 1454–1474.
Eldor, L., & Harpaz, I. (2016). A process model of employee engagement: Learning climate and its relationship with work performance. Journal of Organizational Behavior, 37(2), 213-235.
Ghitulescu, B. (2018). Psychosocial effects of proactivity: The interplay between proactive and collaborative behavior. Personnel Review, 47(2), 294–318.
Hu, Y., Wu, X., Zong, Z., Xiao, Y., Maguire, P., Qu, F., Wei, J., & Wang, D. (2018). Authentic leadership and proactive behavior: The role of psychological capital and compassion at work. Frontiers in Psychology, 9, 1–12.
Huang, J. (2017). The relationship between employee psychological empowerment and proactive behavior: Self-efficacy as mediator. Social Behavior and Personality, 45(7), 1157–1166.
Joo, B., & Lim, T. (2009). The effects of organizational learning culture, perceived job complexity, and proactive personality on organizational commitment and intrinsic motivation. Journal of Leadership & Organizational Studies, 16(1), 48–60.
Kim, M., Kim, A. C. H., Newman, J. I., Ferris, G. R., & Perrewé, P. L. (2019). The antecedents and consequences of positive organizational behavior: The role of psychological capital for promoting employee well-being in sport organizations. Sport Management Review, 22(1), 108–125.
Kong, Y., & Li, M. (2018). Proactive personality and innovative behavior: the mediating roles of job-related affect and work engagement. Social Behavior and Personality, 46(3), 431–446.
Kossek, E. E. & Perrigino, M. B. (2016). Resilience: A review using a grounded integrated occupational approach. The Academy of Management Annals, 10(1), 729–797.
Kuntz, J., Connell, P., & Näswall, K. (2017). Workplace resources and employee resilience. Career Development International, 22(4), 419–435.
Kuo, C. C., Ye, Y. C., Chen, M. Y., & Chen, L. H. (2018). Psychological flexibility at work and employees' proactive work behavior: Cross‐Level moderating role of leader need for structure. Applied Psychology, 67(3), 454–472.
Maden, C. (2015). Linking high involvement human resource practices to employee proactivity. Personnel Review, 44(5), 720–738.
Malik, P., & Garg, P. (2020). Learning organization and work engagement: The mediating role of employee resilience. The International Journal of Human Resource Management, 31(8), 1071-1094.
Marsick, V. J. (2009). Toward a unifying framework to support informal learning theory, research and practice. Journal of Workplace Learning, 21(4), 265–275.
McCormick, B. W., Guay, R. P., Colbert, A. E., & Stewart, G. L. (2018). Proactive personality and proactive behavior: Perspectives on person-situation interactions. Journal of Occupational and Organizational Psychology, 92(1), 30–51.
Mohammadi, B. (2016). Investigating the relationship between proactive personality and supervisor support with job performance by mediating proactive behaviors in the Bid Boland Gas Refinery Staff. Human Resource Management in the Oil Industry, 7(27), 163–181. (Persian)
Parker, S. K., & Liao, J. (2016). Wise proactivity: How to be proactive and wise in building your career. Organizational Dynamics, 45(3), 217–227.
Parker, S. K., Bindl, U. K. & Strauss, K. (2010). Making things happen: A model of proactive motivation. Journal of Management, 36(4), 827–856.
Sears, G. J., Shen, W., & Zhang, H. (2018). When and why are proactive employees more creative? Investigations of relational and motivational mechanisms and contextual contingencies in the east and west. Journal of Applied Social Psychology, 48(11), 593–607.
Segarra-Ciprés, M., Escrig-Tena, A. & García-Juan, B. (2019). Employees’ proactive behavior and innovation performance: Examining the moderating role of informal and formal controls. European Journal of Innovation Management, 22(5), 866–888.
Seligman, M. E. (2011). Building resilience. Harvard business review, 89, 100–106.
Seyed Abbaszade, M. M., Amani Saribegloo, J., Khezri Azar, H., & Pashoi, G. (2012). An introduction to structural equation modeling by PLS method and its application in behavioral sciences. 1st Ed, Uromia University Publication. (Persian)
Shoshani, A., & Eldor, L. (2016). Learning climate, job satisfaction and teachers’ and students’ motivation and well-being. International Journal of Educational Research, 79, 52–63.
Sommovigo, V., Setti, I., & Argentero, P. (2019). The role of service providers’ resilience in buffering the negative impact of customer incivility on service recovery performance. Sustainability, 11(1), 285–307.
Sylva, H., Mol, S. T., Den Hartog, D. N., & Dorenbosch, L. (2019). Person-job fit and proactive career behavior: A dynamic approach. European Journal of Work and Organizational Psychology, 28(5), 631–645.
Thomas, J. P., Whitman, D. S. & Viswesvaran, C. (2010). Employee proactivity in organizations: a comparative meta-analysis of emergent proactive constructs. Journal of Occupational and Organizational Psychology, 83(2), 275–300.
Tu, Y., Lu, X., Wang, S., & Liu, Y. (2020). When and why conscientious employees are proactive: A three-wave investigation on employees' conscientiousness and organizational proactive behavior. Personality and Individual Differences, 159, 1-6.
Von Eisenhart Rothe, A., Zenger, M., Lacruz, M. E., Emeny, R., Baumert, J., Haefner, S., & Ladwig, K. H. (2013). Validation and development of a shorter version of the resilience scale RS-11. BMC Psychology, 1(1), 1–25.
Wang, J., Cooke, F. L., & Huang, W. (2014). How resilient is the (future) workforce in China? A study of the banking sector and implications for human resource development. Asia Pacific Journal of Human Resources, 52(2), 132–154.
Wang, J. L., & Wang, H. Z. (2012). The influences of psychological empowerment on work attitude and behavior in Chinese organizations. African Journal of Business Management, 6(30), 8938–8947.
Yang, F., & Chau, R. (2016). Proactive personality and career success. Journal of Managerial Psychology, 31(2), 467–482.
Yu, K. Y. T., & Davis, H. M. (2016). Autonomy’s impact on newcomer proactive behavior and socialization: A needs–Supplies fit perspective. Journal of Occupational and Organizational Psychology, 89(1), 172–197.
Zhang, M. J., Law, K. S., & Lin, B. (2016). You think you are big fish in a small pond? Perceived overqualification, goal orientations, and proactivity at work. Journal of Organizational Behavior, 37(1), 61–84.