بررسي رابطۀ يادگيري سازماني با خودكارآمدي عمومي و اشتياق كاري در ادارات ورزش و جوانان استان مركزي

هدف از اين پژوهش، بررسي رابطۀ يادگيري سازماني با خودكارآمدي عمومي و اشتياق كاري كاركنان در ادارات ورزش و جوانان استان مركزي است. روش اين پژوهش توصيفي بوده و از نوع مطالعات هم‌بستگي مي‌باشد. جامعۀ آماري پژوهش را كليۀ كاركنان ادارات ورزش و جوانان استان مركزي تشكيل دادند (289 نفر) كه با استفاده از روش نمونه‌گيري تصادفي ساده، 159 نفر از ميان آن‌ها انتخاب شدند. بر‌اساس يافته‌ها مشخص ‌شد كه رابطۀ‌ معنا‌داري بين يادگيري سازماني و خودكارآمدي عمومي و نيز يادگيري سازماني و اشتياق كاري كاركنان وجود دارد. همچنين نتايج بيانگر اين است كه از بين مؤلفه‌هاي يادگيري سازماني، "انتقال و يكپارچه‌سازي دانش" قوي‌ترين متغير در پيش‌بيني خودكارآمدي عمومي و اشتياق كاري كاركنان مي‌باشد. شايان‌ذكر است كه هر چهار مؤلفۀ يادگيري سازماني، بخشي از واريانس متغير خودكارآمدي عمومي را تبيين كردند. بخشي از واريانس متغير اشتياق نيز توسط سه مؤلفۀ (انتقال و يكپارچه‌سازي، تعهد مديريت و فضاي باز و آزمايشگري) متغير يادگيري سازماني تبيين گرديد.

The aim of this study was to examine the relationship of organizational learning with general self-efficacy and work engagement in employees of Sport and Youth offices of Markazi province. Study method was descriptive and correlative. The statistical population of this study consisted of all employees of Sport and Youth offices of Markazi province (N=289) in 2013. 159 subjects were selected as the sample using simple random sampling method. Data were collected using Gomez Organizational Learning Questionnaire (2005), Bandura General Self-Efficacy Questionnaire (2001) and Scaufeli Work Engagement Questionnaire. In this study, Pearson correlation was used to assess the relationships and stepwise regression was applied to predict. The results showed a significant relationship between organizational learning (r=0.62) and general self-efficacy and also between organizational learning (r=0.57) and work engagement. Stepwise regression results showed that among the components of organizational learning, knowledge transfer and integration was the strongest variable to predict general self-efficacy and work engagement. All four components of organizational learning were able to explain 45% of the variance in general self-efficacy and three variables (transfer and integration, management commitment, openness) of organizational learning were able to explain 34% of the variance in work engagement.