سنجش راهبرد مديريت استعداد بر رضايت شغلي و تعهد سازماني كاركنان دانشي

Assessment Talent Management Strategy on Job Satisfaction and Organizational Commitment Knowledge Worker

ﻫﺪف ﭘﮋوﻫﺶ ﺣﺎﺿﺮ، ﺑﺮرﺳﻲ راﺑﻄﻪ ﺑﻴﻦ راﻫﺒﺮد ﻣﺪﻳﺮﻳﺖ اﺳﺘﻌﺪاد، رﺿﺎﻳﺖ ﺷﻐﻠﻲ و ﺗﻌﻬﺪ ﺳﺎزﻣﺎﻧﻲ ﻛﺎرﻛﻨﺎن اﺳﺖ. اﻳﻦ ﺗﺤﻘﻴﻖ از ﻧﻈﺮ ﻫﺪف ﻛﺎرﺑﺮدي و از ﻧﻈﺮ روش ﮔﺮدآوري دادهﻫﺎ از ﻧﻮع ﭘﻴﻤﺎﻳﺸﻲ ﺑﻮده و ﻣﺒﺘﻨﻲ ﺑﺮ ﻣﺪلﺳﺎزي ﻣﻌﺎدﻻت ﺳﺎﺧﺘﺎري اﺳﺖ. ﺟﺎﻣﻌﻪ آﻣﺎري ﭘﮋوﻫﺶ، ﻛﺎرﻛﻨﺎن داﻧﺸﻲ ﭘﮋوﻫﺸﮕﺎه ﺻﻨﻌﺖ ﻧﻔﺖ ﺑﺎ ﺣﺪود 700 ﻧﻔﺮ ﻣﻲﺑﺎﺷﺪ و ﺣﺠﻢ ﻧﻤﻮﻧﻪ 202 ﻧﻔﺮ ﺑﻮده اﺳﺖ. اﺑﺰار ﮔﺮدآوري دادهﻫﺎ، ﭘﺮﺳﺸﻨﺎﻣﻪ راﻫﺒﺮد ﻣﺪﻳﺮﻳﺖ اﺳﺘﻌﺪاد ﻣﺤﻘﻖ ﺳﺎﺧﺘﻪ،ﺿﺎﻳﺖ ﺷﻐﻠﻲ »ﻣﻴﻨﻪﺳﻮﺗﺎ« و ﺗﻌﻬﺪ ﺳﺎزﻣﺎﻧﻲ »آﻟﻦ و ﻣﺎﻳﺮ« در ﻣﻘﻴﺎس ﭘﻨﺞ درﺟﻪاي ﻟﻴﻜﺮت ﺑﻮده اﺳﺖ. رواﻳﻲ ﻫﺮ ﺳﻪ ﭘﺮﺳﺸﻨﺎﻣﻪ از ﻧﻈﺮ ﺻﻮري، ﻣﺤﺘﻮاﻳﻲ و ﺳﺎزه ﻣﻮرد ﺑﺮرﺳﻲ ﻗﺮار ﮔﺮﻓﺘﻪ و ﭘﺎﻳﺎﻳﻲ آﻧﻬﺎ ﻧﻴﺰ ﺑﺎ اﺟﺮاي آزﻣﺎﻳﺸﻲ و ﻣﺤﺎﺳﺒﻪ ﺿﺮﻳﺐ آﻟﻔﺎي ﻛﺮوﻧﺒﺎخ، ﺑﻪ ﺗﺮﺗﻴﺐ ﺑﺮاﺑﺮ ﺑﺎ 0/88، 0/84 و 0/96 ﺑﺪﺳﺖ آﻣﺪه اﺳﺖ. دادهﻫﺎي ﮔﺮدآوري ﺷﺪه ﺑﺎ اﺳﺘﻔﺎده از ﻧﺮماﻓﺰارﻫﺎي آﻣﺎري SPSS و LISREL ﻣﻮرد ﺗﺤﻠﻴﻞ ﻗﺮار ﮔﺮﻓﺘﻪاﻧﺪ. ﻧﺘﺎﻳﺞ ﭘﮋوﻫﺶ ﻧﺸﺎن داد ﻛﻪ راﺑﻄﻪ ﻋﻠﻲ ﻗﻮي ﺑﻴﻦ راﻫﺒﺮد ﻣﺪﻳﺮﻳﺖ اﺳﺘﻌﺪاد و رﺿﺎﻳﺖ ﺷﻐﻠﻲ و ﻧﻴﺰ ﻣﻴﺎن راﻫﺒﺮد ﻣﺪﻳﺮﻳﺖ اﺳﺘﻌﺪاد و ﺗﻌﻬﺪ ﺳﺎزﻣﺎﻧﻲ وﺟﻮد دارد. ﻫﻤﭽﻨﻴﻦ، ﻳﺎﻓﺘﻪﻫﺎي ﺗﺤﻘﻴﻖ ﻧﺸﺎن داد ﻛﻪ راﺑﻄﻪ ﺑﻴﻦ رﺿﺎﻳﺖ ﺷﻐﻠﻲ و ﺗﻌﻬﺪ ﺳﺎزﻣﺎﻧﻲ ﻛﺎرﻛﻨﺎن ﻣﻌﻨﺎدار ﻧﻤﻲﺑﺎﺷﺪ.

The aim of this research was to investigate the relationship between talent management strategy, job satisfaction and organizational commitment of employees. The research based on objective is implicated and based on Data collection methods is survey and based on structural equation modeling. Research population knowledge worker at Research Institute of Petroleum Industry included 700 people, among whom 202 subjects were randomly selected. Research To collect data, Researcher made questionnaire talent management strategy Minnesota's job satisfaction questionnaire and Allen & Meyer questionnaire for organizational commitment were used، based on five point scales (from very high to very little). Face and content validity was used to evaluate questionnaires Validity. Also, Cronbach's alpha was used to establish the reliability of instruments، 0.88، 0.84 and 0.96 for each questionnaire respectively. Data was analyzed by using the statistical software SPSS and LISREL. Results showed that there are strong positive causal relationships between talent management strategy and job satisfaction and also between talent management strategy and organizational commitment. Furthermore the results indicated that relationship between job satisfaction and organizational commitment is not significant.