پديد آورندگان :
ثقفي، تكتم دانشگاه آزاد اسلامي واحد مشهد - گروه علوم تربيتي، مشهد، ايران , قرباني، محمود دانشگاه آزاد اسلامي واحد مشهد - گروه علوم تربيتي، مشهد، ايران , ناصري، نازياسادات دانشگاه آزاد اسلامي واحد مشهد - گروه علوم تربيتي، مشهد، ايران
كليدواژه :
سازمان مربي‌گرا , مربي‌گري سازماني , يادگيري سازماني , دانشگاه فرهنگيان
چكيده فارسي :
استقرار سازمان مربي‌گرا با بهبود شايستگي و آموزش كاركنان به گسترش همزمان يادگيري سازماني و توسعه سرمايه انساني در آموزش عالي مرتبط است؛ ازاينرو هدف اين پژوهش، طراحي مدل استقرار سازمان مربي‌گرا با رويكرد يادگيري سازماني در دانشگاه فرهنگيان است. پژوهش از بُعد روش، تركيبي؛ از بُعد راهبرد، پيمايشي – توصيفي و از بُعد هدف، كاربردي است. در بخش كيفي، جامعه شامل 25 نفر از خبرگان بودند كه با روش نمونه‌گيري هدفمند انتخاب شدند و در بخش كمي جامعه آماري شامل كاركنان دانشگاه فرهنگيان استان‌هاي خراسان به تعداد 397 نفر بودند. براي تعيين حجم نمونه از جدول مورگان استفاده شد و 196 نفر به روش تصادفي طبقهاي متناسب با جمعيت استان‌ها انتخاب شدند. ابزار تحقيق، پرسشنامه برگرفته از بخش كيفي تحقيق بود كه پس از تأييد روايي صوري، محتوايي و سازه و تأييد پايايي آن با استفاده از آلفاي كرونباخ به كار گرفته شد. براي تجزيه‌وتحليل دادهها از آمار توصيفي و مدل يابي معادلات ساختاري با استفاده از نرم‌افزارهاي SPSS و PLS و Amos استفاده شد. يافته‌ها حاكي از برازش مناسب مدل ارائه‌شده، بود. نتايج در مدلي متشكل از 2 متغير، 7 بُعد و 27 مؤلفه و 131 شاخص استخراج شد. ابعادي همچون فرايند استقرار و سطوح يادگيري به ترتيب بيشترين اهميت را در متغيرهاي سازمان مربي‌گرا و يادگيري سازماني در دانشگاه دارا بودند. با توجه به نتايج مي‌توان گفت استقرار سازمان مربي‌گرا مي‌تواند موجب دستيابي به يادگيري سازماني مطلوب در دانشگاه فرهنگيان شود و زمينه ايجاد، فرآيند و سطوح فردي، گروهي و سازماني مي‌توانند در استقرار مربي‌گري سازماني مؤثر باشند.
چكيده لاتين :
1- INTRODUCTION
Coaching is a new and applied method for human resource development with such goals as improving organizational learning. Coach-oriented organizations, in addition to developing organizational learning patterns, can provide a good platform to enrich individual and organizational goals. In higher education for improving the universities’ organizational learning, it is a major priority in policy-makers agenda to design and evaluate programs such as coaching. Farhangian University is a higher education institute that seeks for sustainable development of human resources, and consequently, values human resource training. Therefore, the main purpose of this study is to develop a model for establishing a coach-oriented organization with the approach of organizational learning at Farhangian University.
2- THEORETICAL FRAMEWORK
Coaching is a method to develop human resources. It can help organizations to create a favorable position compared to their competitors, improve organizational performance, and accelerate learning. A coach-oriented organization is an organization that seeks for growing and fostering its human resources through the coaching technique. By providing factors such as coaching culture, business background, and human resource management, this type of organization prepares a platform to enjoy the benefits of coaching. Organizational learning is a set of interactions to coordinate individual, group, and organizational levels. It is a dynamic process enabling the organization to quickly adapt to environmental changes. During the process of organizational learning, an educational unit continuously improves the level of thinking of members and knowledge acquisition and dissemination. By implementing this approach, the organization moves towards learning.
3- METHODOLOGY
This is a mixed-methods study. In the qualitative phase, needed data collected through library studies, face-to-face interviews, and the Delphi questionnaire. Delphi panel was comprised of 25 experts based on snowball sampling which is a non-random and purposeful method. In the quantitative phase, the statistical population was comprised of 396 employees of Farhangian University in Razavi, North, and South Khorasan provinces. The sample size of 196 was calculated using Morgan’s table and selected by conducting a stratified random sampling method. The questionnaire obtained from the first phase was utilized in the quantitative phase after evaluating and confirming face validity, content validity by CVI index, construct validity, and Cronbach's alpha reliability. The SPSS software was for descriptive statistics, and for inferential statistics, the structural equation modeling was conducted in SmartPLS and Amos software.
4- RESULTS & DISCUSSION
In the qualitative phase, the dimensions and components of the model were finalized after performing four Delphi rounds. In the quantitative phase, the findings indicated the model's goodness of fit. The results were based on a model consisting of 2 variables, 7 dimensions, 27 components, and 131 indicators. Dimensions such as “establishment process” and “learning levels” were the most important respectively in the variables of coach-oriented organization and organizational learning.
5- CONCLUSIONS & SUGGESTIONS
The findings indicated that the establishment of coaching in the organization has an impact on organizational learning. Farhangian University was found to have the capacity of becoming a coach-oriented organization if utilizing all the processes of action, execution, and monitoring.
