ﭘﯿﺶ ﺑﯿﻨﯽ آﻣﺎدﮔﯽ ﺑﺮاي ﺗﻐﯿﯿﺮ ﺳﺎزﻣﺎﻧﯽ از ﻃﺮﯾﻖ ﺳﺮﻣﺎﯾﻪ روان ﺷﻨﺎﺧﺘﯽ در ﮐﺎرﺷﻨﺎﺳﺎن ﺗﺮﺑﯿﺖ ﺑﺪﻧﯽ ادارات آﻣﻮزش وﭘﺮورش ﺷﻬﺮ ﺗﻬﺮان

Prediction of readiness for organizational change through psychological capital in Physical Education Staff of Education departments in Tehran

ﻫﺪف اﯾﻦ ﭘﮋوﻫﺶ ﭘﯿﺶ ﺑﯿﻨﯽ آﻣﺎدﮔﯽ ﺑﺮاي ﺗﻐﯿﯿﺮ ﺳﺎزﻣﺎﻧﯽ ﮐﺎرﺷﻨﺎﺳﺎن ﺗﺮﺑﯿﺖ ﺑﺪﻧﯽ ادارات آﻣﻮزش وﭘﺮورش ﺷﻬﺮ ﺗﻬﺮان از ﻃﺮﯾﻖ ﺳﺮﻣﺎﯾﻪ روان ﺷﻨﺎﺧﺘﯽ ﺑﻮد. ﺟﺎﻣﻌﻪ آﻣﺎري اﯾﻦ ﭘﮋوﻫﺶ ﺷﺎﻣﻞ ﻫﻤﻪ ﮐﺎرﺷﻨﺎﺳﺎن ﺗﺮﺑﯿﺖ ﺑﺪﻧﯽ ادارات آﻣﻮزش وﭘﺮورش ﺷﻬﺮ ﺗﻬﺮان ﺑﻪ ﺗﻌﺪاد 200 ﻧﻔﺮ ﺑﻮد ﮐﻪ ﺑﺎ اﺳﺘﻔﺎده از ﺟﺪول ﮐﺮﺟﺴﯽ ﻣﻮرﮔﺎن، 187 ﻧﻔﺮ ﺑﻪ ﺷﯿﻮه اﻧﺘﺨﺎب ﺗﺼﺎدﻓﯽ ﺳﺎده ﺑﻪ ﻋﻨﻮان ﻧﻤﻮﻧﻪ آﻣﺎري اﻧﺘﺨﺎب ﺷﺪﻧﺪ. ﺑﺮاي ﺟﻤﻊ آوري داده ﻫﺎ از ﭘﺮﺳﺶ ﻧﺎﻣﻪ ﻫﺎي آﻣﺎدﮔﯽ ﺑﺮاي ﺗﻐﯿﯿﺮ ﺳﺎزﻣﺎﻧﯽ ﻫﺎﻟﺖ و ﻫﻤﮑﺎران )2007( و ﺳﺮﻣﺎﯾﻪ روان ﺷﻨﺎﺧﺘﯽ ﻟﻮﺗﺎﻧﺰ )2007( اﺳﺘﻔﺎده ﺷﺪ. ﺛﺒﺎت دروﻧﯽ ﭘﺮﺳﺶ ﻧﺎﻣﻪ ﻫﺎ ﺗﻮﺳﻂ ﺿﺮﯾﺐ آﻟﻔﺎي ﮐﺮوﻧﺒﺎخ ﺑﻪ ﺗﺮﺗﯿﺐ 0/82 و 0/86 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 ي ﻣﺆﻟﻔﻪ ﻫﺎي ﺳﺮﻣﺎﯾﻪ رواﻧﺸﻨﺎﺧﺘﯽ ﮐﻪ ﺷﺎﻣﻞ ﺧﻮدﮐﺎرآﻣﺪي، اﻣﯿﺪواري، ﺧﻮش ﺑﯿﻨﯽ و ﺗﺎب آوري ﻫﺴﺘﻨﺪ، ﭘﯿﺶ ﺑﯿﻨﯽ آﻣﺎدﮔﯽ ﺑﺮاي ﺗﻐﯿﯿﺮ ﺳﺎزﻣﺎﻧﯽ را دارﻧﺪ، ﺑﻪ ﻃﻮري ﮐﻪ ﻣﺆﻟﻔﻪ ﺗﺎب آوري ﺑﯿﺸﺘﺮﯾﻦ و ﺧﻮش ﺑﯿﻨﯽ ﮐﻤﺘﺮﯾﻦ ﻧﻘﺶ را ﺑﺮ آﻣﺎدﮔﯽ ﺑﺮاي ﺗﻐﯿﯿﺮ ﺳﺎزﻣﺎﻧﯽ داﺷﺘﻨﺪ. ﺑﺎ ﺗﻮﺟﻪ ﺑﻪ ﻧﺘﺎﯾﺞ ﺿﺮوري اﺳﺖ ﮐﻪ ﻣﺪﯾﺮان ﺑﻪ اﻓﺰاﯾﺶ روﺣﯿﻪ ي ﺗﺎب آوري، ﺧﻮدﮐﺎرآﻣﺪي، اﻣﯿﺪواري و ﺧﻮش ﺑﯿﻨﯽ ﮐﺎرﮐﻨﺎن ﺗﻮﺟﻪ داﺷﺘﻪ ﺑﺎﺷﻨﺪ ﺗﺎ آﻣﺎدﮔﯽ آن ﻫﺎ ﺑﺮاي ﺗﻐﯿﯿﺮ ﺳﺎزﻣﺎﻧﯽ در راﺳﺘﺎي ﭘﯿﺸﺮﻓﺖ ﺳﺎزﻣﺎﻧﯽ را ﻓﺮاﻫﻢ ﻧﻤﺎﯾﻨﺪ.

The 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.