مدل يابي ساختاري آمادگي كاركنان اداره كل آموزش و پرورش براي تغيير سازماني بر اساس نوع فرهنگ سازماني با نقش واسطه اي سايش اجتماعي: استان فارس

Structural Modeling of Readiness for Organizational Change of Employees of the Department of Education based on the Type of Organizational Culture with a Mediating Role of Social Undermining: Fars Province

ﻫﺪف ﮐﻠﯽ از اﻧﺠﺎم اﯾﻦ ﭘﮋوﻫﺶ، ﻣﺪلﯾﺎﺑﯽ ﺳﺎﺧﺘﺎري آﻣﺎدﮔﯽ ﮐﺎرﮐﻨﺎن ﺑﺮاي ﺗﻐﯿﯿﺮ ﺳﺎزﻣﺎﻧﯽ ﺑﺮ اﺳﺎس ﻧﻮع ﻓﺮﻫﻨﮓ ﺳﺎزﻣﺎﻧﯽ ﺑﺎ ﻧﻘﺶ واﺳﻄﻪا ي ﺳﺎﯾﺶ اﺟﺘﻤﺎﻋﯽ ﺑﻮد. روش ﺷﻨﺎﺳﯽ: اﯾﻦ ﭘﮋوﻫﺶ، ﺗﻮﺻﯿﻔﯽ از ﻧﻮع ﻫﻤﺒﺴﺘﮕﯽ ﺑﻮد. ﺟﺎﻣﻌﻪي آﻣﺎري ﭘﮋوﻫﺶ ﺷﺎﻣﻞ ﻫﻤﻪ ﮐﺎرﮐﻨﺎن اداره ﮐﻞ آﻣﻮزش و ﭘﺮورش اﺳﺘﺎن ﻓﺎرس )340 ﻧﻔﺮ( ﺑﻮد ﮐﻪ ﺑﺎ اﺳﺘﻔﺎده از ﺟﺪول ﻣﻮرﮔﺎن و روش ﻧﻤﻮﻧﻪﮔﯿﺮي ﺗﺼﺎدﻓﯽ ﺳﺎده 181 ﻧﻔﺮ ﺑﻪ ﻋﻨﻮان ﻧﻤﻮﻧﻪ ﭘﮋوﻫﺶ اﻧﺘﺨﺎب ﺷﺪﻧﺪ و از ﺑﯿﻦ آن ﻫﺎ 102 ﻧﻔﺮ ﺑﻪ ﭘﺮﺳﺸﻨﺎﻣﻪﻫﺎ ﭘﺎﺳﺦ ﮐﺎﻣﻞ دادﻧﺪ و در اﯾﻦ ﭘﮋوﻫﺶ ﻣﻮرد اﺳﺘﻔﺎده ﻗﺮار ﮔﺮﻓﺖ. دادهﻫﺎي ﻣﯿﺪاﻧﯽ ﭘﮋوﻫﺶ ﺑﺎ اﺳﺘﻔﺎده از ﭘﺮﺳﺸﻨﺎﻣﻪي ﻧﻮع ﻓﺮﻫﻨﮓ ﺳﺎزﻣﺎﻧﯽ، ﺳﺎﯾﺶ اﺟﺘﻤﺎﻋﯽ و آﻣﺎدﮔﯽ ﺑﺮاي ﺗﻐﯿﯿﺮ ﮔﺮدآوري ﺷﺪ ﮐﻪ ﭘﺲ از ﻣﺤﺎﺳﺒﻪ و ﺗﺄﯾﯿﺪ رواﯾﯽ )ﺗﺤﻠﯿﻞ ﮔﻮﯾﻪ( و اﻋﺘﺒﺎر )از ﻧﻮع ﻫﻤﺴﺎﻧﯽ دروﻧﯽ( ﭘﺮﺳﺸﻨﺎﻣﻪﻫﺎ، ﺗﻮزﯾﻊ ﺷﺪﻧﺪ. ﺑﻪ ﻣﻨﻈﻮر ﺗﺤﻠﯿﻞ دادهﻫﺎ از آﻣﺎر ﺗﻮﺻﯿﻔﯽ و اﺳﺘﻨﺒﺎﻃﯽ ﺑﺎ ﻧﺮم اﻓﺰار Spss و Amos اﺳﺘﻔﺎده ﺷﺪ. ﯾﺎﻓﺘﻪ ﻫﺎ: ﻧﺘﺎﯾﺞ ﻧﺸﺎن داد از ﻧﻈﺮ ﮐﺎرﮐﻨﺎن ﻧﻮع ﻓﺮﻫﻨﮓ ﺳﺎزﻣﺎﻧﯽ ﻏﺎﻟﺐ در ﻣﺤﻞ ﮐﺎرﺷﺎن، از ﻧﻮع ﻓﺮﻫﻨﮓ ﺳﺎزﻣﺎﻧﯽ ﻣﻨﻔﻌﻞ ﻣﯽ ﺑﺎﺷﺪ. وﺿﻌﯿﺖ ﺳﺎﯾﺶ اﺟﺘﻤﺎﻋﯽ و آﻣﺎدﮔﯽ ﮐﺎرﮐﻨﺎن ﺑﺮاي ﺗﻐﯿﯿﺮ در ﺣﺪ ﻣﺘﻮﺳﻂ ﺑﻮد. ﻣﺪل ﻣﻌﺎدﻟﻪ ﺳﺎﺧﺘﺎري ﻧﺸﺎن داد ﮐﻪ در ﺣﺎﻟﯽ ﮐﻪ ارﺗﺒﺎط ﻣﺴﺘﻘﯿﻢ و ﻣﻌﻨﺎداري ﺑﯿﻦ ﻓﺮﻫﻨﮓ ﺳﺎزﻣﺎﻧﯽ ﺳﺎزﻧﺪه ﺑﺎ آﻣﺎدﮔﯽ ﮐﺎرﮐﻨﺎن ﺑﺮاي ﺗﻐﯿﯿﺮ وﺟﻮد داﺷﺖ، اﻣﺎ اﯾﻦ راﺑﻄﻪ ﺑﺎ ﻧﻘﺶ واﺳﻄﻪاي ﺳﺎﯾﺶ اﺟﺘﻤﺎﻋﯽ ﻣﻌﻨﺎدار ﻧﺒﻮد. ﺑﻪ ﻋﻼوه، در ﺣﺎﻟﯽ ﮐﻪ ارﺗﺒﺎط ﻣﻨﻔﯽ ﻣﻌﻨﺎداري ﺑﯿﻦ ﻓﺮﻫﻨﮓ ﺳﺎزﻣﺎﻧﯽ ﺗﻬﺎﺟﻤﯽ ﺑﺎ آﻣﺎدﮔﯽ ﮐﺎرﮐﻨﺎن ﺑﺮاي ﺗﻐﯿﯿﺮ وﺟﻮد داﺷﺖ، اﻣﺎ اﯾﻦ راﺑﻄﻪ ﺑﺎ ﻧﻘﺶ واﺳﻄﻪاي ﺳﺎﯾﺶ اﺟﺘﻤﺎﻋﯽ ﻣﻌﻨﺎدار ﻧﺒﻮد. در ﻧﻬﺎﯾﺖ، ﺿﻤﻦ اﯾﻨﮑﻪ راﺑﻄﻪي ﻣﺴﺘﻘﯿﻢ و ﻣﻌﻨﺎداري ﺑﯿﻦ ﻓﺮﻫﻨﮓ ﺳﺎزﻣﺎﻧﯽ ﻣﻨﻔﻌﻞ و آﻣﺎدﮔﯽ ﮐﺎرﮐﻨﺎن ﺑﺮاي ﺗﻐﯿﯿﺮ وﺟﻮد داﺷﺖ، اﯾﻦ راﺑﻄﻪ ﺑﺎ ﻧﻘﺶ واﺳﻄﻪاي ﺳﺎﯾﺶ اﺟﺘﻤﺎﻋﯽ ﻧﯿﺰ ﻣﻌﻨﺎدار ﺑﻮد. ﻧﺘﯿﺠﻪ ﮔﯿﺮي: ﻧﺘﯿﺠﻪ ﺣﺎﺻﻞ از اﯾﻦ ﭘﮋوﻫﺶ ﻧﻮﻋﯽ ﭼﺎرﭼﻮب ﮐﻠﯽ ﺑﺮاي ﻣﺪﯾﺮان آﻣﻮزﺷﯽ ﺑﻪ ﻣﻨﻈﻮر ﺗﻼش ﺟﻬﺖ اﯾﺠﺎد آﻣﺎدﮔﯽ ﺑﺮاي ﺗﻐﯿﯿﺮ در ﮐﺎرﮐﻨﺎن از ﻃﺮﯾﻖ ﺗﺠﺪﯾﺪﻧﻈﺮ در ﺳﺎﺧﺘﺎرﻫﺎي آﻣﻮزﺷﯽ، ﺗﻮﺳﻌﻪي ﻓﺮﻫﻨﮓ ﺳﺎزﻣﺎﻧﯽ ﭘﻮﯾﺎ و ﺷﻨﺎﺳﺎﯾﯽ، ﮐﻨﺘﺮل و ﻣﺪﯾﺮﯾﺖ رﻓﺘﺎرﻫﺎي ﺳﺎﯾﺸﯽ را ﻓﺮاﻫﻢ ﻣﯽآورد.

The main aim of this study was structural modeling of employees’ readiness for organizational change based on the type of organizational culture with a mediating role of social undermining. The statistical population of the study included all employees of the Department of Education of Fars Province (340 people). Using Morgan table, simple random sampling method, 127 people were selected as the research sample and 102 of them answered the questionnaires completely. Field data of the research were distributed and collected using the questionnaire of the type of organizational culture (Mohtaram & Zamani, 2019), social undermining (Mohtaram, 1398) and readiness for change (Bouckenooghe, 2009) after calculating and confirming their validity and reliability. In order to analyze the data, descriptive and inferential statistics were used with SPSS and AMOS software. The results showed that: the dominant organizational culture in their workplace is a passive organizational culture. The situation of social undermining and employees’ readiness for change is average. Also, the structural equation model indicated that a) while there was a direct and significant relationship between constructive organizational culture and employees’ readiness for change, but there was no significant relationship between these two variables with the mediating role of social undermining. b) While there was a negative and significant relationship between aggressive organizational culture and employees’ readiness for change, no significant relationship was seen between these two variables with the mediating role of social undermining. c) While there was a direct and significant relationship between passive organizational culture and employees’ readiness for change, this relationship was also significant with the mediating role of social undermining.