رابطۀ بین انگیزه‌های شغلی کارکنان و نوآوری سازمانی ادارات ورزش و جوانان استان همدان

نوع مقاله : مقاله پژوهشی

نویسندگان

1 استاد، دانشکدۀ تربیت بدنی و علوم ورزشی، دانشگاه بوعلی سینا، همدان، ایران

2 کارشناس ارشد، دانشکدۀ تربیت بدنی و علوم ورزشی، دانشگاه بوعلی سینا، همدان، ایران

چکیده

هدف اصلی این پژوهش، بررسی رابطۀ انگیزه‌های شغلی کارکنان و نوآوری سازمانی ادارات ورزش و جوانان استان همدان است. 108 نفر از کارمندان و مدیران ادارات ورزش و جوانان استان همدان به روش نمونه­گیری خوشه­ای انتخاب شدند. ابزار اندازه­گیری شامل پرسشنامۀ انگیزش شغلی دانت و همکاران (1996) و پرسشنامۀ نوآوری سازمانی میرکمالی و چوپانی (1390) بود. نتایج ضریب همبستگی پیرسون نشان داد که بین انگیزه­های شغلی و نوآوری سازمانی رابطۀ مثبت و معنا­داری وجود دارد (05/0P≤). نتایج آزمون تحلیل رگرسیون خطی نشان داد که انگیزۀ شغلی توان پیش­بینی نوآوری سازمانی را دارد (415/0R=؛ 000/0P=). علاوه‌بر این، نتایج آزمون تی مستقل نشان داد که بین دیدگاه­های زنان و مردان به میزان نوآوری سازمانی تفاوت معنا­داری وجود ندارد (105/0-t= )؛ و در نهایت نتایج آزمون تحلیل واریانس یکطرفه نشان داد بین افراد با سطوح تحصیلی مختلف در میزان نوآوری سازمانی تفاوت معناداری وجود ندارد (78/0F=).

کلیدواژه‌ها

عنوان مقاله [English]

The Relationship between Employees’ Job Motivations and Organizational Innovation in Sport and Youth Departments in Hamedan Province

نویسندگان [English]

  • Gholam Reza Shabani Bahar 1
  • Naeim Sharbati 2
1 Professor, Faculty of Physical Education and Sport Sciences, Bu-Ali-Sina University, Hamedan, Iran
2 MSc, Faculty of Physical Education and Sport Sciences, Bu-Ali-Sina University, Hamedan, Iran
چکیده [English]

The aim of this study was to investigate the relationship between employees’ job motivations and organizational innovation in Sport and Youth departments in Hamadan province. 108 employees and directors of Sport and Youth departments in Hamadan province were selected by cluster sampling method. Dant et al. Job Motivation Questionnaire (1996) and Mirkamali and Chupani’s Organizational Innovation Questionnaire (2011) were used for this study. The results of Pearson correlation coefficient indicated a significant positive relationship between job motivations and organizational innovation (P≤0.05). Also, the results of linear regression analysis test showed that job motivation could predict organizational innovation (R=0.415, P=0.000). In addition, the results of independent t test showed no significant differences between the viewpoints of women and men on the level of organizational innovation (t= -0.105). Finally, the results of one-way analysis of variance test showed no significant differences among individuals with different educational levels in the amount of organizational innovation (F=0.78).

کلیدواژه‌ها [English]

  • Sport and Youth departments
  • job motivation
  • Innovation Improvement
  • Employees and Directors
  • Organizational Innovation

مراجع

  1. Chaharbaghi, K. Organizations, transformability and the dynamics of strategy. Management Decision 2005; 43(1): 6 -12.
  2. Mansouri H. Taheri D. Konjkaov M. Manfard A. Evaluation of the effect of knowledge management strategy on HRM functions in university libraries and higher education institutions using the BSC approach. Research and information processing and management. 2011; 27(1): 278.
  3. Rezaian A. Principles of organization and management. 13. Tehran. Publication samt; 2009.
  4. Drucker, P. Innovation and Entrepreneurship. USA: Harper & Row Publishers Inc 2002; 1: 33.
  5. Hage, J. Organizations and innovation: contributions from organizational sociology and administrative science. In S. Casper & F. Van Waarden (Eds.). Innovation and Institutions: A Multidisciplinary Review of the Study of Innovation Systems. 2005; 3: 71-112.
  6. Rahmani T. Hayati S. The effect of information and communication technology on the growth of productivity of total production factors: an intergovernmental study. Quarterly journal of economic research. 2007; 33: 25-51.
  7. Chen D. Dahlman, C,J. The Knowledge economy, the KAM Methodology and World Bank Operation, Washington, DC: World Bank Institute, working paper 20433; 2005.  Available from: http://papers.ssrn.com.
  8. Guellec D. Pottelsberghe B,V. From R&D to Productivity Growth: The Sources of knowledge spillovers and their interaction. Oxford Bulletin of Economics and Statistics 2004; 1.
  9. Lederman D. Saenz L. Innovation and Development around the World, 1960-2000 World Bank Policy Research Working. 2005; 3774.
  10. Betis S. The motivation part of the operating managers of the style. Translate Sadegh Husseini karani. Tehran; 2012.
  11. Tashman M. Orielisoom C. Innovation platform win (applied leadership guidelines for management of transformation and modernization of the enterprise). Translate Abdulreza Rezainejad. Tehran. Publishing Ghazal; 2003.

12.Bevins W. An investigation of gender differences in motivation of senior administrators in Virginia Community colleges using Hertzberg's Two – Factor Theory; 2006.

13.Mirmiran S,G. Creativity and innovation (individual, group, organizational). 1. Tehran: Gahar Publishing; 2005.

14.Sandford B. Encouraging innovation in the public sector. Journal of Intellectual Capital. 2001; 2(3): 310 – 319.

15.Valencia N. Sanz R. Jimennez J. (2010). Organization culture as determinant of product innovation, European Journal of Innovation Management. 2010; 13(4): 466-480.

16.Wong S. Motivators to creativity in hotel industry. Tourism manag Journal. 2003; 24(5): 9-551.

17.Taghipour A. Naiami A. Nisea A . The relationship of organizational culture with Job motivation, job excitement and innovative behavior through mediation of rheonological empowerment. Journal of behavioral sciences. 2011; 5(4): 331.

18.Rashidi I. Shahriari M. Investigate the relationship between creativity and control source. Quarterly journal of educational sciences. 2008;3: 83-99.

19.Sajjadi H. The attitude of managers towards the factors affecting the creativity and innovation of hospital managers. Journal of Management and medical informatics. 2005; 8(19): 58-59.

20.Zarghami H. Jafari M. Akhavan P.  Investigating the relationship between creativity and the motivation of individuals to innovate in research organizations (case study of intelligent processes research symptoms). 2012. Available at: http:// www.SYSTEM.parsiblog.com

21.Hosseini M. Sadeghi T. Effective factors on faculty members’ creativity and innovation and presenting strategy for promotion. Iranian Journal of Educational Strategies. 2010; 3(1): 4.

22.Smith, H. Influence of inter- organizational and extra- organizational factors on. 2005.

23.Safari S. Tondnevis F. Hadavi F. The relationship between organizational structure and innovation of staff of the iranian educational institution. 2009. Available at: http://www.SID.ir.

24.Tabrizi G. Tondnevies F. Amirtash A. The Relationship between organizational culture and creativity of academic members of educational groups in governmental universities of the country. Journal of motion science and sports. 2005; 1(6): 148-149.

25.Sheikholeslami R. Razaviyeh A. The prediction of creativity of students in Shiraz University with regard to the variables of external motivation, internal motivation and gender. Journal of social sciences and humanities university of Shiraz. 2005; 22(4): 100-101.

26.Runco M,A. Operant Theories of Insight, Originality and Creativity. American Behavioral Scientist. 1993; 37(1): 54-68.

پژوهش های فیزیولوژی و مدیریت در ورزش
دوره 10، شماره 3
پاییز 1397
صفحه 111-121

فایل ها

اشتراک گذاری

ارجاع به این مقاله

آمار