مربی‌گری خیرخواهانه و تقویت سرمایه انسانی: تحلیل نقش میانجی سرمایه انگیزشی

نوع مقاله : مقاله پژوهشی

نویسندگان

1 استاد گروه مدیریت، دانشکده اقتصاد و علوم اداری، دانشگاه لرستان، خرم‌آباد، لرستان.

2 دانشیار گروه مدیریت، دانشکده اقتصاد و علوم اداری، دانشگاه لرستان، خرم‌آباد، لرستان.

3 دانشجوی دکتری رشته مدیریت دولتی- منابع انسانی، دانشکده اقتصاد و علوم اداری، دانشگاه لرستان، خرم‌آباد، لرستان.

10.30495/jedu.2022.25139.5001

چکیده

مقدمه و هدف: هدف تحقیق حاضر تعیین تأثیر مربی­گری خیرخواهانه بر تقویت سرمایه انسانی با نقش میانجی سرمایه انگیزشی می‌باشد.
روش شناسی پژوهش: این پژوهش از لحاظ هدف کاربردی و از لحاظ نحوه گردآوری اطلاعات توصیفی – همبستگی می­باشد. جامعه آماری تحقیق کارکنان معاونت توسعه ورزش قهرمانی و حرفه‌ای وزارت ورزش و جوانان بوده که به علت برخورد نزدیک با عملکرد ورزشکاران در سطح حرفه­ای و قهرمانی برای پاسخگویی به پرسشنامه تحقیق انتخاب شدند. تعداد این کارکنان 68 نفر گزارش شد که براساس جدول مورگان 58 نفر به عنوان نمونه تحقیق در نظر گرفته شد که به روش تصادفی ساده انتخاب شدند. ابزار گردآوری داده­ها پرسشنامه بوده که پایایی آن با آلفای کرونباخ مورد تأیید قرار گرفت. برای تجزیه و تحلیل داده­ها از آزمون نرمال­بودن داده­ها، آزمون همبستگی و مدل معادلات ساختاری در قالب نرم­افزارهای SPSS و smart PLS استفاده شد.
یافته ­ها: نتایج تحقیق نشان داد که مربی­گری خیرخواهانه بر دو متغیر سرمایه انگیزشی و تقویت سرمایه انسانی تأثیر مثبت و معناداری دارد. سرمایه انگیزشی دارای تأثیر مثبتی بر تقویت سرمایه انسانی بود و همچنین این متغیر در تأثیر مربی­گری خیرخواهانه بر سرمایه انسانی دارای نقش میانجی بود.
بحث و نتیجه­ گیری: آموزش یکی از روش­های مؤثر در تقویت سرمایه انسانی است و در این میان مربی­گری خیرخواهانه به عنوان یکی از روش­های آموزشی می­تواند از طریق افزایش سرمایه انگیزشی به تقویت سرمایه انسانی در سازمان­ها کمک نماید.

کلیدواژه‌ها


عنوان مقاله [English]

Benevolent Coaching and Human Capital reinforcement: Analyzing the Mediating Role of Motivational Capital

نویسندگان [English]

  • Reza Sepahvand 1
  • Mohammad Hakkak 2
  • Razieh Feli 3
1 Professor, Department of Management, Faculty of Economics and Administrative Sciences, Lorestan University, Khoramabad, lorestan
2 Associate Professor, Department of Management, Faculty of Economics and Administrative Sciences, Lorestan University.
3 Ph.D. in Public Management - Human Resource Management, Faculty of Economics and Administrative Sciences, Lorestan University, Khoramabad, lorestan.
چکیده [English]

Introduction: The purpose of the present study is to investigate the impact of benevolent coaching on human capital reinforcement with the mediating role of motivational capital.
research methodology: The research is applied in terms of purpose and in terms of data collection, it is descriptive-causal and it is quantitative research. The statistical population of the study was the employees of Professional and Sports Development Department of Ministry of Sport and Youth who were selected to answer the research questionnaire due to their close relationship with the athletes' performance at the professional and championship level. The total number of employees was 68, which according to Morgan's table was 58 who were selected by simple random sampling. Data were collected using a questionnaire whose reliability was confirmed by Cronbach's alpha. For data analysis, data normality test, correlation test, and structural equation modeling were used in SPSS and smartPLS software.
Findings: The results showed that benevolent coaching had a positive and significant effect on two variables of motivational capital and human capital reinforcement. Motivational capital had a positive effect on human capital reinforcement and it also mediated the effect of benevolent coaching on human capital.
Conclusion: Training is one of the effective methods in enhancing human capital and among these, benevolent coaching as one of the Training methods can help in enhancing human capital through increasing motivational capital.

کلیدواژه‌ها [English]

  • Benevolent Coaching
  • Motivational Capital
  • Human Capital reinforcement
  • championship and Professional Sports
  1. Abu Samah, I. H., Adekalu, S., Omar, Z., & Ismi, A. (2013). Influences of coaches’ behavior on athletes’ motivation: Malayian sport archery experience. International Journal of Research in Management, 3(5), 136-142.
  2. Al Rahbi, D., Khalid, K., & Khan, M. (2017). The effects of leadership styles on team motivation. Academy of Strategic Management Journal.16(2), 1-14.
  3. Ali, A. Abrar, M. & Haider J. (2012). Impact of Motivation on the working performance of employees- A case study of Pakistan: Global Advanced Research, Journal of Management and Business Studies. 1(4), 126-133.
  4. Aryee, S., Walumbwa, F. O., Seidu, E. Y., & Otaye, L. E. (2016). Developing and leveraging human capital resource to promote service quality: Testing a theory of performance. Journal of management, 42(2), 480-499.
  5. Azizi, M., & Goodarzi, A. (2018), Development of human capital with a coaching approach: Special competencies of business educators, Journal of Human Resources Education and Development, (16) 5, 115-97. [in Persian]
  6. Beattie, R. S., Kim, S., Hagen, M. S., Egan, T. M., Ellinger, A. D., & Hamlin, R. G. (2014). Managerial coaching: A review of the empirical literature and development of a model to guide future practice. Advances in Developing Human Resources, 16(2), 184-201.
  7. Berdud, M., Cabasés Hita, J. M., & Nieto Vázquez, J. (2014). Motivational capital and incentives in health care organizations.1-26.
  8. Bond, C., & Seneque, M. (2013). Conceptualizing coaching as an approach to management and organizational development. Journal of Management Development.
  9. Chang, H. H., & Chuang, S. S. (2011). Social capital and individual motivations on knowledge sharing: Participant involvement as a moderator. Information & management, 48(1), 9-18.
  10. Čižiūnienė, K., Vaičiūtė, K., & Batarlienė, N. (2016). Research on Competencies of Human Resources in Transport Sector: Lithuanian Case Study. Procedia Engineering, 134, 336-343.
  11. Coetzee, M., & Oosthuizen, R. M. (2017). Work-role psychosocial flourishing: Its mediation role on workplace bullying and employee turnover intention. Journal of Psychology in Africa, 27(3), 211-215.
  12. de Guimarães, J. C. F., Severo, E. A., Dorion, E. C. H., Coallier, F., & Olea, P. M. (2016). The use of organisational resources for product innovation and organisational performance: A survey of the Brazilian furniture industry. International Journal of Production Economics, 180, 135-147.
  13. Dubois, D. D., & Rothwell, W. J. (2004). Competency-based human resource management: Discover a new system for unleashing the productive power of exemplary performers. Nicholas Brealey.
  14. Ellinger, A. D., & Kim, S. (2014). Coaching and human resource development: Examining relevant theories, coaching genres, and scales to advance research and practice. Advances in Developing Human Resources, 16(2), 127-138.
  15. Fleig-Palmer, M. M., Lear, J. L., Palmer, D. K., & Luethke, T. (2012). How Do Mentors and Protégés Choose Each Other? The Influence of Benevolence, OCB, and POS on the Initiation of Mentoring Relationships. Journal of Business & Leadership: Research, Practice, and Teaching (2005-2012), 8(1), 32-42.
  16. Frank, R. H., Bernanke, B. S. (2007), Principles of Microeconomics, 3rd ed., McGraw- Hill/Irwin, New York.
  17. Huggins, R., Prokop, D., & Thompson, P. (2017). Entrepreneurship and the determinants of firm survival within regions: human capital, growth motivation and locational conditions. Entrepreneurship & Regional Development, 29(3-4), 357-389.
  18. Hui, R. T. Y., Sue-Chan, C., & Wood, R. E. (2019). Performing versus adapting: how leader’s coaching style matters in Hong Kong. The International Journal of Human Resource Management, 1-27.
  19. Javadipour, M., Safaei Movahed, S., & Barati, A. (2015), The effect of coaching method on teachers' psychological empowerment, Journal of Human Resources Education and Development, (6) 2, 23-1. [in Persian]
  20. Karazijienė, Ž., & Jurgelevičius, A. (2016). Expanded concept of human capital as intangible resource at macro level, Montenegrin Journal of Economics, 12(4), 141-156.
  21. Khorasani, A., & Zamani Manesh, H. (2017), The role of job motivation in organizational learning and psychological empowerment in order to improve the economic performance of municipal employees, Journal of Economics and Urban Management, (3) 5, 111-97. [in Persian]
  22. Larsson, R., Brousseau, K. R., Kling, K., & Sweet, P. L. (2007). Building motivational capital through career concept and culture fit. Career development international, 12(4), 361.
  23. Loignon, C., & Boudreault-Fournier, A. (2012). From paternalism to benevolent coaching: new model of care. Canadian Family Physician, 58(11), 1194-1195.
  24. Ma, L., Zhai, X., Zhong, W., & Zhang, Z. X. (2019). Deploying human capital for innovation: A study of multi-country manufacturing firms. International Journal of Production Economics, 208, 241-253.
  25. Makhubedu, L. B. T., Nwobodo-Anyadiegwu, E., & Mbohwa, C. (2017). THE EFFECT OF HUMAN CAPITAL INVESTMENT AND MOTIVATION ON MINERS’PRODUCTIVITY AT A SOUTH AFRICAN PLATINUM MINE. READINGS BOOK, 411.
  26. Manzoor, Q. A. (2012). Impact of employees motivation on organizational effectiveness. Business management and strategy, 3(1), 1.
  27. Marcone, M. (2017). The Impact of Coaching Styles on the Motivation and Performance of Athletes, Kinesiology, Sport Studies and Physical Education, 1-34.
  28. McLean, G. N., Yang, B., Kuo, M. H. C., Tolbert, A. S., & Larkin, C. (2005). Development and initial validation of an instrument measuring managerial coaching skill. Human Resource Development Quarterly, 16(2), 157-178.
  29. Nargsian, A., Poorzat, A.A., and Rasouli Pourshokoh, A. (2017), Study of the Benefits and Disadvantages of Outsourcing of HR Recruitment Process in Mobile Communication Company of Iran, Journal of Management of Governmental Organizations, (2) 5, 90-79.(in Persian)
  30. Nicoleta, I., & Eliza, A. (2013). The motivation process of human resources within an organization. Romanian Economic and Business Review, 7(4), 100.
  31. Ogbeibu, S., Senadjki, A., & Gaskin, J. (2018). The moderating effect of benevolence on the impact of organisational culture on employee creativity. Journal of Business Research, 90, 334-346.
  32. Olsen, T. G., Jackson, B. H., Feeser, T. A., Kent, M. N., Moad, J. C., Krishnamurthy, S., ... & Soans, R. E. (2018). Diagnostic performance of deep learning algorithms applied to three common diagnoses in dermatopathology. Journal of pathology informatics, 9.
  33. Raineri, A. (2017). Linking human resources practices with performance: the simultaneous mediation of collective affective commitment and human capital. The International Journal of Human Resource Management, 28(22), 3149-3178.
  34. Samari, N K. & Safarzadeh, H., (2017), the effect of employees' trust in managers of the organization on organizational silence (Case study: Headquarters of the National Iranian Petroleum Products Distribution Company), Journal of Human Resource Management in the Oil Industry, 9(34), 52-31. [in Persian]
  35. Subramony, M., Segers, J., Chadwick, C., & Shyamsunder, A. (2018). Leadership development practice bundles and organizational performance: The mediating role of human capital and social capital. Journal of business research, 83, 120-129.
  36. Turkeli, S. (2006). Software Engineering Employee Motivational Capital Model: SE-EMCM. In CSREA EEE (pp. 77-84).
  37. Umeozor, S. N. (2018). Motivation and Human Resources in Libraries. International Journal of Knowledge Content Development & Technology, 8(3), 29-40.
  38. Wang, Q., & Jap, S. (2017). Benevolent dictatorship and buyer-supplier exchange. Journal of Business Research, 78, 204-216.
  39. Yasar, N. N., Isik, M., & Calisir, F. (2015). Intellectual capital efficiency: the case of football clubs. Procedia-Social and Behavioral Sciences, 207, 354-362.
  40. Yousefi, H., Mashali, B. and Menati, H., (2017), A Study of the Possibility of Implementing the Coaching Model in Human Resource Training Based on the Foundation's Data Theory (Case Study of the State Tax Affairs Organization), Tax Research Journal, 34, 257-233. [in Persian]
  41. Zhang, X., Liu, S., & Chen, X. (2017). Social capital, motivations, and knowledge sharing intention in health Q&A communities. Management Decision.55(7), 1536-1557