تبیین نقش سرمایه‌های انسانی کارکنان مراکز آموزش‌ عالی درگرایش به نوآوری سازمانی آنان (مورد: دانشگاه بیرجند)

نوع مقاله : مقاله پژوهشی

نویسندگان

1 فوق دکتری مدیریت آموزش عالی، دانشیار دانشکده روانشناسی و علوم تربیتی دانشگاه تهران و عضو هیئت علمی سازمان مدیریت صنعتی، تهران

2 کارشناس ارشد مدیریت آموزشی دانشگاه تهران، تهران

3 کارشناس مدیریت آموزشی دانشگاه تهران، تهران

چکیده

این تحقیق با هدف تبیین نقش سرمایه‌های انسانی کارکنان دانشگاه بیرجند در گرایش به نوآوری سازمانی آنان و بر اساس مدل سرمایه‌های انسانی کرافورد و مدل گرایش به نوآوری سازمانی ترکیبی جمینزو جیمنز، پنیادز، پراجگو و سوهال انجام شده‌‌است. روش پژوهش توصیفی و همبستگی، و روش تحلیل از نوع مدل‌یابی معادلات ساختاری بوده‌است. جامعه آماری شامل کارکنان 7 دانشکده و کارکنان ستادی/ پشتیبانی دانشگاه به تعداد414 نفر بوده که با استفاده از فرمول نمونه‌گیری کوکران و روش نمونه‌گیری طبقه‌ای با اختصاص متناسب، حجم نمونه 162 نفر انتخاب شد. از پرسشنامه ‌سرمایه‌های انسانی با پایایی (94/0=α) و پرسشنامه گرایش به نوآوری سازمانی با پایایی(91/0=α) استفاده‌شد، که روایی محتوا و سازه آن‌ها نیز مورد بررسی و تایید قرارگرفت. داده‌ها براساس فرضیه‌های پژوهش و با استفاده از آزمون کولموگروف- اسمیرنوف، تی تک‌نمونه‌ای، مدل‌یابی معادلات ساختاری و رگرسیون گام‌به‌گام تحلیل شدند. نتایج تی‌تک نمونه‌ای نشان داد، میانگین سرمایه‌های انسانی و گرایش به نوآوری سازمانی کارکنان به طور معناداری پایین‌تر از میانگین مورد انتظار بوده‌است. بر اساس مدل‌یابی معادلات ساختاری، سرمایه‌های انسانی با ضریب مسیر (63/0=γ) بر نوآوری فرایندی و با ضریب مسیر (71/0=γ) بر گرایش به نوآوری سازمانی تاثیرگذار بوده ‌است اما بر نوآوری تولیدی و اداری آنان تاثیری نداشته ‌است. نتایج رگرسیون گام به گام نشان داد، دانش و تخصص به عنوان مولفه‌های سرمایه‌های انسانی، 38 درصد از گرایش به نوآوری سازمانی کارکنان را پیش‌بینی می‌نمایند.

کلیدواژه‌ها


عنوان مقاله [English]

Explanation Role of Employeesʼshuman Capital of higher Education Centersontheir Tendency Toorganizational innovation (Case:University of Birjand)

نویسندگان [English]

  • kh. a 1
  • e. m 2
  • k. kh 2
  • m. m 3
چکیده [English]

This study Explanation Role of employees, human capital on tendency to organizational innovation  at Birjand University. The research has been According to the Crawford human capital model and hybrid model of Tendency to organizational innovation Jiménez-Jiménez, Prajgow, and sohal. The research method was descriptive and correlational And analysis Method was structural equation modeling.The Statisticalpopulation was staff of 7faculty, and Headquarters / supporter staff at Birjand University As number 414 personsthat Using Cochran's sampling formula that Sample size was determined 162 employees by Stratified random sampling with proportional allocation. Human capital questionnaire with the reliability (α=94/0)and tendency to organizational innovation questionnaire with a reliability (α =91/0) was used to collect data that Content and construct validity were also reviewed and approved. researchdata were analyzedbased on research hypothesis and using Kolmogorov – Smirnov, one-sample t, stepwise regression analysis and structural equation modeling. one-sample tResultshowedAverage human capital and tendency to organizational innovation significantly lower than the expected mean. Based on structural equation modeling, human capital factor with pathway (γ=0/63) on innovation process and with pathway (γ=0/71) has affected on tendency to organizational innovation. Also, human capital have not been affected on Productive and administrative Innovation. Stepwise regression results indicated that knowledge and expertise as a component of human capital, Predict 38 per cent of tendency to organizational innovation.

کلیدواژه‌ها [English]

  • Human Capital
  • tendency to organizational innovation
  • productive Innovation
  • Process Innovation
  • Administrative Innovation
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