چکیده

با توجه به تحولات گسترده و چندجانبه و نقش آن در عرصه رقابت های سازمانی، نقش کارکنان از نظر درگیری شغلی و ارتقای فضیلت سازمانی برای پیشبرد اهداف ضرورت دارد که این مهم با سبک های جدید مدیریتی ازجمله مدیریت کوانتومی دست یافتنی است. هدف پژوهش حاضر بررسی نقش واسطه ای فضیلت سازمانی در رابطه مدیریت کوانتومی و درگیری شغلی کارکنان آموزش و پرورش است. در این مطالعه توصیفی از نوع همبستگی، 250 نفر از کارکنان آموزش و پرورش ادارات شهرستان های استان خراسان جنوبی در سال 1399ش به روش نمونه گیری تصادفی طبقه ای نسبی انتخاب شدند. ابزار گردآوری داده ها پرسشنامه های استاندارد مدیریت کوانتومی، درگیری شغلی و فضیلت سازمانی بود که روایی تأیید و پایایی آن ها با استفاده از ضریب آلفای کرونباخ مورد تأیید قرار گرفت. داده ها با استفاده از نرم افزارهای آماریSPSS  و AMOS و آزمون های t تک نمونه ای، همبستگی پیرسون، رگرسیون چندگانه هم زمان و مدل یابی معادلات ساختاری تجزیه و تحلیل شد. نتایج نشان داد که میانگین نمره مدیریت کوانتومی و فضیلت سازمانی در کل و مؤلفه های آن در کارکنان آموزش و پرورش به طور معناداری بیشتر از میانگین نمره نظری (3) است؛ ولی میانگین نمره درگیری شغلی در کارکنان آموزش و پرورش به طور معناداری کمتر از میانگین نمره نظری (3) است (001/0p<). همچنین مؤلفه های تفکر و اعتماد کوانتومی نقش منفی و معنادار و مؤلفه احساس کوانتومی نقش مثبت و معناداری بر درگیری شغلی دارد. مدیریت کوانتومی به طور مستقیم بر درگیری شغلی نقش معناداری ندارد؛ ولی مدیریت کوانتومی به طور غیرمستقیم و از طریق متغیر میانجی فضیلت سازمانی بر درگیری شغلی نقش معناداری داشت و مدل، از برازش لازم برخوردار بود. با توجه به یافته ها به مدیران سازمان ها به ویژه سازمان های آموزشی توصیه می شود تلاش های خود را جهت کاربرد مدیریت کوانتومی در سازمانشان به کار گیرند تا از این طریق، درگیری شغلی و فضیلت سازمانی کارکنان بالا رود.

متن

The Influence of Organizational Virtue on Quantum Management and Employee Job Engagement: A Case Study in South Khorasan’s Educational Sector

IntroductionThroughout history, people have sought ways to enhance their lives and find joy through various mechanisms. This pursuit has increasingly highlighted the importance of work participation, drawing the attention of numerous scientists. Consequently, the concept of work engagement has gained prominence in organizational behavior research (Shoul & Sedaghat, ۲۰۱۶). Work engagement is defined as the extent to which individuals are psychologically connected to their current job (Mudrack, ۲۰۰۴). Those who are highly involved in their jobs seldom contemplate leaving and are likely to remain with their organization for the long term (Brown, ۱۹۹۶). Studies indicate a global decline in employee engagement, with less than ۳۰% of employees being actively engaged, which is considered low. This disengagement results in substantial financial losses for countries’ economies each year. Therefore, it is crucial to focus on comprehensive and diverse developments and their impact on organizational competitiveness, as well as the role of employees in job involvement and the promotion of organizational virtues to achieve objectives. This is particularly significant given the emergence of new management styles, such as quantum management. In today’s world, the need for employee occupational involvement in organizations has never been greater, and management practices within organizations have garnered increased attention from management scholars and practitioners (Hashmi & Pouraminzad, ۲۰۱۹).Management scholars assert that ۲۱st-century managers must adopt innovative management strategies to foster employee engagement, thereby reducing thoughts of resignation and potentially boosting productivity and efficiency (Mezginezhad, Ayati & Pourshafei, ۲۰۱۷). Quantum management is one such strategy (Mirsafian, ۲۰۱۵). In modern organizations, ethical considerations, particularly organizational virtue, have gained prominence due to various advancements. While organizations rapidly evolve in competitive terms, virtues and virtue-centric topics have received scant attention. Bird and Water (۱۹۸۹) observed that organizational discourse often lacks a moral dimension (Moshabakiesfahani & Rezaie, ۲۰۱۳). Hence, employing organizational virtue can elucidate ethics within organizations. Virtues-encompassing habits, desires, and actions—are conducive to individual and societal well-being. They are endorsed and cultivated at both personal and communal levels, ensuring their propagation and sustainability (Zemaheni et al., ۲۰۱۳). The findings of this research could serve as a roadmap for educational organization managers to enhance employee job involvement through contemporary management practices. This paper answers this question:What impact does organizational virtue have on quantum management and occupational conflict in South Khorasan province?MethodsThis study employs a descriptive, correlational design and is both applied and quantitative in nature. The research population comprises all education and training employees in South Khorasan province, totaling ۷۵۰ individuals in ۲۰۱۹, as per the official education report. Stratified random sampling was utilized for data collection. South Khorasan Province was segmented into several strata, including the General Administration of South Khorasan Province, Birjand, Boshruyeh, Zirkouh, Darmian, Khoosf, Mehdim, Sarayan, Sarbisheh, Tabas, Ferdows, Qaen and Nehbandan. From each department, a proportional number of employees were selected: ۵۰, ۳۳, ۳۳, ۱۱, ۱۴, ۱۲, ۱۳, ۱۲, ۱۵, ۱۵, ۲۴, and ۱۸, totaling ۲۵۰ participants. This sample size was determined based on Krejcie and Morgan’s sample size, given the target population of ۷۵۰. The distribution of administrative employees across the departments in South Khorasan province is detailed in Table ۱.Table ۱. The number of education administrative staff per city Sample Number of Employees City ۵۰ ۱۵۷ General Administration ۳۳ ۱۰۰ Boshruyeh ۳۳ ۱۰۰ Birjand ۱۱ ۳۱ Khoosf ۱۴ ۴۲ Darmian ۱۲ ۳۷ Zirkouh ۱۳ ۳۹ Sarayan ۱۲ ۳۶ Sarbisheh ۱۵ ۴۵ Tabas ۱۵ ۴۵ Ferdows ۲۴ ۷۰ Qaen ۱۸ ۵۴ Nehbandan ۲۵۰ ۷۵۰ Total The instruments used for data collection were standardized questionnaires on quantum management, job involvement, and organizational virtue. The validity and reliability of these questionnaires were confirmed through the Cronbach’s alpha coefficient. Data analysis was conducted using SPSS and AMOS statistical software. The analytical methods employed included single-sample t-tests, Pearson correlation, simultaneous multiple regression, and structural equation modeling. Findings and ConclusionThe study’s findings reveal that the overall average scores for quantum management and organizational virtue, along with their respective components among educational staff, are significantly above the theoretical mean score of ۳. However, the average score for job involvement among educational workers is notably below the theoretical mean (p < ۰.۰۰۱). Additionally, the elements of quantum thinking and trust negatively impact job involvement, whereas quantum feeling positively influences it. While quantum management does not exert a direct significant effect on job involvement, it does have a substantial indirect impact through the intermediary of organizational virtue, contributing to job involvement. Furthermore, the model demonstrated adequate fit.

تبلیغات