چكيده فارسي :
پژوهش حاضر بررسي رابطه بين مديريت دانش و خالقيت سازماني با يادگيري سازماني كاركنان) مطالعه موردي :بيمه سامان تهران( مي باشد . جامعه آماري آن را، كليه كاركنان شركت بيمه سامان تهران )سال1396) باتعداد 360 نفردربرمي گيرد ، حجم نمونه بر اساس جدول كرجسي و مورگان تعداد 186نفر به روش نمونه گيري تصادفي- طبقه اي بر حسب جنسيت انجام شد . جهت جمع آوري دادهها از پرسشنامه استاندارد 25سوالي مديريت دانش الوسون، پرسشنامه استاندارد 60سوالي خالقيت سازماني عابدي و پرسشنامه استاندارد 20سوالي يادگيري سازماني پيتر سنگه استفاده گرديد. روايي صوري و محتوايي ابزارها به تاييد استاد راهنما رسيد و پايايي آن با استفاده از ضريب آلفاي كرونباخ براي مديريت دانش 85/0 ، خالقيت سازماني 97/0 و يادگيري سازماني 86/0 بدست آمده كه از لحاظ آماري معنادار و مورد تاييد مي باشد. جهت تجزيهوتحليل دادهها از آمار توصيفي) نمودار، فراواني، درصد فراواني(،آمار استنباطي ) آزمونT تك نمونه اي و آزمون كولموگروف اسميرنف،ماتريس همبستگي و آزمون رگرسيون( استفاده شد. نتايج پژوهش نشان داد كه بين مديريت دانش و خالقيت سازماني با يادگيري سازماني كاركنان رابطه معناداري وجود دارد . همچنين ميزان مديريت دانش ،خالقيت سازماني و يادگيري سازماني كاركنان بيشتر از ميانگين نظري است و بين مولفه هاي مديريت دانش)دانش افريني ،جذب دانش،سازماندهي دانش ،ذخيره دانش،انتشار دانش ، كاربرد دانش ( و يادگيري سازماني كاركنان رابطه معناداري وجود داشت.بين مولفه هاي خالقيت سازماني )سيالي، بسط،ابتكار،انعطاف پذيري( و يادگيري سازماني كاركنان رابطه معناداري وجود داشت. و همچنين مولفه انتشار دانش 23/0 ، جذب دانش 11/0به ترتيب بيشترين و كمترين سهم را در پيش بيني يادگيري سازماني كاركنان داشتند و مولفه خالقيت سازماني ابتكار 60/0 ، خالقيت انعطاف پذيري 36/0به ترتيب بيشترين و كمترين سهم را در پيش بيني يادگيري سازماني كاركنان داشتند
چكيده لاتين :
The purpose of this study was to investigate the relationship between knowledge management and organizational creativity with employee organizational learning (Case Study: Saman Insurance Tehran). The method of this descriptive study was correlation. The statistical population of this study was all employees of Saman Tehran Insurance Company in 1396 (360 people) and sample size based on Morjgan and Krejcie s tables. 186 people were selected by stratified random sampling according to gender. To collect data, the standard questionnaire was 25 questions of Knowledge management, Law Firm, 60 questionnaires, 60 questionnaires, and 20 questions of organizational learning questionnaire of Peter Senge were used. The face and content validity of the tools was confirmed by the supervisor and its reliability was obtained using Cronbach s alpha coefficient for knowledge management 0.85, organizational creativity 0.97 and organizational learning 0.86 which is statistically significant and validated. Data were analyzed by descriptive statistics (charts, abundance, percentage of frequency), inferential statistics (one-sample T-test and Kolmogorov-Smirnov test, correlation matrix and regression test). The results of this research showed that there was a significant relationship between knowledge management and organizational creativity with employee organizational learning. Also, knowledge management, organizational creativity and organizational learning of employees were more than theoretical average and there was a significant relationship between knowledge management components (knowledge, knowledge absorption, knowledge organization, knowledge storage, knowledge dissemination, knowledge use) and organizational learning. There was a significant relationship between the components of organizational creativity (fluidity, expansion, initiative, flexibility) and organizational learning. Also, the component of knowledge dissemination was 0.23, knowledge absorption of 0.19 had the highest and the least contribution in predicting organizational learning of employees, and the organizational creativity component of the initiative was 0.66, flexibility creativity was 0.36, respectively, with the highest and lowest contribution in advance There were employees organizational learning nurses
