پديدآورندگان :
Razavi Seyed Mohammad Hossein azim.salahi@shomal.ac.ir Associate Professor of Shomal University Amol , Taghipouryan Mohammad Javad azim.salahi@shomal.ac.ir Assistant professorof Islamic Azad University Chalous Branch , Salahi Kojour Azim azim.salahi@shomal.ac.ir PhD student Shomal University Amol,
چكيده فارسي :
The main objective of this study was to evaluate the effect of organizational climate at 7 pm on innovativeness in the process. This study is based on the purpose of application of the method of data collection survey. The population of the research staff of Youth and Sports offices are the province of the 150, according to Morgan table 108 questionnaires were distributed randomly between staff of 97 (return rate = 81,89%) were returned Data were collected through a questionnaire. In this study, the organizational climate assessment tool consists of 24 items in seven, supervision, solidarity, independence, encouragement, resources, challenges and openness to innovation is measured. 6 items to measure innovation was introduced. To develop a questionnaire from the questionnaire presented in the studies (Nistrom et al., 2002; Sydharta and Mahshkumar, 2006) was used. The reliability of the questionnaire, Cronbach s alpha coefficient was calculated for the components of organizational climate and innovation in the process sequence with alpha 0/79. And 0/78, approved reliability. Before compiling questionnaire content validity were examined. For this purpose, a group of experts consisting of two faculty members and three experts in the field who had a history of management, selected and filled in the questionnaire were provided. Experts and its localization expertise by applying adjustments, the final questionnaire was distributed Validity of conceptual models of each dimension of organizational climate and innovativeness in the process through path analysis and confirmatory factor analysis was performed using the software lisrel. Finally, hypotheses, using structural equation was tested and the results show that openness, challenges, resources and openness to innovation on innovativeness in the process in the offices of Youth and Sports Mazandaran Province transition is the most effective supervision and openness to innovation has a negative effect.
