رابطه بين قابليت يادگيري سازماني و چابكي سازماني ادارات ورزش و جوانان با نقش تعديلگري وضعيت استخدامي

The relationship between organizational learning capability on organizational agility of Sport and Youth offices with the role of moderator employment status

هدف اصلي پژوهش حاضر، بررسي رابطه بين قابليت يادگيري سازماني و چابكي سازماني ادارات ورزش و جوانان استان تهران و همچنين بررسي نقش تعديلگري وضعيت استخدامي بر روي رابطه بين قابليت يادگيري و چابكي سازماني اين ادارات است. تعداد 260 نفر از كاركنان اين ادارات به صورت خوشه اي تصادفي و بر اساس جدول كرجسي و مورگان از جامعه حدود 800 نفري در اين تحقيق حاضر شدند كه به پرسشنامه هاي چابكي سازماني اسپاتزر (2007) و قابليت يادگيري سازماني چيوا و همكاران (2007) پاسخ دادند. روايي صوري و محتوايي پرسشنامه ها توسط 15 نفر از اساتيد و محققان مديريت ورزشي تاييد و پايايي پرسشنامه هاي چابكي سازماني و قابليت يادگيري سازماني از طريق ضريب آلفاي كرونباخ به ترتيب 0/96 و 0/89 به دست آمد. روش تحقيق از نوع همبستگي و تحليلي بود و از نرم افزارهاي Amos 23 و SPSS 24 استفاده گرديد و نتايج نشان داد كه ارتباط مثبت و معناداري بين قابليت يادگيري سازماني و چابكي سازماني دارد و نقش تعديلگري وضعيت استخدامي نيز مورد تاييد قرار گرفت.

The main objective of the present study is the investigation relationship between organizational learning capability and organizational agility as well as the role of moderator of employment status on the relationship between organizational learning capability and organizational agility. 260 people from this office were randomly selected from 800 staff by Cluster sampling based on Kerjesi and Morgan’s table and they answered the Spitzer’s organizational agility (2007) and organizational learnability questionnaire of Chiva et al (2007). Content and 2 Validity of this questionnaire was approved by 15 Sport Management Experts. reliability of organizational agility and organizational learning capability questionnaires were calculated by Alpha’s Chronbach coefficient 0.96 and 0.89 respectively.. Correlational and analytic research method was used in this study. SPSS 24 and Amos 23 softwares were used for analyzing data. Results showed that there is positive and significant relationship between organizational learning capability and organizational agility and role of moderator of employment status was approved