ارائه الگوي اثربخش توانمندسازي روانشناختي كاركنان (مطالعه موردي: دانشگاه آزاد اسلامي واحد تبريز)

Providing an effective model of employee psychological empowerment (Case Study: Islamic Azad University of Tabriz Branch

ﯾﮑﯽ از ﻣﻬﻢ ﺗﺮﯾﻦ ﭼﺎﻟﺶ ﻫﺎي ﻣﺪﯾﺮان در ﺳﺎزﻣﺎن ﻫﺎ، اﺳﺘﻔﺎده ﮐﺎﻓﯽ از ﻣﻨﺎﺑﻊ ﻓﮑﺮي، ﺗﻮان ذﻫﻨﯽ و ﻇﺮﻓﯿﺖ ﻫﺎي ﺑﺎﻟﻘﻮه ﻣﻨﺎﺑﻊ اﻧﺴﺎﻧﯽ اﺳﺖ. از اﯾﻦ رو ﭘﮋوﻫﺶ ﺣﺎﺿﺮ ﺑﺎ ﻫﺪف اراﺋﻪ اﻟﮕﻮي اﺛﺮﺑﺨﺶ ﺗﻮاﻧﻤﻨﺪﺳﺎزي رواﻧﺸﻨﺎﺧﺘﯽ ﮐﺎرﮐﻨﺎن اﻧﺠﺎم ﮔﺮﻓﺖ. روش اﻧﺠﺎم ﺗﺤﻘﯿﻖ ﺗﻠﻔﯿﻘﯽ از روش ﮐﯿﻔﯽ-ﮐﻤﯽ ﺑﻮد. ﺟﺎﻣﻌﻪ آﻣﺎري از دو ﮔﺮوه ﺗﺸﮑﯿﻞ ﺷﺪه اﺳﺖ؛ ﮔﺮوه اول ﺷﺎﻣﻞ ﺧﺒﺮﮔﺎن ﺣﻮزه ﺗﻮاﻧﻤﻨﺪﺳﺎزي رواﻧﺸﻨﺎﺧﺘﯽ ﻣﻨﺎﺑﻊ اﻧﺴﺎﻧﯽ اﺳﺖ ﮐﻪ ﺗﻌﺪاد آن ﻫﺎ ﻧﺎﻣﻌﻠﻮم اﺳﺖ و در ﺳﻄﺢ ﮐﺸﻮر ﭘﺮاﮐﻨﺪه اﻧﺪ، 15 ﻧﻔﺮ از آن ﻫﺎ ﺑﻪ ﺻﻮرت ﻧﻤﻮﻧﻪ ﮔﯿﺮي ﻫﺪﻓﻤﻨﺪ ﮔﺰﯾﻨﺶ ﺷﺪﻧﺪ و در ﺑﺨﺶ ﺗﺪوﯾﻦ و ﻃﺮاﺣﯽ ﻣﺪل از ﻧﻈﺮ آن ﻫﺎ اﺳﺘﻔﺎده ﺷﺪ. ﮔﺮوه دوم ﺷﺎﻣﻞ ﺗﻤﺎﻣﯽ ﮐﺎرﮐﻨﺎن داﻧﺸﮕﺎه آزاد اﺳﻼﻣﯽ واﺣﺪ ﺗﺒﺮﯾﺰ )1100 ﻧﻔﺮ( ﻫﺴﺘﻨﺪ ﮐﻪ ﺑﺎ ﺗﻮﺟﻪ ﺑﻪ ﻓﺮﻣﻮل ﮐﻮﮐﺮان 285 ﻧﻔﺮ ﺑﻪ ﻋﻨﻮان ﻧﻤﻮﻧﻪ اﻧﺘﺨﺎب ﮔﺮدﯾﺪﻧﺪ. در زﻣﯿﻨﻪ ﺟﻤﻊ آوري داده ﻫﺎ از روش ﻣﺼﺎﺣﺒﻪ ﻋﻤﯿﻖ و در ﻓﺎز ﺑﺮازش ﻣﺪل، از ﭘﺮﺳﺸﻨﺎﻣﻪ ﺗﻮاﻧﻤﻨﺪﺳﺎزي رواﻧﺸﻨﺎﺧﺘﯽ ﮐﺎرﮐﻨﺎن ﮐﻪ رواﯾﯽ ﻣﺤﺘﻮاﯾﯽ و ﭘﺎﯾﺎﯾﯽ آن ﺑﻪ ﺗﺮﺗﯿﺐ 91/5 درﺻﺪ و 94/6 درﺻﺪ ﻣﺤﺎﺳﺒﻪ ﺷﺪه، اﺳﺘﻔﺎده ﮔﺮدﯾﺪ. ﺟﻬﺖ ﺗﺠﺰﯾﻪ و ﺗﺤﻠﯿﻞ داده ﻫﺎ از روش ﻫﺎي ﺗﺤﻠﯿﻞ ﻋﺎﻣﻠﯽ اﮐﺘﺸﺎﻓﯽ و ﺗﺄﯾﯿﺪي و از ﻧﺮم اﻓﺰارﻫﺎي SPSS وﯾﺮاﺳﺖ 21 و LI SREL وﯾﺮاﺳﺖ 8/8 اﺳﺘﻔﺎده ﺷﺪه اﺳﺖ. ﻧﺘﺎﯾﺞ ﺣﺎﮐﯽ از آن اﺳﺖ ﮐﻪ ﻗﺪرت راﺑﻄﻪ ﻣﯿﺎن ﻓﺮﻫﻨﮓ ﺳﺎزﻣﺎﻧﯽ )0/38(، ﺳﺎﺧﺘﺎر ﺳﺎزﻣﺎﻧﯽ )0/48(، ﻧﻈﺎم ﭘﺎﯾﺶ ﺳﺎزﻣﺎﻧﯽ )0/83(، ﻧﻈﺎم ﭘﺎداش ﺳﺎزﻣﺎﻧﯽ )0/56(، ﻧﻈﺎم ﻫﺎي ﻣﺪﯾﺮﯾﺘﯽ ﺳﺎزﻣﺎن )0/68( ﺑﺎ ﻣﺘﻐﯿﺮ ﺗﻮاﻧﻤﻨﺪﺳﺎزي رواﻧﺸﻨﺎﺧﺘﯽ ﻣﻮرد ﻗﺒﻮل اﺳﺖ. آﻣﺎره t آزﻣﻮن ﻧﯿﺰ ﺑﺰرﮔﺘﺮ از ﻣﻘﺪار ﺑﺤﺮاﻧﯽ t در ﺳﻄﺢ ﺧﻄﺎي 5% ﯾﻌﻨﯽ 1/96 ﺑﻮده و ﻧﺸﺎن داد ﻫﻤﺒﺴﺘﮕﯽ ﻣﺸﺎﻫﺪه ﺷﺪه ﻣﻌﻨﺎدار اﺳﺖ. ﺑﻨﺎﺑﺮاﯾﻦ ﺑﺎ اﻃﻤﯿﻨﺎن 95 درﺻﺪ ﻣﯽ ﺗﻮان ﮔﻔﺖ ﮐﻪ ﻫﺮ 5 ﻋﺎﻣﻞ در ﻃﺮاﺣﯽ اﻟﮕﻮي اﺛﺮﺑﺨﺶ ﺗﻮاﻧﻤﻨﺪﺳﺎزي رواﻧﺸﻨﺎﺧﺘﯽ ﮐﺎرﮐﻨﺎن در داﻧﺸﮕﺎه آزاد اﺳﻼﻣﯽ واﺣﺪ ﺗﺒﺮﯾﺰ ﺗﺄﺛﯿﺮ ﺑﺴﺰاﯾﯽ داﺷﺘﻨﺪ.

The research method is qualitative-quantitative.The statistical population consists of two groups; the first group consists of experts in the field of psychological empowerment of human resources whose number is unknown and scattered throughout the country; 15 of them were selected by purposeful sampling and were selected in the section. Modeling and design were used in their view.The second group consisted of all staff of Islamic Azad University of Tabriz (1100 people). According to Cochran formula 285 people were selected as sample. Data were collected through in-depth interview and in the fitting phase of the model, Employees' Psychological Empowerment Questionnaire, whose content validity and reliability were 91.5% and 94.6%, respectively.Exploratory and confirmatory factor analysis methods were used for data analysis. SPSS 21 and LISREL 8/8 were used. The results show that the relationship between organizational culture (0.38), organizational structure (0.48), organizational monitoring system (0.83), organizational reward system (0.56), and organizational management systems (68) The correlation with psychological empowerment was shown to be desirable.The t-test statistic was also larger than the critical value of t at 5% error level (1.96) and showed a significant correlation. Therefore, with 95% confidence, it can be said that all five factors had a significant impact on the design of an effective model of psychological empowerment of staff at Tabriz Islamic Azad University