ﺗﺄﺛﯿﺮ ﺷﺎﯾﺴﺘﻪ ﺳﺎﻻري ﺑﺮ ﻧﻮآوري ﺳﺎزﻣﺎﻧﯽ در ﭘﺮدﯾﺲ داﻧﺸﮕﺎه ﻫﺎي اﺳﺘﺎن اﻟﺒﺮز

The effect of meritocracy on organizational innovation in Alborz University Campus

اﻣﺮوزه ﻧﯿﺮوي اﻧﺴﺎﻧﯽ ﻣﺘﺨﺼﺺ و ﺷﺎﯾﺴﺘﻪ ﺑـﻪ وﯾـ ﮋه ﺑـﻪ دﻟ ﯿـ ﻞ اﻫﻤﯿـ ﺖ ﯾـ ﺎﻓﺘﻦ ﻋﺎﻣـﻞ ﻓﻨـﺎور ي، اﻧﻘـﻼب اﻃﻼﻋﺎﺗﯽ و ﺷﺘﺎب ﯾﺎﻓﺘﻦ ﺗﻐﯿﯿﺮات ﻣﺤﯿﻄﯽ، ﻧﻘﺶ ﭘﺮرﻧﮓ ﺗﺮي ﭘﯿﺪاﮐﺮده اﺳﺖ. ﻫﺪف اﯾـﻦ ﺗﺤﻘﯿـﻖ ﺑﺮرﺳـ ﯽ ﺗﺄﺛﯿﺮ ﺷﺎﯾﺴﺘﻪ ﺳﺎﻻري ﺑﺮ ﻧﻮآوري ﺳﺎزﻣﺎﻧﯽ در ﻣﺠﺘﻤـﻊ ﺗﺤﻘﯿﻘـﺎﺗﯽ ﺟﻬـﺎد داﻧﺸـﮕﺎﻫﯽ اﺳـﺖ . ﺟﺎﻣﻌـﻪ آﻣـﺎر ي ﺷﺎﻣﻞ 719 ﻧﻔﺮ از ﮐﺎرﮐﻨﺎن و ﮐﺎرﺷﻨﺎﺳﺎن ﻣﺠﺘﻤﻊ ﺷﻬﺪاي ﺟﻬﺎد داﻧﺸﮕﺎﻫﯽ اﻟﺒـﺮز ﺑـﻮد . ﻧﻤﻮﻧـﻪ ﻣﻮردﻣﻄﺎﻟﻌـﻪ 255 ﻧﻔﺮ از ﮐﺎرﮐﻨﺎن و ﮐﺎرﺷﻨﺎﺳﺎن ﻣﺠﺘﻤﻊ ﺷﻬﺪاي ﺟﻬﺎد داﻧﺸﮕﺎﻫﯽ اﻟﺒﺮز ﺑﺮ اﺳﺎس ﻧﻤﻮﻧـﻪ ﮔﯿـ ﺮي ﺗﺼـﺎدﻓ ﯽ ﺳﺎده ﮐﻪ در ﻣﻄﺎﻟﻌﻪ ﺷﺮﮐﺖ ﮐﺮدﻧﺪ. در ﺗﺤﻘﯿﻖ ﺣﺎﺿـﺮ از ﭘﺮﺳﺸـﻨﺎﻣﻪ اﺳـﺘﺎﻧﺪارد ﺷﺎﯾﺴـﺘ ﻪ ﺳـﺎﻻر ي ﻣﺼـﻠﺤ ﯽ )1391( و ﻫﻤﭽﻨﯿﻦ ﭘﺮﺳﺸﻨﺎﻣﻪ اﺳـﺘﺎﻧﺪارد ﻧـﻮآوري ﺳـﺎزﻣﺎﻧﯽ ﻫﻮاﻧـﮓ و ﻫﻤﮑـﺎران )2011( اﺳـﺘﻔﺎده ﺷـﺪ ﯾﺎﻓﺘﻪ ﻫﺎي ﮐﻤﯽ ﺣﺎﺻﻞ از آزﻣﻮن ﻓﺮﺿﯿﻪ ﭘﮋوﻫﺶ ﻧﺸﺎن داد ﮐﻪ ﺑﺎ ﺗﻮﺟﻪ ﺑﻪ ﺿﺮﯾﺐ ﻫﻤﺒﺴﺘﮕﯽ ﺑﯿﻦ دو ﻣﺘﻐﯿـﺮ ﺑﺎﻻ ﺑﺮاﺑﺮ ﺑﺎ 0/852، ﺿﺮﯾﺐ ﺗﻌﯿﯿﻦ ﺑﺮاﺑﺮ ﺑﺎ 0/725 و ﺿﺮﯾﺐ ﺗﻌﯿﯿﻦ ﺗﻌﺪﯾﻞ ﯾﺎﻓﺘﻪ ﺑﺮاﺑﺮ ﺑﺎ 0/718 ﺑﻪ دﺳـﺖ آﻣـﺪه ﮐﻪ ﺑﻨﺎﺑﺮاﯾﻦ 72/5 درﺻﺪ از ﺗﺒﯿﯿﻦ وارﯾﺎﻧﺲ ﻣﺮﺑﻮط ﺑﻪ ﻧﻮآوري ﺳﺎزﻣﺎﻧﯽ ﺑﻪ ﺗﻐﯿﯿﺮات ﺷﺎﯾﺴﺘﻪ ﺳﺎﻻري ﻣﺮﺑـﻮط ﯽ ﺷﻮد. رﻋﺎﯾﺖ ﺷﺎﯾﺴﺘﻪ ﺳﺎﻻري در اﻧﺘﺼﺎﺑﺎت و ﻣﺤﯿﻂ ﮐﺎري ﺳﺎﻟﻢ و ﻣﻨﺎﺳﺐ ﺟﻬﺖ ﭘـﺮورش ﺧ ﻼﻗﯿـﺖ در اداره ﺳﺎزﻣﺎن ﻫﺎ ﺗﻮﺻﯿﻪ ﻣﯽ ﺷﻮد

Today, skilled and qualified human resources have played a more prominent role, especially due to the importance of technology, the information revolution, and the acceleration of environmental change. The aim of this study is to investigate the effect of meritocracy on organizational innovation in Jihad Daneshgahi Research Complex. The statistical population included 719 employees and experts of Alborz University Jihad Martyrs Complex. The study sample was 255 employees and experts of Alborz University Jihad Martyrs' Complex participated in the study based on simple random sampling. In the present study, Moslehi's standard questionnaire of meritocracy (2012) as well as Huang et al.'s organizational innovation standard questionnaire were used(2011). The quantitative findings of the research hypothesis test showed that according to the correlation coefficient equal to 0.852 between the two above variables, the coefficient of determination was equal to 0.725 and the adjusted coefficient of determination was equal to 0.718, which therefore 72.5% of determination variance explains the relation of the variance of organizational innovation to changes in meritocracy. Observance of meritocracy in appointments and a correct and appropriate work environment is recommended to foster creativity in the management of organizations.