نقش مديريت استعداد در عملكرد شغلي با ميانجي‌گري سرمايه اجتماعي

The Role of Talent Management in Job Performance Mediated by Social Capital

ﺪف ﭘﮋوﻫﺶ ﺑﺮرﺳﯽ ﻧﻘﺶ ﻣﺪﯾﺮﯾّﺖ اﺳﺘﻌﺪاد در ﻋﻤﻠﮑﺮد ﺷﻐﻠﯽ ﺑﺎ ﻣﯿﺎﻧﺠﯽﮔﺮي ﺳﺮﻣﺎﯾﻪ اﺟﺘﻤﺎﻋﯽ ﻣﯽﺑﺎﺷﺪ. ﺟﺎﻣﻌﻪ ﭘﮋوﻫﺶ ﮐﻠﯿّﻪ ﻣﻌﻠّﻤﺎن اﺑﺘﺪاﯾﯽ ﻧﺎﺣﯿﻪ 1 ﺷﯿﺮاز ﺑﻪ ﺗﻌﺪاد 3000 ﻧﻔﺮ، ﮐﻪ از اﯾﻦ ﺟﺎﻣﻌﻪ ﺑﺎ ر ﮔﯿﺮي ﺗﺼﺎدﻓﯽ ﺳﺎده و ﺑﺮ ﻣﺒﻨﺎي ﺟﺪول ﻣﻮرﮔﺎن ﻧﻤﻮﻧﻪ اي ﺑﻪ ﺣﺠﻢ 341 ﻧﻔﺮ اﻧﺘﺨﺎب ﺷﺪ. روش ﭘﮋوﻫﺶ ﻣﻄﺎﻟﻌﺎت ﻫﻤﺒﺴﺘﮕﯽ و ﻣﺪل ﯾﺎﺑﯽ ﻣﻌﺎدﻻت ﺳﺎﺧﺘﺎري اﺳﺖ. از ﭘﺮﺳﺸﻨﺎﻣﻪ ﻣﺪﯾﺮﯾﺖ اﺳﺘﻌﺪاد اوﻫﻠﯽ )2007(، ﭘﺮﺳﺸﻨﺎﻣﻪ ﺳﺮﻣﺎﯾﻪ اﺟﺘﻤﺎﻋﯽ ﻧﺎﻫﺎﭘﯿﺖ و ﮔﻮﺷﺎل )1998( و ﭘﺮﺳﺸﻨﺎﻣﻪ ﻋﻤﻠﮑﺮد ﺷﻐﻠﯽ ﭘﺎﺗﺮﺳﻮن)2005(، اﺳﺘﻔﺎده ﺷﺪ. ﺟﻬﺖ ﺗﻌﯿﯿﻦ ﭘﺎﯾﺎﯾﯽ و رواﯾﯽ اﺑﺰار، از ﺗﮑﻨﯿﮏﻫﺎي آﻟﻔﺎي ﮐﺮاﻧﺒﺎخ و ﺗﺤﻠﯿﻞ ﻋﺎﻣﻠﯽ ﺗﺎﺋﯿﺪي اﺳﺘﻔﺎده ﺷﺪ، ﺟﻬﺖ ﺗﺤﻠﯿﻞ داده ﻫﺎ از ﺗﮑﻨﯿﮏ ﻫﺎي ﺗﻮﺻﯿﻔﯽ و ﺗﺤﻠﯿﻞ ﻣﺴﯿﺮ ﺗﺄﯾﯿﺪي ﺑﺎ اﺳﺘﻔﺎده از ﻧﺮم اﻓﺰار lisrel اﺳﺘﻔﺎده ﺷﺪ. ﻧﺘﺎﯾﺞ ﻧﺸﺎن داد ﮐﻪ: ﻣﺘﻐﯿّﺮ ﻣﺪﯾﺮﯾّﺖ اﺳﺘﻌﺪاد داراي اﺛﺮ ﻣﺴﺘﻘﯿﻢ ﻣﺜﺒﺖ )0/36(، اﺛﺮﻏﯿﺮ - ﻣﯽ0/05( و ﻣﻌﻨﺎدار ﺑﺮ ﻣﺘﻐﯿّﺮ ﻋﻤﻠﮑﺮد ﺷﻐﻠﯽ در ﺳﻄﺢ 0/517( و اﺛﺮ ﮐﻞ ﻣﺜﺒﺖ )0/157ﺴﺘﻘﯿﻢ ﻣﺜﺒﺖ ) ﺑﺎﺷﺪ. ﻣﺘﻐﯿّﺮ ﺳﺮﻣﺎﯾﻪ اﺟﺘﻤﺎﻋﯽ داراي اﺛﺮ ﻣﺴﺘﻘﯿﻢ ﻣﺜﺒﺖ )0/21( و ﻣﻌﻨﺎدار ﺑﺮ ﻣﺘﻐﯿّﺮ ﻋﻤﻠﮑﺮد ﺷﻐﻠﯽ در ﺳﻄﺢ 0/05 ﻣﯽﺑﺎﺷﺪ. ﻣﺘﻐﯿّﺮ ﻣﺪﯾﺮﯾﺖ اﺳﺘﻌﺪاد ﺑﺎ ﺿﺮﯾﺐ ﻣﺴﯿﺮ ﻏﯿﺮ ﻣﺴﺘﻘﯿﻢ ﺑﻮاﺳﻄﻪ ﺳﺮﻣﺎﯾﻪ اﺟﺘﻤﺎﻋﯽ )0/157( و ﻣﻘﺪار ﺗﯽ )4/63( داراي اﺛﺮ ﻏﯿﺮﻣﺴﺘﻘﯿﻢ، ﻣﺜﺒﺖ و ﻣﻌﻨﺎدار ﺑﺮ ﻣﺘﻐﯿّﺮ ﻋﻤﻠﮑﺮد ﺷﻐﻠﯽ در ﺳﻄﺢ 0/05 ﻣﯽﺑﺎﺷﺪ.

The purpose of this study was to investigate the role of talent management in job performance mediated by social capital. The research population was all 3000 elementary teachers of Shiraz District 1 who were selected by simple random sampling method based on Morgan table with a sample size of 341. The research method is correlation studies and in particular structural equation modeling. The Early Talent Management Questionnaire (2007), the Nahapit & Goshal Social Capital Questionnaire (1998) and the Paterson Job Performance Questionnaire (2005) were used. Cronbach's alpha and confirmatory factor analysis were used to determine the reliability and validity of the tool. The results showed that: talent management had positive direct effect (0.36), indirect positive effect (0.157) and positive total effect (0.517) and significant effect on job performance variable at 0.05 level. The social capital variable has a positive direct effect (0.21) and significant on the job performance variable at the 0.05 level. Talent management variable with indirect path coefficient through social capital (0.157) and t value (4.63) have indirect, positive and significant effect on job performance variable at 0.05 level.