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بررسی و تبیین عوامل موثر بر بدگمانی به تغییر سازمانی در دانشگاه پیام نور استان مرکزی | ||
| مدیریت سازمان‌های دولتی | ||
| مقاله 5، دوره 2، شماره 3 (پیاپی 7)، تیر 1393، صفحه 89-100 اصل مقاله (692.91 K) | ||
| نوع مقاله: توصیفی | ||
| نویسنده | ||
| رضا نجاری* | ||
| استادیار گروه مدیریت دولتی دانشگاه پیام نور | ||
| چکیده | ||
| بدگمانی به تغییر سازمانی، به معنای نگاه بدبینانه نسبت به موفقیت آمیز بودن تلاشهای تغییر است که می تواند مانعی برای توفیق برنامه های تغییر باشد. تحقیق حاضر قصد دارد تا ضمن توجه به عوامل شخصیتی و محیطی، بدگمانی به تغییر سازمانی را در دانشگاه های پیام نور استان مرکزی بررسی کند. مهمترین عواملی که به عنوان محرک بدگمانی سازمانی شناسایی شدند عبارتند از شخصیت متخاصم، نقض قرارداد روانشناختی، عدالت سازمانی و مشارکت در تصمیم گیری. فرض بر این است که متغیر اول و دوم، دارای تأثیر مثبت بوده و دو متغیر دیگردارای تأثیر منفی بر روی پدیده بدگمانی به تغییر سازمانی هستند. یافته های مدل معادله ساختاری از 143 نفر کارمندان دانشگاه های پیام نور استان مرکزی نشان داد هر چهار متغیر تأثیر معناداری را بر پدیده بدگمانی به تغییر سازمانی داشته و رویهم رفته، می تواننند 61 درصد از واریانس بدگمانی به تغییر سازمانی را تبیین کنند. همچنین، یافته های تحقیق نشان داد که بیشترین تأثیر معنادار منفی به عدالت رویه ای، و بیشترین تأثیر معنادار مثبت به متغیر شخصیت بدگمان اختصاص دارد. | ||
| کلیدواژه‌ها | ||
| بدگمانی به تغییر سازمانی؛ محرکها؛ مدلسازی معادله ساختاری | ||
| عنوان مقاله [English] | ||
| Studying and explaining effective factors on cynicismabout Organizationalchange in PNU ofMarkazi province | ||
| نویسندگان [English] | ||
| Reza Najjari | ||
| چکیده [English] | ||
| Cynicism about organizational change is defined as pessimistic viewpointon successfulness of change efforts that can be a barrier to success of change plans. Present research aims to study cynicism about organizational change in PNU of Markazi province besides paying attention to environmental and personality traits factors. The serious important factors that are identified as cynicism incentive are hostile personality, violation of psychological contract, organizational justice and participation in decision making. It is supposed that the first and second variables have positive effect and other two variables have negative effect on the phenomenon of cynicism about organizational change. Results of structural equation model among 143 employees of PNU in Markazi province indicated that all four variables have significant impact on phenomenon of cynicism about organizational change and generally can explain 61 percent of variance of cynicism about organizational change. In addition, research finding showed that the most negative significant effect is allocated to procedural justice and the most positive significant | ||
| کلیدواژه‌ها [English] | ||
| cynicism about organizational change, incentives, SEM | ||
| مراجع | ||
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