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تأثیرمدیریتتنوع بر بهرهوری کارکنان ادارات تربیتبدنی دانشگاه پیامنور با تأکید بر نقش میانجی عدالتسازمانی | ||
مطالعات مدیریت رفتار سازمانی در ورزش | ||
مقاله 9، دوره 7، شماره 4 - شماره پیاپی 28، بهمن 1399، صفحه 129-142 اصل مقاله (558.57 K) | ||
نوع مقاله: مقاله پژوهشی | ||
شناسه دیجیتال (DOI): 10.30473/fmss.2021.54668.2185 | ||
نویسندگان | ||
منصوره ارزشمند1؛ مسعود نادریان جهرمی* 2؛ علی محمد صفانیا3؛ ابوالفضل فراهانی4 | ||
1دانشجوی دکترای مدیریت ورزشی، واحد علوم تحقیقات، دانشگاه آزاد اسلامی تهران، ایران | ||
2هیات علمی / دانشگاه اصفهان/ دانشکده علوم ورزشی | ||
3دانشیار مدیریت ورزشی/ دانشگاه آزاد اسلامی واحد علوم و تحقیقات تهران | ||
4استاد مدیریت ورزشی دانشگاه پیام نور | ||
چکیده | ||
تنوع روزافزون کارکنان در سازمانهای ورزشی، از نظر اجتماعی، فرهنگی و مهارتی باعث شده است تا تمرکز بر جنبههای بین فرهنگی و مدیریتتنوع کارکنان بیشتر مورد توجه قرار گیرد. لذا هدف این پژوهش تحلیل تأثیر مدیریت تنوع بر بهرهوری کارکنان تربیت بدنی دانشگاه پیام نور با نقش میانجی عدالتسازمانی بود. پژوهش حاضر از لحاظ هدف کاربردی، براساس گردآوری دادهها توصیفی- پیمایشی است. جامعه آماری شامل مدیران، معاونین، کارکنان و مربیان ادارات تربیتبدنی دانشگاه پیامنور کشور (264 نفر) بود و بااستفاده از فرمول کوکران 157 نفر به صورت تصادفی ساده انتخاب شدند. ابزار جمعآوری دادهها سه پرسشنامه استاندارد (فینک و همکاران، 2003 و نیهوف و همکاران، 1993 و بوری، 2015 ) بود. روایی و پایایی پرسشنامه با استفاده از شاخصهای مناسب تأیید شد. همچنین جهت تحلیل دادهها از مدلیابی معادلات ساختاری در PLS استفاده شد. نتایج یافتهها نشان داد مدیریتتنوع و عدالتسازمانی به صورت مثبت و معنیداری بر بهرهوری کارکنان تأثیر میگذارند و 40 درصد از واریانس بهرهوری را تبیین میکنند. همچنین اثر مستقیم، غیر مستقیم (با در نظرگرفتن عدالتسازمانی) و اثر کل و شمول واریانس (587/0) مدیریت تنوع بر بهرهوری کارکنان مثبت و معنیدار بود، لذا نقش میانجی عدالتسازمانی تأیید گردید. یعنی اینکه 587/0 از تأثیر مدیریتتنوع بر روی بهرهوری از طریق عدالتسازمانی انتقال داده میشود. | ||
کلیدواژهها | ||
بهرهوری کارکنان؛ عدالتسازمانی؛ مدیریت تنوع؛ ادارات تربیتبدنی؛ دانشگاه پیامنور | ||
عنوان مقاله [English] | ||
The effect of diversity management on the productivity of the staff of Payame Noor Physical Education Departments with emphasis on the mediating role of organizational justice | ||
نویسندگان [English] | ||
Mansourh Arzeshmand1؛ Masoud Naderian jahromi2؛ Mohammad Ali safania3؛ Abolfazl Farahani4 | ||
1PhD Student in Sports Management, Research Sciences Branch, Islamic Azad University, Tehran, Iran | ||
2staff at university of Isfahan | ||
3department of Azad university | ||
4Professor in Sport Manager of Payame Noor University | ||
چکیده [English] | ||
Increasing diversity of employees in sports organizations, in terms of social, cultural and skill has led to a focus on intercultural aspects and management of employee diversity, so the purpose of this study was to analyze the impact of diversity management on employee productivity with mediating of organizational justice. The present study was applied in terms of purpose and is descriptive-survey based on data collection. The statistical population included managers, deputies, staff and instructors of physical education departments of Payame Noor University (264 people) and the Using Cochran's formula, 157 people were selected by simple random sampling The data collection tool was a standard questionnaire. The validity and reliability of the questionnaire were confirmed using appropriate indicators. Structural equation modeling in PLS was also used to analyze the data. The results showed that diversity management and organizational justice have a positive and significant effect on employee productivity and explain 40% of the variance in productivity. Also, the direct, indirect (through organizational justice), total effect and variance inclusion (0. 587), diversity management on employee productivity were positive and significant, so the mediating role of organizational justice was confirmed. This means that 0. 587 of the impact of diversity management on productivity is transferred through organizational justice | ||
کلیدواژهها [English] | ||
Employee Productivity, Organizational Justice, Diversity Management | ||
مراجع | ||
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