این سایت در حال حاضر پشتیبانی نمی شود و امکان دارد داده های نشریات بروز نباشند
جامعه شناسی کاربردی، جلد ۲۹، شماره ۴، صفحات ۳۹-۵۸
عنوان فارسی بررسی رابطۀ سرمایۀ اجتماعی و سلامت سازمانی با میانجی‌گری عزت‌نفس سازمانی
چکیده فارسی مقاله پژوهش حاضر با هدف بررسی رابطۀ بین سرمایۀ اجتماعی با سلامت سازمانی با میانجی‌گری عزت‌نفس سازمانی انجام شده است. روش پژوهش، توصیفی از نوع همبستگی است و جامعۀ آماری آن شامل همۀ کارکنان اداری ادارات آموزش‌وپرورش شهرستان ارومیه به تعداد 380 نفر است که 200 نفر با روش نمونه‌گیری تصادفی ساده انتخاب شدند. برای گردآوری داده‌های پژوهش از سه پرسش‌نامۀ استاندارد سرمایۀ اجتماعی (Nahapiet & Ghoshal, 1998)، عزت‌نفس سازمانی (Pierce et al., 1989) و سلامت سازمانی (Hoy & Feldman, 1996) استفاده شد. برای بررسی روایی پرسش‌نامه‌ها از روش تحلیل عاملی تأییدی استفاده شد و پایایی آنها با استفاده از آلفای کرونباخ محاسبه شد که به‌ترتیب 76/0، 92/0، و 91/0 بود. نتایج به‌دست‌آمده از اجرای الگو‌های تحلیل مسیر خروجی نرم‌افزار، نشان‌دهندۀ مناسب‌بودن برازش الگوی معادلات ساختاری است. نتایج آزمون فرضیه‌ها به روش الگوسازی معادلات ساختاری نشان دادند بین سرمایۀ اجتماعی با عزت‌نفس سازمانی و سلامت سازمانی، روابط معناداری وجود دارد. درکل نتایج نشان‌دهندۀ وجود رابطۀ معنادار بین عزت‌نفس سازمانی و سلامت سازمانی است؛ همچنین نتایج تحلیل آماری نشان دادند اثر غیرمستقیم سرمایۀ اجتماعی بر سلامت سازمانی با میانجی‌گری عزت‌نفس سازمانی کارکنان، 21/0 است که در سطح 001/0 مثبت و معنی‌دار است؛ بنابراین عزت‌نفس سازمانی در روابط بین سرمایۀ اجتماعی و سلامت سازمانی نقش میانجی را دارد.
کلیدواژه‌های فارسی مقاله سرمایۀ اجتماعی، عزت‌نفس سازمانی، سلامت سازمانی،
عنوان انگلیسی A Study of the Relationship Between Social Capital and Organizational Health by the Mediating Role of Organizational Self-Esteem
چکیده انگلیسی مقاله  Introduction Considering the role that education plays in the economic, social, and especially cultural development, and is the foundation of any development, this organization has been studied. An organization is composed of people who work together to achieve the goals of the organization. Therefore, organizational self-esteem as an important factor of mental health and employee's adaptation is important, which can enhance the impact of social capital as links and connections among members of the organizational network on organizational health that leads to continuity and survival of the organization in their environment and achievement of human goals and purposes. By providing information from this research, the path to further research on the role of social capital on self-esteem and organizational health in organizations will be facilitated and smoothed. It is also possible to take an effective step by mediating the role of self-esteem among social capital and organizational health in order to realize employee productivity and effectiveness of the organization. Materials and methods The method of this research is correlation and is based on structural equation modeling. The statistical population of this research includes all administrative staff of the Department of Education of Urmia, which according to the staffing of education personnel, the number of these employees are 380 people. By using a simple random sampling method, 200 people were selected as sample. The Morgan table has been used to determine the sample size according to the size of the statistical population. The required data in this study is obtained by using of three standard questionnaires: social capital based on the model of Nahapiet and Ghoshal (1998), organizational self-esteem based on the Piers and Gardner's model (1989), and organizational health based on the Hui and Fieldsman's model (1996). To analyze the data SPSS software version 20 was used. Descriptive indicators and their correlation matrix were calculated, and then Structural Equation Modeling Method was used to study the causal relationships between variables. Discussion of Results & Conclusions The results of statistical analysis showed that the direct effect of social capital on organizational health is 0.45, which is positive and significant at the level of 0.001. According to this finding, the first hypothesis of research is supported and it can be said that there is a positive relationship between social capital and organizational health of the staff. Therefore, through mutual trust, mutual social interaction, and social groups with a sense of collective and group identity, it leads to competence, achievement, progress, ability, adequacy, reliability, independence and freedom of employees in the organization. The results of statistical analysis showed that direct effect of organizational self-esteem on organizational health of employees is 0.58, which is positive and significant at 0/001. According to this finding, the second hypothesis of the research is supported and it can be said that there is a positive relationship between organizational self-esteem and organizational health of the staff. The results of statistical analysis showed that the direct effect of social capital on organizational self-esteem is 0.37, which is positive and significant at 0/001. According to this finding, the third hypothesis of research is supported and it can be said that there is a positive relationship between social capital and organizational self-esteem of the employees. The results of statistical analysis showed that the indirect effect of social capital on organizational health of employees is mediated by organizational self-esteem of employees 0.21, which is positive and significant at the level of 0.001. According to this finding, the fourth hypothesis of research is supported and it can be said that organizational self-esteem plays a mediator role in the relations between social capital and organizational health. Finally, it can be concluded that the existence of social capital among members of the organization will lead to self-esteem and self-confidence in each individual organization, which will result in an increase on organizational self-esteem. Organizational self-esteem will motivate, advance and challenge the work. The existence of social capital in the organization also leads to organizational health. Extensive communication, the existence of cultural commonalities, as well as mutual trust and cooperation, is considered an important factor for the health of the organization. as a result of these discussions, the organization continues to grow in a changing environment.
کلیدواژه‌های انگلیسی مقاله
نویسندگان مقاله بهناز مهاجران |
استادیار، گروه علوم تربیتی، دانشگاه ارومیه، ایران

علیرضا قلعه ای |
دانشیار، گروه علوم‌تربیتی، دانشگاه ارومیه، ایران

فرشید اشرفی سلیم کندی |
دانشجوی دکتری مدیریت آموزشی، دانشگاه ارومیه، ایران

زین العابدین درویشی |
دانشجوی دکتری مدیریت آموزشی، دانشگاه ارومیه، ایران

نشانی اینترنتی http://jas.ui.ac.ir/article_22744_10fddbba013ce983aa60e99374b3a20c.pdf
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