تبیین تأثیر هویت سازمانی بر بهره وری نیروی انسانی با تاکید بر نقش میانجی آوای سازمانی (مورد مطالعه: کارکنان ادارۀ تربیت بدنی دانشگاه های آزاد اسلامی ایران)
محورهای موضوعی : مدیریت بازرگانی
قاسم الیاسی
1
(دانشجوی دکتری مدیریت ورزشی،گروه تربیت بدنی و علوم ورزشی،واحدعلوم و تحقیقات، دانشگاه آزاداسلامی، تهران، ایران)
علی محمد امیرتاش
2
(استادگروه تربیت بدنی و علوم ورزشی، واحد علوم و تحقیقات، دانشگاه آزاد اسلامی، تهران، ایران)
علی محمد صفانیا
3
(دانشیارگروه تربیت بدنی و علوم ورزشی،واحدعلوم و تحقیقات،دانشگاه آزاداسلامی،تهران،ایران)
کلید واژه: بهره وری نیروی انسانی, هویت سازمانی, آوای سازمانی,
چکیده مقاله :
نیروی انسانی، به عنوان با ارزش ترین سرمایۀ هر سازمانی محسوب می شود و اهمیت آن به عنوان مهم ترین عامل در زنجیرۀ عملیاتی هر سازمان، پیش از این به اثبات رسیده است. هدف این پژوهش بررسی روش تحقیق توصیفی و از نوع همبستگی می باشد و جامعۀ آماری را کارکنان ادارۀ تربیت بدنی دانشگاه های آزاد سراسر کشور در 1395 تشکیل داده اند(300 نفر). تمام جامعۀ آماری به روش کل شمار به عنوان نمونه ی آماری انتخاب شده اند. پس از اخذ اطلاعات و شماره تلفن های کارشناسان مناطق و کارکنان رسمی از معاونت ورزش سازمان مرکزی دانشگاه آزاد و ارسال پرسش نامه ها به تمامی افراد و پیگیری مداوم، تعداد 217 پرسش نامه عودت داده شد که بعد از بررسی آنها، 206 پرسش نامه جهت تجزیه و تحلیل انتخاب گردیده است. برای گردآوری داده ها از پرسش نامه های هویت سازمانی مایل و اسفورش (1992)، آوای سازمانی اسماعیل زاده (1392) و پرسش نامه بهره وری نیروی انسانی هرسی و گلداسمیت(1991) استفاده شده است. جهت تجزیه و تحلیل از ضریب همبستگی پیرسون، رگرسیون چندگانه و مدل سازی معادله ساختاری واریانس محور از نرم افزارSPSS 22 و SMART PLS استفاده گردیده. یافته های آزمون پیرسون نشان داد بین هویت سازمانی با آوای سازمانی(011/0=p) و بهره وری نیروی انسانی کارکنان (002/0=p) رابطۀ معناداری وجود داشت. بین آوای سازمانی وخرده مقیاس های آن با بهره وری نیروی انسانی رابطۀ معناداری وجود داشت(001/0=p). آوای سازمانی به عنوان میانجی در رابطۀ هویت سازمانی با بهره وری نیروی انسانی تأثیرگذار بود ( 012/0= p و 522/2=t).
Human resources, which are considered as the most valuable asset in any organization, have long been proven as the most significant factor in the organizational chain of command. Therefore, the purpose of the current descriptive and correlational study was to investigate the impact of organizational identity on human resource productivity with a focus on the mediating role of employee voice among the staff at physical education department Islamic azad universities. The participants in this study were all the research population who formed the staff physical education at Azad universities of Iran in 1395 (N=300). The research data were collected via administration of the Organizational Identity Questionnaire (Miles & Ashforth, 1992), the Organizational Voice Questionnaire (Esmaeilzadeh, 1392) and a revised version of Employee Productivity Questionnaire (ACHIEVE Model Hersey & Goldsmith, cited in Shahsavari, 1991). 217 of the questionnaires that had been sent out to the participants were out of which 206 were complete. The research data obtained from the 206 questionnaires were analyzed via the Pearson Correlation, Multiple Linear Regression and Variance-Based Structural Equation Modeling. The findings showed significant relationship among organizational identity, employee voice and employee productivity. A significant relationship was also found between employee voice and its subscales with employee productivity. Employee voice seems to mediate the relationship organizational identity can have with employee productivity.
Bae, K. S., Chuma, H., Kato, T., Kim, D. B., & Ohashi, I.(2011), High Performance Work Practices and Employee Voice: A Comparison of Japanese and Korean Workers. Industrial Relations: A Journal of Economy and Society, 50(1), 1-29.
Batra, S., & Sharma, S.(2016), Stronger May not be Better: Organizational Identity Strength and Performance of Indian SMEs. Asia Pacific Journal of Human Resources, 55(2), 234-254.
Bozorgniahoseini, F., & Enayati, T.(2013), The Relationship between Organizational Silences with Employee Performance. Ethics in Science and Technology, 4(30), 73-82, (In Persian).
Chen, A. S. Y., & Hou, Y. H.(2016), The Effects of Ethical Leadership, Voice Behavior and Climates for Innovation on Creativity: A Moderated Mediation Examination. The Leadership Quarterly, 27(1), 1-13.
Chan, S. (2013), Paternalistic Leadership and Employee Voice: Does Knowledge Sharing Matter? Human Relations, 1(1), 1-27.
Cheng, J. W., Lu, K. M., Chang, Y. Y., & Johnstone, S.(2013), Voice Behavior and Work Engagement: the Moderating Role of Supervisor‐Attributed Motives. Asia Pacific Journal of Human Resources, 51(1), 81-102.
Constantin, E. C., & Baias, C.C.(2015), Employee Voice.Key Factor in Internal Communication. Procedia-Social and Behavioral Sciences, 191, 975-978.
Cornelissen, J. P., Haslam, S. A., & Balmer, J.M.(2007), Social Identity, Organizational Identity and Corporate Identity: Towards an Integrated Understanding of Processes, Patternings and Products. British Journal of Management, 18(1), 1-16.
Davari, A., & Rezazadeh, A.(2013), Structural Equation Modeling with PLS. 26-37, (In Persian).
Ebrahimzadeh, F., & Gholami, A.(2016), Considering Effect of Organizational Identity and Commitment on Job Performance of Staff Of Guilan University of Medical Science Regarding Mediating Role of Organizational Citizenship Behavior. Journal of Current Research in Science, (2), 265-271.
Galavandi, H., & Moradi, Z.(2014), Analysis of the Relationship between Ethical Climate of the Organization, Organizational Identity and Organizational Silence. Ethics in Science and Technology, 2, 63-71, (In Persian).
GAO, L., Janssen, O., & Shi, K.(2011), Leader Trust and Employee Voice: The Moderating Role of Empowering Leader Behaviors. The Leadership Quarterly, 22(4), 787-798.
Gambarotto, F., & Cammozzo, A.(2010), Dreams of Silence: Employee Voice and Innovation in a Public Sector Community of Practice. Innovation, 12(2), 166-179.
Golzarsofyani, M., Azadedel, M. R, & Azadedel, M.(2013), The Mediating Role of Organizational Citizenship Behavior in Impact Commitment and Organizational Identity on Job Performance. International Conference on Management and Industrial Engineering, Iran, (In Persian).
Habibi. A. (2016), Spss Gide to Data Analysis. Tehran: Pars Modir Publication, (In Persian).
Javanmard, H., & Hasani, H.(2014), Determine the Structural Impacts of Employee Participation, Encouragement System and Organizational identity to Satisfaction, Trust and Productivity of Employees. International Conference on Management Economics and Agricultural Sciences, (In Persian).
Khosravi, M., Delafrooz, N., Shahroodi, K., & Rezaeeyosefi, B.(2014), Development of a Model for Measuring the Impact of Social Responsibility and Organizational Identity on the Brand Equity of the Company. Business Management, 3, 621-642, (In Persian).
Latifian, A., & Doaee, H.(2013), Draw a Conceptual Model of Employee Productivity Using a Structural Interpretative Modeling Approach. Public Management Research, 33, 20-33, (In Persian).
Li, A. N., Liao, H., Tangirala, S., & Firth, B. M. (2017), The Content of the Message Matters: The Differential Effects of Promotive and Prohibitive Team Voice on Team Productivity and Safety Performance Gains. The Journal of Applied Psychology, 102(8), 1259-1270.
Li, y., & Sun, J.M.(2015), Traditional Chinese Leadership and Employee Voice Bahavior: A Crosses- Level Examination. The Leadership Quarterly, 26(1), 172-189.
Liu, W., Zhu, R., & Yang, Y.(2010), I Warn You Because I Like You: Voice Behavior, Employee Identifications, and Transformational Leadership. The Leadership Quarterly, 21(1), 189-202.
Mahimani, M.(2012), The Effect of Organizational Silence on the Performance of Bank Employees. Master's Thesis, Guilan: Guilan University, (In Persian).
Mehrabian, F., Nasiripour, A., & Kesharz, S.(2011), Factors Affecting Human Resources Productivity in Guilan University of Medical Sciences Using Path Analysis. Journal of Medical Sciences of Zanzan, 19(75). 94-106, (In Persian).
Mohammadzadeh, Z., Rahmanseresht, H., & koshazadeh, A.(2013), The Effect of Cognitive and Affective Trust the Leader of the Organizational Identity: The Mediating Role of Trust in the Organization. New Approaches in Educational Administration, 3, 1-20, (In Persian).
Mousavi, M.(2014), The Relationship between the Dimensions of Organizational Identity with the Performance. Master's Thesis, Tehran: Islamic Azad University Central Tehran Branch, (In Persian).
Munir, S., Abbasi, A. S., & Hassan, S.S.(2016), Implications of Managerial Perception, Employee Voice and Organizational Commitment in Telecom Sector of Pakistan. Science International, 28(2).
Nasreesfahani, A., & Agababapour, D.(2012), The Relationship between Organizational Identity and Organizational Silence. Applied Sociology, 24(4), 139-162, (In Persian).
Nasreesfahani, A., Radmehr, R., Hatampour, F., & Hatampour, E.(2013), The Impact of Organizational Identity, Self-Concept and Organizational Values on Organizational Silence. Health System Research, 10(4), 830-838, (In Persian).
Ng, T. W., & Feldman, D.C.(2012), Employee Voice Behavior: A Meta‐Analytic Test of the Conservation of Resources Framework. Journal of Organizational Behavior, 33(2), 216-234.
Prokopenko, J.(1987), Productivity Management: A Practical Handbook. International Labor Organization.
Salaghejeh, S., & Ahmadzadeh, S.(2014), Investigating the Impact of Transformational Leadership Managers on the Attitudes of Teachers to the Mediating Organizational Identity. Research Transformation Management, 12, 72-90, (In Persian).
Shahsavari, A.A.(2013), The Relationship between Management Style and Human Resources Productivity. Master's Thesis, Mahabad: Islamic Azad University, (In Persian).
Zareie. H., Taheri, F., & Sayar, A.(2011), Organizational Silence: Concepts, Causes and Consequences. Management Sciences in Iran, 6(21), 77-104, (In Persian).
Zhang,Y,. Huai, M. Y., & Xie, Y.H.(2014), Paternalistic Leadership and Employee Voice inC: A Dual Process Model. The Leadership Quarterly, 26(1), 25-36.
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Bae, K. S., Chuma, H., Kato, T., Kim, D. B., & Ohashi, I.(2011), High Performance Work Practices and Employee Voice: A Comparison of Japanese and Korean Workers. Industrial Relations: A Journal of Economy and Society, 50(1), 1-29.
Batra, S., & Sharma, S.(2016), Stronger May not be Better: Organizational Identity Strength and Performance of Indian SMEs. Asia Pacific Journal of Human Resources, 55(2), 234-254.
Bozorgniahoseini, F., & Enayati, T.(2013), The Relationship between Organizational Silences with Employee Performance. Ethics in Science and Technology, 4(30), 73-82, (In Persian).
Chen, A. S. Y., & Hou, Y. H.(2016), The Effects of Ethical Leadership, Voice Behavior and Climates for Innovation on Creativity: A Moderated Mediation Examination. The Leadership Quarterly, 27(1), 1-13.
Chan, S. (2013), Paternalistic Leadership and Employee Voice: Does Knowledge Sharing Matter? Human Relations, 1(1), 1-27.
Cheng, J. W., Lu, K. M., Chang, Y. Y., & Johnstone, S.(2013), Voice Behavior and Work Engagement: the Moderating Role of Supervisor‐Attributed Motives. Asia Pacific Journal of Human Resources, 51(1), 81-102.
Constantin, E. C., & Baias, C.C.(2015), Employee Voice.Key Factor in Internal Communication. Procedia-Social and Behavioral Sciences, 191, 975-978.
Cornelissen, J. P., Haslam, S. A., & Balmer, J.M.(2007), Social Identity, Organizational Identity and Corporate Identity: Towards an Integrated Understanding of Processes, Patternings and Products. British Journal of Management, 18(1), 1-16.
Davari, A., & Rezazadeh, A.(2013), Structural Equation Modeling with PLS. 26-37, (In Persian).
Ebrahimzadeh, F., & Gholami, A.(2016), Considering Effect of Organizational Identity and Commitment on Job Performance of Staff Of Guilan University of Medical Science Regarding Mediating Role of Organizational Citizenship Behavior. Journal of Current Research in Science, (2), 265-271.
Galavandi, H., & Moradi, Z.(2014), Analysis of the Relationship between Ethical Climate of the Organization, Organizational Identity and Organizational Silence. Ethics in Science and Technology, 2, 63-71, (In Persian).
GAO, L., Janssen, O., & Shi, K.(2011), Leader Trust and Employee Voice: The Moderating Role of Empowering Leader Behaviors. The Leadership Quarterly, 22(4), 787-798.
Gambarotto, F., & Cammozzo, A.(2010), Dreams of Silence: Employee Voice and Innovation in a Public Sector Community of Practice. Innovation, 12(2), 166-179.
Golzarsofyani, M., Azadedel, M. R, & Azadedel, M.(2013), The Mediating Role of Organizational Citizenship Behavior in Impact Commitment and Organizational Identity on Job Performance. International Conference on Management and Industrial Engineering, Iran, (In Persian).
Habibi. A. (2016), Spss Gide to Data Analysis. Tehran: Pars Modir Publication, (In Persian).
Javanmard, H., & Hasani, H.(2014), Determine the Structural Impacts of Employee Participation, Encouragement System and Organizational identity to Satisfaction, Trust and Productivity of Employees. International Conference on Management Economics and Agricultural Sciences, (In Persian).
Khosravi, M., Delafrooz, N., Shahroodi, K., & Rezaeeyosefi, B.(2014), Development of a Model for Measuring the Impact of Social Responsibility and Organizational Identity on the Brand Equity of the Company. Business Management, 3, 621-642, (In Persian).
Latifian, A., & Doaee, H.(2013), Draw a Conceptual Model of Employee Productivity Using a Structural Interpretative Modeling Approach. Public Management Research, 33, 20-33, (In Persian).
Li, A. N., Liao, H., Tangirala, S., & Firth, B. M. (2017), The Content of the Message Matters: The Differential Effects of Promotive and Prohibitive Team Voice on Team Productivity and Safety Performance Gains. The Journal of Applied Psychology, 102(8), 1259-1270.
Li, y., & Sun, J.M.(2015), Traditional Chinese Leadership and Employee Voice Bahavior: A Crosses- Level Examination. The Leadership Quarterly, 26(1), 172-189.
Liu, W., Zhu, R., & Yang, Y.(2010), I Warn You Because I Like You: Voice Behavior, Employee Identifications, and Transformational Leadership. The Leadership Quarterly, 21(1), 189-202.
Mahimani, M.(2012), The Effect of Organizational Silence on the Performance of Bank Employees. Master's Thesis, Guilan: Guilan University, (In Persian).
Mehrabian, F., Nasiripour, A., & Kesharz, S.(2011), Factors Affecting Human Resources Productivity in Guilan University of Medical Sciences Using Path Analysis. Journal of Medical Sciences of Zanzan, 19(75). 94-106, (In Persian).
Mohammadzadeh, Z., Rahmanseresht, H., & koshazadeh, A.(2013), The Effect of Cognitive and Affective Trust the Leader of the Organizational Identity: The Mediating Role of Trust in the Organization. New Approaches in Educational Administration, 3, 1-20, (In Persian).
Mousavi, M.(2014), The Relationship between the Dimensions of Organizational Identity with the Performance. Master's Thesis, Tehran: Islamic Azad University Central Tehran Branch, (In Persian).
Munir, S., Abbasi, A. S., & Hassan, S.S.(2016), Implications of Managerial Perception, Employee Voice and Organizational Commitment in Telecom Sector of Pakistan. Science International, 28(2).
Nasreesfahani, A., & Agababapour, D.(2012), The Relationship between Organizational Identity and Organizational Silence. Applied Sociology, 24(4), 139-162, (In Persian).
Nasreesfahani, A., Radmehr, R., Hatampour, F., & Hatampour, E.(2013), The Impact of Organizational Identity, Self-Concept and Organizational Values on Organizational Silence. Health System Research, 10(4), 830-838, (In Persian).
Ng, T. W., & Feldman, D.C.(2012), Employee Voice Behavior: A Meta‐Analytic Test of the Conservation of Resources Framework. Journal of Organizational Behavior, 33(2), 216-234.
Prokopenko, J.(1987), Productivity Management: A Practical Handbook. International Labor Organization.
Salaghejeh, S., & Ahmadzadeh, S.(2014), Investigating the Impact of Transformational Leadership Managers on the Attitudes of Teachers to the Mediating Organizational Identity. Research Transformation Management, 12, 72-90, (In Persian).
Shahsavari, A.A.(2013), The Relationship between Management Style and Human Resources Productivity. Master's Thesis, Mahabad: Islamic Azad University, (In Persian).
Zareie. H., Taheri, F., & Sayar, A.(2011), Organizational Silence: Concepts, Causes and Consequences. Management Sciences in Iran, 6(21), 77-104, (In Persian).
Zhang,Y,. Huai, M. Y., & Xie, Y.H.(2014), Paternalistic Leadership and Employee Voice inC: A Dual Process Model. The Leadership Quarterly, 26(1), 25-36.
