تاثیر منتورینگ بر جانشین پروری و یادگیری سازمانی با توجه به نقش میانجی توسعه حرفه ای کارکنان(مورد مطالعه: شرکت پتاس)
الموضوعات :
1 - استادیار،گروه علوم تربیتی، دانشکده روانشناسی و علوم تربیتی، دانشگاه پیام نور، تهران، ایران.
الکلمات المفتاحية: منتورینگ, توسعه حرفه ای کارکنان, یادگیری سازمانی, جانشین پروری, مجتمع پتاس,
ملخص المقالة :
امروزه سازمانها و به ویژه سازمانهای صنعتی، کلید موفقیت خود را در سرمایه گذاری در منابع انسانی میدانند و توسعه حرفه ای آنها را به عنوان یک راهبرد مهم موفقیت سازمان به حساب می آورند. به همین منظور مدیران از طریق برنامه ریزی برای یادگیریسازمانی زمینه جانشین پروری را از طریق منتورینگ فراهم می کنند. لذا هدف این پژوهش بررسی تاثیر منتورینگ بر جانشین پروری و یادگیری سازمانی با توجه به نقش میانجی توسعه حرفه ای کارکنان مجتمع پتاس است. پژوهش حاضر از نظر رویکرد جزو تحقیقات کمّی، از لحاظ هدف؛ کاربردی و از نظر نحوه گرداوری داده ها و روش انجام آن توصیفی از نوع همبستگی و بر حسب اجراء از نوع پيمایشي می باشد. جامعه آماری شامل کلیه کارکنان مجتمع پتاس(550 نفر) و حجم نمونه با روش تصادفي ساده (226 نفر) می باشد. ابزار پژوهش؛ پرسشنامه منتورینگ کاسترو و همکاران(1993)، پرسشنامه جانشین پروری تابلی و همکاران(1393)، پرسشنامه یادگیری سازمانی نیف (2001) و پرسشنامه توسعه حرفه ای کارکنان لانگ و همکاران (2015) است كه روایی آنها از طریق روایی صوری و محتوایی و پایایی توسط آلفای کرونباخ (منتورینگ، 84/0، جانشین پروری، 90/0، یادگیری سازمانی، 91/0، توسعه حرفه ای کارکنان،89/0) ارزیابی گردید. به‌منظور توصيفيافتهها از آمار توصیفی(جداول و نمودارهاي توزیع فراواني) و آمار استنباطی (مدل معادلات ساختاری با کاربرد نرم‌افزار Amos به منظور سنجش فرضیات تحقیق) استفاده شده است. نتایج نشان داد منتورینگ بر جانشین پروری(با ضریب 0.67)، توسعه حرفه ای کارکنان(با ضریب 0.63) و بر یادگیری سازمانی(با ضریب 0.52) تاثیر مثبت و معنادار داشته و همچنین؛ تاثیر توسعه حرفه ای کارکنان بر جانشین پروری (با ضریب 0.45) و بر یادگیری سازمانی( با ضریب 0.32) تایید شد. از سوی دیگر، اثر میانجی توسعه حرفه ای کارکنان در رابطه بین منتورینگ و جانشین پروری با ضریب 0.297 و در رابطه بین منتورینگ و یادگیری سازمانی با ضریب 0.279 تایید گردید.
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