مدل‌سازی غنی‌سازی و ارتقای آرزوهای شغلی کارکنان دانشگاه‌ها و مراکز آموزش عالی

نوع مقاله : مقاله پژوهشی

نویسندگان

1 دانشجوی دکتری مدیریت آموزشی، واحد مرند، دانشگاه آزاد اسلامی، مرند، ایران

2 استاد گروه مدیریت ، دانشگاه محقق اردبیلی، اردبیل، ایران

3 استاد گروه مدیریت دولتی، واحد خوی، دانشگاه آزاد اسلامی، خوی، ایران

10.22055/qjsd.2024.40855.2673

چکیده

هدف این پژوهش، ارائه مدلی برای غنی‌سازی و ارتقای آرزوهای شغلی کارکنان دانشگاه‌ها و مراکز آموزش عالی می‌باشد. روش این پژوهش توصیفی از نوع پیمایشی و جامعه آماری این پژوهش کلیه کارکنان دانشگاه‌ها و مراکز آموزش عالی شهر تبریز که 400 نفر بودند و بر اساس جدول کرجسی و مورگان از این تعداد 196 نفر به روش نمونه‌گیری تصادفی ـ ساده به‌عنوان نمونه انتخاب شدند. جهت جمع‌آوری داده‌ها از پرسشنامه استاندارد 18سؤالی غنی‌سازی شغلی ریف و تاینل (1973)، پرسشنامه استاندارد 25 سؤالی آرزوهای شغلی دنزیگر و همکاران (2008)، استفاده شد. روایی صوری ابزارها به تأیید اساتید راهنما و مشاور رسید و پایایی آن با استفاده از ضریب آلفای کرونباخ برای پرسشنامه غنی‌سازی شغلی 83/0، پرسشنامه آرزوهای شغلی 91/0 محاسبه شد. جهت تجزیه ‌و تحلیل داده‌ها از آمار توصیفی (نمودار، فراوانی، درصد فراوانی)، آمار استنباطی (مدل معادلات ساختاری) استفاده شد. نتایج نشان داد که مدل پیشنهادی غنی‌سازی و ارتقای آرزوهای شغلی کارکنان در سطح مطلوب است و مورد تأیید می‌باشد. عناصر و مؤلفه‌های مدل غنی‌سازی و ارتقای آرزوهای شغلی کارکنان شامل (خود شغل، تکنولوژی، شایستگی فنی ـ کارکردی، شایستگی مدیریتی عمومی، امنیت ـ ثبات، خلاقیت کارآفرینی، استقلال ـ خودمختاری، خدمت و از خود گذشتگی و ایثار، چالش محض و سبک زندگی) مورد شناسایی قرار گرفته است. بر اساس اولویت‌بندی عناصر و مؤلفه‌ها مدل غنی‌سازی و ارتقای آرزوهای شغلی کارکنان مؤلفه تکنولوژی در رتبه اول با میانگین و سبک زندگی با میانگین در رتبه آخر قرار دارد. اعتباریابی مدل ارائه شده غنی‌سازی و ارتقای آرزوهای شغلی کارکنان مورد تأیید می‌باشد.

کلیدواژه‌ها

موضوعات

عنوان مقاله [English]

Modeling the Enrichment and Promotion of Job Aspirations of the Staff of Universities and Higher Education Centers

نویسندگان [English]

  • Laya Abbaszadeh 1
  • Mehrdad Moharamzadeh 2
  • Yadollah Abbaszadeh Sahron 3
1 PhD student in educational management, Marand Branch, Islamic Azad University, Marand, Iran
2 Professor, Department of Sports Management, University of Mohaghegh Ardabili , Ardabil, Iran
3 Professor, Department of Public Administration, Khoi Branch, Islamic Azad University, Khoi
چکیده [English]

The purpose of this study was to provide a model for enriching and promoting job aspirations of employees of universities and higher education centers. The method of this research was descriptive survey. The statistical population of this study was all the staff of universities and higher education centers in Tabriz and there were 400 people who were selected as a sample based on Krejcie and Morgan table from 196 people by simple random sampling method. For data collection, the standard 18-item job enrichment questionnaire Riff and Tynell (1973), the standard 25-item job aspirations questionnaire of Denziger et al. (2008) were used. The face validity of the instruments was confirmed by the supervisors and consultants and its reliability was calculated using Cronbach's alpha coefficient for the job enrichment questionnaire of 0.83 and the job aspiration questionnaire of 0.91 which was statistically significant. Descriptive statistics (graph, frequency, frequency percentage), inferential statistics (Kolmogorov-Smirnov, Friedman test and structural equation model) were used to analyze the data. Descriptive statistics (frequency, frequency percentage) and inferential statistics (structural equation model) were used to analyze the data. The results showed that the proposed model of enrichment and promotion of employees' job aspirations is at the desired level. Security-stability, entrepreneurial creativity, independence-autonomy, service and self-sacrifice, pure challenge and lifestyle) have been identified based on the prioritization of elements and components of the model of enrichment and promotion of job aspirations of technology component in the first place with the average and lifestyle are in the last rank with the average.

کلیدواژه‌ها [English]

  • Enrichment
  • Promotion of Job Aspirations
  • Staff
  • Universities and Higher Education Centers
  • Tabriz

مراجع

Atkinson, C. Ford, J. Harding, N. Jones, F. (2015). “The expectations andaspirations of a late-career professional woman Work”, Employment &Society, 29(6): 1019-1028.
Baruch, Y. (2014). Managing Careers: Theory and Practice Glasgow, England: Pearson Education Limited.
Bromley, H., Kniveton, A. (2018). “Investigating changes in managers' job aspirations in business environments”, Emerald Group Publishing Limited, 28(7): 564-573.
Chien, Y.U .Chen, A. (2019). “Investigating the Impact of Job Interaction and the Influence of Job Entrepreneurship on Job Enrichment”, International Journal of Contemporary Hospitality Management, 13(4): 1684-1701.
Coetzee, M. Schreuder, D. (2015). “Investigating the Relationship between Job Enrichment, Emotional Intelligence, and Job Satisfaction among Employees in the South African Service Industry”, Business Review, 15(3):76-97.
Ebrahimpour, S. (2018). Investigating the Relationship between Career Aspirations and Career Success (Case Study: Employees of Education Departments), Second International Conference on Management and Business. (Persian).
Eskandari, M, Abidi, A. (2013). “The Study of Various Factors Related to the Maintenance of the Employees in the Armed Forces of the Islamic Republic of Iran”, Journal of Research in Human Resources Management, 1(2), 107-125. (Persian).
Fayazi, S, & Bastami, H. (2014). Investigating organizational commitments and job aspirations of employees of physical education and youth departments of Kermanshah province. The first national conference on the new achievements of physical education and sports, Chabahar, https://civilica.com/doc/426931. (Persian).
Galavandi, H., soltanzadeh, V. (2016). “The Causal Model of the Relationship of Career Anchors, Organizational Socialization and Organizational Commitment in the Faculty Members of Urmia University”, The Journal of New Thoughts on Education, 12(1), 163-178. doi: 10.22051/jontoe.2016.2274. (Persian).
Garg, P., Rastogi, R. (2010). “New model of job design: motivating employees”, performance, Manage Dev, 25(6):572-587.
Gomez, L. R. Balkin, D. B. Cardy, R. L. (2010). Managing human resources. New Jersey: Pearson Education.
Gottfredson, L. S. (2012). “Gottfredsons's Theory of Circumscription”, Compromise and Self-Creation in D. Brown (ed), Career Choice and Development, 1(2): 85-148.
Gregor, M. A. O., Brien, K. M. (2016). “Understanding career aspirationsamongyoung women: improving instrumentation”, Journal of CareerAssessment, 24(3):559-572.
Hennequin, E. (2010). “What Career Success Means to Blue-Collar Workers”, Career Development International, 12(6):1-10.
Horne, H. L. (2018). “Investigating the Relationship between Job Enrichment, Negative Career Thoughts, and Professional Identity and Hope in Independent Film and Television Production Staff”, Electronic Theses, Treatises and Dissertations, 1(12):14-24.
Jahangiri, A, Mehr A, Houshang. (2011). “Identifying and prioritizing the factors affecting the maintenance of specialized staff of Sased Organization”, Journal of Humanities and Social Sciences, 1 (9): 56-37.
Jung, H. S. Yoon, H. H. (2012). “The effects of emotional intelligence on counterproductive work behaviors and organizational citizenship behaviors among food and beverage employees in a deluxe hotel”, International Journal of Hospitality Management, 31(2), 369-378.
Klapwijk, R. Rommes, E. (2009). “Career Orientation of Secondary School Students (M/F) in the Netherlands”, International Journal of Technology and Design Education , 19(4): 403-18.
Mays, S. D. (2017). Anchoring careers through leadership and motivation exploring factors that improve employee satisfaction and retention, Ph.D. Dissertation, University of Phoenix.
Rezaian, A. (2013). Fundamentals of Organization and Management, Tehran: Samat Publications. (Persian).
Shaeri, M. R. (2017). Investigating the Relationship between Job Enrichment Methods and Employee Productivity with the Mediating Role of Employee Satisfaction (Case Study: Golestan Power Distribution Company). (Persian).
Steele, C. (2019). “Investigating the Effects of Job Enrichment Effects on Organizational Commitment and Job Satisfaction”, Society and Business Review, 15(6):201-220.
Turner A. N. Lawrence, P. R. (2004). Industrial jobs and the worker, Harvard University Press, Boston.
Verbruggen, M. Sels, L. (2017) “Unraveling the relationship between organizational career management and the need for external career counseling”, Journal of Vocational Behavior, 71(6):69- 83.
Weng, Q. McElroy, J.C. Liu, R. (2010). “The relationship between career growth and organizational commitment”, Journal of Vocational Behavior, 77 (1): 391–400.
Yarnall J. (2017). “Investigating the factors affecting the level of career advancement of employees”, Career Development International, 3(2): 56-61.
 
توسعه اجتماعی
دوره 18، شماره 2 - شماره پیاپی 70
دوره 18، شماره 2، زمستان 1402
اسفند 1402
صفحه 133-158

فایل ها

هم رسانی

ارجاع به این مقاله

آمار