رابطۀ سبک‌های مدیریت تعارض با بهره‌وری نیروی انسانی در بانک سینا

مدیریت بهره‌وری

مقاله 1، دوره 11، 4(43)زمستان، بهمن 1396، صفحه 7-44   

نوع مقاله: علمی پژوهشی

نویسندگان

میرعلی سیدنقوی¹؛ وجه الله قربانی²؛ عقیل قربانی پاجی^{* 3}

¹دانشیارگروه مدیریت دولتی، گرایش مدیریت منابع انسانی،دانشکده مدیریت و حسابداری دانشگاه علامه طباطبائی تهران

²دانشیار گروه مدیریت دولتی،گرایش سیستم ها، دانشکده مدیریت و حسابداری دانشگاه علامه طباطبائی تهران

³دانشجوی کارشناسی ارشد،گروه مدیریت دولتی، دانشگاه علامه طباطبائی

چکیده

تحقیق حاضر می کوشد "رابطۀ بین سبک‌های مدیریت تعارض و بهره‌وری نیروی انسانی در بانک سینا" را بررسی کند بدین منظور 85  نفر از بین کارکنان ستادی بانک سینا در استان تهران از طریق نمونه گیری غیراحتمالی هدفمند از طریق فرمول کوکران به عنوان نمونه پژوهش انتخاب شدند. این پژوهش از لحاظ نوع تحقیق، همبستگی و کاربردی می‌باشد سبک‌های مدیریت تعارض توسط پرسش نامه استاندارد داریا و پرز (2015) و بهره‌وری نیروی انسانی به وسیله پرسش نامه تیلور و برنت (2013) اندازه‌گیری شد. پایایی و روایی ابزار پژوهش با استفاده از ضریب بارهای عاملی، آلفاکرونباخ، پایایی ترکیبی، روایی صوری و روایی همگرا و روایی واگرا بررسی شد. سپس اطلاعات حاصل با استفاده از نرم‌افزار Spss و  Smart–PLSمورد تجزیه و تحلیل قرار گرفت. نتایج حاکی از آن است که بین سبک‌های مدیریت تعارض با بهره‌وری نیروی انسانی در کارکنان بانک سینا رابطۀ مثبت معناداری وجود دارد. هم‌چنین نتایج حاصل از فرضیه‌های فرعی نشان می‌دهد که بین سبک همکاری، مصالحه و گذشت رابطۀ مثبت معناداری با بهره‌وری نیروی انسانی وجود دارد، ولی بین سبک‌های اجتناب و رقابت با بهره‌وری نیروی انسانی رابطۀ‌ مثبت معناداری وجود ندارد.

کلیدواژه‌ها

تعارض؛ سبک‌های مدیریت تعارض؛ بهره‌وری نیروی انسانی؛ بانک سینا

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