تبیین مدل یادگیری سازمانی کارکنان بر اساس ارتقای بهره‌وری و کاهش فرسودگی شغلی (مطالعه موردی: کارکنان دانشگاه پیام‌نور مرکز تبریز)

مدیریت بهره‌وری

مقاله 2، دوره 13، 2(49)تابستان، مرداد 1398، صفحه 41-68   

نوع مقاله: علمی پژوهشی

شناسه دیجیتال (DOI): 10.30495/qjopm.2019.666870

نویسندگان

شیدا عرفای جمشیدی^{* 1}؛ شادی عرفای جمشیدی²؛ حسین میرزائی³

¹گروه علوم اقتصادی، دانشگاه پیام‌نور، تهران، ایران

²گروه مدیریت بازرگانی، دانشگاه پیام‌نور، تهران، ایران

³استادیار گروه اقتصاد دانشگاه پیام نور، تهران ،ایران

چکیده

سازمان ها برای بقا در محیط پویا و رقابتی امروزی ناگزیر به ایجاد تحول و سازگاری با محیط هستند و تطابق و سازگاری جز از راه یادگیری امکان­پذیر نمی­شود. سازمان ها برای آن­که بتوانند در چنین فضایی به بقای خود ادامه بدهند، رقابت کنند و رشد نمایند، نیاز دارند که بیش از گذشته ظرفیت یادگیری خود را ارتقا دهند. هدف پژوهش حاضر تبیین مدل یادگیری سازمانی کارکنان بر اساس ارتقای بهره­وری و کاهش فرسودگی شغلی کارکنان دانشگاه پیام­نور مرکز تبریز می­باشد. یادگیری سازمانی بر اساس مدل گومز و همکاران (2005)، بهره­وری براساس مدل هرسی و گُلداِسمیت (1980) و فرسودگی شغلی براساس مدل دیوید گلداد (1989) تعیین شده است. جامعه آماری پژوهش حاضر، کارکنان دانشگاه پیام­نور مرکز تبریز می­باشد. ابزار   جمع­آوری اطلاعات در پژوهش حاضر پرسش نامه می­باشد. آمار توصیفی با استفاده از نرم­افزار SPSS و آزمون فرضیه­های پژوهش و مدل ارائه شده با استفاده از معادلات ساختاری (SEM) با حداقل مربعات جزیی (PLS) مورد آزمایش قرار گرفت. نتایج حاصل از داده­های جمع­آوری شده از کارکنان دانشگاه پیام­نور مرکز تبریز نشان می­دهد که یادگیری سازمانی بر بهره­وری تأثیر مثبت و معنادار دارد و بر فرسودگی شغلی تأثیر معکوسی و معنادار دارد.

کلیدواژه‌ها

یادگیری سازمانی؛ بهره‌وری؛ فرسودگی شغلی

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