تبیین نقش اقدامات منابع انسانی بر انگیزه خدمت عمومی با رویکرد روانشناختی
محورهای موضوعی : مدیریت استراتژیکمعصومه دنیایی 1 , اسدالله گنجعلی 2 , حسن دانایی فرد 3 , حبیب الله طاهرپور کلانتری 4
1 -
2 - دانشگاه امام صادق
3 -
4 - موسسه عالی آموزش و پژوهش مدیریت و برنامهریزی
کلید واژه: انگیزه خدمت عمومی, اقدامات منابع انسانی درک شده, مالکیت روانشناختی, توانمندسازی روانشناختی, جو روانشناختی,
چکیده مقاله :
پژوهش حاضر در پی طراحی مدل تبیین نقش اقدامات منابع انسانی درک شده در انگیزه خدمت عمومی با رویکرد روانشناختی است. به عبارت دیگر ضمن تعیین اقدامات منابع انسانی موثر بر انگیزه خدمت عمومی، بررسی تاثیر اقدامات منابع انسانی بر انگیزه خدمت عمومی از منظر روانشناختی مدنظر قرار گرفته است. پژوهش ازنظر هدف، کاربردی و ازلحاظ گردآوری داده‌ها توصیفی و از شاخه مطالعات میدانی و علی است. این پژوهش در نمونه‌ای از 200 نفر از کارکنان دانشگاه علامه طباطبایی به‌وسیله پرسشنامه‌ای مبتنی بر 114 سؤال انجام شد. انسجام درونی ابزار پرسشنامه با استفاده از ضریب آلفای کرونباخ ارزیابی شد که مورد تأیید قرار گرفت.میزان الفای کرونباخ اقدامات منابع انسانی درک شده 0.852، مالکیت روانشناختی 0.835، جو روانشناختی 0.604، انگیزه خدمت عمومی 0.740 و توانمندسازی روانشناختی 0.581 است. همچنین با توجه به میزان GOF برازش کلی مدل با میزان 466.0 قوی برآورد شده است.نتایج نشان می‌دهد که اقدامات منابع انسانی درک شده بر انگیزه خدمت عمومی تأثیر غیرخطی دارد. همچنین مالکیت روانشناختی و توانمندسازی روانشناختی نیز بر انگیزه خدمت عمومی تأثیر دارد. لیکن نقش میانجی‌گری جو روانشناختی، در رابطه بین اقدامات منابع انسانی درک شده و انگیزه خدمت عمومی و مالکیت روانشناختی در رابطه جو روانشناختی و انگیزه خدمت عمومی مورد تأیید قرار نگرفت..
The present study seeks to design a model explaining the role of perceived HR practices in public service motivation with a psychological approach. In other words, while determining the human resource measures that affect public service motivation, the impact of human resource actions on public service motivation is examined from a psychological perspective. The study is descriptive, purposeful, and descriptive in terms of data collection. This study was conducted on a sample of 200 employees of Allameh Tabatabai University using a questionnaire based on 114 questions. The internal consistency of the questionnaire tool was assessed using the Cronbach's alpha coefficient, which was confirmed. The Cronbach's alpha coefficient was 0.852 perceived HR, 0.835 psychological ownership, 0.604 psychological climate, 0.740 public service motivation, and psychological empowerment 0.581. Also, considering the GOF, the overall fit of the model is estimated to be strong at 466.0. The results show that perceived HR practices have a nonlinear effect on public service motivation. Psychological ownership and psychological empowerment also influence public service motivation. However, the mediating role of the psychological climate in the relationship between perceived HR practices and public service motivation and psychological ownership in the relationship between psychological climate and public service motivation was not confirmed
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