طراحی و تبیین مدل کیفی تغییر فرهنگ سازمانی ادارات آموزش و پرورش با رویکرد تحول سازمانی

نوع مقاله : مقاله پژوهشی

نویسندگان

1 دانشجوی دکتری مدیریت آموزشی، گروه علوم تربیتی، واحد نیشابور، دانشگاه آزاد اسلامی، نیشابور، ایران

2 دانشیار، گروه مدیریت، واحد مشهد، دانشگاه آزاد اسلامی، مشهد، ایران (نویسنده مسئول)

3 استادیار، گروه آمار، واحد نیشابور، دانشگاه آزاد اسلامی، نیشابور، ایران

4 استادیار، گروه علوم تربیتی، واحد بردسکن، دانشگاه آزاد اسلامی، بردسکن، ایران

چکیده

مقدمه: این مطالعه با‌هدف طراحی مدل تغییر فرهنگ سازمانی ادارات آموزش و پرورش با رویکرد تحول سازمانی انجام شد.
روش کار: روش پژوهش آمیخته و جامعه آماری ‌کیفی 25 متخصص دانشگاهی و آموزش و پرورش بود. روش نمونه گیری در بخش‌کیفی هدفمند و در بخش‌کمی طبقه ای با تخصیص مناسب بود. جهت جمع آوری داده ها از پرسشنامه دلفی(بخش‌کیفی) استفاده شد. روایی پرسشنامه‌ با استفاده از روش روایی صوری و پایایی آن با استفاده از ضریب آلفای کرونباخ مورد تائید قرار گرفت. به منظور تحلیل و اعتبارسنجی کیفی مدل تغییر فرهنگ سازمانی از تکنیک‌دلفی و اعتبارسنجی کمی از روش تحلیل عاملی تاییدی استفاده شد.
نتایج: نتایج نشان داد مدل تغییر فرهنگ سازمانی شامل 8 بعد خلاقیت و نوآوری، ارزشهای‌سازمانی، همبستگی‌سازمانی، نظارت و کنترل، مشارکت‌گرایی، هویت‌سازمانی، تحول‌گرایی، حمایت و پشتیبانی مدیریت و 27 مولفه می باشد. ابعاد کنترل و نظارت و مشارکت‌گرایی به عنوان مهمترین ابعاد شناسایی شدند. مدل تحول سازمانی تایید شده شامل 7 بعد رسالت، سبک‌رهبری، سرمایه‌انسانی، ارتباطات‌سازمانی، ساختار‌سازمان، فناوری اطلاعات و سیستم‌پاداش با 17 مولفه است. همچنین بعد سبک‌رهبری و مولفه های رهبری‌تحول آفرین و ‌پاداش‌درونی به عنوان مهمترین ابعاد و مولفه ها شناسایی شدند.
نتیجه‌گیری: بر اساس نتایج می توان گفت که این تحقیق علاوه بر اینکه از تکیه گاه نظری بسیار غنی است، به توسعه قلمرو شناخت نیز کمک خواهد کرد.

کلیدواژه‌ها

عنوان مقاله [English]

Designing and explaining a model for changing the organizational culture of educational offices with an organizational transformation approach

نویسندگان [English]

  • Javad Deihim 1
  • Mahmood Ghorbani 2
  • Ahmad Zendehdel 3
  • Ahmad Akbari 4
1 PhD Student of Educational Management, Department of Educational Sciences, Neyshabour Branch, Islamic Azad University, Neyshabour, Iran.
2 Associate Professor, Department of Management, Mashhad Branch, Islamic Azad University, Mashhad, Iran. (Corresponding Author)
3 Assistant Professor, Department of Statistics, Neyshabour Branch, Islamic Azad University, Neyshabour, Iran.
4 Assistant Professor, Department of Educational Sciences, Bardaskan Branch, Islamic Azad University, Bardaskan, Iran
چکیده [English]

Introduction: This study was conducted to design a model for changing the organizational culture of education departments with an organizational transformation approach.
Methods: The research method was mixed and the statistical population was qualitative 25 university and education specialists. The sampling method was purposeful in the qualitative part and stratified in the quantitative part with appropriate allocation. Delphi questionnaire (qualitative section) was used to collect data. The validity of the questionnaire was confirmed using face validity method and its reliability was confirmed using Cronbach's alpha coefficient. In order to analyze and qualitatively validate the organizational culture change model, the Delphi technique and quantitative validation of the confirmatory factor analysis method were used.
Results: The results showed that the organizational culture change model includes 8 dimensions of creativity and innovation, organizational values, organizational solidarity, supervision and control, participatory orientation, organizational identity, transformation, management support and 27 components. The dimensions of control and supervision and participators were identified as the most important dimensions. The approved organizational transformation model includes 7 dimensions of mission, leadership style, human capital, organizational communication, organizational structure, information technology and reward system with 17 components. Also, the dimension of leadership style and components of leadership, transformational and internal reward were identified as the most important dimensions and components.
Conclusion: Based on the results, it can be said that this research, in addition to being very rich in theoretical support, will also help to develop the realm of cognition.

کلیدواژه‌ها [English]

  • Organizational Culture Change
  • Education
  • Organizational Transformation
  • Mixed Methods

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مجله دانشکده پزشکی دانشگاه علوم پزشکی مشهد
دوره 63، شماره 5
آذر و دی 1399
صفحه 2955-2971

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