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نظری, فرهاد, کاشف, سیدمحمد, بهنام, محسن. (1402). پیش بینی رفتار نوآورانه کارکنان وزارت ورزش و جوانان از طریق رهبری فراگیر: بررسی نقش میانجی توانمندسازی روانشناختی و امنیت روانی. پژوهشنامه مدیریت اجرایی, 19(37), 176-153. doi: 10.22080/jsmb.2021.16539.3141
فرهاد نظری; سیدمحمد کاشف; محسن بهنام. "پیش بینی رفتار نوآورانه کارکنان وزارت ورزش و جوانان از طریق رهبری فراگیر: بررسی نقش میانجی توانمندسازی روانشناختی و امنیت روانی". پژوهشنامه مدیریت اجرایی, 19, 37, 1402, 176-153. doi: 10.22080/jsmb.2021.16539.3141
نظری, فرهاد, کاشف, سیدمحمد, بهنام, محسن. (1402). 'پیش بینی رفتار نوآورانه کارکنان وزارت ورزش و جوانان از طریق رهبری فراگیر: بررسی نقش میانجی توانمندسازی روانشناختی و امنیت روانی', پژوهشنامه مدیریت اجرایی, 19(37), pp. 176-153. doi: 10.22080/jsmb.2021.16539.3141
نظری, فرهاد, کاشف, سیدمحمد, بهنام, محسن. پیش بینی رفتار نوآورانه کارکنان وزارت ورزش و جوانان از طریق رهبری فراگیر: بررسی نقش میانجی توانمندسازی روانشناختی و امنیت روانی. پژوهشنامه مدیریت اجرایی, 1402; 19(37): 176-153. doi: 10.22080/jsmb.2021.16539.3141

پیش بینی رفتار نوآورانه کارکنان وزارت ورزش و جوانان از طریق رهبری فراگیر: بررسی نقش میانجی توانمندسازی روانشناختی و امنیت روانی

پژوهشنامه مدیریت ورزشی و رفتار حرکتی
مقاله 8، دوره 19، شماره 37، فروردین 1402، صفحه 176-153    اصل مقاله (756.42 K)
نوع مقاله: مقاله پژوهشی
شناسه دیجیتال (DOI): 10.22080/jsmb.2021.16539.3141
نویسندگان
فرهاد نظری* 1؛ سیدمحمد کاشف2؛ محسن بهنام1
1دانشگاه ارومیه
2مدیر گروه تربیت بدنی پردیس دانشگاه ارومیه
تاریخ دریافت: 26 خرداد 1398،  تاریخ بازنگری: 02 دی 1398،  تاریخ پذیرش: 14 بهمن 1398 
چکیده
مقدمه و هدف: نوآوری کارکنان سنگ بنای سازمان است و انگیزه رفتارهای نوآورانه کارکنان تا حد زیادی به سبک رهبری بستگی دارد. سبک‌های رهبری سنتی دیگر نمی‌تواند با ویژگی‌های روانشناختی کارکنان، که از مفاهیم، تکنیک‌ها و قوانین اجتماعی جدید استفاده می‌کنند، سازگار شود. هدف از انجام این پژوهش بررسی تأثیر رهبری فراگیر بر رفتار نوآورانه کارکنان با توجه به نقش میانجی توانمندسازی روانشناختی و امنیت روانی در وزارت ورزش و جوانان است.
روش شناسی تحقیق: این پژوهش کاربردی و از نوع توصیفی- پیمایشی است. نمونه‌ی آماری پژوهش برابر با 355 نفر از کارکنان وزارت ورزش و جوانان می‌باشد. برای جمع آوری داده‌ها از پرسشنامه‌های رهبری فراگیر کارملی و همکاران (2010)، رفتار نوآورانه کارکنان هولمن و همکاران (2012)، امنیت روانی کارملی و همکاران (2010) و توانمندسازی روانشناختی اسپریتزر (1995)، استفاده شد که روایی و پایایی آن‌ها مورد تأیید قرار گرفت. برای بررسی و آزمون فرضیه‌ها از مدل معادلات ساختاری و نرم افزار اسمارت پی.ال.اس استفاده شد.
یافته‌ها: یافته‌های پژوهش نشان داد که رهبری فراگیر بر توانمندسازی روانشناختی، امنیت روانی و رفتار نوآورانه کارکنان اثر مثبت دارد. همچنین توانمندسازی روانشناختی و امنیت روانی بر رفتار نوآورانه کارکنان اثر مثبت داشته و در رابطه بین رهبری فراگیر و رفتار نوآورانه نقش میانجی دارند.
نتیجه‌گیری: نتایج حاکی از آن است رهبری فراگیر پیش‌بینی کننده مهم رفتار نوآورانه کارکنان است، بنابراین مدیران وزارت ورزش و جوانان می‌توانند با بکارگیری سبک رهبری فراگیر از طریق ایجاد یک فضای امن و افزایش توانمندسازی روانشناختی به توسعه رفتارهای نوآورانه کارکنان کمک کنند.
کلیدواژه‌ها
رهبری فراگیر؛ توانمندسازی روانشناختی؛ امنیت روانشناختی؛ رفتار نوآورانه
عنوان مقاله [English]
Predicting the Employees’ Innovative Behavior in Ministry of Sport and Youth through Inclusive Leadership: Mediator Role of Psychological Empowerment and Psychological Safety
نویسندگان [English]
farhad nazari1؛ seyed mohammad kashef2؛ mohsen behnam1
1University of Urmia
2University of Urmia
چکیده [English]
Background&Purpose: Employee innovation is the cornerstone of any organization, and the motivation behind such innovative behavior largely depends on leadership style. The traditional style of leadership can no longer adapt to the psychological characteristics of employees, who use new era work concepts, techniques, and social rules. The purpose of this study was to investigate the effect of inclusive leadership on innovative behavior with respect to the mediator role of psychological empowerment and psychological safety in the Ministry of Sport and Youth.
Methodology: The statistical sample of this applied and descriptive survey study consists of 355 staff of the Ministry of Sport and Youth. For data collection, questionnaires such as Carmeli’s et al (2010) inclusive leadership, Holman’s et al (2012) innovative behavior, Carmeli’s et al (2010) psychological safety, and Spreitzer’s (1995) psychological empowerment were applied, the validity and reliability of which were confirmed. Structural equation modeling and SMART PLS software were used to test the hypotheses.
Results: The results of this research indicate that inclusive leadership has a positive effect on psychological empowerment, psychological safety, and innovative behavior. Also, psychological empowerment and psychological safety have a positive effect on innovative behavior, while also having partial mediator roles in the relationship between inclusive leadership and innovative behavior.
Conclusion: The results suggest that inclusive leadership is an important predictor of employees' innovative behavior, therefore, managers of the Ministry of Youth and Sports can help develop employees' innovative behavior by implementing an inclusive leadership style using psychological safety and psychological empowermentKeywords: Inclusive Leadership, Psychological Empowerment, psychological safety, innovative behavior.                                                                                        
 
کلیدواژه‌ها [English]
Inclusive Leadership, Psychological Empowerment, psychological safety, innovative behavior
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