اثر رهبری توزیعی و سرمایۀ روان‌شناختی بر تعهد به تغییر با میانجی‏گری خودکارآمدی تغییر

پژوهش نامه مدیریت تحول

مقاله 1، دوره 10، پائیز و زمستان1397 - شماره پیاپی 20، اسفند 1397، صفحه 1-20   

نوع مقاله: مقالات

شناسه دیجیتال (DOI): 10.22067/pmt.v10i2.65055

نویسندگان

عادل زاهد بابلان^* ؛ غفار کریمیان پور

محقق اردبیلی

چکیده

این پژوهش با هدف بررسی رابطه بین رهبری توزیعی و سرمایۀ روان‌شناختی با تعهد به تغییر با میانجی‌گری خودکارآمدی تغییر در کارکنان دانشگاه محقق اردبیلی انجام شد. پژوهش از نظر هدف کاربردی و از نظر روش توصیفی از نوع همبستگی به روش معادلات ساختاری است. جامعه آماری پژوهش کلیۀ کارکنان دانشگاه محقق اردبیلی بودند که با توجه به جدول مورگان و با استفاده از روش نمونه‌گیری در دسترس، نمونه‌ای به حجم 180 نفر انتخاب شد. برای جمع‌آوری داده‏‏ها از پرسشنامه رهبری توزیعی ایلمور (2000)، سرمایۀ روان‌شناختی لوتانز و همکاران (2007)، خودکارآمدی تغییر چن و همکاران (2001) و تعهد به تغییر تعهد مایرز و هرسکوتیچ (2002) استفاده شد. برای تجزیه‌وتحلیل داده‏‏ها از نرم‌افزار SPSS و روش‌های آمار توصیفی (میانگین و انحراف استاندارد) و روش‌های آمار استنباطی (ضریب همبستگی پیرسون و آزمون کولموگروف اسمیرنوف) و نرم‌افزار LISREL استفاده شد. نتایج تجزیه‌وتحلیل داده‏‏ها نشان داد که رهبری توزیعی با ضریب بتای (18/0) و سرمایۀ روان‌شناختی با ضریب بتای (71/0) بر خودکارآمدی تغییر اثر مثبت و مستقیم دارند و خودکارآمدی تغییر با ضریب بتای (47/0) بر تعهد به تغییر کارکنان اثر مثبت و مستقیم دارند. همچنین نقش واسطۀ خودکارآمدی تغییر در رابطه بین رهبری توزیعی و هم سرمایۀ روان‌شناختی با تعهد به تغییر معنی‏دار بود.

کلیدواژه‌ها

رهبری توزیعی؛ سرمایه روانشناختی؛ خودکارآمدی تغییر؛ تعهد به تغییر

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