بررسی رابطۀ بین اینرسی سازمانی و نوآوری با توجه به نقش میانجی اشتیاق شغلی کارکنان تأمین اجتماعی

نوع مقاله : مقاله پژوهشی

نویسندگان

1 دانشجوی کارشناسی ارشد گروه مدیریت، واحد زاهدان، دانشگاه آزاد اسلامی، زاهدان، ایران.

2 استادیار گروه مدیریت، واحد زاهدان، دانشگاه آزاد اسلامی، زاهدان، ایران.

چکیده

نیروی انسانی به عنوان با ارزش‌ترین سرمایه یک سازمان و جامعه محسوب می­شود؛ لذا از دیرباز کشورها بر روی این نیروی با ارزش سرمایه­گذاری کرده و سعی در بارور نمودن آن دارند. بنابراین، هدف پژوهش حاضر بررسی رابطۀ بین اینرسی سازمانی و نوآوری با توجه به نقش میانجی اشتیاق شغلی کارکنان تأمین اجتماعی زاهدان می­باشد. روش پژوهش توصیفی پیمایشی مبتنی بر مدل‌سازی معادلات ساختاری است. جامعه آماری این پژوهش شامل کلیۀ کارکنان اداره کل سازمان تأمین اجتماعی زاهدان به تعداد 500 نفر است. با استفاده از جدول مورگان، حجم نمونه آماری 217 نفر تعیین شد و نمونه‌گیری با استفاده از روش نمونه گیری تصادفی انجام شد. ابزار گردآوری داده‌ها، پرسشنامه اینرسی سازمانی هاگ (2014)، پرسشنامه نوآوری جیمنز و همکاران (2011) و پرسشنامه اشتیاق شغلی سالوناوا و شوفلی(2002) می‌باشد. روایی صوری و محتوایی از طریق تحلیل عاملی تأییدی مورد تأیید قرار گرفت. پایایی پرسشنامه‌ها با استفاده از آزمون آلفای کرونباخ به ترتیب برابر با 81/0، 85/0، 87/0 محاسبه شد که حاکی از پایایی مناسب ابزار پژوهش است. داده­های به دست آمده، با استفاده از نرم افزارهای SPSS 20 و Smart PLS  به روش مدل‌سازی معادلات ساختاری مورد تجزیه و تحلیل قرار گرفتند. نتایج نشان داد متغیر میانجی اشتیاق شغلی در رابطۀ بین اینرسی سازمانی بر نوآوری معنادار است. 

کلیدواژه‌ها


عنوان مقاله [English]

Investigating the Relationship between Organizational Inertia on Innovation with Respect to the Mediating Role of Job Security of Social Security Employees

نویسندگان [English]

  • Mehrafagh Pahlavan Ravi 1
  • Bahareh Naseri 2
1 Master's Student, Department of Management, Zahedan Branch, Islamic Azad University, Zahedan, Iran.
2 Assistant Professor, Department of Management, Zahedan Branch, Islamic Azad University, Zahedan, Iran.
چکیده [English]

Manpower is considered the most valuable asset of an organization and society, so countries have long invested in this valuable workforce and are trying to fertilize it. Therefore, the purpose of this study is to investigate the relationship between organizational inertia and innovation with respect to the mediating role of job security of social security employees in Zahedan. The research method is a descriptive survey based on structural equation modeling. The statistical population of all employees of the General Department of Social Security Organization of Zahedan is 500 people. Using the Morgan table, the statistical sample size of 217 people was obtained by random sampling method. Data collection tools are Hogg Organizational Inertia Questionnaire (2014), Jimmens et al. Innovation Questionnaire (2011), and Salonova and Shuffle (2002) Job Achievement Questionnaire. Formal and content validity were confirmed through confirmatory factor analysis. The reliability of the questionnaires was calculated using Cronbach's alpha test as 0.81, 0.85, and 0.87, respectively, which indicates the appropriate reliability of the research tool. The obtained data were analyzed using SPSS 20 and Smart PLS software by structural equation modeling. The results showed that the mediating variable of job motivation in the relationship between organizational inertia on innovation is significant.

کلیدواژه‌ها [English]

  • Organizational inertia
  • innovation
  • job enthusiasm
  • social security staff
Babazadeh, I., friend, M., & Moradi, M. (2019). Investigating the effect of learning on innovation with the moderating role of organizational inertia. Innovation and Creativity in the Humanities, 9(2), 165-198.
Cavus, M. F., Murat, K. O. C., & Aksoy, A. (2014). Entrepreneurial behaviors: are the people restricted by knowledge inertia? International Review of Management and Marketing, 4(1), 42-48.
Ebrahim Khani, M., & Haji Ali Akbari, F. (2021). The role of organizational inertia in improving the performance of industrial companies Fourth Annual International Conference on New Developments in Management, Economics and Accounting, Tehran.
Ebrahimi, S. A. (2015). An Introduction to Organizational Inertia and the Factors Affecting It in Iranian Public Sector Organizations. Quarterly Journal of Management of Government Organizations, 4(1), 91-108.
Fornell, C., & Larcker, D. F. (1981). Structural equation models with unobservable variables and measurement error: Algebra and statistics.
Ghaffari, R., & Rostamnia, Y. (2017). Organizational inertia and social laziness; Malfunctions of bureaucratic organizational culture. Public Management Quarterly, 9(2), 332-307. (In Persian)
Gomes, G., & Wojahn, R. M. (2017). Organizational learning capability, innovation and performance: study in small and medium-sized enterprises (SMES). Revista de Administração, 52, 163–175.
Haag, S. (2014). Organizational Inertia as Barrier to Firms’ It Adoption– Multidimensional Scale Development and Validation Twentieth Americas Conference on Information Systems, Savannah.
Hamelink, M., & Opdenakker, R. (2019). How business model innovation affects firm performance in the energy storage market. Renewable energy(131), 120-127.
Huang, H. C., Lai, M. C., Lin, L. H., & Chen, C. T. (2013). Overcoming Organizational Inertia to Strengthen Business Model Innovation: An Open Innovation Perspective. Journal of Organizational Change Management, 26(6), 977-1002.
Hyeung Kang, J., Matusik, J. G., Tae-Yeol, K., & Phillips, J. M. (2016). Interactive effects of multiple organizational climates on employee innovative behavior in entrepreneurial firms: A cross-level investigation. Journal of Business Venturing, 31(6), 628-642.
Jafari, S. M. B., Mohammadi Dorbash, Z., & Mirzaei, A. (2020). The effect of organizational inertia on innovation and innovation on performance. Technology Development Management Quarterly, 6(4), 153-175.
Javadi, S. M., Al-Wadari, H., Amirkhani, A. H., & Jamshidi, A. (2017). Presenting an organizational inertia management model in North Khorasan University of Medical Sciences. Quarterly Journal of Management of Government Organizations, 5(4), 48-39. (In Persian)
Král, P., & Králová, V. (2016). Approaches to changing organizational structure: The effect of drivers and communication. Journal of Business Research, 69(11), 5169-5174.
Momeni Badleh, K., Enayati, T., & Abedian Kasgari, K. (2020). A Study of Organizational Inertia Dimensions and Organizational Absorption Capacity in Mazandaran University of Medical Sciences 7th National Conference on Modern Studies and Research in Humanities, Management and Entrepreneurship, Tehran.
Naranjo Mainzer, K. (2011). Interdisiplinarity and innovation dynamics, On convergence of research, technology, economy, and society. Poiesis Prax 7, 275-289.
Sepahvand, R., Arefnejad, M., & Shariatnejad, A. (2017). Identify and prioritize the factors causing organizational inertia using fuzzy Delphi method. Quarterly Journal of New Research in Decision Making, 2(1), 95-118.
Shanker.R, Bhanugopan, R., Van der Heijden, B. I. J. M., & Farrell, M. (2017). Organizational climate for innovation and organizational performance: The mediating effect of innovative work behavior. .Journal of Vocational Behavior, 100, 67-77.
Sheng, M. L., & Chien, I. (2016). Rethinking organizational learning orientation on radical and incremental innovation in high-tech firms. Journal of Business Research, 69(6), 2302-2308.
Sillic, M. (2019). Critical impact of organizational and individual inertia in explaining non-compliant security behavior in the Shadow IT context. Computers & Security, 80, 108-119.
Tladinyane, T. (2021). The Awareness, Perception and Use of Traditional and Complementary Medicine Amongst Adults in Shiela Village in the North West Province, South Africa [Doctoral dissertation, University of Johannesburg ]. South Africa.
Wang, M. C., Chen, P. C., & Fang, S. C. (2020). How environmental turbulence influences firms’ entrepreneurial orientation: the moderating role of network relationships and organizational inertia. Journal of Business & Industrial Marketing.
Zhen, J., Cao, C., Qiu, H., & Xie, Z. (2021). Impact of organizational inertia on organizational agility: the role of IT ambidexterity. Information Technology and Management, 22(1), 53-65.