Razi Journal of Medical Sciences
مجله علوم پزشکی رازی
RJMS
Medical Sciences
http://rjms.iums.ac.ir
39
journal39
2228-7043
2228-7051
en
jalali
1401
12
1
gregorian
2023
3
1
29
12
online
1
fulltext
fa
تاثیر هوش هیجانی بر مدل مدیریت استعداد و نوآوری سازمانی در سازمانهای سلامت محور
The Effect of Emotional Intelligence on the Model of Talent Management and Organizational Innovation in Health-Oriented Organizations
روانشناسی بالینی
Clinical Psychiatry
پژوهشي
Research
<span style="font-size:11pt"><span style="text-justify:kashida"><span style="text-kashida:0%"><span style="tab-stops:10.5pt"><span style="direction:rtl"><span style="unicode-bidi:embed"><span style="line-height:115%"><span style="font-family:Calibri,sans-serif"><b><span lang="FA" style="font-size:10.0pt"><span style="line-height:115%"><span style="font-family:"B Mitra""><span style="color:#0070c0">زمینه و هدف: </span></span></span></span></b><span lang="AR-SA" style="font-size:10.0pt"><span style="line-height:115%"><span style="font-family:"B Mitra""><span style="color:black">هدف تحقیق حاضر بررسی </span></span></span></span><span lang="FA" style="font-size:10.0pt"><span style="line-height:115%"><span style="font-family:"B Mitra""><span style="color:black">نقش میانجی هوش هیجانی بر</span></span></span></span><span lang="AR-SA" style="font-size:10.0pt"><span style="line-height:115%"><span style="font-family:"B Mitra""><span style="color:black"> ارتباط مدیریت استعداد و نوآوری سازمانی سازمان ورزش شهرداری شهر تهران بود. </span></span></span></span><b><span dir="LTR" style="font-size:10.0pt"><span style="line-height:115%"><span style="font-family:"Times New Roman",serif"><span style="color:black"></span></span></span></span></b></span></span></span></span></span></span></span></span>
<div style="text-align: justify;"><span style="font-size:11pt"><span style="text-justify:kashida"><span style="text-kashida:0%"><span style="tab-stops:10.5pt"><span style="direction:rtl"><span style="unicode-bidi:embed"><span style="line-height:115%"><span style="font-family:Calibri,sans-serif"><b><span lang="FA" style="font-size:10.0pt"><span style="line-height:115%"><span style="font-family:"B Mitra""><span style="color:#0070c0">روش کار:</span></span></span></span></b><span lang="AR-SA" style="font-size:10.0pt"><span style="line-height:115%"><span style="font-family:"B Mitra""><span style="color:black"> نمونه آماری پژوهش حاضر شامل کلیه مدیران و خبرگان سازمان ورزش شهرداری شهر تهران به تعداد 2۷2 نفر بودند که به شیوه هدفمند و بصورت تمام شمار انتخاب شدند . شرکت کنندگان پرسشنامه استاندارد مدیریت استعداد فیلیپس و راپر (2009) شامل 38 سوال و چهارمولفه، پرسشنامه هوش </span></span></span></span><span lang="AR-SA" style="font-size:10.0pt"><span style="line-height:115%"><span style="font-family:"B Mitra""><span style="color:black">هیجانی براکت و همکاران (2006) شامل 19 سوال و 5 مولفه و پرسشنامه نوآوری سازمانی امید و همکاران (2002) که مشتمل بر 22 سؤال و 5 مولفه را به صورت داوطلبانه تکمیل نمودند. ابزار از روایی و پایایی مطلوب برخوردار بود. در بخش تجزیه و تحلیل داده ها از آمار توصیفی و استنباطی استفاده شد از روش آزمون معادلات ساختاری برای آزمون فرضیات تحقیق حاضر با استفاده از نرم اقزار لیزرل نسخه 8.8 استفاده گردید. </span></span></span></span></span></span></span></span></span></span></span></span></div>
<div style="text-align: justify;"><span style="font-size:11pt"><span style="text-justify:kashida"><span style="text-kashida:0%"><span style="tab-stops:10.5pt"><span style="direction:rtl"><span style="unicode-bidi:embed"><span style="line-height:115%"><span style="font-family:Calibri,sans-serif"><b><span lang="FA" style="font-size:10.0pt"><span style="line-height:115%"><span style="font-family:"B Mitra""><span style="color:#0070c0">یافتهها:</span></span></span></span></b><span lang="AR-SA" style="font-size:10.0pt"><span style="line-height:115%"><span style="font-family:"B Mitra""><span style="color:black"> یافتهها نشان دارد مدل از برازش کافی برخوردار بود (08/0</span></span></span></span><span dir="LTR" style="font-size:10.0pt"><span style="line-height:115%"><span style="font-family:"Times New Roman",serif"><span style="color:black"> RMSEA= </span></span></span></span><span lang="AR-SA" style="font-size:10.0pt"><span style="line-height:115%"><span style="font-family:"B Mitra""><span style="color:black">) و شاخص های شاخصهای </span></span></span></span><span dir="LTR" style="font-size:10.0pt"><span style="line-height:115%"><span style="font-family:"Times New Roman",serif"><span style="color:black">GFI</span></span></span></span><span lang="FA" style="font-size:10.0pt"><span style="line-height:115%"><span style="font-family:"B Mitra""><span style="color:black">،</span></span></span></span> <span dir="LTR" style="font-size:10.0pt"><span style="line-height:115%"><span style="font-family:"Times New Roman",serif"><span style="color:black">IFI</span></span></span></span><span lang="AR-SA" style="font-size:10.0pt"><span style="line-height:115%"><span style="font-family:"B Mitra""><span style="color:black">،</span></span></span></span> <span lang="AR-SA" style="font-size:10.0pt"><span style="line-height:115%"><span style="font-family:"B Mitra""><span style="color:black">و</span></span></span></span><span dir="LTR" style="font-size:10.0pt"><span style="line-height:115%"><span style="font-family:"Times New Roman",serif"><span style="color:black"> NFI </span></span></span></span><span lang="AR-SA" style="font-size:10.0pt"><span style="line-height:115%"><span style="font-family:"B Mitra""><span style="color:black">بترتیب برابر با 49/0، 43</span></span></span></span> <span lang="AR-SA" style="font-size:10.0pt"><span style="line-height:115%"><span style="font-family:"B Mitra""><span style="color:black">/0 و 41/0 میباشد که نشان دهنده برازش مناسب مدل می باشند. ارتباط علی معنی داری بین مدیریت استعداد و هوش هیجانی مدیران گزارش شد، همچنین ارتباط بین مدیریت استعداد و نوآوری سازمانی معنی دار بود علاوه بر آن مدیریت استعداد از طریق متغیر میانجی هوش هیجانی بر نوآوری سازمانی اثر علی معنی داری را نشان داد.</span></span></span></span></span></span></span></span></span></span></span></span></div>
<div style="text-align: justify;"><span style="font-size:11pt"><span style="text-justify:kashida"><span style="text-kashida:0%"><span style="tab-stops:10.5pt"><span style="direction:rtl"><span style="unicode-bidi:embed"><span style="line-height:115%"><span style="font-family:Calibri,sans-serif"><b><span lang="FA" style="font-size:10.0pt"><span style="line-height:115%"><span style="font-family:"B Mitra""><span style="color:#0070c0">نتیجهگیری:</span></span></span></span></b><b> </b><span lang="AR-SA" style="font-size:10.0pt"><span style="line-height:115%"><span style="font-family:"B Mitra""><span style="color:black">هنگامی که سازمانی روی استعدادهایش سرمایه گذاری میکند و هوش هیجانی کارکنان را تحت تاثیر قرار میدهد. هوش هیجانی به عنوان یک رفتار اثربخش از سوی کارکنان میتواند ارتباط موثرتر در کار و نقش اساسی در رشد ابتکار و نوآوری ایجاد نموده باعث میشود فضای کاری بهتر و عملکرد سازمانی موثرتری را به همراه داشته باشد.</span></span></span></span></span></span></span></span></span></span></span></span></div>
<div style="text-align: justify;"><span style="font-size:11pt"><span style="text-justify:kashida"><span style="text-kashida:0%"><span style="tab-stops:10.5pt"><span style="line-height:115%"><span style="font-family:Calibri,sans-serif"><b><span style="font-size:10.0pt"><span style="line-height:115%"><span style="font-family:"Times New Roman",serif"><span style="color:#0070c0">Background & Aims:</span></span></span></span></b> <span style="font-size:10.0pt"><span style="line-height:115%"><span style="font-family:"Times New Roman",serif"><span style="color:black">Today, human resources are considered the most important capital of organizations, and it is clear that people are the main factor in the survival of organizations in the field of competition With the complexity of the environment and the creation of diversity of different cultures and occupations, the role of human resources has gradually changed. Dynamic organizations to operate in this competitive world, in an effort to create opportunities for today's organizations, need creative, flexible and responsive forces and on the other hand, they are attracted to these talents, and organizations that cannot manage their human resources according to today's norms will be doomed. Career developments facing organizations have caused the strategies and plans that have been determined in advance to not respond to the future needs of the workforce in these organizations; Based on this, during the past decades, there has always been the issue of how to successfully implement the human resources talent management system in public organizations. Considering that both talent management and innovation agents seek to achieve a common goal, which is growth, development and effectiveness. It is possible to assume the point of intersection between these two variables. And in the meantime, it is very important to examine the effective components from the psychological and cognitive aspect such as emotional intelligence. Also, considering that the municipal sports organization of Tehran city needs talented human resources and providing new products with an innovative approach and improving the current business environment in order to achieve optimal effectiveness and efficiency according to its mission, conducting such a research at this time of Time seems necessary.</span></span></span></span></span></span></span></span></span></span></div>
<div style="text-align: justify;"><span style="font-size:11pt"><span style="text-justify:kashida"><span style="text-kashida:0%"><span style="tab-stops:10.5pt"><span style="line-height:115%"><span style="font-family:Calibri,sans-serif"><b><span style="font-size:10.0pt"><span style="line-height:115%"><span style="font-family:"Times New Roman",serif"><span style="color:#0070c0">Methods:</span></span></span></span></b> <span style="font-size:10.0pt"><span style="line-height:115%"><span style="font-family:"Times New Roman",serif"><span style="color:black">The statistical sample of the present study included all the managers and experts of the sports organization of Tehran city in the number of 272 people who were selected in a purposeful way. The participants of Phillips and Roper's (2009) standard talent management questionnaire including 38 questions and four components, the emotional intelligence questionnaire of Brackett et al. They completed the component voluntarily. The instrument had good validity and reliability. In the data analysis section, descriptive and inferential statistics were used, the method of structural equation testing was used to test the hypotheses of this research using Lisrel software version 8.8. </span></span></span></span></span></span></span></span></span></span></div>
<div style="text-align: justify;"><span style="font-size:11pt"><span style="text-justify:kashida"><span style="text-kashida:0%"><span style="tab-stops:10.5pt"><span style="line-height:115%"><span style="font-family:Calibri,sans-serif"><b><span style="font-size:10.0pt"><span style="line-height:115%"><span style="font-family:"Times New Roman",serif"><span style="color:#0070c0">Results:</span></span></span></span></b> <span style="font-size:10.0pt"><span style="line-height:115%"><span style="font-family:"Times New Roman",serif"><span style="color:black">The results show that the model had sufficient fit (RMSEA = 0.08) and the indices of IFI, GFI and NFI indices are.49, .43 and.41, respectively, which indicate the appropriate fit of the model. A significant causal relationship was reported between talent management and emotional intelligence of managers, also the relationship between talent management and organizational innovation was significant, in addition, talent management showed a significant causal effect through the mediating variable of emotional intelligence on organizational innovation.</span></span></span></span></span></span></span></span></span></span></div>
<div style="text-align: justify;"><span style="font-size:11pt"><span style="text-justify:kashida"><span style="text-kashida:0%"><span style="tab-stops:10.5pt"><span style="line-height:115%"><span style="font-family:Calibri,sans-serif"><b><span style="font-size:10.0pt"><span style="line-height:115%"><span style="font-family:"Times New Roman",serif"><span style="color:#0070c0">Conclusion:</span></span></span></span></b> <span style="font-size:10.0pt"><span style="line-height:115%"><span style="font-family:"Times New Roman",serif"><span style="color:black">Although a review of the research conducted in this field shows that innovation in organizations is a growing scientific branch, but the effectiveness of talent management and its value creation is still not properly understood in sports organizations. In addition, the number of studies related to emotional intelligence and talent management in sports organizations is very small and requires more research in this field. Since employees with higher emotional intelligence overcome problems better and have a better relationship with their colleagues. The social self-awareness of the employees has increased and can have a favorable effect on the performance of the organization</span></span></span></span></span></span></span></span></span></span></div>
<span style="font-size:11pt"><span style="text-justify:kashida"><span style="text-kashida:0%"><span style="tab-stops:10.5pt"><span style="line-height:115%"><span style="font-family:Calibri,sans-serif"><span style="font-size:10.0pt"><span style="line-height:115%"><span style="font-family:"Times New Roman",serif"><span style="color:black"></span></span></span></span></span></span></span></span></span></span><br>
مدیریت استعداد, هوش هیجانی, نوآوری سازمانی, سازمان ورزش شهرداری شهر تهران
Talent Management,Emotional Intelligence,Organizational Innovation,The sports organization of Tehran city
344
353
http://rjms.iums.ac.ir/browse.php?a_code=A-10-7208-1&slc_lang=fa&sid=1
Vahid
Sartipi
وحید
سرتیپی
3900319475328460072782
3900319475328460072782
No
PhD in Physical Education and Sport Science, Islamic Azad University, Science and Reseaches Branch, Tehran, Iran
دکتری تربیت بدنی و علوم ورزشی، دانشگاه آزاد اسلامی، واحد علوم و تحقیقات، تهران، ایران
Behzad
Divkan
بهزاد
دیوکان
divkan.behzad@gmail.com
3900319475328460072783
3900319475328460072783
Yes
Assistant Professor, Department of Physical Education, Islamic Azad University, East Tehran Branch, Tehran, Iran
استادیار، گروه تربیت بدنی، دانشگاه آزاد اسلامی، واحد تهران شرق، تهران، ایران
Parisa
Goodarzi
پریسا
گودرزی
Goodarzi.p61@gmail.com
3900319475328460072784
3900319475328460072784
No
Master's Student, Department of Physical Education and Sport Science, Islamic Azad University, East Tehran Branch, Tehran, Iran
دانشجوی کارشناسی ارشد، دانشگاه آزاد اسلامی، واحد تهران شرق، تهران، ایران