نقش مدیریت استعداد در عملکرد شغلی با میانجی‌گری سرمایه اجتماعی

نوع مقاله : مدیریت و سازمان(اخلاق و مسئولیت اجتماعی، رهبری و تحول سازمانی، عملکرد سازمانی، ریسک، مدیریت منابع سازمانی، سطوح تحلیل سازمانی، بلوغ سازمانی، آسیب­‌شناسی سازمانی، نظام اداری، . . . )

نویسندگان

1 نویسنده مسئول، دانشیار گروه علوم تربیتی، دانشکده علوم انسانی، دانشگاه بوعلی سینا ، همدان، ایران

2 دانشجوی دکترای مدیریت آموزشی گروه علوم تربیتی، دانشکده علوم انسانی، دانشگاه بوعلی سینا، همدان

چکیده

هدف پژوهش بررسی نقش مدیریّت استعداد در عملکرد شغلی با میانجی‌گری سرمایه اجتماعی می­باشد. جامعه پژوهش کلیّه معلّمان ابتدایی ناحیه 1 شیراز به تعداد 3000 نفر، که از این جامعه با روش نمونه­گیری تصادفی ساده و بر مبنای جدول مورگان نمونه‌ای به حجم 341 نفر انتخاب شد. روش پژوهش مطالعات همبستگی و مدل‌یابی معادلات ساختاری است. از پرسشنامه مدیریت استعداد اوهلی (2007)، پرسشنامه سرمایه اجتماعی ناهاپیت و گوشال (1998) و پرسشنامه عملکرد شغلی پاترسون(2005)، استفاده شد. جهت تعیین پایایی و روایی ابزار، از تکنیک­های آلفای کرانباخ و تحلیل عاملی تائیدی استفاده شد، جهت تحلیل داده‌ها از تکنیک‌های توصیفی و تحلیل مسیر تأییدی با استفاده از نرم افزار lisrel استفاده شد. نتایج نشان داد که: متغیّر مدیریّت استعداد دارای اثر مستقیم مثبت (36/0)، اثرغیر مستقیم مثبت (157/0) و اثر کل مثبت (517/0) و معنادار بر متغیّر عملکرد شغلی در سطح 05/0 می­باشد. متغیّر سرمایه اجتماعی دارای اثر مستقیم مثبت (21/0) و معنادار بر متغیّر عملکرد شغلی در سطح 05/0 می­باشد. متغیّر مدیریت استعداد با ضریب مسیر غیر مستقیم بواسطه سرمایه اجتماعی (157/0) و مقدار تی (63/4) دارای اثر  غیرمستقیم، مثبت و معنادار بر متغیّر عملکرد شغلی در سطح 05/0 می­باشد.

کلیدواژه‌ها


عنوان مقاله [English]

The Role of Talent Management in Job Performance Mediated by Social Capital

نویسندگان [English]

  • Mohammad Reza Ardalan 1
  • Hosein Majooni 2
1 Associate Professor, Department of Educational Sciences, Faculty of Humanities Sciences, Bu-Ali Sina University, Hamedan, Iran.
2 Ph.D. student in Educational Management, Department of Educational Sciences, Faculty of Humanities, Bu-Ali Sina University, Hamedan
چکیده [English]

The purpose of this study was to investigate the role of talent management in job performance mediated by social capital. The research population was all 3000 elementary teachers of Shiraz District 1 who were selected by simple random sampling method based on Morgan table with a sample size of 341. The research method is correlation studies and in particular structural equation modeling. The Early Talent Management Questionnaire (2007), the Nahapit & Goshal Social Capital Questionnaire (1998) and the Paterson Job Performance Questionnaire (2005) were used. Cronbach's alpha and confirmatory factor analysis were used to determine the reliability and validity of the tool. The results showed that: talent management had positive direct effect (0.36), indirect positive effect (0.157) and positive total effect (0.517) and significant effect on job performance variable at 0.05 level. The social capital variable has a positive direct effect (0.21) and significant on the job performance variable at the 0.05 level. Talent management variable with indirect path coefficient through social capital (0.157) and t value (4.63) have indirect, positive and significant effect on job performance variable at 0.05 level.

کلیدواژه‌ها [English]

  • Talent management
  • social capital
  • Job Performance
  • education
  • Teachers
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