طراحی و اعتباریابی پرسشنامه دی ان ای سازمانی

نوع مقاله : مدیریت استراتژیک (برنامه­‌ها، تحلیل‌های استراتژیکی تولید، استراتژی‌های بازاریابی و مدیریت بازار، کسب­وکار، سرمایه گذاری، منابع انسانی، مالی، رقابت، . . . )

نویسندگان

1 دانشیار مدیریت آموزشی، گروه علوم تربیتی، دانشگاه بوعلی سینا همدان، همدان، ایران

2 استادیار مدیریت آموزشی،گروه مدیریت آموزشی، واحد قائم شهر،دانشگاه آزاد اسلامی، قائم شهر،ایران

3 نویسنده مسئول: دانشجوی دکتری مدیریت آموزشی ، دانشکده ادبیات و علوم انسانی، دانشگاه بوعلی سینا همدان، همدان، ایران.

چکیده

با توجه به نقش و اهمیت ساختار سازمانی به عنوان یکی از اجزای مهم و تعیین کننده کارایی در هر سازمان در راستای بهبود عملکرد نیاز به پرداختن به آن مهم جلوه می کند، با درک این مهم پژوهش حاضر با هدف بررسی ساختار عاملی پرسشنامه دی ان ای سازمانی انجام شده است. روش تحقیق حاضر توصیفی از نوع پیمایشی می باشد، جامعه آماری پژوهش شامل تمامی مدیران و معلمان مقاطع متوسظه ناحیه یک شهر کرمانشاه می باشد، 316 نفر از معلمان با استفاده از روش نمونه گیری خوشه ای تصادفی جهت بررسی انتخاب شدند. ابزار گردآوری داده های پژوهش پرسشنامه محقق ساخته بود. پس از بررسی روایی محتوایی پرسشنامه، جهت بررسی روایی سازه از تحلیل عاملی اکتشافی و جهت بررسی پایایی از آلفای کرونباخ در نرم افزار SPSS22 بهره گرفته شد. نتایج تحلیل عاملی اکتشافی نشان داد که پرسشنامه دی ان ای سازمانی از چهار عامل حق تصمیم گیری(7گویه)، اطلاعات(7 گویه)، ساختارسازمان(7 گویه) و محرک ها(7گویه) تشکیل می شود. پایایی پرسشنامه نیز با استفاده از ضریب آلفای کرونباخ برای حق تصمیم گیری(81/0)، اطلاعات(82/0)، ساختارسازمان(86/0) و محرک ها(83/0) محاسبه شد. نتایج این مطالعه نشان داد، پرسشنامه 28 سئوالی بدست آمده، مقیاس مناسبی برای سنجش دی ان ای سازمانی است.

کلیدواژه‌ها


عنوان مقاله [English]

Designing and Validating an Organizational DNA Questionnaire

نویسندگان [English]

  • Mhomad reza Ardalan 1
  • Marziyeh Niazazari 2
  • Fariborz Erfanizadeh 3
1 Associate, professor, Department of Educational Sciences, Faculty of Literature and Humanities, Buali Sina University, Hamedan, Iran
2 Assistant Professor of Educational Management, Department of Educational Management, Ghaemshahr Branch, Islamic Azad University, Ghaemshahr, Iran
3 PhD student, Department of Educational Sciences, Buali Sina University, Hamedan, Iran
چکیده [English]

Considering role and importance of organizational structure as one of the most important components and determinant of Efficiency in any organization to improve performance need to address it is important, understanding this important, the present study aimed to investigate the Factor Structure of the organizational DNA questionnaire. The research method is a descriptive survey. statistical population of the study included all managers and teachers Secondary school districts 1 of Kermanshah city, 316 form them were selected by using random cluster sampling. The research data collection tool was a researcher-made questionnaire. After study the content validity of the questionnaire, to check the construct validity of exploratory factor analysis and reliability analysis of Cronbach's alpha SPSS22 software was used. The results of exploratory factor analysis showed that organizational DNA questionnaire consists of four factors: decision making rights (7 items), information (7 items), organizational structure (7 items), and incentives (7 items). The reliability of the questionnaire was calculated using Cronbach's alpha coefficient for decision making rights (0.81), information (0.82), organizational structure (0.86) and stimuli (0.83). The results of this study showed that 28-items questionnaire is suitable scale for measuring organizational DNA.

کلیدواژه‌ها [English]

  • Organizational DNA
  • Standardization
  • Structural validity
  • Reliability
Abdel-Raheem, A. B. E. D., & Saad, M. (2019). Organizational Personality as a Moderating Variable of the Relationship between Organizational DNA and Innovative Performance. Journal of Business7(3), 131-139.
Abdul Reda Rashid, S., & Dahash Chalab, I. (2007). The influence of organizational DNA on innovation performance: An empirical study in a sample of Iraqi industrial organizations, AL- Qadisiya Journal for Administrative and Economic sciences; 9(4): 9-22.
Abdulah, A. A. (2019). The impact of characteristics of the Organization DNA in enhancing the capabilities of strategic agiliy Analytical study in a number of private universities in Iraq. Tikrit Journal of Administration and Economics Sciences15(2), 105-123.
Abedini, S., Feiziz, T., Sarlak, M., & Gramipour, M. (2020). Identify the ‎‏»‏Organizational DNA‏«‏Model in the IRIB ‎Organization. Journal of Iran Future Studies, 4(2), 157-179. doi: 10.30479/jfs.2020.11686.1116.
Aishah, Z. N., Syuhirdy, M. N., Zahari, M. S. M., & Radzi, S. M. (2014). Organizational DNA and human resource practices: Its implication towards hotel performance. Theory and Practice in Hospitality and Tourism Research; 65:1-14.
Azudin, A., & Mansor, N. (2018). Management accounting practices of SMEs: The impact of organizational DNA, business potential and operational technology. Asia Pacific Management Review; 23:1-11.
Bel, R., Smirnov, V., & Wait, A. (2018). Managing change: Communication, managerial style and change in organizations. Economic Modelling; 69:1-12.
Bordia, R., Kronenberg, E., & Neely, D. (2005).  Innovations Organizational DNA.  Retrieved from http://www.boozallen.com.

Boulding, K. E. (1997). General systems theory-the skeleton of science. Management science2(3): 197-208.

Busher, H. (2006). Understanding Educational Leadership: People, Power and Culture: People, Power and Culture. McGraw-Hill Education (UK).

Candir, E. (2005). Organizational DNA an application. Master thesis. Institute of Social Sciences, University of Uludag, Bursa.
Chao, G. T., O'Leary-Kelly, A. M., Wolf, S., Klein, H. J., & Gardner, P. D. (1994). Organizational socialization: Its content and consequences. Journal of Applied psychology79(5):719- 730.

Dobni, C. B. (2008). The DNA of innovation. Journal of Business Strategy29(2): 43-50.

Doş, İ. (2013). School DNA and Its Transfer. American Journal of Human Ecology2(1): 7-15.
Etebarian K. A., Nosouhi, A., & Bahrami, M. (2015) A comparative study of organization DNA in private companies in terms of tax evasion based on Honold and Silverman's model, Indian Journal of Fundamental and Applied Life Sciences; 5(S4): 1391- 1400.
Gharemani M. (2005). Improving the educational decision-making system in education from the viewpoint of members of education faculties settled in Tehran universities and the managers and staff managers and specialists in Ministry of Education, Journal of Educational Innovation, 13(4): 32-57. [In Persian]
Govindarajan, V., & Trimble, C. (2005). Organizational DNA for strategic innovation. California Management Review47(3): 47-76.
Gündüz, H. B., Beşoluk, Ş., & Onder, I. (2011). From the complex system leadership perspective: DNA leadership. Journal of Human Sciences8(1), 520-544.
Hamilton,B.A.(2005),Organizational DNA,www.boozallen.com.
Hilb, M., & Dubs, R. (2003). Organizational Change: Formulating, Implementing, and Sustaining a Fundamental Organizational Change in South American Central Banks Pilot Study Colombia. Retrievedfrom http://citeseerx. ist. psu. Edu/viewdoc/download.
Holladay, R. (2005). Simple rules: organizational DNA. OD PRACTITIONER37(4), 1-10.
Honold,L., & Silverman,R. (2002).Organizational DNA; Diagnosis Your Organization for Increased Effectiveness. California: Davies Black publishing Palo Alto.
İpli̇k, F. N., Topsakal, Y., & Doğan, O. (2014). STRATEGIC INNOVATION: AN EMPIRICAL STUDY ON HOTEL FIRMS OPERATING IN ANTALYA REGION. Advances in Hospitality and Tourism Research2(1): 16-29.
Ivanov, S. (2012). The problem of defects in modern organizations: Preliminary research findings. International Proceedings of Economics Development and Research: Management and Education Innovation37(1): 42-45.
Jones, D.R. (2013). The Biophilic University’: a de-familiarizing organizational metaphor for ecological sustainability? Journal of Cleaner Production; 48: 148-165.
Kaipa, P. & Milus, T. (2002). Mapping the organizational DNA: A living system approach to organization trans-formation. Campbell, CA: Kaipa Group.
Kline, R. B. (2011). Principles and practice of structural equation modeling. Second Edition, New York: The Guilford Press.

Knott, D. G, & Neilson, G. L. (2006) Organization to Executive: It’s in the DNA. Ivey Business Journal Online, https://www.questia.com/magazine/1P3-1060614661.

Lowry, P.B. & Wilson, D. (2016). Creating agile organizations through IT: The influence of internal IT service perceptions on IT service quality and IT agility. The Journal of Strategic Information Systems;25(3): 211-226.
Lu, P.,Yuan, Sh., & Wu, J.(2017). The interaction effect between intra-organizational and inter-organizational control on the project performance of new product development in open innovation. International Journal of Project Management; 35(8): 1628-1683.
Majid, Z. S. (2019). The effect of Organizational DNA on Intellectual Capital: An exploratory Study on a sample of managers of the general Company. Economic Sciences14(54), 70-108.
Meyer, A.G. (2017). The impact of education on political ideology: Evidence from European compulsory education reforms. Economics of Education Review; 56:9-23.
Mombinie, Y. (2017). Organizational DNA, Tadbir Management Educational Scientific Monthly, 1(28): 55-57. [In Persian]
Morgan G. (1997).  Images of Organization. Ankara: MESS Publishing.
Nafei, W. (2014). The Role of Organizational DNA in Improving Organizational Performance: A Study on the Industrial Companies in Egypt. International Business Research8(1):110- 117.  

Neilson, G. L., Pasternack, B. A., Mendes, D., & Tan, E. M.  (2004) Profiles in Organizational DNA Research and Remedies, http://www.strategy-business.com

Neilson, G., Pasternack, B. A., & Mendes, D.  (2003). the Four Factor of Organizational DNA. Retrieved fromhttp://www.Boozallen.com / 4 Factor.htlm.
Niehues, A. & Gross, S. (2004). Organizational DNA Cracking the Code on Execution. Aerospace, Defence & Transportation Practice.
Olhats, M. (2012). Decoding the brand DNA: a design management methodology applied to favela fashion.

Omotayo, A. O., & Adenike, A. A. (2013). Impact of Organizational Culture on Human Resource Practices: A Study of Selected Nigerian Private Universities. Journal of Competitiveness5(4): 115-133.

Onay, M. & Erguden, S. (2012). A new metaphor: corporate dna. Journal of Social Sciences and Humanities: 4(1); 203-212.
Peachey, J.W., Cohen, A., Shin, N., & Fusaro, B. (2018). Challenges and strategies of building and sustaining inter-organizational partnerships in sport for development and peace, Sport Management Review, 21(2): 160-175.
Rajabzade, R., lesani, M., & Motahharinejad, H. (2015). The relationship between teachers’ perceptions towards instructional leadership behaviors of their principals and teachers’ attitudes towards change and Their Effectiveness. Research on Educational Leadership and Management, 2(5), 149-176. doi: 10.22054/jrlat.2017.2622.1063 [In Persian]
Sabori Khosro shahi, H. (2010). Education in Globalization Period: Challenges and Needed Strategies to Face on. Strategic Studies of public policy, 1(1), 153-196. [In Persian]
Sinden, R. R., Pearson, C. E., Potaman, V. N., & Ussery, D. W. (1998). DNA: structure and function. In Advances in genome biology, 5:1-141.

Soroush, S., & Esfahani, D. N., Poorfarahmand, B. (2013). Investigation of organizational DNA in Esfahan Province sport and youth offices according to Honold and Silverman Model. International Research Journal of Applied and Basic Sciences4 (6): 1417-1425.

Soroush, S., Mohammadpouri, M., Poorfarahmand, B., & Esfahani, D. N. (2014). Studying of Organizational DNA in Esfahan Province Sport and Youth Offices. International Journal of Human Resource Studies; 4(3): 125.
Thomas, L. (2007). Innovation Organizational DNA. Retrieved from http://www.12manage.com.
Unger, L., Savic, O., & Sloutsky. V.M. (2020). Statistical regularities shape semantic organization throughout development, Cognition, 198(2): 1-13.