بررسی رابطه منتورینگ، رهبری تحول آفرین، و فرهنگ سازمانی نوآور با میزان تاب آوری سازمانی و ارائه یک مدل مطلوب (مطالعه موردی: شرکت گاز استان کرمان)
کلمات کلیدی:
تاب آوری سازمانی, فرهنگ سازمانی نوآور, رهبری تحول آفرین, منتورینگچکیده
پژوهشحاضر به بررسی رابطه منتورینگ، رهبری تحول آفرین، و فرهنگ سازمانی نوآور با میزان تاب آوری سازمانی در شرکت گاز استان کرمان و ارائه یک مدل مطلوب پرداخت. این پژوهش با استفاده از روشتحقیق کیفیتحلیل مضمون، مصاحبه با10نفر از مدیران و خبرگان حوزه منتورینگ و تاب آوری سازمانی، اعضا هیأت علمی و مدیران شرکت ملی گازاستان کرمان انجام شد. جامعه آماری در بخش کمی شامل 145 نفر از مدیران و کارشناسان شرکت ملی گاز استان کرمان بودند که به شیوه نمونهگیری تصادفی سییستماتیک مدنظر قرار گرفتند. برایشناسایی ابعاد و مؤلفههای منتورینگ و تاب آوری سازمانی مصاحبههای مفصل و عمیقی با مدیران شرکت ملی گاز استان کرمان انجام شده است. برای آشنایی بیشترمدیران وکارمندان شرکت گاز استان کرمان با منتورینگ بک دوره آموزشی دو روزه برگزارگردید. دربخشکمی پژوهش از پرسشنامه 53 سوالی براساس طیف 5 درجهایلیکرتاستفادهشد. رواییپرسشنامه برابر با (88/1درصد) و پایایی آن برابر با (87/8درصد) محاسبهگردید. کدگذاری مصاحبههای تخصصی پژوهش با استفاده از تحلیل کیفی مضمون در6مرحله صورت پذیرفت و تمهای مورد نظر استخراج شدند و مدل نهایی ارائه گردید. در بخش کیفی جهت تحلیل مضامین استخراج شده از نرمافزار Maxqda استفاده شد. نتایج نشان داد که رهبران تحولآفرین و فرهنگ سازمانی نوآور با ارائه چشماندازهای جذاب و الهام بخش، کارکنان را به سمت اهداف بلندمدت هدایت میکنند. منتورینگ تأثیر قابل توجهی بر افزایش تابآوری سازمانی در مواجهه با چالشها، بحرانها، و بازگشت به حالت عادی و مدیریت دارد.
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حق نشر 2025 حسین ابوسعیدی (نویسنده); سنجر سلاجقه; محمدجلال کمالی (نویسنده)

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