دست‌آوردهای روان‌شناختی

شماره جاری

بر اساس شماره‌های نشریه

بر اساس نویسندگان

بر اساس موضوعات

نمایه نویسندگان

نمایه کلیدواژه ها

درباره نشریه

اهداف و چشم انداز

اعضای هیات تحریریه

اصول اخلاقی انتشار مقاله

بانک ها و نمایه نامه ها

پیوندهای مفید

پرسش‌های متداول

فرایند پذیرش مقالات

اطلاعات آماری نشریه

اخبار و اعلانات

راهنمایی مقالات به زبان انگلیسی

فرم های نشریه

راهنمای تهیه مقاله

راهنمای دریافت گزارش همانندجویی

راهنمای دریافت کد (ORCID)

طراحی وآزمون الگویی از روابط بین عوامل فردی، گروهی و سازمانی با خلاقیت سازمانی در کارکنان شرکت ملی مناطق نفت خیز جنوب (منطقه آغاجاری)

نوع مقاله : مقاله پژوهشی

نویسندگان

1 دانشجوی دکتری روان‌شناسی دانشگاه شهید چمران اهواز

2 عضو هیات علمی دانشگاه شهید چمران اهواز، اهواز، ایران

3 استادیار گروه روان‌شناسی، دانشکده علوم تربیتی و روانشناسی، دانشگاه شهید چمران اهواز، اهواز، ایران

4 عضو هیأت علمی دانشگاه شهید چمران اهواز، اهواز، ایران

چکیده

پژوهش حاضر به منظور طراحی وآزمون الگویی از روابط بین عوامل فردی، گروهی وسازمانی با خلاقیت سازمانی در کارکنان شرکت ملی مناطق نفت خیز جنوب (منطقه آغاجاری) انجام شده است. جهت انجام پژوهش حاضر نمونه‌ی به حجم 300 نفر از کارکنان که به روش تمونه‌گیری طبقه‌ای ساده انتخاب شده بودند، مورد آزمون قرار گرفتند. ابزار گردآوری داده‌ها، شامل پرسشنامه های باز بودن به تجربه (NEO-FFI)، پرسشنامه شخصیت فراکنشی (PPS)، پرسشنامه جو گروهی (TCI)، مشارکت در تصمیم گیری گروهی، پرسشنامه بازتاب تیمی (TRQ)، پرسشنامه چند عاملی رهبری (GTL)، پرسشنامه جوسازمانی خلاقیت (CCQ)، پرسشنامه خود اثربخشی خلاق (CSE)، پرسشنامه انگیزش درونی (IMI) و پرسشنامه خلاقیت سازمانی (ECQ) می‌باشد. جهت آزمون الگو از روش الگویابی معادلات ساختاری با کاربرد نرم افزارهای SPSS.20 , AMOSE.20 استفاده شد. نتایج حاکی از معنی داری کلیه مسیرهای مستقیم به غیر از شخصیت فراکنشی به خوداثربخشی خلاق، ساختارسازمانی به خلاقیت سازمانی، بازبودن به تجربه به خلاقیت سازمانی، بازتاب تیمی به خلاقیت سازمانی، رهبری تحولی به خلاقیت سازمانی و جو سازمانی خلاقانه به خلاقیت سازمانی بود. با حذف مسیرهای غیر معنی‌دار الگو اصلاح شد. شاخص های برازندگی الگویابی معادلات ساختاری، برازش مناسب الگوی اصلاح شده را نشان دادند.

کلیدواژه‌ها

عنوان مقاله [English]

Designing and Testing a Model of the Relationships between Individual, Group and Organizational Factors with Organizational Creativity in Employees of NISOC (Aghajari District

نویسندگان [English]

  • A Afshari 1
  • N Naami 2
  • Nasrin Arshadi 3
  • E Hashemi 4

1 Student Ph.D. Shahid Chamran University of Ahvaz, Ahvaz, Iran

2 Shahid Chamran University of Ahvaz, Ahvaz, Iran

3 Department of Psychology, Faculty of Educational Sciences and Psychology, Shahid Chamran University Ahvaz, Ahvaz, Iran

4 Shahid Chamran University of Ahvaz, Ahvaz, Iran

چکیده [English]

The purpose of the present study was to design and test a model of the relationships between individual (openness to experience and proactive behavior), group (proactive safety and team reflexivity) and organizational (organizational structure, transformational leadership and organizational climate) factors with organizational creativity considering the mediating role of creative self-efficacy and intrinsic motivation in employees of National Iranian South Oil Company (Aghagari District). The participants were 254 employees (male 241& female13) of Oil Company in Aghajari that selected by stratified random sampling method. The instruments were Neo- Five Factor Inventory(NEO-FFI), proactive personality scale(PPS), team climate inventory(TCI), team reflectivity questionnaire (TRQ), transformational leadership scale (GTL), creative climate questionnaire (CCQ), creative self-efficacy scale (CSE), intrinsic motivation inventory (IMI) and employee creativity questionnaire (ECQ). The proposed model was examined through structural equation model (SEM). Results showed that the direct paths from proactive personality to creative self-efficacy, organizational structure to organizational creativity, openness to organizational creativity, team reflectivity to organizational creativity, transformational leadership to organizational creativity and organizational climate to organizational creativity were non-significant. The indirect relationships were tested using bootstrapping procedure in Preacher and Hayes Macro command.  After omitting non-significant paths, the model fitted the data properly and all indirect effects were significant.

کلیدواژه‌ها [English]

  • Organizational creativity
  • Openness
  • proactivity
  • Participation in decision making
  • Trust and participative safety
  • Team reflectivity
  • Transformational leadership
  • Organizational structure
  • Intrinsic motivation
  • Creative self-efficacy
  • Creative organizational climate
مراجع
Alencar, E. M. (2009). The role of expertise on the creative production: Theoretical and empirical contributions. Revista de Psicologia, 28, 13 -27. ##
Barton, H., Barton, L. C. (2011). Trust and psychological empowerment in the russian work context. Human Resource Management Review, 21, 201–208. ##
Bateman, T. S., & Crant, J. M. (1993). The proactive component of organizational behavior: A measure and correlates. Journal of Organizational Behavior, 14, 103–118. ##
Batey, M., Furnham, A., & Safiullina, X. (2010). Intelligence, general knowledge and personality as predictors of creativity, learning and individual differences. In Press, Corrected Proof. ##
Beghetto, R. A., Kaufman, J. C., & Baxter, J. (2011). Answering the unexpected questions: exploring the relationship between students' creative self-efficacy and teacher ratings of creativity. Psychology of Aesthetics, Creativity, and the Arts, 5 (4), 342–349. ##
Borrill, C. S., Carletta, J., Carter, A. J., Dawson, J., Garrod, S., Rees, A., Richards, A., Shapiro, D., & West, M. A. (2000). The Effectiveness of Health Care Teams in the National Health Service. Birmingham: aston centre for health service organization research. ##
Carless, S. A., Wearing, A. J., & Mann, L. (2000). A short measure of transformational leadership. Journal of Business and Psychology, 14, 389–405. ##
Chamorro-Premuzic, T., & Reichenbacher, L. (2008). Effects of personality and threat of evaluation on divergent and convergent thinking. Journal of Research in Personality, 42 (4), 1095-1101. ##
Chan, D. (2006). Interactive effects of situational judgment effectiveness and proactive personality on work perceptions and work outcomes. The Journal of Applied Psychology, 91, 475–481. ##
Conchie, S. M. (2013). Transformational leadership, intrinsic motivation, and trust: a moderated-mediated model of workplace safety. Journal of Occupational Health Psychology, 18 (2), 198-210. ##
DeYoung, C. G. (2010). Personality neuroscience and the biology of traits. Social and Personality Psychology Compass, 4, 1165-1180. ##
Dewett, T. (2007). Linking intrinsic motivation, risk taking, and employee creativity in an R & D environment. R & D Management, 37,197-208. ##
Ford, C. M. & Gioia, D. A. (1995). Creative Action in Organization. New York University, 106-114. ##
Furnham, A. & Nederstrom. (2010). Ability, demographic and personality predictors of creativity, Personality and Individual Differences, 48 (8), 957-961. ##
Furnham, A. (1997). Knowing and faking one’s five-factor personality scores. Journal of Personality Assessment, 69, 229–243. ##
Furnham, A., & Bachtiar, V. (2008). Personality and intelligence as predictors of creativity. Personality and Individual Differences, 45 (7), 613-617. ##
Furnham, A., Batey, M., Anand, K., & Manfield, J. (2008). Personality, hypomania, intelligence and creativity. Personality and Individual Differences, 44 (5), 1060-1069. ##
Furnham, A., Crump, J., Batey, M., & Chamorro-Premuzic, T. (2009). Personality and ability predictors of the “consequences” test of divergent thinking in a large nonstudent sample. Personality and Individual Differences, 46 (4), 536-540. ##
Grunig, L. A., Grunig, J. E., & Ehling, W. P. (2002). What is an effective organization? In J. E. Grunig (Ed.), Excellence in Public Relations and Communication Management, 285-326. ##
Hong, L., & Ruimin,P. (2012). The effect of transformational mentorship on individual creativity in educational research teams: the mediating role of LMX and intrinsic motivation. International Conference on Management Science and Engineering. ##
Isaksen, S. G., & Ekvall, G. (2010). Managing for innovation: The two faces of tension in creative climates. Creativity and Innovation Management, 19, 73-88. ##
Isaksen, S. G., Isaksen, E. J. (2011). The climate for creativity and innovation: and its relationship to empowerment, consumer insight, and ambiguity. Orchard park, NY: the creative problem solving group, Inc. ##
Karwowski, M. (2013). The creative mix: teacher’s creative leadership, school creative climate, and students’ creative self-efficacy. Chowanna, 36, 25-43. ##
Kim, T.Y., Hon, A. H. Y., & Crant, J. M. (2009). Proactive personality, employee creativity, and newcomer outcomes: a longitudinal study. Journal of Business and Psychology, 24, (1), 93-103. ##
Locke, E. A., & Latham, G. P. (1990). A theory of goal setting and task performance. Englewood Cliffs, NJ: Prentice-Hall. ##
Mayer, D., Nishii, L., Schneider, B., & Goldstein, H. (2007). The precursors and products of justice climate: Group leader antecedents and employee attitudinal consequences. Personnel Psychology, 60, 929–963. ##
McCrae, R., & Costa, P.T. (1997). Conceptions and correlates of openness to experience. In R. Hogan, J. Johnson, & S. Briggs (Eds.). Handbook of Personality Psychology, 825-847. ##
Mumford, M. D. (2012). Creativity in organizations: important and approaches. In M. D. Mumford & K. S. Kimberly (Ed.). Handbook of Organizational Creativity, 5-15. ##
Parker, S. (1998). Enhancing role-breadth self-efficacy: The roles of
job enrichment and other organizational interventions. Journal of Applied Psychology, 83, 835–852. ##
Schippers, M. C., Den Hartog, D. N., Koopman, P. L., & Wienk, J. A. (2003). Diversity and team outcomes: The moderating effects of outcome interdependence and group longevity, and the mediating effect of reflexivity. Journal of Organizational Behavior, 24, 779–802. ##
Seibert, S. E., Crant, J. M., & Kraimer, M. L. (1999). Proactive personality and career success. Journal of Applied Psychology, 84, 416–427. ##
Shalley, C. E., & Gilson, L. L. (2004). What leaders need to know: A review of social and contextual factors that can foster or hinder creativity? The Leadership Quarterly, 15 (1), 33-53. ##
Shin, S. J., Zhou, J. (2003). Transformational leadership, conservation, and creativity: Evidence from Korea. Academy of Management Journal, 46 (6), 703–14. ##

Stine, M., Thompson, T., & Cusella, L. (1995). The Impact of Organizational Structure and Supervisory Listening Indicators on Subordinate Support, Trust, Intrinsic Motivation, and Performance. International Journal of Listening, 9, (1), 84-105. ##

Sternberg, R. J. & Lubart, T. I. (1999). The concept of creativity: Prospects and paradigms. In R. J. Studies, 12 (2), 55–64. ##
Tierney, P., Farmer, S. M., Graen, G. B. (1999). An examination of leadership and employee creativity: The relevance of traits and relationships. Personnel Psychology, 52, 591–620. ##
Tjosvold, D. (1990). "Making technological innovations work." Human Resources, 43, 1117-1131. ##
West, M. (2010). Effective Teamwork. New delhi: excel books. ##
West, M., & Farr, J. (1990). Innovation at work. In M. West & J. farr (Eds.), innovation and creativity at work: Psychological and Organizational Strategies, 3-13. ##
Yi, X., Scheithauer, H., & Lin, C. (2008). The impact of culture on general, creativity self-efficacy and cultural efficacy. Unpublished Manuscript. ##
Zhou, J., & George, J. M. (2003). Awakening employee creativity: The role of leader emotional intelligence. The Leadership Quarterly, 14 (4-5), 545-568. ##
Zhou, J., & Shalley, C. E. (2003). Research on employee creativity: A critical review and Directions for future research. In J. Martocchio (Ed.), Research in Personnel and Human Resource Management: 165–217. Oxford, England: Elsevier.##
دست‌آوردهای روان‌شناختی
دوره 21، شماره 2 - شماره پیاپی 2
دی 1393
صفحه 45-64
فایل ها
سابقه مقاله
  • تاریخ دریافت: 20 تیر 1392
  • تاریخ بازنگری: 24 تیر 1392
  • تاریخ پذیرش: 28 مهر 1392
هم رسانی
ارجاع به این مقاله
آمار