شناسایی عوامل موثر بر استقرار سیستم مدیریت دانش (مطالعه موردی:سازمان تامین اجتماعی استان هرمزگان)
محورهای موضوعی : روش های نوین آموزش وتوسعه منابع انسانی
رضا بارانی ماشهرانی
1
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مهدی باقری
2
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پیام پاسلاری
3
1 - دانشجوی دکتری، مدیریت، مدیریت، دانشکده علوم انسانی، دانشگاه آزاد اسلامی، قشم، ایران.
2 - دانشیار، دکترای مدریت دولتی، دانشکده علوم انسانی، دانشگاه آزاد اسلامی بندرعباس بندرعباس، ایران
3 - استادیار، مدیریت، مدیریت، دانشکده علوم انسانی، دانشگاه آزاد اسلامی بندرعباس، بندرعباس، ایران.
کلید واژه: سیستم مدیریت دانش, سازمان تامین اجتماعی, استان هرمزگان,
چکیده مقاله :
هدف پژوهش حاضر شناسایی عوامل موثر بر استقرار سیستم مدیریت دانش در سازمان تامین اجتماعی استان هرمزگان می باشد، . پژوهش حاضر، از نظر ماهيت از نوع پژوهش هاي كمي، از نظر ميزان كنترل متغيرها از نوع غيرآزمايشي و از نظر هدف در زمره تحقيقات كاربردي محسوب ميشود. در گام اول به منظور شناسایی به مطالعه منابع علمی مختلف از جمله کتابها، مقالات و پایگاههای معتبر علمی موجود و همچنین مصاحبه با برخی خبرگان و کارشناسان با سابقه و برجسته پرداخته شد. پس از تعیین عوامل موثر بر استقرار سیستم مدیریت دانش اقدام به طراحی پرسشنامه با هدف سنجش گزینه ها براساس مقیاس پنج درجه ای شد. جامعه آماري اين تحقيق كه با استفاده ازروش پيمايشي انجام شده، کارکنان ادرات تامین اجتماعی استان هرمزگان بودند حجم نمونه با استفاده نمونه گیری تصادفی و فرمول کوکران 150 نفر تعیین شد. به منظور تجزیه و تحلیل اطلاعات از آمار توصیفی و در سطح آمار استنباطی از آزمون بارتلت، تحلیل عاملی، ضریب و ماتریس همبستگی، و آزمون خی دو استفاده گردید. یافته های پژوهش نشان داد مقوله هـاي« مدیریت مشارکتی، شایستگی حرفهای کارکنان، رسالت سازمان و حمایت دولت»به عنوان شرایط علی، مقوله هاي «سیستمهای اطلاعاتی و مدیریتی، راهبرد و رهبری، فراموشی هدفمند، جو رقابتی و زیرساخت فناوری » به منزله شرایط بســتر، مقوله های «ساختار سازمانی، اشتراک سازمانی، چشم انداز سازمانی، میزان تفویض اختیار و نظارت و کنترل » به منزله شرایط مداخله گر، مقوله های «مهندسی معکوس، آموزش و تربیت، طراحی دوره های آموزشی و توانمندسازی کارکنان » به عنوان راهبرد و 6 مقوله (تقویت مهارتهای خودتنظیمی، تقویت انگیزش شغلی، افزایش تعهد سازمانی، انعطاف پذیری در ارتباطات، کارآفرینی و نوآوری، بهبود عملکرد سازمانی) به عنوان پیامدهايِ استقرار سیستم مدیریت دانش در سازمان تامین اجتماعی احصــاء شــده انــد .
The aim of the present study was to identify the factors affecting the establishment of a knowledge management system in the Hormozgan Province Social Security Organization. This study was quantitative in nature, non-experimental in terms of the amount of control of variables, and applied in terms of its purpose. In the first step, in order to identify, various scientific sources were studied, including books, articles, and existing reputable scientific databases, as well as interviews with some experienced and prominent experts. After determining the factors affecting the establishment of a knowledge management system, a questionnaire was designed with the aim of measuring the options based on a five-point scale. The statistical population of this study, which was conducted using a survey method, was the employees of the Hormozgan Province Social Security Administration. The sample size was determined using random sampling and the Cochran formula to be 150 individuals. In order to analyze the data, descriptive statistics were used, and at the level of inferential statistics, Bartlett's test, factor analysis, correlation coefficient and matrix, and chi-square test were used. The research findings showed that the categories of "participatory management, professional competence of employees, organization's mission and government support" were considered as causal conditions, the categories of "information and management systems, strategy and leadership, purposeful forgetting, competitive atmosphere and technology infrastructure" were considered as background conditions, the categories of "organizational structure, organizational participation, organizational vision, degree of delegation and supervision and control" were considered as intervening conditions, the categories of "reverse engineering, education and training, design of training courses and employee empowerment" were considered as strategies, and 6 categories (strengthening self-regulation skills, strengthening job motivation, increasing organizational commitment, flexibility in communication, entrepreneurship and innovation, improving organizational performance) were considered as consequences of establishing a knowledge management system in the Social Security Organization.
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