بررسی وضعیت جوسازمانی نوآورانه از دیدگاه کارکنان آموزشی: مطالعه مقدماتی در جهت اجرای برنامه تحول و نوآوری در دانشگاه علوم پزشکی بابل

نوع مقاله: مقاله پژوهشی

نویسندگان

1 دبیرخانه تحول و نوآوری در آموزش، معاونت آموزشی، دانشگاه علوم پزشکی بابل، بابل، ایران

2 شهرستان بابل- دانشگاه علوم پزشکی بابل- معاونت آموزشی

3 دانشگاه علوم پزشکی بابل-دبیرخانه تحول و نوآوری در آموزش پزشکی

چکیده

چکیده
زمینه و هدف: جوسازمانی مهم‌ترین منبع نوآوری آموزشی می‌باشد و گسترش فرهنگ نوآوری آموزشی نیازمند توجه اساسی به امر آموزش است. این مطالعه مقدماتی درجهت اجرای برنامه تحول و نوآوری در آموزش علوم پزشکی، وضعیت جوسازمانی نوآورانه دانشگاه علوم پزشکی بابل را بررسی کرده است.
روش بررسی: پژوهش از نوع توصیفی- مقطعی و جامعه آماری شامل کلیه کارکنان آموزشی دانشگاه علوم پزشکی بابل و 94 نفر به‌عنوان نمونه دردسترس انتخاب‌شده‌اند. ابزار تحقیق پرسشنامه‌ای مشتمل بر مشخصات دموگرافیک و 14 گویه بوده که مبتنی بر هدف، از پرسش‌نامه جوسازمانی نوآورانه سیگل و کایمر اقتباس‌شده‌اند. نمره‌گذاری بر مبنای طیف لیکرت و مجموع نمرات گویه‌ها به‌عنوان نمره جوسازمانی نوآورانه که می‌تواند در بازه 70-14، با میانگین 42 متغیر باشد. روایی پرسشنامه توسط خبرگان مرتبط و پایایی با استفاده از ضریب آلفای کرونباخ برابر 93/0، تائید شد. توصیف و تحلیل اطلاعات، با استفاده از نرم‌افزار spss21 و آماره‌های توصیفی، آزمون t مستقل و تحلیل واریانس انجام پذیرفت.
یافته‌ها: میانگین سنی واحدهای پژوهش 9/41 سال و 8/63 درصد زن بوده‌اند. اکثریت دارای سابقه کار کمتر از 10 سال در واحد آموزش بوده، نیمی از کارکنان آموزش دانشکده‌ها و وضعیت استخدام 66 درصد رسمی و یا پیمانی بوده است. میانگین کل نمره جوسازمانی نوآورانه برابر 86/9 ± 47/40 به دست آمد و با توجه به محل خدمت و وضعیت استخدام، با اختلافی معنادار محاسبه شد (05/0p<).
نتیجه‌گیری: برای اجرای موفق برنامه تحول و نوآوری، لازم است تدابیر لازم برای ایجاد سازوکارهای حمایتی در قسمت‌های مختلف دانشگاه به‌ویژه دانشکده‌ها و همچنین جلب مشارکت کلیه کارکنان با وضعیت‌های مختلف استخدامی و گفتمان سازی تحول و نوآوری صورت پذیرد.

کلمات کلیدی: جوسازمانی نوآورانه، دانشگاه علوم پزشکی، برنامه تحول و نوآوری

کلیدواژه‌ها


عنوان مقاله [English]

Investigating of the Innovative Organizational Climate from the viewpoint of the educational staff: A preliminary study in order to implementing of the Program of Evolution and Innovation in the Babol University of Medical Sciences

نویسندگان [English]

  • Jamileh Aqatabar Roudbari 1
  • mostafa javanian 2
  • Seyedeh Zahra Faghani 3
1 Office of development and Innovation in Education, Vice Chancellor of Education, Babol University of Medical Science, Babol, Iran.
2 Babol University of Medical Sciences
3 Babol University of Medical Sciences
چکیده [English]

Abstract
Background and objective: Organizational Climate is the most important source of educational innovation and expanding the culture of educational innovation requires a major focus on education. This preliminary study in order to implementing of the plan of evolution and innovation in medical education, has checked the status of Innovative organizational climate in the Babol University of Medical Sciences.

Methods and Materials: The research is descriptive-cross sectional. The statistical population included all educational staff of Babol University of Medical Sciences and 94 cases have been selected as an available sample. Research tool was the questionnaire consisted of demographic characteristics and 14 items that purpose-based, were adapted from the Siegel and chimeric Innovative Organizational Climate questionnaire. Scoring is based on the scale Likert and the total scores of items as scores of innovative organizational climate, that changes in the range of 14-70, with an average of 42 . Validity and reliability verified by related experts and cronbach's alpha coefficient equal to 0/93. Description and analysis of information was performed using spss21 and descriptive statistics, independent t-test and ANOVA.

Results: The average age was 41.9 years and 63.8 percent were women. The majority were less than 10 years of work experience in education department, half of them was staff of colleges and 66 percent were formal or contract. The average total score of innovative organizational climate was equal to 40.47 ± 9.86 and according to place of work and employment status, was significantly(p<0.05).
Conclusion: In order to successful implementation of the program of evolution and innovation, Create a supportive mechanism in different parts of University especially colleges and participation of all employees with different employment status and discourse of change and innovation take place should be done .

Keywords: Innovative Organizational Climate, University of Medical Sciences, Program of evolution and innovation.

کلیدواژه‌ها [English]

  • Innovative Organizational Climate
  • University of Medical Sciences
  • Program of evolution and innovation

 

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