مطالعۀ جامعه‌شناختی سلامت سازمانی کارکنان دانشگاه تبریز

سلامت سازمانی به‌معنای قابلیت یک سازمان از لحاظ رقابت‌پذیری، کارایی و سازگاری آن با پویایی‌های محیط داخلی و خارجی و روحیه کارکنان و یکی از عوامل تعیین‌کننده اثربخشی سازمانی است. با درنظرگرفتن اهمیت کارکرد دانشگاه در آموزش و پرورش نیروی انسانی مورد نیاز جامعه، اهمیت بررسی سلامت سازمانی در دانشگاه برجسته‌تر می‌شود. این پژوهش به بررسی سلامت سازمانی و مولفه‌های تشکیل‌دهنده آن در ارتباط با متغیرهای فرهنگ سازمانی و سلامت روانی کارکنان دانشگاه تبریز پرداخته است. روش پژوهش پیمایشی بوده که داده‌های مورد نیاز با استفاده از پرسشنامه‌های استاندارد سلامت سازمانی، فرهنگ سازمانی و سلامت روان گردآوری شده است. جامعه آماری پژوهش کارکنان دانشگاه تبریز بودند که 182 نفر آنان به شیوه نمونه‌گیری تصادفی ساده انتخاب شدند. یافته‌های پژوهش نشان می‌دهد، میانگین سلامت سازمانی در دامنه 80 تا 189 برابر با 64/142 است که نشان می‌دهد سلامت سازمانی کارکنان در حد متوسط به بالایی قرار دارد. همچنین در میان ابعاد هفتگانه سلامت سازمانی، بعد ساخت‌دهی با 40/74 درصد، بیشترین میزان و بعد یگانگی نهادی با 66/57 درصد کمترین مقدار میانگین محاسبه‌شده را دارد. نتایج آزمون فرضیات نیز نشان می‌دهد که رابطه مثبت و معنا‌داری میان سلامت سازمانی و فرهنگ سازمانی و ابعاد آن (به‌جز بعد توجه به ره‌آورد) وجود دارد، ولی سلامت سازمانی با متغیر سلامت روان و ابعاد آن ارتباط معنا‌داری ندارد. نتایج تحلیل رگرسیونی سلامت سازمانی نشان می‌دهد که چهار متغیر خلاقیت و نوآوری، پایداری، توجه به ره‌آورد و توجه به اعضای سازمان درمجموع حدود 63 درصد تغییرات سلامت سازمانی کارکنان دانشگاه تبریز را تبیین می‌کنند.

A Sociological Study of the Organizational Health among Tabriz University Staff

Introduction: One of the actions that the management of higher education centers need to achieve its predetermined goals is to pay attention to increasing organizational health indicators in the workplace. Organizational health, which means an organization’s competitiveness, efficiency, and adaptability to internal and external dynamics and employee morale, is one of the determinants of organizational effectiveness. Therefore, paying attention to it is one of the basic and primary issues related to human resource management at the highest levels. Given the importance and sensitivity of the university’s work in the human resources education needed by the community, the importance of investigating the organizational health of this dynamic and growing institution becomes more prominent. This study investigates organizational health and its components in relation to organizational culture and mental health variables of Tabriz University staff. Method: The research method was survey and the required data were collected using standard questionnaires of organizational health, organizational culture and mental health. In the present study, the validity of the questionnaire questions was estimated through face validity. The results of the reliability analysis of the research variables showed that Cronbach’s alpha for the three variables of organizational health, organizational culture and mental health were 0.89, 0.97 and 0.92, respectively, indicating that the items of each The three variables have good internal coherence and high reliability. The statistical population of the study is staff of Tabriz University, 182 of who were selected by simple random sampling. Finding: The results show that the average organizational health in the range of 80 to 189 is 142/64 which indicates that the organizational health of the employees is at an average level. Also among the seven dimensions of organizational health, the dimension of construction with 74.40 percent had the highest and the institutional unity dimension with 57.66 percent had the lowest average value. The results of hypotheses test also show that there is a significant positive relationship between organizational health and organizational culture and its dimensions (except for attentional bias) but organizational health is not significantly correlated with mental health variable and its dimensions. Testing the hypotheses related to the relationship between organizational health and demographical variables shows that organizational health of employees is not significantly different in terms of gender and marital status, and age and years of service and monthly income are not significantly related to organizational health. But Education level and employment status are variables that affect the average organizational health of employees. The regression analysis of organizational health show that the four variables of creativity and innovation, sustainability, attention, and attention to organization members account for about 63% of organizational health changes in Tabriz University. Results & Conclusion: Therefore, it can be said that organizational culture is one of the main determinants and the most important predictor of organizational health of Tabriz University staff.