تعیین ارتباط پیشایندهای رفتار کارآفرینانه با نقش میانجی‌گری جو‌ سازمانی کارآفرینانه (موردمطالعه: شرکت پالایش گاز پارسیان)

نوع مقاله : مقاله پژوهشی - کمی

نویسندگان

1 گروه فناوری، دانشکده کارآفرینی، دانشگاه تهران، تهران، ایران

2 گروه مدیریت، دانشکده علوم اداری و اقتصاد، دانشگاه اصفهان، اصفهان، ایران

چکیده

هدف: این پژوهش با هدف تعیین ارتباط پیشایندهای رفتار کارآفرینانه با نقش میانجی‌گری جو سازمانی‌ کارآفرینانه در شرکت‌ پالایش ‌گاز پارسیان استان فارس انجام شده است.

روش: این پژوهش از نظر هدف، کاربردی و بر اساس ماهیت و روش، توصیفی_همبستگی است. جامعه آماری پژوهش را مدیران، سرپرستان و کارکنان شرکت پالایش گاز پارسیان که شامل 385 نفر هستند، تشکیل داده است. حجم نمونه با توجه ‌به فرمول نمونه‌گیری مدل‌سازی معادلات ساختاری 169 نفر در نظر گرفته شد. در راستای جمع‌آوری داده‌ها، از سؤال‌های پرسش‌نامه‌های استاندارد استفاده گردید که به‌صورت تصادفی توزیع گردید. به‌منظور تحلیل داده‌ها از آمار توصیفی و مدل معادلات‌ ساختاری با استفاده از نرم‌افزارهای SPSS/24 و Smart PLS/3 استفاده شد. معیار R2 برای متغیرهای درون‌زا برابر و بزرگ‌تر از مقدار 33/0 (ملاک متوسط‌بودن معیار) است که نشان از برازش قوی مدل ساختاری دارد. همچنین از آنجایی‌که Q2 متغیرهای درون‌زا بالاتر از 33/0 است مدل از قدرت پیش‌بینی بالایی برخوردار است. میانگین مقادیر اشتراکی فوق برابر با 747/0 است و میانگین R2 متغیرهای درون‌زا برابر با 727/0 است. جهت محاسبه شاخص برازش بخش کلی مدل معیار GOF برابر با 736/0 است که نشان از برازش بسیار قوی و مناسب مدل کلی دارد.

یافته‌ها: نتایج آزمون فرضیه‌ها نشان داد که رفتار شبکه‌سازی با رفتار کارآفرینانه در شرکت پالایش گاز پارسیان ارتباط مثبت و معناداری ندارد که نشان از رد فرضیه اول دارد. جو کارآفرینانه سازمانی با رفتار کارآفرینانه در شرکت پالایش گاز پارسیان ارتباط مثبت و معناداری دارد که نشان از تأیید شدن فرضیه دوم دارد. ساختار سازمانی کارآفرینانه با رفتار کارآفرینانه در شرکت پالایش گاز پارسیان ارتباط مثبت و معناداری ندارد. ساختار سازمانی کارآفرینانه به ‌صورت غیرمستقیم رابطة مثبت و معناداری بر رفتار کارآفرینانه با نقش میانجی‌گری جو کارآفرینانه سازمانی در شرکت پالایش گاز پارسیان دارد و شدت اثر متغیر میانجی برابر با 79/0 می‌باشد. رفتار شبکه‌سازی به‌ صورت غیرمستقیم رابطة مثبت و معناداری بر رفتار کارآفرینانه با نقش میانجی‌گری جو کارآفرینانه در شرکت پالایش گاز پارسیان دارد و شدت اثر متغیر میانجی برابر با 84/0 می‌باشد. بنابراین از پنج فرضیه‌ پژوهش، دو فرضیه رد و سه فرضیه تایید شدند.

نتیجه‌گیری: بر اساس یافته‌های پژوهش می‌توان اینگونه نتیجه‌گیری کرد که ایجاد و تقویت رفتار ‌شبکه‌سازی و ایجاد ساختارهای سازمانی تخت به‌ تنهایی منجر به بروز رفتارهای کارآفرینانه نمی‌شود؛ بلکه سازمان‌ها و شرکت‌ها باید محیط حمایت‌کننده‌ای را از اقدام‌های نوآورانه و کارآفرینانه از طریق حمایت مدیریت، سیستم‌ پاداش‌دهی مناسب، دسترسی به منابع کافی، انعطاف‌پذیری مرزهای سازمانی و تقویت ریسک‌پذیری مدیران، سرپرستان و کارکنان مهیا کنند. همچنین لازم است که مدیران به تشکیل شبکه‌های هدفمند برون‌سازمانی که منجر به نوآوری، شناسایی فرصت و تقویت ریسک‌پذیری ‌می‌شود، اهتمام بیشتری ورزند. ازآنجایی‌که حفظ چنین شبکه‌هایی ارزشمند است لازم است مدیران ارتباط‌ها، تضادها، موارد اخلاقی و توافق‌ها در شبکه‌ را به‌صورت اثربخش مدیریت کنند.

کلیدواژه‌ها

موضوعات

عنوان مقاله [English]

The relationship between the antecedents of entrepreneurial behavior and the mediating role of entrepreneurial organizational climate (case study: Parsian Gas Refining Company)

نویسندگان [English]

  • mahsa kamalipour 1
  • Ali Safari 2
1 Department of Technology, Faculty of Entrepreneurship, University of Tehran, Tehran, Iran
2 Department of Management, Faculty of Administrative Science and Economics , University of Isfahan, Iran
چکیده [English]

Objective: Entrepreneurship in itself is a behavior. Autonomous, proactive, innovative, competitive, and risk-taking behavior plays the main role in implementing entrepreneurial actions. In inorder the need to consider the factors that are necessary for the formation of entrepreneurial behavior, the lack of the role of entrepreneurial behavior in Iranian companies, and the lack of appropriate procedures for its foundation, conducting research in this field can be effective. Therefore, this research was conducted to determine the relationship between the antecedents of entrepreneurial behavior and the mediating role of entrepreneurial organizational climate in the Parsian Gas Refining Company of Fars province.
Method: The research is applied in terms of purpose and descriptive correlation based on nature and method. The statistical population consists of managers, supervisors, and employees of Parsian Gas Refining Company, which includes 385 people. According to the sampling formula of structural equation modeling, the sample size was considered to be 169 people. To collect data, questions from standard questionnaires were used, which were randomly distributed. To analyze the data, descriptive statistics were used and SPSS/24 and Smart PLS/3 software were used for the structural equation model. The content validity of the questionnaires was confirmed by using management experts and some organizational experts. Also, using confirmatory factor analysis, its construct validity was tested and confirmed. R2 criterion for endogenous variables is equal to and greater than 0.33, which indicates a strong fit of the structural model. Also, since the Q2 of the endogenous variables is higher than 0.33, the model has a high predictive power. The average of the shared values above is equal to 0.747 and the average R2 of the endogenous variables is equal to 0.727. To calculate the fit index of the general part of the model, the GOF criterion is equal to 0.736, which indicates a very strong and appropriate fit of the overall model. Since in the present research, the variable of entrepreneurial climate is a mediating variable, the current state of entrepreneurial climate was determined for normal data using the sample t-test and for non-normal data using the binomial test.
Results: The results of the hypothesis test showed that there is no positive and significant relationship between networking behavior and entrepreneurial behavior in the Parsian Gas Refining Company, which indicates the rejection of the first hypothesis. Organizational entrepreneurial climate has a positive and significant relationship with entrepreneurial behavior, which shows that the second hypothesis is confirmed. Entrepreneurial organizational structure does not have a positive and significant relationship with entrepreneurial behavior in the Parsian Gas Refining Company. Entrepreneurial organizational structure indirectly has a positive and significant relationship on entrepreneurial behavior with the mediating role of the organizational entrepreneurial climate, and the intensity of the mediating variable effect is equal to 0.79. Networking behavior indirectly has a positive and significant relationship on entrepreneurial behavior with the mediating role of entrepreneurial climate, and the intensity of the mediating variable effect is equal to 0.84. Therefore, out of five research hypotheses, two hypotheses were rejected and three hypotheses were confirmed.
Conclusion: Based on the findings of the research, it can be concluded that the creation and strengthening of networking behavior and the creation of flat organizational structures alone do not lead to the emergence of entrepreneurial behaviors; Rather, organizations and companies should provide a supportive environment for innovative and entrepreneurial actions through management support, appropriate reward system, access to sufficient resources, flexibility of organizational boundaries, and strengthening the risk-taking of managers, supervisors, and employees. It is also necessary for managers to pay more attention to the formation of purposeful extra-organizational networks that lead to innovation, opportunity identification, and strengthening risk-taking. Since maintaining such networks is valuable, it is necessary; Managers must effectively manage relationships, conflicts, ethical issues, and agreements in the network. The managers and employees of the company should be given this authority so that they can communicate with the employees and managers of other companies through the integrated knowledge management system. By creating an entrepreneurial climate and supporting the management, provide all employees with access to information and knowledge exchange in the direction of the organization's goals. Managers should familiarize themselves with the concepts and requirements of intrapreneurship, put entrepreneurial programs at the forefront of their work, provide the necessary context for the implementation and realization of intrapreneurship, and try to remove the structural and cultural barriers that prevent entrepreneurial and innovative actions in the company. To strengthen the climate of entrepreneurship and improve its dimensions, it is suggested that middle managers, supervisors, and employees be given free time to express innovative ideas, and the selection of these managers is based on experience and innovation, and innovative managers are encouraged for their innovative ideas. The culture of accepting and tolerating failure, risk, and mistakes in Parsian Gas Company spreads through training courses, including training courses to strengthen risk tolerance, teamwork, and case studies related to risk acceptance, tolerating uncertainty and failure, etc.
 

کلیدواژه‌ها [English]

  • Intrapreneurship
  • Entrepreneurial organizational structure
  • entrepreneurial organizational climate
  • networking behavior
  • entrepreneurial behavior

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