ارزیابی و رشد سرمایه‌های انسانی

ارزیابی و رشد سرمایه‌های انسانی

نقش سبک رهبری در تحول دیجیتال با نقش میانجی‌ فرهنگ و ساختار سازمانی (مورد مطالعه: شرکت‌های حوزه فناوری اطلاعات و بانکداری دیجیتال)

نوع مقاله : مقاله پژوهشی

نویسندگان
1 کارشناسی ارشد، مدیریت منابع انسانی گرایش عملکرد و بهره وری، دانشکده مدیریت دولتی و علوم سازمانی، دانشگاه، تهران، ایران
2 دانشیار، گروه خط‌مشی و ادارۀ امور عمومی، دانشکدۀ مدیریت دولتی و علوم سازمانی، دانشکدگان مدیریت، دانشگاه تهران، تهران، ایران
3 دانشیار، گروه رهبری و سرمایۀ انسانی، دانشکدۀ مدیریت دولتی و علوم سازمانی، دانشکدگان مدیریت، دانشگاه تهران، تهران، ایران
چکیده
زمینه و هدف: تحول دیجیتال به عنوان یک ضرورت راهبردی، مستلزم رهبری اثربخش و ایجاد بسترهای سازمانی مناسب است. این پژوهش با هدف بررسی نقش سبک رهبری در تحول دیجیتال با در نظر گرفتن نقش میانجی فرهنگ و ساختار سازمانی در شرکت‌های پیشروی حوزه فناوری اطلاعات و بانکداری دیجیتال انجام شده است.
روش: این پژوهش از نظر هدف، کاربردی و از نظر روش گردآوری داده‌ها، توصیفی-همبستگی است که با روش مدل‌سازی معادلات ساختاری (SEM) انجام شد. جامعه آماری پژوهش را مدیران ارشد شرکت‌های فعال در حوزه فناوری اطلاعات و بانکداری دیجیتال تشکیل دادند که از میان آنان، ۱۲۱ نفر به روش نمونه‌گیری تصادفی انتخاب و با پرسشنامه‌های استاندارد مورد سنجش قرار گرفتند. پایایی و روایی ابزار با استفاده از ضریب آلفای کرونباخ و تحلیل عاملی تأییدی بررسی و تأیید شد.
یافته‌ها: نتایج حاصل از تحلیل مدل معادلات ساختاری نشان‌دهنده روابط معنادار بین متغیرهای پژوهش است. سبک رهبری دارای تأثیر مستقیم و قوی بر هر دو متغیر میانجی، یعنی ساختار سازمانی (با ضریب مسیر ۷۱۹/۰) و فرهنگ سازمانی (با ضریب مسیر ۷۲۷/۰) است. همچنین، این متغیر تأثیر مستقیم و مثبت قابل توجهی (با ضریب مسیر ۲۳۰/۰) بر تحول دیجیتال دارد. علاوه بر این، فرهنگ سازمانی نیز به‌طور مستقیم تأثیر مثبت و معناداری بر تحول دیجیتال نشان می‌دهد. تحلیل مسیرهای غیرمستقیم حاکی از آن است که ساختار و فرهنگ سازمانی نقش میانجی جزئی را در رابطه بین سبک رهبری و تحول دیجیتال ایفا می‌کنند؛ به این معنا که بخشی از اثر سبک رهبری بر تحول دیجیتال از طریق شکل‌دهی به این بسترهای سازمانی منتقل می‌شود.
نتیجه‌گیری: موفقیت در تحول دیجیتال تنها با اتکا به فناوری حاصل نمی‌شود، بلکه نیازمند رهبرانی است که با سبک مناسب، زمینه‌ساز ایجاد فرهنگ یادگیری و نوآوری و طراحی ساختارهای چابک و منعطف باشند. این پژوهش نشان می‌دهد که سبک رهبری می‌تواند هم به صورت مستقیم و هم از طریق ایجاد بسترهای سازمانی مساعد (فرهنگ و ساختار)، تحول دیجیتال را پیش ببرد. بر این اساس، توسعه شایستگی‌های رهبری تحول‌آفرین، نهادینه‌سازی فرهنگ دیجیتال و بازطراحی ساختارها به سمت الگوهای شبکه‌ای و غیرمتمرکز به عنوان راهکارهای کلیدی برای تسریع نوآوری و بلوغ دیجیتال در سازمان‌های مورد مطالعه پیشنهاد می‌شود.
کلیدواژه‌ها

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