دور خصائص المنظمة الذكية في تعزيز التأهب الريادي عن طريق تبني سلوكيات العمل الاستباقية
بحث استطلاعي تحليأتي لآراء عينة من مديري شركة اسيا سيل للاتصالات المتنقلة
الكلمات المفتاحية:
المنظمة الذكية، التأهب الريادي، سلوكيات العمل الاستباقيةالملخص
هدف البحث إلى تحليل دور خصائص المنظمة الذكية في تحقيق التأهب الريادي عن طريق تبني سلوكيات العمل الاستباقية بالتطبيق في شركة اسيا سيل العراقية للاتصالات المتنقلة، ومن أجل تحقيق ذلك، تم اعتماد خصائص المنظمة الذكية (الرؤية الاستراتيجية، ثقافة الجدارة، الحوافز والمكافآت) اعتماداً على((Schafer,2009، كما تم اعتماد سلوكيات العمل الاستباقية (تحمل المسؤولية، صوت الموظف، الابداع الفردي، منع وقوع المشكلة) اعتماداً على(Parker&Collins,2010)، في حين تم اعتماد ابعاد التأهب الريادي(عملية المسح والبحث اليقظ، التجميع والترابط اليقظ، التقييم والحكم) اعتماداً على(Tang et al.,2012).
وقد تم اختيار فروع شركة اسيا سيل للاتصالات المتنقلة المنتشرة ضمن منطقة الفرات الاوسط ميداناً تطبيقياً للبحث عن طريق توزيع استبيانة شملت (42) مستجيباً من السادة مديري الفروع ورؤساء الأقسام للشركة عينة البحث فضلاً عن مديري الشركات الحاصلة على وكالات حصرية منها، فضلاً عن المقابلات الشخصية. وقد استخدم معامل الارتباط (Person)، واختبار(F) لتحديد معنوية معادلة الانحدار، كما تم استخدام (R2) لتفسير مقدار تأثير المتغير المستقل في المتغير الوسيط والمتغير المعتمد.
ومن أهم الاستنتاجات التي تم التوصل إليها إن تبني سلوكيات العمل الاستباقية يؤثر تأثيراً فاعلاً في تعزيز العلاقة بين خصائص المنظمة الذكية في تحقيق التأهب الريادي للشركة عينة البحث في ظل التنافسية المتنامية في قطاع الاتصالات العراقي. وقد اختتم البحث بعدد من التوصيات ابرزها ضرورة توظيف الدور الوسيط لسلوكيات العمل الاستباقية في تعزيز العلاقة التأثيرية الإيجابية بين خصائص المنظمة الذكية في تحقيق التأهب الريادي ضمن بيئة الاتصالات المتنقلة بما يسهم في تقديم خدمات مبتكرة ومتجددة بأستمرار تضيف قيمة للشركة ولزبائنها مما يدعم استدامة تفوقها الريادي على المستوى المحلي فضلاً عن إمكانية جذب مشتركين جدد لشبكتها نتيجة التسابق المغري للخدمات المقدمة ضمن مراكزها الخدمية المنتشرة حديثاً في بعض احياء واقضية المحافظات عينة البحث.
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