تأثير عملية التواصل على الأداء التنظيمي في وزارة العمل من وجهة نظر المديرين ورؤساء الأقسام
Date
2024-05-28
Authors
أحلام موسى عبد ربه الدرابيع
Ahlam Musa Al-Darabie
Journal Title
Journal ISSN
Volume Title
Publisher
Al-Quds University
Abstract
هدفت الدراسة التعرف إلى تأثير عملية التواصل على الأداء التنظيمي في وزارة العمل من وجهة نظر المديرين ورؤساء الأقسام، وتحقيقاً لهذا الهدف استخدم المنهج الوصفي، والاستبانة أداة لجمع المعلومات، على عينة بلغت (128) على العاملين في وزارة العمل اختيرت الطريقة القصدية، وبعد جمع البيانات ومعالجتها أظهرت النتائج أن مارس العاملين في وزارة العمل عملية التواصل في وزارة العمل بدرجة مرتفعة.
كما بينت النتائج أن أكثر أشكال التواصل هو (التواصل النازل) ويليه التواصل الصاعد يليه (التواصل الأفقي "الشفوي") وأقلّ أشكال التواصل (التواصل الأفقي "المكتبي")، كما بينت النتائج أن مستوى الأداء التنظيمي للعاملين في وزارة العمل متوسطة وكان أعلى ممارسات الأداء متمثل في العمليات الداخلية، تلاها بعد (البيئي والاجتماعي)، تلاها بعد (العملاء)، تلاها بعد (النمو والتعلم)، وأقلّ الأبعاد اهتمّامّا هو (المالي)، وأيضاً بينت النتائج أن هناك تأثير لعملية التواصل على الأداء التنظيمي في وزارة العمل من وجهة نظر المديرين ورؤساء الأقسام بنسبة (65.6%)، ولقد أشارت النتائج أنه لا توجد فروق في تأثير عملية التواصل على الأداء التنظيمي في وزارة العمل من وجهة نظر المديرين ورؤساء الأقسام تُعزى إلى مُتغير الجنس؛ والمسمى الوظيفي؛ المؤهل العلمي؛ سنوات الخبرة؛ مكان السكن.
توصي الباحثة بأن تعمل الوزارة على دراسة وتحليل جودة عملية التواصل التي تقدمها من أجل التحسين وضمان التميز، وأن تشجع وزارة العمل العاملين على تقديم المبادرة التي تسهل عملية الاتصال بين العاملين
The study aimed to identify the impact of the communication process on organizational performance in the Ministry of Labor from the point of view of managers and department heads. To achieve this goal, the descriptive approach was used, and the questionnaire was a tool for collecting information, on a sample of (128) workers in the Ministry of Labor. The intentional method was chosen, and after collecting the data. The results showed that workers in the Ministry of Labor practiced the communication process in the Ministry of Labor to a high degree. The results also showed that the most common form of communication is (downward communication), followed by upward communication, followed by (horizontal “oral” communication) and the least form of communication (horizontal “office” communication). The results also showed that the level of organizational performance of employees in the Ministry of Labor is average and the highest performance practices were It is represented by the internal operations dimension, followed by the (environmental and social) dimension, followed by the (customers) dimension, followed by the (growth and learning) dimension, and the least concerned dimension is (financial). The results also showed that there is an impact of the communication process on organizational performance in the Ministry of Labor from the point of view Managers and department heads (65.6%). The results indicated that there are no differences in the impact of the communication process on organizational performance in the Ministry of Labor from the point of view of managers and department heads attributable to the gender variable. and job title; Qualification; Years of Experience; Address. The researcher recommends that the Ministry work to study and analyze the quality of the communication process it provides in order to improve and ensure excellence, and that the Ministry of Labor encourage workers to provide an initiative that facilitates the communication process between workers.
The study aimed to identify the impact of the communication process on organizational performance in the Ministry of Labor from the point of view of managers and department heads. To achieve this goal, the descriptive approach was used, and the questionnaire was a tool for collecting information, on a sample of (128) workers in the Ministry of Labor. The intentional method was chosen, and after collecting the data. The results showed that workers in the Ministry of Labor practiced the communication process in the Ministry of Labor to a high degree. The results also showed that the most common form of communication is (downward communication), followed by upward communication, followed by (horizontal “oral” communication) and the least form of communication (horizontal “office” communication). The results also showed that the level of organizational performance of employees in the Ministry of Labor is average and the highest performance practices were It is represented by the internal operations dimension, followed by the (environmental and social) dimension, followed by the (customers) dimension, followed by the (growth and learning) dimension, and the least concerned dimension is (financial). The results also showed that there is an impact of the communication process on organizational performance in the Ministry of Labor from the point of view Managers and department heads (65.6%). The results indicated that there are no differences in the impact of the communication process on organizational performance in the Ministry of Labor from the point of view of managers and department heads attributable to the gender variable. and job title; Qualification; Years of Experience; Address. The researcher recommends that the Ministry work to study and analyze the quality of the communication process it provides in order to improve and ensure excellence, and that the Ministry of Labor encourage workers to provide an initiative that facilitates the communication process between workers.
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Citation
الدرابيع، أحلام موسى. (2024). تأثير عملية التواصل على الأداء التنظيمي في وزارة العمل من وجهة نظر المديرين ورؤساء الأقسام [رسالة ماجستير منشورة، جامعة القدس، فلسطين]. المستودع الرقمي لجامعة القدس.