TRANSFORMATSION YETAKCHILIK VA XODIMLARNING INNOVATSION XULQ-ATVORI: KORPORATIV TASHKILOTLARDA EMPIRIK TADQIQOT
DOI:
https://doi.org/10.5281/zenodo.19563951Ключевые слова:
transformatsion yetakchilik, innovatsion xulq-atvor, To‘rt I modeli, psixologik xavfsizlik, ijodiy ichki kuch, strukturaviy tenglamalar modeli, korporativ tashkilotlarАннотация
Ushbu maqolada korporativ tashkilotlardagi transformatsion yetakchilik va xodimlarning innovatsion xulqatvori
o‘rtasidagi empirik bog‘liqlik o‘rganilgan. Tadqiqot 12 ta korporativ tashkilotdan tanlab olingan 347 nafar xodim
va ularning rahbarlaridan iborat diadik tanlanma asosida amalga oshirildi. Diadik yondashuv ma’lumotlarni juft holda
yig‘ishni anglatib, bunda har bir kuzatuv birligi ikki subyektdan iborat bo‘ladi. Ma’lumotlar strukturaviy tenglamalar
modeli (SEM) va 5 000 martalik Bootstrap usuli yordamida tahlil qilindi. Natijalar transformatsion yetakchilikning barcha
to‘rt o‘lchami — ideallashtirilgan ta’sir, ilhomlantiruvchi motivatsiya, intellektual stimulyatsiya va individual e’tibor —
innovatsion xulq-atvorga statistik jihatdan muhim ijobiy ta’sir ko‘rsatishini tasdiqladi (β = 0,487; p < 0,001; R² = 0,421).
To‘rt o‘lcham orasida intellektual stimulyatsiya eng kuchli prediktor sifatida namoyon bo‘ldi (β = 0,341). Shuningdek,
ijodiy ichki kuch (creative self-efficacy) transformatsion yetakchilik va innovatsion xulq-atvor o‘rtasidagi munosabatda
qisman vositachi omil sifatida namoyon bo‘ldi (bilvosita β = 0,163; 95% CI [0,091; 0,241]). Psixologik xavfsizlik muhiti
esa ushbu munosabatni kuchaytiruvchi moderator sifatida tasdiqlandi (β = 0,189; p < 0,001). Tadqiqot doirasida ilgari
surilgan barcha to‘rtta gipoteza empirik jihatdan tasdiqlandi. Olingan natijalar menejment va inson resurslarini boshqarish
sohasidagi mutaxassislar uchun muhim amaliy tavsiyalarni shakllantirish imkonini beradi
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