تأثیر رهبری مبتنی بر هوش مصنوعی بر عملکرد کارکنان: نقش میانجی یادگیری سازمانی

ذبیح الله فضلی

نویسندگان

ذبیح الله فضلی استاد، دانشگاه هیواد، کابل، افغانستان نویسنده https://orcid.org/0009-0001-4755-5578

کلمات کلیدی:

رهبری مبتنی بر هوش مصنوعی, عملکرد کارکنان, یادگیری سازمانی, رهبری دیجیتال, مدل‌سازی معادلات ساختاری

چکیده

هدف: پژوهش حاضر با هدف بررسی تأثیر رهبری مبتنی بر هوش مصنوعی بر عملکرد کارکنان با در نظر گرفتن نقش میانجی یادگیری سازمانی انجام شد. روش‌شناسی: این پژوهش از نظر هدف کاربردی و از نظر روش، توصیفی–همبستگی مبتنی بر مدل‌سازی معادلات ساختاری بود. جامعه آماری شامل کارکنان سازمان‌ها و شرکت‌های دولتی و خصوصی شهر تهران بود که در محیط کاری خود با سامانه‌های مبتنی بر هوش مصنوعی و فناوری‌های هوشمند تعامل داشتند. نمونه پژوهش شامل 384 نفر بود که با روش نمونه‌گیری خوشه‌ای چندمرحله‌ای انتخاب شدند. داده‌ها با استفاده از مقیاس رهبری مبتنی بر هوش مصنوعی، پرسشنامه قابلیت یادگیری سازمانی و پرسشنامه عملکرد شغلی فردی گردآوری شدند. تحلیل داده‌ها با استفاده از نرم‌افزارهای SPSS و SmartPLS و روش حداقل مربعات جزئی انجام شد. برای آزمون معناداری مسیرها و اثر میانجی از روش بوت‌استرپ با 5000 بازنمونه استفاده شد. یافته‌ها: رهبری مبتنی بر هوش مصنوعی تأثیر مثبت و معناداری بر یادگیری سازمانی داشت (β = 0.62، t = 15.12، p < 0.001). اثر مستقیم رهبری مبتنی بر هوش مصنوعی بر عملکرد کارکنان نیز مثبت و معنادار بود (β = 0.28، t = 5.71، p < 0.001). یادگیری سازمانی عملکرد کارکنان را به‌طور مثبت پیش‌بینی کرد (β = 0.49، t = 10.43، p < 0.001). اثر غیرمستقیم رهبری مبتنی بر هوش مصنوعی بر عملکرد کارکنان از طریق یادگیری سازمانی معنادار بود (β = 0.30، t = 7.89، p < 0.001). بنابراین، میانجی‌گری جزئی مکمل تأیید شد. مدل پژوهش 38 درصد از واریانس یادگیری سازمانی و 51 درصد از واریانس عملکرد کارکنان را تبیین کرد. نتیجه‌گیری: رهبری مبتنی بر هوش مصنوعی می‌تواند به‌طور مستقیم و از طریق تقویت یادگیری سازمانی، عملکرد کارکنان را ارتقا دهد؛ بنابراین، توسعه شایستگی‌های دیجیتال و اخلاقی رهبران همراه با تقویت فرهنگ یادگیری، اشتراک دانش و آزمایشگری سازمانی ضروری است.

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