أثر تطبيق التغيير الإداري على فعالية التوظيف في التعليم الجامعي على ضوء رؤية 2030 : دراسة تحليلية جامعة الملك خالد

الملخص EN

This study seeks to identify the effect of applying change on the effectiveness of employment at King Khalid University as a model.

Then the study dealt with three axes of the independent variable applying the change, which is (change management, participation, training) and three axes of the dependent variable, the effectiveness of employment, which is (effectiveness of implementation, reduction of resistance, loyalty and career affiliation), and a questionnaire was designed for the teaching staff and educational leaders.

The study used the intentional sample method, the sample size was (177), (40)% were taken, and (70) questionnaires were distributed to the study population and (59) sound questionnaires were valid for analysis with a retrieval rate of (84)% with a high response rate.

Descriptive analytical statistics were used through iterations, percentages, arithmetic averages and standard deviations when describing the tools.

To demonstrate the study hypotheses, the multiple regression analysis method was used to determine the causal relationship between independent and dependent study variables to determine the differences between the responses of the members of the study sample.

The most important results of the study:- 1.

There is a statistically significant relationship between the conviction of change management with commitment, participation and training and the effectiveness of its implementation 2.

The absence of a statistically significant relationship between the conviction of a change administration with a commitment to change and reducing resistance to improving academic performance.

This means that the influence of conviction and commitment to change has limited the resistance.

3.

There is a statistically significant relationship between the conviction of change management in committing to change and raising the level of loyalty and career linkage with the university.

4.

The absence of a statistically significant relationship between participation in the change process and raising the level of loyalty and association.

University career.

This means that the effect of participation in change has little to do with raising loyalty.

The study recommended the following: 1.

Activating the practice of applying administrative change and committing to implementing it to improve academic performance at the university.

2.

Create an organizational culture to persuade an administration of change and fully commit to implementing it to reduce resistance to change at the university.

3.

The need to pay attention to effective participation in the change process to raise the level of job loyalty.

4.

Going towards training and qualification of national cadres and raising the spirit of career affiliation to achieve the desired goals.