رابطة بين تعهد سازماني و ويژگي‌هاي شخصيتي با توجه به ساختار شغلي
محورهای موضوعی : روان شناسیحمیدرضا عریضی 1 * , هاجر براتي 2
1 - دانشگاه اصفهان، اصفهان، ایران
2 - دانشگاه اصفهان، اصفهان، ایران
کلید واژه: كليدواژه‌ها: تعهد سازماني, ويژگي‌هاي شخصيتي, ساختار شغلي,
چکیده مقاله :
چكيده: اين پژوهش با هدف بررسي رابطة بين تعهد سازماني و ويژگي‌هاي شخصيتي با توجه به ساختار شغلي انجام شد. از كاركنان يك شركت 360 نفر به شيوة تصادفي طبقه‌اي انتخاب شدند که با توجه به ساختار شغلي خود، به دو گروه 180 نفره تقسيم می‌شدند. گروه اول شامل مشاغلي بود كه به تفكر مولد و خلاق نياز داشتند (مشاغل داراي ساختار باز نسبت به تجربه)، در صورتي‌كه گروه ديگر نيازمند اين ويژگي‌ها نبود (مشاغل داراي ساختارِ بسته نسبت به تجربه). شركت‌كنندگان به پرسشنامة تعهد سازماني بالفور و وكسلر (1996) و پرسشنامة نشانگرهاي ويژگي‌هاي شخصيتِ سوسير (1994) پاسخ دادند. نتايج نشان داد كه رابطة بين تعهد همانندسازي شده و تعهد پيوستگي، با گشودگي نسبت به تجربه، و تعهد مبادله‌اي با برون‌گرايي در دو گروه متفاوت است.
Abstract: The aim of the present research was to investigate the relationship between organizational commitment and personality characteristics with job structure. 360 personnel of a company were selected through stratified random sampling and divided into two groups. Each group consisted of 180 participants according to their job structure. The first group included jobs that required ingenuity and productive thought (jobs with open structure), while others did not (jobs with closed structure). Participants responded to the Baulfour & Wechsler (1996) Organizational Commitment Scale and Saucier’s (1994) Big Five Minimarker Questionnaire. Findings indi-cated that the relationship between identification commitment and affiliation commitment with openness to experience, and exchange commitment with extraversion is different in the two groups.
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