رابطة بین متغیرهای انگیزشیِ هدفگذاری، عدالت سازمانی، کنترل شغلی، خودکارآمدی شغلی، و خودتنظیمی، با التزامکاری کارکنان یک سازمان صنعتی
محورهای موضوعی : روان شناسی
1 - دانشگاه شهید چمران اهواز
کلید واژه: هدفگذاری, عدالت سازمانی, کنترل شغلی, خودکارآمدی شغلی, خودتنظیمی, التزام کاری,
چکیده مقاله :
پژوهشگران گزارش دادهاند که میان انگیزش شغلی با پیامدهایی از قبیل خشنودی شغلی، دلبستگی شغلی، رفتار مدنیِ سازمانی، توانمندسازی روانی، عملکرد شغلی، و التزامکاری رابطه وجود دارد. این پژوهش با هدف بررسی رابطة متغیرهای انگیزش شغلی با التزام کاری اجرا شد. به این منظور، از کارکنان پالایشگاه آبادان 315 نفر به روش نمونهگیری تصادفیِ طبقهای انتخاب شدند. شواهد مربوط به روایی پرسشنامهها با استفاده از تحلیل عاملی تأییدی، و شواهد مربوط به پایایی آنها با استفاده از روش آلفای کرونباخ بررسی شدند که در حد قابل قبولی بودند. دادهها با استفاده از ضریب همبستگی پیرسون و تحلیل رگرسیون همزمان مورد تجزیه و تحلیل قرار گرفتند. نتایج بهدست آمده حاکی از آن است که بین همه متغیرهای پیشبین به استثنای خودکارآمدی شغلی، با التزامکاری و ابعاد آن روابط مثبت و معناداری (01/0< P) وجود دارد. نتایج رگرسیون همزمان نیز نشان داد که خودتنظیمی، عدالت سازمانی، و کنترل شغلی مهمترین متغیرهای پیشبینیکننده التزامکاری، نیرومندی، و وقف خود هستند و خودتنظیمی مهمترین پیشبینیکننده تجربه جذب در کارکنان است. این مطالعه فرایندی را توصیف میکند که به واسطه آن، انگیزش شغلی کارکنان قادر به پیشبینی التزامکاری آنان است.
Motivation plans have received considerable attention in the organizational literature and have been used to predict a variety of important individual and organizational outcomes such as job satisfaction, job involvement, organizational citizenship behavior, psychological empowerment, job performance, and job engagement. The aim of this study was to investigate the relationships between job motivations with job engagement. In a Cross-sectional correlative study, a sample of 315 employees was selected through stratified random sampling from a great industrial organization’s whole staff. The validities of all the questionnaires used were confirmed by confirmatory factor analyses and the reliabilities of the questionnaires were con-firmed measuring the Cronbach’s Alpha. Data were analyzed using Pearson correlation coefficient and stepwise regression analysis. The results indicated that there is significant and positive correlation between all antecedent variables except job self-efficacy with job engagement and also between job controls with absorbtion. In addition, the results of regression analyses showed that self-regulation, organizational justice, and job control had the most important role in predicting job engagement, vigorance, and dedication, but only self-regulation had the most important role in predicting absorbtion. This study describes a process that motivating employees through job motivation in work environments can predict their job engagement.
شکرکن، حسین و نعامی، عبدالزهرا (1381). برسی رابطه عدالت سازمانی با خشنودی شغلی و رابطه خشنودی شغلی با رفتار مدنی و عملکرد شغلی کارکنان کارخانههای اهواز. مؤسسه کار و تأمین اجتماعی.
غفوری، محمدرضا (1386). بررسی رابطه جوّ روان¬شناختی با توانمندسازی روانشناختی و کنترل شـغلـی. پایاننامه کارشناسـی ارشد روانشناسی صنعتی و سازمانی. دانـشگاه شهید
چمران اهواز.
نعامی، عبدالزهرا؛ شکرکن، حسین (1383). بررسی رابطه ساده و چندگانه عدالت سازمانی با خشنودی شغلی در کارکنان یک شرکت صنعتی. مجله علوم تربیتی و روانشناسی، 3، 70-57.
نعامی، عبدالزهرا؛ شکرکن، حسین (1385). بررسی رابطه ساده و چندگانه عدالت سازمانی با رفتار مدنی سازمانی در کارکنان یک سازمان صنعتی در شهر اهواز. مجله علوم تربیتی و روانشناسی، 3، 92-79.
Arnold, B., Bakker, A. B., & Demerouti, E .(2008). Towards a model of work engagement. Career Development International, 13, 209-223.
Bakker, A. B., Demerouti, E., Taris, T., Schaufeli, W. B., & Schreurs, P. A. (2003). Multi-group analysis of the job demands-resources model in four home care organizations. International Journal of Stress Management, 10, 16-38.
Bandura, A. (1982). Self-efficacy mechanism in human agency. American Psychologist, 37, 122-147.
Brand, G. M. & Statter, V. (2003). Goals need implementation intentions. European Journal of Work and Organizational Psychology, 12, 37-59.
Britt, T. W, Adler, A. B. & Barton, P. T. (2006) Deriving benefit from stressful events: The role of engagement in meaningful work and hardiness. Journal of Occupational Health Psychology, 6, 53-63.
Britt, T. W. (1999). Engagement the self in the field: Testing the triangle model of responsibility. Personality and Social Psychology Bulletin, 25, 696-706.
Brown, S. P. (1996). A meta-analysis and review of organizational research on job involvement. Psychological Bulletin, 2, 235-255.
Chen, G., Casper, W. J. & Cortina, J. M. (2001). The roles of self-efficacy and task complexity in the relationships among cognitive ability and work-related performance. Human Performance, 14, 209-230.
Dietz, J., Robinson, S. L., Floger, R., & Schultz, M. (2003). The impact of community violence and an organization’s procedural justice climate on workplace aggression. Academy of Management Journal, 46, 317-326.
Gonzalez-Roma, V., Schaufli, W. B., Bakker, A. B., & Lioret, S. (2006). Burnout and work engagement. Journal of Vocational Behavior, 68, 165-174.
Harter, J. K., Schmidt, F. L., & Keyes, C. L. (2003). Well-being in the workplace and its relationship to business outcomes: Positive psychology and the life well-lived (pp. 205-224). Washington, D.C.: American Psychological Association.
Hofman, B., & Spatariu, A. (2007). The influence of self-efficay on metacognitive prompting on math problem-solving efficacy. Contemporary Educational Psychology, 33, 26-32.
Jackson, P. R., Wall, T. D., Martin, R., & Davids, K. (1993). New measures of job control, cognitive demand, and production responsibility. Journal of Applied Psychology, 78, 753-762.
Karoly, P. (1993). Mechanism of self-regulation. Annual Review of Psychology, 44, 23-52.
Landy, F., & Conte, J. M. (2008). Work in the 21st century, 2nd edition. Blackwell, Publishing.
Langelaan, S., Bakker, A. B., VanDoornen, L. P., & Schaufeli, W. B. (2006). Burnout and work engagement. Personality and Individual Differences, 40, 521-523.
Latham, G. P., & Pinder, C. C. (2005). “Work motivation theory and research at the dawn of the twenty-first century.” Annual Review of Psychology, 56, 485-516.
Liorens, S., Schaufeli, W. B., Bakker, A., & Salanova, M. (2007). Does a positive gain spiral of resources, efficacy beliefs, and engagement exist. Computers in Human Behavior, 23,825-841.
Locke, E. A. (2001). Self-set goals and self-efficacy as mediators of incentives and personality. Work motivation in context of globalizing economy, Mahwab, N.J.: Lawrence, Erlbaum.
Locke, E. A., & Latham, G. P. (2002); Building a practically useful theory of goal setting and task motivation. American Psychologist, 57, 705-717.
Locke, E. A., & Latham, G. P. (2004). What should we do about motivational theory? Academy of Management Review, 29, 379-387.
Locke, E. A., & Latham, G. P. (2005). Goal- setting theory: The process of theory development, 128-150. Oxeford University Press. Management Review, 29, 379-387.
Maslach, C., Schaufeli, W. B., & Leiter, M. P. (2001). “Job Burnout.” Annual Review of Psychology, 52, 397-422.
May, D. R., Gilson, R. L., & Harter, L. (2004). The psychological conditions of meaningfulness, safety, and availability and the engagement of the human spirit at work. Journal of Organizational and Occupational Psychology, 77, 11-37.
Riggs, M., & Knight, P. A. (1994). The impact of perceived group success-failure on motivational beliefs and attitudes: A causal model. Journal of Applied Psychology, 79, 755-766.
Salanova, M., Agut, S., & Peiro, J. M. (2005). Linking organizational resources and work engagement to employee performance and customer royalty. Journal of Applied Psychology, 90, 1217-1227.
Schaufeli, W. B., & Bakker, A. B. (2004). Job demands, job resources, and their relationship with burnout and engagement. Journal of Organizational Behavior, 25, 293-315.
Schaufeli, W. B., & Salanova, M. (2007). Efficacy or inefficacy, that’s the question: Burnout and work engagement, and their relationships with efficacy beliefs. Anxiety, Stress, and Coping, 20, 177-196.
Schaufeli, W. B., Salanova, M., Gonzalez-Roma, V., & Bakker, A. B. (2002). The measurement of burnout and engagement: A confirmatory factor analytic approach. Journal of Happiness Studies, 3, 71-92.
Schwartz, G. E. R. (2004). Social-cognitive factors in changing health- related behavior. Current Directions in Psychology Science, 10, 47-51.
Spector, P. (2004). Industrial and organizational psychology. New York: John Wiley & Sons.
Spector, P. E. (1989). Perceived control by employees: A meta-analysis of studies concerning autonomy and participation at work. Human Relations, 39, 1005-1016.
Steers, R. M. (2004). The future of work motivation. Academy of Management Review, 29, 379-387.
Steers, R. M., Porter, L. W., & Bigley, G. A. (2004). Motivation and leadership of work. New York: Mcgraw-Hill.
Vancouver, J. B., & Day, D. V. (2003). Industrial and organizational self-
regulation: An international review. Applied Psychology, 54, 155-185.
Wood, R. E. (2005). New frontiers for self-regulation research in I/O Psychology: An international reviwe. Applied Psychology, 34, 192-198.
Zimmerman, B. J. (2000). Attaining self-regulation: A social cognitive perspective; Handbook of self-regulation (pp. 13-41). San Diego, C.A: Academic Press.