نوع مقاله : مقاله پژوهشی

نویسندگان

1 دکتری روان‌شناسی، گروه روان‌شناسی، دانشگاه اصفهان، اصفهان، ایران

2 دانشیار گروه روان‌شناسی، دانشگاه اصفهان، اصفهان، ایران

چکیده

 
هدف پژوهش حاضر بررسی رابطه روان‌رنجوری و سرسختی با بهزیستی کارکنان با نقش میانجی‌گر تاب‌آوری و ذهن‌آگاهی و نقش تعدیل‌گر ساعات کاری و نوع نوبت‌کاری بود. جامعه آماری پژوهش متشکل از تمامی کارکنان نوبت‌کار یک شرکت صنعتی در شهر اهواز بود. نمونه پژوهش شامل 206 مرد، با میانگین سنی 38 سال، با تجربه نوبت‌کاری حداقل 2 سال و میانگین ساعات کاری هفتگی 54 ساعت بود. جهت جمع‌آوری داده‌ها پرسشنامه بهزیستی کارکنان ژنگ و همکاران، تاب‌آوری کانر و دیویدسون، ذهن آگاهی براون و رایان، روان‌رنجوری مک‌کرا و کوستا و سرسختی بارتون و همکاران به کار گرفته شد. جهت تحلیل داده‌های پژوهش از روش الگویابی معادلات ساختاری، آزمون بوت‌استراپ و رگرسیون سلسله مراتبی در نرم‌افزار آماری AMOS و SPSS ویرایش 24 استفاده شد. نتایج الگویابی معادلات ساختاری نشان داد که تاب‌آوری رابطه بین متغیرهای سرسختی و بهزیستی کارکنان را میانجی‌گری می‌کند. با این وجود، نوع نوبت‌کاری و ساعات کار هفتگی در رابطه بین سرسختی و بهزیستی اثرات تعدیل‌کنندگی نشان نداد. بنابراین می‌توان نتیجه گرفت انعطاف‌پذیری روان‌شناختی حاصل از تاب‌آوری می‌تواند مکانیسمی باشد که منجر به بهزیستی کارکنان می‌شود.

کلیدواژه‌ها

عنوان مقاله [English]

The Relationship between Neuroticism and Hardiness with Employee Well-Being: Mediating Role of Resiliency and Mindfulness and Moderating Role of Working Hours and Type of Shift Work

نویسندگان [English]

  • Rehaneh Dezhban 1
  • Hossein Samavatian 2

1 PhD of Psychology, Department of Psychology, University of Isfahan, Isfahan, Iran

2 Associate Professor, Department of Psychology, University of Isfahan, Isfahan, Iran

چکیده [English]

Introduction
The well-being of employees in the field of shiftwork can be examined in a variety of ways. The purpose of this study was to investigate the relationship between neuroticism and hardiness with employee well-being, with mediating role of resiliency and mindfulness and moderating role of working hours and type of shift. Personality variables that may struggle with the consequences of stress, and thus provide the conditions for improving the well-being of employees, have attracted the interest of researchers for many years. Recent research clearly shows that psychological hardiness is negatively related to shift-work. Therefore, psychological hardiness can be one of the effective factors in improving the well-being of shift workers.
Method
The statistical population of the study consisted of all employees working in an industrial company in Ahvaz. The sample consisted of 206 men with an average age of 38 years, with at least two years experience of shiftwork, and an average weekly working time of 54 hours. For collecting data, Zheng et al.’s Employee Well-Being Scale (2015), Conner and Davidson's Resilience Scale (2003), Braun and Ryan's Mindfulness Scale (2003), and the DRS-15 Psychological Hardiness (2007) were used. Structural equation modeling, bootstrap test, and hierarchical regression analysis in AMOS-24 and SPSS-24 were used for data analysis.
 
Results
The results indicated that resiliency mediates the relationship between psychological hardiness with employees' well-being. However, the type of shiftwork and weekly working hours did not show any moderating effects in the relationship between psychological hardiness and well-being.
 
Discussion
Therefore, it can be concluded that the psychological flexibility obtained from resiliency can be a possible mechanism that leads to the well-being of employees. However, more research is needed on variables in the field of shiftwork. Further studies are needed on shift context variables.

کلیدواژه‌ها [English]

  • Employees' well-being
  • Neuroticism
  • mindfulness
  • resiliency
  • shiftwork
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