همکاری با انجمن روان‌شناسی صنعتی و سازمانی ایران

نوع مقاله : مقاله پژوهشی

نویسندگان

1 استادیار گروه مدیریت، دانشگاه پیام نور، تهران، ایران

2 کارشناس ارشد مدیریت دولتی، دانشکده مدیریت، دانشگاه تهران، تهران، ایران

3 کارشناس ارشد مدیریت دولتی، دانشگاه پیام‌نور یزد مرکز تفت، یزد، ایران

4 دانشجوی دکتری مدیریت رفتارسازمانی، گروه مدیریت بازرگانی، دانشگاه سمنان، سمنان، ایران

چکیده

پژوهش حاضر با هدف بررسی تأثیر قلدری سازمانی بر تنهایی کارکنان با نقش میانجی سرپرستی استثمارگر و باج‌گیری عاطفی انجام شده است. این مطالعه از لحاظ هدف کاربردی، از نوع توصیفی و با روش پیمایشی انجام شده است. اعضای نمونه در این مطالعه 212 نفر از کارکنان سازمان‌های ورزشی سمنان بود که به روش نمونه‌گیری در دسترس انتخاب شدند. به منظور تحلیل داده‌ها، روش حداقل مربعات جزئی و نرم‌افزار Smart PLS 2  مورد استفاده قرار گرفت. جهت سنجش روایی از روایی همگرا بهره گرفته شد و به منظور محاسبه پایایی، آلفای کرونباخ مورد استفاده قرار گرفت و ضریب آن برای تمام سازه‌های پژوهش بیشتر از 7/0 گزارش شد. نتایج نشان دادکه  قلدری سازمانی با ضریب مسیر 44/0 اثر مثبت و معنی‌داری بر احساس تنهایی کارکنان در سازمان دارد. همچنین، اثر مثبت و معنی‌داری میان متغیر­های قلدری سازمانی با سرپرستی استثمارگرایانه با ضریب مسیر 64/0 و باج­گیری عاطفی با ضریب مسیر 50/0 وجود داشت. علاوه بر این، سرپرستی استثمارگر و باج‌گیری عاطفی به‌ترتیب با ضریب مسیر 42/0 و 38/0 اثر مثبت و معنی‌داری بر احساس تنهایی در سازمان داشتند. هم‌چنین، سرپرستی استثمارگرایانه و باج‌گیری عاطفی نقش میانجی‌گر را بین قلدری سازمانی و احساس تنهایی در سازمان ایفا کردند (01/0p<). در صورتی که در یک سازمان قلدری رواج داشته باشد، سرپرستی استثمارگر و باج‌گیری عاطفی بیشتری از سوی مدیران مشاهده خواهد شد و این امر به نوبه­ خود منجر به احساس تنهایی کارکنان در سازمان‌های ورزشی می‌گردد. از سوی دیگر چنانچه مدیران در سازمان­های ورزشی رفتارهای مبتنی بر اعتماد و احترام نسبت به کارکنان داشته باشند، به دنبال باج‌گیری عاطفی از زیردستان خود نخواهند بود و سرپرستی سازمانی در جهت بهبود عملکرد و بهره‌وری کارکنان خواهد بود و بدین ترتیب ارتباطات مؤثرتری میان کارکنان شکل می‌گیرد که این امر به نوبه‌ خود می­تواند از احساس تنهایی کارکنان در سازمان­های ورزشی بکاهد.

کلیدواژه‌ها

عنوان مقاله [English]

The Effect of Organizational Bullying on Employees’ feeling of Loneliness Through Mediating role of Abusive Supervision and Emotional Blackmail

نویسندگان [English]

  • Sayed Rahim Savafi Mirmahalleh 1
  • Shabnam Zarjou 2
  • Fatemeh Pour Sobhan Doraghi 3
  • Mohammad Keshavarz 4

1 Assistant Professor, Department of Management, Payam Noor University, Tehran, Iran

2 Master of Public Administration, Faculty of Management, University of Tehran, Tehran, Iran

3 Master of Public Administration, Payam Noor University of Yazd Taft Center, Yazd, Iran

4 PhD Student in Organizational Behavior Management, Department of Commerce, Semnan University, Semnan, Iran

چکیده [English]

Introduction
The aim of this study was to investigate the effect of organizational bullying on loneliness of  employee with the mediating role of abusive supervision and emotional blackmail.
Method
This study was performed in terms of applied purpose, descriptive type, and survey method. The participants were 212 employees of sport organizations in Semnan, who were selected by the census sampling method. The Partial Least Squares method and Smart PLS2 software were used for data analysis. Convergent validity was used for testing validity. Cronbach's alpha coefficients for all research variables were more than 0.7.
 
Results
The results indicated that organizational bullying with a path coefficient of 0.44 has a positive and significant effect on loneliness feeling of employees in the organization. The findings also showed positive and significant effects of organizational bullying on abusive supervision with a path coefficient of 0.64, and emotional blackmail with a path coefficient of 0.50. Also, abusive supervision and emotional blackmail with path coefficients of 0.42 and 0.38 respectively, had positive and significant effects on feeling of loneliness of employees in the organization. The mediating role of abusive supervision and emotional blackmail between organizational bullying and loneliness of employees also confirmed.
 
Discussion
If organizational bullying is prevalent in an organization, managers will show more abusive supervision and emotional blackmail, which in turn leads to employees’ feeling of loneliness in organizations. On the other hand, if managers have behaviors based on trust and respect, they will not seek emotional blackmail from their subordinates, so organizational control and supervision will improve employee performance and productivity. This in turn can reduce the feeling of loneliness of employees in sport organizations.

کلیدواژه‌ها [English]

  • Organizational bullying
  • feeiing of loneliness
  • abusive supervision
  • emotional blackmail
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