همکاری با انجمن روان‌شناسی صنعتی و سازمانی ایران

اثر حمایت سازمانی ادراک‌شده بر اشتیاق شغلی و رفتار مدنی سازمانی با میانجی‌گری سرمایه‌های روان‌شناختی

نوع مقاله : مقاله پژوهشی

نویسندگان

1 دکتری روان‌شناسی، دانشگاه رازی‌، کرمانشاه، ایران

2 دانشیار، گروه روان‌شناسی، دانشکده علوم اجتماعی، دانشگاه رازی، کرمانشاه، ایران

چکیده
هدف پژوهش حاضر، بررسی اثر حمایت سازمانی ادراک‌شده بر اشتیاق شغلی و رفتار مدنی سازمانی با میانجی‌گری سرمایه‌های روا‌ن‌شناختی بود. جامعه پژوهش کارکنان شرکت فولاد اکسین در اهواز در سال 1395 را در بر می‌گیرد که از این میان تعداد 300 نفر به روش تصادفی ساده انتخاب شدند. در این مطالعه از پرسش‌نامه‌های حمایت سازمانی ادراک‌شده ایزنبرگر و همکاران (1997)، سرمایه­های روا‌ن‌شناختی لوتانز و همکاران (2007)، اشتیاق شغلی شافلی و همکاران (2002) و رفتار مدنی سازمانی پودساکف و همکاران (1990) استفاده شد. طرح پژوهش از نوع همبستگی از طریق الگویابی معادلات ساختاری (SEM) بود. ارزیابی الگوی پیشنهادی با استفاده از نرم‌افزارهای SPSS و AMOS ویراست 22 انجام گرفت. جهت تعیین معنی‌داری اثرهای واسطه‌ای در الگوی پیشنهادی از روش بوت‌استراپ در برنامه‌ی ماکرو پریچر و هایز (2008) استفاده شد. نتایج مطالعه نشان داد که الگوی پیشنهادی از برازش خوبی با داده‌ها برخوردار است. یافته‌های پژوهش حاکی از تأیید اثرهای مستقیم حمایت سازمانی ادراک‌شده و سرمایه‌های روا‌ن‌شناختی بر اشتیاق شغلی و رفتار مدنی سازمانی بود هم‌چنین اثر مستقیم حمایت سازمانی ادراک‌شده به سرمایه‌های روا‌ن‌شناختی ( متغیر میانجی‌گر) مورد تأیید قرار گرفت. یافته‌های مربوط به فرضیه­های غیرمستقیم نشان‌دهنده‌ تأیید نقش میانجی­گر متغیر سرمایه‌های روا‌ن‌شناختی در رابطه‌ی بین حمایت سازمانی ادراک‌شده با اشتیاق شغلی و رفتار مدنی سازمانی بود. ادراک حمایت سازمانی توسط کارکنان موجب افزایش سرمایه‌های روا‌ن‌شناختی و در نتیجه اشتیاق بیشتر کارکنان نسبت به شغل هم‌چنین بروز رفتار‌های مدنی سازمانی می‌گردد. با توجه به نتایج این تحقیق، برای ارتقاء حمایت سازمانی ادراک‌شده به سازمان‌ توصیه می‌شود مکرر به کارکنان اعلام کند فعالیت‌ها و اقدامات مطلوبی که سازمان برای کارکنان فراهم می­آورد مانند فرصت­های آموزش، ترفیع و پاداش، امنیت شغلی، دادن استقلال و خودمختاری به کارکنان و کاهش عوامل استرس­زای شغلی و سازمانی، ناشی از خواست و صلاحدید سازمان به‌منظور رفاه بیشتر کارکنان در محیط کار است. عملی ساختن این رویکرد از طریق مدیران ارشد سازمان که به میزان زیادی مترادف با سازمان پنداشته می­شوند صورت می­گیرد. مدیران ارشد می‌بایست ارزشمندی بالای کارکنان و خوش‌بینی نسبت به آنان را نشان دهند و توجه خود را نسبت به رفاه و آسایش کارکنان در شرایط مختلف معطوف سازند. هم‌چنین می‌بایست فرهنگی در سازمان پرورش داده شود که در آن حمایت سرپرست از زیردست مورد پاداش و توجه قرار گیرد و بخشی از ارزیابی عملکرد سرپرستان به کیفیت رابطه‌ آنان با زیردستان اختصاص داده شود.

کلیدواژه‌ها


عنوان مقاله English

The Effect of Perceived Organizational Support on Job Engagement and Organizational Citizenship Behavior with Mediating Role of Psychological Capital

نویسندگان English

Ghazaleh Hayavi 1
Jahangir Karami 2
1 PhD of Psychology, Razi University, Kermanshah, Iran
2 Associate Professor, Department of Psychology, Faculty of Social Sciences, Razi University, Kermanshah, Iran
چکیده English

Introduction
The purpose of this study was to investigate the effect of perceived organizational support on job engagement and organizational citizenship behavior with mediating role of psychological capital.
 
Method
The research population included all employees of Oxin Steel Company in Ahvaz in 2016, from which 300 people were selected by simple random method. The research instruments included Perceived Organizational Support Questionnaire (Eisenberger et al., 1997), Psychological Capital Questionnaire (Luthans et al., 2007), Work Engagement Scale (Schaufeli et al., 2012) and Organizational Citizenship Behaviors Questionnaire (Podsakoff, et al., 1990). The research design was correlational through structural equation modeling (SEM). Evaluation of the proposed model was done using SPSS and AMOS version 22 software. In order to determine the significance of mediation effects in the proposed model, the bootstrap method was used in the preacher and Hayes (2008) Macro program.
 
Results
The results of the study showed that the proposed model has a good fit with the data. The direct effects of perceived organizational support and psychological capital on job engagement and organizational citizenship behavior were significant. Findings also showed that perceived organizational support has direct effect on psychological capital (the mediator). Results of indirect effects supported the mediating role of psychological capital in the relationship between perceived organizational support and job engagement and organizational citizenship behavior.
 
Discussion
When employees perceive organizational support, it enhances their psychological capital and the result is more job engagement and also organizational citizenship behaviors. On the basis of this results, for increasing perceived organizational support, recommended to to announce employees frequently that desirable practices which organization prepare for them like promotions and rewards, job safety, and autonomy, leads to decreasing organizational and job stressors, arising from discretion of the organization to improve employees' well-being at work setting. In other words, there is not any external power to force the organization to create pleasant working conditions. To practice this, top managers should focus their concern toward employees' well-being. It should also contain development of a kind of organizational culture that supervisor support be rewarded and noticed and a part of supervisor's performance appraisal be assigned to the quality of supervisor-subordinate relationship.

کلیدواژه‌ها English

job engagement
organizational citizenship behavior
perceived organizational support
psychological capital
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دوره 9، شماره 1
تیر 1401
صفحه 83-102

  • تاریخ دریافت 24 آذر 1400
  • تاریخ بازنگری 22 اردیبهشت 1401
  • تاریخ پذیرش 29 تیر 1401