مقایسه تأثیر تمرین‌های شبیه‌سازی موازی، تمرین‌های شبیه‌سازی مکرر و تمرین‌های شبیه‌سازی بدون تشریح در توسعه شایستگی انرژی ارتباطی کارکنان

رعدی افسوران, نقی; عریضی, حمیدرضا; زارعی, مریم

doi:10.22055/jiops.2023.42912.1331

نوع مقاله : مقاله پژوهشی

نویسندگان

¹ استادیار گروه علوم تربیتی، دانشکده ابیات و علوم انسانی، دانشگاه گیلان، رشت، ایران

² استاد گروه روان‌شناسی، دانشکده علوم تربیتی و روان‌شناسی، دانشگاه اصفهان، اصفهان، ایران

³ کارشناسی ارشد روان‌شناسی، گروه روان‌شناسی، دانشکده علوم تربیتی و روان‌شناسی، دانشگاه اصفهان، اصفهان، ایران

https://doi.org/10.22055/jiops.2023.42912.1331

چکیده

هدف پژوهش حاضر مقایسه تأثیر تمرینهای شبیه سازی موازی، تمرین‌های شبیه‌سازی مکرر و تمرین‌های شبیه‌سازی بدون تشریح در توسعه شایستگی انرژی ارتباطی کارکنان بود. روش پژوهش، روش آزمایشی با چهار گروه پیش‌آزمون، پس‌آزمون و پیگیری بود. جامعه آماری پژوهش کلیه کارکنان یک شرکت صنعتی بود که با استفاده از جدول مورفی و میورز، تعداد 48 نفر به‌عنوان نمونه پژوهش انتخاب و با گمارش تصادفی در گروههای آزمایش و کنترل قرار گرفتند. ابزارهای پژوهش شامل مقیاس انرژی ارتباطی و تمرین شبیه‌سازی ایفای نقش بود که در مراحل پیش‌آزمون، پس‌آزمون و پیگیری توسط پژوهشگران اجرا شد. دادههای حاصل از پژوهش با استفاده از تحلیل واریانس یکراهه، تحلیل کوواریانس و آزمون تعقیبی LSD تحلیل شد. نتایج پژوهش نشان داد که مشارکت‌‌کنندگان در تمرینهای شبیه‌سازی موازی در مقایسه با دیگر گروهها دارای بهبود و افزایش انرژی ارتباطی بیشتری هستند. همچنین‌ مشارکت‌کنندگان در تمرینهای شبیهسازی ترکیبی مکرر و غیر‌مکرر نسبت ‌به مشارکت‌کنندگان در تمرینهای شبیهسازی بدون تشریح بهبود انرژی ارتباطی بیشتری را تجربه کردند. از‌آنجایی‌که تمرین‌های شبیه‌سازی موازی از نشت اطلاعات جلوگیری میکنند، انرژی ارتباطی کارکنان در سازمان را به میزان قابل توجهی بهبود می‌بخشند. این نتیجه به شایسته‌سالاری کمک کرده و با رعایت عدالت و انصاف در سازمان سازگاری بیشتری دارد.

کلیدواژه‌ها

عنوان مقاله [English]

Comparing the Effect of Parallel Simulation Exercises, Repeated Simulation Exercises, and Simulation Exercises with No Description in Developing the Employees’ Relational Energy Competency

نویسندگان [English]

Naghi Radi Afsouran ¹
Hamid Reza Oreyzi ²
Maryam Zaraei ³

¹ Assistant Professor, Department of Educational Sciences, Faculty of Literature and Humanities, University of Guilan, Rasht, Iran

² Professor, Department of Psychology, Faculty of Educational Sciences and Psychology, Isfahan University, Isfahan, Iran

³ MA of Psychology, Department of Psychology, Faculty of Educational Sciences and Psychology, Isfahan University, Isfahan, Iran

چکیده [English]

Introduction
This study aimed to compare the effect of parallel simulation exercises, repeated simulation exercises, and simulation exercises with no description in developing the relational energy competency of employees in an industrial company.

Method
An experimental design with four groups (two control groups and two experimental
groups) in pre-test, post-test, and follow-up was used. The statistical population of the study was all employees in an industrial company. Using the Murphy and Meyers method, 48 people were selected as the study sample and randomly assigned to the experimental and control groups. The study tools included the relational energy scale and role-playing simulation exercise which were implemented by the researchers in the pre-test, post-test, and follow-up steps.

Results
The data were analyzed using one-way analysis of variance, analysis of covariance and
post hoc test of LSD. The results showed that the participants in parallel simulation exercises have more development in relational energy competency compared to the other groups.
Also, participants in repeated and non-repeated combined simulation exercises experienced more relational energy development than participants in simulation exercises with no description.

Discussion
Because parallel simulation exercises prevent information leakage, it significantly improves the relational energy of employees in the company. This result contributes to meritocracy and is more compatible with the observance of justice and fairness in the company.

کلیدواژه‌ها [English]

simulation exercises
relational energy competency
fairness and justice

مراجع

Amah, O. E. (2018). Leadership styles and relational energy: Do all leadership styles generate and
transmit equal relational energy?. South African Journal of Business Management, 49(1), 1-6. https://doi.org/10.4102/sajbm.v49i1.231

Baker, W. E. (2019). Emotional energy, relational energy, and organizational energy: toward a multilevel model. Annual Review of Organizational Psychology and Organizational Behavior, 6(1), 373-395. https://doi.org/10.1146/annurev-orgpsych-012218-015047

Brummel, B. J., Rupp, D. E., & Spain, S. M. (2009). Constructing parallel simulation exercises for assessment centers and other forms of behavioral assessment. Personnel Psychology, 62(1), 137-170. https://doi.org/10.1111/j.1744-6570.2008.01132.x

Cameron, K. (2013). Practicing positive leadership: Tools and techniques that create extraordinary results. Berrett-Koehler Publishers.

Carmeli, A. (2009). Positive work relationships, vitality, and job performance. Research on Emotion in Organizations, 5, 45-71. https://doi.org/10.1108/S1746-9791(2009)0000005005

Cole, M. S., Bruch, H., & Vogel, B. (2012). Energy at work: A measurement validation and linkage to unit effectiveness. Journal of Organizational Behavior, 33(4), 445-467. https://doi.org/10.1002/job.759

Connelly, B. S., Ones, D. S., Ramesh, A., & Goff, M. (2008). A pragmatic view of assessment center exercises and dimensions. Industrial and Organizational Psychology, 1(1), 121-124. https://doi.org/10.1111/j.1754-9434.2007.00022.x

Cronbach, L. J., & Meehl, P. E. (1995). Construct validity in psychological tests. Psychological Bulletin, 52(4), 281. https://doi.org/10.1037/h0040957

El Sheikh Taha, F. (2021). The role of equity in mediating the relationship between performance appraisal and employee performance in lebanon. Doctoral dissertation, Lebanese American University.

Gall, M. D., Borg, W. R., & Gall, J. P. (1996). Educational research: An introduction. New York: Longman Publishing. https://psycnet.apa.org/record/1996-97171-000

Hardison, C. M., Sackett, P. R. (2004). Assessment center criterion-related validity: A meta-analytic update. ¹⁹th Annual Conference of the Society for Industrial and Organizational Psychology, Chicago, IL. https://doi.org/10.1037/e518632013-042

Howard, A. (2008). Making assessment centers work the way they are supposed to. Industrial and Organizational Psychology, 1(1), 98-104. https://doi.org/10.1111/j.1754-9434.2007.00018.x

Kaman, V. S., & Bentson, C. (1988). Roleplay simulations for employee selection: Design and implementation. Public Personnel Management, 17(1), 1-8. https://doi.org/10.1177/009102608801700101

Kolen, M. J. (2004). Linking assessments: Concept and history. Applied Psychological Measurement, 28(4), 219-226. https://doi.org/10.1177/0146621604265030

Kolk, N. J., Born, M. P., & Van der Flier, H. (2002). Impact of common rater variance on construct validity of assessment center dimension judgments. Human Performance, 15(4), 325-337. https://doi.org/10.1207/S15327043HUP1504_02

Liebhart, U., & Faullant, R. (2014). Relational energy as a booster for high quality relationship in mentoring. European Academy of management, Valencia.

McDaniel, D. M. (2011). Energy at work: A multinational, cross-situational investigation of relational energy. Doctor of Philosophy in Management. University of California, Irvine.

Mortazavi, N., Oreyzi, H. R., & Moussavi, Z. (2017). Compare the assessment center (AC) in occupations with high and low task interdependence in the individual and team empowerment. Quarterly of Research on Educational Leadership and Management, 3(12), 1-34. (Persian) https://doi.org/10.22054/jrlat.2019.35693.1399

Newell, S. (2005). Recruitment and selection. Managing human resources: Personnel management in transition. United States: Wiley publication. https://www.econbiz.de/Record/

Oreizi, H. R. (2004). Social justice approaches in teachers in Isfahan city. Social Welfare Quarterly, 4(13), 145-166. (Persian) https://magiran.com/p189768

Oreyzi, H. R., & Asadi, E. (2017). Designing and implementing assessment center of strategic thinking competency for managers of the national Iranian oil refining & distribution company. Contemporary Psychology, Biannual Journal of the Iranian Psychological Association, 12(1), 53-62. (Persian) https://elmnet.ir/doc/2491968-94117

Owens, B. P., Baker, W. E., Sumpter, D. M., & Cameron, K. S. (2016). Relational energy at work: Implications for job engagement and job performance. Journal of Applied Psychology, 101(1), 35. https://doi.org/10.1037/apl0000032

Radi Afsouran, N. (2018). Developing leadership competencies: Developing, implementing and evaluating developmental assessment center and comparing its effectiveness with a structured training program. Unpublished doctoral dissertation, Faculty of Education and Psychology, University of Isfahan. [In Persian]

Radi Afsouran, N. C., Thornton III, G., & Charkhabi, M. (2022). Leadership development assessment center: A review on advantages and disadvantages for developing leadership behavioral competencies. International Journal of Organizational Leadership, 11(1), 71-88. https://doi.org/10.33844/ijol.2022.60620

Radi Afsouran, N., Siadat, A., Hoveida, R., Orizi, H. R., & Thornton III, G. (2019). Training and developing leadership competencies using leader development assessment center: Empirical study of the competencies of transformation, team building, and strategic thinking. Journal of Educational Sciences, 26(1), 97-118. (Persian) https://doi.org/10.22055/edus.2019.25363.2493

Radi Afsouran, N., Thornton, G. C., & Charkhabi, M. (2019). Leadership development assessment
center: A review on advantages and disadvantages for developing leadership behavioral
competencies. International Journal of Organizational Leadership, 11(2022) 71-88 https://ijol.cikd.ca/article_60622_2fe579050b4863ef08fae43c08b9817c.pdf

Sadeghi, A., Daei Jafari, M. R., Rashidirad, M., & Ghasemi, M. A. (2014). The relationship of
ethical leadership, happiness at work and sense of energy with organizational citizenship
behaviors. Journal of Industrial and Organizational Psychology Studies, 1(2), 39-54. (Persian) https://doi.org/10.22055/JIOPS.2015.11291

Savadkouhi, S., Orayzi, H. R., & Asgari, K. (2020). The effectiveness of relationship enhancement program on the relational energy of employees and climate of trust and respect in Isfahan gas company. Journal of Psychological Achievements, 27(2), 133-154. (Persian) https://doi.org/10.22059/JAPR.2022.321762.643811

Shakeri, I. (2016). Validation of traditional performance appraisal and multi-source appraisal of competences through assessment center. Journal of Industrial and Organizational Psychology Studies, 3(1), 57-70. (Persian) https://doi.org/10.22055/JIOPS.2018.21906.1049

Sonnentag, S., Casper, A., & Pinck, A. S. (2016). Job stress and sleep: Research insights for the workplace. Oxford University Press, 77-99. https://doi.org/10.1093/acprof:oso/9780190217662.003.0005

Sonnentag, S., Mojza, E. J., Demerouti, E., & Bakker, A. B. (2012). Reciprocal relations between recovery and work engagement: The moderating role of job stressors. Journal of Applied Psychology, 97(4), 842. https://doi.org/10.1037/a0028292

Thornton III, G. C., Mueller-Hanson, R. A., & Rupp, D. E. (2017). Developing organizational simulations: A guide for practitioners, students, and researchers. United Kingdom: Routledge. https://doi.org/10.4324/9781315652382

Trim, P. R. (2004). Human resource management development and strategic management
enhanced by simulation exercises. Journal of Management Development, 23(4), 399-413. https://doi.org/10.1108/02621710410529820

Van Dosen, C. M. (1993). Participant response to justice concerns in the assessment center process. Detroit, Michigan, United States: Wayne State University.

Walster, E., Berscheid, E., & Walster, G. W. (1973). New directions in equity research. Journal of Personality and Social Psychology, 25(2), 151-176. https://doi.org/10.1037/h0033967

Weiner, B. (2018). Attribution theory in organizational behavior: A relationship of mutual benefit. United Kingdom: Routledge. https://doi.org/10.4324/9781315137926-1

مطالعات روانشناسی صنعتی و سازمانی

مقایسه تأثیر تمرین‌های شبیه‌سازی موازی، تمرین‌های شبیه‌سازی مکرر و تمرین‌های شبیه‌سازی بدون تشریح در توسعه شایستگی انرژی ارتباطی کارکنان

مراجع

مراجع

دوره 10، شماره 1
شهریور 1402
صفحه 1-14

مقایسه تأثیر تمرین‌های شبیه‌سازی موازی، تمرین‌های شبیه‌سازی مکرر و تمرین‌های شبیه‌سازی بدون تشریح در توسعه شایستگی انرژی ارتباطی کارکنان

مراجع

مراجع

دوره 10، شماره 1شهریور 1402صفحه 1-14

دوره 10، شماره 1
شهریور 1402
صفحه 1-14