همکاری با انجمن روان‌شناسی صنعتی و سازمانی ایران

نوع مقاله : مقاله پژوهشی

نویسندگان

1 دانشجوی کارشناسی ارشد روان‌شناسی، واحد کرج، دانشگاه آزاد اسلامی، کرج، ایران

2 استادیار گروه روان‌شناسی، واحد کرج، دانشگاه آزاد اسلامی، کرج، ایران

چکیده

دنیای رقابتی حاکم بر فضای کسب و کار سازمان‌ها، موجب شده نیروی انسانی به یک متغیر تأثیرگذار در حفظ و اعتلای اهداف سازمانی و یک نیروی مسبب پایایی و ماندگاری در بازار رقابت سازمان‌ها بدل شود. بر همین اساس سازمان‌هایی که قصد دارند در سطح جهانی فعالیت کنند برای این که بتوانند به ‌درستی به این سطح برسند، به کارکنان توسعه‌یافته بیش از دیگران نیاز دارند. لذا هدف پژوهش حاضر پیش‌بینی توسعه منابع انسانی بر‌اساس نشانگان وانمودگرایی و استکهلم سازمانی و رفتار شهروندی سازمانی بود. روش پژوهش از نوع همبستگی بود. در این پژوهش کلیه کارکنان شرکت ماموت در سال 1401 مورد ارزیابی قرار گرفت و حجم نمونه با استفاده نرم‌افزار GPower 150 نفر تعیین و به‌صورت تصادفی انتخاب شدند. برای جمع‌آوری داده‌ها، مقیاس دلبستگی بزرگسالان (کالینز و رید، 1990)، مقیاس نشانگان وانمودگرایی (کلانس و ایمز، 1978)، رفتار شهروندی سازمانی (پادساکوف، 2000)‌ و پرسش‌نامه توسعه منابع انسانی (ایربای، 1998) استفاده شد. داده‌ها با استفاده از ضریب همبستگی پیرسون و تحلیل رگرسیون با استفاده از نرم‌افزار SPSS 26 مورد تجزیه و تحلیل قرار گرفت. یافته‌ها نشان داد که متغیرهای وارد‌شده در مدل رگرسیون می‌توانند ۳۱ درصد واریانس توسعه منابع انسانی در کارکنان را پیش‌بینی کنند. نشانگان وانمودگرایی با بتای 25/0- (30/2-T=، 02/0P<) و استکهلم سازمانی با بتای 35/0- (27/3-T=، 001/0P< ) می‌توانند به‌طور معنی‌داری توسعه منابع انسانی را پیش‌بینی کنند. اما رفتار شهروندی سازمانی با بتای 01/0- (17/0-T=، 8/0P<) پیش‌بینی‌کننده معنی‌داری برای توسعه منابع انسانی نمی‌باشد. لذا وجود نشانگان وانمودگرایی و استکهلم سازمانی به‌ عنوان نوعی سازوکار دفاعی به‌دلیل ‌کمال‌گرایی منفی، تعلل یا اهمال‌کاری، ‌فشار، کمبود الهام و خلاقیت ضعیف باعث تضعیف توسعه منابع انسانی در کارکنان و در‌نتیجه منجر‌به عملکرد پایین می‌گردد.

کلیدواژه‌ها

عنوان مقاله [English]

Prediction of Human Resource Development Based on Imposter Syndrome, Organizational Stockholm Syndrome and Organizational Citizenship Behaviors

نویسندگان [English]

  • Nasrin Tavili 1
  • Afshin Robati 2

1 MA Student of Psychology, Karaj Branch, Islamic Azad University, Karaj, Iran

2 Assistant Professor Psychology, Karaj Branch, Islamic Azad University, Karaj, Iran

چکیده [English]

Introduction
The competitive world that governs the business environment of organizations has made human power an influential variable in maintaining and enhancing organizational goals and a force that causes reliability and sustainability in the competitive market of organizations. Accordingly, organizations that intend to operate at the global level need developed employees more than others in order to reach this level properly. Therefore, the purpose of this study was to predict the development of human resources based on imposter syndrome, organizational Stockholm syndrome and organizational citizenship behaviors.
 
Method                                                                                                            
The research method was correlational. In this research, all employees of Mammoth Company were evaluated in 2022 and the sample size was determined using GPower software and 150 employees were randomly selected. For data collection, the Adult Attachment Scale (Collins & Read, 1990), the Imposter Phenomenon Scale (Clance & Imes, 1978), the Organizational Citizenship Behavior (podsakoff, 2000), and the Human Resource Development Questionnaire (Airbay, 1998) were used. Data were analyzed using Pearson correlation and regression analysis using Spss 26 software.
Results
The findings show that the variables included in the regression model can predict 31% of the variance of human resource development in employees. Imposter syndrome with a beta of -0.25 (T=-2.30, P<0.02) and organizational Stockholm syndrome with a beta of -0.35 (T=-3.27, P<0.001) can significantly predict human resources development. However, organizational citizenship behavior with a beta of -0.01 (T=0.17, P<0.8) is not a significant predictor for human resources development.
 
Discussion
According to the results of Imposter syndrome and organizational Stockholm syndrome as a kind of defense mechanism due to negative perfectionism, procrastination, pressure, lack of inspiration and weak creativity, it weakens the development of human resources in employees and as a result leads to low performance.

کلیدواژه‌ها [English]

  • organizational stockholm syndrome
  • imposter syndrome
  • organizational citizenship behaviors
  • human resource development
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