مطالعات روانشناسی صنعتی و سازمانی
همکاری با انجمن روان‌شناسی صنعتی و سازمانی ایران

نقش میانجی خشنودی شغلی در رابطه بین هوش سازمانی و عملکرد سازمانی

نوع مقاله : مقاله پژوهشی

نویسندگان

حمیدرضا حیدری 1
محمد کریمی یزدآبادی 2

1 دانشجوی کارشناسی ارشد روان‎شناسی صنعتی و سازمانی، گروه روان‌شناسی، واحد اصفهان (خوراسگان)، دانشگاه آزاد اسلامی، اصفهان، ایران

2 دانشجوی کارشناسی مدیریت بازرگانی، گروه مدیریت، واحد نجف‌آباد، دانشگاه آزاد اسلامی، اصفهان، ایران

https://doi.org/10.22055/jiops.2023.44448.1366
چکیده
عملکرد سازمانی یکی از اساسی‌ترین متغیرهایی است که هر سازمان اعم از دولتی و خصوصی در‌نظر گرفته است. برای مدیران بسیار مهم است که بدانند چه عواملی بر عملکرد یک سازمان تأثیر می‌گذارد تا بتوانند از اقدامات مناسب برای شروع آن‌ها استفاده کنند. از جمله عوامل مؤثر و تبیین‌کننده عملکرد سازمانی، هوش سازمانی و خشنودی شغلی است. لذا پژوهش حاضر با هدف بررسی نقش میانجی خشنودی شغلی در رابطه هوش سازمانی با عملکرد سازمانی کارکنان شهرک‌های صنعتی شهر اصفهان انجام شد. روش پژوهش توصیفی-‌همبستگی مبتنی بر الگو‎یابی معادلات ساختاری بود. جامعه آماری شامل کلیه کارکنان شهرک‎های صنعتی شهر اصفهان بود. حجم نمونه با استفاده از ماشین حساب آنلاین A-priori‌ 768 نفر تعیین شد که به روش نمونه‎گیری مرحله‎ای تصادفی انتخاب شدند. به‌منظور جمع‎آوری اطلاعات از پرسش‌نامه‎های‌ هوش سازمانی (آلبرخت، 2002)، عملکرد سازمانی (هرسی و گلداسمیت، 1980) و خشنودی شغلی مینه‌سوتا (ویس و همکاران، 1977) استفاده شد. داده‎ها با استفاده از نرم‌افزار‎های SPSS نسخه 27 و SMART-PLS نسخه 3 تجزیه و تحلیل شدند. نتایج نشان داد مسیر مستقیم هوش سازمانی به خشنودی شغلی (β=‌0/534 و 233/19=t) و مسیر مستقیم هوش سازمانی به عملکرد سازمانی (β=‌0/347 و 938/11=t) و مسیر مستقیم خشنودی شغلی به عملکرد سازمانی (β= 0/500 و 502/18=t) معنی‌دار بودند. همچنین مسیر غیرمستقیم هوش سازمانی به عملکرد سازمانی با میانجی‎گری خشنودی شغلی معنی‌دار بود (β=‌0/267 و 432/14=t). با افزایش میزان هوش سازمانی، خشنودی شغلی افزایش پیدا کرده و باعث می‎شود تا عمکرد سازمان‎ها و شرکت‎ها افزایش یابد.

کلیدواژه‌ها

خشنودی شغلی
عملکرد سازمانی
هوش سازمانی

عنوان مقاله English

The Mediating Role of Job Satisfaction in the Relationship between Organizational Intelligence and Organizational Performance

نویسندگان English

Hamidreza Heidari 1
Mohammad Karimi Yazd Abadi 2
1 MA Student in Industrial and Organizational Psychology, Isfahan Islamic Azad University (Khorasgan), Isfahan, Iran
2 Undergraduate of Business Administration, Department of Management, Najafabad Branch, Islamic Azad University, Najafabad, Iran
چکیده English

Introduction
Organizational performance is one of the most basic variables considered by any organization, both public and private. It is very important for managers to know what factors affect the performance of an organization so that they can use appropriate measures to initiate them. Among the effective and explanatory factors of organizational performance are organizational intelligence and job satisfaction. Therefore, the present study was conducted with the aim of investigating the mediating role of job satisfaction in the relationship between organizational intelligence with organizational performance of employees in the industrial estates of Isfahan City.
 
Method
The present research method was descriptive-correlation based on structural equation modeling (SEM). The statistical population of the research included all the employees of the industrial towns of Isfahan city. The sample size was determined using the A-priori online calculator, 768 people were selected by random one-stage sampling method. In order to collect data, organizational intelligence (Albrecht, 2002), organizational performance (Hersey and Goldsmith, 1980) and Minnesota job satisfaction (Weiss et al., 1977) questionnaires were used. Data were analyzed using SPSS version 27 and SMART-PLS version 3 softwares.
Results
The results showed that the direct path of organizational intelligence to job satisfaction was significant (β=0.534 and t=19.233). The direct path of organizational intelligence to organizational performance was significant (β = 0.347 and t = 11.938). The direct path of job satisfaction to organizational performance was significant (β=0.500 and t=18.502). Also, the indirect path of organizational intelligence to organizational performance with the mediating role of job satisfaction was significant (β=0.267 and t=14.432).
 
Discussion
The results showed that by increasing the level of organizational intelligence, the job satisfaction of the employees increases and it causes improvement of performance of organizations and companies.

کلیدواژه‌ها English

job satisfaction
organizational intelligence
organizational performance
Ahmad, B. S., Sadq, Z. M., Othman, B., & Saeed, V. (2019). The impact of the quality of work life on organizational intelligence. International Journal of Psychosocial Rehabilitation, 23(2), 931-946. https://doi.org/10.37200/IJPR/V23I2/PR190341
Akpa, V. O., Asikhia, O. U., & Nneji, N. E. (2021). Organizational culture and organizational performance: A review of literature. International Journal of Advances in Engineering and Management, 3(1), 361-372. https://doi.org/10.35629/5252-0301361372
Al-dalahmeh, M., Khalaf, R., & Obeidat, B. (2018). The effect of employee engagement on organizational performance via the mediating role of job satisfaction: The case of IT employees in Jordanian banking sector. Modern Applied Science, 12(6), 17-43. https://doi.org/10.5539/mas.v12n6p17
Altındağ, Ö., & Öngel, V. (2021). Information management, organizational intelligence, and innovation performance triangle: Empirical research on Turkish IT firms. SAGE Open, 11(4), 21582440211052550. https://doi.org/10.1177/21582440211052550
Armstrong, M., & Taylor, S. (2023). Armstrong's Handbook of Human Resource Management Practice: A guide to the theory and practice of people management. London: Kogan Page Publishers. https://www.koganpage.com
Aziri, B. (2011). Job satisfaction: A literature review. Management Research And Practice, 3(4), 77-86. https://www.researchgate.net/publication/
Bellani, E., Ramadhani, S. R., & Tamar, M. (2017). Job satisfaction as predictor of employee engagement. 8th International Conference of Asian Association of Indigenous and Cultural Psychology (ICAAIP 2017), https://doi.org/10.2991/icaaip-17.2018.4
Bernard, H. R. (2013). Social research methods: Qualitative and quantitative approaches. United Kingdom: Sage. https://books.google.com/books/about/
Cascio, W. F. (2014). Leveraging employer branding, performance management and human resource development to enhance employee retention. Human Resource Development International, 17(2), 121-128. https://doi.org/10.1080/13678868.2014.886443
Da Anunciação, P. F., & Peñalver, A. J. B. (2019). Organizational intelligence: A conceptual
proposal for value creation to economic organizations. In Handbook of research on expanding
business opportunities with information systems and analytics. English: IGI Global. https://doi.org/10.4018/978-1-5225-6225-2.ch012
De Mello e Souza Wildermuth, C., & Pauken, P. D. (2008). A perfect match: Decoding employee engagement–Part I: Engaging cultures and leaders. Industrial and Commercial Training, 40(3), 122-128. https://doi.org/10.1108/00197850810868603
Gholami, E. (2020). The effect of job satisfaction on organizational performance. Journal of Advertising and Sales Management, 1(1), 178-200. Dor:20.1001.1.27170837.1399.1.1.6.5
Gomez-Mejia, L. R., Berrone, P., & Franco-Santos, M. (2014). Compensation and organizational performance: Theory, research, and practice. United Kingdom: Routledge. https://doi.org/10.4324/9781315705477
Habibzade, S., Mohajeran, B., Ghaleei, A., & Hasani, M. (2021). Structural analysis of the mediating role of organizational commitment in the relationship between organizational agility and organizational intelligence with organizational performance (Case study: Northwest University Jihad Units). Iranian Evolutionary and Educational Psychology Journal, 3(3), 332-344. https://doi.org/10.52547/ieepj.3.3.332
Hair, J. F., Risher, J. J., Sarstedt, M., & Ringle, C. M. (2019). When to use and how to report the results of PLS-SEM. European Business Review, 31(1), 2-24. https://doi.org/10.1108/EBR-11-2018-0203
Hair, J., Sarstedt, M., Hopkins, L., & G. Kuppelwieser, V. (2014). Partial least squares structural equation modeling (PLS-SEM) an emerging tool in business research. European Business Review, 26(2), 106-121. https://doi.org/10.1108/EBR-10-2013-0128
Hilton, S. K., Madilo, W., Awaah, F., & Arkorful, H. (2023). Dimensions of transformational leadership and organizational performance: The mediating effect of job satisfaction. Management Research Review, 46(1), 1-19. https://doi.org/10.1108/MRR-02-2021-0152
Hulland, J. (1999). Use of partial least squares (PLS) in strategic management research: A review of four recent studies. Strategic Management Journal, 20(2), 195-204. https://doi.org/10.1002/(SICI)1097-0266(199902)20:2<195::AID-SMJ13>3.0.CO;2-7
Keykha, A., & Abbaspour, A. (2019). The relationship between organizational intelligence and organizational performance with the mediation of creativity (Case study: University of Tehran). Journal of Innovation and Creativity in Human Science, 8(4), 1-32. https://journal.bpj.ir/article_665730.html?lang=en
Khalaf, R. K. A., Hmoud, H. Y., & Obeidat, B. (2019). Reviewing the mediating role of job satisfaction on the effect of employee engagement on organizational performance. Journal of Social Sciences (Coes&RJ-Jss), 8(1), 7-23. https://doi.org/10.25255/jss.2019.8.1.7.23
Kharabsheh, R., Ensour, W., & Bogolybov, P. (2017). Learning orientation, market orientation and organizational performance: The mediating effect of absorptive capacity. Business and Economic Research, 7(1), 114-127. https://doi.org/10.5296/ber.v7i1.10294
Lawrence Neuman, W. (2021). Social research methods: qualitative and quantitative approaches. Teaching Sociology, 30(3), 1-12. https://doi.org/10.2307/3211488
Marko, S., & Erik, M. (2019). A concise guide to market research. Berlin: Spinger. https://link.springer.com/book/10.1007/978-3-662-56707-4
Osanloo Bakhtiyari, S., Radfar, M., & Shiri, T. (2021). Job satisfaction indicators of Tehran municipal employees according to demographic characteristics. Urban Economics and Planning, 2(4), 265-276. https://doi.org/10.22034/UE.2022.02.04.02
Porkiani, M., & Hejinipoor, M. (2013). Studying the relationship between organizational intelligence and organizational agility in supreme audit court. European Online Journal of Natural and Social Sciences: Proceedings, 2(3), 1052-1060. https://european-science.com/eojnss/search/results
Prami, A. I. N. D., Guntar, E. L., & Setiawan, I. P. D. (2022). Pengaruh kepuasan kerja dan loyalitas terhadap kinerja karyawan pada PT cendana indopearls Buleleng Bali. Ilmiah Widyacakra, 5(2), 47-61. https://doi.org/10.56915/miw.v5i2.127
Rezaei, F., Ramazannezhad, N., Shiadeh, A., & Sabz, F. (2018). Investigating the relationship between intellectual capital and organizational intelligence among nurses working in Ayatollah Rouhani hospital in Babol in 2017. Middle East Journal Of Family Medicine, 7(10), 221. https://doi.org/10.5742/MEWFM.2018.93332
Silitonga, P. E. S., Widodo, D. S., & Ali, H. (2017). Analysis of the effect of organizational commitment on organizational performance in mediation of job satisfaction (Study on Bekasi City Government). International Journal of Economic Research, 14(8), 75-90. https://www.researchgate.net/
Soper, D. S. (2023). A-priori sample size calculator for structural equation models [Software]. https://www.danielsoper.com/statcalc
Subagja, I. K., & Safrianto, A. S. (2020). Pengaruh kepuasaan kerja dan loyalitas kerja terhadap kinerja karyawan Pt Bank Sahabat Sampoerna Jakarta. Journal Manajemen Bisnis Krisnadwipayana, 8(2), 118-128. https://doi.org/10.35137/jmbk.v8i2.428
Tavakoli, G., Shahamat, N., & Ojinejad, A. (2015). The relationship between organizational intelligence and self-efficacy and job satisfaction of high school teachers in Jiroft. A New Approach in Educational Management, 21(6), 213-228. Dor:20.1001.1.20086369.1394.6.21.11.5
Varma, C. (2017). Importance of employee motivation & job satisfaction for organizational performance. International Journal of Social Science & Interdisciplinary Research, 6(2), 1-11. https://indianresearchjournals.com
Zanabazar, A., & Jigjiddorj, S. (2021). The mediating effect of employee loyalty on the relationship
between job satisfaction and organizational performance. Journal Ilmiah Peuradeun, 9(2), 467-482. https://doi.org/10.26811/peuradeun.v9i2.530
Zeynabadi, H. R., Sabzeparvar, M., Lotfi, M., & Sadat, Z. (2014). Evaluation of the role of organizational intelligence in organizational performance using a seven dimensional model of Albrecht. Journal of Applied Environmental and Biological Sciences, 4(7), 49-54. https://api.semanticscholar.org/CorpusID:110414266
مطالعات روانشناسی صنعتی و سازمانی
دوره 10، شماره 2
آذر 1402
صفحه 372-359

  • تاریخ دریافت 09 مرداد 1402
  • تاریخ بازنگری 28 مرداد 1402
  • تاریخ پذیرش 20 شهریور 1402

صفحه اصلی

اعضای هیات تحریریه

همکاران دفتر نشریه

اصول اخلاقی انتشار مقاله

ارسال مقاله

داوران

تماس با ما