همکاری با انجمن روان‌شناسی صنعتی و سازمانی ایران

نقش میانجی توانمندسازی روان‌شناختی در رابطه بین لنگرگاه‌های شغلی با خشنودی شغلی

نوع مقاله : مقاله پژوهشی

نویسندگان

1 کارشناسی ارشد، گروه روان‌شناسی کاربردی، دانشکده روان‌شناسی و علوم تربیتی، دانشگاه شهید بهشتی، تهران، ایران

2 استادیار، دانشکده روان‌شناسی و علوم تربیتی، دانشگاه شهید بهشتی، تهران، ایران

چکیده
 لنگرگاه‌های شغلی بر این منطق استوار است که تناسب بـــین گـــرایش‌هـــای شـــغلی افراد و شغل‌شان باعث خشنودی شغلی، افزایش تعهد و بهبود عملکرد می‌شود، در‌حالی‌که عدم این تناسب‌ سبب ناخشنودی و ترک شـغل مـی‌گردد. همچنین با توجه به سازه توانمندسازی روان‌شناختی می‌توان دریافت در چه محوری بیشتر می‌توان با توانمندسازی کارکنان، به خشنودی شغلی بیشتری دست یافت. پژوهش حاضر‌ با هدف آزمون نقش میانجی توانمندسازی روان‌شناختی در رابطه بین لنگرگاه‌های شغلی و خشنودی شغلی انجام شد. کارکنان شرکت صنعتی زرین جم مارینا (تولیدات نوشیدنی) در شهر تهران، جامعه آماری پژوهش است. این پژوهش از نظر هدف، کاربردی و از نظر شیوه جمع‌آوری داده‌ها توصیفی-‌پیمایشی است. 143 نمونه (به روش نمونه‌گیری در دسترس) انتخاب‌ و پرسش‌نامه‌ها‌ شامل لنگرگاه‌های شغلی (1996)Schen ، توانمندسازی روان‌شناختی (1995)‌ Spreitzer، خشنودی شغلی محقق‌ساخته (ترکیبی از پرسش‌نامه  (1975) Hackman & Oldham و (2005) Vanneste به‌صورت آنلاین و کاغذی توزیع و جمع‌آوری شد. با استفاده از نرم‌افزار اسمارت پی‌ال‌اس (Smart PLS) و آماره تی (t) و با استفاده از مدل‌یابی معادلات ساختاری (SEM)، نتایج پژوهش حاضر نشان داد که بین لنگرگاه‌های شغلی (فنی-تکنیکی، مدیریت عمومی، خودمحتاری و استقلال، امنیت و ثبات، خلاقیت و کارآفرینی، خدمت و تعهد، جستجوی چالش و سبک زندگی) و خشنودی شغلی با میانجی‌گری توانمندسازی روان‌شناختی (اثرگذاری، معناداری)، رابطه­ معنی‌داری وجود دارد (p<0.01،β=0.202 ). همچنین بین لنگرگاه‌های شغلی و توانمندسازی روان‌شناختی (p<0.01،β=0.36 ) و توانمندسازی روان‌شناختی و خشنودی شغلی (p<0.01،β=0.56 ) رابطه معنی‌داری وجود دارد. به تعریف (1986) Baron & Kenny رابطه میانجی‌ کامل بوده است. این نتایج نشان می‌دهد که با توجه به گرایش‌های هشت‌گانه لنگرگاه‌های شغلی کارگنان، از طریق توانمندسازی معنابخشی و اثرگذاری، می‌توان رضایت آن‌ها را افزایش داد که این امر بر عملکرد و تعهدشان به سازمان تأثیر مثبت دارد. همچنین با آگاهی از لنگرگاه‌های شغلی افراد و ایجاد تناسب بین لنگرگاه‌های شغلی و ماهیت و مسئولیت‌های آن شغل، به رضایت بیشتر شغلی کارکنان برسند.

کلیدواژه‌ها


عنوان مقاله English

The Mediating Role of Psychological Empowerment in the Relationship of Career Anchor with Job Satisfaction

نویسندگان English

Sepehr Rahimian 1
Azadeh Askari 2
1 MA, Department of Applied Psychology, Faculty of Psychology and Educational Sciences, Shahid Beheshti University, Tehran, Iran-
2 Assistant Professor, Faculty of Psychology and Educational Science, Shahid Beheshti University, Tehran, Iran
چکیده English

Introduction
Achieving organizational goals, depends on the collaboration between all the organizational factors, among them human resources is the most important of all. incapability of human resources can cause other factors to work improperly which results in incapability of organizations in achieving goals (Askari et al., 2019). “Job career” defines as your first job to your last job. “Career anchor” is based on the notion that the balance between your personal career preferences and your job can results in higher job satisfaction, job commitment and job performance and without this balance there will be lower job satisfaction and job burnout. The aime of this research was to investigate the mediating role of psychological empowerment in the relationship between career anchor and job satisfaction.
 
Method
The population of this research include the employees of Zarin Jam Marina industrial organization in Tehran. From the point of view of the goal and data collecting, it is a practical and descriptive-survey study. 143 employees (by convenient sampling method) were selected and online and paper questionnaires were distributed to them. The questioners used in this article include Shein Career Anchors (1996), Spritzer psychological empowerment (1995), and researcher made questionnaire of job satisfaction (combination of Halkman and Oldham (1990) & Vennest (2005) questionnaires). Data analysis has been done with SmartPLS software and t parameter and with structural equation modeling.
 
Results
Using Structural Equation Modelling (SEM), the results showed significant relationship between career anchors and job satisfaction with the mediating role of psychological empowerment (p<0.01،β=0.202). It is a complete mediation by Baron and Kenny (1985) definition.
 
Discussion
The results showed that regarding the 8 career anchors of employees, through two empowering factors (Meaning & Affect), can increase employees’ job satisfaction which will result in more job performance and commitment and positive effects in organization.

کلیدواژه‌ها English

Career path
Job satisfaction
Career anchor
Psychological empowerment
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دوره 11، شماره 2
اسفند 1403
صفحه 59-78

  • تاریخ دریافت 22 خرداد 1403
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