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

طراحی و آزمون الگویی از پیشایندها و پیامد های وانمود‌گرایی

نوع مقاله : مقاله پژوهشی

نویسندگان

عرفان قربانی 1
عبدالزهرا نعامی 2

1 دانشجوی ارشد روان‌شناسی صنعتی و سازمانی، دانشکده علوم تربیتی و روان‌شناسی، دانشگاه شهید چمران اهواز، اهواز، ایران

2 دانشیار، گروه روان‌شناسی، دانشکده علوم تربیتی و روان‌شناسی، دانشگاه شهید چمران اهواز، اهواز، ایران

https://doi.org/10.22055/jiops.2024.45785.1395
چکیده
نشانگان وانمودگرایی، افراد موفقی را توصیف می‌کند که علیرغم موفقیت‌های عینی خود، نمی‌توانند دستاوردهای خود را درونی کنند و شک و تردید مداوم به خود و ترس از افشا شدن به‌عنوان یک کلاهبردار یا شیاد دارند. افراد وانمودگرا با نسبت دادن دقیق عملکرد خود به شایستگی واقعی مشکل دارند (یعنی موفقیت‌ها را به عوامل خارجی مانند شانس یا دریافت کمک از دیگران نسبت می‌دهند و شکست‌ها را به‌عنوان شواهدی از بی‌کفایتی حرفه‌ای خود نسبت می‌دهند). هدف پژوهش حاضر طراحی و آزمون الگویی از اثر ذهنیت ثابت و ذهنیت فزاینده بر و نشانگان وانمودگرایی با میانجی‌گری جهت‌گیری هدف تبحری و جهت‌گیری هدف عملکردی-اجتنابی و اثر وانمود‌گرایی بر فرسودگی شغلی‌، رفتار شهروندی سازمانی و خلاقیت سازمانی بود. طرح پژوهش توصیفی است. نمونه شامل 251 نفر از کارکنان یک سازمان است که با روش نمونه‌گیری در دسترس انتخاب شدند. ابزارهای مورد استفاده شامل پرسش‌نامه نشانگان وانمودگرایی (Clance & Imes, 1978)، پرسش‌نامه‌های ذهنیت ثابت و ذهنیت فزاینده (Dweck, 2000)، پرسش‌نامه‌های جهت‌گیری هدف تبحری و جهت‌گیری هدف عملکردی-اجتنابی (Midgley et al., 1998)، پرسش‌نامه فرسودگی شغلی (Maslach & Jackson 1986)، پرسش‌نامه رفتار شهروندی سازمانی (Organ & Konovsky, 1989) و پرسش‌نامه خلاقیت سازمانی (Liao et al., 2018) بودند. ارزیابی الگوی پیشنهادی از طریق الگویابی معادلات ساختاری (SEM) و با استفاده از نرم‌افزارهای SPSS ‌ویراست 24 وAMOS  ویراست 24 انجام شد. جهت آزمودن اثرهای واسطه‌ای در الگوی پیشنهادی نیز از روش بوت استراپ استفاده شد. یافته‌های پژوهش نشان‌دهنده برازش خوب الگوی پیشنهادی با داده‌ها بوده است. علاوه بر آن اثر ذهنیت ثابت و ذهنیت فزاینده به صورت مستقیم و نیز از طریق جهت‌گیری هدف تبحری و جهت‌گیری هدف عملکردی-اجتنابی بر نشانگان وانمودگرایی مورد تأیید قرار گرفت. علاوه بر آن اثر نشانگان وانمودگرایی بر خلاقیت سازمانی‌، فرسودگی شغلی و رفتار شهروندی سازمانی مورد تأیید قرار گرفت. با توجه به یافته‌های به‌دست آمده می‌توان گفت که نشانگان وانمود‌گرایی بالندگی منابع و نیروی انسانی را تضعیف و رفتار شهروندی سازمانی و خلاقیت سازمانی را کاهش و منجر به فرسودگی شغلی می‌گردد.

کلیدواژه‌ها

نشانگان وانمودگرایی
ذهنیت ثابت
ذهنیت فزاینده
جهت‌گیری هدف تبحری
جهت‌گیری هدف عملکردی-اجتنابی
فرسودگی شغلی
رفتار شهروندی سازمانی‌
خلاقیت سازمانی

عنوان مقاله English

Designing and Testing A Model of the Antecedents and Consequences of Impostor

نویسندگان English

erfan ghorbani 1
Abdulzahra Naami 2
1 MA Student of Industrial and Organizational Psychology, Faculty of Educational Sciences and Psychology, Shahid Chamran University of Ahvaz, Ahvaz, Iran
2 2. Associate Professor, Department of Psychology, Faculty of Educational Sciences and Psychology, Shahid Chamran University of Ahvaz, Ahvaz, Iran
چکیده English

Introduction
Impostor syndrome describes high-achieving individuals who, despite their objective successes, fail to internalize their accomplishments and have persistent self-doubt and fear of being exposed as a fraud or impostor. People with impostor syndrome struggle with accurately attributing their performance to their actual competence (i.e., they attribute successes to external factors such as luck or receiving help from others and attribute setbacks as evidence of their professional inadequacy). The purpose of the current research was designing and testing a model of the effects of growing mindset and fixed mindset on impostor syndrome through mastery goal orientation, performance-avoidance goal orientation and the effect on  job burnout, organizational citizenship behavior and  organizational creativity.
 
Method
The research design is descriptive. The sample consists of 251 employees of an organization that were selected by convenience sampling method. The tools were include imposter syndrome scale (Clance & Imce, 1978), fixed and growing questionnaire (Dweck, 2000), Mastery goal orientation questionnaire and performance-avoidance goal orientation questionnaire (Midgley et al., 1998), job burnout questionnaire (Maslach & Jackson, 1986), organizational citizenship behavior (organ and Kanovski, 1989), and organizational creativity questionnaire (Liao et al., 2018). The evaluation of the proposed model was done using the structural equation modeling method (SEM) and using SPSS version 24 and AMOS version 24 software. The bootstrap method was also used for testing the mediating effects in the proposed model.
 
Results
The results showed a good fit of the proposed model with the data. In addition the direct and indirect effects of growing mindset and fixed mindset through mastery goal orientation and performance-avoidance goal orientation on impostor was confirmed. Furthermore the effect of Impostor on organizational creativity, job burnout and organizational citizenship behavior was confirmed.
 
Discussion
According to the results of this research, It can be said that imposter syndrome, weakens the development of human resources and decrease organizational creativity and organizational citizenship behavior and leading to job burnout.
 

کلیدواژه‌ها English

Impostor syndrome
fixed mindset
growing mindset
mastery goal orientation
performance-avoidance goal orientation
job burnout
organizational citizenship behavior
organizational creativity
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مطالعات روانشناسی صنعتی و سازمانی
دوره 12، شماره 1
تیر 1404
صفحه 19-34

  • تاریخ دریافت 20 تیر 1403
  • تاریخ بازنگری 17 مهر 1403
  • تاریخ پذیرش 17 آبان 1403

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