مدل پیشبینی فرسودگیشغلی براساس عدالت و تعهدسازمانی، میل به تغییر، تعارض و ابهام نقش
الموضوعات :
میترا یادگار
1
(دپارتمان مدیریت و خدمات آموزشی، آموزشکده فنی و حرفه ای دختران نیریز ، دانشگاه فنی و حرفه ای استان فارس، ایران.)
محمدحسن صیف
2
(دانشیار، گروه علوم تربیتی، دانشگاه پیام نور، تهران، ایران،)
الکلمات المفتاحية: تعارض نقش, فرسودگیشغلی, تعهدسازمانی,
ملخص المقالة :
فرسودگیشغلی یکی از عوامل اساسی در کاهش کارایی، از دسترفتن نیرویانسانی، ایجاد عوارض جسمی و روانی، بهخصوص در حرفههای خدمات انسانی، میباشد. این تحقیق با هدف ارائه مدل پیشبینی فرسودگیشغلی براساس عدالت و تعهد سازمانی، میل به تغییر، تعارض و ابهام نقش انجام شد. روش پژوهش همبستگی و جامعهآماری پژوهش همه کارکنان دانشگاه فنیوحرفهای و آزاد اسلامی شیراز بودند(430نفر) که از میان آنها 203 نفر به روش نمونهگیری خوشهای چندمرحلهای تصادفی انتخاب شدند. ابزار پژوهش شامل 5 پرسشنامه فرسودگیشغلی ماسلاچ(2001)، تعهدسازمانی آلن و مییر(2004)، میل به تغییر درویش یوسف(2000)، تعارض و ابهام نقش لو و همکاران(2001) و عدالتسازمانی کلکوئیت(2001) بود. دادهها از طریق ضریب همبستگی پیرسون و تحلیل مسیر تحلیل شد. نتایج پژوهش نشان داد که تعهدسازمانی دارای اثر مستقیم و اثر غیرمستقیم با میانجیگری ابهام نقش، میل به تغییر و تعارض نقش بر فرسودگیشغلی است. همچنین عدالتسازمانی دارای اثرغیرمستقیم با میانجیگری ابهام نقش، میل به تغییر و تعارض نقش بر فرسودگیشغلی است، ولی بین عدالتسازمانی و فرسودگیشغلی رابطه مستقیم معنادار وجود نداشت. درنهایت ابهام نقش، میل به تغییر و تعارض نقش دارای اثر مستقیم بر فرسودگیشغلی است. طبق شاخصهای برازششده، مدل نهایی پژوهش از برازش نسبتا خوبی برخوردار است.
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