عوامل تاثیرگذار بر رفتار ضد بهره‌وری کارکنان در سازمان؛ با تاکید بر نقش درهم‌تنیدگی سازمانی، هوش هیجانی و مالکیت روانشناختی

الموضوعات : Human resources management)

مرضیه دهقانی زاده ¹ , مهدی خیراندیش ² , حجت خیراندیش ³

1 - استادیار گروه مدیریت دولتی، دانشکده مدیریت، دانشگاه پیام نور، تهران، ایران
2 - استاد گروه مدیریت دولتی، دانشگاه هوایی شهید ستاری،تهران،ایران
3 - کارشناس ارشد، گروه مدیریت، دانشکده مدیریت، دانشگاه پیام‌ نور، تهران، ایران

تاريخ الإرسال : 23 الإثنين , شعبان, 1445 تاريخ التأكيد : 10 الثلاثاء , محرم, 1446 تاريخ الإصدار : 18 الثلاثاء , رمضان, 1446

الکلمات المفتاحية: عدالت سازمانی, رفتارهای ضد بهره‌وری, درهم‌تنیدگی سازمانی, مالکیت روانشناختی, هوش هیجانی,

ملخص المقالة :

هدف پژوهش حاضر، بررسی عوامل تاثیرگذار بر رفتار ضد بهره‌وری کارکنان در سازمان؛ با تاکید بر نقش درهم‌تنیدگی سازمانی، هوش هیجانی و مالکیت روانشناختی در شرکت پخش فرآورده‌های نفتی اصفهان می‌باشد که از نظر هدف، کاربردی و از نظر نحوه گردآوری داده‌ها از نوع توصیفی- پیمایشی می‌باشد. جامعه آماری پژوهش حاضر، کلیه کارکنان شرکت پخش فرآورده‌های نفتی اصفهان (300 نفر) بود که از طریق نمونه‌گیری تصادفی ساده انتخاب شدند. ابزار گردآوری اطلاعات، پرسشنامه‌های استاندارد بود که روایی پرسشنامه با استفاده از نظرات تعدادی از خبرگان این حوزه مورد تایید قرار گرفت و برای تعیین پایایی ابزار اندازه‌گیری از ضریب آلفای کرونباخ و پایایی ترکیبی استفاده شد. یافته‌های پژوهش نشان داد که عدالت سازمانی بر رفتارهای ضد بهره‌وری هم به طور مستقیم و هم از طریق متغیر میانجی درهم‌تنیدگی سازمانی اثر منفی و معناداری دارد؛ همچنین تاثیر عدالت سازمانی بر درهم‌تنیدگی سازمانی و تاثیر درهم‌تنیدگی سازمانی بر رفتارهای ضد بهره‌وری نیز تایید گردید. در نهایت مشخص شد که مالکیت روانشناختی در رابطه بین درهم‌تنیدگی سازمانی و رفتارهای ضد بهره‌وری نقش تعدیلگر دارد. بنابراین، طبق نظریه حفاظت از منابع، درهم‌تنیدگی سازمانی به عنوان وضعیت فراوانی منابع در نظر گرفته می‌شود و کارکنان، درهم‌تنیدگی سازمانی را به عنوان یک منبع ارزشمند در نظر می‌گیرند که باید انباشته و محافظت شود و مالکیت روانشناختی نیز، به طور مستقیم بر ارزش و اهمیت منابع موجود تأثیر می‌گذارد و این عوامل به گونه‌ای هستند که مدیران می‌توانند از طریق مداخلات مختلف بر آن‌ها تأثیر بگذارند.

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