بررسی اثرات بی نزاکتی سرپرست بر درهم تنیدگی شغلی و بدبینی سازمانی با نقش میانجی خود کارآمدی کارکنان
محورهای موضوعی : مدیریت بازرگانی- بازرگانی
مجید ماهرانی برزانی
1
(دانشجوی دکتری مدیریت و برنامه ریزی فرهنگی، واحد اصفهان(خوراسگان)، دانشگاه آزاد اسلامی، اصفهان، ایران)
مهرداد صادقی ده چشمه
2
(استادیار گروه مدیریت، واحد اصفهان(خوراسگان)، دانشگاه آزاد اسلامی، اصفهان، ایران(نویسنده مسؤول).)
علی رشیدپور
3
(دانشیار گروه مدیریت، واحد اصفهان(خوراسگان)، دانشگاه آزاد اسلامی، اصفهان، ایران)
کلید واژه: بدبینی سازمانی, بی نزاکتی سرپرست, درهم تنیدگی شغلی, خودکارآمدی کارکنان,
چکیده مقاله :
هدف پژوهش حاضر تعیین اثرات بی نزاکتی سرپرست بر درهم تنیدگی شغلی و بدبینی سازمانی با نقش میانجی خودکارآمدی کارکنان است. جامعه آماری این پژوهش کلیه کارکنان دانشگاه‌های استان چهارمحال و بختیاری بودند که تعداد آن ها 2255 نفر است. با توجه به حجم هر دانشگاه با استفاده از فرمول کوکران 660 نفر حجم نمونه انتخاب گردید و افراد نمونه با استفاده از روش نمونه گیری طبقه ای متناسب با حجم هر طبقه انتخاب شدند. ابزار پژوهش پرسش‌نامه استاندارد بی نزاکتی سرپرست هور و همکاران (2016)، پرسش‌نامه استاندارد درهم تنیدگی شغلی کاراتپه (2013)،پرسش‌نامه استاندارد بدبینی سازمانی دین و همکاران(1998) و پرسش‌نامه استاندارد خودکارآمدی کارکنان پیک و همکاران (2015) بود که روایی پرسشنامهها بر اساس روایی محتوایی، صوری و سازه مورد بررسی قرار گرفتند و پس از اصطلاحات لازم روایی مورد تایید قرار گرفت و از سوی دیگر پایایی پرسشنامهها با روش آلفای کرونباخ به ترتیب 80/0، 77/0، 70/0 و82/0 برآورد شد و تجزیه و تحلیل داده ها در سطح استنباطی مشتمل بر مدل سازی معادلات ساختاری و از طریق نرم‌افزارهای اس پی اس اس 22 و وارپ پی ال اس 7 انجام گرفت. نتایج حاصل نشان داد که بی‌نزاکتی سرپرست از طریق خودکارآمدی کارکنان بر درهم تنیدگی شغلی تاثیر مثبت و معناداری دارد که ضریب این تاثیر 11/0 است و بی‌نزاکتی سرپرست از طریق خود کارآمدی کارکنان بر بدبینی سازمانی تاثیر مثبت و معناداری دارد که ضریب این تاثیر 22/0 است و همچنین تاثیر مستقیم بی‌نزاکتی سرپرست بر درهم تنیدگی شغلی نیز معنادار و مثبت است که ضریب این تاثیر 12/0 است و همچنین تاثیر مستقیم بی‌نزاکتی سرپرست بر بدبینی سازمانی نیز معنادار و مثبت است که ضریب این تاثیر 52/0 است.
.The aim of the present study is to determine the effects of supervisor rudeness on job entanglement and organizational cynicism with the mediating role of employees' self-efficacy. The statistical population of this study was all the employees of Chaharmahal and Bakhtiari universities, whose number is 2255, according to the size of each The sample size of 660 people was selected using the Cochran formula, and the sample people were selected using the stratified sampling method according to the size of each stratum. To collect the required data in this research, standard questionnaires were used and their validity and reliability were tested, and they were highly valid and reliable. The results of the analysis conducted in the research showed that supervisor politeness through employees' self-efficacy has a positive and significant effect on job entanglement, and the coefficient of this effect is 0.11, and supervisor rudeness through employees' self-efficacy has a positive and significant effect on organizational pessimism. It has a positive and significant effect, and the coefficient of this effect is 0.22, and the direct effect of the supervisor's impoliteness on job entanglement is also significant and positive. The coefficient of this effect is 0.12 and also the direct effect of supervisor's impoliteness on organizational pessimism is significant and positive. The coefficient of this effect is 0.52
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