واکاوی نقش طردشدگی در محیط کار بر عجین شدن با شغل: با میانجی‌گری هوش هیجانی(مورد مطالعه: کارکنان اداره کل ورزش و جوانان استان تهران)

محورهای موضوعی : تربیتی

عباسعلی رستگار ¹ (دانشیار دانشکده اقتصاد، مدیریت و علوم اداری، دانشگاه سمنان، سمنان، ایران)
محسن فرهادی نژاد ² (استادیار دانشکده اقتصاد، مدیریت و علوم اداری دانشگاه سمنان، سمنان، ایران)
اقبال جباری ³ (دانشجوی دکترای تخصصی رفتار سازمانی، دانشکده اقتصاد، مدیریت و علوم اداری، دانشگاه سمنان، سمنان، ایران)

تاریخ دریافت : 1398/01/12 تاریخ پذیرش : 1398/07/15 تاریخ انتشار : 1400/12/01

کلید واژه: هوش هیجانی, عجین شدن با شغل, طردشدگی در محیط کار, کارکنان اداره کل ورزش و جوانان استان تهران,

چکیده مقاله :

هدف از پژوهش حاضر، بررسی تاثیر طرد شدگی در محیط کار بر عجین شدن با شغل با میانجی‌ گری هوش هیجانی در کارکنان اداره کل ورزش و جوانان استان تهران می باشد. روش تحقیق توصیفی- پیمایشی می‌باشد. جامعه آماری شامل 180 نفر از کارکنان اداره کل ورزش و جوانان استان تهران می باشد. از بین جامعه آماری 120 نفر براساس رابطه کوکران با خطای 5درصد به روش نمونه گیری تصادفی ساده انتخاب شدند و برای جمع آوری داده‌ها از پرسشنامه‌های استاندارد استفاده شده است که آلفای کرونباخ عجین شدن با شغل، 0.901 طردشدگی در محیط کار، 0.918 و هوش هیجانی 0.937 می‌باشد. برای تجزیه و تحلیل داده های پژوهش از مدلسازی معادلات ساختاری با بهره گیری از نرم افزارSMART- PLS استفاده شد. نتایج پژوهش حاکی از تاثیر منفی و معنادار طردشدگی در محیط کار بر عجین شدن با شغل با میانجی گری هوش هیجانی در بین کارکنان اداره کل ورزش و جوانان استان تهران می باشد.

چکیده انگلیسی:

The purpose of this study was to investigate the effect of ostracism workplace on work engagement by mediating emotional intelligence in the staff of General Administration of Sports and Youth of Tehran Province. The method of research is descriptive-survey. The statistical population includes 180 employees of the General Department of Sports and Youth of Tehran Province. Among the statistical population, 120 people were selected based on Cochran's relation with 5% error by simple random sampling method. Standard questionnaires were used to collect data. Cronbach's alpha for work engagement is 0/901, ostracism workplace is 0/918 and emotional intelligence is 0/937. To analyze the research data, structural equation modeling using SMART -PLS soft ware was used. The results of the research indicate that the negative effect of ostracism workplace on work engagement with the mediation of emotional intelligence is among the staff of the Department of Sports and Youth of Tehran province.

منابع و مأخذ:

منابع

Alhosseini Almodarresi, M., & Firouzkouhi Berenjabadi, M. (2017). Analysis of Relationship Between resilience with Dimensions of Work Engagement. Management Studies in Development and Evolution, 25(83), 1-24. doi: 10.22054/jmsd.2017.7476. [Persian]

Altan, D. (2016). The Impact of Ostracism on Work Effort: A Comparison
between Turkish and Azerbaijani Employees, International Journal of Human Resource Studies, 6 (4), 110-128

Balliet, D., & Ferris, L. (2013). Ostracism and prosocial behavior: A social dilemma perspective, Organizational Behavior and Human Decision Processes, 120, 298–308. https://doi.org/10.1016/j.obhdp.2012.04.004

Bakker, A. B. (2009). Building engagement in the workplace. In C. Cooper& R. Burke (Eds.), The peak performing organization (pp. 50–72). Oxon, UK: Routledge.

https://doi.org/10.4324/9780203971611.ch3

Beshlideh, K., Mosavi, S., Khajepour, N., &  Baharlou, M. (2015). Relationship between Workplace Ostracism and Job Outcomes: Moderating role of Psychological Capital. Journal of Modern Psychological Researches, 10(40), 173-192. [Persian]

Chandra Sahoo, B. (2015). Moderating Role of Emotional Intelligence and
Psychological Capital towards the relationship between Workplace Ostracism and Work attitudes, Doctoral thesis, Faculty of Psychology, Pondicherry University

Dachner, A. (2011). Interpersonal relationships at work: An examination of dispositional influences and organizational citizenship behavior, 25th Hayes Graduate Research Forum (March, 2011), 1-27

Ferris, D. L., Brown, D. J., Berry, J. W., & Lian, H. (2008). The development and validation of the workplace ostracism scale. Journal of Applied Psychology, 93(6), 1348-1366.

Heaphy, E. D., & Dutton, J. E. (2008). ‘Positive social interactions and the human body at work: linking organizations and physiology’. Academy of Management Review, 33, 137–162.

Kanungo, R. N. (1982). Measurement of job and work involvement. Journal of Applied Psychology, 67(3), 341-349.

Kaya, C., Ataman, G., & Aydin, B. Y.(2017) Workplace Ostracism and Work Engagement: The Moderating Role of Neuroticism. International Journal of Business and Management, (2), 17-28.

Khanna, V. (2016). Predictors of work engagement: The centrality of workplace Ostracism, Doctoral thesis, Management Indian Institute of management

Khajepour, N. (2017). Relationship of Workplace Ostracism with Job Performance, Organizational Citizenship Behavior, Turnover Intention: Mediating Role of Job Satisfaction. Journal of Psychological Achievements, 24(2), 137-160. doi: 10.22055/psy.2018.17802.1529. [Persian]

Leung, A. S., Wu, L., Chen, Y., & Young, M. N. (2011). The Impact of Workplace Ostracism in Service Organizations. International Journal of Hospitality Management, 30, 836-844. https://doi.org/10.1016/j.ijhm.2011.01.004

Milliman, J., Gatling, A., & Kim, J. S. (2018). The effect of workplace spirituality on hospitality employee engagement, intention to stay, and service delivery, Journal of Hospitality and Tourism Management 35, 56-65

Mlika, M., Ben Khelil, M., & Haj Salem, N.  (2017). Organizational Ostracism:A Potential Framework in Order to Deal with It, Safety and Health at Work ,http://dx.doi.org/10.1016/j.shaw.2017.03.001, 1-4

Niazi Tabar, M., Hamidi, M., Hoseini, S. (2013). The Relationship of Motivation-hygiene Factors and Job Involvement in Employees of National

 

Olympic Committee of Iran. Sport Management Studies, 5(19), 51-62. [Persian]

O'Reilly, J., & Robinson, S. L. (2009). The negative impact of ostracism on thwarted belongingness and workplace contributions. In Academy of Management Proceedings, 1, 1-7.

Rich, B. L., Lepine, J. A., & Crawford, E. R. (2010). Job engagement: Antecedents and effects on job performance. Academy of Management Journal, 53(3), 617-635.

Ryan, R. M., & Deci, E. L. (2000). Self-determination theory and the facilitation of intrinsic motivation, social development, and well-being. American Psychologist, 55(1), 68-78.

Robinson, S. L., O'Reilly, J., & Wang, W. (2013). Invisible at Work: An Integrated Model of Workplace Ostracism. Journal of Management, 39(1), 203-231.

Salovey, P., Bedell, B. T., Detweiler, J. B., & Mayer, J. D. (2000). Current directions in emotional intelligence research. Handbook of Emotions, 2(1), 504-520

Schaufeli, W. B., & Bakker, A. B. (2003). Utrecht work engagement scale: Preliminary manual. Occupational Health Psychology Unit, Utrecht University, Utrecht.

Sundstrom, E., McIntyre, M., Halfhill, T., & Richards, H. (2000). Work groups: from the Hawthorne studies to work teams of the 1990s and beyond. Group Dynamics: Theory, Research, and Practice, 4, 44–67.

Wong, C., & Law, K. (2002). The effects of leader and follower of emotional intelligence on performance and attitude: an exploratory study. Leadership Quarterly, 13, 243-273.

Wu, L. Z., Yim, F. H. K., Kwan, H. K., &Zhang, X. (2012).Coping with workplace ostracism: The roles of ingratiation and political skill in employee psychological distress. Journal of Management Studies, 49(1), 178-199

Zhang, Qiao Shi, (2017) The relationship between subjective well-being and workplace ostracism: The moderating role of emotional intelligence. Journal of  Organizational Change Management, 30(6), 978-988, https://doi.org/10.1108/JOCM-07-2016-0139

Zhang, J.C., Ling, W. Q., Zhang, Z. Y. & Xie, J. (2015). Organizational Commitment, Work Engagement, Person–Supervisor Fit, And Turnover Intention: A Total Effect Moderation. Model. Social Behavior and Personality, 43 (10), 1657–1666. https://doi.org/10.2224/sbp.2015.43.10.1657.