طراحی مدل تعلق خاطر کاری معلمان مدارس ابتدایی با رویکرد آمیخته
محورهای موضوعی : آموزش و پرورش
انسیه ترابیان
1
,
جعفر رحمانی
2
,
سیف اله فضل الهی قمشی
3
,
محبوبه منتظرعطایی
4
1 - دانش آموخته دکتری گروه مدیریت آموزشی، واحد قم، دانشگاه آزاد اسلامی، قم، ایران.
2 - دانشیار گروه مدیریت آموزشی، واحد قم، دانشگاه آزاد اسلامی، قم، ایران.
3 - استادیار گروه مدیریت آموزشی ، واحد قم، دانشگاه آزاد اسلامی، قم، ایران.
4 - استادیار گروه مدیریت آموزشی دانشکده علوم تربیتی دانشگاه آزاد اسلامی،مشهد، ایران.
کلید واژه: وابستگی شغلی, فرسودگی شغلی, اشتیاق به کار,
چکیده مقاله :
مقدمه و هدف: پژوهش حاضر با هدف طراحی مدل تعلق خاطر کاری معلمان مدارس ابتدایی با رویکرد آمیخته انجام شده است. روش شناسی پژوهش: روش پژوهش در بخش کیفی، نظریه پردازی داده بنیاد و در بخش کمی، پیمایشی می باشد. نمونه ی آماری در بخش کیفی تعداد 14 نفر از خبرگان حوزه علوم رفتاری و تربیتی، رفتار و منابع انسانی سازمان آموزش و پرورش کشور می باشند که به روش گلوله برفی انتخاب شدند. در بخش کمی، جامعه آماری، کلیه معلمان رسمی و قراردادی مقاطع ابتدایی استان مرکزی در سال 1398 میباشند که تعداد آنها 5503 نفر بوده است. روش نمونه گیری در مرحله کمی، روش تصادفی طبقه ای متناسب با حجم انتخاب شده است. برای تعیین حجم نمونه، از جدول مورگان تعداد 384 نفر انتخاب شدند. یافته ها: نتایج تحقیق در بخش کیفی نشان داد که شرایطی همانند عوامل فردی، بین فردی و سازمانی باعث می شود که رفتار تعلق خاطر معلمان در ابعاد روانی و رفتاری شکل گیرد. از طرفی این عوامل باعث می شود که راهبردهای یادگیری، رشد و تعالی ، بهره وری و مدیریت عملکرد تعریف گردد و پیامدهایی دارد که از جمله می توان به ارتقاء عملکرد درون نقشی و برون نقشی اشاره کرد. نتایج تحقیق در بخش کمی نشان داد کلیه مولفه های تعلق خاطر کاری معلمان در سطح بالاتر از سطح متوسط می باشند. بحث و نتیجه گیری: تعلق خاطر کاری معلمان از عوامل بسیار با اهمیت است که بایستی در سیاستگذاری های نظام آموزش و پرورش به منظور بهبود عملکرد فردی و سازمانی مورد توجه بیشتر قرار گیرد.
Introduction and purpose: The present research was conducted with the aim of designing a model of work attachment of primary school teachers with a mixed approach. Research Methodology: The research method in the qualitative part is foundational data theorizing and in the quantitative part, it is a survey. The statistical sample in the qualitative section is 14 experts in the fields of behavioral and educational sciences, behavior and human resources of the education organization in Iran, who were selected through the snowball method. In the quantitative part, the statistical population is all the official and contractual primary school teachers of Markazi province in 2019, whose number was 5503. The sampling method in the quantitative stage is the stratified random method proportionate to the selected volume. To determine the sample size, 384 people were selected on the basis of Morgan's table. Findings: The results of the research in the qualitative part indicated that conditions such as individual, interpersonal and organizational factors cause teachers' belonging behavior to be formed in psychological and behavioral dimensions. On the other hand, these factors make the strategies of learning, growth and excellence, productivity and performance management to be defined, and they have consequences, including the promotion of intra-role and extra-role performance. The results of the research in the quantitative part indicated that all the components of teachers' work commitment are at a higher than average level. Discussion and conclusion: Teachers' job satisfaction is one of the most important factors that should be given more attention in education system policies in order to improve individual and organizational performance. .
Babaei, Ali, Zakleiki, Mohammad and Momeni, Nona (2007) Leaders and creating a superior organizational atmosphere; Tadbir Monthly - Year 18 - Number 186.
Babai Khalji, Masoumeh; Ahmadi, Seyed Ali Akbar. and Shahbazi, Mehdi. (2012). Investigating the effective factors in nursing job satisfaction in Farabi Ophthalmology Hospital affiliated to Tehran University of Medical Sciences. Public Administration Quarterly; 5 (4); 39-56.
Bakker, A. B., & Albrecht, S. (2018). Work engagement: current trends. Career Development International.
Chaplain, R. P. (2008). Stress and psychological distress among trainee secondary teachers in England. Educational Psychology, 28(2), 195-209.
Dabashi, Farzaneh, Nouri, Abulqasem, Parhehi, Hamidreza, and Dibaji, Seyed Maitham. (2015). Predicting employees' desire to leave their jobs based on individual, occupational and organizational factors. Knowledge and research in applied psychology, 17(2 (serial 64)), 45-54. SID. https://sid.ir/paper/163845/fa
Fani, Ali Asghar, Essi Khani, Ahmed, Danai Fard, Hassan. (2015). Explaining the antecedents affecting work commitment and its effect on organizational commitment. Management research in Iran. Volume No. 2, pp. 151-166.
Gadamipour, Ezzatullah, Mansouri, Leila. and Bakdali Nasrabad, Hadith. (2016). The role of social support dimensions in predicting the job enthusiasm of female teachers in exceptional elementary schools in Ahvaz. Women and Culture Scientific Research Quarterly, 9(33), 63-75.
Hair Jr, J. F., Matthews, L. M., Matthews, R. L., & Sarstedt, M. (2017). PLS-SEM or CB-SEM: updated guidelines on which method to use. International Journal of Multivariate Data Analysis, 1(2), 107-123.
He, H., Chao, M. M., & Zhu, W. (2019). Cause-related marketing and employee engagement: The roles of admiration, implicit morality beliefs, and moral identity. Journal of Business Research, 95, 83-92.
Kang, H. J. A., & Busser, J. A. (2018). Impact of service climate and psychological capital on employee engagement: The role of organizational hierarchy. International Journal of Hospitality Management, 75, 1-9.
Karmi, Mohammad. (2016). The relationship between Islamic work ethics and the sense of work in education teachers, World Conference on Psychology and Educational Sciences, Law and Social Sciences at the beginning of the third millennium, Shiraz.
Keyko, K., Cummings, G. G., Yonge, O., & Wong, C. A. (2016). Work engagement in professional nursing practice: A systematic review. International journal of nursing studies, 61, 142-164.
Khosravi Danesh, Mojtabi, Mazloumi, Adel, Zahraei, Shagaig, and Rahimi Forushani, Abbas. (2016). Explaining teachers' job characteristics and their consequences using the Job Requirements-Resources (JD-R) model. Occupational Health and Safety, 7(3), 181-190. SID. https://sid.ir/paper/235576/fa
Knight, C., Patterson, M., & Dawson, J. (2019). Work engagement interventions can be effective: a systematic review. European Journal of Work and Organizational Psychology, 28(3), 348-372.
Li, M., Wang, Z., You, X., & Gao, J. (2015). Value congruence and teachers’ work engagement: The mediating role of autonomous and controlled motivation. Personality and Individual Differences, 80, 113-118.
Macey, W. H., & Schneider, B. (2008). The meaning of employee engagement. Industrial and organizational Psychology, 1(1), 3-30.
Markos, S., & Sridevi, M. S. (2010). Employee engagement: The key to improving performance. International journal of business and management, 5(12), 89.
Meshbaki Esfahani, Asghar, Rezaei, Zainab. (2013). Investigating the effect of organizational virtue and belonging to work on organizational commitment. Management Studies (Improvement and Transformation), 23(73), 1-23.
Mousavi Rad, Seyedah Tahereh and Mohsen Kamani. (2017) Investigating the role of employees' work motivation in the career motivation of physical education teachers in Khomein city, 4th National Conference of Sports Sciences and Physical Education of Iran, Tehran, : Association for Development and Promotion of Basic Sciences and Techniques.
Owens, B. P., Baker, W. E., Sumpter, D. M., & Cameron, K. S. (2016). Relational energy at work: Implications for job engagement and job performance. Journal of Applied Psychology, 101(1), 35.
Perera, H. N., Granziera, H., & McIlveen, P. (2018). Profiles of teacher personality and relations with teacher self-efficacy, work engagement, and job satisfaction. Personality and Individual Differences, 120, 171-178.
Richman, A. L., Civian, J. T., Shannon, L. L., Jeffrey Hill, E., & Brennan, R. T. (2008). The relationship of perceived flexibility, supportive work–life policies, and use of formal flexible arrangements and occasional flexibility to employee engagement and expected retention. Community, work and family, 11(2), 183-197.
Ruck, K., Welch, M., & Menara, B. (2017). Employee voice: an antecedent to organisational engagement? Public Relations Review, 43(5), 904-914.
Saks, A. M. (2019). Antecedents and consequences of employee engagement revisited. Journal of Organizational Effectiveness: People and Performance, 6(1), 19-38.
Sartori, R., Costantini, A., Ceschi, A., & Tommasi, F. (2018). How do you manage change in organizations? Training, development, innovation, and their relationships. Frontiers in psychology, 9, 313.
Schaufeli, W. B., & Bakker, A. B. (2004). Job demands, job resources, and their relationship with burnout and engagement: A multi‐sample study. Journal of Organizational Behavior: The International Journal of Industrial, Occupational and Organizational Psychology and Behavior, 25(3), 293-315.
Schindler, I., Paech, J., & Löwenbrück, F. (2015). Linking admiration and adoration to self-expansion: Different ways to enhance one's potential. Cognition and Emotion, 29(2), 292-310.
Sephovand, Reza and Mohammad Yari, Zohra. (2016). Identifying and ranking the factors affecting interest in work and job satisfaction among the employees of the National Gas Company of Iran (case study: employees of the gas company of Ilam province). Human Resource Management in Petroleum Industry, 9(43), 153-129.
Yaqoubi, Alireza; Vedadi, Ahmad, Momeni, Mandan. (2019). Analyzing the concept of work passion by Rogers' evolutionary method. Scientific Quarterly of Government Organizations Management, 4 (32), 89-104.
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Babaei, Ali, Zakleiki, Mohammad and Momeni, Nona (2007) Leaders and creating a superior organizational atmosphere; Tadbir Monthly - Year 18 - Number 186.
Babai Khalji, Masoumeh; Ahmadi, Seyed Ali Akbar. and Shahbazi, Mehdi. (2012). Investigating the effective factors in nursing job satisfaction in Farabi Ophthalmology Hospital affiliated to Tehran University of Medical Sciences. Public Administration Quarterly; 5 (4); 39-56.
Bakker, A. B., & Albrecht, S. (2018). Work engagement: current trends. Career Development International.
Chaplain, R. P. (2008). Stress and psychological distress among trainee secondary teachers in England. Educational Psychology, 28(2), 195-209.
Dabashi, Farzaneh, Nouri, Abulqasem, Parhehi, Hamidreza, and Dibaji, Seyed Maitham. (2015). Predicting employees' desire to leave their jobs based on individual, occupational and organizational factors. Knowledge and research in applied psychology, 17(2 (serial 64)), 45-54. SID. https://sid.ir/paper/163845/fa
Fani, Ali Asghar, Essi Khani, Ahmed, Danai Fard, Hassan. (2015). Explaining the antecedents affecting work commitment and its effect on organizational commitment. Management research in Iran. Volume No. 2, pp. 151-166.
Gadamipour, Ezzatullah, Mansouri, Leila. and Bakdali Nasrabad, Hadith. (2016). The role of social support dimensions in predicting the job enthusiasm of female teachers in exceptional elementary schools in Ahvaz. Women and Culture Scientific Research Quarterly, 9(33), 63-75.
Hair Jr, J. F., Matthews, L. M., Matthews, R. L., & Sarstedt, M. (2017). PLS-SEM or CB-SEM: updated guidelines on which method to use. International Journal of Multivariate Data Analysis, 1(2), 107-123.
He, H., Chao, M. M., & Zhu, W. (2019). Cause-related marketing and employee engagement: The roles of admiration, implicit morality beliefs, and moral identity. Journal of Business Research, 95, 83-92.
Kang, H. J. A., & Busser, J. A. (2018). Impact of service climate and psychological capital on employee engagement: The role of organizational hierarchy. International Journal of Hospitality Management, 75, 1-9.
Karmi, Mohammad. (2016). The relationship between Islamic work ethics and the sense of work in education teachers, World Conference on Psychology and Educational Sciences, Law and Social Sciences at the beginning of the third millennium, Shiraz.
Keyko, K., Cummings, G. G., Yonge, O., & Wong, C. A. (2016). Work engagement in professional nursing practice: A systematic review. International journal of nursing studies, 61, 142-164.
Khosravi Danesh, Mojtabi, Mazloumi, Adel, Zahraei, Shagaig, and Rahimi Forushani, Abbas. (2016). Explaining teachers' job characteristics and their consequences using the Job Requirements-Resources (JD-R) model. Occupational Health and Safety, 7(3), 181-190. SID. https://sid.ir/paper/235576/fa
Knight, C., Patterson, M., & Dawson, J. (2019). Work engagement interventions can be effective: a systematic review. European Journal of Work and Organizational Psychology, 28(3), 348-372.
Li, M., Wang, Z., You, X., & Gao, J. (2015). Value congruence and teachers’ work engagement: The mediating role of autonomous and controlled motivation. Personality and Individual Differences, 80, 113-118.
Macey, W. H., & Schneider, B. (2008). The meaning of employee engagement. Industrial and organizational Psychology, 1(1), 3-30.
Markos, S., & Sridevi, M. S. (2010). Employee engagement: The key to improving performance. International journal of business and management, 5(12), 89.
Meshbaki Esfahani, Asghar, Rezaei, Zainab. (2013). Investigating the effect of organizational virtue and belonging to work on organizational commitment. Management Studies (Improvement and Transformation), 23(73), 1-23.
Mousavi Rad, Seyedah Tahereh and Mohsen Kamani. (2017) Investigating the role of employees' work motivation in the career motivation of physical education teachers in Khomein city, 4th National Conference of Sports Sciences and Physical Education of Iran, Tehran, : Association for Development and Promotion of Basic Sciences and Techniques.
Owens, B. P., Baker, W. E., Sumpter, D. M., & Cameron, K. S. (2016). Relational energy at work: Implications for job engagement and job performance. Journal of Applied Psychology, 101(1), 35.
Perera, H. N., Granziera, H., & McIlveen, P. (2018). Profiles of teacher personality and relations with teacher self-efficacy, work engagement, and job satisfaction. Personality and Individual Differences, 120, 171-178.
Richman, A. L., Civian, J. T., Shannon, L. L., Jeffrey Hill, E., & Brennan, R. T. (2008). The relationship of perceived flexibility, supportive work–life policies, and use of formal flexible arrangements and occasional flexibility to employee engagement and expected retention. Community, work and family, 11(2), 183-197.
Ruck, K., Welch, M., & Menara, B. (2017). Employee voice: an antecedent to organisational engagement? Public Relations Review, 43(5), 904-914.
Saks, A. M. (2019). Antecedents and consequences of employee engagement revisited. Journal of Organizational Effectiveness: People and Performance, 6(1), 19-38.
Sartori, R., Costantini, A., Ceschi, A., & Tommasi, F. (2018). How do you manage change in organizations? Training, development, innovation, and their relationships. Frontiers in psychology, 9, 313.
Schaufeli, W. B., & Bakker, A. B. (2004). Job demands, job resources, and their relationship with burnout and engagement: A multi‐sample study. Journal of Organizational Behavior: The International Journal of Industrial, Occupational and Organizational Psychology and Behavior, 25(3), 293-315.
Schindler, I., Paech, J., & Löwenbrück, F. (2015). Linking admiration and adoration to self-expansion: Different ways to enhance one's potential. Cognition and Emotion, 29(2), 292-310.
Sephovand, Reza and Mohammad Yari, Zohra. (2016). Identifying and ranking the factors affecting interest in work and job satisfaction among the employees of the National Gas Company of Iran (case study: employees of the gas company of Ilam province). Human Resource Management in Petroleum Industry, 9(43), 153-129.
Yaqoubi, Alireza; Vedadi, Ahmad, Momeni, Mandan. (2019). Analyzing the concept of work passion by Rogers' evolutionary method. Scientific Quarterly of Government Organizations Management, 4 (32), 89-104.
