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بررسی رابطه فلاتزدگی شغلی با درگیری شغلی با نقش میانجی گر تعهد سازمانی (مورد مطالعه: هلدینگ ساختمانی تراز پیریز وابسته به صندوق بازنشستگی کشوری) | ||
پژوهش های مدیریت عمومی | ||
مقاله 6، دوره 13، شماره 47، خرداد 1399، صفحه 135-160 اصل مقاله (1.4 MB) | ||
نوع مقاله: مقاله پژوهشی | ||
شناسه دیجیتال (DOI): 10.22111/jmr.2020.32205.4866 | ||
نویسندگان | ||
سمیرا کرمی1؛ ندا محمداسماعیلی ![]() | ||
1کارشناسی ارشد مدیریت صنعتی گرایش تحقیق در عملیات، دانشگاه خاتم/ تهران/ایران | ||
2دکترای مدیریت دولتی گرایش منابع انسانی دانشگاه تهران،هیئت علمی دانشکده مدیریت دانشگاه تهران، تهران، ایران | ||
3دانشجوی دکترای مدیریت دولتی گرایش منابع انسانی، دانشگاه تهران، تهران، ایران. | ||
چکیده | ||
تحقیقات متعدد تاثیر برنامهریزی مسیر شغلی بر نگرشهای کارکنان را مورد تاکید قرار دادهاند. کارکنان انتظار پیشرفت و رشد مداوم در مسیر شغلیشان را دارند و در مرحلهای که شغل برایشان یادگیری ندارد و احساس میکنند رشد مهارتی در آنها متوقف شده است و یا امکان ارتقا در سلسله مراتب سازمانی برایشان میسر نمیشود، پدیده فلاتزدگی رخ میدهد. این تحقیق با درک اهمیت نگرشهایی مانند درگیری شغلی و تعهد سازمانی به بررسی تاثیر پدیده فلات بر این دو متغیر در هلدینگ ساختمانی تراز پیریز با تعداد کارکنان 130 نفر که تعداد 97 نفر با روش نمونه گیری تصادفی ساده انتخاب شدند، پرداخته است. به منظور گردآوری اطلاعات پرسشنامهای شامل ۵۲ سوال( متشکل از سه پرسشنامه استاندارد با پایایی بالای 7/0) استفاده شد و در مجموع 94 پرسشنامه مورد تایید جمعآوری و دادهها با استفاده از نرمافزار PLS تحلیل گردید. در مجموع 14 فرضیه مورد بررسی قرار گرفت که یک مورد آن رد شد و تاثیر فلاتزدگی شغلی محتوایی بر تعهد هنجاری مورد تایید قرار نگرفت. فلاتزدگی ساختاری بر همه ابعاد تعهد سازمانی و نیز بر درگیری شغلی دارای تاثیر منفی میباشد و فلاتزدگی محتوایی نیز بجز بر تعهد هنجاری بر سایر ابعاد تعهد سازمانی و نیز بر درگیری شغلی تاثیر منفی دارد. همچنین نقش میانجی درگیری شغلی مورد تایید قرار گرفت. به بیان دیگر فلات زدگی با کاهش درگیری شغلی کارکنان میتواند موجب کاهش تعهد سازمانی شود. | ||
کلیدواژهها | ||
فلات زدگی شغلی محتوایی؛ فلات زدگی ساختاری؛ درگیری شغلی؛ تعهد سازمانی | ||
مراجع | ||
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