نقش سرمایه‌های روانی بر تعارض‌کار-خانواده و عملکرد سازمان (موردمطالعه: اداره‌کل ثبت اسناد واملاک شهر مشهد)
محورهای موضوعی : مدیریت(منابع انسانی)زهرا امین افشار 1 , ابوالفضل کزازی 2 , محسن هوشنگی 3
1 - دانشجوی دکترای آینده پژوهی،دانشگاه بین‌المللی امام خمینی(ره)،قزوین،ایران
2 - استادگروه مدیریت صنعتی،دانشکده مدیریت و حسابداری دانشگاه علامه طباطبائی تهران، ایران
3 - دانشجوی دکترای گروه مدیریت تولید و عملیات، دانشگاه علامه طباطبایی تهران، ایران
کلید واژه: رفتارشهروندی سازمانی, عملکرد سازمان, قصد ترک شغل, سرمایه‌های روانی, تعارض کار-خانواده,
چکیده مقاله :
سازمان ها یکی از بارزترین مشخصه های جوامع امروزی هستند که به سرعت در حال بهبود عملکرد خود می باشند. توجه به منابع انسانی به عنوان مهم ترین دارایی هر سازمان و عامل موفقیت عملکرد سازمان، سبب پررنگ شدن توسعه سرمایه های روانی و کاهش تعارضات سازمانی و خانوادگی شده که از مزیت های رقابتی سازمان های موفق به حساب می آید. هدف این مقاله ارزیابی سرمایه های روانی بر تعارض کار-خانواده و عملکرد سازمان می باشد. این تحقیق به روش میدانی و با استفاده از پرسش نامه در اداره کل ثبت اسناد و املاک شهر مشهد انجام شد. نمونه گیری با دوروش متناسب با حجم وتصادفی ساده و تعداد نمونه بر اساس جدول مورگان تعیین گردید که شامل 138 نفر از مدیران و کارکنان شد. این تحقیق بر اساس مدل معادلات ساختاری است که داده های جمع آوری شده با تکنیک حداقل مربعات جزئی و با استفاده از نرم افزار (Smart-PLS) مورد آزمون و تجزیه و تحلیل قرار گرفته اند. یافته های این تحقیق حاکی از وجود تأثیر بین بیشتر متغیرهاست. فرضیه های اول، دوم، چهارم، ششم و هشتم تأثیر منفی و فرضیه های پنجم و هفتم نیز تأثیر مثبت بین متغیرها را تأیید کردند. بدین معنا که سرمایه های روانی کارکنان بر توسعه رفتارهای شهروندی سازمانی می توانید بهبود دهنده باشد. تأثیر این متغیر در تعارض کار-خانواد منفی است، بدین معنا که سرمایه های غنی روانی در کارکنان و حمایت آنها از سوی سازمان می توانید به کاهش تعارض کار-خانواده بیانجامد. مشخص گردید که قصد ترک شغل نیز بر عملکرد سازمان تأثیر منفی دارد. به عبارتی هراندازه این قصد در کارکنان افزایش یابد، به تبع آن عملکرد سازمان که به طور مستقیم از رفتار کارکنان تأثیرمی پذیرد، کاهش خواهد یافت. نتایج این تحقیق مدیران را برای برنامه ریزی در جهت دستیابی به نیروی انسانی توسعه یافته و با انگیزه همراهی خواهد نمود.
Organizations whose performance is being rapidly improved are considered one of the most prominent features of today's societies. The most important asset in any organization is attention to human resources which is considered to be a competitive advantage in successful organizations since it can impact the success of the organizational performance, promote psychic capital and reduce organization-family conflicts. This field study set out to investigate the impact of psychic capital on work-family conflict and organizational performance. The research data were collected by administering a standardized questionnaire to a stratified random sample of 138 managers and employees at Real Estate Registration Office in Mashhad. The sample size was determined based on Morgans’ Table. The collected data were analyzed via Structural Equation Modeling, Partial Least Squares techniques and Smart-PLS software. The findings indicated significant impacts from most of variables. Hypotheses 1, 2, 4, 6 & 8 verified negative impacts and hypotheses 5 & 7 verified positive impacts. That is to say, the employees’ psychic capital was found to improve organizational citizenship behavior. The same variable, however, negatively impacted work-family conflict; that is, employees’ rich psychic capital and the support they received from the organization could reduce work-family conflict. Moreover, the intention to quit one’s job was also found to have a negative impact on organizational performance. In other words, the higher the intention to quit, the lower the organizational performance which is directly influenced by the employees. The findings can assist managers to realign their planning towards improved and motivated human resource.
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_||_Abbas, M., Raja, U., Darr, W., & Bouckenooghe, D. (2012). Combined Effects of Perceived Politics and Psychological Capital on Job Satisfaction, Turnover Intentions, and Performance.
Allen, T. D., Johnson, R. C., Saboe, K. N., Cho, E., Dumani, S., & Evans, S. (2012). Dispositional Variables and Work–Family Conflict: A Meta-Analysis. Vocat Behav, 80(1), 17-26.
Amin Afshar, Z., & Fazli, S. (2018). Investigating the Effect of Relational Capital on Supply Chain Risk and Performance. Manufacturing Technology and Management, 32(6), 517-532, (In Persian).
Avey, J. B., Patera, J. L., & West, B. J. (2006). The Implications of Positive Psychological Capital on Employes Absenteeism. Leadersh, 13(2), 42-60.
Azar, A., Qolamzadeh, R., & Qanavati, M. (2012). Route-Structural Modeling in Management: Application of smart-PLS Software. Tehran: Neghahe Danesh Publication, (In Persian).
Bakker, A. B., & Demerouti, E. (2008). Towards a Model of Work Engagement. Career Development International, 13(3), 209-223.
Bande, B., Jaramillo, F., Fernández-Ferrín, P., & Varela, J. (2019). Salesperson Coping with Work-Family Conflict: The Joint Effects of Ingratiation and Self-Promotion. Journal of Business Research, 95, 143-155.
Boyar, S. L., Maertz Jr., J. P., & Pearson, A. W. (2005). The Effects of Work-Family Conflict and Family-Work Conflict on Nonattendance Behaviors. J. Bus. Res, 58(7), 919-925.
Chin, W. (1998). The Partial Least Squares Approach to Structural Equation Modeling. NJ: Lawrence Erlbaum Associates.
Choi, H. J., & Kim, Y. T. (2012). Work-Family Conflict, Work–Family Facilitation, and Job Outcomes in the Korean Hotel Industry. Int. J. Contemp. Hosp. Manag, 24(7), 1011-1028.
Chung, E., Jung, Y., & Sohn, Y. (2017). A Moderated Mediation Model of Job Stress, Job Satisfaction, and Turnover Intention for Airport Security Screeners. Safety Science, 98, 89-97.
Cohen, S., Gottlieb, B. H., & Underwood, L. G. (2000). Social Relationships and Health. New York, NY: Oxford University Press.
Dai, Y., Chen, K., & Zhuang, W. (2016). Moderating Effect of Work-Family Conflict on the Relationship between Leader-Member Exchange and Relative Deprivation: Links to Behavioral Outcomes. Tourism Management, 54, 369-382.
Dollery, B. E., & Worthington, A. C. (1996). The Evaluation of Public Policy: Normative Economic Theories of Government Failure. Journal of Interdisciplinary Economics, 7, 27-39.
Edwards, J. R., & Rothbard, N. P. (2000). Mechanisms Linking Work and Family: Clarifying the Relationship between Work and Family Constructs. Academy of Management Review, 25(1), 178-199.
Elahi, M., Amin Afshar, Z., & Hooshangi, M. (2014). Classification of Iran Automotive and Parts Manufacturing stocks by DEA. Journal of Data Envelopment Analysis and Decision Science, 1-11.
Fazli, S., & Amin Afshar, Z. (2014). The Role of Drivers on Supply Chain Integration. Asian Journal of Research in Business Economics and Management. 4(12), 347-359, (In Persian).
Fazli, S., Hooshangi, M., & Hosseini, A. (2013). The relationship between Relational Capital and Buyer Performance. International Research Journal of Applied and Basic Sciences, 5(4), 436-440, (In Persian).
Fazli, S., & Hooshangi, M. (2014). The Impact of Social Capital on Buyer-Supplier Relationships in Qazvin Province Manufacturing Companies. Journal of Industrial Management, Tehran University, 6(1), 75-96, (In Persian).
Fazli, S., & Amin Afshar, Z. (2016). Investigating the Direct Role of Supply Chain Drivers and the Modal Role of Organizational Culture in Improving Supply Chain Performance Case Study: Qazvin Province Manufacturing Companies. Journal of Industrial Management Research, 14(41), 109-136, (In Persian).
Flynn, B. B., Huo, B., & Hao, X. (2010). The Impact of Supply Chain Integration on Performance: A Contingency and Configuration Approach. Journal of Operations Management, 28(1), 58-71.
Fornell, C., & Larcker, D. (1981). Evaluating Structural Equations Models with Unobservable Variables and Measurement Error. Journal of Marketing Research, 18(1), 39-50.
García-Madariaga, J., & Rodríguez-Rivera, F. (2017). Corporate Social Responsibility, Customer Satisfaction, Corporate Reputation, and Firms’ Market value: Evidence from the Automobile Industry. Spanish Journal of Marketing, 21, 39-53.
Godarzi, H. (2017). Investigating the Effect of Work-Family Conflict and Family-Work-Family Protection on Job Satisfaction and Job Performance among Employees of the National Drilling Company of Yaran. Journal of Human Resource Management in Oil Industry, 9(33), (In Persian).
Goff, S.J., Mount, M.K., & Jamison, R. L. (1990). Employer Supported Child Care, Work/Family Conflict, and Absenteeism: A Field Study. Pers. Psychol. 43(4), 793-809.
Gözükara, I., & Çolakoğlu, N. (2016). The Mediating Effect of Work Family Conflict on the Relationship between Job Autonomy and Job Satisfaction. Procedia-Social and Behavioral Sciences, 229, 253-266.
Grandey, A. A., & Cropanzano, R. (1999). The Conservation of Resources Model Applied to Work-Family Conflict and Strain. J. Vocat. Behav, 54(2), 350-370.
Haines, V. Y., Harvey, S., Durand, P., & Marchand, A. (2013). Core Self-Evaluations, Work–Family Conflict, and Burnout. J. Marriage Family, 75, 778-793.
Hart, T., Gilstrap, J., & Bolino, M. (2016). Organizational Citizenship Behavior and the Enhancement of Absorptive Capacity. Journal of Business Research, 69, 3981-3988.
Henseler, J., Ringle, C. M., & Sinkovics, R. (2009). The Use of Partial Least Squares Path Modeling in International Marketing. Advances in international Marketing, 20, 277-320.
Hobfoll, S. E. (1989). Conservation of Resources: A New Attempt at Conceptualizing Stress. American Psychologist, 44, 513-524.
Hobfoll, S. E. (2002). Social and Psychological Resources and Adaptation. Rev. Gen. Psychol, 6(4), 307-324.
Hoffman, B. J., Blair, C. A., Meriac, J. P., & Woehr, D. J. (2007). Expanding the Criterion Domain? A Quantitative Review of the OCB Literature. The Journal of Applied Psychology, 92, 555-566.
Hooshangi, M., Elahi, S. M., Amin Afshar, Z., & Sadoq, M. (2014). Investigating the Effect of Organizational Culture and Leadership Style on Technology Acceptance and Knowledge Management (Case Study: Manufacturing Companies of Qazvin Province). Management of Organizational Culture, 31(1), 762-739, (In Persian).
Hooshangi, M., Fazli, S., & Mirhosseini, S. S. (2016). The Mediation Role of Buyer’s Satisfaction in Relationship between Structural Capital with Performance. International Journal of Logistics Systems and Management, 23(3), 329-342.
Hooshangi, M., Sadaghiani J. S., Rashidi Astaneh, M., & Amin Afshar, Z. )2017). The Mediation Role of Supply Chain Integration in Relationship between Employee Commitment with Organizational performance. International Journal of Business Information Systems, (In Persian).
Jafari Karfestani, Z., Azizi Shomami, M., & Maleki, H. (2013). Organizational Citizenship Behavior as an Unavoidable Necessity for Increasing the Effectiveness of Organizations. Interdisciplinary Journal of Contemporary Research In Business, 4(9), 827-850, (In Persian).
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