پیش‌بینی تمایل به ترک شغل کارکنان براساس عوامل فردی، شغلی و سازمانی
محورهای موضوعی : تربیتی
فرزانه دباشی
1
,
ابوالقاسم نوری
2
1 - کارشناسی ارشد روان‌شناسی صنعتی و سازمانی، دانشگاه اصفهان، اصفهان، ایران
2 - عضو هیأت علمی دانشگاه اصفهان، اصفهان، ایران
کلید واژه: کارکنان, حمایت سازمانی ادراک‌شده, رضایت شغلی, تمایل به ترک شغل, اشتیاق شغلی, تعارض کارـ خانواده,
چکیده مقاله :
هدف از این پژوهش پیش‌بینی تمایل به ترک شغل کارکنان براساس عوامل فردی، شغلی و سازمانی در کارکنان سازمان بیمۀ تأمین اجتماعی است. طرح پژوهش رابطه‌ای است. جامعۀ آماری همۀ کارکنان پنج شعبۀ اصلی سازمان بیمۀ تأمین اجتماعی شهر اصفهان در سال 1391 بود. بر اساس جدول تعیین حداکثر حجم نمونۀ مورگان، 147 نفر به روش نمونه‌گیری تصادفی طبقه‌ای انتخاب شدند و به پرسشنامه‌های هوش هیجانی (وونگ و لاو، 2002)، تعارض کارـ خانواده (نت‌مایر، بولز و مک‌ماریان، 1996)، رضایت شغلی (جاج و بنو، 2000)، اشتیاق شغلی (شوفلی و بکر، 2003)، حمایت سازمانی ادراک شده (روهادز و آیزنبرگر، 2002) و تمایل به ترک شغل (اورایلی، چتمن و کالدول، 1991) پاسخ دادند. داده‌ها با استفاده از تحلیل رگرسیون گام به گام تحلیل شدند. یافته‌های گام آخر تحلیل رگرسیون نشان داد که رضایت شغلی، اشتیاق شغلی، حمایت سازمانی ادراک شده و تعارض کارـ خانواده، در مجموع قادر به پیش‌بینی 50 درصد از تمایل به ترک شغل کارکنان هستند (01/0P<).
The aim of this study was to predict employees' turnover intention based on individual, occupational and organizational factors in Isfahan Social Security Organization. It was correlational study and the population comprised all employees of the five main branches in Isfahan Social Security Organization in 2012. The sample was selected using stratified random sampling based on Morgan sample size table. The subjects, then, completed Emotional Intelligence (Wong & law, 2000), Work-Family Conflict (Netemyre, Boles & Mucmurrian, 1996), Job Satisfaction (Judge & Bono), Work Engagement (Schaufeli & Bakker, 2003), Perceived Organizational Support (Rhoades & Eisenberger, 2002), and Turnover Intention (O’Reilly, Chatman & Caldwell, 1991) Questionnaires. The data analysis was performed through applying Pearson correlational coefficient and stepwise regression analysis. The results of regression analysis showed that the work engagement, perceived organizational support and work-family conflict can justify 50 percent of variance of employees' turnover intention (p<0.01).
Bakker, A.B., Demerouti, E. (2008). Towards a model of work engagement, Career Development International, 13, 3, 209-223.
Baskeen, R.M. (2007). The moderator-mediator variable distinction in social psychology research: Conceptual, strategic, and statistical consideration, Journal of Personality and Social Psychology, 51, 1173-1182.
Blau, P.M. (1964). Exchange and power in social life. New York: Wiley. Career development and counseling: Putting theory and research to work (pp. 3–23). Hoboken, N.J.: John Wiley and Sons, Inc.
Carmeli, A. (2003). The relationship between emotional intelligence and work attitudes, behavior and outcomes, Journal of Managerial Psychology, 18, 788-813.
Dalton, D.R., & Todor, W.D. (1982). Turnover: A lucrative hard dollar phenomenon, Academy of Management Journal, 7, 212-218.
Davis, S.K., Humphrey, N. (2012). The influence of emotional intelligence (EI) on coping and mental health in adolescence: Divergent roles for trait and ability EI. Journal of Adolescence, 36(5), 1369-1379.
Dawis, R.V. (2005). The Minnesota theory of work adjustment. In S.D. Brown & R. W. Lent (Eds.),
Dehdashti, S. & Sharafi, T. (2012). The relationship between family-to-work conflict of employee and co-workers; turnover intention, Management Science Letters, 2, 1-10.
Egan, T.M., Yang, B., & Bartlett, K.R. (2004). The effect of organizational learning culture and job satisfaction on motivation to transfer learning and turnover intention. Human Resource Development Quarterly, 15, 3, 279-301.
Eisenberger, R., Fasolo, P., Davis-LaMastro, V., 1990. Perceived organizational support and employee diligence, commitment, and innovation. Journal of Applied Psychology 75, 51–59.
Eisenberger, R., Huntington, R., Huntchison, S., Sowa, D. (1986). Perceived organizational support, Journal of Applied Psychology, 71, 500-507.
Festinger, L. (1957). A theory of cognitive dissonance. Evanston, IL: Row Peterson.
Grant, A.M. & Wrzesniewski, A. (2010). I won't let you down… or will I? Core selfevaluations, other-orientation, anticipated guilt and gratitude, and job performance, Journal of Applied Psychology, 95, 108-121.
Greenhaus, J.H., & Beutell, N.J. (1999). Sources of conflict between work and family loles, Academy of Management Review, 10, 76-88.
Goleman, D. (1999). Working with emotional intelligence, London: Bloomsbury Publishing.
Griffeth, R.W., Hom, P.W., & Gaertner, S. (2000). A meta-analysis of antecedents and correlates of employee turnover: Update, moderator tests, and research implications for the next millennium. Journal of Management, 26: 463–488.
Judge, T.A., & Bono, J.E. (2000). Five-factor model of personality and transformational leadership, Journal of Applied Psychology, 85, 5, 751-765.
Kooker, B.M., Shoultz, J. & Codier, E. (2007). Identifying emotional intelligence in professional nursing practice, Journal of Professional Nursing, 23, 30-36.
Kristof, A.L. (1996). Person-organization fit: An integrative review of its conceptualizations, measurement and implications. Personnel Psychology, 49, 1, 1-49.
Lambert, E.G., Hogan, N.L. (2010). Work-family conflict and job burnout among correctional staff, Psychology, 106, 1, 19-26.
Law, K.S., Wong, C., Huang, G., & Li, X. (2008). The effects of emotional intelligence on job performance and life satisfaction for the research and development scientists in China. Asia Pacific Journal of Management, 25, 51–69.
Law, K.S., Wong, C.S. & Song, L.J. (2004). The construct and criterion validity of emotional intelligence and its potential utility for management studies, Journal of Applied Psychology, 89, 3, 483-496.
Loi, R., Hang-yue, N., & Foley, SH. (2006). Linking employees' justice perceptions to organizational commitment and intention to leave: The mediating role of perceived organizational support, Journal of Occupational and Organizational Psychology, 79, 101-120.
Mayer, J.D., Caruso, D.R., & Salovey, P. (2000a). Emotional intelligence meets traditional standards for intelligence, Intelligence, 27, 4, 267-298.
Mcelwain, A.K., Korabik, K., & Rosin, H.M. (2005). An examination of gender differences in in work-family conflict, Canadian Journal of Behavioral Science, 37, 4, 283-298.
Meyer, R.G., Boles, J.S., & McMurrian, R. (1996). Development and validation of work-family conflict scales, Journal of Applied Psychology, 81, 400-410.
Noor, S., Maad, N. (2008). Examining the relationship between work life conflict, stress and turnover intentions among marketing executives in Pakistan, International Journal of Business and Management, 3, 11, 93-102.
O’Reilly, C.A., Chatman, J., & Caldwell, D.F. (1991). People and organizational culture: A profile comparison approach to assessing person–organization fit. Academy of Management Journal, 34, 487–516.
Rhoades, L., & Eisenberger, R. (2002). Perceived organizational support: A review of the literature, Journal of Applied Psychology, 87, 698-714.
Schaufeli, W.B., & Bakker, A. (2003). Utrecht Work Engagement Scale, Available in www.Schaufeli.com
Skinner, B.F. (1938) The Behavior of Organisms (Appleton-Century-Crofts, New York).
Steijn, B. (2004). Human Resource Management and Job Satisfaction in the Dutch Public Sector.Review of Public Personnel Administration, 24, 4, 291– 303.
Sy, T., Tram, S. & Hara, L. (2006). Relation of employee and manager emotional intelligence to job satisfaction and performance, Journal of Vocational Behavior, 68, 461-473.
Tett, R.P., & Meyer, J. (2006). Job Satisfaction, Organizational Commitment, Turnover Intention, and Turnover: Path Analyses Based on Meta-analytic Findings. Personal Psychology, 46, 2, 259 – 293.
Thoresen, C.J., Kaplan, S.A., Barsky, A.P., Warren, C.R., & DeChermont, K. (2003). The affective underpinnings of job perceptions and attitudes: A meta-analytic review and ntegration, Psychological Bulletin, 129, 914-945.
Trivellas, P., Gerogiannis, V., & Svarna, S. (2013). Exploring implications of emotional intelligence (WLEIS) in hospitals: Job satisfaction and turnover intentions, Procedia- Social and Behavioral Sciences, 73, 701-709.
Trivellas, P., Gerogiannis, V., & Svarna, S. (2011(. The impact intelligence on job outcomes and turnover intention in health care, ICININFO-2011< Advaces on Information Processing and Management (AIPM), 1, 356-360.
Willis, A.T., O'Conner, B.D., & Smith, L. (2008). Investigating effort-reward imbalance and work-family conflict in relation to morningness and shift work, Work & Stress, 22, 2, 125-137.
Wong, C., & Law, K.S. (2002). The effects of leader and follower emotional intelligence on performance and attitude: An exploratory study. The Leadership Quarterly, 13, 3, 243–274.