تاثیر ادراک از قلدری سازمانی بر تمایل به ترک خدمت از طریق رفتار رهبری و تعهد سازمانی (مورد مطالعه:دانشگاه آزاد اسلامی واحد تهران جنوب)

محورهای موضوعی : جامعه شناسی

حمیرا عبدی ¹ (دانشجوی دکتری مدیریت فرهنگی، دانشکده مدیریت ، واحد تهران جنوب ، دانشگاه آزاد اسلامی ، تهران، ایران .)
عبدالرضا سبحانی ² (استادیار ،دانشکده مدیریت ، واحد تهران جنوب ، دانشگاه آزاد اسلامی ، تهران، ایران ( نویسنده مسئول ) E- mail: [e-mail])
سید مرتضی موسویان ³ (استادیار، دانشگاه صدا و سیما، تهران، ایران)
حجت الله عباسی ⁴ (استادیار ،دانشکده مدیریت ، واحد تهران جنوب ، دانشگاه آزاد اسلامی ، تهران، ایران)

تاریخ دریافت : 1400/06/15 تاریخ پذیرش : 1400/11/20 تاریخ انتشار : 1401/12/01

کلید واژه: تمایل به ترک خدمت, تعهد سازمانی, رفتار رهبری, ادراک از قلدری سازمانی,

چکیده مقاله :

هدف پژوهش حاضر بررسی تاثیر ادراک از قلدری سازمانی بر تمایل به ترک خدمت از طریق رفتار رهبری و تعهد سازمانی است. پژوهش حاضر از نظر هدف کاربردی و از نظر نحوه گردآوری اطلاعات توصیفی از نوع همبستگی است. جامعه آماری پژوهش حاضر را کلیه کارکنان دانشگاه آزاد اسلامی واحد تهران جنوب به تعداد1000نفر است که از طریق فرمول محاسبه نمونه گیری کوکران تعداد 287 نفر به عنوان نمونه از طریق روش نمونه گیری طبقه ای متناسب با حجم انتخاب شدند ابزار پژوهش پرسش نامه استاندارد ادراک از قلدری سازمانی اینرسن وهمکاران (2009) و پرسش نامه استاندارد تمایل به ترک خدمت کیم و همکاران (2007) و پرسش نامه استاندارد تعهد سازمانی مایر و آلن( 1990)و پرسشنامه استاندارد رفتار رهبری گوبا و همکاران (2013) بودند که روایی پرسشنامه ها بر اساس روایی محتوایی با استفاده از نظر صاحب نظران،صوری بر مبنای دیدگاه تعدادی از جامعه آماری و سازه با روش تحلیل عاملی مورد بررسی قرار گرفتند و پس از اصطلاحات لازم روایی مورد تائید قرار گرفت و از سوی دیگرپایایی پرسش نامه ها با روش آلفای کرونباخ به ترتیب (88/0) ،(89/0) ، (92/0) و (91/0) برآورد شد . تجزیه و تحلیل داده ها در سطح استنباطی مشتمل بر مدل سازی معادلات ساختاری انجام گرفت. نتایج پژوهش نشان داد که ادراک از قلدری سازمانی از طریق تعهد سازمانی بر تمایل به ترک خدمت تاثیر منفی و معناداری دارد که ضریب این تاثیر 35/0 -است و ادراک از قلدری سازمانی از طریق رفتار رهبری بر تمایل به ترک خدمت تاثیر منفی و معناداری دارد که ضریب این تاثیر 25/0 -است و همچنین ادراک از قلدری سازمانی بر تمایل به ترک خدمت تاثیر مثبت و معناداری دارد که ضریب این تاثیر 67/0 است.

چکیده انگلیسی:

The purpose of this study is to investigate the effect of perception of organizational bullying on the Intention to Leave Work through leadership behavior and organizational commitment. The present study is applied in terms of purpose and in terms of how to collect descriptive correlational information. The statistical population of the present study is all employees of Islamic Azad University, South Tehran Branch, 1000 people, who were selected through the Cochran sampling calculation formula, 287 people as a sample through stratified sampling method appropriate to the volume. Inersen et al. (2009) and the standard questionnaire of Intention to Leave Work Kim et al. (2007) and the standard Meyer and Allen Organizational Commitment Questionnaire (1990) and the standard questionnaire of Goba et al.'s leadership behavior (2013) based on the validity of the questionnaires. Content validity was examined using experts' opinions, formally based on the views of a number of statistical and structural populations by factor analysis method and after the necessary terms validity was confirmed and on the other hand the validity of the questionnaires by Cronbach's alpha method respectively. (0.88), (0.89), (0.92) and (0.91) were estimated. Data analysis was performed at the inferential level, including structural equation modeling. The results showed that the perception of organizational bullying through organizational commitment has a negative and significant effect on the tendency to leave the service, the coefficient of this effect is 0.35 and the perception of organizational bullying through leadership behavior on the tendency to leave the service has a negative and significant effect. The coefficient of this effect is 0.25 and also the perception of organizational bullying has a positive and significant effect on the tendency to leave the service that the coefficient of this effect is 0.67.

منابع و مأخذ:

مسلمی،مریم.بانشی،عبدالله.کوشکی جهرمی،علی رضا(1398) شناسایی و ارزیابی عوامل مؤثر بر قلدری در محیط کار)مورد مطالعه: دستگاه های اجرایی شهر بندرعباس(.فصل نامه مدیریت فرهنگ سازمانی،دوره17،شماره3،ص491-510.

ناظری ،ناظری.حسن پور،اکبر.جعفری نیا،سعید.وکیلی،یوسف(1398) در پژوهشی با عنوان فراتحلیل فرا تحلیل پیشایندها و پسایندهای قلدری محل کار.فصل نامه مطالعات رفتار سازمانی،سال8،شماره2،ص1-36.

نادی، محمدعلی.شجاعی،مژده(1398) رابطۀ بین ادراک از قلدری در محیط کار، ازخودبیگانگی شغلی، حمایت سازمانی با نیت ترک خدمت و نقش میانجی رفتار شهروندی اجباری.فصل نامه جامعه شناسی کاربردی،سال30،شماره73،ص167-188.

مقیمی، سیدمحمد. رمضان، مجید(1390)مدیریت و رفتار سازمانی(سطح سازمانی)، چاپ اول، تهران: راه دان.

روحی، قنبر؛ آسایش، حمید؛ رحمانی، حسین؛ عباسی، علی(1390 )ارتباط رضایت شغلی و تعهد سازمانی در پرستاران شاغل در بیمارستان های دانشگاه علوم پزشکی گلستان. فصلنامه پایش، سال 10، شمارخ 2:،ص 292- 285.

غفاری، شمس.عاشوری،ماریه(1396) تعیین نقش ادراک قلدری سازمانی در ارتباط بین استرس شغلی و تمایل به ترک خدمت درکارکنان وزارت ورزش و جوانان، فصلنامه مدیریت رفتار سازمانی در ورزش، دوره4،شماره4،ص129-139.

Al- Jawazneh, Bahjat Eid. Ali Smadi, Ziad Moh'd(2017) Workplace Bullying as a Predictor of Intention to Leave among Workers at the Industrial Organizations in Jordan. International Journal of Academic Research in Economics and Management Sciences, Vol. 6, No. 1,pp15-40.

and Turnover Intent: An Exploratory Study.”Journal of Criminal Justice, 38(1): 7-16.

Avolio, B. J., Gardner, W. L., Walumbwa, F. O., Luthans, F., & May, D. R. (2004). Unlocking the mask: A look at the process by which authentic leader's impact follower attitudes and behaviors. The Leadership Quarterly, 15(6), 801-823.

Bakker, A. B., Demerouti, E., de Boer, E., and Schaufeli, W. B. (2003). Job demands and job resources as predictors of absence duration and frequency. J. Vocat. Behav. 62, 341–356.

Banai, M. & Weisberg, J. (2003) “Alienation in State-Owned and Private Companies in Russia.”Scandinavian Journal of Management, 19: 359-383.

Cho, S. Johanson, M. & Guchait, P. (2009)“Employees Intent to Leave: A Comparison of Determinants of Intent to Leave Versus Intent toStay.” International Journal of HospitalityManagement, 28: 374–381.

Djurkovic, N. McCormack, D. & Casimir, G. (2008)“Workplace Bullying and Intention to Leave: The Moderating Effect of Perceived OrganisationalSupport.” Human Resource Management Journal,18(4): 405-422.

Einarsen, S., Hoel, H., Zapf, D., and Cooper, C. L. (2011). “The concept of bullying and harassment at work: the European tradition” in Bullying and harassment in the workplace. Developments in theory, research, and practice. eds. S. Einarsen, H. Hoel, D. Zapf, and C. L. Cooper. 2nd ed (Boca Raton: CRC Press), 3–40.

Einarsen, S., Skogstad, A., Rørvik, E., Lande, Å. B., and Nielsen, M. B. (2018). Climate for conflict management, exposure to workplace bullying and work engagement: a moderated mediation analysis. Int. J. Hum. Resour. Manag. 29, 1–22.

 Faheem Rasool, Farah Arzu, Ali Hasan, Arslan Rafi, Abdul Rauf Kashif(2013) Workplace Bullying and Intention to Leave: The Moderating Effect of the Organizational ommitment.

Fox, Suzy, Renee L (2015). Revision of the workplace bullying checklist: the importance of human resource management’s role in defining and addressing workplace bullying, Human Resource Management Journal, Vol 25, no 1, 2015, pages 116–130

Glambek, M., Matthiesen, S.B., Hetland, J. and Einarsen, S. (2014) ‘Workplace bullying as an antecedent to job insecurity and intention to leave: a 6-month prospective study’. Human Resource Management Journal 24: 3, 255–268

Greenberg, J & Baron, R.A,) 2000(Behavior in Organizations, Prentic Hall, Inc., th ed

Grynderup, M. B., Nabe-Nielsen, K., Lange, T., Conway, P. M., Bonde, J. P., Garde, A. H., et al. (2017). The associations between workplace bullying, salivary cortisol, and long-term sickness absence: a longitudinal study. BMC Public Health 17, 710.

Hom, P. W. & Griffeth, R. W. (1995) “The Employee Turnover Process.” Research in Personnel and Human Resources Management, 13(3): 45-93.

Huang, J. H. Jin, B. H. & Yang, C. (2008) Satisfactionwith Business-to-Employee Benefit Systems and Organizational Citizenship Behavior:An Examination of Gender Differences.”International Journal of Manpower, 25: 195-210.

Hutchinson.M. & Hurley/.J. (2015).Exploring leadership capability and emotional intelligence as moderators of workplace bulling, Journal of Nursing Management 553-562

 Information Management and Business Review. Vol. 5, No. 4, pp. 175-180,

International Journal ofWorkplace Health Management, 10(1), 2-12.

Jogulu, U. D. (2010) "Culturally- Linked Leadership Styles". Leadership & Organization Development Journal, 31(8):705-719

Keashly, L. & Neuman J. H. (2010) “Faculty Experiences with Bullying in Higher Education:Causes, Consequences and Management.”Administrative Theory and Praxis, 32(1): 48-70.

Keashly, L. (2001). Interpersonal and systemic aspects of emotional abuse at work: the target’s perspective. Violence and Victims, 16, 233–268.

Lambert, E. G. Hogan, N. L. Jiang, S. Elechi, O. O.Benjamin, B. Morris, A. & Dupuy, P. (2010) “The

Li, X.H. (2020) Workplace Bullying, Perceived Organizational Support and Turnover Intention in Manufacturing Factory: Evidence fromChina. Open Access Library Journal , 7:e6886.

Linares, P. J. P. (2011) Job Satisfaction, Organization Commitment, Occupational Commitment,

Magee, C., Gordon, R., Robinson, L., Caputi, P., and Oades, L. (2017). Workplace bullying and absenteeism: the mediating roles of poor health and work engagement. Hum. Resour. Manag. J. 27, 319–334.

Nielsen, M. B., and Einarsen, S. V. (2018). What we know, what we do not know, and what we should and could have known about workplace bullying: an overview of the literature and agenda for future research. Aggress. Violent Behav. 42, 71–83.

Nielsen, M. B., Christiansen, S., Indregard, A. M., Emberland, J. S., Elka, S., and Knardahl, S. (2016a). The new workplace II: protocol for a prospective full-panel registry study of work factors, sickness absence, and exit from working life among Norwegian employees. Springerplus 5:243.

Öcel, H. & Aydın, O. (2012) “Workplace Bullying and Turnover Intention: The Moderating Role of Belief in a just World.” International Journal of Businessand Social Science, 3(13): 248-258.

Ortega, A., Christensen, K. B., Høgh, A., Rugulies, R., and Borg, V. (2011). One-year prospective study on the effect of workplace bullying on long-termWanous, J. P., Reichers, A. E., and Hudy, M. J. (1997). Overall job satisfaction: how good are single-item measures? J. Appl. Psychol. 82, 247–252.

Rasool, Faheem. Farah Arzu, Ali Hasan, Arslan Rafi, Abdul Rauf Kashif(2013) Workplace Bullying and Intention to Leave: The Moderating Effect of the Organizational Commitment. Information Management and Business Review, Vol. 5, No. 4, pp. 175-180,

Relationship among Distributive and Procedural Justice and Correctional Life Satisfaction, Burnout,

Tumwesigye, G. (2010) “The Relationship between Perceived Organisational Support and Turnover Intentions in a Developing Country: The Mediating Role of Organisational Commitment.” AfricanJournal of Business Management, 4(6): 942-952.

Turnover Intent and Leadership Style of TissueBank Employees Doctoral Dissertation, CapellaUniversity.

Waldman, J. D., Kelly, F., Arora, S. & Smith, H. L. (2004). The shocking cost of turnover in health care. Health Care Management Review, 29, 2–7.

1. AE., and Hudy, M. J. (1997). Overall job satisfaction: how good are single-item measures? J. Appl. Psychol. 82,Pp 247–252.


2. Avolio, B. J., Gardner, W. L., Walumbwa, F. O., Luthans, F., & May, D. R. (2004). Unlocking the mask: A look at the process by which authentic leader's impact follower attitudes and behaviors. The Leadership Quarterly, 15(6), Pp801-823.


3. Bakker, A. B., Demerouti, E., de Boer, E., and Schaufeli, W. B. (2003). Job demands and job resources as predictors of absence duration and frequency. J. Vocat. Behav. 62, Pp341–356.


4. Banai, M. & Weisberg, J. (2003) “Alienation in State-Owned and Private Companies in Russia.”Scandinavian Journal of Management, 19:Pp 359-383.


5. Cho, S. Johanson, M. & Guchait, P. (2009)“Employees Intent to Leave: A Comparison of Determinants of Intent to Leave Versus Intent toStay.” International Journal of HospitalityManagement, 28:Pp 374–381.


6. Djurkovic, N. McCormack, D. & Casimir, G. (2008)“Workplace Bullying and Intention to Leave: The Moderating Effect of Perceived OrganisationalSupport.” Human Resource Management Journal,18(4): Pp405-422.


7. Einarsen, S., Hoel, H., Zapf, D., and Cooper, C. L. (2011). “The concept of bullying and harassment at work: the European tradition” in Bullying and harassment in the workplace. Developments in theory, research, and practice. eds. S. Einarsen, H. Hoel, D. Zapf, and C. L. Cooper. 2nd ed (Boca Raton: CRC Press),Pp 3–40.


8. Einarsen, S., Skogstad, A., Rørvik, E., Lande, Å. B., and Nielsen, M. B. (2018). Climate for conflict management, exposure to workplace bullying and work engagement: a moderated mediation analysis. Int. J. Hum. Resour. Manag. 29,Pp 1–22.


9. Faheem Rasool, Farah Arzu, Ali Hasan, Arslan Rafi, Abdul Rauf Kashif(2013) Workplace Bullying and Intention to Leave: The Moderating Effect of the Organizational ommitment. Information Management and Business Review. 5( 4), Pp. 175-180,


10. FOshagbemi, T. (1999). Overall job satisfaction: How good are single versus multiple-item measures?Journal of Managerial Psychology, 14(5-6), Pp388–403.

1. Fox, Suzy, Renee L (2015). Revision of the workplace bullying checklist: the importance of human resource management’s role in defining and addressing workplace bullying, Human Resource Management Journal, 25(1), Pp 116–130.


2. Greenberg, J & Baron, R.A,) 2000(Behavior in Organizations, Prentic Hall, Inc., th ed International Journal ofWorkplace Health Management, 10(1),Pp 2-12.


3. Grynderup, M. B., Nabe-Nielsen, K., Lange, T., Conway, P. M., Bonde, J. P., Garde, A. H., et al. (2017). The associations between workplace bullying, salivary cortisol, and long-term sickness absence: a longitudinal study. BMC Public Health 17, Pp710-730.


4. Hom, P. W. & Griffeth, R. W. (1995) “The Employee Turnover Process.” Research in Personnel and Human Resources Management, 13(3):Pp 45-93.


5. Huang, J. H. Jin, B. H. & Yang, C. (2008) Satisfactionwith Business-to-Employee Benefit Systems and Organizational Citizenship Behavior:An Examination of Gender Differences.”International Journal of Manpower, 25:Pp 195-210.


6. Hutchinson.M. & Hurley/.J. (2015).Exploring leadership capability and emotional intelligence as moderators of workplace bulling, Journal of Nursing Management Pp553-562


7. Jogulu, U. D. (2010) "Culturally- Linked Leadership Styles". Leadership & Organization Development Journal, 31(8):Pp705-719


8. Keashly, L. & Neuman J. H. (2010) “Faculty Experiences with Bullying in Higher Education:Causes, Consequences and Management.”Administrative Theory and Praxis, 32(1):Pp 48-70.


9. Keashly, L. (2001). Interpersonal and systemic aspects of emotional abuse at work: the target’s perspective. Violence and Victims, 16, Pp233–268.


10. Lambert, E. G. Hogan, N. L. Jiang, S. Elechi, O. O.Benjamin, B. Morris, A. & Dupuy, P. (2010) “The Relationship among Distributive and Procedural Justice and Correctional Life Satisfaction, Burnout, and Turnover Intent: An Exploratory Study.”Journal of Criminal Justice, 38(1): Pp7-16.


11. Linares, P. J. P. (2011) Job Satisfaction, Organization Commitment, Occupational Commitment,Turnover Intent and Leadership Style of TissueBank Employees Doctoral Dissertation, CapellaUniversity.


12. Magee, C., Gordon, R., Robinson, L., Caputi, P., and Oades, L. (2017). Workplace bullying and absenteeism: the mediating roles of poor health and work engagement. Hum. Resour. Manag. J. 27, Pp319–334.

23. Moghimi, Seyed Mohammad Ramadan, Majid (2011) Management and Organizational Behavior (Organizational Level), First Edition, Tehran: Rahdan.

1. Muslimi, Maryam. Banshi, Abdullah. Koushki Jahromi, Ali Reza (2020) Identification and evaluation of factors affecting bullying in the workplace) Study: Executive bodies of Bandar Abbas. Quarterly Journal of Organizational Culture Management, 17( 3), Pp. 491-510.

25. Nadi, Mohammad Ali. Shojaei, Mojdeh (1398) The relationship between perception of bullying in the workplace, job alienation, organizational support with the intention of leaving the service and the mediating role of forced citizenship behavior. Quarterly Journal of Applied Sociology, 30(73), Pp. 167-188.

1. Nazeri, Nazeri. Hassanpour, Akbar. Jafarinia, Saeed. Vakili, Yousef (1398) in a study entitled Meta-analysis of meta-analysis of the antecedents and consequences of bullying in the workplace. Journal of Organizational Behavior Studies 8( 2), Pp. 1-36.


2. Nielsen, M. B., and Einarsen, S. V. (2018). What we know, what we do not know, and what we should and could have known about workplace bullying: an overview of the literature and agenda for future research. Aggress. Violent Behav. 42,Pp 71–83.


3. Nielsen, M. B., Christiansen, S., Indregard, A. M., Emberland, J. S., Elka, S., and Knardahl, S. (2016a). The new workplace II: protocol for a prospective full-panel registry study of work factors, sickness absence, and exit from working life among Norwegian employees. Springerplus 5:Pp243-263.


4. Öcel, H. & Aydın, O. (2012) “Workplace Bullying and Turnover Intention: The Moderating Role of Belief in a just World.” International Journal of Businessand Social Science, 3(13):Pp 248-258.


5. Ortega, A, Christensen, KB, Hogh, A, Rugulies, R & Borg, V 2011, 'One year prospective study on the effect of workplace bullying on long-term sickness absence', Journal of Nursing Management, 19( 6), Pp. 752-759.,

31. Rohei,Ghanbar; Asayesh, Hamid; Rahmani, Hussein; Abbasi, Ali (2011) The relationship between job satisfaction and organizational commitment in nurses working in hospitals of Golestan University of Medical Sciences. Monitoring Quarterly, ,10(2),Pp 292-285.

1. Tumwesigye, G. (2010) “The Relationship between Perceived Organisational Support and Turnover Intentions in a Developing Country: The Mediating Role of Organisational Commitment.” AfricanJournal of Business Management, 4(6):Pp 942-952.


2. Waldman, J. D., Kelly, F., Arora, S. & Smith, H. L. (2004). The shocking cost of turnover in health care. Health Care Management Review,Pp 29, 2–7.