بررسی رابطه فرسودگی شغلی با سکوت سازمانی؛ نقش میانجی ترومای سازمانی (مورد مطالعه: مدیریت منطقه 2 بیمه پاسارگاد)
محورهای موضوعی : مدیریت رفتار سازمانی
مرتضی حاجی پور
1
,
وحید میرزایی
2
*
1 - گروه مدیریت، واحد بجنورد، دانشگاه آزاد اسلامی، بجنورد، ایران.
2 - گروه مدیریت، دانشکده علوم انسانی، دانشگاه آزاد اسلامی، بجنورد، ایران
کلید واژه: فرسودگی شغلی, سکوت سازمانی, ترومای سازمانی, مدیریت منطقه 2 بیمه پاسارگاد,
چکیده مقاله :
پژوهش حاضر باهدف بررسی نقش میانجی ترومای سازمانی در رابطه بین فرسودگی شغلی و سکوت سازمانی صورت گرفت. پژوهش حاضر از نظر هدف کاربردی و از منظر روش و ماهیت اجرا توصیفی - پیمایشی است. جامعه آماری کلیه کارکنان مدیریت منطقه دو بیمه پاسارگاد بود که تعداد 80 نفر با استفاده از فرمول کوکران به‌عنوان نمونه آماری انتخاب گردیدند. روش نمونه‌گیری تصادفی ساده بود. اطلاعات موردنیاز در بخش نظری از طریق مطالعات کتابخانه‌ای و داده‌های موردنیاز در جهت آزمون فرضیه‌های تحقیق از طریق توزیع پرسشنامه پرسشنامه فرسودگی شغلی مسلاچ و جکسون (1986)، سکوت سازمانی واکولا و بورادوس (2005) و ترومای سازمانی ویویان و هورمن (2015)، جمع‌آوری گردید. جهت سنجش روایی پرسش‌نامه‌ها از روایی صوری و روایی تأییدی و جهت پایایی پرسش‌نامه‌ها از ضریب آلفا کرونباخ استفاده گردید که نتایج نشان از تأیید پایایی پرسش‌نامه‌ها بود جدول (۱). میزان آلفا کرون باخ فرسودگی شغلی، سکوت سازمانی و ترومای سازمانی به‌ترتیب 72/0، 83/0 و 75/0 محاسبه گردید در پژوهش حاضر برای تجزیه‌وتحلیل داده‌های به‌دست‌آمده از مدل معادلات ساختاری و نرم‌افزار ایموس 24 استفاده شد. نتایج پژوهش حاکی از تأثیر مثبت و معنادار فرسودگی شغلی بر سکوت سازمانی با ضریب مسیر 38/0 و تأثیر مثبت و معنادار فرسودگی شغلی و ترومای سازمانی با ضریب مسیر 68/0 است. همچنین یافته‌های پژوهش نشان دهنده رابطه مستقیم بین ترومای سازمانی و سکوت سازمانی با ضریب مسیر 45/۰ است. با توجه به تأیید اثر فرسودگی شغلی بر سکوت سازمانی و ترومای سازمانی و همچنین تائید اثر سکوت سازمانی و ترومای سازمانی، می‌توان گفت ترومای سازمانی، رابطه فرسودگی شغلی و سکوت سازمانی را میانجی‌گری می‌نماید.
This study investigates the mediating role of organizational trauma in the relationship between job burnout and organizational silence. Employing an applied, descriptive-survey approach, the research sampled 80 employees from Pasargad Insurance Area 2 Management using Cochran's formula and simple random sampling. Data was gathered through library research and questionnaires, including the Maslach Burnout Inventory (1986), Vakola and Bouradas' Organizational Silence Scale (2005), and Vivian and Hormann's Organizational Trauma Scale (2015). Questionnaire validity was assessed via face and construct validity, while reliability was confirmed using Cronbach's alpha, yielding coefficients of 0.72, 0.83, and 0.75 for job burnout, organizational silence, and organizational trauma, respectively. Data analysis, conducted using structural equation modeling in AMOS 24, revealed a significant positive impact of job burnout on organizational silence (β = 0.38) and organizational trauma (β = 0.68). Furthermore, a direct relationship was found between organizational trauma and organizational silence (β = 0.45). These findings suggest that organizational trauma mediates the relationship between job burnout and organizational silence.
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