بررسی نقش میانجی قلدری سازمانی در رابطه سکوت مطیع با رفتارهای ضد بهره‌وری و سکوت تدافعی با نقش تعدیل‌کنندگی وضعیت استخدام

محورهای موضوعی : مطالعات رفتاری در مدیریت

وحید میرزایی ¹ , حسین فرجی ²

1 - استادیار، گروه مدیریت، دانشگاه آزاد اسلامی، بجنورد، ایران
2 - گروه مدیریت، دانشکده علوم انسانی، دانشگاه آزاد اسلامی، بجنورد، ایران

تاریخ دریافت : 1400/10/23 تاریخ پذیرش : 1401/06/16 تاریخ انتشار : 1400/10/01

کلید واژه: ", سکوت مطیع", قلدری سازمانی", رفتارهای ضد بهره‌وری", سکوت تدافعی", وضعیت استخدام",

چکیده مقاله :

امروزه قلدری سازمانی به‌عنوان یکی از رفتارهای ناسالم در محیط‌های سازمانی وجود دارد. پژوهش حاضر باهدف بررسی رابطه سکوت مطیع با رفتارهای ضد بهره‌وری و سکوت تدافعی با میانجیگری قلدری سازمانی و تعدیل‌کنندگی وضعیت استخدامی انجام‌گرفته است. تحقیق حاضر از نظر هدف کاربردی و از منظر روش و ماهیت اجرا توصیفی - پیمایشی است. جامعه آماری کلیه کارکنان شهرداری بجنورد بود که تعداد 137 نفر با استفاده از فرمول کوکران و به روش نمونه‌گیری تصادفی ساده به‌عنوان نمونه آماری انتخاب گردیدند. ابزار جمع‌آوری داده‌ها، پرسش‌نامه‌های قلدری شغلی لیمن (1996)، سکوت مطیع و تدافعی ون دین و همکاران (2003) و رفتارهای ضد بهره‌وری فاکس و اسپکتور (1999) بود. جهت سنجش روایی پرسش‌نامه‌ها از روایی محتوا و روایی تأییدی و جهت پایایی پرسش‌نامه‌ها از ضریب آلفای کرونباخ استفاده گردید که نتایج نشان از تأیید پایایی پرسش‌نامه‌ها بود. داده‌های به‌دست‌آمده از پرسش‌نامه‌ها با نرم‌افزار Spss26 و Amos24 و با استفاده از روش معادلات ساختاری با رویکرد روش حداقل مربعات جزئی و رگرسیون سلسله‌مراتبی مورد تجزیه‌وتحلیل قرار گرفت. یافته‌ها نشان داد، قلدری سازمانی، رابطه سکوت مطیع و رفتارهای ضد بهره‌وری را میانجیگری می‌نماید، از سویی رابطه وضعیت استخدام تأثیر سکوت مطیع بر رفتارهای ضد بهره‌وری و سکوت تدافعی از طریق قلدری را تعدیل می‌نماید. نتایج تجربی نشان داد که سکوت مطیع، احتمال قلدری را افزایش می‌دهد، در نتیجه، کارکنان احتمالاً با بروز رفتارهای ضد بهره‌وری یا سکوت تدافعی واکنش نشان خواهند داد.

چکیده انگلیسی:

Organizational bullying is one of the deviant behaviors in organizational environments these days. The current study aims at analyzing the relationship between acquiescent silence and deviant anti-productivity behaviors and also defensive silence with the mediating role of organizational bullying and the moderating role of employment status. This study is practical in terms of purpose and descriptive from the view of methodology. The statistical society was 137 people of Bojnurd municipal employees who were chosen according to Cochran formula and simple random sampling. Data collecting tools were Leymann work bullying questionnaires (1996), Van Dyne et al. acquiescent silence and defensive silence(2003), and Fox and Spector counterproductive work behavior (1999). To examine the validity of questionnaires we used the content and confirmatory validity and to examine the reliability of the questionnaire we used the Cronbach alpha coefficient that results confirmed the reliability of the questionnaire. The obtained data from the questionnaire were analyzed by SPSS26 and Amos24 software and by using the structural equation with the approach of PLS and hierarchical regression. Findings showed that organizational bullying mediates the relationship between acquiescent silence and anti-productivity behaviors; On the other hand the employment status moderates the effect of acquiescent silence on counterproductive work behavior, and defensive silence. Empirical results showed that acquiescent silence increases the bullying, therefore employees may react by anti-productivity behaviors or defensive silence.

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