رابطه توانمندسازی روانشناختی و تعهد سازمانی (مطالعه موردی: شرکت برق منطقه‌ای خراسان)
محورهای موضوعی : خطمشیگذاری عمومی در مدیریت
1 - دانشیار و عضو هیئت علمی دانشکده علوم اداری و اقتصادی دانشگاه فردوسی مشهد
2 - دانشجوی دکتری رشته مدیریت منابع انسانی، دانشکده علوم اداری و اقتصادی دانشگاه فردوسی مشهد
کلید واژه: توانمندسازی روانشناختی, تعهد سازمانی, شرکت برق منطقه‌ای خراسان,
چکیده مقاله :
با توجه به اهمیت تعهد سازمانی و تاثیر آن بر عملکرد سازمان، این مقاله، به بررسی رابطه توانمندسازی روانشناختی و نقش آن در بهبود تعهد سازمانی کارکنان می‌پردازد. تحقیق حاضر بر حسب هدف از جمله تحقیقات کاربردی و بر حسب روش، توصیفی پیمایشی می‌باشد.جامعه مورد مطالعه تمامی کارکنان رده کارشناسی شرکت برق منطقه‌ای خراسان به تعداد 166 نفر می‌باشد و نمونه مورد بررسی از طریق فرمول کوکران به تعداد 116 نفر محاسبه گردیده است. گویه‌های سنجش توانمندسازی روانشناختی از پرسشنامه اسپیرتزر (1995) و گویه‌های سنجش تعهد سازمانی از پرسشنامه آلن و می‌یر (1990) استخراج شده است جهت سنجش پایایی و روایی از آلفای کرونباخ و تحلیل عاملی استفاده گردیده است. ضریب آلفای کرونباخ برای پرسشنامه توانمندسازی روانشناختی 0.90 و برای پرسشنامه تعهد سازمانی 0.89 محاسبه گردیده است. برای بررسی فرضیات پژوهش از روش ضریب همبستگی پیرسون و رگرسیون استفاده گردیده است. طبق نتایج به دست آمده، توانمندسازی روانشناختی بر تعهد سازمانی تأثیر دارد. به عبارتی توانمندسازی روانشناختی یک پیشگوی قوی برای تعهد سازمانی کارکنان است. از میان ابعاد توانمندسازی روانشناختی به ترتیب ابعاد معناداری، خودمختاری، تأثیرگذاری و شایستگی بیشترین همبستگی را با تعهد سازمانی دارند.
This study aimed to determine relationship between psychological empowerment and organizational commitment among khorasan Region Electric Company. In this descriptive-correlative study, 116 personels working in mashhad company were selected to the study in summer 2015. The data collection tool included the “Sprietzer psychological empowerment questionnaire” and the “organizational commitment questionnaire of Allen and Meyer”. The validity and reliability of the questionnaire were assessed through appropriate methods. its validity was confirmed by the experts and elite universities and factor analyses and its reliability was approved via Cronbach’s alpha of 0.90 for between psychological empowerment and 0.89 for organizational commitment. Data were analyzed using Pearson correlation, and linear regression method in the SPSS22. The correlation and linear regression tests indicated that psychological empowerment was statistically correlate with the organizational commitment of personels and could predicted it. Based on the findings of this study, psychological empowerment was a predictive factor for organizational commitment. Among the psychological empowerment of dimentions , meaning, self-determination, influence and competency have highest correlation with organizational commitment.
سرمد، ز، بازرگان، عباس، حجازی، الهه (1386). روشهای تحقیق در علوم رفتاری. تهران: انتشارات آگه، چاپ چهاردهم.
سکاران، اوما (1380). روشهای تحقیق در مدیریت (ترجمه م. صائبی و م. شیرازی). تهران: مؤسسه عالی آموزش و پژوهش مدیریت و برنامهریزی.
Ahmad n. & oranye n.o. (2010),” Empowerment, job satisfaction and organizational commitment: a comparative analysis of nurses working in Malaysia and England.” Journal of Nursing Management 18, 582–591
Allen, N. J. & Meyer, J. P. (1990). The Measurement and Antecedents of Affective,Continuance, and Normative Commitment to the Organization. Journal of Occupational Psychology, 63, 1–18. 17
Avram. E, Priescu.I," Access To Information And Empowerment Perspectives In Health Services", Social And Behavioral Sciences 33 (2012) 949 – 953.
Bektas. C, Sohrabifard. N," Terms Of Organizational Psychology, Personnel Empowerment And Team Working: A Case Study", Social And Behavioral Sciences 82 ( 2013
Bitmis. G.M, Ergeneli.A," Contingency Approach To Strategic Management: A Test Of The Mediating Effect Of Leader Member Exchange On The Relationship Between Psychological Empowerment And Job Satisfaction In 21st Century Workpl", Social And Behavioral Sciences 24 (2011) 1143–1153.
Boonyarit, I., Chomphupart, S., & Arin.N,"Leadership, Empowerment, And Attitude Outcomes.",The Journal Of Behavioral Science, (2010), 5 (1), 1-14.
Buchen, I. H. (1998). Servant leadership: A model for future faculty and future institutions. Journal of Leadership Studies, 5 (1), 125-134.
Conger. A.J, Kanungo.N.R.,"The Empowerment Process :Integrating Theory And Practice ", Academy Of Management Review, 13 (1988), 471-482.
Ertürk. A, Vurgun. L, " Retention Of IT Professionals: Examining The Influence Of Empowerment, Social Exchange, And Trust", Journal Of Business Research ,31 (2014) 215–228
Ferres, Natalie, Connell, Julia & Travaglione (2004). " Co-worker trust as a social catalyst for constructive employee attitudes", Journal of Managerial Psychology, Vol. 19, No. 6, pp. 608 – 622
Gazzoli. G, Hancer. M , Park. Y ," Employee Empowerment And Customer Orientation: Effects On Workers' Attitudes In Restaurant Organizations" , International Journal Of Hospitality & Tourism Administration, (2012), 13:1, 1-25.
Griffeth, R. W., Hom, P. W., & Gaertner, S. (2000). A meta-analysis of antecedents and cor-relates of employee turnover: Update, moderator test, and research implications forthe next millennium. Journal of Management, 26 (3), 463–488.
Harari, O. (1994) ‘Stop Empowering Your People’, Small Business Reports, 19 (3): 53–5.
Hamid. F. S , Nordin. N, Adnan.A.A, Sirun. N, (2013) "A study on primary school teachers’ organizational commitment", Social and Behavioral Sciences 90 , pp: 782 – 787
and psychological empowerment in the district of klang
Irvine, D., Leatt, P., Evans, M.G., Baker, R.G. (1999). Measurement of staff empowerment within health service organizations. JNurs Meas, 1, 79-96.
Iverson, Roderick D. & Buttigieg, Donna M. (1999). " Affective, normative and continuance commitment: can the 'right kind' of commitment be managed?", Journal of management studies, Vol. 36, No. 3, pp. 307-333
Kanter, R.M., 1993. Men and Women of the Corporation. Basic Books,New York.
Kelloway, E. K., Barling, J. (2000). "Knowledge work as organizational behavior", International Journal of Management Reviews Volume 2, Issue 3, pp. 287–304
Kim, S. (2005). Factors affecting state governments' information technology employeeturnover intentions. American Review of Public Administration, 35 (2), 137–156.
Laschinger H.K. , Leiter M. , Day a. & Gilin D. " Workplace Mpowerment, Incivility, And Burnout: Impact On Staff Nurse Recruitment And Retention Outcomes " , Journal Of Nursing Management, 2009, 17 (1), 302–311.
Mathieu, J., & Zajac, D. (1990). A review and meta analysis of the antecedents, correlates, and consequences of organizational commitment. Psychological Bulletin, 108, 171–194.
Menon. T.S, "Employee Empowerment: An Integrative Psychological Approach", Applied Psychology: An International Review, 2001, 50 (1), 153±180
Mowday, R. R., Steers, R. M., & Porter, L. W. (1979). The measurement of organizational commitment. Journal of Vocational Behavior, 14, 224–247.
Pare, G., & Tremblay, M. (2007). The influence of high-involvement human resource prac- tices, procedural justice, organizational commitment, and citizenship behaviors on information technology professionals' turnover intentions. Group and Organization Management, 32 (3), 326–357.
Spreitzer, G. M. (1996). Social Structural Characteristics Of Psychological Empowerment.Academy Of Management Journal, 39,Pp 483–504.
Spreitzer, G. M. (1995). Psychological Empowerment In The Workplace: Dimensions,Measurement And Validation. Academy Of Management Journal, 38, Pp 1442–1465
Seibert.S.E, Wang.G, Courtright.H.S," Antecedents And Consequences Of Psychological And Team Empowerment In Organizations: A Meta-Analytic Review", Journal Of Applied Psychology , 96 (2011), 981-1003
Thomas. W.K, Velthous. A.B, "Cognitive Elements Of Empowerment: An Interpretive Model Of Intrinsic Task Motivation", Academy Of Management Review, 1990, Vol. 15, No. 4, 666-681.
Wilkinson, A. (1997). Empowerment: Theory and practice. Personnel Review, 27 (1), 40–56.