بررسی رابطه طردشدگی از محل کار و فرسودگی شغلی با نقش میانجی بدبینی سازمانی
محورهای موضوعی : توانمندسازی سرمایه انسانیوحید میرزایی 1 * , ندا بذرافشان 2
1 - استادیار، گروه مدیریت، واحد بجنورد، دانشگاه آزاد اسلامی، بجنورد، ایران
2 - دانشجوی دکتری تخصصی، گروه مدیریت دولتی، واحد بجنورد، دانشگاه آزاد اسلامی، بجنورد، ایران
کلید واژه: طردشدگی از محل کار, فرسودگی شغلی, بدبینی سازمانی, پارک علم و فناوری خراسان رضوی,
چکیده مقاله :
پژوهش حاضر باهدف بررسی ارتباط طردشدگی از محل کار و فرسودگی شغلی با نقش بدبینی سازمانی صورت گرفت. این پژوهش ازنظر هدف کاربردی و از نظر روش و ماهیت توصیفی-پیمایشی از نوع همبستگی بود. جامعه آماری پژوهش شامل کلیه کارکنان پارک علم و فناوری خراسان رضوی به تعداد 70 نفر تشکیل داد با توجه به محدود بودن حجم جامعه از روش سرشماری استفاده شد. به‌منظور گردآوری داده‌های پژوهشی از پرسش‌نامه بدبینی سازمانی دین و همکاران (1998)، طردشدگی از محل کار فریس و همکاران (2008) و فرسودگی شغلی ماسلاج و جکسون (1981) استفاده شد. برای سنجش روایی، از روایی محتوا و تحلیل عامل تائیدی و به‌منظور سنجش پایایی از ضریب آلفای کرونباخ استفاده شد. میزان آلفای کرونباخ طردشدگی از محل، بدبینی سازمانی و فرسودگی شغلی به ترتیب 8/0، 84/0 و 82/0 محاسبه گردید. تجزیه‌و‌تحلیل اطلاعات با روش معادلات ساختاری با رویکرد روش حداقل مربعات جزئی و نرم‌افزار ایموس انجام گرفت. نتایج پژوهش حاکی از تأثیر مثبت و معنادار طردشدگی از محل کار با فرسودگی شغلی با ضریب مسیر 05/0، تأثیر مثبت و مستقیم بدبینی سازمانی با فرسودگی شغلی با ضریب مسیر 82/0، تأثیر مثبت و معنادار بدبینی سازمانی با طردشدگی از محل کار با ضریب مسیر 88/0 است. با توجه به تأیید اثر این روابط می‌توان گفت بدبینی سازمانی، رابطه بین طردشدگی از محل کار و فرسودگی شغلی را با ضریب مسیر غیرمستقیم 046/0 میانجی‌گری می‌نماید.
The present study aimed to investigate the relationship between workplace ostracism and job burnout with the mediating role of organizational cynicism. This research is applied in terms of purpose and descriptive-survey in nature, classified as correlational. The statistical population of the study included all employees of the Khorasan Razavi Science and Technology Park, totaling 70 individuals, and the census method was used to determine the sample size. To collect research data, the organizational cynicism questionnaire by Dean et al. (1998), the workplace ostracism scale by Ferris et al. (2008), and the job burnout inventory by Maslach and Jackson (1981) were utilized. For assessing validity, content validity and confirmatory factor analysis were employed, and for reliability assessment, Cronbach's alpha coefficient was used. The Cronbach's alpha values for workplace ostracism, organizational cynicism, and job burnout were calculated to be 0.80, 0.84, and 0.82, respectively. Data analysis was conducted using structural equation modeling with the partial least squares approach and the Amos software. The results indicated a positive and significant impact of workplace ostracism on job burnout with a path coefficient of 0.05, a positive and direct effect of organizational cynicism on job burnout with a path coefficient of 0.82, and a positive and significant effect of organizational cynicism on workplace ostracism with a path coefficient of 0.88. Given the confirmation of these relationships, it can be concluded that organizational cynicism mediates the relationship between workplace ostracism and job burnout with an indirect path coefficient of 0.046.
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