بررسی تاثیر شادی در کار بر بهره وری نیروی انسانی
محورهای موضوعی : مدیریت بازرگانی
مسعود حجازی
1
(استادیار،گروه روانشناسی، واحدزنجان،دانشگاه آزاد اسلامی، زنجان، ایران)
فریبا تقی پور فرشی
2
(دانشجوی کارشناسی ارشد، گروه روانشناسی، واحد زنجان،دانشگاه آزاد اسلامی، زنجان ،ایران)
کلید واژه: بهره وری, عملکرد شغلی, شادی در کار, تعهد کاری, احساس مثبت در کار, معادلات ساختاری و مدیران,
چکیده مقاله :
علیرغم رشد روزافزون سازمانها، تحقیقات تجربی کمی در مورد آثار شادی در کار بر بهره وری فرد انجام شده است. علاوه بر آن سنجش شاد بودن در محل کار بطور گسترده ای انجام نشده است. ارتباط مستقیم شادی کارکنان و بهره وری سازمانها موجب گردیده تا سازمانها جهت دستیابی به بهره وری بیشتر، اقدام به ایجاد آموزش های شادی برای کارکنان خود نموده اند. در این پژوهش سعی گردیده تا با ارائه تعریفی از شادی و بر شمردن مزایای شادی برای سازمان ها،مدیران،آنها به ایجاد محیطی شاد برای کارکنان ترغیب شوند. جامعه آماری تحقیق اعضای هیأت علمی دانشگاه آزاد تبریز است که تعداد 120 نفر برای تحلیل بر اساس فرمول کوکران انتخاب شدند. در این پژوهش با استفاده از مدلسازی معادلات ساختاری، اطلاعات پردازش می شوند.نتایج این مطالعه نشان داد که شادی در کار بر بهره وری(عملکرد شغلی) فرد تأثیر مثبت دارد.
Despite the growth of labor organizations, little empirical research on the effects of fun at work has been done. In addition, measuring fun at work has not been done extensively. The direct relation of employee happiness to the productivity of organizations has encouraged organizations to achieve greater efficiency by training their employees to have fun at work. In this study, we have attempted to provide a definition of joy and happiness and to enumerate their benefits for organizations and managers in order to encourage them to create a happy environment for their staff. The statistical population includes the academic staff members of Tabriz Islamic Azad University, 120 of who were selected as research sample through the use of Cochran’s formula. Structural equation modeling has been used for data analysis. The results showed that fun at work has a positive impact on the productivity (job performance)of the individuals.
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- Seyed Javadin, R. (2002), “Human Resources Management and Staff Affairs”, Tehran, Neghahe Danesh Publication, V 1.
- Yeghane, Z. (2007), “Successful and joyful family”, Payam Noor Publication, V 1.
- Bakker,A.B.(2007), Job resources boost work engagement , particularly when job demands are high . Journal of Educational Psychology,99.
- Carnevale, P.J.D., & Isen, A.M. (1986), The influence of positive affect and visual access on the discovery of integrative solutions in bilateral negotiation. Organizational Behavior and Human Decision Processes, 37, 1-13.
- Friedman, R.S., Forster, J., & Denzler, M. (2007), Interactive effects of mood and task framing on creative generation. Creativity Research Journal, 19, 141-162
- Karl, K., & Peluchette, J. (2005), How does workplace fun impact employee perceptions of customer service quality? Journal of Leadership & Organizational Studies, 13, 2-13.
- Kirpatrick,C.L.(2007), To invest, Coast or Idle: Second Stage Teachers Enact their Job Engagement. Paper presented at the American Educational Research Association Annual Conference.
- McDowell, T. (2005), Fun at work: Scale development, confirmatory factor analysis, and links to organizational outcomes. (Doctoral dissertation, Alliant International University, 2005). Dissertation Abstracts International, 65, 6697
- Mauno,S.,Kinnunen,U.,& Ruokolainnen,M.(2007), Job demands and resources as antecedents of work engagement: A longitudinal study. Journal of Vocational Behavior,70.
- Sakes,A.M.(2006), Antecedents and consequences of employee engagement. Journal of Managerial Psychology ,21
- Van Meel, J., & Vos, P. (2001), Funky offices: Reflections on office design in the 'new economy' Journal of Corporate Real Estate, 3, 322-334