الگوی ساختاری رابطه سرپرستی سوء استفاده‌گرانه، گرانباری نقش، فرسودگی و بیگانگی شغلی
محورهای موضوعی : مدیریت بازرگانیمحسن گل‌پرور 1 , زهرا واثقی 2 , زهرا جوادیان 3
1 - دانشیار گروه روان شناسی صنعتی و سازمانی، واحد اصفهان(خوراسگان)،دانشگاه آزاد اسلامی، اصفهان، ایران
2 - کارشناس ارشد ، دانشگاه آزاد اسلامی خوراسگان، اصفهان، ایران
3 - کارشناس ارشد، دانشگاه آزاد اسلامی خوراسگان،اصفهان،ایران
کلید واژه: بیگانگی شغلی, سرپرستی سوء استفاده‌گرانه, گرانباری نقش, فرسودگی هیجانی,
چکیده مقاله :
این پژوهش با هدف بررسی مدل ساختاری بین رهبری سوء استفاده‌گرانه، گرانباری نقش، فرسودگی و بیگانگی شغلی به مرحله اجرا درآمد. برای بررسی این مدل، از کارکنان مرد یک کارخانه، 168 نفر به شیوه نمونه‌گیری تصادفی ساده انتخاب شدند. ابزارهای مورد استفاده پرسشنامه فرسودگی هیجانی (مسلش و جکسون،1981)، پرسشنامه رهبری سوء استفاده‌گرانه (تپر،2000)، پرسشنامه گرانباری نقش (راد و همکاران،2008) و پرسشنامه بیگانگی شغلی (کورمن و همکاران ،1981) بودند. داده‌های حاصل از پرسشنامه‌های پژوهش با استفاده از مدل‌سازی معادله ساختاری(SEM) مورد تحلیل قرار گرفت. بر اساس مدل ساختاری بدست آمده، طی یک سلسله روابط چندسطحی رهبری سوء استفاده‌گرانه با گرانباری نقش، سپس گرانباری نقش با فرسودگی هیجانی و در پایان فرسودگی هیجانی با بیگانگی شغلی دارای رابطه معنادار (01/0P<) هستند. یک رابطه مستقیم نیز در مدل نهایی بین رهبری سوء استفاده‌گرانه با بیگانگی شغلی بدست آمد.
This research was conducted with the aim of studying the structural model of relationships between abusive supervision, role overload, exhaustion and job alienation. For investigating this model, from among male employees of a factory, 168 persons were selected by using simple random sampling method. The instruments which were used in this research consisted of emotional exhaustion questionnaire (Maslach & Jackson, 1981), abusive supervision questionnaire (Tepper, 2000), work overload questionnaire (Rod et al, 2008), and job alienation questionnaire (Korman et al, 1981). The data were analyzed by using structure equation modeling. (SEM) . On the basis of the structural model obtained from multilevel sequential relationships, there is a significant relation between abusive supervision, and work overload, between work overload and emotional exhaustion, and finally between emotional exhaustion and job alienation (P<0.01). A direct relation was also found in the final model between abusive supervision and work alienation.
Banai, M., & Reisel, W.D. (2007), The influence of supportive leadership and job characteristics on work alienation: A six-country investigation. Journal of World Business, 42, 463-476.
Dawes, P.L., Massey, G.R. (2005), Antecedents of conflict in marketing's cross- functional relationship with sales. European Journal of Marketing, 39(11/12), 1327-1344.
Golparvar, M. N. Sh., & Mahdad, A. (2008). Relationship between Stress, Emotional Exhaustion and Organizational Deviant Behaviors in Zob Ahan Co: Evidence for Stress-Burnout Model (imbalance) -Compensation. New Findings in Psychology, 2(8), 19-34, (In Persian).
Harris, K.J., Kacmar, K.M., & Zivnuska, S. (2007), an investigation of abusive supervision as a predictor of performance and the meaning of work as a moderator of the relationship. The Leadership Quarterly, 18, 252-263.
Harvey, P., Stoner, J., Hochwarter, W., & Kacmar, C. (2007), Coping with abusive supervision: The neutralizing effects of ingratiation and positive affect on negative employee outcomes. The Leadership Quarterly, 18, 264-280.
Kanungo, S. (1990), Culture and work alienation: Western models and eastern realities. International Journal of Psychology, 25, 795-812.
Korman, A.K., Wittig Berman, U., & Lang, D. (1981), Career success and personal failure: Alienation among professionals and managers. Academy of Management Journal, 24, 342-360.
Maslach, C., & Jackson, S.E. (1981), the measurement of experienced burnout. Journal of Occupational Behavior, 2, 99-113.
Meyers, L.S., Gamst, G., & Guarino, A.J. (2006), Applied multivariate research. Thousand Oaks, London: SAGE Publications.
Mitchell, M.S., & Ambrose, M.L. (2007), Abusive supervision and workplace deviance and the moderating effects of negative reciprocity beliefs. Journal of Applied Psychology, 92, 1159-1168.
Mulki, J.P., Jaramillo, F., & Locander, W.B. (2006), Emotional exhaustion and organizational deviance: Can the right job and a leader's style make a difference? Journal of Business Research, 59, 1222-1230.
Rod, M., Ashill, N.J., & Carruthers, J. (2008), the relationship between jobs demand stressors, service recovery performance and job outcomes in a state-owned enterprise. Journal of Retailing and Consumer Services, 15, 22-31.
Sakaran, A. (1981). Research Methods in Management. Translated by Mohammad Saebi and Mahmoud Shirazi. Tehran: Institute for Higher Education Research and Management Planning, (In Persian).
Sarmad, Z., Bazargan, A., & Hejazi, A. (1997). Research Methods in Behavioral Sciences. Tehran: Agah Publishing, (In Persian).
Tepper, B.J. (2000), Consequences of abusive supervision. Academy of Management Journal, 43, 178-190.
Tepper, B.J. (2007), Abusive supervision in work organizations: Review, synthesis, and research agenda. Journal of Management, 33, 261-289.
Thau, S., Bennett, R.J., Mitchell, M.S., & Beth Marrs, M. (2009), how management style moderates the relationship between abusive supervision and workplace deviance: An uncertainty management theory perspective. Organizational Behavior and Human Decision Processes, 108, 79-92.
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Banai, M., & Reisel, W.D. (2007), The influence of supportive leadership and job characteristics on work alienation: A six-country investigation. Journal of World Business, 42, 463-476.
Dawes, P.L., Massey, G.R. (2005), Antecedents of conflict in marketing's cross- functional relationship with sales. European Journal of Marketing, 39(11/12), 1327-1344.
Golparvar, M. N. Sh., & Mahdad, A. (2008). Relationship between Stress, Emotional Exhaustion and Organizational Deviant Behaviors in Zob Ahan Co: Evidence for Stress-Burnout Model (imbalance) -Compensation. New Findings in Psychology, 2(8), 19-34, (In Persian).
Harris, K.J., Kacmar, K.M., & Zivnuska, S. (2007), an investigation of abusive supervision as a predictor of performance and the meaning of work as a moderator of the relationship. The Leadership Quarterly, 18, 252-263.
Harvey, P., Stoner, J., Hochwarter, W., & Kacmar, C. (2007), Coping with abusive supervision: The neutralizing effects of ingratiation and positive affect on negative employee outcomes. The Leadership Quarterly, 18, 264-280.
Kanungo, S. (1990), Culture and work alienation: Western models and eastern realities. International Journal of Psychology, 25, 795-812.
Korman, A.K., Wittig Berman, U., & Lang, D. (1981), Career success and personal failure: Alienation among professionals and managers. Academy of Management Journal, 24, 342-360.
Maslach, C., & Jackson, S.E. (1981), the measurement of experienced burnout. Journal of Occupational Behavior, 2, 99-113.
Meyers, L.S., Gamst, G., & Guarino, A.J. (2006), Applied multivariate research. Thousand Oaks, London: SAGE Publications.
Mitchell, M.S., & Ambrose, M.L. (2007), Abusive supervision and workplace deviance and the moderating effects of negative reciprocity beliefs. Journal of Applied Psychology, 92, 1159-1168.
Mulki, J.P., Jaramillo, F., & Locander, W.B. (2006), Emotional exhaustion and organizational deviance: Can the right job and a leader's style make a difference? Journal of Business Research, 59, 1222-1230.
Rod, M., Ashill, N.J., & Carruthers, J. (2008), the relationship between jobs demand stressors, service recovery performance and job outcomes in a state-owned enterprise. Journal of Retailing and Consumer Services, 15, 22-31.
Sakaran, A. (1981). Research Methods in Management. Translated by Mohammad Saebi and Mahmoud Shirazi. Tehran: Institute for Higher Education Research and Management Planning, (In Persian).
Sarmad, Z., Bazargan, A., & Hejazi, A. (1997). Research Methods in Behavioral Sciences. Tehran: Agah Publishing, (In Persian).
Tepper, B.J. (2000), Consequences of abusive supervision. Academy of Management Journal, 43, 178-190.
Tepper, B.J. (2007), Abusive supervision in work organizations: Review, synthesis, and research agenda. Journal of Management, 33, 261-289.
Thau, S., Bennett, R.J., Mitchell, M.S., & Beth Marrs, M. (2009), how management style moderates the relationship between abusive supervision and workplace deviance: An uncertainty management theory perspective. Organizational Behavior and Human Decision Processes, 108, 79-92.