اثر برخی پیشایندهای فردی و سازمانی بر طفره‌روی مجازی با تعدیلگری خودکارآمدی شغلی در کارکنان یک شرکت صنعتی
محورهای موضوعی : صنعتیبنفشه غلامپور 1 , عبدالزهرا نعامی 2 , نسرین ارشدی 3
1 - کارشناسی ارشد روانشناسی صنعتی و سازمانی، دانشگاه شهید چمران اهواز، اهواز، ایران.
2 - استاد گروه روانشناسی، دانشگاه شهید چمران اهواز، اهواز، ایران.
3 - دانشیار گروه روانشناسی صنعتی و سازمانی، دانشکده علوم تربیتی و روانشناسی، دانشگاه شهید چمران اهواز
کلید واژه: برونگرایی, خشنودی شغلی, خودکارآمدی شغلی, طفره‌روی مجازی, کارکنان صنعتی,
چکیده مقاله :
هدف این پژوهش بررسی اثر برخی پیشایندهای فردی و سازمانی (برونگرایی، عدالت سازمانی، تعهد سازمانی و خشنودی شغلی) بر طفره‌روی مجازی با نقش تعدیلکنندگی خودکارآمدی شغلی بود. طرح پژوهش، توصیفی از نوع همبستگی از طریق الگویابی معادلات ساختاری بود. جامعه آماری پژوهش شامل تمامی کارکنان یک شرکت صنعتی در سال 1396 بود که از این جامعه، با استفاده از روش نمونه‌گیری تصادفی طبقه‌ای، 224 نفر به عنوان نمونه انتخاب شدند. ابزارهای مورد استفاده در این پژوهش شامل پرسشنامه‌های طفره‌روی مجازی (Lim, 2002)، شخصیت NEO (Costa & McCrae, 1992)، عدالت سازمانی (Colquitt, 2001)، تعهد سازمانی (Mowday et al., 1979)، خشنودی شغلی(Andrews & Withey, 1976) و خودکارآمدی شغلی (Sherer et al., 1982) بودند. تحلیل دادههای جمعآوریشده با استفاده از الگویابی معادلات ساختاری و تحلیل رگرسیون چندگانه انجام شد. نتایج نشان داد که الگوی نهایی پس از حذف مسیر غیرمعنیدار تعهد سازمانی به طفره‌روی مجازی، از برازش مطلوبی برخوردار است. همچنین، نتایج نشان داد که برونگرایی، عدالت سازمانی و خشنودی شغلی بر طفره‌روی مجازی اثر معنیداری دارند (01/0p<). علاوه بر آن، خودکارآمدی شغلی تأثیر عدالت سازمانی و خشنودی شغلی را بر طفره‌روی مجازی تعدیل می‌کند (05/0p<).
The purpose of this study was to investigate the effect of some individual and organizational antecedents (extraversion, organizational justice, organizational commitment and job satisfaction) on cyberloafing with the moderating role of job self-efficacy. The research design was a descriptive correlation through structural equation modeling (SEM). The statistical population of the study included all employees of an industrial company in 2017, from which 224 people were selected as a sample using stratified random sampling. The tools used in this study included Cyberloafing (Lim, 2002), NEO Personality (Costa & McCrae, 1992), Organizational Justice (Colquitt, 2001), Organizational Commitment (Mowday et al., 1979), Job Satisfaction (Andrews & Withey, 1976), and Self-Efficacy (Sherer et al., 1982) Questionnaires. The collected data were analyzed using structural equation modeling and multiple regression analysis. The results showed that the final model, after eliminating the insignificant path of organizational commitment to cyberloafing, had a good fit. Also, the results showed that extraversion, organizational justice, and job satisfaction had a significant effect on cyberloafing (<p0.01). In addition, job self-efficacy moderated the effects of organizational justice and job satisfaction on cyberloafing (<p0.05).
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