پیش‌بینی تمایل به ترک شغل کارکنان براساس عوامل فردی، شغلی و سازمانی
الموضوعات :
فرزانه دباشی
1
,
ابوالقاسم نوری
2
1 - کارشناسی ارشد روان‌شناسی صنعتی و سازمانی، دانشگاه اصفهان، اصفهان، ایران
2 - عضو هیأت علمی دانشگاه اصفهان، اصفهان، ایران
الکلمات المفتاحية: کارکنان, حمایت سازمانی ادراک‌شده, رضایت شغلی, تمایل به ترک شغل, اشتیاق شغلی, تعارض کارـ خانواده,
ملخص المقالة :
هدف از این پژوهش پیش‌بینی تمایل به ترک شغل کارکنان براساس عوامل فردی، شغلی و سازمانی در کارکنان سازمان بیمۀ تأمین اجتماعی است. طرح پژوهش رابطه‌ای است. جامعۀ آماری همۀ کارکنان پنج شعبۀ اصلی سازمان بیمۀ تأمین اجتماعی شهر اصفهان در سال 1391 بود. بر اساس جدول تعیین حداکثر حجم نمونۀ مورگان، 147 نفر به روش نمونه‌گیری تصادفی طبقه‌ای انتخاب شدند و به پرسشنامه‌های هوش هیجانی (وونگ و لاو، 2002)، تعارض کارـ خانواده (نت‌مایر، بولز و مک‌ماریان، 1996)، رضایت شغلی (جاج و بنو، 2000)، اشتیاق شغلی (شوفلی و بکر، 2003)، حمایت سازمانی ادراک شده (روهادز و آیزنبرگر، 2002) و تمایل به ترک شغل (اورایلی، چتمن و کالدول، 1991) پاسخ دادند. داده‌ها با استفاده از تحلیل رگرسیون گام به گام تحلیل شدند. یافته‌های گام آخر تحلیل رگرسیون نشان داد که رضایت شغلی، اشتیاق شغلی، حمایت سازمانی ادراک شده و تعارض کارـ خانواده، در مجموع قادر به پیش‌بینی 50 درصد از تمایل به ترک شغل کارکنان هستند (01/0P<).
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