اثر برخی پیشایندهای فردی و سازمانی بر طفره‌روی مجازی با تعدیلگری خودکارآمدی شغلی در کارکنان یک شرکت صنعتی
الموضوعات :بنفشه 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
الکلمات المفتاحية: برونگرایی, خشنودی شغلی, خودکارآمدی شغلی, طفره‌روی مجازی, کارکنان صنعتی,
ملخص المقالة :
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<).
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