اثر سرمایۀ روانشناختی، اعتماد به سازمان و سبک رهبری تحولی بر رشد روانشناختی در کار: نقش میانجی‌گری نیازهای روانشناختی اساسی
الموضوعات :
غزاله حیاوی
1
(
دانشجوی دکتری روانشناسی، دانشگاه رازی کرمانشاه، کرمانشاه، ایران.
)
آسیه مرادی
2
(
استادیار، گروه روانشناسی، دانشکده علوم اجتماعی، دانشگاه رازی ، کرمانشاه، ایران.
)
خدامراد مومنی
3
(
دانشیار، گروه روانشناسی، دانشکده علوم اجتماعی، دانشگاه رازی ، کرمانشاه، ایران.
)
نسرین ارشدی
4
(
استاد، گروه روانشناسی، دانشگاه شهید چمران اهواز، اهواز، ایران.
)
الکلمات المفتاحية: رشد روانشناختی در کار, شرکت ملّی مناطق نفت‌خیز جنوب, سرمایۀ رواشناختی, سبک رهبری تحولی, اعتماد به سازمان, نیازهای روانشناختی اساسی,
ملخص المقالة :
هدف از انجام این پژوهش بررسی اثر سرمایۀ روانشناختی، اعتماد به سازمان و سبک رهبری تحولی بر رشد روانشناختی در کار از طریق نقش واسطه ای نیازهای روانشناختی اساسی بود. جامعۀ پژوهش کلیۀ کارکنان شرکت ملّی مناطق نفت خیز جنوب-منطقه اهواز در سال 1398 را در بر می گیرد که از این میان 418 نفر به روش نمونه گیری تصادفی طبقه ای انتخاب شدند. نتایج نشان داد که الگوی پیشنهادی از برازش خوبی با داده ها برخوردار است. یافته های پژوهش حاکی از تأیید اثرهای مثبت مستقیم نیازهای روانشناختی اساسی، سرمایۀ روانشناختی و اعتماد به سازمان به رشد روانشناختی در کار بود (001/0>p)؛ امّا اثر مثبت مستقیم رهبری تحولی به رشد روانشناختی در کار غیرمعنا دار بود. نتایج حاصل از این مطالعه نشان داد که سرمایۀ روانشناختی و اعتماد به سازمان هم به صورت مستقیم و هم غیرمستقیم و سبک رهبری تحولی تنها به صورت غیرمستقیم بر رشد روانشناختی در کار اثرگذارند. با توجه به نتایج پژوهش، اقداماتی در افزایش سرمایۀ روانشناختی و اعتماد به سازمان توصیه می شود.
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