بررسی نقش التزام کارکنان در روابط بین تعدّی نظارتی و خودکارآمدی نوآورانه آنان

محورهای موضوعی : مدیریت بازرگانی

رحمت اله مرزوقی ¹ (دانشیار دانشگاه شیراز، دانشکده علوم تربیتی و روانشناسی)
الهام حیدری ² (دانشجوی دکترای مدیریت آموزشی دانشگاه شیراز)

تاریخ دریافت : 1394/05/13 تاریخ پذیرش : 1395/02/20 تاریخ انتشار : 1395/06/01

کلید واژه: تعدّی نظارتی, التزام کارکنان, خودکارآمدی نوآورانه,

چکیده مقاله :

هدف این پژوهش بررسی نقش التزام کارکنان در روابط بین تعدّی نظارتی و خودکارآمدی نوآورانه آنان است. روش پژوهش توصیفی و از نوع همبستگی با استفاده از مدل معادلات ساختاری می باشد. نمونه تحقیق شامل 214 نفر از کارکنان شرکت برق منطقه ای استان فارس است که با استفاده از روش نمونه گیری تصادفی، انتخاب شده اند. ابزارهای این پژوهش شامل مقیاس های تعدّی نظارتی (تیپر، 2000)، التزام کارکنان (اسکافی و همکاران، 2006) و خودکارآمدی نوآورانه کارکنان (تایرنی و فارمر، 2002؛ درنر، 2012) بود که از روایی و پایایی خوبی برخوردار بودند. یافته ها نشان داد که تعدّی نظارتی تأثیر منفی و معناداری بر میزان التزام کارکنان دارد. به علاوه التزام کارکنان تاثیر مثبت و معناداری بر احساس خودکارآمدی نوآورانه می گذارد و سهم واسطه گری نیز در روابط بین تعدّی نظارتی و خودکارآمدی نوآورانه کارکنان تأثیر دارد.

چکیده انگلیسی:

A study of the employees’ obligation role in the relationship between abusive supervision and their innovative self-efficacy. The research method was correlational descriptive, using structural equations model. The sample included 214 employees of Fars Regional Electricity Company, who were selected by random sampling method. The basic tools of this research included abusive supervision (Tipper, 2000), employees’ obligation (Schaufeli et al, 2006) and employees’ innovative self-efficacy scale (Tierney & Farmer, 2000; Dörner, 2012 which had good reliability and validity. Findings indicated that abusive supervision had a negative and significant effect on employees’ engagement. In addition, employees’ obligation had a positive and significant effect on innovative self-efficacy and had a mediating role in the relationship between abusive supervision and employees’ innovative self-efficacy.

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