طراحی و آزمودن الگویی از برخی پیشایندهای قصد ترک شغل
محورهای موضوعی : تکتونواستراتیگرافینسرین ارشدی 1 , مریم محمودی کیا 2 , کیومرث بشلیده 3 , عبدالکاظم نیسی 4
1 - گروه روانشناسی-دانشکده علوم تربیتی و روانشناسی-دانشگاه شهید چمران اهواز
2 - گروه روانشناسی-دانشکده علوم تربیتی و روانشناسی-دانشگاه شهید چمران اهواز
3 - گروه روانشناسی-دانشکده علوم تربیتی و روانشناسی-دانشگاه شهید چمران اهواز
4 - گروه روانشناسی-دانشکده علوم تربیتی و روانشناسی-دانشگاه شهید چمران اهواز
کلید واژه: عدالت سازمانی, قصد ترک شغل, نقض قرارداد روانشناختی, فرهنگ یادگیری سازمانی, اعتماد به مدیریت ارشد,
چکیده مقاله :
هدف از انجام پژوهش حاضر طراحی و آزدمون الگویی از برخی پیشایندهای قصد ترک شغل بود. شرکت‌کنندگان در پژوهش 350 نفر از کارکنان شرکت بهره‌برداری نفت و گاز آغاجاری بودند که به روش تصادفی طبقه‌ای انتخاب شدند. برای سنجش متغیرهای مورد مطالعه از پرسشنامه‌های نقض قرارداد روانشناختی، حمایت سازمانی ادراک‌شده، فرهنگ یادگیری سازمانی، عدالت سازمانی، تعهد سازمانی، اعتماد به مدیریت ارشد و قصد ترک شغل استفاده شد. تحلیل داده‌های پژوهش با استفاده از روش الگویابی معادلات ساختاری (SEM) و نرم‌افزارهای SPSS ویراست 22 و AMOS ویراست 22 انجام گرفت. نتایج نشان دادند که الگوی پیشنهادی از برازش خوبی با داده‌ها برخوردار است. یافته‌های مربوط به مسیرهای مستقیم الگوی پیشنهادی حاکی از معنی‌داری این مسیرها بود. همچنین، نتایج مربوط به روابط غیرمستقیم نقش واسطه‌ای تعهد سازمانی را در رابطه بین نقض قرارداد روانشناختی، حمایت سازمانی ادراک‌شده و فرهنگ یادگیری سازمانی با قصد ترک شغل و نیز اعتماد به مدیریت ارشد در رابطه بین عدالت سازمانی با قصد ترک شغل مورد تأیید قرار دادند.
The purpose of this research was designing and testing a model of some antecedents of turnover intention. The sample of this study consisted of 350 employees from Aghajari Oil and Gas Production Company who were selected by stratified random sampling method. The instruments used in the study were psychological contract breach questionnaire, perceived organizational support questionnaire, organizational learning culture questionnaire, organizational justice questionnaire, and organizational commitment questionnaire, trust in top management questionnaire and turnover intention questionnaire. Structural equation modeling (SEM), and SPSS-22 and AMOS-22 softwares were used for data analysis. Results indicated that the proposed model fit the data properly. The findings regarding direct paths showed that all of them are statistically significant. Findings also showed that organizational commitment plays a mediating role on the relationship between psychological contract breach, perceived organizational support and organizational learning culture with turnover intention and trust in top management on the relationship of organizational justice and turnover intention.
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