تأثیر سازگاری شغلی بر ارتقای شغلی با میانجی‌گری خودشیرینی سازمانی و تعدیل‌کنندگی حمایت‌شغلی
محورهای موضوعی : توانمندسازی سرمایه انسانی
داریوش طهماسبی آقبلاغی
1
(دانشجوی دکتری مدیریت سیاستگذاری بازرگانی. دانشکده مدیریت. پردیس فارابی دانشگاه تهران. قم. ایران و کارشناس ارزی بانک تجارت)
زهره رحیمی
2
(کارشناس ارشد مدیریت بازرگانی. دانشکده مدیریت و حسابداری. دانشگاه سمنان. سمنان. ایران)
غلامرضا سلیمی
3
(استادیار مدیریت، دانشکده مدیریت راهبردی، دانشگاه عالی دفاع ملی)
کلید واژه: ارتقای شغلی, کلید واژه: سازگاری شغلی, خودشیرینی کارکنان, حمایت شغلی,
چکیده مقاله :
هدف پژوهش حاضر مشخص کردن تأثیر سازگاری شغلی بر ارتقای شغلی به‌واسطه خودشیرینی و تعدیل‌کنندگی حمایت شغلی است. این پژوهش از نوع همبستگی است و برای گردآوری داده‌ها از پرسشنامه استفاده شده است. روایی محتوایی آن با نظر متخصصان، استادان دانشگاهی و کارشناسان خبره تأیید شد. پایایی ابزار با محاسبه آلفای کرونباخ در سطح مناسبی قرار داشت. تعداد 76 نفر از کارمندان بانک مسکن استان سمنان نمونه آماری این پژوهش را تشکیل دادند و روش نمونه‌گیری در این پژوهش در دسترس(اتفاقی) بوده است. یافته‌های پژوهش، پس از تحلیل مسیر نشان داد سازگاری شغلی تأثیر مثبت و معناداری بر خودشیرینی و ارتقای شغلی دارد، همچنین تأثیر مثبت خودشیرینی بر ارتقای شغلی نیز مورد تأیید قرار گرفت. ولی حمایت شغلی نتوانست تعدیل‌کننده‌ای برای تأثیر سازگاری شغلی بر ارتقای شغلی باشد و فرضیه پایانی که نقش میانجی گری خودشیرینی بین سازگاری شغلی بر ارتقای شغلی بود، تایید شد.
The purpose of this study was to determine the effect of career adaptability on career promotion through ingratiation and moderation of job support. This is a correlation study and a questionnaire was used to collect data. Its content validity was confirmed by experts, academic professors and expert experts. Reliability of the instrument was calculated at the appropriate level by calculating the Cronbach's alpha. A sample of 76 employees of the maskan bank of Semnan province formed the statistical sample of this study and the sampling method was available in this study (random). Findings of the research showed that career adaptability has a positive and significant effect on job promotion and ingratiation also the positive effect of ingratiation on job promotion has been confirmed. But job support was not able to moderate the effect of career adaptability on job promotion, and the final assumption that the role of mediating ingratiation between career adaptability and job promotion was confirmed.
ابراهیمی بلوط بازه، عباس. (1389). بررسی تأثیر درک سیاست‌های سازمانی و حمایت‌های سازمانی در بروز رفتارهای انحرافی در بین کارکنان. پایان‌نامه کارشناسی ارشد. دانشگاه تربیت مدرس. دانشکده مدیریت و اقتصاد.
حریری، نجلا. روتن، سیده زهرا. جان محمدی، مریم. (1392). سنجش رابطه حمایت سازمانی ادراک‌شده و بی‌تفاوتی سازمانی در کتابداران، نشریه تحقیقات کتابداری و اطلاع رسانی دانشگاهی کتابخانه مرکزی و مرکز اسناد دانشگاه تهران. دوره 47. شماره 4. 397-414.
طهماسبی، رضا. غفاری، حسن. شبانی، مهدی. (1393). بررسی آثار خودباوری و عزت‌نفس بر شکل‌گیری تصویرپردازی در کارکنان بانک سپه. نشریه مدیریت فرهنگ سازمانی. دوره 12. شماره 3. 399-420.
هادوی نژاد، مصطفی. دانایی‌فرد، حسن. آذر، عادل. خائف اللهی، احمدعلی. (1392). رفتارهای منافقانه در ارتباطات بین فردی سازمان. چشم‌انداز مدیریت دولتی. شماره 13. 15-40.
نادری بنی، محمود. بردبار، غلامرضا. پزشکی نجف‌آبادی، فرشته. (1391). تبیین بیگانگی کاری با ویژگی‌های شغلی وحمایت سازمانی. فصلنامه کاوش‌های مدیریت بازرگانی. سال هفتم. شماره11. 169-190.
Appelbaum, S. H.; Hughes, B. (1998). “Ingratiation as a political tactic: Effects withinthe organization”. Management Decision, 36(2), 85-95.
Aryee, S., Wyatt, T. and Stone, R. (1996). ‘Early career outcomes of graduate employees: the effect of mentoring and ingratiation’. Journal of Management Studies, 33, 95–118.
Barclay, W. B. Chapman, J. R., & Brown, B. L. (2013). Underlying factor structure of Schein’s career anchor model. Journal of Career Assessment, 21, 430-451.
Brown, S. D., & Lent, R. W. (Eds.). (2004). Career development and counseling: Putting theory and research to work.
Baron, R. M., & Kenny, D. A. (1986). The moderator–mediator variable distinction in social psychological research: Conceptual, strategic and statistical considerations. Journal of Personality and Social Psychology, 51, 1173–1182.
Chan, S. H. J., & Mai, X. (2015). The relation of career adaptability to satisfaction and turnover intentions. Journal of Vocational Behavior, 89, 130–139
Chan, S. H., Mai, X., Kuok, O. M., & Kong, S. H. (2016). The influence of satisfaction and promotability on the relation between career adaptability and turnover intentions. Journal of Vocational Behavior, 92, 167-175.
Cai, Z., Guan, Y., Li, H., Shi, W., Guo, K., Liu, Y., ... & Hua, H. (2015). Self-esteem and proactive personality as predictors of future work self and career adaptability: An examination of mediating and moderating processes. Journal of Vocational Behavior, 86, 86-94.
Cialdini RB, DeNicholas ME. (1989). Self-presentation by association. Joumai of Personality and Social Psychology, 57, 626-631
De Guzman, A. B., & Choi, K. O. (2013). The relations of employability skills to career daptability among technical school students. Journal of Vocational Behavior, 82,199-207.
DeNisi AS, Williams KJ. (1988). Cognitive approaches to performance appraisal. Research in Personnel and Human Resources Management, 6, 109-155.
Guan, Y., Deng, H., Sun, J., Wang, Y., Cai, Z., Ye, L., et al. (2013). Career adaptability, job search self-efficacy and outcomes: A three-wave investigation among Chinese university graduates. Journal of Vocational Behavior, 83, 261-270.
Greenhaus, J. H., Parasuraman, S., & Wormley, W. M. (1990). Effects of race on organizational experiences, job performance evaluations, and career outcomes. Academy
of Management Journal, 33, 64–86.
Guan, Y., Zhou, W., Ye, L., Jiang, P., & Zhou, Y. (2015). Perceived organizational career management and career adaptability as predictors of success and turnover intention among Chinese employees. Journal of Vocational Behavior, 88, 230-237
Griffin, B., & Hesketh, B. (2005). Counseling for work adjustment. In S. D. Brown & R. W. Lent (Eds.), Career development and counseling: Putting theory and research to work (pp. 483–505). Hoboken, NJ: Wiley.
Fandt PM, Ferris GR. (1990). The management of information and impressions: When employees behavior opportunistically. Organizational Behavior and Human Decision Processes, 45, 140-158.
Hayes, A. F. (2013). Introduction to mediation, moderation, and conditional process analysis: A regression-based approach. Guilford Press.
Harris, K.J., Kacmar, K.M., Zivnuska, S., & Shaw, J.D. (2007). The impact of political skill on impression management effectiveness. Journal of Applied Psychology, 92, 278-285.
Hirschi, A., Herrmann, A., & Keller, A. C. (2015). Career adaptivity, adaptability, and adapting: A conceptual and empirical investigation. Journal of Vocational Behavior, 87, 1-10.
Ito, J. K., & Brotheridge, C. M. (2005). Does supporting employees’ career adaptability lead to commitment, turnover, or both? Human Resource Management, 44(1), 5-19.
Judge TA Bretz RD. (1994). Political influence behavior and career success. Joumal of Management, 20, 43-66.
Jones, E.E., (1964). Ingratiation. Appleton-Century-Crofts, New York.
J. Suls (Ed.), Psychological perspectives on the self (Vo1. 1, pp. 231-262). Hillsdale, NJ: Lawrence Erlbaum.
Koen, J., Klehe, U. C., & Van Vianen, A. E. (2012). Training career adaptability to facilitate a successful school-to-work transition. Journal of Vocational Behavior, 81, 395-408.
Kumar, K., & Beyerlein, M. (1991). Construction and validation of an instrument for measuring ingratiatory behaviors in organizational settings. Journal of Applied Psychology, 76, 619-627.
King, Z. (2004). Career self-management: Its nature, causes and consequences. Journal of Vocational Behavior, 65, 112-133.
Kram, K. E. (1985). Mentoring at work: Developmental relationships in organizational life. Glenview, IL: Scott, Foresman.
Kristof-Brown, A. L., Jansen, K. J., & Colbert, A. E. (2002). A policy-capturing study of the simultaneous effects of fit with jobs, groups, and organizations. Journal of Applied Psychology, 87(5), 985–993.
Leenu, N., Lakhwinder, S. (2012). Role of Perceived Organizational Support in the Relationship between HR practices and organizational trust. Global Business Review, 13: 239–249.
Monteiro, S., & Almeida, L. S. (2015). The relation of career adaptability to work experience, extracurricular activities, and work transition in Portuguese graduate students. Journal of Vocational Behavior, 91, 106-112.
Maggiori, C., Johnston, C. S., Krings, F., Massoudi, K., & Rossier, J. (2013). The role of career adaptability and work conditions on general and professional well-being. Journal of Vocational Behavior, 83(3), 437–449.
Markham, W. T., Harlan, S. L., & Hackett, E. J. (1987). Promotion opportunity in organizations: Causes and consequences. In KM Rowland & GR Ferris (Eds.), Research in personnel and human resources management, 5: 223-287. Greenwich, CT: JAI Press.
Morrison, R.F., & Hall, D.T. (2002). Career adaptability. In D.T. Hall (Ed.), Careers in and out of organizations (pp. 205–233).
Maynard, D. C., & Parfyonova, N. M. (2013). Perceived overqualification and withdrawal behaviors: Examining the roles of job attitudes and work values. Journal of Occupational and Organizational Psychology, 86, 435-455.
Ohme, M., & Zacher, H. (2015). Job performance ratings: The relative importance of mental ability, conscientiousness, and career adaptability. Journal of Vocational Behavior, 87, 161-170.
Rossier, J., Zecca, G., Stauffer, S.D., Maggiori C., & Dauwalder, J.P. (2012). Career Adapt- Abilities Scale in a French-speaking Swiss sample: Psychometric properties and relationships to personality and work engagement. Journal of Vocational Behavior, 80, 734-743.
Robin, S., Rusinowska, A., & Villeval, M.C. (2014). Ingratiation: Experimental Evidence. European Economic Review, 66, 16-38.
Savickas, M. L. (2013). Career construction theory and practice. S. 147-183 in: Lent, Robert W., und Steven D. Brown (Hg.). Career development and counseling: Putting theory and research to work. Hoboken, NJ: John Wiley. Hoboken, New Jersey: John Wiley & Sons.
Savickas, M. L., Nota, L., Rossier, J., Dauwalder, J. P., Duarte, M. E., Guichard, J., & Van Vianen, A. E. (2009). Life designing: A paradigm for career construction in the 21st century. Journal of Vocational Behavior, 75, 239-250.
Savickas, M.L. & Porfeli, E.J. (2012a). Career adapt-abilities scale: Construction, reliability, and measurement equivalence across 13 countries. Journal of Vocational Behavior, 80, 661-673.
Sibunruang, H., Garcia, P. R. J. M., & Tolentino, L. R. (2016). Ingratiation as an adapting strategy: Its relationship with career adaptability, career sponsorship, and promotability. Journal of Vocational Behavior, 92, 135-144.
Seibert, S.E., Kraimer, M.L., & Liden, R.C. (2001). A social capital theory of career success. Academy of Management Journal, 44, 219-237.
Savickas, M. L., & Porfeli, E. J. (2012b). Career Adapt-Abilities Scale-USA Form:
Psychometric properties and relation to vocational identity. Journal of Vocational
Behavior, 80, 748-753.
Tett, R. P., & Meyer, J. P. (1993). Job satisfaction, organizational commitment, turnover intention, and turnover: Path analyses based on meta-analytic findings. Personnel Psychology,46(2), 259–293.
Tolentino, L. R., Garcia, P. R. J. M., Restubog, S. L. D., Bordia, P., & Tang, R. L. (2013). Validation of the Career Adapt-Abilities Scale and an examination of a model of career adaptation in the Philippine context. Journal of Vocational Behavior, 83(3), 410-418.
Yang, W., Guan, Y., Lai, X., She, Z., & Lockwood, A. J. (2015). Career adaptability and perceived overqualification: Testing a dual-path model among Chinese human resource management professionals. Journal of Vocational Behavior, 90, 154-162.
Wayne, S. J., & Liden, R. C. (1995). Effects of impression management on performance ratings: A longitudinal study. Academy of ManagementJournal, 38, 232-260.
Van Vianen, A. E. M., Klehe, U. C., Koen, J., & Dries, N. (2012). Career adapt-abilities scaleNetherlands form: Psychometric properties and relationships to abilities, personality, and regulatory focus. Journal of Vocational Behavior, 80(3), 716–724.
Zacher, H. (2014). Career adaptability predicts subjective career success above and beyond personality traits and core self-evaluations. Journal of Vocational Behavior, 84, 21-30.
_||_