ارائه مدل معادلات ساختاری متغیرهای روانشناختی موثر بر کاهش سکوت سازمانی
محورهای موضوعی : تکتونواستراتیگرافی
عباس ثابت
1
(دانشجوی دکتری مدیریت دولتی، دانشکده مدیریت و حسابداری، دانشگاه علامه طباطبائی، تهران، ایران)
سعید رازقی
2
(استادیار گروه مدیریت، واحد شیراز، دانشگاه آزاد اسلامی، شیراز، ایران)
علیرضا هاشمی
3
(کارشناس ارشد مدیریت اجرایی، گروه مدیریت، دانشگاه پیام نور، تهران، ایران)
کلید واژه: خوش‌بینی, برونگرایی, سکوت سازمانی, وظیفه شناسی, خودکارآمدی,
چکیده مقاله :
تحقیق حاضر با هدف ارائه مدل معادلات ساختاری متغیرهای روانشناختی موثر بر کاهش سکوت سازمانی انجام گرفته است. مطالعه حاضر در زمره تحقیقات کاربردی و به لحاظ شیوه اجرای تحقیق، در زمره تحقیقات توصیفی- پیمایشی است و از حیث زمانی از نوع تحقیقات مقطعی به شمار میآید. پایایی ابزار جمعآوری دادهها با استفاده از ضریب آلفای کرونباخ ارزیابی شد و روایی آن با استفاده تکنیک تحلیل عاملی، مورد تأیید قرار گرفت. جهت آزمون فرضیهها و ارزیابی شاخصهای نکویی برازش از تکنیک مدلیابی معادلات ساختاری با استفاده از نرم افزار لیزرل استفاده شد. نتایج آزمون فرضیهها نشان داد که تمامی متغیرهای روانشناختی اثر مستقیم و معنادار بر سکوت سازمانی دارند. در این میان متغیر وجدانی بودن با ضریب مسیر 28/ 0 -بیشترین تاثیر را بر سکوت سازمانی دارد و بعد از آن به ترتیب خودکارآمدی کارکنان با ضریب مسیر 22/0 -، برونگرایی با ضریب مسیر 18/0 - و متغیر خوش بینی با ضریب مسیر 15/0- بیشترین تاثیر را را بر سکوت سازمانی دارد.
This study aims to provide structural equation model of psychological variables affecting organizational silence was reduced. This study is among the applied research and in terms of methods, as research is descriptive and cross-sectional study is temporally type. To collect data reliability was assessed using Cronbach's alpha coefficient and its validity, using confirmatory factor analysis technique, was approved. Then the model parameters are obtained and the research hypothesis significance test this technique is based on the results of structural equation modelling using LISREL software were discussed. The results of tests showed that all psychological variables direct and significant effect on organizational silence. The variable path coefficient -0/28 conscience with the greatest impact on organizational silence and then to track the efficacy of employees by a factor of -0/22, Extroversion and optimism path coefficient varies by a factor of -0/18 and- 0/15 path has the greatest impact on organizational silence.
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