طراحی و آزمودن الگویی از برخی پیشایندهای قصد ترک شغل
محورهای موضوعی : تکتونواستراتیگرافی
نسرین ارشدی
1
(گروه روانشناسی-دانشکده علوم تربیتی و روانشناسی-دانشگاه شهید چمران اهواز)
مریم محمودی کیا
2
(گروه روانشناسی-دانشکده علوم تربیتی و روانشناسی-دانشگاه شهید چمران اهواز)
کیومرث بشلیده
3
(گروه روانشناسی-دانشکده علوم تربیتی و روانشناسی-دانشگاه شهید چمران اهواز)
عبدالکاظم نیسی
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.
Abdulkareem, R., Chauhan, A., & Maitama, K. (2015). The relationship between human resource management practices and employee’s turnover intention among registered nurses in Nigerian public hospitals: The mediating role of organizational trust. UTM Press, 2, 95–98.
Afkhami Ardakani, M., & Farahi, R. (2011). Culture, organizational commitment and intention to leave of knowledge workers: Designing and presenting a model in RIPI. Journal of Iranian Management Science, 6(24), 1-24.
Ajzen, l. (1991). The theory of planned behavior. Organizational behavior and human decision processes. 50( 2), 179-211.
Allen, N.J. & Meyer, J.P. (1990). The measurement and antecedents of affective,
continuance and normative commitment to the organization. Journal of Occupational Psychology, 63, 1-18.
Alzubi, Y. Z. W. (2018). Turnover intention in Jordanian Universities: The role leadership behavior, organizational commitment and organizational culture. International Journal of Advanced and Applied Sciences, 5(1), 177-192.
Anderson, J., & Gerbing, D. (1988). Structural equation modeling in practice: A review and recommended two-step approach. Psychological Bulletin, 103(3), 411-423.
Arshadi, N. (2007). Designing and testing a model of some precedents and outcomes of work motivation. Ph.D. Thesis Industrial and Organizational Psychology, Shahid Chamran University of Ahvaz, Ahvaz.
Arshad, R. (2016). Psychological contract violation and turnover intention: Do cultural values matter? Journal of Managerial Psychology, 31(1), 251-264.
Asela, N., Nasrudin, B. T., Rafidee, H., Hasbollah, B., Anna, D., & Bah Simpong, B. T. (2017). Types, cause and effects of hotel staff turnover intention: A literature review from hotel industry in Malaysia. International Journal of Management and Applied Science, 3 (3), 120-122.
Ballou, N. S. (2013). The effects of psychological contract breach on job outcomes. Master’s thesis, San Jose State University, California.
Bazira, D. (2017). Organizational learning culture and utilization of evaluation results by international development agencies. Dissertation Master business and management, Uganda Technology and Management University.
Beshlideh, K., Arshadi, N., & Sakhravi, R. (2016). Investigation of the relationship between organizational learning culture with psychological empowerment and organizational innovation according to the mediating role of organizational learning on the staff of National Iranian Drilling Company. Journal of Managing Education in Organizations, 5(1), 163-188.
Cammann, C., Fichman, M., Jenkins, D., & Klesh, J. (1979). The Michigan Organisational Assessment Questionnaire. Unpublished manuscript,
University of Michigan, Ann Arbor, Michigan.
)8- روشها و مدلهای روانشناختی/سال دهم/شماره سی و هفتم/ پاییز 8931 )صص 42
48
Cantisano, G. T., Dominguez, F. M., & Depolo, M. (2008). Psychological contract breach and outcomes: Combining meta-analysis and structure equation models. Psicothema, 20(3), 487-496.
Choi, S. (2011). Organizational justice and employee work attitudes: The federal case. The American Review of Public Administration. 41, 185-204.
Chou, C. P., & Bentler, P. M. (1995). Estimates and tests in structural equation modeling. In R. H. Hoyle (Ed.), Structural equation modeling: Concepts, issues and applications. California: Sage.
Edwards, S, W. (2010). The mediating effects of trust, communication, satisfaction, and withdrawal behavior on the relationship between justice and outcome acceptability. Doctoral Dissertation, Business Administration.
Golparvar, M., Hasseinzadeh, K. H., Abedini, M., & Ashja, A. (2014). The structural model of psychological contract violation, organizational commitment, turnover, job satisfaction and deviant behaviors. Journal of Researches of Cognitive and Behavioral Science, 4(1), 55-70.
Gyensare, M. A., Otoo, E. A., Asare, J. A., & Twumasi, J. A. (2015). Antecedents and consequence of employee turnover intention: Empirical evidence from Ghana. Journal of Management Science Letters, 5. 781–796.
Haghighi Kafash, M., Dehdashti Shahrokh, Z., & Gharibi, H. (2014). The relationship between customer satisfaction and organizational learning culture: The mediating role of job satisfaction. Journal of Management tomorrow, 13(38), 41-54.
Hariri G. R., Yaghmaei, F., Zagheri Tafreshi, M., & Shakeri, N. (2012). Assessment of some factors related to leave in nurses and their demographic character in educational hospitals of Shahid Behesthi University of Medical Sciences. Journal of Health Promotion Management, 1(3), 17-27.
Herath, H. M. M. L., & Shamila, F. A. (2018). The impact of employee personality traits on
organizational commitment in an apparel industry in Trincomalee district. South Asian Journal of Social Studies and Economics, 1(1), 1-11.
Islam, T., Ahmed, I., Norulkamar BT, U., & Ahmed, U. (2015). The influence of organizational learning culture and perceived organizational support on employees’ affective commitment and turnover intention. Nakao Business Review International, 6(4), 417 – 431.
Islam, T., Khan, S., Ahmad, U. N. U., & Ahmed, I. (2013). Organizational learning culture
and leader- member exchange: The way to enhance organizational commitment and reduce
turnover intentions. The Learning Organization, 20(4/5), 322-337.
44 رراحی و ززمودن الگویی از برخی پیشایندهای قصد ترک شغل
Jang, j., & George, R. T. (2012). Understanding the influence of polychronicity on job satisfaction and turnover intention: A study of non-supervisory hotel employees. International Journal of Hospitality Management, 31, 588- 595.
Jeon, H. N. (2009). The impact of organizational justice and job security on organizational commitment exploring the mediating effect of trust in top management. Doctoral Dissertation, University of Minesota.
Joo, B. (2010). Organizational commitment for knowledge workers: The roles of perceived organizational learning culture, leader-member exchange quality and turnover intentions. Human Resource Development Quarterly, 21(1), 69-85.
Joo, B. and Park, S. (2010). Career satisfaction, organizational commitment, and turnover intention the effects of goal orientation, organizational learning culture and developmental feedback. Leadership & Organization Development Journal, 31(6), 482-500.
Khan, I., Nawaz, A., Afaq Qureshi, Q., & Ahmed Khan, Z. (2016). The impacts of burnout, absenteeism and commitment on intention to leave. Journal of Education and Practice, 7(1), 5-9.
Kildass, A., & Bahron, A. (2015). The relationship between perceived supervisor support, perceived organizational support, organizational commitment and employee turnover intention.
Kishokumar, R. (018). The impact of psychological contract on organizational citizenship behavior: An investigation on banking sector in Eastern Province, Sri Lanka. Asian Journal of Economics, Business and Accounting, 6(1), 1-13.
Kumar, N. (2016). Role of perceived organizational support and organizational justice on employee turnover intentions: A literature review. International Journal of Management and Social Science Research Review, 1(5), 106-112.
Krishnan, R., Loon, K. W., Ahmad, N. A. F. binti, & Yunus, N. A. S. (2018). Examining the Relationship between Organizational Justice and Job Performance. International Journal of Academic Research in Business and Social Sciences, 8(3), 466–477.
Latham, G. P. (2010). Work motivation: History, theory, research and practice, Arshadi, N, 1nd ed, Jangal, Javedane: Tehran.
Limor, K. L., & Jacob, W. (2018). The effect of internal marketing on turnover intentions in knowledge workers in the IT sector. International Journal of Human Resource Studies, 8 (1),290-326.
Mayer, R. C., & Davis, J. H. (1999). The effect of the performance appraisal system on trust for management: A field quasi-experiment. Journal of Applied Psychology, 84, 123-136.
)8- روشها و مدلهای روانشناختی/سال دهم/شماره سی و هفتم/ پاییز 8931 )صص 42
49
McKnight, D. H., Phillips, B., & Hardgrave, B. C. (2009). Which reduces IT turnover intention the most: Workplace characteristics or job characteristics? Information & Management, 46, 167-174.
Paracha, A. (2014). Impact of psychological contract breach and psychological contract fulfillment on employees’ intention to quit in telecom sector of Pakistan. IOSR Journal of Business and Management, 16(1), 93-97.
Piryaei, S. (2011). The effect of organizational justice on job performance, organizational commitment and turnover intention, considering the mediating role of system trust and interpersonal trust in employees of NISOC, Ahvaz. Master thesis Industrial and Organizational Psychology, Shahid Chamran University of Ahvaz, Ahvaz.
Piryaei, S., & Arshadi, N. (2012). The effect of job security and organizational justice on turnover intention: Mediating role of trust in top management. Quarterly Journal of Career & Organizational Counseling, 4 (11), 78- 94.
Rahim, M., Magner, N., & Shapiro, D. (2000). Do justice perceptions influence styles of handling conflict with supervisors? What justice perceptions, precisely? The International Journal of Conflict Management, 11, 9-13.
Rahmanzade, E, Parsa Yekta, Z, Farahani, M, & Yekani Nejad (2014). Nurses’ organizational commitment in hospitals affiliated to Tehran University of Medical Sciences . Iran Journal of Nursing,26 (86), 28-39.
Rhoades, L., & Eisenberger, R. (2002). Perceived organizational support: A review of the literature. Journal of Applied Psychology, 87, 698–714.
Sadeghi, M. B., Kazerooni, F., & Arshadi, N. (2012). The impact of perceived organizational injustice and opportunities for growth and promotion on envy feeling: The mediating role of violation psychological contracts and perceived supervisor support. 3rd National Congress of Biennial of Industrial and Organizational Psychology.12
Shahi, S., Andarz, S., Andarz, K., & Yasini, M. (2017). The relationship between organizational justice and perceived organizational support with the desire to leave the occupation knowledge workers. Journal of Organizational Resources Management Researches, 7(2), 105-127.
Thorn, D. (2010). Perceptions of organizational justice, job satisfaction and organizational commitment in intercollegiate athletics: a study of NCAA men’s sport coaches. Doctoral Dissertation. University of Louisville.
Vantilborgh T. (2014). Volunteers’ reactions to psychological contract fulfillment in terms of exit, voice, loyalty, and neglect behavior, VOLUNTAS, International Journal of Voluntary and Nonprofit Organizations,26(2), 1-25.
Wang, Y.F., Li, Z.Y., Wang, Y. and Gao, F. (2017). Psychological contract and turnover intention: The mediating role of organizational commitment. Journal of Human Resource and Sustainability Studies, 5, 21-35.
42 رراحی و ززمودن الگویی از برخی پیشایندهای قصد ترک شغل
Wang, J. H., Tasi, K. C., Lei, L. J. R., Chio, I. F., & Lai, S. K. (2016). Relationships among Job satisfaction, organizational commitment, and turnover intention: Evidence from the Gambling Industry in Macau. Journal of Business and Management Studies, 2(1), 104-121.
Watkins, K. E., & Marsick, V. J. (2003). Making learning count! Diagnosing the learning culture in organizations. Thousand Oaks, CA: Sage Publications.
Wen, T., Zhang, Y., Wang, X., & Tang, G. (2018). Factors influencing turnover intention among primary care doctors: A cross- sectional study in Chongqing, China. Human Resources for Health, 16(10): 1-11.
Williams, A. A., & Owusu-Acheampong, E. (2016). Human resource management practiced and their effect on employee turnover in the hotel industry in cape coast, Ghana. Global Journal of Human Resource Management, 4(4), 35-45.
Yang, W., & Chao, L. (2016). How psychological contract breach influences organizational identification and organizational citizenship behavior: The mediating role of psychological capital.American Journal of Industrial and Business Management, 6, 922-930.
Zahiri, A. Arshadi, N., & Neisi, A. (2014). Designing and testing a model of some antecedents and outcomes of ethical leadership in employees of Karun Oil and Gas Production Company.Journal of Psychological Achievement, 21(2), 105-124.
Zhang, W., Meng, H., Yang, Sh,. & Liu, D. (2018). The influence of professional identity, job
satisfaction, and work engagement on turnover intention among township health inspectors in China. International Journal of Environmental Research and Public Health, 15, 988, 1-13.
