مدل پیشبینی فرسودگیشغلی براساس عدالت و تعهدسازمانی، میل به تغییر، تعارض و ابهام نقش
محورهای موضوعی : آموزش و پرورش
میترا یادگار
1
(دپارتمان مدیریت و خدمات آموزشی، آموزشکده فنی و حرفه ای دختران نیریز ، دانشگاه فنی و حرفه ای استان فارس، ایران.)
محمدحسن صیف
2
(دانشیار، گروه علوم تربیتی، دانشگاه پیام نور، تهران، ایران،)
کلید واژه: تعارض نقش, فرسودگیشغلی, تعهدسازمانی,
چکیده مقاله :
فرسودگیشغلی یکی از عوامل اساسی در کاهش کارایی، از دسترفتن نیرویانسانی، ایجاد عوارض جسمی و روانی، بهخصوص در حرفههای خدمات انسانی، میباشد. این تحقیق با هدف ارائه مدل پیشبینی فرسودگیشغلی براساس عدالت و تعهد سازمانی، میل به تغییر، تعارض و ابهام نقش انجام شد. روش پژوهش همبستگی و جامعهآماری پژوهش همه کارکنان دانشگاه فنیوحرفهای و آزاد اسلامی شیراز بودند(430نفر) که از میان آنها 203 نفر به روش نمونهگیری خوشهای چندمرحلهای تصادفی انتخاب شدند. ابزار پژوهش شامل 5 پرسشنامه فرسودگیشغلی ماسلاچ(2001)، تعهدسازمانی آلن و مییر(2004)، میل به تغییر درویش یوسف(2000)، تعارض و ابهام نقش لو و همکاران(2001) و عدالتسازمانی کلکوئیت(2001) بود. دادهها از طریق ضریب همبستگی پیرسون و تحلیل مسیر تحلیل شد. نتایج پژوهش نشان داد که تعهدسازمانی دارای اثر مستقیم و اثر غیرمستقیم با میانجیگری ابهام نقش، میل به تغییر و تعارض نقش بر فرسودگیشغلی است. همچنین عدالتسازمانی دارای اثرغیرمستقیم با میانجیگری ابهام نقش، میل به تغییر و تعارض نقش بر فرسودگیشغلی است، ولی بین عدالتسازمانی و فرسودگیشغلی رابطه مستقیم معنادار وجود نداشت. درنهایت ابهام نقش، میل به تغییر و تعارض نقش دارای اثر مستقیم بر فرسودگیشغلی است. طبق شاخصهای برازششده، مدل نهایی پژوهش از برازش نسبتا خوبی برخوردار است.
Burnout is one of the most important factors in reducing productivity in organizations and involves physical and mental signs, especially in the human service professions.This research was to Burnout prediction model based on organizational justices and commitment, change Intention, Role conflict and ambiguity. The research method was correlation and the population was all the staff of technical & vocational and Islamic Azad Universityin shiraz(430 ones), that among them 203 ones were selected through multiple stage cluster randomized sampling method. Research instruments included 5 questionair Maslach burnout (2001), Allen & Meyer organizational commitment (2004), Darvish Yousef change intention (2000), Lu et al. role conflict and ambiguity (2001), and Colquitte organizational justice (2001). The data were analyzed using Pearson correlation coefficient and path analysis were utilized for analyzing the data. The results showed that organizational commitment have direct effect and also indirect effect on burnout via the mediation of change intention, role conflict and role ambiguity. Organizational justice had indirect effect on burnout via the mediation of change intention, role conflict and role ambiguity. No direct effect was found between organizational justice and burnout. Change intention, role conflict and role ambiguity had direct effect on burnout. According to the fitted indices, the final model of the study has a relatively good fit.
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