بررسی تأثیر همزمان دلبستگی و اعتماد به عنوان میانجی بر رابطه بین فرهنگ سازمانی و رضایت شغلی کارکنان اداره آموزش و پرورش شهرستان شیراز
محورهای موضوعی : آموزش و پرورش
علی محمد احمدی قراچه
1
(استادیار گروه روانشناسی و علوم تربیتی، دانشگاه پیام نور، تهران، ایران)
علی شجاعی فرد
2
(دانشیار گروه مدیریت، دانشگاه پیام نور، تهران، ایران)
کلید واژه: اعتماد, فرهنگ سازمانی, دلبستگی, رضایت شغلی. کارکنان اداره آموزش و پرورش شهرستان شیراز,
چکیده مقاله :
مقدمه و هدف: در دهههای اخیر دلبستگی شغلی و اعتماد یکی از محرک های بهره گیری از سرمایه های انسانی است که سبب پیشی گرفتن از رقبا و بهبود عملکرد سازمان می گردد، بنابراین به منظور ایجاد دلبستگی شغلی و اعتماد کارکنان می بایست به دنبال ارائه ی طرح و سیاست هایی بود که بتواند به وسیله آن استعدادها و مهارت ها را جذب و توانایی های مورد نیاز برای رشد و ثبات را در سازمان نگه دارد. هدف از تحقیق حاضر بررسی تأثیر همزمان دلبستگی و اعتماد به عنوان میانجی بر رابطه بین فرهنگ سازمانی و رضایت شغلی کارکنان اداره آموزش و پرورش شهرستان شیراز بود. روش شناسی پژوهش: روش پژوهش توصیفی از نوع همبستگی بود. جامعه آماری شامل 1100 نفر از کارکنان آموزش و پرورش شهرستان شیراز بود که بر اساس جدول مورگان تعداد 280 نفر به عنوان نمونه آماری در نظر گرفته شدند. ابزار گردآوری داده‌ها شامل پرسشنامه های اعتماد سازمانی کاناواتاناچی و یو (2002)، فرهنگ سازمانی دنیسون (2000)، رضایت شغلی مینه سوتا (1997) و دلبستگی شغلی شافلی (2015) بود. برای تجزیه و تحلیل داده ها و آزمون فرضیه ها از روش تحلیل مسیر استفاده شد. یافته ها: یافته های تحقیق حاکی از آن است که فرهنگ سازمانی بر دلبستگی تأثیر مستقیم دارد، فرهنگ سازمانی بر اعتماد سازمانی تأثیری نداشته است، دلبستگی شغلی بر رضایت شغلی تأثیر مستقیم داشته و اعتماد بر رضایت شغلی تأثیر مستقیم داشته است همچنین فرهنگ سازمانی بر رضایت شغلی تأثیر مستقیم دارد، و در زمینه اثرات غیرمستقیم، فرهنگ سازمانی بر رضایت شغلی با نقش واسطه ای دلبستگی اثر غیرمستقیم و معنادار دارند، اما با نقش واسطه ای اعتماد رابطه معناداری مشاهده نشد. بحث و نتیجه گیری: به نظر میرسد جهت بهبود فرهنگ سازمانی و رضایت شغلی کارکنان میتوان از وجود همزمان دلبستگی و اعتماد به عنوان میانجی در بین کارکنان استفاده نمود.
Introduction: In recent decades, job attachment and trust is one of the motivations for using human capital that leads to competitors and improve the performance of the organization, so in order to create job attachment and employee trust should be sought. It was the presentation of plans and policies by which it could absorb the talents and skills and maintain the capabilities needed for growth and stability in the organization. The purpose of this study was to investigate the simultaneous effect of attachment and trust as a mediator on the relationship between organizational culture and job satisfaction of employees of the Department of Education in Shiraz city. research methodology: The research method was descriptive-correlational. The statistical population included 1100 education staff of Shiraz city, which according to Morgan table, 280 people were considered as a statistical sample. Data collection tools included Kanawatanachi and Yu (2002) Organizational Trust Questionnaire, Denison's Organizational Culture (2000), Minnesota Job Satisfaction (1997) and Shuffle Job Attachment (2015). Path analysis method was used to analyze the data and test the hypotheses. Findings: The research findings indicate that organizational culture has a direct effect on attachment, organizational culture has no effect on organizational trust, job attachment has a direct effect on job satisfaction and trust has a direct effect on job satisfaction. Job satisfaction has a direct effect, and in the field of indirect effects, organizational culture has an indirect and significant effect on job satisfaction with the mediating role of attachment, but no significant relationship was observed with the mediating role of trust. Conclusion: It seems that in order to improve the organizational culture and job satisfaction of employees, the simultaneous existence of attachment and trust can be used as a mediator among employees.
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