الگویابی ساختاری روابط بین کیفیت زندگی کاری، جامعه پذیری سازمانی کارکنان و تعهد سازمانی

محورهای موضوعی : آموزش و پرورش

بهاره عزیزی نژاد ¹ (استادیار، گروه علوم تربیتی گرایش مدیریت آموزشی، دانشگاه پیام نور جمهوری اسلامی ایران.)

تاریخ دریافت : 1395/08/16 تاریخ پذیرش : 1395/08/16 تاریخ انتشار : 1395/08/01

کلید واژه: مقدمه, کیفیت زندگی کاری, تعهد سازمانی, جامعه پذیری سازمانی, کارکنان دانشگاه پیام نور,

چکیده مقاله :

هدف اصلی این پژوهش، بررسی ارتباط کیفیت زندگی کاری بر تعهد سازمانی در میان کارکنان دانشگاه پیام نور در ارومیه با نقش میانجی جامعه پذیری سازمانی و ارایه الگوی ساختاری می باشد. روش پژوهش توصیفی همبستگی است. ابزار اندازه گیری شامل سه نوع پرسش نامه کیفیت زندگی کاری والتون، پرسش نامه تعهد سازمانی آلن و می یر و پرسش نامه جامعه پذیری سازمانی تائورمینا می باشد که پایایی آن ها به وسیله آلفای کرونباخ محاسبه شد و به ترتیب 921/0، 88/0 و 86/0 گزارش گردید. جامعه آماری شامل همه کارکنان دانشگاه پیام نور ارومیه می باشند که از بین آن ها حجم نمونه با استفاده از فرمول کوکران و روش نمونه گیری تصادفی طبقه ای تعداد 230 نفر انتخاب شدند. داده های پژوهش پس از گرد آوری با استفاده نرم افزارهای آماری LISREL، و SPSS تحلیل شدند. نتایج الگویابی معادله های ساختاری نشان دادند که کیفیت زندگی کاری بر تعهد سازمانی کارکنان اثری مثبت، مستقیم و معنادار (38/0) دارد. کیفیت زندگی کاری بر جامعه‌پذیری سازمانی کارکنان اثر مستقیم و معنادار (21/0) دارد. جامعه پذیری سازمانی بر تعهد سازمانی کارکنان اثری معنادار (16/0) را نشان می دهد و نیز کیفیت زندگی کاری به واسطه جامعه پذیری سازمانی بر تعهد سازمانی کارکنان اثری معنادار (41/0) دارد. لذا، الگوی تجربی بدست آمده منطبق بر الگوی مفهومی پژوهش بود و می توان گفت که افزون بر رابطه بین کیفیت زندگی کاری و تعهد سازمانی، جامعه پذیری توانسته است نقش میانجی را در افزایش ارتباط کیفیت زندگی کاری و تعهد سازمانی ایفا کند. نتیجه گیری کلی حاکی از ارتباط کیفیت زندگی کاری بر تعهد سازمانی در میان کارکنان دانشگاه پیام نور در ارومیه با نقش میانجی جامعه پذیری سازمانی می‌باشد.

چکیده انگلیسی:

 This study aimed to investigate the relationship between the quality of work life and organizational commitment by mediating organizational socialization and presenting a structural model. The research method was descriptive correlational. Three types of questionnaires were used in data gathering including Walton’s quality of work life, Allen and Meyer’s organizational commitment and Taormina’s organizational socialization and their reliabilities were calculated by Cronbach’s Alpha including 0.921, 0.88 and 0.86. Statistical population of research involved all of Urmia Payame Noor University’s personnel and the sample size of 230 individuals was chosen by using Cochran's formula and Stratified random sampling. Data analyses have been done by LISREL and SPSS Software. The results of structural modeling showed that quality of work life is directly, positively and significantly related to organizational commitment (0.38). The quality of work life is significantly related to organizational commitment (0.21) and the quality of work life is significantly related to organizational commitment by mediating organizational socialization, so that the model of research has conformity by research conceptual model and it can be concluded that socialization in organization as a mediator has increased relationships between quality of work life and organizational commitment.v

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