ارائه مدل علی روابط ترومای سازمانی و تمایل به ترک خدمت با تاکید بر نقش میانجیگری بدبینی سازمانی در معلمان دوره متوسطه دوم شهر داراب
محورهای موضوعی : تعلیم و تربیت
1 - استادیار، گروه مدیریت آموزشی، دانشگاه فرهنگیان، بوشهر، ایران.
2 - کارشناسی ارشد مدیریت آموزشی، گروه مدیریت، واحد داراب، دانشگاه آزاد اسلامی، داراب، ایران
کلید واژه: ترومای سازمانی, بدبینی سازمانی, تمایل به ترک خدمت,
چکیده مقاله :
مقدمه و هدف: یکی از مهمترین مسائل مرتبط با کارکنان در هر سازمانی بخصوص سازمان های آموزشی تمایل به ترک خدمت آنهاست که ضرورت دارد عوامل مرتبط و موثر برآن شناسایی و مورد توجه قرارگیرد. هدف پژوهش حاضر " ارائه مدل علی روابط ترومای سازمانی و تمایل به ترک خدمت با تأکید بر نقش میانجیگری بدبینی سازمانی در معلمان دوره متوسطه دوم شهر داراب بود.
روش شناسی پژوهش: پژوهش، همبستگی از نوع توصیفی بود.جامعه آماری پژوهش، کلیة معلمان مشغول به کار در دوره متوسطه دوم شهر داراب در سال تحصیلی 03-1402 که تعداد آنها طبق استعلام 256 نفر بود. در پژوهش حاضر برای انتخاب نمونه از روش نمونه گیری تصادفی طبقه ای استفاده شد و بر اساس جدول تعیین حجم نمونه آماری گرجسی حجم نمونه آماری برابر 152 نفر برآورد گردید. برای جمع آوری اطلاعات از پرسشنامه ترومای سازمانی دیهیم و دولتی (1396)، پرسشنامه بدبینی سازمانی دین و همکاران (1998) و پرسشنامه تمایل به ترک خدمت برزنجی (1392) که روایی و پایایی آنها مورد تایید قرار گرفت استفاده شد و توسط معلمان تکمیل گردید.
یافته ها: يافته هاي پژوهش نشان مي دهد كه تمایل به ترک خدمت بیشترین همبستگی را با ترومای سازمانی دارد. همچنين اثر مستقيم متغير ترومای سازمانی بر تمایل بر ترک حدمت مورد تاييد قرار گرفت. متغير ترومای سازمانی، داراي اثر غير مستقيم و از نظر آماري معنادار بر تمایل به ترک خدمت است كه اين امر بيانگر نقش واسطه اي بدبینی سازمانی در رابطه متغير ترومای سازمانی با تمایل به ترک خدمت معلمان دوره متوسطه دوم است
بحث و نتیجه گیری: مطابق یافته های پژوهش به نظر می رسد جهت کاهش تمایل به ترک خدمت معلمان باید به عوامل موثر بر آن مانند ترومای سازمانی و بدبینی سازمانی توجه داشت.
Abstract
Introduction: One of the most important issues related to employees in any organization, especially educational organizations, is their tendency to leave their service, which requires the identification and consideration of related and effective factors. The aim of the present study was to provide a causal model of the relationship between organizational trauma and the desire to leave the service, emphasizing the mediating role of organizational pessimism in secondary school teachers in Darab city.
research methodology: The research was a descriptive correlation. The statistical population of the research was all teachers working in the second secondary school of Darab city in the academic year of 2012-03, whose number was 256 according to the inquiry. In the current research, stratified random sampling method was used to select the sample, and based on the Georgian statistical sample size determination table, the statistical sample size was estimated to be 152 people. In order to collect information, the organizational trauma questionnaire of Dihim and Dovati (2016), the organizational cynicism questionnaire of Dean et al. (1998) and the willingness to leave service questionnaire of Barzanji (2015) were used, whose validity and reliability were confirmed and were completed by the teachers. .
Findings: The findings of the research show that the desire to leave the service has the highest correlation with organizational trauma. Also, the direct effect of the variable of organizational trauma on the desire to leave the company was confirmed. The organizational trauma variable has an indirect and statistically significant effect on the desire to leave the service, which indicates the mediating role of organizational cynicism in the relationship between the organizational trauma variable and the desire to leave the service of secondary school teachers.
Conclusion: According to the findings of the research, it seems that in order to reduce the desire to leave the service of teachers, attention should be paid to the factors affecting it, such as organizational trauma and organizational pessimism.
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