بررسی رابطه طردشدگی از محل کار و فرسودگی شغلی با نقش میانجی بدبینی سازمانی
محورهای موضوعی : توانمندسازی سرمایه انسانیندا بذرافشان 1 , وحید میرزایی 2
1 - دانشجوی دکتری تخصصی، گروه مدیریت دولتی، واحد بجنورد، دانشگاه آزاد اسلامی، بجنورد، ایران
2 - استادیار، گروه مدیریت، واحد بجنورد، دانشگاه آزاد اسلامی، بجنورد، ایران
کلید واژه: طردشدگی از محل کار, فرسودگی شغلی, بدبینی سازمانی, پارک علم و فناوری خراسان رضوی,
چکیده مقاله :
پژوهش حاضر باهدف بررسی ارتباط طردشدگی از محل کار و فرسودگی شغلی با نقش بدبینی سازمانی صورت گرفت. این پژوهش ازنظر هدف کاربردی و از نظر روش و ماهیت توصیفی-پیمایشی از نوع همبستگی بود. جامعه آماری پژوهش شامل کلیه کارکنان پارک علم و فناوری خراسان رضوی به تعداد 70 نفر تشکیل داد با توجه به محدود بودن حجم جامعه از روش سرشماری استفاده شد. بهمنظور گردآوری دادههای پژوهشی از پرسشنامه بدبینی سازمانی دین و همکاران (1998)، طردشدگی از محل کار فریس و همکاران (2008) و فرسودگی شغلی ماسلاج و جکسون (1981) استفاده شد. برای سنجش روایی، از روایی محتوا و تحلیل عامل تائیدی و بهمنظور سنجش پایایی از ضریب آلفای کرونباخ استفاده شد. میزان آلفای کرونباخ طردشدگی از محل، بدبینی سازمانی و فرسودگی شغلی به ترتیب 8/0، 84/0 و 82/0 محاسبه گردید. تجزیهوتحلیل اطلاعات با روش معادلات ساختاری با رویکرد روش حداقل مربعات جزئی و نرمافزار ایموس انجام گرفت. نتایج پژوهش حاکی از تأثیر مثبت و معنادار طردشدگی از محل کار با فرسودگی شغلی با ضریب مسیر 05/0، تأثیر مثبت و مستقیم بدبینی سازمانی با فرسودگی شغلی با ضریب مسیر 82/0، تأثیر مثبت و معنادار بدبینی سازمانی با طردشدگی از محل کار با ضریب مسیر 88/0 است. با توجه به تأیید اثر این روابط میتوان گفت بدبینی سازمانی، رابطه بین طردشدگی از محل کار و فرسودگی شغلی را با ضریب مسیر غیرمستقیم 046/0 میانجیگری مینماید.
The present study aimed to investigate the relationship between workplace ostracism and job burnout with the mediating role of organizational cynicism. This research is applied in terms of purpose and descriptive-survey in nature, classified as correlational. The statistical population of the study included all employees of the Khorasan Razavi Science and Technology Park, totaling 70 individuals, and the census method was used to determine the sample size. To collect research data, the organizational cynicism questionnaire by Dean et al. (1998), the workplace ostracism scale by Ferris et al. (2008), and the job burnout inventory by Maslach and Jackson (1981) were utilized. For assessing validity, content validity and confirmatory factor analysis were employed, and for reliability assessment, Cronbach's alpha coefficient was used. The Cronbach's alpha values for workplace ostracism, organizational cynicism, and job burnout were calculated to be 0.80, 0.84, and 0.82, respectively. Data analysis was conducted using structural equation modeling with the partial least squares approach and the Amos software. The results indicated a positive and significant impact of workplace ostracism on job burnout with a path coefficient of 0.05, a positive and direct effect of organizational cynicism on job burnout with a path coefficient of 0.82, and a positive and significant effect of organizational cynicism on workplace ostracism with a path coefficient of 0.88. Given the confirmation of these relationships, it can be concluded that organizational cynicism mediates the relationship between workplace ostracism and job burnout with an indirect path coefficient of 0.046.
1. امینی گزیک، علی و باقرزاده، کامران. (1402). رابطه بین طردشدگی در محیط کار و نتایج شغلی. در هفتمین همایش بینالمللی دانش و فناوری هزاره سوم اقتصاد، مدیریت و حسابداری ایران.
2. بشلیده، کامران، موسوی، سمیرا، خواجهپور، نرگس و بهارلو، مهدی. (1394). رابطه بین طردشدگی در محیط کار و نتایج شغلی: نقش تعدیلگر سرمایه روانشناختی. پژوهشهای نوین روانشناختی روانشناسی دانشگاه تبریز، 10(40)، 173-192.
3. حسینی، ابوالحسن، قربانی پاجی، عقیل و اکبری، امیر. (1398). اثر طردشدگی در محیط کار بر رفتارهای محیط کار با نقش میانجی عزتنفس سازمانی و تعدیلگر عدالت سازمانی. مدیریت فرهنگسازمانی، 17(4)، 569-586.
4. خاکپور، عباس. (1403). نقش سکوت سازمانی در پیشبینی فرسودگی شغلی و مؤلفههای آن: مطالعهی موردی کارکنان دانشگاه ملایر. طب کار، 16(4).
5. زارعی، بهنام، یکتایار، محمد، ویسی، کامران و خدامرادپور، مهدی. (1401). تحلیل پدیدهی طردشدگی از محیط کار در ادارات ورزش و جوانان غرب ایران. علوم ورزش، 14(46)، 23-46.
6. عباسی، آرمان. (1398). بررسی رابطه بین طردشدگی در محیط کار و رفتارهای انحرافی با نقش میانجی سکوت تدافعی و فرسودگی عاطفی در بانک شهر استان تهران. کنفرانس بینالمللی و ملی مطالعات مدیریت، حسابداری و حقوق، 1052-1063.
7. عربشاهی کریزی، احمد و هاشمی مقدم، ملیحه السادات. (1402). بررسی تأثیر بدبینی سازمانی بر فرسودگی شغلی: شناسایی نقش تعدیلگر کیفیت زندگی کاری (مورد مطالعه: فرودگاههای استان خراسان جنوبی). نشریه مطالعات فرهنگی - اجتماعی خراسان، 18(69)، 121-166.
8. علیپور، فرهاد، محمدی، زهرا، رضایی، مهدی و احمدی، سارا. (2021). تأثیر بیگانگی کارکنان نسبت به کار و خطمشیهای سازمان بر تلاش کاری، تمایل به ترک خدمت و رفتارهای کاری انحرافی. فصلنامه مدیریت توسعه و تحول، 34(3)، 99-117.
9. مندعلیزاده، زینب و نقشجواهری، صدف. (1401). بررسی ارتباط بدبینی سازمانی و فرسودگی شغلی با نقش میانجی سکوت سازمانی در بین ناجیان غریق استخرهای شهرداری شهر تهران. بهداشت کار و ارتقاء سلامت، 1(6)، 54-65.
10. Andersson, L. M. (1996). Employee cynicism: An examination using a contract violation framework. Human Relations, 49(11), 1395-1418.
11. Aplin-Houtz, M. J. Sanders, M. & Lane, E. K. (2023). A policy of potential problems: The buffering effects of the perceptions of pay secrecy and cynicism on workplace ostracism. Employee Responsibilities and Rights Journal, 35(4), 493-518.
12. Avey, J. B. Luthans, F. & Jensen, S. M. (2011). Psychological capital: A positive resource for combating employee stress and turnover. Human Resource Management, 48(5), 677-693.
13. Bashir, M. Zahra, S. Shah, S. H. Naeem, M. H. & Raza, S. (2024). Workplace ostracism and emotional exhaustion among private and public sector female bank employees. Journal of Human Resource Research, 4(1).
14. Baumeister, R. F. & Leary, M. R. (1995). The need to belong: Desire for interpersonal attachments as a fundamental human motivation. Psychological Bulletin, 117(3), 497–529.
15. Bergström, O. Styhre, A. & Thilander, P. (2014). Paradoxifying organizational change: Cynicism and resistance in the Swedish Armed Forces. Journal of Change Management, 14(3), 384-404.
16. Bernard, D. McGuire, D. Harte, P. & Müller, P. (2025). Carrying the load: A moderated mediation study exploring the link between perceived organizational support and burnout amongst management consultants. Journal of Organizational Effectiveness.
17. Chang, H. T. (2015). Burnout and turnover intention: Examining the mediating effects of job satisfaction. International Journal of Human Resource Management, 26(18), 2345–2363.
18. Chiaburu, D. S. Peng, A. C. Oh, I.S. Banks, G. C. & Lomeli, L. C. (2013). Antecedents and consequences of employee organizational cynicism: A meta-analysis. Journal of Vocational Behavior, 83(2), 181–197.
19. Christodoulou, E. Dimitriadou, M. E. Mpali, T. & Koutelidakis, A. E. (2025). Navigating burnout: The mediating role of mindfulness and the Mediterranean lifestyle in fostering job satisfaction and well-being. Psychiatry International, 6(1), 11.
20. Cialdini, R. B. Petrova, P. K. & Goldstein, N. J. (2004). The hidden costs of organizational dishonesty. MIT Sloan Management Review, 45(3), 67-74.
21. Cordes, C. L. & Dougherty, T. W. (1993). A review and integration of research on job burnout. Academy of Management Review, 18(4), 621–656.
22. Costin, A. Roman, A. F. & Balica, R. S. (2023). Remote work burnout, professional job stress, and employee emotional exhaustion during the COVID-19 pandemic. Frontiers in Psychology, 14, 1193854.
23. Das, S. C. & Ekka, D. (2024). Workplace ostracism and turnover intention in organizations: A meta-analytic review. Technology, 5(1), 48-73.
24. Dash, S. Ranjan, S. Bhardwaj, N. & Rastogi, S. K. (2024). Workplace ostracism: A qualitative enquiry. Personnel Review, 53(4), 965-982.
25. Dean, J. W. Brandes, P. & Dharwadkar, R. (1998). Organizational cynicism. Academy of Management Review, 23(2), 341–352.
26. Demerouti, E. (2024). Burnout: A comprehensive review. Zeitschrift für Arbeitswissenschaft.
27. Demerouti, E. Bakker, A. B. & Leiter, M. P. (2014). Burnout and job performance: The moderating role of job demands. Journal of Occupational Health Psychology, 19(1), 1–15.
28. Deng, C. J. (2024). An empirical study of job burnout and turnover intentions of emergency physicians: Using positive psychological capital as a mediating variable. RGSA: Revista de Gestão Social e Ambiental.
29. Elksas, E. I. I. (2024). Workplace ostracism and its relationship with job performance and work alienation among staff nurses. Assiut Scientific Nursing Journal.
30. Ferris, D. L. Brown, D. J. Berry, J. W. & Lian, H. (2008). The development and validation of the workplace ostracism scale. Journal of Applied Psychology, 93(6), 1348–1366.
31. Fornell, C. & Larcker, D. F. (1981). Evaluating structural equation models with unobservable variables and measurement error. Journal of Marketing Research, 18(1), 39-50
32. Gaspar, T. Carvalho, M. F. & Matos, M. G. (2024). Burnout as a multidimensional phenomenon: How can workplaces be healthy environments? European Journal of Public Health.
33. Halbesleben, J. R. & Bowler, W. M. (2007). Emotional exhaustion and job performance: The mediating role of motivation. Journal of Applied Psychology, 92(1), 93–106.
34. Ike, O. O. Eze, I. C. & Nnadozie, E. E. (2024). Unlocking the mask: Perceived organizational support as a buffer of the inimical effect of organizational cynicism on organizational workplace deviance behavior.
35. Janani, S. & Pougajendy, S. (2024). Resilience and emotional intelligence: A dynamic for HR professionals in workplace with reference to Supreme Industries Ltd. International Journal for Multidisciplinary Research, 11(2), 45-62.
36. Johnson, J. L. & O'Leary-Kelly, A. M. (2003). The effects of psychological contract breach and organizational cynicism: Not all social exchange violations are created equal. Journal of Organizational Behavior, 24(5), 627–647.
37. Kalfon Hakhmigari, M. & Diamant, I. (2025). Occupational burnout during war: The role of stress, disruptions in routine, sleep, work-family conflict, and organizational support as a moderator. PLOS ONE, 20(3), e0256894.
38. Kaushal, N. Kaushik, N. & Sivathanu, B. (2021). Workplace ostracism in various organizations: A systematic review and bibliometric analysis. Management Review Quarterly, 71(1), 1-36.
39. Kavindi, I. A. D. & Kularathne, H. M. R. D. (2024). Effect of organizational cynicism on job performance: Evidence from the rubber manufacturing industry in Sri Lanka. Journal of Management Matters, 11(1), 82-101.
40. Ketabi, A. & Aghadavood, S. R. (2014). A survey on three dimensions of job burnout among employees at District 2-Gas Transmission Operations Iran. International Journal of Occupational Health & Safety, 22(4), 189-205.
41. Kim, H. J. & Stoner, M. (2008). Burnout and turnover intention among social workers: Effects of role stress, job autonomy and social support. Administration in Social Work, 32(3), 5–25.
42. Kim, H. J. Shin, K. H. & Swanger, N. (2009). Burnout and engagement: A comparative study of hospitality employees. International Journal of Hospitality Management, 28(3), 375–387.
43. Kim, H. & Jang, E. (2023). Workplace ostracism effects on employees’ negative health outcomes: Focusing on the mediating role of envy. Behavioral Sciences, 13(8), 669.
44. Lee, J. Kim, H. Park, S. & Choi, Y. (2025). Job stress, burnout, and work ability in tire manufacturing: The role of age and experience. Safety, 11(1), 8.
45. Leiter, M. P. & Maslach, C. (2009). Burnout and engagement: Contributions to turnover intentions. Journal of Organizational Behavior, 30(1), 647–666.
46. Lestari, U. D. Haq, M. A. Syah, T. Y. R. Rojuaniah, & Supriatna, E. (2024). Bagaimana workplace ostracism mempengaruhi turnover intention yang dimediasi oleh job performance dan organizational virtuousness serta authentic leadership sebagai moderasi. Religion, Education, and Social Laa Roiba Journal (RESLAJ), 8(2), 55-79.
47. Liu, Y. & Xia, Y. (2016). Workplace ostracism: A review and directions for future research. Frontiers in Psychology, 7, 753.
48. Lubbadeh, T. (2020). Job burnout: A general literature review. International Review of Management and Marketing, 10(3), 7-15.
49. Lubega, M. (2025). Emotional intelligence in the workplace: Enhancing team dynamics. Journal of Business and Psychology, 40(1), 33-48.
50. Maslach, C. & Jackson, S. E. (1981). The measurement of experienced burnout. Journal of Occupational Behavior, 2(2), 99–113.
51. Maslach, C. & Leiter, M. P. (2016). Understanding the burnout experience: Recent research and its implications for psychiatry. World Psychiatry, 15(2), 103–111.
52. Maslach, C. Schaufeli, W. B. & Leiter, M. P. (2001). Job burnout. Annual Review of Psychology, 52(1), 397-422.
53. Mattar, D. M. Haddad, J. J. & Haddad, C. J. (2022). Workplace ostracism and service performance: The mediating role of job tension, organizational identification, and work engagement. Journal of General Management, 48(1), 23–35.
54. Mattar, D. M. Haddad, J. J. & Haddad, C. J. (2022). Workplace ostracism and service performance: The mediating role of job tension, organizational identification, and work engagement. Journal of General Management, 48(1), 1–15.
55. Monica, H. & Hayati, N. R. (2025). The effect of toxic workplace environment and job burnout on turnover intention. Journal of Accounting and Finance Management, 12(2), 45–58.
56. Monica, H. & Hayati, N. R. (2025). The effect of toxic workplace environment and job burnout on turnover intention. Journal of Accounting and Finance Management, 6(2), 45–60.
57. Moreno, R. L. Guzman, N. V. Pérez, M. L. V. & Ogallar, A. (2025). The exhaustion triangle: How psychosocial risks, engagement, and burnout impact workplace well-being. Journal of Occupational Health Psychology, 30(3), 150–162.
58. Moreno, R. L. Guzman, N. V. Pérez, M. L. V. & Ogallar, A. (2025). The exhaustion triangle: How psychosocial risks, engagement, and burnout impact workplace well-being. Journal of Occupational Health Psychology, 30(1), 75–90.
59. Naus, F. Van Iterson, A. & Roe, R. A. (2007). Organizational cynicism: Extending the exit, voice, loyalty, and neglect model of employees’ responses to adverse conditions in the workplace. Human Relations, 60(5), 683–718.
60. Naus, F. Van Iterson, A. & Roe, R. A. (2007). Organizational cynicism: Extending the exit, voice, loyalty, and neglect model of employees’ responses to adverse conditions in the workplace. Human Relations, 60(5), 683–718.
61. Rodrigue, S. & Cox, S. (2023). Should I stay or should I go: How pay secrecy influences turnover intentions. Journal of Organizational Behavior, 44(2), 123–137.
62. Rodrigue, S. & Cox, S. (2023). Should I stay or should I go: How pay secrecy influences turnover intentions. Journal of Organizational Behavior, 44(3), 345–360.
63. Schaufeli, W. B. & Bakker, A. B. (2004). Job demands, job resources, and their relationship with burnout and engagement: A multi-sample study. Journal of Organizational Behavior, 25(3), 293–315.
64. Schaufeli, W. B. & Bakker, A. B. (2004). Job demands, job resources, and their relationship with burnout and engagement: A multi-sample study. Journal of Organizational Behavior, 25(3), 293–315.
65. Shahbaz, S. & Shahid, R. (2025). Positioning mindfulness as psychological capital: A study on workplace ostracism and employee well-being. Journal of Organizational Behavior, 39(1), 112–130.
66. Shahbaz, S. & Shahid, R. (2025). Positioning mindfulness as psychological capital: A study on workplace ostracism and employee well-being. Journal of Organizational Behavior, 39(1), 112–130.
67. Sharma, N. & Dhar, R. L. (2023). Workplace ostracism: A process model for coping and resilience. Journal of Business and Psychology, 38(2), 345–362.
68. Sharma, N. & Dhar, R. L. (2023). Workplace ostracism: A process model for coping and resilience. Journal of Business and Psychology, 38(2), 345–362.
69. Sheel, R. C. & Vohra, N. (2016). Relationship between perceptions of corporate social responsibility and organizational cynicism: The role of employee volunteering. International Journal of Human Resource Management, 27(13), 1373–1392.
70. Sheel, R. C. & Vohra, N. (2016). Relationship between perceptions of corporate social responsibility and organizational cynicism: The role of employee volunteering. International Journal of Human Resource Management, 27(13), 1373–1392.
71. Shirom, A. (2003). Job-related burnout: A review of major research foci and challenges. In M. J. Schabracq, J. A. M. Winnubst, & C. L. Cooper (Eds.), Handbook of Work and Health Psychology (pp. 245–265). Wiley.
72. Shirom, A. (2003). Job-related burnout: A review of major research foci and challenges. In M. J. Schabracq, J. A. M. Winnubst, & C. L. Cooper (Eds.), Handbook of Work and Health Psychology (2nd ed. pp. 245–265). Chichester: Wiley.
73. Taris, T. W. & Schaufeli, W. B. (2002). Burnout and turnover: A review of longitudinal studies. Work & Stress, 16(3), 197–219.
74. Taris, T. W. & Schaufeli, W. B. (2002). Burnout and turnover: A review of longitudinal studies. Work & Stress, 16(3), 197–219.
75. Tarmeño-Bernuy, L. E. Cosme-Silva, O. & Rincón-Calvo, S. Y. (2025). Satisfaction and organizational commitment in job performance: A systematic review. Edelweiss Applied Science and Technology, 9(1), 15–25.
76. Tarmeño-Bernuy, L. E. Cosme-Silva, O. & Rincón-Calvo, S. Y. (2025). Satisfaction and organizational commitment in job performance: A systematic review. Edelweiss Applied Science and Technology, 6(1), 50–65.
77. Wilkerson, J. M. (2002). Organizational cynicism and workplace deviance. Journal of Organizational Behavior, 23(5), 515–533.
78. Wilkerson, J. M. (2002). Organizational cynicism and workplace deviance. Journal of Organizational Behavior, 23(5), 515–533.
79. Williams, K. D. (2001). Ostracism: The power of silence. New York: Guilford Press.
80. Williams, K. D. (2007). Ostracism. Annual Review of Psychology, 58(1), 425–452.
81. Wright, T. A. & Bonett, D. G. (1997). The contribution of burnout to work satisfaction and psychological well-being. Journal of Vocational Behavior, 52(1), 17–31.
82. Wu, L. Z. Yim, F. H. K. Kwan, H. K. & Zhang, X. (2012). Coping with workplace ostracism: The roles of ingratiation and political skill in employee psychological distress. Journal of Management Studies, 49(1), 178–199.
83. Yılmaz, G. Ertürk, A. & Demir, M. (2024). Examining the relationship between teachers’ organizational cynicism and job satisfaction: The mediating role of perceived organizational support. International Journal of Educational Research, 115, 101–115.
84. Zhong, J. Y. (2025). Impact of workplace ostracism on knowledge hoarding. Open Science Framework
85. Zhou, J. Soo, H. S. & Aziz, A. (2024). From research to insights: A review of literature on personal values, work-life balance, and job fit in understanding turnover intentions. Journal of Human Resource Management, 12(2), 85–102.
