بررسی نقش میانجی فرسودگی‌شغلی در رابطه، فلات‌زدگی‌شغلی با سکوت سازمانی
محورهای موضوعی : مدیریت رفتار سازمانیمحمدنادر کوهستانی قرایی 1 , وحید میرزایی 2
1 - دانشجو دکتری مدیریت منابع انسانی
2 - گروه مدیریت، دانشکده علوم انسانی، دانشگاه آزاد اسلامی، بجنورد، ایران
کلید واژه: فرسودگی‌شغلی, سکوت سازمانی, فلات‌زدگی‌شغلی, جهاد دانشگاهی خراسان رضوی,
چکیده مقاله :
پژوهش حاضر باهدف بررسی نقش میانجی فرسودگی‌شغلی در رابطه فلات‌زدگی‌شغلی با سکوت سازمانی صورت گرفت. این پژوهش از نظر هدف کاربردی و از نظر روش و ماهیت توصیفی-پیمایشی از نوع همبستگی بود. جامعه آماری پژوهش شامل کارکنان جهاد دانشگاهی خراسان رضوی است. برای تعیین حجم نمونه از روش کوکران استفاده شد، بر این اساس تعداد 113 نفر به روش نمونه‌گیری تصادفی ساده انتخاب گردیدند. به منظور گردآوری داده‌های پژوهشی از پرسشنامه پرسشنامه فلات‌زدگی شغلی میلیمن (1992)، پرسشنامه سکوت سازمانی ون داین (2003) و پرسشنامه مسلش و جکسون (1986) استفاده شد. برای سنجش روایی، از روایی محتوا و تحلیل عامل تائیدی و به منظور سنجش پایایی از ضریب آلفای کرونباخ استفاده شد. میزان آلفای کرونباخ فرسودگی‌شغلی، سکوت سازمانی و فلات‌زدگی‌شغلی به ترتیب 86/0، 85/0 و 8/0 محاسبه گردید. تجزیه‌و‌تحلیل اطلاعات با روش معادلات ساختاری با رویکرد روش حداقل مربعات جزئی و نرم‌افزار Amos انجام گرفت. نتایج پژوهش حاکی از رابطه مثبت و معنادار فلات‌زدگی‌شغلی با فرسودگی‌شغلی ( ضریب مسیر 82/0) و رابطه مثبت و معنادار فلات‌زدگی‌شغلی با سکوت سازمانی (ضریب مسیر 19/)۰ است. با توجه به تأیید اثر فلات‌زدگی‌شغلی بر فرسودگی‌شغلی و همچنین فرسودگی‌شغلی بر سکوت سازمانی می‌توان گفت فرسودگی‌شغلی، رابطه فلات‌زدگی‌شغلی و سکوت سازمانی (اثر غیرمستقیم 94/0) را میانجی‌گری می‌نماید.
The present study aimed to investigate the mediating role of job burnout in the relationship between job plateau and employee silence. Considering the purpose, the study was carried out as applied research, and in terms of its method and descriptive-survey nature, as correlational one. The statistical population of the study included employees of Mashhad branch of ACECR (Academic Center for Education, Culture and Research). The Cochran method was applied to determine the sample size, and accordingly, 113 people were selected via simple random sampling. In order to collect research data, the Milliman Burnout Inventory (1992), the Organizational Silence and Dine (2003) questionnaire, and the Meslash and Jackson (1986) questionnaire were used. Content validity and confirmatory factor analysis were used to measure validity, and Cronbach's alpha coefficient was used to measure reliability. The Cronbach's alpha values for burnout, organizational silence, and burnout were calculated to be 0.86, 0.85, and 0.8, respectively. Data analysis was performed using structural equation modeling with partial least squares approach and Amos software. The results of the study indicated a positive and significant relationship between job burnout and burnout (path coefficient 0.82) and a positive and significant relationship between job burnout and organizational silence (path coefficient 0.19). Considering the confirmation of the effect of job burnout on job burnout and also job burnout on organizational silence, it can be said that job burnout mediates the relationship between job burnout and organizational silence (indirect effect 0.94).
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