طراحی الگوی ساختاری نقش میانجی رهبری رفتارهای سازمانی ناهنجار در رابطه بین قلدری سازمانی و سایش اجتماعی در آموزش و پرورش
محورهای موضوعی : تعلیم و تربیت
یوسف خادمی
1
,
صدرالدین ستاری
2
,
یوسف نامور وان سفلی
3
1 - دانش آموخته دکتری مدیریت‌آموزشی، گروه علوم تربیتی، واحد اردبیل، دانشگاه آزاد اسلامی، اردبیل، ایران
2 - دانشیار، گروه علوم تربیتی، واحد اردبیل، دانشگاه آزاد اسلامی، اردبیل، ایران.
3 - گروه علوم تربیتی و آموزش ابتدایی
دانشکده علوم انسانی دانشگاه آزاد اسلامی اردبیل
کلید واژه: رهبری رفتارهای سازمانی ناهنجار, قلدری سازمانی, سایش اجتماعی, آموزش و پرورش ,
چکیده مقاله :
مقدمه و هدف: برای ایجاد جامعه‌ای اخلاق محور و با ارزش، توجه ویژه به رفتارهای ناهنجار و تربیت اخلاقی در آموزش و پرورش ضروری است. هدف از تحقيق حاضر بررسي نقش میانجی رهبری رفتارهای سازمانی ناهنجار در تأثیر قلدری سازمانی بر سایش اجتماعی در آموزش و پرورش استان اردبیل بود.
روش شناسی پژوهش: روش تحقیق از لحاظ هدف، کاربردی و از لحاظ نوع داده‌ها و نحوه اجرا، توصیفی- همبستگی بود. جامعه آماری پژوهش، مدیران مدارس شهری (3400 نفر) و کارکنان آموزش و پرورش (250 نفر) که جمعا 3650 نفر بودند و با روش نمونه‌گیری تصادفی خوشه‌ای 348 نفر (301 نفر مدیر و 47 نفر از کارکنان) به‌عنوان نمونه انتخاب گردید. به منظور گردآوري داده‌ها، از پرسشنامه‌های استاندارد استفاده شد که ضریب آلفای آن 87/0 برآورد شد. براي تحلیل داده‌ها از نرم‌افزار spss26 و مدل‌سازي معادلات ساختاري با رویکرد حداقل مربعات جزیی از نرم‌افزار SmartPls3 استفاده شد.
یافتهها: نتایج پژوهش نشان داد ضریب تأثیر متغیر قلدری سازمانی بر سایش اجتماعی (37/0) و بر رهبری رفتارهای ناهنجار (56/0-) بود و ضریب تأثیر متغیر رهبری رفتارهای ناهنجار بر سایش اجتماعی (68/0-) بود که بین آن‌ها رابطه منفی و معکوس وجود داشت. همچنین قلدری سازمانی بر سایش اجتماعی با میانجی‌گری رهبری رفتارهای سازمانی ناهنجار با ضریب اثر (50/0) تأثیر دارد و بین آن‌ها رابطه مثبت و معنادار وجود داشت.
بحث و نتیجهگیری: بنابراین، برای هدایت و رهبری رفتارهای ناهنجار کارکنان باید از انجام رفتارهای قلدرمآبانه و سایشی در سازمان اجتناب کرد.
Introduction: The current study was conducted to investigate the impact of organizational bullying on social undermining with the mediation of Leadership of aberrant organizational behaviors in the education system of Ardabil province.
Research Methodology: The research method was applied in terms of purpose, and descriptive-correlational in terms of data type and execution. The statistical population of the study included urban school managers (3400 individuals) and education staff (250 individuals) totaling 3650 individuals, out of which 348 individuals (301 managers and 47 staff) were selected as the sample using cluster random sampling method. Standard questionnaires were used to collect data, with a reliability coefficient of 87%. For data analysis, SPSS 27 software and structural equation modeling using Partial Least Squares approach from Smart PLS3 software were utilized.
Findings: The results of the study showed a significant positive relationship between organizational bullying and social undermining with an impact coefficient of 0.37, a negative relationship between organizational bullying and Leadership of aberrant organizational behaviors with a coefficient of -0.56, and a significant negative impact of leadership in abnormal organizational behaviors on social undermining with a coefficient of -0.68. Additionally, organizational bullying has an effect on social undermining through the mediation of leadership of aberrant organizational behaviors with an effect coefficient of (0.50), and there was a positive and significant relationship between them.
Conclusion: Therefore, to guide and lead the abnormal organizational behaviors of employees, preventive measures should be taken against the occurrence of bullying and social undermining in the organization.
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