تدوین الگوی علّی تعارض کار-زندگی و غنی‌سازی کار-خانواده براساس تقاضا و منابع شغلی با نقش میانجی سرمایه‌های روانشناختی
محورهای موضوعی : فصلنامه تعالی مشاوره و روان درمانی
1 - گروه روانشناسی، واحد مرودشت، دانشگاه آزاد اسلامی، مرودشت، ایران.
2 - گروه روانشناسی، واحد مرودشت، دانشگاه آزاد اسلامی، مرودشت، ایران.
کلید واژه: تدوین الگو, تقاضا و منابع شغلی, تعارض کار-زندگی, سرمایه‌های روانشناختی, غنی‌سازی کار-خانواده.,
چکیده مقاله :
هدف: پژوهش حاضر با هدف تدوین الگوی علّی تعارض کار-زندگی و غنی‌سازی کار-خانواده براساس تقاضا و منابع شغلی با نقش میانجی سرمایه‌های روانشناختی در بین افراد شاغل در شهر شیراز در سال 1402 انجام شد.
روش: این پژوهش دارای طرح همبستگی با کاربست تحلیل مسیر بوده و جهت گردآوری داده برای آزمون الگوی ترسیم شده؛ از مقیاس تعارض کار-خانواده کارلسون و همکاران (WFCS)(2000)؛ غنی‌سازی کار-خانواده کارلسون و همکاران (2006)؛ تقاضای شغلی دی‌جونگه (1993)؛ منابع شغلی باباکاس و همکاران (۲۰۰۹) و سرمایه‌های روانشناختی لوتاز (2007) استفاده گردید. روش تحلیل دادهها تحلیل مسیر بوده که پیش از آن با استفاده از برآورد شاخص ماهالانوبیس، داده‌های پرت شناسایی و از مجموع دادهها حذف گردید.
یافته‌ها: یافته‌ها نشان داد الگوی علّی تعارض کار-زندگی و غنی‌سازی کار-خانواده براساس تقاضا و منابع شغلی با نقش میانجی سرمایه‌های روانشناختی ار برازش مطلوبی برخوردار بوده است چرا که شاخص‌های برازش NFI، CFI، IFI، RFI، RMSEA و SRMR در محدوده قابل قبول قرار گرفتند. علاوه بر این یافته‌ها حاکی از آن بود که تقاضای شغلی بر تعارض کار-زندگی با میانجی‌گری سرمایه‌های روانشناختی (β=0.16, P<0.05) و منابع شغلی بر غنی‌سازی کار-خانواده با میانجی‌گری سرمایه‌های روانشناختی (β=0.19, P<0.05) اثر غیرمستقیم معناداری داشته است. وجود رابطه معنادار بین تعارض کار-زندگی و غنی‌سازی کار-خانواده نیز تایید شد (r=-0.827, P<0.01).
نتیجه‌گیری: براساس این یافته‌ها، اجرای مداخلاتی برای کاهش تقاضای شغلی، افزایش منابع شغلی، تقویت سرمایه‌های روانشناختی، ارتقای غنی‌سازی کار-خانواده و کاهش تعارض کار-زندگی در محیط‌های واقعی مانند محل کار یا برنامه‌های کمک به کارکنان می‌تواند راهگشا باشد.
Purpose: The present study aimed to develop a causal model of work-life conflict and work-family enrichment based on job demand and resources with the mediating role of psychological capital among employed individuals in Shiraz in 2023.
Methodology: This study has a correlational design with the application of path analysis, and to collect data for testing the drawn model; Carlson et al.'s Work-Family Conflict Scale (WFCS) (2000); Carlson et al.'s Work-Family Enrichment (2006); De Jonge's Job Demand (1993); Babakas et al.'s Job Resources (2009) and Luthans Psychological Capital (2007) were used. The data analysis method was path analysis, and previously, using the Mahalanobis index estimation, outliers were identified and removed from the data set.
Findings: The findings showed that the causal model of work-life conflict and work-family enrichment based on job demands and resources with the mediating role of psychological capital had a good fit because the fit indices NFI, CFI, IFI, RFI, RMSEA and SRMR were within acceptable limits. In addition, the findings indicated that job demands had a significant indirect effect on work-life conflict through the mediation of psychological capital (β=0.16, P<0.05) and job resources had a significant indirect effect on work-family enrichment through the mediation of psychological capital (β=0.19, P<0.05). The existence of a significant relationship between work-life conflict and work-family enrichment was also confirmed (r=-0.827, P<0.01).
Conclusion: Based on these findings, implementing interventions to reduce job demands, increase job resources, strengthen psychological capital, promote work-family enrichment, and reduce work-life conflict in real-life settings such as the workplace or employee assistance programs could be helpful.
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