تأثیر سرمایه¬های روانشناختی و شخصیت پویا بر انگیزه آموزش و رفتار خودتوسعهای با میانجی‌گری سرزندگی در کار در کارکنان بیمه تأمین اجتماعی اهواز
محورهای موضوعی : صنعتی
عاطفه محمدحسینی
1
(کارشناسی ارشد روان‌شناسی صنعتی و سازمانی، گروه روان‌شناسی، دانشکده علوم تربیتی و روان‌شناسی، دانشگاه شهید چمران اهواز، اهواز، ایران)
عبدالزهرا نعامی
2
(استاد گروه روان‌شناسی، دانشکده علوم تربیتی و روان‌شناسی، دانشگاه شهید چمران اهواز، اهواز، ایران)
کیومرث بشلیده
3
(استاد گروه روان‌شناسی، دانشکده علوم تربیتی و روان‌شناسی، دانشگاه شهید چمران اهواز، اهواز، ایران)
اسماعیل هاشمی
4
(استاد گروه روان‌شناسی، دانشکده علوم تربیتی و روان‌شناسی، دانشگاه شهید چمران اهواز، اهواز، ایران)
کلید واژه: شخصیت پویا, سرمایه روانشناختی, رفتار خودتوسعهای, انگیزة آموزش, کارکنان بیمه تأمین اجتماعی,
چکیده مقاله :
هدف این پژوهش بررسی تأثیر سرمایه های روانشناختی و شخصیت پویا بر انگیزه آموزش و رفتار خودتوسعهای با میانجی گری سرزندگی در کار در کارکنان بیمه تأمین اجتماعی اهواز بود. جامعه آماری این پژوهش شامل 267 نفر از کارکنان بیمة تأمین اجتماعی اهواز در سال 1398 بود که به روش نمونه‌گیری در دسترس انتخاب شدند. داده‌ها از طریق مقیاس شخصیت پویا (1999)Seibert et al. ، پرسشنامه سرمایه روانشناختی (2007)Luthans et al. ، مقیاس سرزندگی در کار (2012)Spreitzer et al. ، پرسشنامه رفتار خود توسعه خوکیو (2007) Xu و پرسشنامه انگیزه آموزش (1993) Noe & Wilk جمع‌آوری و تحلیل داده‌ها با کمک روش الگویابی معادلات ساختاری و با استفاده از نرم‌افزارهای SPSS و AMOS انجام شد. نتایج نشان دادند که الگوی پیشنهادی از برازش نسبتاً خوبی با داده‌ها برخوردار بود یافته‌ها حاکی از آن بود که اثر مستقیم شخصیت پویا و سرمایه های روانشناختی بر سرزندگی در کار مثبت و معنادار بود. علاوه بر آن اثر مستقیم سرزندگی در کار به رفتار خود توسعه‌ای و انگیزه آموزش نیز مثبت و معنادار بود. (0001/0p<). نتایج مسیرهای غیرمستقیم نشان داد که شخصیت پویا از طریق سرزندگی در کار بر انگیزة آموزش و ر رفتار خود توسعه‌ای اثر مثبت دارند. اما مسیرهای سرمایه روانشناختی به رفتار خود توسعه‌ای و انگیزة آموزش از طریق سرزندگی در کار معنی‌دار نبودند. (05/0p<). بنابراین سرپرستان و مدیران کارکنان می توانند کارکنان خود را به پویایی و نوآوری تشویق کنند تا از این طریق پیامدهای مثبت سرزندگی فردی و سازمان افزایش یابد.
The purpose of this study was to investigate the effect of psychological capital and proactive personality on training motivation and self-development with mediating thriving at work in the Social Security staff of Ahvaz. The statistical population of this study included 267 employees of Ahvaz Social Security in 2019 who were selected by convenience sampling method. The instrument used in the study were Seibert et al. Proactive Personality Scale (1999), Luthans et al. Psychological Capital Questionnaire (2007), Spreitzer et al. Thriving at Work Scale (2012), Xu Self-Development Behavior Questionnaire (2007), Noe & Wilk Training Motivation Questionnaire (1993), and Xiao Training Transfer Questionnaire (1996). Data analysis was performed using Structural Equation Modeling (SEM) using SPSS and AMOS. Results showed that proposed model fit the data properly. Results also showed that direct effect of proactive personality and psychological capital to thriving at work were significant. In addition, the direct effect of thriving at work at self- development behavior and training motivation were significant. (p<0.0001). The results of indirect pathways showed that proactive personality has a positive effect on training motivation and self-development behavior through thriving at work. But the paths of psychological capital to self-development behavior and training motivation through thriving at work were not significant (p<0.05). Thus, supervisors and managers can encourage their employees to be proactive and innovative in order to increase the positive consequences of individual and organizational thriving.
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