رابطه علّی روان‌رنجورخویی، استرس شغلی و تعارض کار- خانواده با قصد ترک شغل و رضایت از زندگی با میانجی‌گری فرسودگی شغلی در کارکنان شرکت نفت و گاز کارون
محورهای موضوعی : تربیتیبلقیس بیت مشعل 1 , علیرضا حیدریی 2 , نسرین ارشدی 3 , پرویز عسگری 4
1 - دانشجوی دکتری، گروه روان‌شناسی، واحد اهواز، دانشگاه آزاد اسلامی، اهواز، ایران.
2 - دانشیار گروه روان‌شناسی، واحد اهواز، دانشگاه آزاد اسلامی، اهواز، ایران.
3 - استاد گروه روان‌شناسی، دانشگاه شهید چمران اهواز، اهواز، ایران.
4 - دانشیار گروه روان‌شناسی، واحد اهواز، دانشگاه آزاد اسلامی، اهواز، ایران.
کلید واژه: فرسودگی شغلی, قصد ترک شغل, رضایت از زندگی, روان‌رنجورخویی, استرس شغلی, تعارض کار- خانواده,
چکیده مقاله :
هدف این پژوهش، بررسی رابطه علّی روان‌رنجورخویی، استرس شغلی و تعارض کار- خانواده با قصد ترک شغل و رضایت از زندگی با میانجی‌گری فرسودگی شغلی بود. روش این پژوهش، توصیفی از نوع همبستگی است. جامعۀ آماری پژوهش شامل همۀ این پژوهش شامل 265 نفر از کارکنان این شرکت بودند که به روش نمونه‌گیری تصادفی ساده انتخاب شدند. پرسشنامه‌های پنج عامل بزرگ شخصیت (Costa & McCrae, 1992)، استرس شغلی (Parker & De Cotiis, 1983)، تعارض کار- خانواده (Carlson et al., 2000)، فرسودگی شغلی (Maslach, 1982)، قصد ترک شغل (Camman et al.,1979) و رضایت از زندگی (Diener et al., 1985) به‌منظور جمع‌آوری داده‌ها مورد استفاده قرار گرفتند. ارزیابی الگوی پیشنهادی از طریق الگویابی معادلات ساختاری (SEM) با استفاده از نرم‌افزارهای AMOS و SPSS22 انجام گرفت. به‌منظور آزمون اثرهای واسطه‌ای در الگوی پیشنهادی نیز از روش بوت‌استراپ استفاده شد. یافته‌ها نشان‌دهندۀ برازش مطلوب الگوی نهایی با داده‌ها بودند. نتایج نشان داد تمامی مسیرهای مستقیم و غیرمستقیم معنی‌دار بودند (05/0p < ). به عبارتی، روان‌رنجورخویی از طریق فرسودگی شغلی بر قصد ترک شغل (001/0p < strong>=، 074/0β=) و رضایت از زندگی (001/0p < strong>=، 092/0- β=)، استرس شغلی از طریق فرسودگی شغلی بر قصد ترک شغل (001/0p < strong>=، 058/0β=) و رضایت از زندگی (001/0p < strong>=، 072/0- β=) و تعارض کار- خانواده از طریق فرسودگی شغلی بر قصد ترک شغل (001/0p < strong>=، 124/0β=) و رضایت از زندگی (001/0p < strong>=، 154/0- β=) اثر غیرمستقیم دارند.
The purpose of this study was investigating the causal relationship between neuroticism, job stress and work-family conflict with turnover intention and life satisfaction through mediating role of job burnout. The research method is descriptive correlational. The research population consisted of all employees of Karoun Oil and Gas Company in 2018. The sample consisted of 265 employees of Karoun Oil and Gas Company who were selected by simple random sampling method. Big Five Factor Personality (Costa & McCrae, 1992), Job Stress (Parker & De Cotiis, 1983), Work- Family Conflict (Carlson et al., 2000), Job Burnout (Maslach, 1982), Turnover Intention (Cammann et al., 1979) and Life Satisfaction (Diener et al., 1985) questionnaires were used for data collecting. The proposed model was evaluated using Structural Equation Modeling (SEM) using AMOS and SPSS software version 22. Bootstrap method was used to test the mediating effects in the proposed model. The findings showed that the final model has suitable fitness to research data. The results showed that all direct and indirect paths were significant (p < 0/05). In other words, neuroticism through job burnout on turnover intention (β=0/074, p=0/001) and life satisfaction (β=-0/092, p=0/001), job stress through job burnout on turnover intention (β=0/058, p=0/001) and life satisfaction (β=-0/074, p=0/001), and work-family conflict through job burnout on turnover intention (β=0/124, p=0/001) and life satisfaction (β=-0/154, p=0/001) have indirect effect.
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