تأثیر گرانباری نقش، تعارض نقش و ابهام نقش بر عملکرد وظیفه‌ای و رفتار شهروندی سازمانی با نقش میانجی عزت‌نفس سازمان محور در کارکنان شرکت ملی حفاری ایران
محورهای موضوعی : صنعتی
سحر سوادکوهی
1
(استادیار، گروه روا¬نشناسی، موسسه آموزش عالی نقش جهان، بهارستان، اصفهان، ایران)
سیما پری زاده
2
(دکتری روانشناسی صنعتی و سازمانی، گروه روانشناسی صنعتی و سازمانی، دانشکده علوم تربیتی و روانشناسی، دانشگاه شهید چمران اهواز، اهواز، ایران.)
کیومرث بشلیده
3
(استاد، گروه روانشناسی صنعتی و سازمانی، دانشکده علوم تربیتی و روانشناسی، دانشگاه شهید چمران اهواز، اهواز، ایران)
کلید واژه: فشارزاهای شغلی, عملکرد وظیفه‌ای, رفتار شهروندی سازمانی, عزت‌نفس سازمان محور, کارکنان شرکت ملی حفاری ایران,
چکیده مقاله :
هدف این پژوهش، بررسی نقش واسطه‌ای عزت‌نفس سازمان محور در تأثیر گرانباری نقش، تعارض نقش و ابهام نقش بر عملکرد وظیفه‌ای و رفتار شهروندی سازمانی بود. نمونه‌ی پژوهش، 213 نفر از کارکنان شرکت ملی حفاری ایران بود که با استفاده از نمونه‌گیری تصادفی ساده انتخاب شدند. در این پژوهش، از پرسشنامه‌های استانداردی هم‌چون ارزشیابی سازمانی میشیگان (Michigan Organizational Assessment, 1969)، تعارض و ابهام نقش (Rizo, Hose, & Lirtzman, 1970)، عملکرد شغلی (Williamz & Anderson, 1991)، رفتار شهروندی سازمانی (Podsakoff, MacKenzie, Morrman, & Fetter, 1990) و عزت‌نفس سازمان محور (Pierce, Gardner, Cummings, Dunham, 1989) و برای تجزیه‌وتحلیل داده‌ها از روش تحلیل مسیر استفاده شد. آزمون الگوی پژوهش نشان دهنده برازندگی قابل قبول الگو بود. بررسی تأثیرات مستقیم نشان داد که ابهام نقش تأثیر منفی و معناداری بر عملکرد وظیفه‌ای (01/0p<)، رفتار شهروندی سازمانی (05/0p<) و عزت‌نفس سازمان محور دارد (01/0p<) و عزت‌نفس سازمان محور تأثیر مثبت و معناداری بر عملکرد وظیفه‌ای و رفتار شهروندی سازمانی دارد (01/0p<). هم‌چنین، آزمون تأثیرات غیرمستقیم نیز نشان داد که عزت‌نفس سازمان محور نقش واسطه‌ای در تأثیر ابهام نقش بر عملکرد وظیفه‌ای و رفتار شهروندی سازمانی دارد (05/0p<). ازاین‌رو به مدیران توصیه می‌شود که با به‌کارگیری راهکارهای مناسب، ابهام نقش را کاهش و عزت‌نفس سازمان محور کارکنان را ارتقا دهند تا از این طریق، عملکرد شغلی و رفتار شهروندی سازمانی آنان نیز افزایش یابند.
The aim of this study was to, investigated the mediating role of organization-based self-esteem in the effect of role overload, role conflict, & role ambiguity on task performance & organizational citizenship behavior. The sample of study was 213 employees of the National Iranian Drilling Company who were selected using simple random sampling. In this study, was used standard questionnaires such as Michigan Organizational Assessment (1969), Role Conflict, & Ambiguity (Rizo, Hose, & Lirtzman, 1970), Job Performance (Williamz & Anderson, 1991), Organizational Citizenship Behavior (Podsakoff, MacKenzie, Morrman, & Fetter, 1990), & Organization-based Self-Esteem (Pierce, Gardner, Cummings, Dunham, 1989), & for analyzing data, was used Path Analysis Method. The research model test showed the acceptable fitted of the model. Examination of the direct effects indicated that role ambiguity has a significant and negative effect on task performance (p<0.01), organizational citizenship behavior (p<0.05), & organization-based self-esteem (p<0.01), & organization-based self-esteem has a significant and positive effect on task performance, & organizational citizenship behavior (p<0.01). Also, the indirect effects test showed that organization-based self-esteem has mediating role in the effect of role ambiguity on task performance, & organizational citizenship behavior (p<0.05). Therefore, it is recommend to managers that by using appropriate solutions, reduce role ambiguity and enhance organization-based self-esteem of employees, until in this way, their job performance and organizational citizenship behavior will also increase.
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