اثر سرمایۀ روانشناختی، اعتماد به سازمان و سبک رهبری تحولی بر رشد روانشناختی در کار: نقش میانجی‌گری نیازهای روانشناختی اساسی
محورهای موضوعی : تربیتی
غزاله حیاوی
1
(دانشجوی دکتری روانشناسی، دانشگاه رازی کرمانشاه، کرمانشاه، ایران.)
آسیه مرادی
2
(استادیار، گروه روانشناسی، دانشکده علوم اجتماعی، دانشگاه رازی ، کرمانشاه، ایران.)
خدامراد مومنی
3
(دانشیار، گروه روانشناسی، دانشکده علوم اجتماعی، دانشگاه رازی ، کرمانشاه، ایران.)
نسرین ارشدی
4
(استاد، گروه روانشناسی، دانشگاه شهید چمران اهواز، اهواز، ایران.)
کلید واژه: رشد روانشناختی در کار, شرکت ملّی مناطق نفت‌خیز جنوب, سرمایۀ رواشناختی, سبک رهبری تحولی, اعتماد به سازمان, نیازهای روانشناختی اساسی,
چکیده مقاله :
هدف از انجام این پژوهش بررسی اثر سرمایۀ روانشناختی، اعتماد به سازمان و سبک رهبری تحولی بر رشد روانشناختی در کار از طریق نقش واسطه ای نیازهای روانشناختی اساسی بود. جامعۀ پژوهش کلیۀ کارکنان شرکت ملّی مناطق نفت خیز جنوب-منطقه اهواز در سال 1398 را در بر می گیرد که از این میان 418 نفر به روش نمونه گیری تصادفی طبقه ای انتخاب شدند. نتایج نشان داد که الگوی پیشنهادی از برازش خوبی با داده ها برخوردار است. یافته های پژوهش حاکی از تأیید اثرهای مثبت مستقیم نیازهای روانشناختی اساسی، سرمایۀ روانشناختی و اعتماد به سازمان به رشد روانشناختی در کار بود (001/0>p)؛ امّا اثر مثبت مستقیم رهبری تحولی به رشد روانشناختی در کار غیرمعنا دار بود. نتایج حاصل از این مطالعه نشان داد که سرمایۀ روانشناختی و اعتماد به سازمان هم به صورت مستقیم و هم غیرمستقیم و سبک رهبری تحولی تنها به صورت غیرمستقیم بر رشد روانشناختی در کار اثرگذارند. با توجه به نتایج پژوهش، اقداماتی در افزایش سرمایۀ روانشناختی و اعتماد به سازمان توصیه می شود.
The purpose of this study was to investigate the effect of psychological capital, trust in organization and transformational leadership, considering the mediating role of basic psychological needs. The participants of this study were 418 employees of NISOC who were selected through stratified random sampling method. The direct effects of basic psychological needs, psychological capital and trust in organization on thriving at work were significant but the direct effect of transformational leadership on thriving at work was not supported. The indirect effects of psychological capital, trust in organization and transformational leadership on thriving at work through basic psychological needs were supported. According to findings of this study, practices for increasing of psychological capital and trust in organization should be considered by organization.
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