تأثیر رهبری مخرب بر رفتارهای انحرافی در محیط کار و تمایل به ترک خدمت از طریق متغیرهای واسط قلدری سازمانی و سکوت سازمانی

عباس قائدامینی هارونی ¹ ( دانشجوی دکتری مدیریت فرهنگی، دانشکده مدیریت ، واحد تهران جنوب ، دانشگاه آزاد اسلامی ، تهران، ایران. )
مهرداد صادقی ده چشمه ² ( استادیار ،دانشکده مدیریت ، دانشگاه آزاد اسلامی واحد اصفهان(خوراسگان) ، اصفهان، ایران ( نویسنده مسئول) E- mail: [e-mail] )
سمانه کلدانی ³ ( دانشجوی کارشناسی ارشد مدیریت فرهنگی ، واحد اصفهان ، دانشگاه آزاد اسلامی (خوراسگان) ، اصفهان، ایران )
غلام رضا مالکی ⁴ ( دانش ‌آموخته دکتری مدیریت فرهنگی، مدرس دانشگاه جامع علمی کاربردی مرکز هرند )

تاریخ ارسال : 1400/08/29 تاریخ تایید : 1400/11/19

کلید واژه: تمایل به ترک خدمت, سکوت سازمانی, قلدری سازمانی, رفتارهای انحرافی در محیط کار, رهبری مخرب,

چکیده مقاله :

هدف ازپژوهش حاضر بررسی تأثیر رهبری مخرب بر رفتارهای انحرافی در محیط کار و تمایل به ترک خدمت از طریق متغیرهای واسط قلدری سازمانی و سکوت سازمانی در دانشگاه آزاد اسلامی واحد اصفهان (خوراسگان) بود. پژوهش حاضر از نظر هدف کاربردی و از نظر نحوه گردآوری اطلاعات توصیفی از نوع همبستگی است جامعه آماری پژوهش حاضر کلیه کارکنان دانشگاه آزاد اسلامی واحد اصفهان (خوراسگان) به تعداد660 نفر بود که از طریق فرمول محاسبه نمونه گیری کوکران تعداد 244 نفر به عنوان نمونه از طریق روش نمونه گیری طبقه ای متناسب با حجم انتخاب شدند که روایی پرسشنامه ها بر اساس روایی محتوایی با استفاده از نظر صاحب نظران،صوری بر مبنای دیدگاه تعدادی از جامعه آماری و سازه با روش تحلیل عاملی مورد بررسی قرار گرفتند و پس از اصطلاحات لازم روایی مورد تائید قرار گرفت و از سوی دیگرپایایی پرسش نامه ها با روش آلفای کرونباخ به ترتیب (86/0) ،(93/0) ، (84/0)، (94/0) و (92/0) برآورد شد. تجزیه و تحلیل داده ها در سطح استنباطی مشتمل بر مدل سازی معادلات ساختاری انجام گرفت. نتایج پژوهش نشان داد که رهبری مخرب دارای ضریب تأثیر معنادار 77/0 بر قلدری سازمانی و قلدری سازمانی بر رفتارهای انحرافی در محیط کار با ضریب تأثیر 88/0 و ضریب تأثیر 66/0 بر تمایل به ترک خدمت معنادار و نیز رهبری مخرب بر سکوت سازمانی با ضریب تأثیر معنادار 55/0،و سکوت سازمانی بر رفتارهای انحرافی در محیط کار با ضریب تأثیر 66/0 و بر تمایل به ترک خدمت نیز با ضریب تأثیر66/0 معنادار می باشد..

چکیده انگلیسی :

The aim of this study was to investigate the effect of destructive leadership on deviant behaviors in the workplace and the tendency to leave the service through the mediating variables of organizational bullying and organizational silence in Islamic Azad University, Isfahan Branch (Khorasgan). The present study is applied in terms of purpose and in terms of how to collect descriptive correlational information. The statistical population of the present study was 660 employees of the Islamic Azad University of Isfahan (Khorasgan). The research tools were the standard questionnaire of organizational bullying of Inerson et al. (2009) and the standard questionnaire of deviant behaviors in the workplace of Bennett and Robinson (2000) and the standard questionnaire of organizational silence of Wakula and Brados (2005). The standard questionnaire of destructive leadership was Golparvar (2014) and the tendency to leave the service of Kim et al. (2007). Factors were examined and validity was confirmed after the necessary terms. On the other hand, the reliability of the questionnaires by Cronbach's alpha method were (0.86), (0.93), (0.84), (0.94), respectively. ) And (0.92) were estimated. Data analysis was performed at the inferential level, including structural equation modeling. The results showed that destructive leadership had a significant impact factor of 0.77 on organizational bullying and organizational bullying on deviant behaviors in the workplace with an impact factor of 0.88 and an impact factor of 0.66 on the tendency to leave the service significantly and also destructive leadership on silence. Organizational with a significant impact factor of 0.55, and organizational silence on deviant behaviors in the workplace with an impact factor of 0.66 and on the tendency to leave the service is also significant with an impact factor of 0.66. The results show the mediating effect of organizational bullying and organizational silence. That the coefficients of influence are significant in all cases.

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