تأثیر ادراک از معیارهای مالی و غیرمالی ارزیابی عملکرد بر انگیزش و پیامدهای رفتاری کارکنان اداره آب و فاضلاب اهواز
محورهای موضوعی : مدیریت(منابع انسانی)حاتم خلیلی پور 1 , مهدی نداف 2 , حسنعلی سینایی 3
1 - دانشجوی دکتری گروه مدیریت دولتی، دانشکده مدیریت و اقتصاد، دانشگاه لرستان،لرستان، ایران
2 - دانشیار گروه مدیریت بازرگانی، دانشکده اقتصاد و علوم اجتماعی، دانشگاه شهید چمران اهواز، اهواز، ایران.
3 - استاد گروه مدیریت بازرگانی، دانشکده اقتصاد و علوم اجتماعی، دانشگاه شهید چمران اهواز، اهواز، ایران
کلید واژه: تعهد سازمانی, رضایت شغلی, معیارهای ارزیابی عملکرد, رفتار شهروندی سازمانی, انگیزش,
چکیده مقاله :
در دنیای رقابتی امروز، با سرعت گرفتن پیشرفت‌های علم و تکنولوژی و با نظر به اینکه منابع انسانی سرمایه‌های بنیادی و نیروی محرکه هرگونه تغییر و تحول در سازمان هستند، تنها سازمان‌هایی می‌توانند به حیات خود ادامه دهند که نقش مهم و استراتژیک منابع انسانی را درک کرده، انگیزش، رضایت، تعهد سازمانی و رفتار شهروندی سازمانی آنها را از طریق به‌کارگیری روش‌ها و فنون جدید مدیریتی ارتقا دهند. برای تحقق این امر، به‌کارگیری نظام‌های ارزشیابی عملکرد ازجمله وظایف مهم مدیریت منابع انسانی است. ازاین‌رو تحقیق حاضر به مطالعه ضرورت ارزیابی عملکرد کارکنان، کارکردها و شیوه‌های نوین آن، با استفاده از روش کتابخانه‌ای پرداخته است. هدف از پژوهش حاضر بررسی تأثیر ادراک از معیارهای مالی و غیرمالی ارزیابی عملکرد برانگیزش، رضایت شغلی، تعهدسازمانی و رفتارشهروندی سازمانی است. پژوهش ازنظر نحوه گردآوری داده‌ها از نوع توصیفی- همبستگی و ازنظر هدف کاربردی است. جامعه آماری پژوهش کارکنان اداره آب و فاضلاب شهر اهواز است که تعداد آنها 1300 نفر بود و یک نمونه به حجم 299 نفر با بهره‌گیری از روش تصادفی طبقه‌ای در دسترس از آن انتخاب گردید. جهت جمع‌آوری داده‌ها و سنجش متغیرها، از پرسشنامه استفاده شد. برای ارزیابی اعتبار پرسشنامه از روایی صوری استفاده گردید و برای محاسبه پایایی ابزار، از ضریب آلفای کرونباخ بهره‌گیری شد. جهت آزمون فرضیه‌ها از ضریب همبستگی و مدل معادلات ساختاری با استفاده از نرم‌افزارspss نسخه 22 و آموس نسخه 18 استفاده شد. نتایج بررسی فرضیه‌ها نشان می‌دهد معیارهای مالی ارزیابی عملکرد تأثیر معناداری بر انگیزش درونی دارد. معیارهای غیرمالی ارزیابی عملکرد تأثیر معناداری بر انگیزش درونی دارد. انگیزش درونی و بیرونی تأثیر معناداری بر رضایت شغلی دارد. انگیزش درونی و بیرونی تأثیر معناداری بر تعهدسازمانی دارد. انگیزش درونی و بیرونی تأثیر معناداری بر رفتار شهروندی سازمانی دارد.
The pace of advances in science and technology, human resources are construed as the fundamental capital and driving force of any change in the organization in today's competitive world where organizational survival relies heavily on the extent to which the vital and strategic role of human resources is perceived and novel managerial methods and techniques are employed to promote the employees’ motivation, satisfaction, organizational commitment and organizational citizenship behavior. Hence, a key task involved in human resources management is the implementation of performance evaluation systems. Therefore, the present study commenced with an initial library research to explore the necessity of evaluating employees’ performance, its functions and modern methods. The aim of this applied descriptive correlational study was to investigate the effect of employees' perception of financial and nonfinancial evaluative measures on their motivation, job satisfaction, organizational commitment, and organizational citizenship behavior. The research population comprised 1,300 employees of Water and Sewerage Company in Ahwaz, Iran from whom a convenience stratified sample of 299 participants were randomly selected. The research data were collected via questionnaires that were piloted to assess their face validity and Cranach’s alpha reliability. The research hypotheses were tested via correlation coefficient and Structural Equation Modeling (SEM) using the SPSS22 and AMOS18 software. The findings indicated that financial measures had a significant effect on intrinsic motivation while nonfinancial measures had a significant effect on intrinsic motivation.Both intrinsic and extrinsic motivation were found to have significant effects on job satisfaction, organizational commitment and organizational citizenship behavior.
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Deghati, A. (2019). Identifying Driver of Maintenance of Manpower in Birjand University of Medical Sciences. Management Researches, 11(42), 271-294.
Esmaeili, M., Seidzadeh, H. (2017). The survey of job satisfaction effect on performance with mediating role of organizational loyalty. Management Studies in Development and Evolution, 25(83), 51-68, (In Persian)
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_||_Abdel-Maksoud, A., Dugdale, D., & Luther, R. (2005). Non-financial performance measurement in manufacturing companies. The British Accounting Review, 37(3), 261-297.
Alahverdizadeh, M., Khodaie Mahmoodi, R. (2018). Spiritual leadership effectiveness model based on the achievement of organizational behavior and staff productivity. Journal of Productivity Management. 11(44), 211-230, (In Persian)
Arasli, H., Daşkın, M., & Saydam, S. (2014). Polychronicity and intrinsic motivation as dispositional determinants on hotel frontline employees’ job satisfaction: do control variables make a difference?. Procedia-Social and Behavioral Sciences, 109, 1395-1405, (In Persian)
Arman, M., Nikkhah Keyarmash, R. (2017). The study of relationship between perceived organizational reputation and turnover intention with the mediation of job satisfaction. Organizational Culture Management, 15(3), 503-527, (In Persian)
Barbuto, J. E., & Story, J. S. (2011). Work motivation and organizational citizenship behaviors. Journal of leadership studies, 5(1), 23-34.
Burney, L., & Widener, S. K. (2007). Strategic performance measurement systems, job-relevant information, and managerial behavioral responses-role stress and performance.Behavioral Research in Accounting,19(1),43-69.
Chia, D. P., Lau, C. M., & Tan, S. L. (2014). The relationships between performance measures and employee outcomes: The mediating roles of procedural fairness and trust. In Performance Measurement and Management Control: Behavioral Implications and Human Actions. Emerald Group Publishing Limited, 28, 203-232.
Choerudin, A. (2014). The Relationship between Spirituality and Work Attitude: A Empirical Study. International Journal of Management Research and Reviews, 4(3), 455-463.
Deci, E. L. (86). Ryan. RM (1985). Intrinsic motivation and self-determination in human behavior. New York and London: Plenum, 1-367.
Deci, E. L., & Ryan, R. M. (2000). The" what" and" why" of goal pursuits: Human needs and the self-determination of behavior. Psychological inquiry, 11(4), 227-268.
Deghati, A. (2019). Identifying Driver of Maintenance of Manpower in Birjand University of Medical Sciences. Management Researches, 11(42), 271-294.
Esmaeili, M., Seidzadeh, H. (2017). The survey of job satisfaction effect on performance with mediating role of organizational loyalty. Management Studies in Development and Evolution, 25(83), 51-68, (In Persian)
Fanggida, E., Rolland, E., Suryana, Y., & Efendi, N. (2016). Effect of a spirituality workplace on organizational commitment and job satisfaction. (Study on the lecturer of private universities in the kupang city-indonesia). Procedia-Social and Behavioral Sciences, 219, 639-646.
Gerpott, F. H., Van Quaquebeke, N., Schlamp, S., & Voelpel, S. C. (2019). An identity perspective on ethical leadership to explain organizational citizenship behavior: the interplay of follower moral identity and leader group prototypicality. Journal of Business Ethics, 156(4), 1063-1078.
Halbesleben, J. R., & Bowler, W. M. (2007). Emotional exhaustion and job performance: the mediating role of motivation. Journal of applied psychology, 92(1), 93-106.
Hejazi, R., Ghashghaei, F. (2017). Al-Zahra university performance assessment by using BSC. Journal of Management Accounting and Auditing Knowledge, 5(20), 61-70, (In Persian)
Hosainpour, D., Ghorbani Paji, A. (2017). The Impact of Human Resource Development Strategies on Organizational Effectiveness: A Mediating Role of Mutual Trust and Job Satisfaction of Employees in Sport and Youth Organization of Mazandaran Provinceth. Journal of Strategic Management research. 23(65), 45-75, (In Persian)
Huang, Y. (2015). Impact of intrinsic motivation on organizational commitment: empirical evidences from china. International Business and Management, 11(3), 31-44.
Huang, Y. (2015). How intrinsic motivation and extrinsic motivation affect organizational commitment and job satisfaction: a cross-cultural study in the United States and china (Doctoral dissertation).
Ibrahim, M. A. (2014). The Effect of Motivation on Organizational Citizenship Behavior (OCB) at Telkom Indonesia in Makassar. Bisnis & Birokrasi, 21(2), 114-120.
Jung, H. S., & Yoon, H. H. (2015). The impact of employees’ positive psychological capital on job satisfaction and organizational citizenship behaviors in the hotel. International Journal of Contemporary Hospitality Management, 27(6), 1135-1156.
Kanfer, R. (1999). Measuring health worker motivation in developing countries. Partners for Health Reform, 1-29.
Kang D., Stewart J., Kim H. (2011). The effects of perceived, external prestige, ethical organizational climate, and leader member exchange (LMX) quality on employees: Commitments and Their Subsequent Attitudes, Personnel Review, 40(6): 761–784.
Kaplan, R. S., & Atkinson, A. A. (1998). Advanced Management Accounting, 3 Prentice-Hall. USA.
Karatepe, O. M., & Uludag, O. (2007). Conflict, exhaustion, and motivation: A study of frontline employees in Northern Cyprus hotels. International Journal of Hospitality Management, 26(3), 645-665.
Khajavi S, Zare Garizi A. (2018). Modeling the moderating role of accounting information, role clarity and psychological empowerment on the effect of comprehensive performance measurement system and managerial performance: a case study in regional electricity companies, Iran. Quarterly financial accounting journal. 10(37), 45-73, (In Persian)
Khalilipour, H. (2016). The impact of financial and non-financial measures on employee motivation to participate in target setting and employee performance. Faculty of economic and social science, master of thesis Chamran University of Ahvaz, (In Persian)
Khalilipour, H., Nadaf, M., & Sinaei, H. (2017). The impact of financial and nonfinancial performance measures on motivation to participate in target setting and job performance. Public Administration Perspaective. 8(32), 127-153, (In Persian)
Kooshafar, M., Noravesh, I., Mashayekhi, B. (2017). Measure performance and management ability based on financial criteria. Journal of Management Accounting and Auditing Knowledge, 6(23), 187-202, (In Persian)
Kreitner, R. (1995). Management. 6th ed. Boston: Houghton Mifflin.
Latham, G. P. (2012). Work motivation: History, theory, research, and practice. Sage. Translated by Nasrin Arshadi, Javadaneh Publications, Jangal, (In Persian)
Lau, C. M. (2011). Nonfinancial and financial performance measures: How do they affect employee role clarity and performance?. Advances in Accounting, 27(2), 286-293.
Lau, C. M. (2015). The effects of nonfinancial performance measures on role clarity, procedural fairness and managerial performance. Pacific Accounting Review, 27(2), 142-165.
Lau, C. M., & Berry, E. (2010). Nonfinancial performance measures: How do they affect fairness of performance evaluation procedures?. Performance Measurement and Management Control: Innovative Concepts and Practices, Studies in Managerial and Financial Accounting, 20, 285–307.
Lau, C. M., & Martin-Sardesai, A. V. (2012). The role of organisational concern for workplace fairness in the choice of a performance measurement system. The British Accounting Review, 44(3), 157-172.
Lau, C. M., & Moser, A. (2008). Behavioral effects of nonfinancial performance measures: The role of procedural fairness. Behavioral Research in Accounting, 20(2), 55-71.
Lau, C. M., & Oger, B. (2011). The effects of nonfinancial performance measures on employee job satisfaction. Advances in Quantitative Analysis of Finance and Accounting, (9), 147-172.
Lau, C. M., & Roopnarain, K. (2014). The effects of nonfinancial and financial measures on employee motivation to participate in target setting. The British accounting review, 46(3), 228-247.
Lau, C. M., & Scully, G. (2015). The Roles of Organizational Politics and Fairness in the Relationship between Performance Management Systems and Trust. Behavioral Research in Accounting, 27(1), 25-53.
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