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کد مقاله : BSM-2112-1154 (R2) بازدید : 97 صفحه: 72 - 87

نوع مقاله: پژوهشی

تاثیر ویژگی‌های شخصیتی، روحیه و وابستگی نسلی بر عملکرد کارکنان

محورهای موضوعی : مطالعات رفتاری در مدیریت

محمد کاظم زاده هوچقان 1 (گروه مدیریت دولتی، واحد قشم، دانشگاه آزاد اسلامی، قشم، ایران)
رضا نجف بیگی 2 (گروه مدیریت دولتی، واحد علوم و تحقیقات، دانشگاه آزاد اسلامی، قشم، ایران)
ناصر میرسپاسی 3 (گروه مدیریت دولتی، واحد علوم و تحقیقات، دانشگاه آزاد اسلامی، قشم، ایران)
کرم الله دانش فرد 4 (گروه مدیریت دولتی، واحد علوم و تحقیقات، دانشگاه آزاد اسلامی، قشم، ایران)

تاریخ دریافت : 1400/09/16 تاریخ پذیرش : 1400/12/11 تاریخ انتشار : 1392/07/01

کلید واژه: عملکرد کارکنان, روحیه, ویژگی‌های شخصیتی, وابستگی نسلی,

چکیده مقاله :

هدف: هدف از این مطالعه بررسی تاثیر همبستگی بین شخصیت، روحیه و وابستگی نسلی کارکنان بر میزان عملکرد در محیط کاری است. روش‌شناسی: روش پژوهش کمی و تحلیل نتایج با استفاده از رگرسیون چندگانه صورت گرفته است. نمونه مورد مطالعه شامل 120 نفر از کارشناسان منابع انسانی یکی از سازمانهای دولتی، است. برای اندازه‌گیری روحیه کارکنان از پرسشنامه استاندارد مقیاس روحیه کارکنان (EMS)، برای اندازه‌گیری شخصیت از پرسشنامه استاندارد (HEXACO)، برای اندازه‌گیری عملکرد کارکنان از پرسشنامه استاندارد (JOBS) و برای نشان دادن وابستگی نسل از سال تولد هر یک از شرکت کنندگان استفاده شد.یافته‌ها: نتایج تحلیل از 8 فرضیه پژوهش نشان داد که 4 فرضیه تائید و 4 فرضیه رد شدند: سه بعد برونگرایی، تطابق یا سازگاری و استقبال از تجربیات تازه از ویژگیهای شخصیتی و روحیه کارکنان با عملکرد وظیفه ارتباط معنادار و بین سه بعد صداقت - فروتنی، عاطفی، وجدانی بودن و وابستگی نسلی با عملکرد وظیفه‌ای ارتباط معناداری وجود ندارد.بحث: با توجه به این یافته‌ها و نتیجه‌گیری از پژوهش پیشنهاد می‌شود که مطالعه بیشتری بر متغیرها بویژه روحیه و تاثیر آن بر عملکرد وظیفه، در محیط کار در نظر گرفته شود.

چکیده انگلیسی:

Objective: The aim of this study was to investigate the effect of correlation between personality, morale and generational dependence of employees on performance in the workplace.Methodology: Quantitative research method and analysis of results have been done using multiple regression. The study sample includes 120 human resources experts from a government organization. To measure employee morale from the standard staff morale scale (EMS) questionnaire, to measure personality from the standard questionnaire (HEXACO), to measure employee performance from the standard questionnaire (JOBS) and to show the generation dependence of each year of birth One of the participants was used.Results: The results of the analysis of 8 research hypotheses showed that 4 hypotheses were confirmed and 4 were rejected: three dimensions of extraversion, adaptation and acceptance of new experiences of personality traits and employee morale with a significant relationship with job performance and three dimensions of honesty There is no significant relationship between humility, emotionality, conscientiousness and generational dependence on task performance.Discussion: According to these findings and conclusions of the research, it is suggested that further study on variables, especially mood and its effect on task performance, be considered in the workplace.

منابع و مأخذ:


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_||_

  1. Accius, J., & Yeh, J. C. (2017). America must invest in its next generations. Journal of the American Society on Aging, 40(4), 101-107. Retrieved from http://www.ingentaconnect.com/content/asag/gen/2017/00000040/00000004/art00016
    2.
  2. Arsenault, P. M. (2004). Validating generational differences: A legitimate diversity and leadership issue. Leadership & Organization Development Journal, 25(1), 124-141. doi:10.1108/01437730410521813
    3.
  3. Ashton, M. C., & Lee, K. (2005). Honesty-humility, the Big Five, and the five-factor model. Journal of Personality, 73(5), 1321-1353. doi:10.1111/j.1467-6494.2005. 00351.x
    4.
  4. Ashton, M. C., & Lee, K. (2007). Empirical, theoretical, and practical advantages of the HEXACO model of personality structure. Personality and Social Psychology Review, 11(2), 150-166. doi:10.1177/1088868306294907
    5.
  5. Ashton, M. C., & Lee, K. (2009). The HEXACO-60: A short measure of the major dimensions of personality. Journal of Personality Assessment, 91(4), 340-345. doi:10.1080/00223890902935878
    6.
  6. Baehr, M. E., & Renck, R. (1958). The definition and measurement of employee morale. Administrative Science Quarterly, 3(2), 157-184. doi:10.2307/2391015
    7.
  7. Bakker, A. B., & Schaufeli, W. B. (2008). Positive organizational behavior: engaged employees in flourishing organizations. Journal of Organizational Behavior, 29(2), 147-154.
    8.
  8. Borman, W. C., & Motowidlo, S. J. (1997). Task performance and contextual performance: The meaning for personnel selection research. Human Performance, 10(2), 99-109. Brunetto, Y., Farr-Wharton, R., & Shacklock, K. (2010). The impact of supervisor-subordinate relationships on public and private sector nurses' committment. Human Resource Management Journal, 20(2), 206-225. doi:10.1111/j.1748-8583.2009.00117.x
    9.
  9. Chesler, J. C. (2015). The impact of workplace bullying on employee morale, job satisfaction and productivity within nonprofit organizations (Dissertation, School of Business and Technology, Capella University, 2014). 75/11(E), 132. Retrieved from http://search.proquest.com.library.capella.edu/docview/1559970437?accountid=27965
    10.
  10. Chou, S. Y. (2012). Millennials in the Workplace: A Conceptual Analysis of Millennials’ Leadership and Followership Styles. International Journal of Human Resource Studies, 2(2), 71-83. doi:10.5296/ijhrs.v2i2.1568
    11.
  11. Dwyer, R. J., & Azevedo, A. (2009). Prepare for the impact of the multi-generational workforce! Transforming Government: People, Process and Policy, 3(2), 101-110. doi:10.1108/17506160910960513
    12.
  12. Judge, T. A., & Bono, J. E. (2000). Five-factor model of personality and transformational leadership. Journal of Applied Psychology, 85(5), 751-765. doi:10.1037/0021- 9010.85.5.751
    13.
  13. Hackman, J. R., & Oldham, G. R. (1976). Motivation through the design of work: test of a theory. Organizational Behavior & Human Performance, 164(2), 250-279. doi:10.1016/0030-5073(76)90016-7
    14.
  14. Langkamer, K. L., & Ervin, K. S. (2008). Psychological climate, organizational commitment and morale: Implications for Army captains' career intent. Military Psychology, 20(4), 219– 236. doi:10.1080/08995600802345113
    15.
  15. Lee, K., & Ashton, M. C. (2013). The H factor of personality: Why some people are manipulative, self-entitled, materialistic, and exploitive-and why it matters for everyone. Waterloo, ON: Wilfrid Laurier University Press.
    16.
  16. Lee, K., & Ashton, M. C. (2015a). The HEXACO personality inventory - revised: A measure of the six major dimensions of personality (HEXACO-PI-R material for researchers) (Descriptive Statistics and internal consistency reliabilities of the HEXACO-60). Retrieved September 14, 2015, from hexaco.org/downloads/descriptives_60.pdf.
    17.
  17. Lee, K., & Ashton, M. C. (Test developers). (2015b). The HEXACO personality inventory - revised: A measure of the six major dimensions of personality. Retrieved from http://hexaco.org/
    18.
  18. Strauser, D. R., & Keim, J. (2002). The relationship between self-efficacy, locus of control and work personality. The Journal of Rehabilitation, 68(1), 20-26. Retrieved from https://www.questia.com/library/journal/1G1-83910978/the-relationship-between-selfefficacy- locus-of-control
    19.
  19. White, P. E. (2012). Unhappy? Low Morale? Try the 5 languages of appreciation in the workplace. Journal of Christian Nursing, 29(3), 144-149. doi:10.1097/CNJ.0b013e318256c587
    20.

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