تأثیر حجم کار ذهنی بر عملکرد کنترل مدیران با خارج کردن اثر پنج عامل بزرگ شخصیتی
محورهای موضوعی : تربیتیسیما جنتیان 1 , حسین سماواتیان 2 , حمیدرضا عریضی 3 , محمدرضا عابدی 4 , حمید بقایی 5 , طاهره کریمیان 6
1 - دکتری روان‌شناسی دانشگاه اصفهان
2 - عضو هیأت علمی دانشکدۀ علوم تربیتی و روان‌شناسی دانشگاه اصفهان
3 - عضو هیأت علمی دانشکدۀ علوم تربیتی و روان‌شناسی دانشگاه اصفهان
4 - عضو هیأت علمی دانشکدۀ علوم تربیتی و روان‌شناسی دانشگاه اصفهان
5 - مشاور صنعتی سازمان
6 - مشاور صنعتی سازمان
کلید واژه: عملکرد کنترل, پنج عامل بزرگ شخصیتی, حجم کار ذهنی,
چکیده مقاله :
بررسی تأثیر حجم کار ذهنی بر عملکرد کنترل مدیران با خارج کردن ویژگی‌های شخصیتی هدف این پژوهش آزمایشی بود. نمونه آماری شامل انتخاب تصادفی 21 نفر از مدیران بخش ستادی شرکت گاز استان اصفهان بوده و علاوه بر ارائه پرسشنامه ویژگی‌های شخصیتی نئو (کاستا و مک‌کری، 1992)، عملکرد کنترل آزمودنی‌ها در پاسخ به تکالیف مدیریتی (محقق‌ساخته) در موقعیت‌های مختلف حجم کار ذهنی که با زمان‌بندی متفاوت مرتب شده بودند، اندازه‌گیری گردید. نتایج تحلیل واریانس با اندازه‌های تکراری، اثر حجم کار ذهنی بر عملکرد کنترل را معنی‌دار نشان داد، در حالی که خارج کردن ویژگی‌های برونگرایی، انعطاف‌پذیری و توافق‌پذیری از آن فرایند، باعث تغییر عمده و غیرمعنی‌دار شدن آن گردید (به ترتیب، 480/0P=، 731/0P=، 623/0P=). با توجه به نتایج، امکان پیش‌بینی دقیق‌تر عملکرد با توجه به حجم کار ذهنی و ویژگی‌های شخصیتی مدیران وجود دارد.
Investigating the effect of mental workload on managers' control performance while covariating the personality characteristics was the aim of the current experimental research. The statistical sample included 21 randomly selected of staff managers in Isfahan Province Gas Company. In addition to presenting the NEO Personality questionnaire (Casta & McCrea, 1992), the participants'control performance in response to managerial tasks (researcher made) in different situations of mental workload with different manipulated timing were measured. The results of repeated measures ANOVA revealed significant effect of mental workload on control performance. While covariating the characteristics of extroversion, openness and agreeableness from the process had a profound change and resulted in non-significant effects (P=0.480, P=0.731, and P=0.623, respectively). Based on the results, it is possible to predict performance of managers on the basis of their mental workload and their personality characteristics more precisely.
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