رابطۀ قلدری سازمانی و سکوت سازمانی با نقش میانجی نقض قرارداد روان‌شناختی
محورهای موضوعی : تربیتیرضا سپهوند 1 , محسن عارف نژاد 2 , فریبرز فتحی چگنی 3 , مسعود سپه وند 4
1 - استاد، دانشکده مدیریت و اقتصاد، دانشگاه لرستان، خرم‌آباد، ایران.
2 - استادیار، دانشکده مدیریت و اقتصاد، دانشگاه لرستان، خرم‌آباد، ایران.
3 - دانشجوی دکتری، دانشکده مدیریت و اقتصاد، دانشگاه لرستان، خرم‌آباد، ایران.
4 - دانشجوی دکتری، دانشکده مدیریت و اقتصاد، دانشگاه لرستان، خرم‌آباد، ایران
کلید واژه: سکوت سازمانی, قلدری سازمانی, نقض قرارداد روان‌شناختی,
چکیده مقاله :
هدف این پژوهش بررسی رابطه قلدری سازمانی با سکوت سازمانی کارکنان با نقش میانجی نقض قرارداد روان‌شناختی در کارکنان سازمان‌های دولتی استان لرستان بود. پژوهش از لحاظ هدف کاربردی و از لحاظ نوع تحقیق، رابطه‌ای و از نوع مدل‌سازی معادلات ساختاری بود. جامعه آماری پژوهش تعداد 1317 نفر از کارکنان ادارات کل ستادی استان لرستان مستقر در شهر خرم‌آباد بودند، از این میان نمونه‌ای به تعداد 297 نفر به روش تصادفی طبقه‌ای از میان آنها انتخاب گردید. برای سنجش متغیرهای پژوهش از پرسشنامه قلدری سازمانی (Einarsen, Hoel & Notelaers',2009)، پرسشنامه نقض قرارداد روان‌شناختی (Morrison and Robinson’s,2000) و پرسشنامه سکوت سازمانی (Brinsfield’s,2013) استفاده شده است. برای تجزیه‌وتحلیل داده‌ها از مدل‌سازی معادلات ساختاری استفاده شده است. نتایج پژوهش نشان‌دهندۀ آن است که قلدری سازمانی هم به‌صورت مستقیم و هم از طریق نقض قرارداد روان‌شناختی موجب افزایش سکوت سازمانی کارکنان در سازمان‌های دولتی استان لرستان می‌گردد (P<0/05).
The purpose of this study was to investigate the relationship between organizational bullying and employees' organizational silence with the mediating role of psychological contract violation in governmental organizations in Lorestan province. The study was practical in terms of purpose, relational in terms of research type, and structural formula in terms of modeling type. The statistical population of the study was 1317 employees of general offices of Lorestan province organizations based in the city of Khorramabad. Based on Morgan table, a sample size of 297 was selected by stratified random sampling. In order to measure the variables of the research, (Einarsen, Hoel & Notelaers',2009) Organizational Bullying Questionnaire, (Morrison and Robinson’s,2000) Psychological Contract Violation Questionnaire and (Brinsfield’s,2013) Organizational Silence Questionnaire were used. The reliability of the questionnaire was confirmed by Cronbach's alpha. For data analysis, structural equations modeling and PLS software have been used. The results indicate that organizational bullying both directly or through psychological contract violation increases the organizational silence of employees in governmental organizations of Lorestan province (P<0/05).
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