تأثیر رهبری اصیل بر بی‌نزاکتی در محل کار، بدبینی سازمانی و قصد ترک شغل کارکنان قراردادی شرکت توزیع برق مشهد
محورهای موضوعی : تربیتی
عباس قومنجانی
1
(
کارشناسی ارشد مدیریت دولتی دانشگاه فردوسی مشهد، مشهد، ایران.
)
علیرضا خوراکیان
2
(
استاد گروه مدیریت دانشگاه فردوسی مشهد، مشهد، ایران.
)
محمد مهدی فراحی
3
(
استادیار گروه مدیریت دانشگاه فردوسی مشهد، مشهد، ایران.
)
کلید واژه: بی‌نزاکتی در محل کار, بدبینی سازمانی, رهبری اصیل, قصد ترک شغل کارکنان,
چکیده مقاله :
وضعیت اشتغال قراردادی کارکنان در سازمان‌های دولتی، یکی از عوامل پیدایش رفتارهای انحرافی می‌باشد. این رفتارها و نگرش‌های منفی باعث به‌وجود آمدن مشکلاتی برای کارکنان و هم‌چنین سازمان‌ها شده است. هدف اصلی تحقیق حاضر بررسی تأثیر رهبری اصیل بر قصدترک شغل، بدبینی سازمانی و بی‌نزاکتی در محل کار می‌باشد. روش پژوهش همبستگی و جامعه آماری 651 نفر از کارکنان قراردادی شرکت توزیع برق مشهد می‌باشند که تعداد 242 نفر با استفاده از نمونه‌گیری تصادفی ساده انتخاب شده‌اند. ابزار جمع‌آوری داده‌ها، شامل پرسشنامه رهبری اصیل (Walumbwa et al, 2008)، پرسشنامه بی‌نزاکتی در محل کار (Cortina et al, 2001)، پرسشنامه بدبینی سازمانی (Dean et al, 1998) و پرسشنامه قصد ترک شغل (Cammann, 1979) بودند. برای تجزیه و تحلیل داده‌ها، از مدل‌یابی معادلات ساختاری استفاده گردید. نتایج تحلیل داده‌ها با استفاده از نرم افزار SPSS و Amos نشان داد که رهبری اصیل بر قصد ترک شغل، بدبینی سازمانی و بی‌نزاکتی در محل کار تأثیر معناداری دارد(01/0>p) و بدبینی سازمانی و بی‌نزاکتی در محل کار رابطه رهبری اصیل و قصد ترک شغل را میانجی‌گری می‌کنند. بر اساس یافته‌ها تحقیق می‌توان نتیجه گرفت رهبری اصیل به عنوان یک متغیر تأثیرگذار در سازمان باعث کاهش رفتارهای انحرافی و به تبع آن کاهش ترک شغل کارکنان می‌گردد.
The status of contracted employees in Iranian governmental organizations is one of the factors for development of deviant behavior. These behaviors and negative attitudes have created problems for employees and organizations. The main objective of the study was to examine the effects of the authentic leadership on the turnover intention, organizational cynicism and workplace incivility. The survey method is regression and statistical community includes 651 employees of the power distribution company that 242 members of them are selected by simple random sampling. The data collection tools included the Authentic leadership questionnaire (Walumbwa & et al., 2008), Workplace incivility questionnaire (Cortina & et al., 2001), Organizational cynicism questionnaire (Dean & et al., 1998) and Turnover intention questionnaire (Cammann, 1979). Structural equation modeling was used to analyze the data. The results of the data analysis using AMOS and SPSS software showed that the authentic leadership has significant effect on turnover intention, organizational cynicism and workplace incivility (p<0/01) and also organizational cynicism and workplace incivility mediates the effect of between authentic leadership and turnover intention. Based on the findings of the research, it can be concluded that the authentic leadership as an effective variable reduces the deviant behavior and consequently reduces employees’ turnover intention.
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