تأثیرات ساده و چندگانه نفوذ اجتماعی بر مسئولیت‌پذیری اجتماعی و تعهد سازمانی در کارکنان بیمارستان امام شهر اهواز
محورهای موضوعی : روانشناسیجهانگیر کرمی 1 , زهرا دانشور 2
1 - دانشیار گروه روان¬شناسی، دانشگاه رازی، کرمانشاه، ایران.
2 - دانشجوی دکتری روان¬شناسی، دانشگاه رازی، کرمانشاه، ایران.
کلید واژه: نفوذاجتماعی, مسئولیت پذیری اجتماعی, تعهد سازمانی, کارکنان بیمارستان,
چکیده مقاله :
نفوذ اجتماعی یکی از مباحث مهم در روانشناسی اجتماعی و در روابط بین‌فردی به‌ویژه در محیط‌های شغلی است که بر پیامدهای مهم شغلی در کارکنان تأثیر دارد. در همین راستا این پژوهش با هدف بررسی تأثیرات ساده و چندگانه نفوذ اجتماعی بر مسئولیت‌پذیری اجتماعی و تعهد سازمانی در کارکنان بیمارستان امام شهر اهواز انجام شد. روش پژوهش توصیفی و جامعهی آماری پژوهش شامل کلیه کارکنان و پرستاران بیمارستان امام خمینی اهواز بودند که 200 نفر از کارکنان به روش نمونه‌گیری تصادفی ساده انتخاب شدند. جهت اندازه‌گیری متغیر‌ها از پرسشنامه نفوذ اجتماعی (Yukl & Falbe, 2003)، پرسشنامه مسئولیت‌پذیری اجتماعی (Carroll, 1988) و پرسشنامه تعهد سازمانی (Meyer & Allen, 1991) استفاده شد. برای تحلیل دادهها نیز از تحلیل رگرسیون به روش ورود همزمان در نرم افزار SPSS-22 استفاده شد. نتایج تحقیق نشان داد که نفوذ اجتماعی و ابعاد آن نقش معناداری در پیش‌بینی مسئولیت‌پذیری اجتماعی و تعهد سازمانی کارکنان دارند (001/0p<). با توجه به نتایج پژوهش می‌توان ادعا کرد مدیرانی که نفوذ اجتماعی قوی‌تری بر کارکنان خود دارند، کارکنان نیز مسئولیت‌پذیری اجتماعی بالاتری در قبال سازمان، همکاران و مراجعان دارند و هر اندازه نفوذ اچتماعی بر کارکنان بیشتر باشد کارکنان از تعهد سازمانی بالاتری برخوردار خواهند بود.
Social Influence is one of important subjects in social Pychology and Interpersonal Relationship especially in work environment, that affects on important career consequences. His study was conducted with the aim of investigating the simple and multiplier effect of Social Influence on Social Responsibility and organizational commitment among employees of Imam Hospital in Ahwaz. The research method was descriptive and the statistical population included all Employees and Nurses of Imam Khomeini Hospital in Ahvaz. 200 Employees were selected by simple random sampling method. To measure the variables Social Influence Questionnaire (Yukl & Falbe 2003), Social Responsibility Questionnaire (Carroll, 1998) and Organizational Commitment Questionnaire (Meyer and Allen, 1991) were used. For data analysis, and regression analysis were used by SPSS-22 software. The results of the research showed that Social Influence and its dimensions have a significant role in predicting social responsibility and organizational commitment of employees (p <0/001). According to the research results, it can be claimed that managers who have stronger social influence on their employees, employees have higher social responsibility to the organization, colleagues and clients, and the more social influence on employees, employees will have higher organizational commitment.
Ardalan, M., Ghanbari, S., & Beheshtirad, R. (2016). The Impact of Social Capital and Social Responsibility on Organizational Commitment (Case Study of Razi University of Kermanshah Staff). Quarterly Journal of Educational Measurement and Evaluation Studies, 5(10), 109-132. [Persian]
Beikzadeh, F., Arabnezhad, H., & Nosratabdi, D. (2014). Investigating the Social Influence of the Group on the Leadership of the Leader, The First National Conference on the Position of Management and Accounting in the New World of Business, Economics and Culture, Aliabad Katoul, Islamic Azad University, Aliabad Katoul Branch. [Persian]
Brammer, S., Millington, A., & Rayton, B. (2007). The contribution of corporate social responsibility to organizational commitment. The International Journal of Human Resource Management, 18(10), 1701-1719.
Carroll, A. B. (1999). Corporate social responsibility: Evolution of a definitional construct. Business & Society, 38(3), 268-295.
Costa,D. and Balzaroa , S. (2011), Intra organizational influence tactic. Journal of Applied Psychology, 440-452.
Clugston, M. (2000). The mediating effects of multidimensional commitment on job satisfaction and intent to leave. Journal of Organizational Behavior, 21(4), 477-486.
Delvi, M., & Rahimiasl, R. (2013). Investigating the Effects of Response to Social Influence on Employee Confidence (Case Study: General Department of Taxation of Chaharmahal and Bakhtiari Province). Tax Research Journal, 7(23), 41-51.
Eliyana, A., & Ma’arif, S. (2019). Job satisfaction and organizational commitment effect in the transformational leadership towards employee performance. European Research on Management and Business Economics, 25(3), 144-150.
Grant, S. B., & Preston, T. A. (2019). Using social power and influence to mobilise the supply chain into knowledge sharing: A case in insurance. Information & Management, 56(5), 625-639.
Hediger, W. (2010). Welfare and capital-theoretic foundations of corporate social responsibility and corporate sustainability. The Journal of Socio-Economics, 39(4), 518-526.
Jabarzadehkangarloi, S., & Bayazidi, A. (2011). Investigating the Relationship between Social Responsibility and Organizational Commitment with Conservatism in Financial Reporting of Companies Listed on Tehran Stock Exchange. Journal of Stock Exchange and Securities, 3(9), 77-96. [Persian]
Kliipinis, R. B. (2009). Principles and practice of structural equation modeling. Second Edition, New York: The Guilford Press.
Krause, D. R., Handfield, R. B., & Tyler, B. B. (2007). The relationships between supplier development, commitment, social capital accumulation and performance improvement. Journal of Operations Management, 25(2), 528-545.
Linthicum, C., Reitenga, A. L., & Sanchez, J. M. (2010). Social responsibility and corporate reputation: The case of the Arthur Andersen Enron audit failure. Journal of Accounting and Public Policy, 29(2), 160-176.
Matsushima, H. (2008), Implementation and social influence. Journal of Economic Literature Classification, 7(22): 61-70.
Meyer, J. P., & Allen, N. J. (1991). A three-component conceptualization of organizational commitment. Human Resource Management Review, 1(1), 61-89.
Meyer, J. P., Paunonen, S. V., Gellatly, I. R., Goffin, R. D., & Jackson, D. N. (1989). Organizational commitment and job performance: It's the nature of the commitment that counts. Journal of Applied Psychology, 74(1), 152.
Peterson, D. K. (2004). The Relationship between Perceptions of Corporate Citizenship and Organizational Commitment, Journal of Business & Society, 43 (3): 296–319.
Robin Nunkoo, P. B. (2010). Modeling Community for a Proposed Resort Project. Journal of Sustainable Tourism, 2: 257-277.
Sayadzadeh, V., Siyadt, S., & Jamshidian, A. (2013). The Relationship between the Social Influence of Group Managers and the Organizational Commitment of Faculty Members in Isfahan University of Medical Sciences. Journal of Applied Sociology, 20(3), 165-178. . [Persian]
Schultz, J., O'Brien, A. M., & Tadesse, B. (2008). Social capital and self-rated health: Results from the US 2006 social capital survey of one community. Social Science & Medicine, 67(4), 606-617.
Shaw, J. D., Delery, J. E., & Abdulla, M. H. (2003). Organizational commitment and performance among guest workers and citizens of an Arab country. Journal of Business Research, 56(12), 1021-1030.
Tebghian, F. (2015). Corporate Social Responsibility and Poverty Reduction: Indicators of Social Performance and the Role of Motivation in Using Them, M.Sc. Thesis, Al-Zahra University, Faculty of Social and Economic Sciences. [Persian]
Vakola, M. & Nikolaou, I. (2005). Attitudes towards Organizational Change: What is the Role of Employees, Stress and Commitment? Journal of Employee Relation, 25 (2): 160–174.
Vasilescu, R., Barna, C., Epure, M., & Baicu, C. (2010). Developing university social responsibility: A model for the challenges of the new civil society. Procedia-Social and Behavioral Sciences, 2(2), 4177-4182.
Yukl, G. & C. M. Falbe (2003). "Influence tactics and objectives in upward, downward, and lateral influence attempts." Journal of Applied Psychology 75(2): 132.