رابطه نیازهای روانی-اجتماعی با عملکرد شغلی در کارکنان صنایع خودروسازی ایران: نقش تعدیل‌کنندگی سطح خلق
محورهای موضوعی : تربیتی
1 - دانشجوی کارشناسی ارشد ، گروه روانشناسی صنعتی و سازمانی ،دانشکده روانشناسی و علوم تربیتی،دانشگاه آزاد اسلامی واحد اصفهان(خوراسگان) واحد الکترونیکی ،اصفهان،ایران
2 - استادیار گروه روانشناسی ،دانشکده روانشناسی و علوم تربیتی،دانشگاه آزاد اسلامی واحد اصفهان (خوراسگان)، اصفهان،ایران
کلید واژه: خلق منفی, کارکنان صنایع خودروسازی, نیازهای روانی-اجتماعی, خلق مثبت, عملکرد شغلی,
چکیده مقاله :
این پژوهش باهدف بررسی رابطه نیازهای روانی-اجتماعی با عملکرد شغلی و نقش تعدیل‌کنندگی خلق در کارکنان صنایع خودروسازی تهران انجام شد. پژوهش از نوع کمی و همبستگی بوده ،جامعه پژوهش شامل کلیه کارکنان نوبت کار ، سه شرکت خودروسازی بود،که 1290نفربودند و660 نفر به روش تصادفی نظام مند انتخاب شده وبعد از تکمیل پرسشنامه ها ،تعداد 437 پرسشنامه به طور کامل تکمیل شده بود.در این پژوهش از سه پرسشنامه ،عاطفه مثبت و منفی (Watson,Clark&Telgen, 1997)، عوامل روانی- اجتماعی محیط کار در راهنمای جامع ارزیابی محیط کار ایران(سال 1390)و عملکردشغلی (Herci & Goldsmith ,1980)استفاده شد. داده‌ها توسط همبستگی پیرسون وتحلیل رگرسیون چندگانه سلسله مراتبی، مورد تجزیه وتحلیل قرارگرفت نتایج به‌دست‌آمده نشان. داد، نیازهای روانی-اجتماعی با عملکرد شغلی رابطه داردو رابطه مثبت بین خلق مثبت و عملکرد شغلی و رابطه منفی بین خلق منفی و عملکرد شغلی وجوددارد (001/0> p).همچنین ، خلق مثبت ومنفی در رابطه بین نیازهای روانی-اجتماعی و عملکرد شغلی، نقش تعدیل‌کنندگی دارند( 00/0= p). در نتیجه ،اگرچه پرداختن به ارضای نیازهای روانی-اجتماعی می‌تواند به عملکرد شغلی بالا در میان کارکنان منجر شود، اهمیت دادن به مسائل عاطفی و ایجاد خلق مثبت بالا و فقدان خلق منفی در ایجاد افزایش عملکرد شغلی بسیارحائزاهمیت،است.
This study was conducted to investigate the relationship between psychosocial needs and job performance and the role of mood adjustment in employees of Tehran automotive industry. The research was quantitative and correlational. The study population included all shift workers of three car companies, which were 1290 people and 660 people were selected by systematic random method and after completing the questionnaires, 437 questionnaires were completed. Research of three questionnaires: Positive and Negative Emotion (Watson, Clark & Telgen, 1997), Psychosocial Factors of the Workplace in the comprehensive guide to workplace assessment in Iran (2011) and Job Performance (Herci & Goldsmith, 1980) was used. Data were analyzed by Pearson correlation and hierarchical multiple regression analysis. The results showed that psychosocial needs are related to job performance and there is a positive relationship between positive mood and job performance and a negative relationship between negative mood and job performance (p <0.001). Also, positive and negative mood in the relationship between psychological needs - Social and job performance have a moderating role (p = 0.00). As a result, while addressing psychosocial needs can lead to high job performance among employees, it is important to pay attention to emotional issues and create high positive mood and lack of negative mood to increase job performance.
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