رابطه تداخل با عملکرد با رفتار ضد تولید کارکنان شرکت فولاد مبارکه اصفهان باتوجه به نقش تعدیلی خلق منفی
محورهای موضوعی : تربیتینرگس السادات مرتضوی 1 , حمیدرضا عریضی 2
1 - دکتری روان‌شناسی صنعتی و سازمانی، دانشکده علوم تربیتی و روان‌شناسی، دانشگاه اصفهان، اصفهان، ایران.
2 - استاد تمام، دانشکده علوم تربیتی و روان‌شناسی، دانشگاه اصفهان، اصفهان، ایران.
کلید واژه: خلق منفی, شرکت فولاد مبارکه اصفهان, رفتار ضدتولید, تداخل با عملکرد,
چکیده مقاله :
این پژوهش با هدف بررسی رابطه تداخل با عملکرد با رفتار ضد تولید کارکنان شرکت فولاد مبارکه اصفهان باتوجه به نقش تعدیلی خلق منفی انجام شد. تداخل با عملکرد، موقعیت کاری ناامید کننده ورای کنترل کارکنان است که از انجام وظایف مرتبط با کار آنها، جلوگیری می کند. طرح پژوهش رابطه ای از نوع تحلیل تعدیلی بود و شرکت کنندگان در پژوهش شامل 319 نفر از کارکنان شرکت فولاد مبارکه اصفهان بودند که به صورت نمونه در دسترس انتخاب شدند. ابزارهای استفاده شده شامل مقیاس محدودیت های سازمانی (Spector & Jex,1998)، مقیاس خلق مرتبط با شغل(Fox & Spector,1999) و فهرست وارسی رفتار ضد تولید(Fox, Spector & Miles, 2001) بود. داده ها توسط رگرسیون سلسله مراتبی و تحلیل تعدیلی مورد تحلیل قرار گرفت. نتایج نشان دادکه در تداخل با عملکرد بالا، زمانیکه کارکنان دارای خلق منفی بالایی هستند، رفتار ضدتولید آنها افزایش می یابد. همچنین اثر تعدیلی خلق منفی در رابطه بین تداخل با عملکرد و رفتار ضدتولید در محیط کار، تایید گردید(01/0>P).
The purpose of this study was to investigate the relationship organization constraint with counterproductive behavior of Isfahan's Mobarakeh Steel Company employees considering moderator role of negative affect. Organizational constraint is frustrating work condition beyond the control of employees that prevent them from completing their work related tasks. Research design was relational and type of moderating analysis and Participants in this study were 319 employees of Isfahan's Mobarakeh Steel Company that Sample Available were selected. The instruments used included The Organizational Constraints Scale (Spector & Jex,1998), Job Related Affects Scale(Fox & Spector,1999) and Counterproductive Work Behavior Index(Fox, Spector & Miles ,2001). Data was analyzed using the hierarchical regression and moderate analysis. The findings indicated that the high organization constraint, their counterproductive behavior increases, when employees have high negative affect. Also moderating effect of negative affect at relationship between organization constraint and counterproductive behavior in the workplace was confirmed (P<0/01).
Aronson, O. (2007). Social Psychology. Tehran: Roshd.
Babamiri, M. (2011). The relationship between organizational justice (distributive, procedural, interpersonal intelligence) and personality traits (conscientiousness and agreeableness) with counterproductive behaviors. Master's thesis. University of Isfahan.
Barati, H. (2007). The relationship between the perception of noise in the workplace and employee job satisfaction and behavioral abnormalities Esfahan Steel Company, Master's thesis. University of Isfahan
Baron, R. A., & Neuman, J. H. (1996). Workplace violence and workplace aggression: evidence on their relative frequency and potential causes. Aggressive Behavior, 22: 161–173.
Bennett, R. J., & Robinson, S. L. (2000). Development of a measure of workplace deviance. Journal of Applied Psychology, 85: 349–360.
Bies, R. J., & Tripp, T. M. (1998). Revenge in organizations: the good, the bad, and the ugly. In R. W. Griffin, A. O’Leary-Kelly, & J. M. Collins (Eds.), Dysfunctional behavior in organizations: Violent and deviant behavior. Monographs in organizational behavior and industrial relations (Vol. 23, Parts A & B, pp. 49–67). Stamford, CT: JAI Press, Inc.
Brief, A.P., & Weiss, H. M. (2002). Organizational behavior: Affect in the workplace. Annual Review of Psychology, 53: 279-307.
Britt, T. W., McKibben, E. S., Green‐shortridge, T. M., Odle-dusseau, H. N., & Herleman, H. A. (2012). Self‐engagement moderates the mediated relationship between organizational constraints and organizational citizenship behaviors via rated leadership. Journal of Applied Social Psychology, 42: 1830-1846.
Bobko, P.(1995). Correlation and regression: Principles and applications for industrial/ organizational psychology. New York: McGraw- Hill.
Bushman, B. J., & Anderson, C. A. (1998). Methodology in study of aggression: Integrating experimental and non-experimental findings. In R. G. Geen & E. Donnerstein (Eds), Human Aggression: Theories, Research, and Implications for Social Policy (pp. 23-48). San Diego, CA: Academic Press.
Chang, Ch. S.(2015). Relationships of organizational justice and organizational constraint with performance: A Meta-Analysis. A Dissertation Submitted to the Graduate College of Bowling Green State University in partial fulfillment of the requirements for the degree of Doctor Of Philosophy.
Chen, P. Y., & Spector, P. E. (1992). Relationships of work stressors with aggression, withdrawal, theft and substance use: an exploratory study. Journal of Occupational and Organizational Psychology, 65: 177–184.
Chen, P. Y., & Spector, P. E. (1991). Negative affectivity as the underlying cause of correlations between stressors and strains. Journal of applied psychology, 76: 398-407.
Chen, H., Richard, O. C., Boncoeur, O. D., & Ford Jr, D. L. (2020). Work engagement, emotional exhaustion, and counterproductive work behavior. Journal of Business Research, 114, 30-41.
Coffey, M., Dugdill, L., & Tattersall, A. (2004). Stress in social services: Mental wellbeing, constraints and job satisfaction. British Journal of Social Work, 34: 735-746.
Coyne, I., Gentile, D., Born, M. P., Ersoy, N. C., & Vakola, M. (2013). The relationship between productive and counterproductive work behaviour across four European countries. European Journal of Work and Organizational Psychology, 22: 377-389.
Czarnota-Bojarska, J. (2015). Counterproductive work behavior and job satisfaction: A surprisingly rocky relationship. Journal of Management & Organization, 21: 460-470.
Dalal, R. S. (2005). A meta-analysis of the relationship between organizational citizenship behavior and counterproductive work behavior. Journal of Applied Psychology, 90: 1241-1255.
DeShong, H. L., Grant, D. M., & Mullins-Sweatt, S. N. (2015). Comparing models of counterproductive workplace behaviors: The Five-Factor Model and the Dark Triad. Personality and Individual Differences, 74: 55-60.
Federici, R. A. (2013). Principals’ self-efficacy: relations with job autonomy, job satisfaction, and contextual constraints. European journal of psychology of education, 28: 73-86.
Fida, R., Paciello, M., Barbaranelli, C., Tramontano, C., & Fontaine, R. G. (2014). The role of irritability in the relation between job stressors, emotional reactivity, and counterproductive work behavior. European Journal of work and organizational psychology, 23: 31-47.
Fox, S., & Spector, P. E. (1999). A model of work frustration—aggression. Journal of Organizational Behavior, 20: 915–931.
Fox, S., Spector, P. E., & Miles, D. (2001). Counterproductive work behavior (CWB) in response to job stressors and organizational justice: some mediator and moderator tests for autonomy and emotions. Journal of Vocational Behavior, 59: 291–309.
Giacalone, R. A., & Greenberg, J. (1997). Antisocial behavior in organizations. Thousand Oaks, CA: Sage Publications, Inc.
Gilboa, S., Shirom, A., Fried, Y., & Cooper, C. (2008). A meta‐analysis of work demand stressors and job performance: examining main and moderating effects. Personnel Psychology, 61: 227-271.
Goodstein, L. D, & Lanyon, R.I.(2002). Counterproductive Behavior Index (CBI): Technical manual. Version2.0. Amherst, MA: HRD Press.
Harris, M. M., & Schaubrock, J. (1988). A meta- analysis of self- supervisor, self- peer and peer supervisor rating. Personnel Psychology, 41: 43-62.
Hashemi Sheikh Shabani, S. E. (2007). Investigating the simple, multiple and interactive relationships of important environmental, attitudes, personality and emotional variables with infertile behaviors in the workplace in the staff of the National Southern Oil Company, PhD’s thesis. Shahid Chamran University of Ahvaz.
Hogan, J., & Hogan, R. (1989). How to measure employee reliability. Journal of Applied Psychology, 74: 273– 279.
Kozako, I. N. A. M. F., Safin, S. Z., & Rahim, A. R. A. (2013). The relationship of big five personality traits on counterproductive work behavior among hotel employees: An exploratory study. Procedia Economics and Finance, 7: 181-187.
Kuyumcu, D., & Dahling, J. J. (2014). Constraints for Some, Opportunities for Others? Interactive and Indirect Effects of Machiavellianism and Organizational Constraints on Task Performance Ratings. Journal of Business and Psychology, 29: 301-310.
Le Blanc, M. M., & Kelloway, E. K. (2002). Predictors and outcomes of workplace violence and aggression. Journal of Applied Psychology, 87: 444–453.
Le Roy, J., Bastounis, M., & Poussard, J. M. (2012). Interactional justice and counterproductive work behaviors: The mediating role of negative emotions. Social Behavior and Personality: an international journal, 40: 1341-1355.
Liu, C., Nauta, M. M., Li, C., & Fan, J. (2010). Comparisons of organizational constraints and their relations to strains in China and the United States. Journal of occupational health psychology, 15: 452-463.
Meier, L. L., & Spector, P. E. (2013). Reciprocal effects of work stressors and counterproductive work behavior: A five-wave longitudinal study. Journal of Applied Psychology, 98: 529-541.
Miles, D. E., Borman, W. C., Spector, P. E., & Fox, S. (2002). Building an integrative model of extra role work behaviors: A comparison of counterproductive work behavior with organizational citizenship behavior. International Journal of Selection and Assessment, 10: 51–57.
Murphy, K. R., & Cleveland, J. N.(1995). Understanding performance appraisal: Social, Organizational and Goal based Perspectives. Sage Publications: Thousand Oaks. London.
Nasir, M., & Bashir, A. (2012). Examining workplace deviance in public sector organizations of Pakistan. International Journal of Social Economics, 39: 240-253.
O’Leary-Kelly, A. M., Griffin, R. W., & Glew, D. J. (1996). Organization-motivated aggression: a research framework. Academy of Management Review, 21: 225–253.
Penney, L. M., & Spector, P. (2002). Narcissism and counterproductive behavior: do bigger egos mean bigger problems? International Journal of Selection and Assessment, 10: 126–134.
Penney, L. M., & Spector, P. (2005). Job stress, incivility, and counterproductive work behavior (CWB): the moderating role of negative affectivity, Journal of Organizational Behavior, 26: 777–796.
Sabahi, c.; Nouri, A.; Oreyzi, H. R., & Golparvar, M. (2009). Cognitive and affective factors in employees' share of counterproductive behaviors, psychological research, 3& 4, 44-62
Samnani, A. K., Salamon, S. D., & Singh, P. (2014). Negative affect and counterproductive workplace behavior: The moderating role of moral disengagement and gender. Journal of business ethics, 119: 235-244.
Scherer, K. T., Baysinger, M., Zolynsky, D., & LeBreton, J. M. (2013). Predicting counterproductive work behaviors with sub-clinical psychopathy: Beyond the Five Factor Model of personality. Personality and Individual Differences, 55: 300-305.
Skarlicki, D. P., & Folger, R. (1997). Retaliation in the workplace: the roles of distributive, procedural, and interactional justice. Journal of Applied Psychology, 82: 434–443.
Spector, P. E., & Jex, S. M. (1998). Development of four self-report measures of job stressors and strain: interpersonal conflict at work scale, organizational constraints scale, quantitative workload inventory, and physical symptoms inventory. Journal of Occupational Health Psychology, 3: 356–367.
Spector, P. E., & Fox, S. (2002). An emotion-centered model of voluntary work behavior: some parallels between counterproductive work behavior (CWB) and organizational citizenship behavior (OCB). Human Resources Management Review, 12: 269–292.
Spector, P. E., Fox, S., Penney, L. M., Bruursema, K., Goh, A., & Kessler, S. (2006). The dimensionality of counterproductivity: Are all counterproductive behaviors created equal? Journal of Vocational Behavior, 68: 446-460.
Spector, P. E., Dwyer, D. J., & Jex, S. M. (1988). Relation of job stressors to affective, health, and performance outcomes: a comparison of multiple data sources. Journal of Applied Psychology, 73: 11–19.
Spindler, H., Denollet, J., Kruse, C., & Pederson, S. S. (2009). Positive affect and negative affect correlate differently with distress and health-related quality of life in patients with cardiac conditions: Validation of the Danish global mood scale. Journal of Psychosomatic Research, 67: 57-65.
Sprung, J. M., & Jex, S. M. (2012). Work locus of control as a moderator of the relationship between work stressors and counterproductive work behavior. International Journal of Stress Management, 19: 272-283.
Stetz, M. C., Castro, C. A., & Bliese, P. D. (2007). The impact of deactivation uncertainty, workload, and organizational constraints on reservists' psychological well-being and turnover intentions. Military medicine, 172: 576-580.
Van Yperen, N. W. (2003). On the link between different combinations of negative affectivity and positive affectivity and job performance. Personality and Individual Differences, 35: 1973-1881.
Vigoda, E. (2002). Stress-related aftermaths to workplace politics: the relationship among politics, job distress, and aggressive behavior in organizations. Journal of Organizational Behavior, 23: 571–591.
Weiss, H.M., & Cropanzano, R. (1996). Affective events theory: A theoretical discussion of the structure, causes and consequences of affective experiences at work. Research in Organizational Behavior, 18: 1-74.
Windischer, A., Grote, G., Mathier, F., Martins, S. M., & Glardon, R. (2009). Characteristics and organizational constraints of collaborative planning. Cognition, technology & work, 11: 87-101.
Xiao, T., & Sanderson, P. (2014). Evaluating the generalizability of the Organizational Constraints Analysis framework: a hospital bed management case study. Cognition, technology & work, 16: 229-246.
Zare, R. (2011). The relationship between perceived organizational support, leader-follower exchange and self-organization work with deviant behaviors among employees of Region 2 gas transmission operation, Master's thesis. University of Isfahan
Zhou, Z. E., Yan, Y., Che, X. X., & Meier, L. L. (2015). Effect of workplace incivility on end-of-work negative affect: Examining individual and organizational moderators in a daily diary study. Journal of occupational health psychology, 20: 117-130.
_||_