رابطة بین متغیرهای انگیزشیِ هدفگذاری، عدالت سازمانی، کنترل شغلی، خودکارآمدی شغلی، و خودتنظیمی، با التزامکاری کارکنان یک سازمان صنعتی
محورهای موضوعی : psychology
1 - دانشگاه شهید چمران اهواز
کلید واژه: هدفگذاری, عدالت سازمانی, کنترل شغلی, خودکارآمدی شغلی, خودتنظیمی, التزام کاری,
چکیده مقاله :
پژوهشگران گزارش دادهاند که میان انگیزش شغلی با پیامدهایی از قبیل خشنودی شغلی، دلبستگی شغلی، رفتار مدنیِ سازمانی، توانمندسازی روانی، عملکرد شغلی، و التزامکاری رابطه وجود دارد. این پژوهش با هدف بررسی رابطة متغیرهای انگیزش شغلی با التزام کاری اجرا شد. به این منظور، از کارکنان پالایشگاه آبادان 315 نفر به روش نمونهگیری تصادفیِ طبقهای انتخاب شدند. شواهد مربوط به روایی پرسشنامهها با استفاده از تحلیل عاملی تأییدی، و شواهد مربوط به پایایی آنها با استفاده از روش آلفای کرونباخ بررسی شدند که در حد قابل قبولی بودند. دادهها با استفاده از ضریب همبستگی پیرسون و تحلیل رگرسیون همزمان مورد تجزیه و تحلیل قرار گرفتند. نتایج بهدست آمده حاکی از آن است که بین همه متغیرهای پیشبین به استثنای خودکارآمدی شغلی، با التزامکاری و ابعاد آن روابط مثبت و معناداری (01/0< P) وجود دارد. نتایج رگرسیون همزمان نیز نشان داد که خودتنظیمی، عدالت سازمانی، و کنترل شغلی مهمترین متغیرهای پیشبینیکننده التزامکاری، نیرومندی، و وقف خود هستند و خودتنظیمی مهمترین پیشبینیکننده تجربه جذب در کارکنان است. این مطالعه فرایندی را توصیف میکند که به واسطه آن، انگیزش شغلی کارکنان قادر به پیشبینی التزامکاری آنان است.
Motivation plans have received considerable attention in the organizational literature and have been used to predict a variety of important individual and organizational outcomes such as job satisfaction, job involvement, organizational citizenship behavior, psychological empowerment, job performance, and job engagement. The aim of this study was to investigate the relationships between job motivations with job engagement. In a Cross-sectional correlative study, a sample of 315 employees was selected through stratified random sampling from a great industrial organization’s whole staff. The validities of all the questionnaires used were confirmed by confirmatory factor analyses and the reliabilities of the questionnaires were con-firmed measuring the Cronbach’s Alpha. Data were analyzed using Pearson correlation coefficient and stepwise regression analysis. The results indicated that there is significant and positive correlation between all antecedent variables except job self-efficacy with job engagement and also between job controls with absorbtion. In addition, the results of regression analyses showed that self-regulation, organizational justice, and job control had the most important role in predicting job engagement, vigorance, and dedication, but only self-regulation had the most important role in predicting absorbtion. This study describes a process that motivating employees through job motivation in work environments can predict their job engagement.
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