تاثیر تضعیف اجتماعی بر تعهد سازمانی و درگیری شغلی

نوع مقاله: مقاله پژوهشی

نویسندگان

1 استادیار، عضو هیئت علمی گروه مدیریت منابع انسانی ، دانشگاه تهران

2 دانشجوی کارشناسی ارشد مدیریت MBA دانشگاه تهران

چکیده

رفتارهای انحرافی و مخرب سازمانی یا سمت تاریک رفتار سازمانی، در دو دهه گذشته مورد توجه گسترده محققین این حوزه قرار گرفته است. رفتارهای تضعیف­کننده اجتماعی، بدرفتاری­های بین­فردی در ظاهر کم­اثری هستند که در صورت تداوم می­توانند اثرات مخرب زیادی بر کارکنان داشته باشد. در این پژوهش با هدف نشان­دادن اثرات مخرب این پدیده، به بررسی تاثیر تضعیف اجتماعی بر تعهد سازمانی و درگیری شغلی کارکنان پرداخته شده است. بدین منظور، اطلاعات نمونه­ای 158 تایی از کارکنان مرکز همکاری­های فناوری و نوآوری ریاست جمهوری به صورت تصادفی و به­وسیله پرسشنامه جمع­آوری گردید و مورد تجزیه و تحلیل قرار گرفت. نتایج نشان می­دهد تضعیف اجتماعی اعمال شده از سوی همکاران و سرپرست باعث کاهش معنادار درگیری شغلی و تعهد سازمانی در دو بعد تعهد عاطفی و تعهد هنجاری در کارکنان می­شود ولی همانطور که انتظار می­رفت تاثیر معناداری در تعهد استمراری کارکنان ندارد. به علاوه فرضیه مطرح شده بر اساس تئوری انصاف، مبنی بر نقش تعدیل­گری ویژگی شخصیتی وظیفه­شناسی در رابطه تضعیف اجتماعی و دو نگرش شغلی تعهد سازمانی و درگیری شغلی نیز مورد آزمون و تایید قرار گرفت. لذا لازم است مدیران سازمان­ها با شناخت این پدیده و اثرات مخرب آن ، اقدامات پیشگیرانه، مشاوره­ای و آموزشی لازم را برای به حداقل رساندن اثرات منفی آن به کار بندند.

کلیدواژه‌ها

عنوان مقاله [English]

The effects of social underming on organizational...

نویسندگان [English]

  • Marjan Fayyazi 1
  • Vahid Yousefian Arani 2

1 Assistant Professor of Management Department, Tehran University

2 M.B.A Student of Management, Tehran University

چکیده [English]

Organizational Deviance and misbehavior or the dark side of organizational behavior has been a matter of research during the last two decades. Social undermining is an interpersonal insidious misbehavior and is significantly associated with employee's outcomes if it continues over time. The effects of social undermining on employee's commitment and job involvement were tested among employees of Iran's presidential center for innovation and technology cooperation. The data gathered by distribution of questionnaire among 158 employees using random sampling method. Results show that social undermining by coworkers and supervisors has considerable effects on employee's job involvement and affective and normative commitment, but as predicted, not on continuous commitment. Moreover, based on fairness theory, the hypothesis of the mediating role of conscientiousness in the effects of social undermining on job involvement and organizational commitment was developed and tested. It is advised that organizations should consider preventing actions, training and counseling employees to minimize social undermining behavior and its consequences on employee's outcomes

کلیدواژه‌ها [English]

  • social undermining
  • organizational commitment
  • Affective Commitment
  • continuous commitment
  • Normative commitment
  • Job Involvement
  • conscientiousness
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دوره 24، شماره 79
زمستان 1394
صفحه 47-72
  • تاریخ دریافت: 24 اسفند 1394
  • تاریخ پذیرش: 24 اسفند 1394