نوع مقاله : مقاله پژوهشی

نویسندگان

1 استادیار، گروه اقتصاد تطبیقی، پژوهشکده اقتصاد و مدیریت ، پژوهشگاه علوم انسانی و مطالعات فرهنگی، تهران، ایران

2 کارشناسی ارشد مدیریت بازاریابی، دانشکده مدیریت، دانشگاه خوارزمی، تهران، ایران

چکیده

هدف پژوهش حاضر، بررسی رابطه بین حمایت سازمانی ادراک­ شده و هویت­ یابی سازمانی با در نظر گرفتن نقش تعدیل­گر درهم­تنیدگی شغلی (پیوند، تناسب و فدا کردن) در رابطه مذکور است. این پژهش از لحاظ هدف، کاربردی و از لحاظ نحوه­ گردآوری داده­ها توصیفی، از نوع پیمایشی است. جامعه­ هدف این پژوهش کارکنان شعب یکی از بانک‌های خصوصی در شهر تهران بودند. روش نمونه­گیری، خوشه­ای تصادفی بود و برای جمع­آوری داده­ از پرسشنامه­‌های استاندارد استفاده شد. داده­ها به روش مدل­سازی معادلات ساختاری با استفاده از نرم­افزارSmart PLS3.2.6 تحلیل شدند. یافته­های پژوهش نشان داد، حمایت سازمانی ادراک­ شده بر هویت ‌یابی سازمانی تأثیر مثبت و معناداری دارد. به­علاوه درهم­تنیدگی شغلی به صورت نسبی در رابطه­ میان حمایت سازمانی­ادراک­ شده و هویت­ یابی سازمانی نقش تعدیل­کننده داشت. بدین معنا که افزایش دو بُعدِ پیوند و تناسب، به افزایش رابطه­ میان این دو متغیر منجر شد؛ اما بُعدِ فدا کردن در این رابطه نقش تعدیلگری معناداری نداشت. تحلیل و پیشنهادهای پژوهشی و کاربردی منتج از این نتیجه‌گیری، که به سیاست‌گذاران و دست‌اندرکاران حوزه مدیریت منابع انسانی کمک شایان توجهی خواهد کرد، در انتهای مقاله ارائه شده است.

کلیدواژه‌ها

عنوان مقاله [English]

Investigating the Relationship between Perceived Organizational Support and Organizational Identification with Regard to the Moderating Role of Job Embeddedness

نویسندگان [English]

  • Elham Ebrahimi 1
  • Shaghayegh Shomali 2

1 Assistant Professor, Comparative Economics Ggroup, Faculty of Economics and Management, Institute for Humanities and Cultural Studies, Tehran, Iran

2 Master of Marketing Management, Faculty of Management, Kharazmi University, Tehran, Iran

چکیده [English]

The purpose of the present study is to investigate the relationship between perceived organizational support and organizational identification with regard to the moderating role of job embeddedness (links, fit and sacrifice). This research is a practical study in terms of purpose and a descriptive survey on based on data collection method. The population of this study was the branch staff of one of the private banks in Tehran. Sampling method was random clustering and standard questionnaires were used for data collection. The data were analyzed by structural equation modeling using Smart PLS3.2.6 software. The findings showed that perceived organizational support had a positive and significant effect on organizational identification. In addition, job embeddedness played a partial moderating role in the relationship between perceived organizational support and organizational identification. That is, increasing links and fit as the two dimensions of job embeddedness, resulted in improving the relationship between the two variables, but the sacrifice dimension had no significant moderating role. Analyzing and theoretical and practical suggestions that will be of great help to policymakers and practitioners in the field of human resources management are presented at the end of the article.

کلیدواژه‌ها [English]

  • Job Embeddedness
  • Perceived Organizational Support
  • Organizational Identification
  • Job links
  • Job fit
  • Job Sacrifice
رحیم­نیا، فریبرز؛ نصرتی، سعید؛ اسلامی، قاسم. (1396). «بررسی تاثیر امنیت و استقلال شغلی بر ترک خدمت به­واسطه­ی درهم­تنیدگی شغلی در سازمان­های دولتی». مدیریت دولتی. 9 (2)، 357-333.
صحت، سعید و سجادیان، فاطمه (۱۳۹۸). «ادراک کارکنان از فعالیت های منابع انسانی تعهد محور». فصلنامه مطالعات مدیریت بهبود و تحول، ۲۸ (۹۱)، ۶۳-۳۱.
صحت، سعید و میرزایی، شیما (۱۳۹۷). «ناامنی شغلی؛ آسیب پذیری سلامت کارکنان و بروز رفتارهای غیراخلاقی طرفدار سازمان»، پنجمین کنفرانس ملی پژوهشهای کاربردی در مدیریت و حسابداری، تهران.
Afsar, B., & Badir, Y. F. (2016). «Person–organization fit, perceived organizational support, and organizational citizenship behavior: The role of job embeddedness». Journal of Human Resources in Hospitality and Tourism, 15(3), 252–278.
Akgunduz, Y., & Cin, F. M. (2015). «Job embeddedness as a moderator of the effect of manager trust and distributive justice on turnover intentions». Anatolia, 26(4), 549–562.
Arslaner, E., & Boylu, Y. (2017). «Perceived organizational support, work-family/family-work conflict and presenteeism in hotel industry». Tourism Review, 72(2), 171–183.
Brown, A. D. (2017). «Identity Work and Organizational Identification. International» Journal of Management Reviews, 19(3), 296–317.
Chetty, P. J. J., Coetzee, M., & Ferreira, N. (2016). «Sources of job stress and cognitive receptivity to change: The moderating role of job embeddedness». South African Journal of Psychology, 46(1), 101–113.
Coetzer, A., Inma, C., Poisat, P., Redmond, J., & Standing, C. (2018).« Job embeddedness and employee enactment of innovation-related work behaviours». International Journal of Manpower, 39(2), 222–239.
Coetzer, A., Inma, C., Poisat, P., Redmond, J., & Standing, C. (2019). «Does job embeddedness predict turnover intentions in SMEs?» International Journal of Productivity and Performance Management, 68(2), 340–361.
Dai, K., & Qin, X. (2016).« Perceived Organizational Support and Employee Engagement: Based on the Research of Organizational Identification and Organizational Justice». Open Journal of Social Sciences, 4, 46–57.
Edwards, M. R., & Peccei, R. (2010). «Perceived Organizational Support, Organizational Identification, and Employee Outcomes: Testing a Simultaneous Multifoci Model». Journal of Personnel Psychology, 9(1), 17–26.
Eisenberger, R., Fasolo, P., & Davis-LaMastro, V. (1990).« Perceived organizational support and employee diligence, commitment, and innovation». Journal of Applied Psychology, 75(1), 51–59.
Eisenberger, R., Huntington, R., Hutchison, S., & Sowa, D. (1986). «Perceived Organizational Support». Journal of Applied Psychology, 71(3), 500–507.
Eisenberger, R., Malone, G. P., & Presson, W. D. (2016). «Optimizing perceived organizational support to enhance employee engagement». Society for Human Resource Management and Society for Industrial and Organizational Psychology, 2-22.
Felps, W., Mitchell, T., Hekman, D., Lee, T., Holtom, B., & Harman, W. (2009). «Turnover contagion: How coworkers’ job embeddedness and job search behaviors influence quitting». Academy of Management Journal, 52(3), 545–561.
Ghosh, S. K. (2017). «The direct and interactive effects of job insecurity and job embeddedness on unethical pro-organizational behavior: An empirical examination». Personnel Review, 46(6), 1182–1198.
Islam, T., Ahmed, I., & Ali, G. (2019). «Effects of ethical leadership on bullying and voice behavior among nurses: Mediating role of organizational identification, poor working condition and workload». Leadership in Health Services, 32(1), 2–17.
Karatepe, O. M. (2012). «The Effects of Coworker and Perceived Organizational Support on Hotel Employee Outcomes: The Moderating Role of Job Embeddedness». Journal of Hospitality and Tourism Research, 36(4), 495–516.
Karatepe, O. M., & Shahriari, S. (2014). «Job embeddedness as a moderator of the impact of organisational justice on turnover intentions: A study in Iran». International Journal of Tourism Research, 16(1), 22–32.
Kim, C. Y., Lee, J. H., & Shin, S. Y. (2019). «Why Are Your Employees Leaving the Organization? The Interaction Effect of Role Overload, Perceived Organizational Support, and Equity Sensitivity». Sustainability, 11(3), 657.
Le, P. B., & Lei, H. (2019). «Determinants of innovation capability: the roles of transformational leadership, knowledge sharing and perceived organizational support». Journal of Knowledge Management, 23(3), 527–547.
Lee, T. W., Mitchell, T. R., Sablynski, C. J., Burton, J. P., & Holtom, B. C. (2004). «The Effects of Job Embeddedness on Organizational Citizenship, Job Performance, Volitional Absences, and Voluntary Turnover». Academy of Management Journal, 47(5), 711–722.
Leong Chan, W., Ann Ho, J., Sambasivan, M., & Imm Ng, S. (2019). «Antecedents and outcome of job embeddedness: Evidence from four and five-star hotels». International Journal of Hospitality Management, 83, 37–45.
Leupold, C. R., Lopina, E. C., & Erickson, J. (2019). «Examining the Effects of Core Self-Evaluations and Perceived Organizational Support on Academic Burnout Among Undergraduate Students». Psychological Reports, 003329411985276.
Mael, F. (1988). Organizational identification: Construct redefinition and a field application with organizational alumni.
Miao, Q., Eva, N., Newman, A., & Schwarz, G. (2018). «Public service motivation and performance: The role of organizational identification». Public Money and Management, 39(2), 77–85.
Moriano, J. A., Molero, F., Topa, G., & Lévy Mangin, J. P. (2014). «The influence of transformational leadership and organizational identification on intrapreneurship». International Entrepreneurship and Management Journal, 10(1), 103–119.
Peachey, J. W., Burton, L. J., & Wells, J. E. (2014). «Examining the influence of transformational leadership, organizational commitment, job embeddedness, and job search behaviors on turnover intentions in intercollegiate athletics». Leadership and Organization Development Journal, 35(8), 740–755.
Rahimnia, F., Eslami, G., & Nosrati, S. (2019). «Investigating the mediating role of job embeddedness: evidence of Iranian context». Personnel Review, 48(3), 614–630.
Rhoades, L., Eisenberger, R., & Armeli, S. (2001). «Affective commitment to the organization: The contribution of perceived organizational support». Journal of Applied Psychology, 86(5), 825–836.
Sluss, D., Klimchak, M., & Holmes, J. (2008). «Perceived organizational support as a mediator between relational exchange and organizational identification». Journal of Vocational Behavior, 73(3), 457–464.
Shen, Y., Jackson, T., Ding, C., Yuan, D., Zhao, L., Dou, Y., & Zhang, Q. (2014). «Linking perceived organizational support with employee work outcomes in a Chinese context: Organizational identification as a mediator». European Management Journal, 32(3), 406–412.
Tan, A. J. M., Loi, R., Lam, L. W., & Zhang, L. L. (2019).« Do embedded employees voice more?» Personnel Review, 48(3), 824–838.
Treuren, G. J. M. (2017). «Employee embeddedness as a moderator of the relationship between work and family conflict and leaving intention». International Journal of Human Resource Management, 1–21.
Tyler, T. R., & Blader, S. L. (2003). «The Group Engagement Model: Procedural Justice, Social Identity, and Cooperative Behavior». Personality and Social Psychology Review, 7(4), 349–361.
Vardaman, J., Rogers, B., & Marler, L. (2018). «Retaining nurses in a changing health care environment: The role of job embeddedness and self-efficacy». Health Care Management Review.
Wattoo, M. A., Zhao, S., & Xi, M. (2018). «Perceived organizational support and employee well-being». Chinese Management Studies, 12(2), 469–484.
Wayne, S. J., Shore, L. M., & Liden, R. C. (1997).« Perceived Organizational Support And Leader-Member Exchange: A Social Exchange Perspective». Academy of Management Journal, 40(1), 82–111.
Zagenczyk, T. J., Gibney, R., Few, W. T., & Scott, K. L. (2011).« Psychological Contracts and Organizational Identification: The Mediating Effect of Perceived Organizational Support». Journal of Labor Research, 32(3), 254–281.
Zheng, J., & Wu, G. (2018). «Work-family conflict, perceived organizational support and professional commitment: A mediation mechanism for Chinese project professionals». International Journal of Environmental Research and Public Health, 15(2), 344.