نوع مقاله : مقاله پژوهشی

نویسندگان

• حمیدرضا عریضی ¹
• هاجر براتی ²

¹ دانشیار دانشگاه اصفهان

² دکتری روانشناسی صنعتی و سازمانی از دانشگاه اصفهان

چکیده

افت بٕز ثٝ فٙٛا تٔغیطی اؾبؾی زض تبحیط ثط احطثرکی ؾبظ بٔی٘ قٙبذتٝ قسٜ اؾت وٝ ثٝ فٙٛا ؾغح
افت بٕزی اؾت وٝ وبضوٙب ؿ٘جت ثٝ سٔیطا زاضس٘ . ثطای ؾبذت یه اثعاض ٛٔحط ثی تقٟس ؾبظ بٔی٘ ٚ
تقٟس ثٝ تغییط ؾبظ بٔی٘ ثٝ ؾ٘ط یٔ ضؾس افت بٕز ثٝ ؾطپطؾت م٘ف اؾبؾی زاضز. زض پػٚٞف حبضط وٝ ثی 225 ف٘ط اظ وبضوٙب قطوت تٛظی ثطق ق بٕ انفٟب از٘ب قسٜ اؾت؛ اظ پطؾکٙب ٝٔ تقٟس ؾبظ بٔی٘
ثب فِٛض ٚ ٚوؿ طّ ) 1996 ( ، تقٟس ثٝ تغییط ؾبظ بٔی٘ )ثطاتی ٚ فطیضی، 1391 ( ٚ افت بٕز ثٝ ؾطپطؾت هٔ
آ ؿِتط ) 1995 ( اؾتفبزٜ قسٜ اؾت. یبفتٝ ٞبی پػٚٞف ک٘ب زاز وٝ ثی تقٟس ؾبظ بٔی٘ ٚ تقٟس ثٝ تغییط
ضاثغٝ غیط ؿٔتمی ٚ ؿٔتمی ٚرٛز زاضز ٚ تح یّ ثٛت اؾتطاة ک٘ب زاز وٝ ای ضاثغٝ اظ عطیک یٔبز٘ی
افت بٕز ثٝ ؾطپطؾت ایزبز یٔ قٛز. ثقس جٔبز ِٝ ای زٚ مٔیبؼ تقٟس ؾبظ بٔی٘ ٚ تقٟس ثٝ تغییط ثٝ یٔبز٘ی
ٛٔ فِٝ قٙبذتی افت بٕز ، ثقس ٞ بٕٙ٘س ؾبظی ثب یٔبز٘ی ٛٔ فِٝ فبعفی افت بٕز ٚ ثقس پیٛؾت یٍ ثب یٔبز٘ی
ٛٔ فِٝ ٞبی قٙبذتی ٚ فبعفی یٔ ثبقس. ت٘یزٝ یٌطی: ثٝ سٔیطا ٚ ؾبظ بٔ ٞب تٛنیٝ یٔ قٛز چٙبچ٘ٝ ثٝ
زج٘ب ایزبز تقٟس ؾبظ بٔی٘ ٚ ثٝ زج٘ب آ تقٟس ثٝ تغییط یٔ ثبقٙس ثبیس زض ؾقی ایزبز افت بٕز زض ظیطزؾتب بٕ٘یٙس.

کلیدواژه‌ها

• تقٟس ؾبظ بٔی٘
• تقٟس ثٝ تغییط
• افت بٕز ثٝ ؾطپطؾت
• تٔغیط یٔبز٘ی
• تح یّ ثٛت اؾتطاح

عنوان مقاله [English]

Trust in Supervisor Mediator between Organizational Commitment and Commitment to Change

نویسندگان [English]

• Hamidreza Oreyzi ¹
• Hajar Barati ²

¹ Associate Professor of Industrial Psychology Dept., University of Isfahan

² Ph.D. Industrial of Psychology, University of Isfahan.

چکیده [English]

Introduction : Trust is considered as an essential variable affecting organizational effectiveness which is known as trust level that employees have in their managers. It appears as if trust in supervisor has an essential role in making an effective means between organizational commitment and commitment to organizational change. Methodology: in the current research that was conducted on 225 employees of Electricity Distribution Company of north Isfahan, organizational commitment questionnaire of Baulfour and Wechsler (1996), commitment to organizational change questionnaire of Barati and Oreyzi (2012), and trust in supervisor questionnaire of MCAllister (1995) was used. Findings: results of the research showed that there existed direct and indirect relationship between organizational commitment (OC) and commitment to change (CTC) and bootstrapanalysis showed that this relationship is established through mediating role of trust in supervisor (TIS). Exchange dimension of OC and CTC was mediated by cognitive dimension of trust, identification dimension was mediated by affective component of trust and affiliation dimension was mediated by cognitive and affective components. Conclusion: it is suggested to managers and organizations to try to create trust in subordinates if they want to create organizational commitment and commitment to change.

کلیدواژه‌ها [English]

• organizational commitment
• commitment to change
• trust in supervisor
• mediating variable
• bootstrapanalysis