مدل پیش‌بینی فرسود‌گی‌شغلی براساس عدالت و تعهدسازمانی، میل به تغییر، تعارض و ابهام نقش

دوماهنامه علمی - پژوهشی رهیافتی نو در مدیریت آموزشی

مقاله 3، دوره 8، شماره 29، خرداد و تیر 1396، صفحه 53-70   

نوع مقاله: مقاله پژوهشی

نویسندگان

میترا یادگار^{* 1}؛ محمدحسن صیف²

¹دپارتمان مدیریت و خدمات آموزشی، آموزشکده فنی و حرفه ای دختران نیریز ، دانشگاه فنی و حرفه ای استان فارس، ایران.

²دانشیار، گروه علوم تربیتی، دانشگاه پیام نور، تهران، ایران،

تاریخ دریافت: 03 بهمن 1393،  تاریخ بازنگری: 07 مهر 1394،  تاریخ پذیرش: 31 خرداد 1396 

چکیده

فرسودگی­شغلی یکی از عوامل اساسی در کاهش کارایی، از دست­رفتن نیروی­انسانی، ایجاد عوارض جسمی و روانی، به­خصوص در حرفه­های خدمات­ انسانی، می­باشد. این تحقیق با هدف ارائه مدل پیش­بینی فرسودگی­شغلی براساس عدالت و تعهد سازمانی، میل به تغییر، تعارض و ابهام نقش انجام شد. روش پژوهش همبستگی و جامعه­آماری پژوهش همه کارکنان دانشگاه فنی­وحرفه­ای و آزاد اسلامی شیراز بودند(430نفر) که از میان آن­ها 203 نفر به روش نمونه­گیری خوشه­ای چندمرحله­ای تصادفی انتخاب شدند. ابزار پژوهش شامل 5 پرسشنامه فرسودگی­شغلی ماسلاچ(2001)، تعهدسازمانی آلن و می­یر(2004)، میل به تغییر درویش یوسف(2000)، تعارض و ابهام نقش لو و همکاران(2001) و عدالت­سازمانی کلکوئیت(2001) بود. داده­ها از طریق ضریب همبستگی پیرسون و تحلیل مسیر تحلیل شد. نتایج پژوهش نشان داد که تعهدسازمانی دارای اثر مستقیم و اثر غیرمستقیم با میانجی­گری ابهام نقش، میل به تغییر و تعارض نقش بر فرسودگی­شغلی است. همچنین عدالت­سازمانی دارای اثرغیرمستقیم با میانجی­گری ابهام نقش، میل به تغییر و تعارض نقش بر فرسودگی­شغلی است، ولی بین عدالت­سازمانی و فرسودگی­شغلی رابطه مستقیم معنادار وجود نداشت. درنهایت ابهام نقش، میل به تغییر و تعارض نقش دارای اثر مستقیم بر فرسودگی­شغلی است. طبق شاخص­های برازش­شده، مدل نهایی پژوهش از برازش نسبتا خوبی برخوردار است.

کلیدواژه‌ها

فرسودگی‌شغلی؛ تعهدسازمانی؛ تعارض نقش

عنوان مقاله [English]

Burnout prediction model based on organizational justices and commitment, change intention, role conflict and ambiguity

نویسندگان [English]

M yadegar¹؛ M.H seif²

¹M.S/Islamic azad university of shiraz

²Assistant Professor/Payame Noor University

چکیده [English]

Burnout is one of the most important factors in reducing productivity in organizations and involves physical and mental signs, especially in the human service professions.This research was to Burnout prediction model based on organizational justices and commitment, change Intention, Role conflict and ambiguity. The research method was correlation and the population was all the staff of technical & vocational and Islamic Azad Universityin shiraz(430 ones), that  among them 203 ones were selected through multiple stage cluster randomized sampling method. Research instruments included 5 questionair Maslach burnout (2001), Allen & Meyer organizational commitment (2004), Darvish Yousef change intention (2000), Lu et al. role conflict and ambiguity (2001), and Colquitte organizational justice (2001). The data were analyzed using Pearson correlation coefficient and path analysis were utilized for analyzing the data. The results showed that organizational commitment  have direct effect and also indirect effect on burnout via the mediation of change intention, role conflict and role ambiguity. Organizational justice had indirect effect on burnout via the mediation of change intention, role conflict and role ambiguity. No direct effect was found between organizational justice and burnout. Change intention, role conflict and role ambiguity had direct effect on burnout. According to the fitted indices, the final model of the study has a relatively good fit.

کلیدواژه‌ها [English]

burnout, Organizational Commitment, Role Conflict

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