اثر سیستم ارزیابی عملکرد بر رفتار خودشیرینی با نقش میانجی جوّ سازمانی

دوماهنامه علمی - پژوهشی رهیافتی نو در مدیریت آموزشی

مقاله 4، دوره 14، شماره 5 - شماره پیاپی 63، آذر و دی 1402، صفحه 64-49   

نوع مقاله: مقاله پژوهشی

شناسه دیجیتال (DOI): 10.30495/jedu.2023.29554.5902

نویسندگان

مهدی محبی¹؛ ناصر ناستی زایی^{* 2}

¹دانشجوی کارشناسی ارشد مدیریت آموزشی،‌ دانشگاه سیستان و بلوچستان

²دانشیار دانشگاه سیستان و بلوچستان

تاریخ دریافت: 21 آذر 1400،  تاریخ بازنگری: 19 بهمن 1400،  تاریخ پذیرش: 30 بهمن 1400 

چکیده

مقدمه و هدف: ‌رفتار خودشیرینی جزء رفتارهای منافقانه و سیاسی در سازمان بوده و سبب می‌شود کارکنانی که از این رفتار استفاده می‌کنند منافع و امتیازات سازمانی بیشتری را دریافت می‌کنند. هدف مطالعه حاضر بررسی اثر سیستم ارزیابی عملکرد بر رفتار خودشیرینی با نقش میانجی جوّ سازمانی است.

روش شناسی پژوهش: روش پژوهش توصیفی-همبستگی مبتنی بر مدل معادلات ساختاری بود. جامعه آماری تمامی معلمان شهر بنحار (استان سیستان و بلوچستان) در سال تحصیلی 1401-1400 به حجم 575 نفر بود که به روش نمونه‌گیری تصادفی-طبقه‌ای تعداد 231 معلم به عنوان نمونه انتخاب شدند. ابزار پژوهش پرسشنامه‌های سیستم ارزیابی عملکرد و پاداش (شیلدز، 2007): جوّ سازمانی (بوک، زمود، کیم و لی، 2005) و رفتار خودشیرنی (بولینو و تورنلی، 1999) بود. برای تجزیه و تحلیل داده‌ها از مدل معادلات ساختاری با کمک نرم افزار اسمارت پی ال اس استفاده شد.

یافته‌ها: اثرمستقیم سیستم ارزیابی عملکرد بر رفتار خودشیرینی (188/5, t=298/0- β=) منفی و معنادار، اثر مستقیم سیستم ارزیابی عملکرد بر جوّ سازمانی (331/6, t=371/0β=) مثبت و معنادار بود. اثر مستقیم جوّ سازمانی بر رفتار خودشیرینی (638/9, t=510/0- β=) منفی و معنادار بود. اثر غیرمستقیم سیستم ارزیابی عملکرد بر رفتار خودشیرینی با میانجی‌گری جوّ سازمانی (248/5, t=189/0- β=) نیز منفی و معنادار بود.

بحث و نتیجه‌گیری: ارزیابی عملکرد به صورت عینی و نه ذهنی، ارتباط مستقیم پاداش‌ها، ترفیع و ارتقا با عملکرد افراد و انتخاب ارزیابان متخصص و با انگیزه می‌تواند جوّ سازمانی را به سمت جوّ سالم و اخلاقی سوق دهد که در آن رفتار خودشیرینی به منظور اثرگذاری بر نتایج ارزیابی عملکرد تأثیر ناچیزی خواهد داشت.

کلیدواژه‌ها

ارزیابی عملکرد؛ رفتار انحرافی؛ رفتار خودشیرنی؛ جوّ سازمانی

عنوان مقاله [English]

The effect of performance evaluation system on the ingratiation behavior through mediation of organizational climate

نویسندگان [English]

mehdi mohebi¹؛ naser nastiezaie²

¹Msc student of Educational Administration,University of Sistan and Baluchestan, Zahedan, Iran

²University of Sistan and Baluchestan, Zahedan, Iran

چکیده [English]

Introduction: Ingratiation behavior has been one of the hypocritical and political behaviors in the organization and it causes employees who use this behavior receive more organizational benefits and privileges. The purpose of this study was to investigate the effect of performance evaluation system on the ingratiation behavior through mediation of organizational climate.

Research methodology: The research method was descriptive-correlation based on structural equation model. The statistical population was all teachers in Bonjar city (Sistan and Baluchestan Province) in the academic year 2021-2022 (N=575). By stratified random sampling 231 teachers were studied through questionnaires Performance evaluation system (Shields, 2007), organizational climate (Bock, Zmud, Kim &Lee, 2005) and ingratiation behavior (Bolino & Thornley, 1999). Structural equation modeling with the help of Smart PLS software was used to analyze the data.

Findings: Direct effect performance evaluation system on the ingratiation behavior (β= -0.298, t=5.188) was negative and significant, direct effect of performance evaluation system on the organizational climate (β=0.371, t=6.331) was posative and significant, direct effect of organizational climate on the ingratiation behavior (β= -0.510, t=9.638) was negative and significant. Also, the indirect effect of performance evaluation system on the ingratiation behavior through mediation of organizational climate (β= -0.189, t=5.248) was negative and significant.

Conclusion: Performance evaluation objectively rather than subjectively, direct correlation of rewards, promotion with the performance of individuals and selection of expert and motivated evaluators can lead the organizational climate to a healthy and ethical climate in which ingratiation behavior to influence performance evaluation results it will have little effect.

کلیدواژه‌ها [English]

Performance evaluation, Deviant behavior, Ingratiation behavior, Organizational climate

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