جو مسموم سازمانی و تمایل به ترک شغل: تبیین نقش میانجی‌گر استرس شغلی و فرسودگی شغلی

فصلنامه زن و جامعه

مقاله 5، دوره 8، شماره 32، اسفند 1396، صفحه 75-102   

نوع مقاله: مقاله پژوهشی

نویسندگان

فضل اله کاظمی¹؛ امین زارع^{* 2}؛ سعید سپهری³؛ سعیده روستایی³

¹استادیار گروه مدیریت کسب و کار،واحد شیراز،دانشگاه آزاد اسلامی،شیراز،ایران

²دانشجوی دکتری مدیریت رفتار سازمانی، دانشکده مدیریت و فناوری‌های نرم ، دانشگاه صنعتی مالک اشتر، تهران، ایران.

³دانش آموخته کارشناسی ارشد مدیریت دولتی گرایش تحول سازمانی، دانشگاه ولی عصر رفسنجان، کرمان، ایران

تاریخ دریافت: 11 اردیبهشت 1396،  تاریخ بازنگری: 15 اسفند 1396،  تاریخ پذیرش: 04 اردیبهشت 1397 

چکیده

    جو سازمانی سالم می­تواند باعث بهبود تعاملات و عملکرد سازمانی شده و برعکس جو ناسالم و مسموم ممکن است محیطی پر از سوءظن و استرس بوجود آورده و اثرات منفی را بر عملکرد افراد و سازمان داشته باشد. این پژوهش با هدف بررسی تأثیر جو مسموم سازمانی بر تمایل به ترک شغل صورت گرفت. هم‌چنین، نقش میانجی­گر دو متغیر استرس و فرسودگی شغلی نیز در رابطه بین جو مسموم و تمایل به ترک شغل مورد بررسی قرار گرفت. این پژوهش از جهت هدف، کاربردی و از لحاظ روش، توصیفی از نوع پیمایشی است.جامعه آماری پژوهش شامل 150 نفر از پرستاران زن بیمارستان­ علی ابن ابی‌طالب شهرستان رفسنجان و  ابزار گردآوری داده­ها پرسش‌نامه بود. رویایی و پایایی پرسش‌نامه با استفاده از روایی صوری، روایی سازه و هم‌چنین، محاسبه آلفای کرونباخ مورد بررسی قرار گرفت و تایید شد. روش نمونه گیری نیز تصادفی ساده بود. جهت تجزیه و تحلیل داده­ها، از روش تحلیل عاملی تأییدی و مدل‌سازی معادلات ساختاری استفاده شد. نتایج پژوهش نشان دادند که جو مسموم سازمانی به گونه مستقیم در ایجاد تمایل به ترک شغل و فرسودگی شغلی تأثیری ندارد، ولی در ایجاد استرس شغلی تأثیری مثبت و معنادار دارد. هم‌چنین، بر اساس نتایج پژوهش مشخص شد استرس شغلی در ایجاد فرسودگی شغلی تأثیری مثبت و معنادار داشته، ولی در تمایل به ترک شغل  تأثیری ندارد. نتایج پژوهش نشان دادند جو مسموم سازمانی به صورت غیرمستقیم و با در نظر گرفتن نقش میانجی­گر استرس و فرسودگی شغلی باعث تمایل به ترک شغل می­شود.

کلیدواژه‌ها

جو مسموم سازمانی؛ تمایل به ترک شغل؛ استرس شغلی؛ فرسودگی شغلی

عنوان مقاله [English]

The Impact of Organizational Toxic Climate on Intention to leave job among female nursing: Explaining the role mediator of Stress and Job burnout

نویسندگان [English]

F Kazemi¹؛ A Zare²؛ S Sepehry³؛ S Roostaee³

چکیده [English]

    Healthy and favorable organizational climate can improve organizational relationships and organizational performance however, unhealthy and toxic climate may create environment of suspicion and stress and have negative effects on individual performance and organizational performance. This article aims to examine the relationship between organizational toxic climate and intention to leave job. For this purpose, two variables mediating role stress and job burnout were considered in the relationship between organizational toxic climate and intention to leave job. This research is purposeful, applied and methodically descriptive of survey type. The study population consisted of 150 female nurses of Ali Ebn Abi Taleb hospital in Rafsanjan city and the data collection tool was a questionnaire. Validity and reliability the questionnaires using face validity, construct validity and Cronbach's alpha were examined. To analyze the data, confirmatory factor analysis and structural equation modeling software and smart PLS (version 2) was used. The results showed that organizational toxic climate has no directly effect on job burnout and intention to leave job but has direct and positive effect on stress. Also The results showed that stress has directly and positive effect on job burnout but no effect on intention to leave job. The results showed that the organizational toxic climate indirectly and through mediator variables stress and job burnout effect on intention to leave job.

کلیدواژه‌ها [English]

Organizational Toxic Climate, Intention to Leave job, Job stress, Job burnout

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