تأثیر طردشدگی در محیط کار بر بینزاکتی سازمانی با نقش میانجی قصد ترک شغل معلمان تربیت بدنی منطقه سیستان
پژوهش در ورزش تربیتی
مقاله 6 ، دوره 9، شماره 24 ، آبان 1400، صفحه 161-186 اصل مقاله (815.88 K )
نوع مقاله: مقاله پژوهشی
شناسه دیجیتال (DOI): 10.22089/res.2021.9742.1996
نویسندگان
راضیه شیخی 1 ؛ ناصر ناستی زایی* 2
1 دانشجوی کارشناسی ارشد مدیریت آموزشی، دانشگاه سیستان و بلوچستان، زاهدان، ایران.
2 دانشیار مدیریت آموزشی، ، دانشگاه سیستان و بلوچستان، زاهدان، ایران
چکیده
پژوهش با هدف بررسی تأثیر طردشدگی در محیط کار بر بینزاکتی سازمانی با نقش میانجی قصد ترک شغل انجام گرفت. روش پژوهش توصیفی-همبستگی بود. جامعه آماری پژوهش کلیه معلمان تربیت بدنی منطقه سیستان (استان سیستان و بلوچستان) به حجم 256 نفر بود که به شیوه نمونهگیری تصادفی- طبقهای تعداد 154 معلم از طریق سه پرسشنامهی طردشدگی در محیط کار، قصد ترک شغل و بی نزاکتی در محل کار مورد مطالعه قرار گرفتند. برای تجزیه و تحلیل دادهها از آزمون ضریب همبستگی پیرسون و مدل معادلات ساختاری با کمک نرم افزارهای اس پی اس اس (نسخه 21) و لیزرل استفاده شد. بر اساس یافتهها رابطهی مثبت و معناداری بین طردشدگی در محیط کار، بینزاکتی سازمانی و قصد ترک شغل وجود داشت، طردشدگی در محیط کار بر بینزاکتی سازمانی و قصد ترک شغل اثر مستقیم دارد و همچنین اثر میانجیگری قصد ترک شغل در رابطهی بین طردشدگی در محیط کار و بینزاکتی سازمانی مثبت و معنادار بود. بنابراین نتایج مدیران مدارس میتوانند با ایجاد جوّی صمیمی و همدلانه زمینه لازم را برای پذیرش معلمان و به تبع آن کاهش قصد ترک شغل و بی نزاکتی آنان فراهم کنند.
کلیدواژهها
طردشدگی در محیط کار ؛ رفتارهای انحرافی ؛ بی نزاکتی سازمانی ؛ قصد ترک شغل ؛ معلمان تربیت بدنی
مراجع
Ahmadi, P., Rezazadeh Shiraz, F., & Sadeghi, F. (2014). Turnover Intentions of teachers with Higher Education Degrees. The Journal of New Thoughts on Education , 10(1): 74–96. (Persian)
Ahmadi, S.A.A., & Ghodratian, A.A. (2012). Investigating the factors affecting the sustainability of knowledge and elite human resources and presenting an operational model to increase its coefficient. Human Resource Management in the Oil Industry , 4(14): 84–59. (Persian)
Alias, M., Mohd Rasdi, R., Ismail, M., & Abu Samah, B. (2013). Predictors of Workplace Deviant Behaviour: HRD Agenda for Malaysian Support Personnel. European Journal of Training and Development , 37(2): 161–182. Andersson, L.M., & Pearson, C.M. (1999). Tit for tat? The spiraling effect of incivility in the workplace. Academy of Management Review, 24(3): 452–471 .
Arab, N., Hashemi Sheykhshabani, E., & Beshlideh, K. (2013). Antecedents of Workplace Incivility: Investigating some Personal andOrganizational Variables. Journal of Psychology, 17(3): 294–309. (Persian)
Arshadi, N., Piriaei, S., & Zare, R. (2012). The moderating role of personality traits on the relationship between perceived workplace exclusion and workplace deviance. International Journal of Behavioral Sciences , 6(3): 221–230. (Persian)
Bameri, M., & Nastiezaie, N.(2016). The Role of Spiritual, Moral and Organizational Intelligence on Intention to Job Leaving of School Principals. Social Psychology Research , 6(22): 67–95. (Persian)
Beshlideh,, Mosavi, S.H., Khajepour, N., & Baharlou, M. (2016). Relationship between Workplace Ostracism and Job Outcomes: Moderating role of Psychological Capital.Modern psychological research , 10(40): 173–192. (Persian)
Chung, Y.W., & Yang, J.Y. (2017). The mediating effects of organization-based self-esteem for the relationship between workplace ostracism and workplace behaviors. Baltic Journal of Management , 12(2): 255–270.
Dabbashi, F., & Nouri, A. (2017). Predicting Employees' Turnover Intention by Individual, Occupational and Organizational factors. Knowledge & Research in Applied Psychology , 17(2): 45-54. (Persian)
Darkhor, S., Arshady, , & Hashemi, E. (2018). Designing and testing a model of some outcomes of witnessing workplace incivility.Social Psychology Research , 7(28): 23–40. (Persian)
Farhadi, A., Movahedi, Y., Nalchi, M., Daraei, M., & Mohammadzadegan, R. (2013). The Relationship between Work-family Conflict, Burnout Dimensions and Intention to Leave among Female Nurses. Iran Journal of Nursing, 26(84): 34–43. (Persian)
Ferris, D.L., Brown, J., Berry. W.J., & Lian, H. (2008). The development and validation of workplace ostracism scale. Journal of Applied Psychology, 93(6): 1348–1366.
Golmeymi, , Fayaz, B., & Nasri, F.(2019). Clarifying the Mediating Role of Organizational Commitment in the Relationship between Career Life Quality and Deviant Behaviors in the Faculty Members and Commanders of the Naval Academy Dispatched to Maritime Missions. Journal of Teaching in Marine Sciences , 5(4): 76–92. (Persian)
Golparvar, M., Javadian, Z., Vaseghi, Z., Mosaheb, M., Esmailian Ardestani, Z. (2014). The Interactional Role of Perceived Organizational Justice Dimensions on Retaliatory Behaviors. Social Cognition , 3(1): 73– (Persian)
Grandey, A., Cordeiro, B., & Crouter, A. (2005). A longitudinal and multisource test of the work-family conflict and job satisfaction relationship. Journal of Occupational and Organizational Psychology , 78(3): 305–323.
Griffin, B. (2010). Multilevel relationships between organizational-level incivility, justice and intention to stay. Work & Stress , 24(4): 309–323.
Handoyo, S., Samian , Syarifah, D ., & Suhariadi, F . (2018). The measurement of workplace incivility in Indonesia: evidence and construct validity. Psychology Research and Behavior Management , 11(C): 217–226.
Hashemi, S., Savadkouhi, S., Naami, A., & Beshlideh, K. (2018). Relationship between job stress and workplace incivility regarding to the moderating role of psychological capital. Journal of Fundamentals of Mental Health , 20(2): 103– (Persian)
Hitlan, R.T., & Noel, J. (2009). The influence of workplace exclusion and personality on counterproductive work behaviors: An interactional perspective. European Journal of Work and Organizational Psychology , 18(4): 477–502.
Hitlan, R.T., Cliffton, R.J., & DeSoto, M.C. (2006). Perceived exclusion in the workplace: The moderating effects of gender on work-related attitudes and psychological health. North American Journal of Psychology , 8(2): 217–236.
Kalateh Seifari, M., Koozechian, H., Ehsani, M., & Hosseini, S.Y. (2014). Designing and providing a model for volunteer retention in student Sports: Case study of sports volunteers of Tehran province university. Research on Educational Sport , 2(6): 33–50. (Persian)
Karami,, Zia Addini, M., Nazer, M., & Karami, N.(2016).The Relationship between perceived workplace exclusion with workplace Incivility in the medical staff of Rafsanjan University of Medical Sciences. Community Health Journal , 9(4): 72–80. (Persian)
Karampour, A., Ahmadi, H., Safari-Kahreh, M., & Asadolahi Dehkordi, E. (2013). Investigation and prioritization the causes factors of employees’ turnover in the Mobin petrochemical corporation of Southern Pars. Journal of Public Administration , 5(3): 123–(Persian)
Khajepour,, Beshlideh, K., & Baharlou, M. (2018). Relationship of Workplace Ostracism with Job Performance, Organizational Citizenship Behavior, Turnover Intention: Mediating Role of Job Satisfaction.Journal of Psychological Achievements , 24(2): 137–160. (Persian)
Kim, T.Y., & Leung, K. (2007). Forming and reacting to overall fairness: A cross-cultural comparison. Organizational Behavior and Human Decision Processes, 104(1): 83–95.
Kishokumar, R. (2018). The impact of psychological contract on organizational citizenship behavior: An investigation on banking sector in Eastern Province, Sri Lanka. Asian Journal of Economics, Business and Accounting , 6(1): 1–13.
Laschinger, H.K., Leiter, M., Day, A., & Gilin, D. (2009). Workplace empowerment, incivility, burnout: Impact on staff nurse recruitmentand retention outcomes. Journal of Nursing Management , 17(3): 302–311.
Lim, S., Cortina, L.M., & Magley, V.J. (2008). Personal and workgroup incivility: Impact on work and health outcomes. Journal of Applied Psychology, 93(1): 95–107.
Pearson, C.M. (2010). Research on workplace incivility and its connection to practice: In J. Greenberg (Ed.): Insidious workplace behaviour , (Pp: 149–174). New York: Routledge Academic.
Porath, C.L., & Pearson, C.M. (2010). The cost of bad behavior. Organizational Dynamics , 39(1): 64–71.
Rafiee, M., & Barghi, I. (2018). Identifying the Representations of the Deviant Workplace Behavior and Examining their Relationship with Organizational Justice and Quality of Supervision of Instruction programs in Schools. Journal of School Administration , 6(1): 189-205. (Persian)
Rastegar, , Bagheri Garbollagh, H., & Jabari, E.(2019). Reflection on The Role of Workplace Ostracism on Organizational Cynicism by Moderating Psychological Capital: The Military Industry, a Case study Abasali Rastegar. Military Management , 19(74): 31–52. (Persian)
Rezaei Badafshani, F., Nouri, A., & Arizi, H.R.(2012). Workplace Incivility and Turnover Intention: The Mediating Role of Organizational Justice. Knowledge & Research in Applied Psychology , 12(46): 40– (Persian)
Robinson, S.L., O’Reilly, J., & Wang, W. (2013). Invisible at work: An integrated model of workplace ostracism. Journal of Management , 39(1): 203–231.
Salehi Sadaghiani,, Karami, H., & Ghorbani Paji, A.(2019). Effect of Perceived Dismissal on Deviant Behaviors of Employees with the Role of Organizational Pessimism Mediator and Neuroticism Moderator. Police Management Studies Quarterly , 14(2): 195–216. (Persian) Scott, K.D. (2007). [The development and test of an exchange-based model of interpersonal exclusion] . A dissertation submitted in partial fulfillment of the requirements of the degree of Doctor of Philosophy in the College of Business and Economics at the University of Kentucky, Lexington , Kentucky , United States. Scott, K.L., Tams, S., Schippers , M.C., & Lee, K. (2015). Opening the black box: Why and when workplace exclusion affects social reconnection behaviour, health, and attitudes. European Journal of Work and Organizational Psychology, 24(2): 239–255.
Shiri, A., Yasini, A., & Saati, (2019). Orkplace Incivility Consequences: A Model for Hospital Environment. Journal of Ilam University of Medical Sciences , 26(6): 194–204. (Persian)
Sommer, K.L., Williams, K.D., Ciarocco, N.J., & Baumeister, R.F. (2001). When silence speaks louder than words: explorations into the interpersonal and intrapsychic consequences of social ostracism. Basic and Applied Social Psychology , 23(4): 225–243.
Taghizadeh Mosan, M., Pahlavani Farahani, A., & Hejr, A. (2017). Investigating the main factors of dismissal of efficient and experienced employees from the perspective of human resources (Case study: one of the Iranian oil and gas drilling companies). Oil and Gas Exploration and Production , 13(152): 29–34. (Persian)
Taherlou, S., Fazlzadeh, A., Sanoubar, N., & Faryabi, M. (2017). The Effect of Person-Job Fit on Turnover Intention & Job Quality Improvement with the Mediating Role of Job Involvement: Evidence of Brokerage Industry. Organizational Culture Management , 15(44): 249–269. (Persian)
Tavakoli, , Jamali, Sh., & Khorasani, V. (2015). Designing a Model of Organizational Ostracism in Selected Banks. Public Administration Perspective , 5(20): 15–43. (Persian )
Vantilborgh, T. (2014). Volunteers’ reactions to psychological contract fulfillment in terms of exit, voice, loyalty, and neglect behavior. International Journal of Voluntary and Nonprofit Organizations , 26(2): 604-628.
Yang, W., & Chao, L. (2016). How psychological contract breach influences organizational identification and organizational citizenship behavior: The mediating role of psychological capital. American Journal of Industrial and Business Management , 6(8): 922–930.
آمار
تعداد مشاهده مقاله: 3,394
تعداد دریافت فایل اصل مقاله: 596