آزمون و مقایسه مدل علّی اعتماد تیمی بر اساس ویژگی‌های تیم، شغل و سازمان در کارکنان با اعتمادپذیری بالا و پایین

نوع مقاله: مقاله پژوهشی

نویسنده

دانشجوی دکتری روانشناسی، دانشگاه شهید چمران اهواز

10.22055/psy.2020.32934.2514

چکیده

هدف پژوهش حاضر آزمون و مقایسه مدل علّی اعتماد تیمی براساس ویژگی‌های تیم (بسندگی مهارت‌های شغلی)، شغل (ابهام نقش) و سازمان (رهبری مشارکتی) در کارکنان با اعتماد پذیری بالا و پایین بود. روش پژوهش حاضر، توصیفی از نوع همبستگی از طریق مدل‌یابی معادلات ساختاری (SEM) است. نمونه این پژوهش شامل 319 نفر از کارکنان شرکت بهره‌برداری، تولید و انتقال آب جنوب شرق خوزستان بود که به روش نمونه‌گیری تصادفی ساده انتخاب شدند. مقیاس‌های بسندگی مهارت‌های شغلی (جارونپا و همکاران، 1998)، ابهام نقش (ریزو و همکاران، 1970)، رهبری مسیر- هدف (ایندویک، 1988)، اعتمادپذیری (آشلیگ و همکاران، 2012) و اعتماد تیمی (کاستا و اندرسون، 2011) جهت جمع‌آوری داده‌ها مورد استفاده قرار گرفتند. ارزیابی مدل پیشنهادی از طریق مدل‌یابی معادلات ساختاری (SEM) و با استفاده از نرم‌افزار‌های AMOS و SPSS نسخه 24 انجام گرفت. یافته‌ها نشان‌دهنده برازش مطلوب مدل پیشنهادی با داده‌ها بود. نتایج نشان داد که مسیرهای مستقیم بسندگی مهارت‌های شغلی به اعتماد تیمی (0001/0p< ،56/0β=)، ابهام نقش به اعتماد تیمی (0001/0p< ،19/0- β=) و رهبری مشارکتی به اعتماد تیمی (0001/0p< ،18/0β=) معنی‌دار می‌باشند. علاوه بر این، نتایج تحلیل چندگروهی نشان داد که بین نمودار مسیر و ضرایب رگرسیونی مدل کارکنان با اعتماد پذیری بالا و کارکنان با اعتمادپذیری پایین تفاوت معنی‌داری وجود ندارد. در مجموع با توجه به نتایج پژوهش، دارا بودن مهارت‌های مورد نیاز شغل، وجود جوّ رهبری مشارکتی و کاهش ابهام نقش در وظایف و مسئولیت‌های تیمی می‌تواند سطح اعتماد در درون تیم‌ها را افزایش دهد.

کلیدواژه‌ها


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