نوع مقاله : مقاله پژوهشی

نویسندگان

1 کارشناس ارشد روان‌شناسی صنعتی و سازمانی، دانشگاه شهید چمران اهواز

2 دانشیار دانشکده علوم تربیتی و روان‌شناسی، دانشگاه شهید چمران اهواز

3 استادیار دانشکده علوم تربیتی و روان‌شناسی، دانشگاه شهید چمران اهواز (نویسنده مسئول)

چکیده

پژوهش حاضر با هدف بررسی اثر ابعاد چهارگانه خشنودی از درآمد بر قصد ترک شغل با میانجی‌گری خشنودی شغلی، تعهد سازمانی، و انگیزش شغلی انجام گرفت. نمونه پژوهش حاضر شامل نفر (260 مرد و 13 زن) با میانگین سنی 44 سال بودند که به روش تصادفی طبقه‌ای از میان کارکنان شرکت ملی مناطق نفت‌خیز جنوب-منطقه اهواز انتخاب شدند. شرکت‌کنندگان در این پژوهش پرسشنامه‌های خشنودی از درآمد، قصد ترک شغل، خشنودی شغلی کلی، تعهد سازمانی و انگیزش شغلی را تکمیل نمودند. ارزیابی الگوی پیشنهادی از طریق الگویابی معادلات ساختاری (SEM) و با استفاده از نرم‌افزارهای SPSS ویراست 18 و AMOS ویراست 18 انجام شد. جهت آزمودن اثرهای واسطه‌ای نیز روش بوت استراپ مورد استفاده قرار گرفت. یافته‌ها نشان دادند که الگوی پیشنهادی از برازش نسبتاً خوبی با داده‌ها برخوردار است. برازش بهتر از طریق حذف مسیرهای غیرمعنی‌دار (خشنودی از افزایش حقوق به قصد ترک شغل، خشنودی از مزایا به قصد ترک شغل، و خشنودی از افزایش حقوق به تعهد سازمانی) و همبسته کردن خطاهای دو مسیر حاصل شد. همچنین، اثرهای منفی غیرمستقیم ابعاد چهارگانه خشنودی از درآمد بر قصد ترک شغل از طریق سه متغیر میانجی حمایت دریافت نمودند.

کلیدواژه‌ها

عنوان مقاله [English]

The Effect of Pay Satisfaction on Turnover Intention: Mediating Role of Job Satisfaction, Organizational Commitment, and Work Motivation

نویسندگان [English]

  • D. Hayati 1
  • A. Neisi 2
  • N. Arshadi 3

1

2

3

چکیده [English]

The aim of this study was to test a model consisting of turnover intention as dependent variable, four dimensions of pay satisfaction as independent variables, with job satisfaction, organizational commitment, and work motivation as mediators. The participants of this study were 273 employees of NISOC in Ahvaz, who were selected by stratified random sampling method. The instruments used in this study were Turnover Intention Scale, Job Satisfaction, Scale, Work Motivation Scale, Pay Satisfaction Questionnaire and Organizational Commitment Questionnaire. The fitness of the proposed model was examined through structural equation modeling (SEM). The indirect effects were tested by using bootstrap procedure. The findings indicated that the proposed model fitted the data. Better fit was obtained by omitting 3 non-significant paths and using AMOS modification indices. In addition, job satisfaction, organizational commitment, and work motivation mediated the relationships between four dimensions of pay satisfaction and turnover intention.

کلیدواژه‌ها [English]

  • pay satisfaction
  • turnover intention
  • Job Satisfaction
  • organizational commitment
  • work motivation
فارسی
ارشدی، نسرین (1386). طراحی و آزمودن الگویی از پیشایندها و پیامدهای انگیزش شغلی در کارکنان شرکت ملی مناطق نفت‌خیز جنوب- منطقه اهواز. پایان نامه دکترای روان‌شناسی، دانشگاه شهید چمران اهواز.
 
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