نوع مقاله : مقاله پژوهشی

نویسندگان

1 دانشجوی کارشناسی ارشد دانشگاه شهید چمران اهواز

2 دانشیار دانشگاه شهید چمران اهواز

3 عضو هیات علمی

چکیده

هدف از
این پژوهش تعیین نقش رهبری تحولی و منابع شغلی در پیش‌بینی شیفتگی به شغل و نیز
تعیین رابطه شیفتگی به شغل با بهزیستی روانشناختی وخلاقیت سازمانی بود. شرکت‌کنندگان در پژوهش 221 نفر بودند
که از میان کارکنان شرکت بهره‌برداری نفت و گاز مارون با روش نمونه‌گیری تصادفی ساده انتخاب شدند. ابزارهای پژوهش شامل پرسشنامه‌های شیفتگی شغلی (باکر، 2008)، منابع شغلی (خانتاپولو، 2007)، رهبری تحولی کلی (کارلس، ویرینگ و مان، 2000)، بهزیستی روان‌شناختی
(ریف، 1989) و خلاقیت سازمانی (ژو و گئورگ، 2001) بودند.
برای تحلیل داده‌ها از ضریب همبستگی و رگرسیون چندگانه استفاده شد. نتایج نشان داد
که رهبری تحولی و منابع شغلی به ترتیب نقش معنی‌داری در پیش‌بینی شیفتگی شغلی
دارند. همچنین، شیفتگی به شغل و ابعاد آن نیز روابط معنی‌داری با بهزیستی
روانشناختی و خلاقیت سازمانی دارند. به علاوه، نتایج تحلیل رگرسیون نشان داد که
جذب به شغل و لذت از شغل نقش بیشتری در پیش‌بینی بهزیستی روانشناختی و خلاقیت
سازمانی دارند.

کلیدواژه‌ها

عنوان مقاله [English]

Investigating some predictors and outcomes of flow at work in Maroon oil and gas production company’s personnel

نویسندگان [English]

  • M Bryaji 1
  • A Nami 2

1

2

3

چکیده [English]

The aim of this research was to determine the role of transformational leadership
and job resources in predicting flow at work and the relationship of flow at work with psychological
well-being and creativity. The statistical
population comprised of all employees of Maroon oil and gas Production Company, that 221 of
them have been selected by simple random sampling method. The instruments were Flow
at Work (Bakker, 2008), Job Resources (Xanthopoulou, 2007), General Transformational Leadership
(Carless, Wearing and
Mann, 2000), Psychological Well-being (Ryff, 1989) and Organizational Creativity
(Zhou and George, 2001). A correlation and multiple regression analysis were used to analyz
data. The results showed that transformational leadership and job resources had positive and
significant role in predicting the flow at work respectively. In addition flow at work and its components
had positive and significant relationships with psychological well-being and organizational creativity. The
results of regression analysis showed that absorption to job and work enjoyment predicted
psychological well-being and organizational creativity more strongly.

کلیدواژه‌ها [English]

  • Flow at work
  • Transformational leadership
  • job resources
  • psychological well-being
  • Organizational creativity
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