نوع مقاله : مقاله پژوهشی

نویسنده

دانشجوی دکتری روانشناسی، دانشگاه شهید چمران اهواز

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

عنوان مقاله [English]

Testing and comparing the causal model of team trust based on team, job and organization characteristics in employees with high and low predisposition to trust

نویسنده [English]

  • Noori Kaabomeir

Ph.D student of psychology, Shahid Chamran University of Ahvaz.

چکیده [English]

The purpose of this study was to test and compare the causal model of team trust based on characteristics of team (job-adequate skills), work (role ambiguity) and organization (participative leadership) in employees with high and low predisposition to trust. The research method is descriptive-correlational through Structural Equation Modeling (SEM). The sample of this study consisted of 319 employees of Khuzestan Water Exploitation, Production and Transmission Company who were selected by simple random sampling. Job-Adequate Skills (Jarvenpaa et al., 1998), Role Ambiguity (Rizo et al., 1970), Path-Goal Leadership (Indvik, 1988), Predisposition to Trust (Ashleigh et al., 2012), and Team Trust (Costa & Anderson, 2011) scales, were used to collect data. The proposed model was evaluated by Structural Equation Modeling (SEM) using AMOS-24 and SPSS-24 software. The results showed that the proposed model fits well with the data. Also, the results showed that direct paths of that job-adequate skills to team trust (β=0.56, p<0.0001), role ambiguity to team trust (β= -0.19, p<0.0001) and participative leadership in team trust (β=0.18, p<0.0001) were significant. In addition, the multi-group analysis results showed that there is no significant difference between the path graph and the regression coefficients of the models of employees with high and low predisposition to trust. Overall, according to the results of the study, having the skills required for the job, existence a participative leadership atmosphere and reducing the ambiguity of the roles and responsibilities of the team can increase the level of trust within the teams.

کلیدواژه‌ها [English]

  • Job-adequate skills
  • Role ambiguity
  • Participative leadership
  • Predisposition to trust
  • Team trust
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