نوع مقاله : مقاله پژوهشی

نویسندگان

1 دانشجوی کارشناسی ارشد روان‌شناسی صنعتی و سازمانی، دانشگاه شهید چمران اهواز، اهواز، ایران

2 استاد گروه روان‌شناسی، دانشگاه شهید چمران اهواز، اهواز، ایران

چکیده

پژوهش حاضر با هدف بررسی برازش یک مدل مفهومی از میانجی‌گری سرزندگی در کار در رابطه با پیشایندهای سازمانی و پیامدهای آموزشی در کارکنان بیمه تأمین اجتماعی اهواز انجام گرفت. نمونة پژوهش شامل 267 نفر از کارکنان بیمة تأمین اجتماعی اهواز بود که به روش نمونه‌گیری در دسترس انتخاب شدند. برای سنجش متغیرهای مورد مطالعه، از پرسشنامه‌های نزاکت در محل کار پوراس و ارز (2009)، رهبری توانمندساز اهرن و همکاران (2005)، سرزندگی در کار اسپریتزر و همکاران (2012)، رفتار خود توسعه خوکیو (2007)، انگیزه آموزش نو و ویلک (1993) و انتقال آموزش ژائو (1996) استفاده شد. تحلیل داده‌ها با کمک روش الگویابی معادلات ساختاری (SEM) و با استفاده از نرم‌افزار SPSS و AMOS ویراست 24 انجام شد. جهت آزمودن اثرات واسطه‌ای در الگوی پیشنهادی نیز از روش بوت استراپ استفاده شد. الگوی پیشنهادی پژوهش از برازش خوبی با داده‌ها برخوردار بود. یافته‌ها حاکی از آن بود که مسیرهای مستقیم نزاکت در محل کار و رهبری توانمندساز به سرزندگی در کار معنی‌دار بودند. علاوه بر آن مسیر سرزندگی در کار به رفتار خود- توسعه، انگیزه آموزش و انتقال آموزش نیز معنی‌دار بودند. هم‌چنین نتایج مسیرهای غیرمستقیم نشان داد که نزاکت در محل کار و رهبری توانمندساز از طریق سرزندگی در کار بر رفتار خود- توسعه، انگیزة آموزش و انتقال آموزش اثر مثبت و معنی‌داری دارند. جو مثبت در سازمان از طریق تقویت سرزندگی کارکنان می‌تواند منجر به نتایج مثبتی مانند اشتراک دانش و رفتارهای خود- توسعه شود.

کلیدواژه‌ها

عنوان مقاله [English]

Investigate the fit of a conceptual model of mediation in Thriving at work: organizational antecedents and educational consequences

نویسندگان [English]

  • Atefe Mohammadhosseini 1
  • Abdulzahra Naami 2
  • Kioumars Beshlideh 2
  • Seyed Esmaeil Hashemi 2

1 MA Student of Industrial & Organizational Psychology, Shahid Chamran University of Ahvaz, Ahvaz, Iran

2 Professor, Department of Psychology, Shahid Chamran University of Ahvaz, Ahvaz, Iran

چکیده [English]

Introduction
Manpower is considered to be the most valuable resource for organizations for the development of the organization. According to the history of Thriving at work and the attention that has been paid to it during these ten years, and according to the results it has brought, theoretically designing a model like the proposed model can give a good picture of Thriving at work and the presented model can be used as a useful tool for future research. Practically, the findings of this study can help policymakers and managers of organizations to have a special view on the discussion of Thriving at work in organizations and pay more attention to its role in increasing job outcomes. So, the purpose of this study was conducted to investigate the fit of a conceptual model of mediation in thriving at work in relation to organizational antecedents and educational consequences in the Social Security staff of Ahvaz.

Method
The present research design is a correlational design through the path analysis model. The design of the present study is a correlational design through the path analysis model. The statistical population included all employees working in the Social Security staff of Ahvaz in 2019. The whole of employees of this organization in Ahvaz is 530 people, from which 330 people were selected by convenience sampling method, and finally, 267 questionnaires were analyzed. Among the study participants, 72.7% were male and the rest were female.

کلیدواژه‌ها [English]

  • civility at workplace
  • empowering leadership
  • self- development behaviors
  • training motivation
Abid, G., Sajjad, I., Elahi, N. S., Farooqi, S., & Nisar, A. (2018). The influence of prosocial motivation and civility on work engagement: The mediating role of thriving at work. Cogent Business & Management, 5(1), 783-818.
Ahearne, M., Mathieu, J., & Rapp, A. (2005). To empower or not to empower your sales force? An empirical examination of the influence of leadership empowerment behavior on customer satisfaction and performance. The Journal of Applied Psychology, 90(5), 945-955.
Albrecht, S. L., & Andreetta, M. (2011): The influence of empowering leadership, empowerment and engagement on affective commitment and turnover intentions in community health service workers: Test of a model. Leadership in Health Services, 24(3), 228-237.
Ali, M., Lei, S. H. E. N., Jie, Z. S., & Rahman, M. A. (2018). Empowering leadership and employee performance: A mediating role of thriving at work. International Journal of Asian Business and Information Management, 9(2), 1-14.
Bruce, W. T., Dennis, A. A., & Dennis, R. S. (2007). Learning and motivation strategies: You re guide to success. London, England: Person Education.
Cortina, L. M., Magley, V. J., Williams, J. H., & Langhout, R. D. (2001). Incivility in the workplace: Incidence and impact. Journal of Occupational Health Psychology, 6(1), 64-80.
Dewayani, J., & Ferdinand, A. (2019). Motivation to transfer, supervisor support, proactive learning, and training transfer: Testing interaction effects. International Journal of Economics & Business Administration, 3, 141-150.
Elahi, N. S., Abid, G., Arya, B., & Farooqi, S. (2020). Workplace behavioral antecedents of job performance: Mediating role of thriving. The Service Industries Journal40(11-12), 755-776.
Ettner, S. L., & Grzywacz, J. G. (2001). Workers' perceptions of how jobs affect health: A social ecological perspective. Journal of Occupational Health Psychology6(2), 101-113.
Feeney, B. C., & Collins, N. L. (2015). A new look at social support: A theoretical perspective on thriving through relationships. Personality and Social Psychology Review19(2), 113-147.
Fleishman, E. A., & Mumford, M. D. (1989). Abilities as causes of individual differences in skill acquisition. Human Performance, 2(3), 201-223.
Friesen, Kaye, & Associates (FKA). (2009). Training Transfer: A corporate strategy for applying skills and knowledge in the workplace. Retrieved from https://fka.com/
Froman L. (1977). Some motivational determinants of trainee effort and performance: An investigation of expectancy theory. Doctoral dissertation, Wayne State University, Detroit, Michigan.
Gerbasi, A., Porath, C. L., Parker, A., Spreitzer, G., & Cross, R. (2015). Destructive de-energizing relationships: How thriving buffers their effect on performance. Journal of Applied Psychology, 100(5), 1423-1433.
Grossman, R., & Salas, E. (2011). The transfer of training: what really matters? International Journal of Training and Development, 15(2), 103-120.
Harris, T. B., Li, N., Boswell, W. R., Zhang, X. A., & Xie, Z. (2014). Getting what's new from newcomers: Empowering leadership, creativity, and adjustment in the socialization context. Personnel Psychology, 97(3), 567-604.
Hashemi, S. E., Khajepour, N., & Beshlideh, K. (2019). Designing a model of antecedents and consequences of thriving at work in employees of National Iranian Drilling Company‎. Human Resource Management in Oil Industry, 10(40), 121-146. [Persian]
Heydari, M., Ghorbanidulatabadi, M., & Mohammadjani, S. (2018). Examine the multi relationships between positive leadership strategies, work engagement and social vitality of Islamic Azad University, Fars Province. Journal of New Approaches in Educational Administration, 8(32), 43-64. [Persian]
Hoseini Kokamari, P., Beshlideh, K., & Arshadi, N. (2013). Investigate personality characteristics, job and organizational variable as predictors of psychological empowerment in personnel of Maroon Oil and Gas Production Company. Journal of Psychological Achievements, 20(1), 139-164. [Persian]
Hosseini, S. S., & Alizadeh Jorkoyeh, E. (2018). Investigating the relationship between transformational leadership and new product development process with respect to the mediating role of organizational learner and innovation culture. Journal of New Research Approaches in Management and Accounting, 7(1), 1-14. [Persian]
Kachooei, M., Zeinabadi, H. R., Arasteh, H., & Abbasian, A. (2018). Motivation to transfer and action research training transfer: Testing a model and evaluating current situation of secondary schools of suburban’s cities of Tehran province. Journal of New Thoughts on Education, 14(1), 55-82. [Persian]
Kadivar, P. (2007). Learning theories. Tehran: Samat Publications. [Persian]
Keyes, C. L. M. (2002). The mental health continuum: From languishing to flourishing in life. Journal of Health Soc. Behavior, 43, 207-222.
Laschinger, H. K. S., & Read, E. A. (2016). The effect of authentic leadership, person-job fit, and civility norms on new graduate nurses’ experiences of coworker incivility and burnout. Journal of Nursing Administration, 46(11), 574-580.
Leiter, M. P., Laschinger, H. K. S., Day, A., & Oore, D. G. (2011). The impact of civility interventions on employee social behavior, distress, and attitudes. The Journal of Applied Psychology, 96(6), 1258-1274.
Lerner, R. M., Lerner, J. V., von Eye, A., Bowers, E. P., & Lewin-Bizan, S. (2011). Individual and contextual bases of thriving in adolescence: A view of the issues. Journal of Adolescence, 34(6), 1107-1114.
Li, M., Liu, W., Han, Y., & Zhang, P. (2016). Linking empowering leadership and change-oriented organizational citizenship behavior. Journal of Organizational Change Management, 29, 732-750.
Mortier, A. V., Vlerick, P., & Clays, E. (2016). Authentic leadership and thriving among nurses: The mediating role of empathy. Journal of Nursing Management, 24(3), 357-365.
Mushtaq, M., Abid, G., Sarwar, K., & Ahmed, S. (2017). Forging ahead: How to thrive at the modern workplace. Iranian Journal of Management Studies10(4), 783-818.
Noe, R. A., & Wilk, S. L. (1993). Investigation of the Factors That Influence Employee’s Participation in Development Activities. Journal of Applied Psychology, 78(2), 291-302.
Organ, D. W., Podsakoff, P. M., & MacKenzie, S. B. (2005). Organizational citizenship behavior: Its nature, antecedents, and consequences. California: Sage Publications.
Orvis, K. A., Fisher, S. L., & Wasserman, M. E. (2009). Power to the people: Using learner control to improve trainee reactions and learning in web-based instructional environments. Journal of Applied Psychology94(4), 960-976.
Osatuke, K., Moore, S. C., Ward, C., Dyrenforth, S. R., & Belton, L. (2009). Civility, respect, engagement in the workforce (CREW). Behavioral Science, 45(3), 384-410.
Parnoon, M., Naami, A., Hashemi, S. E., Beshlideh, K., & Parnoon, A. A. (2017). Designing and testing a model of precedents and outcomes of occupational commitment in personnel of Khuzestan Steel Company. Iran Occupational Health, 14(2), 114-126. [Persian]
Pearson, C. M., & Porath, C. L. (2009). The cost of bad behavior-how incivility damages your business and what you can do about it. New York: Portfolio.
Porath, C. (2011). Civility. In K. S. Cameron & G. M. Spreitzer (Eds), The Oxford handbook of positive organizational scholarship (vol. 1, pp. 439-448.). Oxford: Oxford University Press.
Porath, C. L., & Erez, A. (2009). Overlooked but not untouched: How rudeness reduces onlookers’ performance on routine and creative tasks. Organizational Behavior and Human Decision Processes, 109(1), 29-44.
Porath, C. L., Gerbasi, A., & Schorch, S. L. (2015). The effects of civility on advice, leadership, and performance. Journal of Applied Psychology, 100(5), 1527-1541.
Porath, C. L., Spreitzer, G., & Gibson, C. (2008). Antecedents and consequences of thriving across six organizations. Paper presented at the annual Academy of Management meeting, Anaheim, CA.
Porath, C., Spreitzer, G., Gibson, C., & Garnett, F. G. (2012). Thriving at work: Toward its measurement, construct validation, and theoretical refinement. Journal of Organizational Behavior33(2), 250-275.
Rasool, H., Bashir, F., & Nasir, Z. M. (2015). The other side of goal orientation and training outcomes: Mediating role of training motivation. Journal of Service Science and Management8(5), 726-740.
Reinhold, S., Gegenfurtner, A., & Lewalter, D. (2018). Social support and motivation to transfer as predictors of training transfer: testing full and partial mediation using meta‐analytic structural equation modelling. International Journal of Training and Development, 22(1), 1-14.
Rukh, L., Hassan, Q., Babar, S., & Iftikhar, A. (2018). Impact of Perceived organizational support and organizational reward on Thriving at work: Mediating role of civility at workplace. International Journal of Management Excellence, 12(1), 1688-1699.
Salas, E., Wilson, K., Priest, H., & Guthrie, J. (2006). Design, delivery, and evaluation of training systems. In G. Salvendy (Ed), Handbook of human factors and ergonomic (3rd ed., 472-512). Hoboken NJ: John Wiley & Sons.
Scaduto, A., Lindsay, D., & Chiaburu, D. S. (2008). Leader influences on training effectiveness: motivation and outcome expectation processes. International Journal of Training and Development, 12(3), 158-170.
Shan, S. (2016). Thriving at Workplace: Contributing to self-development, career development, and better performance in information organizations. Pakistan Journal of Information Management and Libraries, 17, 109-119.
Spreitzer, G. M. (1995). Psychological empowerment in the workplace: Dimensions, measurement, and validation. Academy of Management Journal, 38(5), 1442-1465.
Spreitzer, G. M., & Porath, C. (2012). Creating sustainable performance. Harvard Business Review, 90, 92-99.
Spreitzer, G. M., Sutcliffe, K., Dutton, J., Sonenshein, S. & Grant, A. (2005). A socially embedded model of thriving at work. Organization Science, 16(5), 537-549.
Spreitzer, G., Porath, C. L., & Gibson, C. B. (2012). Toward human sustainability: How to enable more thriving at work. Organizational Dynamics, 41(2), 155-162.
Tsui, A. S., & Ashford, S. J. (1994). Adaptive self-regulation: A process view of managerial effectiveness. Journal of Management, 20(1), 93-121.
Tummers, L., Steijn, B., Nevicka, B., & Heerema, M. (2018). The effects of leadership and job autonomy on vitality: Survey and experimental evidence. Review of Public Personnel Administration38(3), 355-377.
Xiao, J. (1996). The relationship between organizational factors and the transfer of training in the electronics industry in Shenzhen, China. Human Resource Development Quarterly, 7(1), 55-73.
Xu, Q. (2007). A predictive model of employee self-development: The effects of individual and contextual variables. Irvine: University of California.
Zhang, X., & Bartol, K. (2010). Linking empowering leadership and employee creativity: The influence of psychological empowerment, intrinsic motivation and creative process engagement. Academy of Management Journal, 53(1), 107-128.