رابطه سرمایه روان‌شناختی با اشتراک دانش و رفتار کاری نوآورانه با میانجی‌گری اشتیاق شغلی در شرکت آب جنوب شرق خوزستان

نوع مقاله : مقاله پژوهشی

نویسندگان

1 دکتری علم اطلاعات و دانش شناسی، دانشگاه شهید چمران اهواز، اهواز، ایران

2 دانشجوی کارشناسی ارشد مدیریت اطلاعات، گروه علم اطلاعات و دانش‌شناسی، دانشکده علوم تربیتی و روان‌شناسی، دانشگاه شهید چمران اهواز،

3 دانشجوی دکتری، گروه علم اطلاعات و دانش‌شناسی، دانشکده علوم تربیتی و روان‌شناسی، دانشگاه شهید چمران اهواز، اهواز، ایران

4 مدیر امور منابع انسانی شرکت اب جنوب شرق، اهواز، ایران

10.22055/psy.2023.42570.3046
چکیده
هدف این پژوهش بررسی رابطه سرمایه روان‌شناختی با اشتراک دانش و رفتار کاری نوآورانه با میانجی‌گری اشتیاق شغلی در شرکت آب جنوب شرق خوزستان بود. جامعه آماری این پژوهش شامل 200 نفر از کارکنان شرکت آب جنوب شرق خوزستان در سال 1401 بوده که به روش نمونه‌گیری در تصادفی انتخاب شدند. داده‌ها از طریق پرسش‌نامه سرمایه روان‌شناختی (Luthans et al., 2007)، پرسش‌نامه اشتراک دانش (Huy et al., 2010)، پرسش‌نامه رفتار کاری نوآورانه (De Jong & Den Hartog, 2010 ) و مقیاس اشتیاق شغلی (Schaufeli et al., 2001 ) جمع‌آوری و تحلیل داده‌ها با کمک روش الگویابی معادلات ساختاری و با استفاده از نرم‌افزارهای SPSS-24 و AMOS-24 انجام شد. نتایج نشان دادند که الگوی پیشنهادی از برازش نسبتاً خوبی با داده‌ها برخوردار بود یافته‌ها حاکی از رابطه مستقیم و معنادار سرمایه روان‌شناختی با اشتراک دانش، رفتار کاری نوآورانه و اشتیاق شغلی بود. علاوه بر آن اشتراک دانش و اشتیاق شغلی و نیز رفتار کاری نوآورانه و اشتیاق شغلی نیز رابطه مثبت و معنی‌دار داشت. نتایج مسیرهای غیرمستقیم نشان داد که اشتیاق شغلی در رابطه بین سرمایه روان‌شناختی و اشتراک دانش و در رابطه بین سرمایه روان‌شناختی و رفتار کاری نوآورانه اثر مثبت و معنی‌داری وجود دارد. بنابراین با تقویت سرمایه‌های روان‌شناختی (تاب‌آوری، خودکارآمدی، امیدواری و خوش‌بینی) در کارکنان اشتیاق شغلی نیز افزایش یافته و به دنبال آن شاهد رفتارهای کاری نوآورانه و اشتراک دانش در محیط کار خواهیم بود.

کلیدواژه‌ها


عنوان مقاله English

The relationship between psychological capital and knowledge sharing and innovative work behavior with the mediation of job engagement in South East Khuzestan Water Company

نویسندگان English

Zohra Chiraghi 1
Fatemah Bohlool 2
hadi Elahai 3
Hooman Babadi 4
1 PhD in Knowledge and Information Science, Shahid Chamran University of Ahvaz, Ahvaz, Iran
2 MA student in Information Management, Department of Knowledge and Information Science, Faculty of Education and Psychology, Shahid Chamran University of Ahvaz, Ahvaz, Iran
3 PhD student, Department of Information Science and Epistemology, Faculty of Educational Sciences and Psychology, Shahid Chamran Ahvaz University, Ahvaz, Iran
4 Manager of Southeast Khuzestan Water Company, Ahvaz, Iran
چکیده English

This study aimed to examine the relationship between psychological capital, knowledge sharing, and innovative work behavior, with job engagement as a mediating factor, among employees of the South East Khuzestan Water Company. Positive attitudes toward work not only foster personal growth but also enhance organizational outcomes through innovation and collaboration. Understanding the psychological mechanisms that drive such behaviors is thus of great importance for organizations seeking sustainable development. The research population consisted of 200 employees of the South East Khuzestan Water Company in 2022, selected through random sampling. Standardized questionnaires were employed to gather data: the Psychological Capital Questionnaire (Luthans et al., 2007), Knowledge Sharing Questionnaire (Huy et al., 2010), Innovative Work Behavior Questionnaire (De Jong & Den Hartog, 2010), and Job Engagement Scale (Schaufeli et al., 2001). Data were analyzed using structural equation modeling (SEM) with SPSS-24 and AMOS-24 software.The results revealed that the proposed model demonstrated an acceptable fit with the empirical data. Findings confirmed direct and significant relationships between psychological capital and knowledge sharing, innovative work behavior, and job engagement. Moreover, knowledge sharing was positively associated with job engagement, while innovative work behavior was significantly linked to job enthusiasm. Indirect path analysis indicated that job engagement mediated the relationship between psychological capital and both knowledge sharing and innovative work behavior, highlighting the central role of job engagement in translating psychological resources into productive workplace behaviors. The discussion emphasizes that enhancing employees’ psychological capital—through building confidence, optimism, hope, and resilience—strengthens their passion for work. Such passion fosters greater involvement in tasks, enabling employees to demonstrate higher levels of creativity and innovation. Employees with strong psychological capital are more capable of overcoming workplace challenges and perceiving conditions positively, which in turn increases their willingness to share knowledge. When job engagement complements psychological capital, employees experience higher satisfaction, contributing to a culture of collaboration and innovative performance within organizations. Overall, the findings underscore the importance of investing in employees’ psychological resources and engagement to promote both individual well-being and organizational effectiveness.

کلیدواژه‌ها English

Psychological capital
knowledge sharing
innovative work behavior
Job Engagement
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  • تاریخ دریافت 20 مهر 1402
  • تاریخ بازنگری 09 آذر 1402
  • تاریخ پذیرش 20 آذر 1402