دوره 38، شماره 4 - ( زمستان 1404 )                   دوره38 شماره 4 صفحات 61-35 | برگشت به فهرست نسخه ها

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Tashakorian Jahromi A. (2026). Explaining the Mechanism of Psychological Distress on Human Resource Commitment with Emphasis on the Role of Resonant Leadership and Organizational Spirituality. JMDP. 38(4), 35-61.
URL: http://jmdp.ir/article-1-4908-fa.html
تشکریان جهرمی علیرضا.(1404). تبیین مکانیسم آشفتگی روان‌شناختی بر تعهد منابع انسانی با تأکید بر نقش هدایت‌گری هم‌نوا و معنویت سازمانی فرایند مدیریت و توسعه 38 (4) :61-35

URL: http://jmdp.ir/article-1-4908-fa.html

تبیین مکانیسم آشفتگی روان‌شناختی بر تعهد منابع انسانی با تأکید بر نقش هدایت‌گری هم‌نوا و معنویت سازمانی
علیرضا تشکریان جهرمی*
گروه مدیریت، دانشکده ادبیات و علوم انسانی، دانشگاه بیرجند، بیرجند، ایران. ، a.tashakorian@birjand.ac.ir
چکیده:   (254 مشاهده)
 
هدف: هدایت‌گری هم‌نوا با تجسم اصالت و ایجاد جو احساسی مثبت می‌تواند فرهنگ‌سازمانی متعهد، باانگیزه و مقاوم را پرورش دهد. هدف از این پژوهش، بررسی نقش تعدیل‌­کننده هدایت‌گری هم­نوا و معنویت سازمانی، در ارتباط بین مکانیسم آشفتگی روان‌شناختی و تعهد منابع انسانی است.
طرح پژوهش/ روش‌‏شناسی/ رویکرد: این پژوهش براساس هدف کاربردی و براساس گردآوری داده‌­ها از نوع توصیفی-پیمایشی است. تعداد جامعه آماری پژوهش که شامل همه کارکنان دانشگاه بیرجند می­شود 288 نفر است. حجم نمونه براساس فرمول کوکران 165 نفر تعیین گردید و سپس براساس روش نمونه­‌گیری ساده، داده­‌ها جمع‌­آوری شد. در این پژوهش از پرسشنامه‌های هدایت‌گری هم‌نوای واگنر (2010)، تعهد سازمانی الن و مایر (1993)، آشفتگی روان‌شناختی کسلر و همکاران (2002) و معنویت سازمانی آشموس و دوچون (2000) بهره گرفته‌­شده است. پس از تجزیه‌­و­تحلیل داده‌­ها، فرضیه­‌های پژوهش با استفاده از مدل­سازی معادلات ساختاری از طریق نرم‌­افزار اسمارت پی‌‌ال‌اس نسخه 3 مورد آزمون قرار گرفتند.
یافته­‌ها: براساس یافته‌­های پژوهش، آشفتگی روان‌شناختی با تعهد کارکنان، همبستگی معکوس دارد و اثر تعدیل‌کننده هدایت‌گری هم­نوا و معنویت سازمانی، باعث کاهش آشفتگی روان‌شناختی و افزایش تعهد کارکنان می­‌گردد. نتایج این پژوهش می­‌تواند هم در حیطه عملکردی و هم در حوزه تئوری، راهنمایی برای مدیران منابع انسانی سازمان‌­ها باشد.
ارزش/ اصالت پژوهش: این پژوهش از منظر نظری و تجربی دارای اصالت است. ازدیدگاه نظری، با وارد کردن هم‌زمان هدایت‌گری هم‌نوا و معنویت سازمانی به‌عنوان متغیرهای تعدیل‌گر، چارچوب‌های موجود در حوزه آشفتگی روان‌شناختی و تعهد منابع انسانی بسط می‌یابد و نشان می‌دهد که عوامل عاطفی و معنایی چگونه می‌توانند اثرات منفی آشفتگی روان‌شناختی را تعدیل کنند. از منظر تجربی، نتایج پژوهش شواهد بومی معتبری از جامعه کارکنان دانشگاه ارائه می‌دهد و نقش حفاظتی هدایت‌گری هم‌نوا و معنویت سازمانی در افزایش تعهد کارکنان را تأیید می‌کند.
پیشنهادهای اجرایی/ پژوهشی: مدیران با توسعه هدایت‌گری هم‌نوا از طریق آموزش مهارت‌های همدلی، آگاهی هیجانی و ارتباطات اثربخش و همچنین از طریق ایجاد معنا در کار و ارزش‌های مشترک و فضای حمایتی زمینه کاهش آشفتگی روان‌شناختی کارکنان و افزایش تعهد آنان را فراهم می‌­آورند.
واژه‌های کلیدی: مکانیسم آشفتگی روان‌شناختی، تعهد منابع انسانی، هدایت‌گری هم‌نوا، معنویت سازمانی، کارکنان دانشگاه.
متن کامل [PDF 1041 kb]   (78 دریافت)    
نوع مطالعه: پژوهشي | موضوع مقاله: رویکردهای مدیریت دولتی
دریافت: 1404/6/6 | پذیرش: 1404/7/6 | انتشار الکترونیک: 1404/11/13
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