نقش سرمایه‌های ‌روانی بر تعارض‌کار-خانواده و عملکرد سازمان (موردمطالعه: اداره‌کل ثبت اسناد واملاک شهر مشهد)

نوع مقاله: علمی پژوهشی

نویسندگان

1 دانشجوی دکترای آینده پژوهی،دانشگاه بین‌المللی امام خمینی(ره)،قزوین،ایران

2 استادگروه مدیریت صنعتی،دانشکده مدیریت و حسابداری دانشگاه علامه طباطبائی تهران، ایران

3 دانشجوی دکترای گروه مدیریت تولید و عملیات، دانشگاه علامه طباطبایی تهران، ایران

10.30495/qjopm.2020.561563.1974

چکیده

سازمان ها یکی از بارزترین مشخصه­ های جوامع امروزی هستند که به سرعت در حال بهبود عملکرد خود می­ باشند. توجه به منابع انسانی به عنوان مهم ترین دارایی هر سازمان و عامل موفقیت عملکرد سازمان، سبب پررنگ شدن توسعه سرمایه ­های روانی و کاهش تعارضات سازمانی و خانوادگی شده که از مزیت های رقابتی سازمان های موفق به حساب می­ آید. هدف این مقاله ارزیابی سرمایه­ های­ روانی بر تعارض ­کار-خانواده و عملکرد سازمان می ­باشد. این تحقیق به روش ­میدانی و با استفاده از پرسش نامه­ در اداره ­کل ثبت ­اسناد و املاک شهر مشهد انجام شد. نمونه­ گیری با دوروش متناسب ­با حجم وتصادفی­ ساده و تعداد نمونه بر اساس جدول مورگان تعیین گردید که شامل 138 نفر از مدیران و کارکنان شد. این تحقیق بر اساس مدل معادلات ­ساختاری است که داده ­های جمع ­آوری شده با تکنیک حداقل­ مربعات­ جزئی و با استفاده از نرم ­افزار (Smart-PLS) مورد آزمون و تجزیه­ و تحلیل قرار گرفته ­اند. یافته ­های این تحقیق حاکی از وجود تأثیر بین بیشتر متغیرهاست. فرضیه ­های اول، دوم، چهارم، ششم و هشتم تأثیر منفی و فرضیه­ های پنجم و هفتم نیز تأثیر مثبت بین متغیرها را تأیید کردند. بدین­ معنا که سرمایه­ های­ روانی ­کارکنان بر توسعه رفتارهای ­شهروندی­ سازمانی می توانید بهبود دهنده باشد. تأثیر این متغیر در تعارض ­کار-خانواد منفی است، بدین معنا که سرمایه ­های­ غنی ­روانی در کارکنان و حمایت آنها از سوی سازمان می توانید به کاهش تعارض ­کار-خانواده بیانجامد. مشخص گردید که قصد ترک شغل نیز بر عملکرد سازمان تأثیر منفی دارد. به عبارتی هراندازه این قصد در کارکنان افزایش یابد، به تبع آن عملکرد سازمان که به طور مستقیم از رفتار کارکنان تأثیرمی پذیرد، کاهش خواهد یافت. نتایج این تحقیق مدیران را برای برنامه ­ریزی در جهت دستیابی به نیروی انسانی توسعه­ یافته و با انگیزه همراهی خواهد نمود.

کلیدواژه‌ها

موضوعات


عنوان مقاله [English]

The Role of Psychic Capital in Work-Family Conflict and Organizational Performance: The Case of Real Estate Registration Office in Mashhad

نویسندگان [English]

  • zahra aminafshar 1
  • Abolfazl kazazi 2
  • Mohsen Hooshangi 3
1 Ph.D. Candidate, Department of Future Studies, Imam Khomeini International University, Qazvin, Iran.
2 Professor, Department of Industrial Management, School of Management and Accounting, Allameh Tabataba'i University, Tehran, Iran
3 .Ph.D. Candidate, Department of Production Management, Allameh Tabataba’i University, Tehran
چکیده [English]

Organizations whose performance is being rapidly improved are considered one of the most prominent features of today's societies. The most important asset in any organization is attention to human resources which is considered to be a competitive advantage in successful organizations since it can impact the success of the organizational performance, promote psychic capital and reduce organization-family conflicts. This field study set out to investigate the impact of psychic capital on work-family conflict and organizational performance. The research data were collected by administering a standardized questionnaire to a stratified random sample of 138 managers and employees at Real Estate Registration Office in Mashhad. The sample size was determined based on Morgans’ Table. The collected data were analyzed via Structural Equation Modeling, Partial Least Squares techniques and Smart-PLS software. The findings indicated significant impacts from most of variables. Hypotheses 1, 2, 4, 6 & 8 verified negative impacts and hypotheses 5 & 7 verified positive impacts. That is to say, the employees’ psychic capital was found to improve organizational citizenship behavior. The same variable, however, negatively impacted work-family conflict; that is, employees’ rich psychic capital and the support they received from the organization could reduce work-family conflict. Moreover, the intention to quit one’s job was also found to have a negative impact on organizational performance.  In other words, the higher the intention to quit, the lower the organizational performance which is directly influenced by the employees. The findings can assist managers to realign their planning towards improved and motivated human resource.

کلیدواژه‌ها [English]

  • Organizational Citizenship Behavior
  • Organizational Performance
  • Psychic capital
  • Turnover Intention
  • Work-Family Conflict

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